SA - Kjarasamningur | Efling stéttarfélag

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<h2 class="ks-sidebar-title">Table of contents</h2>
<p class="ks-sidebar-subtitle">Efling–SA collective agreement (EN)</p>
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<ul class="ks-toc-list">
<li class="ks-toc-chapter"><a class="ks-toc-link" href="#on-wages" data-target="on-wages">Kafli 1 - On Wages</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#11-wages" data-target="11-wages">1.1 - Wages</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#111-wage-rates" data-target="111-wage-rates">1.1.1 - Wage rates</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#112-starting-wages-and-wages-for-workers-under-18-years" data-target="112-starting-wages-and-wages-for-workers-under-18-years">1.1.2 - Starting wages and wages for workers under 18 years</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#113-assessment-of-work-experience-and-skills" data-target="113-assessment-of-work-experience-and-skills">1.1.3 - Assessment of work experience and skills</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#114-staff-interviews" data-target="114-staff-interviews">1.1.4 - Staff interviews</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#12-wage-amendments-during-the-agreement-period" data-target="12-wage-amendments-during-the-agreement-period">1.2 - Wage amendments during the Agreement period</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#121-wage-amendments" data-target="121-wage-amendments">1.2.1 - Wage amendments</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#122-wage-rates" data-target="122-wage-rates">1.2.2 - Wage Rates</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#123-wage-related-items" data-target="123-wage-related-items">1.2.3 - Wage-related items</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#124-wage-rate-increases" data-target="124-wage-rate-increases">1.2.4 - Wage rate increases</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#13-december-bonus-and-holiday-bonus" data-target="13-december-bonus-and-holiday-bonus">1.3 - December bonus and holiday bonus</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#131-december-bonus" data-target="131-december-bonus">1.3.1 - December bonus</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#132-holiday-bonus" data-target="132-holiday-bonus">1.3.2 - Holiday bonus</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#133-absence-due-to-maternitypaternity-leave-or-when-a-woman" data-target="133-absence-due-to-maternitypaternity-leave-or-when-a-woman">1.3.3 - Absence due to maternity/paternity leave or when a woman</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#14-divisor-for-daytime-hourly-wages" data-target="14-divisor-for-daytime-hourly-wages">1.4 - Divisor for daytime hourly wages</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#15-youth-rights" data-target="15-youth-rights">1.5 - Youth rights</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#16-overtime-rates" data-target="16-overtime-rates">1.6 - Overtime rates</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#161" data-target="161">1.6.1.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#162-overtime-premiums-on-major-public-holidays" data-target="162-overtime-premiums-on-major-public-holidays">1.6.2 - Overtime premiums on major public holidays</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#17-emergency-call-outs" data-target="17-emergency-call-outs">1.7 - Emergency call-outs</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#171" data-target="171">1.7.1.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#172" data-target="172">1.7.2.</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#18-half-and-full-daily-wages" data-target="18-half-and-full-daily-wages">1.8 - Half and full daily wages</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#19-rules-on-wage-payments-and-payslips" data-target="19-rules-on-wage-payments-and-payslips">1.9 - Rules on wage payments and payslips</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#191-weekly-and-two-week-payments" data-target="191-weekly-and-two-week-payments">1.9.1 - Weekly and two-week payments</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#192-monthly-payments" data-target="192-monthly-payments">1.9.2 - Monthly payments</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#193-payslips" data-target="193-payslips">1.9.3 - Payslips</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#110-fixed-weekly-wages-4" data-target="110-fixed-weekly-wages-4">1.10 - Fixed weekly wages 4</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1101" data-target="1101">1.10.1.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1102" data-target="1102">1.10.2.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1103" data-target="1103">1.10.3.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1104" data-target="1104">1.10.4.</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#111-further-privileges-and-benefits" data-target="111-further-privileges-and-benefits">1.11 - Further privileges and benefits</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#112-new-professions" data-target="112-new-professions">1.12 - New professions</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#113-employment-contracts-and-letters-of-employment" data-target="113-employment-contracts-and-letters-of-employment">1.13 - Employment contracts and letters of employment</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1131" data-target="1131">1.13.1.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1132" data-target="1132">1.13.2.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1133" data-target="1133">1.13.3.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1134-employers-obligation-to-inform-the-employment-contract-or" data-target="1134-employers-obligation-to-inform-the-employment-contract-or">1.13.4 - Employer’s obligation to inform - The employment contract or</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1135" data-target="1135">1.13.5.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1136-temporary-employment" data-target="1136-temporary-employment">1.13.6 - Temporary employment</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1137-right-to-damages" data-target="1137-right-to-damages">1.13.7 - Right to damages</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#114-competition-provision" data-target="114-competition-provision">1.14 - Competition provision</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#115-wages-in-foreign-currency" data-target="115-wages-in-foreign-currency">1.15 - Wages in foreign currency</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#116-certificates-and-paying-for-them" data-target="116-certificates-and-paying-for-them">1.16 - Certificates and paying for them</a></li>
<li class="ks-toc-chapter"><a class="ks-toc-link" href="#on-working-hours" data-target="on-working-hours">Kafli 2 - On working hours</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#21-daytime-work" data-target="21-daytime-work">2.1 - Daytime work</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#211" data-target="211">2.1.1.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#212-other-arrangements-for-daytime-working-hours-are-authorised" data-target="212-other-arrangements-for-daytime-working-hours-are-authorised">2.1.2 - Other arrangements for daytime working hours are authorised</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#213" data-target="213">2.1.3.</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#22-overtime" data-target="22-overtime">2.2 - Overtime</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#221-contractual-overtime-begins-when-the-agreed-daytime-work-is" data-target="221-contractual-overtime-begins-when-the-agreed-daytime-work-is">2.2.1 - Contractual overtime begins when the agreed daytime work is</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#222" data-target="222">2.2.2.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#223" data-target="223">2.2.3.</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#23-public-holidays" data-target="23-public-holidays">2.3 - Public holidays</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#231-major-public-holidays-include" data-target="231-major-public-holidays-include">2.3.1 - Major public holidays include:</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#232-other-holidays" data-target="232-other-holidays">2.3.2 - Other holidays:</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#233-holiday-work-constitutes-work-during-a-daytime-working-period" data-target="233-holiday-work-constitutes-work-during-a-daytime-working-period">2.3.3 - Holiday work constitutes work during a daytime working period</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#24-minimum-rest" data-target="24-minimum-rest">2.4 - Minimum rest</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#241-daily-rest-period" data-target="241-daily-rest-period">2.4.1 - Daily rest period</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#242-exceptions-and-the-right-to-time-off" data-target="242-exceptions-and-the-right-to-time-off">2.4.2 - Exceptions and the right to time off</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#243-weekly-day-off" data-target="243-weekly-day-off">2.4.3 - Weekly day off</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#244-postponement-of-weekly-day-off" data-target="244-postponement-of-weekly-day-off">2.4.4 - Postponement of weekly day off</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#245-breaks" data-target="245-breaks">2.4.5 - Breaks</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#25-recording-of-working-hours" data-target="25-recording-of-working-hours">2.5 - Recording of working hours</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#251" data-target="251">2.5.1.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#252" data-target="252">2.5.2.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#253" data-target="253">2.5.3.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#254" data-target="254">2.5.4.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#255" data-target="255">2.5.5.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#256" data-target="256">2.5.6.</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#26-rights-of-those-persons-working-part-of-the-day" data-target="26-rights-of-those-persons-working-part-of-the-day">2.6 - Rights of those persons working part of the day</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#261" data-target="261">2.6.1.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#262" data-target="262">2.6.2.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#263" data-target="263">2.6.3.</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#27-change-of-employment-rate-andor-working-hours" data-target="27-change-of-employment-rate-andor-working-hours">2.7 - Change of employment rate and/or working hours</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#28-time-off-in-lieu-of-overtime" data-target="28-time-off-in-lieu-of-overtime">2.8 - Time off in lieu of overtime</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#29-courses-and-workshops" data-target="29-courses-and-workshops">2.9 - Courses and workshops</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#210-on-call-shifts" data-target="210-on-call-shifts">2.10 - On-call shifts</a></li>
<li class="ks-toc-chapter"><a class="ks-toc-link" href="#protocol-on-infringements-of-minimum-rest-time" data-target="protocol-on-infringements-of-minimum-rest-time">Protocol on infringements of minimum rest time</a></li>
<li class="ks-toc-chapter"><a class="ks-toc-link" href="#meal-and-coffee-breaks-food-and-transportation-costs" data-target="meal-and-coffee-breaks-food-and-transportation-costs">Kafli 3 - Meal and Coffee Breaks, Food and Transportation Costs</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#31-daytime-meal-and-coffee-breaks" data-target="31-daytime-meal-and-coffee-breaks">3.1 - Daytime meal and coffee breaks</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#311" data-target="311">3.1.1.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#312" data-target="312">3.1.2.</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#32-food-and-coffee-breaks-during-overtime-work" data-target="32-food-and-coffee-breaks-during-overtime-work">3.2 - Food and coffee breaks during overtime work</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#321" data-target="321">3.2.1.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#322" data-target="322">3.2.2.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#323" data-target="323">3.2.3.</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#33-work-during-meal-and-coffee-breaks" data-target="33-work-during-meal-and-coffee-breaks">3.3 - Work during meal and coffee breaks</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#331" data-target="331">3.3.1.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#332" data-target="332">3.3.2.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#333" data-target="333">3.3.3.</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#34-food-allowance" data-target="34-food-allowance">3.4 - Food allowance</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#341" data-target="341">3.4.1.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#342" data-target="342">3.4.2.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#343" data-target="343">3.4.3.</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#35-wages-on-trips" data-target="35-wages-on-trips">3.5 - Wages on trips</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#351" data-target="351">3.5.1.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#352" data-target="352">3.5.2.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#353" data-target="353">3.5.3.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#354" data-target="354">3.5.4.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#355-daily-allowance-on-trips-abroad" data-target="355-daily-allowance-on-trips-abroad">3.5.5 - Daily allowance on trips abroad</a></li>
<li class="ks-toc-chapter"><a class="ks-toc-link" href="#on-holidays" data-target="on-holidays">Kafli 4 - On holidays</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#41-holidays" data-target="41-holidays">4.1 - Holidays</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#411" data-target="411">4.1.1.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#412-with-effect-from-1st-may-2024-holidays-that-will-be-taken" data-target="412-with-effect-from-1st-may-2024-holidays-that-will-be-taken">4.1.2 - With effect from 1st May 2024 (holidays that will be taken</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#413" data-target="413">4.1.3.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#414-labour-unions-are-authorised-to-negotiate-with-individual-wage" data-target="414-labour-unions-are-authorised-to-negotiate-with-individual-wage">4.1.4 - Labour unions are authorised to negotiate with individual wage</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#415-holidays-are-otherwise-covered-by-provisions-of-holiday" data-target="415-holidays-are-otherwise-covered-by-provisions-of-holiday">4.1.5 - Holidays are otherwise covered by provisions of holiday</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#42-illness-and-accidents-during-holidays" data-target="42-illness-and-accidents-during-holidays">4.2 - Illness and accidents during holidays</a></li>
<li class="ks-toc-chapter"><a class="ks-toc-link" href="#company-specific-component-of-collective-agreements" data-target="company-specific-component-of-collective-agreements">Kafli 5 - Company-specific component of collective agreements</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#51-definition" data-target="51-definition">5.1 - Definition</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#52-purpose" data-target="52-purpose">5.2 - Purpose</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#53-permission-to-negotiate" data-target="53-permission-to-negotiate">5.3 - Permission to negotiate</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#54-advisers" data-target="54-advisers">5.4 - Advisers</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#55-employee-spokespersons-representation-in-negotiations" data-target="55-employee-spokespersons-representation-in-negotiations">5.5 - Employee spokespersons - representation in negotiations</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#56-information-delivery" data-target="56-information-delivery">5.6 - Information delivery</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#57-permitted-exceptions" data-target="57-permitted-exceptions">5.7 - Permitted exceptions</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#58-employee-compensation" data-target="58-employee-compensation">5.8 - Employee compensation</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#510-effects-of-company-specific-agreement-on-terms-of-employment" data-target="510-effects-of-company-specific-agreement-on-terms-of-employment">5.10 - Effects of company- specific agreement on terms of employment</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#511-shortening-of-working-hours" data-target="511-shortening-of-working-hours">5.11 - Shortening of working hours</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#512-handling-of-disputes" data-target="512-handling-of-disputes">5.12 - Handling of disputes</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#513-example-of-a-company-specific-company" data-target="513-example-of-a-company-specific-company">5.13 - Example of a company-specific company</a></li>
<li class="ks-toc-chapter"><a class="ks-toc-link" href="#priority-rights-to-work" data-target="priority-rights-to-work">Kafli 6 - Priority Rights to Work</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#61-priority-rights" data-target="61-priority-rights">6.1 - Priority rights</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#613" data-target="613">6.1.3.</a></li>
<li class="ks-toc-chapter"><a class="ks-toc-link" href="#equipment-hygiene-and-safety" data-target="equipment-hygiene-and-safety">Kafli 7 - Equipment, Hygiene and Safety</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#71-equipment" data-target="71-equipment">7.1 - Equipment</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#72-dining-facilities" data-target="72-dining-facilities">7.2 - Dining facilities</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#721" data-target="721">7.2.1.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#722" data-target="722">7.2.2.</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#73-safety-equipment" data-target="73-safety-equipment">7.3 - Safety equipment</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#731-workplaces-shall-make-available-to-employees-the-safety" data-target="731-workplaces-shall-make-available-to-employees-the-safety">7.3.1 - Workplaces shall make available to employees the safety</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#732-violation-of-safety-rules" data-target="732-violation-of-safety-rules">7.3.2 - Violation of safety rules</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#7321" data-target="7321">7.3.2.1.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#7322" data-target="7322">7.3.2.2.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#733-violations-of-safety-rules-that-jeapordise-employees-life-and" data-target="733-violations-of-safety-rules-that-jeapordise-employees-life-and">7.3.3 - Violations of safety rules that jeapordise employees’ life and</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#734" data-target="734">7.3.4.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#735" data-target="735">7.3.5.</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#74-youth-work" data-target="74-youth-work">7.4 - Youth work</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#75-delivery-of-information" data-target="75-delivery-of-information">7.5 - Delivery of information</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#761" data-target="761">7.6.1</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#762" data-target="762">7.6.2</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#763" data-target="763">7.6.3</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#764" data-target="764">7.6.4</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#765" data-target="765">7.6.5</a></li>
<li class="ks-toc-chapter"><a class="ks-toc-link" href="#payment-of-wages-in-the-event-of-illness-and-accidents-and-accident-insurance" data-target="payment-of-wages-in-the-event-of-illness-and-accidents-and-accident-insurance">Kafli 8 - Payment of Wages in the Event of Illness and Accidents and Accident Insurance</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#81-wages-during-illness" data-target="81-wages-during-illness">8.1 - Wages during illness</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#811" data-target="811">8.1.1.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#812" data-target="812">8.1.2.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#813" data-target="813">8.1.3.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#814" data-target="814">8.1.4.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#815" data-target="815">8.1.5.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#816" data-target="816">8.1.6.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#817-sickness-entitlement-is-a-total-entitlement-per-12-month-period" data-target="817-sickness-entitlement-is-a-total-entitlement-per-12-month-period">8.1.7 - Sickness entitlement is a total entitlement per 12-month period</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#82-occupational-accidents-and-occupational-diseases" data-target="82-occupational-accidents-and-occupational-diseases">8.2 - Occupational accidents and occupational diseases</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#821" data-target="821">8.2.1.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#822" data-target="822">8.2.2.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#823" data-target="823">8.2.3.</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#84" data-target="84">8.4.</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#83-wage-concepts" data-target="83-wage-concepts">8.3 - Wage concepts</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#831" data-target="831">8.3.1.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#832" data-target="832">8.3.2.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#833" data-target="833">8.3.3.</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#84-payout-of-sick-pay" data-target="84-payout-of-sick-pay">8.4 - Payout of sick pay</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#841" data-target="841">8.4.1.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#842" data-target="842">8.4.2.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#843-medical-certificate" data-target="843-medical-certificate">8.4.3 - Medical certificate</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#85-childrens-illness-and-leave-due-to-force-majeure-circumstances" data-target="85-childrens-illness-and-leave-due-to-force-majeure-circumstances">8.5 - Children’s illness and leave due to force majeure circumstances</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#851" data-target="851">8.5.1.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#852" data-target="852">8.5.2.</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#86-maternitypaternity-leave-and-prenatal-exams" data-target="86-maternitypaternity-leave-and-prenatal-exams">8.6 - Maternity/paternity leave and prenatal exams</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#871-scope-of-application" data-target="871-scope-of-application">8.7.1 - Scope of application</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#872-entry-into-effect-and-expiration-of-insurance" data-target="872-entry-into-effect-and-expiration-of-insurance">8.7.2 - Entry into effect and expiration of insurance</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#873-index-and-indexation-of-benefits" data-target="873-index-and-indexation-of-benefits">8.7.3 - Index and indexation of benefits</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#874-death-benefits" data-target="874-death-benefits">8.7.4 - Death benefits</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#875-permanent-disability-benefits" data-target="875-permanent-disability-benefits">8.7.5 - Permanent disability benefits</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#876-temporary-disability-benefits" data-target="876-temporary-disability-benefits">8.7.6 - Temporary disability benefits</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#877-insurance-obligation" data-target="877-insurance-obligation">8.7.7 - Insurance obligation</a></li>
<li class="ks-toc-chapter"><a class="ks-toc-link" href="#protocol-regarding-incapacity-to-work-due-to-illness" data-target="protocol-regarding-incapacity-to-work-due-to-illness">Protocol regarding incapacity to work due to illness</a></li>
<li class="ks-toc-chapter"><a class="ks-toc-link" href="#protocol-on-medical-certificates" data-target="protocol-on-medical-certificates">Protocol on medical certificates</a></li>
<li class="ks-toc-chapter"><a class="ks-toc-link" href="#tools-and-work-clothes" data-target="tools-and-work-clothes">Kafli 9 - Tools and work clothes</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#91-tools" data-target="91-tools">9.1 - Tools</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#92-personal-protective-equipment" data-target="92-personal-protective-equipment">9.2 - Personal protective equipment</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#921-general-workwear" data-target="921-general-workwear">9.2.1 - General workwear</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#922-specialised-workwear" data-target="922-specialised-workwear">9.2.2 - Specialised workwear</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#923-fish-processing" data-target="923-fish-processing">9.2.3 - Fish processing</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#122024-worked-paid-refreshment-breaks-are-included-for" data-target="122024-worked-paid-refreshment-breaks-are-included-for">1.2.2024) worked (paid refreshment breaks are included) for</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#924-work-in-refrigerated-spaces" data-target="924-work-in-refrigerated-spaces">9.2.4 - Work in refrigerated spaces</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#93-damage-to-clothing-and-items" data-target="93-damage-to-clothing-and-items">9.3 - Damage to clothing and items</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#931" data-target="931">9.3.1.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#932" data-target="932">9.3.2.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#933" data-target="933">9.3.3.</a></li>
<li class="ks-toc-chapter"><a class="ks-toc-link" href="#premiums-for-sickness-holiday-vocational-training-pension-and-vocational-rehabilitation-funds" data-target="premiums-for-sickness-holiday-vocational-training-pension-and-vocational-rehabilitation-funds">Kafli 10 - Premiums for sickness, holiday, vocational training, pension and vocational rehabilitation funds</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#101-sickness-benefit-fund" data-target="101-sickness-benefit-fund">10.1 - Sickness benefit fund</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1012-sa-may-appoint-a-second-auditor-for-the-fund" data-target="1012-sa-may-appoint-a-second-auditor-for-the-fund">10.1.2 - SA may appoint a second auditor for the fund.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1013" data-target="1013">10.1.3.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1014-further-provisions-concerning-the-funds-are-established-by" data-target="1014-further-provisions-concerning-the-funds-are-established-by">10.1.4 - Further provisions concerning the funds are established by</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#102-holiday-fund" data-target="102-holiday-fund">10.2 - Holiday fund</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1021" data-target="1021">10.2.1.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1022" data-target="1022">10.2.2.</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#103-vocational-training-fund" data-target="103-vocational-training-fund">10.3 - Vocational training fund</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#104-on-pension-funds" data-target="104-on-pension-funds">10.4 - On pension funds</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1041" data-target="1041">10.4.1.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1042" data-target="1042">10.4.2.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1043-additional-contributions-to-pension-savings" data-target="1043-additional-contributions-to-pension-savings">10.4.3 - Additional contributions to pension savings</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#105-vocational-rehabilitation-fund" data-target="105-vocational-rehabilitation-fund">10.5 - Vocational Rehabilitation Fund</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1051" data-target="1051">10.5.1.</a></li>
<li class="ks-toc-chapter"><a class="ks-toc-link" href="#union-dues" data-target="union-dues">Kafli 11 - Union Dues</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#111-collection-of-union-dues" data-target="111-collection-of-union-dues">11.1 - Collection of union dues</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1112" data-target="1112">11.1.2.</a></li>
<li class="ks-toc-chapter"><a class="ks-toc-link" href="#termination-period-and-rehiring" data-target="termination-period-and-rehiring">Kafli 12 - Termination Period and Rehiring</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#121-call-out-to-work" data-target="121-call-out-to-work">12.1 - Call-out to work</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#122-termination-period" data-target="122-termination-period">12.2 - Termination period</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#123-termination-process" data-target="123-termination-process">12.3 - Termination process</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1231-general-information-regarding-dismissal-from-employment" data-target="1231-general-information-regarding-dismissal-from-employment">12.3.1 - General information regarding dismissal from employment</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1232-interview-about-reasons-for-dismissal" data-target="1232-interview-about-reasons-for-dismissal">12.3.2 - Interview about reasons for dismissal</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1233-limitations-on-the-authorisation-to-terminate-employment" data-target="1233-limitations-on-the-authorisation-to-terminate-employment">12.3.3 - Limitations on the authorisation to terminate employment</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1234-penalties" data-target="1234-penalties">12.3.4 - Penalties</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#124-transfer-between-jobs" data-target="124-transfer-between-jobs">12.4 - Transfer between jobs</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#125-end-of-employment" data-target="125-end-of-employment">12.5 - End of employment</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#126-accrued-rights" data-target="126-accrued-rights">12.6 - Accrued rights</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1261" data-target="1261">12.6.1.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1262-rights-accrued-through-work-abroad" data-target="1262-rights-accrued-through-work-abroad">12.6.2 - Rights accrued through work abroad</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1263-maternitypaternity-leave" data-target="1263-maternitypaternity-leave">12.6.3 - Maternity/paternity leave</a></li>
<li class="ks-toc-chapter"><a class="ks-toc-link" href="#union-representatives" data-target="union-representatives">Kafli 13 - Union representatives</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#131-election-of-union-representatives" data-target="131-election-of-union-representatives">13.1 - Election of union representatives</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1311" data-target="1311">13.1.1.</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#132-duties-of-union-representatives" data-target="132-duties-of-union-representatives">13.2 - Duties of union representatives</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#133-documents-accessible-to-union-representatives" data-target="133-documents-accessible-to-union-representatives">13.3 - Documents accessible to union representatives</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#134-facilities-for-union-representatives" data-target="134-facilities-for-union-representatives">13.4 - Facilities for union representatives</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#135-meetings-at-the-workplace" data-target="135-meetings-at-the-workplace">13.5 - Meetings at the workplace</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#136-complaints-by-union-representatives" data-target="136-complaints-by-union-representatives">13.6 - Complaints by union representatives</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#137-workshops-for-union-representatives" data-target="137-workshops-for-union-representatives">13.7 - Workshops for union representatives</a></li>
<li class="ks-toc-chapter"><a class="ks-toc-link" href="#on-piecework" data-target="on-piecework">Kafli 14 - On Piecework</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#141-definition-of-concepts" data-target="141-definition-of-concepts">14.1 - Definition of concepts</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#142-commencement-of-piecework-and-consultation-with-labour-unions" data-target="142-commencement-of-piecework-and-consultation-with-labour-unions">14.2 - Commencement of piecework and consultation with labour unions</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#143-bonus" data-target="143-bonus">14.3 - Bonus</a></li>
<li class="ks-toc-chapter"><a class="ks-toc-link" href="#on-specially-trained-construction-workers" data-target="on-specially-trained-construction-workers">Kafli 15 - On specially-trained construction workers</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#151-scope-of-application" data-target="151-scope-of-application">15.1 - Scope of application</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1511-construction-workers-work-includes-the-following-activities" data-target="1511-construction-workers-work-includes-the-following-activities">15.1.1 - Construction workers' work includes the following activities:</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1512" data-target="1512">15.1.2.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1513" data-target="1513">15.1.3.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1514" data-target="1514">15.1.4.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1515" data-target="1515">15.1.5.</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#152-wages" data-target="152-wages">15.2 - Wages</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#153-working-hours" data-target="153-working-hours">15.3 - Working hours</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1531" data-target="1531">15.3.1.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1532" data-target="1532">15.3.2.</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#154-shift-work" data-target="154-shift-work">15.4 - Shift work</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#155-meal-and-coffee-breaks" data-target="155-meal-and-coffee-breaks">15.5 - Meal and coffee breaks</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1551" data-target="1551">15.5.1.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1552" data-target="1552">15.5.2.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1553" data-target="1553">15.5.3.</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#156-lunch" data-target="156-lunch">15.6 - Lunch</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1561" data-target="1561">15.6.1.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1562" data-target="1562">15.6.2.</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#157-travel-to-and-from-work10" data-target="157-travel-to-and-from-work10">15.7 - Travel to and from work10</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1571" data-target="1571">15.7.1.</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#158-courses-and-workshops" data-target="158-courses-and-workshops">15.8 - Courses and workshops</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1581" data-target="1581">15.8.1.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1582" data-target="1582">15.8.2.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1583" data-target="1583">15.8.3.</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#159-workwear-and-safety-equipment" data-target="159-workwear-and-safety-equipment">15.9 - Workwear and safety equipment</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1591-general-workwear" data-target="1591-general-workwear">15.9.1 - General workwear</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1592" data-target="1592">15.9.2.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1593" data-target="1593">15.9.3.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1594-boots-must-be-provided-to-employees-working-with-concrete" data-target="1594-boots-must-be-provided-to-employees-working-with-concrete">15.9.4 - Boots must be provided to employees working with concrete.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1595" data-target="1595">15.9.5.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1596" data-target="1596">15.9.6.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1597-personal-protective-equipment" data-target="1597-personal-protective-equipment">15.9.7 - Personal protective equipment</a></li>
<li class="ks-toc-chapter"><a class="ks-toc-link" href="#on-machine-operators" data-target="on-machine-operators">Kafli 16 - On machine operators</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#161-scope-of-application" data-target="161-scope-of-application">16.1 - Scope of application</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#162-wages" data-target="162-wages">16.2 - Wages</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#163-working-hours" data-target="163-working-hours">16.3 - Working hours</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#164-shift-work" data-target="164-shift-work">16.4 - Shift work</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#165-refreshment-breaks" data-target="165-refreshment-breaks">16.5 - Refreshment breaks</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1651" data-target="1651">16.5.1.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1652" data-target="1652">16.5.2.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1653" data-target="1653">16.5.3.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1651" data-target="1651">16.5.1.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1654" data-target="1654">16.5.4.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1655" data-target="1655">16.5.5.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1656-no-dedicated-coffee-facilities-are-required-at-the-workplace" data-target="1656-no-dedicated-coffee-facilities-are-required-at-the-workplace">16.5.6 - No dedicated coffee facilities are required at the workplace</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#166-lunch" data-target="166-lunch">16.6 - Lunch</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1661" data-target="1661">16.6.1.</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#167-employee-transportation" data-target="167-employee-transportation">16.7 - Employee transportation</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1671" data-target="1671">16.7.1.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1672-if" data-target="1672-if">16.7.2 - If</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1673" data-target="1673">16.7.3.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1674" data-target="1674">16.7.4.</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#168-courses-and-workshops" data-target="168-courses-and-workshops">16.8 - Courses and workshops</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1681" data-target="1681">16.8.1.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1682" data-target="1682">16.8.2.</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#169-workwear-and-safety-equipment" data-target="169-workwear-and-safety-equipment">16.9 - Workwear and safety equipment</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1691-machine-operators-who-are-qualified-to-operate-the-equipment" data-target="1691-machine-operators-who-are-qualified-to-operate-the-equipment">16.9.1 - Machine operators who are qualified to operate the equipment</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1692" data-target="1692">16.9.2.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1693" data-target="1693">16.9.3.</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#1610-number-of-employees-rest" data-target="1610-number-of-employees-rest">16.10 - Number of employees - rest</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#16101" data-target="16101">16.10.1.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#16102" data-target="16102">16.10.2.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#16103" data-target="16103">16.10.3.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#16104" data-target="16104">16.10.4.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#16105" data-target="16105">16.10.5.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#16106-rest-periods-for-drivers-and-machine-operators-shall-be" data-target="16106-rest-periods-for-drivers-and-machine-operators-shall-be">16.10.6 - Rest periods for drivers and machine operators shall be</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#1611-scope-of-work" data-target="1611-scope-of-work">16.11 - Scope of work</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#16111" data-target="16111">16.11.1.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#16112-leasing-of-a-machine-with-an-operator" data-target="16112-leasing-of-a-machine-with-an-operator">16.11.2 - Leasing of a machine with an operator</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#1612-driving-license" data-target="1612-driving-license">16.12 - Driving license</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#1613-rest-periods-for-drivers" data-target="1613-rest-periods-for-drivers">16.13 - Rest periods for drivers</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#16131-daily-minimum-rest-period" data-target="16131-daily-minimum-rest-period">16.13.1 - Daily minimum rest period</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#16132-weekly-rest-period" data-target="16132-weekly-rest-period">16.13.2 - Weekly rest period</a></li>
<li class="ks-toc-chapter"><a class="ks-toc-link" href="#pcv-drivers" data-target="pcv-drivers">Kafli 17 - PCV drivers</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#171-on-the-scope-of-application" data-target="171-on-the-scope-of-application">17.1 - On the scope of application</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#172-wage-brackets-and-courses" data-target="172-wage-brackets-and-courses">17.2 - Wage brackets and courses</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#173-hourly-wages-and-pay-increases-based-on-length-of-service" data-target="173-hourly-wages-and-pay-increases-based-on-length-of-service">17.3 - Hourly wages and pay increases based on length of service</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#174-overtime-on-major-public-holidays" data-target="174-overtime-on-major-public-holidays">17.4 - Overtime on major public holidays</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#175-working-arrangement" data-target="175-working-arrangement">17.5 - Working arrangement</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#176-daytime-work" data-target="176-daytime-work">17.6 - Daytime work</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#177-shift-work" data-target="177-shift-work">17.7 - Shift work</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#178-recording-of-working-hours" data-target="178-recording-of-working-hours">17.8 - Recording of working hours</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#179-rest-periods-for-drivers" data-target="179-rest-periods-for-drivers">17.9 - Rest periods for drivers</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#1710-food-and-accommodation-expenses" data-target="1710-food-and-accommodation-expenses">17.10 - Food and accommodation expenses</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#1711-work-clothes-and-protective-equipment-for-drivers" data-target="1711-work-clothes-and-protective-equipment-for-drivers">17.11 - Work clothes and protective equipment for drivers</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#1712-driving-license" data-target="1712-driving-license">17.12 - Driving license</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#1713-courses-and-workshops" data-target="1713-courses-and-workshops">17.13 - Courses and workshops</a></li>
<li class="ks-toc-chapter"><a class="ks-toc-link" href="#fish-processing-workers" data-target="fish-processing-workers">Kafli 18 - Fish processing workers</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#181-wages" data-target="181-wages">18.1 - Wages</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#182-index-for-group-incentive-system-and-piecework" data-target="182-index-for-group-incentive-system-and-piecework">18.2 - Index for group incentive system and piecework</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#122024-112025-112026-112027-piecework" data-target="122024-112025-112026-112027-piecework">1.2.2024 1.1.2025 1.1.2026 1.1.2027 Piecework</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#183-shift-work" data-target="183-shift-work">18.3 - Shift work</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1831" data-target="1831">18.3.1.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1832-shift-premium" data-target="1832-shift-premium">18.3.2 - Shift premium</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1833-shift-periods-and-refreshment-breaks" data-target="1833-shift-periods-and-refreshment-breaks">18.3.3 - Shift periods and refreshment breaks</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1834-payment-period" data-target="1834-payment-period">18.3.4 - Payment period</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1835-introduction-of-shifts" data-target="1835-introduction-of-shifts">18.3.5 - Introduction of shifts</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#184-wage-guarantees-for-fish-processing-personnel" data-target="184-wage-guarantees-for-fish-processing-personnel">18.4 - Wage guarantees for fish processing personnel</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1841" data-target="1841">18.4.1.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1842-job-training" data-target="1842-job-training">18.4.2 - Job training</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1843-wage-guarantees-and-employment-contracts" data-target="1843-wage-guarantees-and-employment-contracts">18.4.3 - Wage guarantees and employment contracts</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#18431" data-target="18431">18.4.3.1.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#18432" data-target="18432">18.4.3.2.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#18431" data-target="18431">18.4.3.1.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#18433" data-target="18433">18.4.3.3.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#18434" data-target="18434">18.4.3.4.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1844-courses-for-fish-processing-personnel" data-target="1844-courses-for-fish-processing-personnel">18.4.4 - Courses for fish processing personnel</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#18441" data-target="18441">18.4.4.1.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#18442" data-target="18442">18.4.4.2.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#18443" data-target="18443">18.4.4.3.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#18444" data-target="18444">18.4.4.4.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#18445" data-target="18445">18.4.4.5.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#18446" data-target="18446">18.4.4.6.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#18447-fish-processing-personnel-who-are-unemployed-but-have-not" data-target="18447-fish-processing-personnel-who-are-unemployed-but-have-not">18.4.4.7 - Fish processing personnel who are unemployed but have not</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1845-salary-after-completion-of-courses" data-target="1845-salary-after-completion-of-courses">18.4.5 - Salary after completion of courses</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#18451-fish-processing-workers-who-have-completed-a-fish" data-target="18451-fish-processing-workers-who-have-completed-a-fish">18.4.5.1 - Fish processing workers who have completed a fish</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#18452-specialised-fish-processing-personnel-who-become-employed" data-target="18452-specialised-fish-processing-personnel-who-become-employed">18.4.5.2 - Specialised fish processing personnel who become employed</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#18491" data-target="18491">18.4.9.1.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1846-annual-educational-courses" data-target="1846-annual-educational-courses">18.4.6 - Annual educational courses</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#18461-education-committee" data-target="18461-education-committee">18.4.6.1 - Education committee</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1847-scope-of-work" data-target="1847-scope-of-work">18.4.7 - Scope of work</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1848-daytime-work-guarantee" data-target="1848-daytime-work-guarantee">18.4.8 - Daytime work guarantee</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#18481" data-target="18481">18.4.8.1.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#18482" data-target="18482">18.4.8.2.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#18483" data-target="18483">18.4.8.3.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#18484" data-target="18484">18.4.8.4.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#18485" data-target="18485">18.4.8.5.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#18486" data-target="18486">18.4.8.6.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#18487" data-target="18487">18.4.8.7.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1849-termination-of-wage-guarantees" data-target="1849-termination-of-wage-guarantees">18.4.9 - Termination of wage guarantees</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#18491" data-target="18491">18.4.9.1.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#18492" data-target="18492">18.4.9.2.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#18410-consultative-committee-for-disputes" data-target="18410-consultative-committee-for-disputes">18.4.10 - Consultative committee for disputes</a></li>
<li class="ks-toc-chapter"><a class="ks-toc-link" href="#general-work-in-fish-farming" data-target="general-work-in-fish-farming">Kafli 19 - General work in fish farming</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#191-on-the-scope-of-application" data-target="191-on-the-scope-of-application">19.1 - On the scope of application</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#192-wages" data-target="192-wages">19.2 - Wages</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1921-wage-brackets" data-target="1921-wage-brackets">19.2.1 - Wage brackets</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1922-assessment-of-seniority" data-target="1922-assessment-of-seniority">19.2.2 - Assessment of seniority</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1923-fish-cage-premium" data-target="1923-fish-cage-premium">19.2.3 - Fish cage premium</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#193-on-working-hours" data-target="193-on-working-hours">19.3 - On working hours</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1931-general-working-hours" data-target="1931-general-working-hours">19.3.1 - General working hours</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1932-shift-work" data-target="1932-shift-work">19.3.2 - Shift work</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1933-on-call-shifts" data-target="1933-on-call-shifts">19.3.3 - On-call shifts</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1934-night-monitoring" data-target="1934-night-monitoring">19.3.4 - Night monitoring</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#194-other-considerations" data-target="194-other-considerations">19.4 - Other considerations</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1941-work-stoppage" data-target="1941-work-stoppage">19.4.1 - Work stoppage</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1942-personal-protective-equipment" data-target="1942-personal-protective-equipment">19.4.2 - Personal protective equipment</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1943-equipment" data-target="1943-equipment">19.4.3 - Equipment</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1944-security" data-target="1944-security">19.4.4 - Security</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1945-other-considerations" data-target="1945-other-considerations">19.4.5 - Other considerations</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#1946-vocational-education" data-target="1946-vocational-education">19.4.6 - Vocational education</a></li>
<li class="ks-toc-chapter"><a class="ks-toc-link" href="#industrial-workers" data-target="industrial-workers">Kafli 20 - Industrial workers</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#201-scope-of-application" data-target="201-scope-of-application">20.1 - Scope of application</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#202-wage-brackets-for-industrial-workers" data-target="202-wage-brackets-for-industrial-workers">20.2 - Wage brackets for industrial workers</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2021-definition-of-the-wage-categories-of" data-target="2021-definition-of-the-wage-categories-of">20.2.1 - Definition of the wage categories of</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2022-wage-brackets-for-industrial-workers-general" data-target="2022-wage-brackets-for-industrial-workers-general">20.2.2 - Wage brackets for industrial workers – general</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2023-wages-in-meat-processing" data-target="2023-wages-in-meat-processing">20.2.3 - Wages in meat processing</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2024-wage-in-machine-workshops-and-in-the-iron-and" data-target="2024-wage-in-machine-workshops-and-in-the-iron-and">20.2.4 - Wage in machine workshops and in the iron and</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#203-rules-for-wage-payment" data-target="203-rules-for-wage-payment">20.3 - Rules for wage payment</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#204-working-hours" data-target="204-working-hours">20.4 - Working hours</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2041-daytime-work" data-target="2041-daytime-work">20.4.1 - Daytime work</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2042-overtime" data-target="2042-overtime">20.4.2 - Overtime</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#20421" data-target="20421">20.4.2.1.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#20422" data-target="20422">20.4.2.2.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#20423" data-target="20423">20.4.2.3.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#20424" data-target="20424">20.4.2.4.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2043-recording-of-working-hours" data-target="2043-recording-of-working-hours">20.4.3 - Recording of working hours</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2044-shift-work" data-target="2044-shift-work">20.4.4 - Shift work</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2045-transport-to-and-from-the-workplace" data-target="2045-transport-to-and-from-the-workplace">20.4.5 - Transport to and from the workplace</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#205" data-target="205">20.5.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2051-meal-and-coffee-breaks-during-daytime-work" data-target="2051-meal-and-coffee-breaks-during-daytime-work">20.5.1 - Meal and coffee breaks during daytime work</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#20511" data-target="20511">20.5.1.1.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#20512" data-target="20512">20.5.1.2.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2052-meal-and-coffee-breaks-during-overtime" data-target="2052-meal-and-coffee-breaks-during-overtime">20.5.2 - Meal and coffee breaks during overtime</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2053-other-rules-regarding-meal-and-coffee-breaks" data-target="2053-other-rules-regarding-meal-and-coffee-breaks">20.5.3 - Other rules regarding meal and coffee breaks</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#20531-shift-work" data-target="20531-shift-work">20.5.3.1 - Shift work</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#20532-other" data-target="20532-other">20.5.3.2 - Other</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2054-work-outside-the-union-area" data-target="2054-work-outside-the-union-area">20.5.4 - Work outside the union area</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#206-leisure-time-accident-insurance" data-target="206-leisure-time-accident-insurance">20.6 - Leisure time accident insurance</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#207-tools-and-workwear" data-target="207-tools-and-workwear">20.7 - Tools and workwear</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2071-workwear-and-protective-clothing" data-target="2071-workwear-and-protective-clothing">20.7.1 - Workwear and protective clothing</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2072-on-safety-boots-or-safety-shoes" data-target="2072-on-safety-boots-or-safety-shoes">20.7.2 - On safety boots or safety shoes</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#208-piecework-and-bonus-work" data-target="208-piecework-and-bonus-work">20.8 - Piecework and bonus work</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2081-agreement-on-piecework" data-target="2081-agreement-on-piecework">20.8.1 - Agreement on piecework</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2082-piecework-and-methods-analysis" data-target="2082-piecework-and-methods-analysis">20.8.2 - Piecework and methods analysis</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2083-work-directly-related-to-timed-piecework" data-target="2083-work-directly-related-to-timed-piecework">20.8.3 - Work directly related to timed piecework</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2084-other" data-target="2084-other">20.8.4 - Other</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#209-continuing-education-specialised-industrial-workers" data-target="209-continuing-education-specialised-industrial-workers">20.9 - Continuing education – specialised industrial workers</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2091-composition-of-the-consultative-committee" data-target="2091-composition-of-the-consultative-committee">20.9.1 - Composition of the consultative committee</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#921-924-on-protective-clothing-2011-declaration-on-piecework-and-bonus-work-in-meat-processing" data-target="921-924-on-protective-clothing-2011-declaration-on-piecework-and-bonus-work-in-meat-processing">9.2.1 - 9.2.4 on protective clothing. [2011] Declaration on piecework and bonus work in meat processing</a></li>
<li class="ks-toc-chapter"><a class="ks-toc-link" href="#on-cafeteria-workers" data-target="on-cafeteria-workers">Kafli 21 - On cafeteria workers</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#211-scope-of-application" data-target="211-scope-of-application">21.1 - Scope of application</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#212-wage-terms-and-terms-of-employment" data-target="212-wage-terms-and-terms-of-employment">21.2 - Wage terms and terms of employment</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2121-wage-brackets-of-canteen-employees" data-target="2121-wage-brackets-of-canteen-employees">21.2.1 - Wage brackets of canteen employees:</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2122" data-target="2122">21.2.2.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2123" data-target="2123">21.2.3.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2124" data-target="2124">21.2.4.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2125" data-target="2125">21.2.5.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2126" data-target="2126">21.2.6.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2127" data-target="2127">21.2.7.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2128" data-target="2128">21.2.8.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2129" data-target="2129">21.2.9.</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#213-working-hours" data-target="213-working-hours">21.3 - Working hours</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2131-daytime-work" data-target="2131-daytime-work">21.3.1 - Daytime work</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2132-shift-work" data-target="2132-shift-work">21.3.2 - Shift work</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#21321" data-target="21321">21.3.2.1.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#21322" data-target="21322">21.3.2.2.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#21323" data-target="21323">21.3.2.3.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#21324" data-target="21324">21.3.2.4</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#21325-in-workplaces-where-employees-work-according-to-different" data-target="21325-in-workplaces-where-employees-work-according-to-different">21.3.2.5 - In workplaces where employees work according to different</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2133-on-meal-and-coffee-breaks" data-target="2133-on-meal-and-coffee-breaks">21.3.3 - On meal and coffee breaks</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#214-job-training" data-target="214-job-training">21.4 - Job training</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2141" data-target="2141">21.4.1.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2142" data-target="2142">21.4.2.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2143" data-target="2143">21.4.3.</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#215-workwear" data-target="215-workwear">21.5 - Workwear</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#216-hiring-practises" data-target="216-hiring-practises">21.6 - Hiring practises</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2161" data-target="2161">21.6.1.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2162" data-target="2162">21.6.2.</a></li>
<li class="ks-toc-chapter"><a class="ks-toc-link" href="#sanitation-work" data-target="sanitation-work">Kafli 22 - Sanitation work</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#221-scope-of-application-and-definitions" data-target="221-scope-of-application-and-definitions">22.1 - Scope of application and definitions</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2211-scope-of-application" data-target="2211-scope-of-application">22.1.1 - Scope of application</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2212-definitions" data-target="2212-definitions">22.1.2 - Definitions</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#22121-demarcation-of-sanitary-areas-cleaning-reach" data-target="22121-demarcation-of-sanitary-areas-cleaning-reach">22.1.2.1 - Demarcation of sanitary areas (cleaning reach)</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#22122-regular-sanitation" data-target="22122-regular-sanitation">22.1.2.2 - Regular sanitation</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#22123-additional-work" data-target="22123-additional-work">22.1.2.3 - Additional work</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#22124-deep-cleaning" data-target="22124-deep-cleaning">22.1.2.4 - Deep cleaning</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#22122-and-22123" data-target="22122-and-22123">22.1.2.2 - and 22.1.2.3.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#22125" data-target="22125">22.1.2.5.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2213-cleaning-premium-valid-from-1st-august-202419" data-target="2213-cleaning-premium-valid-from-1st-august-202419">22.1.3 - Cleaning premium - valid from 1st August 202419</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2221" data-target="2221">22.2.1.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2222" data-target="2222">22.2.2.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2223-wages" data-target="2223-wages">22.2.3 - Wages</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2224" data-target="2224">22.2.4.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2225-overtime-premium" data-target="2225-overtime-premium">22.2.5 - Overtime premium</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2226-holiday-premiums" data-target="2226-holiday-premiums">22.2.6 - Holiday premiums</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2227-premiums-on-major-public-holidays" data-target="2227-premiums-on-major-public-holidays">22.2.7 - Premiums on major public holidays</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2228-deep-cleaning" data-target="2228-deep-cleaning">22.2.8 - Deep cleaning</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2229-minimum-payment" data-target="2229-minimum-payment">22.2.9 - Minimum payment</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#22210-work-procedures" data-target="22210-work-procedures">22.2.10 - Work procedures</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#222101-work-procedure" data-target="222101-work-procedure">22.2.10.1 - Work procedure</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#222102-access-to-work-procedures" data-target="222102-access-to-work-procedures">22.2.10.2 - Access to work procedures</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#223-sanitation-work-at-an-hourly-rate" data-target="223-sanitation-work-at-an-hourly-rate">22.3 - Sanitation work at an hourly rate</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2231-wages" data-target="2231-wages">22.3.1 - Wages</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2232-minimum-payment" data-target="2232-minimum-payment">22.3.2 - Minimum payment</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2233-hourly-rate-for-deep-cleaning" data-target="2233-hourly-rate-for-deep-cleaning">22.3.3 - Hourly rate for deep cleaning</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#224-sanitation-work-as-shift-work" data-target="224-sanitation-work-as-shift-work">22.4 - Sanitation work as shift work</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2241" data-target="2241">22.4.1.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2242-shift-work-arrangement" data-target="2242-shift-work-arrangement">22.4.2 - Shift work arrangement</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2243-shift-premium" data-target="2243-shift-premium">22.4.3 - Shift premium</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2244-holiday-premiums" data-target="2244-holiday-premiums">22.4.4 - Holiday premiums</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2245-premiums-on-major-public-holidays" data-target="2245-premiums-on-major-public-holidays">22.4.5 - Premiums on major public holidays</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2246-overtime-rates" data-target="2246-overtime-rates">22.4.6 - Overtime rates</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2247-winter-holidays-for-work-on-public-holidays" data-target="2247-winter-holidays-for-work-on-public-holidays">22.4.7 - Winter holidays for work on public holidays</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2248-refreshment-breaks" data-target="2248-refreshment-breaks">22.4.8 - Refreshment breaks</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2249-hourly-rate-for-deep-cleaning" data-target="2249-hourly-rate-for-deep-cleaning">22.4.9 - Hourly rate for deep cleaning</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#225-measurement-by-square-metres-5-days-a-week" data-target="225-measurement-by-square-metres-5-days-a-week">22.5 - Measurement by square metres 5 days a week</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2251-wages" data-target="2251-wages">22.5.1 - Wages</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#122024-112025-112026-112027" data-target="122024-112025-112026-112027">1.2.2024 1.1.2025 1.1.2026 1.1.2027</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2252" data-target="2252">22.5.2.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2253-december-bonus-and-holiday-bonus" data-target="2253-december-bonus-and-holiday-bonus">22.5.3 - December bonus and holiday bonus</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#226-general-provisions" data-target="226-general-provisions">22.6 - General provisions</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2261-division" data-target="2261-division">22.6.1 - Division</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2262-emergency-call-outs" data-target="2262-emergency-call-outs">22.6.2 - Emergency call-outs</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2263-protective-clothing" data-target="2263-protective-clothing">22.6.3 - Protective clothing</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2264-rights-of-temporary-cleaning-staff" data-target="2264-rights-of-temporary-cleaning-staff">22.6.4 - Rights of temporary cleaning staff</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2265-waiting-time" data-target="2265-waiting-time">22.6.5 - Waiting time</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2266-item-washing" data-target="2266-item-washing">22.6.6 - Item washing</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#11-work-pace" data-target="11-work-pace">1.1 - Work pace</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#12-calculation-of-cleaning-time" data-target="12-calculation-of-cleaning-time">1.2 - Calculation of cleaning time.</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#13-calculation-of-performance" data-target="13-calculation-of-performance">1.3 - Calculation of performance</a></li>
<li class="ks-toc-chapter"><a class="ks-toc-link" href="#on-security-guards" data-target="on-security-guards">Kafli 23 - on security guards</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#231-scope-of-application" data-target="231-scope-of-application">23.1 - Scope of application</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2311" data-target="2311">23.1.1</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#232-wages-and-premiums" data-target="232-wages-and-premiums">23.2 - Wages and premiums</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2321-wages" data-target="2321-wages">23.2.1 - Wages</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2322" data-target="2322">23.2.2.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2323" data-target="2323">23.2.3.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2324" data-target="2324">23.2.4.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2325" data-target="2325">23.2.5.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2326" data-target="2326">23.2.6.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2327" data-target="2327">23.2.7.</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#233-on-working-hours-and-shifts" data-target="233-on-working-hours-and-shifts">23.3 - On working hours and shifts</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2331" data-target="2331">23.3.1.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2332" data-target="2332">23.3.2.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2333-work-during-major-public-holidays-includes" data-target="2333-work-during-major-public-holidays-includes">23.3.3 - Work during major public holidays includes:</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2334" data-target="2334">23.3.4.</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#234-on-additional-days-off" data-target="234-on-additional-days-off">23.4 - On additional days off</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2341" data-target="2341">23.4.1.</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#235-on-dining-facilities" data-target="235-on-dining-facilities">23.5 - On dining facilities</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2351" data-target="2351">23.5.1.</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#236-clothing" data-target="236-clothing">23.6 - Clothing</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2361-protective-clothing-must-be-provided-for-employees-where" data-target="2361-protective-clothing-must-be-provided-for-employees-where">23.6.1 - Protective clothing must be provided for employees where</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#237-on-travel" data-target="237-on-travel">23.7 - On travel</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2371" data-target="2371">23.7.1.</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#238-job-training" data-target="238-job-training">23.8 - Job training</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2381-permanent-employees-shall-receive-vocational-training-and" data-target="2381-permanent-employees-shall-receive-vocational-training-and">23.8.1 - Permanent employees shall receive vocational training and</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#239-temporary-security-staff-on-ships" data-target="239-temporary-security-staff-on-ships">23.9 - Temporary security staff on ships</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2391" data-target="2391">23.9.1.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2392" data-target="2392">23.9.2.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#23921" data-target="23921">23.9.2.1.</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#2310-agreement" data-target="2310-agreement">23.10 - Agreement</a></li>
<li class="ks-toc-chapter"><a class="ks-toc-link" href="#handling-of-disputes" data-target="handling-of-disputes">Kafli 24 - Handling of Disputes</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#241-disputes" data-target="241-disputes">24.1 - Disputes</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2411" data-target="2411">24.1.1.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2412" data-target="2412">24.1.2.</a></li>
<li class="ks-toc-chapter"><a class="ks-toc-link" href="#conditions-for-agreement" data-target="conditions-for-agreement">Kafli 25 - Conditions for Agreement</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#251" data-target="251">25.1.</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#252-conditions-for-agreement" data-target="252-conditions-for-agreement">25.2 - Conditions for agreement</a></li>
<li class="ks-toc-chapter"><a class="ks-toc-link" href="#on-duration-termination-period-etc" data-target="on-duration-termination-period-etc">Kafli 26 - On duration, termination period, etc.</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#261-effects-of-the-agreement-on-the-terms-of-employment" data-target="261-effects-of-the-agreement-on-the-terms-of-employment">26.1 - Effects of the Agreement on the terms of employment</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2611" data-target="2611">26.1.1.</a></li>
<li class="ks-toc-subsection"><a class="ks-toc-link" href="#2612" data-target="2612">26.1.2.</a></li>
<li class="ks-toc-section"><a class="ks-toc-link" href="#262-duration" data-target="262-duration">26.2 - Duration</a></li>
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    <div class="ks-content">
     <h1 class="ks-page-title">Collective agreement between SA and Efling</h1>
     <p class="ks-doc-meta">In effect from 1 February 2024 to 1 February 2028 (English translation). Kafli numbers match the PDF "N. CHAPTER" index; protocol inserts (no CHAPTER line) are shown without a Kafli number. Article prefixes in headings are aligned with that chapter index.</p>
<h2 id="on-wages" class="ks-accordion-header ks-chapter-accordion" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">Kafli 1 - On Wages</span>
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</h2>
<div class="ks-section-content ks-chapter-content">
<h3 id="11-wages" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">1.1 - Wages</span>
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<h4 id="111-wage-rates" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">1.1.1 - Wage rates</span>
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</h4>
<div class="ks-section-content collapsed">
<div class="ks-wage-tables">
<p class="ks-table-caption">Wage table from 1st February 2024 - 31st December 2024</p>
<div class="ks-table-scroll">
<table class="ks-wage-table">
<thead><tr>
<th>Brck</th>
<th>Starting pay</th>
<th>1 year</th>
<th>3 years</th>
<th>5 years</th>
</tr></thead><tbody>
<tr>
<td>4</td>
<td>425,985</td>
<td>430,245</td>
<td>436,699</td>
<td>445,433</td>
</tr>
<tr>
<td>5</td>
<td>428,456</td>
<td>432,741</td>
<td>439,232</td>
<td>448,017</td>
</tr>
<tr>
<td>6</td>
<td>430,941</td>
<td>435,250</td>
<td>441,779</td>
<td>450,615</td>
</tr>
<tr>
<td>7</td>
<td>433,440</td>
<td>437,774</td>
<td>444,341</td>
<td>453,228</td>
</tr>
<tr>
<td>8</td>
<td>435,954</td>
<td>440,314</td>
<td>446,919</td>
<td>455,857</td>
</tr>
<tr>
<td>9</td>
<td>438,483</td>
<td>442,868</td>
<td>449,511</td>
<td>458,501</td>
</tr>
<tr>
<td>10</td>
<td>441,026</td>
<td>445,436</td>
<td>452,118</td>
<td>461,160</td>
</tr>
<tr>
<td>11</td>
<td>443,584</td>
<td>448,020</td>
<td>454,740</td>
<td>463,835</td>
</tr>
<tr>
<td>12</td>
<td>446,157</td>
<td>450,619</td>
<td>457,378</td>
<td>466,526</td>
</tr>
<tr>
<td>13</td>
<td>448,745</td>
<td>453,232</td>
<td>460,030</td>
<td>469,231</td>
</tr>
<tr>
<td>14</td>
<td>451,348</td>
<td>455,861</td>
<td>462,699</td>
<td>471,953</td>
</tr>
<tr>
<td>15</td>
<td>453,966</td>
<td>458,506</td>
<td>465,384</td>
<td>474,692</td>
</tr>
<tr>
<td>16</td>
<td>456,599</td>
<td>461,165</td>
<td>468,082</td>
<td>477,444</td>
</tr>
<tr>
<td>17</td>
<td>459,247</td>
<td>463,839</td>
<td>470,797</td>
<td>480,213</td>
</tr>
<tr>
<td>18</td>
<td>461,911</td>
<td>466,530</td>
<td>473,528</td>
<td>482,999</td>
</tr>
<tr>
<td>19</td>
<td>464,590</td>
<td>469,236</td>
<td>476,275</td>
<td>485,801</td>
</tr>
<tr>
<td>20</td>
<td>467,285</td>
<td>471,958</td>
<td>479,037</td>
<td>488,618</td>
</tr>
<tr>
<td>21</td>
<td>469,995</td>
<td>474,695</td>
<td>481,815</td>
<td>491,451</td>
</tr>
<tr>
<td>22</td>
<td>472,721</td>
<td>477,448</td>
<td>484,610</td>
<td>494,302</td>
</tr>
<tr>
<td>23</td>
<td>475,463</td>
<td>480,218</td>
<td>487,421</td>
<td>497,169</td>
</tr>
<tr>
<td>24</td>
<td>478,221</td>
<td>483,003</td>
<td>490,248</td>
<td>500,053</td>
</tr>
</tbody></table></div>
<p class="ks-table-caption"><strong>Wage table from 1st January 2025 - 31st December 2025</strong></p>
<div class="ks-table-scroll">
<table class="ks-wage-table">
<thead><tr>
<th>Brck</th>
<th>Starting pay</th>
<th>1 year</th>
<th>3 years</th>
<th>5 years</th>
</tr></thead><tbody>
<tr>
<td>4</td>
<td>449,735</td>
<td>454,232</td>
<td>461,045</td>
<td>470,266</td>
</tr>
<tr>
<td>5</td>
<td>452,343</td>
<td>456,866</td>
<td>463,719</td>
<td>472,993</td>
</tr>
<tr>
<td>6</td>
<td>454,967</td>
<td>459,517</td>
<td>466,410</td>
<td>475,738</td>
</tr>
<tr>
<td>7</td>
<td>457,606</td>
<td>462,182</td>
<td>469,115</td>
<td>478,497</td>
</tr>
<tr>
<td>8</td>
<td>460,260</td>
<td>464,863</td>
<td>471,836</td>
<td>481,273</td>
</tr>
<tr>
<td>9</td>
<td>462,930</td>
<td>467,559</td>
<td>474,572</td>
<td>484,063</td>
</tr>
<tr>
<td>10</td>
<td>465,615</td>
<td>470,271</td>
<td>477,325</td>
<td>486,872</td>
</tr>
<tr>
<td>11</td>
<td>468,316</td>
<td>472,999</td>
<td>480,094</td>
<td>489,696</td>
</tr>
<tr>
<td>12</td>
<td>471,032</td>
<td>475,742</td>
<td>482,878</td>
<td>492,536</td>
</tr>
<tr>
<td>13</td>
<td>473,764</td>
<td>478,502</td>
<td>485,680</td>
<td>495,394</td>
</tr>
<tr>
<td>14</td>
<td>476,512</td>
<td>481,277</td>
<td>488,496</td>
<td>498,266</td>
</tr>
<tr>
<td>15</td>
<td>479,276</td>
<td>484,069</td>
<td>491,330</td>
<td>501,157</td>
</tr>
<tr>
<td>16</td>
<td>482,056</td>
<td>486,877</td>
<td>494,180</td>
<td>504,064</td>
</tr>
<tr>
<td>17</td>
<td>484,852</td>
<td>489,701</td>
<td>497,047</td>
<td>506,988</td>
</tr>
<tr>
<td>18</td>
<td>487,664</td>
<td>492,541</td>
<td>499,929</td>
<td>509,928</td>
</tr>
<tr>
<td>19</td>
<td>490,492</td>
<td>495,397</td>
<td>502,828</td>
<td>512,885</td>
</tr>
<tr>
<td>20</td>
<td>493,337</td>
<td>498,270</td>
<td>505,744</td>
<td>515,859</td>
</tr>
<tr>
<td>21</td>
<td>496,198</td>
<td>501,160</td>
<td>508,677</td>
<td>518,851</td>
</tr>
<tr>
<td>22</td>
<td>499,076</td>
<td>504,067</td>
<td>511,628</td>
<td>521,861</td>
</tr>
<tr>
<td>23</td>
<td>501,971</td>
<td>506,991</td>
<td>514,596</td>
<td>524,888</td>
</tr>
<tr>
<td>24</td>
<td>504,882</td>
<td>509,931</td>
<td>517,580</td>
<td>527,932</td>
</tr>
</tbody></table></div>
<p class="ks-table-caption"><strong>Wage table from 1st January 2026 - 31st December 2026</strong></p>
<div class="ks-table-scroll">
<table class="ks-wage-table">
<thead><tr>
<th>Brck</th>
<th>Starting pay</th>
<th>1 year</th>
<th>3 years</th>
<th>5 years</th>
</tr></thead><tbody>
<tr>
<td>4</td>
<td>473,485</td>
<td>478,220</td>
<td>485,393</td>
<td>495,101</td>
</tr>
<tr>
<td>5</td>
<td>476,231</td>
<td>480,993</td>
<td>488,208</td>
<td>497,972</td>
</tr>
<tr>
<td>6</td>
<td>478,993</td>
<td>483,783</td>
<td>491,040</td>
<td>500,861</td>
</tr>
<tr>
<td>7</td>
<td>481,771</td>
<td>486,589</td>
<td>493,888</td>
<td>503,766</td>
</tr>
<tr>
<td>8</td>
<td>484,565</td>
<td>489,411</td>
<td>496,752</td>
<td>506,687</td>
</tr>
<tr>
<td>9</td>
<td>487,375</td>
<td>492,249</td>
<td>499,633</td>
<td>509,626</td>
</tr>
<tr>
<td>10</td>
<td>490,202</td>
<td>495,104</td>
<td>502,531</td>
<td>512,582</td>
</tr>
<tr>
<td>11</td>
<td>493,045</td>
<td>497,975</td>
<td>505,445</td>
<td>515,554</td>
</tr>
<tr>
<td>12</td>
<td>495,905</td>
<td>500,864</td>
<td>508,377</td>
<td>518,545</td>
</tr>
<tr>
<td>13</td>
<td>498,781</td>
<td>503,769</td>
<td>511,326</td>
<td>521,553</td>
</tr>
<tr>
<td>14</td>
<td>501,674</td>
<td>506,691</td>
<td>514,291</td>
<td>524,577</td>
</tr>
<tr>
<td>15</td>
<td>504,584</td>
<td>509,630</td>
<td>517,274</td>
<td>527,619</td>
</tr>
<tr>
<td>16</td>
<td>507,511</td>
<td>512,586</td>
<td>520,275</td>
<td>530,681</td>
</tr>
<tr>
<td>17</td>
<td>510,455</td>
<td>515,560</td>
<td>523,293</td>
<td>533,759</td>
</tr>
<tr>
<td>18</td>
<td>513,416</td>
<td>518,550</td>
<td>526,328</td>
<td>536,855</td>
</tr>
<tr>
<td>19</td>
<td>516,394</td>
<td>521,558</td>
<td>529,381</td>
<td>539,969</td>
</tr>
<tr>
<td>20</td>
<td>519,389</td>
<td>524,583</td>
<td>532,452</td>
<td>543,101</td>
</tr>
<tr>
<td>21</td>
<td>522,401</td>
<td>527,625</td>
<td>535,539</td>
<td>546,250</td>
</tr>
<tr>
<td>22</td>
<td>525,431</td>
<td>530,685</td>
<td>538,645</td>
<td>549,418</td>
</tr>
<tr>
<td>23</td>
<td>528,478</td>
<td>533,763</td>
<td>541,769</td>
<td>552,604</td>
</tr>
<tr>
<td>24</td>
<td>531,543</td>
<td>536,858</td>
<td>544,911</td>
<td>555,809</td>
</tr>
</tbody></table></div>
<p class="ks-table-caption"><strong>Wage table from 1st January 2027 - 1st February 2028</strong></p>
<div class="ks-table-scroll">
<table class="ks-wage-table">
<thead><tr>
<th>Brck</th>
<th>Starting pay</th>
<th>1 year</th>
<th>3 years</th>
<th>5 years</th>
</tr></thead><tbody>
<tr>
<td>4</td>
<td>497,235</td>
<td>502,207</td>
<td>509,740</td>
<td>519,935</td>
</tr>
<tr>
<td>5</td>
<td>500,119</td>
<td>505,120</td>
<td>512,697</td>
<td>522,951</td>
</tr>
<tr>
<td>6</td>
<td>503,020</td>
<td>508,050</td>
<td>515,671</td>
<td>525,984</td>
</tr>
<tr>
<td>7</td>
<td>505,938</td>
<td>510,997</td>
<td>518,662</td>
<td>529,035</td>
</tr>
<tr>
<td>8</td>
<td>508,872</td>
<td>513,961</td>
<td>521,670</td>
<td>532,103</td>
</tr>
<tr>
<td>9</td>
<td>511,823</td>
<td>516,941</td>
<td>524,695</td>
<td>535,189</td>
</tr>
<tr>
<td>10</td>
<td>514,792</td>
<td>519,940</td>
<td>527,739</td>
<td>538,294</td>
</tr>
<tr>
<td>11</td>
<td>517,778</td>
<td>522,956</td>
<td>530,800</td>
<td>541,416</td>
</tr>
<tr>
<td>12</td>
<td>520,781</td>
<td>525,989</td>
<td>533,879</td>
<td>544,557</td>
</tr>
<tr>
<td>13</td>
<td>523,802</td>
<td>529,040</td>
<td>536,976</td>
<td>547,716</td>
</tr>
<tr>
<td>14</td>
<td>526,840</td>
<td>532,108</td>
<td>540,090</td>
<td>550,892</td>
</tr>
<tr>
<td>15</td>
<td>529,896</td>
<td>535,195</td>
<td>543,223</td>
<td>554,087</td>
</tr>
<tr>
<td>16</td>
<td>532,969</td>
<td>538,299</td>
<td>546,373</td>
<td>557,300</td>
</tr>
<tr>
<td>17</td>
<td>536,060</td>
<td>541,421</td>
<td>549,542</td>
<td>560,533</td>
</tr>
<tr>
<td>18</td>
<td>539,169</td>
<td>544,561</td>
<td>552,729</td>
<td>563,784</td>
</tr>
<tr>
<td>19</td>
<td>542,296</td>
<td>547,719</td>
<td>555,935</td>
<td>567,054</td>
</tr>
<tr>
<td>20</td>
<td>545,441</td>
<td>550,895</td>
<td>559,158</td>
<td>570,341</td>
</tr>
<tr>
<td>21</td>
<td>548,605</td>
<td>554,091</td>
<td>562,402</td>
<td>573,650</td>
</tr>
<tr>
<td>22</td>
<td>551,787</td>
<td>557,305</td>
<td>565,665</td>
<td>576,978</td>
</tr>
<tr>
<td>23</td>
<td>554,987</td>
<td>560,537</td>
<td>568,945</td>
<td>580,324</td>
</tr>
<tr>
<td>24</td>
<td>558,206</td>
<td>563,788</td>
<td>572,245</td>
<td>583,690</td>
</tr>
</tbody></table></div>
</div>
<p class="ks-note">‘Seniority’ refers to the work experience in the profession, and <br />the 5-year threshold refers to employment with the same employer.</p>
<p>Brck Starting pay 1 year 3 years 5 years</p>
<p>4 425,985 430,245 436,699 445,433</p>
<p>5 428,456 432,741 439,232 448,017</p>
<p>6 430,941 435,250 441,779 450,615</p>
<p>7 433,440 437,774 444,341 453,228</p>
<p>8 435,954 440,314 446,919 455,857</p>
<p>9 438,483 442,868 449,511 458,501</p>
<p>10 441,026 445,436 452,118 461,160</p>
<p>11 443,584 448,020 454,740 463,835</p>
<p>12 446,157 450,619 457,378 466,526</p>
<p>13 448,745 453,232 460,030 469,231</p>
<p>14 451,348 455,861 462,699 471,953</p>
<p>15 453,966 458,506 465,384 474,692</p>
<p>16 456,599 461,165 468,082 477,444</p>
<p>17 459,247 463,839 470,797 480,213</p>
<p>18 461,911 466,530 473,528 482,999</p>
<p>19 464,590 469,236 476,275 485,801</p>
<p>20 467,285 471,958 479,037 488,618</p>
<p>21 469,995 474,695 481,815 491,451</p>
<p>22 472,721 477,448 484,610 494,302</p>
<p>23 475,463 480,218 487,421 497,169</p>
<p>24 478,221 483,003 490,248 500,053</p>
<p>‘Seniority’ refers to the work experience in the profession, and the 5-year threshold refers to employment with the same employer.</p>
<p>Wage table from 1st January 2025 - 31st December 2025</p>
<p>Brck Starting pay 1 year 3 years 5 years</p>
<p>4 449,735 454,232 461,045 470,266</p>
<p>5 452,343 456,866 463,719 472,993</p>
<p>6 454,967 459,517 466,410 475,738</p>
<p>7 457,606 462,182 469,115 478,497</p>
<p>8 460,260 464,863 471,836 481,273</p>
<p>9 462,930 467,559 474,572 484,063</p>
<p>10 465,615 470,271 477,325 486,872</p>
<p>11 468,316 472,999 480,094 489,696</p>
<p>12 471,032 475,742 482,878 492,536</p>
<p>13 473,764 478,502 485,680 495,394</p>
<p>14 476,512 481,277 488,496 498,266</p>
<p>15 479,276 484,069 491,330 501,157</p>
<p>16 482,056 486,877 494,180 504,064</p>
<p>17 484,852 489,701 497,047 506,988</p>
<p>18 487,664 492,541 499,929 509,928</p>
<p>19 490,492 495,397 502,828 512,885</p>
<p>20 493,337 498,270 505,744 515,859</p>
<p>21 496,198 501,160 508,677 518,851</p>
<p>22 499,076 504,067 511,628 521,861</p>
<p>23 501,971 506,991 514,596 524,888</p>
<p>24 504,882 509,931 517,580 527,932</p>
<p>‘Seniority’ refers to the work experience in the profession, and the 5-year threshold refers to employment with the same employer.</p>
<p>Wage table from 1st January 2026 - 31st December 2026</p>
<p>Brck Starting pay 1 year 3 years 5 years</p>
<p>4 473,485 478,220 485,393 495,101</p>
<p>5 476,231 480,993 488,208 497,972</p>
<p>6 478,993 483,783 491,040 500,861</p>
<p>7 481,771 486,589 493,888 503,766</p>
<p>8 484,565 489,411 496,752 506,687</p>
<p>9 487,375 492,249 499,633 509,626</p>
<p>10 490,202 495,104 502,531 512,582</p>
<p>11 493,045 497,975 505,445 515,554</p>
<p>12 495,905 500,864 508,377 518,545</p>
<p>13 498,781 503,769 511,326 521,553</p>
<p>14 501,674 506,691 514,291 524,577</p>
<p>15 504,584 509,630 517,274 527,619</p>
<p>16 507,511 512,586 520,275 530,681</p>
<p>17 510,455 515,560 523,293 533,759</p>
<p>18 513,416 518,550 526,328 536,855</p>
<p>19 516,394 521,558 529,381 539,969</p>
<p>20 519,389 524,583 532,452 543,101</p>
<p>21 522,401 527,625 535,539 546,250</p>
<p>22 525,431 530,685 538,645 549,418</p>
<p>23 528,478 533,763 541,769 552,604</p>
<p>24 531,543 536,858 544,911 555,809</p>
<p>‘Seniority’ refers to the work experience in the profession, and the 5-year threshold refers to employment with the same employer.</p>
<p>Wage table from 1st January 2027 - 1st February 2028</p>
<p>Brck Starting pay 1 year 3 years 5 years</p>
<p>4 497,235 502,207 509,740 519,935</p>
<p>5 500,119 505,120 512,697 522,951</p>
<p>6 503,020 508,050 515,671 525,984</p>
<p>7 505,938 510,997 518,662 529,035</p>
<p>8 508,872 513,961 521,670 532,103</p>
<p>9 511,823 516,941 524,695 535,189</p>
<p>10 514,792 519,940 527,739 538,294</p>
<p>11 517,778 522,956 530,800 541,416</p>
<p>12 520,781 525,989 533,879 544,557</p>
<p>13 523,802 529,040 536,976 547,716</p>
<p>14 526,840 532,108 540,090 550,892</p>
<p>15 529,896 535,195 543,223 554,087</p>
<p>16 532,969 538,299 546,373 557,300</p>
<p>17 536,060 541,421 549,542 560,533</p>
<p>18 539,169 544,561 552,729 563,784</p>
<p>19 542,296 547,719 555,935 567,054</p>
<p>20 545,441 550,895 559,158 570,341</p>
<p>21 548,605 554,091 562,402 573,650</p>
<p>22 551,787 557,305 565,665 576,978</p>
<p>23 554,987 560,537 568,945 580,324</p>
<p>24 558,206 563,788 572,245 583,690</p>
<p>‘Seniority’ refers to the work experience in the profession, and the 5-year threshold refers to employment with the same employer. Grouping of jobs by wage bracket Wage bracket 4 Security guards. Canteen assistants General industrial workers General industrial workers in industrial manufacturing warehouse. Poultry slaughter employees. Employees in large animal slaughter Employees in work not mentioned elsewhere. Wage bracket 5 General fish processing workers. General fish farming workers. Wage bracket 6 Specialised industrial workers who can work independently and may be assigned to temporary task management. Specialised industrial workers in industrial manufacturing warehouse. Specialised meat processing staff who have completed basic training in food handling, cf. 20.2.3. Cooks. General workers in restaurants and guest houses/hotels and in recreational activities.1 General construction workers, cf. 15.1.1. General real estate managers. Employees engaged in outdoor work and services at petrol service stations. Workers in lubrication stations, anti-rust huts, and tire, automotive, iron, and mechanical workshops. Wage bracket 7 Specialised fish processing workers. Specialised fish farming workers. General employees of guest houses/hotels after a 3-month trial period. Specialiyed workers in restaurants and guest houses/hotels and in recreational activities who can work independently, can show initiative and who may be assigned to temporary project supervision.* Employees at petrol service stations who simultaneously perform outdoor and cashier jobs and continually work part of each shift in service work in the shop and at the cash register. Wage bracket 8 Cleaning.2 Specialised construction workers.3 General real estate managers. Wage bracket 9 Specialised fish processing workers in additional classes. Skilled industrial assistants with extensive professional experience, including in iron and mechanical workshops.11 Shift supervisors (cashiers) who are specifically hired as supervisors on duty as well as to perform sales and cashier work. General employees of agricultural processing plants.</p>
<p>Wage bracket 10</p>
<p>1 Valid from 1st April, 2024 2 Valid from 1st February, 2024 3 Cf. 15.1.1.</p>
<p>Cooks who manage one or more assistants. Machine operators I (equipment operators who require an initial course according to the regulations on the right to operate machinery).</p>
<p>Wage bracket 11</p>
<p>Fish processing workers who have completed basic and additional courses and who have 7 years of seniority with the same employer.</p>
<p>Wage bracket 13</p>
<p>Fishery workers who have graduated from the Icelandic College of Fisheries in Grindavík. Machine operators II (equipment operators who require a basic or further education course according to the regulations on the right to operate machinery, and drivers of vehicles requiring an extended driver’s permit). Tunnel borers and loaders (bored type).</p>
<p>Wage bracket 17</p>
<p>PCV drivers. Aquaculturists from Hólar University.</p>
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<h4 id="112-starting-wages-and-wages-for-workers-under-18-years" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">1.1.2 - Starting wages and wages for workers under 18 years</span>
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<p>In this agreement, starting wages assume that the employee has reached the age of 18 and has obtained the skill and competency required to perform the job in question. Training hours are based on a maximum of 300 hours with an employer or 500 hours in the industry after reaching the age of 16. 95% of starting wages may be paid during the training period. A worker who has reached the age of 22 must never be paid wages below the one-year pay bracket; cf. Article 1.1.3.</p>
<p>Wages for 17-year-olds are 89% of the starting wages, 84% of the same base rate for 16-year-olds, 71% for 15-year-olds, and 62% for 14-year-olds. The age bracket for employees under 18 years of age is based on the year of birth.</p>
<p>The wages of employees under the age of 18 in fish processing shall be governed by Article 18.1.</p>
<p>Employees must submit confirmation of work experience in the industry, and seniority is determined as of and including the beginning of the next month after submitting the confirmation.</p>
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<h4 id="113-assessment-of-work-experience-and-skills" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">1.1.3 - Assessment of work experience and skills</span>
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<p>Work experience shall be assessed to determine the pay grade in accordance with the wage provisions of this Agreement. Seniority based on work experience in the same industry shall be assessed according to verified information on prior work and shall be applicable despite absences from the industry of up to three years. If absence from the industry is longer, work experience and competence shall be assessed when determining the pay grade. Disputes shall be resolved by the administrator in consultation with the union representative. Temporary work shall be totalled together based on the number of days worked or daytime work hours.</p>
<p>In assessing seniority, the age of 22 is considered equivalent to one year of employment in an industry.</p>
<p>On rights accrued through work abroad, see Article 12.6.2.</p>
<p>Skills may be evaluated for wages in a skills based pay scheme where the Icelandic Qualification Framework, among other things, is taken into account. When all competence requirements for a job are met, the qualifications are verified through the issuance of professional certifications of the job in question. Professional certifications of the Icelandic economy are the results of the cooperation between the Education and Training Service Centre (FA), the Confederation of Icelandic Enterprise (SA) and The Icelandic Confederation of Labour (ASÍ). Professional certifications are issued by FA, which certifies that the correct methodology has been applied in carrying out assessments and training.</p>
<p>This provides a basis for wage setting according to the essence and nature of the job and the employee's qualifications regardless of job title, which are not a part of this system.</p>
<p>EXAMPLE:</p>
<p>Job-related factors</p>
<p>• Role.</p>
<p>o The criteria within these factors include e.g. the nature of work and position in the workplace, task management, supervision of training and the reception of new employees.</p>
<p>• Responsibility.</p>
<p>o Criteria within this factor include e.g. responsibility for tasks, people, machinery, equipment, etc.</p>
<p>• Independence.</p>
<p>o The criteria within this factor are, for example, requirements for autonomy in work that may relate to the job as a whole, or to individual aspects of the job.</p>
<p>Individual factors</p>
<p>• Experience / knowledge o The criteria within this factor are, for example, additional knowledge, experience and training that is of use in the job.</p>
<p>• General competence factors.</p>
<p>o The criteria within this factor include e.g. communication skills, initiative and flexibility.</p>
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<h4 id="114-staff-interviews" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">1.1.4 - Staff interviews</span>
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<p>Employees have the right to an annual interview with their supervisor regarding their work, including performance, goals and potential changes to the terms of employment. Requests for interviews must be granted within two months and conclusions from the interview made available within one month.</p>
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<h3 id="12-wage-amendments-during-the-agreement-period" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">1.2 - Wage amendments during the Agreement period</span>
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<span class="ks-accordion-title">1.2.1 - Wage amendments</span>
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<p>Wages take a percentage increase with a minimum flat amount increase in ISK, unless otherwise provided for by wage tables attached to this collective agreement. ‘Monthly wage’ refers to the fixed monthly wage for daytime work. 1st February 2024: 3.25% or 23,750 ISK 1st January 2025: 3.50% or 23,750 ISK 1st January 2026: 3.50% or 23,750 ISK 1st January 2027: 3.50% or 23.750 ISK</p>
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<h4 id="122-wage-rates" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">1.2.2 - Wage Rates</span>
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<p>Wage rates increase according to wage brackets in article 1.1.1.</p>
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<h4 id="123-wage-related-items" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">1.2.3 - Wage-related items</span>
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<p>Wage-related items in the collective agreement increase as follows, unless otherwise agreed: 1st February 2024: 3.25% 1st January 2025: 3.50% 1st January 2026: 3.50% 1st January 2027 3.50%</p>
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<h4 id="124-wage-rate-increases" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">1.2.4 - Wage rate increases</span>
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<p>If the collective agreements remain in force, the Wage and Conditions Committee shall, in March 2025, 2026 and 2027, rule on a special wage rate increase, if Statistics Iceland's wage index for the general labour market shows that wages have increased more than the lowest wage rate. The relative increase of that index shall be compared to the relative increase of wage bracket no. 4 in the collective wage agreements of SGS/Efling during the same period. The wage rate increase is calculated as the full percentage of the excess increase of the above-mentioned wage rate, and all minimum wage rates of the parties' collective agreements increase by that percentage as of 1st April each year.</p>
<p class="ks-pdf-li">a) In March 2025, the wage increase and the development of the wage index in the period November 2023 – November 2024 are to be considered.</p>
<p class="ks-pdf-li">b) In March 2026, the wage increase and the development of the wage index in the period November 2024 – November 2025 are to be considered.</p>
<p class="ks-pdf-li">c) In March 2027, the wage increase and the development of the wage index in the period November 2025 – November 2026 are to be considered. In the event of a simultaneous payment of the productivity growth premium and a wage rate increase according to this collective agreement, the minimum wage rates in collective agreements shall get the raise that is higher each time. Productivity growth premium If productivity increases by more than 2% in 2025 and 2026, workers will get a share of this value increase in the form of a special productivity growth premium, subject to the fulfilment of certain criteria. Productivity growth premium and payments for the premium are explained in more detail in an attachment to this agreement.</p>
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<h3 id="13-december-bonus-and-holiday-bonus" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">1.3 - December bonus and holiday bonus</span>
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<h4 id="131-december-bonus" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">1.3.1 - December bonus</span>
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<p>The December bonus for each calendar year based on full-time employment is: In the year 2024 106,000 ISK In the year 2025 110,000 ISK In the year 2026 114,000 ISK In the year 2027 118,000 ISK</p>
<p>Full annual employment in this case is considered 45 weeks of work or more, not including holidays. The bonus is to be paid no later than 15th December every year according to the employment percentage and period of service to all employees who have been working for the employer for 12 consecutive weeks during the previous 12 months or who are working during the first week of December. Instead of a calendar year, the accounting period may be counted from 1st December to 30th November each year by agreement with the employee.</p>
<p>The December bonus includes holiday pay, is a fixed amount and is not subject to changes according to other provisions. Accrued holiday bonus pay is to be settled upon termination of employment/retirement if termination/retirement occurs before the bonus is due for payment. An employee who is in an employment relationship with a company but is not on the payroll due to a shortage of raw materials or due to illness in December does not lose the right to a December bonus, and that time is taken into consideration when calculating the December bonus if the worker comes to work after an absence due to a shortage of raw materials.</p>
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<h4 id="132-holiday-bonus" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">1.3.2 - Holiday bonus</span>
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<p>The holiday bonus for each holiday pay year (1st May to 30th April) based on full-time employment is: Per holiday pay year beginning 1st May 2024: ISK 58,000. Per holiday pay year beginning 1st May 2025: ISK 60,000. Per holiday pay year beginning 1st May 2026:ISK 62,000. Per holiday pay year beginning 1st May 2027: ISK 64,000.</p>
<p>Full annual employment in this case is considered 45 weeks of work or more, not including holidays. The bonus is to be paid on 1st June, according to employment rate and period of service during the holiday pay year, to all employees who have been working for the employer for 12 consecutive weeks during the previous 12 months as of 30th April, or who are working during the first week of May.</p>
<p>The holiday bonus includes holiday pay, is a fixed amount and is not subject to changes according to other provisions. Accrued holiday bonus pay is to be settled upon termination of employment/retirement if termination/retirement occurs before the bonus is due for payment.</p>
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<h4 id="133-absence-due-to-maternitypaternity-leave-or-when-a-woman" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">1.3.3 - Absence due to maternity/paternity leave or when a woman must stop working during pregnancy for safety reasons.</span>
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<p>After one year of employment with the same employer, absences for statutory maternity/paternity leave are considered part of the employee’s period of service in calculating the December and holiday pay bonuses. The same applies if a woman must stop working during pregnancy for safety reasons, cf. regulations on measures to improve the health and safety in the workplace of women who are pregnant, have recently given birth or are breastfeeding.</p>
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<h3 id="14-divisor-for-daytime-hourly-wages" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">1.4 - Divisor for daytime hourly wages</span>
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<p>Hourly wages for daytime work are obtained by dividing the monthly wages by 173.33.</p>
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<h3 id="15-youth-rights" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">1.5 - Youth rights</span>
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<p>Young people otherwise enjoy all the rights provided for in this Agreement.</p>
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<h3 id="16-overtime-rates" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">1.6 - Overtime rates</span>
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<h4 id="161" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">1.6.1.</span>
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<p>Overtime is paid with an hourly wage corresponding to an 80% premium on the hourly wage for daytime work, i.e. with 1.0385% of the monthly wag for daytime work.</p>
<p>Overtime pay is calculated according to the employment contract or written confirmation of employment.</p>
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<h4 id="162-overtime-premiums-on-major-public-holidays" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">1.6.2 - Overtime premiums on major public holidays</span>
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<p>All overtime on major public holidays pursuant to Article 2.3.1. is payable on top of hourly wages, which is 1.375% of monthly wages for daytime work. This does not apply to regular work where winter holidays are granted pursuant to a special agreement for work on the dates in question.</p>
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<h3 id="17-emergency-call-outs" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">1.7 - Emergency call-outs</span>
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<h4 id="171" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">1.7.1.</span>
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<p>When an employee is called out to work after the overtime period has begun, said employee must be paid for at least four hours unless daytime work begins within two hours of the employee coming to work.</p>
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<h4 id="172" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">1.7.2.</span>
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<p>If an employee has worked all day until dinnertime and is called out again after two hours or fewer, said employee shall be paid as if it had been a continuous period.</p>
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<h3 id="18-half-and-full-daily-wages" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">1.8 - Half and full daily wages</span>
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<p>Half daily wages are paid for each working day started, and full daily wages are earned after half a day. This applies equally to weekdays and weekends.</p>
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<h3 id="19-rules-on-wage-payments-and-payslips" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">1.9 - Rules on wage payments and payslips</span>
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<p>Wages may be paid out weekly, every two weeks or monthly.</p>
<h4 id="191-weekly-and-two-week-payments" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">1.9.1 - Weekly and two-week payments</span>
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<p>When wages are paid weekly or once every two weeks, payment must be up to the weekend preceding the payment date. Wages must be paid on Thursdays, but if the payment day falls on a weekend or major public holiday, it must be paid the next working day.</p>
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<h4 id="192-monthly-payments" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">1.9.2 - Monthly payments</span>
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<p>When wages are paid monthly, the payment must be made on the first working day of the following month. If the payment day falls on a weekend or major public holiday, it must be paid the next working day.</p>
<p>Another accounting period may be used for overtime and for the settlement of performance-related compensation schemes. In such cases, it shall be the aim that no more than one week remains unpaid.</p>
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<h4 id="193-payslips" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">1.9.3 - Payslips</span>
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<p>On payslips, payments shall be broken down, including into daytime work, overtime and work on major public holidays. Any deductions shall also be broken down. Holiday wages shall be listed on the payslip pursuant to the Holiday Act, including holidays from daytime work and overtime, if applicable. Accrued rights to take time off work shall also be stated pursuant to Article 2.4.2.</p>
<p>Employees shall have the option of accessing time records from as far back as 12 months. Any changes to the record shall be made available and visible to the employee.</p>
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<h3 id="110-fixed-weekly-wages-4" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">1.10 - Fixed weekly wages 4</span>
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<h4 id="1101" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">1.10.1.</span>
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<p>If an employee has worked for the same employer or in the same industry continuously for one month or more, the employee shall be paid full weekly wages such that the employee receives payment for contractual holidays falling on Mondays through Fridays.</p>
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<h4 id="1102" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">1.10.2.</span>
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<p>One month of continuous work means that the employee has worked with the same employer or in the same industry on the basis of full daytime work for one month, and absences due to illness, accidents, holidays, strikes or lockouts are equivalent to full work. The same applies to days not worked, for example, in</p>
<p>4 Protocol from 21st February, 1995: ‘The parties agree that the same continues to apply with regard to wage payments to staff hired on an occasional basis. An example is the recruitment of school students on occasional days during holidays’.</p>
<p>fish work and port work due to lack of raw materials or similar reasons.</p>
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<h4 id="1103" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">1.10.3.</span>
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<p>If seasonal work has been undertaken with the same employer for a total of one month during the past two years, this shall constitute continuous work.</p>
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<h4 id="1104" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">1.10.4.</span>
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<p>When, according to the aforementioned provisions, an employee has acquired the right to full weekly wages, it shall be obligatory to pay said employee for the working days on which work is suspended, without prejudice to Article 3 of Act No. 19/1979 and Chapter 18 of this Agreement.</p>
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<h3 id="111-further-privileges-and-benefits" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">1.11 - Further privileges and benefits</span>
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<p>If employees have higher wages or further benefits than the agreement stipulates, those benefits shall be maintained.</p>
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<h3 id="112-new-professions" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">1.12 - New professions</span>
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<p>Where, during the term of the agreement, there are new professions which are not provided for in the current agreement or which are not clearly analogous to the wage rates in force, negotiations shall be opened regarding the wages and conditions for employees in the profession.</p>
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<h3 id="113-employment-contracts-and-letters-of-employment" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">1.13 - Employment contracts and letters of employment</span>
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<h4 id="1131" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">1.13.1.</span>
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<p>If an employee is hired for a period longer than one month and for more than eight hours per week on average, a written employment contract shall be made no later than two months after starting work or employment being confirmed in writing. If an employee leaves work before the end of the two-month period, without a written employment contract having been made or employment confirmed in writing, such confirmation shall be provided upon cessation of work.</p>
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<h4 id="1132" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">1.13.2.</span>
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<p>Changes to terms of employment beyond those due to law or collective agreements shall be confirmed in the same manner no later than one month after said changes are implemented.</p>
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<h4 id="1133" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">1.13.3.</span>
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<p>Provisions of Articles 1.13.1. and 1.13.2. do not apply when hiring for occasional work except where there are objective grounds for such.</p>
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<h4 id="1134-employers-obligation-to-inform-the-employment-contract-or" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">1.13.4 - Employer’s obligation to inform</span>
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<p>- The employment contract or written confirmation of employment, i.e. letter of employment, shall include at least the following:</p>
<p class="ks-pdf-li">1. Identification of parties, incl. ID numbers.</p>
<p class="ks-pdf-li">2. Workplace and employer’s address. In the absence of a fixed workplace or a location where work is generally carried out, it must be stated that the employee is hired at various workplaces.</p>
<p class="ks-pdf-li">3. The title, position, nature or type of job for which an employee is hired, or a short clarification or description of the job.</p>
<p class="ks-pdf-li">4. First day of work.</p>
<p class="ks-pdf-li">5. The duration of employment if temporary.</p>
<p class="ks-pdf-li">6. Holiday entitlement</p>
<p class="ks-pdf-li">7. Notice period on the part of the employer and the employee.</p>
<p class="ks-pdf-li">8. Monthly or weekly wages, e.g. with reference to wage rates, the monthly wages from which overtime is calculated, other payments or benefits as well as payment periods.</p>
<p class="ks-pdf-li">9. Length of a typical work day or work week.</p>
<p class="ks-pdf-li">10. Pension fund.</p>
<p class="ks-pdf-li">11. Reference to the current collective agreement and the labour union concerned.</p>
<p>Information pursuant to items 6 - 9 may be provided with reference to the collective agreements.</p>
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<h4 id="1135" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">1.13.5.</span>
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<p>Work abroad - If an employee is assigned to work in another country for one month or longer, he/she shall receive written confirmation of employment prior to departure. In addition to the information pursuant to Article 1.13.4, the following shall be stated:</p>
<p class="ks-pdf-li">1. Estimated duration of employment abroad.</p>
<p class="ks-pdf-li">2. Currency in which wages are paid.</p>
<p class="ks-pdf-li">3. Compensation or benefits/privileges related to work abroad.</p>
<p class="ks-pdf-li">4. Where appropriate, conditions for the employee’s return to their home country.</p>
<p>Information pursuant to items 2 - 3 may be provided with reference to law or the collective agreement.</p>
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<h4 id="1136-temporary-employment" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">1.13.6 - Temporary employment</span>
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<p>Temporary employment is covered under Act No. 139/2003 on</p>
<p>Temporary Recruitment.</p>
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<h4 id="1137-right-to-damages" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">1.13.7 - Right to damages</span>
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<p>Should the employer violate the provisions of this article, he/she may be liable for damages.</p>
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<h3 id="114-competition-provision" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">1.14 - Competition provision</span>
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<p>Provisions in employment contracts that prohibit employees from working for their employers’ competitors are non-binding if such provisions are broader than is necessary to prevent competition or if they restrict the employees’ freedom of employment in an unfair manner. In either case, such provisions must be evaluated on a case-by-case basis with consideration to all relevant factors. Competition provisions should therefore not be worded too generally.</p>
<p>In assessing the breadth of an employment contract’s competition provision, particularly in terms of the scope of application and time limits, the following factors must be taken into consideration:</p>
<p>a. The type of work the employee in question performed, e.g. whether he/she is a key employee, is in direct contact with customers or bears a significant confidentiality obligation. Any knowledge or information the employee may have regarding the company’s operations or its customers must also be considered.</p>
<p>b. How fast the employee’s knowledge becomes obsolete and whether normal equality among employees is observed.</p>
<p>c. The type of operation in question and the competitors in the market in which the company operates, and the extent of the employee’s knowledge.</p>
<p>d. That an employee's freedom of employment is not restricted in an unfair manner.</p>
<p>e. That the competition provision is specific and concise with a view to protecting certain competitive interests.</p>
<p>f. The remuneration an employee receives, e.g. how high his/her wages are, also come into play.</p>
<p>Competition provisions of an employment contract do not apply if an employee resigns without providing sufficient reason.</p>
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<h3 id="115-wages-in-foreign-currency" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">1.15 - Wages in foreign currency</span>
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<p>Part of a fixed monthly salary may be paid in foreign currency, or a part of a fixed monthly salary may be tied to the exchange rate of a foreign currency by agreement between the employee and the employer. This portion of the salary shall be based on the selling rate of the currency as of the date on which the employee and employer enter into the agreement (agreement date).</p>
<p>Fixed monthly wages shall be calculated and stated on the payslip in the following way:</p>
<p class="ks-pdf-li">1. Fixed monthly wages in ISK on the agreement date.</p>
<p class="ks-pdf-li">2. The amount in ISK that is to be paid in foreign currency or tied to a foreign currency shall be deducted.</p>
<p class="ks-pdf-li">3. The portion of fixed monthly wages paid in or linked to foreign currency (cf. item 2), calculated in ISK at the foreign currency’s selling rate three business days before payday.</p>
<p>The total of items 1 to 3 may never be lower than the lowest rate stated in the collective agreement in effect for the industry in question.</p>
<p>The total of items 1.-3. form a base for the payment of taxes and premiums pursuant to the collective agreement, e.g. to pension funds, union funds, sick funds, vocational rehabilitation funds, holiday home funds and continuing education funds.</p>
<p>The employee and employer are authorised to agree that overtime, shift premiums, bonuses and other payments be settled partially or entirely in foreign currency.</p>
<p>Pay raises shall be calculated on item 1. only, i.e. fixed monthly wages in ISK.</p>
<p>The employee may request the termination of the agreement at any time. In the event of such a request from an employee, the employer must comply as of and including the beginning of the second month after which the request was made. The employee shall then receive wages pursuant to item 1 with subsequent amendments as of the date on which the original agreement was entered into.</p>
<p>The employee and the employer shall agree in writing on the payment of wages in foreign currency or those tied to a foreign currency.</p>
<p>Included with the Agreement shall be an attachment from 2008 regarding wages in foreign currency and agreement form on page 164.</p>
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<h3 id="116-certificates-and-paying-for-them" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">1.16 - Certificates and paying for them</span>
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<p>In the event that an employer requests an employee to provide a certificate, e.g. a criminal record or bill of health, the employee must submit the requested certificate and the employer must pay the fee for obtaining the certificate. Payment for medical certificates is covered under Article 8.4.3.</p>
<p>Paragraph 1 does not cover certificates which job applicants are required to submit as part of their application for employment.</p>
<p>Protocol on certificates accompanying applications for employment</p>
<p>When advertising an open job position in the media, agreeing parties are advised not to require applicants to submit certificates requiring payment to public entities with their initial application. Only those applicants who are considered for hire shall be required to submit such certificates.</p>
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<h2 id="on-working-hours" class="ks-accordion-header ks-chapter-accordion" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">Kafli 2 - On working hours</span>
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<h3 id="21-daytime-work" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">2.1 - Daytime work</span>
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<h4 id="211" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">2.1.1.</span>
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<p>Active working time for daytime work per week shall be 37 hours and 5 minutes and shall be arranged as follows:</p>
<p>a. From 07:55 AM to 05:00 PM Monday to Friday. b. From 07:30 AM to 04:35 PM Monday to Friday.</p>
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<h4 id="212-other-arrangements-for-daytime-working-hours-are-authorised" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">2.1.2 - Other arrangements for daytime working hours are authorised upon agreement between the employer and staff.</span>
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<p>However, the daytime work of each employee must always be performed according to a continuous work plan and must never begin before 07:00 AM. The start of each employee's daytime work shall be determined in the employee’s employment contract and shall not be changed unless an agreement is made or the employee leaves the position.</p>
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<h4 id="213" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">2.1.3.</span>
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<p>By written agreement between the employee and the company, daytime working hours may be transferred between days so that the weekly work quota will be fulfilled in less than five full working days, in which case the provisions of Article 2.2.1 shall not apply. This authorisation clause shall apply in the same way to the provisions on working time from Article 15 to Chapter 23, inclusive.</p>
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<h3 id="22-overtime" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">2.2 - Overtime</span>
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<h4 id="221-contractual-overtime-begins-when-the-agreed-daytime-work-is" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">2.2.1 - Contractual overtime</span>
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<p>Begins when the agreed daytime work is completed, i.e. 7 hours and 25 minutes of active working hours within the hours of 07:00 AM to 05:00 PM Monday to Friday.</p>
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<h4 id="222" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">2.2.2.</span>
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<p>Overtime wages are paid for work on Saturdays, Sundays and other contractual holidays.</p>
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<h4 id="223" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">2.2.3.</span>
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<p>Overtime wages are paid for work performed during meal and coffee breaks during daytime working hours.</p>
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<h3 id="23-public-holidays" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">2.3 - Public holidays</span>
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<h4 id="231-major-public-holidays-include" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">2.3.1 - Major public holidays include:</span>
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<p>New Year's Day. Good Friday. Easter Sunday. Whitsunday. 17th June Christmas Eve after 12:00 PM. Christmas Day.</p>
<p>New Year’s Eve after 12:00 PM.</p>
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<h4 id="232-other-holidays" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">2.3.2 - Other holidays</span>
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<p>Holidays in addition to major public holidays: Maundy Thursday. Easter Monday. Ascension Day. First Day of Summer. 1st May. Whitmonday. Boxing Day. First Monday in August.</p>
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<h4 id="233-holiday-work-constitutes-work-during-a-daytime-working-period" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">2.3.3 - Holiday work</span>
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<p>Constitutes work during a daytime working periodon contractual holidays, cf. Article 2.3.2.</p>
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<h3 id="24-minimum-rest" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">2.4 - Minimum rest</span>
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<h4 id="241-daily-rest-period" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">2.4.1 - Daily rest period</span>
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<p>Working hours must be arranged such that for every 24-hour period, calculated from the beginning of the workday, employees receive at least 11 consecutive rest hours. If possible, daily rest hours should fall between the hours of 11:00 PM to 06:00 AM.</p>
<p>Working hours must never be arranged in such a way that they exceed 13 hours.</p>
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<h4 id="242-exceptions-and-the-right-to-time-off" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">2.4.2 - Exceptions and the right to time off</span>
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<p>In special circumstances in which items of value must be recovered, the working period may be extended to up to 16 hours, after which 11 rest hours must be granted immediately following the work without infringing upon the right to fixed daily wages.</p>
<p>In the case that it becomes inevitable to deviate from daily rest time due to special circumstances, the following apply: If employees are specifically requested to report to work before 11 rest hours are met, rest may be postponed and granted later in such a way that the right to time off, 1½ hours (for daytime work), accumulates for every hour of rest lost. ½ hour (daytime work) may be paid out of the right to time off by employee request. Under no circumstances is it permitted to infringe upon eight consecutive hours of rest.</p>
<p>The same applies if an employee works enough hours before a holiday or weekend that he/she does not fulfil 11 hours of rest based on the typical beginning of the work day. In the event that an employee comes to work on a holiday or weekend, he/she shall receive overtime rates for the time worked without further additional payments for the same reason.</p>
<p>The above provisions do not apply to organised shift plans, where it is permitted to shorten the rest time to 8 hours.</p>
<p>Accumulated right to time off pursuant to the above shall be stated on the payslip and granted in half and full days outside of the company’s busy periods in consultation with employees on the condition that the employee has accumulated at least four hours of time off. At the end of employment, unused time off shall be settled and considered part of the employee’s period of employment.</p>
<p>Without employee consent, is not permitted to schedule work in such a way that accumulated time off is taken while the employee is travelling on behalf of the employer or working away from home/current place of residence, unless as part of the normal course of accumulation of time off.</p>
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<h4 id="243-weekly-day-off" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">2.4.3 - Weekly day off</span>
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<p>During each seven-day period, the employee shall have at least one day off per week as a part of the daily rest period and is based on a work week that begins on Monday.</p>
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<h4 id="244-postponement-of-weekly-day-off" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">2.4.4 - Postponement of weekly day off</span>
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<p>To the extent possible, the weekly day off should fall on a Sunday, and to the extent possible, everyone employed by the same company or at the same fixed workplace should have that day off. The company may, upon agreement with employees, postpone the weekly day off in cases where circumstances necessitate it. If there is a particular reason to schedule work in such a way that the weekly day off is postponed, an agreement to this effect shall be made. Days off may therefore be managed such that two are taken every other weekend (Saturday and Sunday). If days off should fall on business days due to unforeseen reasons, employees’ rights to fixed wages and shit premiums will not be restricted.</p>
<p>If the company requests that an employee travel internationally on unpaid days off, the employee shall receive time off corresponding to 8 daytime working hours for every day off lost, on the condition that the wages determined do not take international travel into consideration. Taking time off under these conditions is done in the same way as determined in the chapter on minimum rest and time off.</p>
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<h4 id="245-breaks" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">2.4.5 - Breaks</span>
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<p>Employees are entitled to a break of at least 15 minutes if their daily working hours exceed six hours. Coffee and meal breaks are considered a break in this regard.</p>
<p>In terms of the scope of application, rest periods, work breaks and others, reference is made to the agreement of the Icelandic Federation of Labor and Federation of Icelandic Employers on 30th December, 1996 on certain aspects relating to the scheduling of working time, which accompanies this agreement as an attachment, constitutes a part of it and is identical to the agreement of the Icelandic Federation of Labor and VMS; refer to p. 171. The aforementioned provisions complement Article 13 of this Agreement.</p>
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<h3 id="25-recording-of-working-hours" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">2.5 - Recording of working hours</span>
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<h4 id="251" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">2.5.1.</span>
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<p>An employee's working hours are counted from the time the employee arrives at work as directed by the supervisor or employer until the employee leaves work, excluding lunch hours.</p>
<p>5This applies if work is carried out within a transit line that is demarcated by the Reykjavík Municipal Bus Service route network with the exception of Kjalarnes, and by the bus route network through Kópavogur in the area of the Efling labour union, and employees must report to work on their own time and independently within the above limits. It is assumed that bus journeys are such that the distance from the closest stop to the workplace is not longer than is considered normal in the general bus network. (However, see the protocol on changes to transit lines on page 160.)</p>
<p>6If employees are posted from a place of employment/workplace within the above limits to work outside said limits, the employer shall arrange transport, assuming that journeys outside the transit line are during working hours. This applies if the employee works in the union area.</p>
<p>5 Does not apply to the Efling union area east of Hellisheiði, which was previously covered by Boðinn. 6 Does not apply to the Efling union area east of Hellisheiði, which was previously covered by Boðinn.</p>
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<h4 id="252" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">2.5.2.</span>
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<p>The decision regarding the meeting place for the transportation of employees to the workplace and place to which employees are to be returned after work shall be taken on a case-by-case basis in consultation with the employees concerned. If, owing to the lack of means of transport or for other reasons beyond the fault of the employees, employees are unable to leave their workplace, they shall be entitled to full pay during the waiting period and until they are transported to their destination within the transit line.</p>
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<h4 id="253" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">2.5.3.</span>
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<p>Signing employees out of work during coffee or meal breaks on overtime is not authorised, with the exception of evening meal breaks. In such instances, these coffee and meal breaks shall be paid in addition to other hours worked.</p>
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<h4 id="254" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">2.5.4.</span>
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<p>Employees must be signed in during working hours and will receive wages for the quarter-hour during which they are clocked out.</p>
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<h4 id="255" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">2.5.5.</span>
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<p>If an employee arrives to work late, he/she cannot claim wages for the quarter-hour during which he/she arrives nor for the time elapsed prior to arrival.</p>
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<h4 id="256" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">2.5.6.</span>
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<p>7When employees in the Efling union start or stop work at a time of day when buses do not run, they shall be provided with free travel to and from their workplace, subject to further agreement on routes.</p>
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<h3 id="26-rights-of-those-persons-working-part-of-the-day" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">2.6 - Rights of those persons working part of the day</span>
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<h4 id="261" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">2.6.1.</span>
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<p>Employees who work part-time on a regular basis (i.e. a predetermined job/employment rate), whether for part of the day or part-time work by another arrangement, enjoy the same right to payment of contractual and statutory accrued rights such as days off, sick days and accident days, notice period, pay raises based on seniority, etc. as those who work a full day, and payment shall be based on the employment rate and normal work day of the employees in question.</p>
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<h4 id="262" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">2.6.2.</span>
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<p>In the event that work is suspended by the employer, e.g. due to the unavailability of raw material at a fish processing plant, employees shall lose none of the aforementioned rights.</p>
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<h4 id="263" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">2.6.3.</span>
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<p>More information on part-time employees can be found in the agreement between the Icelandic Federation of Labor and the Confederation of Icelandic Enterprises on part-time work and,</p>
<p>7 Does not apply to the Efling union area east of Hellisheiði, which was previously covered by Boðinn.</p>
<p>where applicable, in legislation on part-time workers.</p>
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<h3 id="27-change-of-employment-rate-andor-working-hours" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">2.7 - Change of employment rate and/or working hours</span>
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<p>An employee who changes his/her working hours from partial to full daytime work or vice versa by request of the employer or with his/her consent shall enjoy all contractual and legally required rights in instances of accident or injury and the right to extra holiday payment from the time he/she began work, based on seniority and consistent with the amended working hours.</p>
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<h3 id="28-time-off-in-lieu-of-overtime" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">2.8 - Time off in lieu of overtime</span>
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<p>By agreement between the employee and the employer, it is permitted to pay for work performed during overtime periods with time off during daytime work periods. Two types of agreement are authorised:</p>
<p class="ks-pdf-li">a) Overtime hours may accumulate and an overtime premium may be paid out.</p>
<p>Example: An employee’s daytime hourly wage is ISK 1000 and the company pays ISK 1800 for overtime. An agreement states that the next eight overtime hours shall be paid such that the overtime premium is paid out (ISK 1800 - 1000 = 800 ISK/hr.) while overtime hours accumulate. When an employee takes time off, he/she keeps his/her daytime wage (ISK 1000) for eight hours. Care must be taken to ensure that the correct amount of overtime is paid if an employee receives only a special extra payment. Special consideration must be taken if an employee has special extra payments that apply only to daytime wages.</p>
<p class="ks-pdf-li">b) Overtime hours may accumulate and be converted into daytime hours.</p>
<p>Example: If an employee’s overtime premium is 80% (1.0385% of monthly wages for daytime work assuming a division of 173.33), overtime hours worked may be converted into time off during daytime hours in such a way that one hour of overtime is equivalent to 1.8 hours of daytime work (4.44 overtime hours is equivalent to 8 daytime working hours). Attention must be paid to the proportion if an employee receives a special extra payment on daytime wages only.</p>
<p>An agreement shall be made concerning taking time off and time off shall be scheduled so that it causes as little disruption as possible to company activities.</p>
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<h3 id="29-courses-and-workshops" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">2.9 - Courses and workshops</span>
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<p>Employees may devote up to 4 daytime working hours per year attending training courses eligible for a grant from Starfsafl, without any reduction of daytime hourly wages given that at least half of the course/workshop hours take place in the employee’s own time. Time for course/workshop attendance shall be decided with consideration to company activities.</p>
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<h3 id="210-on-call-shifts" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">2.10 - On-call shifts</span>
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<p>Employees may be placed on on-call shifts during which they must be contactable by phone and attend to emergency calls. Unless otherwise agreed to in an employment contract, the following applies:</p>
<p>For every hour of an on-call shift during which the on-call employee must remain at home, he/she receives payment equal to 33% of the daytime working hours. On public holidays and major holidays pursuant to Articles 2.3.1. and 2.3.2., the aforementioned percentage is 50%.</p>
<p>16.5% of daytime hourly wages are paid for on-call shifts that do not require an immediate response from the employee but require that the employee be available and ready to work immediately. On public holidays and major holidays pursuant to Articles 2.3.1. and 2.3.2., the aforementioned percentage is 25%.</p>
<p>For emergency calls during on-call shifts, employees are paid for hours worked for a minimum of four hours, unless daytime working hours begin within two hours of the employee arriving at work. Payments for on-call shifts and overtime payments never coincide.</p>
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<h2 id="protocol-on-infringements-of-minimum-rest-time" class="ks-accordion-header ks-chapter-accordion" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">Protocol on infringements of minimum rest time</span>
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<p>The collective agreement provides for the right to time off in the event that time falls below 11 hours. The agreeing parties agree that this rule also applies to rest time below 8 hours in exceptional circumstances. [2004]</p>
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<h2 id="meal-and-coffee-breaks-food-and-transportation-costs" class="ks-accordion-header ks-chapter-accordion" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">Kafli 3 - Meal and Coffee Breaks, Food and Transportation Costs</span>
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<h3 id="31-daytime-meal-and-coffee-breaks" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">3.1 - Daytime meal and coffee breaks</span>
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<h4 id="311" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">3.1.1.</span>
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<p>Employees are entitled to a meal break of one hour during the period from 11:30 AM to 01:30 PM, which does not count towards working hours. If employees have access to a cafeteria or coffee shop, it may be permitted to shorten lunch breaks by up to half an hour upon consultation with said employees.</p>
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<h4 id="312" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">3.1.2.</span>
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<p>There shall be two coffee breaks during daytime work of 20 minutes each taken before and after noon.</p>
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<h3 id="32-food-and-coffee-breaks-during-overtime-work" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">3.2 - Food and coffee breaks during overtime work</span>
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<h4 id="321" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">3.2.1.</span>
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<p>If overtime is worked, mealtimes shall be from 07:00 PM to 08:00 PM and from 03:00 AM to 04:00 AM.</p>
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<h4 id="322" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">3.2.2.</span>
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<p>If overtime is worked, coffee breaks shall be from 11:00 PM to 11:15 PM and from 05:00 AM to 05:15 AM. If an employee begins work one hour or earlier before daytime work begins, the last 15 minutes shall be a coffee break; cf. Article 2.1.</p>
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<h4 id="323" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">3.2.3.</span>
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<p>The duration of the refreshment breaks on weekends is the same as during weekdays.</p>
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<h3 id="33-work-during-meal-and-coffee-breaks" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">3.3 - Work during meal and coffee breaks</span>
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<h4 id="331" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">3.3.1.</span>
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<p>During meal and coffee breaks, work must only be done if the employees are willing to do so.</p>
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<h4 id="332" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">3.3.2.</span>
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<p>Coffee and meal breaks during overtime that are included in the working period are counted as working hours (except for lunch break), and work during these shall be paid in addition to the working hours at the same wages for one quarter-hour for each coffee break and one hour for each lunch break, and such shall be done even if less work is done.</p>
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<h4 id="333" class="ks-static-heading ks-static-l4 ks-static-sub">
<span class="ks-static-title">3.3.3.</span>
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<h3 id="34-food-allowance" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">3.4 - Food allowance</span>
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<h4 id="341" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">3.4.1.</span>
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<p>When employees are sent to work out of town and are not driven home during mealtimes or in the evening, they shall receive free food and other subsistence and travel expenses.</p>
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<h4 id="342" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">3.4.2.</span>
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<p>If employees working outside the transit line are not driven home during mealtimes and are not provided with food at the workplace, they shall be paid a daily allowance for food costs that vary depending on whether they are driven home before or after dinnertime. This amount shall be ISK 3,000 per day if it involves one meal and ISK 6,000 per day if it involves two meals (i.e. lunch and dinner). If an employee is sent to work outside the local area, stays away from home and pays for his/her own food from morning until evening, then he/she is entitled to a daily allowance from the employer totalling ISK 9,000 per day (including breakfast).. These amounts are based on the catering index (111 in the consumer price index, 231.5 in February 2024) and change annually according to that index at the same time as the wage amendment takes effect.</p>
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<h4 id="343" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">3.4.3.</span>
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<p>Vehicle fee for the use of one’s own vehicle for the benefit of the employer</p>
<p>If an employee uses his/her own vehicle at the employer’s request, he/she has the right to payment. The payment shall be based upon the kilometres travelled, and the amount per kilometre shall be the same as determined by the state’s Travel Expenses Committee at each given time (refer to the wage list).</p>
<p>A fixed payment amount per trip may be negotiated based on a defined area and on the above mileage charge.</p>
<p>If the employer so requests, the employee is obliged to keep a driving log specifying the number of journeys and/or kilometres travelled in order to calculate the fee.</p>
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<h3 id="35-wages-on-trips" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">3.5 - Wages on trips</span>
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<span class="ks-accordion-title">3.5.1.</span>
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<p>On the way to the destination, wages shall be paid in accordance with this Agreement for all the time spent travelling whether by land or by air. However, if the travel is by sea, daytime wages are paid each day that the trip lasts, but only for the number of hours that constitute daytime work. The same applies to the return journey.</p>
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<h4 id="352" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">3.5.2.</span>
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<p>Employees shall have free travel during working hours to and from the workplace each weekend if they work no more than 250 km from the judicial district of the town or municipality in which the trade union in question is based.</p>
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<h4 id="353" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">3.5.3.</span>
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<p>If the place of work is beyond 250 km, the provisions of the previous paragraph of this Article shall apply, except that it is not mandatory to transport employees into town except on every other weekend. The provisions of these Articles concerning free-of-charge transport between places of employment and workplaces and payment of wages during the journey shall apply only if the employee leaves work for reasons acceptable to the employer.</p>
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<h4 id="354" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">3.5.4.</span>
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<p>All land transport shall be carried out in approved passenger vehicles. If due to some force majeure, a route is impassable by ordinary vehicles, it is without penalty to the employer, even if the trip is cancelled until the weekend.</p>
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<h4 id="355-daily-allowance-on-trips-abroad" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">3.5.5 - Daily allowance on trips abroad</span>
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<p>If a company does not have specific rules regarding the payment of travel expenses, daily allowances for trips abroad are paid in accordance with the decisions of the state’s Travel Expenses Committee.</p>
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<h2 id="on-holidays" class="ks-accordion-header ks-chapter-accordion" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">Kafli 4 - On holidays</span>
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<h3 id="41-holidays" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">4.1 - Holidays</span>
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<h4 id="411" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">4.1.1.</span>
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<p>Holidays shall be a minimum length of 24 business days. Holiday wages shall be 10.17% of all wages, whether for daytime work or overtime.</p>
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<h4 id="412-with-effect-from-1st-may-2024-holidays-that-will-be-taken" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">4.1.2 - With effect from 1st May 2024 (holidays that will be taken</span>
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<p>during the holiday pay year beginning on 1st May 2025): An employee who has reached the age of 22 and has worked for 6 months at the same company shall be entitled to holiday for 25 days and to holiday pay of 10.64%.An employee who has worked 5 years at the same company or 10 years in the same profession shall be entitled to a holiday of 25 days and to holiday wages amounting to 10.64%.</p>
<p>With effect from 1st May 2024 (holidays that will be taken during the holiday pay year beginning on 1st May 2025). An employee who has worked for 5 years at the same company shall have a right to holiday for 26 weekdays and to a holiday pay of 11.11%.</p>
<p>With effect from 1st May 2025 (holidays that will be taken during the holiday pay year beginning on 1st May 2026). An employee who has worked for 5 years at the same company shall have the right to holiday for 28 weekdays and to a holiday pay of 12.07%.</p>
<p>An employee who has received increased holiday entitlement for work at the same company obtains the same entitlement after 3 years at a new employer, provided that the entitlement has been verified.</p>
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<h4 id="413" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">4.1.3.</span>
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<p>Summer holiday is four weeks (20 working days) and must be granted between 2nd May and 30th September.</p>
<p>Holidays exceeding 20 days may be granted outside of the designated summer holiday period of 2nd May to 30th September unless otherwise agreed. If an employee wishes to take a holiday outside of the aforementioned period, the request must be granted to the extent that company operations allow.</p>
<p>Those employees who, by request of the employer, do not receive 20 holiday days during the summer holiday period are entitled to a 25% premium on those days remaining of the 20 days.</p>
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<h4 id="414-labour-unions-are-authorised-to-negotiate-with-individual-wage" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">4.1.4 - Labour unions are authorised to negotiate with individual wage</span>
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<p>payers that holiday wages be paid immediately into an employee’s special holiday bank account or savings account. Such an agreement shall ensure that the party entrusted with holiday wages pay wage earners their accrued holiday wages, i.e. principal and interest, at the start of the period when the holiday is taken. A copy of such an agreement must be submitted immediately to the Ministry of Social Affairs, and its termination must be reported.8</p>
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<h4 id="415-holidays-are-otherwise-covered-by-provisions-of-holiday" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">4.1.5 - Holidays are otherwise covered by provisions of holiday</span>
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<p>legislation in effect at any given time.</p>
<p>Upon the death of an employee, his/her holiday entitlement shall be paid to his/her estate by deposit into his/her wage account or by other means.</p>
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<h3 id="42-illness-and-accidents-during-holidays" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">4.2 - Illness and accidents during holidays</span>
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<p>In the event that an employee falls ill while on holiday domestically, in an EU country, Switzerland, the USA or Canada to the extent that he/she is not able to enjoy the holiday, he/she must notify the employer by phone, email or other verifiable means on the first day unless prevented by force majeure circumstances, in which case notification must be made as soon as possible.</p>
<p>If the employee fulfils the notification requirement, the illness lasts longer than 72 hours, and the employee notifies the employer of the attending physician, he/she is entitled to compensatory leave for the length of time that the illness demonstrably lasted. Under the aforementioned circumstances, the employee shall at all times provide proof of illness with a doctor’s note. The employer has the right to have a doctor verify that the employee fell ill on holiday. To the extent possible, compensatory leave shall be granted at the time requested by the employee during the period from 2nd May to 15th September, unless otherwise stated. The aforementioned rules also apply to accidents during holidays.</p>
<p>8 See also the Protocol on Holiday Matters for Workers in Fish Processing from 1997, page 195.</p>
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<h2 id="company-specific-component-of-collective-agreements" class="ks-accordion-header ks-chapter-accordion" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">Kafli 5 - Company-specific component of collective agreements</span>
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<span class="ks-accordion-title">5.1 - Definition</span>
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<p>A company agreement (workplace agreement) in the understanding of this chapter is an agreement between a company and its employees, either all or specific individuals, for the adaptation of the collective agreement to the needs of the workplace.</p>
<p>A company-specific agreement made on the basis of this chapter is not a collective agreement, as the Confederation of Icelandic Enterprises (SA) and labour unions are not agreeing parties. Regarding the involvement of these parties in the drawing of the agreement, refer to Article 5.5.</p>
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<h3 id="52-purpose" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">5.2 - Purpose</span>
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<p>The purpose of the company-specific component of a collective agreement is to promote cooperation between staff and management in the workplace with a view to setting the groundwork for improved terms of employment for employees through increased productivity.</p>
<p>The purpose is to develop collective agreements in such a way that they benefit both parties. The aim, among other things, is to shorten the work week while maintaining or increasing productivity. In doing this, the aim is to always distribute profits between employees and the company according to clear parameters.</p>
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<h3 id="53-permission-to-negotiate" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">5.3 - Permission to negotiate</span>
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<p>As a rule, the company-specific component applies to all employees to whom the relevant labour union’s collective agreement applies. However, special agreements may be made in individual designated workplaces.</p>
<p>Negotiations regarding the company-specific component of a collective agreement are carried out under the embargo on industrial action and shall be initiated by the agreement of both parties. It must be stated in writing to whom the agreement is intended to apply.</p>
<p>The relevant labour unions and employers’ associations shall be notified once negotiations have been decided.</p>
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<h3 id="54-advisers" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">5.4 - Advisers</span>
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<p>It is appropriate to both parties, employees and company representatives to seek the consultancy agreeing parties. Each party may decide, individually or jointly, to call upon spokespersons of the agreeing parties to consult in the drafting of the agreement immediately after negotiations have been decided.</p>
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<h3 id="55-employee-spokespersons-representation-in-negotiations" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">5.5 - Employee spokespersons - representation in negotiations</span>
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<p>Union representatives shall represent employees in negotiations with company management. The spokesman of the union concerned is fully authorised to sit on the negotiating committee. The union representative shall be authorised to hold elections for two to five additional members of the negotiation committee, depending on the number of employees, who will form a common negotiating committee.</p>
<p>The union representative and other elected spokespersons of the negotiating committee shall be guaranteed a normal amount of time for the preparation and drafting of the agreement during working hours. Furthermore, they shall enjoy special protection in employment and must not suffer negative consequences for their work on the negotiating committee. It is thus forbidden to terminate their employment on account of their work on the negotiating committee.</p>
<p>In workplaces where union representatives belong to two or more labour unions, they shall act jointly on behalf of employees in instances where the company-specific component of the collective agreement affects their position. In these circumstances, care should be taken to ensure that a spokesman for all relevant industries participating in negotiations despite the fact that the negotiating committee may expand as a result.</p>
<p>Where union representatives have not been appointed, the employees’ relevant labour union may hold elections for the negotiating committee.</p>
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<h3 id="56-information-delivery" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">5.6 - Information delivery</span>
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<p>Before drafting a company-specific agreement, management shall inform union representatives and others on the negotiating committee of the company’s standing, future prospects and personnel policy.</p>
<p>The union representative has the right to information regarding wage payments at the workplace he/she represents to the extent necessary to enforce provisions of the company-specific agreement.</p>
<p>During the duration of a company-specific agreement, union representatives shall be informed twice a year of the aforementioned items and priorities in the company’s operations. They shall exercise discretion regarding this information to the extent that it is not open to public discussion.</p>
<p>Information is only required to be provided to the extent necessary for the provisions of the company-specific agreement.</p>
<p>An agreement made on the basis of this chapter shall be made available to the employees of the company concerned. Informing unauthorised parties of the content of the agreement is prohibited.</p>
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<h3 id="57-permitted-exceptions" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">5.7 - Permitted exceptions</span>
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<p>It is permitted by agreement within the company and between employees and the company to adapt provisions of the agreement to the needs of the workplace by making exceptions regarding the following elements, provided that an agreement is reached concerning employee remuneration.</p>
<p class="ks-pdf-li">a) Flexible daytime working hours. Daytime working hours may be negotiated between 07:00 AM and 07:00 PM.</p>
<p class="ks-pdf-li">b) Four-day work week. Completing a full daytime work week in four days is authorised where not prohibited by law or other agreements.</p>
<p class="ks-pdf-li">c) Shift work. Taking up shift work with at least two weeks’ notice is permitted. The duration of the shift period must not be shorter than one month at a time.</p>
<p class="ks-pdf-li">d) Overtime premium on daytime work base rate. A portion of the overtime premium may be transferred over to the daytime work base rate.</p>
<p class="ks-pdf-li">e) Leave for overtime. Employees are permitted to accumulate overtime hours and instead take a corresponding number of holiday hours during weekdays outside of the company’s peak period. Overtime hours are accumulated and then paid at the daytime rate but overtime premiums are paid out.</p>
<p class="ks-pdf-li">f) Refreshment breaks. Other arrangements for refreshment breaks than stated in the main collective agreement may be negotiated.</p>
<p class="ks-pdf-li">g) Holidays. A portion of the holiday may be allocated to cut back operations or to close on certain days outside of the company’s peak season.</p>
<p class="ks-pdf-li">h) Incentive pay schemes. An incentive pay scheme may be developed without formal methods analysis where considered suitable by both parties.</p>
<p class="ks-pdf-li">i) Transfer of Thursday holidays. A workplace may agree to transfer contractual days off for Ascension Day and the First Day of Summer, both of which always fall on Thursdays, to another weekday, e.g. Friday or Monday, or to merge these holidays with other employee time off.</p>
<p>Exceptions to the general rules of the collective agreement beyond the aforementioned parameters are only authorised with the consent of the relevant labour union and employers’ association.</p>
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<h3 id="58-employee-compensation" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">5.8 - Employee compensation</span>
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<p>If an agreement is reached regarding the adaptation of the provisions of the collective agreement to the needs of the company or any other exceptions to the agreed-upon work organisation, an agreement shall also be made regarding the employees’ share of the company’s profit resulting from these changes.</p>
<p>The employees’ share may come as a reduction of working hours without a corresponding reduction of income, payment of a fixed amount each month or quarter, competence premiums, percentage premium of a fixed ISK amount on top of wages, or in some other form by agreement. The agreement must clearly state what the company’s profit entails as well as how employees are compensated. Both are exceptions to the collective agreement and become void upon termination pursuant to Article 5.9.</p>
<p>5.9. Entry into effect, scope and duration</p>
<p>An agreement regarding the company-specific component of the collective agreement must be in writing and submitted to all to whom the agreement is intended to apply to by a secret ballot organised by the relevant employee negotiating committee. An agreement is considered accepted if it receives the support of a majority of votes cast. The relevant labour union must ensure that the agreed-upon exceptions and compensation for them, evaluated comprehensively, comply with the provisions of law and the collective agreement concerning minimum wages and terms of employment. If no notification to the contrary is received within four weeks, the agreement is considered to have been accepted by both parties.</p>
<p>The company-specific agreement may be made temporarily for a trial period of up to six months and then finalised in light of experience during the trial period. The duration of validity is otherwise indefinite. At the end of the year, either party may request a review. No later than two months after the main collective agreement enters into effect, the parties shall enter into negotiations on the revision and renewal of the agreement on the company-specific component. If no agreement regarding amendments is reached within two months, either party may terminate the company-specific agreement with six months' notice as of the end of the current month. After that time, both the agreed-upon amendments and the employees’ share of profits are void. For termination to be binding, the support of a majority of the employees concerned is required by the same form of voting employed when the agreement entered into effect. If an employer terminates to company-specific agreement, wage increases stipulated in that agreement shall only be retracted to the extent equivalent to the cost increase resulting from the adoption of the previous agreement provisions.</p>
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<h3 id="510-effects-of-company-specific-agreement-on-terms-of-employment" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">5.10 - Effects of company- specific agreement on terms of employment</span>
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<p>Changes in terms of employment resulting from a company- specific agreement are binding on all the employees concerned provided that they have not challenged the formal making of the agreement with company management and the employees’ negotiating committee prior to the vote.</p>
<p>The provisions of a company-specific agreement apply equally to those employees who are employed when the agreement is approved pursuant to the provisions of this chapter as well as those hired later, on the condition that they have been introduced to the agreement’s content upon employment.</p>
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<h3 id="511-shortening-of-working-hours" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">5.11 - Shortening of working hours</span>
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<p>On the basis of majority approval by vote, employees have the right to negotiations on the shortening of working hours to 36 working hours per week on average concurrent with the elimination of coffee breaks during daytime working hours pursuant to chapter 3 of the collective agreement. Company management may also request negotiations.</p>
<p>During negotiations, suggestions for the arrangement of breaks will be made with the aim of achieving reciprocal benefits and improving the utilisation of working hours where possible.</p>
<p>If formal coffee hours are eliminated, profits due to improved utilization of working hours and increased productivity are divided between the employee and the employer, and the employees’ share consists of the additional shortening of active working hours:</p>
<p>Additional shortening of active working hours:</p>
<p>If an agreement is reached concerning the elimination of coffee breaks, active working time will be 36 hours per week with no reduction of monthly wages. The shortening of active working hours may be implemented in various ways, e.g.:</p>
<p class="ks-pdf-li">1. Taking one or more flexible rest breaks from work.</p>
<p class="ks-pdf-li">2. Mid-day break lengthened.</p>
<p class="ks-pdf-li">3. Each workday is shortened, an agreed-upon number of workdays are shortened, or one day of the week is shortened.</p>
<p class="ks-pdf-li">4. Shortening accumulates as holiday time or half days.</p>
<p class="ks-pdf-li">5. Combined approach.</p>
<p>Spokespersons of the agreeing parties have the right to full involvement in negotiations pursuant to this article.</p>
<p>Entry into effect and voting on the agreement is covered in Article 5.9.</p>
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<h3 id="512-handling-of-disputes" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">5.12 - Handling of disputes</span>
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<p>In the event that the workplace does not come to an agreement regarding the shortening of working hours pursuant to Article 5.11., employees and employers alike are authorised to defer the dispute to the agreeing parties, the relevant labour union and the Confederation of Icelandic Enterprises (SA).</p>
<p>Should a dispute arise within the company concerning the understanding or execution of the company-specific agreement and it is not solved in negotiations between parties at the workplace, employees have the right to seek the assistance of the relevant labour union or entrust the union with its resolution.</p>
<p>If an agreement is not reached regarding the evaluation of the impact of termination pursuant to concluding Sub-Paragraph 2 of Article 5.9, either party may defer to adjudication by an independent party agreed upon by both parties. The company pays 65% of the cost and the employees pay 35%.</p>
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<h3 id="513-example-of-a-company-specific-company" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">5.13 - Example of a company-specific company</span>
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<p>Company-specific agreement between</p>
<p>NN ehf. and the employees of the</p>
<p>This company-specific agreement is made on the basis of Chapter 5 of the collective agreement between the Confederation of Icelandic Enterprises and the labour union or unions concerned and applies to the company’s operations.</p>
<p class="ks-pdf-li">1. Article Working hours and refreshment breaks</p>
<p class="ks-pdf-li">2. Article Other ....</p>
<p>on behalf of on behalf of</p>
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<h2 id="priority-rights-to-work" class="ks-accordion-header ks-chapter-accordion" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">Kafli 6 - Priority Rights to Work</span>
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<h3 id="61-priority-rights" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">6.1 - Priority rights</span>
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<p>6.1.1. Employers undertake to grant employees who are full members</p>
<p>of Efling in the union area in question priority rights to all general manual labour when such is required, and such is offered to members who are fully qualified for the work in question.</p>
<p>6.1.2. Employers always have a free choice regarding which members</p>
<p>of the relevant unions they shall recruit. If an employer wishes to employ a person who is not a member of Efling, the union in question shall be obliged to admit that person if he/she applies for such and if it does not conflict with the articles of association of the company.</p>
<h4 id="613" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">6.1.3.</span>
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<p>In the event of a shortage of personnel for work, Efling undertakes to grant the members of the Confederation of Icelandic Enterprises the right of priority to recruit full members, provided that the board of the company gives notice regarding the shortage of personnel.</p>
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<h2 id="equipment-hygiene-and-safety" class="ks-accordion-header ks-chapter-accordion" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">Kafli 7 - Equipment, Hygiene and Safety</span>
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<h3 id="71-equipment" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">7.1 - Equipment</span>
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<p>In workplaces, employers shall ensure that a medicine box is located on-site with the necessary medicines and packaging, as well as toilets, water and sinks. At all workplaces, employees shall have access to reasonable facilities for drinking coffee and storage for protective clothing.</p>
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<h3 id="72-dining-facilities" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">7.2 - Dining facilities</span>
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<h4 id="721" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">7.2.1.</span>
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<p>When employees are working in the same place in suburban areas with the same employer, the employer shall have facilities in which employees can drink coffee and eat. The shelters shall be fitted with tables and chairs, and care must be taken to ensure that they are always clean and tidy. Furthermore, the shelters shall be equipped with heating appliances.</p>
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<h4 id="722" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">7.2.2.</span>
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<p>When typically eating at the workplace, both employers and employees shall follow instructions from the health authorities regarding conditions, sanitary facilities and conduct in food areas.</p>
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<h3 id="73-safety-equipment" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">7.3 - Safety equipment</span>
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<h4 id="731-workplaces-shall-make-available-to-employees-the-safety" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">7.3.1 - Workplaces shall make available to employees the safety</span>
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<p>equipment that either the Administration of Occupational Safety and Health deems necessary for the nature of the work or is specified in the collective agreement.</p>
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<h4 id="732-violation-of-safety-rules" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">7.3.2 - Violation of safety rules</span>
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<h5 id="7321" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">7.3.2.1.</span>
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<p>Employees are obliged to use the safety equipment stated in collective agreements and regulations, and supervisors and union representatives shall ensure that the proper equipment is used. If employees do not use safety equipment provided by the workplace, dismissal from work without warning is authorised after a written warning is issued.</p>
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<h5 id="7322" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">7.3.2.2.</span>
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<p>The employee’s union representative shall ensure without delay that the reason for termination is made clear, and the employee shall have the option of familiarising him/herself with all developments in the case. If the union representative does not agree with the reason for dismissal, he/she shall protest the decision in writing, and the employee in question will not be dismissed without warning.</p>
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<h4 id="733-violations-of-safety-rules-that-jeapordise-employees-life-and" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">7.3.3 - Violations of safety rules that jeapordise employees’ life and</span>
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<p>limb are subject to dismissal without warning if the union representative and company representative are in agreement.</p>
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<h4 id="734" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">7.3.4.</span>
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<p>If the safety equipment specified in collective agreements and required by the Administration of Occupational Safety and Health is not available at the workplace, employees who do not receive such equipment are authorised to refuse to perform the work that requires the equipment. If no other jobs are available for the employee in question, he/she shall retain full wages.</p>
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<h4 id="735" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">7.3.5.</span>
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<p>In the event of a dispute over this provision of the agreement, the case may be referred to ASÍ and SA.</p>
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<h3 id="74-youth-work" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">7.4 - Youth work</span>
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<p>Restrictions on work and working hours for youth are covered in chapter X. of the Act on Working Environment, Health and Safety in Workplaces No. 46/1980 and Regulation on the Work of Children and Adolescents no. 426/1999.</p>
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<h3 id="75-delivery-of-information" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">7.5 - Delivery of information</span>
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<p>When important information must be delivered to employees regarding e.g. safety matters, work arrangements, changes in the workplace or matters concerning individual employees, the employer must make an effort to have an interpreter on hand for those employees who need one. 7.6 Advice on safety and working conditions</p>
<h4 id="761" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">7.6.1</span>
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<p>Employees are generally permitted to make comments and complaints about infringements of the law or other reprehensible conduct relating to working conditions and safety which may affect workers' health and safety.</p>
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<h4 id="762" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">7.6.2</span>
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<p>In workplaces where a security employee representative or union representative has been elected, they communicate comments and complaints from colleagues about safety and working conditions to the employer. When there is neither a union representative nor a security employee representative in the workplace, the employee can pass their comments to the immediate supervisor.</p>
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<h4 id="763" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">7.6.3</span>
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<p>Following an employee's comment, the supervisor shall, as soon as possible, verify whether the comment is legitimate. If no action is taken, an employee can approach the manager or human resources manager (if available) for their comments.</p>
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<h4 id="764" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">7.6.4</span>
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<p>If an employee's comments are found to be reasonable and expressed in good faith, the supervisor shall act as soon as possible and take such corrective action as is necessary having regard to good practice and the obligations incumbent on the employer under the work protection act. The employee can request information about the progress of a case.</p>
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<h4 id="765" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">7.6.5</span>
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<p>The employer shall ensure that an employee doesn’t have to pay for having made a legitimate comment about violations of work protection laws or other reprehensible conduct relating to working conditions and safety which may affect the health and safety of employees.</p>
<p>Protocol on comments about safety and working conditions</p>
<p>The Confederation of Icelandic Enterprise will provide instructions for work procedures for employees' comments about safety or conditions at the workplace. This refers to violations of the work protection act or other reprehensible conduct related to work practices or working conditions that may affect employees' health and safety. The instructions are aimed at promoting a good workplace and reducing employees' concerns about making such comments.</p>
<p>The instructions are in written and they describe the reception, processing and the dealing with comments. It is recommended that companies follow them and they are accessible to all employees.</p>
<p>These instructions will be completed and presented no later than 1st June 2024.</p>
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<h2 id="payment-of-wages-in-the-event-of-illness-and-accidents-and-accident-insurance" class="ks-accordion-header ks-chapter-accordion" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">Kafli 8 - Payment of Wages in the Event of Illness and Accidents and Accident Insurance</span>
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<h3 id="81-wages-during-illness" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">8.1 - Wages during illness</span>
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<p>During each 12-month period, employees shall retain wages as specified below during absences due to an accident or illness:</p>
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<span class="ks-accordion-title">8.1.1.</span>
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<p>During the first year of employment with the same employer, two days’ substitute wages are paid for every month worked.</p>
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<span class="ks-accordion-title">8.1.2.</span>
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<p>After one year of employment with the same employer, one month’s substitute wages are paid.</p>
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<span class="ks-accordion-title">8.1.3.</span>
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<p>After two consecutive years with the same employer, one month’s substitute wages are paid as well as one month’s daytime working wages.</p>
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<span class="ks-accordion-title">8.1.4.</span>
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<p>After three consecutive years with the same employer, one month’s substitute wages are paid as well as two months’ daytime working wages.</p>
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<span class="ks-accordion-title">8.1.5.</span>
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<p>After five consecutive years with the same employer, one month’s substitute wages are paid as well as one month of full daytime wages (i.e. daytime working wages, bonuses and shift premiums pursuant to Article 8.3.2) and two months of daytime working wages.</p>
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<span class="ks-accordion-title">8.1.6.</span>
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<p>An employee who has accrued four months of sickness entitlement after five consecutive years with the same employer and is hired by another employer within 12 months retains two months of sickness entitlement (one month on substitute wages and one month on daytime working wages), provided that his/her work for the other employer ended in a normal manner and his/her entitlement is verified. Employees receive a better entitlement after three consecutive years with a new employer, pursuant to Article 8.1.4.</p>
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<h4 id="817-sickness-entitlement-is-a-total-entitlement-per-12-month-period" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">8.1.7 - Sickness entitlement is a total entitlement per 12-month period</span>
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<p>regardless of the nature of the disease.</p>
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<h3 id="82-occupational-accidents-and-occupational-diseases" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">8.2 - Occupational accidents and occupational diseases</span>
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<h4 id="821" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">8.2.1.</span>
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<p>If an employee is unable to report to work due to an accident at work or en route to or from work, or if an employee falls ill with an occupational disease, he/she shall retain his/her daytime working wages for three months in addition to the right to wages during illness.</p>
<p>The aforementioned right is an independent entitlement and does not impinge upon the employee’s sickness entitlement.</p>
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<h4 id="822" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">8.2.2.</span>
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<p>The Social Insurance Administration pays a per diem allowance for these days to the employer.</p>
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<span class="ks-accordion-title">8.2.3.</span>
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<p>In the event of an accident at work, the employer pays for transporting the employee home or to hospital and later covers the normal medical costs while he/she receives wages other than those paid by the Social Insurance Administration. The injured employee shall submit receipts for out-of-pocket expenses to his/her employer, and payment must be made concurrently with the payment of wages, pursuant to Article</p>
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<h3 id="84" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">8.4.</span>
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<p>For the purposes of medical and transport expenses, accidents on the way to and from work are considered work accidents.</p>
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<h3 id="83-wage-concepts" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">8.3 - Wage concepts</span>
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<h4 id="831" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">8.3.1.</span>
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<p>Substitute salary is based on the wages the employee would verifiably have earned had he/she not been absent from work due to illness or accident. Not included are attendance bonuses and premium payments due to a specific risk or unsanitary</p>
<p>Explanation: Sickness entitlement is based on sick days paid per 12-month pay period. When an employee becomes unable to work, consideration is given to the number of days paid during the previous 12 wage months and that number of days is subtracted from the accrued sickness entitlement. If an employee has been unpaid for a period, that period shall not be</p>
<p>Explanation: Incapacity caused by an accident may either occur immediately after an accident or later. Proof and cause are covered under general rules.</p>
<p>conditions that may arise when performing specified duties.</p>
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<h4 id="832" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">8.3.2.</span>
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<p>Full daytime wages are fixed wages for daytime work in addition to shift premiums, bonuses and other work incentives or comparable premium payments for work based on full-time work of 8 hours per day or 40 hours per week.</p>
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<span class="ks-accordion-title">8.3.3.</span>
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<p>Daytime wages are fixed wages based on daytime work (not including bonuses or any premium payments) for full-time work of 8 hours per day or 40 hours per week.</p>
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<h3 id="84-payout-of-sick-pay" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">8.4 - Payout of sick pay</span>
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<h4 id="841" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">8.4.1.</span>
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<p>Wage payments in the event of illness or accidents shall be made in the same manner and at the same time as other wage payments, provided that a medical certificate has been submitted in time for wage calculations.</p>
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<span class="ks-accordion-title">8.4.2.</span>
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<p>In the event of a dispute concerning the employer’s obligation to pay compensation, pursuant to Article 8.2, a decision shall be made according to whether the state accident insurance authority deems it necessary to pay compensation for the accident.</p>
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<h4 id="843-medical-certificate" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">8.4.3 - Medical certificate</span>
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<p>An employer may require a medical certificate to confirm an employee's illness.</p>
<p>The employer shall pay for the medical certificate provided that the employee has notified the employer of his/her illness on the first day and that employees are always obligated to submit a medical certificate.</p>
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<h3 id="85-childrens-illness-and-leave-due-to-force-majeure-circumstances" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">8.5 - Children’s illness and leave due to force majeure circumstances</span>
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<h4 id="851" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">8.5.1.</span>
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<p>For the first six months with an employer, a parent is permitted to spend two days per month worked tending to a sick child under the age of 13, provided that other care arrangements are not possible. The same applies to children under the age of 16 when an illness is serious enough to require hospitalisation for at least one day. After six months of employment, the entitlement increases to 12 days per 12-month period. Parents retain their daytime wages as well as any shift premiums that may apply.</p>
<p>With reference to rules on payments for child sickness, the understanding is that foster parents or other guardians who provide for the child are considered parents.</p>
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<h4 id="852" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">8.5.2.</span>
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<p>An employee is entitled to leave from work in the event of circumstances beyond control (force majeure) and family emergencies due to illness or accident that immediately require the presence of the employee.</p>
<p>The employee is not entitled to wages from the employer in the above circumstances, without prejudice to Article 8.5.1.</p>
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<h3 id="86-maternitypaternity-leave-and-prenatal-exams" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">8.6 - Maternity/paternity leave and prenatal exams</span>
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<p>Maternity/paternity leave and parental leave are covered by Act No 144/2020 on the subject.</p>
<p>Pregnant women have the right to absence from work due to necessary prenatal exams without deduction from fixed wages if such an exam must take place during working hours.</p>
<p>8.7. Death, accident and disability insurance</p>
<h4 id="871-scope-of-application" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">8.7.1 - Scope of application</span>
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<p>Employers are required to insure employees, as covered by this Agreement, against death, permanent medical disability and/or temporary disability caused by a work accident or on the way to work from home and from home to work, as well as to/from the workplace during refreshment breaks. If an employee resides in a dwelling place outside of his/her home for reasons related to work, the dwelling place shall be considered the same as a home and insurance therefore covers normal travel between the home and dwelling place.</p>
<p>Insurance applies to all domestic and international travel on behalf of the employer.</p>
<p>Insurance shall cover accidents resulting from sports, competitions and games, provided that such activities take place on behalf of the employer or company union and that participation in such activities is considered a part of the employee’s job. In this respect, it does not matter whether the accident happens during or outside of typical working hours. Accidents that occur during boxing, wrestling of any sort, motorsports, snowkiting, hang gliding, bungee jumping, mountain climbing that requires special equipment, abseiling, skin diving and parachuting are exempted.</p>
<p>Insurance does not pay compensation for accidents incurred through the use of motor vehicles that require registration in Iceland and are liable for damages under mandatory vehicle insurance, whether liability insurance or the driver’s and owner’s accident insurance pursuant to traffic laws.</p>
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<h4 id="872-entry-into-effect-and-expiration-of-insurance" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">8.7.2 - Entry into effect and expiration of insurance</span>
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<p>An employee’s insurance enters into effect when he/she begins working for the employer (i.e. is registered on the payroll) and expires when his/her employment ends.</p>
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<h4 id="873-index-and-indexation-of-benefits" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">8.7.3 - Index and indexation of benefits</span>
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<p>Insurance amounts are according to the consumer price index for indexation in effect as of 1st February 2024 (608.3 points) and change on the first day of every month in proportion to the change of the index.</p>
<p>Settlement amounts are calculated on the basis of insurance amounts on the day of the accident and change according to the consumer price index for indexation as follows:</p>
<p>Settlement amounts change in direct proportion to the change in the index from the day of the accident to the settlement date.</p>
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<h4 id="874-death-benefits" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">8.7.4 - Death benefits</span>
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<p>In the event that an accident causes the death of the insured within three years of the day of the accident, the beneficiary received death benefits less the amount deducted for permanent medical disability due to the same accident.</p>
<p>From 1st February, 2024, death benefits will be:</p>
<p class="ks-pdf-li">1. To the surviving partner, ISK 10,762,562</p>
<p>Partner refers to an individual married to, in a registered partnership or a domestic partnership with the deceased.</p>
<p class="ks-pdf-li">2. To every child below the age of majority of whom the deceased had custody or to whom the deceased paid child support pursuant to Children’s Act No. 76/2003, benefits shall be equal to the total amount of child allowance under the Social Security Code to which the child would have been entitled as a result of the death until the age of 18. This is a lump sum compensation. Benefits shall be calculated according to the amount of child allowance on the day of death. Benefits to each child must never amount to less than ISK 4,305,025. Benefits to children shall be paid out to the person who has custody of the children after the death of the insured. To each youth aged 18-22 who is domiciled at the same address as the deceased and has verifiably received his/her support, benefits shall amount to ISK 1,076,256. If the deceased was the child’s or youth’s sole provider, benefits increase by 100%.</p>
<p class="ks-pdf-li">3. If the deceased verifiably provided for a parent or parents aged 67 or older, the surviving parent or parents shall collectively receive benefits amounting to ISK 1,076,256.</p>
<p class="ks-pdf-li">4. If the deceased did not have a partner cf. item 1, death benefits amounting to ISK 1,076,256 are paid to the estate of the deceased.</p>
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<h4 id="875-permanent-disability-benefits" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">8.7.5 - Permanent disability benefits</span>
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<p>Benefits for permanent disability are paid in proportion to the medical consequences of the accident. Permanent disability shall be assessed at a level according to the table on degree of injury published by the Disability Assessment Committee and the assessment shall be based on the health status of the injured person once his/her condition has stabilised.</p>
<p>Basic disability benefits amount to ISK 24,538,641. Benefits for permanent disability shall be calculated so that 245,386are payable for each disability level from 1-25 ISK, 490,773are payable for each disability level from 26-50 ISK, and 981,546are payable for each disability level from 50-100 ISK. Benefits for 100% permanent disability therefore amount to ISK 67,481,263.</p>
<p>Disability benefits shall also take into account the age of the person injured on the day of the accident so that benefits decrease by 2% for every year after the age of 50. After the age of 70, benefits decrease by 5% of the basic amount for each year of age. Age indexing of disability benefits must never result in a reduction of more than 90%.</p>
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<h4 id="876-temporary-disability-benefits" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">8.7.6 - Temporary disability benefits</span>
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<p>In the event that an accident results in temporary disability, the insurance shall pay a per diem allowance proportionate to the loss of capacity to work four weeks from when the accident happened until the employee is able to work again, or until a disability assessment has been performed, but no longer than for 37 weeks.</p>
<p>The per diem allowance for temporary disability is ISK 53,813 per week. If the employee is partially able to work, the per diem allowance is proportionate.</p>
<p>Per diem allowance from insurance is paid to the employer while the employee receives wages according to a collective agreement or employment contract and then to the employee.</p>
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<h4 id="877-insurance-obligation" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">8.7.7 - Insurance obligation</span>
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<p>All employers are required to purchase insurance from an insurance company licensed to operate in Iceland and that satisfies the above criteria of the collective agreement concerning accident insurance.</p>
<p>In other respects than those specified in this chapter of the agreement, insurance is subject to the terms of the insurance company in question and the Act on Insurance Contracts No. 30/2004.</p>
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<h2 id="protocol-regarding-incapacity-to-work-due-to-illness" class="ks-accordion-header ks-chapter-accordion" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">Protocol regarding incapacity to work due to illness</span>
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<p>The parties agree that, in addition to incidents of illness and accidents, the sickness entitlements under this agreement come into effect if the employee requires urgent and necessary medical treatment to mitigate or eliminate the consequences of a disease that could foreseeably result in an inability to work.</p>
<p>The above definition does not include a change in the concept of disease according to labour law as it has been interpreted by the courts. However, the parties agree that the procedures an employee must undergo in order to mitigate the consequences of a work accident bring sickness entitlements pursuant to this agreement into effect.</p>
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<h2 id="protocol-on-medical-certificates" class="ks-accordion-header ks-chapter-accordion" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">Protocol on medical certificates</span>
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<p>The agreeing parties shall request that the Minister of Health advocate amending the rules on medical certificates. Special medical certificates shall be required in instances of long-term absence. If an employee has been unable to work due to disease or accident for four consecutive weeks, a medical certificate should offer an opinion regarding whether vocational rehabilitation is necessary to achieve or expedite recovery. [2008]</p>
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<h2 id="tools-and-work-clothes" class="ks-accordion-header ks-chapter-accordion" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">Kafli 9 - Tools and work clothes</span>
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<h3 id="91-tools" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">9.1 - Tools</span>
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<p>Tools and work equipment must be provided to employees free of charge. Employers must ensure that all equipment and tools are kept in good order so as not to pose an accident risk or otherwise endanger the safety of employees.</p>
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<h3 id="92-personal-protective-equipment" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">9.2 - Personal protective equipment</span>
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<h4 id="921-general-workwear" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">9.2.1 - General workwear</span>
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<p>Employees shall be given one set of overalls or equivalent per year unless another arrangement has been agreed.</p>
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<h4 id="922-specialised-workwear" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">9.2.2 - Specialised workwear</span>
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<p>In special cases where the project or workplace is contaminated with soot, fish oil, tar, oil or other substances which, in the opinion of supervisors or union representatives, may destroy clothing, employees shall be provided with special protective clothing.</p>
<p>Protective gloves (leather gloves) and protective aprons shall be provided to employees during welding and other heavy work.</p>
<p>When employees engage in washing using an acid or diluent or when they are working with solvents, aprons and protective gloves (rubber gloves) shall be provided.</p>
<p>Where the employer requires special workwear, the employer shall provide such workwear. Such shall be the property of the employer, and clothing money shall not be paid pursuant to other provisions.</p>
<p>In workplaces that require special workwear, it is forbidden to discriminate against employees on the basis of sex, sexual orientation or gender identity in matters pertaining to said workwear.</p>
</div>
<h4 id="923-fish-processing" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">9.2.3 - Fish processing</span>
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<p>Where the employer engaging in fish processing requires special workwear, the employer shall provide such workwear. Such shall be the property of the employer, and clothing money shall not be paid pursuant to other provisions.</p>
<p>Employers engaging in fish processing who have workwear available shall provide fish processing employees with aprons and mittens pursuant to the following rules:</p>
<p>The company shall, with each wage payout, remit the equivalent of ISK 17.60 per hour (as of 1.2.2024) worked (paid refreshment breaks are included) into each employee's separate protective clothing account. However, employees engaged in saltfish and stockfish processing shall receive ISK 20.54 per hour (as of 1.2.2024). The above amount is subject to general changes in wages during the term of the agreement.</p>
<p>The employee’s withdrawal authorization for these products is based on the credit in the employee's protective clothing account for withdrawal for mittens and aprons and is based on the cost of these supplies. If an employee does not make full use of the withdrawal authorisation provided for the above, the difference shall be paid out in cash at the end of the year or at the end of employment.</p>
<p>Those employers in fish processing who do not provide protective clothing to employees shall pay to staff in fish processing an amount totalling ISK 20.54 per hour (as of</p>
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</div>
<h3 id="122024-worked-paid-refreshment-breaks-are-included-for" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">1.2.2024) worked (paid refreshment breaks are included) for</span>
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<p>the cost of protective clothing (aprons and mittens). However, employees engaged in saltfish and stockfish processing shall receive ISK 26.40 per hour (as of 1.2.2024). The above amount is subject to general changes in wages during the term of the agreement.</p>
<h4 id="924-work-in-refrigerated-spaces" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">9.2.4 - Work in refrigerated spaces</span>
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<p>Work performed by employees in refrigerated spaces is governed by Regulation No. 941/2002 on Hygiene, Regulation No. 384/2005 on Work in Refrigerated Spaces in Food Production and the guidelines of the Administration of Occupational Safety and Health. The employer shall provide jackets and trousers or other suitable clothing made of heat- insulating materials, as well as cotton mittens to be worn under gloves for use by employees in these circumstances. A security employee representative and security guard shall assess how and whether such protective wear is needed. The Administration of Occupational Safety and Health shall resolve disputes after an inspection of the workplace.</p>
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<h3 id="93-damage-to-clothing-and-items" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">9.3 - Damage to clothing and items</span>
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<h4 id="931" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">9.3.1.</span>
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<p>If an employer suffers verifiable damage to common essential clothing and items in the course of his/her work, such as watches, glasses etc., the employee shall be compensated according to an assessment.</p>
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<h4 id="932" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">9.3.2.</span>
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<p>The same applies if an employee suffers damage to clothing caused by chemical substances, including dust-binding agents (calcium chloride).</p>
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<h4 id="933" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">9.3.3.</span>
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<p>If an employee suffers damage (loss of protective clothing, etc.) as a result of a fire in the workplace, he/she shall be compensated according to an assessment.</p>
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</div>
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<h2 id="premiums-for-sickness-holiday-vocational-training-pension-and-vocational-rehabilitation-funds" class="ks-accordion-header ks-chapter-accordion" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">Kafli 10 - Premiums for sickness, holiday, vocational training, pension and vocational rehabilitation funds</span>
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<h3 id="101-sickness-benefit-fund" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">10.1 - Sickness benefit fund</span>
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<p>10.1.1. Employers shall pay into their respective labour union’s sickness</p>
<p>benefit fund an amount constituting 1% of wages paid to employees in order to cover sickness and medical expenses.</p>
<h4 id="1012-sa-may-appoint-a-second-auditor-for-the-fund" class="ks-static-heading ks-static-l4 ks-static-sub">
<span class="ks-static-title">10.1.2 - SA may appoint a second auditor for the fund.</span>
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</h4>
<h4 id="1013" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">10.1.3.</span>
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<p>The fund's board of directors is responsible for its custody and yield. It is permitted to earn interest through the fund by purchasing securities secured through secured mortgages. In addition, it is permissible to devote money from the fund to the purchase or construction of a union building, provided that the fund is then the owner of the building in that regard.</p>
<p>Care shall always be taken to ensure that the allocation of money from the fund does not conflict with its objective and projects as stated above.</p>
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<h4 id="1014-further-provisions-concerning-the-funds-are-established-by" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">10.1.4 - Further provisions concerning the funds are established by</span>
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<p>regulations.</p>
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</div>
<h3 id="102-holiday-fund" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">10.2 - Holiday fund</span>
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<h4 id="1021" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">10.2.1.</span>
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<p>Employers pay a special contribution into the holiday fund of the company in question amounting to 0.25% of the wages paid calculated using the same method as payments into sickness funds. Employers shall pay this contribution alongside the sickness fund contribution.</p>
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<h4 id="1022" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">10.2.2.</span>
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<p>The holiday fund is established for the purpose of promoting the building of holiday homes and making it easier for employees to enjoy holiday stays.</p>
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<h3 id="103-vocational-training-fund" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">10.3 - Vocational training fund</span>
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<p>Employers shall pay 0.3% into Starfsafl — vocational training for the Confederation of Icelandic Enterprises (Samtök atvinnulífsins) and Flóabandalagið (Landsmennt for the West Iceland Labour Union).</p>
<p>In other respects, refer to the agreement on vocational training matters.</p>
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<h3 id="104-on-pension-funds" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">10.4 - On pension funds</span>
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<h4 id="1041" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">10.4.1.</span>
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<p>The agreement on pension funds between the Icelandic Confederation of Labour (ASÍ) and the Confederation of Icelandic Enterprises (SA) on 19th May, 1969, with subsequent amendments, shall apply between the parties as appropriate, as shall the agreement between ASÍ and VSÍ on pension matters from 12th December, 1995.</p>
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<h4 id="1042" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">10.4.2.</span>
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<p>Employees pay a premium of 4% of all wages into a pension fund and the employer pays 11.5% in the same manner.</p>
</div>
<h4 id="1043-additional-contributions-to-pension-savings" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">10.4.3 - Additional contributions to pension savings</span>
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<p>If an employee makes an additional contribution of at least 2% to a personal pension fund, the employer shall match this contribution with 2%.</p>
</div>
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<h3 id="105-vocational-rehabilitation-fund" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">10.5 - Vocational Rehabilitation Fund</span>
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<h4 id="1051" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">10.5.1.</span>
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<p>Employees pay a contribution to Virk – Work rehabilitation fund, pursuant to Act no. 60/2012.</p>
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<h2 id="union-dues" class="ks-accordion-header ks-chapter-accordion" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">Kafli 11 - Union Dues</span>
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<h3 id="111-collection-of-union-dues" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">11.1 - Collection of union dues</span>
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<p>11.1.1. Employers collect membership dues from main and associate</p>
<p>members of respective labour unions in accordance with union rules either as a percentage of the wages or a fixed amount. These dues shall be submitted to the union on a monthly basis and the deadline is the last business day of the following month. Dues may be submitted along with pension fund premium contributions. The agreeing parties will endeavour to amend the rules on the due date of pension contributions accordingly.</p>
<h4 id="1112" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">11.1.2.</span>
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<p>Labour unions are authorised to negotiate with the boards of pension funds regarding the collection of holiday home funds at the same time as pension fund premiums.</p>
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<h2 id="termination-period-and-rehiring" class="ks-accordion-header ks-chapter-accordion" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">Kafli 12 - Termination Period and Rehiring</span>
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<h3 id="121-call-out-to-work" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">12.1 - Call-out to work</span>
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<p>A call-out to work constitutes a situation whereby employees are not informed at the end of the working day that they are not expected to show up for work the next morning, provided that, according to the judgment of the supervisor, weather or another force majeure does not prevent work from taking place the following day from the morning. Employees in such circumstances shall be paid for four hours of work.</p>
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<h3 id="122-termination-period" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">12.2 - Termination period</span>
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<p>There is no termination period during the first two weeks of employment.</p>
<p>After two consecutive weeks of employment with the same employer: 12 calendar days</p>
<p>After 3 months of continuous employment with the same employer, the termination period shall be: 1 month as of the end of the current month</p>
<p>After 2 years of continuous employment with the same employer, the termination period is: 2 months as of the end of the current month</p>
<p>After 3 years of continuous employment with the same employer, the termination period is: 3 months as of the end of the current month</p>
<p>The provisions of Article 12.2 fully supersede the provisions of Article 1 of Act No. 19/1979 on Termination Periods.</p>
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<h3 id="123-termination-process" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">12.3 - Termination process</span>
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<h4 id="1231-general-information-regarding-dismissal-from-employment" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">12.3.1 - General information regarding dismissal from employment</span>
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<p>The termination period is reciprocal. All dismissals shall be made in writing and in the same language as the employee’s employment contract. 9</p>
<p>9 See also the agreement on mass redundancies on page 179.</p>
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<h4 id="1232-interview-about-reasons-for-dismissal" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">12.3.2 - Interview about reasons for dismissal</span>
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<p>The employee is entitled to an interview about the end of his/her employment and the reasons for dismissal. The request for an interview shall be made within four days (i.e. 96 hours) of receiving notification of dismissal and shall take place within four days (96 hours) of the request.</p>
<p>Upon completion of an interview or within four days (96 hours), an employee may request written clarification of the reasons for dismissal. If the employer agrees to this request, he/she must comply within four days (96 hours).</p>
<p>If the employer does not accept an employee’s request for a written explanation, the employee is entitled to another meeting with the employer within four days concerning reasons for dismissal in the presence of his/her union spokesman or other representative from his/her union, should the employee so wish.</p>
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<h4 id="1233-limitations-on-the-authorisation-to-terminate-employment" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">12.3.3 - Limitations on the authorisation to terminate employment</span>
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<p>pursuant to law</p>
<p>When terminating employment, legal provisions that limit an employer’s right to freely terminate employment shall be taken into consideration, incl. provisions on union representatives and safety representatives, pregnant women and parents on maternity/paternity leave, employers who have notified of paternity/maternity leave and parental leave and employees who hold family responsibilities.</p>
<p>Also to be taken into consideration are the provisions of Article 4 of Act No. 80/1938 on Trade Unions and Industrial Disputes, the Act on Equal Status and Equal Rights Irrespective of Gender, the Law on Part-Time Workers, the Law on Legal Status of Employees in the Case of New Ownership of Companies and the Consultation Obligation of the Law in Mass Redundancies.</p>
<p>Where an employee enjoys protection against dismissal under the law, the employer is required to provide written justification of the reasons for dismissal.</p>
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<h4 id="1234-penalties" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">12.3.4 - Penalties</span>
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<p>Violations of the provisions of this chapter may result in liability for damages under general tort law.</p>
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<h3 id="124-transfer-between-jobs" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">12.4 - Transfer between jobs</span>
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<p>If an employee who is hired for a particular job or has been employed for said job for at least one year consecutively is transferred to a new job with a lower wage rate than the job for which he/she was hired, he/she shall retain the same wage rate stated in the notice of termination unless he/she has been notified in advance of the transfer. This does not apply to jobs paid according to varying hourly rates and employees transferred between jobs according to workplace practice and the nature of the work.</p>
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<h3 id="125-end-of-employment" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">12.5 - End of employment</span>
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<p>If the employee is dismissed after at least 10 years of continuous employment at the same company, the termination period is four months if the employee has reached the age of 55, 5 months if he/she has reached the age of 60 and 6 months if he/she has reached the age of 63. An employee may resign from his/her employment with three months’ notice.</p>
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<h3 id="126-accrued-rights" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">12.6 - Accrued rights</span>
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<p>Pursuant to Article 12.6, “accrued rights” refers to all rights related to the period of service at the same employer pursuant to this Agreement, incl. holiday entitlement, sickness entitlement and the termination period.</p>
<h4 id="1261" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">12.6.1.</span>
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<p>The employee shall retain accrued rights if re-hired within one year. Similarly, accrued rights shall enter into force again after one month of employment if an employee is re-hired after more than one year but less than three years.</p>
<p>An employee who has worked for one or more consecutive years with the same employer shall likewise have his/her accrued rights reinstated after three months of employment if re-hired after more than three years but within five years.</p>
<p>Accrued rights are also retained upon transfer of company ownership pursuant to the act on the legal status of employees during transfer of company ownership.</p>
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<h4 id="1262-rights-accrued-through-work-abroad" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">12.6.2 - Rights accrued through work abroad</span>
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<p>The period of service accrued by foreign employees in Iceland and Icelandic citizens who have worked abroad is transferrable with respect to the rights related to the period of service guaranteed in the collective agreement, provided that the work abroad is deemed comparable.</p>
<p>Employees shall, upon hiring, provide proof of their period of service in the form of a certificate from their previous employer or by other equally verifiable means. If an employee cannot, upon hiring, present a certificate that satisfies the criteria pursuant to Paragraphs 3 and 4, he/she may submit a new certificate within three months of hiring. Accrued rights then enter into effect as of and including the start of the following month. The employer shall verify receipt of such a certificate.</p>
<p>Among other things, the certificate from the previous employer must specify:</p>
<p>- Name and identity of the employee in question.</p>
<p>- The name and identity of the company issuing the confirmation as well as the phone number, e-mail address and name of the party responsible for its issue.</p>
<p>- A description of the work that the employee in question performed.</p>
<p>- When the employee began work with the company in question, when his/her employment ended, and whether/when there were any interruptions to his/her employment.</p>
<p>Certificates shall either be in English or translated into Icelandic by a state-authorised translator.</p>
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<h4 id="1263-maternitypaternity-leave" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">12.6.3 - Maternity/paternity leave</span>
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<p>Pursuant to the Act on Maternity/Paternity Leave and Parental Leave No. 95/2000, maternity/paternity leave shall be considered a part of the employee’s period of service when assessing work-related rights, e.g. the right to time off and extension of holidays pursuant to collective agreements, pay raises based on seniority, sickness entitlement and termination period. The same applies if a woman must stop working during pregnancy for safety reasons, cf. the Regulations on Measures to Improve the Health and Safety in the Workplace of Women Who Are Pregnant, Have Recently Given Birth or Are Breastfeeding.</p>
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<h2 id="union-representatives" class="ks-accordion-header ks-chapter-accordion" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">Kafli 13 - Union representatives</span>
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<h3 id="131-election-of-union-representatives" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">13.1 - Election of union representatives</span>
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<h4 id="1311" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">13.1.1.</span>
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<p>Employees may elect one union representative at all workplaces where 5 to 50 people are employed; where more than 50 people are employed they may elect two. In this regard, any company in which a group of people work together is considered a workplace. When elections end, the respective labour union appoints the representatives. In the event that an election is not possible, the respective labour union shall appoint representatives.</p>
<p>Three union representatives may be elected within a company if the number of members is more than 120 in the same operating unit.</p>
<p>In companies with more than one operating unit, or where employees generally report to work at workplaces other than the headquarters of the employer in question, the union representative shall be given the opportunity to undertake their union representative duties in all operating units. Alternatively, a greater number of union representatives may be elected to undertake such work.</p>
<p>13.1.2. Union representatives are not elected or appointed for any</p>
<p>longer than two years at a time.</p>
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<h3 id="132-duties-of-union-representatives" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">13.2 - Duties of union representatives</span>
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<p>Union representatives shall, by consultation with the supervisor, be permitted to spend as much time as necessary to perform the duties with which they are entrusted by the employees or the workplace in question and/or the respective labour union in their role as representative, and their wages shall not be reduced for those reasons.</p>
<p>If the union representative's work is such that they are unable to carry out their union representative duties during regular working hours, an agreement shall be made between the union representative and the employer on the minimum period of time that the union representative can have at their disposal to carry out this work. The agreement shall take into account the number of employees represented by the union representative, the general scope of union representative work, the distribution of operating units, shift plan and other appropriate points.</p>
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<h3 id="133-documents-accessible-to-union-representatives" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">13.3 - Documents accessible to union representatives</span>
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<p>In matters of dispute, union representatives shall be authorised to review documents and work reports relating to the dispute. Such information shall be treated as confidential.</p>
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<h3 id="134-facilities-for-union-representatives" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">13.4 - Facilities for union representatives</span>
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<p>The union representative shall have access to a locked storage facility and a phone by consultation with the supervisor.</p>
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<h3 id="135-meetings-at-the-workplace" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">13.5 - Meetings at the workplace</span>
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<p>The union representative at each company shall be permitted to attend employee meetings at the workplace twice a year during working hours. To the extent possible, meetings shall begin one hour before the end of daytime working hours. Meetings shall be announced in consultation with the respective labour union and company management with three days’ notice unless the matter of the meeting is urgent and directly related to a problem at the workplace. In such cases, notification one day in advance is sufficient.</p>
<p>Employees’ wages for the first hour of the meeting at not reduced for this reason.</p>
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<h3 id="136-complaints-by-union-representatives" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">13.6 - Complaints by union representatives</span>
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<p>Employees may refer to union representatives any requests and complaints regarding working conditions or other matters they consider to be insufficient. The union representative shall take all such requests or complaints to the employer or its agents, e.g. the supervisor, before approaching other parties. The union representative shall incur no penalty from the employer or supervisor for having submitted complaints on behalf of the employees.</p>
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<h3 id="137-workshops-for-union-representatives" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">13.7 - Workshops for union representatives</span>
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<p>Union representatives at the workplace shall have the option of attending courses or workshops to improve their performance in their job. For a total of one week per year, every union representative has the right to attend one or more courses/workshops organised by the labour union for the purpose of making union representatives better able to perform their duties. Those who attend courses/workshops shall retain their income for daytime work and shift premium for up to one week per year. In companies with more than 15 employees, union representatives shall retain their income from daytime work and shiftpremium for up to two weeks during the first year. This applies to one union representative per year in every company with 5-50 employees and two union representatives in companies with more than 50 employees.</p>
<p>If union representative courses are organised in such a way that the union representative's absence from work does not exceed one day each week, union representative maintain day work income and shift premium for up to ten working days each year.</p>
<p>If the union representative attends a full-day course, they will not be required to work that day.</p>
<p>13.8. Consultation in companies</p>
<p>Act No. 151/2006 on Information and Consultation in Companies provides for the employer’s obligation to inform and consult with employee representatives. The consultation duty applies to companies that have on average at least 50 employees, cf. SA and ASÍ’s agreement on information and consultation in companies. The law assumes that the union representative represents the employees.</p>
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<h2 id="on-piecework" class="ks-accordion-header ks-chapter-accordion" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">Kafli 14 - On Piecework</span>
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<h3 id="141-definition-of-concepts" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">14.1 - Definition of concepts</span>
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<p>The common name for jobs paid by bonuses and premiums is ‘piecework’. Piecework is paid for with bonuses.</p>
<p>Piecework is work where payment only takes into account performance and where wages are not paid by the hour.</p>
<p>This Chapter governs all types of piecework in this Agreement as further defined in Article 14.3.</p>
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<h3 id="142-commencement-of-piecework-and-consultation-with-labour-unions" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">14.2 - Commencement of piecework and consultation with labour unions</span>
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<p>The employer shall consult with the union representatives and the relevant union when introducing piecework regarding the minimum period during which such arrangements shall apply. The same applies to the maintenance and amendment of existing agreements. Where there are agreements governing such matters, their provisions should be retained.</p>
<p>The parties agree that new ideas for a bonus system will be explored with the aim of increasing production value, wages and job satisfaction.</p>
<p>If employees are contracted for piecework pursuant to Paragraph 2 of Article 14.1, the effective collective agreement from a member union of the SGS to which such work applies or an employment contract submitted to a labour union for approval shall be attached; cf. Article 7 of Act No. 80/1938.</p>
<p>When formulating, adopting and changing piecework, it is preferable to rely upon approved methods for methods analysis, taking into account the health of the employees.</p>
<p>(For more, see the framework agreement on group incentive systems in freezing plants on page 187, the framework agreement on group premiums in saltfish processing, stockfish processing, etc., on page 191 and the framework agreement on cleaning work on page 180).</p>
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<h3 id="143-bonus" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">14.3 - Bonus</span>
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<p>“Bonus” refers to both bonuses and premiums.</p>
<p>A bonus is part of a performance-based compensation system and is paid in addition to the agreed hourly wage, increasing in proportion to performance above the minimum standards.</p>
<p>A premium is the agreed amount per produced unit in addition to the agreed hourly wage.</p>
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<h2 id="on-specially-trained-construction-workers" class="ks-accordion-header ks-chapter-accordion" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">Kafli 15 - On specially-trained construction workers</span>
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<h3 id="151-scope-of-application" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">15.1 - Scope of application</span>
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<h4 id="1511-construction-workers-work-includes-the-following-activities" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">15.1.1 - Construction workers' work includes the following activities:</span>
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<p>a. Marshalling of masons, carpenters and construction workers.</p>
<p>b. Concrete work, concrete sawing and masonry at the construction site.</p>
<p>c. Moulding and cleaning, oiling of wood and other materials used for mould construction, cavity filling, repairs, etc.</p>
<p>d. Iron pipework.</p>
<p>e. Earthwork, sewer work, tarmacking, street construction, ground installations, paving and horticultural work.</p>
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<h4 id="1512" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">15.1.2.</span>
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<p>A specially trained construction worker is considered to be a worker whose main work activity is involved in production for at least 2 years.</p>
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<h4 id="1513" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">15.1.3.</span>
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<p>A skilled industrial assistant with considerable professional experience is considered to be an employee whose main occupation consists in working with a tradesman for at least 2 years, who can work independently and who may be assigned to temporary project supervision.</p>
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<h4 id="1514" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">15.1.4.</span>
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<p>An employee is entitled to a written confirmation of his/her work experience with the company in question upon termination of employment.</p>
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<h4 id="1515" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">15.1.5.</span>
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<p>Crane operators are subject to the provisions of Chapter 16 on machine operators.</p>
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<h3 id="152-wages" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">15.2 - Wages</span>
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<p>Wage brackets for construction workers:</p>
<p>Wage bracket</p>
<p>General construction workers 6</p>
<p>Specialised construction workers 8</p>
<p>Specialised tradesman’s assistants with considerable professional experience 9</p>
<p>While courses/workshops for construction workers are not being held, experienced construction workers with five years of continuous work experience are entitled to receive wages according to the rates of specially trained construction workers.</p>
<p>When a specially trained construction worker or a skilled industrial assistant with considerable professional experience is directly involved in manufacturing, where skilled workers on the same production are on an incentive pay scheme, and this involves a special additional premium, he/she is also entitled to a work incentive pay scheme or for the additional premium to be taken into account when determining wages in other ways.</p>
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<h3 id="153-working-hours" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">15.3 - Working hours</span>
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<h4 id="1531" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">15.3.1.</span>
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<p>Daytime work hours for construction workers shall be 40 hours per week or 8 hours per day from Monday to Friday. (Active working time is 37 hours and 5 minutes).</p>
<p>The time range for daytime work shall be from 07:00 AM to 05:00 PM.</p>
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<h4 id="1532" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">15.3.2.</span>
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<p>The working time of employees in the same workplace may be coordinated within these time limits.</p>
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<h3 id="154-shift-work" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">15.4 - Shift work</span>
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<p>Shift work may be assigned, covering some or all of the employees. Shifts shall be no shorter than 8 hours and no longer than 12 hours.</p>
<p>Refreshment breaks shall be 35 minutes for each eight-hour shift, divided as agreed between the employees and the employer. If shifts are longer or shorter, refreshment breaks shall be amended proportionally.</p>
<p>The shift premium for regular shift work shall be:</p>
<p>35% premium on the period between 04:00 PM to 12:00 AM Monday to Friday</p>
<p>55% premium on the period between 12:00 AM - 08:00 AM every day including weekends.</p>
<p>Where shift work is introduced for less than 15 weeks, the premium on night shifts shall be 60%. If it was intended to introduce shifts for a longer time but they were discontinued before reaching the 15-week mark, night shifts shall be recalculated according to the 60% premium.</p>
<p>Overtime wages must be paid for each hour in excess of 40 hours per week on average (37.05 active hours).</p>
<p>Shift work shall be introduced and discontinued with one week's notice. Shift work shall last no less than 10 days.</p>
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<h3 id="155-meal-and-coffee-breaks" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">15.5 - Meal and coffee breaks</span>
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<h4 id="1551" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">15.5.1.</span>
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<p>Lunch breaks during daytime work shall be taken during the period from 12:00 PM to 01:00 PM. This period may be reduced to 30 minutes, and overtime shall then begin sooner accordingly.</p>
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<h4 id="1552" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">15.5.2.</span>
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<p>Lunch breaks may be provided during the period from 11:30 AM - 01:15 PM where employees have facilities to eat at the workplace.</p>
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<h4 id="1553" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">15.5.3.</span>
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<p>There shall be two coffee breaks during daytime work of 20 minutes each taken before and after noon as is most suitable for the performance of work at each time and within the following limits: Morning coffee break between 09:00 AM and 10:00 AM and afternoon coffee break between 03:00 PM and 04:00 PM. However, it shall be permissible to cancel afternoon coffee breaks if only daytime work is carried out.</p>
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<h3 id="156-lunch" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">15.6 - Lunch</span>
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<h4 id="1561" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">15.6.1.</span>
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<p>Workers must, as far as circumstances permit, be provided with lunch in a cafeteria at the place of work or in a work cabin in the same conditions as those of other workers.</p>
<p>If workers are posted from the place of employment/workplace within the above limits to work outside said limits, the employer shall arrange transport, and the aim shall be that journeys outside the transit line are during working hours. This applies if the employee works in the union area. Construction workers shall be provided lunch in cafeteria in the workplace or in a work cabin. They shall pay the price of the food ingredients.</p>
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<h4 id="1562" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">15.6.2.</span>
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<p>If workers are assigned to work outside the locality and/or work beyond 08:00 PM without taking a meal break, they shall have free food or a food allowance pursuant to Article 3.4.2.</p>
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<h3 id="157-travel-to-and-from-work10" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">15.7 - Travel to and from work</span>
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<h4 id="1571" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">15.7.1.</span>
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<p>The transit line in the union area of Efling is demarcated by the Reykjavík Municipal Bus Service route network with the exception of Kjalarnes, and by the bus route network through Kópavogur, and construction employees must report to work on their own time and independently within the above limits. It is assumed that bus journeys are such that the distance from the closest stop to the workplace is not longer than is considered normal in the general bus network.</p>
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<h3 id="158-courses-and-workshops" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">15.8 - Courses and workshops</span>
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<h4 id="1581" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">15.8.1.</span>
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<p>Construction workers are entitled to attend courses in first aid, fall prevention, as well as workplace health and safety totalling up to 8 hours during the first year of employment.</p>
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<h4 id="1582" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">15.8.2.</span>
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<p>If construction workers attend a course as discussed with the employer, they shall retain daytime wages for the duration of the course. If an employee is required to attend a course, there shall be no reduction in fixed wages. The employer also pays the course fee, but the payment of the course fee may be conditional on the employee paying part of it back if he/she resigns within a specified period of time (e.g. 6 months) from the end of the course. The repayment is proportional to the duration of the remainder of the period.</p>
<p>This repayment condition is considered valid only if the employee has verifiably been informed of it before he/she was enrolled on the course. Repayment may cover only the costs of the course fee to be borne by the employer, taking into account any grants he/she may have received from educational funds from labour market entities for the course.</p>
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<h4 id="1583" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">15.8.3.</span>
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<p>The employer shall organise course attendance for the employees with reference to the company's work activities.</p>
<p>10 Does not apply to the Efling union area east of Hellisheiði, which was previously subject to Boðinn</p>
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<h3 id="159-workwear-and-safety-equipment" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">15.9 - Workwear and safety equipment</span>
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<h4 id="1591-general-workwear" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">15.9.1 - General workwear</span>
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<p>Employees must be provided with two sets of overalls/work clothes per year and must return unusable work clothes in exchange for new ones. Workwear shall be registered to the name of the employee. The workwear is the property of the employer, and the employer shall handle the cleaning of workwear at its own expense. At the end of employment, the employee shall be responsible for returning all work clothes or otherwise paying the cost of the workwear. The employer shall provide work mittens as needed, provided that unusable mittens are returned for new ones. For concrete work, waterproof clothing and rubber mittens shall be available for employees' use.</p>
<p>The type of work overalls is decided depending on the type of work performed by the employees.</p>
<p>Employees must wear undamaged work clothes to minimise the risk of accidents at the workplace.</p>
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<h4 id="1592" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">15.9.2.</span>
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<p>Instead of general workwear pursuant to Article 15.9.1., the employer is authorised to pay a special clothing contribution of ISK 28.46 (as of 1.2.2024) per hours worked as subject to general salary increases. When there is a clothing contribution for hourly-paid work and piecework, employees shall provide all workwear themselves. The clothing contribution is paid into each employee's separate protective clothing account. The withdrawal allowance is based on the credit in the protective clothing account of the employee in question and on the cost of the workwear. If an employee does not make full use of the withdrawal authorisation, the difference shall be paid out at the end of the year or at the end of employment.</p>
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<h4 id="1593" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">15.9.3.</span>
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<p>For special workwear, refer to Article 9.2.2.</p>
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<h4 id="1594-boots-must-be-provided-to-employees-working-with-concrete" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">15.9.4 - Boots must be provided to employees working with concrete.</span>
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<p>Boots shall be recorded in the employee's name. Where necessary, employees shall be provided with one pair of safety shoes per year, and they shall return unusable shoes in exchange for new ones. Boots/safety shoes are the property of the employer, and at the end of employment, the employee shall be responsible for returning them or otherwise paying their cost.</p>
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<h4 id="1595" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">15.9.5.</span>
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<p>Otherwise, employees shall be provided free of charge with the protective and safety equipment that the Administration of</p>
<p>Occupational Safety and Health deems necessary. Such equipment is considered to be the property of the employer.</p>
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<h4 id="1596" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">15.9.6.</span>
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<p>If work overalls are contaminated by mould oil or other similar substances, they shall be cleaned by the employer free of charge to the employee.</p>
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<h4 id="1597-personal-protective-equipment" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">15.9.7 - Personal protective equipment</span>
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<p>When it is necessary for an employee to wear special protective clothing to protect against cold that may affect his/her health and safety (e.g. cold-insulated overalls in addition to normal work clothes) during the course of his/her work, such will be suggested by the employer. Protective clothing is the property of the employer, and at the end of employment, the employee shall be responsible for returning them or otherwise paying their cost.</p>
<p>Protocol on workshops</p>
<p>Employees who have completed courses in first aid, occupational health and safety and/or fall prevention during the first year of employment in accordance with Article 15.8.1 shall be given the opportunity to attend courses related to the work he/she usually carries out according to the educational programme of an accredited educational provider. Examples of such courses include concrete laying, scaffolding installation, concrete reinforcement, and building lot finishing work, because such courses improve the employee’s performance in the job, and the company gains a more qualified employee. [2019]</p>
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<h2 id="on-machine-operators" class="ks-accordion-header ks-chapter-accordion" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">Kafli 16 - On machine operators</span>
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<h3 id="161-scope-of-application" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">16.1 - Scope of application</span>
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<p>The provisions of this Chapter govern machine operators and drivers working on machines requiring a machine operating licence or an enhanced driving licence without prejudice to Chapter 17 concerning PCV drivers.</p>
<p>This Chapter also governs borers and loaders for work in tunnels (bored type).</p>
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<h3 id="162-wages" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">16.2 - Wages</span>
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<p>Wage brackets for machine operators:</p>
<p>Wage bracket</p>
<p>Machine operators 1 10</p>
<p>Machine operators 2 13</p>
<p>Machine operator 1: Machine operators who require an initial course according to the regulations on the right to operate machinery.</p>
<p>Machine operator 2: Equipment operators who require a basic or further education course according to the regulations on the right to operate machinery, and drivers of vehicles requiring an extended driver’s permit. Tunnel borers and loaders (bored type).</p>
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<h3 id="163-working-hours" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">16.3 - Working hours</span>
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<p>Daytime work hours are 40 hours per week or 8 hours per day, during the period from 07:00 AM to 05:00 PM Monday to Friday. (Active working time is 37 hours and 5 minutes). The working time of employees in the same workplace may be coordinated within the above time limits.</p>
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<h3 id="164-shift-work" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">16.4 - Shift work</span>
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<p>Shift work may be assigned, covering some or all of the employees. Shifts shall be no shorter than 8 hours and no longer than 12 hours.</p>
<p>Refreshment breaks shall be 35 minutes for each eight-hour shift, divided as agreed between the employees and the employer. If shifts are longer or shorter, refreshment breaks shall be amended proportionally.</p>
<p>The shift premium for regular shift work shall be:</p>
<p>35% premium on the period between 04:00 PM to 12:00 AM Monday to Friday</p>
<p>55% premium on the period between 12:00 AM - 08:00 AM every day including weekends.</p>
<p>Where shift work is introduced for less than 15 weeks, the premium on night shifts shall be 60%. If it was intended to introduce shifts for a longer time but they were discontinued before reaching the 15-week mark, night shifts shall be recalculated according to the 60% premium.</p>
<p>Overtime wages must be paid for each hour in excess of 40 hours per week on average (37.05 active hours).</p>
<p>Shift work shall be introduced and discontinued with one week's notice. Shift work shall last no less than 10 days.</p>
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<h3 id="165-refreshment-breaks" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">16.5 - Refreshment breaks</span>
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<h4 id="1651" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">16.5.1.</span>
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<p>By agreement between the parties, lunch breaks may be reduced to 30 minutes, and overtime shall begin sooner accordingly.</p>
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<h4 id="1652" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">16.5.2.</span>
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<p>Lunch breaks may be provided during the period from 11:30 AM to 01:30 PM. If a meal break cannot be had within the agreed time limits, the lunch break worked shall be paid as overtime.</p>
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<h4 id="1653" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">16.5.3.</span>
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<p>Coffee breaks shall be taken at the workplace as is most suitable for the performance of work at each time and within the following limits: from 09:00 AM to 10:00 AM and from 03:00 PM to 04:00 PM. The payment for coffee breaks not taken within these time limits shall be subject to the same provisions as those in Article</p>
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<h4 id="1651-2" class="ks-static-heading ks-static-l4 ks-static-sub">
<span class="ks-static-title">16.5.1.</span>
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<h4 id="1654" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">16.5.4.</span>
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<p>If there is an agreement between the parties to cancel one or both coffee breaks, the daytime work shall be shortened accordingly.</p>
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<h4 id="1655" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">16.5.5.</span>
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<p>In the event that employees work beyond 08:00 PM without taking a meal break, they shall have free food or a food allowance pursuant to Article 3.4.2.</p>
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<h4 id="1656-no-dedicated-coffee-facilities-are-required-at-the-workplace" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">16.5.6 - No dedicated coffee facilities are required at the workplace</span>
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<p>when one person works in closed and heated equipment and not in a work group. However, if work is envisaged to last longer than one month at the same site, the employee shall have access to coffee facilities from the first day. Facilities shall then be set up at the workplace, or the employee shall be provided a means to travel to another place where coffee facilities are available.</p>
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<h3 id="166-lunch" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">16.6 - Lunch</span>
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<h4 id="1661" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">16.6.1.</span>
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<p>Operators of heavy machinery must, as far as circumstances permit, be provided with lunch in a cafeteria at the place of work or in a work cabin in the same conditions as those of other employees.</p>
<p>12Machine operators shall be provided lunch in a cafeteria in the workplace or in a work cabin. Exemptions from this provision may be negotiated in exceptional circumstances. They shall pay the price of the ingredients of the food, and it shall be assumed that the price of ingredients for a full meal is one-half of the starting wage for machine operators I. Machine operators shall have the option of coffee without an accompanying snack during coffee breaks.</p>
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<h3 id="167-employee-transportation" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">16.7 - Employee transportation</span>
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<h4 id="1671" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">16.7.1.</span>
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<p>13The transit line in the union area of Efling is demarcated by the Reykjavík Municipal Bus Service route network with the exception of Kjalarnes, and by the bus route network through Kópavogur, and equipment operators must report to work on their own time and independently within the above limits. It is assumed that bus journeys are such that the distance from the closest stop to the workplace is not longer than is considered normal in the general bus network.</p>
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<h4 id="1672-if" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">16.7.2 - If</span>
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<p>employees are posted from the place of employment/workplace within the above limits to work outside said limits, the employer shall arrange transport, and the aim shall be that journeys of up to three kilometers and outside urban areas are during working hours. This applies if the employee works in the union area.</p>
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<h4 id="1673" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">16.7.3.</span>
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<p>If employees are to work outside the locality and/or work beyond the transit line pursuant to Article 16.7.1 without taking a meal break, they shall have free food or a food allowance</p>
<p>12 Does not apply to the Efling union area east of Hellisheiði, which was previously covered by Boðinn 13 Does not apply to the Efling union area east of Hellisheiði, which was previously covered by Boðinn pursuant to Article 3.4.2.</p>
<p>14If employees are posted from the place of employment/workplace within the above limits to work outside said limits, the employer shall arrange transport, assuming that journeys outside the transit line are during working hours. This applies if the employee works in the union area.</p>
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<h4 id="1674" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">16.7.4.</span>
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<p>All drivers who do not return to their homes during travel shall receive free food and other subsistence and travel expenses.</p>
<p>If a trip with overnight stays is organised, the driver shall be provided with accommodation in a single room with a prepared bed and adequate facilities. Facilities that are otherwise shall not be considered satisfactory.</p>
<p>Explanation: If adequate facilities are available in the geographical area where a stay over night is planned, but the employer does not make them available to the driver of, full per diem payments for accommodation shall be paid, according to the assessment of the State Travel Expenses Committee. Half per diem payments are paid for accommodation in the highlands and outside the municipality limits where made-up beds are generally not available to travellers.15</p>
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<h3 id="168-courses-and-workshops" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">16.8 - Courses and workshops</span>
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<h4 id="1681" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">16.8.1.</span>
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<p>If a machine operator or driver attends an accreditation course with the employer's consent, there shall be no reduction in daytime wages, provided that the course is held during the daytime working hours, is useful to the employee in his/her employment with the employer in question and the costs associated with the course are known. The employer shall also pay the course fee.</p>
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<h4 id="1682" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">16.8.2.</span>
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<p>The employer may make payment of the course fee conditional on the employee paying part of it back if he/she resigns and discontinues work within a specified period of time (e.g. 6 months) from the end of the course. The repayment is proportional to the duration of the remainder of the period.</p>
<p>14 Does not apply to the Efling union area east of Hellisheiði, which was previously covered by Boðinn 15 Protocol - explanation to Article 16.7.4. [2024]</p>
<p>This repayment condition is considered valid only if the employee has verifiably been informed of it before he/she was enrolled on the course. Repayment may cover only the costs of the course fee to be borne by the employer, taking into account any grants he/she may have received from educational funds from labour market entities for the course.</p>
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<h3 id="169-workwear-and-safety-equipment" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">16.9 - Workwear and safety equipment</span>
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<h4 id="1691-machine-operators-who-are-qualified-to-operate-the-equipment" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">16.9.1 - Machine operators who are qualified to operate the equipment</span>
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<p>in question, i.e. have completed a basic course or obtained a heavy vehicle driver's licence, shall receive free of charge two sets of overalls or workwear and one pair of boots or safety shoes per year as appropriate. Such workwear shall be registered in the name of the employee. Unusable overalls and boots/safety shoes shall be returned in exchange for new ones. Overalls and boots/safety shoes are the property of the employer, and at the end of employment, the employee shall be responsible for returning all workwear and boots/safety shoes or otherwise paying their cost. The type of work overalls is decided depending on the type of work performed by the employees. The employer is permitted to pay a clothing contribution of ISK 24.31 per hour worked (as of 1.2.2024) instead of general workwear. Otherwise, employees shall be provided free of charge the safety equipment that the Administration of Occupational Safety and Health deems necessary. Such equipment is considered to be the property of the employer. When it is necessary for an employee to wear special protective clothing to protect against cold that may affect his/her health and safety (e.g. cold-insulated overalls in addition to normal work clothes) during the course of his/her work, such will be suggested by the employer.</p>
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<h4 id="1692" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">16.9.2.</span>
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<p>Machine operators shall have available work mittens for use in the maintenance of the machine, provided that they return old ones in exchange for new ones.</p>
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<h4 id="1693" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">16.9.3.</span>
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<p>If work overalls are contaminated by oil or other such contaminants, they shall be cleaned by the employer without charge to the employee.</p>
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<h3 id="1610-number-of-employees-rest" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">16.10 - Number of employees - rest</span>
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<h4 id="16101" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">16.10.1.</span>
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<p>The number of employees on each project is based on the needs at any given time as assessed by the employer, ensuring that safety requirements are fully respected. If there is a dispute regarding safety requirements, the opinion of the Administration of Occupational Safety and Health shall be sought.</p>
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<h4 id="16102" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">16.10.2.</span>
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<p>When a machine operator working on a crane, on a bulldozer performing continuous stone work or on a shovel loader performing shovelling work has worked for longer than four hours continuously without a break, he/she is entitled to a 15- minute break or to be relieved from work. Coffee and meal breaks are considered a break in this regard. The machine operator is equally entitled to the necessary personal time, even if work is otherwise continual.</p>
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<h4 id="16103" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">16.10.3.</span>
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<p>The same driver of heavy equipment shall not work for longer than 8 consecutive hours (engine time) on bulldozers weighing 27 tonnes or less when engaged in difficult rock ripping work (e.g. D7, TD15 and KOM65).</p>
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<h4 id="16104" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">16.10.4.</span>
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<p>In the case of continuous wedge work with heavy wedges or air hammers, regular breaks or relief periods must always be planned for the operator.</p>
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<h4 id="16105" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">16.10.5.</span>
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<p>In the event of particularly difficult rock work on heavy machinery for more than two consecutive weeks, the operator of the heavy machinery may request to be temporarily transferred to another machine or to other tasks.</p>
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<h4 id="16106-rest-periods-for-drivers-and-machine-operators-shall-be" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">16.10.6 - Rest periods for drivers and machine operators shall be</span>
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<p>governed by applicable laws and regulations on the resting and driving times for drivers. See also Article 17.9 on PCV drivers for drivers’ resting times.</p>
<p>Explanation: It is important that occupational safety and health is observed when loading and unloading commercial vehicles; cf. Regulation No. 499/1994 on Health and Safety When Handling Loads. In the event that a load requires relocation, e.g. to be lifted, pushed or pulled, the employer must 'take organisational measures or use appropriate means of assistance, in particular machinery, to avoid the need for employees to handle loads'. This includes the use of appropriate equipment or the provision of equipment to employees to reduce risks.</p>
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<h3 id="1611-scope-of-work" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">16.11 - Scope of work</span>
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<h4 id="16111" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">16.11.1.</span>
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<p>Employees on a monthly contractual basis are obliged to perform the work assigned to them by their employer that is in conformance with their job duties. In addition to normal work in operating machinery, this also applies to work pertaining to maintenance inside or outside the workshop. They shall clean the machinery, replace defective components and tyres, carry out lubrication and do whatever is necessary to ensure the operational safety of the machinery. When there are no tasks to be performed that are directly related to the normal duties of equipment operators, the employer is also permitted to assign them to other duties compatible with their professional competence and experience.</p>
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<h4 id="16112-leasing-of-a-machine-with-an-operator" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">16.11.2 - Leasing of a machine with an operator</span>
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<p>When the owner of heavy machinery leases his/her machinery with a driver to others, the operator shall not be obliged to perform work other than the operation and maintenance of the machinery and other similar work, unless special agreements are made on a case-by-case basis, provided that he/she retains full wages.</p>
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<h3 id="1612-driving-license" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">16.12 - Driving license</span>
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<p>Employees who are hired for an indefinite period and have worked for three months for a company are entitled to reimbursement of the costs of the renewal of the driver’s license in Iceland as required by law, pursuant to the Regulation on Tachographs and their Use. If an employee leaves within six months of license renewal, it is permissible to reclaim from him/her expenses incurred in proportion to the length of service.</p>
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<h3 id="1613-rest-periods-for-drivers" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">16.13 - Rest periods for drivers</span>
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<p>This provision shall apply to persons engaged in road transportation covered by the Regulation on Driving Time and Rest Periods for Drivers (now No. 662/2006) or comparable regulations that may subsequently be adopted.</p>
<h4 id="16131-daily-minimum-rest-period" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">16.13.1 - Daily minimum rest period</span>
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<p>Working hours must be arranged such that for a 24-hour period, calculated from the beginning of the workday, employees receive at least 11 consecutive rest hours.</p>
<p>Three times a week, the continuous rest may be reduced to up to 8 hours and right to time off provided later.</p>
<p>In this case, the employee shall receive 11 hours of rest as a direct consequence of the work cycle without any reduction in his/her right to fixed daily wages. When an employee is not given 11 hours' rest immediately following a working cycle of up to 16 hours, the right to time off shall be as follows:</p>
<p>If an employee is specifically asked to start work before 11 hours of rest are reached, he/she is entitled to a right to time off of 1½ hours (daytime work) for each hour of reduced rest. ½ hour (daytime work) may be paid out of the right to time off.</p>
<p>The same applies if an employee works enough hours before a holiday or weekend that he/she does not fulfil 11 hours of rest based on the typical beginning of the work day. In the event that an employee begins work on a holiday or weekend, he/she shall receive overtime rates for the time worked without further additional payments for the same reason.</p>
<p>Accumulated right to time off pursuant to the above shall be stated on the payslip and granted in half and full days outside of the company’s busy periods of the company, on the condition that the employee has accumulated at least four hours of right to time off. At the end of employment, unused right to time off shall be settled and considered part of the employee’s period of employment.</p>
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<h4 id="16132-weekly-rest-period" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">16.13.2 - Weekly rest period</span>
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<p>During each seven-day period, the employee shall have at least one day off per week as a part of the daily rest period based on a work week that begins on Monday.</p>
<p>By agreement with the employee, the weekly day off may be postponed so that the weekly day off is replaced by two consecutive days off after two weeks. Days off may therefore be managed such that they are taken every other weekend (Saturday and Sunday). In exceptional cases, the weekly rest period may be postponed for a longer period such that the employee receives equivalent rest within 14 days.</p>
<p>If an employee does not receive contractual rest days after 12 days of continuous work away from home or the place of employment, one hour of overtime shall be paid for each working day beyond day 12 until the day off has been granted.</p>
<p>If days off should fall on business days due to unforeseen reasons, employees’ rights to fixed wages and shift premiums will not be restricted.</p>
<p>Where weekly rest is taken outside the station of the vehicle or the driver, the weekly rest may be reduced from 35 hours to 24 hours, provided that a rest period constituting the reduced amount is provided later and continuously before the end of the third week following the week in question.</p>
<p>Other</p>
<p>For driving time, rest breaks, etc., see the Regulation on Driving and Rest Periods for Drivers. Commercial vehicles with sleeping accommodation</p>
<p>Commercial vehicles with sleeping facilities on regular long-distance journeys shall be equipped with oil central heating if the driver may be required to use the facilities for a longer period of rest.</p>
<p>Protocol on matters pertaining to machine operators and drivers</p>
<p>The agreeing parties shall set up a discussion group to discuss the liability of drivers and machinery operators for damage caused by them and generally review their insurance affairs.</p>
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<h2 id="pcv-drivers" class="ks-accordion-header ks-chapter-accordion" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">Kafli 17 - PCV drivers</span>
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<h3 id="171-on-the-scope-of-application" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">17.1 - On the scope of application</span>
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<p>The provisions of this Agreement shall apply to drivers of PCV vehicles with a capacity of 9 or more passengers, cf. Act No. 73/2001 on the Organisation of People Transportation, requiring an enhanced driving permit for their work.</p>
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<h3 id="172-wage-brackets-and-courses" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">17.2 - Wage brackets and courses</span>
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<p>Wage bracket</p>
<p>PCV drivers 17</p>
<p>In addition, a monthly course premium of ISK 6,126 is payable for the employees’ continuing education. This amount (correct as of 1.2.2024) is subject to general salary increases.</p>
<p>The course premium will be paid as a fixed monthly payment and shall take into consideration when the employee has attended a course that will be free of charge and whether he attends refresher courses annually.</p>
<p>Starter courses 8 hours First aid, firefighting techniques and human relations</p>
<p>Refresher courses 4 hours A shorter version of a starter course</p>
<p>The courses will be held at least twice a year, but costs will be paid by the employers of the parties attending the courses.</p>
<p>Additional rights:</p>
<p>Payment by the employer of at least 50% of the course fees for an employee's language learning if it is useful for the employee's work.</p>
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<h3 id="173-hourly-wages-and-pay-increases-based-on-length-of-service" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">17.3 - Hourly wages and pay increases based on length of service</span>
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<p>Hourly wages for daytime work, overtime wages, major public holiday wages and shift premiums are calculated on the basis of monthly wages.</p>
<p>Seniority-based wage increases are based on all driving of PCVs that weigh more than 10 tonnes or more in total weight.</p>
<p>Driving a lorry with a gross weight exceeding 10 tonnes shall be assessed as 50% for seniority-based increases. The driver shall produce evidence of professional experience for the above. Similarly, the same type of work verified as having been carried out abroad shall count fully toward the seniority.</p>
<p>In assessing seniority increases for drivers employed by the same company for PCV driving during the summer months only, each month worked shall be multiplied by 1.5.</p>
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<h3 id="174-overtime-on-major-public-holidays" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">17.4 - Overtime on major public holidays</span>
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<p>All overtime on major public holidays is payable with an hourly wage that corresponds to 1.375% of the monthly wage without a shift premium. This does not apply to regular work where winter holidays are granted pursuant to a special agreement for work on the dates in question.</p>
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<h3 id="175-working-arrangement" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">17.5 - Working arrangement</span>
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<p>Working arrangements shall be decided when the employee is recruited. The driver's working hours shall be 40 hours per week, 8 hours per day and the working hours shall be arranged as provided for in Article 17.6 to 17.8.</p>
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<h3 id="176-daytime-work" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">17.6 - Daytime work</span>
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<p>The start time for daytime work may vary from 8:00 AM to 10:00 AM on weekdays, and overtime begins after eight hours of daytime work has ended. The driver must perform overtime at least every third weekend upon request. During the period from 1st October to 31st March, days off may be granted on weekdays as a replacement for the hours of overtime worked on weekends, but only for two weekends per month for a maximum of 8 hours per day. These days off generally may not be transferred between months. All work in excess of the foregoing shall unconditionally be settled monthly as overtime wages.</p>
<p>Coffee breaks during daytime work total 35 minutes per day and shall be taken as best suited.</p>
<p>See illustrative example:</p>
<p>- Drivers work 8 hours of overtime on Saturdays. They shall receive a day off from daytime work wages on one day in four weeks plus an overtime premium for 8 hours.</p>
<p>- Drivers work 10 hours of overtime on Saturdays and Sundays.</p>
<p>Total of 20 overtime hours. They shall receive two days off from daytime work wages in four weeks plus an overtime premium for 16 hours and 4 hours of overtime.</p>
<p>- Drivers work 4 hours on Saturdays and Sundays. Total 8 hours. They shall be paid the same as in Example 1, but it is permitted to grant them two half days (4 hours) of time off.</p>
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<h3 id="177-shift-work" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">17.7 - Shift work</span>
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<p>Shift work is permitted around the clock every day of the week. Shifts shall be arranged in such a way that there are two consecutive days off after each series of shifts. In this agreement, ‘shifts’ refer to predetermined work arrangements. Shifts shall be introduced with as early notice as possible, but not less than one week in advance. Shifts shall be decided for one month at a time, and a roster shall be made available where it is easily accessible to drivers.</p>
<p>A shift shall be no longer than 12 hours and may be no shorter than 4 hours. Each shift shall be worked as a continuous whole. Parties who work in regular shifts or work part of their weekly work duties outside of the daytime work period shall receive a shift premium for hours falling outside the normal daytime work hours.</p>
<p>Shift premiums are calculated based on the monthly pay rates.</p>
<p>The shift premium for regular shift work shall be calculated thus:</p>
<p>33,3% premium on the period between 05:00 PM to 12:00 AM Monday to Friday.</p>
<p>45% premium on the period between 12:00 AM to 08:00 AM and Saturdays and Sundays.</p>
<p>Drivers who do not have dedicated coffee breaks shall, for the purpose of fulfilling their weekly work duties, receive an additional 35 minutes in addition to the actual attendance for every 8-hour shift.</p>
<p>Explanation: The active working hours of shift workers are 37 hours and 5 minutes on average per week, and overtime wages are paid for work in excess of that.</p>
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<h3 id="178-recording-of-working-hours" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">17.8 - Recording of working hours</span>
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<p>Drivers’ working hours are counted from the time the employee arrives at work as directed by the supervisor or employer until the driver leaves work, excluding lunch hours from 12:00 PM to 02:00 PM. If a meal break cannot be had within the agreed time limits, the lunch break worked shall be paid as overtime. The working hours of a driver during a journey shall not be considered to have ended until they have reached the accommodation determined by the employer.</p>
<p>Drivers record their working hours themselves if requested and in the manner decided by the supervisor. If a driver stays away from home on a trip lasting two days or more, he/she shall be paid for at least 10 hours per day, except on Saturdays and Sundays where at least 8 hours shall be paid.</p>
<p>Waiting time between journeys shall be considered working hours.</p>
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<h3 id="179-rest-periods-for-drivers" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">17.9 - Rest periods for drivers</span>
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<p>This provision shall apply to those engaged in road transportation covered by the Regulation on Driving Time and Rest Periods for Drivers (now no. 605/2010) or comparable regulations that may subsequently be adopted.</p>
<p>Daily minimum rest period.</p>
<p>Working hours must be arranged such that for a 24-hour period, calculated from the beginning of the workday, employees receive at least 11 consecutive rest hours.</p>
<p>Three times a week, the continuous rest may be reduced to up to 8 hours and a right to time off provided later.</p>
<p>In this case, the employee shall receive 11 hours of rest as a direct consequence of the work cycle without any reduction in his/her right to fixed daily wages. When an employee is not given 11 hours' rest immediately following a working cycle of up to 16 hours, the right to time off shall be as follows:</p>
<p>If an employee is specifically asked to start work before 11 hours of rest are reached, he/she is entitled to a right to time off of 1½ hours (daytime work) for each hour of reduced rest. ½ hour (daytime work) may be paid out of the right to time off by employee request.</p>
<p>The same applies if an employee works enough hours before a holiday or weekend that he/she does not fulfil 11 hours of rest based on the typical beginning of the work day. In the event that an employee begins work on a holiday or weekend, he/she shall receive overtime rates for the time worked without further additional payments for the same reason.</p>
<p>Accumulated right to time off pursuant to the above shall be stated on the payslip and granted in half and full days outside of the company’s busy periods of the company, on the condition that the employee has accumulated at least four hours of right to time off. At the end of employment, unused right to time off shall be settled and considered part of the employee’s period of employment.</p>
<p>Weekly rest period.</p>
<p>During each seven-day period, the employee shall have at least one day off per week as a part of the daily rest period based on a work week that begins on Monday.</p>
<p>By agreement with the employee, the weekly day off may be postponed so that the weekly day off is replaced by two consecutive days off after two weeks. Days off may therefore be managed such that they are taken every other weekend (Saturday and Sunday). In exceptional cases, the weekly rest period may be postponed for a longer period such that the employee receives equivalent rest within 14 days.</p>
<p>If days off should fall on business days due to unforeseen reasons, employees’ rights to fixed wages and shift premiums will not be restricted.</p>
<p>Where weekly rest is taken outside the station of the vehicle or the driver, the weekly rest may be reduced from 35 hours to 24 hours, provided that a rest period constituting the reduced amount is provided later and continuously before the end of the third week following the week in question.</p>
<p>If an employee does not receive contractual rest days after 12 days of continuous work away from home or the place of employment, one hour of overtime shall be paid for each working day beyond day 12 until the day off has been granted.</p>
<p>Other.</p>
<p>For driving time, rest breaks, etc., see the Regulation on Driving and Rest Periods for Drivers.</p>
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<h3 id="1710-food-and-accommodation-expenses" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">17.10 - Food and accommodation expenses</span>
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<p>All drivers who do not return to their homes during travel shall receive free food and other subsistence and travel expenses.</p>
<p>Drivers on journeys shall be provided with facilities for rest periods. If a trip with overnight stays is involved, the driver shall be provided with accommodation in a single room with a prepared bed and adequate facilities. Facilities that are otherwise shall not be considered satisfactory. In the case of other, poorer conditions, such as in a sleeping bag accommodation, car or premises not normally intended for accommodation, half of the daily allowance shall be paid according to the assessment of the State Travel Expenses Committee regarding accommodation.</p>
<p>If a company does not have specific rules regarding the payment of travel expenses, daily allowances for trips abroad are paid in accordance with the decisions of the State Travel Expenses Committee.</p>
<p>Explanation: If adequate facilities are available in the geographical area where a stay over night is planned, but the employer does not make them available to the driver of, full per diem payments for accommodation shall be paid, according to the assessment of the State Travel Expenses Committee. Half per diem payments are paid for accommodation in the highlands and outside the municipality limits where made-up beds are generally not available to travellers.16</p>
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<h3 id="1711-work-clothes-and-protective-equipment-for-drivers" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">17.11 - Work clothes and protective equipment for drivers</span>
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<p>The employer shall provide drivers in permanent employment with uniforms. There shall be one jacket, two trousers, two shirts and one tie provided annually, as well as one coat every three years free of charge, though not for the first three months. The driver is obliged to use the clothing during his/her work.</p>
<p>In addition, drivers other than those who regularly drive in the city shall be provided cold-insulated overalls upon permanent employment. The protective clothing is the property of the employer, and the driver shall ensure that it is present in the vehicle when needed.</p>
<p>The overalls shall be replaced as necessary.</p>
<p>The employer is obliged to pay for the cleaning and dry-cleaning of uniforms and protective clothing in case of mishaps during work (breakdowns, vehicle accidents, oil mishaps and others). Damage to uniforms or protective clothing due to mishaps or vehicle accidents during work shall be repaired, or new clothing shall be provided.</p>
<p>The clothes are the property of the employer and may not be</p>
<p>16 Protocol - explanation to Article 17.10 [2024] used except when working for the employer.</p>
<p>The driver shall be responsible for returning used clothing.</p>
<p>If the driver has not received the required clothing after he/she has worked for the employer three months, or regularly every 12 months, he must be paid ISK 3,885 (as of 1st February, 2024) monthly from the date of employment until he/she receives the clothes. This payment is based on the clothing item of the consumer price index (182.3 in December 2013) and changes annually according to that index.</p>
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<h3 id="1712-driving-license" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">17.12 - Driving license</span>
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<p>Employees who are hired for an indefinite period and have worked for three months for a company are entitled to reimbursement of the costs of the renewal of the driver’s license in Iceland as required by law, pursuant to the Regulation on Tachographs and their Use. If an employee leaves within six months of license renewal, it is permissible to reclaim from him/her expenses incurred in proportion to the length of service.</p>
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<h3 id="1713-courses-and-workshops" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">17.13 - Courses and workshops</span>
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<p>If a driver attends an accreditation course with the employer's consent in order to enhance his/her licence or maintain it, there shall be no reduction in daytime wages, provided that the course is held during the daytime working hours, is useful to the employee in his/her employment with the employer in question and the costs associated with the course are known. The employer shall also pay the course fee. This provision shall not apply to courses pursuant to Article 17.2.</p>
<p>The employer may make payment of the course fee conditional on the employee paying part of it back if he/she resigns and discontinues work within a specified period of time (e.g. 6 months) from the end of the course. The repayment is proportional to the duration of the remainder of the period.</p>
<p>This repayment condition is considered valid only if the employee has verifiably been informed of it before he/she was enrolled on the course. Repayment may cover only the costs of the course fee to be borne by the employer, taking into account any grants he/she may have received from educational funds from labour market entities for the course. Protocol on food expenses</p>
<p>The parties agree that if it is foreseeable that the driver will not have access to food during trips, it shall be permissible to negotiate direct payments instead of the food. When determining the amount, rulings by the State Travel Expenses Committee regarding food costs shall be taken into account. Protocol on competency assessment for wages</p>
<p>The parties agree that when assessing qualification for jobs or education/real skills for wages, the following need to be considered, including increased demand for lifelong learning and good understanding of foreign language(s) for communication with tourists and foreign group leaders. If it is desired for the driver to have specific knowledge to share with the passengers, this should be taken into account in the qualification assessment.</p>
<p>Protocol on the revision of the chapter on PCV drivers</p>
<p>The agreeing parties agree to revise the chapter on PCV drivers in light of major changes in their working environment, increased demands for lifelong learning, the pressures of driving in winter with passengers, flexible refreshment breaks, increased requirements for the good understanding of foreign languages for communication with passengers and foreign group leaders, ticket sales, services to passengers during embarkation and disembarkation, etc. A committee made up of two spokespersons from SA and two representatives from SGS shall start operation on 1st October 2015 and aims to deliver conclusions by the end of March 2016.</p>
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<h2 id="fish-processing-workers" class="ks-accordion-header ks-chapter-accordion" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">Kafli 18 - Fish processing workers</span>
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<h3 id="181-wages" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">18.1 - Wages</span>
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<p>Wage brackets for fish processing workers:</p>
<p>Wage bracket</p>
<p>General fish processing workers 5</p>
<p>Specialised fish processing workers 7</p>
<p>Specialised fish processing workers With a fish processing course 9</p>
<p>Specialised fish processing workers with a fish processing course and with 7 years of seniority with the same company. 11</p>
<p>Fishery workers who have graduated from the Icelandic College of Fisheries in Grindavík 13</p>
<p>Employees aged 16 and 17 who work in fish processing according to a bonus system, or in fish processing where a fixed bonus payment has been introduced because output is controlled mechanically, shall receive wages no less than 95% of starting wages of 18 year old workers.</p>
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<h3 id="182-index-for-group-incentive-system-and-piecework" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">18.2 - Index for group incentive system and piecework</span>
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<p>The indexes for fish processing shall be as follows:</p>
<h4 id="122024-112025-112026-112027-piecework" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">1.2.2024 1.1.2025 1.1.2026 1.1.2027 Piecework</span>
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<p>229.34 237.37 245.67 254.27 Group pay scheme 309.53 320.37 331.58 343.18 Minimum bonus 328.95 340.47 352.38 364.72</p>
<p>When working in production and related jobs in fish processing companies pursuant to Article 18.4.1 and in liver preservation, and where no performance-related premium payments such as a group bonus or an individual bonus have been introduced, a bonus equivalent to the minimum bonus shall be paid per hour. This does not apply where performance-based wage schemes are implemented or where fixed bonuses and/or premium payments are higher per hour paid. If the bonus scheme at a fish processing company is not based on a framework agreement on a group payment scheme in freezing plants, the bonus paid for each pay period shall never be less than the equivalent of the minimum bonus. Such special premium payments and minimum bonuses shall not be paid in the absence of raw materials and when fish processing personnel are covered by wage guarantees in the same way as fish processing personnel working under bonus schemes. If a company already pays a premium on the wage rate of fish processing personnel instead of bonus payments, this shall be taken into account and assessed as part of the minimum bonus.</p>
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<h3 id="183-shift-work" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">18.3 - Shift work</span>
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<h4 id="1831" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">18.3.1.</span>
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<p>Shifts may be introduced in fish processing, including shrimp and shell processing, extending to individual departments of the company or all employees, subject to agreement between the employees and the union concerned.</p>
<p>This is likely to be regular double 8-hour shifts, 5 days a week, Monday through Friday. Shifts may be introduced according to a different arrangement, subject to agreement among employees, the union and the employer.</p>
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<h4 id="1832-shift-premium" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">18.3.2 - Shift premium</span>
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<p>The shift premium for regular shift work pursuant to this framework agreement shall be:</p>
<p>35% premium on the period from 04:00 PM to 12:00 AM Monday to Friday.</p>
<p>53% premium on the period from 12:00 AM to 08:00 AM.</p>
<p>If an agreement has been made to take lunch breaks, this shall be permissible, and the daytime work period shall be extended correspondingly. Overtime rates shall apply to work in excess of 40 hours per week. (Based on 8 hours per day).</p>
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<h4 id="1833-shift-periods-and-refreshment-breaks" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">18.3.3 - Shift periods and refreshment breaks</span>
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<p>Shifts may be introduced 7 days in advance, provided that they do not last less than one month at a time. The end of the shifts shall be announced with the same notice. However, if shifts have lasted for four months, the end of the shifts shall be announced with two weeks’ notice.</p>
<p>Refreshment breaks shall be 35 minutes for each eight-hour shift, divided as agreed between the employees and the management. If shifts are longer or shorter, refreshment breaks shall be amended proportionally.</p>
<p>If shifts are worked regularly, payment of a fixed matching premium may be agreed.</p>
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<h4 id="1834-payment-period" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">18.3.4 - Payment period</span>
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<p>When shift work has been introduced, the employer shall ensure the payment wages for shift work for up to two shifts at a time, even if external causes such as shortages of raw materials or similar incidents result in no tasks being available to perform. Otherwise, daytime work wages shall be paid.</p>
<p>This Agreement does not derogate from or nullify agreements regarding shift work currently in effect between individual unions and employers.</p>
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<h4 id="1835-introduction-of-shifts" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">18.3.5 - Introduction of shifts</span>
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<p>Approval for the introduction of shifts shall be governed by Article 5.7. of Chapter V of the company-specific component of the agreement.</p>
<p>An employee engaged in daytime work is not obliged to take part in shift work except with his/her consent even though it has been agreed to introduce shift work at the company in question.</p>
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<h3 id="184-wage-guarantees-for-fish-processing-personnel" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">18.4 - Wage guarantees for fish processing personnel</span>
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<h4 id="1841" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">18.4.1.</span>
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<p>The provisions of Article 18.4 apply to personnel engaged in the cleaning, gutting and processing of that caught at sea, i.e. gutting, fresh fish processing, freezing, salting, fish drying and the processing of prawns and shellfish.</p>
<p>Employees of aquaculture companies are governed by Chapter 19 of the collective wage agreement including when slaughtering and packaging farmed fish. However, if further processing is carried out at an aquaculture company comparable to that undertaken at a fish processing company, Chapter 18 of the collective wage agreement on wage terms shall govern said processing.</p>
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<h4 id="1842-job-training" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">18.4.2 - Job training</span>
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<p>Employees shall be provided with instruction and training in the work to be carried out. Vocational training shall take place in the companies. New recruits employed to perform fish processing shall receive appropriate vocational training during the first few weeks under the supervision of a supervisor and/or a vocational trainer.</p>
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<h4 id="1843-wage-guarantees-and-employment-contracts" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">18.4.3 - Wage guarantees and employment contracts</span>
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<h5 id="18431" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">18.4.3.1.</span>
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<p>After one month of continuous employment at the company, but at a minimum of 130 hours worked in full-time work, and proportionally in regular part-time work, a written employment and wage guarantee agreement shall be made with the employee and will come into effect at the time of his/her signature. The company and employee shall each retain a copy of the wage guarantee and employment agreement. The company shall send one copy of the wage guarantee part to the relevant union and retain one copy as confirmation of the wage guarantee.</p>
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<h5 id="18432" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">18.4.3.2.</span>
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<p>After two months of employment at the same company, the rights and obligations of the employee shall be governed by the wage guarantee provisions of this Agreement, even if a written employment and wage guarantee agreement have not been completed, provided that the employee does not refuse to enter into a wage guarantee contract pursuant to Article</p>
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<h5 id="18431-2" class="ks-static-heading ks-static-l5 ks-static-sub">
<span class="ks-static-title">18.4.3.1.</span>
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</h5>
<h5 id="18433" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">18.4.3.3.</span>
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<p>The wage guarantee part shall have the same duration as the employment contract and shall not expire before the end of employment, without prejudice to Article 18.4.9.1.</p>
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<h5 id="18434" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">18.4.3.4.</span>
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<p>The wage guarantee part of the employment contract shall specify the start time, the employment rate and the working hours of the employee and, in the case of a fixed-term employment contract, the duration. The second part of the agreement covers wage terms and other aspects of the employment of the employee.</p>
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<h4 id="1844-courses-for-fish-processing-personnel" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">18.4.4 - Courses for fish processing personnel</span>
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<h5 id="18441" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">18.4.4.1.</span>
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<p>In the 11 months after the wage guarantee takes effect, employees who have concluded a wage guarantee and employment contract shall attend a fish processing course for fish processing personnel in accordance with the curriculum of the Education and Training Service Centre, which the</p>
<p>Ministry of Education, Science and Culture has certified and regarding which has agreed that upper secondary education may be shorted by up to 5 credits.</p>
<p>By the Act on Further Education No. 27/2010, the task was transferred from the Ministry of Fisheries and Agriculture to the Ministry of Education, Science and Culture.</p>
<p>At the Education and Training Service Centre, there is an educational fund financed from the budget for the purpose of, among other things, providing contributions to cover costs related to further education for adults, which includes a fish processing course for fish processing workers.</p>
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<h5 id="18442" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">18.4.4.2.</span>
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<p>The goal is to increase employees' knowledge regarding the processing of caught marine products, increase their self- confidence, strengthen their professional skills and make them more qualified for all general fish processing work.</p>
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<h5 id="18443" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">18.4.4.3.</span>
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<p>The fish processing courses total 48 hours and cover all main aspects of the work and profession as determined by the Fish Processing Vocational Education Committee, which is composed of spokespersons of the agreeing parties. Otherwise, the courses listed below shall normally be held when there are processing stoppages and/or limited raw materials for processing. The academic course material is divided into 12 modules for a total of 48 hours and will be based on lectures by teachers/instructors and graphical presentations and some project work by the participants.</p>
<p>01 Fish processing – catching, processing and marketing</p>
<p>02 Work facilities and physical exertion 03 Workplace safety 04 Hygiene and bacterial growth 05 Internal supervision in fish processing companies 06 Work life, employees and wage schemes 07 Cooperation and communication in the workplace 08 Multiculturalism 09 First aid 10 Self-development 11 The environment and responsible fishing 12 Quality and handling of food from catching to processing.</p>
<p>The above courses replace the 40 hours of basic courses and 14 hours of additional courses, but there has been some overlap between courses. After the modules are merged, there will be 12 modules in the new fish processing course with a total of 48 hours of academic instruction. Fish processing personnel and new employees who receive wages according to the 5th wage bracket and have not completed basic and additional courses shall take the new 48- hour fish processing course in full and be transferred to the 9th wage bracket. Employees who have completed basic courses shall receive wages according to the 7th wage bracket, and those who have also completed additional courses shall receive wages according to the 9th wage bracket. The merger of the courses is expected to be fully implemented by 1st December 2015. Until that time, it will be permitted to hold 40 hours of basic courses and 8 hours of additional courses at the same time. The Landsmennt and Starfsafl educational funds support the implementation of fish processing courses, as applicable according to Article 18.4.4.1. The Vocational Education Committee and education providers holding the courses are permitted to evaluate comparable courses taken by fish processing personnel during previous semesters at accredited education providers in order to reduce the number of academic hours in fish processing courses.</p>
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<h5 id="18444" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">18.4.4.4.</span>
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<p>The agreeing parties shall appoint a special vocational education committee consisting of two spokespersons from each party and an equal number of other members. The role of the vocational education committee is to supervise the implementation of courses governed by collective wage agreements provided to fish processing personnel to be held by accredited education providers and partners of the Education and Training Service Centre in collaboration with the companies concerned and at such times that are appropriate with regard to the processing. The vocational education committee shall work in close collaboration with the fish processing companies and trade unions of fish processing personnel on the organization and provision of fish processing courses.</p>
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<h5 id="18445" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">18.4.4.5.</span>
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<p>The courses shall be held when there is a sufficient number of participants (at least 12 participants), but no less frequently than once a year, provided there will never be fewer than 8 participants on each fish processing course. Courses may be held via teleconferencing. 40-hour academic fish processing courses shall normally be completed over a period of four weeks.</p>
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<h5 id="18446" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">18.4.4.6.</span>
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<p>The course materials will be based on the needs of the field of fish processing as further determined by the vocational education committee in consultation with stakeholders.</p>
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<h5 id="18447-fish-processing-personnel-who-are-unemployed-but-have-not" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">18.4.4.7 - Fish processing personnel who are unemployed but have not</span>
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<p>had the opportunity to attend fish processing courses for fish processing personnel shall be allowed to attend the courses when they are held, provided they have applied for fish processing work at the relevant employment agency.</p>
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<h4 id="1845-salary-after-completion-of-courses" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">18.4.5 - Salary after completion of courses</span>
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<h5 id="18451-fish-processing-workers-who-have-completed-a-fish" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">18.4.5.1 - Fish processing workers who have completed a fish</span>
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<p>processing course are transferred to wage category 9. If an employee is not offered the course within 11 months after the validity of the wage guarantee, employees shall nevertheless receive an increase. An employee, who has already received an increase, and who attends a fish processing course later on, will not receive any further increases in connection to a fish processing course. If an employee refuses to attend the course, the increase is cancelled.</p>
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<h5 id="18452-specialised-fish-processing-personnel-who-become-employed" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">18.4.5.2 - Specialised fish processing personnel who become employed</span>
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<p>at another fish processing company within 12 months shall, after six months of employment, become entitled to a wage guarantee, or otherwise after one month's employment, provided that the conclusion of previous employment proceeded in a normal manner, without prejudice to Article</p>
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<h5 id="18491" class="ks-static-heading ks-static-l5 ks-static-sub">
<span class="ks-static-title">18.4.9.1.</span>
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<h4 id="1846-annual-educational-courses" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">18.4.6 - Annual educational courses</span>
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<p>Specialised fish processing personnel shall be offered an annual 4-hour educational course which may include, for example, an optional summary of the course material taught in fish processing courses and/or other practical educational material. The educational course shall be organized by the education committee of the company in question.</p>
<h5 id="18461-education-committee" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">18.4.6.1 - Education committee</span>
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<p>Fish processing companies shall have an existing educational committee composed of spokespersons for the employees and management of the company in question. The role of the education committee is to promote increased vocational training among employees and to advise on the provision of courses.</p>
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<h4 id="1847-scope-of-work" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">18.4.7 - Scope of work</span>
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<p>Employees are hired for all general work in fish processing.</p>
<p>In the event of a lull in normal work, employees shall perform other work within the company. However, the highest level of safety shall always be maintained and the capacity of the employee taken into account.</p>
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<h4 id="1848-daytime-work-guarantee" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">18.4.8 - Daytime work guarantee</span>
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<h5 id="18481" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">18.4.8.1.</span>
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<p>The employer undertakes to pay an employee who enjoys the right to a wage guarantee for a fixed salary for daytime work pursuant to this Agreement even if a shortage of raw materials causes processing to stop, as well as for fish processing courses for fish processing personnel recognised by the Education and Training Service Centre and verified by the Ministry of Education, Science and Culture, provided that this is in accordance with the rules on reimbursement of unemployment benefits in fish processing, cf. Act No. 51/1995 along with subsequent amendments and regulations adopted pursuant thereto.</p>
<p>If an employee starts work elsewhere during pauses in processing, remuneration shall not be paid for the same period. However, the employment contract shall not become void, and the employee must come to work as soon as the processing resumes.</p>
<p>Where these rules do not apply, the payment of unemployment benefits shall be governed by general rules, cf. Act No. 54/2006 and subsequent amendments and Act No. 19/1979.</p>
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<h5 id="18482" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">18.4.8.2.</span>
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<p>However, if there is a prospect of a prolonged cessation of operations due to a shortage of raw materials that is scheduled to last for at least two weeks but not more than six months, the company is generally permitted to announce a halt to processing with four weeks’ notice by notifying employees, the employment agency, and union. When processing is carried out at the company, it is sufficient to post a public notification and at the same time take steps to inform employees who are not employed at that time. If no processing is being undertaken, each employee to whom the cessation applies shall be notified of the processing stoppage. Remuneration shall not be paid from that time; cf. Article 3 of Act No. 19/1979.</p>
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<h5 id="18483" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">18.4.8.3.</span>
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<p>If the company has paid wages during the period of the processing stoppage and the cessation lasts longer than anticipated, the four-week notice provided for in Article</p>
<p>18.4.8.2. shall be shortened by a week for each party whose wages have been paid without processing having been carried</p>
<p>out. However, notice pursuant to this provision shall be at least two weeks.</p>
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<h5 id="18484" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">18.4.8.4.</span>
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<p>If notice of a processing stoppage has been given four weeks in advance, but it turns out that the raw material lasts longer than anticipated, the deadline may be extended by up to one week (5 working days) without incurring a new waiting period, provided that the notice to that effect has been given to employees in the manner provided for in Article 18.4.8.2 assuming at least 7 days' notice. Such an extension will not be made more than once in each case.</p>
<p>If an employee has taken a job with another employer as of the previous cessation of processing, the abovementioned extension does not change that employment.</p>
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<h5 id="18485" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">18.4.8.5.</span>
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<p>If raw materials have now been delivered to a fish processing company during a processing stoppage that had been announced with four weeks’ notice, employees with a wage guarantee and who are not working are prioritised for work, and the company is not permitted to summon other workers to these jobs while such a situation lasts.</p>
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<h5 id="18486" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">18.4.8.6.</span>
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<p>If an employee has been removed from the payroll pursuant to Article 18.4.8.2 and the processing stoppage lasts for more than 5 consecutive weeks, the employee may terminate his/her employment contract with the company and shall not be required to comply with the notice period, provided that he/she has already formally notified the company of this decision at least one week in advance.</p>
<p>If the processing stoppage according to the above has lasted for more than 8 consecutive weeks, the employer is obliged to formally notify the employees who are at that time in an employment relationship with the company regarding the future plans of the company.</p>
<p>If it is foreseeable that the processing stoppage will last for more than three months including leave periods, employees who have been removed from the payroll may terminate the employment relationship with two weeks' notice, and one week’s notice for more than five months, at any time during the period, c.f. the provisions regarding the six-month maximum period in Article 18.4.8.2.</p>
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<h5 id="18487" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">18.4.8.7.</span>
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<p>If the cessation of processing is caused by unforeseen crises such as failures of the equipment or apparatus of the processing plant or fishing vessel, a fire, loss of a ship, or any other incident considered to fall under Paragraph 1 of Article 3 of Act No. 19/197917, the company is permitted to waive wage payments in accordance with the provisions of the same article.</p>
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<h4 id="1849-termination-of-wage-guarantees" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">18.4.9 - Termination of wage guarantees</span>
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<span class="ks-accordion-title">18.4.9.1.</span>
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<p>If an employee refuses to work or repeatedly fails to show up for work without a legitimate cause for absence, the employer can rescind the wage guarantee without particular notice in accordance with the general rules on the termination of work contracts. If the wage guarantee has been terminated for this reason, the employee has a claim to the wage guarantee again after three months.</p>
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<h5 id="18492" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">18.4.9.2.</span>
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<p>An employee's wage guarantee will not be terminated separately unless the employee is dismissed with an accrued notice period pursuant to the collective wage agreement, without prejudice to Article 18.4.9.1.</p>
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<h4 id="18410-consultative-committee-for-disputes" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">18.4.10 - Consultative committee for disputes</span>
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<p>The agreeing parties shall each appoint two members to the consultative committee. Each party may refer to the committee disputes that may arise due to the wage guarantees enjoyed by fish processing personnel. The committee shall endeavour to settle the dispute between the parties.</p>
<p>17 Paragraph 1 of Article 3 of Act No. 19/1979 states: In the event of termination of employment by the employer, e.g. due to the unavailability of raw materials at a fish processing plant, unavailability of unloading and loading work at the shipping terminal, or the company suffering an unforeseeable shock such a fire or the loss of a ship, the employer will not be required to pay compensation to its employees, even if their work does not amount to 130 hours per month, since employees do not lose their right to resignation during such a situation.</p>
<p>Declaration on unpaid leave for fish processing workers at Christmas and New Year’s</p>
<p>Employees engaged in fish processing who wish to take unpaid leave at Christmas and New Year and have the consent of the supervisor in question shall be paid daytime pay in proportion to their employment rate for the contractual holidays falling on working days during the said period. The employer’s obligation to pay is conditional on the employee having acquired the right to payment, cf. Clause 1.11, the leave in question not lasting more than three weeks and the employee resuming work at the company after the leave has ended. [2008]</p>
<p>See also the protocols and agreements on page 147-195</p>
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<h2 id="general-work-in-fish-farming" class="ks-accordion-header ks-chapter-accordion" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">Kafli 19 - General work in fish farming</span>
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<h3 id="191-on-the-scope-of-application" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">19.1 - On the scope of application</span>
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<p>This Agreement covers all activities in fish farming, including hatching, smolt farming, the farming of fish for food, work in the preparation of feed, slaughtering, packaging and cold storage when these are part of local work related to the main product.</p>
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<h3 id="192-wages" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">19.2 - Wages</span>
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<h4 id="1921-wage-brackets" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">19.2.1 - Wage brackets</span>
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<p>Wage bracket</p>
<p>General employees 5</p>
<p>Specialised employees 7</p>
<p>Aquaculturists 17</p>
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<h4 id="1922-assessment-of-seniority" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">19.2.2 - Assessment of seniority</span>
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<p>When assessing seniority, experience in parallel work in other fields such as fish processing, fishing and net production shall be taken into account up to the general rate after three years.</p>
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<h4 id="1923-fish-cage-premium" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">19.2.3 - Fish cage premium</span>
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<p>For days worked at fish cages, a 15% fish cage premium is paid on top of the hourly wage.</p>
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<h3 id="193-on-working-hours" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">19.3 - On working hours</span>
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<h4 id="1931-general-working-hours" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">19.3.1 - General working hours</span>
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<p>General working hours shall be as stated in Chapter II of this Agreement.</p>
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<h4 id="1932-shift-work" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">19.3.2 - Shift work</span>
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<p>Shifts may be introduced covering some or all of the employees, subject to agreement between the employees and the trade union concerned. The introduction and discontinuation of shifts shall be announced with 10 days’ notice. The duration of such arrangements shall be no less than two weeks.</p>
<p>Refreshment breaks shall be 35 minutes for each eight-hour shift, divided as agreed between the employees and the management. If shifts are longer or shorter, refreshment breaks shall be amended proportionally.</p>
<p>The shift premium for regular shift work shall be: 35% premium on the period between 04:00 PM and 12:00</p>
<p>AM Monday to Friday.</p>
<p>45% premium on the period between 12:00 AM and 08:00 AM every day including weekends.</p>
<p>Overtime wages must be paid for each hour in excess of 40 hours per week on average.</p>
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<h4 id="1933-on-call-shifts" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">19.3.3 - On-call shifts</span>
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<p>On-call shifts may be introduced covering some or all of the employees, subject to agreement between the employees and the trade union concerned.</p>
<p>During on-call shifts, the employee on call shall be prepared to handle call-outs.</p>
<p>For emergency calls during on-call shifts, employees are paid for hours worked for a minimum of four hours, unless daytime working hours begin within two hours of the employee arriving at work, but such that payments for on-call shifts and overtime payments are never combined.</p>
<p>For every hour of an on-call shift, the employee on call receives payment equal to 33% of the daytime working hours.</p>
<p>Before the start of the on-call shift, equipment shall be arranged in such a way as to minimise the possibility of a call-out occurring during the subsequent on-call shift.</p>
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<h4 id="1934-night-monitoring" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">19.3.4 - Night monitoring</span>
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<p>Affairs regarding security guards shall be governed as stated in Chapter 23 of this Agreement.</p>
<p>However, no person shall be obliged to work night shifts if they are not employed to do so.</p>
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<h3 id="194-other-considerations" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">19.4 - Other considerations</span>
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<h4 id="1941-work-stoppage" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">19.4.1 - Work stoppage</span>
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<p>During strikes, the employees' unions undertake to allow minimum supervision, including minimum feeding, to prevent damage to farmed fish and equipment relating to the safety of the plant and to ensure animal welfare.</p>
<p>If a situation arises whereby a farm requires increased staffing, such as due to first feeding and peaks in open ocean fish farming, the guardians of the farm may, in consultation with a representative of the labour union concerned, request an exemption in order to increase the number of employees.</p>
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<h4 id="1942-personal-protective-equipment" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">19.4.2 - Personal protective equipment</span>
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<p>The employer shall ensure that employees have access to protective clothing, rubber suits, rubber mitts, flotation suits, footwear and other appropriate protective clothing such that the clothing is the property of the employer and must not be used outside the farm.</p>
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<h4 id="1943-equipment" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">19.4.3 - Equipment</span>
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<p>Facilities shall be in accordance with the requirements of the Administration of Occupational Safety and Health, veterinary inspectors and the Environmental and Food Agency.</p>
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<h4 id="1944-security" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">19.4.4 - Security</span>
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<p>Workplaces shall make available to employees the safety equipment that either the Administration of Occupational Safety and Health deems necessary for the nature of the work or is specified in the collective agreement.</p>
<p>At no point shall less than two employees be dispatched to fish cages at a time. Personnel engaged in other hazardous work, such as at fish cages or aquaria on land shall follow the company's risk assessment and health and safety plan.</p>
<p>At no point shall the number of flotation suits be less than the number of persons employed at fish cages and sea cages outdoors on shore at any given time.</p>
<p>Floatation suits shall be provided for night watchmen at fish farms and open ocean fish farms.</p>
<p>Ladders must be provided where aquiculture cages are deeper than 2 metres.</p>
<p>Employees shall have access to adequate telecommunication equipment both on board boats and barges when working on fish cages and sea cages outdoors on land. Employees working alone in fish farms on hazardous/demanding work shall be equipped with an emergency button, automatic alarm or equivalent TETRA telecommunications equipment in accordance with the company's risk assessment.</p>
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<h4 id="1945-other-considerations" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">19.4.5 - Other considerations</span>
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<p>Matters other than those covered in this Agreement shall be governed by other sections of this Agreement.</p>
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<h4 id="1946-vocational-education" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">19.4.6 - Vocational education</span>
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<p>The agreeing parties agree to review the current vocational training courses for employees in aquiculture. The aim will be, among other things, to make the number of hours in these training courses consistent with those for employees in fish processing, cf. Chapter 18. The Fish Processing Vocational Education Committee will be entrusted with following up on the matter.</p>
<p>Vocational training courses for general aquaculture employees.</p>
<p>Courses will normally be four hours each and cover the following aspects, according to a further decision by the Fish Processing Vocational Education Committee in consultation with Fisheries Iceland (SFS):</p>
<p>FE 1 Introduction to aquaculture</p>
<p>FE 2 Daily care of farmed fish I</p>
<p>FE 3 Daily care of farmed fish II</p>
<p>FE 4 Slaughter, processing and marketing</p>
<p>FE 5 Safety at fish farms</p>
<p>FE 6 Quality control in aquaculture</p>
<p>SF 2 Work facilities and physical exertion</p>
<p>SF 6 Working life, employees and pay schemes</p>
<p>SF 7 Collaboration and communication in the workplace</p>
<p>The vocational courses shall be held when there is a sufficient number of participants (at least 6 participants), but no less frequently than once a year. If there are fewer participants, course groups may be combined.</p>
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<h2 id="industrial-workers" class="ks-accordion-header ks-chapter-accordion" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">Kafli 20 - Industrial workers</span>
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</h2>
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<h3 id="201-scope-of-application" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">20.1 - Scope of application</span>
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<p>This Chapter governs industrial workers and factory workers working in industrial sectors such as chemical, plastic, printing, food, clothing, furs and skins, sanitary, pharmaceutical, metal and beverage industries.</p>
<p>However, exempt from the provisions of the Chapter are employees engaged pursuant to Chapter Chapter 18 on wage guarantees for fish processing personnel and currently effective agreements on slaughterhouses.</p>
<p>See also the special protocol and proviso annexed to this Chapter and constitute part thereof.</p>
<p>Special agreements concluded between employers and individual employees which contain less favourable treatment for employees than those concluded in this Agreement shall not apply.</p>
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<h3 id="202-wage-brackets-for-industrial-workers" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">20.2 - Wage brackets for industrial workers</span>
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<h4 id="2021-definition-of-the-wage-categories-of" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">20.2.1 - Definition of the wage categories of industrial workers</span>
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<p>Industrial workers</p>
<p>I: General industrial workers</p>
<p>Industrial workers II: Specialised industrial workers who can work independently and may be assigned to temporary task management. Staff who have completed undergraduate courses in food handling, 60 hours of study of up to 5 credits or equivalent of undergraduate programmes according to the curriculum for other sectors of industry, such as plastics, chemical or metal industries.</p>
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<h4 id="2022-wage-brackets-for-industrial-workers-general" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">20.2.2 - Wage brackets for industrial workers</span>
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<p> General classification: Industrial workers I 4</p>
<p>Industrial workers II 6</p>
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<h4 id="2023-wages-in-meat-processing" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">20.2.3 - Wages in meat processing</span>
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<p>Poultry slaughter employees 4</p>
<p>Employees in large animal slaughter 4</p>
<p>Specialised staff who have completed basic training in food handling. 6</p>
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<h4 id="2024-wage-in-machine-workshops-and-in-the-iron-and" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">20.2.4 - Wage in machine workshops and in the iron and metal industries</span>
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<p>General employees</p>
<p>Skilled industrial assistants with extensive professional experience</p>
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<h3 id="203-rules-for-wage-payment" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">20.3 - Rules for wage payment</span>
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<p>If the first day of the month is a day off, wage payments shall be made on the last working day before the end of the month.</p>
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<h3 id="204-working-hours" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">20.4 - Working hours</span>
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<h4 id="2041-daytime-work" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">20.4.1 - Daytime work</span>
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<p>Working hours shall be during the period from 07:00 AM to 05:00 PM. Each employee's daytime working hours shall be on average 8 hours per day within the above time limit, or 40 hours per week, and daytime work shall be carried out on working days other than Saturdays.</p>
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<h4 id="2042-overtime" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">20.4.2 - Overtime</span>
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<h5 id="20421" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">20.4.2.1.</span>
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<p>Overtime begins when the agreed day work is completed, i.e. 8 hours per day (7 hours and 25 minutes of active working hours) within the hours of 07:00 AM to 05:00 PM Monday to Friday, without prejudice to Article 2.6 on shift work and Article 2.2.4.</p>
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<h5 id="20422" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">20.4.2.2.</span>
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<p>Overtime wages are paid for work on Saturdays, Sundays and other contractual holidays.</p>
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<h5 id="20423" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">20.4.2.3.</span>
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<p>Overtime wages are paid for work performed during meal and coffee breaks during daytime working hours.</p>
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<h5 id="20424" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">20.4.2.4.</span>
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<p>The employees must abide by agreed daily working hours and are therefore only paid overtime when the full 40 hours are reached each week. Legitimate absences, including unpaid leave, are considered working hours in this regard.</p>
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<h4 id="2043-recording-of-working-hours" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">20.4.3 - Recording of working hours</span>
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<p>In workplaces, written rules must be posted next to the clocking-in machine that specify precisely when work is to begin and end and when mealtimes and coffee breaks take place, and all consumption is prohibited at other times. Employees are obliged to abide precisely by the specified working hours and to carry out all their work well and thoroughly and in every way in accordance with the instructions of the employer. If a change of clothes is involved, the employee must change before work begins and not again until the working hours have ended.</p>
<p>If workers are absent from work, they shall be obliged to notify employers as soon as possible.</p>
<p>If industrial workers are late for work, the amount of daytime work worked shall be calculated according to the time registered on the clocking-in machine, without penalty deductions.</p>
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<h4 id="2044-shift-work" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">20.4.4 - Shift work</span>
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<p>Double shifts may be held 5 days a week during the period from 07:00 AM to 00:00 AM, and triple shifts for 5 days, 24 hours a day if necessary, in which case working hours may begin and end at a different time than stated in Article 2.1. The introduction and discontinuation of shifts shall be announced with 7 days’ notice. Such arrangements shall last for not less than four weeks in the case of double shifts and 6 weeks in the case of triple shifts. All shifts shall be 8 hours and include a refreshment break of 35 minutes. A 17% matching premium shall be paid for both shifts in double shifts and a matching premium of 27% for all three shifts in triple shifts. Shifts shall run weekly. Work after the day shift and before the evening shift is paid with overtime wages. If only the second shift (evening shift) is worked, the shift premium shall be 30%, and so 45% for the third shift (night shift).</p>
<p>The start and end of working hours shall be decided in consultation with the staff. If shifts are worked regularly, the parties agree to recommend that a fixed average premium be paid.</p>
<p>Work in triple shifts may be permitted during any day of the year at 8 hours per shift, provided that a 45% matching premium is paid for all three shifts.</p>
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<h4 id="2045-transport-to-and-from-the-workplace" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">20.4.5 - Transport to and from the workplace</span>
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<p>The employer is obliged to provide to employees transport from the workplace to his/her home and vice versa outside of the operational hours of bus routes where there are regular services.</p>
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<h3 id="205" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">20.5.</span>
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<p>Meal and coffee breaks, and food and transportation costs</p>
<h4 id="2051-meal-and-coffee-breaks-during-daytime-work" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">20.5.1 - Meal and coffee breaks during daytime work</span>
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<h5 id="20511" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">20.5.1.1.</span>
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<p>Employees who start work before 11:00 AM are entitled to take a meal break that shall not be less than 1/2 hour during the period from 11:30 AM - 01:30 PM and that does not count towards working hours.</p>
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<h5 id="20512" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">20.5.1.2.</span>
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<p>Paid refreshment breaks shall be 35 minutes per day during full daytime work.</p>
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<h4 id="2052-meal-and-coffee-breaks-during-overtime" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">20.5.2 - Meal and coffee breaks during overtime</span>
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<p>If, as of the beginning of the overtime period, an employee has not received a refreshment break from 01:00 PM, he has the right to take a 10-minute coffee break at a time of his/her choosing.</p>
<p>The employer may exercise flexibility in granting the above coffee breaks in order not to stop production.</p>
<p>If overtime is worked until the contractual dinner break, one hour of lunch breaks shall be paid and shall, unless otherwise agreed, be during the period from 06:30 PM to 08:30 PM. If work finishes after 07:00 PM without a meal break having been provided, the meal break shall be paid all at once. If overtime of 2½ hours or more is worked after the dinner break, a 20- minute coffee break shall be granted during that time, and a 30-minute meal break shall be granted during the period from 02:00 AM to 03:00 AM, and a 20-minute coffee break during the period from 05:30 AM to 06:30 AM.</p>
<p>If an employee starts work more than one hour before the start of daytime work, the last 10 minutes shall be a refreshment break.</p>
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<h4 id="2053-other-rules-regarding-meal-and-coffee-breaks" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">20.5.3 - Other rules regarding meal and coffee breaks</span>
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<h5 id="20531-shift-work" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">20.5.3.1 - Shift work</span>
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<p>Each 8-hour shift includes a 35-minute refreshment break. Overtime at the end of the shift shall begin with a 15-minute refreshment break. Otherwise, refreshment breaks follow the routine at the workplace concerned as appropriate.</p>
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<h5 id="20532-other" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">20.5.3.2 - Other</span>
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<p>Other arrangements for working hours and refreshment breaks may be negotiated if there is consent between the trade union in question and the Federation of Industries or SA.</p>
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<h4 id="2054-work-outside-the-union-area" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">20.5.4 - Work outside the union area</span>
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<p>When employees are sent from a permanent workplace or place of employment to work outside the area of the union in question or outside the municipality in which the company operates, travel, food and other living expenses shall be paid by the employer.</p>
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<h3 id="206-leisure-time-accident-insurance" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">20.6 - Leisure time accident insurance</span>
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<p>20.6.1. Employers shall be obliged to insure the employees governed</p>
<p>by this Chapter for death, permanent disability or temporary invalidity resulting from an accident. It shall seek to ensure that the accident insurance is always valid.</p>
<p>Accidents falling under Article 8.7.1 of this Agreement shall be governed by Article 8.7.</p>
<p>For accidents not covered by Article 8.7.1, i.e., accidents covered by leisure time accident insurance, the following shall apply: Death compensation, permanent disability compensation and temporary disability compensation are not subject to a specific increase under this agreement,18 i.e. the amounts applicable previously are only subject to index increases. The rules on the daily allowance for temporary disability will also remain unchanged from previously, i.e. payment shall be for eight weeks from the time of the accident until the injured person becomes fit for work, but not more than 44 weeks.</p>
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<h3 id="207-tools-and-workwear" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">20.7 - Tools and workwear</span>
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<h4 id="2071-workwear-and-protective-clothing" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">20.7.1 - Workwear and protective clothing</span>
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<p>The employer shall provide staff with up to two sets of suitable protective clothing per year and shall wash them. The protective clothing is the property of the employer, and employees are obliged to take good care of it.</p>
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<h4 id="2072-on-safety-boots-or-safety-shoes" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">20.7.2 - On safety boots or safety shoes</span>
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<p>Industrial workers engaged in dangerous work as determined by the safety committee or according to the opinion of the Administration of Occupational Safety and Health shall be entitled to one pair of work shoes (safety shoes with a steel toe and/or non-slip soles or safety boots) per year. The shoes shall be the property of the company.</p>
<p>If it is determined that footwear is used at the workplace only because of hygiene requirements, or excessive uncleanliness or chemical use that damages footwear beyond normal wear and tear, the company shall provide the staff with footwear.</p>
<p>In other cases where a company provides industrial workers with work shoes, the costs shall be divided such that the employer pays 70% and the employee 30%. The shoes shall then be the property of the industrial worker. The industrial worker shall consult with the employer when choosing shoes. 18 Cf. the protocol annexed with the collective agreement dated 17/2/2008.</p>
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<h3 id="208-piecework-and-bonus-work" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">20.8 - Piecework and bonus work</span>
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<h4 id="2081-agreement-on-piecework" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">20.8.1 - Agreement on piecework</span>
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<p>Piecework is permitted only if the employer has reached an agreement regarding such with its employees and Efling and if the Federation of Icelandic Industries (SI) or SA are notified of the agreement.</p>
<p>However, those engaged in piecework may never be at a disadvantage compared with monthly wage earners pursuant to the provisions of Chapter 1.</p>
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<h4 id="2082-piecework-and-methods-analysis" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">20.8.2 - Piecework and methods analysis</span>
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<p>The parties agree that, where piecework is carried out, it is desirable that it be based on methods analysis.</p>
<p>If piecework is not based on methods analysis, the minimum bonus or minimum percentage on top of daytime wages to be enjoyed by the employee shall be negotiated.</p>
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<h4 id="2083-work-directly-related-to-timed-piecework" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">20.8.3 - Work directly related to timed piecework</span>
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<p>Industrial workers who are not part of a piecework group but work directly in relation to time-measured piecework where the speed of work is controlled shall be entitled to extra pay which takes into account the bonus income in the production line concerned and the workload of the work in question.</p>
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<h4 id="2084-other" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">20.8.4 - Other</span>
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<p>Workers engaged in piecework shall keep the equipment clean without special remuneration. In the event that workers engaged in piecework are engaged in activities other than those agreed in the special agreement, they shall be paid a wage for such in proportion to Article 1.1.</p>
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<h3 id="209-continuing-education-specialised-industrial-workers" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">20.9 - Continuing education – specialised industrial workers</span>
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<h4 id="2091-composition-of-the-consultative-committee" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">20.9.1 - Composition of the consultative committee</span>
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<p>The agreeing parties shall appoint two spokespersons each, i.e. SGS and SA/SI, to organize and establish a special training programme for industrial workers.</p>
<p>Protocol on the chapter on industrial workers Some provisions of the collective agreement do not apply to industrial workers: Article 2.1 and 2.5 on the recording of work hours, Article 3.4 on food allowances and special transport lines, Article 3.5.1 to 3.5.4 on wages on trips, Article 9.1 on tools and workwear, and Article</p>
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<h4 id="921-924-on-protective-clothing-2011-declaration-on-piecework-and-bonus-work-in-meat-processing" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">9.2.1 - 9.2.4 on protective clothing. [2011] Declaration on piecework and bonus work in meat processing</span>
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<p>The parties agree to make efforts to increase the knowledge of industrial workers in meat processing regarding the calculations at the foundation of performance-based group compensation schemes in meat processing. In addition, union representatives will be given special instruction on the development of incentive pay schemes. The agreeing parties agree to carry out a thorough survey into the arrangements for any additional and premium payments that occur regularly in meat processing. Such shall be carried out by the parties in good cooperation with those companies concerned throughout the country that shall be included in the total sample and those cross-industry organisations and trade unions that are party to collective agreements with industrial workers, cf. Article 20.11. Any premium payments, such as those for performance-based bonuses and group bonuses, fixed bonuses, and proportional premiums on hourly wages and other payments on top of the wage rate, shall be differentiated. The collection and processing of information according to the above will take place in October 2011. Information will be sought from companies in all regions of the country. The agreeing parties shall subsequently discuss the results and brief meat processing companies on the advantages of performance-based compensation schemes and good practice for the adoption and use of such schemes. Emphasis shall be placed on good consultation with employees and union representatives during the formulation, adoption and modification of bonus schemes. It is correct for employees and company representatives to consult with the parties to the Agreement.</p>
<p>A survey on the implementation of performance-based compensation schemes shall be repeated in October 2013. [2011]</p>
<p>Agreement regarding mechanically-controlled work</p>
<p>Where work and working procedures are controlled by hardware, workers shall be able to take necessary breaks by being relieved or by other means. The employer shall notify employees of the arrangements for such breaks from machine work in a clear manner, such as in the work rules.</p>
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</div>
<h2 id="on-cafeteria-workers" class="ks-accordion-header ks-chapter-accordion" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">Kafli 21 - On cafeteria workers</span>
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<h3 id="211-scope-of-application" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">21.1 - Scope of application</span>
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<p>This Chapter applies to cooks and general cafeteria workers.</p>
<p>A cook is a person who works independently and without the management of a chef and who manages the general employees in the cafeteria. The cook handles the procurement of food for canteens and handles its receipt and preparation.</p>
<p>General cafeteria workers are those persons who work under the direction of a chef or cook as well as employees who receive prepared food from elsewhere and serve it.</p>
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<h3 id="212-wage-terms-and-terms-of-employment" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">21.2 - Wage terms and terms of employment</span>
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<h4 id="2121-wage-brackets-of-canteen-employees" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">21.2.1 - Wage brackets of canteen employees:</span>
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<p>Wage bracket</p>
<p>General employees 4</p>
<p>Cooks 6</p>
<p>Cooks who manage one or more employees 10</p>
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<h4 id="2122" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">21.2.2.</span>
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<p>The seniority shall be assessed based on work experience in the same occupation/work, allowing for interruptions of up to three years.</p>
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<h4 id="2123" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">21.2.3.</span>
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<p>In assessing seniority, the age of 22 is considered equivalent to one year of employment in an industry. A 27-year-old employee can have housework counted as up to three years of seniority.</p>
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<h4 id="2124" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">21.2.4.</span>
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<p>These wage provisions do not apply, unless the person concerned has reached the age of 18.</p>
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<h4 id="2125" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">21.2.5.</span>
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<p>If an employee is hired to work part of the day, he shall receive a pro rata salary and a coffee break based on working hours. Such permanent employment shall be based on a minimum of four hours a day.</p>
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<span class="ks-accordion-title">21.2.6.</span>
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<p>If a cafeteria employee is asked to relieve the cook during summer holidays or illness, this shall be taken into account when wages are decided or shall be paid for separately.</p>
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<h4 id="2127" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">21.2.7.</span>
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<p>If it is intended for the cook to regularly prepare and serve a full meal for twenty-five or more persons, he/she shall be provided with assistance. As well as the number of full meals, the assessment of the necessity of assistance shall also take into account the diversity of meals and special requirements such as allergies. Assistance may therefore be needed even if meals are prepared for fewer than twenty-five people if special meals have to be prepared due to special requirements or allergies. If this is not possible, the employer shall negotiate with the cook regarding a supplementary payment for the additional workload resulting from this.</p>
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<h4 id="2128" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">21.2.8.</span>
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<p>The cook shall handle the procurement of food for the canteen and shall handle its receipt and preparation. If this is done outside of regular working hours, this shall be paid for by daytime or overtime wages as appropriate.</p>
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<h4 id="2129" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">21.2.9.</span>
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<p>The employer otherwise assesses staffing in cafeterias based on the circumstances of each case, cf. the Protocol on Manning Assessment.</p>
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<h3 id="213-working-hours" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">21.3 - Working hours</span>
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<h4 id="2131-daytime-work" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">21.3.1 - Daytime work</span>
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<p>The daytime work period is from 07:00 AM to 05:00 PM Monday through Friday. Otherwise, it shall be in accordance with Chapter 2 of the main collective agreement.</p>
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<h4 id="2132-shift-work" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">21.3.2 - Shift work</span>
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<h5 id="21321" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">21.3.2.1.</span>
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<p>Shift work may be assigned, covering some or all of the employees. Shifts according to the roster shall be no longer than 12 hours and no shorter than 4 hours. Refreshment breaks for every shift shall be 5 minutes for every hour worked and shall be scheduled as agreed between employees and management. The shift premium for hours outside the daytime working period shall be 33% during the period from 05:00 PM to 12:00 AM Monday to Friday and 45% from 00:00 AM to 08:00 AM every day on weekends and on other holidays. Major public holidays, New Year's Day, Good Friday, Easter Sunday, Whitmonday, June 17th, and Christmas Eve after 12:00 PM, and on Christmas Day and New Year's Eve after 12:00 PM are paid with a 90% premium on daytime wages.</p>
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<h5 id="21322" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">21.3.2.2.</span>
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<p>If shifts are generally organised on holidays and major public holidays pursuant to Article 2.3, employees shall earn 12 days of winter holidays for annual work (96 work quota hours for full time work) for weekends and major public holidays pursuant to Article 2.3 that fall on Mondays to Fridays. If the workplace is closed on the aforementioned days or free time is granted, the corresponding number of days is subtracted from extra days off, unless the employee has accrued shift days off.</p>
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<h5 id="21323" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">21.3.2.3.</span>
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<p>Winter holidays shall be granted during the period from 1st October to 1st May. Winter holiday accrual is based on the period from October to October.</p>
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<h5 id="21324" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">21.3.2.4</span>
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<p>By agreement between a restaurant owner and his/her employee, the employee may receive payment in lieu of the days off in question. Payment is based on 8 hours of full-time daytime work per day off. Winter holidays for temporary employees shall be settled upon end of employment.</p>
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<h5 id="21325-in-workplaces-where-employees-work-according-to-different" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">21.3.2.5 - In workplaces where employees work according to different</span>
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<p>working arrangements than those provided for in this Chapter, canteen workers shall receive the same shift premium and payments for refreshment breaks in relation to their working hours as other employees in the area.</p>
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<h4 id="2133-on-meal-and-coffee-breaks" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">21.3.3 - On meal and coffee breaks</span>
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<p>Employees have the right to take a 30-minute lunch break that does not count as working time.</p>
<p>If lunch breaks are not decided regularly, they are counted as working hours.</p>
<p>If a full-time employee does not receive a meal break, either the working hours shall be reduced by 30 minutes or 30 minutes of overtime shall be paid.</p>
<p>Coffee breaks based on full-time work shall total 35 minutes each day and are counted as working time.</p>
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<h3 id="214-job-training" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">21.4 - Job training</span>
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<h4 id="2141" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">21.4.1.</span>
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<p>Canteen jobs are specialised work. Efforts shall be made to train employees in a wide range of aspects related to the job. This shall, for example, be executed such that they shall be allowed to be transferred temporarily between work activities and thus trained for as many work activities as are carried out at the company.</p>
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<h4 id="2142" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">21.4.2.</span>
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<p>After three months of employment with the same employer, employees shall be given the opportunity to attend courses organized by the agreeing parties for canteen employees. The courses shall aim at improving the qualification of employees.</p>
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<h4 id="2143" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">21.4.3.</span>
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<p>The aim is that the courses take place during working hours</p>
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<h3 id="215-workwear" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">21.5 - Workwear</span>
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<p>Employees shall always be clean and tidy and use special clothing during their work that is not used for other purposes.</p>
<p>The employer provides clothing that is its property. Workwear shall meet the requirements of the health authorities and other supervisory bodies as well as the provisions of laws and regulations governing work in canteens.</p>
<p>If special footwear is required, it shall be provided by the employer and shall be the property of the employer.</p>
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<h3 id="216-hiring-practises" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">21.6 - Hiring practises</span>
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<h4 id="2161" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">21.6.1.</span>
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<p>For the conclusion of employment contracts, see Article 1.14. The employment contract shall include a job description specifying the tasks and fields of work.</p>
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<h4 id="2162" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">21.6.2.</span>
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<p>Employees employed under this Agreement shall be obliged, at the employer's request, to prove by means of a medical certificate that they comply with the requirements of the health authorities and the provisions of laws and regulations governing work in canteens, provided that the employer pays for the certificate and a consultation with a doctor.</p>
<p>Protocol staffing assessment</p>
<p>The parties agree that the tasks involved in the position of the cook can vary widely between workplaces. These can include shopping and preparing light meals for a small number of people, up to full meals for many people, as well as finishing up, washing and cleaning in the workplace. The collective wage agreement provides for assistance if the cook is required to prepare and serve a full meal on a regular basis for 25 people or more. If this is not possible, a supplementary payment shall be negotiated for the additional workload resulting from this.</p>
<p>In other cases, however, the assignments of the cook may be such that the workload and tasks are beyond what is generally expected for the work of cooks. In such cases, it is desirable that the employer, in consultation with the cook, assess the staffing of the cafeteria on the basis of workload, tasks, number of assistants and/or wages paid. The employer shall complete such an assessment as soon as possible. [2011]</p>
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<h2 id="sanitation-work" class="ks-accordion-header ks-chapter-accordion" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">Kafli 22 - Sanitation work</span>
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<h3 id="221-scope-of-application-and-definitions" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">22.1 - Scope of application and definitions</span>
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<h4 id="2211-scope-of-application" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">22.1.1 - Scope of application</span>
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<p>This Chapter applies to all persons engaged in sanitation work in timed piecework, hourly work, shift work or work measured by square meter, cf.</p>
<p>Article 22.2: timed piecework in sanitation work,</p>
<p>22.3: sanitation work at an hourly rate,</p>
<p>Article 22.4: sanitation work as shift work, and</p>
<p>Article 22.5: sanitation work measured by square meter.</p>
<p>If a dispute arises over an issue relating to the performance of sanitation work or the measurement of hours, it shall be resolved on the basis of the Cleaning Framework Agreement (page 180) and dispute resolution agreement, cf. attachment on page 131).</p>
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<h4 id="2212-definitions" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">22.1.2 - Definitions</span>
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<h5 id="22121-demarcation-of-sanitary-areas-cleaning-reach" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">22.1.2.1 - Demarcation of sanitary areas (cleaning reach)</span>
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<p>The sanitary area is delimited as the floor surface and the possible working height of persons standing on the floor using the necessary equipment.</p>
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<h5 id="22122-regular-sanitation" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">22.1.2.2 - Regular sanitation</span>
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<p>Regular sanitation is work to remove dirt from the surfaces below the cleaning reach in accordance with the job description (work procedures in case of piecework). This may include water, equipment, appliances and cleaning supplies.</p>
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<h5 id="22123-additional-work" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">22.1.2.3 - Additional work</span>
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<p>This refers to occasional tasks that are not defined in the job descriptions for regular sanitation work and are within the cleaning reach. Employees must have sufficient time to carry out the work with the correct equipment and materials.</p>
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<h5 id="22124-deep-cleaning" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">22.1.2.4 - Deep cleaning</span>
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<p>This refers to cleaning surfaces of dirt that does not disappear during regular sanitation work additional work, cf. Article</p>
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<h5 id="22122-and-22123" class="ks-static-heading ks-static-l5 ks-static-sub">
<span class="ks-static-title">22.1.2.2 - and 22.1.2.3.</span>
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<h5 id="22125" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">22.1.2.5.</span>
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<p>Cleaning at hourly rate/shift work is when work is done according to a job or task description during agreed work hours and no increased performance is required, as in timed piecework, cf. Article 22.2. If it is not possible to complete a task according to the job or task description within the agreed work hours, with regard to normal pace of work, the employee is not obliged to complete the task. If, on the other hand, the employer demands that work be completed within the agreed working hours, but it is clear that this can only be done with an increased pace of work, as if it was timed piecework, work shall be remunerated according to the provisions of Article 22.2.3.</p>
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<h4 id="2213-cleaning-premium-valid-from-1st-august-202419" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">22.1.3 - Cleaning premium - valid from 1st August 202419</span>
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<p>During the skill analysis, and until nothing has otherwise been agreed upon, the parties agree that cleaners will be paid a cleaning bonus in the form of a special payment due to special working conditions based on the nature of the cleaners’ working environment. The agreed special payment shall be 19,500 ISK per month for full time work, and proportionally to the employment ratio. The special payment is a fixed amount in ISK added on top of the rate of pay of cleaners, but does not form a base to calculate overtime or other premium payments. The special payment will not increase during the term of the agreement.</p>
<p>22.2. Timed piecework in sanitation work, hours completed</p>
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<h4 id="2221" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">22.2.1.</span>
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<p>Piece wages shall be paid for according to the estimated number of hours in which the pace of work is set at 130 points (maximum), provided that performance is determined according to the accepted principles regarding methods analyses and time studies, cf. the Framework Agreement on Sanitation Work on page 119.</p>
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<h4 id="2222" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">22.2.2.</span>
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<p>Staff shall be provided with written work procedures along with a cleaning frequency diagram that clearly defines what is to be cleaned and to what should be paid particular attention. It shall be stated at what time of day the area is to be cleaned, how often and in how much time.</p>
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<h4 id="2223-wages" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">22.2.3 - Wages</span>
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<p>For hours completed in piecework, hourly wages shall be paid according to wage category 8 with a piecework premium. The piecework premium is 20%, of which 12% is for a pace of work at 130 (maximum) and 8% is for refreshment breaks, because employees do not take a refreshment break during working hours.</p>
<p>‘Hours completed’ means that hourly wages are based on the employee's active working hours, and therefore he/she does not take refreshment breaks during working hours. Where</p>
<p>19 Applies for all cleaning according to this chapter.</p>
<p>refreshment breaks are granted pursuant to Article 2.4.5, they shall be unpaid. For hours completed, the aim is for work to be conducted until the end of the agreed working hours.</p>
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<h4 id="2224" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">22.2.4.</span>
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<p>The premium after 05:00 PM on work days and during weekends</p>
<p>A premium is paid for work that falls outside the daytime work period:</p>
<p>33% premium on the period between 05:00 PM to 12:00 AM Monday to Friday.</p>
<p>45% premium on the period between 12:00 AM to 08:00 AM every day as well as Saturdays and Sundays.</p>
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<h4 id="2225-overtime-premium" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">22.2.5 - Overtime premium</span>
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<p>An overtime premium shall apply to work in excess of 40 hours per week, c.f. Article 1.7.1.</p>
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<h4 id="2226-holiday-premiums" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">22.2.6 - Holiday premiums</span>
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<p>An 80% overtime premium is payable for work on Maundy Thursday, Easter Monday, First Day of Summer, 1st May, Ascension Day, Whitmonday, the first Monday in August and Boxing Day. 1.7.1.</p>
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<h4 id="2227-premiums-on-major-public-holidays" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">22.2.7 - Premiums on major public holidays</span>
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<p>Work on New Year's Day, Good Friday, Easter Sunday, Whitsunday, June 17th, Christmas Eve after 12:00 PM and on Christmas Day and New Year's Day after 12:00 PM shall be paid with a major holiday premium, cf. Article 1.7.2.</p>
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<h4 id="2228-deep-cleaning" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">22.2.8 - Deep cleaning</span>
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<p>Hourly wages for deep cleaning are paid with a 45% premium on daytime wages pursuant to Article 22.2.3.</p>
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<h4 id="2229-minimum-payment" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">22.2.9 - Minimum payment</span>
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<p>Employees in timed piecework shall have the option of two-hour work involving a combination of cleaning areas.</p>
<p>Where timed piecework involves two or more cleaning areas, for each journey, 15 minutes of travel time between areas shall be paid for by means of timed piecework, provided that the employer requires that the tasks be carried out in succession. ‘In succession’ means that the second task is carried out within 1.5 hours of the first.</p>
<p>If an employee uses his own vehicle at the request of the employer, he/she is entitled to a payment based on the kilometres travelled or a payment of a fixed amount, cf. Article 3.4.3, provided that this involves a combination of tasks.</p>
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<h4 id="22210-work-procedures" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">22.2.10 - Work procedures</span>
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<h5 id="222101-work-procedure" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">22.2.10.1 - Work procedure</span>
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<p>In the written work procedures, diagrams shall clearly delineate the sanitary areas to be cleaned and with what level of emphasis. It shall be stated in the work procedures at what time of day the area is to be cleaned and how often.</p>
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<h5 id="222102-access-to-work-procedures" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">22.2.10.2 - Access to work procedures</span>
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<p>The work procedures must be present at the workplace and be accessible to employees. The work procedures should be revised immediately if there is a permanent change to the cleaning area or cleaning requirements. A union shall have access to the work procedures if it so requests. Before work begins, employees shall be well informed of the work area and working facilities and review the work procedures.</p>
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</div>
<h3 id="223-sanitation-work-at-an-hourly-rate" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">22.3 - Sanitation work at an hourly rate</span>
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<h4 id="2231-wages" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">22.3.1 - Wages</span>
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<p>Sanitation work at an hourly rate is paid according to pay grade 8.</p>
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<h4 id="2232-minimum-payment" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">22.3.2 - Minimum payment</span>
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<p>The minimum payment for hourly work is three hours.</p>
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<h4 id="2233-hourly-rate-for-deep-cleaning" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">22.3.3 - Hourly rate for deep cleaning</span>
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<p>Deep cleaning work is paid with an overtime premium.</p>
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</div>
<h3 id="224-sanitation-work-as-shift-work" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">22.4 - Sanitation work as shift work</span>
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<h4 id="2241" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">22.4.1.</span>
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<p>Sanitation work as shift work is paid according to pay grade 8.</p>
<p>The employment contract shall state if an employee is hired for shift work.</p>
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<h4 id="2242-shift-work-arrangement" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">22.4.2 - Shift work arrangement</span>
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<p>Shifts may be assigned on any day of the week. If an employee only works shifts on 5 days of the week within the hours of 05:00 PM to 08:00 AM, the working week shall only be 38 hours.</p>
<p>A shift shall be no longer than 12 hours and may be no shorter than three hours. Each shift shall be worked as a continuous whole.</p>
<p>In this agreement, shifts refer to employees’ predetermined work arrangements. The duration of shifts shall be indicated in the shift schedule and take into account, among other things, the beginning and end of a shift.</p>
<p>An employee hired on a part-time basis receives an hourly wage for work in excess of his/her employment rate, daytime work during daytime hours, overtime outside of daytime hours and on contractual holidays, and a major public holiday wage for work on major public holidays.</p>
<p>A full-time employee is paid overtime for work beyond that specified in the roster.</p>
<p>Shift schedule</p>
<p>Introduction of shifts pursuant to Article 22.4.2 shall be announced one week in advance. Shifts shall be decided as a general rule for four weeks at a time, and their discontinuation shall be announced at least one week in advance. The roster shall be placed so as to be readily accessible to employees one week before the work governed by it starts. When drawing up a roster, care should be taken as much as possible to ensure that work during peak hours is divided as evenly as possible between staff.</p>
<p>However, where operations are based to a significant extent on short-term staffing, shifts may be decided for shorter periods of not less than two weeks at a time, provided that the majority of employees agree to such an arrangement.</p>
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<h4 id="2243-shift-premium" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">22.4.3 - Shift premium</span>
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<p>A premium is payable for that portion of a 40-hour average week of shift work that falls outside of the daytime working period:</p>
<p>33% premium on the period between 05:00 PM to 12:00 AM Monday to Friday.</p>
<p>45% premium on the period between 12:00 AM to 08:00 AM every day as well as Saturdays and Sundays.</p>
<p>55% premium on the period between 12:00 AM to 08:00 AM every day, as well as Saturdays and Sundays, however, shall be paid in state, municipal and non-profit institutions.</p>
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<h4 id="2244-holiday-premiums" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">22.4.4 - Holiday premiums</span>
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<p>A 45% or 55% premium shall be paid for work on Maundy Thursday, Easter Monday, First Day of Summer, 1st May, Ascension Day, Whitmonday, the first Monday in August and Boxing Day, c.f. Article 22.4.3.</p>
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<h4 id="2245-premiums-on-major-public-holidays" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">22.4.5 - Premiums on major public holidays</span>
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<p>Work on New Year's Day, Good Friday, Easter Sunday, Whitsunday, June 17th, Christmas Eve after 12:00 PM and on Christmas Day and New Year's Day after 12:00 PM is paid with a 90% premium.</p>
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<h4 id="2246-overtime-rates" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">22.4.6 - Overtime rates</span>
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<p>For work in excess of 40 hours (38 hours if daily working hours fall between the hours of 05:00 PM and 08:00 AM) on average of shift work per week, overtime rates shall apply.</p>
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<h4 id="2247-winter-holidays-for-work-on-public-holidays" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">22.4.7 - Winter holidays for work on public holidays</span>
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<p>Shift workers accrue 12 winter holiday days per working year for holidays and other special days that fall on Mondays to Fridays, c.f. Article 2.3.1. and 2.3.2.</p>
<p>If the workplace is closed on the aforementioned days or free time is granted, the corresponding number of days is subtracted from extra days off, unless the employee has accrued shift days off. The employer shall inform employees of the granting of time off with at least one month’s notice.</p>
<p>Winter holidays shall be granted during the period from 1st October to 1st May. Winter holiday accrual is based on the period from October to October.</p>
<p>By agreement between a company and his/her employee, the employee may receive payment in lieu of the days off in question. Payment is based on 8 hours of full-time daytime work per day off. Winter holidays for employees shall be settled upon end of employment.</p>
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<h4 id="2248-refreshment-breaks" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">22.4.8 - Refreshment breaks</span>
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<p>Employees are entitled to 5 minutes of refreshment break time for every hour worked and break time shall be scheduled according to agreement between employees and management.</p>
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<h4 id="2249-hourly-rate-for-deep-cleaning" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">22.4.9 - Hourly rate for deep cleaning</span>
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<p>Deep cleaning work is paid with an overtime premium.</p>
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</div>
<h3 id="225-measurement-by-square-metres-5-days-a-week" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">22.5 - Measurement by square metres 5 days a week</span>
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<h4 id="2251-wages" class="ks-static-heading ks-static-l4 ks-static-sub">
<span class="ks-static-title">22.5.1 - Wages</span>
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</h4>
<h4 id="122024-112025-112026-112027" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">1.2.2024 1.1.2025 1.1.2026 1.1.2027</span>
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<p>Floor cleaning m2 p.mo. 563 kr. 582 kr. 603 kr. 624 kr. Gymnasiums and Equipment room2 p.mo. 488 kr. 505 kr. 523 kr. 541 kr. Toilets m2 p.mo. 632 kr. 654 kr. 677 kr. 701 kr.</p>
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<h4 id="2252" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">22.5.2.</span>
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<p>Wage rates according to square metre for cleaning jobs shall be based on a five-day work week. Sanitation work according to square metre carried out on Saturdays, Sundays, extra days off and public holidays shall be paid with overtime wages.</p>
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<h4 id="2253-december-bonus-and-holiday-bonus" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">22.5.3 - December bonus and holiday bonus</span>
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<p>The December bonus and holiday bonus for cleaning staff who are paid according to square metre are determined by converting the income to daytime work hours as follows:</p>
<p>Daytime work hours = annual income x 0.8372 the lower piecework rate Protocol on the sunset of work measured by square meter Work measured by square meter stays in force for those who work according to it today. After the agreement has been signed, new employees will not be recruited into this system. From 31st January 2028, work measured by square meter will be revoked from the collective agreement.</p>
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</div>
<h3 id="226-general-provisions" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">22.6 - General provisions</span>
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<h4 id="2261-division" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">22.6.1 - Division</span>
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<p>The measurement of sanitation work is based on 21.67 weekdays per month and 4.33 weeks per month.</p>
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<h4 id="2262-emergency-call-outs" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">22.6.2 - Emergency call-outs</span>
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<p>If a call-out is made for sanitation work specifically, a minimum of four hours shall be paid according to the general rate and seniority level of the employee concerned.</p>
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<h4 id="2263-protective-clothing" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">22.6.3 - Protective clothing</span>
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<p>The employer shall provide cleaning staff with the required protective clothing, including shoes and gloves, and they shall be the property of the employer. If they are inadequate, a special clothing contribution shall be paid of ISK 17.16 per hour (as of 1.2.2024).</p>
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<h4 id="2264-rights-of-temporary-cleaning-staff" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">22.6.4 - Rights of temporary cleaning staff</span>
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<p>A. After one month of continuous work, two days of sick leave entitlement.</p>
<p>B. The seniority of temporary employees performing hourly wages increases according to time worked cumulatively (days, months, and years) even if this is not continuous.</p>
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<h4 id="2265-waiting-time" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">22.6.5 - Waiting time</span>
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<p>If sanitation work at the premises cannot be started during the usual period due to workplace conditions or the time specified in the work procedures and the employee is not notified before arriving at the workplace, the employee shall be paid according to the rate in question while waiting at the workplace. The employee is responsible for passing information regarding the length and reason for the waiting time to his/her supervisor as soon as possible.</p>
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<h4 id="2266-item-washing" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">22.6.6 - Item washing</span>
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<p>Employees who wash, for example, towels or other similar items outside the workplace shall be paid for such.</p>
<p>Attachment to chapter 22.2 on timed piecework</p>
<p>Timed piecework in sanitation work – dispute resolution procedure</p>
<p>In the event of a dispute regarding the measurement of time spent performing sanitation work pursuant to Chapter 22 of the collective wage agreement, the employer is responsible for ensuring that the following procedures shall be followed:</p>
<p class="ks-pdf-li">1. The employer and the employee jointly review the cleaning area and examine the following factors, taking into account the 130 working pace:</p>
<p class="ks-pdf-li">a) Is there a written work procedure and does it meet the provisions of the collective wage agreement? Is the work procedure consistent with the tasks assigned to the employee?</p>
<p class="ks-pdf-li">b) Is the estimated work time in the work procedure in accordance with the employee's agreed working hours pursuant to the employment contract?</p>
<p class="ks-pdf-li">c) Does the employee follow the work procedure?</p>
<p class="ks-pdf-li">d) Does the employee perform other tasks not specified in the work procedure?</p>
<p class="ks-pdf-li">e) Is the quality of work in accordance with the work procedure?</p>
<p class="ks-pdf-li">f) Does the employee have all the equipment and materials most suitable for sanitation work in the area in question?</p>
<p class="ks-pdf-li">g) Has the employee received instructions on the use of equipment and materials?</p>
<p class="ks-pdf-li">h) Has the employee mastered the most appropriate working methods for the cleaning area in question?</p>
<p class="ks-pdf-li">i) Are the conditions at the workplace unusual, for example, due to ongoing projects or other temporary circumstances which may affect the required working time?</p>
<p class="ks-pdf-li">j) Are the assumptions for time measurement consistent with the type of premises and its accessibility?</p>
<p class="ks-pdf-li">k) Other consequential matters, such as whether there have been complaints from the customer, seasonal differences in contaminants, absences of colleagues leading to increased workload for the employee, etc.</p>
<p>The employer shall make a memorandum stating its and the employee's position on the above factors and deliver a copy to the employee. If the employer and employee reach a joint conclusion regarding a change or no change to the time measurement, said conclusion is recorded in the memorandum.</p>
<p>If the employer does not respond to an employee's request for negotiations or fails to deliver a memo within two weeks of the request for negotiations, the employee can refer the dispute to his/her union.</p>
<p class="ks-pdf-li">2. If the proceedings pursuant to Paragraph 1 do not lead to the resolution of the dispute, the employee may request that his/her union be involved in the resolution of the dispute. The proceedings pursuant to Paragraph 1 are then repeated with the participation of the spokesperson of the union. If a union chooses to carry out a time measurement, the employer shall provide a diagram of the cleaning area stating the surface area of spaces, the work procedures and other factors relevant to the time measurement. The union shall submit its time measurement to the employer along with the basis on which it was calculated.</p>
<p class="ks-pdf-li">3. If an agreement cannot be reached through a union, it can refer the dispute to a consultative committee of SA and Efling. The committee shall be composed of one spokesperson from SA, one from the employer concerned and two from Efling.</p>
<p>The role of the committee is to resolve disputes between the parties and may, to this end, request documents from the employer concerned and the trade union.</p>
<p>Any joint decision of the consultative committee shall be binding on the parties. If the committee fails to reach a unanimous decision, it will seek an impartial professional with knowledge and experience in time measurements in sanitation work to perform a time measurement. The proceedings involving the final resolution of a case are then as follows:</p>
<p class="ks-pdf-li">a) the professional concerned shall be approved by both bodies; b) the professional concerned shall have recognised time standards that are regularly updated and may also carry out time measurements at the worksite if requested; c) the professional concerned shall measure the time for the work by recording it in a time standard according to the available data and shall provide the estimated time accordingly; d) the cost of the time measurement by the professional shall be equally borne by the employer concerned and the trade union that referred the matter to the committee; e) where a decision pursuant to point (c) is not acceptable to a party to the case (margin 5%), said party can require that a time measurement of the work be carried out at the worksite by the same professional; f) the cost of a time measurement by a professional pursuant to point (e) is entirely borne by the party that requested said measurement. Protocol for job skill analysis in cleaning service</p>
<p>In a rapidly changing labour market, it is important that job skills are visible and validated. Jobs in the cleaning service have changed considerably and the parties to the agreement agree on the importance of job skill analysis taking place in the cleaning sector.</p>
<p>Skill analysis is beneficial for employees and it strengthens the competitiveness of companies, providing benefits for both employees and companies. Skill analysis involves preparing job profiles for cleaning jobs in consultation with the Education and Training Service Centre (FA), where job skill criteria are analysed using skill analysis, assessment lists are developed for the jobs and subsequently skills are confirmed through the issuance of professional certification.</p>
<p>During the skill analysis, and while the parties to the agreement have not reached a different agreement, cleaning service will be put into wage category 8 in Eflings’ wage table.</p>
<p>Protocol on tender procedures in the cleaning sector:</p>
<p>The Confederation of Icelandic Enterprise, on behalf of companies in the cleaning sector, and Efling Trade Union and the Federation of General and Special Workers (SGS), declare the following:</p>
<p>Call for tenders in the cleaning service sector are a large and ever growing part in the activities of companies and employees in the cleaning service sector. When public entities and big companies call for tenders, they are aimed at accepting the lowest tender. Most of the calls for tenders also do not include any cost estimate. This approach to tendering procedures of services as important as cleaning services is contrary to the common objective of procurement of services for a fair price. The above parties agree that this tendering procedure is unfair in respect of the working conditions of cleaners and is contrary to the interests of companies in the sector.</p>
<p>The parties have agreed to set up a working group tasked with analysing the current circumstances of tendering procedures in the cleaning sector, formulating preferred tendering procedures and holding meetings with the main agents for tenders to ensure that calls for tenders take greater account of skills and quality.</p>
<p>The working group shall be composed of two members from each party and shall have completed creating the preferred tendering procedures no later then by 1st October 2024. Meetings with main agents for tenders shall have been held no later then by 1st December 2024. When this work has been finished, the parties shall decide how the conclusions of the group are to be presented and published. Summary of the framework agreement between VMSÍ on one hand and VSÍ, VMS, the Minister of Finance on behalf of the State and the City of Reykjavík on the other hand on cleaning work</p>
<p class="ks-pdf-li">1. Performance</p>
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<h3 id="11-work-pace" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">1.1 - Work pace</span>
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<p>The work pace is the measured speed of work as defined by the International Labour Organisation.</p>
<p>Standard performance is the performance delivered on average by qualified employees during a working day or shift without overexerting themselves, provided that they know and follow a particular working method and are interested in putting effort into the work.</p>
<p>Such performance is considered to give 100 points according to the standardized assessment and performance scale.</p>
<p>Other work paces are referred to in the definitions from the International Labour Organisation, cf. Attachment I.</p>
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<h3 id="12-calculation-of-cleaning-time" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">1.2 - Calculation of cleaning time.</span>
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<p>Time units (standard hours) can be taken as the basis when calculating cleaning time. When time units are used for each project according to the work procedures, they shall be in accordance with a specific working pace agreed upon by the agreeing parties pursuant to Article 4.1 and Chapter</p>
<p class="ks-pdf-li">6. Guidance on the preparation for and conduct of methods analyses, cf. Schedule I.</p>
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<h3 id="13-calculation-of-performance" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">1.3 - Calculation of performance</span>
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<p>The basic unit for the calculation of cleaning performance is cleaned square metres of floor per unit of time (m2/h). This includes all cleaning in the cleaning area according to the work procedures.</p>
<p>EXAMPLE:</p>
<p>a. The floor area in the area is 600 m2. It is entirely cleaned 3 days a week and the time for the work on each of these 3 days is Y hours.</p>
<p>The performance for this area is 600/Y = X m2 per hour.</p>
<p>b. The floor area in the area is 655 m2, 450 m2 is cleaned on 5 days a week, while 205 m2 is cleaned on 3 days a week. The total time for the area is Y hours.</p>
<p>The performance for this area is ((450x5)+(205x3))/Y = X m2 per hour.</p>
<p>Attachment I</p>
<p>Table 17. Examples of different working speeds according to the main measures.</p>
<p>Scales Description Comparable walking speed.21</p>
<p>60-80 75-100 100-133 0-100 (km/h) standard</p>
<p>0 0 0 0 No work taking place.</p>
<p>40 50 6 50 The employee is very slow and clumsy and fumbles in his/her movements; seems half-asleep and disinterested about the work.</p>
<p>3.2</p>
<p>60 75 100 75 Works continually, but is slow and obviously not engaged in piecework, but is subject to normal supervision. Appears to work slowly, but does not waste time intentionally while he/she is being observed.</p>
<p>4.8</p>
<p>80 100 133 100 Standard speed)</p>
<p>An energetic employee who delivers good work, such as a regular skilled employee engaged in piecework. Satisfactory quality standard and meticulousness.</p>
<p>6.4</p>
<p>100 125 167 125 Works very quickly. Safe dexterity and coordination of movements are far in advance of those employees who have received conventional training.</p>
<p>8.0 21 An employee is assumed to be average in height and physique, walking in a straight line on a horizontal, flat and even surface without obstacles and without carrying a load.</p>
<p>120 150 200 150 Works exceptionally fast and with enthusiasm and focus that are not likely to be sustainable. Excellent job results that only a few employees attain.</p>
<p>9.6</p>
<p>Attachment II</p>
<p>Paid time for the cleaning area based on units of time (standard hours) is calculated using whole hours or a fraction thereof rounded to the nearest quarter of an hour. If the total time for a cleaning area is 5 minutes higher than that of the previous quarter of an hour, it is raised upwards, but if it is lower, the next quarter of an hour is reduced.</p>
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<h2 id="on-security-guards" class="ks-accordion-header ks-chapter-accordion" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">Kafli 23 - on security guards</span>
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<span class="ks-accordion-title">23.1 - Scope of application</span>
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<span class="ks-accordion-title">23.1.1</span>
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<p>This Chapter governs the daytime and nighttime monitoring in companies and institutions and covers all types of surveillance work.</p>
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<h3 id="232-wages-and-premiums" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">23.2 - Wages and premiums</span>
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<span class="ks-accordion-title">23.2.1 - Wages</span>
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<p>Wage bracket Security staff on ships 4 Static guarding 6 Mobile patrol (patrol in more than one area) 7 Transporting of valuables and central station 10</p>
<p>When assessing length of service, reasonable consideration shall be taken of experience in other work useful in watchkeeping duties.</p>
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<span class="ks-accordion-title">23.2.2.</span>
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<p>Security guards shall, in addition to their general surveillance duties, engage in telephone monitoring, meter reading on regular patrols and other related duties. Other duties and unrelated duties shall be subject to agreement between the employee and the employer and shall be paid for separately if their extent warrants such.</p>
<p>Static guarding, mobile patrol and transporting of valuables are governed by employers' job descriptions.</p>
<p>Security guards who are alone on duty shall be provided with safety equipment, namely alarm buttons, pagers, or telephones, at work if circumstances require such.</p>
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<h4 id="2323" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">23.2.3.</span>
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<p>Shift work outside the period 08:00 – 17:00 from Monday to Friday is paid with a shift premium. For work done in the period 17:00 – 24:00 from Monday to Friday, a 33% premium is paid on the daytime wages. For work done in the period 24:00 – 8:00, as well as on Saturdays and Sundays, a 45% premium is paid on the daytime wages.</p>
<p>In addition, a premium may be paid to security staff on ships as follows:</p>
<p>The premium for shifts that occupy 24 hours a day, 7 days a week shall be 33%.</p>
<p>If there are only shifts occupying the period from 04:00 PM to 08:00 AM as well as on Saturdays and Sundays, a matching premium of 42% shall be paid for each hour worked.</p>
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<h4 id="2324" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">23.2.4.</span>
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<p>Hourly wages for daytime work are obtained by dividing the monthly wages by 173.33.</p>
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<span class="ks-accordion-title">23.2.5.</span>
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<p>Overtime is payable with a premium corresponding to 80% of the hourly wage for daytime work, which is 1.0385% of the monthly wages for daytime work.</p>
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<span class="ks-accordion-title">23.2.6.</span>
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<p>Shifts taken on by employees beyond the roster, equivalent to 173.33 hours per month, are paid as overtime.</p>
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<span class="ks-accordion-title">23.2.7.</span>
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<p>Work on major public holidays is paid a major public holiday premium.</p>
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<h3 id="233-on-working-hours-and-shifts" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">23.3 - On working hours and shifts</span>
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<span class="ks-accordion-title">23.3.1.</span>
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<p>The fixed wages of each full-time security guard pursuant to this Agreement correspond to 173.33 hours per month.</p>
<p>The roster shall normally be based on the above working hours. In no case may shifts exceed 12 hours unless specifically agreed with employees. The roster shall be arranged all at once two months in advance and shall be available at least eight days in advance. The roster shall give each employee’s shifts as well as their fixed working hours during the shift period. Changes to regular shifts shall only be made after consultation with the staff and with at least 8 days’ notice.</p>
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<span class="ks-accordion-title">23.3.2.</span>
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<p>Security guards shall have half an hour of mealtimes during each shift, and this shall be counted as working time. In addition, each shift shall include one 15-minute coffee break or two for 12-hour shifts or longer. Coffee breaks are considered working hours. The circumstances on each occasion shall be considered when taking meal and coffee breaks.</p>
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<h4 id="2333-work-during-major-public-holidays-includes" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">23.3.3 - Work during major public holidays includes:</span>
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<p class="ks-pdf-li">1. New Year's Day. 2. Good Friday. 3. Easter Sunday. 4. Whitsunday. 5. 17th June 6. Christmas Day. 7. Christmas Eve after 12:00 PM. 8. New Year's Eve after 12:00 PM.</p>
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<h4 id="2334" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">23.3.4.</span>
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<p>When an employee is called out to work outside working hours according to the roster, the payment for the call-out shall be for the time spent on duty but not less than four hours, provided that this is two hours or more since the end of a shift or before a start of a shift. Otherwise, the security guard shall retain the wages as if it had been a continuous period.</p>
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<h3 id="234-on-additional-days-off" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">23.4 - On additional days off</span>
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<h4 id="2341" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">23.4.1.</span>
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<p>Security guards who have worked shifts on all days of the year shall, on a full-time basis, be given 5 days off (40 working hours) in place of the days off worked, other than Sundays and major public holidays. For this purpose, Monday to Friday shall be counted as weekdays. In this case, the year shall be counted from 1st October.</p>
<p>Additional time off shall be granted during winter and by agreement between employers and the security guard.</p>
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<h3 id="235-on-dining-facilities" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">23.5 - On dining facilities</span>
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<h4 id="2351" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">23.5.1.</span>
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<p>Dining facilities shall be available in the company cafeteria or wherever else possible. All necessary appliances such as tableware, a refrigerator and a microwave shall be present.</p>
<p>They shall be maintained by employees who enjoy better pay conditions.</p>
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<h3 id="236-clothing" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">23.6 - Clothing</span>
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<h4 id="2361-protective-clothing-must-be-provided-for-employees-where" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">23.6.1 - Protective clothing must be provided for employees where</span>
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<p>outdoor surveillance is carried out. The clothing must be clean and undamaged upon delivery. The clothing is the property of the employer.</p>
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<h3 id="237-on-travel" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">23.7 - On travel</span>
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<h4 id="2371" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">23.7.1.</span>
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<p>22The transportation line in the union area of Efling is demarcated by the Reykjavík Municipal Bus Service route network with the exception of Kjalarnes, and by the bus route network through Kópavogur in the Efling union area, and security guards must report to work on their own time and independently within the above limits. It is assumed that bus journeys are such that the distance from the closest stop to the workplace is not longer than is considered normal in the general bus network.</p>
<p>22 Does not apply to the Efling union area east of Hellisheiði, which was previously covered by Boðinn</p>
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<h3 id="238-job-training" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">23.8 - Job training</span>
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<h4 id="2381-permanent-employees-shall-receive-vocational-training-and" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">23.8.1 - Permanent employees shall receive vocational training and</span>
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<p>courses such as in fire safety and first aid.</p>
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<h3 id="239-temporary-security-staff-on-ships" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">23.9 - Temporary security staff on ships</span>
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<h4 id="2391" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">23.9.1.</span>
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<p>Security guards employed for surveillance on board ships on a single night basis shall be paid 17 daytime work units for every 12-hour shift during the period from 08:00 PM to 08:00 AM.</p>
<p>Salary calculation (1 week): 8 x 5 (hours daily) = 40.0 4 x 5 x 1.8 (hours overtime work) = 36.0 12 x 2 x 1,8 (hours holiday work) = 43.2 Total 119.2 daytime work units. Each shift 119.2: 7 = 17.0 = daytime work units.</p>
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<h4 id="2392" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">23.9.2.</span>
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<p>For the 7th shift, a 60% premium is paid on top of the shift wage.</p>
<h5 id="23921" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">23.9.2.1.</span>
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<p>For night monitoring on major public holidays, an 80% premium is paid on top of the shift wage.</p>
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</div>
<h3 id="2310-agreement" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">23.10 - Agreement</span>
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<p>It is the common position of the Parties that the work activities of security guards have great special status and as such are sensitive to labour disputes. The following provisions shall apply to work stoppages, strikes and lockouts, and shall remain in force notwithstanding the expiry of the collective wage agreement between the parties, prior to termination or pursuant to their provisions, until a new agreement has been concluded.</p>
<p>In the event of work stoppage, strikes or lockouts, the Act on Trade Unions and Labour Disputes 80/1938 shall be complied with. A work stoppage shall be implemented, however, such that the safety of the company and the valuables supervised by the security guard is jeopardized as little as possible.</p>
<p>To this end, in the event of a work stoppage, the union will grant the companies concerned permission for the manpower needed to maintain a minimum level of security.</p>
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<h2 id="handling-of-disputes" class="ks-accordion-header ks-chapter-accordion" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">Kafli 24 - Handling of Disputes</span>
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<h3 id="241-disputes" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">24.1 - Disputes</span>
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<h4 id="2411" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">24.1.1.</span>
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<p>In the event of a dispute between the agreeing parties, the party that believes it has been treated unfairly shall submit a complaint to the board of the other party. They shall investigate the matters in dispute and settle them if possible. If the boards of both parties disagree on the final resolution of the dispute within two days of the complaint being submitted, the matter should be referred to a conciliation committee organised such that each party appoints one member and an alternate and the chief judge in Reykjavik appoints the third, and these three persons shall then try to settle the dispute. The committee must complete its work within two days of the appointment of the third member.</p>
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<h4 id="2412" class="ks-accordion-header ks-sub-accordion collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">24.1.2.</span>
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<p>In cases of disputes concerning wages and conditions or any comparable dispute between employees and employers that may arise during the Agreement period, either party to the Agreement is permitted to refer to proceedings with cross- industry organisations before entering into social action or court proceedings.</p>
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<h2 id="conditions-for-agreement" class="ks-accordion-header ks-chapter-accordion" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">Kafli 25 - Conditions for Agreement</span>
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<span class="ks-accordion-title">25.1.</span>
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<p>Introduction – main content The main objective of this agreement is to contribute to reducing inflation and lowering interest rates, which are of great interest to households and businesses. Furthermore, the aim of the agreement is to increase the purchasing power of workers, create predictability in the economy, reduce inflationary expectations and strengthen the competitiveness of the Icelandic economy. This agreement also provides for a productivity growth premium to all workers, based on measured productivity, and for wage rate increases on the wage rates in the collective agreements.</p>
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<span class="ks-accordion-title">25.2 - Conditions for agreement</span>
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<p>To strengthen the criteria and objectives of the collective wage agreements, a special wage and conditions committee will take up work immediately. The committee shall consist of four representatives nominated by SA and four representatives nominated by the negotiations committees of the member associations of ASÍ that jointly negotiated the conditions of the agreement. The task of the committee shall be to monitor the progress of economic factors that may affect the objectives of the agreement, to formally assess the criteria of the collective agreement and, where appropriate, to negotiate responses to a breach of conditions that will strengthen the criteria of the agreement and help it remain in force. The formal assessment of the conditions for agreement will take place in September 2025 and September 2026. A position on the following conditions shall be taken in September 2025:</p>
<p class="ks-pdf-li">a) It is a condition that the 12-month inflation rate in August 2025 will not exceed 4.95%. However, this condition on pricing levels is considered to be fulfilled if inflation in the 6-month period from March to August 2025 will be 4.7% or lower based on the annual rate.</p>
<p class="ks-pdf-li">b) It is a condition that the legislative amendments promised and set out in the Government's declaration dated: 7th March 2024, have been achieved. A position on the following conditions shall be taken in September 2026: It is a condition that the 12-month inflation in August 2026 will not exceed 4.7%. However, this condition on pricing levels is considered to be fulfilled if inflation in the 6-month period from March to August 2026 will be 4.4% or lower based on the annual rate. Response to breach of conditions The wage and conditions committee shall, in deciding how to respond to deviations from contractual objectives, look at developments in economic indicators during the period of the agreement. The response should have a positive impact on the progress of the targets set by the Contracting Parties on reducing inflation, inflationary expectations, lowering key interest rates, improving workers' circumstances and improving the competitiveness of the Icelandic economy. The Committee shall evaluate the state of the economy in a comprehensive way. The Committee may decide that wage rate increases in accordance with this Agreement may be replaced by another equally valuable response better suited to the circumstances at any given time. If there is no agreement on a response to a breach of conditions, the party that does not wish for the agreement to remain in force shall notify of the following: For review in September 2025. Before 16:00 hrs. on 8th October 2025 and the agreement expires on 31st October 2025. For review in September 2026. Before 16:00 hrs. on 8th October 2026 and the agreement expires on 31st October 2026. Wage rate increases If the collective agreements remain in force, the Wage and Conditions Committee shall, in March 2025, 2026 and 2027, rule on a special wage rate increase, if Statistics Iceland's wage index for the general labour market shows that wages have increased more than the lowest wage rate. The relative increase of that index shall be compared to the relative increase of wage bracket no. 4 in the collective wage agreements of SGS/Efling during the same period. The wage rate increase is calculated as the full percentage of the excess increase of the above-mentioned wage rate, and all minimum wage rates of the parties' collective agreements increase by that percentage as of 1st April each year.</p>
<p class="ks-pdf-li">a) In March 2025, the wage increase and the development of the wage index in the period November 2023 – November 2024 are to be considered.</p>
<p class="ks-pdf-li">b) In March 2026, the wage increase and the development of the wage index in the period November 2024 – November 2025 are to be considered.</p>
<p class="ks-pdf-li">c) In March 2027, the wage increase and the development of the wage index in the period November 2025 – November 2026 are to be considered. In the event of a simultaneous payment of the productivity growth premium and a wage rate increase according to this collective agreement, the minimum wage rates in collective agreements shall get the raise that is higher each time. Productivity growth premium If productivity increases by more than 2% in 2025 and 2026, workers will get a share of this value increase in the form of a special productivity growth premium, subject to the fulfilment of certain criteria.</p>
<p>Productivity growth premium and payments for the premium are explained in more detail in an attachment to this agreement.</p>
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<h2 id="on-duration-termination-period-etc" class="ks-accordion-header ks-chapter-accordion" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">Kafli 26 - On duration, termination period, etc.</span>
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<h3 id="261-effects-of-the-agreement-on-the-terms-of-employment" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">26.1 - Effects of the Agreement on the terms of employment</span>
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<span class="ks-accordion-title">26.1.1.</span>
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<p>The parties agree that this Agreement and the accompanying declarations completely replace the previously applicable terms of remuneration and conditions.</p>
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<span class="ks-accordion-title">26.1.2.</span>
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<p>The Agreement shall not have the effect of increasing or decreasing the remuneration or conditions of persons receiving higher wages and conditions than those provided for in this Agreement, aside from general pay raises pursuant to Chapter I of this Agreement.</p>
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<h3 id="262-duration" class="ks-accordion-header collapsed" onclick="ksToggleBokun(this)">
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<span class="ks-accordion-title">26.2 - Duration</span>
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<p>This agreement shall be in effect from 1st February, 2024 to 1stFebruary, 2028 and shall thereafter expire without being specifically terminated.</p>
<p>Reykjavik,7th March, 2024.</p>
<p>Protocols, declarations, agreements and attachments</p>
<p>Protocol on Job Titles</p>
<p>The collective agreement incorporates new job titles and wage category rankings for certain jobs in Chapter 1, or the job titles are arranged in a special section of the main collective agreement or special agreements between Efling and SA. This does not entail a change to the fact that unions other than Efling have negotiating rights and contractual provisions for these jobs. [2024]</p>
<p>Protocol on the review of food allowance per diem payments</p>
<p>Food allowance varies between chapters in the main collective agreement of Efling and the criteria, definitions and terms vary in different ways. When updating collective agreements, the parties will coordinate rules on payment. [2024]</p>
<p>Protocol on a new skills based pay scheme</p>
<p>The parties agree to establish a group (two representatives from SA and two from Efling) that hold meetings at least four times a year to follow up on the action plan and assess the status of the project regularly in collaboration with the Education and Training Service Centre (FA).</p>
<p>Plan of Action</p>
<p>The parties agree to increase the number of job profiles in consultation with the Education and Training Service Centre (FA), where job skill criteria are analysed using skill analysis, assessment lists are developed for the jobs and subsequently skills are confirmed through the issuance of professional certification.</p>
<p>The parties agree on the preparation of promotional material and guidance for companies and employees on the new skills based pay scheme. The parties work jointly on the preparation of the promotional material in collaboration with the Education and Training Service Centre (FA). [2024]</p>
<p>Protocol on the Effects of negative prescription</p>
<p>If an employee's terms and conditions, comprehensively assessed, are lesser than the minimum terms and conditions according to the collective agreement, their demand for correction, if it occurs during the period of employment or within 6 months after the termination of employment, shall not lapse due to negative prescription, but lapse according to the general rules. [2024]</p>
<p>Protocol on interpretation services In line with the increased number of foreign employees on the Icelandic labour market, the agreeing parties shall cooperate in defining the need for interpretation services and, where appropriate, prepare guidelines for companies on the matter. [2019]</p>
<p>Protocol on the protection of those performing commissions of trust for labour unions Agreeing parties agree that employees who perform commissions of trust for their labour union by sitting on the board, negotiating committee or council of representatives, and are in communication with their employer for their work as a representative, shall not be placed at a disadvantage due to their work as a representative cf. Article 4 of the Act on Trade Unions and Industrial Disputes No. 80/1938. [2019]</p>
<p>Protocol on rental property in connection with an employment contract When an employer rents out accommodation to an employee in connection with employment, the provisions of Rent Act No. 36/1994 apply to the conclusion and content of leases.</p>
<p>A rental contract under the Rent Act shall be in writing and meet the requirements of Chapter II of the Rent Act, including on the rental cost, whether the contract is temporary or indefinite and what services are included in the rent.</p>
<p>This shall aim to ensure that employees do not pay higher rent than is generally the case and that the rental cost is fair and reasonable for both parties. In assessing whether the rental cost is fair and reasonable, the size, location and condition of the property shall be taken into account as well as the rental cost according to registered rental contracts in the same area.</p>
<p>Accommodation shall be intended for residence and meet the requirements regarding facilities and health and safety.</p>
<p>In the event of an agreement whereby an employee does not pay rent for housing, the employee’s wages must nevertheless be no lower than the minimum stated in the collective agreement pursuant to Article 1 of Act No. 55/1980.</p>
<p>This provision applies while the employee is on the payroll of the respective employer. [2019] Protocol on competency assessment Parties agree on the importance of the workplace as a place of learning. The developments and challenges in work in the near future, incl. those of the Fourth Industrial Revolution, further increase the importance of this fact. The economic sector and wage earners must work in unison to be able to meet these changes and thus strengthen the nation’s competitiveness and social stability. Evaluating the skills, experience and informal learning that an employee acquires in the workplace is an important vested interest issue, as it strengthens the position of those working in the labour market, the professional classes, companies and the nation in general in terms of knowledge level and progress.</p>
<p>Purposeful development and cultivation of competency assessment is a fundamental prerequisite for achieving these objectives, and the parties agree to place a strong emphasis on developing competency assessment during the term of the agreement. This applies to competency assessment at work as well as learning in the formal educational system.</p>
<p>Assessing competency can be an impetus for people in the labour market of various sectors to develop professionally, complete formal education and to further advance their competency [2019].</p>
<p>Protocol on pay schemes The agreeing parties aim to implement a new pay scheme as a part of the collective agreement. Its main objective is for decisions on wages within companies to be objective and flexible. The pay scheme will be an option for implementation at workplaces as an authorised exception under Chapter 5 of the collective agreements. The provisions of Chapter 5 apply in all respects to the adoption of a new pay scheme in companies. The relevant labour union or labour unions must ensure that agreed exceptions and remuneration for them, evaluated as a whole, comply with the provisions of law and the collectives agreements on minimum wages and terms of employment, cf. the provisions thereof in Chapter 5.</p>
<p class="ks-pdf-li">1. Basis</p>
<p>It is the common understanding of the agreeing parties that the efficient operation of companies is a prerequisite for good terms of employment for employees and reasonable working hours. Continuous reforms contributing to increased productivity and efficiency ensure companies’ operation and competitiveness. One aspect of competitiveness is that companies’ wage setting relates to measurable performance factors in a pay scheme developed in cooperation between parties of the collective agreement.</p>
<p class="ks-pdf-li">2. Objectives</p>
<p>The aim of a new pay scheme is to objectively categorize jobs, increase the number of factors considered when setting wages for jobs and to provide clear criteria for wage setting and wage development of individual employees. With the new wage system, employees and employers have a powerful tool for promoting increased education and professional development, transparency and job satisfaction. At the same time, there will be clearer incentives for employees to develop professionally.</p>
<p>Successful development and implementation of a new pay scheme can contribute to increased vocational training and professional development as well as transparency in the wage structure. This involves purposefully defining how the assessment of jobs, roles, skills, responsibility and performance creates a foundation for wage setting and additional benefits for employees and companies.</p>
<p>The Act on the Equal States and Rights of Women and Men No. 10/2008 requires that the pay scheme and wage setting of companies of 25 employees or more are based on objective and transparent metrics. In accordance with the Act, companies shall implement an equal pay standard during the 2019-2022 period and a new pay scheme will facilitate that implementation. It is preferred that smaller companies base their pay scheme upon comparable criteria.</p>
<p class="ks-pdf-li">3. The project</p>
<p>The project consists in developing a simple and accessible pay scheme that relies on few but clear factors that can be used by companies of all sizes and types. In order to base the pay scheme on appropriate metrics, it must reflect companies’ varying needs. The pay scheme thus does not include a definitive definition of metrics or weighting of individual factors, but rather serves as a framework that staff and management can jointly develop and adapt to the needs of each workplace according to the authority vested in the collective agreements.</p>
<p>The new pay scheme is intended to support and parallel other developments in the labour market and in the education system. Among other things, this applies to competency assessments at work and the implementation of an equal pay certification. Further development of the system and the definition of criteria will take into account, among other things, the Icelandic Qualification Framework. The starting point is to create a basis for wage setting according to the nature of the job and the employee’s qualifications regardless of job title, which will not be a part of this system.</p>
<p>The system is based on five main factors, each of which contains more detailed criteria. The factors relate to both the job and the individual. On the basis of these factors and the criteria within them, a foundation is created for wage setting and the factors and criteria within each factor. The categories and examples of possible stages in each category are:</p>
<p>Job-related factors</p>
<p>• Role. The criteria within these factors include e.g. the nature of work and position in the workplace, task management, supervision of training and the reception of new employees. • Responsibility. Responsibility for projects, people, machines, devices, etc. • Independence. A requirement for autonomy in work, which may relate to the job as a whole or individual aspects.</p>
<p>Individual factors</p>
<p>• Experience and knowledge. Additional knowledge, experience and training that is of use in the job. General competence factors such as communication skills, initiative and flexibility. • General competence factors. Communication skills, initiative, flexibility etc.</p>
<p class="ks-pdf-li">4. Implementation plan</p>
<p>After this collective agreement enters into effect, the parties will begin to work jointly on the development of a new pay scheme, which shall be completed by the end of 2019.</p>
<p>The agreeing parties shall appoint a task force consisting of three spokespersons for the labour unions, i.e. one from each of the following: SGS, VR and skilled tradesmen’s unions, and three spokespersons from the Federation of Icelandic Employers. The task force is responsible for implementing the project and completing it within the required time. Among other things, this includes the authorisation to temporarily hire a specialist.</p>
<p>The work involves the elaboration of the factors and criteria that create a new pay scheme with respect to the basis set forth above. This includes, among other things, a more precise clarification of the criteria and how they directly relate to the setting of wages.</p>
<p>Upon completion of the development of the pay scheme, a second phase of creating promotional material and doing promotional work shall begin in the first half of 2020 [2019].</p>
<p>Protocol on flexible retirement</p>
<p>Agreeing parties agree on the importance that employees have the option of certain flexibility when it comes to retirement due to age. The needs and conditions of people in the labour market vary, and with an increasing life expectancy and improved health status, it is common for people to maintain a full capacity for work and wish to participate in the labour market beyond the retirement age. Flexibility in retirement may include a reduced employment rate during the last years of working life as well as permission to continue working beyond retirement age for those who possess full working capacity and the desire to remain active in the labour market. It is important to take into account the situation of each person.</p>
<p>Flexible retirement age has been a matter of consideration by a committee whose function is to review the Social Security Act, and to which representatives of the labour market are party. The committee agrees that legislation should promote increased individual flexibility and has, among other things, discussed increasing retirement age to 70 years in stages, authorising the deferral of taking out pension until the age of 80 instead of 72, at an increased monthly pension for the individual in question.</p>
<p>In recent decades, life expectancy and the average life span have increased around the world. More and more people are living longer and are more healthy in their older years. This trend calls for a reassessment of retirement age. For these reasons, most of our neighbouring countries have raised the retirement age.</p>
<p>The value of work for people's mental and physical well-being is unequivocal and the understanding of this fact is increasing. The labour contribution of older employees is important and is growing, as the natural increase in number of employees on the labour market drops due to changing age distribution. [2015] Protocol on negotiations regarding organisation of working hours The parties to the collective agreement aim to change the definitions of working hours so that it approaches the arrangement of working time that is most common in the Nordic countries. The main objective of the changes is to promote a family-friendly labour market with shorter total working hours, which can also entail the rationalisation and simplification of wage schemes across the labour market.</p>
<p>Discussions on amending the work time provisions of collective wage agreements will include, for example, the introduction of 'active working hours' and the review of peak periods and premium payments for work outside the daytime work period.</p>
<p>Premium payments for work outside a defined daytime work period are higher in Iceland than generally in the Nordic countries, with the effect, for example, that daytime wages constitute a lower proportion of total wages.</p>
<p>The main objective of the changes will be to increase the proportion of total wages made up by daytime wages and encourage discussion in workplaces regarding improved organisation of working hours and increased productivity. This will bring the Icelandic labour market closer to the arrangements known widely across the Nordic countries. Improved organisation can also encourage shorter working hours and thus a more family-friendly labour market. Changes to this effect improve Iceland's position in international comparisons, both in terms of working hours and basic wages, and can thus strengthen Iceland's competitiveness for employees.</p>
<p>Wage rates in collective wage agreements rise against changes in working hours, and the minimum wage for individual jobs may be subject to the changes if there is a particular need to respond to the effects of the changed premium payments. However, the minimum income insurance may not increase.</p>
<p>The agreeing parties will appoint working groups before the end of June 2015 to work on preparations for changes to the working time provisions in collective wage agreements. A specific dialogue plan shall be drawn up to organise the discussions, cf. Article 23 of the Act on Trade Unions and Industrial Disputes. The aim is for an agreement to be in place by October 2016 which will be put to a vote in November 2016. Changes in working hours and wages would therefore simultaneously take effect on 1st May 2017. From the beginning of the work, the parties will seek the help of a state mediation officer for the supervision.</p>
<p>Voting will be negotiated separately, but it is assumed that a simple majority will be needed for the agreement to enter into force. [2015]</p>
<p>Protocol Protocol on assessment of education for wages</p>
<p>The agreeing parties will work to assess education/competency for wages in two steps, on the basis of competency analysis for jobs. Both parties will be involved in developing a plan for analysis of jobs, in consultation with the Education and Training Service Centre, in which a job’s competency factors are set in a syllabus.</p>
<p>A committee consisting of members of the agreeing parties, three from ASÍ and three from SA, will begin work no later than autumn of 2015. Work will continue on the basis of the proposals formulated by the agreeing parties in anticipation of collective agreements. Courses and competency assessment are scheduled to launch on the basis of this work in autumn of 2016.</p>
<p>Prior to October 1, 2016, it shall be made clear how competencies assessed for work are to be remunerated. [2015]</p>
<p>Protocol on continuous employment and accrued rights</p>
<p>In the understanding of collective agreements, ‘continuous employment’ refers to the employee having been in a continuous employment relationship regardless of whether or not he/she has temporarily fallen off the payroll. However, a period without payment is not considered part of the employment period for purposes of accrual of rights if the law or collective agreements do not stipulate otherwise, cf. e.g. statutory maternity/paternity leave. [2015]</p>
<p>Protocol on tooth damage due to work accidents</p>
<p>The parties will jointly request that insurance companies amend insurance conditions for employees in such a way that they cover necessary costs beyond contributions under the Social Security Act for a broken tooth due to a work accident. The proviso is otherwise covered under the Social Security Act and terms of insurance companies. [2015]</p>
<p>Protocol on the review of holiday allowance legislation</p>
<p>During the term of the Agreement, the parties will jointly request that the government review holiday allowance legislation that holiday laws be subject to review with a view to clearly stipulating the rights and obligations of the parties. [2015]</p>
<p>Declaration on pension funds</p>
<p>The Confederation of Icelandic Enterprises and the Icelandic Confederation of Labour agree to continue working on the equalisation of pension rights on the basis of the work that has been carried out by a joint committee of the entire labour market. This work has been delayed, for example, by the fact that no agreement has been reached between the state and civil servants regarding the past problems in the public pension system, and therefore there were no grounds for finalising negotiations between the parties on the basis of their declaration from 5th May 2011. The parties agree that the contents of the declaration shall remain valid and that work will be done on its progress during the period of the agreement. [2015]</p>
<p>Declaration on pension funds</p>
<p>The Parties agree to continue the work of standardising pension rights in the labour market. This declaration is intended to facilitate agreement on the main aspects of pensions. The main objective is that all pension funds in the labour market operate on a sustainable basis and that pension rights advance in accordance with the needs for acceptable pensions. The agreeing parties will work on the premise that contributions to pension funds in the private sector need to be increased from 12% to 15.5% during the years 2014-2020.</p>
<p>The negotiations between the agreeing parties will cover how the increase in contributions will be implemented, including the phasing and the division of contributions between employers and employees premised on standardisation for the labour market as a whole. Different pay schemes, such as those on fishing vessels, will be taken into account.</p>
<p>The agreeing parties aim for the outcome of this work to come to fruition by the end of 2012 and for discussions on the revision of collective agreements to begin at the beginning of 2013. This declaration includes a mandate to the executive board of the Confederation of Icelandic Enterprises and the negotiating committees of the member organizations of ASÍ to finalise the implementation of an increase in contributions that may take effect in 2014. [2011]</p>
<p>Protocol on general wage increases</p>
<p>The agreed general wage increase in the collective agreements of ASÍ and SA’s affiliate unions refers to the minimum increase of the regular wages an employee earns on the day in which the increase pursuant to the collective agreement is to come into effect, regardless of the employee in question’s wages.</p>
<p>It is not permitted to reduce or cancel overpayments by refusing to pay out general wage increases. Overpayments shall therefore only be reduced or cancelled in compliance with the provisions of the collective agreement. However, this provision does not prevent companies from being able to, through wage decisions, accelerate increases through special decisions and then, by predictable and predetermined means, taking into account unimplemented general increases over the next 12 months. It must be made clear in advance to employees by verifiable means that this is an expedited general wage increase pursuant to the collective agreement. [2011]</p>
<p>Protocol on the definition of shifts</p>
<p>The association agrees to map out and aim for a review of the working hours section of the collective wage agreements of member organizations of ASÍ and SA, which covers shifts, work outside of the daytime work period and variable daytime work period, with standardisation and increased clarity as a guiding principle. [2011]</p>
<p>Protocol on sickness and rehabilitation matters</p>
<p>The agreeing parties resolve to review the structure of preventative health care services and occupational health and safety.</p>
<p>The objective is to encourage response to illness in a predictable manner and make it so that an employee who falls ill is offered the appropriate resources as soon as possible. This includes, among other things, increased flexibility in the labour market to ensure that persons who fall ill or sustain injury and those in active vocational rehabilitation have the option of returning to work to the extent that their ability to work allows at any given time.</p>
<p>It is clear that this objective is only attainable if there is mutual trust between employers and employees in arrangements for notification of illness, employees’ return after illness, preventative health care services in companies, etc.</p>
<p>The agreeing parties participate in a steering committee headed by VIRK, whose aim is to work towards the objectives stated above.</p>
<p>Special attention will be given to a development project on prevention and vocational rehabilitation, to be launched by VIRK. The agreeing parties will use the experience and knowledge obtained from this project in its work.</p>
<p>The agreeing parties will support those working on the development project and advise them on matters of opinion that may arise during the project that pertain to rights and obligations in the labour market under the law and the collective agreement. [2011]</p>
<p>Protocol on gender equality</p>
<p>It is in the interests of workers and companies to have equal opportunities for women and men to work, career development and wages. The parties will therefore cooperate on the following projects during the agreement period.</p>
<p>• Complete a standard on the implementation of the wage equality policy and subsequently continue the preparation of a standard on equal opportunities for women for work and career development. The work on the standard shall be carried out in collaboration with Icelandic Standards and the Ministry of Welfare. The aim is to publish the standard before the end of the agreement period.</p>
<p>• Continue collaboration with Statistics Iceland on research on wage formation for women and men based on the institute's database, with the aim of carrying out one study during the agreement period.</p>
<p>• Prepare joint promotional and educational material for workers and companies on equality in the labour market during the agreement period.</p>
<p>• Encourage company managers to consider the formulation of family policy within companies with the aim of increasing flexibility in the arrangement of work and working hours so as to take into account both employees' family circumstances and the needs of the economy. [2011]</p>
<p>Protocol on temporary work agencies</p>
<p>The parties agree that, in adopting the temporary work agency directive, it will be emphasised that in the Icelandic labour market, the principle is that employees are hired directly by the employer for an indefinite period, and in Iceland, there is a certain flexibility in recruitment that intends to make it easier for companies to respond to fluctuations in their activity.</p>
<p>Additionally, pursuant to the Act on Working Terms and Pension Rights No. 55/1980, minimum wage terms are determined in collective wage agreements. Furthermore, the principle of the directive on equal treatment will be enacted with the aim that conditions of employment for employees from temporary work agencies shall, during the period in question, be at least those that would have applied if the employees had been recruited directly to the company concerned to carry out the same work. It will refer to the actual remuneration for companies using the agencies, how they are determined and how they are paid. [2011]</p>
<p>Declaration Statement by ASÍ and SA on the implementation of calls for tender</p>
<p>It is important for the Icelandic economy that economic activity and the labour market operate in accordance with clear and transparent laws and regulations and ensure natural and healthy competition. Tendering for construction projects is an important part of industrial activity. It is therefore important that specifications for construction projects, assessment of the suitability of tenderers, awarding of contracts and provisions on the return of payments to all parties performing tender work are better prepared and presented in a more specific manner than is currently the case.</p>
<p>The government's declaration regarding the dialogue between parties on the labour market states, for example, on the implementation of calls for tender:</p>
<p>‘It will be examined what changes need to be made to the Public Procurement Act, and, as necessary, other laws in order to strengthen the status and rights of workers working for companies in the contract market and at the same time level the competitive position of companies. The aim shall be that the government task force, with the participation of spokespersons, municipalities, ASÍ and SA, submit proposals on the above issues no later than June 2011 and that proposals on preferable legislative amendments can be submitted to the Althingi at the beginning of the autumn assembly. The government will also, where appropriate, implement the findings of the task force in the state's ownership policy.’</p>
<p>SA and ASÍ agree that the further defined tasks of the task force include the following:</p>
<p class="ks-pdf-li">1. Consider and submit a proposal for a law on co-liability/chain liability of contractors/clients for employee salaries and the taxes of contractors and subcontractors. Particular attention shall be paid to the laws of neighbouring countries on the matter.</p>
<p class="ks-pdf-li">2. Consider how to further secure workers' rights through amendments to laws governing public tenders and the eligibility of tenderers.</p>
<p class="ks-pdf-li">3. Consider how the tender conditions in public service procurement may incorporate the requirements imposed on the tenderer by the client concerning working arrangements based on criteria governed by collective wage agreements (such as time-based clauses and measurements) in order to create equality among tenderers and to show the extent and nature of the work.</p>
<p class="ks-pdf-li">4. Consider how to transpose Article 15.1 of the standard IST 30 into General Act on the Execution of Tenders.</p>
<p>In addition, SA and ASÍ have agreed on a uniform assessment by the client of the eligibility of tenderers when tenders are made (see Attachment 1 to the agreement between SA and the negotiating committee of ASÍ). Emphasis is placed on the assessment covering both the public and the general market and extending to both main contractors and subcontractors. Emphasis is also placed on the assessment obtaining recognized status in the law or regulation. When evaluating bidders, by principle, employees shall have a permanent employment relationship.</p>
<p>SA and ASÍ have also agreed on further rules on how to prepare tender documents pursuant to Articles 42 to 45 of Act No. 84/2007 on public procurement, award contracts pursuant to Articles 73 and 77 of Act No. 84/2007, and return payments pursuant to the standard IST30:2003, paragraph 31.5 (see Attachment 2 to the Agreement between SA and the negotiating committee of ASÍ). [2011]</p>
<p>Protocol Protocol on the continuing education for drivers and machine operators</p>
<p>It is the common understanding of the agreeing parties that Article 16.8 on courses in the main collective wage agreement applies to all training that a driver or machine operator must attend in order to keep his/her license. The same applies to special collective agreements which constitute a part of this main collective wage agreement. The exception is Chapter 17 on PCV drivers where a special course premium is paid. [2011]</p>
<p>Protocol on the renewal of driving licenses</p>
<p>The agreeing parties shall each appoint two members to a committee with the task of coordinating the policies of the parties to the Contract regarding the renewal of driving licenses and of following up on this policy with respect to the public institutions (ministries and the Transport Authority) as well as the companies (FA and driving schools) responsible for the refresher training. [2011] Agreement between SA and ASÍ on information and consultation in companies</p>
<p class="ks-pdf-li">1. Introduction</p>
<p>The Confederation of Icelandic Enterprises and the Icelandic Confederation of Labour have, with reference to Act No. 151/2006 on Information and Consultation in Companies, agreed on the following rules on the arrangements for disclosure and consultation within companies for the representation and calculation of the number of employees.</p>
<p class="ks-pdf-li">2. Calculation of the number of employees</p>
<p>The Act on Information and Consultation in Companies applies to companies that normally employ at least 50 employees from the domestic labour market. The average number the employees in the preceding calendar year shall be used to calculate the number of employees. However, if the average number of employees was less than 50 in the preceding calendar year, the information and consultation obligations pursuant to this Agreement shall be effective if the average number of employees exceeds 70 in the last four months.</p>
<p>If the average number of employees was 50 or above in the preceding calendar year, the information and consultation obligations pursuant to this Agreement shall be waived if the average number of employees is under 40 in the last four months.</p>
<p>Relief for summer holidays, sickness or other absences do not affect the calculation of the number of employees.</p>
<p class="ks-pdf-li">3. Consultative committee 3.1. In the companies governed by this Agreement, there shall be a functioning consultative committee of the company and employees. It shall be composed of two spokespersons of the employer and two spokespersons of the employees. 3.2. Union representatives within a company shall select spokespersons for the consultative committee from among their group. Employees may, however, request that the employees' spokespersons on the consultative committee be elected from among the employees, provided that at least one-fifth of the employees submit a request to this effect.</p>
<p>If there is no union representative in a company, employees shall elect their spokespersons to the consultative committee from among themselves. If there is one union representative in a company, employees shall elect the other spokesman to the consultative committee from among themselves. Employees who are not represented by the union representative have a right to vote.</p>
<p>The tenure shall last two years from the date of the announcement of the election, unless it has been decided otherwise.</p>
<p>When the union representatives are elected to the consultative committee, each union representative shall have one vote.</p>
<p>In the event of an election among employees, the employer must provide a list of employees and provide other necessary assistance with the preparation of ballot papers and with the election.</p>
<p>‘Union representatives’ refers to those union representatives who operate on the basis of Act No. 80/1938 and the provisions of the collective wage agreements regarding union representatives. Other representatives on the consultative committee shall enjoy the same protections as union representatives in respect to their work on the consultative committee. 3.3. The provision of information pursuant to the Act on Information and</p>
<p>Consultation in Companies shall take place within the consultative committee, unless agreement on other practices has been made within the joint committee. 3.4. Consultation with employees pursuant to the Act on Information and</p>
<p>Consultation in Companies shall take place within the consultative committee, unless agreement on another implementation has been made within the consultative committee. 3.5. The consultative committee shall establish rules of procedure for itself. 3.6. The employers' spokespersons shall be responsible for convening the consultative committee, but the committee shall be expected to convene at least twice a year, unless otherwise agreed by the committee. 3.7. The company's information and consultation obligations will come into effect when union representatives or, as appropriate, employees have elected spokespersons to the consultative committee according to the above rules and have notified the company of the election.</p>
<p class="ks-pdf-li">4. Enterprise groups</p>
<p>In groups of enterprises with independent subsidiaries, by agreement of the consultative committees of the subsidiaries concerned, a common consultative committee may be established at the level of the parent company, which is composed of spokespersons of the consultative committees of the subsidiaries.</p>
<p>Therein, matters of common interest to the subsidiaries may be discussed.</p>
<p>In addition, under exceptional circumstances, a consultative committee at the level of the parent company may assume the role of the consultative committees of the individual subsidiaries.</p>
<p>The common consultative committee at the level of the parent company shall be abolished if either party, the employees' spokespersons on the committee or the company's spokespersons on the committee demand such by giving at least one month's notice.</p>
<p class="ks-pdf-li">5. ASÍ and SA Consultative Committee</p>
<p>The Consultative Committee, composed of two spokespersons of each party to the Agreement, shall discuss the implementation of the Agreement and the execution and interpretation of the individual provisions to the extent necessary.</p>
<p>In the event of a disagreement regarding the interpretation of the Agreement, the parties concerned may refer it to the Committee, which shall then endeavour to reach a settlement. [2008] Protocol on the revision of the chapter regarding union representatives in collective agreements</p>
<p>The parties agree to revise the provisions on union representative training in collective agreements during the agreement period due to the increased and changing tasks of union representatives. [2008]</p>
<p>Protocol on notifying a company physician/occupational health and safety service provider</p>
<p>The agreeing parties believe that the development of preventative health care services and occupational health and safety are important for the labour market. It is important to guide the development of services in this field in a positive direction so that it produces results for employees and companies. The agreeing parties will appoint a negotiating committee whose role is to reach agreement on more detailed arrangements regarding reporting illness to a company physician/occupational health and safety service provider. The negotiating committee shall discuss, among other things, the following points:</p>
<p>- The criteria that a company physician/occupational health and safety service provider must satisfy.</p>
<p>- Arrangements for employees to notify an occupational health and safety service provider of absence due to illness or accident, should the employer adopt such an arrangement, provided that, all other things being equal, such notification takes the place of a medical certificate.</p>
<p>- Obligation of confidentiality and handling of personally identifiable information that a company physician/service provider collects through their activities. This applies to collection, handling, storage and deletion of this information.</p>
<p>- How the activities of company physicians/service providers can benefit companies’ occupational health and safety practices. The negotiating committee will cooperate with the Data Protection Authority, the Director of Health, the Administration of Occupational Safety and Health and stakeholders. The negotiating committee shall complete its work no later than 30 November 2008.</p>
<p>The negotiating committees of ASÍ and SA shall take a position on the committee’s proposals no later than 15th December 2008. If the agreeing parties come to a joint conclusion, their agreement shall be considered part of the collective agreement of their affiliate organisations and shall enter into effect on 1st January 2009. During the above-mentioned work, the agreeing parties do not object to the activities of occupational health and safety service providers who are recognised by the Administration of Occupational Safety and Health as a service provider in this field, nor to the employee’s obligation to notify them. [2008]</p>
<p>Protocol on vocational training in the transport and construction sectors</p>
<p>The agreeing parties shall each appoint two people to a committee the function of which is to organise and increase the amount of available vocational training that benefits this economic sector. The committee seeks to cooperate with the Education and Training Service Centre and other institutions, companies, associations and ministries as appropriate and considered desirable at any given time. The committee shall also work towards creating support for access to the training available today within the industry. [2008]</p>
<p>Attachment Productivity growth premium</p>
<p>During the period of the collective wage agreement, a wage premium may be paid based on the development of productivity. If productivity increases beyond the limits in the following table during the period of the agreement, a so-called productivity growth premium will occur, provided certain criteria are met.</p>
<p>The first review point will take place after the end of the year 2025. The initial value of the index for productivity is 100 in 2023.</p>
<p>Productivity growth consists of both increased labor productivity and technological developments based on investment. It is important that there continues to be financial incentives for investment. 70% of the increase in productivity will therefore go to workers. Productivity growth 2025 og 2026 Productivity growth premium >2.0% 0.35% >2.5% 0.70% >3.0% 1.05%</p>
<p>The Wage and Conditions Committee will determine the productivity growth premium in the event that there are grounds for its payment. The productivity growth premium is proportional (%) and is applied to wages in the same way as general percentage increases in collective agreements do. In the event of unforeseen circumstances that have a negative impact on the economy, the Wage and Conditions Committee may have to decide whether or how the premium will occur.</p>
<p>A more detailed technical execution with examples is signed parallel to the agreement and forms a part of it. Attachment to the Agreement on Wages in Foreign Currency - Agreement Form</p>
<p>The Company ehf., ID no. xxxxxx-xxxx on the one hand, and ID no. on the other hand, enter into an agreement to link part of the wages to a foreign currency exchange rate or payment of part of the wages in foreign currency, on the basis of the provision of a collective agreement to that effect.</p>
<p>Linking to foreign currency or payment in foreign currency: Linking part of wages to foreign currency</p>
<p>Payment of part of wages in foreign currency Currency:</p>
<p>EUR</p>
<p>USD</p>
<p>GBP</p>
<p>Other currency, which</p>
<p>Part of fixed wages or total wages paid in/linked to foreign currency: Part of fixed wages paid in/linked to foreign currency</p>
<p>Part of total wages paid in/linked with foreign currency</p>
<p>Percentage of wages paid in/linked to foreign currency:</p>
<p>10%</p>
<p>20%</p>
<p>30%</p>
<p>40%</p>
<p>Other percentage, what</p>
<p>This agreement is prepared in duplicate and each party shall retain one copy.</p>
<p>Date:</p>
<p>On behalf of the company Employee</p>
<p>[2008] Agreement between the Confederation of Icelandic Enterprises, Hlíf Labour Union and the Keflavík Workers’ and Fishermen’s Union (Flóabandalag) on Vocational Training Matters</p>
<p>Objectives</p>
<p>The agreeing parties agree on the importance of vocational training for the Icelandic economy. Increased skills and work-related training of employees are essential factors for higher productivity and increased competitiveness in Icelandic enterprises. The economy needs well-educated employees who can meet the new needs and changing demands of the labour market. It is important that the availability of learning and learning materials meets the needs of the economy at any given time.</p>
<p>During the agreement period, the agreeing parties shall work on the vocational training of unskilled employees. The aim is to strengthen the position of individuals in the labour market by giving them the opportunity to strengthen and refresh their knowledge and make them more capable of taking on new and changing tasks. Unskilled employees thus have the opportunity to study in their respective fields in relation to their work.</p>
<p>‘Vocational training’ for the purposes of this Agreement refers in particular to post- secondary and continuing education of employees.</p>
<p>Composition of the steering committee</p>
<p>The steering committee shall be composed of three spokespersons of the trade unions and three representatives of the Confederation of Icelandic Enterprises, together with two reserve representatives from each party. There has been discussion regarding the government being a member of the committee, in which case the number of spokespersons of the Confederation of Icelandic Enterprises will decrease by one.</p>
<p>Role of the steering committee</p>
<p>The main role of the steering committee is to run support projects and carry out developmental and incentive measures for vocational training for unskilled workers.</p>
<p>It shall work towards the following:</p>
<p>• Initiate development projects in vocational training.</p>
<p>• Focus on promotional and incentivisation activities related to vocational training. This will encourage the vocational training of unskilled workers in the Icelandic economy.</p>
<p>• Examine the needs of the economy for vocational training for unskilled workers.</p>
<p>• Seek discussions with the government on arrangements for adult education.</p>
<p>• Strengthen innovations in the development of learning materials and curriculum review.</p>
<p>• Strengthen the operation of courses.</p>
<p>• Provide grants for vocational training to individuals and companies in accordance with the detailed rules of the steering committee.</p>
<p>Support for the running of courses</p>
<p>Generally, a prerequisite for the provision of grants for the running of courses shall be that a certain proportion of their operational costs are borne by participation fees as further determined by the steering committee.</p>
<p>Priority shall always be given to collaborative ventures of two or more unrelated parties. Cooperation between workers and companies is encouraged.</p>
<p>Financing</p>
<p>For employers' contributions and other funding, see Article 10.3. of the collective wage agreement.</p>
<p>In addition, individual projects can be financed through grants from vocational training funds and direct income from the running of courses.</p>
<p>Cooperation with other parties</p>
<p>Through its work and provision of grants, the steering committee shall endeavour to cooperate with the various parties involved in vocational training with the aim of coordinating viewpoints and thus creating broader support for projects.</p>
<p>Evaluation of results</p>
<p>In light of the growing demands for measurable results from vocational training, a system shall be established to ensure that resources are well used and that a formal evaluation of the project and its individual elements can be carried out.</p>
<p>Education accounts</p>
<p>The agreeing parties declare that they are in favour of the idea that employees of companies can set up special education accounts. Education accounts are intended to bear some of the costs of longer-term education and training that workers decide to attend. The agreeing parties express that they are prepared to work with the government so that the taxation of such accounts shall be handled the same as that for private pension funds. Furthermore, the agreeing parties shall encourage companies and trade unions involved in workers' education to promote education accounts separately among their employees.</p>
<p>A special committee formed from the agreeing parties, composed of two members from each of the parties, shall be responsible for preparing proposals on how to proceed with the matter. [2004] Agreement on foreigners in the Icelandic labour market</p>
<p>The Icelandic Confederation of Labour and the Confederation of Icelandic Enterprises have agreed upon the following proceedings in disputes concerning foreign employees.</p>
<p>Criteria and joint objectives</p>
<p>The associations agree that Iceland’s obligations pursuant to the EEA agreement on the free movement of goods, capital, services and people across national borders have a positive impact on individual and corporate interests in Iceland, concurrent with an increased supply of products and services, dissemination of knowledge between countries, increased competition between companies, progress in various domains of society and increase in number of jobs.</p>
<p>The EEA agreement allows citizens of member states to travel for work between countries without a permit. Companies established there also have the right to provide services in other member states with their own employees without a special permit. Citizens of EFTA states have essentially the same right under the EFTA agreement.</p>
<p>By principle, other foreigners (third-country citizens) are not employed to work in Iceland without a work permit.</p>
<p>The parties to this Agreement are of the opinion that changes to the composition of the workforce due to an increased number of foreigners in the Icelandic labour market should not disrupt existing arrangements for decisions on wages and other labour conditions for workers through collective agreements. The current rules for the implementation of collective agreements will remain in force.</p>
<p>It is the joint task of the parties to encourage companies that employ foreign workers in production and services to pay wages and uphold terms of employment in accordance with Icelandic law and collective agreements.</p>
<p>Failure to respect collective agreements undermines the activity of other companies and damages the premises of normal competition, reducing the benefits of a reliable and healthy economy for all of society.</p>
<p>The parties agree that the adaptation of a foreign workforce and foreign companies to the habits and customs of the Icelandic society and labour market is conducive to creating trust and peace in relations between parties.</p>
<p>Workers’ right to perform specific jobs is largely legally subject to the condition that the employee in question has completed a specific education or obtained specific authorisation to be allowed to work in the industry. The EEA agreement establishes the right of foreign workers to have education, professional qualifications and work experience obtained in another EEA state recognised in Iceland under the laws and regulations applicable thereto.</p>
<p>Principles on the terms of employment for foreigners</p>
<p>With this agreement, the Icelandic Confederation of Labour and the Confederation of Icelandic Enterprises wish to ensure that existing laws on terms of employment for foreigners in the Icelandic labour market are implemented. These rules are found in the following areas in particular:</p>
<p>Wages and other terms of employment. The Act on Working Terms and Pension Rights No. 55/1980 provides that wages and other terms of employment negotiated by the member organisations of the labour market shall be the minimum standard, irrespective of nationality for all workers in the industry in question in the area covered by the collective agreement.</p>
<p>Employees of foreign service companies, including temporary work agencies. The Act on the Legal Status of Foreign Workers Posted Temporarily in Iceland in the Service of Foreign Companies No. 54/200123 provides, among other things, that employees shall, while working in Iceland, wages bound by collective agreement, holiday entitlements and rules concerning of facilities, hygiene and safety at the workplace.</p>
<p>Free movement of workers. The EEA agreement and the Act on the Free Right of Employment and Residence Within the EEA No. 47/1993 stipulate that workers who are citizens of an EEA state other than that in which they work may not be placed at a disadvantage with concern to employment and working conditions, in particular with regards to wage conditions.</p>
<p>Work permits for nationals of third states. The Act on Foreign Nationals’ Right to Work No. 97/2002 provides that a work permit grants the right to work in Iceland under the laws and regulations that apply in the Icelandic labour market and that there is an employment contract guaranteeing an employee wages and other terms of employment equal to those who do not require a work permit, cf. Act No. 55/1980.</p>
<p>Information on wages and other terms of employment for foreign workers</p>
<p>It is the role of union representatives at the workplace to ensure that the acts of collective agreements are upheld with respect to employees, cf. Article 9 of Act No. 80/1938. If there is justifiable reason to suspect a breach of the collective agreement in question or of legislation governing terms of employment for foreign workers, the union representative, on the basis of this agreement, is entitled to review documentation on wages or other terms of employment of those foreign workers covered by the collective agreement and work for the employer in question and, as appropriate, the vocational qualifications of those who are in jobs that require such qualification.</p>
<p>In the absence of a union representative, a spokesman of the labour union in question has the same authority as the representative to review documentation and carries the same obligations.</p>
<p>The information shall, as a rule, be provided in such a manner that the union 23 Now Act No. 45/2007 on the rights and obligations of foreign companies that post workers temporarily in Iceland and on their workers’ terms and conditions of employment.</p>
<p>representative is allowed to view copies of payslips or other documentation that confirm payment of wages and other terms of employment for the employees concerned. The union representative is authorised to take the information out of the workplace. The union representative shall maintain confidentiality about the information he/she is provided. However, the union representative is permitted to consult with the labour union concerned, and the spokesmen of the union must exercise the utmost confidentiality concerning the information to which they are made privy.</p>
<p>If the employer does not agree to the union representative’s request to provide access to information on wages and other terms of employment for a foreign worker and/or there is dispute about whether the provisions of law or collective agreements are respected, cf. Act No. 55/1980, Act No. 54/200124 and Regulation No. 1612/68/EEC on the free movement of workers, cf. Act No. 47/1993, and having failed to resolve that dispute within a company, that dispute may be referred to a special consultative committee of ASÍ and SA.</p>
<p>ASÍ and SA Consultative Committee</p>
<p>The ASÍ and SA consultative committee that handles foreigners’ affairs under this agreement shall be composed of four spokespersons, two appointed by ASÍ and the national association concerned and two spokespersons appointed by SA.</p>
<p>The consultative committee shall endeavour to clarify matters referred to it pursuant to the abovementioned rules and to resolve disputes through negotiations within the committee.</p>
<p>Matters referred to the committee shall be considered by the committee within two weeks unless specific reasons prevent this.</p>
<p>In examining a case, the committee may require the necessary documentation from the employer in question concerning the wages or other terms of employment of the foreign workers involved and, as appropriate, for the professional qualifications of those in jobs requiring such qualifications. This authorisation covers those foreign workers covered by the collective agreements of ASÍ member associations, cf. Article 1 of Act No. 55/1980.</p>
<p>A union representative or spokesman for the union who is acting in place of a representative is not bound by confidentiality concerning his/her relations with the committee regarding the matters under discussion. Representatives on the consultative committee may call upon a union representative or spokesman for the union who has taken a representative’s place pursuant to the aforementioned in order to obtain further information concerning the matters under discussion.</p>
<p>The consultation committee and its individual members shall exercise confidentiality regarding information obtained from an employer, union representative or spokesman from the union, and are not authorised to deliver 24 Now Act No. 45/2007.</p>
<p>or divulge the material to a third party.</p>
<p>The committee’s conclusion shall be presented to the disputing parties.</p>
<p>Notwithstanding the committee's conclusion, a case may be referred to the courts. The obligation of confidentiality pursuant to the above does not prevent the submission of documents in judicial proceedings.</p>
<p>Reykjavik, 7th March, 2004 Agreement between the Icelandic Confederation of Labour (Alþýðusamband Íslands) and the Confederation of Icelandic Enterprises (Vinnuveitasamband Íslands) on certain aspects of the organisation of working hours</p>
<p>With reference to the Agreement on the European Economic Area, the Icelandic Confederation of Labour and the Confederation of Icelandic Enterprises have concluded the following agreement to implement the European Union directive no. 93/104/EB of 23rd November 1993 regarding certain aspects of the organisation of working time. The directive constitutes a part of the EEA Agreement pursuant to joint agreement by the EEA Joint Committee, dated 28th June 1996.</p>
<p>The aim of the Agreement is to establish minimum requirements for encouraging improvements, especially in the working environment, to ensure a better level of safety and health protection for workers.</p>
<p class="ks-pdf-li">1. Article Scope of application</p>
<p>This Agreement governs minimum daily and weekly rest periods for employees, annual leave, breaks, maximum weekly working time and certain aspects of night and shift work and patterns of work.</p>
<p>The agreement applies to all employees in the scope of the agreement between the parties.</p>
<p>However, the Agreement does not cover work in maritime and air transport and fishing and other work at sea. This Agreement does not extend to those engaged in road transportation covered by the Regulation on Driving Time and Rest Periods for Drivers (now no. 136/1995) or comparable regulations that may subsequently be adopted.</p>
<p>The provisions of Articles 3, 4, 5, 6 and 8 shall not apply to senior management and other persons who are in charge of their own working hours.</p>
<p class="ks-pdf-li">2. Article</p>
<p>Definitions 2.1. Working hours</p>
<p>Time spent by the employee at work, available to the employer and performing his/her work or duties.</p>
<p>Working time refers to active working hours, and refreshment breaks and special holidays are therefore not counted towards working time. The same applies to journeys to and from the place of work or a regular establishment and to paid waiting periods or breaks where no work contribution is required.</p>
<p>The minimum paid annual leave pursuant to law, sickness absence and legal or contractual maternity leave shall be considered working time and shall be neutral in the calculation of the average. In addition, the period during which the employee is engaged in paid internships shall be counted as working time. 2.2. Rest periods</p>
<p>Time that is not counted as working hours. 2.3. Night work hours</p>
<p>The time between 11:00 PM and 06:00 AM. 2.4. Night workers a. Employees who usually work at least three hours of their daily working time during the night work hours.</p>
<p>b. Permanent workers who have regularly worked at least three hours during the night work hours for one month during that work. The same applies to employees who perform 40% of their regular work during night work hours on an annual basis. 2.5. Shift work</p>
<p>Work broken down into different work periods/shifts according to a specific system where the employee works in different shifts over a specific period of time measured in days or weeks. 2.6. Shift worker</p>
<p>An employee who does shift work.</p>
<p class="ks-pdf-li">3. Article Daily rest period</p>
<p>Working hours must be arranged such that for every 24-hour period, calculated from the beginning of the workday, employees receive at least 11 consecutive rest hours. If possible, daily rest hours should extend to the night work period.</p>
<p class="ks-pdf-li">4. Article Breaks</p>
<p>Employees are entitled to a break of at least 15 minutes if their daily working hours exceed six hours. The breaks shall be governed by the relevant collective agreements.</p>
<p class="ks-pdf-li">5. Article</p>
<p>Weekly rest period.</p>
<p>During each seven-day period, the employee shall be entitled to at least one day directly as a part of the daily rest period pursuant to Article 3. As much as it is possible for such to be arranged, the weekly day off shall be on a Sunday.</p>
<p class="ks-pdf-li">6. Article Maximum working time</p>
<p>The average weekly working time, including overtime, shall not exceed 48 hours. It is desirable that working hours be as equal as possible from one week to the next.</p>
<p>The reference period for calculating the average weekly working time shall be six months from January to June and July to December.</p>
<p class="ks-pdf-li">7. Article</p>
<p>Annual leave</p>
<p>Leave is determined by the Holiday Act and the provisions of collective wage agreements.</p>
<p class="ks-pdf-li">8. Article</p>
<p>Length of night work</p>
<p>The normal working hours of a night worker shall not normally exceed eight hours in any 24-hour period.</p>
<p>The normal working hours of a night worker may be extended to an average of up to 48 hours worked per week. Work must then be organized in such a way that working hours are as regular as possible.</p>
<p>The reference period for calculating the average weekly working time of night workers shall be six months from January to June and July to December.</p>
<p>Night workers whose work involves a particularly high level of risk or whose work involves heavy physical or mental strain shall not work more than eight hours in any 24-hour period during which they perform night work.</p>
<p class="ks-pdf-li">9. Article</p>
<p>Health assessment</p>
<p>Night workers and shift workers who perform part of their duties at night are entitled to a health assessment free of charge before they start work, and then regularly at least once every three years. This right shall be mentioned in the employment contract.</p>
<p>The health assessment referred to in Paragraph 1 shall be subject to medical confidentiality.</p>
<p>Night workers and shift workers who perform part of their duties at night and who suffer from health problems demonstrably attributable to their work shall, whenever possible, be transferred to daytime work to which they are suited.</p>
<p class="ks-pdf-li">10. Article</p>
<p>Protection of night workers</p>
<p>Night workers shall be protected from the risks inherent in their work.</p>
<p class="ks-pdf-li">11. Article</p>
<p>Notification of regular employment of night workers</p>
<p>An employer who regularly employs night workers shall provide the competent public authority with information on the number and working hours of night workers.</p>
<p class="ks-pdf-li">12. Article</p>
<p>Pattern of work</p>
<p>An employer who organises work according to a certain pattern shall take account of the principle of adapting work to the worker, in particular with a view to alleviating monotonous work and work performed at a predetermined pace, and according to the type of activity, to safety and health requirements, especially as regards breaks during working time.</p>
<p class="ks-pdf-li">13. Article</p>
<p>Allowances for shift deviation a. Rest periods may be reduced, cf. Article 3, for up to eight hours during rotation of shifts. The same applies in exceptional circumstances where valuables need to be saved.</p>
<p>b. In the event of interruption of operation due to external conditions such as weather or other natural forces, accidents, power shortages, breakdowns of machinery, devices or other equipment or other similar unforeseen events, the provisions of Article 3 may be waived to the extent necessary to prevent significant damage until regular operations are restored. This applies whether these incidents apply to the company itself or its trading partners.</p>
<p>c. Where allowances to deviate from the daily rest period under points a or b are exercised, the worker shall receive the equivalent rest in its place.</p>
<p>d. It may be decided, by agreement at the place of work, to postpone the weekly holidays of the persons engaged in production and service work, as well as those involved in security and preservation of valuables, where exceptional circumstances make such deviations necessary.</p>
<p>If a weekly rest period, cf. Article 5, is delayed, the worker shall have the equivalent period of rest in its place. Where special circumstances so require, the weekly rest period may be postponed by replacing the weekly day off with two consecutive days off every two weeks. If there is a particular reason to schedule work in such a way that the weekly day off is postponed, an agreement to this effect shall be made.</p>
<p>e. The reference period may, exceptionally, be extended for maximum weekly working hours, cf. Articles 6 and 8 for a period not exceeding 12 months (calendar year) by collective agreement, provided that such a decision is based on specific objective reasons. Such collective bargaining provisions shall be confirmed by the relevant national federation or ASÍ in respect of members with direct membership.</p>
<p>Confirmation shall be available no later than four weeks after the conclusion of the contract, provided that it has been presented to the confirmation body no later than one week after signing. If confirmation has not been received within this deadline, it shall be deemed to have been obtained.</p>
<p class="ks-pdf-li">14. Article</p>
<p>Implementation of the Agreement and Dispute</p>
<p>Resolution</p>
<p>A consultative committee consisting of three spokespersons from each party shall be set up.</p>
<p>The consultative committee shall consider the execution and interpretation of individual provisions. In the event of a dispute, it shall be attempted to reach a settlement in the Consultative Committee before it is referred to the courts.</p>
<p class="ks-pdf-li">15. Article</p>
<p>More favourable provisions</p>
<p>This agreement applies as a minimum contract and in no case invalidates the better rights and further protection of employees under law, collective agreements, employment contracts or employment letters.</p>
<p class="ks-pdf-li">16. Article</p>
<p>Safety and health protection</p>
<p>The protection of workers' safety and health shall in other respects be governed by the provisions of the Act on Working Conditions, Hygiene and Safety at Work and other administrative provisions.</p>
<p class="ks-pdf-li">17. Article</p>
<p>Duration and other</p>
<p>This Agreement shall enter into force on 1st January 1997 and shall apply from 1st April 1997 at the latest. The agreement is considered part of the collective agreements of member organisations and associations of signatory collective organizations.</p>
<p>This Agreement shall be reviewed at the latest within three years of its entry into force. Duration of the reference period shall be reassessed in light of experience, cf. Articles 6 and 8. The implementation of deviations shall also be subject to a specific assessment.</p>
<p>With the implementation of this Agreement, the parties' agreement on the implementation of rest periods and leisure time provisions of Act No. 46/1980, dated 10th April, 1981 shall cease to apply.</p>
<p>The parties shall ensure that the contents of this agreement are presented as fully as possible.</p>
<p>Reykjavik, 30th December, 1996.</p>
<p>A unanimous agreement was reached on 10th April 1997 between the Icelandic Confederation of Labour and the Association of Cooperative Employers. Agreement between the Confederation of Icelandic Enterprises and the Icelandic Confederation of Labour on Part-Time Work</p>
<p>With reference to the Agreement on the European Economic Area, the Confederation of Icelandic Enterprises and the Icelandic Federation of Labour have concluded the following agreement on implementing the EEC directive on part-time work (97/81/EBE). Its content is based on the framework agreement between the social partners in Europe, UNICE, CEEP and ETUC, to which the parties to this agreement are parties, the objectives of which are:</p>
<p>▪ To eliminate discrimination against part-time employees and to contribute to improving the quality of such work. To facilitate the availability of part-time work and flexible working time arrangements to take into account the needs of both the employer and the employees.</p>
<p class="ks-pdf-li">1. Article</p>
<p>This Agreement applies to part-time employees, cf. Paragraph 1 of Article 2.25</p>
<p class="ks-pdf-li">2. Article</p>
<p>An employee is considered to be working part-time if his/her normal working time per week or average for a full year is less than that of a comparable full- time employee.</p>
<p>A ‘comparable employee’ for the purposes of paragraph 1 shall mean a worker who is employed in the same company on the basis of the same employment relationship and performs the same or comparable work, taking into account other determinants such as length of service, skills or competence.</p>
<p>In the absence of a comparable employee in the same company, a comparison shall be made by reference to the relevant collective agreement, or where such an agreement does not exist, by reference to law, other collective agreements or practice.</p>
<p class="ks-pdf-li">3. Article</p>
<p>25 c.f. the agreement dated 24th August, 2009</p>
<p>Part-time employees shall not enjoy a disproportionately less favourable terms or status than comparable full-time workers solely for reasons of non-full-time employment, unless justified by objective reasons.</p>
<p class="ks-pdf-li">4. Article</p>
<p>Employers shall endeavour, as far as possible, to:</p>
<p>a. take into account an employee's wish to move from full-time to part- time or from part-time to full-time work b. take into account an employee's wish to increase or decrease his/her employment rate, if there is room for doing so c. facilitate access to part-time work at all levels of the enterprise, including specialised and managerial positions d. provide timely information on vacancies in the workplace, including part-time work, to facilitate a move from part-time to full-time and vice versa e. facilitate access to vocational education and training for part-time workers, for example, in order to improve their skills and to promote career development and job mobility f. provide employees' union representatives with information about part- time work in the workplace</p>
<p class="ks-pdf-li">5. Article</p>
<p>The refusal of an employee to go from full-time to part-time or vice versa is not in itself a valid reason for termination.</p>
<p class="ks-pdf-li">6. Article</p>
<p>The Consultative Committee, composed of two spokespersons of each party to the Agreement, shall discuss the implementation of the Agreement and the execution and interpretation of the individual provisions to the extent necessary.</p>
<p>In the event of a disagreement regarding the interpretation of the Agreement, the parties concerned may refer it to the Committee, which shall then endeavour to reach a settlement.</p>
<p class="ks-pdf-li">7. Article</p>
<p>Violations of this Agreement are liable for damages.</p>
<p class="ks-pdf-li">8. Article</p>
<p>This Agreement shall, where appropriate, be interpreted in accordance with directive 97/81/EEC, cf. the European Framework Agreement on part-time work.</p>
<p class="ks-pdf-li">9. Article</p>
<p>This Agreement enters into force on 1st January</p>
<p>2003. Reykjavik, 13th December, 2002. Agreement on mass redundancies</p>
<p>The agreeing parties agree that redundancies are best reserved for those employees whose intention is to dismiss and not all employees or groups of employees. In view of this, the parties have reached the following agreement:</p>
<p class="ks-pdf-li">1. Scope of application This agreement only covers the mass redundancy of permanent employees when the number of such employees to be dismissed over a 30-day period is:</p>
<p>at least 10 individuals in companies with 16-100 employees.</p>
<p>at least 10% of employees in companies with 100-300 employees.</p>
<p>at least 30 individuals in companies with 300 employees or more.</p>
<p>It is not considered a mass redundancy when employment ends according to the employment contracts made for a specific period of time or for special projects. This agreement does not apply to the dismissal of individual employees, to dismissals due to amendments to terms of employment without pending end of employment, nor to dismissal of ship crews.</p>
<p class="ks-pdf-li">2. Consultation If an employer is considering a mass redundancy, he/she shall first consult the respective labour union representative in order to find ways to avoid redundancies to as great an extent as possible and to mitigate the ramifications of such redundancies. Where union representatives are not present, employers shall consult with an employee representative.</p>
<p>Union representatives are then entitled to information pertinent to the impending dismissals, particularly the reasons for dismissal, number of employees to be dismissed and when the dismissal is to be implemented.</p>
<p class="ks-pdf-li">3. Implementation of mass redundancies</p>
<p>If, in the opinion of the employer, mass redundancies cannot be avoided despite aiming to re-hire some employees without terminating their employment, a decision shall be made concerning those employees to be re-hired as soon as possible.</p>
<p>If re-hiring decisions have not been made and an employee has been notified that there is no possibility of re-hiring with at least 2/3 of the employee in question’s termination period remaining, his/her termination period is extended by one month if the termination period is three months, by three weeks if the termination period is two months, and approx. two weeks if the termination period is one month.</p>
<p>This provision covers employees who have accrued a termination period of at least one month.</p>
<p>Notwithstanding the provisions of this Article, notification of re-hiring may be conditional so that the employer may continue the operations for which the employee was hired without resulting in an extension of the termination period.</p>
<p>Framework agreement between VMSÍ on one hand and VSÍ, VMS, the Minister of Finance on behalf of the State and the City of Reykjavík on the other hand on cleaning work</p>
<p class="ks-pdf-li">1. Scope and objectives of the agreement 1.1. Scope This agreement applies to all kinds of sanitation work as defined in this agreement. It is intended to create a framework for the organization of sanitation work and define concepts. 1.2. Purpose To facilitate the application of different pay schemes and organization. To increase education about the field of work and promote increased quality in the performance of sanitation work.</p>
<p class="ks-pdf-li">2. Definitions</p>
<p>2.1 Sanitation Sanitation is work to remove dirt (from surfaces). This may include water, equipment, appliances and cleaning supplies. 2.2. Regular sanitation This refers to a specific defined area indoors that is cleaned regularly, along with interior fixtures, below the cleaning reach, cf. Article. 3.1. 2.3. Principal sanitation This refers to the surface being cleaned more thoroughly, below cleaning reach, of dirt that does not disappear during regular sanitation, see work procedures 2.4. Deep cleaning This refers to cleaning surfaces of dirt that does not disappear during sanitation, cf. Article 2.2. and 2.3.</p>
<p class="ks-pdf-li">3. Cleaning area 3.1. Demarcation of sanitary areas. (Cleaning reach) The sanitary area is delimited as the floor surface and the possible working height of persons standing on the floor, or on a safe foundation as specified in the work procedures.</p>
<p>3.2 Measurement of square meters for sanitation work The number of square meters of each area shall be measured as the floor area limited by the inner edge of the walls of the area.</p>
<p class="ks-pdf-li">4. Performance 4.1. Work pace The work pace is the measured speed of work as defined by the International Labour Organisation. Standard performance is the performance delivered on average by qualified employees during a working day or shift without overexerting themselves, provided that they know and follow a particular working method and are interested in putting effort into the work. Such performance is considered to give 100 points according to the standardized assessment and performance scale. Other work paces are referred to in the definitions from the International Labour Organisation, cf. Attachment I. 4.2. Calculation of cleaning time. Time units (standard hours) can be taken as the basis when calculating cleaning time. When time units are used for each project according to the work procedures, they shall be in accordance with a specific working pace agreed upon by the agreeing parties pursuant to Article 4.1 and Chapter 6. Guidance on the preparation for and conduct of methods analyses, cf. attachment I. 4.3. Calculation of performance The basic unit for the calculation of cleaning performance is cleaned square metres of floor per unit of time (m2/h). This includes all cleaning in the cleaning area according to the work procedures. EXAMPLE: a. The floor area in the area is 600 m2. It is entirely cleaned 3 days a week and the time for the work on each of these 3 days is Y hours. The performance for this area is 600/Y = X m2 per hour. b. The floor area in the area is 655 m2, 450 m2 is cleaned on 5 days a week, while 205 m2 is cleaned on 3 days a week. The total time for the area is Y hours. The performance for this area is ((450x5)+(205x3))/Y = X m2 per hour.</p>
<p class="ks-pdf-li">5. Working hours 5.1. See Chapter 22 in the collective wage agreement. 5.2. Paid hours Paid time for the cleaning area is measured in hours for each occasion. See protocol attachment II.</p>
<p class="ks-pdf-li">6. Wages 6.1. See collective agreement Timed piecework. Measured piecework. Monthly wages. Rate for deep cleaning.</p>
<p class="ks-pdf-li">7. Work Arrangements 7.1. Adaptation The agreeing parties can decide which pay schemes should be used according to what is considered suitable for the work performance. Other work may be connected to sanitation work that the sanitation worker performs at the workplace. With more diverse options in pay schemes, increased information to staff, and with the combination of cleaning areas within the same building or several buildings, opportunities are created to increase the number of jobs and increase the employment ratio in sanitation work, see also attachment III. 7.2. Other provisions Other provisions than those stipulated in the framework agreement shall be agreed upon separately.</p>
<p class="ks-pdf-li">8. Facilities 8.1. Facilities at the workplace Facilities at the workplace shall be in accordance with the provisions of collective wage agreements and the Act on Working Conditions, Hygiene and Safety at Work and the regulation on workplace premises. Provisions concerning the performance of the work and special facilities for sanitation work shall be specified in the work procedures.</p>
<p class="ks-pdf-li">9. Education 9.1. Courses To increase competence at work, the agreeing parties have made an agreement on organizing courses for sanitation staff. The courses are intended to teach proper working methods and handling of tools and materials. To enhance understanding of the necessity for quality in this service. To promote the protection of employees' health and ensure education for them about their work and the collective wage agreements that relate to the work. 9.2. Development The aim is to make sanitation work a professional occupation where employees have acquired specific specialization due to education and work experience.</p>
<p class="ks-pdf-li">10. Work procedures 10.1. Work procedure In the written work procedures, diagrams shall clearly delineate the sanitary areas to be cleaned and with what level of emphasis. The description of work shall specify he time of day and area should be cleaned and how often. 10.2. Access to work procedures The work procedures must be present at the workplace and be accessible to employees. The work procedures should be revised immediately if there is a permanent change to the cleaning area or cleaning requirements. A union shall have access to the work procedures if it so requests. Before work begins, employees shall be well informed of the work area and working facilities and review the work procedures.</p>
<p class="ks-pdf-li">11. Equipment 11.1. On equipment and changes Care shall always be taken to ensure that the most suitable equipment is available at the workplace, along with the cleaning materials to be used, to make the work performance as easy as possible and ensure the best possible results. In the event of major changes to equipment, the time allocated to the work shall be reassessed.</p>
<p class="ks-pdf-li">12. Dispute Resolution 12.1. Disputes regarding contractual provisions If a dispute arises regarding this agreement, the implementation of agreement provisions or any other matter falling under the agreement, it shall be referred for resolution to a four-person committee where the agreeing parties each appoint two persons. 12.2. Disputes regarding work performance Disputes regarding individual cleaning areas may be resolved through a joint examination by union representatives of workers and the employer.</p>
<p class="ks-pdf-li">13. Duration This framework agreement takes effect on November 1st, 1994, and is terminable by either agreeing party with three months' notice. Reykjavik, 1st November, 1994.</p>
<p>Attachment I</p>
<p>Table 17. Examples of different working speeds according to the main measures.</p>
<p>Scales Description Comparable walking speed.26</p>
<p>60-80 75-100 100-133 0-100 (km/h.) standard</p>
<p>0 0 0 0 No work taking place.</p>
<p>40 50 6 50 The employee is very slow 3.2 and clumsy and fumbles in his/her movements; seems half-asleep and disinterested about the work.</p>
<p>60 75 100 75 Is working constantly 4.8 but slowly and obviously not in piecework, but follows normal supervision. Appears to work slowly, but does not waste time intentionally while he/she is being observed.</p>
<p>80 100 133 100 Energetic employee who 6.4 ( Standard works well, such as a speed) normal competent employee in piecework. Satisfactory quality standard and meticulousness.</p>
<p>100 125 167 125 Works very quickly. Safe 8.0 dexterity and coordination of movements are far in advance of those employees who have received conventional training.</p>
<p>120 150 200 150 Works exceptionally fast and with 9.6 enthusiasm and focus that are not likely to be sustainable. Excellent progress at work that only a few employees can achieve.</p>
<p>26 An employee is assumed to be average in height and physique, walking in a straight line on a horizontal, flat and even surface without obstacles and without carrying a load.</p>
<p>Attachment 2</p>
<p>Paid time for the cleaning area based on units of time (standard hours) is calculated using whole hours or a fraction thereof rounded to the nearest quarter of an hour. If the total time for a cleaning area is 5 minutes higher than that of the previous quarter of an hour, it is raised upwards, but if it is lower, the next quarter of an hour is reduced.</p>
<p>Attachment 3</p>
<p>In creating the framework agreement on sanitation work, the agreeing parties have aimed to define the work and describe the procedures for calculating it. Such definitions and calculations can apply to different pay schemes. It is the opinion of the agreeing parties that work at an hourly rate is no less suitable than piecework to increase the quality of sanitation work. Employees must have sufficient time to carry out the work with the correct equipment and materials. Protocol on transit lines due to changes to the general transit line</p>
<p>Due to changes in the transit line in Article 2.5.1 in the main collective agreement of Efling, the parties agree that the employees who have enjoyed rights under the above provision shall retain those rights, unless otherwise expressly agreed between the employer and the employee. [1998]</p>
<p>Declaration on preparing workers for retirement</p>
<p>In order to make it easier for employees to adapt to retirement, the Confederation of Icelandic Enterprises and Association of Co-Operative Employers will recommend to their members that they make every effort to accommodate employees' requests to reduce their employment rate in the years preceding retirement age. [1990]</p>
<p>Declaration on contracting operations</p>
<p>In recent months, relations between workers and employers have grown into the form of contracting where the employee is considered a subcontractor of the employer. Many disputes have arisen as a result of unclear rules governing the legal status of the parties, the responsibilities between them and towards third parties, as well as reasonable suspicions of underbidding in this regard. This arrangement reduces the validity of social rights under collective agreements and laws, is accompanied by failure to pay fees and taxes, it weakens the competitive position of real employers.</p>
<p>The parties consider this development to be harmful and contrary to the interests of their members and will therefore counteract it by establishing clear rules and definitions of the situation of employees on the one hand and contractors and employers on the other. [1990] Framework agreement on group pay scheme in freezing plants between VSÍ/VMS and the Icelandic Labour Federation</p>
<p>General description - main features</p>
<p>A premium is paid on all production covered by the group pay scheme (e.g. kronur per box) that varies according to the species of fish and packaging. Additional payments are also made for the full utilization of raw materials.</p>
<p>The premium is determined based on the sales association's standard hour system, which takes into account the average raw material of each species of fish, i.e. size, quantity of worms and number of defects.</p>
<p>As a general rule, the total bonus after each working week is divided among everyone in the work cycle (including service work), see definition, in proportion to the working hours of each employee. Here we go into the path of basing bonus payments on the average condition of raw materials. As a result, there are some fluctuations between days and even weeks, as far as bonuses during working hours are concerned. However, on a longer time scale, these fluctuations level off.</p>
<p>Advantages of a group system and requirements for success</p>
<p>It is generally believed that a group pay scheme contributes to the increased cohesion of employees and better human interaction. In an individual pay scheme, each individual works individually, but in a system like this, it is the success of the group that matters.</p>
<p>A close-knit group can deliver better overall results, both in terms of productivity and hard work than those working in an individual system. For this to happen, everyone needs to make an effort. Those employees who performed service work that came onto the bonus system can now work on production.</p>
<p>Success is largely based on the mobility of persons as workload changes, both from place to place in the processing channel and between services and processing duties. With respect to this last point, everyone needs to keep watch. A manager follows up on those moving between duties.</p>
<p class="ks-pdf-li">1. Article</p>
<p>Definition of the ‘processing channel’, the jobs belonging to the group pay scheme and a list of the jobs performed outside the system. 1.1. Jobs belonging to the group pay scheme:</p>
<p class="ks-pdf-li">1. All work carried out in the processing channel from when the raw material is taken from the cold storage until the products are finished and in the freezer, including all the service work pertaining to the processing channel. 2. Reception of packaging and finishing work in storage.</p>
<p class="ks-pdf-li">3. All daily cleaning of areas of the processing channel during processing. 4. Vocational training. 5. Forklift operations, i.e. insofar as they are part of the processing channel for reception and in the cold storage room. 6. Quality control. (Generally, quality inspection is present in the system).</p>
<p>1.2 Jobs not belonging to the group pay scheme:</p>
<p class="ks-pdf-li">1. Supervision (does not refer to group managers who normally work in the processing channel). 2. Motor vehicle operation. 3. Forklift operation e.g. during goods unloading and loading for shipment. 4. Taking care of freezer equipment. 5. The sharpening of machine blades, the lubrication of machines and their daily care. 6. Cleaning after the end of work. 7. Jobs that are outside the premium system include: Landing and finishing of raw materials in cold storage, loading onto ships, gutting, services for fishing vessels, ice handling, cleaning of premises, and more.</p>
<p class="ks-pdf-li">2. Article</p>
<p>On the pay scheme</p>
<p>Employees working in the processing channel form a single clause group. A premium is paid on all production that varies according to the species of fish and packaging. Additional payments are also made for utilization. 2.1. Basic pay according to the collective agreement signed on 24th March 1997</p>
<p>The basic pay in the group salary system is from 24th March 1997 and is ISK 161.44, although bonus payments decrease by a maximum of ISK 54.00 per hour from what they would have been according to the earlier agreement. From 1st January 1998, the figure will be ISK 167.90, and from 1 January 1999, it will be ISK 174.03. 2.2. Calculation of premium</p>
<p>The premium is calculated weekly and is divided between employees in proportion to the working hours of each person. The total premium is divided by the total number of hours, giving the premium amount per hour.</p>
<p>According to the collective agreement signed on 24th March 1997, the premium amount per hour shall be calculated in two steps.</p>
<p>Total premium per week 1) Premium per hour = Total working hours per week</p>
<p>If both performance and utilization are paid for, the premium found using this method is multiplied by the utilization factor according to Article 2.3 below.</p>
<p>If the premium per hour found using this method is equal to or less than 126.00 ISK per hour, it is paid. If the premium found according to Item 1 is higher than ISK 126.00 per hour, the premium shall be increased as follows:</p>
<p>Premium per hour according to Item 1 2) Premium per hour = ______________________________ = 54.00</p>
<p>0.7</p>
<p>From 01/01/1998 inclusive, the above figures will increase by 4%, and from 1/1/1999, they will increase by 3.65% in accordance with the collective agreement of the parties dated 24th March 1997. 2.3. Payment for performance and utilization:</p>
<p>Each standard hour is calculated using 40% of the basic pay.</p>
<p>Utilization is paid in such a way that it begins to be paid after the minimum utilization is reached, which is determined for each species of fish and varies according to the processing method.</p>
<p>For every 0.1% above the minimum utilisation, the premium increases by 1% until optimal utilisation is reached, which is 2.5% above the minimum utilisation. Thus, the increase due to utilisation can reach a maximum of 25%. This refers to the total utilisation calculated as a ratio of the weight of raw material weighed in for processing to the calculated weight of the packaged product. 2.4. Payment for performance only:</p>
<p>Each standard hour is paid with 47% of the figure. This applies to fish species that are not subject to a utilisation payment. Example: Roe processing, lobster processing and packaging of frozen products not worked in direct relation to the processing channel. 2.5. Amendments to working hours</p>
<p>‘Working hours’ in the group pay scheme refer to all the hours during which employees are registered to work in the group pay scheme, with the exception of paid meal breaks that are not worked. The importance of signing/stamping in and out of work must be emphasized. This applies also if employees go to work outside of the processing channel.</p>
<p class="ks-pdf-li">3. Article</p>
<p>Transfer to hourly paid employment</p>
<p>If it proves necessary to transfer employees out of work paid with bonuses or premiums, care shall be taken to ensure that such transfers affect the staff as equally as possible. If an employee is transferred to an hourly paid job, he/she shall keep the group's bonus for up to seven days, but for no longer than the time worked in the group pay scheme.</p>
<p>No extra payments are paid during a transfer between bonus-based work and/or premium-paid work.</p>
<p class="ks-pdf-li">4. Article</p>
<p>On standard hours</p>
<p>Standard hours shall be revised immediately in the event of major changes in technological developments or packing rules.</p>
<p>When new packing methods are employed experimentally or permanently, they shall be presented to staff before preparation using such methods begin.</p>
<p class="ks-pdf-li">5. Article</p>
<p>New employees</p>
<p>When new employees who have not previously worked in comparable fish processing jobs are employed, they shall receive vocational training under the guidance of an expert during the first few weeks; see Chapter 18 of the collective agreement between SGS and SA. The bonus will increase during the adjustment period pursuant to the adjustment rule for new employees.</p>
<p class="ks-pdf-li">6. Article</p>
<p>Young employees</p>
<p>The work contribution of young employees in the group pay scheme is never calculated to be higher than the ratio of youth wages to starting wages without a course premium as governed by the collective wage agreement in the area concerned.</p>
<p>If a young employee is also new to fish processing, the same assessment rules as other beginners apply to him/her.</p>
<p class="ks-pdf-li">7. Article</p>
<p>Special agreement on group pay schemes in freezing plants</p>
<p>Other details shall be agreed upon at the workplace concerned.</p>
<p class="ks-pdf-li">8. Article</p>
<p>Duration</p>
<p>This Agreement has the same duration as the collective agreements between the parties. Reykjavik, 16/01/1992. Framework agreement on group premiums in saltfish processing, stockfish processing, etc. between VSÍ, VMS and VMSI</p>
<p>In those companies where it is intended to introduce a group premium system for the processing of saltfish, stockfish and others, reference will be made to this Framework Agreement.</p>
<p>General description - main features</p>
<p>A premium is paid on all production covered by the group pay scheme that varies according to the species of fish, preparation methods and packaging.</p>
<p>As a general rule, the total bonus after each working week is divided among everyone in the work cycle (including service work), see definition, in proportion to the working hours of each employee.</p>
<p>Advantages of a group system and requirements for success</p>
<p>It is generally believed that a group pay scheme contributes to the increased cohesion of employees and better human interaction. In an individual pay scheme, each individual works individually, but in a system like this, it is the success of the group that matters.</p>
<p>A close-knit group can deliver better overall results, both in terms of productivity and hard work than those working in an individual system. For this to happen, everyone needs to make an effort.</p>
<p>Success is largely based on the mobility of persons as workload changes, both from place to place in the processing channel and between services and processing duties. With respect to this last point, everyone needs to keep watch.</p>
<p class="ks-pdf-li">1. Article</p>
<p>Definition of the ‘processing channel’, the jobs normally belonging to the group premium system and a list of the jobs performed outside the system 1.1. Jobs belonging to the group pay scheme:</p>
<p class="ks-pdf-li">1. All work carried out in the processing channel from when the raw material is taken from the cold storage until the products are finished for ship loading, including all the service work pertaining to the processing channel. 2. Reception of packaging and finishing work in storage. 3. All daily cleaning of areas of the processing channel during processing, such as of containers, equipment and machines, and final work at the end of the work process. 4. Vocational training. 5. Forklift operations, i.e. insofar as they are part of the processing channel, unless otherwise agreed. 6. Quality inspection and assessors. 1.2. Jobs not belonging to the group pay scheme:</p>
<p class="ks-pdf-li">1. Supervision (does not refer to group managers who normally work in the processing channel). 2. Motor vehicle operation. 3. Forklift operation e.g. during unloading and loading for shipment (see Item 1.5). 4. The sharpening of machine blades, the lubrication of machines and their daily care. 5. Jobs that are outside the premium system include: Landing and finishing of raw materials in cold storage, loading onto ships, services for fishing vessels, ice handling, cleaning of premises, and more.</p>
<p class="ks-pdf-li">2. Article</p>
<p>The fundamentals of the premium system</p>
<p>Employees working in the processing channel form a single clause group. A premium is paid on all production that varies according to the species of fish and packaging.</p>
<p>In preparing a premium system, there are two options, one being to negotiate premium rates for individual work components, and the other being to calculate the premium based on standard hours, the basic pay, and the proportion of the base wage paid. The remainder of this paragraph applies when the latter option is taken. 2.1. On standard hours</p>
<p>Standard hours shall be made taking into account the circumstances at each workplace and in the same way as other standards of the sales association. Standard hours shall be revised immediately in the event of major changes in technological developments or packing rules. 2.2. Basic pay</p>
<p>The basic pay in the group pay scheme is from ............ ISK to ........... and is subject to the same amendments as provided for by agreements at any given time. 2.3. Payment for performance only:</p>
<p>This applies when or where extra is paid for utilization. Each standard hour is paid with 47% of the basic pay. 2.4. Payment for performance and utilization</p>
<p>A separate agreement provides a method for assessing utilization and calculating the precision factor.</p>
<p>The maximum utilization factor may vary, in which case the payment for performance also varies, as follows:</p>
<p>Payment per hour in standard hours in Utilization factor % of the figure Minimum factor Maximum factor</p>
<p>40% 1.00 1.25</p>
<p>43% 1.00 1.10</p>
<p class="ks-pdf-li">3. Article</p>
<p>On working hours</p>
<p>The premium is calculated weekly and is divided between employees in proportion to the working hours of each person in the group premium system.</p>
<p>‘Working hours’ in the group premium system refer to all the hours during which employees are registered to work in the system, with the exception of paid meal breaks that are not worked.</p>
<p>The importance of signing/stamping in and out of work must be emphasized. This applies also if employees go to work outside of the processing channel.</p>
<p class="ks-pdf-li">4. Article</p>
<p>Transfer to hourly paid employment</p>
<p>If it proves necessary to transfer employees out of work paid with bonuses or premiums, care shall be taken to ensure that such transfers affect the staff as equally as possible. If an employee is transferred to an hourly paid job, he/she shall keep the group's bonus for up to seven days, but for no longer than the time worked in the group pay scheme.</p>
<p>No extra payments are paid during a transfer between bonus-based work and/or premium-paid work.</p>
<p class="ks-pdf-li">5. Article</p>
<p>New employees</p>
<p>When new employees who have not previously worked in comparable fish processing jobs are employed, they shall receive vocational training under the guidance of an expert during the first few weeks. The bonus will increase during the adjustment period pursuant to the adjustment rule for new employees.</p>
<p class="ks-pdf-li">6. Article</p>
<p>Young employees</p>
<p>The work contribution of young employees in the group pay scheme is never calculated to be higher than the ratio of youth wages to starting wages without a course premium as governed by the collective wage agreement in the area concerned.</p>
<p>If a young employee is also new to fish processing, the same assessment rules as other beginners apply to him/her.</p>
<p class="ks-pdf-li">7. Article</p>
<p>Special agreement on group pay schemes in fish processing facilities</p>
<p>Other details and further implementation shall be agreed upon at the workplace concerned.</p>
<p class="ks-pdf-li">8. Article</p>
<p>Duration</p>
<p>This Agreement has the same duration as the collective agreements between the parties. Reykjavik, 16/01/1992.</p>
<p>Processing of undersized fish</p>
<p>If the proportion of undersized cod or redfish reaches 7.5% of the amount of the species in question over the week, a bonus is paid on top of the premium rate. The bonus is paid according to the proportion of undersized fish in the production volume and shall be 30% for cod and 45% for redfish. This applies only when undersized cod and redfish are processed into packages that do not require classification by fillet size.</p>
<p>Attachment to the framework agreement for fish processing facilities.</p>
<p>The parties agree that, when concluding special agreements on group premiums in fish processing facilities, the company and the trade union concerned shall enter into an agreement based on the framework agreement, which may stipulate, for example, the following:</p>
<p class="ks-pdf-li">1. Further definitions of the jobs that belong to the group pay system. 2. On sampling and recording. 3. On the cooperative group and its role. 4. On the adjustment of new employees. 5. On the duration of the special agreement. 6. Date overview. 7. Other items.</p>
<p>Reykjavik, 16/01/1992.</p>
<p>Agreement on fishmeal factories It is agreed that the existing special collective agreement between Afl and Drífandi regarding work in fishmeal factories shall constitute part of the agreement between the Confederation of Icelandic Enterprises and Flóabandalag, with the exception of Article 9.1. [2008]</p>
<p>Protocol on holiday matters for workers in fish processing</p>
<p>Employees shall be informed by April at the latest regarding how the general arrangements for leave will be arranged in the fish processing company concerned and whether there will be coordinated leave for staff and during which periods. [1997]</p>
<p>Protocol on unpaid leave for workers in fish processing</p>
<p>Employees who have worked for 5 years continuously in the same fish processing company shall be entitled to 6 months of unpaid leave of absence and then again once every 5 years of continuous work without any reduction in contractual rights. However, there shall never be more than one to four employees on leave at the same time, depending on the size of the company. In the event of a change in the company’s operations, such changes shall apply equally to the employees on leave as to other employees engaged in comparable work in the company. [1997] INDEX</p>
<p>Accident insurance Article 8.7</p>
<p>Accidents at work Article 8.2</p>
<p>Accrued rights Article 12.6</p>
<p>Amendments to working hours Article 2.7</p>
<p>Benefits Article 1.11</p>
<p>Cafeteria workers Chapter 21</p>
<p>Cafeterias Chapter 21 children Article 8.5</p>
<p>Cleaning Chapter 22</p>
<p>Coffee breaks Article 3.1.2 and 3.2.2</p>
<p>Coffee sheds Article 7.1 - 7.2</p>
<p>Company-specific component of collective agreements</p>
<p>Chapter 5</p>
<p>Compens. for damages to clothes/items Article 9.3</p>
<p>Conditions for agreement Chapter 25</p>
<p>Construction workers Chapter 15</p>
<p>Contractor declaration Page 186</p>
<p>Cooks Education accounts, protocol</p>
<p>Chapter page</p>
<p>21 167</p>
<p>Daily wages, half, full Article 1.8</p>
<p>Damage, compensation Article 9.3</p>
<p>Daytime work Article 2.1</p>
<p>December bonus Article 1.3.1</p>
<p>Disputes Article 24.1</p>
<p>Divisor for daytime hourly wages Article 1.4</p>
<p>Duration Article 26.2</p>
<p>Emergency call-outs Article 1.7</p>
<p>Employment contracts, letters of employment</p>
<p>Article 1.13</p>
<p>End of employment, notice period Article 12.5</p>
<p>Equipment Article 7.1</p>
<p>First-aid kit Article 7.1</p>
<p>Fish farming Chapter 19</p>
<p>Fish processing workers Chapter 18</p>
<p>Fixed weekly wages Article 1.01</p>
<p>Food allowance Article 3.4.1 - 3.4.2.</p>
<p>Foreigners, agreement Page 168</p>
<p>Half and full daily wages Article 1.8</p>
<p>Heavy machinery operators Chapter 16</p>
<p>Holiday bonus Article 1.3.2</p>
<p>Holiday fund Article 10.2</p>
<p>Holidays Article 4.1</p>
<p>Illness employee</p>
<p>Article 8.1 - 8.4</p>
<p>Illness during holidays Article 4.2</p>
<p>Industrial workers Chapter 20</p>
<p>Injured, transport Article 8.2.2</p>
<p>Lack of safety equipment Article 7.3.4</p>
<p>Late to work Article 2.5.5</p>
<p>Machine operators Chapter 16</p>
<p>Major public holiday premium Article 1.6.2</p>
<p>Major public holidays Article 2.3.1</p>
<p>Mass redundancy - agreement Page 179</p>
<p>Maternity/paternity leave:</p>
<p>rights Article 8.6 accrued rights Article 12.6.2</p>
<p>Meal breaks Article 3.1.1 and 3.2.1</p>
<p>Medical certificate Article 8.4.3</p>
<p>Meetings at the workplace Article 13.5</p>
<p>Membership fee Article 11.1</p>
<p>Minimum rest Article 2.4</p>
<p>Minimum wage Article 1.1</p>
<p>Occupational diseases Article 8.2</p>
<p>Overtime Article 2.2</p>
<p>Overtime premium Article 1.6</p>
<p>Part-time work Article 2.6</p>
<p>Payment into pension fund Article 10.4</p>
<p>Payment of wages Article 1.9.1 – 1.9.3</p>
<p>Payment of wages Article 1.9</p>
<p>Payslips Article 1.9.3</p>
<p>PCV drivers Chapter 17</p>
<p>Pension funds Article 10.4</p>
<p>Piecework (bonus work) Article 14.2</p>
<p>Piecework in sanitation Article 22.2</p>
<p>Prenatal exam Article 8.6</p>
<p>Priority rights Article 6.1</p>
<p>Professions - new Article 1.12</p>
<p>Protective clothing Article 9.2</p>
<p>Public holidays Article 2.3</p>
<p>Recording of working hours Article 2.5</p>
<p>Rehiring Article 12.6.1</p>
<p>Rest periods Article 2.4</p>
<p>Safety equipment Article 7.3</p>
<p>Safety equipment, lack of Article 7.3.4</p>
<p>Safety rules, violation Article 7.3.2 - 7.3.3</p>
<p>Security guards Chapter 23</p>
<p>Shift work for:</p>
<p>construction workers</p>
<p>Article 15.4 machine operators Article 16.4</p>
<p>PCV drivers Article 17.7 fish processing Article 18.4 fish farming Article 19.3.2 industrial workers Article 20.4.4 cafeterias Article 21.3.2</p>
<p>Sickness benefit fund Article 10.1</p>
<p>Specialised fish processing workers Article 18.1</p>
<p>Specially trained construction workers Article 15</p>
<p>Stand-by shifts Article 2.10.</p>
<p>Termination period Article 12.1 - 12.3</p>
<p>Tools Article 9.1</p>
<p>Transport of injured persons Article 8.2.3</p>
<p>Transportline:</p>
<p>general</p>
<p>Article 3.4.2 for construction workers Article 15.7 for industrial workers Article 20.4.5 for machine operators Article 16.7</p>
<p>Security guards Article 23.7</p>
<p>Travel Article 3.5</p>
<p>Union representatives Chapter 13</p>
<p>Use of own vehicle Article 3.4.3</p>
<p>Vehicles, use of own vehicle Article 3.4.3</p>
<p>Violation of safety rules Article 7.3.2 - 7.3.3</p>
<p>Vocational rehabilitation fund Article 10.5</p>
<p>Wage amendments (increases) Article 1.2</p>
<p>Wage categories, ranking Article 1.1.1</p>
<p>Wage guarantee agreements Article 18.4.3</p>
<p>Wages Article 1.1</p>
<p>Wages Article 1.1</p>
<p>Wages during illness Article 4.2</p>
<p>Wages in the event of accidents and occupational diseases</p>
<p>Article 8.2</p>
<p>Wages in the event of sickness Article 8.3</p>
<p>Weekly wages, fixed Article 1.1</p>
<p>Work attire Article 9.2</p>
<p>Work experience - assessment Article 1.1.3</p>
<p>Work on public holidays Article 2.3.3</p>
<p>Working hours, amendment Article 2.7</p>
<p>Working hours, recording Article 2.5</p>
<p>Workshops/courses for:</p>
<p>construction workers</p>
<p>Article 15.8 machine operators Article 16.8</p>
<p>PCV drivers Article 17.2 fish processing workers Article 18.4.4 cafeteria workers Article 21.4.2 - 21.4.3 union representatives Article 13.7</p>
<p>Youth (restrictions) Article 7.4</p>
<p>Youth wages Article 1.1.2 and 1.5</p>
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            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="53-viðræðuheimild" style="cursor:pointer;">
             5.3. Viðræðuheimild
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="54-ráðgjafar" style="cursor:pointer;">
             5.4. Ráðgjafar
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="55-fulltrúar-starfsmanna-forsvar-í-viðræðum" style="cursor:pointer;">
             5.5. Fulltrúar starfsmanna -- forsvar í viðræðum
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="56-upplýsingamiðlun" style="cursor:pointer;">
             5.6. Upplýsingamiðlun
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="57-heimil-frávik" style="cursor:pointer;">
             5.7. Heimil frávik
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="58-endurgjald-starfsmanna" style="cursor:pointer;">
             5.8. Endurgjald starfsmanna
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="59-gildistaka-gildissvið-og-gildistími" style="cursor:pointer;">
             5.9. Gildistaka, gildissvið og gildistími
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="510-áhrif-fyrirtækjasamnings-á-ráðningarkjör" style="cursor:pointer;">
             5.10. Áhrif fyrirtækjasamnings á ráðningarkjör
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="511-stytting-vinnutíma" style="cursor:pointer;">
             5.11. Stytting vinnutíma
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="512-meðferð-ágreinings" style="cursor:pointer;">
             5.12. Meðferð ágreinings
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="513-dæmi-um-fyrirtækjaþátt" style="cursor:pointer;">
             5.13. Dæmi um fyrirtækjaþátt
            </a>
           </li>
           <li class="ks-toc-chapter">
            <a class="ks-toc-link" data-target="6-kafli-um-forgangsrétt-til-vinnu" style="cursor:pointer;">
             6. Kafli - Um forgangsrétt til vinnu
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="61-forgangsréttur" style="cursor:pointer;">
             6.1. Forgangsréttur
            </a>
           </li>
           <li class="ks-toc-chapter">
            <a class="ks-toc-link" data-target="7-kafli-um-aðbúnað-og-hollustuhætti" style="cursor:pointer;">
             7. Kafli - Um aðbúnað og hollustuhætti
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="71-aðbúnaður" style="cursor:pointer;">
             7.1. Aðbúnaður
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="72-mataraðstaða" style="cursor:pointer;">
             7.2. Mataraðstaða
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="73-öryggisbúnaður" style="cursor:pointer;">
             7.3. Öryggisbúnaður
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="74-störf-ungmenna" style="cursor:pointer;">
             7.4. Störf ungmenna
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="75-miðlun-upplýsinga" style="cursor:pointer;">
             7.5. Miðlun upplýsinga
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="76-ábendingar-um-öryggi-og-aðbúnað-á-vinnustað" style="cursor:pointer;">
             7.6 Ábendingar um öryggi og aðbúnað á vinnustað
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="bókun-vegna-ábendinga-um-öryggi-og-aðbúnað" style="cursor:pointer;">
             Bókun vegna ábendinga um öryggi og aðbúnað
            </a>
           </li>
           <li class="ks-toc-chapter">
            <a class="ks-toc-link" data-target="8-kafli-um-greiðslu-launa-í-veikinda-og-slysatilfellum-og-slysatryggingar" style="cursor:pointer;">
             8. Kafli - Um greiðslu launa í veikinda- og slysatilfellu...
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="81-laun-í-veikindum" style="cursor:pointer;">
             8.1. Laun í veikindum
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="82-vinnuslys-og-atvinnusjúkdómar" style="cursor:pointer;">
             8.2. Vinnuslys og atvinnusjúkdómar
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="83-launahugtök" style="cursor:pointer;">
             8.3. Launahugtök
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="84-útborgun-veikindalauna" style="cursor:pointer;">
             8.4. Útborgun veikindalauna
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="85-veikindi-barna-og-leyfi-af-óviðráðanlegum-ástæðum" style="cursor:pointer;">
             8.5. Veikindi barna og leyfi af óviðráðanlegum ástæðum
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="86-fæðingarorlof-og-mæðraskoðun" style="cursor:pointer;">
             8.6. Fæðingarorlof og mæðraskoðun
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="87-dánar-slysa-og-örorkutryggingar" style="cursor:pointer;">
             8.7. Dánar-, slysa- og örorkutryggingar
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="bókun-varðandi-óvinnufærni-vegna-veikinda" style="cursor:pointer;">
             Bókun varðandi óvinnufærni vegna veikinda
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="bókun-um-læknisvottorð" style="cursor:pointer;">
             Bókun um læknisvottorð
            </a>
           </li>
           <li class="ks-toc-chapter">
            <a class="ks-toc-link" data-target="9-kafli-um-verkfæri-og-vinnuföt" style="cursor:pointer;">
             9. Kafli - Um verkfæri og vinnuföt
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="91-verkfæri" style="cursor:pointer;">
             9.1. Verkfæri
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="92-hlífðarfatnaður" style="cursor:pointer;">
             9.2. Hlífðarfatnaður
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="93-tjón-á-fatnaði-og-munum" style="cursor:pointer;">
             9.3. Tjón á fatnaði og munum
            </a>
           </li>
           <li class="ks-toc-chapter">
            <a class="ks-toc-link" data-target="10-kafli-um-iðgjöld-til-sjúkra-orlofs-starfsmennta-lífeyris-og-starfsendurhæfingarsjóðs" style="cursor:pointer;">
             10. Kafli - Um iðgjöld til sjúkra-, orlofs-, starfsmennta...
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="101-sjúkrasjóður" style="cursor:pointer;">
             10.1. Sjúkrasjóður
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="102-orlofssjóður" style="cursor:pointer;">
             10.2. Orlofssjóður
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="103-starfsmenntasjóður" style="cursor:pointer;">
             10.3. Starfsmenntasjóður
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="104-um-lífeyrissjóði" style="cursor:pointer;">
             10.4. Um lífeyrissjóði
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="105-starfsendurhæfingarsjóður" style="cursor:pointer;">
             10.5. Starfsendurhæfingarsjóður
            </a>
           </li>
           <li class="ks-toc-chapter">
            <a class="ks-toc-link" data-target="11-kafli-um-félagsgjöld" style="cursor:pointer;">
             11. Kafli - Um félagsgjöld
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="111-innheimta-félagsgjalda" style="cursor:pointer;">
             11.1. Innheimta félagsgjalda
            </a>
           </li>
           <li class="ks-toc-chapter">
            <a class="ks-toc-link" data-target="12-kafli-um-uppsagnarfrest-og-endurráðningu" style="cursor:pointer;">
             12. Kafli - Um uppsagnarfrest og endurráðningu
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="121-kvaðning-til-vinnu" style="cursor:pointer;">
             12.1. Kvaðning til vinnu
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="122-uppsagnarfrestur" style="cursor:pointer;">
             12.2. Uppsagnarfrestur
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="123-framkvæmd-uppsagna" style="cursor:pointer;">
             12.3. Framkvæmd uppsagna
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="124-tilfærsla-milli-starfa" style="cursor:pointer;">
             12.4. Tilfærsla milli starfa
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="125-starfslok" style="cursor:pointer;">
             12.5. Starfslok
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="126-áunnin-réttindi" style="cursor:pointer;">
             12.6. Áunnin réttindi
            </a>
           </li>
           <li class="ks-toc-chapter">
            <a class="ks-toc-link" data-target="13-kafli-um-trúnaðarmenn" style="cursor:pointer;">
             13. Kafli - Um trúnaðarmenn
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="131-kosning-trúnaðarmanna" style="cursor:pointer;">
             13.1. Kosning trúnaðarmanna
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="132-störf-trúnaðarmanna" style="cursor:pointer;">
             13.2. Störf trúnaðarmanna
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="133-gögn-sem-trúnaðarmenn-hafa-aðgang-að" style="cursor:pointer;">
             13.3. Gögn sem trúnaðarmenn hafa aðgang að
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="134-aðstaða-trúnaðarmanna" style="cursor:pointer;">
             13.4. Aðstaða trúnaðarmanna
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="135-fundir-á-vinnustað" style="cursor:pointer;">
             13.5. Fundir á vinnustað
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="136-kvartanir-trúnaðarmanna" style="cursor:pointer;">
             13.6. Kvartanir trúnaðarmanna
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="137-trúnaðarmannanámskeið" style="cursor:pointer;">
             13.7. Trúnaðarmannanámskeið
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="138-samráð-í-fyrirtækjum" style="cursor:pointer;">
             13.8. Samráð í fyrirtækjum
            </a>
           </li>
           <li class="ks-toc-chapter">
            <a class="ks-toc-link" data-target="14-kafli-um-ákvæðisvinnu" style="cursor:pointer;">
             14. Kafli - Um ákvæðisvinnu
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="141-skilgreining-hugtaka" style="cursor:pointer;">
             14.1. Skilgreining hugtaka
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="142-upptaka-ákvæðisvinnu-og-samráð-við-stéttarfélög" style="cursor:pointer;">
             14.2. Upptaka ákvæðisvinnu og samráð við stéttarfélög
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="143-kaupauki" style="cursor:pointer;">
             14.3. Kaupauki
            </a>
           </li>
           <li class="ks-toc-chapter">
            <a class="ks-toc-link" data-target="15-kafli-um-sérþjálfaða-byggingarstarfsmenn" style="cursor:pointer;">
             15. Kafli - Um sérþjálfaða byggingarstarfsmenn
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="151-gildissvið" style="cursor:pointer;">
             15.1. Gildissvið
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="152-laun" style="cursor:pointer;">
             15.2. Laun
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="153-vinnutími" style="cursor:pointer;">
             15.3. Vinnutími
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="154-vaktavinna" style="cursor:pointer;">
             15.4. Vaktavinna
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="155-matar-og-kaffitímar" style="cursor:pointer;">
             15.5. Matar og kaffitímar
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="156-hádegisverður" style="cursor:pointer;">
             15.6. Hádegisverður
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="157-ferðir-til-vinnu6" style="cursor:pointer;">
             15.7. Ferðir til vinnu[^6]
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="158-námskeið" style="cursor:pointer;">
             15.8. Námskeið
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="159-vinnufatnaður-og-öryggisbúnaður" style="cursor:pointer;">
             15.9. Vinnufatnaður og öryggisbúnaður
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="bókun-um-námskeið" style="cursor:pointer;">
             Bókun um námskeið
            </a>
           </li>
           <li class="ks-toc-chapter">
            <a class="ks-toc-link" data-target="16-kafli-um-tækjastjórnendur" style="cursor:pointer;">
             16. Kafli - Um tækjastjórnendur
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="161-gildissvið" style="cursor:pointer;">
             16.1. Gildissvið
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="162-laun" style="cursor:pointer;">
             16.2. Laun
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="163-vinnutími" style="cursor:pointer;">
             16.3. Vinnutími
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="164-vaktavinna" style="cursor:pointer;">
             16.4. Vaktavinna
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="165-neysluhlé" style="cursor:pointer;">
             16.5. Neysluhlé
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="166-hádegisverður" style="cursor:pointer;">
             16.6. Hádegisverður
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="167-flutningur-starfsmanna" style="cursor:pointer;">
             16.7. Flutningur starfsmanna
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="168-námskeið" style="cursor:pointer;">
             16.8. Námskeið
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="169-vinnufatnaður-og-öryggisbúnaður" style="cursor:pointer;">
             16.9. Vinnufatnaður og öryggisbúnaður
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="1610-fjöldi-starfsmanna-hvíld" style="cursor:pointer;">
             16.10. Fjöldi starfsmanna - hvíld
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="1611-starfssvið" style="cursor:pointer;">
             16.11. Starfssvið
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="1612-ökumannskort" style="cursor:pointer;">
             16.12. Ökumannskort
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="1613-hvíldartími-bílstjóra" style="cursor:pointer;">
             16.13. Hvíldartími bílstjóra
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="flutningabifreiðar-með-svefnaðstöðu" style="cursor:pointer;">
             Flutningabifreiðar með svefnaðstöðu
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="bókun-um-málefni-tækjamanna-og-bifreiðastjóra" style="cursor:pointer;">
             Bókun um málefni tækjamanna og bifreiðastjóra
            </a>
           </li>
           <li class="ks-toc-chapter">
            <a class="ks-toc-link" data-target="17-kafli-hópbifreiðastjórar" style="cursor:pointer;">
             17. Kafli - Hópbifreiðastjórar
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="171-um-gildissvið" style="cursor:pointer;">
             17.1. Um gildissvið
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="172-launaflokkar-og-námskeið" style="cursor:pointer;">
             17.2. Launaflokkar og námskeið
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="173-tímakaup-og-aldurshækkanir" style="cursor:pointer;">
             17.3. Tímakaup og aldurshækkanir
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="174-yfirvinna-á-stórhátíðum" style="cursor:pointer;">
             17.4. Yfirvinna á stórhátíðum
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="175-vinnufyrirkomulag" style="cursor:pointer;">
             17.5. Vinnufyrirkomulag
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="176-dagvinna" style="cursor:pointer;">
             17.6. Dagvinna
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="177-vaktavinna" style="cursor:pointer;">
             17.7. Vaktavinna
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="178-skráning-vinnutíma" style="cursor:pointer;">
             17.8. Skráning vinnutíma
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="179-hvíldartími-bílstjóra" style="cursor:pointer;">
             17.9. Hvíldartími bílstjóra
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="1710-fæðis-og-dvalarkostnaður" style="cursor:pointer;">
             17.10. Fæðis- og dvalarkostnaður
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="1711-vinnu-og-hlífðarföt-bifreiðastjóra" style="cursor:pointer;">
             17.11. Vinnu- og hlífðarföt bifreiðastjóra
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="1712-ökumannskort" style="cursor:pointer;">
             17.12. Ökumannskort
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="1713-námskeið" style="cursor:pointer;">
             17.13. Námskeið
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="bókun-um-fæðiskostnað" style="cursor:pointer;">
             Bókun um fæðiskostnað
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="bókun-um-mat-á-raunfærni-til-launa" style="cursor:pointer;">
             Bókun um mat á raunfærni til launa
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="bókun-um-endurskoðun-kafla-um-hópbifreiðastjóra" style="cursor:pointer;">
             Bókun um endurskoðun kafla um hópbifreiðastjóra
            </a>
           </li>
           <li class="ks-toc-chapter">
            <a class="ks-toc-link" data-target="18-kafli-fiskvinnslufólk" style="cursor:pointer;">
             18. Kafli - Fiskvinnslufólk
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="181-laun" style="cursor:pointer;">
             18.1. Laun
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="182-reiknitala-í-hóplaunakerfi-og-ákvæðisvinnu" style="cursor:pointer;">
             18.2. Reiknitala í hóplaunakerfi og ákvæðisvinnu
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="183-vaktavinna" style="cursor:pointer;">
             18.3. Vaktavinna
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="184-kauptrygging-fiskvinnslufólks" style="cursor:pointer;">
             18.4. Kauptrygging fiskvinnslufólks
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="yfirlýsing-um-launalaus-leyfi-fiskvinnslufólks-um-jól-og-áramót" style="cursor:pointer;">
             Yfirlýsing um launalaus leyfi fiskvinnslufólks um jól o...
            </a>
           </li>
           <li class="ks-toc-chapter">
            <a class="ks-toc-link" data-target="19-kafli-um-almenn-störf-við-fiskeldi" style="cursor:pointer;">
             19. Kafli - Um almenn störf við fiskeldi
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="191-um-gildissvið" style="cursor:pointer;">
             19.1. Um gildissvið
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="192-laun" style="cursor:pointer;">
             19.2. Laun
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="193-um-vinnutíma" style="cursor:pointer;">
             19.3. Um vinnutíma
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="194-önnur-atriði" style="cursor:pointer;">
             19.4. Önnur atriði
            </a>
           </li>
           <li class="ks-toc-chapter">
            <a class="ks-toc-link" data-target="20-kafli-iðnverkafólk" style="cursor:pointer;">
             20. Kafli - Iðnverkafólk
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="201-gildissvið" style="cursor:pointer;">
             20.1. Gildissvið
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="202-launaflokkar-iðnverkafólks" style="cursor:pointer;">
             20.2. Launaflokkar iðnverkafólks
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="203-kaupgreiðslureglur" style="cursor:pointer;">
             20.3. Kaupgreiðslureglur
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="204-vinnutími" style="cursor:pointer;">
             20.4. Vinnutími
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="205-matar-og-kaffitímar-fæðis-og-flutningskostnaður" style="cursor:pointer;">
             20.5. Matar- og kaffitímar, fæðis- og flutningskostnaðu...
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="206-frítímaslysatrygging" style="cursor:pointer;">
             20.6. Frítímaslysatrygging
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="207-verkfæri-og-vinnuföt" style="cursor:pointer;">
             20.7. Verkfæri og vinnuföt
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="208-ákvæðis-og-bónusvinna" style="cursor:pointer;">
             20.8. Ákvæðis- og bónusvinna
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="209-símenntun-sérhæft-iðnverkafólk" style="cursor:pointer;">
             20.9. Símenntun -- sérhæft iðnverkafólk
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="bókun-vegna-upptöku-kafla-um-iðnverkafólk" style="cursor:pointer;">
             Bókun vegna upptöku kafla um iðnverkafólk
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="yfirlýsing-um-ákvæðis-og-bónusvinnu-í-kjötvinnslum" style="cursor:pointer;">
             Yfirlýsing um ákvæðis- og bónusvinnu í kjötvinnslum
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="samkomulag-vegna-vinnu-sem-stjórnast-af-vélbúnaði" style="cursor:pointer;">
             Samkomulag vegna vinnu sem stjórnast af vélbúnaði
            </a>
           </li>
           <li class="ks-toc-chapter">
            <a class="ks-toc-link" data-target="21-kafli-um-starfsfólk-í-mötuneytum" style="cursor:pointer;">
             21. Kafli - Um starfsfólk í mötuneytum
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="211-gildissvið" style="cursor:pointer;">
             21.1. Gildissvið
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="212-launakjör" style="cursor:pointer;">
             21.2. Launakjör
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="213-vinnutími" style="cursor:pointer;">
             21.3. Vinnutími
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="214-starfsþjálfun" style="cursor:pointer;">
             21.4. Starfsþjálfun
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="215-vinnufatnaður" style="cursor:pointer;">
             21.5. Vinnufatnaður
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="216-ráðningarháttur" style="cursor:pointer;">
             21.6. Ráðningarháttur
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="bókun-um-mat-á-mönnun" style="cursor:pointer;">
             Bókun um mat á mönnun
            </a>
           </li>
           <li class="ks-toc-chapter">
            <a class="ks-toc-link" data-target="22kafli-vinna-við-ræstingarstörf" style="cursor:pointer;">
             22.Kafli - Vinna við ræstingarstörf
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="221-gildissvið-og-skilgreiningar" style="cursor:pointer;">
             22.1. Gildissvið og skilgreiningar
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="222-tímamæld-ákvæðisvinna-við-ræstingar-staðinn-tími" style="cursor:pointer;">
             22.2. Tímamæld ákvæðisvinna við ræstingar, staðinn tími
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="223-ræsting-í-tímavinnu" style="cursor:pointer;">
             22.3. Ræsting í tímavinnu
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="224-ræsting-í-vaktavinnu" style="cursor:pointer;">
             22.4. Ræsting í vaktavinnu
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="225-fermetramæling-5-daga-vikunnar" style="cursor:pointer;">
             22.5. Fermetramæling 5 daga vikunnar
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="bókun-um-sólarlag-fermetramælingar" style="cursor:pointer;">
             Bókun um sólarlag fermetramælingar
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="226-almenn-ákvæði" style="cursor:pointer;">
             22.6. Almenn ákvæði
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="fylgiskjal-með-kafla-222-um-tímamælda-ákvæðisvinnu" style="cursor:pointer;">
             Fylgiskjal með kafla 22.2 um tímamælda ákvæðisvinnu
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="bókun-um-hæfnigreiningar-starfa-í-ræstingu" style="cursor:pointer;">
             Bókun um hæfnigreiningar starfa í ræstingu
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="bókun-um-útboðsmál-í-ræstingu" style="cursor:pointer;">
             Bókun um útboðsmál í ræstingu
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="útdráttur-úr-rammasamningi-milli-vmsí-annars-vegar-og-vsí-vms-fjármálaráðherra-fyrir-hönd-ríkisins-og-reykjavíkurborgar-hins-vegar-um-vinnu-við-ræstingar" style="cursor:pointer;">
             Útdráttur úr rammasamningi milli VMSÍ annars vegar og V...
            </a>
           </li>
           <li class="ks-toc-chapter">
            <a class="ks-toc-link" data-target="23-kafli-um-vaktmenn" style="cursor:pointer;">
             23. Kafli - Um vaktmenn
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="231-gildissvið" style="cursor:pointer;">
             23.1. Gildissvið
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="232-laun-og-álag" style="cursor:pointer;">
             23.2. Laun og álag
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="233-um-vinnutíma-og-vaktir" style="cursor:pointer;">
             23.3. Um vinnutíma og vaktir
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="234-um-aukafrídaga" style="cursor:pointer;">
             23.4. Um aukafrídaga
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="235-um-mataraðstöðu" style="cursor:pointer;">
             23.5. Um mataraðstöðu
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="236-fatnaður" style="cursor:pointer;">
             23.6. Fatnaður
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="237-um-ferðir" style="cursor:pointer;">
             23.7. Um ferðir
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="238-starfsþjálfun" style="cursor:pointer;">
             23.8. Starfsþjálfun
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="239-lausráðnir-vaktmenn-í-skipum" style="cursor:pointer;">
             23.9. Lausráðnir vaktmenn í skipum
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="2310-samkomulag" style="cursor:pointer;">
             23.10. Samkomulag
            </a>
           </li>
           <li class="ks-toc-chapter">
            <a class="ks-toc-link" data-target="24-kafli-um-meðferð-ágreiningsmála" style="cursor:pointer;">
             24. Kafli - Um meðferð ágreiningsmála
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="241-ágreiningur" style="cursor:pointer;">
             24.1. Ágreiningur
            </a>
           </li>
           <li class="ks-toc-chapter">
            <a class="ks-toc-link" data-target="25-kafli-samningsforsendur-mark" style="cursor:pointer;">
             25. Kafli - Samningsforsendur []
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="251-inngangur-megininntak" style="cursor:pointer;">
             25.1. Inngangur -- megininntak
            </a>
           </li>
           <li class="ks-toc-chapter">
            <a class="ks-toc-link" data-target="26-kafli-um-gildistíma-uppsagnarfrest-ofl" style="cursor:pointer;">
             26. Kafli - Um gildistíma, uppsagnarfrest o.fl.
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="261-áhrif-samningsins-á-starfskjör" style="cursor:pointer;">
             26.1. Áhrif samningsins á starfskjör
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="262-gildistími" style="cursor:pointer;">
             26.2. Gildistími
            </a>
           </li>
           <li class="ks-toc-chapter">
            <a class="ks-toc-link" data-target="bókanir-yfirlýsingar-samkomulög-og-fylgiskjöl" style="cursor:pointer;">
             Bókanir, yfirlýsingar, samkomulög og fylgiskjöl
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="bókun-um-starfsheiti" style="cursor:pointer;">
             Bókun um starfsheiti
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="bókun-vegna-endurskoðunar-á-greiðslum-fæðisdagpeninga" style="cursor:pointer;">
             Bókun vegna endurskoðunar á greiðslum fæðisdagpeninga
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="bókun-um-nýtt-hæfnilaunakerfi" style="cursor:pointer;">
             Bókun um nýtt hæfnilaunakerfi
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="bókun-um-áhrif-tómlætis" style="cursor:pointer;">
             Bókun um áhrif tómlætis
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="bókun-um-túlkaþjónustu" style="cursor:pointer;">
             Bókun um túlkaþjónustu
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="bókun-um-vernd-þeirra-sem-gegna-trúnaðarstörfum-fyrir-stéttarfélög" style="cursor:pointer;">
             Bókun um vernd þeirra sem gegna trúnaðarstörfum fyrir s...
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="bókun-um-leigu-húsnæðis-í-tengslum-við-ráðningarsamning" style="cursor:pointer;">
             Bókun um leigu húsnæðis í tengslum við ráðningarsamning
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="bókun-um-raunfærnimat" style="cursor:pointer;">
             Bókun um raunfærnimat
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="bókun-um-launakerfi" style="cursor:pointer;">
             Bókun um launakerfi
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="bókun-um-sveigjanleg-starfslok" style="cursor:pointer;">
             Bókun um sveigjanleg starfslok
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="bókun-um-viðræður-um-skipulag-vinnutíma" style="cursor:pointer;">
             Bókun um viðræður um skipulag vinnutíma
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="bókun-um-mat-á-námi-til-launa" style="cursor:pointer;">
             Bókun um mat á námi til launa
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="bókun-um-samfellt-starf-og-áunnin-réttindi" style="cursor:pointer;">
             Bókun um samfellt starf og áunnin réttindi
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="bókun-um-tjón-á-tönnum-við-vinnuslys" style="cursor:pointer;">
             Bókun um tjón á tönnum við vinnuslys
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="bókun-um-endurskoðun-orlofslaga" style="cursor:pointer;">
             Bókun um endurskoðun orlofslaga
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="yfirlýsing-um-lífeyrismál" style="cursor:pointer;">
             Yfirlýsing  um lífeyrismál
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="yfirlýsing-um-lífeyrismál-1" style="cursor:pointer;">
             Yfirlýsing um lífeyrismál
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="bókun-um-almenna-launahækkun" style="cursor:pointer;">
             Bókun um almenna launahækkun
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="bókun-um-skilgreiningu-vakta" style="cursor:pointer;">
             Bókun um skilgreiningu vakta
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="bókun-um-veikindi-og-endurhæfingarmál" style="cursor:pointer;">
             Bókun um veikindi og endurhæfingarmál
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="bókun-um-jafnréttisáherslur" style="cursor:pointer;">
             Bókun um jafnréttisáherslur
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="bókun-um-starfsmannaleigur" style="cursor:pointer;">
             Bókun um starfsmannaleigur
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="yfirlýsing-así-og-sa-um-framkvæmd-útboðsmála" style="cursor:pointer;">
             Yfirlýsing ASÍ og SA um framkvæmd útboðsmála
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="bókun-um-endurmenntun-bílstjóra-og-tækjamanna" style="cursor:pointer;">
             Bókun um endurmenntun bílstjóra og tækjamanna
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="bókun-vegna-endurnýjunar-ökumannskorta" style="cursor:pointer;">
             Bókun vegna endurnýjunar ökumannskorta
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="samkomulag-sa-og-así-um-upplýsingar-og-samráð-í-fyrirtækjum" style="cursor:pointer;">
             Samkomulag SA og ASÍ um upplýsingar og samráð í fyrirtæ...
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="bókun-um-endurskoðun-á-trúnaðarmannakafla-kjarasamninga" style="cursor:pointer;">
             Bókun um endurskoðun á trúnaðarmannakafla kjarasamninga
            </a>
           </li>
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             Bókun um tilkynningu til trúnaðarlæknis/ þjónustufyrirt...
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             Fylgiskjal Framleiðniauki
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             Fylgiskjal með samningi um laun í erlendum gjaldmiðli -...
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             Samkomulag milli Samtaka atvinnulífsins og Eflingar - s...
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            <a class="ks-toc-link" data-target="menntareikningar" style="cursor:pointer;">
             Menntareikningar
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            <a class="ks-toc-link" data-target="samkomulag-um-útlendinga-á-íslenskum-vinnumarkaði" style="cursor:pointer;">
             Samkomulag um útlendinga á íslenskum vinnumarkaði
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            <a class="ks-toc-link" data-target="samningur-um-ákveðna-þætti-er-varða-skipulag-vinnutíma-milli-alþýðusambands-íslands-og-vinnuveitendasambands-íslands" style="cursor:pointer;">
             Samningur um ákveðna þætti er varða skipulag vinnutíma ...
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            <a class="ks-toc-link" data-target="samningur-milli-samtaka-atvinnulífsins-og-alþýðusambands-íslands-um-hlutastörf" style="cursor:pointer;">
             Samningur milli Samtaka atvinnulífsins og Alþýðusamband...
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="samkomulag-um-hópuppsagnir" style="cursor:pointer;">
             Samkomulag um hópuppsagnir
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            <a class="ks-toc-link" data-target="rammasamningur-milli-vmsí-annars-vegar-og-vsí-vms-fjármálaráðherra-fyrir-hönd-ríkisins-og-reykjavíkurborgar-hins-vegar-um-vinnu-við-ræstingar" style="cursor:pointer;">
             Rammasamningur milli VMSÍ annars vegar og VSÍ, VMS, fjá...
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            <a class="ks-toc-link" data-target="bókun-um-flutningslínu-með-aðalkjarasamningi-eflingar-vegna-breytinga-á-almennri-flutningslínu" style="cursor:pointer;">
             Bókun um flutningslínu með aðalkjarasamningi Eflingar v...
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            <a class="ks-toc-link" data-target="yfirlýsing-um-aðlögun-starfsfólks-við-eftirlaunaaldur" style="cursor:pointer;">
             Yfirlýsing um aðlögun starfsfólks við eftirlaunaaldur
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="yfirlýsing-um-verktakastarfsemi" style="cursor:pointer;">
             Yfirlýsing um verktakastarfsemi
            </a>
           </li>
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            <a class="ks-toc-link" data-target="rammasamningur-um-hóplaunakerfi-í-frystihúsum-milli-vsívms-og-verkamannasambands-íslands" style="cursor:pointer;">
             Rammasamningur um hóplaunakerfi í frystihúsum milli VSÍ...
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="rammasamningur-um-hóppremíu-við-verkun-á-saltfiski-skreið-ofl-milli-vsí-vms-og-vmsí" style="cursor:pointer;">
             Rammasamningur um hóppremíu við verkun á saltfiski, skr...
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="samkomulag-um-fiskimjölsverksmiðjur" style="cursor:pointer;">
             Samkomulag um fiskimjölsverksmiðjur
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="bókun-um-orlofsmál-fiskvinnslufólks" style="cursor:pointer;">
             Bókun um orlofsmál fiskvinnslufólks
            </a>
           </li>
           <li class="ks-toc-section">
            <a class="ks-toc-link" data-target="bókun-um-launalaust-leyfi-fiskvinnslufólks" style="cursor:pointer;">
             Bókun um launalaust leyfi fiskvinnslufólks
            </a>
           </li>
           <li class="ks-toc-chapter">
            <a class="ks-toc-link" data-target="atriðisorðaskrá" style="cursor:pointer;">
             ATRIÐISORÐASKRÁ
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         <div class="ks-content">
          <h1 class="ks-page-title">
           Kjarasamningur
          </h1>
          <h2 id="1-kafli-um-kaup" class="ks-heading">
           <span class="ks-heading-text">
            1. Kafli - Um kaup
           </span>
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             Afritað!
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          </h2>
          <div class="ks-chapter-content">
           <h3 id="11-laun" class="ks-accordion-header" onclick="ksToggleSa(this)">
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             <polyline points="6 9 12 15 18 9">
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             1.1. Laun
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              Afritað!
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           </h3>
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            <h5 id="111-launataxtar" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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              1.1.1. Launataxtar
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            </h5>
            <div class="ks-section-content ks-sub-content">
             <div class="launatafla-container">
              <div class="launatafla-title">
               <svg class="launatafla-icon" width="16" height="16" viewBox="0 0 24 24" fill="#a52f13">
                <path d="M17 3H7c-1.1 0-2 .9-2 2v16l7-3 7 3V5c0-1.1-.9-2-2-2z">
                </path>
               </svg>
               <strong>
                Launatafla frá 1. febrúar 2024 – 31. desember 2024
               </strong>
              </div>
              <div class="launatafla-scroll">
               <table class="launatafla">
                <thead>
                 <tr>
                  <th>
                   Lfl.
                  </th>
                  <th>
                   Byrjun
                  </th>
                  <th>
                   1 ár
                  </th>
                  <th>
                   3 ár
                  </th>
                  <th>
                   5 ár
                  </th>
                 </tr>
                </thead>
                <tbody>
                 <tr class="even">
                  <td>
                   4
                  </td>
                  <td>
                   425.985
                  </td>
                  <td>
                   430.245
                  </td>
                  <td>
                   436.699
                  </td>
                  <td>
                   445.433
                  </td>
                 </tr>
                 <tr class="odd">
                  <td>
                   5
                  </td>
                  <td>
                   428.456
                  </td>
                  <td>
                   432.741
                  </td>
                  <td>
                   439.232
                  </td>
                  <td>
                   448.017
                  </td>
                 </tr>
                 <tr class="even">
                  <td>
                   6
                  </td>
                  <td>
                   430.941
                  </td>
                  <td>
                   435.250
                  </td>
                  <td>
                   441.779
                  </td>
                  <td>
                   450.615
                  </td>
                 </tr>
                 <tr class="odd">
                  <td>
                   7
                  </td>
                  <td>
                   433.440
                  </td>
                  <td>
                   437.774
                  </td>
                  <td>
                   444.341
                  </td>
                  <td>
                   453.228
                  </td>
                 </tr>
                 <tr class="even">
                  <td>
                   8
                  </td>
                  <td>
                   435.954
                  </td>
                  <td>
                   440.314
                  </td>
                  <td>
                   446.919
                  </td>
                  <td>
                   455.857
                  </td>
                 </tr>
                 <tr class="odd">
                  <td>
                   9
                  </td>
                  <td>
                   438.483
                  </td>
                  <td>
                   442.868
                  </td>
                  <td>
                   449.511
                  </td>
                  <td>
                   458.501
                  </td>
                 </tr>
                 <tr class="even">
                  <td>
                   10
                  </td>
                  <td>
                   441.026
                  </td>
                  <td>
                   445.436
                  </td>
                  <td>
                   452.118
                  </td>
                  <td>
                   461.160
                  </td>
                 </tr>
                 <tr class="odd">
                  <td>
                   11
                  </td>
                  <td>
                   443.584
                  </td>
                  <td>
                   448.020
                  </td>
                  <td>
                   454.740
                  </td>
                  <td>
                   463.835
                  </td>
                 </tr>
                 <tr class="even">
                  <td>
                   12
                  </td>
                  <td>
                   446.157
                  </td>
                  <td>
                   450.619
                  </td>
                  <td>
                   457.378
                  </td>
                  <td>
                   466.526
                  </td>
                 </tr>
                 <tr class="odd">
                  <td>
                   13
                  </td>
                  <td>
                   448.745
                  </td>
                  <td>
                   453.232
                  </td>
                  <td>
                   460.030
                  </td>
                  <td>
                   469.231
                  </td>
                 </tr>
                 <tr class="even">
                  <td>
                   14
                  </td>
                  <td>
                   451.348
                  </td>
                  <td>
                   455.861
                  </td>
                  <td>
                   462.699
                  </td>
                  <td>
                   471.953
                  </td>
                 </tr>
                 <tr class="odd">
                  <td>
                   15
                  </td>
                  <td>
                   453.966
                  </td>
                  <td>
                   458.506
                  </td>
                  <td>
                   465.384
                  </td>
                  <td>
                   474.692
                  </td>
                 </tr>
                 <tr class="even">
                  <td>
                   16
                  </td>
                  <td>
                   456.599
                  </td>
                  <td>
                   461.165
                  </td>
                  <td>
                   468.082
                  </td>
                  <td>
                   477.444
                  </td>
                 </tr>
                 <tr class="odd">
                  <td>
                   17
                  </td>
                  <td>
                   459.247
                  </td>
                  <td>
                   463.839
                  </td>
                  <td>
                   470.797
                  </td>
                  <td>
                   480.213
                  </td>
                 </tr>
                 <tr class="even">
                  <td>
                   18
                  </td>
                  <td>
                   461.911
                  </td>
                  <td>
                   466.530
                  </td>
                  <td>
                   473.528
                  </td>
                  <td>
                   482.999
                  </td>
                 </tr>
                 <tr class="odd">
                  <td>
                   19
                  </td>
                  <td>
                   464.590
                  </td>
                  <td>
                   469.236
                  </td>
                  <td>
                   476.275
                  </td>
                  <td>
                   485.801
                  </td>
                 </tr>
                 <tr class="even">
                  <td>
                   20
                  </td>
                  <td>
                   467.285
                  </td>
                  <td>
                   471.958
                  </td>
                  <td>
                   479.037
                  </td>
                  <td>
                   488.618
                  </td>
                 </tr>
                 <tr class="odd">
                  <td>
                   21
                  </td>
                  <td>
                   469.995
                  </td>
                  <td>
                   474.695
                  </td>
                  <td>
                   481.815
                  </td>
                  <td>
                   491.451
                  </td>
                 </tr>
                 <tr class="even">
                  <td>
                   22
                  </td>
                  <td>
                   472.721
                  </td>
                  <td>
                   477.448
                  </td>
                  <td>
                   484.610
                  </td>
                  <td>
                   494.302
                  </td>
                 </tr>
                 <tr class="odd">
                  <td>
                   23
                  </td>
                  <td>
                   475.463
                  </td>
                  <td>
                   480.218
                  </td>
                  <td>
                   487.421
                  </td>
                  <td>
                   497.169
                  </td>
                 </tr>
                 <tr class="even">
                  <td>
                   24
                  </td>
                  <td>
                   478.221
                  </td>
                  <td>
                   483.003
                  </td>
                  <td>
                   490.248
                  </td>
                  <td>
                   500.053
                  </td>
                 </tr>
                </tbody>
               </table>
               <p class="launatafla-note">
                Starfsaldur miðast við starfsreynslu í starfsgrein en 5 ára þrepið við starf hjá sama atvinnurekanda.
               </p>
              </div>
             </div>
             <div class="launatafla-container">
              <div class="launatafla-title">
               <svg class="launatafla-icon" width="16" height="16" viewBox="0 0 24 24" fill="#a52f13">
                <path d="M17 3H7c-1.1 0-2 .9-2 2v16l7-3 7 3V5c0-1.1-.9-2-2-2z">
                </path>
               </svg>
               <strong>
                Launatafla frá 1. janúar 2025 – 31. desember 2025
               </strong>
              </div>
              <div class="launatafla-scroll">
               <table class="launatafla">
                <thead>
                 <tr>
                  <th>
                   Lfl.
                  </th>
                  <th>
                   Byrjun
                  </th>
                  <th>
                   1 ár
                  </th>
                  <th>
                   3 ár
                  </th>
                  <th>
                   5 ár
                  </th>
                 </tr>
                </thead>
                <tbody>
                 <tr class="even">
                  <td>
                   4
                  </td>
                  <td>
                   449.735
                  </td>
                  <td>
                   454.232
                  </td>
                  <td>
                   461.045
                  </td>
                  <td>
                   470.266
                  </td>
                 </tr>
                 <tr class="odd">
                  <td>
                   5
                  </td>
                  <td>
                   452.343
                  </td>
                  <td>
                   456.866
                  </td>
                  <td>
                   463.719
                  </td>
                  <td>
                   472.993
                  </td>
                 </tr>
                 <tr class="even">
                  <td>
                   6
                  </td>
                  <td>
                   454.967
                  </td>
                  <td>
                   459.517
                  </td>
                  <td>
                   466.410
                  </td>
                  <td>
                   475.738
                  </td>
                 </tr>
                 <tr class="odd">
                  <td>
                   7
                  </td>
                  <td>
                   457.606
                  </td>
                  <td>
                   462.182
                  </td>
                  <td>
                   469.115
                  </td>
                  <td>
                   478.497
                  </td>
                 </tr>
                 <tr class="even">
                  <td>
                   8
                  </td>
                  <td>
                   460.260
                  </td>
                  <td>
                   464.863
                  </td>
                  <td>
                   471.836
                  </td>
                  <td>
                   481.273
                  </td>
                 </tr>
                 <tr class="odd">
                  <td>
                   9
                  </td>
                  <td>
                   462.930
                  </td>
                  <td>
                   467.559
                  </td>
                  <td>
                   474.572
                  </td>
                  <td>
                   484.063
                  </td>
                 </tr>
                 <tr class="even">
                  <td>
                   10
                  </td>
                  <td>
                   465.615
                  </td>
                  <td>
                   470.271
                  </td>
                  <td>
                   477.325
                  </td>
                  <td>
                   486.872
                  </td>
                 </tr>
                 <tr class="odd">
                  <td>
                   11
                  </td>
                  <td>
                   468.316
                  </td>
                  <td>
                   472.999
                  </td>
                  <td>
                   480.094
                  </td>
                  <td>
                   489.696
                  </td>
                 </tr>
                 <tr class="even">
                  <td>
                   12
                  </td>
                  <td>
                   471.032
                  </td>
                  <td>
                   475.742
                  </td>
                  <td>
                   482.878
                  </td>
                  <td>
                   492.536
                  </td>
                 </tr>
                 <tr class="odd">
                  <td>
                   13
                  </td>
                  <td>
                   473.764
                  </td>
                  <td>
                   478.502
                  </td>
                  <td>
                   485.680
                  </td>
                  <td>
                   495.394
                  </td>
                 </tr>
                 <tr class="even">
                  <td>
                   14
                  </td>
                  <td>
                   476.512
                  </td>
                  <td>
                   481.277
                  </td>
                  <td>
                   488.496
                  </td>
                  <td>
                   498.266
                  </td>
                 </tr>
                 <tr class="odd">
                  <td>
                   15
                  </td>
                  <td>
                   479.276
                  </td>
                  <td>
                   484.069
                  </td>
                  <td>
                   491.330
                  </td>
                  <td>
                   501.157
                  </td>
                 </tr>
                 <tr class="even">
                  <td>
                   16
                  </td>
                  <td>
                   482.056
                  </td>
                  <td>
                   486.877
                  </td>
                  <td>
                   494.180
                  </td>
                  <td>
                   504.064
                  </td>
                 </tr>
                 <tr class="odd">
                  <td>
                   17
                  </td>
                  <td>
                   484.852
                  </td>
                  <td>
                   489.701
                  </td>
                  <td>
                   497.047
                  </td>
                  <td>
                   506.988
                  </td>
                 </tr>
                 <tr class="even">
                  <td>
                   18
                  </td>
                  <td>
                   487.664
                  </td>
                  <td>
                   492.541
                  </td>
                  <td>
                   499.929
                  </td>
                  <td>
                   509.928
                  </td>
                 </tr>
                 <tr class="odd">
                  <td>
                   19
                  </td>
                  <td>
                   490.492
                  </td>
                  <td>
                   495.397
                  </td>
                  <td>
                   502.828
                  </td>
                  <td>
                   512.885
                  </td>
                 </tr>
                 <tr class="even">
                  <td>
                   20
                  </td>
                  <td>
                   493.337
                  </td>
                  <td>
                   498.270
                  </td>
                  <td>
                   505.744
                  </td>
                  <td>
                   515.859
                  </td>
                 </tr>
                 <tr class="odd">
                  <td>
                   21
                  </td>
                  <td>
                   496.198
                  </td>
                  <td>
                   501.160
                  </td>
                  <td>
                   508.677
                  </td>
                  <td>
                   518.851
                  </td>
                 </tr>
                 <tr class="even">
                  <td>
                   22
                  </td>
                  <td>
                   499.076
                  </td>
                  <td>
                   504.067
                  </td>
                  <td>
                   511.628
                  </td>
                  <td>
                   521.861
                  </td>
                 </tr>
                 <tr class="odd">
                  <td>
                   23
                  </td>
                  <td>
                   501.971
                  </td>
                  <td>
                   506.991
                  </td>
                  <td>
                   514.596
                  </td>
                  <td>
                   524.888
                  </td>
                 </tr>
                 <tr class="even">
                  <td>
                   24
                  </td>
                  <td>
                   504.882
                  </td>
                  <td>
                   509.931
                  </td>
                  <td>
                   517.580
                  </td>
                  <td>
                   527.932
                  </td>
                 </tr>
                </tbody>
               </table>
              </div>
              <p class="launatafla-note">
               Starfsaldur miðast við starfsreynslu í starfsgrein en 5 ára þrepið við starf hjá sama atvinnurekanda.
              </p>
             </div>
             <div class="launatafla-container">
              <div class="launatafla-title">
               <svg class="launatafla-icon" width="16" height="16" viewBox="0 0 24 24" fill="#a52f13">
                <path d="M17 3H7c-1.1 0-2 .9-2 2v16l7-3 7 3V5c0-1.1-.9-2-2-2z">
                </path>
               </svg>
               <strong>
                Launatafla frá 1. janúar 2026 – 31. desember 2026
               </strong>
              </div>
              <div class="launatafla-scroll">
               <table class="launatafla">
                <thead>
                 <tr>
                  <th>
                   Lfl.
                  </th>
                  <th>
                   Byrjun
                  </th>
                  <th>
                   1 ár
                  </th>
                  <th>
                   3 ár
                  </th>
                  <th>
                   5 ár
                  </th>
                 </tr>
                </thead>
                <tbody>
                 <tr class="even">
                  <td>
                   4
                  </td>
                  <td>
                   473.485
                  </td>
                  <td>
                   478.220
                  </td>
                  <td>
                   485.393
                  </td>
                  <td>
                   495.101
                  </td>
                 </tr>
                 <tr class="odd">
                  <td>
                   5
                  </td>
                  <td>
                   476.231
                  </td>
                  <td>
                   480.993
                  </td>
                  <td>
                   488.208
                  </td>
                  <td>
                   497.972
                  </td>
                 </tr>
                 <tr class="even">
                  <td>
                   6
                  </td>
                  <td>
                   478.993
                  </td>
                  <td>
                   483.783
                  </td>
                  <td>
                   491.040
                  </td>
                  <td>
                   500.861
                  </td>
                 </tr>
                 <tr class="odd">
                  <td>
                   7
                  </td>
                  <td>
                   481.771
                  </td>
                  <td>
                   486.589
                  </td>
                  <td>
                   493.888
                  </td>
                  <td>
                   503.766
                  </td>
                 </tr>
                 <tr class="even">
                  <td>
                   8
                  </td>
                  <td>
                   484.565
                  </td>
                  <td>
                   489.411
                  </td>
                  <td>
                   496.752
                  </td>
                  <td>
                   506.687
                  </td>
                 </tr>
                 <tr class="odd">
                  <td>
                   9
                  </td>
                  <td>
                   487.375
                  </td>
                  <td>
                   492.249
                  </td>
                  <td>
                   499.633
                  </td>
                  <td>
                   509.626
                  </td>
                 </tr>
                 <tr class="even">
                  <td>
                   10
                  </td>
                  <td>
                   490.202
                  </td>
                  <td>
                   495.104
                  </td>
                  <td>
                   502.531
                  </td>
                  <td>
                   512.582
                  </td>
                 </tr>
                 <tr class="odd">
                  <td>
                   11
                  </td>
                  <td>
                   493.045
                  </td>
                  <td>
                   497.975
                  </td>
                  <td>
                   505.445
                  </td>
                  <td>
                   515.554
                  </td>
                 </tr>
                 <tr class="even">
                  <td>
                   12
                  </td>
                  <td>
                   495.905
                  </td>
                  <td>
                   500.864
                  </td>
                  <td>
                   508.377
                  </td>
                  <td>
                   518.545
                  </td>
                 </tr>
                 <tr class="odd">
                  <td>
                   13
                  </td>
                  <td>
                   498.781
                  </td>
                  <td>
                   503.769
                  </td>
                  <td>
                   511.326
                  </td>
                  <td>
                   521.553
                  </td>
                 </tr>
                 <tr class="even">
                  <td>
                   14
                  </td>
                  <td>
                   501.674
                  </td>
                  <td>
                   506.691
                  </td>
                  <td>
                   514.291
                  </td>
                  <td>
                   524.577
                  </td>
                 </tr>
                 <tr class="odd">
                  <td>
                   15
                  </td>
                  <td>
                   504.584
                  </td>
                  <td>
                   509.630
                  </td>
                  <td>
                   517.274
                  </td>
                  <td>
                   527.619
                  </td>
                 </tr>
                 <tr class="even">
                  <td>
                   16
                  </td>
                  <td>
                   507.511
                  </td>
                  <td>
                   512.586
                  </td>
                  <td>
                   520.275
                  </td>
                  <td>
                   530.681
                  </td>
                 </tr>
                 <tr class="odd">
                  <td>
                   17
                  </td>
                  <td>
                   510.455
                  </td>
                  <td>
                   515.560
                  </td>
                  <td>
                   523.293
                  </td>
                  <td>
                   533.759
                  </td>
                 </tr>
                 <tr class="even">
                  <td>
                   18
                  </td>
                  <td>
                   513.416
                  </td>
                  <td>
                   518.550
                  </td>
                  <td>
                   526.328
                  </td>
                  <td>
                   536.855
                  </td>
                 </tr>
                 <tr class="odd">
                  <td>
                   19
                  </td>
                  <td>
                   516.394
                  </td>
                  <td>
                   521.558
                  </td>
                  <td>
                   529.381
                  </td>
                  <td>
                   539.969
                  </td>
                 </tr>
                 <tr class="even">
                  <td>
                   20
                  </td>
                  <td>
                   519.389
                  </td>
                  <td>
                   524.583
                  </td>
                  <td>
                   532.452
                  </td>
                  <td>
                   543.101
                  </td>
                 </tr>
                 <tr class="odd">
                  <td>
                   21
                  </td>
                  <td>
                   522.401
                  </td>
                  <td>
                   527.625
                  </td>
                  <td>
                   535.539
                  </td>
                  <td>
                   546.250
                  </td>
                 </tr>
                 <tr class="even">
                  <td>
                   22
                  </td>
                  <td>
                   525.431
                  </td>
                  <td>
                   530.685
                  </td>
                  <td>
                   538.645
                  </td>
                  <td>
                   549.418
                  </td>
                 </tr>
                 <tr class="odd">
                  <td>
                   23
                  </td>
                  <td>
                   528.478
                  </td>
                  <td>
                   533.763
                  </td>
                  <td>
                   541.769
                  </td>
                  <td>
                   552.604
                  </td>
                 </tr>
                 <tr class="even">
                  <td>
                   24
                  </td>
                  <td>
                   531.543
                  </td>
                  <td>
                   536.858
                  </td>
                  <td>
                   544.911
                  </td>
                  <td>
                   555.809
                  </td>
                 </tr>
                </tbody>
               </table>
              </div>
              <p class="launatafla-note">
               Starfsaldur miðast við starfsreynslu í starfsgrein en 5 ára þrepið við starf hjá sama atvinnurekanda.
              </p>
             </div>
             <div class="launatafla-container">
              <div class="launatafla-title">
               <svg class="launatafla-icon" width="16" height="16" viewBox="0 0 24 24" fill="#a52f13">
                <path d="M17 3H7c-1.1 0-2 .9-2 2v16l7-3 7 3V5c0-1.1-.9-2-2-2z">
                </path>
               </svg>
               <strong>
                Launatafla frá 1. janúar 2027 – 1. febrúar 2028
               </strong>
              </div>
              <div class="launatafla-scroll">
               <table class="launatafla">
                <thead>
                 <tr>
                  <th>
                   Lfl.
                  </th>
                  <th>
                   Byrjun
                  </th>
                  <th>
                   1 ár
                  </th>
                  <th>
                   3 ár
                  </th>
                  <th>
                   5 ár
                  </th>
                 </tr>
                </thead>
                <tbody>
                 <tr class="even">
                  <td>
                   4
                  </td>
                  <td>
                   497.235
                  </td>
                  <td>
                   502.207
                  </td>
                  <td>
                   509.740
                  </td>
                  <td>
                   519.935
                  </td>
                 </tr>
                 <tr class="odd">
                  <td>
                   5
                  </td>
                  <td>
                   500.119
                  </td>
                  <td>
                   505.120
                  </td>
                  <td>
                   512.697
                  </td>
                  <td>
                   522.951
                  </td>
                 </tr>
                 <tr class="even">
                  <td>
                   6
                  </td>
                  <td>
                   503.020
                  </td>
                  <td>
                   508.050
                  </td>
                  <td>
                   515.671
                  </td>
                  <td>
                   525.984
                  </td>
                 </tr>
                 <tr class="odd">
                  <td>
                   7
                  </td>
                  <td>
                   505.938
                  </td>
                  <td>
                   510.997
                  </td>
                  <td>
                   518.662
                  </td>
                  <td>
                   529.035
                  </td>
                 </tr>
                 <tr class="even">
                  <td>
                   8
                  </td>
                  <td>
                   508.872
                  </td>
                  <td>
                   513.961
                  </td>
                  <td>
                   521.670
                  </td>
                  <td>
                   532.103
                  </td>
                 </tr>
                 <tr class="odd">
                  <td>
                   9
                  </td>
                  <td>
                   511.823
                  </td>
                  <td>
                   516.941
                  </td>
                  <td>
                   524.695
                  </td>
                  <td>
                   535.189
                  </td>
                 </tr>
                 <tr class="even">
                  <td>
                   10
                  </td>
                  <td>
                   514.792
                  </td>
                  <td>
                   519.940
                  </td>
                  <td>
                   527.739
                  </td>
                  <td>
                   538.294
                  </td>
                 </tr>
                 <tr class="odd">
                  <td>
                   11
                  </td>
                  <td>
                   517.778
                  </td>
                  <td>
                   522.956
                  </td>
                  <td>
                   530.800
                  </td>
                  <td>
                   541.416
                  </td>
                 </tr>
                 <tr class="even">
                  <td>
                   12
                  </td>
                  <td>
                   520.781
                  </td>
                  <td>
                   525.989
                  </td>
                  <td>
                   533.879
                  </td>
                  <td>
                   544.557
                  </td>
                 </tr>
                 <tr class="odd">
                  <td>
                   13
                  </td>
                  <td>
                   523.802
                  </td>
                  <td>
                   529.040
                  </td>
                  <td>
                   536.976
                  </td>
                  <td>
                   547.716
                  </td>
                 </tr>
                 <tr class="even">
                  <td>
                   14
                  </td>
                  <td>
                   526.840
                  </td>
                  <td>
                   532.108
                  </td>
                  <td>
                   540.090
                  </td>
                  <td>
                   550.892
                  </td>
                 </tr>
                 <tr class="odd">
                  <td>
                   15
                  </td>
                  <td>
                   529.896
                  </td>
                  <td>
                   535.195
                  </td>
                  <td>
                   543.223
                  </td>
                  <td>
                   554.087
                  </td>
                 </tr>
                 <tr class="even">
                  <td>
                   16
                  </td>
                  <td>
                   532.969
                  </td>
                  <td>
                   538.299
                  </td>
                  <td>
                   546.373
                  </td>
                  <td>
                   557.300
                  </td>
                 </tr>
                 <tr class="odd">
                  <td>
                   17
                  </td>
                  <td>
                   536.060
                  </td>
                  <td>
                   541.421
                  </td>
                  <td>
                   549.542
                  </td>
                  <td>
                   560.533
                  </td>
                 </tr>
                 <tr class="even">
                  <td>
                   18
                  </td>
                  <td>
                   539.169
                  </td>
                  <td>
                   544.561
                  </td>
                  <td>
                   552.729
                  </td>
                  <td>
                   563.784
                  </td>
                 </tr>
                 <tr class="odd">
                  <td>
                   19
                  </td>
                  <td>
                   542.296
                  </td>
                  <td>
                   547.719
                  </td>
                  <td>
                   555.935
                  </td>
                  <td>
                   567.054
                  </td>
                 </tr>
                 <tr class="even">
                  <td>
                   20
                  </td>
                  <td>
                   545.441
                  </td>
                  <td>
                   550.895
                  </td>
                  <td>
                   559.158
                  </td>
                  <td>
                   570.341
                  </td>
                 </tr>
                 <tr class="odd">
                  <td>
                   21
                  </td>
                  <td>
                   548.605
                  </td>
                  <td>
                   554.091
                  </td>
                  <td>
                   562.402
                  </td>
                  <td>
                   573.650
                  </td>
                 </tr>
                 <tr class="even">
                  <td>
                   22
                  </td>
                  <td>
                   551.787
                  </td>
                  <td>
                   557.305
                  </td>
                  <td>
                   565.665
                  </td>
                  <td>
                   576.978
                  </td>
                 </tr>
                 <tr class="odd">
                  <td>
                   23
                  </td>
                  <td>
                   554.987
                  </td>
                  <td>
                   560.537
                  </td>
                  <td>
                   568.945
                  </td>
                  <td>
                   580.324
                  </td>
                 </tr>
                 <tr class="even">
                  <td>
                   24
                  </td>
                  <td>
                   558.206
                  </td>
                  <td>
                   563.788
                  </td>
                  <td>
                   572.245
                  </td>
                  <td>
                   583.690
                  </td>
                 </tr>
                </tbody>
               </table>
              </div>
              <p class="launatafla-note">
               Starfsaldur miðast við starfsreynslu í starfsgrein en 5 ára þrepið við starf hjá sama atvinnurekanda.
              </p>
             </div>
             <strong>
              <h3>
               Röðun starfa í launaflokka
              </h3>
             </strong>
             <strong>
              Launaflokkur 4
             </strong>
             <p>
              Vaktmenn. Aðstoðarfólk í mötuneytum. Almennt iðnverkafólk. Almennt iðnverkafólk á framleiðslulager. Starfsfólk í alifuglaslátrun. Starfsfólk í stórgripaslátrun. Störf verkafólks ótalin annars staðar.
             </p>
             <strong>
              Launaflokkur 5
             </strong>
             <p>
              Almennt fiskvinnslufólk. Almennt starfsfólk við fiskeldi.
             </p>
             <strong>
              Launaflokkur 6
             </strong>
             <p>
              Sérhæft iðnverkafólk sem unnið getur sjálfstætt og fela má tímabundna verkefnastjórnun. Sérhæft iðnverkafólk á framleiðslulager. Sérhæft starfsfólk í kjötvinnslum sem lokið hefur grunnnámi í meðferð matvæla, sbr. gr. 20.2.3. Matráðar. Almennt starfsfólk veitinga- og gistihúsa og í afþreyingarstarfsemi.[^1] Almennir byggingarstarfsmenn, sbr .gr. 15.1.1. Almennir umsjónarmenn fasteigna. Starfsmenn sem sinna útistörfum og afgreiðslu á bensínafgreiðslustöðvum. Starfsmenn á smurstöðvum, ryðvarnarskálum, dekkja-, bifreiða-, járn- og vélaverkstæðum.
             </p>
             <p>
             </p>
             <strong>
              Launaflokkur 7
             </strong>
             <p>
              Sérhæft fiskvinnslufólk. Sérhæft starfsfólk við fiskeldi. Almennt
           starfsfólk gistihúsa að loknum 3 mánaða reynslutíma. Sérþjálfað
           starfsfólk veitinga- og gistihúsa og afþreyingarstarfsemi sem getur
           unnið sjálfstætt, sýnt frumkvæði og fela má tímabundna
           verkefnastjórnun.^\*^ Starfsmenn á bensínafgreiðslustöðvum sem jafnhliða
           sinna úti- og kassastörfum og vinna að staðaldri hluta hverrar vaktar
           við afgreiðslustörf í verslun og á kassa.
             </p>
             <strong>
              Launaflokkur 8
             </strong>
             <p>
              Ræsting. Sérþjálfaðir byggingarstarfsmenn. Sérhæfðir umsjónarmenn
           fasteigna.
             </p>
             <strong>
              Launaflokkur 9
             </strong>
             <p>
              Sérhæft fiskvinnslufólk með viðbótarnámskeið. Sérhæfðir aðstoðarmenn iðnaðarmanna með mikla faglega reynslu, þ.m.t. á járn- og vélaverkstæðum. Vaktstjórar (kassamenn) sem sérstaklega eru ráðnir sem umsjónarmenn á vakt auk þess að sinna sölu og kassastörfum. Almennir starfsmenn afurðastöðva.
             </p>
             <strong>
              Launaflokkur 10
             </strong>
             <p>
              Matráðar sem stjórna einum eða fleiri aðstoðarmönnum. Tækjastjórnandi I
           (tækjamenn á tækjum sem krefjast frumnámskeiðs samkvæmt reglum um
           réttindi til að stjórna vinnuvélum).
             </p>
             <strong>
              Launaflokkur 11
             </strong>
             <p>
              Fiskvinnslufólk sem lokið hefur grunn- og viðbótarnámskeiðum með 7 ára
           starfsaldur hjá sama atvinnurekanda.
             </p>
             <strong>
              Launaflokkur 13
             </strong>
             <p>
              Fisktæknar sem lokið hafa námi frá Fisktækniskóla Íslands í Grindavík. Tækjastjórnandi II (tækjamenn á tækjum sem krefjast grunnnámskeiðs eða framhaldsnámskeiðs samkvæmt reglum um réttindi til að stjórna vinnuvélum og bílstjórar á ökutækjum sem krefjast aukinna ökuréttinda. Bor- og hleðslumenn í jarðgöngum (borflokkur)).
             </p>
             <strong>
              Launaflokkur 17
             </strong>
             <p>
              Hópbifreiðastjórar. Fiskeldisfræðingar frá Hólaskóla.
             </p>
            </div>
            <h5 id="112-byrjunarlaun-og-laun-unglinga" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              1.1.2. Byrjunarlaun og laun unglinga
             </span>
             <button class="ks-copy-btn" onclick="ksCopySa('112-byrjunarlaun-og-laun-unglinga')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
               </path>
              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Í kjarasamningi þessum miðast byrjunarlaun við að starfsmaður hafi náð
           18 ára aldri og öðlast hæfni til að sinna viðkomandi starfi.
           Þjálfunartími miðast að hámarki við 300 klst. hjá atvinnurekanda eða 500
           klst. í starfsgrein eftir að 16 ára aldri er náð. Á þjálfunartíma er
           heimilt að greiða 95% af byrjunarlaunum. Starfsmaður sem náð hefur 22
           ára aldri skal þó ekki taka lægri laun en skv. eins árs þrepi, sbr. gr.
           1.1.3.
             </p>
             <p>
              Laun 17 ára eru 89% af byrjunarlaunum, laun 16 ára 84%, laun 15 ára 71%
           og laun 14 ára 62% af sama stofni. Aldursþrep starfsmanna undir 18 ára
           aldri miðast við fæðingarár.
             </p>
             <p>
              Um laun starfsmanna undir 18 ára aldri í fiskvinnslu fer skv. gr. 18.1.
             </p>
             <p>
              Starfsmaður skal leggja fram staðfestingu á starfsreynslu í starfsgrein
           og er starfsaldur metinn frá og með næstu mánaðarmótum eftir að
           staðfesting liggur fyrir.
             </p>
            </div>
            <h5 id="113-mat-á-starfsreynslu-og-hæfni" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              1.1.3. Mat á starfsreynslu og hæfni
             </span>
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             <p>
              Starfsreynslu skal meta til launaþrepa skv. launaákvæðum samnings þessa. Starfsaldur, m.v. starfsreynslu í sömu starfsgrein, skal metinn skv. staðfestum upplýsingum um fyrri störf, og skal það gilda, þótt starfshlé úr greininni verði allt að þrjú ár. Sé starfshlé lengra skal leggja mat á starfsreynslu og hæfni við röðun í launaþrep. Ágreiningur skal leystur af stjórnanda í samráði við trúnaðarmann. Tímabundin störf skulu talin saman m.v. unna daga eða dagvinnustundir.
             </p>
             <p>
              Við mat á starfsaldri til launa telst 22 ára aldur jafngilda eins árs starfi í starfsgrein.
             </p>
             <p>
              Um áunnin réttindi vegna starfa erlendis, sjá gr. 12.6.2.
             </p>
             <p>
              Heimilt er að meta hæfni til launa í hæfnilaunakerfi þar sem m.a. er horft til íslenska hæfnirammans. Þegar öllum hæfnikröfum starfs er náð er færnin staðfest með fagbréfi viðkomandi starfs. Fagbréf atvinnulífsins er afrakstur
              <a href="https://frae.is/wp-content/uploads/2021/12/Skyrsla<em>Fraedslumidstod</em>atvinnulifsins-002.pdf">
               samstarfs
              </a>
               
           Fræðslumiðstöðvar atvinnulífsins (FA), Samtaka atvinnulífsins (SA) og Alþýðusambands Íslands (ASÍ). Fagbréf atvinnulífsins eru gefin út af FA sem vottar að réttri aðferðafræði hafi verið beitt við framkvæmd mats og starfsþjálfunar.
             </p>
             <p>
              Með þessu er lagður grunnur að launasetningu út frá inntaki og eðli starfsins og hæfni starfsfólks óháð starfsheitum sem eru ekki hluti af þessu kerfi.
             </p>
             <p>
              Dæmi:
             </p>
             <strong>
              Starfstengdir þættir
             </strong>
             <p>
              -   Hlutverk
           -   Viðmið í þessum þætti eru t.d. eðli starfs og staða á vinnustað, > verkstjórn, umsjón með þjálfun og móttöku nýrra starfsmanna.
             </p>
             <p>
              -   Ábyrgð
           -   Viðmið í þessum þætti eru t.d. ábyrgð á verkefnum, fólki, vélum, > tækjum o.fl.
             </p>
             -   Sjálfstæði
           -   Viðmið í þessum þætti eru t.d. kröfur um sjálfstæði í störfum sem
               > getur tengst starfinu í heild eða einstökum þáttum starfsins.
             <p>
              <strong>
               Einstaklingsbundnir þættir
              </strong>
             </p>
             <p>
              -   Reynsla / þekking
           -   Viðmið í þessum þætti eru t.d. viðbótarþekking, reynsla og þjálfun
               > sem nýtist í starfi.
             </p>
             <p>
              -   Almennir hæfniþættir
           -   Viðmið í þessum þætti eru t.d. samskiptahæfni, frumkvæði og
               > sveigjanleiki.
             </p>
            </div>
            <h5 id="114-starfsmannaviðtöl" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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              1.1.4. Starfsmannaviðtöl
             </span>
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             <p>
              Starfsmaður á rétt á viðtali við yfirmann einu sinni á ári um störf sín, þ.m.t. frammistöðu og markmið og hugsanlegar breytingar á starfskjörum. Óski starfsmaður eftir viðtali skal það veitt innan tveggja mánaða og liggi niðurstaða þess fyrir innan mánaðar.
             </p>
            </div>
           </div>
           <h3 id="12-launabreytingar-á-samningstíma" class="ks-accordion-header" onclick="ksToggleSa(this)">
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            <span class="ks-accordion-title">
             1.2. Launabreytingar á samningstíma
            </span>
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           </h3>
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            <h5 id="121-launabreytingar" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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              1.2.1. Launabreytingar
             </span>
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             <p>
              Laun taka hlutfallshækkun, með krónutöluhækkun að lágmarki, nema annað leiði af launatöflum sem fylgja kjarasamningi þessum. Með mánaðarlaunum er átt við föst mánaðarlaun fyrir dagvinnu.
             </p>
             <p>
              1. febrúar 2024: 3,25% eða 23.750 kr.
             </p>
             <p>
              1. janúar 2025: 3,50% eða 23.750 kr.
             </p>
             <p>
              1. janúar 2026: 3,50% eða 23.750 kr.
             </p>
             <p>
              1. janúar 2027: 3,50% eða 23.750 kr.
             </p>
            </div>
            <h5 id="122-kauptaxtar" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             <span class="ks-accordion-title">
              1.2.2. Kauptaxtar
             </span>
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             <p>
              Kauptaxtar hækka samkvæmt launatöflum í gr. 1.1.1.
             </p>
            </div>
            <h5 id="123-kjaratengdir-lidir" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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              1.2.3. Kjaratengdir liðir
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            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Kjaratengdir liðir kjarasamnings hækka sem hér segir, nema um annað hafi verið samið:
             </p>
             <p>
              1. febrúar 2024: 3,25%
             </p>
             <p>
              1. janúar 2025: 3,50%
             </p>
             <p>
              1. janúar 2026: 3,50%
             </p>
             <p>
              1. janúar 2027 3,50%
             </p>
            </div>
            <h5 id="124-kauptaxtaauki" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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              1.2.4. Kauptaxtaauki
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             <p>
              Haldi kjarasamningar gildi sínu skal launa- og forsendunefnd í mars 2025, 2026 og 2027 úrskurða um sérstakan kauptaxtaauka, sýni launavísitala Hagstofu Íslands fyrir almennan vinnumarkað að laun hafi hækkað umfram hækkun lægstu kauptaxta. Bera skal saman hlutfallslega hækkun þeirrar vísitölu og hlutfallslega hækkun 4. lfl. kjarasamninga SGS/Eflingar á sama tímabili. Kauptaxtaaukinn reiknast sem fullt hlutfall umframhækkunar af framangreindum kauptaxta og hækka allir lágmarkskauptaxtar kjarasamninga aðila um það hlutfall frá og með 1. apríl ár hvert.
             </p>
             <p>
              a) Í mars 2025 skal horfa til hækkunar kauptaxta og þróunar launavísitölu á tímabilinu nóvember 2023 - nóvember 2024.
             </p>
             <p>
              b) Í mars 2026 skal horfa til hækkunar kauptaxta og þróunar launavísitölu á tímabilinu nóvember 2024 -- nóvember 2025.
             </p>
             <p>
              c) Í mars 2027 skal horfa til hækkunar kauptaxta og þróunar launavísitölu á tímabilinu nóvember 2025 - nóvember 2026
             </p>
             <p>
              Komi samhliða til greiðslu framleiðniauka og kauptaxtaauka skv. kjarasamningi þessum skulu lágmarkskauptaxtar kjarasamninga taka þeim auka sem hærri er hverju sinni.
             </p>
            </div>
            <h5 id="framleidniauki" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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              Framleiðniauki
             </span>
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              </span>
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             <p>
              Aukist framleiðni um meira en 2% á árunum 2025 og 2026 mun launafólk fá
           hlutdeild í þeirri verðmætaaukningu í formi sérstaks framleiðniauka, að
           ákveðnum skilyrðum uppfylltum.
             </p>
             <p>
              Framleiðniauki og greiðsla fyrir hann er nánar útfærð í fylgiskjali með
           samningi þessum.
             </p>
            </div>
           </div>
           <h3 id="13-desemberuppbót-og-orlofsuppbót" class="ks-accordion-header" onclick="ksToggleSa(this)">
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            <span class="ks-accordion-title">
             1.3. Desemberuppbót og orlofsuppbót
            </span>
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           </h3>
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            <h5 id="131-desemberuppbot" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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              1.3.1. Desemberuppbót
             </span>
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             <p>
              Desemberuppbót fyrir hvert almanaksár miðað við fullt starf er
             </p>
             <p>
              Á árinu 2024 106.000 kr.
             </p>
             <p>
              Á árinu 2025 110.000 kr.
             </p>
             <p>
              Á árinu 2026 114.000 kr.
             </p>
             <p>
              Á árinu 2027 118.000 kr.
             </p>
             <p>
              Fullt ársstarf telst í þessu sambandi 45 unnar vikur eða meira fyrir
           utan orlof. Uppbótin greiðist eigi síðar en 15. desember ár hvert, miðað
           við starfshlutfall og starfstíma, öllum starfsmönnum sem verið hafa
           samfellt í starfi hjá atvinnurekanda í 12 vikur á síðustu 12 mánuðum eða
           eru í starfi fyrstu viku í desember. Heimilt er með samkomulagi við
           starfsmann að uppgjörstímabil sé frá 1. desember til 30. nóvember ár
           hvert í stað almanaksárs.
             </p>
             <p>
              Desemberuppbót innifelur orlof, er föst tala og tekur ekki breytingum
           skv. öðrum ákvæðum. Áunna desemberuppbót skal gera upp samhliða
           starfslokum verði þau fyrir gjalddaga uppbótarinnar.
             </p>
             <p>
              Starfsmaður sem er í ráðningarsambandi við fyrirtæki en er ekki á
           launaskrá vegna hráefnisskorts eða vegna veikinda í desember missir ekki
           rétt til desemberuppbótar og reiknast sá tími með við útreikning
           desemberuppbótar mæti hann til vinnu að lokinni fjarveru vegna
           hráefnisskorts.
             </p>
            </div>
            <h5 id="132-orlofsuppbot" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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             <span class="ks-accordion-title">
              1.3.2. Orlofsuppbót
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('132-orlofsuppbot')" title="Afrita tengil">
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             <p>
              Orlofsuppbót fyrir hvert orlofsár (1. maí til 30. apríl) miðað við fullt
           starf er
             </p>
             <p>
              Á orlofsárinu sem hefst 1. maí 2024 verði orlofsuppbót kr. 58.000.
             </p>
             <p>
              Á orlofsárinu sem hefst 1. maí 2025 verði orlofsuppbót kr. 60.000.
             </p>
             <p>
              Á orlofsárinu sem hefst 1. maí 2026 verði orlofsuppbót kr. 62.000.
             </p>
             <p>
              Á orlofsárinu sem hefst 1. maí 2027 verði orlofsuppbót kr. 64.000.
             </p>
             <p>
              Fullt ársstarf telst í þessu sambandi 45 unnar vikur eða meira fyrir
           utan orlof. Uppbótin greiðist þann 1. júní miðað við starfshlutfall og
           starfstíma á orlofsárinu, öllum starfsmönnum sem verið hafa samfellt í
           starfi hjá atvinnurekanda í 12 vikur á síðustu 12 mánuðum m.v. 30. apríl
           eða eru í starfi fyrstu viku í maí.
             </p>
             <p>
              Orlofsuppbót innifelur orlof, er föst tala og tekur ekki breytingum skv.
           öðrum ákvæðum. Áunna orlofsuppbót skal gera upp samhliða starfslokum
           verði þau fyrir gjalddaga uppbótarinnar.
             </p>
            </div>
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             </svg>
             <span class="ks-accordion-title">
              1.3.3. Fjarvistir vegna fæðingarorlofs
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('133-fjarvistir-faedingaorlof')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Eftir eins árs starf hjá sama atvinnurekanda teljast fjarvistir vegna
           lögbundins fæðingarorlofs til starfstíma við útreikning desember- og
           orlofsuppbótar. Sama gildir ef kona þarf að öryggisástæðum að leggja
           niður störf á meðgöngutíma, sbr. reglugerð um ráðstafanir til þess að
           auka öryggi og heilbrigði á vinnustöðum fyrir konur sem eru þungaðar,
           hafa nýlega alið barn eða hafa barn á brjósti.
             </p>
            </div>
           </div>
           <h3 id="14-deilitala-dagvinnutímakaups" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             1.4. Deilitala dagvinnutímakaups
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('14-deilitala-dagvinnutímakaups')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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             </svg>
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Tímakaup í dagvinnu finnst með því að deila með 173,33 í mánaðarkaup.
            </p>
           </div>
           <h3 id="15-réttindi-ungmenna" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             1.5. Réttindi ungmenna
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('15-réttindi-ungmenna')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
              </path>
             </svg>
             <span class="ks-tooltip">
              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Ungmenni njóta að öðru leyti allra þeirra réttinda sem samningur þessi
           kveður á um.
            </p>
           </div>
           <h3 id="16-yfirvinnuálag" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             1.6. Yfirvinnuálag
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('16-yfirvinnuálag')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <h5 id="161-yfirvinna-greidist-med-timakau" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              1.6.1. Yfirvinna
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('161-yfirvinna-greidist-med-timakau')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             Greiðist með tímakaupi sem samsvarar 80% álagi á dagvinnutímakaup, þ.e. með 1,0385% af mánaðarlaunum fyrir dagvinnu. Um útreikning á yfirvinnulaunum fer skv. ráðningarsamningi eða skriflegri staðfestingu ráðningar.
            </div>
            <h5 id="162-yfirvinnuálag-á-stórhátíðardögum" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              1.6.2. Yfirvinnuálag á stórhátíðardögum
             </span>
             <button class="ks-copy-btn" onclick="ksCopySa('162-yfirvinnuálag-á-stórhátíðardögum')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
               </path>
              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Öll aukavinna á stórhátíðardögum skv. gr. 2.3.1. greiðist með tímakaupi,
           sem er 1,375% af mánaðarlaunum fyrir dagvinnu. Þetta gildir ekki um
           reglubundna vinnu, þar sem vetrarfrí eru veitt skv. sérstökum samningum
           vegna vinnu á umræddum dögum.
             </p>
            </div>
           </div>
           <h3 id="17-útkall" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             1.7. Útkall
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('17-útkall')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              </path>
             </svg>
             <span class="ks-tooltip">
              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <h5 id="171-thegar-starfsmadur-er-kvaddur-t" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              1.7.1. Vinnukvaðning eftir að yfirvinnutímabil er hafið
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('171-thegar-starfsmadur-er-kvaddur-t')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
               </path>
              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             Þegar starfsmaður er kvaddur til vinnu eftir að yfirvinnutímabil er hafið, skal hann fá greitt fyrir minnst fjórar klukkustundir, nema dagvinna hefjist innan tveggja klukkutíma frá því að hann kom til vinnu.
            </div>
            <h5 id="172-nu-hefur-starfsmadur-unnid-all" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              1.7.2. Nú hefur starfsmaður unnið allan daginn og fram að kvöldmatartíma
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('172-nu-hefur-starfsmadur-unnid-all')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
               </path>
              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             Og er kallaður út aftur eftir tvo tíma eða fyrr og skal hann þá halda
           kaupi, svo sem um samfelldan tíma hafi verið að ræða.
            </div>
           </div>
           <h3 id="18-hálf-og-heil-daglaun" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             1.8. Hálf og heil daglaun
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('18-hálf-og-heil-daglaun')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
              </path>
             </svg>
             <span class="ks-tooltip">
              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Fyrir hvern byrjaðan vinnudag greiðast hálf daglaun og full daglaun sé
           unnið meira en hálfan daginn og gildir það jafnt virka daga sem um
           helgar.
            </p>
           </div>
           <h3 id="19-reglur-um-kaupgreiðslur-og-launaseðla" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             1.9. Reglur um kaupgreiðslur og launaseðla
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('19-reglur-um-kaupgreiðslur-og-launaseðla')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
              </path>
             </svg>
             <span class="ks-tooltip">
              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Heimilt er að greiða út laun vikulega, á tveggja vikna fresti eða
           mánaðarlega.
            </p>
            <h5 id="191-viku-og-tveggja-vikna-greidslu" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              1.9.1. Viku og tveggja vikna greiðslur
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('191-viku-og-tveggja-vikna-greidslu')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
               </path>
              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Þegar laun eru greidd út vikulega eða á tveggja vikna fresti skal greiða
           fram að næstu helgi á undan útborgunardegi. Greiða ber laun út á
           fimmtudögum en beri helgi- eða stórhátíðardag upp á útborgunardag skal
           greiða næsta virkan dag á undan.
             </p>
            </div>
            <h5 id="192-manadargreidslur" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              1.9.2. Mánaðargreiðslur
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('192-manadargreidslur')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
               </path>
              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Þegar laun eru greidd út mánaðarlega skal greiða út fyrsta virkan dag
           næsta mánaðar á eftir. Beri helgi- eða stórhátíðardag upp á
           útborgunardag skal greiða næsta virkan dag á undan.
             </p>
             <p>
              Heimilt er að viðhafa annað uppgjörstímabil fyrir yfirvinnu og vegna
           uppgjörs á afkastatengdum launakerfum. Skal þá miða við að ekki standi
           eftir meira en ein vika ógreidd.
             </p>
            </div>
            <h5 id="193-launasedlar" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              1.9.3. Launaseðlar
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('193-launasedlar')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Á launaseðlum skal sundurliða greiðslur, m.a. í dagvinnu, yfirvinnu og
           stórhátíðarvinnu. Einnig skal allur frádráttur sundurliðaður. Orlofslaun
           skulu skráð á launaseðil skv. orlofslögum, m.a. orlof af dagvinnu og
           yfirvinnu, ef við á. Einnig skal tiltaka áunnin frítökurétt skv. gr.
           2.4.2.
             </p>
             <p>
              Starfsmaður skal eiga þess kost að nálgast tímaskráningar 12 mánuði
           aftur í tímann. Allar breytingar á skráningu skulu vera aðgengilegar og
           sýnilegar starfsmanni.
             </p>
            </div>
           </div>
           <h3 id="110-fast-vikukaup2" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             1.10. Fast vikukaup[^2]
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('110-fast-vikukaup2')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
              </path>
             </svg>
             <span class="ks-tooltip">
              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <h5 id="1101-hafi-starfsmadur-unnid-hja-sam" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              1.10.1. Vinna hjá sama atvinnurekanda eða í sömu starfsgrein samfellt í einn mánuð eða lengur
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1101-hafi-starfsmadur-unnid-hja-sam')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
               </path>
              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             Hafi starfsmaður unnið hjá sama atvinnurekanda eða í sömu starfsgrein samfellt í einn mánuð eða lengur skal honum greitt óskert vikukaup þannig að samningsbundnir frídagar sem falla á mánudaga til og með föstudaga séu greiddir.
            </div>
            <h5 id="1102-med-samfelldri-eins-manadar-vi" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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              1.10.2. Samfelld eins mánaðar vinna
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             Með samfelldri eins mánaðar vinnu er átt við að starfsmaður hafi unnið hjá sama atvinnurekanda eða í sömu starfsgrein fulla dagvinnu í einn mánuð, enda jafngildi fjarvistir vegna veikinda, slysa, orlofs, verkfalla eða verkbanna fullri vinnu. Sama gildir um daga, sem falla úr t.d. í fiskvinnu og hafnarvinnu vegna hráefnisskorts eða sambærilegra orsaka.
            </div>
            <h5 id="1103-thad-jafngildir-samfelldri-vinn" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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              1.10.3. Jafngildi samfelldrar vinnu
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             Það jafngildir samfelldri vinnu ef unnið hefur verið í árstíðabundinni vinnu samtals einn mánuð hjá sama atvinnurekanda á undanförnum tveimur árum.
            </div>
            <h5 id="1104-thegar-starfsmadur-hefur-samkvae" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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              1.10.4. Óskert vikukaup
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             Þegar starfsmaður hefur samkvæmt framanskráðum ákvæðum öðlast rétt til óskerts vikukaups, skal skylt að greiða honum kaup fyrir þá virka daga, sem vinna fellur niður, sbr. þó 3. gr. laga nr. 19/1979 og 18. kafla þessa samnings.
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           </div>
           <h3 id="111-frekari-fríðindi-og-hlunnindi" class="ks-accordion-header" onclick="ksToggleSa(this)">
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             1.11. Frekari fríðindi og hlunnindi
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            <p>
             Nú hafa starfsmenn hærra kaup eða frekari hlunnindi en samningur þessi ákveður, og skulu þá þau fríðindi haldast.
            </p>
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           <h3 id="112-nýjar-starfsgreinar" class="ks-accordion-header" onclick="ksToggleSa(this)">
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             1.12. Nýjar starfsgreinar
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             Komi á samningstímanum til nýjar starfsgreinar, sem ekki er gert ráð fyrir í gildandi samningi eða ekki eiga sér greinilega hliðstæðu í gildandi kauptöxtum, skulu teknar upp samningaviðræður um kaup og kjör starfsmanna í starfsgreininni.
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           <h3 id="113-ráðningarsamningar-og-ráðningarbréf" class="ks-accordion-header" onclick="ksToggleSa(this)">
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             1.13. Ráðningarsamningar og ráðningarbréf
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              1.13.1. Ráðningarsamningur
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             Sé starfsmaður ráðinn til lengri tíma en eins mánaðar og að meðaltali lengur en átta klst. á viku, skal eigi síðar en tveim mánuðum eftir að starf hefst gerður skriflegur ráðningarsamningur eða ráðning staðfest skriflega. Láti starfsmaður af störfum áður en tveggja mánaða frestinum lýkur, án þess að skriflegur ráðningarsamningur hafi verið gerður eða ráðning staðfest skriflega, skal slík staðfesting látin í té við starfslok.
            </div>
            <h5 id="1132-breytingar-a-radningarkjorum-u" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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              1.13.2. Breytingar á ráðningarkjörum
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             Breytingar á ráðningarkjörum umfram það sem leiðir af lögum eða kjarasamningum skal staðfesta með sama hætti eigi síðar en mánuði eftir að þær koma til framkvæmda.
            </div>
            <h5 id="1133-akvaedi-gr-1-13-1-og-1-13-2" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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              1.13.3. Ákvæði gr. 1.13.1. og 1.13.2. gilda ekki við ráðningu
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             Í tilfallandi störf, að því tilskildu að hlutlægar ástæður liggi því til grundvallar.
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            <h5 id="1134-upplysingaskylda-atvinnurekand" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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              1.13.4. Upplýsingaskylda atvinnurekanda
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             Í ráðningarsamningi eða skriflegri staðfestingu ráðningar, þ.e. ráðningarbréfi, skal a.m.k.
           eftirfarandi koma fram:
             <br>
             <p>
              1.  Deili á aðilum þ.m.t. kennitölur.
             </p>
             <p>
              2.  Vinnustaður og heimilisfang atvinnurekanda. Sé ekki um fastan > vinnustað að ræða, eða stað þar sem vinnan fer jafnaðarlega fram, > skal koma fram að starfsmaður sé ráðinn á mismunandi vinnustöðum.
             </p>
             <p>
              3.  Titill, staða, eðli eða tegund starfs sem starfsmaður er ráðinn í > eða stutt útlistun eða lýsing á starfinu.
             </p>
             <p>
              4.  Fyrsti starfsdagur.
             </p>
             <p>
              5.  Lengd ráðningar sé hún tímabundin.
             </p>
             <p>
              6.  Orlofsréttur.
             </p>
             <p>
              7.  Uppsagnarfrestur af hálfu atvinnurekanda og starfsmanns.
             </p>
             <p>
              8.  Mánaðar- eða vikulaun, t.d. með tilvísun til launataxta, mánaðarlaun > sem yfirvinna er reiknuð af, aðrar greiðslur eða hlunnindi svo og > greiðslutímabil.
             </p>
             <p>
              9.  Lengd venjulegs vinnudags eða vinnuviku.
             </p>
             <p>
              10. Lífeyrissjóður.
             </p>
             <p>
              11. Tilvísun til gildandi kjarasamnings og hlutaðeigandi stéttarfélags.
             </p>
             <p>
              Upplýsingar samkvæmt 6. - 9. tl. má gefa með tilvísun til kjarasamninga.
             </p>
            </div>
            <h5 id="1135-storf-erlendis-se-starfsmann" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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              1.13.5. Störf erlendis
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             Sé starfsmanni falið að starfa í öðru landi í einn mánuð eða lengur skal hann fá skriflega staðfestingu ráðningar fyrir brottför. Auk upplýsinga skv. gr. 1.13.4. skal eftirfarandi koma fram:
             <br>
             <p>
              1. Áætlaður starfstími erlendis.
             </p>
             <p>
              2. Í hvaða gjaldmiðli laun eru greidd.
             </p>
             <p>
              3. Uppbætur eða hlunnindi sem tengjast starfi erlendis.
             </p>
             <p>
              4. Eftir atvikum skilyrði þess að starfsmaður geti snúið aftur til heimalandsins.
             </p>
             <p>
              Upplýsingar skv. 2. og 3. tl. má gefa með tilvísun til laga eða kjarasamninga.
             </p>
            </div>
            <h5 id="1136-timabundnar-radningar" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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              1.13.6. Tímabundnar ráðningar
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             <p>
              Um tímabundnar ráðningar fer skv. lögun nr. 139/2003 um tímabundna ráðningu starfsmanna.
             </p>
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              1.13.7. Réttur til skaðabóta
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             <p>
              Brjóti atvinnurekandi gegn ákvæðum þessarar greinar getur það varðað hann skaðabótum.
             </p>
            </div>
           </div>
           <h3 id="114-samkeppnisákvæði" class="ks-accordion-header" onclick="ksToggleSa(this)">
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             1.14. Samkeppnisákvæði
            </span>
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            <p>
             Ákvæði í ráðningarsamningum sem banna starfsmönnum að ráða sig til starfa hjá samkeppnisaðilum vinnuveitenda eru óskuldbindandi séu þau víðtækari en nauðsynlegt er til að varna samkeppni eða skerða með ósanngjörnum hætti atvinnufrelsi starfsmannsins. Hvort svo er verður að meta í hverju einstöku tilviki að teknu tilliti til allra atvika. Samkeppnisákvæði mega því ekki vera of almennt orðuð.
            </p>
            <p>
             Við mat á því hversu víðtækt samkeppnisákvæði í ráðningarsamningi má vera, einkum hvað varðar gildissvið og tímamörk, þarf að horfa til eftirfarandi þátta:
            </p>
            <p>
             a) Hvers konar starfi viðkomandi starfsmaður gegnir, t.d. hvort hann er lykilstarfsmaður, er í beinu sambandi við viðskiptamenn eða ber ríka trúnaðarskyldu. Einnig hvaða vitneskju eða upplýsingar starfsmaðurinn kann að hafa um starfsemi fyrirtækisins eða viðskiptamenn þess.
            </p>
            <p>
             b) Hversu hratt þekking starfsmannsins úreldist og hvort gætt sé eðlilegs jafnræðis milli starfsmanna.
            </p>
            <p>
             c) Hvers konar starfsemi er um að ræða og hverjir eru samkeppnisaðilar á þeim markaði sem fyrirtækið starfar og þekking starfsmanns nær til.
            </p>
            <p>
             d) Að atvinnufrelsi starfsmanns sé ekki skert með ósanngjörnum hætti.
            </p>
            <p>
             e) Að samkeppnisákvæðið sé afmarkað og hnitmiðað í því skyni að
                   vernda ákveðna samkeppnishagsmuni.
            </p>
            <p>
             f) Þá hefur einnig áhrif hvaða umbun starfsmaður fær, t.d. hver laun
                   hans eru.
            </p>
            <p>
             Samkeppnisákvæði ráðningarsamninga gilda ekki sé starfsmanni sagt upp
           störfum án þess að hann hafi sjálfur gefið nægilega ástæðu til þess.
            </p>
           </div>
           <h3 id="115-laun-í-erlendum-gjaldmiðli" class="ks-accordion-header" onclick="ksToggleSa(this)">
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             1.15. Laun í erlendum gjaldmiðli
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            <p>
             Heimilt er að greiða hluta fastra mánaðarlauna í erlendum gjaldmiðli eða tengja hluta fastra mánaðarlauna við gengi erlends gjaldmiðils með samkomulagi starfsmanns og atvinnu-rekanda. Miða skal við sölugengi gjaldmiðilsins á þeim degi (samningsdegi) sem samkomulag starfsmanns og atvinnu-rekanda er gert.
            </p>
            <p>
             Föst mánaðarlaun skal reikna og setja fram á launaseðli á eftirfarandi hátt:
            </p>
            <p>
             1.  Föst mánaðarlaun í íslenskum krónum á samningsdegi.
            </p>
            <p>
             2.  Til frádráttar kemur sú krónutala sem samkomulag er um að greiða í erlendum gjaldmiðli eða tengja við gengi erlends gjaldmiðils á samningsdegi.
            </p>
            <p>
             3.  Hluti fastra mánaðarlauna sem er greiddur eða tengdur erlendum gjaldmiðli (sbr. lið 2), reiknaður í íslenskum krónum á sölugengi erlenda gjaldmiðilsins þremur viðskiptadögum fyrir útborgunardag.
            </p>
            <p>
             Samtala 1.-3. getur þó aldrei orðið lægri en sá lágmarkstaxti kjarasamnings sem gildir fyrir viðkomandi starfsgrein.
            </p>
            <p>
             Samtala 1.-3. myndar stofn til greiðslu opinberra gjalda og iðgjalda skv. kjarasamningi,   s.s. í lífeyris-, félags-, sjúkra-, endurhæfingar-, orlofsheimila- og endurmenntunarsjóði.
            </p>
            <p>
             Starfsmanni og atvinnurekanda er heimilt að semja um að yfirvinna, vaktaálög, bónusar og aðrar greiðslur verði gerðar upp að hluta eða öllu leyti í erlendum gjaldmiðli.
            </p>
            <p>
             Launahækkanir skulu einungis reiknast á lið 1., þ.e. föst mánaðarlaun í íslenskum krónum.
            </p>
            <p>
             Starfsmaður getur hvenær sem er óskað eftir uppsögn samkomulagsins. Setji starfsmaður fram slíka ósk skal atvinnurekandi verða við henni frá og með þarnæstu mánaðamótum frá því hún er sett fram. Starfsmaður skal þá fá laun skv. lið 1. með áorðnum breytingum frá þeim degi sem upphaflegt samkomulag var gert.
            </p>
            <p>
             Starfsmaður og atvinnurekandi skulu gera skriflegt samkomulag um greiðslu launa í erlendum gjaldmiðli eða tengingu launa við erlendan gjaldmiðil.
            </p>
            <p>
             Sjá fylgiskjal 2008 með samningi um laun í erlendum gjaldmiðli -- samningsform á bls.
             <a href="#fylgiskjal-með-samningi-um-laun-í-erlendum-gjaldmiðli---samningsform">
              148
             </a>
             .
            </p>
           </div>
           <h3 id="116-vottorð-og-greiðsla-fyrir-þau" class="ks-accordion-header" onclick="ksToggleSa(this)">
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             1.16. Vottorð og greiðsla fyrir þau
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             Óski atvinnurekandi eftir því að starfsmaður leggi fram vottorð, t.d. sakavottorð eða heilbrigðisvottorð, ber starfsmanni að leggja fram slík vottorð og atvinnurekanda að greiða þau. Um greiðslu læknisvottorða fer skv. gr. 8.4.3.
            </p>
            <p>
             Ákvæði 1. mgr. nær ekki til vottorða sem umsækjendur um störf þurfa að leggja fram í tengslum við atvinnuumsókn.
            </p>
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           <h3 id="bókun-um-vottorð-með-atvinnuumsóknum" class="ks-accordion-header" onclick="ksToggleSa(this)">
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             Bókun um vottorð með atvinnuumsóknum
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             Samningsaðilar mælast til þess að þegar störf eru auglýst laus til umsóknar í fjölmiðlum þá séu umsækjendur ekki krafðir um vottorð, sem greiða þarf fyrir hjá opinberum aðilum, strax með frumumsókn. Einungis þeir umsækjendur sem komi til greina í starf þurfi að skila slíkum vottorðum.
            </p>
           </div>
          </div>
          <h2 id="2-kafli-um-vinnutíma" class="ks-heading">
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            2. Kafli - Um vinnutíma
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           <h3 id="21-dagvinna" class="ks-accordion-header" onclick="ksToggleSa(this)">
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             2.1. Dagvinna
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            <h5 id="211-virkur-vinnutimi-i-dagvinnu-a" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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              2.1.1. Virkur vinnutími í dagvinnu.
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             Virkur vinnutími í dagvinnu á viku skal vera 37 klst. og 5 mín. og skal vinnutíma hagað sem hér segir:
             <p>
              a) kl. 07:55-17:00 mánudaga til föstudaga.
             </p>
             <p>
              b) kl. 07:30-16:35 mánudaga til föstudaga.
             </p>
            </div>
            <h5 id="212-heimilt-er-ad-haga-dagvinnutim" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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              2.1.2. Heimilt er að haga dagvinnutíma með öðrum hætti
             </span>
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             Ef atvinnurekandi og starfsfólk koma sér saman um það. Þó skal dagvinna hvers starfsmanns ávallt unnin með samfelldri vinnuskipan á degi hverjum og aldrei hefjast fyrr en kl. 07:00. Upphaf dagvinnu hvers starfsmanns skal ákveðið í ráðningarsamningi hans og verður ekki breytt nema að undangenginni uppsögn eða með samkomulagi.
            </div>
            <h5 id="213-heimilt-er-med-skriflegu-samko" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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              2.1.3. Heimildir er með skriflegu samkomulagi starfsmanns og fyrirtækis
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             Heimilt er með skriflegu samkomulagi starfsmanns og fyrirtækis að færa dagvinnutíma til milli daga þannig að vikuleg vinnuskylda verði uppfyllt á minna en fimm heilum, virkum dögum, og gildir þá ekki ákvæði gr. 2.2.1. Heimildarákvæði þetta tekur með sama hætti til vinnutímaákvæða 15. til og með 23. kafla.
            </div>
           </div>
           <h3 id="22-yfirvinna" class="ks-accordion-header" onclick="ksToggleSa(this)">
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             2.2. Yfirvinna
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            <h5 id="221-samningsbundin-yfirvinna-hefst" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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              2.2.1. Samningsbundin yfirvinna hefst þegar lokið er umsaminni dagvinnu
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             7 klst. og 25 mín. virkum vinnustundum, á tímabilinu kl. 07:00 til 17:00, mánudaga - föstudaga.
            </div>
            <h5 id="222-fyrir-vinnu-a-laugardogum-sun" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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              2.2.2. Yfirvinnukaup á frídögum
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             Fyrir vinnu á laugardögum, sunnudögum, og öðrum samningsbundnumfrídögum greiðist yfirvinnukaup.
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            <h5 id="223-ef-unnid-er-i-matar-og-kaffit" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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              2.2.3. Ef unnið er í matar- og kaffitíma á dagvinnutímabili
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             Greiðist það með yfirvinnukaupi.
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           <h3 id="23-helgidagar" class="ks-accordion-header" onclick="ksToggleSa(this)">
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             2.3. Helgidagar
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            <h5 id="231-stórhátíðadagar-teljast" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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              2.3.1. Stórhátíðadagar teljast:
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            <div class="ks-section-content ks-sub-content">
             <p>
              Nýársdagur.
             </p>
             <p>
              Föstudagurinn langi.
             </p>
             <p>
              Páskadagur.
             </p>
             <p>
              Hvítasunnudagur.
             </p>
             <p>
              17. júní.
             </p>
             <p>
              Aðfangadagur eftir kl. 12:00.
             </p>
             <p>
              Jóladagur.
             </p>
             <p>
              Gamlársdagur eftir kl. 12:00.
             </p>
            </div>
            <h5 id="232-aðrir-frídagar" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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             <span class="ks-accordion-title">
              2.3.2. Aðrir frídagar:
             </span>
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             <p>
              Frídagar eru auk stórhátíðadaga:
             </p>
             <p>
              Skírdagur.
             </p>
             <p>
              Annar í páskum.
             </p>
             <p>
              Uppstigningardagur.
             </p>
             <p>
              Sumardagurinn fyrsti.
             </p>
             <p>
              1. maí.
             </p>
             <p>
              Annar í hvítasunnu.
             </p>
             <p>
              Annar í jólum.
             </p>
             <p>
              Fyrsti mánudagur í ágúst.
             </p>
            </div>
            <h5 id="233-helgidagavinna-telst-vinna-a-d" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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              2.3.3. Helgidagavinna
             </span>
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             Helgidagavinna telst vinna á dagvinnutímabili á samningsbundnum frídögum sbr. gr. 2.3.2.
            </div>
           </div>
           <h3 id="24-lágmarkshvíld" class="ks-accordion-header" onclick="ksToggleSa(this)">
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             2.4. Lágmarkshvíld
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            <h5 id="241-daglegur-hvildartimi" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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              2.4.1. Daglegur hvíldartími
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             <p>
              Vinnutíma skal haga þannig að á hverjum sólarhring, reiknað frá byrjun vinnudags, fái starfsmaður a.m.k. 11 klst. samfellda hvíld. Verði því við komið skal dagleg hvíld ná til tímabilsins milli kl. 23:00 til 06:00.
             </p>
             <p>
              Óheimilt er að skipuleggja vinnu þannig að vinnutími fari umfram 13 klst.
             </p>
            </div>
            <h5 id="242-fravik-og-fritokurettur" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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              2.4.2. Frávik og frítökuréttur
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             <p>
              Við sérstakar aðstæður, þegar bjarga þarf verðmætum, má lengja vinnulotu í allt að 16 klst. og skal þá veita 11 klst. hvíld í beinu framhaldi af vinnunni án skerðingar á rétti til fastra daglauna.
             </p>
             <p>
              Í þeim tilvikum að sérstakar aðstæður gera það óhjákvæmilegt að víkja frá daglegum hvíldartíma gildir eftirfarandi: Séu starfsmenn sérstaklega beðnir að mæta til vinnu áður en 11 klst. hvíld er náð er heimilt að fresta hvíldinni og veita síðar, þannig að frítökuréttur, 1½ klst. (dagvinna), safnist upp fyrir hverja klst. sem hvíldin skerðist. Heimilt er að greiða út ½ klst. (dagvinna) af frítökuréttinum óski starfsmaður þess. Í öllum tilfellum er óheimilt að skerða átta klst. samfellda hvíld.
             </p>
             <p>
              Vinni starfsmaður það lengi á undan frídegi eða helgi að ekki náist 11 stunda hvíld miðað við venjubundið upphaf vinnudags skal fara með það á sama hátt. Komi starfsmaður til vinnu á frídegi eða helgi greiðist yfirvinnukaup fyrir unninn tíma án frekari aukagreiðslna af þessum sökum.
             </p>
             <p>
              Framangreind ákvæði eiga þó ekki við á skipulegum vaktaskiptum en þá er heimilt að stytta hvíldartíma í allt að átta klst.
             </p>
             <p>
              Uppsafnaður frítökuréttur skv. framangreindu skal koma fram á launaseðli og veittur í hálfum og heilum dögum utan annatíma í starfsemi fyrirtækis í samráði við starfsmenn enda séu uppsafnaður frítökuréttur a.m.k. fjórar klst. Við starfslok skal ónýttur frítökuréttur starfsmanns gerður upp og teljast hluti ráðningartíma.
             </p>
             <p>
              Án samþykkis starfsmanns er óheimilt að skipuleggja vinnu þannig, að uppsafnaður frítökuréttur sé tekinn út á tímum þegar starfsmaður er á ferðalögum á vegum atvinnurekanda eða við störf fjarri heimili/aðsetri nema í eðlilegu framhaldi söfnunar.
             </p>
            </div>
            <h5 id="243-vikulegur-fridagur" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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             <span class="ks-accordion-title">
              2.4.3. Vikulegur frídagur
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('243-vikulegur-fridagur')" title="Afrita tengil">
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             <p>
              Á hverju sjö daga tímabili skal starfsmaður hafa a.m.k. einn vikulegan frídag sem tengist beint daglegum hvíldartíma og skal við það miðað að vikan hefjist á mánudegi.
             </p>
            </div>
            <h5 id="244-frestun-a-vikulegum-fridegi" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             <span class="ks-accordion-title">
              2.4.4. Frestun á vikulegum frídegi
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('244-frestun-a-vikulegum-fridegi')" title="Afrita tengil">
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            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Að svo miklu leyti sem því verður við komið skal vikulegur frídagur vera
           á sunnudegi og að svo miklu leyti sem því verður við komið, skulu allir
           þeir sem starfa hjá sama fyrirtæki eða á sama fasta vinnustað, fá frí á
           þeim degi. Þó má fyrirtæki með samkomulagi við starfsmenn sína fresta
           vikulegum frídegi, þar sem sérstakar ástæður gera slík frávik
           nauðsynleg. Sé sérstök þörf á að skipuleggja vinnu þannig að vikulegum
           frídegi sé frestað skal um það gerður kjarasamningur. Má þá haga töku
           frídaga þannig að teknir séu tveir frídagar saman aðra hverja helgi
           (laugardag og sunnudag). Falli frídagar aftur á móti á virka daga vegna
           ófyrirséðra orsaka skerðir það ekki rétt starfsmanna til fastra launa og
           vaktaálags.
             </p>
             <p>
              Þurfi starfsmaður að ósk fyrirtækis að ferðast milli landa á ólaunuðum
           frídögum, skal hann þegar heim er komið fá frí sem samsvarar 8
           dagvinnuklukkustundum fyrir hvern frídag sem þannig glatast, enda hafi
           ekki verið tekið tillit til þess við ákvörðun launa. Um töku þessara
           frídaga fer með sama hætti og ákveðið er í kaflanum um lágmarkshvíld og
           frítöku.
             </p>
            </div>
            <h5 id="245-hlé" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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             <span class="ks-accordion-title">
              2.4.5. Hlé
             </span>
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             <p>
              Starfsmaður á rétt á a.m.k. 15 mínútna hléi ef daglegur vinnutími hans
           er lengri en sex klst. Kaffi- og matarhlé teljast hlé í þessu sambandi.
             </p>
             <p>
              Hvað varðar gildissvið, hvíldartíma, vinnuhlé og fleira vísast til
           samnings ASÍ og VSÍ frá 30. desember 1996 um ákveðna þætti er varða
           skipulag vinnutíma og fylgir samningi þessum sem fylgiskjal og telst
           hluti hans sem og samhljóða samnings ASÍ og VMS, sjá bls.
              <a href="#samningur-um-ákveðna-þætti-er-varða-skipulag-vinnutíma-milli-alþýðusambands-íslands-og-vinnuveitendasambands-íslands">
               154
              </a>
              .
           Framangreind ákvæði eru til fyllingar 13. gr. þess samnings.
             </p>
            </div>
           </div>
           <h3 id="25-skráning-vinnutíma" class="ks-accordion-header" onclick="ksToggleSa(this)">
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            <span class="ks-accordion-title">
             2.5. Skráning vinnutíma
            </span>
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           </h3>
           <div class="ks-section-content">
            <h5 id="251-vinnutimi-starfsmanns-telst-fr" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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             <span class="ks-accordion-title">
              2.5.1. Vinnutími starfsmanns
             </span>
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             Telst frá því hann kemur til vinnu samkvæmt kvaðningu verkstjóra eða atvinnurekanda og þar til hann hættir vinnu að frádregnum hádegismatartíma. Þetta gildir ef unnið er innan flutningslínu sem afmarkast af leiðarkerfi SVR að Kjalarnesi undanskildu og af leiðarkerfi strætisvagna um Kópavog á félagssvæði Eflingar - stéttarfélags og skulu starfsmenn mæta til vinnu í eigin tíma og á eigin vegum á vinnustöðum innan ofangreindra marka. Miðað er við, að ferðum vagnanna sé þannig háttað, að vegalengd frá næsta viðkomustað til vinnustaðar sé ekki lengri en talið er eðlilegt í hinu almenna leiðarkerfi strætisvagnanna.[^3] (Sjá þó bókun um breytingu á flutningslínu á bls.
             <a href="#bókun-um-flutningslínu-með-aðalkjarasamningi-eflingar-vegna-breytinga-á-almennri-flutningslínu">
              168).
             </a>
             <p>
              Séu starfsmenn sendir frá ráðningarstað/starfsstöð innan ofangreindra
           marka til vinnu utan þeirra, skal atvinnurekandi sjá fyrir flutningi og
           skal þá við það miðað að ferðir utan flutningslínu séu í vinnutíma.
           Þetta á við ef unnið er á félagssvæðinu.^2^
             </p>
            </div>
            <h5 id="252-akvordun-um-maetingarstad-starf" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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             <span class="ks-accordion-title">
              2.5.2. Ákvörðun um mætingarstað starfsmanna
             </span>
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             Til flutnings á vinnustað og stað, sem starfsmönnum sé skilað á að vinnu lokinni, skal tekin í hverju tilfelli í samráði við viðkomandi starfsmenn. Ef starfsmenn komast ekki af vinnustað þegar vinnu er lokið sökum vöntunar á farartækjum eða af öðrum ástæðum, sem starfsmönnum er ekki um að kenna, skulu þeir halda fullu kaupi, meðan á biðtíma stendur og þar til þeir hafa verið fluttir á ákvörðunarstað sinn innan flutningslínu.^2^
            </div>
            <h5 id="253-oheimilt-er-ad-afskra-folk-ur" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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              </polyline>
             </svg>
             <span class="ks-accordion-title">
              2.5.3. Óheimilt er að afskrá fólk úr vinnu...
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('253-oheimilt-er-ad-afskra-folk-ur')" title="Afrita tengil">
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            </h5>
            <div class="ks-section-content ks-sub-content">
             Óheimilt er að afskrá fólk úr vinnu þegar komið er að kaffi- eða matartíma í yfirvinnu (undanskilinn kvöldmatartími), skulu þá þeir kaffi- og matartímar greiðast til viðbótar hinum unna tíma.
            </div>
            <h5 id="254-starfsmenn-skulu-skradir-i-vin" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             </svg>
             <span class="ks-accordion-title">
              2.5.4. Starfsmenn skulu skráðir í vinnutíma
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('254-starfsmenn-skulu-skradir-i-vin')" title="Afrita tengil">
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            <div class="ks-section-content ks-sub-content">
             Starfsmenn skulu skráðir í vinnutíma, og fá þeir kaup fyrir þann stundarfjórðung, sem þeir eru afskráðir í.
            </div>
            <h5 id="255-komi-starfsmadur-of-seint-til" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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             <span class="ks-accordion-title">
              2.5.5. Komi starfsmaður of seint til vinnu
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('255-komi-starfsmadur-of-seint-til')" title="Afrita tengil">
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            <div class="ks-section-content ks-sub-content">
             Komi starfsmaður of seint til vinnu, á hann ekki kröfu til kaups fyrir þann stundarfjórðung, er hann mætir í né fyrir þann tíma, sem áður er liðinn.
            </div>
            <h5 id="256-thegar-starfsmenn-i-eflingu-st" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             <span class="ks-accordion-title">
              2.5.6. Þegar starfsmenn í Eflingu- stéttarfélagi hefja eða hætta vinnu
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('256-thegar-starfsmenn-i-eflingu-st')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             Þegar starfsmenn í Eflingu- stéttarfélagi hefja eða hætta vinnu á þeim tíma sólarhrings, er strætisvagnar ganga ekki, skal þeim séð fyrir ferðum að og frá vinnustað þeim að kostnaðarlausu, eftir nánara samkomulagi um leiðir.^2^
            </div>
           </div>
           <h3 id="26-réttindi-þeirra-sem-vinna-hluta-úr-degi" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            <span class="ks-accordion-title">
             2.6. Réttindi þeirra sem vinna hluta úr degi
            </span>
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <h5 id="261-starfsmenn-sem-vinna-reglubund" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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             <span class="ks-accordion-title">
              2.6.1. Starfsmenn sem vinna reglubundið hlutastarf (fyrirfram umsamið
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('261-starfsmenn-sem-vinna-reglubund')" title="Afrita tengil">
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              </span>
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            </h5>
            <div class="ks-section-content ks-sub-content">
             Starfsmenn sem vinna reglubundið hlutastarf (fyrirfram umsamið starf/starfshlutfall), hvort sem er hluta úr degi eða hlutastarf með öðrum hætti, skulu njóta sama réttar til greiðslu samningsbundinna og lögbundinna áunninna réttinda, svo sem um frídaga, veikinda- og slysadaga, uppsagnarfrests, starfsaldurshækkana, o.fl., og þeir sem vinna fullan vinnudag og skulu greiðslur miðaðar við starfshlutfall og venjulegan vinnudag viðkomandi starfsmanns.
            </div>
            <h5 id="262-nu-fellur-nidur-vinna-hja-atvi" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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              </polyline>
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             <span class="ks-accordion-title">
              2.6.2. Nú fellur niður vinna hjá atvinnurekanda
             </span>
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              </span>
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            </h5>
            <div class="ks-section-content ks-sub-content">
             Svo sem vegna þess að hráefni er ekki fyrir hendi hjá fiskiðjuveri o.fl. og skulu starfsmenn þá einskis í missa varðandi framangreind réttindi af þeim sökum.
            </div>
            <h5 id="263-nanar-fer-um-starfsmenn-i-hlut" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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              </polyline>
             </svg>
             <span class="ks-accordion-title">
              2.6.3. Nánar fer um starfsmenn í hlutastörfum
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('263-nanar-fer-um-starfsmenn-i-hlut')" title="Afrita tengil">
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             Samkvæmt samningi ASÍ og SA um hlutastörf og eftir því sem við á í lögum um starfsmenn í
           hlutastarfi.
            </div>
           </div>
           <h3 id="27-breytt-starfshlutfall-ogeða-vinnutími" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             </polyline>
            </svg>
            <span class="ks-accordion-title">
             2.7. Breytt starfshlutfall og/eða vinnutími
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('27-breytt-starfshlutfall-ogeða-vinnutími')" title="Afrita tengil">
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           </h3>
           <div class="ks-section-content">
            <p>
             Starfsmaður, sem breytir vinnutíma sínum að ósk atvinnurekanda eða með samþykki hans, úr hluta úr degi í fulla dagvinnu, eða úr fullri dagvinnu í hluta úr degi, skal njóta allra samningsbundinna og lögfestra réttinda í veikinda- og slysatilfellum og til greiðslu aukahelgidaga frá þeim tíma, sem hann hóf starf miðað við starfsaldur og í samræmi við hinn breytta starfstíma.
            </p>
           </div>
           <h3 id="28-frí-í-stað-yfirvinnu" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             </polyline>
            </svg>
            <span class="ks-accordion-title">
             2.8. Frí í stað yfirvinnu
            </span>
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Með samkomulagi starfsmanns og atvinnurekanda er heimilt að greiða fyrir störf, sem unnin eru á yfirvinnutímabili, með fríum á dagvinnutímabili. Heimilt er að viðhafa tvenns konar fyrir-komulag:
            </p>
            <p>
             a) Safna má vinnustundum í yfirvinnu og greiða út yfirvinnuálagið.
            </p>
            <p>
             Dæmi: Dagvinnutímakaup starfsmanns er kr. 1000 og greiðir fyrirtækið kr. 1800 í yfirvinnu. Samkomulag er um að næstu átta yfirvinnutímar greiðist þannig að yfirvinnuálagið sé greitt út (kr. 1800 - 1000 =
             <u>
              800 kr./klst
             </u>
             .) en yfirvinnutímar komi til uppsöfnunar. Þegar
           starfsmaður tekur út fríið heldur hann dagvinnulaunum sínum (kr. 1000) í
           átta tíma. Gæta verður að upphæð yfirvinnuálags ef sérstök aukagreiðsla
           kemur einungis. Ef starfsmaður er með sérstaka aukagreiðslu sem einungis
           kemur á dagvinnukaup þá þarf að taka tillit til þess.
            </p>
            <p>
             b) Safna má vinnustundum í yfirvinnu og umreikna yfir í
           dag-vinnustundir.
            </p>
            <p>
             Dæmi: Ef yfirvinnuálag starfsmanns er 80% (1,0385% af mánaðarlaunum
           fyrir dagvinnu m.v. deilitöluna 173,33) má breyta unnum yfirvinnutímum í
           frí á dagvinnutímabili þannig að ein klukkustund í yfirvinnu jafngildir
           1,8 klst. í dagvinnu (4,44 klst. í yfirvinnu jafngilda 8 klst. í
           dagvinnu). Gæta verður að hlutfallinu ef sérstök aukagreiðsla kemur
           einungis á dagvinnu-kaup.
            </p>
            <p>
             Samkomulag skal vera um frítöku og hún skipulögð þannig að sem minnst
           röskun verði á starfsemi.
            </p>
           </div>
           <h3 id="29-námskeið" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            <span class="ks-accordion-title">
             2.9. Námskeið
            </span>
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             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Starfsmenn geta varið allt að 4 dagvinnustundum á ári til setu á
           námskeiðum sem styrkhæf eru af Starfsafli, án skerðingar á
           dagvinnulaunum, þó þannig að a.m.k. helmingur námskeiðsstunda samtals sé
           í þeirra eigin tíma. Tími til námskeiðssetu skal valinn með hliðsjón af
           starfsemi fyrirtækis.
            </p>
           </div>
           <h3 id="210-bakvaktir" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            </svg>
            <span class="ks-accordion-title">
             2.10. Bakvaktir
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('210-bakvaktir')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Heimilt er að setja á bakvaktir þar sem starfsmanni er skylt að vera í
           símasambandi og að sinna útköllum. Sé ekki um annað samið í
           ráðningarsamningi gildir eftirfarandi:
            </p>
            <p>
             Fyrir hverja klukkustund á bakvakt þar sem vakthafandi starfsmaður er
           bundinn heima fær hann greitt sem svarar 33% dagvinnustundar. Á almennum
           frídögum og stórhátíðum skv. gr. 2.3.1. og 2.3.2. verður ofangreint
           hlutfall 50%.
            </p>
            <p>
             Fyrir bakvakt þar sem ekki er krafist tafarlausra viðbragða af hálfu
           starfsmanns en hann er tilbúinn til vinnu strax og til hans næst, þá
           greiðist 16,5% af dagvinnukaupi fyrir hverja klst. á bakvakt. Á almennum
           frídögum og stórhátíðum skv. gr. 2.3.1. og 2.3.2. verður ofangreint
           hlutfall 25%.
            </p>
            <p>
             Fyrir útkall á bakvakt skal starfsmaður fá greitt fyrir unninn tíma, þó
           að lágmarki 4 klst., nema dagvinna hefjist innan tveggja stunda frá því
           að hann kom til vinnu. Bakvaktargreiðslur og yfirvinnugreiðslur fari þó
           aldrei saman.
            </p>
           </div>
           <h3 id="bókun-um-skerðingu-á-lágmarkshvíld" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Bókun um skerðingu á lágmarkshvíld
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('bókun-um-skerðingu-á-lágmarkshvíld')" title="Afrita tengil">
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Í kjarasamningi er kveðið á um frítökurétt fari hvíld niður fyrir 11
           klst. Samningsaðilar eru sammála um að sú regla gildi einnig fari hvíld
           niður fyrir 8 klst. í undantekningartilvikum. \[2004\]
            </p>
           </div>
          </div>
          <h2 id="3-kafli-um-matar-og-kaffitíma-fæðis-og-flutningskostnað" class="ks-heading">
           <span class="ks-heading-text">
            3. Kafli - Um matar- og kaffitíma, fæðis- og flutningskostnað
           </span>
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            <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
             <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
             </path>
            </svg>
            <span class="ks-tooltip">
             Afritað!
            </span>
           </button>
          </h2>
          <div class="ks-chapter-content">
           <h3 id="31-matar-og-kaffitímar-á-dagvinnutímabili" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             3.1. Matar- og kaffitímar á dagvinnutímabili
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('31-matar-og-kaffitímar-á-dagvinnutímabili')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
              </path>
             </svg>
             <span class="ks-tooltip">
              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <h5 id="311-starfsmenn-eiga-rett-a-matarhl" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              3.1.1. Starfsmenn eiga rétt á matarhléi, eina klst. á tímabilinu frá kl.
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('311-starfsmenn-eiga-rett-a-matarhl')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
               </path>
              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             11:30 til kl. 13:30 og telst hann ekki til vinnutíma. Hafi starfsmenn
           aðgang að mötuneyti eða kaffistofu er í samráði við þá heimilt að stytta
           hádegishlé um allt að ½ klst.
            </div>
            <h5 id="312-kaffitimar-i-dagvinnu-skulu-ve" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              3.1.2. Kaffitímar í dagvinnu skulu vera tveir, hvor 20 mín. og skulu
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('312-kaffitimar-i-dagvinnu-skulu-ve')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             þeir teknir fyrir og eftir hádegi.
            </div>
           </div>
           <h3 id="32-matar-og-kaffitímar-í-yfirvinnu" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             3.2. Matar- og kaffitímar í yfirvinnu
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('32-matar-og-kaffitímar-í-yfirvinnu')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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             </svg>
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <h5 id="321-se-yfirvinna-unnin-skulu-mata" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              3.2.1. Sé yfirvinna unnin, skulu matartímar vera kl. 19:00-20:00 og kl.
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('321-se-yfirvinna-unnin-skulu-mata')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             03:00-04:00.
            </div>
            <h5 id="322-se-yfirvinna-unnin-skulu-kaff" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              3.2.2. Sé yfirvinna unnin, skulu kaffitímar vera kl. 23:00-23:15 og kl.
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('322-se-yfirvinna-unnin-skulu-kaff')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
               </path>
              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             05:00-05:15. Ef starfsmaður hefur störf einni klst. eða fyrr áður en
           dagvinna hefst, skulu síðustu 15 mínútur vera kaffitími, sbr. gr. 2.1.
            </div>
            <h5 id="323-um-lengd-neysluhlea-um-helgar" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              3.2.3. Um lengd neysluhléa um helgar fer með sama hætti og virka daga.
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('323-um-lengd-neysluhlea-um-helgar')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
               </path>
              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
            </div>
           </div>
           <h3 id="33-vinna-í-matar-og-kaffitímum" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             3.3. Vinna í matar- og kaffitímum
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('33-vinna-í-matar-og-kaffitímum')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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             </svg>
             <span class="ks-tooltip">
              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <h5 id="331-i-matar-og-kaffitimum-skal-thv" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              3.3.1. Í matar- og kaffitímum skal því aðeins unnið að starfsmenn séu
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('331-i-matar-og-kaffitimum-skal-thv')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
               </path>
              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             fúsir til þess.
            </div>
            <h5 id="332-kaffi-og-matartimar-i-yfirvin" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              3.3.2. Kaffi- og matartímar í yfirvinnu, sem falla inn í vinnutímabil,
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('332-kaffi-og-matartimar-i-yfirvin')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
               </path>
              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             reiknast sem vinnutímar, (þó ekki hádegismatartími) og sé unnið í þeim,
           skal greiða til viðbótar vinnutímanum - og með sama kaupi - 1/4 klst.
           fyrir hvern kaffitíma og eina klst. fyrir hvorn matartíma, og skal það
           einnig gert, þótt skemur sé unnið.
            </div>
           </div>
           <h3 id="34-fæðispeningar" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             3.4. Fæðispeningar
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('34-fæðispeningar')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
              </path>
             </svg>
             <span class="ks-tooltip">
              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <h5 id="341-thegar-starfsmenn-eru-sendir-ti" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              3.4.1. Þegar starfsmenn eru sendir til vinnu utanbæjar og þeim er ekki
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('341-thegar-starfsmenn-eru-sendir-ti')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
               </path>
              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             ekið heim á máltíðum eða að kvöldi, skulu þeir fá frítt fæði og annan
           dvalar- og ferðakostnað.
            </div>
            <h5 id="342-ef-starfsmonnum-sem-vinna-uta" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              3.4.2. Ef starfsmönnum, sem vinna utan flutningslínu, er ekki ekið heim
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('342-ef-starfsmonnum-sem-vinna-uta')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
               </path>
              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             á máltíðum og þeim ekki séð fyrir fæði á vinnustað, skal greiða þeim
           dagpeninga fyrir fæðiskostnaði, er séu mismunandi eftir því hvort þeim
           er ekið heim fyrir eða eftir kvöldmatartíma. Fjárhæð þessi skal vera kr.
           3.000 á dag sé um eina máltíð að ræða en kr. 6.000 á dag sé um tvær
           máltíðir að ræða (þ.e. hádegis- og kvöldverð). Ef starfsmaður er sendur
           til vinnu utan heimabyggðar, gistir fjarri heimili og greiðir sjálfur
           fyrir fæði frá morgni til kvölds, þá ber honum dagpeningar úr hendi
           atvinnurekanda, kr. 9.000 á sólarhring (með morgunmat). Fjárhæðir þessar
           miðast við vísitölu veitinga (111 í vísitölu neysluverðs, 231,5 í
           febrúar 2024) og breytist árlega skv. þeirri vísitölu á sama tíma og
           launabreyting tekur gildi.
            </div>
            <h5 id="343-bifreidagjald-fyrir-afnot-eigi" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              3.4.3. Bifreiðagjald fyrir afnot eigin bifreiða í þágu atvinnurekanda
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('343-bifreidagjald-fyrir-afnot-eigi')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Noti starfsmaður eigin bifreið að ósk atvinnurekanda á hann rétt á
           greiðslu. Greiðslan miðast við ekna kílómetra og upphæð pr. km skal vera
           sú sama og ákveðin er af ferðakostnaðarnefnd ríkisins hverju sinni (sjá
           kaupgjaldsskrá).
             </p>
             <p>
              Heimilt er að semja um fasta krónutölu pr. ferð, er miðast við afmörkuð
           svæði og byggist á ofangreindu kílómetragjaldi.
             </p>
             <p>
              Ef atvinnurekandi óskar er starfsmanni skylt að færa akstursbók er
           tilgreini fjölda ferða og/eða ekna kílómetra til útreiknings gjaldinu.
             </p>
            </div>
           </div>
           <h3 id="35-laun-á-ferðum" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             3.5. Laun á ferðum
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('35-laun-á-ferðum')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              </path>
             </svg>
             <span class="ks-tooltip">
              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <h5 id="351-a-leid-til-akvordunarstadar-sk" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              3.5.1. Á leið til ákvörðunarstaðar skal greitt kaup samkvæmt samningi
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('351-a-leid-til-akvordunarstadar-sk')" title="Afrita tengil">
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             þessum fyrir alla þá tíma sem verið er á ferðalagi, sé farið landveg eða
           loftleiðis. Sé aftur á móti farið sjóleiðis, greiðist dagvinnukaup hvern
           dag sem á ferðinni stendur, en þó einungis fyrir þann stundafjölda sem
           til dagvinnu telst. Sama gildir um heimferð.
            </div>
            <h5 id="352-starfsmenn-skulu-hafa-friar-fe" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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              3.5.2. Starfsmenn skulu hafa fríar ferðir í vinnutíma til og frá
             </span>
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            <div class="ks-section-content ks-sub-content">
             vinnustað um hverja helgi, sé unnið í ekki meira en 250 km fjarlægð frá
           lögsagnarumdæmi þess bæjar- eða sveitarfélags, sem viðkomandi
           stéttarfélag hefur aðsetur í.
            </div>
            <h5 id="353-ef-vinnustadur-er-utan-250-km" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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              3.5.3. Ef vinnustaður er utan 250 km, gilda ákvæðin undir fyrri lið
             </span>
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             þessarar greinar, að því undanskildu, að ekki er skylt að flytja
           starfsmenn í bæinn nema um aðra hverja helgi. Ákvæði þessara greina um
           ókeypis flutning milli ráðningarstaða og vinnustaða og kaupgreiðslu
           meðan ferðin stendur yfir, gilda því aðeins, að starfsmaður hætti í
           vinnu af ástæðum, er atvinnurekandi samþykkir.
            </div>
            <h5 id="354-allir-mannflutningar-a-landi-s" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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              3.5.4. Allir mannflutningar á landi skulu fara fram í viðurkenndum
             </span>
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             fólksflutningabílum. Sé af einhverjum óviðráðanlegum ástæðum ófært með
           venjulegum bifreiðum, er það atvinnurekanda vítalaust, þótt ferðin falli
           niður til helgar.
            </div>
            <h5 id="355-dagpeningagreidslur-a-ferdalog" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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              3.5.5. Dagpeningagreiðslur á ferðalögum erlendis
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             <p>
              Dagpeningagreiðslur til starfsmanna vegna ferða erlendis fylgi
           ákvörðunum Ferðakostnaðarnefndar ríkisins hafi fyrirtæki ekki sérstakar
           reglur um greiðslu ferðakostnaðar.
             </p>
            </div>
           </div>
          </div>
          <h2 id="4-kafli-um-orlof" class="ks-heading">
           <span class="ks-heading-text">
            4. Kafli - Um orlof
           </span>
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          </h2>
          <div class="ks-chapter-content">
           <h3 id="41-orlof" class="ks-accordion-header" onclick="ksToggleSa(this)">
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             4.1. Orlof
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            </button>
           </h3>
           <div class="ks-section-content">
            <h5 id="411-lagmarksorlof-skal-vera-24-vir" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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             <span class="ks-accordion-title">
              4.1.1. Lágmarksorlof skal vera 24 virkir dagar. Orlofslaun skulu vera
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('411-lagmarksorlof-skal-vera-24-vir')" title="Afrita tengil">
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            <div class="ks-section-content ks-sub-content">
             10,17% af öllu kaupi, hvort sem er fyrir dagvinnu eða yfirvinnu.
             <p>
              Gildir frá og með 1. maí 2024 (orlof sem kemur til töku á orlofsárinu
           sem hefst 1. maí 2025). Starfsmaður sem náð hefur 22 ára aldri og
           starfað hefur í 6 mánuði í sama fyrirtæki skal eiga rétt á orlofi í 25
           daga og orlofslaunum sem nema 10,64%.
             </p>
            </div>
            <h5 id="412-starfsmadur-sem-unnid-hefur-5" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             <span class="ks-accordion-title">
              4.1.2. Starfsmaður sem unnið hefur 5 ár í sama fyrirtæki eða 10 ár í
             </span>
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            </h5>
            <div class="ks-section-content ks-sub-content">
             sömu starfsgrein skal eiga rétt á orlofi í 25 daga og orlofslaunum sem
           nema 10,64%.
             <p>
              Gildir frá og með 1. maí 2024 (orlof sem kemur til töku á orlofsárinu
           sem hefst 1. maí 2025). Starfsmaður sem unnið hefur í 5 ár í sama
           fyrirtæki á rétt á orlofi í 26 virka daga og orlofslaunum sem nema
           11,11%.
             </p>
             <p>
              Gildir frá og með 1. maí 2025 (orlof sem kemur til töku á orlofsárinu
           sem hefst 1. maí 2026). Starfsmaður sem unnið hefur í 5 ár í sama
           fyrirtæki á rétt á orlofi í 28 virka daga og orlofslaunum sem nema
           12,07%.
             </p>
             <p>
              Með sama hætti öðlast starfsmaður sem unnið hefur 10 ár hjá sama
           fyrirtæki 30 daga orlofsrétt og 13,04% orlofslaun.
             </p>
             <p>
              Starfsmaður sem hefur fengið aukinn orlofsrétt vegna starfa í sama
           fyrirtæki öðlast hann að nýju eftir 3 ár hjá nýjum atvinnurekanda, enda
           hafi rétturinn verið staðreyndur.
             </p>
            </div>
            <h5 id="413-sumarorlof-er-fjorar-vikur-20" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             </svg>
             <span class="ks-accordion-title">
              4.1.3. Sumarorlof er fjórar vikur, 20 virkir dagar, sem veita ber á
             </span>
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             tímabilinu 2. maí - 30. september.
             <p>
              Heimilt er að veita orlof umfram 20 daga utan skilgreinds
           sumarorlofstímabils 2. maí -- 30. september nema um annað hafi samist.
           Ef starfsmaður óskar eftir að taka orlof utan framangreinds tímabils ber
           að verða við því að því leyti sem unnt er vegna starfseminnar.
             </p>
             <p>
              Þeir sem að ósk atvinnurekanda fá ekki 20 orlofsdaga á
           sumarorlofstímabili eiga rétt á 25% álagi á það sem á vantar 20 dagana.
             </p>
            </div>
            <h5 id="414-stettarfelogum-er-heimilt-ad-s" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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              </polyline>
             </svg>
             <span class="ks-accordion-title">
              4.1.4. Stéttarfélögum er heimilt að semja um þá framkvæmd við einstaka
             </span>
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            </h5>
            <div class="ks-section-content ks-sub-content">
             launagreiðendur, að orlofslaun séu jafnharðan greidd á sérstaka
           orlofsreikninga launþega í banka eða sparisjóði. Skal í slíkum samningi
           tryggt að sá aðili, sem tekur að sér vörslu orlofslauna, greiði launþega
           áunnin orlofslaun, þ.e. höfuðstól og vexti, við upphaf orlofstöku. Skylt
           er að afhenda félagsmálaráðuneytinu þegar í stað eintak af slíkum
           samningi og tilkynna um slit hans.[^4]
            </div>
            <h5 id="415-um-orlof-fer-ad-odru-leyti-eft" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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              </polyline>
             </svg>
             <span class="ks-accordion-title">
              4.1.5. Um orlof fer að öðru leyti eftir ákvæðum laga um orlof á hverjum
             </span>
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            </h5>
            <div class="ks-section-content ks-sub-content">
             tíma.
             <p>
              Við andlát starfsmanns skal áunnið orlof hans greitt til dánarbús hans
           með innborgun á launareikning eða með öðrum hætti.
             </p>
            </div>
           </div>
           <h3 id="42-veikindi-og-slys-í-orlofi" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            </svg>
            <span class="ks-accordion-title">
             4.2. Veikindi og slys í orlofi
            </span>
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            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Veikist starfsmaður í orlofi innanlands, í landi innan EES svæðisins,
           Sviss, Bandaríkjunum eða Kanada það alvarlega að hann geti ekki notið
           orlofsins skal hann á fyrsta degi tilkynna það atvinnurekanda t.d. með
           símskeyti, rafpósti eða á annan sannanlegan hátt nema force major
           aðstæður hindri en þá um leið og því ástandi léttir.
            </p>
            <p>
             Fullnægi starfsmaðurinn tilkynningarskyldunni, standi veikindin lengur
           en í 3 sólarhringa og tilkynni hann atvinnurekanda innan þess frests
           hvaða læknir annist hann eða muni gefa út læknisvottorð, á hann rétt á
           uppbótarorlofi jafnlangan tíma og veikindin sannanlega vöruðu. Undir
           framangreindum ástæðum skal starfsmaður ávallt færa sönnur á veikindi
           sín með læknisvottorði. Atvinnurekandi á rétt á að láta lækni vitja
           starfsmanns er veikst hefur í orlofi. Uppbótarorlof skal eftir því sem
           kostur er veitt á þeim tíma sem starfsmaður óskar á tímabilinu 2. maí
           til 15. september, nema sérstaklega standi á. Sömu reglur og að
           ofangreinir gilda um slys í orlofi.
            </p>
           </div>
          </div>
          <h2 id="5-kafli-fyrirtækjaþáttur-kjarasamninga" class="ks-heading">
           <span class="ks-heading-text">
            5. Kafli - Fyrirtækjaþáttur kjarasamninga
           </span>
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           </button>
          </h2>
          <div class="ks-chapter-content">
           <h3 id="51-skilgreining" class="ks-accordion-header" onclick="ksToggleSa(this)">
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            <span class="ks-accordion-title">
             5.1. Skilgreining
            </span>
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             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Fyrirtækjasamningur (vinnustaðasamningur), í skilningi þessa kafla, er
           samningur milli fyrirtækis og starfsmanna, allra eða tiltekins hluta, um
           aðlögun kjarasamnings að þörfum vinnu-staðarins.
            </p>
            <p>
             Fyrirtækjasamningur, sem gerður er á grundvelli þessa kafla, er ekki
           kjarasamningur, enda eru samtök atvinnurekenda og stéttarfélög ekki
           samningsaðilar. Um aðkomu þessara aðila að samningsgerðinni vísast til
           gr. 5.5.
            </p>
           </div>
           <h3 id="52-markmið" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             5.2. Markmið
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('52-markmið')" title="Afrita tengil">
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             </svg>
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             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Markmið fyrirtækjaþáttar kjarasamnings er að efla samstarf starfsfólks
           og stjórnenda á vinnustað með það fyrir augum að skapa forsendur fyrir
           bættum kjörum starfsfólks með aukinni framleiðni.
            </p>
            <p>
             Markmiðið er að þróa kjarasamninga þannig að þeir nýtist báðum aðilum
           til aukins ávinnings. M.a. er stefnt að styttri vinnutíma með sömu eða
           meiri framleiðslu. Við það skal ávallt miðað að skilgreindur ávinningur
           skiptist milli starfsmanna og fyrirtækis eftir skýrum forsendum.
            </p>
           </div>
           <h3 id="53-viðræðuheimild" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             5.3. Viðræðuheimild
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('53-viðræðuheimild')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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             </svg>
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             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Að jafnaði taki fyrirtækjaþáttur til allra starfsmanna sem
           kjarasamningar hlutaðeigandi félaga taka til. Heimilt er þó að gera
           sérstaka samninga á einstökum afmörkuðum vinnu-stöðum, sé um það
           samkomulag.
            </p>
            <p>
             Viðræður um fyrirtækjaþátt fara fram undir friðarskyldu almennra
           kjarasamninga og skulu teknar upp með samkomu-lagi beggja aðila. Þá komi
           skriflega fram til hverra samningnum sé ætlað að ná.
            </p>
            <p>
             Þegar viðræður hafa verið ákveðnar er hlutaðeigandi verka-lýðsfélögum og
           samtökum vinnuveitenda tilkynnt um það.
            </p>
           </div>
           <h3 id="54-ráðgjafar" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            <span class="ks-accordion-title">
             5.4. Ráðgjafar
            </span>
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             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Rétt er báðum aðilum, starfsmönnum og forsvarsmönnum fyrirtækis, að
           leita ráðgjafar hjá samningsaðilum. Geta aðilar hvor um sig eða í
           sameiningu ákveðið að kalla til fulltrúa samningsaðila til ráðuneytis
           við samningsgerðina, strax eftir að viðræður hafa verið ákveðnar.
            </p>
           </div>
           <h3 id="55-fulltrúar-starfsmanna-forsvar-í-viðræðum" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            <span class="ks-accordion-title">
             5.5. Fulltrúar starfsmanna -- forsvar í viðræðum
            </span>
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             </svg>
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             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Trúnaðarmenn stéttarfélags skulu vera í forsvari fyrir starfsmenn í
           viðræðum við stjórnendur fyrirtækisins. Fulltrúi viðkomandi
           stéttarfélags hefur fulla heimild til setu í samninganefnd.
           Trúnaðarmanni skal heimilt að láta fara fram kosningu um tvo til fimm
           menn til viðbótar í samninganefnd eftir fjölda starfsmanna og mynda þeir
           þá sameiginlega samninganefnd.
            </p>
            <p>
             Trúnaðarmanni og kjörnum fulltrúum í samninganefnd skal tryggður
           eðlilegur tími til að sinna undirbúningi og samnings-gerð í vinnutíma.
           Ennfremur skulu þeir njóta sérstakrar verndar í starfi og óheimilt að
           láta þá gjalda starfa sinna í samninga-nefnd. Þannig er óheimilt að
           segja þeim upp störfum vegna starfa þeirra í samninganefnd.
            </p>
            <p>
             Á vinnustöðum þar sem trúnaðarmenn eru í tveimur stéttarfélögum eða
           fleiri, skulu þeir koma sameignlega fram fyrir hönd starfsmanna í þeim
           tilvikum að fyrirtækja-samningurinn hafi áhrif á stöðu þeirra. Við
           þessar aðstæður skal þess gætt að fulltrúi fyrir allar hlutaðeigandi
           starfsgreinar taki þátt í viðræðum og það eins þótt samninganefndin
           kunni að stækka af þeim sökum.
            </p>
            <p>
             Þar sem trúnaðarmenn hafa ekki verið skipaðir, getur hlutaðeigandi
           stéttarfélag starfsmanna beitt sér fyrir kosningu samninganefndar.
            </p>
           </div>
           <h3 id="56-upplýsingamiðlun" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             5.6. Upplýsingamiðlun
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('56-upplýsingamiðlun')" title="Afrita tengil">
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             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Áður en gengið er til gerðar fyrirtækjasamnings skulu stjórnendur
           upplýsa trúnaðarmenn og aðra í samninganefnd um stöðu, framtíðarhorfur
           og starfsmannastefnu fyrirtækisins.
            </p>
            <p>
             Trúnaðarmaður á rétt á upplýsingum um launagreiðslur á þeim vinnustað
           sem hann er fulltrúi fyrir að því marki sem nauð-synlegt er til að
           framfylgja ákvæðum fyrirtækjasamningsins.
            </p>
            <p>
             Á gildistíma fyrirtækjasamnings skulu trúnaðarmenn upplýstir um
           framangreind atriði og áherslur í rekstri tvisvar á ári. Þeir skulu gæta
           þagmælsku um þessar upplýsingar að því marki sem þær eru ekki til
           opinberrar umfjöllunar.
            </p>
            <p>
             Einungis er skylt að veita upplýsingar að því marki sem nauðsynlegt er
           vegna ákvæða fyrirtækjasamnings.
            </p>
            <p>
             Samningur, sem gerður er á grundvelli þessa kafla, skal vera
           aðgengilegur starfsmönnum hlutaðeigandi fyrirtækis. Óheimilt er að
           upplýsa óviðkomandi um efni hans.
            </p>
           </div>
           <h3 id="57-heimil-frávik" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             5.7. Heimil frávik
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('57-heimil-frávik')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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             </svg>
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Heimilt er með samkomulagi í fyrirtæki, milli starfsmanna og fyrirtækis,
           að aðlaga ákvæði samningsins þörfum vinnu-staðarins með frávikum
           varðandi eftirgreinda efnisþætti, enda náist samkomulag um endurgjald
           starfsmanna.
            </p>
            <blockquote>
             a\) Sveigjanlegt dagvinnutímabil. Heimilt er að semja um að
            </blockquote>
            <blockquote>
             dagvinnutímabil verði frá kl. 07:00-19:00.
            </blockquote>
            <blockquote>
             > b\) Fjögurra daga vinnuvika. Heimilt er að ljúka fullum vikulegum
            </blockquote>
            <blockquote>
             vinnuskilum dagvinnu á fjórum virkum dögum þegar lög eða aðrir
            </blockquote>
            <blockquote>
             samningar hamla því ekki.
            </blockquote>
            <blockquote>
             > c\) Vaktavinna. Heimilt er að taka upp vaktavinnu með minnst tveggja
            </blockquote>
            <blockquote>
             vikna fyrirvara. Vaktatímabil standi ekki skemur en einn mánuð í senn.
            </blockquote>
            <blockquote>
             > d\) Yfirvinnuálag í dagvinnugrunn. Heimilt er að færa hluta
            </blockquote>
            <blockquote>
             yfirvinnuálags í dagvinnugrunn.
            </blockquote>
            <blockquote>
             > e\) Orlof fyrir yfirvinnu. Heimilt er að semja um að safna saman
            </blockquote>
            <blockquote>
             yfirvinnutímum og taka í stað þeirra orlof í jafn margar klukkustundir
            </blockquote>
            <blockquote>
             á virkum dögum utan háannatíma fyrirtækisins. Yfirvinnutímarnir koma
            </blockquote>
            <blockquote>
             til uppsöfnunar og greiðast síðar í dagvinnu en yfirvinnuálagið er
            </blockquote>
            <blockquote>
             greitt út.
            </blockquote>
            <blockquote>
             > f\) Neysluhlé. Heimilt er að semja um annað fyrirkomulag neysluhléa en
            </blockquote>
            <blockquote>
             greinir í aðalkjarasamningi.
            </blockquote>
            <blockquote>
             > g\) Orlof. Heimilt er að ráðstafa hluta orlofs til að draga úr
            </blockquote>
            <blockquote>
             starfsemi eða loka á tilteknum dögum utan annatíma fyrirtækis.
            </blockquote>
            <blockquote>
             > h\) Afkastahvetjandi launakerfi. Heimilt er að þróa afkasta-hvetjandi
            </blockquote>
            <blockquote>
             launakerfi án formlegra vinnurannsókna þar sem það þykir henta að mati
            </blockquote>
            <blockquote>
             beggja aðila.
            </blockquote>
            <blockquote>
             > i\) Tilfærsla fimmtudagsfrídaga. Heimilt er að semja svo um á
            </blockquote>
            <blockquote>
             vinnustað að samningsbundið frí vegna uppstigningardags og
            </blockquote>
            <blockquote>
             sumardagsins fyrsta, sem báðir eru ávallt á fimmtudögum, sé flutt á
            </blockquote>
            <blockquote>
             annan virkan dag, t.d. föstudag eða mánudag, eða tengt annarri frítöku
            </blockquote>
            <blockquote>
             starfsmanna.
            </blockquote>
            <p>
             Frávik frá almennum reglum kjarasamningsins umfram ofan-greind mörk eru
           því aðeins heimil að fyrir liggi samþykki viðkomandi stéttarfélags og
           samtaka vinnuveitenda.
            </p>
           </div>
           <h3 id="58-endurgjald-starfsmanna" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             5.8. Endurgjald starfsmanna
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('58-endurgjald-starfsmanna')" title="Afrita tengil">
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             </span>
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           </h3>
           <div class="ks-section-content">
            <p>
             Takist samkomulag um aðlögun ákvæða kjarasamnings að þörfum fyrirtækis
           eða önnur frávik frá vinnuskipulagi, sem samkomulag hefur verið gert um,
           skal jafnframt samið um hlutdeild starfsmanna í þeim ávinningi sem
           fyrirtækið hefur af breytingum.
            </p>
            <p>
             Hlutur starfsmanna getur komið fram í fækkun vinnustunda án tilsvarandi
           skerðingar á tekjum, greiðslu fastrar upphæðar á mánuði eða
           ársfjórðungi, hæfnisálagi, prósentuálagi á laun eða fastri krónutölu á
           tímakaup eða með öðrum hætti, allt eftir því hvernig um semst. Í
           samningnum skal þó koma skýrt fram í hverju ávinningur fyrirtækis felst
           svo og endurgjald til starfsmanna. Hvort tveggja er frávik frá
           kjarasamningi og getur fallið niður við uppsögn skv. gr. 5.9.
            </p>
           </div>
           <h3 id="59-gildistaka-gildissvið-og-gildistími" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             5.9. Gildistaka, gildissvið og gildistími
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('59-gildistaka-gildissvið-og-gildistími')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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             </svg>
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Samkomulag um fyrirtækjaþátt skal vera skriflegt og skal það borið undir
           alla þá sem samkomulaginu er ætlað að taka til í leynilegri
           atkvæðagreiðslu sem hlutaðeigandi samninganefnd starfsmanna stendur
           fyrir. Samkomulag telst samþykkt ef það fær stuðning meirihluta greiddra
           atkvæða. Hlutaðeigandi stéttarfélag skal ganga úr skugga um að umsamin
           frávik og endurgjald fyrir þau, heildstætt metið, standist ákvæði laga
           og kjarasamninga um lágmarkskjör. Hafi ekki komið tilkynning um annað
           innan fjögurra vikna telst samningurinn samþykktur af beggja hálfu.
            </p>
            <p>
             Heimilt er að láta fyrirtækjasamning gilda tímabundið til reynslu í allt
           að sex mánuði og ganga þá endanlega frá efni hans í ljósi reynslunnar.
           Annars skal gildistími ótímabundinn. Að ári liðnu getur hvor aðili farið
           fram á endurskoðun. Eigi síðar en tveimur mánuðum eftir gildistöku
           aðalkjarasamnings skulu aðilar taka upp viðræður um endurskoðun og
           endurnýjun samkomulags um fyrirtækjaþátt. Náist ekki samkomulag um
           breytingar innan tveggja mánaða getur hvor aðili sagt fyrirtækjasamningi
           lausum með sex mánaða fyrirvara m.v. mánaðamót. Að þeim tíma liðnum
           fellur hvort tveggja niður, umsamdar breytingar og hlutdeild starfsmanna
           í ávinningi. Til að uppsögn sé bindandi þarf hún að hljóta stuðning
           meirihluta hlutaðeigandi starfsmanna í samskonar atkvæðagreiðslu og
           viðhöfð var við gildistöku samningsins. Segi atvinnurekandi upp
           fyrirtækjaþætti samnings skulu launahækkanir honum tengdar þó aðeins
           ganga til baka í þeim mæli sem nemur þeim kostnaðarauka, sem leiðir af
           upptöku fyrri samningsákvæða.
            </p>
           </div>
           <h3 id="510-áhrif-fyrirtækjasamnings-á-ráðningarkjör" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             5.10. Áhrif fyrirtækjasamnings á ráðningarkjör
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('510-áhrif-fyrirtækjasamnings-á-ráðningarkjör')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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           </h3>
           <div class="ks-section-content">
            <p>
             Breytingar á ráðningarkjörum sem leiða kunna af fyrirtækja-samningi eru
           bindandi fyrir alla hlutaðeigandi starfsmenn hafi þeir ekki mótmælt
           formlega gerð samningsins við stjórnendur fyrirtækis og samninganefnd
           starfsmanna áður en til atkvæða-greiðslu kom.
            </p>
            <p>
             Ákvæði fyrirtækjasamnings gilda jafnt um þá starfsmenn sem við störf eru
           þegar samningur er samþykktur skv. ákvæðum þessa kafla sem og þá sem
           síðar ráðast til starfa, enda hafi þeim verið kynnt efni hans við
           ráðningu.
            </p>
           </div>
           <h3 id="511-stytting-vinnutíma" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            <span class="ks-accordion-title">
             5.11. Stytting vinnutíma
            </span>
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            <p>
             Á grundvelli meirihlutasamþykkis í atkvæðagreiðslu eiga starfsmenn rétt
           á að fram fari viðræður um vinnutímastyttingu í 36 virkar vinnustundir á
           viku að jafnaði samhliða niðurfellingu kaffitíma á dagvinnutímabili skv.
           3. kafla kjarasamnings. Stjórnendur fyrirtækja geta einnig óskað eftir
           viðræðum.
            </p>
            <p>
             Í viðræðum verða gerðar tillögur um fyrirkomulag hléa með það að
           markmiði að ná fram gagnkvæmum ávinningi og bæta nýtingu vinnutíma þar
           sem því verður við komið.
            </p>
            <p>
             Ef formlegir kaffitímar verða felldir niður er ávinningi vegna bættrar
           nýtingar vinnutíma og aukinnar framleiðni skipt milli starfsmanna og
           atvinnurekanda, hlutdeild starfsmanna felst í viðbótarstyttingu virks
           vinnutíma:
            </p>
            <strong>
             Viðbótarstytting virks vinnutíma:
            </strong>
            <p>
             Náist samkomulag um niðurfellingu kaffitíma verður virkur vinnutími 36
           klst. á viku, án skerðingar mánaðarlauna. Fyrirkomulag styttingar virks
           vinnutíma geta verið útfærð á marga vegu, t.d:
            </p>
            <p>
             1\. Tekin eru sveigjanleg hvíldarhlé frá vinnu, eitt eða fleiri.
            </p>
            <p>
             2\. Hádegishlé lengt.
            </p>
            <p>
             3\. Hver vinnudagur styttur, umsaminn fjöldi vinnudaga styttur eða einn
           dagur vikunnar styttur.
            </p>
            <p>
             4\. Styttingu safnað upp í frí heila eða hálfa daga.
            </p>
            <p>
             5\. Blönduð leið.
            </p>
            <p>
             Fulltrúar samningsaðila hafa fulla aðkomu að samningsviðræðum skv.
           þessari grein.
            </p>
            <p>
             Um gildistöku og atkvæðagreiðslu samkomulags fer eftir grein 5.9.
            </p>
            <p>
             ![](media/image1.png)
            </p>
           </div>
           <h3 id="512-meðferð-ágreinings" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            </svg>
            <span class="ks-accordion-title">
             5.12. Meðferð ágreinings
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('512-meðferð-ágreinings')" title="Afrita tengil">
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           </h3>
           <div class="ks-section-content">
            <p>
             Náist ekki samkomulag á vinnustað um styttingu vinnutíma skv. gr. 5.11.
           er jafnt starfsmönnum og atvinnurekanda heimilt að skjóta þeim
           ágreiningi til samningsaðila, hlutaðeigandi stéttarfélags og Samtaka
           atvinnulífsins.
            </p>
            <p>
             Komi upp ágreiningur innan fyrirtækis um skilning eða framkvæmd
           fyrirtækjasamnings og ekki tekst að leysa hann með viðræðum á milli
           aðila á vinnustað er starfsmönnum rétt að leita aðstoðar hlutaðeigandi
           stéttarfélags eða fela því málið til úrlausnar.
            </p>
            <p>
             Náist ekki samkomulag um mat á áhrifum uppsagnar skv. lokamálslið 2.
           mgr. gr. 5.9. getur hvor aðili skotið honum til úrskurðar óháðs aðila
           sem aðilar koma sér saman um. 65% kostnaðar greiðist af fyrirtæki og 35%
           af starfsmönnum.
            </p>
           </div>
           <h3 id="513-dæmi-um-fyrirtækjaþátt" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             </polyline>
            </svg>
            <span class="ks-accordion-title">
             5.13. Dæmi um fyrirtækjaþátt
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('513-dæmi-um-fyrirtækjaþátt')" title="Afrita tengil">
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              Afritað!
             </span>
            </button>
           </h3>
          </div>
          <h2 id="6-kafli-um-forgangsrétt-til-vinnu" class="ks-heading">
           <span class="ks-heading-text">
            6. Kafli - Um forgangsrétt til vinnu
           </span>
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             Afritað!
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           </button>
          </h2>
          <div class="ks-chapter-content">
           <h3 id="61-forgangsréttur" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            </svg>
            <span class="ks-accordion-title">
             6.1. Forgangsréttur
            </span>
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             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <h5 id="611-vinnuveitendur-skuldbinda-sig" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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              </polyline>
             </svg>
             <span class="ks-accordion-title">
              6.1.1. Vinnuveitendur skuldbinda sig til þess að láta verkamenn sem eru
             </span>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             fullgildir meðlimir í Eflingu á viðkomandi félagssvæði hafa forgangsrétt
           til allrar almennrar verkamannavinnu, þegar þess er krafist og
           félagsmenn bjóðast, er séu fullkomlega hæfir til þeirrar vinnu, sem um
           er að ræða.
            </div>
            <h5 id="612-vinnuveitendur-hafa-avallt-frj" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              6.1.2. Vinnuveitendur hafa ávallt frjálst val um það, hvaða félaga
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('612-vinnuveitendur-hafa-avallt-frj')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             viðkomandi stéttarfélaga þeir taka til vinnu. Nú vill atvinnurekandi
           ráða til sín mann í vinnu sem ekki er félagi í Eflingu og skal
           viðkomandi félagi þá skylt til þess að veita þeim manni inngöngu ef hann
           sækir um það og það kemur ekki í bága við samþykktir félagsins.
            </div>
            <h5 id="613-efling-skuldbindur-sig-til-ef" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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              </polyline>
             </svg>
             <span class="ks-accordion-title">
              6.1.3. Efling skuldbindur sig til, ef hörgull er á mönnum til vinnu, að
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('613-efling-skuldbindur-sig-til-ef')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             láta meðlimi Samtaka atvinnulífsins hafa forgangsrétt á að fá fullgilda
           félagsmenn til vinnu, enda skal stjórn félagsins tilkynna um það, að
           verkamenn vanti.
            </div>
           </div>
          </div>
          <h2 id="7-kafli-um-aðbúnað-og-hollustuhætti" class="ks-heading">
           <span class="ks-heading-text">
            7. Kafli - Um aðbúnað og hollustuhætti
           </span>
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             Afritað!
            </span>
           </button>
          </h2>
          <div class="ks-chapter-content">
           <h3 id="71-aðbúnaður" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            <span class="ks-accordion-title">
             7.1. Aðbúnaður
            </span>
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             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Á vinnustöðum skulu atvinnurekendur sjá um, að lyfjakassi sé á staðnum
           með nauðsynlegum lyfjum og umbúðum, svo og salerni, vatn og vaskur. Á
           öllum vinnustöðum skulu starfsmenn eiga aðgang að sæmilegu húsnæði til
           kaffidrykkju og geymslu á hlífðarfötum.
            </p>
           </div>
           <h3 id="72-mataraðstaða" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            <span class="ks-accordion-title">
             7.2. Mataraðstaða
            </span>
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             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <h5 id="721-thegar-starfsfolk-eru-ad-vinnu" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             <span class="ks-accordion-title">
              7.2.1. Þegar starfsfólk eru að vinnu á sama stað í úthverfum bæja hjá
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('721-thegar-starfsfolk-eru-ad-vinnu')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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            </h5>
            <div class="ks-section-content ks-sub-content">
             sama atvinnurekanda, skulu atvinnurekendur þá hafa húsnæði fyrir
           starfsmenn til að drekka kaffi og matast í. Í skýlunum skulu vera borð
           og stólar, og skal þess vel gætt, að þau séu ávallt hrein og þrifaleg.
           Ennfremur skal í skýlunum vera hitunartæki.
            </div>
            <h5 id="722-thegar-ad-jafnadi-er-matast-a-v" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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             </svg>
             <span class="ks-accordion-title">
              7.2.2. Þegar að jafnaði er matast á vinnustað, skulu bæði
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('722-thegar-ad-jafnadi-er-matast-a-v')" title="Afrita tengil">
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              </span>
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            </h5>
            <div class="ks-section-content ks-sub-content">
             atvinnurekendur og starfsfólk fylgja fyrirmælum heilbrigðisyfirvalda um
           aðbúnað, hreinlætisaðstöðu og umgengni á matstað.
            </div>
           </div>
           <h3 id="73-öryggisbúnaður" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            <span class="ks-accordion-title">
             7.3. Öryggisbúnaður
            </span>
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           </h3>
           <div class="ks-section-content">
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             <span class="ks-accordion-title">
              7.3.1. Á vinnustöðum skal vera fyrir hendi, til afnota fyrir starfsmenn,
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('731-a-vinnustodum-skal-vera-fyrir')" title="Afrita tengil">
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             sá öryggisbúnaður sem Vinnueftirlit ríkisins telur nauðsynlegan vegna
           eðlis vinnunnar, eða tiltekinn er í kjarasamningi.
            </div>
            <h5 id="732-brot-á-öryggisreglum" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             <span class="ks-accordion-title">
              7.3.2. Brot á öryggisreglum
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('732-brot-á-öryggisreglum')" title="Afrita tengil">
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            </div>
            <h5 id="7321-starfsmonnum-er-skylt-ad-nota" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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             <span class="ks-accordion-title">
              7.3.2.1. Starfsmönnum er skylt að nota þann öryggisbúnað, sem getið er
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('7321-starfsmonnum-er-skylt-ad-nota')" title="Afrita tengil">
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            <div class="ks-section-content ks-sub-content">
             um í kjarasamningum og reglugerðum, og skulu verkstjórar og trúnaðarmenn
           sjá um að hann sé notaður. Ef starfsmenn nota ekki öryggisbúnað, sem
           þeim er lagður til á vinnustað, er heimilt að vísa þeim fyrirvaralaust
           úr starfi eftir að hafa aðvarað þá skriflega.
            </div>
            <h5 id="7322-trunadarmadur-starfsmanna-skal" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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              </polyline>
             </svg>
             <span class="ks-accordion-title">
              7.3.2.2. Trúnaðarmaður starfsmanna skal tafarlaust ganga úr skugga um að
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('7322-trunadarmadur-starfsmanna-skal')" title="Afrita tengil">
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             tilefni uppsagnar hafi verið fyrir hendi og skal honum gefinn kostur á
           að kynna sér alla málavexti. Sé hann ekki samþykkur tilefni uppsagnar,
           skal hann mótmæla uppsögninni skriflega og kemur þá fyrirvaralaus
           uppsögn eigi til framkvæmda.
            </div>
            <h5 id="733-brot-a-oryggisreglum-sem-vald" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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             </svg>
             <span class="ks-accordion-title">
              7.3.3. Brot á öryggisreglum, sem valda því að lífi og limum starfsmanna
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('733-brot-a-oryggisreglum-sem-vald')" title="Afrita tengil">
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             er stefnt í voða, skal varða brottvikningu án undangenginna aðvarana, ef
           trúnaðarmaður og forsvarsmaður fyrirtækis eru sammála um það.
            </div>
            <h5 id="734-ef-oryggisbunadur-sa-sem-tilt" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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              </polyline>
             </svg>
             <span class="ks-accordion-title">
              7.3.4. Ef öryggisbúnaður sá, sem tiltekinn er í kjarasamningum og
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('734-ef-oryggisbunadur-sa-sem-tilt')" title="Afrita tengil">
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             Vinnueftirlit ríkisins hefur gefið fyrirmæli um að notaður skuli, er
           ekki fyrir hendi á vinnustað, er hverjum þeim starfsmanni, er ekki fær
           slíkan búnað, heimilt að neita að vinna við þau störf þar sem slíks
           búnaðar er krafist. Sé ekki um annað starf að ræða fyrir viðkomandi
           starfsmann, skal hann halda óskertum launum.
            </div>
            <h5 id="735-komi-til-agreinings-vegna-thess" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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              </polyline>
             </svg>
             <span class="ks-accordion-title">
              7.3.5. Komi til ágreinings vegna þessa samningsákvæðis er heimilt að
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('735-komi-til-agreinings-vegna-thess')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             vísa málinu til ASÍ og SA.
            </div>
           </div>
           <h3 id="74-störf-ungmenna" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             7.4. Störf ungmenna
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('74-störf-ungmenna')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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             </svg>
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Um takmarkanir sem settar eru við vinnu og vinnutíma ungmenna fer
           samkvæmt X. kafla laga um aðbúnað, hollustuhætti og öryggi á vinnustöðum
           nr. 46/1980 og reglugerð um vinnu barna og unglinga nr. 426/1999.
            </p>
           </div>
           <h3 id="75-miðlun-upplýsinga" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             </polyline>
            </svg>
            <span class="ks-accordion-title">
             7.5. Miðlun upplýsinga
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('75-miðlun-upplýsinga')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Þegar miðla þarf mikilvægum upplýsingum til starfsmanna, s.s. um
           öryggismál, vinnutilhögun, breytingar á vinnustað eða mál er varða
           einstaka starfsmenn skal atvinnurekandi leitast við að hafa túlkun til
           staðar fyrir þá starfsmenn sem á því þurfa að halda.
            </p>
           </div>
           <h3 id="76-ábendingar-um-öryggi-og-aðbúnað-á-vinnustað" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            </svg>
            <span class="ks-accordion-title">
             7.6 Ábendingar um öryggi og aðbúnað á vinnustað
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('76-ábendingar-um-öryggi-og-aðbúnað-á-vinnustað')" title="Afrita tengil">
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <h5 id="761-starfsfolki-skal-jafnan-heimil" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             <span class="ks-accordion-title">
              7.6.1.
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('761-starfsfolki-skal-jafnan-heimil')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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               Afritað!
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             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             Starfsfólki skal jafnan heimilt að koma á framfæri ábendingum og umkvörtunum um lögbrot eða aðra ámælisverða háttsemi tengda aðbúnaði og
           öryggi á vinnustað sem varðað getur heilsu og öryggi starfsfólks.
           7.6.2 Á vinnustöðum þar sem öryggistrúnaðarmaður eða trúnaðarmaður hefur
           verið kosinn hefur hann milligöngu um að koma ábendingum og umkvörtunum
           samstarfsfólks um öryggi og aðbúnað á vinnustað á framfæri við
           atvinnurekanda. Þar sem hvorki trúnaðarmanni né öryggistrúnaðarmanni er
           til að dreifa á vinnustað getur starfsmaður komið ábendingum sínum á
           framfæri við næsta yfirmann.
           7.6.3 Í kjölfar ábendingar starfsmanns skal yfirmaður sannreyna hvort
           ábending sé réttmæt svo fljótt sem auðið er. Ef ekki er brugðist við
           getur starfsmaður snúið sér til framkvæmdastjóra eða mannauðsstjóra (ef
           hann er til staðar) með ábendingar sínar.
            </div>
            <h5 id="764-komi-i-ljos-ad-abendingar-star" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              7.6.4. Komi í ljós að ábendingar starfsmanns séu réttmætar og settar fram
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('764-komi-i-ljos-ad-abendingar-star')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             í góðri trú skal yfirmaður bregðast við eins fljótt og kostur er og gera
           þær úrbætur sem nauðsynlegar eru með hliðsjón af góðum starfsháttum og
           þeim skyldum sem hvíla á atvinnurekanda samkvæmt vinnuverndarlögum.
           Starfsmaður getur óskað eftir upplýsingum um framgang máls.
            </div>
            <h5 id="765-atvinnurekandi-skal-gaeta-thess" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              7.6.5. Atvinnurekandi skal gæta þess að starfsmaður verði ekki látinn
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('765-atvinnurekandi-skal-gaeta-thess')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             gjalda þess í starfi að hafa komið með réttmæta ábendingu um brot á
           vinnuverndarlögum eða aðra ámælisverða háttsemi tengda aðbúnaði og
           öryggi á vinnustað sem varðað getur heilsu og öryggi starfsfólks.
            </div>
           </div>
           <h3 id="bókun-vegna-ábendinga-um-öryggi-og-aðbúnað" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Bókun vegna ábendinga um öryggi og aðbúnað
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('bókun-vegna-ábendinga-um-öryggi-og-aðbúnað')" title="Afrita tengil">
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             </svg>
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Samtök atvinnulífsins munu setja fram leiðbeiningar um verklag við
           ábendingar starfsfólks um öryggi eða aðbúnað á vinnustað. Þá er átt við
           brot á vinnuverndarlögum eða aðra ámælisverða háttsemi tengt
           starfsháttum eða aðbúnaði á vinnustað sem varðað getur heilsu og öryggi
           starfsfólks. Leiðbeiningarnar miða að því að stuðla að góðum vinnustað
           og draga úr því að starfsfólk hafi áhyggjur af því að færa fram slíkar
           ábendingar.
            </p>
            <p>
             Leiðbeiningarnar eru skriflegar og þar er kveðið á um móttöku,
           meðhöndlun og afgreiðslu ábendinga. Mælst er til þess að fyrirtæki fylgi
           þeim og þær séu aðgengilegar öllu starfsfólki.
            </p>
            <p>
             Leiðbeiningar þessar verða fullbúnar og kynntar eigi síðar en 1. júní
           2024.
            </p>
           </div>
          </div>
          <h2 id="8-kafli-um-greiðslu-launa-í-veikinda-og-slysatilfellum-og-slysatryggingar" class="ks-heading">
           <span class="ks-heading-text">
            8. Kafli - Um greiðslu launa í veikinda- og slysatilfellum og slysatryggingar
           </span>
           <button class="ks-copy-btn" onclick="ksCopySa('8-kafli-um-greiðslu-launa-í-veikinda-og-slysatilfellum-og-slysatryggingar')" title="Afrita tengil">
            <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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            </svg>
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             Afritað!
            </span>
           </button>
          </h2>
          <div class="ks-chapter-content">
           <h3 id="81-laun-í-veikindum" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            </svg>
            <span class="ks-accordion-title">
             8.1. Laun í veikindum
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('81-laun-í-veikindum')" title="Afrita tengil">
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           </h3>
           <div class="ks-section-content">
            <p>
             Starfsfólk skal á hverju 12 mánaða tímabili halda launum í slysa- og
           veikindaforföllum sem hér greinir:
            </p>
            <h5 id="811-a-fyrsta-starfsari-hja-sama-at" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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             <span class="ks-accordion-title">
              8.1.1. Á fyrsta starfsári hjá sama atvinnurekanda greiðast tveir dagar á
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('811-a-fyrsta-starfsari-hja-sama-at')" title="Afrita tengil">
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             staðgengislaunum fyrir hvern unninn mánuð.
            </div>
            <h5 id="812-eftir-eins-ars-samfellt-starf" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             <span class="ks-accordion-title">
              8.1.2. Eftir eins árs samfellt starf hjá sama atvinnurekanda greiðist
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('812-eftir-eins-ars-samfellt-starf')" title="Afrita tengil">
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             einn mánuður með staðgengislaunum.
            </div>
            <h5 id="813-eftir-tveggja-ara-samfellt-sta" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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             <span class="ks-accordion-title">
              8.1.3. Eftir tveggja ára samfellt starf hjá sama atvinnurekanda greiðist
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('813-eftir-tveggja-ara-samfellt-sta')" title="Afrita tengil">
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             einn mánuður með staðgengislaunum og einn mánuður á dagvinnulaunum.
            </div>
            <h5 id="814-eftir-thriggja-ara-samfellt-sta" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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              </polyline>
             </svg>
             <span class="ks-accordion-title">
              8.1.4. Eftir þriggja ára samfellt starf hjá sama atvinnurekanda greiðist
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('814-eftir-thriggja-ara-samfellt-sta')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             einn mánuður með staðgengislaunum og tveir mánuðir á dagvinnulaunum.
            </div>
            <h5 id="815-eftir-fimm-ara-samfellt-starf" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             </svg>
             <span class="ks-accordion-title">
              8.1.5. Eftir fimm ára samfellt starf hjá sama atvinnurekanda greiðist
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('815-eftir-fimm-ara-samfellt-starf')" title="Afrita tengil">
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               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             einn mánuður með staðgengislaunum, einn mánuður með fullu dagvinnukaupi
           (þ.e. dagvinnulaun, bónus og vaktaálög, sbr. gr. 8.3.2.) og tveir
           mánuðir á dagvinnulaunum.
            </div>
            <h5 id="816-starfsmadur-sem-odlast-hefur-4" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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              </polyline>
             </svg>
             <span class="ks-accordion-title">
              8.1.6. Starfsmaður sem öðlast hefur 4 mánaða veikindarétt eftir fimm ára
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('816-starfsmadur-sem-odlast-hefur-4')" title="Afrita tengil">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             samfellt starf hjá sama atvinnurekanda og ræður sig innan 12 mánaða hjá
           öðrum atvinnurekanda heldur tveggja mánaða veikindarétti (einn mánuður á
           staðgengilslaunum og einn á dagvinnulaunum) enda hafi starfslok hjá
           fyrri atvinnurekanda verið með eðlilegum hætti og rétturinn sannreyndur.
           Betri rétt öðlast starfsmaður eftir þriggja ára samfellt starf hjá nýjum
           atvinnurekanda., sbr. gr. 8.1.4.
            </div>
            <h5 id="817-veikindaretturinn-er-heildarre" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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              </polyline>
             </svg>
             <span class="ks-accordion-title">
              8.1.7. Veikindarétturinn er heildarréttur á hverju 12 mánaða tímabili án
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('817-veikindaretturinn-er-heildarre')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             tillits til tegundar sjúkdóms.
             <u>
              Skýring:
             </u>
             <p>
              Veikindaréttur miðast við greidda veikindadaga á 12 mánaða
           launatímabili. Þegar starfsmaður verður óvinnufær er við upphaf veikinda
           litið til þess hversu margir dagar hafa verið greiddir á síðustu 12
           launamánuðum og dragast þeir frá áunnum veikindarétti. Hafi starfsmaður
           verið launalaus á tímabili telst það tímabil ekki með við útreikning.
             </p>
            </div>
           </div>
           <h3 id="82-vinnuslys-og-atvinnusjúkdómar" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             8.2. Vinnuslys og atvinnusjúkdómar
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('82-vinnuslys-og-atvinnusjúkdómar')" title="Afrita tengil">
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             </svg>
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <h5 id="821-forfallist-starfsmadur-af-vold" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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              </polyline>
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             <span class="ks-accordion-title">
              8.2.1. Forfallist starfsmaður af völdum slyss við vinnuna eða á beinni
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('821-forfallist-starfsmadur-af-vold')" title="Afrita tengil">
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             leið til eða frá vinnu og eins ef starfsmaður veikist af
           atvinnusjúkdómi, skal hann auk réttar til launa í veikindum halda
           dagvinnulaunum sínum í þrjá mánuði.
             <p>
              Ofangreindur réttur er sjálfstæður réttur og gengur ekki á veikindarétt
           starfsmannsins.
             </p>
             <u>
              Skýring:
             </u>
             <p>
              Óvinnufærni af völdum slyss getur hvort heldur komið fram strax eftir
           slys eða síðar. Um sönnun og orsakatengsl fer samkvæmt almennum reglum.
             </p>
            </div>
            <h5 id="822-dagpeningar-fra-tryggingastofn" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              8.2.2. Dagpeningar frá Tryggingastofnun ríkisins vegna þessara daga
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('822-dagpeningar-fra-tryggingastofn')" title="Afrita tengil">
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             ganga til launagreiðanda.
            </div>
            <h5 id="823-vid-vinnuslys-kostar-atvinnure" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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              </polyline>
             </svg>
             <span class="ks-accordion-title">
              8.2.3. Við vinnuslys kostar atvinnurekandi flutning hins slasaða til
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('823-vid-vinnuslys-kostar-atvinnure')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             heimilis eða sjúkrahúss og greiðir síðan eðlilegan sjúkrakostnað meðan
           hann nýtur launa annan en þann sem Tryggingastofnun ríkisins greiðir.
           Hinn slasaði skilar kvittunum fyrir útlögðum kostnaði til atvinnurekanda
           og skal greiðsla fara fram jafnhliða launagreiðslum, sbr. gr. 8.4.
             <p>
              Hvað varðar sjúkra- og flutningskostnað teljast slys á beinni leið til
           og frá vinnu til vinnuslysa.
             </p>
            </div>
           </div>
           <h3 id="83-launahugtök" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             8.3. Launahugtök
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('83-launahugtök')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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             </svg>
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <h5 id="831-stadgengislaun-midast-vid-thau" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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             <span class="ks-accordion-title">
              8.3.1. Staðgengislaun miðast við þau laun sem starfsmaður hefði
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('831-stadgengislaun-midast-vid-thau')" title="Afrita tengil">
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             sannanlega haft ef hann hefði ekki forfallast frá vinnu vegna sjúkdóms
           eða slyss önnur en mætingabónus og álagsgreiðslur vegna sérstakrar
           áhættu eða óþrifnaðar sem eru tilfallandi við framkvæmd sértilgreindra
           starfa.
            </div>
            <h5 id="832-fullt-dagvinnukaup-eru-fost-la" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             </svg>
             <span class="ks-accordion-title">
              8.3.2. Fullt dagvinnukaup eru föst laun fyrir dagvinnu auk vaktaálags,
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('832-fullt-dagvinnukaup-eru-fost-la')" title="Afrita tengil">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             bónus og annarra afkastahvetjandi eða sambærilegra álags-greiðslna vegna
           vinnu miðað við 8 klst. á dag eða 40 klst. á viku miðað við fullt starf.
            </div>
            <h5 id="833-dagvinnulaun-eru-fost-laun-mid" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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              8.3.3. Dagvinnulaun eru föst laun miðað við dagvinnu (án bónus og hvers
             </span>
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             konar álagsgreiðslna) fyrir 8 klst. á dag eða 40 klst. á viku miðað við
           fullt starf.
            </div>
           </div>
           <h3 id="84-útborgun-veikindalauna" class="ks-accordion-header" onclick="ksToggleSa(this)">
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             8.4. Útborgun veikindalauna
            </span>
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             <span class="ks-accordion-title">
              8.4.1. Greiðslur launa í veikinda- og slysatilfellum skulu fara fram með
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('841-greidslur-launa-i-veikinda-og')" title="Afrita tengil">
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             sama hætti og á sama tíma og aðrar vinnulaunagreiðslur, enda hafi
           læknisvottorð borist í tæka tíð vegna launaútreikninga.
            </div>
            <h5 id="842-verdi-agreiningur-um-botaskyld" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             <span class="ks-accordion-title">
              8.4.2. Verði ágreiningur um bótaskyldu atvinnurekanda, skv. gr. 8.2.
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('842-verdi-agreiningur-um-botaskyld')" title="Afrita tengil">
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             skal farið eftir því, hvort slysatrygging ríkisins telur skylt að greiða
           bætur vegna slyssins.
            </div>
            <h5 id="843-laeknisvottord" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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             <span class="ks-accordion-title">
              8.4.3. Læknisvottorð
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('843-laeknisvottord')" title="Afrita tengil">
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             <p>
              Atvinnurekandi getur krafist læknisvottorðs um veikindi starfsmanns.
             </p>
             <p>
              Atvinnurekandi greiði læknisvottorð að því tilskildu að veikindi verði
           þegar tilkynnt til atvinnurekanda á fyrsta veikindadegi, og að
           starfsmönnum sé ávallt skylt að leggja fram læknisvottorð.
             </p>
            </div>
           </div>
           <h3 id="85-veikindi-barna-og-leyfi-af-óviðráðanlegum-ástæðum" class="ks-accordion-header" onclick="ksToggleSa(this)">
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            <span class="ks-accordion-title">
             8.5. Veikindi barna og leyfi af óviðráðanlegum ástæðum
            </span>
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             </span>
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           </h3>
           <div class="ks-section-content">
            <h5 id="851-fyrstu-sex-manudi-i-starfi-hja" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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             <span class="ks-accordion-title">
              8.5.1. Fyrstu sex mánuði í starfi hjá atvinnurekanda er foreldri heimilt
             </span>
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            <div class="ks-section-content ks-sub-content">
             að verja tveimur dögum fyrir hvern unninn mánuð til aðhlynningar sjúkum
           börnum sínum undir 13 ára aldri, enda verði annarri umönnun ekki við
           komið. Sama á við um börn undir 16 ára aldri þegar veikindi eru það
           alvarleg að þau leiði til sjúkrahúsvistar í a.m.k. einn dag. Eftir 6
           mánaða starf verður rétturinn 12 dagar á hverju 12 mánaða tímabili.
           Foreldri heldur dagvinnulaunum sínum, svo og vaktaálagi þar sem það á
           við.
             <p>
              Með vísan til reglna um greiðslur vegna veikinda barna, er það
           sameiginlegur skilningur aðila, að með foreldri sé einnig átt við
           fósturforeldri eða forráðamann, sem er framfærandi barns og komi þá í
           stað foreldris.
             </p>
            </div>
            <h5 id="852-starfsmadur-a-rett-a-leyfi-fra" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
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             </svg>
             <span class="ks-accordion-title">
              8.5.2. Starfsmaður á rétt á leyfi frá störfum þegar um óviðráðanlegar
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('852-starfsmadur-a-rett-a-leyfi-fra')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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             (force majeure) og brýnar fjölskylduástæður er að ræða vegna sjúkdóms
           eða slyss sem krefjast tafarlausrar nærveru starfsmanns.
             <p>
              Starfsmaður á ekki rétt á launum frá atvinnurekanda í framangreindum
           tilfellum, sbr. þó ákvæði gr. 8.5.1.
             </p>
            </div>
           </div>
           <h3 id="86-fæðingarorlof-og-mæðraskoðun" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             </polyline>
            </svg>
            <span class="ks-accordion-title">
             8.6. Fæðingarorlof og mæðraskoðun
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('86-fæðingarorlof-og-mæðraskoðun')" title="Afrita tengil">
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             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Um fæðingar- og foreldraorlof fer skv. lögum nr. 144/2020 um sama efni.
            </p>
            <p>
             Barnshafandi konur eiga rétt til nauðsynlegra fjarvista frá vinnu vegna
           mæðraskoðunar án frádráttar á föstum launum þurfi slík skoðun að fara
           fram í vinnutíma.
            </p>
           </div>
           <h3 id="87-dánar-slysa-og-örorkutryggingar" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            <span class="ks-accordion-title">
             8.7. Dánar-, slysa- og örorkutryggingar
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('87-dánar-slysa-og-örorkutryggingar')" title="Afrita tengil">
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             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <h5 id="871-gildissvid" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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             </svg>
             <span class="ks-accordion-title">
              8.7.1. Gildissvið
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('871-gildissvid')" title="Afrita tengil">
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             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Skylt er atvinnurekenda að tryggja launafólk það, sem samningur þessi
           tekur til, fyrir dauða, varanlegri læknisfræðilegri örorku og/eða
           tímabundinni örorku af völdum slyss við vinnu eða á eðlilegri leið frá
           heimili til vinnustaðar og frá vinnustað til heimilis sem og frá
           vinnustað og til vinnustaðar í neysluhléum. Ef starfsmaður hefur vegna
           starfs síns viðlegustað utan heimilis, kemur viðlegustaður í stað
           heimilis, en tryggingin tekur þá einnig til eðlilegra ferða milli
           heimilis og viðlegustaðar.
             </p>
             <p>
              Vátrygging gildir í ferðum innanlands og utan sem farnar eru á vegum
           atvinnurekanda.
             </p>
             <p>
              Tryggingin skal ná til slysa, er verða við íþróttaiðkun, keppni og
           leiki, enda hafi slíkt farið fram á vegum atvinnurekanda eða
           starfsmannafélags og ætlast sé til þátttöku í slíkri iðkun sem hluti af
           starfi starfsmanna. Ekki skiptir máli að þessu leyti hvort slysið verður
           á hefðbundnum vinnutíma eða utan hans. Undanskilin eru slys er verða í
           hnefaleikum, hvers konar glímu, akstursíþróttum, drekaflugi, svifflugi,
           teygjustökki, fjallaklifri sem krefst sérstaks búnaðar, bjargsigi,
           froskköfun og fallhlífarstökki.
             </p>
             <p>
              Tryggingin greiðir ekki bætur vegna slyss, sem hlotist hefur af notkun
           skráningarskyldra vélknúinna ökutækja hér á landi og eru bótaskyld
           samkvæmt lögboðinni ökutækjatryggingu, hvort heldur ábyrgðartryggingu
           eða slysatryggingu ökumanns og eiganda samkvæmt umferðarlögum.
             </p>
            </div>
            <h5 id="872-gildistaka-og-lok-tryggingar" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             </svg>
             <span class="ks-accordion-title">
              8.7.2. Gildistaka og lok tryggingar
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('872-gildistaka-og-lok-tryggingar')" title="Afrita tengil">
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Tryggingin tekur gildi gagnvart starfsmanni þegar hann hefur störf fyrir
           atvinnurekanda (fer á launaskrá) og fellur úr gildi þegar hann hættir
           störfum.
             </p>
            </div>
            <h5 id="873-visitala-og-visitolutenging-bo" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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              </polyline>
             </svg>
             <span class="ks-accordion-title">
              8.7.3. Vísitala og vísitölutenging bóta
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('873-visitala-og-visitolutenging-bo')" title="Afrita tengil">
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Vátryggingafjárhæðir miðast við vísitölu neysluverðs til verðtryggingar
           sem gildir frá 1. febrúar 2024 (608,3 stig) og breytast 1. dag hvers
           mánaðar í réttu hlutfalli við breytingu vísitölunnar.
             </p>
             <p>
              Bótafjárhæðir reiknast á grundvelli vátryggingarfjárhæða á slysdegi en
           breytast með vísitölu neysluverðs til verðtryggingar eins og hér segir:
             </p>
             <p>
              Bótafjárhæðir breytast í réttu hlutfalli við breytingu vísitölunnar frá
           slysdegi til uppgjörsdags.
             </p>
            </div>
            <h5 id="874-danarbaetur" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             <span class="ks-accordion-title">
              8.7.4. Dánarbætur
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('874-danarbaetur')" title="Afrita tengil">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Valdi slys dauða vátryggðs innan þriggja ára frá slysdegi, greiðast
           rétthafa dánarbætur að frádregnum þegar útgreiddum bótum fyrir varanlega
           læknisfræðilega örorku vegna sama slyss.
             </p>
             <p>
              Dánarbætur verða frá 1. febrúar 2024:
             </p>
             <blockquote>
              1\. Til eftirlifandi maka skulu bætur nema kr. 10.762.562.
             </blockquote>
             <blockquote>
              > Með maka er átt við einstakling í hjúskap, staðfestri samvist eða í
             </blockquote>
             <blockquote>
              skráðri óvígðri sambúð með hinum látna.
             </blockquote>
             <blockquote>
              > 2\. Til hvers ólögráða barns sem hinn látni fór með forsjá með eða
             </blockquote>
             <blockquote>
              greiddi meðlag með samkvæmt barnalögum nr. 76/2003 skulu bætur vera
             </blockquote>
             <blockquote>
              jafnháar heildarfjárhæð barnalífeyris skv. almannatryggingalögum
             </blockquote>
             <blockquote>
              hverju sinni, sem það hefði átt rétt til vegna andlátsins til 18 ára
             </blockquote>
             <blockquote>
              aldurs. Um er að ræða eingreiðslubætur. Við útreikning bóta skal miðað
             </blockquote>
             <blockquote>
              við fjárhæð barnalífeyris á dánardegi. Bætur til hvers barns skulu þó
             </blockquote>
             <blockquote>
              aldrei nema lægri fjárhæð en kr. 4.305.025. Skulu bætur til barna
             </blockquote>
             <blockquote>
              greiddar út til þess sem fer með forsjá þeirra eftir andlát vátryggðs.
             </blockquote>
             <blockquote>
              Til hvers ungmennis á aldrinum 18-22 ára, sem áttu sama lögheimili og
             </blockquote>
             <blockquote>
              hinn látni og voru sannanlega á framfærslu hans skulu bætur vera kr.
             </blockquote>
             <blockquote>
              1.076.256. Hafi hinn látni verið eini framfærandi barns eða ungmennis
             </blockquote>
             <blockquote>
              hækka bætur um 100%.
             </blockquote>
             <blockquote>
              > 3\. Hafi hinn látni sannanlega séð fyrir foreldri eða foreldrum 67 ára
             </blockquote>
             <blockquote>
              eða eldri, skal hið eftirlifandi foreldri eða foreldrar sameiginlega
             </blockquote>
             <blockquote>
              fá bætur er nema kr. 1.076.256.
             </blockquote>
             <blockquote>
              > 4\. Eigi hinn látni ekki maka skv. tölulið 1. greiðast dánarbætur kr.
             </blockquote>
             <blockquote>
              1.076.256 til dánarbús hins látna.
             </blockquote>
            </div>
            <h5 id="875-baetur-vegna-varanlegrar-ororku" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              8.7.5. Bætur vegna varanlegrar örorku
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('875-baetur-vegna-varanlegrar-ororku')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Bætur vegna varanlegrar örorku greiðast í hlutfalli læknisfræðilegar
           afleiðingar slyss. Skal varanleg örorka metin til stiga samkvæmt töflu
           um miskastig, sem gefin er út af Örorkunefnd og skal matið miðast við
           heilsufar tjónþola eins og það er þegar það er orðið stöðugt.
             </p>
             <p>
              Grunnfjárhæð örorkubóta er kr. 24.538.641. Bætur vegna varanlegrar
           örorku skulu reiknast þannig að fyrir hvert örorkustig frá 1-25 greiðast
           kr. 245.386, fyrir hvert örorkustig frá 26-50 greiðast kr. 490.773,
           fyrir hvert örorkustig frá 50-100 greiðast kr. 981.546. Bætur vegna 100%
           varanlegrar örorku eru því kr. 67.481.263.
             </p>
             <p>
              Örorkubætur skulu jafnframt taka mið af aldri tjónþola á slysdegi þannig
           að bætur lækki um 2% fyrir hvert aldursár eftir 50 ára aldur. Eftir 70
           ára aldur lækki bætur um 5% af grunnfjárhæð fyrir hvert aldursár.
           Aldurstenging örorkubóta skal þó aldrei leiða til meiri skerðingar en
           90%.
             </p>
            </div>
            <h5 id="876-baetur-vegna-timabundinnar-oror" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              8.7.6. Bætur vegna tímabundinnar örorku
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('876-baetur-vegna-timabundinnar-oror')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Valdi slys tímabundinni örorku skal trygging greiða dagpeninga í
           hlutfalli við starfsorkumissinn fjórum vikum frá því slys átti sér stað
           og þar til starfsmaður verður vinnufær eftir slysið eða þar til
           örorkumat hefur farið fram, þó ekki lengur en í 37 vikur.
             </p>
             <p>
              Dagpeningar vegna tímabundinnar örorku eru kr. 53.813 á viku. Ef
           starfsmaður er vinnufær að hluta greiðast dagpeningar hlutfallslega.
             </p>
             <p>
              Dagpeningar úr tryggingu greiðast til atvinnurekanda meðan starfsmaður
           fær greidd laun samkvæmt kjarasamningi eða ráðningarsamningi en síðan
           til starfsmanns.
             </p>
            </div>
            <h5 id="877-tryggingarskylda" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              8.7.7. Tryggingarskylda
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('877-tryggingarskylda')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Öllum atvinnurekendum ber að kaupa tryggingu hjá trygginga-félagi með
           starfsleyfi hér á landi sem fullnægir ofangreindum skilyrðum
           kjarasamningsins um slysatryggingar.
             </p>
             <p>
              Að öðru leyti en tiltekið er í þessum kafla samningsins skulu gilda um
           trygginguna skilmálar viðkomandi tryggingafélags og ákvæði laga um
           vátryggingarsamninga nr. 30/2004.
             </p>
            </div>
           </div>
           <h3 id="bókun-varðandi-óvinnufærni-vegna-veikinda" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Bókun varðandi óvinnufærni vegna veikinda
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('bókun-varðandi-óvinnufærni-vegna-veikinda')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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             </svg>
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Aðilar eru sammála um að, auk veikinda og slysatilvika, verði
           veikindaréttur samkvæmt samningi þessum virkur þurfi starfsmaður að
           gangast undir aðkallandi og nauðsynlega læknisaðgerð til að draga úr eða
           eyða afleiðingum sjúkdóms sem fyrirsjáanlegt er að leiði til
           óvinnufærni.
            </p>
            <p>
             Ofangreind skilgreining felur ekki í sér breytingu á sjúkdómshugtaki
           vinnuréttar eins og það hefur verið túlkað af dómstólum. Þó eru aðilar
           sammála um að aðgerðir sem starfsmaður þarf að gangast undir, til að
           bæta úr afleiðingum slyss við vinnu, leiði einnig til þess að
           veikindaréttur skv. samningi þessum verði virkur.
            </p>
           </div>
           <h3 id="bókun-um-læknisvottorð" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Bókun um læknisvottorð
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('bókun-um-læknisvottorð')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
              </path>
             </svg>
             <span class="ks-tooltip">
              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Samningsaðilar munu beina því til heilbrigðisráðherra að hann beiti sér
           fyrir breytingu á reglum um læknisvottorð. Gerð verði krafa um sérstök
           læknisvottorð þegar um er að ræða langtímafjarvistir. Ef starfsmaður
           hefur verið óvinnufær vegna sjúkdóms eða slyss í fjórar vikur samfellt
           skal í læknisvottorði taka afstöðu til þess hvort starfsendurhæfing sé
           nauðsynleg til að ná eða flýta bata. \[2008\]
            </p>
           </div>
          </div>
          <h2 id="9-kafli-um-verkfæri-og-vinnuföt" class="ks-heading">
           <span class="ks-heading-text">
            9. Kafli - Um verkfæri og vinnuföt
           </span>
           <button class="ks-copy-btn" onclick="ksCopySa('9-kafli-um-verkfæri-og-vinnuföt')" title="Afrita tengil">
            <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
             <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
             </path>
            </svg>
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             Afritað!
            </span>
           </button>
          </h2>
          <div class="ks-chapter-content">
           <h3 id="91-verkfæri" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             </polyline>
            </svg>
            <span class="ks-accordion-title">
             9.1. Verkfæri
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('91-verkfæri')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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             </svg>
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Verkfæri og vinnutæki skulu starfsmönnum lögð til þeim að
           kostnaðarlausu. Vinnuveitendur skulu sjá um, að útbúnaður allur og áhöld
           séu í góðu lagi, svo að ekki stafi af slysahætta eða öryggi starfsmanna
           sé á annan hátt sett í hættu.
            </p>
           </div>
           <h3 id="92-hlífðarfatnaður" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             </polyline>
            </svg>
            <span class="ks-accordion-title">
             9.2. Hlífðarfatnaður
            </span>
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             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <h5 id="921-almennur-vinnufatnaður" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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              </polyline>
             </svg>
             <span class="ks-accordion-title">
              9.2.1. Almennur vinnufatnaður
             </span>
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              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Starfsmenn skulu fá einn samfesting eða jafngildi hans á ári hafi ekki
           verið samið um annað fyrirkomulag.
             </p>
            </div>
            <h5 id="922-sérstakur-vinnufatnaður" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             <span class="ks-accordion-title">
              9.2.2. Sérstakur vinnufatnaður
             </span>
             <button class="ks-copy-btn" onclick="ksCopySa('922-sérstakur-vinnufatnaður')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Í sérstökum óþrifatilfellum þar sem verkefnið eða vinnustaðurinn er
           mengaður sóti, lýsi, tjöru, olíu, svo og öðrum þeim efnum er að mati
           verkstjóra og trúnaðarmanns, geta eyðilagt fatnað, skulu starfsmenn fá
           sérstök hlífðarföt.
             </p>
             <p>
              Hlífðarhanska (skinnhanska) og hlífðarsvuntur skulu starfsmenn fá við
           rafsuðu og önnur grófgerð störf.
             </p>
             <p>
              Þegar starfsmenn vinna við þvott með sýrum eða þynni, svo og þegar unnið
           er með uppleysi skulu þeim lagðar til svuntur og hlífðarhanskar
           (gúmmíhanskar).
             </p>
             <p>
              Þar sem atvinnurekandi krefst sérstaks vinnufatnaðar, leggur hann til
           slíkan fatnað, enda er hann eign atvinnurekandans og greiðast þá ekki
           fatapeningar skv. öðrum ákvæðum.
             </p>
             <p>
              Á vinnustöðum þar sem gerð er krafa um sérstakan vinnufatnað er óheimilt
           að mismuna starfsmönnum á grundvelli kynferðis, kynhneigðar eða
           kynvitundar þar að lútandi.
             </p>
            </div>
            <h5 id="923-fiskvinnsla" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              9.2.3. Fiskvinnsla
             </span>
             <button class="ks-copy-btn" onclick="ksCopySa('923-fiskvinnsla')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Þar sem atvinnurekandi í fiskvinnslu krefst sérstaks vinnufatnaðar,
           leggur hann til slíkan fatnað, enda er hann eign atvinnurekandans og
           greiðast þá ekki fatapeningar skv. öðrum ákvæðum.
             </p>
             <p>
              Vinnuveitendur í fiskvinnslu, sem hafa vinnufatnað á boðstólum, skulu
           leggja fiskvinnslufólki til svuntur og vettlinga samkvæmt eftirfarandi
           reglum:
             </p>
             <p>
              Fyrirtækið skal við hverja launaútborgun færa sem svarar kr. 17,60 á
           hverja klst. (m.v. 1.2.2024) sem unnin er (greiddir neyslutímar
           innifaldir) á sérstakan hlífðarfatareikning hvers starfsmanns. Þó skulu
           starfsmenn í saltfisk og skreiðarvinnslu fá kr. 20,54 pr. klst. (m.v.
           1.2.2024). Framangreind fjárhæð taki almennum launabreytingum á
           samningstímanum.
             </p>
             <p>
              Úttektarheimild starfsmanna á þessum vörum miðast við inneign á
           hlífðarfatareikningi viðkomandi starfsmanns vegna úttektar á vettlingum
           og svuntum og miðast úttekt við kostnaðarverð þessara rekstrarvara. Nýti
           starfsmaður ekki úttektarheimild skv. framanskráðu að fullu, skal
           mismunur greiddur út í peningum við árslok eða við starfslok.
             </p>
             <p>
              Þeir vinnuveitendur í fiskvinnslu, sem ekki koma því við að leggja
           starfsfólki til hlífðarfatnað, skulu greiða starfsfólki í fiskvinnslu
           kr. 20,54 á hverja klst. (m.v. 1.2.2024) sem unnin er (greiddir
           neyslutímar innifaldir) sem þátttöku í kostnaði vegna hlífðarfatnaðar
           (svuntur, vettlingar). Þó skulu starfsmenn í saltfisk- og
           skreiðarvinnslu fá kr. 26,40 pr. klst. (m.v. 1.2.2024). Framangreind
           fjárhæð taki almennum launabreytingum á samningstímanum.
             </p>
            </div>
            <h5 id="924-vinna-i-kaeldu-rymi" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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              </polyline>
             </svg>
             <span class="ks-accordion-title">
              9.2.4. Vinna í kældu rými
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('924-vinna-i-kaeldu-rymi')" title="Afrita tengil">
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               Afritað!
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            </h5>
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             <p>
              Um vinnu starfsmanna í kældu rými gildir reglugerð nr. 941/2002 um
           hollustuhætti, sbr. og reglugerð nr. 384/2005 um vinnu í kældu rými við
           matvælaframleiðslu og leiðbeiningareglur Vinnueftirlits ríkisins.
           Atvinnurekandi leggur til jakka og buxur eða annan hentugan fatnað úr
           hitaeinangrandi efni og bómullarvettlinga undir hanska til afnota fyrir
           starfsmenn við þessar aðstæður. Öryggistrúnaðarmaður og öryggisvörður
           meta hvernig og hvort slíks skjólfatnaðar sé þörf. Vinnueftirlit
           ríkisins sker úr ágreiningi eftir skoðun á vinnustað.
             </p>
            </div>
            <h3 id="93-tjón-á-fatnaði-og-munum" class="ks-accordion-header" onclick="ksToggleSa(this)">
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             <span class="ks-accordion-title">
              9.3. Tjón á fatnaði og munum
             </span>
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            </h3>
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              <span class="ks-accordion-title">
               9.3.1. Verði starfsmaður sannanlega fyrir tjóni á algengum nauðsynlegum
              </span>
              <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('931-verdi-starfsmadur-sannanlega-f')" title="Afrita tengil">
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              fatnaði og munum við framkvæmd vinnu sinnar, svo sem úrum og gleraugum
           o.s.frv., skal það bætt skv. mati.
             </div>
             <h5 id="932-sama-gildir-ef-starfsmadur-ve" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
              <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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              </svg>
              <span class="ks-accordion-title">
               9.3.2. Sama gildir, ef starfsmaður verður fyrir fatatjóni af völdum
              </span>
              <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('932-sama-gildir-ef-starfsmadur-ve')" title="Afrita tengil">
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             </h5>
             <div class="ks-section-content ks-sub-content">
              kemískra efna, þar á meðal rykbindiefna (calciumcloride).
             </div>
             <h5 id="933-verdi-starfsmenn-fyrir-tjoni" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
              <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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              </svg>
              <span class="ks-accordion-title">
               9.3.3. Verði starfsmenn fyrir tjóni (missi á hlífðarfatnaði o.fl.) er
              </span>
              <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('933-verdi-starfsmenn-fyrir-tjoni')" title="Afrita tengil">
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                Afritað!
               </span>
              </button>
             </h5>
             <div class="ks-section-content ks-sub-content">
              orsakast af bruna á vinnustaðnum, skal það bætt eftir mati.
             </div>
            </div>
           </div>
          </div>
          <h2 id="10-kafli-um-iðgjöld-til-sjúkra-orlofs-starfsmennta-lífeyris-og-starfsendurhæfingarsjóðs" class="ks-heading">
           <span class="ks-heading-text">
            10. Kafli - Um iðgjöld til sjúkra-, orlofs-, starfsmennta-, lífeyris- og starfsendurhæfingarsjóðs
           </span>
           <button class="ks-copy-btn" onclick="ksCopySa('10-kafli-um-iðgjöld-til-sjúkra-orlofs-starfsmennta-lífeyris-og-starfsendurhæfingarsjóðs')" title="Afrita tengil">
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             Afritað!
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          </h2>
          <div class="ks-chapter-content">
           <h3 id="101-sjúkrasjóður" class="ks-accordion-header" onclick="ksToggleSa(this)">
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            <span class="ks-accordion-title">
             10.1. Sjúkrasjóður
            </span>
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           </h3>
           <div class="ks-section-content">
            <h5 id="1011-vinnuveitendur-skulu-greida-i" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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             </svg>
             <span class="ks-accordion-title">
              10.1.1. Vinnuveitendur skulu greiða í sjúkrasjóð viðkomandi félags sem
             </span>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             svarar til 1% af útborguðu kaupi starfsmanna til að standa straum af
           veikindum og sjúkrakostnaði.
            </div>
            <h5 id="1012-heimilt-er-samtokum-atvinnulif" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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              </polyline>
             </svg>
             <span class="ks-accordion-title">
              10.1.2. Heimilt er Samtökum atvinnulífsins að tilnefna annan
             </span>
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              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             endurskoðanda sjóðsins.
            </div>
            <h5 id="1013-stjorn-sjodsins-annast-vorslu" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             </svg>
             <span class="ks-accordion-title">
              10.1.3. Stjórn sjóðsins annast vörslu hans og ávöxtun. Heimilt er að
             </span>
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             ávaxta fé sjóðsins með kaupum á verðbréfum, tryggðum með öruggu
           fasteignaveði. Þá er heimilt að verja fé sjóðsins til kaupa eða
           byggingar félagshúss, enda sé sjóðurinn þá eigandi hússins að því leyti.
             <p>
              Ávallt skal þess gætt, að ráðstöfun á fé sjóðsins fari eigi í bága við
           tilgang hans og verkefni, er að framan greinir.
             </p>
            </div>
            <h5 id="1014-nanari-akvaedi-um-sjodina-eru-s" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             </svg>
             <span class="ks-accordion-title">
              10.1.4. Nánari ákvæði um sjóðina eru sett með reglugerð.
             </span>
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            </div>
           </div>
           <h3 id="102-orlofssjóður" class="ks-accordion-header" onclick="ksToggleSa(this)">
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            <span class="ks-accordion-title">
             10.2. Orlofssjóður
            </span>
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           </h3>
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            <h5 id="1021-vinnuveitendur-greidi-serstakt" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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             <span class="ks-accordion-title">
              10.2.1. Vinnuveitendur greiði sérstakt gjald í orlofssjóði viðkomandi
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            </h5>
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             félags er nemi 0,25% af útborguðu kaupi reiknuðu á sama hátt og gert er
           varðandi greiðslur til sjúkrasjóða. Vinnuveitendur greiði gjald þetta
           samhliða sjúkrasjóðsiðgjaldi.
            </div>
            <h5 id="1022-til-orlofssjodsins-er-stofnad" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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             <span class="ks-accordion-title">
              10.2.2. Til orlofssjóðsins er stofnað í þeim tilgangi að stuðla að
             </span>
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             byggingu orlofsheimila og auðvelda starfsmönnum að njóta orlofsdvalar.
            </div>
           </div>
           <h3 id="103-starfsmenntasjóður" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            <span class="ks-accordion-title">
             10.3. Starfsmenntasjóður
            </span>
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           </h3>
           <div class="ks-section-content">
            <p>
             Atvinnurekendur greiða 0,3% í Starfsafl - starfsmennt Samtaka
           atvinnulífsins og Flóabandalagsins (Landsmennt vegna Stéttarfélags
           Vesturlands).
            </p>
            <p>
             Að öðru leyti vísast til samkomulags um starfsmenntamál.
            </p>
           </div>
           <h3 id="104-um-lífeyrissjóði" class="ks-accordion-header" onclick="ksToggleSa(this)">
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            <span class="ks-accordion-title">
             10.4. Um lífeyrissjóði
            </span>
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              10.4.1. Samningur samninganefndar Alþýðusambands Íslands og samtaka
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             vinnuveitenda um lífeyrissjóði dags. 19. maí 1969, ásamt síðari
           breytingum, skal gilda milli aðila eftir því sem við á, svo og samningur
           ASÍ og VSÍ um lífeyrismál frá 12. desember 1995.
            </div>
            <h5 id="1042-starfsmadur-greidir-4-idgjald" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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             <span class="ks-accordion-title">
              10.4.2. Starfsmaður greiðir 4% iðgjald til lífeyrissjóðs af öllum launum
             </span>
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               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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             og atvinnurekandi með sama hætti 11,5%.
            </div>
            <h5 id="1043-vidbotarframlog-til-lifeyrissp" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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             <span class="ks-accordion-title">
              10.4.3. Viðbótarframlög til lífeyrissparnaðar
             </span>
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            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Leggi starfsmaður a.m.k. 2% viðbótarframlag í séreignarsjóð skal
           mótframlag atvinnurekanda vera 2%.
             </p>
            </div>
           </div>
           <h3 id="105-starfsendurhæfingarsjóður" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            <span class="ks-accordion-title">
             10.5. Starfsendurhæfingarsjóður
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            <h5 id="1051-atvinnurekendur-greida-idgjald" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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              10.5.1. Atvinnurekendur greiða iðgjald til Virk --
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            <div class="ks-section-content ks-sub-content">
             Starfsendurhæfingar-sjóðs, sbr. lög nr. 60/2012.
            </div>
           </div>
          </div>
          <h2 id="11-kafli-um-félagsgjöld" class="ks-heading">
           <span class="ks-heading-text">
            11. Kafli - Um félagsgjöld
           </span>
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             11.1. Innheimta félagsgjalda
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            <h5 id="1111-vinnuveitendur-taka-ad-ser-inn" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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             <span class="ks-accordion-title">
              11.1.1. Vinnuveitendur taka að sér innheimtu félagsgjalda aðal- og
             </span>
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            <div class="ks-section-content ks-sub-content">
             aukafélaga viðkomandi stéttarfélags í samræmi við reglur félagsins,
           hvort sem um er að ræða hlutfall af launum eða fast gjald. Þessum
           gjöldum sé skilað mánaðarlega til félagsins og er eindagi síðasta virka
           dag næsta mánaðar á eftir. Heimilt er að skila félagsgjöldum samhliða
           lífeyrissjóðsiðgjöldum. Aðilar samningsins munu beita sér fyrir því að
           reglum um gjalddaga lífeyrisiðgjalda verði breytt því til samræmis.
            </div>
            <h5 id="1112-stettarfelogum-er-heimilt-ad-s" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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             <span class="ks-accordion-title">
              11.1.2. Stéttarfélögum er heimilt að semja við stjórnir lífeyrissjóða um
             </span>
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             innheimtu orlofsheimilasjóðsgjalda samhliða iðgjöldum lífeyrissjóða.
            </div>
           </div>
          </div>
          <h2 id="12-kafli-um-uppsagnarfrest-og-endurráðningu" class="ks-heading">
           <span class="ks-heading-text">
            12. Kafli - Um uppsagnarfrest og endurráðningu
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           <h3 id="121-kvaðning-til-vinnu" class="ks-accordion-header" onclick="ksToggleSa(this)">
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             12.1. Kvaðning til vinnu
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            <p>
             Það telst kvaðning til vinnu ef starfsmönnum er ekki tilkynnt í lok
           starfsdags að ekki sé ætlast til að þeir mæti í vinnu næsta morgun, enda
           hamli eigi að dómi verkstjóra veður eða aðrar óviðráðanlegar ástæður að
           unnið sé næsta dag frá morgni. Þó skulu starfsmenn þegar þannig stendur
           á fá greiddar fjórar vinnustundir.
            </p>
           </div>
           <!-- </div> FJARLÆGT — chapter-content heldur áfram -->
           <h3 id="122-uppsagnarfrestur" class="ks-accordion-header" onclick="ksToggleSa(this)">
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            <span class="ks-accordion-title">
             12.2. Uppsagnarfrestur
            </span>
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           </h3>
           <div class="ks-section-content">
            <p>
             Fyrstu tvær vikurnar í starfi er enginn uppsagnarfrestur.
            </p>
            <p>
             Eftir tveggja vikna samfellt starf hjá sama atvinnurekanda: 12
           almanaksdagar
            </p>
            <blockquote>
             Eftir 3 mánuði samfellt í starfi hjá sama atvinnurekanda:\
            </blockquote>
            <blockquote>
             1 mánuður m.v. mánaðamót
            </blockquote>
            <p>
             Eftir 2 ár samfellt í starfi hjá sama atvinnurekanda:
            </p>
            <p>
             2 mánuðir m.v. mánaðamót
            </p>
            <p>
             Eftir 3 ár samfellt í starfi hjá sama atvinnurekanda:\
           3 mánuðir m.v. mánaðamót
            </p>
            <p>
             Ákvæði greinar 12.2. kemur að fullu í stað ákvæða 1. gr. laga nr.
           19/1979 um uppsagnarfrest.
            </p>
           </div>
           <h3 id="123-framkvæmd-uppsagna" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            <span class="ks-accordion-title">
             12.3. Framkvæmd uppsagna
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            <h5 id="1231-almennt-um-uppsogn" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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             <span class="ks-accordion-title">
              12.3.1. Almennt um uppsögn
             </span>
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             <p>
              Uppsagnarfrestur er gagnkvæmur. Allar uppsagnir skulu vera skriflegar og
           gerðar á sama tungumáli og ráðningarsamningur starfsmanns. [^5]
             </p>
            </div>
            <h5 id="1232-vidtal-um-astaedur-uppsagnar" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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              12.3.2. Viðtal um ástæður uppsagnar
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             <p>
              Starfsmaður á rétt á viðtali um starfslok sín og ástæður uppsagnar.
           Beiðni um viðtal skal koma fram innan fjögurra sólarhringa frá því
           uppsögn er móttekin og skal viðtal fara fram innan fjögurra sólarhringa
           þar frá.
             </p>
             <p>
              Starfsmaður getur óskað þess þegar að loknu viðtali eða innan fjögurra
           sólarhringa að ástæður uppsagnar séu skýrðar skriflega. Fallist
           atvinnurekandi á þá ósk hans, skal við því orðið innan fjögurra
           sólarhringa þar frá.
             </p>
             <p>
              Fallist atvinnurekandi ekki á ósk starfsmanns um skriflegar skýringar á
           starfsmaður, innan fjögurra sólarhringa, rétt á öðrum fundi með
           atvinnurekanda um ástæður uppsagnar að viðstöddum trúnaðarmanni sínum
           eða öðrum fulltrúa stéttarfélags síns ef starfsmaður óskar þess.
             </p>
            </div>
            <h5 id="1233-takmorkun-uppsagnarheimildar-s" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             </svg>
             <span class="ks-accordion-title">
              12.3.3. Takmörkun uppsagnarheimildar skv. lögum
             </span>
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              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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            <div class="ks-section-content ks-sub-content">
             <p>
              Við uppsagnir skal gæta ákvæða laga sem takmarka frjálsan uppsagnarrétt
           atvinnurekanda, m.a. ákvæða um trúnaðarmenn og öryggistrúnaðarmenn,
           barnshafandi konur og foreldra í fæðingarorlofi, starfsmenn sem tilkynnt
           hafa um fæðingar- og foreldraorlof og starfsmenn sem bera
           fjölskylduábyrgð.
             </p>
             <p>
              Einnig verður að gæta ákvæða 4. gr. laga nr. 80/1938 um stéttarfélög og
           vinnudeilur, laga um jafna stöðu og jafnan rétt karla og kvenna, laga um
           starfsmenn í hlutastarfi, laga um réttarstöðu starfsmanna við
           aðilaskipti að fyrirtækjum og samráðsskyldu laga um hópuppsagnir.
             </p>
             <p>
              Þegar starfsmaður nýtur uppsagnarverndar skv. lögum, ber atvinnurekanda
           að rökstyðja skriflega hvaða ástæður liggja að baki uppsögn.
             </p>
            </div>
            <h5 id="1234-vidurlog" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             <span class="ks-accordion-title">
              12.3.4. Viðurlög
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1234-vidurlog')" title="Afrita tengil">
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Brot gegn ákvæðum þessa kafla geta varðað bótum skv. almennum reglum
           skaðabótaréttarins.
             </p>
            </div>
           </div>
           <h3 id="124-tilfærsla-milli-starfa" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            <span class="ks-accordion-title">
             12.4. Tilfærsla milli starfa
            </span>
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            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Sé starfsmaður, sem ráðinn hefur verið til ákveðins starfs eða hefur
           starfað að því a.m.k. eitt ár samfellt, færður í nýtt starf, sem greitt
           er með lægri kauptaxta en það, sem hann var ráðinn til, skal hann halda
           fyrri kauptaxta eins og uppsagnarfrestur hans segir til um, nema
           tilfærslan hafi verið tilkynnt honum með þeim fyrirvara. Þetta gildir
           ekki um störf, sem greidd eru með mismunandi töxtum og menn fluttir
           milli starfa samkvæmt venjum á vinnustaðnum og eðli vinnunnar.
            </p>
           </div>
           <h3 id="125-starfslok" class="ks-accordion-header" onclick="ksToggleSa(this)">
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            <span class="ks-accordion-title">
             12.5. Starfslok
            </span>
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            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Sé starfsmanni sagt upp, eftir a.m.k. 10 ára samfellt starf hjá sama
           fyrirtæki, er uppsagnarfrestur fjórir mánuðir ef starfsmaður er orðinn
           55 ára, 5 mánuðir ef hann er orðinn 60 ára og 6 mánuðir þegar hann er
           orðinn 63 ára. Starfsmaður getur hins vegar sagt upp starfi sínu með
           þriggja mánaða fyrirvara.
            </p>
           </div>
           <h3 id="126-áunnin-réttindi" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            <span class="ks-accordion-title">
             12.6. Áunnin réttindi
            </span>
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             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Með áunnum réttindum skv. gr. 12.6. er átt við öll réttindi sem tengjast
           starfstíma hjá sama atvinnurekanda skv. kjarasamningi þessum, m.a. vegna
           orlofs, veikindaréttar og uppsagnarfrests.
            </p>
            <h5 id="1261-aunnin-rettindi-starfsmanna-sk" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             <span class="ks-accordion-title">
              12.6.1. Áunnin réttindi starfsmanna skulu haldast við endurráðningu
             </span>
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            <div class="ks-section-content ks-sub-content">
             innan eins árs. Á sama hátt skulu áunnin réttindi taka gildi á ný eftir
           eins mánaðar starf ef endurráðning verður eftir meira en eitt ár, en
           innan þriggja ára.
             <p>
              Starfsmaður, sem unnið hefur eitt ár eða lengur samfellt hjá sama
           atvinnurekanda, skal á sama hátt njóta áunninna réttinda á ný eftir
           þriggja mánaða starf, ef til endurráðningar kemur eftir meira en þriggja
           ára starfshlé en þó innan fimm ára.
             </p>
             <p>
              Áunnin réttindi haldast einnig við aðilaskipti að fyrirtækjum skv. lögum
           um réttarstöðu starfsmanna við aðilaskipti að fyrirtækjum.
             </p>
            </div>
            <h5 id="1262-aunnin-rettindi-vegna-starfa-e" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             <span class="ks-accordion-title">
              12.6.2. Áunnin réttindi vegna starfa erlendis
             </span>
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            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Erlendir starfsmenn hér á landi svo og þeir Íslendingar sem starfað hafa
           erlendis flytja með sér áunnin starfstíma gagnvart réttindum
           kjarasamninga sem tengd eru starfstíma í starfsgrein, enda verði starfið
           erlendis talið sambærilegt.
             </p>
             <p>
              Starfsmenn skulu við ráðningu færa sönnur á starfstíma sinn með vottorði
           fyrrum atvinnurekanda eða með öðrum jafn sannanlegum hætti. Geti
           starfsmaður ekki við ráðningu framvísað vottorði sem fullnægir skilyrðum
           skv. 3. og 4. mgr., er honum heimilt að leggja fram nýtt vottorð innan
           þriggja mánaða frá ráðningu. Taka þá áunnin réttindi gildi frá og með
           næstu mánaðamótum á eftir. Atvinnurekandi skal staðfesta móttöku
           vottorðs.
             </p>
             <p>
              Í vottorði fyrrum atvinnurekanda skal m.a. greina:
             </p>
             <blockquote>
              \- Nafn og persónuauðkenni viðkomandi starfsmanns.
             </blockquote>
             <blockquote>
              > \- Nafn og auðkenni fyrirtækisins sem gefur út staðfestinguna, ásamt
             </blockquote>
             <blockquote>
              síma, netfangi og nafni þess aðila sem er ábyrgur fyrir útgáfu hennar.
             </blockquote>
             <blockquote>
              > \- Lýsingu á því starfi sem viðkomandi stundaði.
             </blockquote>
             <blockquote>
              > \- Hvenær viðkomandi hóf störf hjá viðkomandi fyrirtæki, hvenær hann
             </blockquote>
             <blockquote>
              lauk störfum og hvort rof, og þá hvenær, var á starfi viðkomandi.
             </blockquote>
             <p>
              Vottorð skal vera á ensku eða þýtt yfir á íslensku af löggiltum
           skjalaþýðanda.
             </p>
            </div>
            <h5 id="1263-faedingarorlof" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              12.6.3. Fæðingarorlof
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1263-faedingarorlof')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Samkvæmt lögum um fæðingar- og foreldraorlof nr. 144/2020 skal
           fæðingarorlof reiknast til starfstíma við mat á starfstengdum réttindum,
           svo sem rétti til orlofstöku og lengingar orlofs samkvæmt
           kjarasamningum, starfsaldurshækkana, veikindaréttar og uppsagnarfrests.
           Sama gildir ef kona þarf að öryggisásæðum að leggja niður störf á
           meðgöngutíma, sbr. reglugerð um ráðstafanir til þess að auka öryggi og
           heilbrigði á vinnustöðum fyrir konur sem eru þungaðar, hafa nýlega alið
           barn eða hafa barn á brjósti
              <em>
               .
              </em>
             </p>
            </div>
           </div>
          </div>
          <h2 id="13-kafli-um-trúnaðarmenn" class="ks-heading">
           <span class="ks-heading-text">
            13. Kafli - Um trúnaðarmenn
           </span>
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             Afritað!
            </span>
           </button>
          </h2>
          <div class="ks-chapter-content">
           <h3 id="131-kosning-trúnaðarmanna" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            <span class="ks-accordion-title">
             13.1. Kosning trúnaðarmanna
            </span>
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <h5 id="1311-starfsmonnum-er-heimilt-ad-kjo" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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             <span class="ks-accordion-title">
              13.1.1. Starfsmönnum er heimilt að kjósa einn trúnaðarmann á hverjum
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1311-starfsmonnum-er-heimilt-ad-kjo')" title="Afrita tengil">
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               Afritað!
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             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             vinnustað þar sem starfa 5 til 50 starfsmenn, og tvo trúnaðarmenn séu
           starfsmenn fleiri en 50. Vinnustaður telst í þessu sambandi sérhvert
           fyrirtæki þar sem hópur manna vinnur saman. Að kosningu lokinni
           tilnefnir viðkomandi stéttarfélag trúnaðarmennina. Verði kosningu eigi
           við komið skulu trúnaðarmenn tilnefndir af viðkomandi stéttarfélagi.
             <p>
              Heimilt er að kjósa þrjá trúnaðarmenn innan fyrirtækis ef fjöldi
           félagsfólks er meiri en 120 á sömu starfsstöð.
             </p>
             <p>
              Þar sem starfsstöðvar fyrirtækis eru fleiri en ein, eða starfsfólk mætir
           almennt til starfa á öðrum vinnustöðum en höfuðstöðvum viðkomandi
           atvinnurekanda, á að veita trúnaðarmanni svigrúm til að sinna
           trúnaðarmannastörfum sínum á öllum starfsstöðvum ellegar kjósa fleiri
           trúnaðarmenn til að sinna þeim störfum.
             </p>
            </div>
            <h5 id="1312-trunadarmenn-verdi-eigi-kosnir" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              13.1.2. Trúnaðarmenn verði eigi kosnir eða tilnefndir til lengri tíma en
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1312-trunadarmenn-verdi-eigi-kosnir')" title="Afrita tengil">
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               Afritað!
              </span>
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            </h5>
            <div class="ks-section-content ks-sub-content">
             tveggja ára í senn.
            </div>
           </div>
           <h3 id="132-störf-trúnaðarmanna" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            <span class="ks-accordion-title">
             13.2. Störf trúnaðarmanna
            </span>
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           </h3>
           <div class="ks-section-content">
            <p>
             Trúnaðarmönnum á vinnustöðum skal í samráði við verkstjóra heimilt að
           verja eftir því sem þörf krefur tíma til starfa, sem þeim kunna að vera
           falin af verkafólki á viðkomandi vinnustað og/eða viðkomandi
           stéttarfélags vegna starfa þeirra sem trúnaðarmanna og skulu laun þeirra
           ekki skerðast af þeim sökum.
            </p>
            <p>
             Ef starf trúnaðarmanns er þess eðlis að honum er ókleift að sinna
           trúnaðarmannastörfum sínum á reglubundnum vinnutíma, skal að ósk
           trúnaðarmanns gera samkomulag milli hans og atvinnurekanda um þann
           lágmarkstíma sem trúnaðarmaður getur haft til umráða til að sinna þessum
           störfum. Í samkomulagi skal tekið tillit til fjölda starfsmanna sem
           trúnaðarmaður er fulltrúi fyrir, almenns umfangs trúnaðarstarfa,
           dreifingar starfsstöðva, vaktaskipulags og annars sem við á.
            </p>
           </div>
           <h3 id="133-gögn-sem-trúnaðarmenn-hafa-aðgang-að" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
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            </svg>
            <span class="ks-accordion-title">
             13.3. Gögn sem trúnaðarmenn hafa aðgang að
            </span>
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           </h3>
           <div class="ks-section-content">
            <p>
             Trúnaðarmanni skal heimilt í sambandi við ágreiningsefni að yfirfara
           gögn og vinnuskýrslur, sem ágreiningsefnið varðar. Fara skal með slíkar
           upplýsingar sem trúnaðarmál.
            </p>
           </div>
           <h3 id="134-aðstaða-trúnaðarmanna" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             </polyline>
            </svg>
            <span class="ks-accordion-title">
             13.4. Aðstaða trúnaðarmanna
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('134-aðstaða-trúnaðarmanna')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Trúnaðarmaður á vinnustað skal hafa aðgang að læstri hirslu og aðgang að
           síma í samráði við verkstjóra.
            </p>
           </div>
           <h3 id="135-fundir-á-vinnustað" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            </svg>
            <span class="ks-accordion-title">
             13.5. Fundir á vinnustað
            </span>
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             </span>
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           </h3>
           <div class="ks-section-content">
            <p>
             Trúnaðarmanni hjá hverju fyrirtæki skal heimilt að boða til fundar með
           verkamönnum tvisvar sinnum á ári á vinnustað í vinnutíma. Fundirnir
           hefjast einni klst. fyrir lok dagvinnutíma eftir því sem við verður
           komið. Til fundanna skal boða í samráði við viðkomandi stéttarfélag og
           stjórnendur fyrirtækisins með þriggja daga fyrirvara nema fundarefni sé
           mjög brýnt og í beinum tengslum við vandamál á vinnustaðnum. Þá nægir
           eins dags fyrirvari.
            </p>
            <p>
             Laun verkamanna skerðast eigi af þessum sökum fyrstu klst. fundartímans.
            </p>
           </div>
           <h3 id="136-kvartanir-trúnaðarmanna" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            </svg>
            <span class="ks-accordion-title">
             13.6. Kvartanir trúnaðarmanna
            </span>
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           </h3>
           <div class="ks-section-content">
            <p>
             Verkamönnum er heimilt að snúa sér til trúnaðarmanna með hvers konar
           óskir og kvartanir viðvíkjandi aðbúnað við vinnuna eða annað, er þeir
           telja ábótavant. Trúnaðarmaður skal bera allar slíkar óskir eða
           kvartanir fram við atvinnurekanda eða umboðsmenn hans, t.d. verkstjóra,
           áður en leitað er til annarra aðila. Trúnaðarmaður skal í engu gjalda
           þess hjá atvinnurekanda eða verkstjóra, að hann beri fram kvartanir
           fyrir hönd verkamanna.
            </p>
           </div>
           <h3 id="137-trúnaðarmannanámskeið" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            <span class="ks-accordion-title">
             13.7. Trúnaðarmannanámskeið
            </span>
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           </h3>
           <div class="ks-section-content">
            <p>
             Trúnaðarmönnum á vinnustað skal gefinn kostur á að sækja námskeið sem
           miða að því að gera þá hæfari í starfi. Hver trúnaðarmaður hefur rétt á
           að sækja eitt eða fleiri námskeið sem skipulögð eru af stéttarfélögunum
           og ætlað er að gera trúnaðarmönnum betur kleift að takast á við starf
           sitt, samtals í eina viku á ári. Þeir sem námskeiðin sækja skulu halda
           dagvinnutekjum og vaktaálagi í allt að eina viku á ári. Í fyrirtækjum
           þar sem starfa fleiri en 15 starfsmenn skulu trúnaðarmenn halda
           dagvinnutekjum og vaktaálagi í allt að tvær vikur á fyrsta ári. Þetta
           gildir um einn trúnaðarmann á ári í hverju fyrirtæki séu starfsmenn 5-50
           en tvo trúnaðarmenn séu starfsmenn fleiri en 50.
            </p>
            <p>
             Ef trúnaðarmannanámskeið er skipulagt þannig að fjarvera trúnaðarmanns
           frá vinnu er ekki meiri en einn dag viku hverja, halda trúnaðarmenn
           dagvinnutekjum og vaktaálagi í allt að tíu virka daga á ári.
            </p>
            <p>
             Sitji trúnaðarmaður heils dags námskeið verður honum ekki gert að sinna
           vinnu þann dag.
            </p>
           </div>
           <h3 id="138-samráð-í-fyrirtækjum" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             </polyline>
            </svg>
            <span class="ks-accordion-title">
             13.8. Samráð í fyrirtækjum
            </span>
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              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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             </svg>
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Í lögum nr. 151/2006 um upplýsingar og samráð í fyrirtækjum er kveðið á
           um upplýsinga- og samráðsskyldu atvinnurekanda við fulltrúa starfsmanna.
           Samráðsskyldan á við þar sem starfa að jafnaði a.m.k. 50 starfsmenn,
           sbr. nánar samkomulag SA og ASÍ um upplýsingar og samráð í fyrirtækjum.
           Lögin gera ráð fyrir að trúnaðarmaður sé fulltrúi starfsmanna.
            </p>
           </div>
          </div>
          <h2 id="14-kafli-um-ákvæðisvinnu" class="ks-heading">
           <span class="ks-heading-text">
            14. Kafli - Um ákvæðisvinnu
           </span>
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             Afritað!
            </span>
           </button>
          </h2>
          <div class="ks-chapter-content">
           <h3 id="141-skilgreining-hugtaka" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            <span class="ks-accordion-title">
             14.1. Skilgreining hugtaka
            </span>
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             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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             </svg>
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Sameiginlegt heiti fyrir bónus og premíulaunuð störf er ákvæðisvinna.
           Fyrir ákvæðisvinnu er greitt með kaupauka.
            </p>
            <p>
             Akkorð er vinna þar sem greiðsla tekur einungis mið af afköstum og er þá
           ekki greitt tímakaup.
            </p>
            <p>
             Þessi kafli tekur til hverskonar ákvæðisvinnu í samningi þessum samkvæmt
           nánari skilgreiningu í grein 14.3.
            </p>
           </div>
           <h3 id="142-upptaka-ákvæðisvinnu-og-samráð-við-stéttarfélög" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            </svg>
            <span class="ks-accordion-title">
             14.2. Upptaka ákvæðisvinnu og samráð við stéttarfélög
            </span>
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             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Atvinnurekandi skal hafa samráð við trúnaðarmenn og viðkomandi
           stéttarfélag við upptöku ákvæðisvinnu og þann lágmarkstíma, sem slík
           tilhögun skuli standa. Sama gildir um viðhald og breytingar á gildandi
           samningum. Þar sem um þessi atriði eru gildandi samningar, skulu ákvæði
           þeirra haldast.
            </p>
            <p>
             Aðilar eru sammála um að kannaðar verði nýjar hugmyndir um kaupaukakerfi
           með það að markmiði að auka verðmæti framleiðslunnar, laun og
           starfsánægju.
            </p>
            <p>
             Ef samið er við starfsmenn um vinnu í akkorði, sbr. 2. mgr. greinar
           14.1., skal fylgt gildandi kjarasamningi aðildarfélags SGS sem um slíka
           vinnu gildir eða ráðningarsamningur borinn undir stéttarfélag til
           samþykktar, sbr. 7. gr. laga nr. 80/1938.
            </p>
            <p>
             Við mótun, upptöku og breytingar ákvæðisvinnu er æskilegt að stuðst
           verði við viðurkenndar aðferðir við vinnurannsóknir og tillit sé tekið
           til heilbrigðis starfsmanna.
            </p>
            <p>
             (Sjá ennfremur rammasamning um hóplaunakerfi í frystihúsum á bls.
             <a href="#rammasamningur-um-hóplaunakerfi-í-frystihúsum-milli-vsívms-og-verkamannasambands-íslands">
              169
             </a>
             og rammasamning um hóppremíu við verkun á saltfiski, skreið o.fl. á bls.
             <a href="#rammasamningur-um-hóppremíu-við-verkun-á-saltfiski-skreið-o.fl.-milli-vsí-vms-og-vmsí">
              173
             </a>
             og rammasamning um vinnu við ræstingar á bls.
             <a href="#rammasamningur-milli-vmsí-annars-vegar-og-vsí-vms-fjármálaráðherra-fyrir-hönd-ríkisins-og-reykjavíkurborgar-hins-vegar-um-vinnu-við-ræstingar">
              162
             </a>
             ).
            </p>
           </div>
           <h3 id="143-kaupauki" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             </polyline>
            </svg>
            <span class="ks-accordion-title">
             14.3. Kaupauki
            </span>
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              Afritað!
             </span>
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           </h3>
           <div class="ks-section-content">
            <p>
             Með kaupauka er átt við bæði bónus og premíu.
            </p>
            <p>
             Bónus er afkastatengt launakerfi og kemur til viðbótar umsömdu tímakaupi
           og hækkar í hlutfalli við afköst umfram lágmarksviðmið.
            </p>
            <p>
             Premía er umsamin upphæð á framleiddar einingar til viðbótar umsömdu
           tímakaupi.
            </p>
           </div>
          </div>
          <h2 id="15-kafli-um-sérþjálfaða-byggingarstarfsmenn" class="ks-heading">
           <span class="ks-heading-text">
            15. Kafli - Um sérþjálfaða byggingarstarfsmenn
           </span>
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          </h2>
          <div class="ks-chapter-content">
           <h3 id="151-gildissvið" class="ks-accordion-header" onclick="ksToggleSa(this)">
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            <span class="ks-accordion-title">
             15.1. Gildissvið
            </span>
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           <div class="ks-section-content">
            <h5 id="1511-til-vinnu-byggingarstarfsmanna" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             <span class="ks-accordion-title">
              15.1.1. Til vinnu byggingarstarfsmanna teljast m.a. eftirtalin störf:
             </span>
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               Afritað!
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             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              a.  Handlöngun hjá múrurum, trésmiðum og öðrum byggingar-iðnaðarmönnum.
             </p>
             <p>
              b.  Steypuvinnu, steypusögun og múrbrot á byggingarstað.
             </p>
             <p>
              c.  Mótarif og hreinsun, olíuburður timburs og annars efnis sem notað er
               við mótauppslátt, holufyllingar, viðgerðir o.fl.
             </p>
             <p>
              d.  Vinnu við járnalagnir.
             </p>
             <p>
              e.  Jarðvinnu, vinnu við holræsagerð, malbikun, gatnagerð, jarðlagnir,
               hellulagnir og störf við garðyrkju.
             </p>
            </div>
            <h5 id="1512-serthjalfadur-byggingarstarfsma" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              15.1.2. Sérþjálfaður byggingarstarfsmaður telst verkamaður sem hefur
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1512-serthjalfadur-byggingarstarfsma')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             haft það að aðalstarfi að koma beint að framleiðslu í a.m.k. 2 ár.
            </div>
            <h5 id="1513-serhaefdur-adstodarmadur-idnada" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              15.1.3. Sérhæfður aðstoðarmaður iðnaðarmanna með mikla faglega reynslu
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1513-serhaefdur-adstodarmadur-idnada')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             telst starfsmaður sem hefur haft það að aðalstarfi að vinna með
           iðnaðarmanni í a.m.k. 2 ár og getur unnið sjálfstætt og fela má
           tímabundna verkefnaumsjón.
            </div>
            <h5 id="1514-starfsmadur-a-rett-a-skriflegr" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              15.1.4. Starfsmaður á rétt á skriflegri staðfestingu á starfsreynslu
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1514-starfsmadur-a-rett-a-skriflegr')" title="Afrita tengil">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             sinni hjá hlutaðeigandi fyrirtæki við starfslok.
            </div>
            <h5 id="1515-um-kranamenn-fer-skv-16-kafl" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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              </polyline>
             </svg>
             <span class="ks-accordion-title">
              15.1.5. Um kranamenn fer skv. 16. kafla um tækjastjórnendur.
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1515-um-kranamenn-fer-skv-16-kafl')" title="Afrita tengil">
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
            </div>
           </div>
           <h3 id="152-laun" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            </svg>
            <span class="ks-accordion-title">
             15.2. Laun
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('152-laun')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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             </svg>
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Launaflokkar byggingarstarfsmanna:
            </p>
            <strong>
             Lfl.
            </strong>
            <p>
             Almennir byggingarstarfsmenn 6
            </p>
            <p>
             Sérþjálfaðir byggingarstarfsmenn 8
            </p>
            <p>
             Sérhæfðir aðstoðarmenn iðnaðar-
            </p>
            <p>
             manna með mikla faglega reynslu 9
            </p>
            <p>
             Á meðan námskeið byggingarstarfsmanna eru ekki haldin, eiga vanir
           byggingarstarfsmenn, með fimm ára samfellda starfs-reynslu, rétt á að
           taka laun skv. taxta sérþjálfaðra byggingar-starfsmanna.
            </p>
            <p>
             Þegar sérþjálfaður byggingarstarfsmaður eða sérhæfður aðstoðarmaður
           iðnaðarmanna með mikla faglega reynslu kemur beint að framleiðslu, þar
           sem iðnaðarmenn við sömu framleiðslu eru á afkastahvetjandi launakerfi,
           og af því fylgir sérstakt álag, þá á hann einnig rétt á að vera á
           afkasta-hvetjandi launakerfi eða að tekið sé tillit til álagsins við
           launaákvörðun á annan hátt.
            </p>
           </div>
           <h3 id="153-vinnutími" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             15.3. Vinnutími
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('153-vinnutími')" title="Afrita tengil">
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <h5 id="1531-dagvinnutimi-byggingarstarfsma" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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              </polyline>
             </svg>
             <span class="ks-accordion-title">
              15.3.1. Dagvinnutími byggingarstarfsmanna skal vera 40 klst. á viku eða
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1531-dagvinnutimi-byggingarstarfsma')" title="Afrita tengil">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             8 klst. á dag, mánudag til föstudags. (Virkur vinnutími er 37 klst. og 5
           mín.).
             <p>
              Tímasvið dagvinnu skal vera frá kl. 07:00 til kl. 17:00.
             </p>
            </div>
            <h5 id="1532-innan-thessara-timamarka-er-hei" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              15.3.2. Innan þessara tímamarka er heimilt að samræma vinnutíma
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1532-innan-thessara-timamarka-er-hei')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             starfsmanna á sama vinnustað.
            </div>
           </div>
           <h3 id="154-vaktavinna" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             15.4. Vaktavinna
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('154-vaktavinna')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              </path>
             </svg>
             <span class="ks-tooltip">
              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Heimilt er að setja á vaktir er taka til hluta eða allra starfsmanna.
           Vaktir skulu ekki vera styttri en 8 klst. og ekki lengri en 12 klst.
            </p>
            <p>
             Neysluhlé á hverri átta stunda vakt skal vera 35 mín. sem skiptast eftir
           samkomulagi starfsmanna og atvinnurekanda. Séu vaktir lengri eða styttri
           breytist neysluhlé hlutfallslega.
            </p>
            <p>
             Vaktaálag fyrir reglubundna vaktavinnu skal vera:
            </p>
            <p>
             35% álag á tímabilið kl. 16:00 - 24:00 mánudaga - föstudaga
            </p>
            <p>
             55% álag á tímabilið kl. 00:00 - 08:00 alla daga svo og um helgar.
            </p>
            <p>
             Ef vaktavinna er tekin upp til skemmri tíma en 15 vikur skal álag á
           næturvaktir vera 60%. Ef fyrirhugað hefur verið að taka upp vaktir til
           lengri tíma en þeim er slitið áður en 15 vikna markinu er náð skal
           endurreikna næturvaktir m.v. 60% álagið.
            </p>
            <p>
             Fyrir hvern tíma umfram 40 stundir að meðaltali á viku (37,05 virkar
           vinnustundir) skal greiða yfirvinnukaup.
            </p>
            <p>
             Vaktir skulu teknar upp og slitið með einnar viku fyrirvara. Vaktir
           standi eigi skemur en 10 daga.
            </p>
           </div>
           <h3 id="155-matar-og-kaffitímar" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             15.5. Matar og kaffitímar
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('155-matar-og-kaffitímar')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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             </svg>
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <h5 id="1551-matartimi-i-dagvinnu-skal-teki" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              15.5.1. Matartími í dagvinnu skal tekinn á tímabilinu kl. 12:00 - 13:00.
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1551-matartimi-i-dagvinnu-skal-teki')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             Heimilt er að stytta þennan tíma niður í 30 mínútur og hefst þá
           yfirvinna fyrr sem því nemur.
            </div>
            <h5 id="1552-heimilt-er-ad-veita-hadegismat" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              15.5.2. Heimilt er að veita hádegismatartíma á tímabilinu kl. 11:30 -
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1552-heimilt-er-ad-veita-hadegismat')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             13:15, þar sem starfsfólk hefur aðstöðu til að matast á vinnustað.
            </div>
            <h5 id="1553-kaffitimar-i-dagvinnu-skulu-ve" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              15.5.3. Kaffitímar í dagvinnu skulu vera tveir, hvor 20 mín. og skulu
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1553-kaffitimar-i-dagvinnu-skulu-ve')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             þeir teknir fyrir og eftir hádegi, eftir því sem best hentar framkvæmd
           vinnu hverju sinni innan eftirgreindra marka: Morgunkaffitími milli kl.
           09:00 - 10:00 og síðdegiskaffitími milli kl. 15:00 og 16:00. Þó skal
           heimilt að fella niður síðdegiskaffitíma sé einungis unnin dagvinna.
            </div>
           </div>
           <h3 id="156-hádegisverður" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             15.6. Hádegisverður
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('156-hádegisverður')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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             </svg>
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <h5 id="1561-starfsmonnum-skal-eftir-thvi-s" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             </svg>
             <span class="ks-accordion-title">
              15.6.1. Starfsmönnum skal, eftir því sem aðstæður leyfa, séð fyrir
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1561-starfsmonnum-skal-eftir-thvi-s')" title="Afrita tengil">
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             hádegismat í mötuneyti á vinnustað, eða í vinnuskúr með sömu kjörum og
           aðrir starfsmenn.
             <p>
              Séu starfsmenn sendir frá ráðningarstað/starfsstöð innan ofangreindra
           marka til vinnu utan þeirra, skal atvinnurekandi sjá fyrir flutningi og
           skal þá við það miðað að ferðir utan flutningslínu séu í vinnutíma.
           Þetta á við ef unnið er á félagssvæðinu. Byggingarstarfsmönnum skal séð
           fyrir hádegismat í mötuneyti á vinnustað eða í vinnuskúr. Þeir greiða
           hráefnisverð matar.
             </p>
            </div>
            <h5 id="1562-ef-starfsmenn-eru-sendir-til-v" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
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             </svg>
             <span class="ks-accordion-title">
              15.6.2. Ef starfsmenn eru sendir til vinnu utan byggðamarka og/eða vinni
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1562-ef-starfsmenn-eru-sendir-til-v')" title="Afrita tengil">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             fram yfir kl. 20:00, án þess að taka matarhlé, skulu þeir hafa frítt
           fæði eða fæðispeninga skv. gr. 3.4.2.
            </div>
           </div>
           <h3 id="157-ferðir-til-vinnu6" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             15.7. Ferðir til vinnu[^6]
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('157-ferðir-til-vinnu6')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
              </path>
             </svg>
             <span class="ks-tooltip">
              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <h5 id="1571-flutningslinan-a-felagssvaedi-e" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              15.7.1. Flutningslínan á félagssvæði Eflingar -- stéttarfélags,
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1571-flutningslinan-a-felagssvaedi-e')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             afmarkast af leiðarkerfi SVR að Kjalarnesi undanskildu og af leiðarkerfi
           strætisvagna um Kópavog og skulu byggingarstarfsmenn mæta til vinnu í
           eigin tíma og á eigin vegum á vinnustöðum innan ofangreindra marka.
           Miðað er við, að ferðum vagnanna sé þannig háttað, að vegalengd frá
           næsta viðkomustað til vinnustaðar sé ekki lengri en talið er eðlilegt í
           hinu almenna leiðarkerfi strætisvagnanna.
            </div>
           </div>
           <h3 id="158-námskeið" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             15.8. Námskeið
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('158-námskeið')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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             </svg>
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <h5 id="1581-byggingarstarfsmenn-eiga-rett" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             </svg>
             <span class="ks-accordion-title">
              15.8.1. Byggingarstarfsmenn eiga rétt á að sækja námskeið í skyndihjálp,
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1581-byggingarstarfsmenn-eiga-rett')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             fallvörnum ásamt öryggi og heilbrigði á vinnustað í allt að 8 klst. á
           fyrsta starfsári.
            </div>
            <h5 id="1582-ef-byggingarstarfsmenn-saekja-n" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              15.8.2. Ef byggingarstarfsmenn sækja námskeið í samráði við
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1582-ef-byggingarstarfsmenn-saekja-n')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
               </path>
              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             atvinnurekanda skulu þeir halda dagvinnulaunum meðan á námskeiði
           stendur. Ef starfsmanni er gert að sækja námskeið, skal ekki koma til
           skerðing á föstum launum. Atvinnurekandi greiðir jafnframt
           námskeiðsgjald, en heimilt er að skilyrða greiðslu námskeiðsgjalds því,
           að starfsmaður greiði hluta þess til baka segi hann upp störfum innan
           nánar tilgreinds tíma (t.d. 6 mánaða) frá því námskeiði lauk.
           Endurgreiðslan er hlutfallsleg miðað við þann tíma sem eftir er af
           tímabilinu.
             <p>
              Slík skilyrðing á endurgreiðslu telst eingöngu gild hafi starfsmaður
           sannanlega verið upplýstur um hana áður en hann var skráður á námskeið.
           Endurgreiðsla getur aðeins tekið til þess kostnaðar sem atvinnurekandi
           ber af námskeiðsgjaldi að teknu tilliti til styrkja sem hann kann að
           hafa fengið úr fræðslusjóðum aðila vinnumarkaðarins vegna námskeiðsins.
             </p>
            </div>
            <h5 id="1583-atvinnurekandi-skipuleggur-nam" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              15.8.3. Atvinnurekandi skipuleggur námskeiðssetu starfsmanna með tilliti
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1583-atvinnurekandi-skipuleggur-nam')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             til starfsemi fyrirtækisins.
            </div>
           </div>
           <h3 id="159-vinnufatnaður-og-öryggisbúnaður" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             15.9. Vinnufatnaður og öryggisbúnaður
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('159-vinnufatnaður-og-öryggisbúnaður')" title="Afrita tengil">
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             </svg>
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <h5 id="1591-almennur-vinnufatnaður" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             </svg>
             <span class="ks-accordion-title">
              15.9.1. Almennur vinnufatnaður
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1591-almennur-vinnufatnaður')" title="Afrita tengil">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Starfsmenn skulu fá tvenna samfestinga/vinnuföt á ári og skal skila
           ónothæfum vinnufötum fyrir ný. Vinnufatnaður skal skráður á nafn
           starfsmanns. Vinnufatnaðurinn er eign atvinnurekanda og sér hann um
           hreinsun á honum á sinn kostnað. Við starfslok skal starfsmaður standa
           skil á öllum vinnufatnaði en greiða ella fyrir hann kostnaðarverð.
           Atvinnurekandi lætur í té vinnuvettlinga eftir þörfum, enda sé ónýtum
           vettlingum skilað í stað nýrra. Í steypuvinnu skal vera til staðar
           vatnsheldur fatnaður og gúmmívettlingar til afnota fyrir starfsmenn.
             </p>
             <p>
              Tegund vinnugalla ákvarðast með tilliti til hverskonar störf starfsmenn
           vinna.
             </p>
             <p>
              Starfsmenn skulu ganga í óskemmdum vinnufatnaði til að minnka slysahættu
           á vinnustað.
             </p>
            </div>
            <h5 id="1592-i-stad-almenns-vinnufatnadar" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              15.9.2. Í stað almenns vinnufatnaðar, sbr. gr. 15.9.1., er
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1592-i-stad-almenns-vinnufatnadar')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             atvinnurekanda heimilt að greiða sérstakt fatagjald kr. 28,46 (m.v.
           1.2.2024) á unna stund, sem tekur almennum launahækkunum. Fyrir
           fatagjald í tímavinnu og ákvæðisvinnu skulu starfsmenn sjá sér fyrir
           öllum vinnufatnaði. Fatagjaldið greiðist við hverja launaútborgun inn á
           sérstakan hlífðarfatareikning hvers starfsmanns. Úttektarheimild miðast
           við inneign á hlífðarfatareikningi viðkomandi starfsmanns og miðast
           úttekt við kostnaðarverð vinnufatnaðar. Nýti starfsmaður ekki
           úttektarheimildina að fullu, skal mismunur greiddur út við árslok eða
           við starfslok.
            </div>
            <h5 id="1593-serstakur-vinnufatnadur-sja-gr" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              15.9.3. Sérstakur vinnufatnaður sjá gr. 9.2.2.
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1593-serstakur-vinnufatnadur-sja-gr')" title="Afrita tengil">
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              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
            </div>
            <h5 id="1594-starfsmonnum-i-steypuvinnu-ska" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              15.9.4. Starfsmönnum í steypuvinnu skal leggja til stígvél. Stígvél
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1594-starfsmonnum-i-steypuvinnu-ska')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             skulu skráð á nafn starfsmanns. Þar sem þörf krefur skal leggja
           starfsmönnum til öryggisskó, eitt par á ári, og skal skila ónothæfum
           skóm fyrir nýja. Stígvél/öryggisskór eru eign atvinnurekanda og skal
           starfsmaður standa skil á þeim við starfslok eða greiða kostnaðarverð
           ella.
            </div>
            <h5 id="1595-ad-odru-leyti-skal-starfsmonnu" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              15.9.5. Að öðru leyti skal starfsmönnum lagður til endurgjaldslausra
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1595-ad-odru-leyti-skal-starfsmonnu')" title="Afrita tengil">
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              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             nota sá hlífðar- og öryggisbúnaður sem Vinnueftirlit ríkisins telur
           nauðsynlegan. Slíkur búnaður telst eign atvinnurekanda.
            </div>
            <h5 id="1596-ohreinkist-vinnugallar-af-mota" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              15.9.6. Óhreinkist vinnugallar af mótaolíu eða öðru viðlíka, skal
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1596-ohreinkist-vinnugallar-af-mota')" title="Afrita tengil">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             atvinnurekandi annast þrif á þeim, starfsmanni að kostnaðarlausu.
            </div>
            <h5 id="1597-hlífðarfatnaður" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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              </polyline>
             </svg>
             <span class="ks-accordion-title">
              15.9.7. Hlífðarfatnaður
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1597-hlífðarfatnaður')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Við þær aðstæður þegar nauðsynlegt er að starfsmaður klæðist sérstökum
           hlífðarfatnaði (t.d. kuldagalla auk venjulegs vinnufatnaðar) við vinnu
           sína, sér til verndar gegn kulda sem getur haft áhrif á heilsu hans og
           öryggi, skal atvinnurekandi leggja hann til. Hlífðarfatnaðurinn er eign
           atvinnurekanda og skal starfsmaður við starfslok standa skil á honum en
           greiða kostnaðarverð ella.
             </p>
            </div>
           </div>
           <h3 id="bókun-um-námskeið" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
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            </svg>
            <span class="ks-accordion-title">
             Bókun um námskeið
            </span>
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             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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           </h3>
           <div class="ks-section-content">
            <p>
             Starfsmaður sem lokið hefur námskeiðum í skyndihjálp, öryggi og
           heilbrigði á vinnustað og/eða fallvörnum á fyrsta starfsári samkvæmt gr.
           15.8.1. skal fá tækifæri til þess að sækja námskeið tengd þeirri vinnu
           sem hann sinnir öllu jöfnu samkvæmt fræðsluáætlun viðurkennds
           fræðsluaðila. Dæmi um slík námskeið eru niðurlögn á steinsteypu,
           uppsetning á vinnupöllum, járnbending og lóðafrágangur enda efla
           námskeið sem þessi starfsmanninn í starfi og fyrirtækið uppsker hæfari
           starfsmann. \[2019\]
            </p>
           </div>
          </div>
          <h2 id="16-kafli-um-tækjastjórnendur" class="ks-heading">
           <span class="ks-heading-text">
            16. Kafli - Um tækjastjórnendur
           </span>
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            <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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          </h2>
          <div class="ks-chapter-content">
           <h3 id="161-gildissvið" class="ks-accordion-header" onclick="ksToggleSa(this)">
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            <span class="ks-accordion-title">
             16.1. Gildissvið
            </span>
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             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Ákvæði þessa kafla gilda um tækjamenn og bílstjóra sem starfa á tækjum
           sem krefjast vinnuvélaréttinda eða aukinna ökuréttinda, sbr. þó 17.
           kafla um hópbifreiðastjóra.
            </p>
            <p>
             Kaflinn gildir einnig um bor- og hleðslumenn í jarðgöngum (borflokkur).
            </p>
           </div>
           <h3 id="162-laun" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            </svg>
            <span class="ks-accordion-title">
             16.2. Laun
            </span>
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            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Launaflokkar tækjastjórnenda:
            </p>
            <strong>
             Lfl.
            </strong>
            <p>
             Tækjastjórnendur 1 10
            </p>
            <p>
             Tækjastjórnendur 2 13
            </p>
            <p>
             Tækjastjórnandi 1: Tækjamenn á tækjum sem krefjast frumnámskeiðs
           samkvæmt reglum um réttindi til að stjórna vinnuvélum.
            </p>
            <p>
             Tækjastjórnandi 2: Tækjamenn á tækjum sem krefjast grunnnámskeiðs eða
           framhaldsnámskeiðs samkvæmt reglum um réttindi til að stjórna vinnuvélum
           og bílstjórar á ökutækjum sem krefjast aukinna ökuréttinda. Bor- og
           hleðslumenn í jarðgöngum (borflokkur).
            </p>
           </div>
           <h3 id="163-vinnutími" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            </svg>
            <span class="ks-accordion-title">
             16.3. Vinnutími
            </span>
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             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Dagvinnutími er 40 klst. á viku eða 8 klst. á dag, á tímabilinu frá kl.
           07:00 til kl. 17:00, mánudag til föstudags. (Virkur vinnutími er 37
           klst. og 5 mín.). Innan framangreindra tímamarka er heimilt að samræma
           vinnutíma starfsmanna á sama vinnustað.
            </p>
           </div>
           <h3 id="164-vaktavinna" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             </polyline>
            </svg>
            <span class="ks-accordion-title">
             16.4. Vaktavinna
            </span>
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             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Heimilt er að setja á vaktir er taka til hluta eða allra starfsmanna.
           Vaktir skulu ekki vera styttri en 8 klst. og ekki lengri en 12 klst.
            </p>
            <p>
             Neysluhlé á hverri átta stunda vakt skal vera 35 mín. sem skiptast eftir
           samkomulagi starfsmanna og atvinnurekanda. Séu vaktir lengri eða styttri
           breytist neysluhlé hlutfallslega.
            </p>
            <p>
             Vaktaálag fyrir reglubundna vaktavinnu skal vera:
            </p>
            <p>
             35% álag á tímabilið kl. 16:00 - 24:00 mánudaga - föstudaga.
            </p>
            <p>
             55% álag á tímabilið kl. 00:00 - 08:00 alla daga svo og um helgar.
            </p>
            <p>
             Ef vaktavinna er tekin upp til skemmri tíma en 15 vikur skal álag á
           næturvaktir vera 60%. Ef fyrirhugað hefur verið að taka upp vaktir til
           lengri tíma en þeim er slitið áður en 15 vikna markinu er náð skal
           endurreikna næturvaktir m.v. 60% álagið.
            </p>
            <p>
             Fyrir hvern tíma umfram 40 stundir að meðaltali á viku (37,05 virkar
           vinnustundir) skal greiða yfirvinnukaup.
            </p>
            <p>
             Vaktir skulu teknar upp og slitið með einnar viku fyrirvara. Vaktir
           standi eigi skemur en 10 daga.
            </p>
           </div>
           <h3 id="165-neysluhlé" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             16.5. Neysluhlé
            </span>
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             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <h5 id="1651-heimilt-er-med-samkomulagi-mil" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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              </polyline>
             </svg>
             <span class="ks-accordion-title">
              16.5.1. Heimilt er með samkomulagi milli aðila að stytta
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1651-heimilt-er-med-samkomulagi-mil')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             hádegismatartíma niður í 30 mínútur enda hefjist yfirvinna fyrr sem því
           nemur.
            </div>
            <h5 id="1652-heimilt-er-ad-veita-hadegismat" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              16.5.2. Heimilt er að veita hádegismatartíma á tímabilinu kl. 11:30 til
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1652-heimilt-er-ad-veita-hadegismat')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             kl. 13:30. Takist ekki að ná matarhléi innan umsamdra marka greiðist
           unninn matartími í yfirvinnu.
            </div>
            <h5 id="1653-kaffihle-se-tekid-a-vinnustad" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              16.5.3. Kaffihlé sé tekið á vinnustað eftir því sem best hentar
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1653-kaffihle-se-tekid-a-vinnustad')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             framkvæmd vinnu hverju sinni innan eftirgreindra marka: kl. 09:00-10:00
           og kl. 15:00-16:00. Um greiðslu fyrir kaffitíma sem ekki er tekinn innan
           þessara marka gildi sambærilegt og í gr. 16.5.1.
            </div>
            <h5 id="1654-se-samkomulag-milli-adila-um-a" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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              </polyline>
             </svg>
             <span class="ks-accordion-title">
              16.5.4. Sé samkomulag milli aðila um að fella niður annan eða báða
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1654-se-samkomulag-milli-adila-um-a')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             kaffitíma styttist dagvinnan sem því nemur.
            </div>
            <h5 id="1655-ef-starfsmenn-vinna-fram-yfir" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              16.5.5. Ef starfsmenn vinna fram yfir kl. 20:00 án þess að taka matarhlé
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1655-ef-starfsmenn-vinna-fram-yfir')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             skulu þeir hafa frítt fæði eða fæðispeninga skv. gr. 3.4.2.
            </div>
            <h5 id="1656-ekki-er-gerd-krafa-til-serstak" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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              </polyline>
             </svg>
             <span class="ks-accordion-title">
              16.5.6. Ekki er gerð krafa til sérstakrar kaffiaðstöðu á vinnustað þegar
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1656-ekki-er-gerd-krafa-til-serstak')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             einn maður vinnur á lokuðu og upphituðu tæki og ekki í vinnuflokki. Ef
           fyrirsjáanlegt er að verk standi lengur en í einn mánuð á sama stað skal
           starfsmaður þó hafa aðgang að kaffiaðstöðu frá fyrsta degi. Aðstöðu skal
           þá komið upp á vinnustað eða starfsmanni séð fyrir ferðum á annan þann
           stað þar sem kaffiaðstaða er fyrir hendi.
            </div>
           </div>
           <h3 id="166-hádegisverður" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             </polyline>
            </svg>
            <span class="ks-accordion-title">
             16.6. Hádegisverður
            </span>
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             </svg>
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <h5 id="1661-stjornendum-vinnuvela-skal-eft" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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              </polyline>
             </svg>
             <span class="ks-accordion-title">
              16.6.1. Stjórnendum vinnuvéla skal eftir því sem aðstæður leyfa séð
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1661-stjornendum-vinnuvela-skal-eft')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             fyrir hádegismat í mötuneyti á vinnustað, eða í vinnuskúr með sömu
           kjörum og aðrir starfsmenn.
             <p>
              Tækjastjórnendum vinnuvéla skal séð fyrir hádegismat í mötuneyti á
           vinnustað, eða í vinnuskúr. Heimilt er að semja um frávik frá þessu
           ákvæðum í undantekningartilfellum. Þeir greiða hráefnisverð matar og
           skal við það miðað að hráefnisverð fullrar máltíðar sé helmingur af
           byrjunarlaunum tækjastjórnanda I. Tækjamenn skulu eiga kost á kaffi án
           meðlætis í kaffihléum.[^7]
             </p>
            </div>
           </div>
           <h3 id="167-flutningur-starfsmanna" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             16.7. Flutningur starfsmanna
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('167-flutningur-starfsmanna')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              </path>
             </svg>
             <span class="ks-tooltip">
              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <h5 id="1671-flutningslinan-a-felagssvaedi-e" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              16.7.1. Flutningslínan á félagssvæði Eflingar -- stéttarfélags,
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1671-flutningslinan-a-felagssvaedi-e')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             afmarkast af leiðarkerfi SVR að Kjalarnesi undanskildu og af leiðarkerfi
           strætisvagna um Kópavog og skulu tækjastjórnendur mæta til vinnu í eigin
           tíma og á eigin vegum á vinnustöðum innan ofangreindra marka. Miðað er
           við, að ferðum vagnanna sé þannig háttað, að vegalengd frá næsta
           viðkomustað til vinnustaðar sé ekki lengri en talið er eðlilegt í hinu
           almenna leiðarkerfi strætisvagnanna.^13^
            </div>
            <h5 id="1672-seu-starfsmenn-sendir-fra-radn" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              16.7.2. Séu starfsmenn sendir frá ráðningarstað/starfsstöð innan
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1672-seu-starfsmenn-sendir-fra-radn')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             ofan-greindra marka til vinnu utan þeirra, skal atvinnurekandi sjá fyrir
           flutningi og skal þá við það miðað að ferðir utan marka þéttbýlis, þó að
           hámarki þrjá km, séu í vinnutíma. Þetta á við ef unnið er á
           félagssvæðinu.
            </div>
            <h5 id="1673-ef-starfsmenn-eru-sendir-til-v" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              16.7.3. Ef starfsmenn eru sendir til vinnu utan flutningslínu sbr. gr.
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1673-ef-starfsmenn-eru-sendir-til-v')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
               </path>
              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             16.7.1., skulu þeir hafa frítt fæði eða fæðispeninga skv. gr. 3.4.2.
             <p>
              Séu starfsmenn sendir frá ráðningarstað/starfsstöð innan ofangreindra
           marka til vinnu utan þeirra, skal atvinnurekandi sjá fyrir flutningi og
           skal þá við það miðað að ferðir utan flutningslínu séu í vinnutíma.
           Þetta á við ef unnið er á félagssvæðinu. ^13^
             </p>
            </div>
            <h5 id="1674-allir-bilstjorar-sem-ekki-na" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              16.7.4. Allir bílstjórar, sem ekki ná til heimila sinna í ferðum, skulu
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1674-allir-bilstjorar-sem-ekki-na')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
               </path>
              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             fá frítt fæði og annan dvalar- og ferðakostnað.
             <p>
              Sé ferð skipulögð þannig að um næturgistingu er að ræða skal
           bifreiðastjóra séð fyrir gistingu í eins manns herbergi með uppbúnu rúmi
           og viðunandi aðbúnaði. Annað telst ekki fullnægjandi aðstaða.
             </p>
             <p>
              Skýring:\
           Ef fullnægjandi aðstaða er til á landssvæðinu þar sem gist er, en hún
           stendur bílstjóra ekki til boða skv. ákvörðun atvinnurekanda, skal þó
           greiða fulla gistidagpeninga skv. mati Ferðakostnaðarnefndar. Hálfir
           dagpeningar eru greiddir vegna gistingar á hálendinu og utan byggðamarka
           þar sem uppábúin rúm standa ferðamönnum almennt ekki boða.[^8]
             </p>
            </div>
           </div>
           <h3 id="168-námskeið" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             16.8. Námskeið
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('168-námskeið')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              </path>
             </svg>
             <span class="ks-tooltip">
              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <h5 id="1681-saeki-taekjamadur-eda-bifreidast" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              16.8.1. Sæki tækjamaður eða bifreiðastjóri réttindanámskeið með samþykki
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1681-saeki-taekjamadur-eda-bifreidast')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             atvinnurekanda skal ekki koma til skerðing á dagvinnulaunum, enda sé það
           haldið á dagvinnutímabili, nýtist starfsmanni í starfi sínu hjá
           viðkomandi atvinnurekanda og fyrir liggur hvaða kostnaður er námskeiðinu
           samfara. Atvinnurekandi greiðir jafnframt námskeiðsgjald.
            </div>
            <h5 id="1682-heimilt-er-atvinnurekanda-ad-s" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              16.8.2. Heimilt er atvinnurekanda að skilyrða greiðslu námskeiðsgjalds
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1682-heimilt-er-atvinnurekanda-ad-s')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
               </path>
              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             því að starfsmaður greiði hluta þess til baka segi hann upp störfum og
           hætti innan nánar tilgreinds tíma (t.d. 6 mánaða) frá því námskeiði
           lauk. Endurgreiðslan er hlutfallsleg miðað við þann tíma sem eftir er af
           tímabilinu.
             <p>
              Slík skilyrðing á endurgreiðslu telst eingöngu gild hafi starfsmaður
           sannanlega verið upplýstur um hana áður en hann var skráður á námskeið.
           Endurgreiðsla getur aðeins tekið til þess kostnaðar sem atvinnurekandi
           ber af námskeiðsgjaldi að teknu tilliti til styrkja sem hann kann að
           hafa fengið úr fræðslusjóðum aðila vinnumarkaðarins vegna námskeiðsins.
             </p>
            </div>
           </div>
           <h3 id="169-vinnufatnaður-og-öryggisbúnaður" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             16.9. Vinnufatnaður og öryggisbúnaður
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('169-vinnufatnaður-og-öryggisbúnaður')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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             </svg>
             <span class="ks-tooltip">
              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <h5 id="1691-taekjastjornendur-sem-rettindi" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              16.9.1. Tækjastjórnendur, sem réttindi hafa til að stjórna viðkomandi
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1691-taekjastjornendur-sem-rettindi')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
               </path>
              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             tæki, þ.e. hafa lokið grunnnámskeiði eða meiraprófi, skulu á ári hverju
           fá tvo samfestinga eða tvenn vinnuföt endurgjaldslaust svo og eitt par
           af stígvélum eða öryggisskóm eftir því sem við á. Slíkur vinnufatnaður
           skal skráður á nafn starfsmanns. Skila skal ónothæfum samfestingi og
           stígvélum /öryggisskóm fyrir nýja. Samfestingar og stígvél/ öryggisskór
           eru eign atvinnurekanda og skal starfsmaður við starfslok standa skil á
           öllum vinnufatnaði og stígvélum/öryggisskóm en greiða kostnaðarverð
           ella. Tegund vinnugalla ákvarðast með tilliti til þess hvers konar störf
           starfsmenn vinna. Heimilt er atvinnurekanda að greiða fatagjald kr.
           24,31 á unna stund (m.v. 1.2.2024) í stað almenns vinnufatnaðar. Að öðru
           leyti skal starfsmönnum lagður endurgjaldslaust til sá öryggisbúnaður
           sem Vinnueftirlit ríkisins telur nauðsynlegan. Slíkur búnaður telst eign
           atvinnurekanda. Við þær aðstæður þegar nauðsynlegt er að starfsmaður
           klæðist sérstökum hlífðarfatnaði (t.d. kuldagalla auk venjulegs
           vinnufatnaðar) við vinnu sína, sér til verndar gegn kulda sem getur haft
           áhrif á heilsu hans og öryggi, skal atvinnurekandi leggja hann til.
            </div>
            <h5 id="1692-taekjamenn-skulu-eiga-kost-a-vi" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              16.9.2. Tækjamenn skulu eiga kost á vinnuvettlingum til notkunar við
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1692-taekjamenn-skulu-eiga-kost-a-vi')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             viðhald tækisins, enda skili þeir gömlum fyrir nýja.
            </div>
            <h5 id="1693-ohreinkist-vinnugallar-af-oliu" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              16.9.3. Óhreinkist vinnugallar af olíu eða öðrum þvílíkum óþrifum skal
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1693-ohreinkist-vinnugallar-af-oliu')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             atvinnurekandi annast þrif, starfsmanni að kostnaðarlausu.
             <u>
              Skýring:
             </u>
             <p>
              Við fermingu og affermingu flutningabifreiða er mikilvægt að gætt sé að
           vinnuvernd, sbr. reglur nr. 499/1994 um öryggi og hollustu þegar byrðar
           eru handleiknar. Ef flytja þarf byrði úr stað, t.d. lyfta henni, ýta eða
           draga, ber atvinnurekanda að „gera skipulagsráðstafanir eða nota
           viðeigandi hjálpartæki, einkum vélbúnað, til að komast hjá því að
           starfsmenn þurfi að handleika byrðar." Í því felst m.a. að nota þarf
           viðeigandi búnað eða sjá starfsmönnum fyrir hjálpartækjum til að draga
           úr hættu.
             </p>
            </div>
           </div>
           <h3 id="1610-fjöldi-starfsmanna-hvíld" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             16.10. Fjöldi starfsmanna - hvíld
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('1610-fjöldi-starfsmanna-hvíld')" title="Afrita tengil">
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             </svg>
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <h5 id="16101-fjoldi-starfsmanna-vid-hvert-v" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              16.10.1. Fjöldi starfsmanna við hvert verk miðast við þarfir hverju
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('16101-fjoldi-starfsmanna-vid-hvert-v')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             sinni að mati atvinnurekanda, enda séu öryggiskröfur virtar að fullu. Ef
           deilt er um öryggiskröfur skal leita umsagnar Vinnueftirlits ríkisins.
            </div>
            <h5 id="16102-thegar-taekjastjori-a-krana-a-j" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              16.10.2. Þegar tækjastjóri á krana, á jarðýtu í samfelldri grjótvinnu og
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('16102-thegar-taekjastjori-a-krana-a-j')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
               </path>
              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             á hjólaskóflum í ámokstri, hefur unnið samfellt lengur er fjórar klst.
           án hlés á hann rétt á 15 mín. hléi eða afleysingu. Matar- og kaffitímar
           teljast hlé í þessu sambandi. Tækjastjórnandi á þó jafnan rétt á
           nauðsynlegum persónulegum tíma, þótt vinna sé að öðru leyti stöðug.
            </div>
            <h5 id="16103-sami-vinnuvelstjori-skal-ekki" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              16.10.3. Sami vinnuvélstjóri skal ekki vinna lengur en 8 klst. samfleytt
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('16103-sami-vinnuvelstjori-skal-ekki')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             (vélartími) á jarðýtum sem vega 27 tonn eða minna (operating weight) við
           rippun í erfiðri klöpp (t.d. D7, TD15, KOM65).
            </div>
            <h5 id="16104-vid-samfellda-fleygavinnu-med" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              16.10.4. Við samfellda fleygavinnu með þungum fleygum eða lofthömrum
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('16104-vid-samfellda-fleygavinnu-med')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             skal jafnan ætla stjórnanda regluleg hlé eða afleysingu.
            </div>
            <h5 id="16105-vari-serlega-erfid-grjotvinna" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              16.10.5. Vari sérlega erfið grjótvinna á vinnuvélum lengur en tvær vikur
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('16105-vari-serlega-erfid-grjotvinna')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             samfleytt getur stjórnandi vinnuvélar óskað eftir því að verða fluttur
           tímabundið á annað tæki eða í önnur verkefni.
            </div>
            <h5 id="16106-um-hvildartima-bifreidastjora" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              16.10.6. Um hvíldartíma bifreiðastjóra og tækjastjórnenda fer eftir
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('16106-um-hvildartima-bifreidastjora')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             gildandi lögum og reglum um hvíldar- og aksturstíma ökumanna. Sjá einnig
           um hvíldartíma bifreiðastjóra gr. 17.9. um hópbifreiðastjóra.
            </div>
           </div>
           <h3 id="1611-starfssvið" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             16.11. Starfssvið
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('1611-starfssvið')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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             </svg>
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <h5 id="16111-starfsmonnum-er-skylt-gegn-hi" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              16.11.1. Starfsmönnum er skylt, gegn hinu samningsbundna mánaðarkaupi,
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('16111-starfsmonnum-er-skylt-gegn-hi')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             að vinna þau störf sem atvinnurekandi þeirra felur þeim og samrýmst geta
           starfsskyldum þeirra. Auk venjulegrar vinnu við stjórn tækis er hér um
           að ræða störf sem lúta að viðhaldi á eða utan verkstæðis. Þeir skulu
           þrífa tækin, skipta um bilaða smáhluti, hjólbarða og annast smurningu,
           og gera annað það sem nauðsynlegt er til að tryggja rekstraröryggi
           tækisins. Þegar ekki eru fyrir hendi verkefni, sem beint lúta að
           hefðbundnu starfssviði vélamanna, er atvinnurekanda heimilt að fela þeim
           önnur störf sem samrýmst geta starfshæfni þeirra og reynslu.
            </div>
            <h5 id="16112-leiga-taekis-asamt-stjornanda" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              16.11.2. Leiga tækis ásamt stjórnanda
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('16112-leiga-taekis-asamt-stjornanda')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
               </path>
              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Þegar eigandi vinnuvélar leigir öðrum vinnuvél sína með stjórnanda
           hennar, er stjórnanda ekki skylt að vinna önnur störf en við stjórn
           vélarinnar og viðhald, svo og önnur sambærileg störf, nema öðruvísi
           semjist sérstaklega hverju sinni, enda haldi hann kaupi sínu óskertu.
             </p>
            </div>
           </div>
           <h3 id="1612-ökumannskort" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             16.12. Ökumannskort
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('1612-ökumannskort')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              </path>
             </svg>
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Starfsmaður sem ráðinn er ótímabundið og unnið hefur þrjá mánuði hjá
           fyrirtæki á rétt á endurgreiðslu kostnaðar vegna lögbundinnar
           endurnýjunar ökumannskorts hér á landi, skv. reglugerð um ökurita og
           notkun hans. Hætti starfsmaður innan sex mánaða frá endurnýjun korts er
           heimilt að endurkrefja hann um útlagðan kostnað, hlutfallslega miðað við
           starfstíma.
            </p>
           </div>
           <h3 id="1613-hvíldartími-bílstjóra" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             16.13. Hvíldartími bílstjóra
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('1613-hvíldartími-bílstjóra')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
              </path>
             </svg>
             <span class="ks-tooltip">
              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Ákvæði þetta tekur til þeirra sem starfa við flutninga á vegum og falla
           undir reglugerð um aksturs- og hvíldartíma ökumanna (nú nr. 662/2006)
           eða sambærilegar reglur sem síðar kunna að verða settar.
            </p>
            <h5 id="16131-dagleg-lagmarkshvild" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              16.13.1. Dagleg lágmarkshvíld
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('16131-dagleg-lagmarkshvild')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Vinnutíma skal haga þannig að á sólarhring, reiknað frá byrjun
           vinnudags, fái starfsmaður a.m.k. 11 klst. samfellda hvíld.
             </p>
             <p>
              Heimilt er þrisvar í viku að stytta samfellda hvíld í allt að 8 klst. og
           veita frítökurétt síðar.
             </p>
             <p>
              Verði því við komið skal starfsmaður fá 11 klst. hvíld í beinu framhaldi
           af vinnulotu án skerðingar á rétti til fastra daglauna. Þegar
           starfsmaður fær ekki 11 klst. hvíld í beinu framhaldi af allt að 16
           klst. vinnulotu skal frítökuréttur vera sem hér segir:
             </p>
             <p>
              Sé starfsmaður sérstaklega beðinn um að hefja störf áður en 11 klst.
           hvíld er náð ber honum frítökurétt sem nemur 1½ klst. (dagvinna) fyrir
           hverja klst. sem hvíldin skerðist. Heimilt er að greiða út ½ klst.
           (dagvinna) af frítökuréttinum.
             </p>
             <p>
              Vinni starfsmaður það lengi á undan frídegi eða helgi að ekki náist 11
           stunda hvíld miðað við venjubundið upphaf vinnudags skal fara með það á
           sama hátt. Hefji starfsmaður störf á frídegi eða helgi greiðist
           yfirvinnukaup fyrir unninn tíma án frekari aukagreiðslna af þessum
           sökum.
             </p>
             <p>
              Uppsafnaður frítökuréttur skv. framangreindu skal koma fram á launaseðli
           og veittur í hálfum og heilum dögum utan annatíma í starfsemi
           fyrirtækisins enda séu uppsafnaður frítökuréttur a.m.k. fjórar klst. Við
           starfslok skal ónýttur frítökuréttur starfsmanns gerður upp og teljast
           hluti ráðningartíma.
             </p>
            </div>
            <h5 id="16132-vikulegur-hvildartimi" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              16.13.2. Vikulegur hvíldartími
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('16132-vikulegur-hvildartimi')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Á hverju sjö daga tímabili skal starfsmaður fá a.m.k. einn vikulegan
           frídag sem tengist beint daglegum hvíldartíma og skal við það miðað að
           vikan hefjist á mánudegi.
             </p>
             <p>
              Heimilt er með samkomulagi við starfsmann að fresta vikulegum frídegi
           þannig að í stað vikulegs frídags komi tveir samfelldir frídagar á tveim
           vikum. Töku frídaga má haga þannig að þeir séu teknir aðra hverja helgi
           (laugardag og sunnudag). Í sérstökum tilvikum má fresta vikulegum
           hvíldartíma lengur þannig að starfsmaður fái samsvarandi hvíld innan 14
           daga.
             </p>
             <p>
              Ef starfsmaður fær ekki samningsbundna hvíldardaga eftir 12 daga
           samfellda vinnu fjarri heimili / ráðningarstað skal greiða eina klst. í
           yfirvinnu fyrir hvern vinnudag umfram 12 þar til frídagur hefur verið
           veittur.
             </p>
             <p>
              Falli frídagar á virka daga vegna ófyrirséðra orsaka skerðir það ekki
           rétt starfsmanns til fastra launa og vaktaálags.
             </p>
             <p>
              Sé vikuleg hvíld tekin utan bækistöðvar ökutækis eða ökumanns má stytta
           vikulega hvíld úr 35 klst. í 24 klst., enda sé hvíld sem skerðingunni
           nemur veitt síðar og óslitið fyrir lok þriðju viku eftir þá viku sem um
           ræðir.
             </p>
             <strong>
              Annað
             </strong>
             <p>
              Um aksturstíma, hvíldarhlé o.fl. vísast til reglugerðar um aksturs- og
           hvíldartíma ökumanna.
             </p>
            </div>
           </div>
           <h3 id="flutningabifreiðar-með-svefnaðstöðu" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Flutningabifreiðar með svefnaðstöðu
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('flutningabifreiðar-með-svefnaðstöðu')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
              </path>
             </svg>
             <span class="ks-tooltip">
              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Flutningabifreiðar með svefnaðstöðu, sem eru í reglubundnum langferðum,
           skulu útbúnar olíumiðstöð, enda megi telja að ökumaður þurfi að nýta
           aðstöðuna til lengri hvíldar.
            </p>
           </div>
           <h3 id="bókun-um-málefni-tækjamanna-og-bifreiðastjóra" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Bókun um málefni tækjamanna og bifreiðastjóra
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('bókun-um-málefni-tækjamanna-og-bifreiðastjóra')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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             </svg>
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Samningsaðilar munu setja á fót umræðuhóp til að ræða bótaskyldu
           bifreiðastjóra og tækjamanna vegna tjóns sem þeir valda og fara almennt
           yfir þeirra tryggingamál.
            </p>
           </div>
          </div>
          <h2 id="17-kafli-hópbifreiðastjórar" class="ks-heading">
           <span class="ks-heading-text">
            17. Kafli - Hópbifreiðastjórar
           </span>
           <button class="ks-copy-btn" onclick="ksCopySa('17-kafli-hópbifreiðastjórar')" title="Afrita tengil">
            <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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            </svg>
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             Afritað!
            </span>
           </button>
          </h2>
          <div class="ks-chapter-content">
           <h3 id="171-um-gildissvið" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             17.1. Um gildissvið
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('171-um-gildissvið')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
              </path>
             </svg>
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Ákvæði samnings þessa gilda um bifreiðastjóra hópbifreiða, sem rúma 9
           farþega eða fleiri, sbr. lög nr. 73/2001 um skipulag fólksflutninga, og
           þurfa aukin ökuréttindi vegna starfa sinna.
            </p>
           </div>
           <h3 id="172-launaflokkar-og-námskeið" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             17.2. Launaflokkar og námskeið
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('172-launaflokkar-og-námskeið')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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             </svg>
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <blockquote>
             <strong>
              Lfl.
             </strong>
            </blockquote>
            <p>
             Hópbifreiðstjórar 17
            </p>
            <p>
             Að auki greiðist mánaðarlega 6.126 kr. námskeiðaálag vegna
           endurmenntunar starfsmanna. Upphæð þessi (sem miðast við 1.2.2024) tekur
           almennum launahækkunum.
            </p>
            <p>
             Námskeiðaálag verði greitt sem föst greiðsla per mánuð og miðast við
           þegar starfsmaður hefur farið á námskeið sem verður honum að
           kostnaðarlausu og að hann sæki upprifjunarnámskeið árlega.
            </p>
            <p>
             Byrjunarnámskeið 8 klst. Skyndihjálp, slökkvitækni og mannleg samskipti
            </p>
            <p>
             Upprifjunarnámskeið 4 klst. Styttri útgáfa af byrjendanámskeiði
            </p>
            <p>
             Námskeiðin verði haldin a.m.k. tvisvar á ári en kostnaður verður
           greiddur af vinnuveitendum þeirra aðila sem námskeiðin sækja.
            </p>
            <p>
             Viðbótarréttur:
            </p>
            <p>
             Atvinnurekandi greiði a.m.k. 50% af námskeiðsgjaldi fyrir tungumálanám
           starfsmanns enda nýtist það honum í starfi.
            </p>
           </div>
           <h3 id="173-tímakaup-og-aldurshækkanir" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             17.3. Tímakaup og aldurshækkanir
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('173-tímakaup-og-aldurshækkanir')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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             </svg>
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Tímakaup í dagvinnu, yfirvinnukaup, stórhátíðarkaup og vaktaálag
           reiknast út frá mánaðarlaunum.
            </p>
            <p>
             Aldurshækkanir launa miðast við allan akstur hópbifreiða sem eru meira
           en 10 tonn eða meira að heildarþunga. Akstur á vörubifreið sem er yfir
           10 tonn að heildarþunga skal metinn 50% til aldurshækkana.
           Bifreiðastjóri skal framvísa staðfestingu á starfsreynslu skv.
           framanskráðu. Á sama hátt skulu samskonar störf sem staðfest er að innt
           hafi verið af hendi erlendis metin að fullu til starfsaldurs.
            </p>
            <p>
             Við mat á starfaldurshækkunum bifreiðastjóra, sem ráðnir eru hjá sama
           fyrirtæki til hópbifreiðaaksturs yfir sumarmánuði eingöngu, margfaldast
           hver unninn mánuður með 1,5.
            </p>
           </div>
           <h3 id="174-yfirvinna-á-stórhátíðum" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             17.4. Yfirvinna á stórhátíðum
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('174-yfirvinna-á-stórhátíðum')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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             </svg>
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Öll yfirvinna á stórhátíðardögum greiðist með tímakaupi sem 1.375% af
           mánaðarlaunum án vaktaálags. Þetta gildir ekki um reglubundna vinnu, þar
           sem vetrarfrí er veitt samkvæmt sérstökum samningum vegna vinnu á
           umræddum dögum.
            </p>
           </div>
           <h3 id="175-vinnufyrirkomulag" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             </polyline>
            </svg>
            <span class="ks-accordion-title">
             17.5. Vinnufyrirkomulag
            </span>
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             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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             </svg>
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Vinnufyrirkomulag skal ákveðið við ráðningu starfsmanns. Vinnutími
           bifreiðastjóra skal vera 40 klukkustundir á viku, 8 klukkustundir á dag
           og skal vinnutíma haga sem segir í gr. 17.6. -- 17.8.
            </p>
           </div>
           <h3 id="176-dagvinna" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             17.6. Dagvinna
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('176-dagvinna')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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             </svg>
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Upphafstími dagvinnu getur verið breytilegur frá klukkan 8:00 til
           klukkan 10:00 á virkum dögum en yfirvinna tekur við eftir að átta
           klukkustunda dagvinnu er lokið. Bifreiðastjóra ber að sinna yfirvinnu að
           minnsta kosti þriðju hverja helgi sé þess óskað. Á tímabilinu 1. október
           til 31. mars er heimilt að veita frí á virkum dögum í stað yfirvinnu um
           helgar fyrir unnin tíma, þó ekki nema tvær helgar í mánuði og að hámarki
           8 klst. á dag. Ekki er alla jafna heimilt að flytja frídaga þessa á
           milli mánaða. Öll vinna umfram framangreint skal skilyrðislaust gera upp
           mánaðarlega með yfirvinnukaupi.
            </p>
            <p>
             Kaffitímar í dagvinnu eru samtals 35 mín. á dag og skulu teknir eftir
           því sem best hentar.
            </p>
            <p>
             Sjá skýringadæmi:
            </p>
            <blockquote>
             \- Bifreiðastjóri vinnur 8 klst. í yfirvinnu á laugardegi. Hann fær
            </blockquote>
            <blockquote>
             frí á dagvinnulaunum einn dag innan fjögurra vikna auk yfirvinnuálags
            </blockquote>
            <blockquote>
             fyrir 8 klst.
            </blockquote>
            <blockquote>
             > \- Bifreiðastjóri vinnur 10 klst. í yfirvinnu laugardag og sunnudag.
            </blockquote>
            <blockquote>
             Samtals 20 yfirvinnustundir. Hann fær frí í tvo daga á dagvinnulaunum
            </blockquote>
            <blockquote>
             innan fjögurra vikna auk yfirvinnuálags á 16 tíma og 4 yfirvinnutíma.
            </blockquote>
            <blockquote>
             > \- Bifreiðastjóri vinnur fjórar klst. á laugardegi og sunnudegi.
            </blockquote>
            <blockquote>
             Samtals 8 klst. Hann fær greitt það sama og í dæmi 1 en heimilt er þó
            </blockquote>
            <blockquote>
             að veita tvo hálfa daga (4 tímar) í frí.
            </blockquote>
           </div>
           <h3 id="177-vaktavinna" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             17.7. Vaktavinna
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('177-vaktavinna')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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             </svg>
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Vaktavinna er heimil allan sólarhringinn alla daga vikunnar. Vöktum skal
           hagað þannig að eftir hverja vaktasyrpu komi tveir samfelldir frídagar.
           Með vöktum í samningi þessum er átt við fyrirfram ákveðna vinnutilhögun.
           Vaktir skulu teknar upp með eins góðum fyrirvara og kostur er, þó ekki
           með minna en viku fyrirvara. Vaktir skulu ákveðnar fyrir mánuð í senn og
           skal vaktaskrá liggja frammi þar sem bifreiðastjórar eiga greiðan aðgang
           að henni.
            </p>
            <p>
             Vakt skal eigi vera lengri en 12 klukkustundir og eigi skemmri en 4
           klukkustundir. Hver vakt skal unnin í samfelldri heild. Þeir sem vinna á
           reglubundnum vöktum eða vinna hluta af vikulegri vinnuskyldu sinni utan
           dagvinnutímabils skulu fá vaktaálag fyrir þann tíma sem fellur utan
           venjulegs dagvinnutíma.
            </p>
            <p>
             Vaktaálag reiknast af mánaðarlaunataxta.
            </p>
            <p>
             Vaktaálag fyrir reglubundna vaktavinnu reiknast út frá þessum grunni:
            </p>
            <p>
             33,3% álag á tímabilinu kl. 17.00 -- 00:00 mánudaga til föstudaga.
            </p>
            <p>
             45% álag á tímabilinu kl. 00:00 -- 08:00 og laugardaga og sunnudaga.
            </p>
            <p>
             Þeir bifreiðastjórar sem ekki hafa sérstaka kaffitíma, skulu til
           uppfyllingar vikulegri vinnuskyldu, fá 35 mínútur aukalega umfram
           raunverulega viðveru fyrir hverja 8 klukkustunda vakt.
            </p>
            <u>
             Skýring:
            </u>
            <p>
             Virkur vinnutími vaktavinnumanna er 37 klst. og 5 mín. að meðaltali á
           viku og greiðist yfirvinnukaup fyrir vinnu umfram það.
            </p>
           </div>
           <h3 id="178-skráning-vinnutíma" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             17.8. Skráning vinnutíma
            </span>
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             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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             </svg>
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Vinnutími bifreiðastjóra telst frá því hann mætir í vinnu skv. kvaðningu
           verkstjóra eða vinnuveitenda og þar til hann hættir vinnu að frádregnu
           matarhléi á tímabilinu klukkan 12:00 til klukkan 14:00. Takist ekki að
           ná matarhléi innan umsaminna marka greiðist unninn matartími í
           yfirvinnu. Vinnutíma bílstjóra í ferð telst ekki lokið fyrr en hann er
           kominn á þann gististað sem atvinnurekandi hefur ákveðið.
            </p>
            <p>
             Bifreiðastjórar skrái vinnutíma sinn sjálfir ef óskað er og með þeim
           hætti er verkstjóri ákveður. Ef bifreiðastjóri dvelst fjarri heimili
           sínu í ferð, sem tekur tvo daga eða meira skal hann fá greiddar minnst
           10 klukkustundir á dag, nema á laugardögum og sunnudögum greiðast minnst
           8 klukkustundir.
            </p>
            <p>
             Biðtími milli ferða telst til vinnutíma.
            </p>
           </div>
           <h3 id="179-hvíldartími-bílstjóra" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             17.9. Hvíldartími bílstjóra
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('179-hvíldartími-bílstjóra')" title="Afrita tengil">
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              </path>
             </svg>
             <span class="ks-tooltip">
              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Ákvæði þetta tekur til þeirra sem starfa við flutninga á vegum og falla
           undir reglugerð um aksturs- og hvíldartíma ökumanna (nú nr. 605/2010)
           eða sambærilegar reglur sem síðar kunna að verða settar.
            </p>
            <em>
             Dagleg lágmarkshvíld
            </em>
            .
            <p>
             Vinnutíma skal haga þannig að á sólarhring, reiknað frá byrjun
           vinnudags, fái starfsmaður a.m.k. 11 klst. samfellda hvíld.
            </p>
            <p>
             Heimilt er þrisvar í viku að stytta samfelda hvíld í allt að 8 klst. og
           veita frítökurétt síðar.
            </p>
            <p>
             Verði því við komið skal starfsmaður fá 11 klst. hvíld í beinu framhaldi
           af vinnulotu án skerðingar á réttri til fastra daglauna. Þegar
           starfsmaður fær ekki 11 klst. hvíld í beinu framhaldi af allt að 16
           klst. vinnulotu skal frítökuréttur vera sem hér segir:
            </p>
            <p>
             Sé starfsmaður sérstaklega beðinn um að hefja störf áður en 11 klst.
           hvíld er náð ber honum frítökurétt sem nemur 1½ klst. (dagvinna) fyrir
           hverja klst. sem hvíldin skerðist. Heimilt er að greiða ½ klst.
           (dagvinna) af frítökuréttinum óski starfsmaður þess.
            </p>
            <p>
             Vinni starfsmaður það lengi á undan frídegi eða helgi að ekki náist 11
           stunda hvíld miðað við venjubundið upphaf vinnudags skal fara með það á
           sama hátt. Hefji starfsmaður störf á frídegi eða helgi greiðist
           yfirvinnukaup fyrir unnin tíma án frekari aukagreiðslna af þessum sökum.
            </p>
            <p>
             Uppsafnaður frítökuréttur skv. framangreindu skal koma fram á launaseðli
           og veittur í hálfum og heilum dögum utan annatíma í starfsemi
           fyrirtækisins enda séu uppsafnaður frítökuréttur a.m.k. fjórar klst. Við
           starfslok skal ónýttur frítökuréttur starfsmanns gerður upp og teljast
           hluti ráðningartíma.
            </p>
            <em>
             Vikulegur hvíldartími.
            </em>
            <p>
             Á hverju sjö daga tímabili skal starfsmaður fá a.m.k. einn vikulegan
           frídag sem tengist beint daglegum hvíldartíma og skal við það miðað að
           vikan hefjist á mánudegi.
            </p>
            <p>
             Heimilt er með samkomulagi við starfsmann að fresta vikulegum frídegi
           þannig að í stað vikulegs frídags komi tveir samfelldir frídagar á tveim
           vikum. Töku frídaga má haga þannig að þeir séu teknir aðra hverja helgi
           (laugardag og sunnudag). Í sérstökum tilvikum má fresta vikulegum
           hvíldartíma lengur þannig að starfsmaður fái samsvarandi hvíld innan 14
           daga.
            </p>
            <p>
             Falli frídagar á virka daga vegna ófyrirséðra orsaka skerðir það ekki
           rétt starfsmanns til fastra launa og vaktaálags.
            </p>
            <p>
             Sé vikuleg hvíld tekin utan bækistöðvar ökutækis eða ökumanns má stytta
           vikulega hvíld úr 35 klst. í 24 klst., enda sé hvíld sem skerðingunni
           nemur veitt síðar og óslitið fyrir lok þriðju viku eftir þá viku sem um
           ræðir.
            </p>
            <p>
             Ef starfsmaður fær ekki samningsbundna hvíldardaga eftir 12 daga
           samfellda vinnu fjarri heimili / ráðningarstað skal greiða eina klst. í
           yfirvinnu fyrir hvern vinnudag umfram 12 þar til frídagur hefur verið
           veittur.
            </p>
            <em>
             Annað.
            </em>
            <p>
             Um aksturstíma, hvíldarhlé o.fl. vísast til reglugerðar um aksturs- og
           hvíldartíma ökumanna.
            </p>
           </div>
           <h3 id="1710-fæðis-og-dvalarkostnaður" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             17.10. Fæðis- og dvalarkostnaður
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('1710-fæðis-og-dvalarkostnaður')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
              </path>
             </svg>
             <span class="ks-tooltip">
              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Allir bílstjórar, sem ekki ná til heimila sinna í ferðum skulu fá frítt
           fæði og annan dvalar- og ferðakostnað.
            </p>
            <p>
             Bifreiðastjórum í ferðum skal veitt aðstaða til hvíldar á hvíldartímum.
           Sé um að ræða ferð þar sem um næturgistingu er að ræða skal
           bifreiðastjóra séð fyrir gistingu í eins manns herbergi með uppbúnu rúmi
           og viðunandi aðbúnaði. Annað telst ekki fullnægjandi aðstaða. Ef um
           aðrar og lakari aðstæður er að ræða, svo sem svefnpokapláss, bifreið eða
           húsnæði, sem að öðru jöfnu er ekki ætlað til gistingar, skal greiða
           hálfa dagpeninga skv. mati Ferðakostnaðarnefndar ríkisins vegna
           gistingar.
            </p>
            <p>
             Dagpeningagreiðslur til starfsmanna vegna ferða erlendis fylgi
           ákvörðunum Ferðakostnaðarnefndar ríkisins hafi fyrirtæki ekki sérstakar
           reglur um greiðslu ferðakostnaðar.
            </p>
            <p>
             Skýring:\
           Ef fullnægjandi aðstaða er til á landssvæðinu þar sem gist er, en hún
           stendur bílstjóra ekki til boða skv. ákvörðun atvinnurekanda, skal þó
           greiða fulla gistidagpeninga skv. mati Ferðakostnaðarnefndar. Hálfir
           dagpeningar eru greiddir vegna gistingar á hálendinu og utan byggðamarka
           þar sem uppábúin rúm standa ferðamönnum almennt ekki boða.[^9]
            </p>
           </div>
           <h3 id="1711-vinnu-og-hlífðarföt-bifreiðastjóra" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             17.11. Vinnu- og hlífðarföt bifreiðastjóra
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('1711-vinnu-og-hlífðarföt-bifreiðastjóra')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
              </path>
             </svg>
             <span class="ks-tooltip">
              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Við fastráðningu leggur atvinnurekandi bifreiðastjórum til
           einkennisfatnað. Það er jakki, tvennar buxur, tvennar skyrtur og bindi
           árlega, svo og úlpu á þriggja ára fresti, án endurgjalds, þó ekki fyrstu
           þrjá mánuðina. Bifreiðastjóra er skylt að nota fatnaðinn við vinnu sína.
            </p>
            <p>
             Jafnframt skal bifreiðastjórum, öðrum en þeim sem að staðaldri stunda
           akstur innanbæjar, lagður til kuldagalli við fastráðningu.
           Hlífðarfatnaðurinn er eign vinnuveitenda og skal bifreiðastjóri sjá til
           þess að hann sé til staðar í bifreiðinni þegar á þarf að halda. Gallinn
           skal endurnýjaður eftir þörfum.
            </p>
            <p>
             Atvinnurekanda er skylt að greiða þrif og hreinsun einkennis- og
           hlífðarfatnaðar í þeim tilfellum að orðið hafa óhöpp við vinnu (bilanir,
           slys, olíuóhöpp og fleira). Skemmist einkennis- eða hlífðarfatnaður
           vegna óhappa eða slysa við framkvæmd vinnu skal gera við hann eða útvega
           nýjan fatnað.
            </p>
            <p>
             Fötin eru eign atvinnurekanda og óheimilt er að nota þau nema við störf
           hjá honum.
            </p>
            <p>
             Bifreiðastjóra ber að standa skil á notuðum fatnaði.
            </p>
            <p>
             Hafi bifreiðastjóri ekki fengið tilskilinn fatnað, þegar hann hefur
           unnið þrjá mánuði hjá atvinnurekanda , eða reglulega á 12 mánaða fresti,
           skal greiða honum mánaðarlega kr. 3.885 (m.v. 1. febrúar 2024) frá
           ráðningardegi þar til hann fær fötin. Greiðsla þessi miðast við
           fatnaðarlið vísitölu neysluverðs (182,3 í desember 2013) og breytist
           árlega skv. þeirri vísitölu.
            </p>
           </div>
           <h3 id="1712-ökumannskort" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             17.12. Ökumannskort
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('1712-ökumannskort')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
              </path>
             </svg>
             <span class="ks-tooltip">
              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Starfsmaður sem ráðinn er ótímabundið og unnið hefur þrjá mánuði hjá
           fyrirtæki á rétt á endurgreiðslu kostnaðar vegna lögbundinnar
           endurnýjunar ökumannskorts hér á landi, skv. reglugerð um ökurita og
           notkun hans. Hætti starfsmaður innan sex mánaða frá endurnýjun korts er
           heimilt að endurkrefja hann um útlagðan kostnað, hlutfallslega miðað við
           starfstíma.
            </p>
           </div>
           <h3 id="1713-námskeið" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             17.13. Námskeið
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('1713-námskeið')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
              </path>
             </svg>
             <span class="ks-tooltip">
              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Sæki bílstjóri námskeið með samþykki atvinnurekanda til að auka við
           réttindi sín eða til að viðhalda þeim skal ekki koma til skerðing á
           dagvinnulaunum, enda sé það haldið á dagvinnutíma, nýtist starfsmanni í
           starfi sínu hjá viðkomandi atvinnurekanda og fyrir liggur hvaða
           kostnaður er námskeiðinu samfara. Atvinnurekandi greiðir jafnframt
           námskeiðsgjald. Ákvæði þetta nær ekki til námskeiða skv. gr. 17.2.
            </p>
            <p>
             Heimilt er atvinnurekanda að skilyrða greiðslu námskeiðsgjalds því að
           starfsmaður greiði hluta þess til baka segi hann upp störfum og hætti
           innan nánar tilgreinds tíma (t.d. 6 mánaða) frá því námskeiði lauk.
           Endurgreiðslan er hlutfallsleg miðað við þann tíma sem eftir er af
           tímabilinu.
            </p>
            <p>
             Slík skilyrðing á endurgreiðslu telst eingöngu gild hafi starfsmaður
           sannanlega verið upplýstur um hana áður en hann var skráður á námskeið.
           Endurgreiðsla getur aðeins tekið til þess kostnaðar sem atvinnurekandi
           ber af námskeiðsgjaldi að teknu tilliti til styrkja sem hann kann að
           hafa fengið úr fræðslusjóðum aðila vinnumarkaðarins vegna námskeiðsins.
            </p>
           </div>
           <h3 id="bókun-um-fæðiskostnað" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Bókun um fæðiskostnað
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('bókun-um-fæðiskostnað')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
              </path>
             </svg>
             <span class="ks-tooltip">
              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Aðilar eru sammála um að ef fyrirsjáanlegt er að bifreiðastjóri hafi
           ekki aðgang að fæði í ferðum, þá sé heimilt að semja um beinar greiðslur
           í stað fæðis. Við ákvörðun upphæðar skal taka mið af ákvörðun
           Ferðakostnaðarnefndar ríkisins um fæðiskostnað.
            </p>
           </div>
           <h3 id="bókun-um-mat-á-raunfærni-til-launa" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Bókun um mat á raunfærni til launa
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('bókun-um-mat-á-raunfærni-til-launa')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
              </path>
             </svg>
             <span class="ks-tooltip">
              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Samningsaðilar eru sammála um að við hæfnigreiningu starfa, við mat á
           námi/raunfærni til launa, þurfi m.a. að líta til aukinna krafna um
           símenntun og góð tök á erlendum tungumáli /-málum vegna samskipta við
           ferðamenn og erlenda hópstjóra. Ef þess er óskað að bílstjóri hafi
           sérstaka þekkingu til að miðla til farþega þá ber að taka tillit til
           þess við hæfnigreiningu.
            </p>
           </div>
           <h3 id="bókun-um-endurskoðun-kafla-um-hópbifreiðastjóra" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Bókun um endurskoðun kafla um hópbifreiðastjóra
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('bókun-um-endurskoðun-kafla-um-hópbifreiðastjóra')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
              </path>
             </svg>
             <span class="ks-tooltip">
              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Samningsaðilar eru sammála um að endurskoða kafla um hópbifreiðastjóra í
           ljósi mikilla breytinga á starfsumhverfi þeirra, auknum kröfum um
           símenntun, álagi við vetrarakstur með farþega, sveigjanlegum
           neysluhléum, auknum kröfum um góð tök á erlendum tungumálum vegna
           samskipta við farþega og erlenda hópstjóra, miðasölu, þjónustu við
           farþega við losun og lestun o.fl. Nefnd skipuð tveimur fulltrúum frá SA
           og tveimur frá SGS hefji störf 1. október 2015 og er stefnt að því að
           hún skili niðurstöðum fyrir lok mars 2016.
            </p>
           </div>
          </div>
          <h2 id="18-kafli-fiskvinnslufólk" class="ks-heading">
           <span class="ks-heading-text">
            18. Kafli - Fiskvinnslufólk
           </span>
           <button class="ks-copy-btn" onclick="ksCopySa('18-kafli-fiskvinnslufólk')" title="Afrita tengil">
            <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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            </span>
           </button>
          </h2>
          <div class="ks-chapter-content">
           <h3 id="181-laun" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            <span class="ks-accordion-title">
             18.1. Laun
            </span>
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           </h3>
           <div class="ks-section-content">
            <p>
             Launaflokkar fiskvinnslufólks:
            </p>
            <strong>
             Lfl.
            </strong>
            <p>
             Almennt fiskvinnslufólk 5
            </p>
            <p>
             Sérhæft fiskvinnslufólk 7
            </p>
            <p>
             Sérhæft fiskvinnslufólk\
           með fiskvinnslunámskeið 9
            </p>
            <p>
             Sérhæft fiskvinnslufólk með
            </p>
            <p>
             fiskvinnslunámskeið og 7 ára
            </p>
            <p>
             starfsaldur hjá sama fyrirt. 11
            </p>
            <p>
             Fiskitæknar sem lokið hafa
            </p>
            <p>
             námi frá Fisktækniskóla
            </p>
            <p>
             Íslands í Grindavík 13
            </p>
            <p>
             Starfsmenn 16 og 17 ára sem vinna skv. bónuskerfi í fiskvinnslu, eða í
           fiskvinnslu þar sem tekin hefur verið upp föst bónusgreiðsla vegna þess
           að afköst eru vélstýrð, skulu ekki taka lægri laun en 95% af
           byrjunarlaunum 18 ára.
            </p>
           </div>
           <h3 id="182-reiknitala-í-hóplaunakerfi-og-ákvæðisvinnu" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            </svg>
            <span class="ks-accordion-title">
             18.2. Reiknitala í hóplaunakerfi og ákvæðisvinnu
            </span>
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            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Reiknitölur í fiskvinnslu verða sem hér segir:
            </p>
            <strong>
             1.2.2024 1.1.2025 1.1.2026 1.1.2027
            </strong>
            <strong>
             Ákvæðisvinna
            </strong>
            229,34 237,37 245,67 254,27
            <strong>
             Hóplaunakerfi
            </strong>
            309,53 320,37 331,58 343,18
            <strong>
             Lágmarksbónus
            </strong>
            328,95 340,47 352,38 364,72
            <p>
             Þegar unnið er við framleiðslu og tengd störf í fiskvinnslufyrirtækjum,
           skv. grein 18.4.1 og við lifrarniðursuðu og ekki hafa verið teknar upp
           afkastatengdar álagsgreiðslur, svo sem hópbónus og einstaklingsbónus
           skal greiða bónusígildi lágmarksbónus á greidda klukkustund. Þetta á
           ekki við þar sem unnið er eftir afkastatengdum launakerfum eða fastur
           bónus og/eða álagsgreiðslur eru hærri á greidda klukkustund.
            </p>
            <p>
             Ef bónuskerfi fiskvinnslufyrirtækis er ekki byggt á rammasamningi um
           hóplaunakerfi í frystihúsum skal greiddur bónus á hverju launatímabili
           aldrei vera lægri en bónusígildi lágmarksbónus.
            </p>
            <p>
             Þessar sérstöku álagsgreiðslur, lágmarksbónus, falla niður í
           hráefnisleysi og þegar fiskvinnslufólk er á kauptryggingu á sama hátt og
           hjá fiskvinnslufólki sem vinnur samkvæmt bónuskerfum. Ef fyrirtæki
           greiðir nú þegar álag á kauptaxta fiskvinnslufólks, sem kemur í stað
           bónusgreiðslna, skal það tekið til greina og metið sem hluti af
           lágmarksbónus.
            </p>
           </div>
           <h3 id="183-vaktavinna" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            <span class="ks-accordion-title">
             18.3. Vaktavinna
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('183-vaktavinna')" title="Afrita tengil">
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           </h3>
           <div class="ks-section-content">
            <h5 id="1831-heimilt-er-ad-setja-a-vaktir-i" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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             <span class="ks-accordion-title">
              18.3.1. Heimilt er að setja á vaktir í fiskvinnslu, þar með talinni
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1831-heimilt-er-ad-setja-a-vaktir-i')" title="Afrita tengil">
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            </h5>
            <div class="ks-section-content ks-sub-content">
             rækju og skelvinnslu sem ná til einstakra deilda fyrirtækis eða allra
           starfsmanna, enda sé um það samkomulag meðal starfsmanna og viðkomandi
           verkalýðsfélags.
             <p>
              Miðað er við reglubundnar tvískiptar 8 klukkustunda vaktir, 5 daga
           vikunnar, mánudaga til og með föstudaga. Heimilt er að setja á vaktir
           með annarri vaktaskipan, enda verði um það samkomulag milli starfsfólks,
           verkalýðsfélags og atvinnurekanda.
             </p>
            </div>
            <h5 id="1832-vaktaalag" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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              </polyline>
             </svg>
             <span class="ks-accordion-title">
              18.3.2. Vaktaálag
             </span>
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             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Vaktaálag fyrir reglubundna vaktavinnu samkvæmt rammasamningi þessum
           skal vera:
             </p>
             <p>
              35% álag á tímabilinu kl. 16:00-24:00 mánudaga til föstudaga.
             </p>
             <p>
              53% álag á tímabilinu kl. 00:00-08:00.
             </p>
             <p>
              Ef samkomulag er um að taka hádegismatartíma er það heimilt og lengist
           þá dagvinnutímabil tilsvarandi.
             </p>
             <p>
              Fyrir vinnu umfram 40 stundir á viku skal greiða yfirvinnukaup. (Miðað
           er við 8 klst. á dag).
             </p>
            </div>
            <h5 id="1833-vaktatimabil-og-neysluhle" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             <span class="ks-accordion-title">
              18.3.3. Vaktatímabil og neysluhlé
             </span>
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            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Heimilt er að taka upp vaktir með 7 sólarhringa fyrirvara enda standi
           þær ekki skemur en mánuð í senn. Vaktaslit skulu tilkynnt með sama
           fyrirvara. Hafi vaktir staðið fulla fjóra mánuði skulu vaktaslit þó
           tilkynnt með tveggja vikna fyrirvara.
             </p>
             <p>
              Neysluhlé á hverri átta stunda vakt skal vera 35 mínútur sem skiptist
           eftir samkomulagi starfsmanna og stjórnenda. Séu vaktir lengri eða
           styttri breytist neysluhlé hlutfallslega.
             </p>
             <p>
              Sé unnið reglubundið á vöktum er heimilt að semja um að greitt sé fast
           jafnaðarálag.
             </p>
            </div>
            <h5 id="1834-greidslutimabil" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             <span class="ks-accordion-title">
              18.3.4. Greiðslutímabil
             </span>
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            <div class="ks-section-content ks-sub-content">
             <p>
              Þegar vaktavinna hefur verið tekin upp tryggir atvinnurekandi greiðslu
           vaktavinnukaups í allt að tvær vaktir í senn þó utanaðkomandi orsakir
           svo sem hráefnisskortur eða hliðstæð atvik valdi því að verkefni sé ekki
           fyrir hendi. En að öðru leyti greiðist dagvinnulaun.
             </p>
             <p>
              Samningur þessi tekur ekki af eða rýrir gildi þeirra samninga um
           vaktavinnu, sem nú eru í gildi milli einstakra verkalýðsfélaga og
           vinnuveitenda um vaktavinnu.
             </p>
            </div>
            <h5 id="1835-upptaka-vakta" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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             <span class="ks-accordion-title">
              18.3.5. Upptaka vakta
             </span>
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              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Um samþykki við upptöku vakta fer skv. gr. 5.7. í V. kafla, um
           fyrirtækjaþátt samninga.
             </p>
             <p>
              Starfsmanni sem ráðinn er til dagvinnu er ekki skylt að taka þátt í
           vaktavinnu, nema með samþykki hans, þótt samþykkt sé að taka upp
           vaktavinnu í viðkomandi fyrirtæki.
             </p>
            </div>
           </div>
           <h3 id="184-kauptrygging-fiskvinnslufólks" class="ks-accordion-header" onclick="ksToggleSa(this)">
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            <span class="ks-accordion-title">
             18.4. Kauptrygging fiskvinnslufólks
            </span>
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            </button>
           </h3>
           <div class="ks-section-content">
            <h5 id="1841-akvaedi-greinar-18-4-taka-til" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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             <span class="ks-accordion-title">
              18.4.1. Ákvæði greinar 18.4. taka til starfsfólks við verkun og vinnslu
             </span>
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            <div class="ks-section-content ks-sub-content">
             sjávarafla, þ.e. í slægingu, ferskfiskvinnslu, frystingu, söltun
           fiskþurrkun og rækju- og skelvinnslu.
             <p>
              Starfsmenn eldisfyrirtækja falla undir 19. kafla kjarasamnings m.a.
           þegar unnið er við slátrun og pökkun eldisfisks. Fari hinsvegar fram
           frekari vinnsla hjá eldisfyrirtæki, sambærilegri því sem gerist hjá
           fiskvinnslufyrirtækjum, gildir 18. kafli kjarasamnings um launakjör við
           þá vinnslu.
             </p>
            </div>
            <h5 id="1842-starfsthjalfun" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             <span class="ks-accordion-title">
              18.4.2. Starfsþjálfun
             </span>
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             <p>
              Starfsmanni skal veitt kennsla og þjálfun í þeim störfum sem honum er
           ætlað að vinna. Starfsþjálfun fer fram í fyrirtækjunum. Nýliðar sem
           ráðnir eru til starfa í fiskvinnslu skulu njóta viðeigandi starfsþjálfun
           fyrstu vikurnar undir handleiðslu verkstjóra og/eða starfsþjálfa.
             </p>
            </div>
            <h5 id="1843-kauptryggingar-og-radningarsa" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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              18.4.3. Kauptryggingar- og ráðningarsamningur
             </span>
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            </div>
            <h5 id="18431-eftir-eins-manadar-samfellt-st" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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              18.4.3.1. Eftir eins mánaðar samfellt starf hjá fyrirtæki, þó að
             </span>
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            <div class="ks-section-content ks-sub-content">
             lágmarki 130 unnar klst. miðað við fullt starf, en hlutfallslega í
           reglubundnu hlutastarfi, skal gera skriflegan ráðningar- og
           kauptryggingarsamning við starfsmanninn sem tekur gildi við undirritun
           hans. Fyrirtækið og starfsmaður halda hvor sínu eintaki af
           kauptryggingar- og ráðningarsamningnum. Fyrirtækið sendir viðkomandi
           verkalýðsfélagi eintak af kauptryggingarhluta samningsins og heldur
           eftir einu til staðfestingar kauptryggingunni.
            </div>
            <h5 id="18432-eftir-tveggja-manada-starf-i-s" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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             <span class="ks-accordion-title">
              18.4.3.2. Eftir tveggja mánaða starf í sama fyrirtæki fer um réttindi og
             </span>
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             skyldur starfsmanns samkvæmt kauptryggingarákvæðum þessa samnings, þó
           ekki hafi verið lokið við gerð skriflegs ráðningar- og
           kauptryggingarsamnings, enda hafni starfsmaðurinn ekki gerð
           kauptryggingarsamnings, sbr. gr. 18.4.3.1.
            </div>
            <h5 id="18433-kauptryggingarhluti-samningsin" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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             <span class="ks-accordion-title">
              18.4.3.3. Kauptryggingarhluti samningsins hefur sama gildistíma og
             </span>
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             ráðningarsamningur og fellur ekki úr gildi fyrr en við ráðningarslit,
           sbr. þó gr. 18.4.9.1.
            </div>
            <h5 id="18434-i-kauptryggingarhluta-radninga" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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              18.4.3.4. Í kauptryggingarhluta ráðningarsamnings skal tilgreina
             </span>
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             upphafstíma, starfshlutfall og vinnutíma starfsmanns og gildistíma ef um
           tímabundinn ráðningarsamning er að ræða. Í öðrum hluta samningsins er
           fjallað um launakjör og aðra þætti er varða ráðningu starfsmannsins.
            </div>
            <h5 id="1844-namskeid-fyrir-fiskvinnslufolk" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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              18.4.4. Námskeið fyrir fiskvinnslufólk
             </span>
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            </h5>
            <div class="ks-section-content ks-sub-content">
            </div>
            <h5 id="18441-a-naestu-11-manudum-eftir-gildi" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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             <span class="ks-accordion-title">
              18.4.4.1. Á næstu 11 mánuðum eftir gildistöku kauptryggingar sæki
             </span>
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             starfsmenn, sem gert hafa kauptryggingar- og ráðningarsamning,
           fiskvinnslunámskeið fyrir fiskvinnslufólk skv. námsskrá
           Fræðslumiðstöðvar atvinnulífsins sem mennta- og menningarmálaráðuneytið
           hefur vottað og samþykkt að meta megi til styttingar á námi í
           framhaldsskóla á móti um allt að 5 fræðslueiningar.
             <p>
              Með lögum um framhaldsfræðslu nr. 27/2010 færðist verkefnið frá
           sjávarútvegs- og landbúnaðarráðuneytinu yfir til mennta- og
           menningarmálaráðuneytis.
             </p>
             <p>
              Innan Fræðslumiðstöðvar atvinnulífsins er fræðslusjóður, sem
           fjármagnaður er á fjárlögum og hefur það hlutverk m.a. að veita framlög
           til að mæta kostnaði sem tengist framhaldsfræðslu fullorðinna, en undir
           það falla fiskvinnslunámskeið fiskvinnslufólks.
             </p>
            </div>
            <h5 id="18442-markmidid-er-ad-auka-thekkingu" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             </svg>
             <span class="ks-accordion-title">
              18.4.4.2. Markmiðið er að auka þekkingu starfsmanna á vinnslu
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('18442-markmidid-er-ad-auka-thekkingu')" title="Afrita tengil">
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            </h5>
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             sjávarafla, efla sjálfstraust, styrkja faglega hæfni og gera þá hæfari
           til allra almennra fiskvinnslustarfa.
            </div>
            <h5 id="18443-fiskvinnslunamskeidin-eru-samt" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             <span class="ks-accordion-title">
              18.4.4.3. Fiskvinnslunámskeiðin eru samtals 48 klst. og taka til allra
             </span>
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            </h5>
            <div class="ks-section-content ks-sub-content">
             helstu þátta er varða starfið og starfsgreinina samkvæmt ákvörðun
           Starfsfræðslunefndar fiskvinnslunnar, sem skipuð er fulltrúum
           samningsaðila. Að öðru jöfnu skal halda neðangreind námskeið á þeim tíma
           sem vinnslustöðvun varir og/eða takmarkað hráefni er til vinnslu.
           Bóklega námsefnið skiptist í 12 námsþætti samtals 48 klst. og mun
           byggjast á fyrirlestrum kennara/leiðbeinanda og myndrænni framsetningu
           og nokkurri verkefnavinnu þátttakenda.
             <p>
              01 Fiskvinnslan -- veiðar, vinnslugreinar og markaðsmál
             </p>
             <p>
              02 Vinnuaðstaða og líkamsbeiting
             </p>
             <p>
              03 Öryggi á vinnustöðum
             </p>
             <p>
              04 Hreinlæti og gerlagróður
             </p>
             <p>
              05 Innra eftirlit í fiskvinnslufyrirtækjum
             </p>
             <p>
              06 Atvinnulífið, starfsfólkið og launakerfin
             </p>
             <p>
              07 Samstarf og samskipti á vinnustað
             </p>
             <p>
              08 Fjölmenning
             </p>
             <p>
              09 Skyndihjálp
             </p>
             <p>
              10 Sjálfstyrking
             </p>
             <p>
              11 Umhverfismál og ábyrgar fiskveiðar
             </p>
             <p>
              12 Gæði og meðferð matvæla frá veiðum til vinnslu.
             </p>
             <p>
              Ofangreind námskeið koma í stað 40 klst. grunnnámskeiða og 14 klst.
           viðbótarnámskeiða en nokkur skörun var á milli námskeiða, en með
           sameiningu námsþátta verða nýju fiskvinnslunámskeiðin 12 námsþættir,
           samtals 48 klst. bókleg kennsla.
             </p>
             <p>
              Fiskvinnslufólk og nýir starfsmenn, sem taka laun skv. 5. launafl. og
           hafa ekki lokið grunn- eða viðbótarnámskeiðum, skulu taka að fullu hin
           nýju 48 klst. fiskvinnslunámskeið og færast þá í 9. launaflokk.
           Starfsfólk sem lokið hefur grunnnámskeiðum tekur laun skv. 7.
           launaflokki og þeir sem einnig hafa lokið viðbótarnámskeiðum taka laun
           skv. 9. launaflokki. Stefnt er að því að sameining námskeiðanna verði að
           fullu komin til framkvæmda fyrir 1. desember 2015. Fram að þeim tíma
           skal heimilt að halda 40 klst. grunnnámskeið og 8 klst. viðbótarnámskeið
           samhliða. Fræðslusjóðirnir Landsmennt og Starfsafl styrkja framkvæmd
           fiskvinnslunámskeiða, eftir atvikum skv. gr. 18.4.4.1.
           Starfsfræðslunefnd og þeim fræðsluaðilum sem annast námskeiðahald er
           heimilt að meta sambærileg námskeið sem fiskvinnslufólk hefur tekið
           síðustu misseri hjá viðurkenndum fræðsluaðilum til fækkunar á bóklegum
           tímum á fiskvinnslunámskeiðum.
             </p>
            </div>
            <h5 id="18444-samningsadilar-skipa-serstaka" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             <span class="ks-accordion-title">
              18.4.4.4. Samningsaðilar skipa sérstaka starfsfræðslunefnd sem skipuð
             </span>
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               Afritað!
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             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             verði tveimur fulltrúum frá hvorum aðila og jafnmörgum til vara.
           Hlutverk starfsfræðslunefndar er að hafa eftirlit með framkvæmd
           kjarasamningsbundinna námskeiða fiskvinnslu-fólks, sem haldin verði á
           vegum viðurkenndra fræðsluaðila, samstarfsaðila Fræðslumiðstöðvar
           atvinnulífsins í samstarfi við hlutaðeigandi fyrirtæki og á þeim tímum
           sem hentar með tilliti til vinnslunnar. Starfsfræðslunefndin mun vinna í
           nánu samstarfi við fiskvinnslufyrirtækin og stéttarfélög
           fiskvinnslu-fólks um skipulagningu og framkvæmd fiskvinnslunámskeiða.
            </div>
            <h5 id="18445-namskeidin-skulu-haldin-thegar" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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             <span class="ks-accordion-title">
              18.4.4.5. Námskeiðin skulu haldin þegar nægur þátttakendafjöldi fæst
             </span>
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            <div class="ks-section-content ks-sub-content">
             (a.m.k. 12 þátttakendur), en þó eigi sjaldnar en einu sinni á ári, enda
           verði aldrei færri en 8 þátttakendur á hverju fiskvinnslu-námskeiði.
           Heimilt er að kenna námskeiðið með fjarkennslu í gegnum fjarfundabúnað.
           Að öðru jöfnu skal lokið við bóklegu 40 klst. fiskvinnslunámskeiðið á
           fjórum vikum.
            </div>
            <h5 id="18446-namsefni-namskeidanna-verdi-mi" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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             <span class="ks-accordion-title">
              18.4.4.6. Námsefni námskeiðanna verði miðað við þarfir viðkomandi
             </span>
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            <div class="ks-section-content ks-sub-content">
             greinar fiskvinnslunnar, eftir nánari ákvörðun starfsfræðslu-nefndar í
           samráði við hagsmunaaðila.
            </div>
            <h5 id="18447-fiskvinnslufolki-sem-er-atvinn" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             </svg>
             <span class="ks-accordion-title">
              18.4.4.7. Fiskvinnslufólki sem er atvinnulaust, en hefur ekki haft
             </span>
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               Afritað!
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            </h5>
            <div class="ks-section-content ks-sub-content">
             tækifæri til að sækja fiskvinnslunámskeið fyrir fiskvinnslufólk, skal
           heimilt að sitja námskeiðin þegar þau eru haldin, enda hafi það sótt um
           fiskvinnslustarf hjá viðkomandi vinnumiðlun.
            </div>
            <h5 id="1845-laun-ad-loknum-namskeidum" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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             <span class="ks-accordion-title">
              18.4.5. Laun að loknum námskeiðum
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1845-laun-ad-loknum-namskeidum')" title="Afrita tengil">
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            </h5>
            <div class="ks-section-content ks-sub-content">
            </div>
            <h5 id="18451-fiskvinnslufolk-sem-hefur-loki" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             <span class="ks-accordion-title">
              18.4.5.1. Fiskvinnslufólk sem hefur lokið fiskvinnslunámskeiði færist í
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('18451-fiskvinnslufolk-sem-hefur-loki')" title="Afrita tengil">
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            <div class="ks-section-content ks-sub-content">
             9. launaflokk. Ef starfsmanni er ekki boðið námskeiðið innan 11 mánaða
           eftir gildistíma kauptryggingar skulu starfsmenn eigi að síður njóta
           hækkunar. Ef starfsmaður sækir síðar fiskvinnslu-námskeið, sem hefur
           þegar fengið hækkun, fær hann ekki frekari hækkanir vegna
           fiskvinnslunámskeiðs. Hafni starfs-maður að sækja námskeiðið fellur
           hækkunin niður.
            </div>
            <h5 id="18452-serhaeft-fiskvinnslufolk-sem-r" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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             </svg>
             <span class="ks-accordion-title">
              18.4.5.2. Sérhæft fiskvinnslufólk, sem ræður sig til starfa hjá öðru
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('18452-serhaeft-fiskvinnslufolk-sem-r')" title="Afrita tengil">
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            <div class="ks-section-content ks-sub-content">
             fiskvinnslufyrirtæki innan tólf mánaða, skal að afloknu hálfs mánaðar
           starfi öðlast kauptryggingarrétt, annars eftir eins mánaðar starf enda
           hafi uppsögn úr fyrra starfi borið að með eðlilegum hætti, sbr. þó gr.
           18.4.9.1.
            </div>
            <h5 id="1846-arleg-fraedslunamskeid" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             <span class="ks-accordion-title">
              18.4.6. Árleg fræðslunámskeið
             </span>
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             <p>
              Sérhæft fiskvinnslufólk skal árlega eiga kost á 4 klst. fræðslunámskeiði
           þar sem m.a. flutt gæti verið valkvæð samantekt á námsefni sem kennt er
           á fiskvinnslunámskeiðum og/eða öðru hagnýtu fræðsluefni.
           Fræðslunámskeiðið skal skipulagt af fræðslunefnd viðkomandi fyrirtækis.
             </p>
            </div>
            <h5 id="18461-fraedslunefnd" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             <span class="ks-accordion-title">
              18.4.6.1. Fræðslunefnd
             </span>
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             <p>
              Í fiskvinnslufyrirtækjum skal vera starfandi fræðslunefnd sem skipuð er
           fulltrúum starfsmanna og stjórnenda viðkomandi fyrirtækis. Hlutverk
           fræðslunefndar er að stuðla að aukinni starfsmenntun meðal starfsmanna
           og vera ráðgefandi um námskeiðahald.
             </p>
            </div>
            <h5 id="1847-starfssvid" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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             <span class="ks-accordion-title">
              18.4.7. Starfssvið
             </span>
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            <div class="ks-section-content ks-sub-content">
             <p>
              Starfsmenn eru ráðnir til allra almennra starfa í fiskvinnslu.
             </p>
             <p>
              Ef hlé verður á venjubundinni vinnslu, skulu starfsmenn vinna önnur
           störf innan fyrirtækisins. Ávallt skal þó gæta fyllsta öryggis og taka
           tillit til getu starfsmannsins.
             </p>
            </div>
            <h5 id="1848-dagvinnutrygging" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             </svg>
             <span class="ks-accordion-title">
              18.4.8. Dagvinnutrygging
             </span>
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             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
            </div>
            <h5 id="18481-atvinnurekandi-skuldbindur-sig" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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              </polyline>
             </svg>
             <span class="ks-accordion-title">
              18.4.8.1. Atvinnurekandi skuldbindur sig til þess að greiða starfsmanni
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('18481-atvinnurekandi-skuldbindur-sig')" title="Afrita tengil">
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               Afritað!
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            </h5>
            <div class="ks-section-content ks-sub-content">
             sem nýtur kauptryggingarréttar föst laun fyrir dagvinnu skv. samningi
           þessum þótt hráefnisbrestur valdi vinnslustöðvun, svo og á
           fiskvinnslunámskeiðum fyrir fiskvinnslufólk sem Fræðslu-miðstöð
           atvinnulífsins viðurkennir og staðfest er af mennta- og
           menningarmálaráðuneytinu, enda sé það í samræmi við reglur um
           endurgreiðslu atvinnuleysisbóta í fiskvinnslu sbr. l. nr. 51/1995 með
           síðari breytingum og reglugerð sett skv. þeim.
             <p>
              Hefji starfsmaður vinnu annars staðar á tímabili vinnslustöðvunar falla
           launagreiðslur niður frá sama tíma, en ráðningarsamningur fellur ekki úr
           gildi og ber starfsmanni að koma til vinnu um leið og vinnsla hefst á
           ný.
             </p>
             <p>
              Eigi þær reglur ekki við fer um greiðslur atvinnuleysisbóta eftir
           almennum reglum, sbr. lög nr. 54/2006 með síðari breytingum og lög nr.
           19/1979.
             </p>
            </div>
            <h5 id="18482-ef-horfur-eru-a-langvinnri-rek" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              18.4.8.2. Ef horfur eru á langvinnri rekstrarstöðvun vegna
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('18482-ef-horfur-eru-a-langvinnri-rek')" title="Afrita tengil">
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             hráefnisskorts, sem áætlað er að vari í a.m.k. tvær vikur en þó að
           hámarki sex mánuði, er fyrirtæki þó jafnan heimilt með tilkynningu til
           starfsfólks, vinnumiðlunar og verkalýðsfélags, að boða vinnslu-stöðvun
           með fjögurra vikna fyrirvara. Sé vinnsla í fyrirtækinu er nægilegt að
           hengja upp almenna tilkynningu og gera jafnframt ráðstafanir til að koma
           tilkynningu til starfsmanna sem eru ekki við störf á þeim tíma. Ef
           vinnsla er ekki í gangi skal hverjum starfsmanni sem stöðvunin nær til
           tilkynnt um vinnslustöðvunina. Launagreiðslur falla þá niður frá og með
           þeim tíma, sbr. 3. gr. laga 19/1979.
            </div>
            <h5 id="18483-hafi-fyrirtaekid-greitt-laun-a" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              18.4.8.3. Hafi fyrirtækið greitt laun á tímabili vinnslustöðvunar og
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('18483-hafi-fyrirtaekid-greitt-laun-a')" title="Afrita tengil">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             stöðvun varir lengur en áætlað var, styttist fjögurra vikna fyrirvari
           skv. gr. 18.4.8.2. um viku fyrir hverja eina, sem laun hafa verið
           greidd, án þess að vinnsla hafi farið fram. Fyrirvari skv. þessu ákvæði
           skal þó vera minnst tvær vikur.
            </div>
            <h5 id="18484-nu-hefur-verid-tilkynnt-um-vin" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              18.4.8.4. Nú hefur verið tilkynnt um vinnslustöðvun með fjögurra vikna
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('18484-nu-hefur-verid-tilkynnt-um-vin')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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               Afritað!
              </span>
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            </h5>
            <div class="ks-section-content ks-sub-content">
             fyrirvara, en í ljós kemur að hráefni endist lengur en gert var ráð
           fyrir og skal þá heimilt að framlengja frestinn um allt að eina viku (5
           vinnudaga) án þess að nýr biðtími skapist, enda hafi tilkynning þess
           efnis verið kynnt starfsfólki með þeim hætti er gr. 18.4.8.2. gerir ráð
           fyrir með minnst 7 daga fyrirvara. Slík framlenging verður ekki gerð
           oftar en einu sinni í hverju tilfelli.
             <p>
              Hafi starfsmaður ráðið sig í vinnu hjá öðrum atvinnurekanda miðað við
           fyrri vinnslulok, breytir framlenging skv. ofansögðu ekki þeirri
           ráðningu.
             </p>
            </div>
            <h5 id="18485-nu-berst-hraefni-til-fiskvinns" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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              </polyline>
             </svg>
             <span class="ks-accordion-title">
              18.4.8.5. Nú berst hráefni til fiskvinnslufyrirtækis meðan
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('18485-nu-berst-hraefni-til-fiskvinns')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             vinnslustöðvun sem boðuð hefur verið með fjögurra vikna fyrirvara
           stendur yfir og eiga starfsmenn á kauptryggingu sem eru ekki að störfum
           þá forgang til vinnu og er fyrirtækinu ekki heimilt að kalla annað
           verkafólk til þeirra starfa meðan þetta ástand varir.
            </div>
            <h5 id="18486-hafi-starfsmadur-verid-tekinn" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              18.4.8.6. Hafi starfsmaður verið tekinn af launaskrá skv. gr. 18.4.8.2
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('18486-hafi-starfsmadur-verid-tekinn')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             og vinnslustöðvun staðið lengur en 5 vikur samfellt er starfsmanni
           heimilt að slíta ráðningarsamningi við fyrirtækið og þarf hann þá ekki
           að hlíta ákvæðum um uppsagnarfrest, enda hafi hann þá þegar tilkynnt
           fyrirtækinu formlega þessa ákvörðun sína með minnst viku fyrirvara.
             <p>
              Hafi vinnslustöðvun skv. ofangreindu staðið lengur en 8 vikur samfellt
           ber atvinnurekanda skylda til að tilkynna formlega þeim starfsmönnum sem
           þá eru í ráðningarsambandi um framtíðaráform fyrirtækisins.
             </p>
             <p>
              Ef fyrirsjáanlegt er að vinnslustöðvun standi lengur en þrjá mánuði að
           meðtöldum orlofstíma er starfsmanni sem tekinn hefur verið af launaskrá
           heimilt að slíta ráðningarsambandi með tveggja vikna fyrirvara, og
           lengur en fimm mánuði með viku fyrirvara, hvenær sem er innan
           tímabilsins, samanber þó ákvæði um sex mánaða hámarkstíma í gr.
           18.4.8.2.
             </p>
            </div>
            <h5 id="18487-nu-stafar-vinnslustodvun-af-of" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              18.4.8.7. Nú stafar vinnslustöðvun af ófyrirséðum áföllum, s.s. bilunum
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('18487-nu-stafar-vinnslustodvun-af-of')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             í tækjum eða búnaði vinnslustöðvar eða veiðiskips, bruna eða skipstapa
           eða öðrum atvikum, sem talin eru falla undir 1. mgr. 3. gr. laga nr.
           19/1979,[^10] þá er fyrirtæki heimilt að fella niður launagreiðslu sbr.
           ákvæði sömu greinar.
            </div>
            <h5 id="1849-uppsogn-kauptryggingar" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              18.4.9. Uppsögn kauptryggingar
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1849-uppsogn-kauptryggingar')" title="Afrita tengil">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
            </div>
            <h5 id="18491-neiti-starfsmadur-vinnu-eda-mae" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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              </polyline>
             </svg>
             <span class="ks-accordion-title">
              18.4.9.1. Neiti starfsmaður vinnu eða mæti ekki ítrekað til vinnu, án
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('18491-neiti-starfsmadur-vinnu-eda-mae')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             þess að lögmæt forföll hamli, getur atvinnurekandi rift kauptryggingu án
           sérstaks fyrirvara í samræmi við almennar reglur um slit vinnusamninga.
           Hafi kauptryggingu verið slitið af þessum sökum, á starfsmaður fyrst
           kröfu til kauptryggingar að nýju að þremur mánuðum liðnum.
            </div>
            <h5 id="18492-kauptryggingu-starfsmanns-verd" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              18.4.9.2. Kauptryggingu starfsmanns verður ekki sagt upp sérstaklega
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('18492-kauptryggingu-starfsmanns-verd')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             nema starfsmanni sé sagt upp störfum með áunnum uppsagnarfresti samkvæmt
           kjarasamningi sbr. þó ákvæði gr. 18.4.9.1.
            </div>
            <h5 id="18410-samstarfsnefnd-um-agreiningsma" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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              </polyline>
             </svg>
             <span class="ks-accordion-title">
              18.4.10. Samstarfsnefnd um ágreiningsmál
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('18410-samstarfsnefnd-um-agreiningsma')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Samningsaðilar tilnefni hvor um sig tvo menn í samstarfsnefnd. Hvor
           aðili um sig getur vísað ágreiningsmálum sem upp kunna að koma vegna
           kauptryggingar fiskvinnslufólks til nefndarinnar. Nefndin skal leitast
           við að jafna ágreining aðila.
             </p>
            </div>
           </div>
           <h3 id="yfirlýsing-um-launalaus-leyfi-fiskvinnslufólks-um-jól-og-áramót" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Yfirlýsing um launalaus leyfi fiskvinnslufólks um jól og áramót
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('yfirlýsing-um-launalaus-leyfi-fiskvinnslufólks-um-jól-og-áramót')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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             </svg>
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Þeir starfsmenn í fiskvinnslu sem óska eftir að taka launalaust leyfi um
           jól og áramót og hafa aflað sér samþykki viðkomandi yfirmanns skulu fá
           greidd dagvinnulaun í hlutfalli við starfshlutfall sitt þá
           samningsbundnu frídaga sem falla á virka daga á umræddu tímabili.
           Greiðsluskylda atvinnurekenda er háð því að starfsmaður hafi aflað sér
           rétt til greiðslu, sbr. ákvæði 1.11 og umrætt leyfi standi ekki lengur
           en þrjár vikur og starfsmaður hefji störf að nýju í fyrirtækinu eftir að
           leyfinu lýkur. \[2008\]
            </p>
            <strong>
             Sjá einnig bókanir og samkomulög á bls.
             <a href="#rammasamningur-um-hóplaunakerfi-í-frystihúsum-milli-vsívms-og-verkamannasambands-íslands">
              169--176
             </a>
             .
            </strong>
           </div>
          </div>
          <h2 id="19-kafli-um-almenn-störf-við-fiskeldi" class="ks-heading">
           <span class="ks-heading-text">
            19. Kafli - Um almenn störf við fiskeldi
           </span>
           <button class="ks-copy-btn" onclick="ksCopySa('19-kafli-um-almenn-störf-við-fiskeldi')" title="Afrita tengil">
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            </svg>
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             Afritað!
            </span>
           </button>
          </h2>
          <div class="ks-chapter-content">
           <h3 id="191-um-gildissvið" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             19.1. Um gildissvið
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('191-um-gildissvið')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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             </svg>
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Samningur þessi tekur til allra starfa við fiskeldi, þar með talin störf
           við klak, seiða- og matfiskeldi, vinnu við fóðurgerð, slátrun, pökkun og
           í frystigeymslu þegar þetta er hluti af staðbundnum störfum tengdum
           aðalafurðinni.
            </p>
           </div>
           <h3 id="192-laun" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             19.2. Laun
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('192-laun')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              </path>
             </svg>
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <h5 id="1921-launaflokkar" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              19.2.1. Launaflokkar
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1921-launaflokkar')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <strong>
              Lfl.
             </strong>
             <p>
              Almennt starfsfólk 5
             </p>
             <p>
              Sérhæft starfsfólk 7
             </p>
             <p>
              Fiskeldisfræðingar 17
             </p>
            </div>
            <h5 id="1922-mat-a-starfsaldri" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              19.2.2. Mat á starfsaldri
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1922-mat-a-starfsaldri')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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               </path>
              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Við mat á starfsaldri skal tekin til greina reynsla af hliðstæðum
           störfum hjá öðrum s.s. við fiskvinnslu, fiskveiðar og netagerð, þó að
           hámarki almennur taxti eftir þrjú ár.
             </p>
            </div>
            <h5 id="1923-sjokviaalag" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              19.2.3. Sjókvíaálag
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1923-sjokviaalag')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Þá daga sem farið er út á sjókvíar greiðist 15% sjókvíaálag á
           tímakaupið.
             </p>
            </div>
           </div>
           <h3 id="193-um-vinnutíma" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             </polyline>
            </svg>
            <span class="ks-accordion-title">
             19.3. Um vinnutíma
            </span>
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             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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             </svg>
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <h5 id="1931-almennur-vinnutimi" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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              </polyline>
             </svg>
             <span class="ks-accordion-title">
              19.3.1. Almennur vinnutími
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1931-almennur-vinnutimi')" title="Afrita tengil">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Almennur vinnutími skal vera eins og segir í II. kafla samnings þessa.
             </p>
            </div>
            <h5 id="1932-vaktavinna" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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              </polyline>
             </svg>
             <span class="ks-accordion-title">
              19.3.2. Vaktavinna
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1932-vaktavinna')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Heimilt er setja á vaktir er taka til hluta eða allra starfsmanna enda
           sé samkomulag um það meðal starfsmanna og viðkomandi stéttarfélags.
           Upptöku og slit vakta skal tilkynnt með 10 daga fyrirvara. Skal sú
           vinnutilhögun ekki standa skemur en tvær vikur.
             </p>
             <p>
              Neysluhlé á hverri átta stunda vakt skal vera 35 mín. sem skiptist eftir
           samkomulagi starfsmanna og stjórnanda. Séu vaktir lengri eða styttri
           breytist neysluhlé hlutfallslega.
             </p>
             <p>
              Vaktaálag fyrir reglubundna vaktavinnu skal vera:
             </p>
             <p>
              35% álag á tímabilið kl. 16:00-00:00 mánud.-föstud.
             </p>
             <p>
              45% álag á tímabilið kl. 00:00-08:00 alla daga svo og um helgar.
             </p>
             <p>
              Fyrir hvern tíma umfram 40 stundir að meðaltali á viku skal greiða
           yfirvinnukaup.
             </p>
            </div>
            <h5 id="1933-bakvaktir" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              19.3.3. Bakvaktir
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1933-bakvaktir')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Heimilt er að setja á bakvaktir er taka til hluta eða allra starfsmanna,
           enda sé samkomulag um það meðal starfsmanna og viðkomandi stéttarfélags.
             </p>
             <p>
              Á bakvakt skal vakthafandi vera reiðubúinn að sinna útkalli.
             </p>
             <p>
              Fyrir útkall á bakvakt skal starfsmaður fá greitt fyrir unnin tíma, þó
           að lágmarki þrjár klst., nema dagvinna hefjist innan tveggja klukkutíma
           frá því hann kom til vinnu, en þó þannig að aldrei fari saman
           bakvaktargreiðslur og yfirvinnugreiðslur.
             </p>
             <p>
              Fyrir hverja klukkustund á bakvakt fær vakthafandi starfsmaður greitt
           sem svarar 33% dagvinnustundar.
             </p>
             <p>
              Fyrir upphaf bakvaktar skal ganga þannig frá búnaði, að lágmarks
           möguleikar verði á því að til útkalls komi á eftirfarandi bakvakt.
             </p>
            </div>
            <h5 id="1934-naeturvarsla" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              19.3.4. Næturvarsla
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1934-naeturvarsla')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
               </path>
              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Um vaktmenn skal fara eins og segir í 23. kafla samnings þessa.
             </p>
             <p>
              Þó skal enginn vera skyldur til að ganga næturvaktir ef þeir eru ekki
           ráðnir til þess.
             </p>
            </div>
           </div>
           <h3 id="194-önnur-atriði" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             19.4. Önnur atriði
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('194-önnur-atriði')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
              </path>
             </svg>
             <span class="ks-tooltip">
              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <h5 id="1941-vinnustodvanir" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              19.4.1. Vinnustöðvanir
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1941-vinnustodvanir')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Í verkföllum skuldbinda stéttarfélög starfsmanna sig til að heimila
           lágmarkseftirlit, þar með talin lágmarksfóðrun, til að koma í veg fyrir
           tjón á eldisfiski og búnaði er varðar öryggi stöðvarinnar og til að
           tryggja dýravelferð.
             </p>
             <p>
              Komi upp ástand í eldisstöð, sem kallar á aukinn mannskap, svo sem vegna
           frumfóðrunar og toppa í hafbeit, er forráðamönnum eldisstöðvar heimilt í
           samráði við trúnaðarmann viðkomandi stéttarfélags að sækja um undanþágu
           til fjölgunar starfsmanna.
             </p>
            </div>
            <h5 id="1942-hlifdarfatnadur" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              19.4.2. Hlífðarfatnaður
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1942-hlifdarfatnadur')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
               </path>
              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Atvinnurekandi sér til þess að starfsmenn hafi afnot af hlífðarfatnaði,
           gúmmígöllum, gúmmívettlingum, flotgöllum, skófatnaði og öðrum viðeigandi
           hlífðarfatnaði enda er fatnaðurinn í eigu vinnuveitenda og skal hann
           ekki notaður utan eldisstöðvar.
             </p>
            </div>
            <h5 id="1943-adbunadur" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              19.4.3. Aðbúnaður
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1943-adbunadur')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
               </path>
              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Aðbúnaður skal vera í samræmi við kröfu Vinnueftirlits ríkisins,
           eftirlitsdýralækna og Hollustuverndar ríkisins.
             </p>
            </div>
            <h5 id="1944-oryggismal" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              19.4.4. Öryggismál
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1944-oryggismal')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
               </path>
              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Á vinnustöðum skal vera fyrir hendi, til afnota fyrir starfsfólk, sá
           öryggisbúnaður sem Vinnueftirlit ríkisins telur nauðsynlegan vegna eðli
           vinnunnar, eða tiltekinn er í kjarasamningi.
             </p>
             <p>
              Aldrei skulu fara færri en tveir starfsmenn út á sjókvíar í einu. Mönnum
           við önnur hættuleg störf s.s. við sjókvíar/ker á landi fer eftir
           áhættumati og öryggis- og heilbrigðisáætlun fyrirtækisins.
             </p>
             <p>
              Aldrei skulu vera færri flotgallar en starfsmannafjöldi sem vinnur við
           sjókvíar og sjóker utanhúss í landi hverju sinni segir til um.
             </p>
             <p>
              Flotgalli skal vera til staðar fyrir næturvarðmenn fiskeldis- og
           hafbeitarstöðva.
             </p>
             <p>
              Þar sem eldisker eru dýpri en tveir metrar skulu vera stigar.
             </p>
             <p>
              Starfsmenn skulu hafa aðgang að fullnægjandi fjarskiptabúnaði bæði um
           borð í bátum og prömmum þegar unnið er við sjókvíar og sjóker utanhúss í
           landi. Starfsmenn sem starfa einir í fiskeldisstöð við
           hættuleg/krefjandi störf skulu útbúnir neyðarhnapp eða sjálfvirkum
           neyðarboða eða sambærilegum tetrafjarskiptabúnaði í samræmi við
           áhættumat fyrirtækisins.
             </p>
            </div>
            <h5 id="1945-onnur-atridi" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              19.4.5. Önnur atriði
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1945-onnur-atridi')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
               </path>
              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Um önnur atriði, en í samningi þessum greinir, skal fara samkvæmt öðrum
           köflum samnings þessa.
             </p>
            </div>
            <h5 id="1946-starfsfraedsla" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              19.4.6. Starfsfræðsla
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('1946-starfsfraedsla')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
               </path>
              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Samningsaðilar eru sammála um að taka til endurskoðunar núverandi
           starfsfræðslunámskeið fyrir starfsfólk við fiskeldi. Markmiðið verði
           m.a. að samræma þau í tímafjölda við starfsfræðslunámskeið fyrir
           starfsfólk við fiskvinnslu, sbr. 18. kafla. Starfsfræðslunefnd
           fiskvinnslunnar verði falið að fylgja málinu eftir.
             </p>
             <u>
              Starfsfræðslunámskeið fyrir almenna starfsmenn við fiskeldi.
             </u>
             <p>
              Námskeið verði að jafnaði fjórar klst. hvert og taki til eftirtalinna
           þátta, skv. nánari ákvörðun starfsfræðslunefndar fiskvinnslunnar í
           samráði við Samtök fyrirtækja í sjávarútvegi (SFS):
             </p>
             <blockquote>
              <strong>
               FE 1
              </strong>
              Inngangur að fiskeldi
             </blockquote>
             <blockquote>
              >
              <strong>
               FE 2
              </strong>
              Dagleg umhirða eldisfiska I
             </blockquote>
             <blockquote>
              >
              <strong>
               FE 3
              </strong>
              Dagleg umhirða eldisfiska II
             </blockquote>
             <blockquote>
              >
              <strong>
               FE 4
              </strong>
              Slátrun, vinnsla og markaðsmál
             </blockquote>
             <blockquote>
              >
              <strong>
               FE 5
              </strong>
              Öryggi í fiskeldisstöðvum
             </blockquote>
             <blockquote>
              >
              <strong>
               FE 6
              </strong>
              Gæðastjórnun í fiskeldi
             </blockquote>
             <blockquote>
              >
              <strong>
               SF 2
              </strong>
              Vinnuaðstaða og líkamsbeiting
             </blockquote>
             <blockquote>
              >
              <strong>
               SF 6
              </strong>
              Atvinnulífið, starfsfólkið og launakerfin
             </blockquote>
             <blockquote>
              >
              <strong>
               SF 7
              </strong>
              Samvinna og samskipti á vinnustað
             </blockquote>
             <blockquote>
              > Starfsfræðslunámskeið skulu haldin þegar nægur þátttakendafjöldi fæst
             </blockquote>
             <blockquote>
              (a.m.k. 6 þátttakendur.), en þó eigi sjaldnar en einu sinni á ári. Séu
             </blockquote>
             <blockquote>
              þátttakendur færri má sameina námskeiðshópa.
             </blockquote>
            </div>
           </div>
          </div>
          <h2 id="20-kafli-iðnverkafólk" class="ks-heading">
           <span class="ks-heading-text">
            20. Kafli - Iðnverkafólk
           </span>
           <button class="ks-copy-btn" onclick="ksCopySa('20-kafli-iðnverkafólk')" title="Afrita tengil">
            <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
             <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
             </path>
            </svg>
            <span class="ks-tooltip">
             Afritað!
            </span>
           </button>
          </h2>
          <div class="ks-chapter-content">
           <h3 id="201-gildissvið" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             20.1. Gildissvið
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('201-gildissvið')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
              </path>
             </svg>
             <span class="ks-tooltip">
              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Kafli þessi gildir um iðnverka- og verksmiðjufólk, sem starfar í iðnaði,
           s.s. efna-, plast-, prent-, matvæla-, fata-, skinna-, hreinlætis-,
           lyfja-, málm- og drykkjarvöruiðnaði.
            </p>
            <p>
             Undanþegið ákvæðum kaflans eru þó starfsmenn sem starfa skv. 18. kafla
           um kauptryggingu fiskvinnslufólks og gildandi samningum um sláturhús.
            </p>
            <p>
             Sjá einnig sérstaka bókun og fyrirvara sem fylgja með kafla þessum og
           telst hlut hans.
            </p>
            <p>
             Sérsamningar, sem gerðir eru milli iðnrekenda og einstakra starfsmanna
           og innihalda lakari kjör fyrir starfsfólk en samningur þessi, gilda
           eigi.
            </p>
           </div>
          </div>
          <h3 id="202-launaflokkar-iðnverkafólks" class="ks-accordion-header" onclick="ksToggleSa(this)">
           <span class="ks-heading-text">
            20.2. Launaflokkar iðnverkafólks
           </span>
           <button class="ks-copy-btn" onclick="ksCopySa('202-launaflokkar-iðnverkafólks')" title="Afrita tengil">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-tooltip">
             Afritað!
            </span>
           </button>
          </h3>
          <div class="ks-section-content">
           <h5 id="2021-skilgreining-launaflokka-idnve" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             20.2.1. Skilgreining launaflokka iðnverkafólks:
            </span>
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             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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             </svg>
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              Afritað!
             </span>
            </button>
           </h5>
           <div class="ks-section-content ks-sub-content">
            <p>
             Iðnverkafólk I: Almennt iðnverkafólk
            </p>
            <p>
             Iðnverkafólk II: Sérhæft iðnverkafólk sem unnið getur sjálfstætt og sem
           fela má tímabundna verkefnastjórnun.
            </p>
            <p>
             Starfsfólk sem lokið hefur grunnnámi í meðferð matvæla, 60 klst. námi
           allt að 5 námseiningar eða sambærilegu grunnnámi skv. námskrá fyrir
           aðrar greinar iðnaðar, s.s. plast-, efna- eða málmiðnað.
            </p>
           </div>
           <h5 id="2022-launaflokkar-idnverkafolks" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             20.2.2. Launaflokkar iðnverkafólks -- almenn flokkun:
            </span>
            <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2022-launaflokkar-idnverkafolks')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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              Afritað!
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            </button>
           </h5>
           <div class="ks-section-content ks-sub-content">
            <p>
             Iðnverkafólk I 4
            </p>
            <p>
             Iðnverkafólk II 6
            </p>
           </div>
           <h5 id="2023-laun-i-kjotvinnslum" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            </svg>
            <span class="ks-accordion-title">
             20.2.3. Laun í kjötvinnslum
            </span>
            <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2023-laun-i-kjotvinnslum')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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              Afritað!
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           </h5>
           <div class="ks-section-content ks-sub-content">
            <p>
             Starfsfólk í alifuglaslátrun 4
            </p>
            <p>
             Starfsfólk í stórgripaslátrun 4
            </p>
            <p>
             Sérhæft starfsfólk sem lokið hefur
            </p>
            <p>
             grunnnámi í meðferð matvæla. 6
            </p>
           </div>
           <h5 id="2024-laun-a-velaverkstaedum-og-i-jar" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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            </svg>
            <span class="ks-accordion-title">
             20.2.4. Laun á vélaverkstæðum og í járn-og málmiðnaði
            </span>
            <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2024-laun-a-velaverkstaedum-og-i-jar')" title="Afrita tengil">
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             </span>
            </button>
           </h5>
           <div class="ks-section-content ks-sub-content">
            <p>
             Almennir starfsmenn 6
            </p>
            <p>
             Sérhæfðir aðstoðarmenn iðnaðarmanna
            </p>
            <p>
             með mikla faglega reynslu 9
            </p>
           </div>
          </div>
          <h3 id="203-kaupgreiðslureglur" class="ks-accordion-header" onclick="ksToggleSa(this)">
           <span class="ks-heading-text">
            20.3. Kaupgreiðslureglur
           </span>
           <button class="ks-copy-btn" onclick="ksCopySa('203-kaupgreiðslureglur')" title="Afrita tengil">
            <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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           </button>
          </h3>
          <div class="ks-section-content">
           <p>
            Beri fyrsta dag mánaðar upp á frídag fari kaupgreiðslur fram síðasta
           vinnudag fyrir mánaðamót.
           </p>
          </div>
          <h3 id="204-vinnutími" class="ks-accordion-header" onclick="ksToggleSa(this)">
           <span class="ks-heading-text">
            20.4. Vinnutími
           </span>
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             Afritað!
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           </button>
          </h3>
          <div class="ks-section-content">
           <h5 id="2041-dagvinna" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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            <span class="ks-accordion-title">
             20.4.1. Dagvinna
            </span>
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              Afritað!
             </span>
            </button>
           </h5>
           <div class="ks-section-content ks-sub-content">
            <p>
             Vinnutími skal vera á tímabilinu frá kl. 07:00 -- kl. 17:00.
           Dagvinnutími hvers starfsmanns sé að meðaltali 8 klst. á dag innan
           þeirra tímamarka, eða 40 klukkustundir á viku og skal dagvinna framkvæmd
           á öðrum virkum dögum en laugardögum.
            </p>
           </div>
           <h5 id="2042-yfirvinna" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            <span class="ks-accordion-title">
             20.4.2. Yfirvinna
            </span>
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           </h5>
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           </div>
           <h5 id="20421-yfirvinna-hefst-thegar-lokid-er" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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            <span class="ks-accordion-title">
             20.4.2.1. Yfirvinna hefst þegar lokið er umsaminni dagvinnu, 8 klst. á
            </span>
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             </span>
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           </h5>
           <div class="ks-section-content ks-sub-content">
            dag (7 klst. og 25 mín. virkum vinnustundum) á tímabilinu kl. 07:00 --
           kl. 17:00, mánudaga til föstudaga, sbr. þó gr. 2.6. um vaktavinnu og gr.
           2.2.4.
           </div>
           <h5 id="20422-fyrir-vinnu-a-laugardogum-sun" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             </polyline>
            </svg>
            <span class="ks-accordion-title">
             20.4.2.2. Fyrir vinnu á laugardögum, sunnudögum, og öðrum
            </span>
            <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('20422-fyrir-vinnu-a-laugardogum-sun')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              Afritað!
             </span>
            </button>
           </h5>
           <div class="ks-section-content ks-sub-content">
            samningsbundnum frídögum greiðist yfirvinnukaup.
           </div>
           <h5 id="20423-ef-unnid-er-i-matar-og-kaffit" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             20.4.2.3. Ef unnið er í matar- og kaffitíma á dagvinnutímabili, greiðist
            </span>
            <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('20423-ef-unnid-er-i-matar-og-kaffit')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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             </svg>
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              Afritað!
             </span>
            </button>
           </h5>
           <div class="ks-section-content ks-sub-content">
            það með yfirvinnukaupi.
           </div>
           <h5 id="20424-starfsmanni-ber-ad-standa-skil" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             20.4.2.4. Starfsmanni ber að standa skil á umsömdum dagvinnutíma og
            </span>
            <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('20424-starfsmanni-ber-ad-standa-skil')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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             </svg>
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              Afritað!
             </span>
            </button>
           </h5>
           <div class="ks-section-content ks-sub-content">
            greiðist því fyrst yfirvinna þegar fullum 40 stundum er náð í viku
           hverri. Lögmæt forföll, þ.m.t. launalaust leyfi, teljast til vinnutíma í
           þessu sambandi.
           </div>
           <h5 id="2043-skraning-vinnutima" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             </polyline>
            </svg>
            <span class="ks-accordion-title">
             20.4.3. Skráning vinnutíma
            </span>
            <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2043-skraning-vinnutima')" title="Afrita tengil">
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              Afritað!
             </span>
            </button>
           </h5>
           <div class="ks-section-content ks-sub-content">
            <p>
             Á vinnustöðum við hliðina á stimpilklukku skulu vera festar upp ritaðar
           reglur sem nákvæmlega tilgreina hvenær vinna skal byrja og hætta, hvenær
           matartímar eru og kaffidrykkja fer fram og er öll neysla bönnuð á öðrum
           tímum. Starfsfólki er skylt að rækja nákvæmlega hinn ákveðna vinnutíma
           og leysa af hendi öll störf sín vel og dyggilega og í öllu samkvæmt
           fyrirlagi iðnrekenda. Ef um fataskipti er að ræða skal starfsmaður hafa
           fataskipti áður en vinna byrjar og ekki aftur fyrr en vinnutími er á
           enda.
            </p>
            <p>
             Nú forfallast starfsfólk frá vinnu og skal þá skylt að tilkynna það til
           iðnrekenda strax og því verður við komið.
            </p>
            <p>
             Komi iðnverkafólk of seint til vinnu skal reikna vinnutíma í dagvinnu
           samkvæmt skráningu stimpilklukku, án refsifrádrags.
            </p>
           </div>
           <h5 id="2044-vaktavinna" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             20.4.4. Vaktavinna
            </span>
            <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2044-vaktavinna')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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             </svg>
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              Afritað!
             </span>
            </button>
           </h5>
           <div class="ks-section-content ks-sub-content">
            <p>
             Heimilt er að hafa tvískiptar vaktir 5 daga vikunnar á tímabilinu kl.
           07:00 -- kl. 24:00 og þrískiptar vaktir í 5 daga, allan sólarhringinn ef
           nauðsyn krefur, og má þá vinnutími byrja og enda á öðrum tíma en tekið
           er fram í gr. 2.1. Upptaka og slit vakta skal tilkynnt með 7 daga
           fyrirvara. Skal sú vinnutilhögun standa ekki skemur en fjórar vikur, ef
           um tvískiptar vaktir er að ræða, og 6 vikur, ef um þrískiptar vaktir er
           að ræða. Allar vaktir skulu vera 8 klst. og felst í þeim tíma 35 mín.
           neyslutími. Greiða skal 17% jafnaðarálag á báðar vaktir á tvískiptum
           vöktum og 27% jafnaðarálag á allar þrjár vaktir á þrískiptum vöktum.
           Vaktir skulu ganga til vikulega. Vinna eftir dagvakt og á undan
           kvöldvakt greiðist með yfirvinnukaupi. Ef eingöngu er unnið á annarri
           vakt (kvöldvakt) skal vaktaálag vera 30% en 45% á þriðju vakt
           (næturvakt).
            </p>
            <p>
             Byrjun og lok vinnutíma skal ákveða í samráði við starfsfólk. Sé unnið
           reglubundið á vöktum eru aðilar sammála um að mæla með því að greitt sé
           fast meðalálag.
            </p>
            <p>
             Heimilt er að láta vinna á þrískiptum vöktum alla sólarhringa ársins, 8
           klst. á vakt, enda sé greitt 45% jafnaðarálag á allar þrjár vaktirnar.
            </p>
           </div>
           <h5 id="2045-flutningur-ad-og-fra-vinnustad" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
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            </svg>
            <span class="ks-accordion-title">
             20.4.5. Flutningur að og frá vinnustað
            </span>
            <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2045-flutningur-ad-og-fra-vinnustad')" title="Afrita tengil">
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              Afritað!
             </span>
            </button>
           </h5>
           <div class="ks-section-content ks-sub-content">
            <p>
             Atvinnurekandi er skyldur að sjá starfsfólki sínu fyrir flutningi að og
           frá vinnustað til síns heima utan strætisvagnatíma þar sem reglubundnar
           ferðir eru.
            </p>
           </div>
          </div>
          <h3 id="205-matar-og-kaffitímar-fæðis-og-flutningskostnaður" class="ks-accordion-header" onclick="ksToggleSa(this)">
           <span class="ks-heading-text">
            20.5. Matar- og kaffitímar, fæðis- og flutningskostnaður
           </span>
           <button class="ks-copy-btn" onclick="ksCopySa('205-matar-og-kaffitímar-fæðis-og-flutningskostnaður')" title="Afrita tengil">
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             Afritað!
            </span>
           </button>
          </h3>
          <div class="ks-section-content">
           <h5 id="2051-matar-og-kaffitimar-a-dagvinn" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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            <span class="ks-accordion-title">
             20.5.1. Matar- og kaffitímar á dagvinnutímabili
            </span>
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           </h5>
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           </div>
           <h5 id="20511-starfsmenn-sem-hefja-storf-fyr" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            <span class="ks-accordion-title">
             20.5.1.1. Starfsmenn sem hefja störf fyrir kl. 11:00 eiga rétt á að taka
            </span>
            <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('20511-starfsmenn-sem-hefja-storf-fyr')" title="Afrita tengil">
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              Afritað!
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           </h5>
           <div class="ks-section-content ks-sub-content">
            sér matarhlé, sem skal eigi vera skemmra er 1/2 klst. á tímabilinu frá
           kl. 11:30 - 13:30 og telst það ekki til vinnutíma.
           </div>
           <h5 id="20512-greiddur-neyslutimi-er-35-minu" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             20.5.1.2. Greiddur neyslutími er 35 mínútur á dag miðað við fulla
            </span>
            <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('20512-greiddur-neyslutimi-er-35-minu')" title="Afrita tengil">
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            dagvinnu.
           </div>
           <h5 id="2052-matar-og-kaffitimar-i-yfirvin" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            <span class="ks-accordion-title">
             20.5.2. Matar- og kaffitímar í yfirvinnu
            </span>
            <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2052-matar-og-kaffitimar-i-yfirvin')" title="Afrita tengil">
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            <p>
             Hafi starfsmaður við upphaf yfirvinnutímabils ekki fengið neysluhlé frá
           kl. 13:00 á hann rétt á að taka 10 mínútna kaffihlé í eigin tíma.
           Heimilt er atvinnurekanda að viðhafa sveigjanleika við veitingu
           ofangreinds kaffihlés til þess að framleiðsla stöðvist ekki.
            </p>
            <p>
             Sé unnin yfirvinna fram í samningsbundið kvöldmatarhlé, skal vera
           greiddur matartími ein klst. og skal hann, nema öðruvísi sé samið, vera
           á tímabilinu kl. 18:30 -- kl. 20:30. Ljúki vinnu eftir kl.19:00, án þess
           að matarhlé hafi verið veitt, greiðist matartíminn allt að einu. Sé
           unnin yfirvinna eftir kvöldmatarhlé í 2½ klst. eða meira, skal á þeim
           tíma veita 20 mín. kaffihlé, matartími 30 mín. á tímabilinu kl. 02:00 -
           kl. 03:00 og kaffitími 20 mín. á tímabilinu kl. 05:30 - kl. 06:30.
            </p>
            <p>
             Hefji starfsmaður vinnu meira en einni klst. fyrir upphaf dagvinnu,
           skulu síðustu 10 mínútur vera neysluhlé.
            </p>
           </div>
           <h5 id="2053-adrar-reglur-um-matar-og-kaff" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            </svg>
            <span class="ks-accordion-title">
             20.5.3. Aðrar reglur um matar- og kaffitíma
            </span>
            <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2053-adrar-reglur-um-matar-og-kaff')" title="Afrita tengil">
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              Afritað!
             </span>
            </button>
           </h5>
           <div class="ks-section-content ks-sub-content">
           </div>
           <h5 id="20531-vaktavinna" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            </svg>
            <span class="ks-accordion-title">
             20.5.3.1. Vaktavinna
            </span>
            <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('20531-vaktavinna')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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           </h5>
           <div class="ks-section-content ks-sub-content">
            <p>
             Í hverri 8 klst. vakt felst 35 mín. neyslutími. Yfirvinna að lokinni
           vakt hefst með 15 mín. neyslutíma. Að öðru leyti fylgja neyslutímar
           venju á viðkomandi vinnustað eftir því sem við á.
            </p>
           </div>
           <h5 id="20532-annað" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            <span class="ks-accordion-title">
             20.5.3.2. Annað
            </span>
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              Afritað!
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            </button>
           </h5>
           <div class="ks-section-content ks-sub-content">
            <p>
             Heimilt er að semja um aðra tilhögun vinnu- og neyslutíma ef samþykki
           viðkomandi stéttarfélags og Samtaka iðnaðarins eða SA kemur til.
            </p>
           </div>
           <h5 id="2054-vinna-utan-felagssvaedis" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            </svg>
            <span class="ks-accordion-title">
             20.5.4. Vinna utan félagssvæðis
            </span>
            <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2054-vinna-utan-felagssvaedis')" title="Afrita tengil">
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              Afritað!
             </span>
            </button>
           </h5>
           <div class="ks-section-content ks-sub-content">
            <p>
             Þegar starfsmenn eru sendir frá fastri starfsstöð/ráðningarstað til
           vinnu utan félagssvæðis viðkomandi stéttarfélags eða utan þess
           sveitarfélags þar sem fyrirtækið er starfrækt, greiðist ferða-, fæðis-
           og annar uppihaldskostnaður af atvinnurekanda .
            </p>
           </div>
          </div>
          <h3 id="206-frítímaslysatrygging" class="ks-accordion-header" onclick="ksToggleSa(this)">
           <span class="ks-heading-text">
            20.6. Frítímaslysatrygging
           </span>
           <button class="ks-copy-btn" onclick="ksCopySa('206-frítímaslysatrygging')" title="Afrita tengil">
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             Afritað!
            </span>
           </button>
          </h3>
          <div class="ks-section-content">
           <h5 id="2061-skylt-er-vinnuveitendum-ad-try" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            <span class="ks-accordion-title">
             20.6.1. Skylt er vinnuveitendum að tryggja launþega þá, sem kafli þessi
            </span>
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             </svg>
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              Afritað!
             </span>
            </button>
           </h5>
           <div class="ks-section-content ks-sub-content">
            tekur til, fyrir dauða, varanlegri örorku eða tímabundinni örorku af
           völdum slyss. Miðað skal við að slysatryggingin sé alltaf í gildi.
            <p>
             Um slys sem falla undir grein 8.7.1. í samningi þessum fer skv. gr. 8.7.
            </p>
            <p>
             Um slys sem falla ekki undir gr. 8.7.1., þ.e. slys á grundvelli
           frítímaslysatryggingar, gildir eftirfarandi: Dánarslysabætur, bætur
           vegna varanlegrar örorku og dagpeningar vegna tímabundinnar örorku taka
           ekki sérstakri hækkun með samningi þessum[^11], þ.e. áðurgildandi
           fjárhæðir taka einungis vísitöluhækkunum. Dagpeningareglur vegna
           tímabundinnar örorku verða einnig óbreyttar frá því sem verið hefur,
           þ.e. greiðast átta vikum frá því slys átti sér stað og þar til hinn
           slasaði verður vinnufær eftir slysið, þó ekki lengur en í 44 vikur.
            </p>
           </div>
          </div>
          <h3 id="207-verkfæri-og-vinnuföt" class="ks-accordion-header" onclick="ksToggleSa(this)">
           <span class="ks-heading-text">
            20.7. Verkfæri og vinnuföt
           </span>
           <button class="ks-copy-btn" onclick="ksCopySa('207-verkfæri-og-vinnuföt')" title="Afrita tengil">
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             Afritað!
            </span>
           </button>
          </h3>
          <div class="ks-section-content">
           <h5 id="2071-vinnu-og-hlifdarfot" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             </polyline>
            </svg>
            <span class="ks-accordion-title">
             20.7.1. Vinnu- og hlífðarföt
            </span>
            <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2071-vinnu-og-hlifdarfot')" title="Afrita tengil">
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              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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             </svg>
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              Afritað!
             </span>
            </button>
           </h5>
           <div class="ks-section-content ks-sub-content">
            <p>
             Atvinnurekandi skal leggja starfsfólki til allt að tvennum viðeigandi
           hlífðarfatnaði á ári og þvott á honum. Hlífðarfatnaðurinn er eign
           atvinnurekanda og er starfsfólki skylt að fara vel með hann.
            </p>
           </div>
           <h5 id="2072-um-oryggisstigvel-eda-oryggiss" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             </polyline>
            </svg>
            <span class="ks-accordion-title">
             20.7.2. Um öryggisstígvél eða öryggisskó
            </span>
            <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2072-um-oryggisstigvel-eda-oryggiss')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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             </svg>
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              Afritað!
             </span>
            </button>
           </h5>
           <div class="ks-section-content ks-sub-content">
            <blockquote>
             Iðnverkafólk sem starfa við hættuleg störf að mati öryggisnefndar eða
            </blockquote>
            <blockquote>
             skv. áliti Vinnueftirlits ríkisins skulu eiga rétt á vinnuskóm
            </blockquote>
            <blockquote>
             (öryggisskóm með stáltá og/eða stömum sóla eða öryggisstígvél) eitt
            </blockquote>
            <blockquote>
             par á ári. Skórnir eru eign fyrirtækisins.
            </blockquote>
            <p>
             Ef sýnt þykir að skófatnaður sé einungis notaður á vinnustað vegna
           hreinlætiskrafna, mikils óþrifnaðar eða efnanotkunar sem skemmir
           skófatnað umfram venjubundna notkun og slit, skal fyrirtækið leggja
           starfsfólki til skófatnað.
            </p>
            <p>
             Leggi fyrirtæki iðnverkafólki til vinnuskó í öðrum tilvikum skiptist
           kostnaður þannig að atvinnurekandi greiði 70% og starfsmaður 30%.
           Skórnir eru þá eign iðnverkamanns. Við val á skóm skal iðnverkamaður
           hafa samráð við atvinnurekanda.
            </p>
           </div>
          </div>
          <h3 id="208-ákvæðis-og-bónusvinna" class="ks-accordion-header" onclick="ksToggleSa(this)">
           <span class="ks-heading-text">
            20.8. Ákvæðis- og bónusvinna
           </span>
           <button class="ks-copy-btn" onclick="ksCopySa('208-ákvæðis-og-bónusvinna')" title="Afrita tengil">
            <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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            </svg>
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             Afritað!
            </span>
           </button>
          </h3>
          <div class="ks-section-content">
           <h5 id="2081-samkomulag-um-akvaedisvinnu" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            </svg>
            <span class="ks-accordion-title">
             20.8.1. Samkomulag um ákvæðisvinnu
            </span>
            <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2081-samkomulag-um-akvaedisvinnu')" title="Afrita tengil">
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              Afritað!
             </span>
            </button>
           </h5>
           <div class="ks-section-content ks-sub-content">
            <p>
             Ákvæðisvinna er því aðeins heimil, að iðnrekandi hafi náð um það
           samkomulagi við starfsfólk sitt og Eflingu og Samtökum iðnaðarins eða SA
           tilkynnt um samkomulagið.
            </p>
            <p>
             Þeir sem vinna ákvæðisvinnu mega þó aldrei bera minna úr býtum en
           mánaðarkaupsfólk skv. ákvæðum fyrsta kafla.
            </p>
           </div>
           <h5 id="2082-akvaedisvinna-og-vinnurannsokni" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             20.8.2. Ákvæðisvinna og vinnurannsóknir
            </span>
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            <p>
             Aðilar eru sammála um, að þar sem ákvæðisvinna er unnin sé æskilegt að
           hún sé byggð á vinnurannsóknum. Ef ákvæðisvinna er ekki byggð á
           vinnurannsóknum skal samið um þann lágmarksbónus eða það
           lágmarkshlutfall ofan á dagvinnulaun sem starfsmaður skal bera úr býtum.
            </p>
           </div>
           <h5 id="2083-vinna-i-beinum-tengslum-vid-ti" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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             20.8.3. Vinna í beinum tengslum við tímamælda ákvæðisvinnu
            </span>
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            <p>
             Iðnverkafólk sem ekki er í ákvæðisvinnuhópi en vinnur í beinum tengslum
           við tímamælda ákvæðisvinnu sem stjórnar vinnuhraðanum, skal eiga rétt á
           launauppbót sem tekur mið af bónustekjum í viðkomandi framleiðslulínu og
           af vinnuálagi viðkomandi starfs.
            </p>
           </div>
           <h5 id="2084-annad" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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            <span class="ks-accordion-title">
             20.8.4. Annað
            </span>
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            <p>
             Starfsfólk við ákvæðisvinnu skal án sérstakrar þóknunar halda áhöldum
           hreinum. Ef starfsfólk við ákvæðisvinnu starfar að öðru en því, sem
           samið er um í sérstökum ákvæðissamningi, skal greiða því kaup fyrir það
           í hlutfalli við gr. 1.1.
            </p>
           </div>
          </div>
          <h3 id="209-símenntun-sérhæft-iðnverkafólk" class="ks-accordion-header" onclick="ksToggleSa(this)">
           <span class="ks-heading-text">
            20.9. Símenntun -- sérhæft iðnverkafólk
           </span>
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          <div class="ks-section-content">
           <h5 id="2091-skipan-samstarfsnefndar" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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            <span class="ks-accordion-title">
             20.9.1. Skipan samstarfsnefndar
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            <p>
             Samningsaðilar skipi tvo fulltrúa hvor aðili, þ.e. SGS og SA/SI til að
           skipuleggja og koma á sérstakri námsbraut fyrir iðnverkafólk.
            </p>
           </div>
          </div>
          <h3 id="bókun-vegna-upptöku-kafla-um-iðnverkafólk" class="ks-accordion-header" onclick="ksToggleSa(this)">
           <span class="ks-heading-text">
            Bókun vegna upptöku kafla um iðnverkafólk
           </span>
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          </h3>
          <div class="ks-section-content">
           <p>
            Nokkur ákvæði í almennum kjarasamningi gilda ekki um iðnverkafólk: Gr.
           2.1. og 2.5. um skráningu vinnutíma, gr. 3.4. um fæðispeninga og
           sérstakrar flutningalínur, gr. 3.5.1. - 3.5.4. um laun á ferðum, gr. 9.1
           um verkfæri og gr. 9.2.1. - 9.2.4 um hlífðarfatnað. \[2011\]
           </p>
          </div>
          <h3 id="yfirlýsing-um-ákvæðis-og-bónusvinnu-í-kjötvinnslum" class="ks-accordion-header" onclick="ksToggleSa(this)">
           <span class="ks-heading-text">
            Yfirlýsing um ákvæðis- og bónusvinnu í kjötvinnslum
           </span>
           <button class="ks-copy-btn" onclick="ksCopySa('yfirlýsing-um-ákvæðis-og-bónusvinnu-í-kjötvinnslum')" title="Afrita tengil">
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          </h3>
          <div class="ks-section-content">
           <p>
            Samningsaðilar eru sammála um að gera átak til að auka þekkingu
           iðnverkafólks í kjötvinnslum á þeim útreikningum sem eru til grundvallar
           í afkastatengdum hóplaunakerfum í kjötvinnslum. Auk þess verður
           trúnaðarmönnum veitt sérstök fræðsla á uppbyggingu afkastahvetjandi
           launakerfa.
           </p>
           <p>
            Samningsaðilar eru sammála um að framkvæma ítarlega könnun á
           fyrirkomulagi hverskonar auka- og álagsgreiðslna sem tíðkast hjá
           kjötvinnslum. Hún verður framkvæmd af aðilum í góðu samstarfi við
           viðkomandi fyrirtæki um land allt sem verða í heildarúrtakinu og þau
           heildarsamtök og stéttarfélög sem aðild eiga að kjarasamningum
           iðnverkafólks, sbr. gr. 20.11.
           </p>
           <p>
            Sundurgreina skal hverskonar álagsgreiðslur, svo sem afkastatengdan
           bónus og hópbónus, fastan bónus og hlutfallslegt álag á tímakaup og
           aðrar yfirborganir á kauptaxta.
           </p>
           <p>
            Upplýsingasöfnun og úrvinnsla samkvæmt ofanrituðu fari fram í október
           2011. Leitað verður eftir upplýsingum hjá fyrirtækjum í öllum
           landshlutum. Samningsaðilar munu í framhaldi af því taka niðurstöður til
           umræðu og kynna fyrirtækjum í kjötvinnslu kosti afkastatengdra
           launakerfa og góða framkvæmd við upptöku og notkun slíkra kerfa. Lögð
           verði áhersla á gott samráð við starfsfólk og trúnaðarmenn við mótun,
           upptöku og breytingar á bónuskerfum. Rétt er starfsmönnum og
           forsvarsmönnum fyrirtækis að leita eftir ráðgjöf samningsaðila.
           </p>
           <p>
            Könnun á framkvæmd afkastatengdra launakerfa verði endurtekin í október
           2013. \[2011\]
           </p>
          </div>
          <h3 id="samkomulag-vegna-vinnu-sem-stjórnast-af-vélbúnaði" class="ks-accordion-header" onclick="ksToggleSa(this)">
           <span class="ks-heading-text">
            Samkomulag vegna vinnu sem stjórnast af vélbúnaði
           </span>
           <button class="ks-copy-btn" onclick="ksCopySa('samkomulag-vegna-vinnu-sem-stjórnast-af-vélbúnaði')" title="Afrita tengil">
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             Afritað!
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          </h3>
          <div class="ks-section-content">
           <p>
            Þar sem vinna og vinnulag stjórnast af vélbúnaði skal starfsmaður eiga
           kost á nauðsynlegum hléum með afleysingu eða öðrum hætti.
           </p>
           <p>
            Atvinnurekandi skal tilkynna starfsmönnum um fyrirkomulag þessara hléa
           frá vélavinnu með skýrum hætti, s.s. í starfsreglum.
           </p>
          </div>
          <h2 id="21-kafli-um-starfsfólk-í-mötuneytum" class="ks-heading">
           <span class="ks-heading-text">
            21. Kafli - Um starfsfólk í mötuneytum
           </span>
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             Afritað!
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           </button>
          </h2>
          <div class="ks-chapter-content">
           <h3 id="211-gildissvið" class="ks-accordion-header" onclick="ksToggleSa(this)">
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            <span class="ks-accordion-title">
             21.1. Gildissvið
            </span>
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           </h3>
           <div class="ks-section-content">
            <p>
             Kafli þessi tekur til matráða og almennra starfsmanna í mötuneytum.
            </p>
            <p>
             Matráður er sá sem starfar sjálfstætt án stjórnar matreiðslumanns og sá
           sem stjórnar almennum starfsmönnum í mötuneytum. Matráður annast innkaup
           matvæla fyrir mötuneyti og sér um móttöku og frágang þeirra.
            </p>
            <p>
             Almennir starfsmenn í mötuneytum eru þeir sem starfa undir stjórn
           matreiðslumanns eða matráðs svo og starfsmenn sem taka við tilbúnum mat
           annars staðar frá og framreiða.
            </p>
           </div>
           <h3 id="212-launakjör" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            <span class="ks-accordion-title">
             21.2. Launakjör
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            </button>
           </h3>
           <div class="ks-section-content">
            <h5 id="2121-launaflokkar-starfsfolks-i-mot" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             <span class="ks-accordion-title">
              21.2.1. Launaflokkar starfsfólks í mötuneytum:
             </span>
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            <div class="ks-section-content ks-sub-content">
             <strong>
              Lfl.
             </strong>
             <p>
              Almennir starfsmenn 4
             </p>
             <p>
              Matráðar 6
             </p>
             <p>
              Matráðar sem stjórna einum
             </p>
             <p>
              eða fleiri starfsmönnum 10
             </p>
            </div>
            <h5 id="2122-starfsaldur-midad-vid-starfsr" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             </svg>
             <span class="ks-accordion-title">
              21.2.2. Starfsaldur, miðað við starfsreynslu í sömu starfsgrein/störfum,
             </span>
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               Afritað!
              </span>
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            </h5>
            <div class="ks-section-content ks-sub-content">
             skal metinn þó að starfshlé verði allt að þrjú ár.
            </div>
            <h5 id="2123-vid-mat-a-starfsaldri-til-laun" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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             </svg>
             <span class="ks-accordion-title">
              21.2.3. Við mat á starfsaldri til launa telst 22 ára aldur jafngilda
             </span>
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              </span>
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            </h5>
            <div class="ks-section-content ks-sub-content">
             eins árs starfi í starfsgrein. 27 ára starfsmaður getur fengið
           heimilisstörf metin til allt að þriggja ára starfsaldurs.
            </div>
            <h5 id="2124-launaakvaedi-thessi-gilda-ekki" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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              21.2.4. Launaákvæði þessi gilda ekki, nema viðkomandi hafi náð 18 ára
             </span>
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             aldri.
            </div>
            <h5 id="2125-se-starfsmadur-radinn-til-ad-g" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              21.2.5. Sé starfsmaður ráðinn til að gegna starfi hluta úr degi, skal
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2125-se-starfsmadur-radinn-til-ad-g')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             hann fá hlutfallslegt kaup og kaffihlé miðað við vinnutíma. Slík
           fastráðning skal miðast við fjórar klst. á dag hið fæsta.
            </div>
            <h5 id="2126-ef-starfsmadur-i-motuneyti-er" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              21.2.6. Ef starfsmaður í mötuneyti er beðinn um að leysa matráð af í
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2126-ef-starfsmadur-i-motuneyti-er')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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               Afritað!
              </span>
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            </h5>
            <div class="ks-section-content ks-sub-content">
             sumarfríi eða veikindum skal tekið tillit til þess við launaákvörðun eða
           greitt fyrir það sérstaklega.
            </div>
            <h5 id="2127-ef-matradi-er-ad-stadaldri-aetl" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              21.2.7. Ef matráði er að staðaldri ætlað að matreiða og bera fram
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2127-ef-matradi-er-ad-stadaldri-aetl')" title="Afrita tengil">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             fullgilda máltíð fyrir tuttugu og fimm manns eða fleiri skal honum séð
           fyrir aðstoð. Við mat á þörf fyrir aðstoð skal auk fjölda fullgildra
           máltíða taka tillit til fjölbreytileika máltíða og sérþarfa svo sem
           vegna ofnæmis. Þörf á aðstoð getur því verið fyrir hendi þó matreitt sé
           fyrir færri en tuttugu og fimm manns ef matreiða þarf sérstakar máltíðir
           vegna sérþarfa eða ofnæmis. Verði því ekki við komið skal atvinnurekandi
           semja við matráð um aukagreiðslu vegna aukins álags sem af þessu hlýst.
            </div>
            <h5 id="2128-matradur-skal-annast-innkaup-m" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              21.2.8. Matráður skal annast innkaup matvæla fyrir mötuneytið og sjá um
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2128-matradur-skal-annast-innkaup-m')" title="Afrita tengil">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             móttöku og frágang þeirra. Sé það gert utan reglubundins vinnutíma skal
           greitt fyrir það með dag- eða yfirvinnukaupi eftir því sem við á.
            </div>
            <h5 id="2129-atvinnurekandi-metur-ad-odru-l" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              21.2.9. Atvinnurekandi metur að öðru leyti mönnun í mötuneytum út frá
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2129-atvinnurekandi-metur-ad-odru-l')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             aðstæðum hverju sinni, sbr. bókun um mat á mönnun.
            </div>
           </div>
           <h3 id="213-vinnutími" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             21.3. Vinnutími
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('213-vinnutími')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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             </svg>
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <h5 id="2131-dagvinna" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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              </polyline>
             </svg>
             <span class="ks-accordion-title">
              21.3.1. Dagvinna
             </span>
             <button class="ks-copy-btn" onclick="ksCopySa('2131-dagvinna')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Dagvinnutímabil telst frá kl. 07:00 til kl. 17:00 mánudag til og með
           föstudegi. Að öðru leyti fer skv. 2. kafla aðalkjarasamnings.
             </p>
            </div>
            <h5 id="2132-vaktavinna" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              21.3.2. Vaktavinna
             </span>
             <button class="ks-copy-btn" onclick="ksCopySa('2132-vaktavinna')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <h5 id="21321-heimilt-er-ad-setja-a-vaktir" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
              <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
               <polyline points="6 9 12 15 18 9">
               </polyline>
              </svg>
              <span class="ks-accordion-title">
               21.3.2.1. Heimilt er að setja á vaktir, er taki til hluta eða allra
              </span>
              <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('21321-heimilt-er-ad-setja-a-vaktir')" title="Afrita tengil">
               <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
                <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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               </svg>
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                Afritað!
               </span>
              </button>
             </h5>
             <div class="ks-section-content ks-sub-content">
              starfsmanna. Vaktir samkvæmt vaktaskrá verði ekki lengri en 12 klst. og
           ekki skemmri en 4 klst. Neysluhlé á vaktinni skal vera 5 mínútur fyrir
           hvern unninn tíma og skiptist eftir samkomulagi starfsmanna og
           stjórnanda. Vaktaálag á þær vinnustundir, sem falla utan
           dagvinnutímabils, skal vera 33% á tímabilið kl. 17:00-24:00 mánudaga til
           föstudaga og 45% á tímabilið kl. 00:00-08:00 alla daga, um helgar og á
           öðrum frídögum. Álag á stórhátíðardögum, nýársdag, föstudaginn langa,
           páskadag, hvítasunnudag, 17. júní, aðfangadag eftir kl. 12:00, jóladag
           og gamlársdag eftir kl. 12:00 greiðist með 90% álagi á dagvinnukaup.
             </div>
             <h5 id="21322-ef-vaktir-eru-skipulagdar-alme" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
              <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
               <polyline points="6 9 12 15 18 9">
               </polyline>
              </svg>
              <span class="ks-accordion-title">
               21.3.2.2. Ef vaktir eru skipulagðar almennt á helgi- og stórhátíðardögum
              </span>
              <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('21322-ef-vaktir-eru-skipulagdar-alme')" title="Afrita tengil">
               <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
                <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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               </svg>
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                Afritað!
               </span>
              </button>
             </h5>
             <div class="ks-section-content ks-sub-content">
              skv. gr. 2.3. ávinnur starfsmaður sér inn 12 vetrarfrídaga miðað við
           ársstarf (96 vinnuskyldustundir m.v. fullt starf) fyrir helgi- og
           stórhátíðadaga skv. gr. 2.3. sem falla á mánudaga til föstudaga. Sé
           vinnustaðnum lokað á ofangreindum dögum eða frí veitt dregst samsvarandi
           dagafjöldi frá aukafrídögunum, nema hjá starfsmanni sem á inni áunnið
           vaktafrí.
             </div>
             <h5 id="21323-vetrarfridagar-skulu-veittir-a" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
              <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
               <polyline points="6 9 12 15 18 9">
               </polyline>
              </svg>
              <span class="ks-accordion-title">
               21.3.2.3. Vetrarfrídagar skulu veittir á tímabilinu frá 1. október
              </span>
              <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('21323-vetrarfridagar-skulu-veittir-a')" title="Afrita tengil">
               <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
                <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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               </svg>
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                Afritað!
               </span>
              </button>
             </h5>
             <div class="ks-section-content ks-sub-content">
              til 1. maí. Innvinnsla vetrarfrídaga miðast við október til október.
             </div>
             <h5 id="21324-heimilt-er-med-samkomulagi-vei" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
              <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
               <polyline points="6 9 12 15 18 9">
               </polyline>
              </svg>
              <span class="ks-accordion-title">
               21.3.2.4. Heimilt er með samkomulagi veitingamanns og starfsmanns að
              </span>
              <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('21324-heimilt-er-med-samkomulagi-vei')" title="Afrita tengil">
               <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
                <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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               </svg>
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                Afritað!
               </span>
              </button>
             </h5>
             <div class="ks-section-content ks-sub-content">
              greiðsla komi í stað umræddra frídaga, 8 klst. í dagvinnu fyrir hvern
           frídag miðað við fullt starf. Afleysingafólk fái áunna vetrarfrídaga
           gerða upp við starfslok.
             </div>
             <h5 id="21325-a-theim-vinnustodum-thar-sem-sta" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
              <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
               <polyline points="6 9 12 15 18 9">
               </polyline>
              </svg>
              <span class="ks-accordion-title">
               21.3.2.5. Á þeim vinnustöðum þar sem starfsmenn vinna eftir öðru
              </span>
              <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('21325-a-theim-vinnustodum-thar-sem-sta')" title="Afrita tengil">
               <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
                <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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               </svg>
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                Afritað!
               </span>
              </button>
             </h5>
             <div class="ks-section-content ks-sub-content">
              vinnufyrirkomulagi heldur en ákvæði þessa kafla gera ráð fyrir, skulu
           starfsmenn mötuneyta fá sömu vaktaálög og greiðslur fyrir neysluhlé
           miðað við vinnutíma sinn eins og aðrir starfsmenn á svæðinu.
             </div>
             <h5 id="2133-um-matar-og-kaffihlé" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
              <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
               <polyline points="6 9 12 15 18 9">
               </polyline>
              </svg>
              <span class="ks-accordion-title">
               21.3.3. Um matar- og kaffihlé
              </span>
              <button class="ks-copy-btn" onclick="ksCopySa('2133-um-matar-og-kaffihlé')" title="Afrita tengil">
               <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
                <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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               </svg>
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                Afritað!
               </span>
              </button>
             </h5>
             <div class="ks-section-content ks-sub-content">
              <p>
               Starfsmenn eiga rétt á að taka 30 mínútna matarhlé sem telst ekki til
           vinnutíma.
              </p>
              <p>
               Sé matartími ekki ákveðinn með reglubundnum hætti reiknast hann sem
           vinnutími.
              </p>
              <p>
               Fái starfsmaður í fullu starfi ekki matarhlé skal annað hvort stytta
           vinnutíma um 30 mínútur eða greiða honum 30 mínútur í yfirvinnu.
              </p>
              <p>
               Kaffihlé miðað við fullt starf skulu vera samtals 35 mínútur á hverjum
           degi og teljast til vinnutíma.
              </p>
             </div>
            </div>
            <h3 id="214-starfsþjálfun" class="ks-accordion-header" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              21.4. Starfsþjálfun
             </span>
             <button class="ks-copy-btn" onclick="ksCopySa('214-starfsþjálfun')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h3>
            <div class="ks-section-content">
             <h5 id="2141-storf-i-motuneytum-eru-serhaefd" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
              <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
               <polyline points="6 9 12 15 18 9">
               </polyline>
              </svg>
              <span class="ks-accordion-title">
               21.4.1. Störf í mötuneytum eru sérhæfð. Reynt skal að þjálfa starfsmenn
              </span>
              <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2141-storf-i-motuneytum-eru-serhaefd')" title="Afrita tengil">
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             </h5>
             <div class="ks-section-content ks-sub-content">
              í sem flestum þáttum, er tengjast starfinu. Þetta skal m.a. framkvæmt
           þannig að heimilt skal að flytja þá á milli starfa tímabundið og þannig
           þjálfa þá við sem flest af þeim störfum, sem framkvæmd eru í
           fyrirtækinu.
             </div>
             <h5 id="2142-eftir-thriggja-manada-starf-hja" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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               21.4.2. Eftir þriggja mánaða starf hjá sama atvinnurekanda skal
              </span>
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              starfsmönnum gefast kostur á að sækja námskeið sem haldin eru á vegum
           samningsaðila fyrir starfsmenn í mötuneytum. Námskeiðin skulu miða að
           því að gera starfsmenn hæfari til starfa.
             </div>
             <h5 id="2143-vid-thad-er-midad-ad-namskeidin" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
              <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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              <span class="ks-accordion-title">
               21.4.3. Við það er miðað að námskeiðin fari fram í vinnutíma.
              </span>
              <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2143-vid-thad-er-midad-ad-namskeidin')" title="Afrita tengil">
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              </button>
             </h5>
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             </div>
            </div>
            <h3 id="215-vinnufatnaður" class="ks-accordion-header" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             <span class="ks-accordion-title">
              21.5. Vinnufatnaður
             </span>
             <button class="ks-copy-btn" onclick="ksCopySa('215-vinnufatnaður')" title="Afrita tengil">
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            </h3>
            <div class="ks-section-content">
             <p>
              Starfsmenn skulu ávallt vera hreinir og snyrtilegir til fara og nota
           sérstakan fatnað við starf sitt, sem ekki er notaður til annars.
           Atvinnurekandi leggur til fatnað sem er eign hans. Vinnufatnaður skal
           uppfylla kröfu heilbrigðiseftirlits og annarra eftirlitsaðila, ákvæði
           laga og reglugerða varðandi vinnu í mötuneytum.
             </p>
             <p>
              Sé gerð krafa um sérstakan skófatnað skal atvinnurekandi leggja hann til
           og er hann eign atvinnurekanda.
             </p>
            </div>
            <h3 id="216-ráðningarháttur" class="ks-accordion-header" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             <span class="ks-accordion-title">
              21.6. Ráðningarháttur
             </span>
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            </h3>
            <div class="ks-section-content">
             <h5 id="2161-um-gerd-radningarsamninga-visa" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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              <span class="ks-accordion-title">
               21.6.1. Um gerð ráðningarsamninga vísast til grein 1.14. Í
              </span>
              <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2161-um-gerd-radningarsamninga-visa')" title="Afrita tengil">
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               </span>
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             </h5>
             <div class="ks-section-content ks-sub-content">
              ráðningarsamningi skal gert ráð fyrir starfslýsingu þar sem verkefni og
           verksvið eru tilgreind.
             </div>
             <h5 id="2162-starfsfolki-thvi-sem-radid-er" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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              </svg>
              <span class="ks-accordion-title">
               21.6.2. Starfsfólki því, sem ráðið er samkvæmt samningi þessum, er
              </span>
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               </span>
              </button>
             </h5>
             <div class="ks-section-content ks-sub-content">
              skylt, óski atvinnurekandi þess, að færa sönnur á það með
           læknisvottorði, að það uppfylli kröfur heilbrigðiseftirlits og ákvæði
           laga og reglugerða um vinnu í mötuneytum enda greiði atvinnurekandi
           fyrir vottorðið og viðtal hjá lækni.
             </div>
            </div>
            <h3 id="bókun-um-mat-á-mönnun" class="ks-accordion-header" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              Bókun um mat á mönnun
             </span>
             <button class="ks-copy-btn" onclick="ksCopySa('bókun-um-mat-á-mönnun')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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               Afritað!
              </span>
             </button>
            </h3>
            <div class="ks-section-content">
             <p>
              Samningsaðilar eru sammála um að þau verkefni sem fylgja stöðu matráða
           geti verið mjög mismunandi milli vinnustaða. Í þeim getur falist að
           annast innkaup og matreiða léttar máltíðir fyrir fáa einstaklinga, upp í
           fullgildar máltíðir fyrir marga, ásamt frágangi, þvotti og ræstingum á
           vinnustaðnum. Í kjarasamningi er gert ráð fyrir aðstoð ef matráði er
           gert að matreiða og framreiða fullgilda máltíð að staðaldri fyrir 25
           manns eða fleiri. Sé því ekki við komið skuli semja um aukagreiðslu
           vegna aukins álags sem af því hlýst.
             </p>
             <p>
              Verkefni matráða geta þó í öðrum tilvikum verið með þeim hætti að álag
           og verkefni séu umfram það sem almennt má gera ráð fyrir í störfum
           matráða. Í slíkum tilvikum er æskilegt að atvinnurekandi, í samráði við
           matráð, meti mönnun í mötuneyti út frá álagi, verkefnum, fjölda
           aðstoðarfólks og/eða greiddum launum. Atvinnurekandi lýkur slíku mati
           svo fljótt sem auðið er. \[2011\]
             </p>
            </div>
           </div>
          </div>
          <h2 id="22kafli-vinna-við-ræstingarstörf" class="ks-heading">
           <span class="ks-heading-text">
            22. Kafli - Vinna við ræstingarstörf
           </span>
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             Afritað!
            </span>
           </button>
          </h2>
          <div class="ks-chapter-content">
           <h3 id="221-gildissvið-og-skilgreiningar" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
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            </svg>
            <span class="ks-accordion-title">
             22.1. Gildissvið og skilgreiningar
            </span>
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             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <h5 id="2211-gildissvid" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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             <span class="ks-accordion-title">
              22.1.1. Gildissvið
             </span>
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              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Kafli þessi tekur til allra þeirra sem vinna við ræstingar í tímamældri
           ákvæðisvinnu, tímavinnu, vaktavinnu eða fermetramælingu, sbr:
             </p>
             <p>
              gr. 22.2: tímamæld ákvæðisvinna við ræstingar,
             </p>
             <p>
              gr. 22.3: ræsting í tímavinnu,
             </p>
             <p>
              gr. 22.4: ræsting í vaktavinnu og
             </p>
             <p>
              gr. 22.5: ræsting skv. fermetramælingu.
             </p>
             <p>
              Ef upp kemur ágreiningur um atriði sem varðar framkvæmd ræstingarvinnu
           eða tímamælingu skal hann leystur á grundvelli rammasamnings um
           ræstingar (bls.
              <a href="#rammasamningur-milli-vmsí-annars-vegar-og-vsí-vms-fjármálaráðherra-fyrir-hönd-ríkisins-og-reykjavíkurborgar-hins-vegar-um-vinnu-við-ræstingar">
               162
              </a>
              )
           og samkomulags um lausn ágreiningsmála, sbr. fylgiskjal á bls.
              <a href="#fylgiskjal-með-kafla-22.2-um-tímamælda-ákvæðisvinnu">
               118
              </a>
              ).
             </p>
            </div>
            <h5 id="2212-skilgreiningar" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             <span class="ks-accordion-title">
              22.1.2. Skilgreiningar
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2212-skilgreiningar')" title="Afrita tengil">
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             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
            </div>
            <h5 id="22121-afmorkun-raestingarsvaeda-seili" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             <span class="ks-accordion-title">
              22.1.2.1. Afmörkun ræstingarsvæða (seilingarhæð)
             </span>
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              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Ræstingarsvæði afmarkast af gólffleti og mögulegri vinnuhæð manns sem
           stendur á gólfi og notar til þess þar til gerð áhöld.
             </p>
            </div>
            <h5 id="22122-regluleg-raesting" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             <span class="ks-accordion-title">
              22.1.2.2. Regluleg ræsting
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('22122-regluleg-raesting')" title="Afrita tengil">
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             <p>
              Regluleg ræsting er vinna við að fjarlægja óhreinindi af fleti samkvæmt
           starfslýsingu (verklýsingu ef um ákvæðisvinnu er að ræða), neðan
           seilingarhæðar. Til þess kunna að vera notuð vatn, áhöld, tæki og
           ræstingarefni.
             </p>
            </div>
            <h5 id="22123-aukaverk" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             </svg>
             <span class="ks-accordion-title">
              22.1.2.3. Aukaverk
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('22123-aukaverk')" title="Afrita tengil">
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            </h5>
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             <p>
              Hér er átt við tilfallandi verk sem ekki eru skilgreind í starfslýsingu
           reglulegrar ræstingar og eru innan seilingarhæðar. Starfsmaður skal hafa
           nægan tíma til að sinna verki með réttum áhöldum og efnum.
             </p>
            </div>
            <h5 id="22124-hreingerning" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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              22.1.2.4. Hreingerning
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('22124-hreingerning')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Hér er átt við að flöturinn er hreingerður af óhreinindum sem ekki
           hverfa við reglulega ræstingu og aukaverk, sbr. gr. 22.1.2.2 og
           22.1.2.3.
             </p>
            </div>
            <h5 id="22125-raesting-i-timavinnu-vaktavinnu" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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              22.1.2.5. Ræsting í tímavinnu/vaktavinnu er þegar unnið er eftir starfs-
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('22125-raesting-i-timavinnu-vaktavinnu')" title="Afrita tengil">
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               Afritað!
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            </h5>
            <div class="ks-section-content ks-sub-content">
             eða verklýsingu á umsömdum vinnutíma og ekki er gerð krafa um aukin
           afköst líkt og í tímamældri ákvæðisvinnu, sbr. gr. 22.2. Ef ekki er
           mögulegt að ljúka verki skv. starfs- eða verklýsingu innan umsamins
           vinnutíma, m.v. eðlilegan vinnutakt, er starfsmanni ekki skylt að ljúka
           verkinu. Ef atvinnurekandi gerir hins vegar kröfu um að verki verði
           lokið innan umsamins vinnutíma, en ljóst er að það verður ekki gert nema
           á auknum vinnutakti eins og um tímamælda ákvæðisvinnu sé að ræða, ber að
           greiða fyrir vinnu skv. ákvæðum gr. 22.2.3.
            </div>
            <h5 id="2213-raestingarauki-gildir-fra-1" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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              22.1.3. Ræstingarauki - gildir frá 1. ágúst 2024
             </span>
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            <div class="ks-section-content ks-sub-content">
             <p>
              Á meðan hæfnigreining fer fram, og þar til um annað verður samið, eru
           aðilar sammála um að ræstingarfólk fái greiddan ræstingarauka í formi
           sérgreiðslu vegna sérstakra vinnuaðstæðna sem byggir á eðli
           starfsumhverfis ræstingarfólks. Umsamin sérgreiðsla verður kr. 19.500 á
           mánuði m.v. fullt starf, en hlutfallsleg m.v. starfshlutfall.
           Sérgreiðslan er krónutöluálag á launataxta ræstingarfólks skv.
           kjarasamningi og myndar ekki stofn fyrir yfirvinnu og aðrar
           álagsgreiðslur. Sérgreiðslan tekur ekki hækkunum á samningstímabilinu.
             </p>
            </div>
           </div>
           <h3 id="222-tímamæld-ákvæðisvinna-við-ræstingar-staðinn-tími" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            <span class="ks-accordion-title">
             22.2. Tímamæld ákvæðisvinna við ræstingar, staðinn tími
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('222-tímamæld-ákvæðisvinna-við-ræstingar-staðinn-tími')" title="Afrita tengil">
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           </h3>
           <div class="ks-section-content">
            <h5 id="2221-akvaedislaun-eru-greidd-fyrir-a" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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             <span class="ks-accordion-title">
              22.2.1. Ákvæðislaun eru greidd fyrir áætlaðan tímafjölda þar sem
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2221-akvaedislaun-eru-greidd-fyrir-a')" title="Afrita tengil">
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              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             vinnutaktur er ákveðinn 130 stig (hámark) enda afköst ákvörðuð samkvæmt
           viðurkenndum grunnreglum um vinnu- og tímarannsóknir, sbr. rammasamning
           um ræstingar á bls.
             <a href="#rammasamningur-milli-vmsí-annars-vegar-og-vsí-vms-fjármálaráðherra-fyrir-hönd-ríkisins-og-reykjavíkurborgar-hins-vegar-um-vinnu-við-ræstingar">
              162
             </a>
             .
            </div>
            <h5 id="2222-starfsfolki-skal-afhent-skrifl" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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              </polyline>
             </svg>
             <span class="ks-accordion-title">
              22.2.2. Starfsfólki skal afhent skrifleg verklýsing ásamt
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2222-starfsfolki-skal-afhent-skrifl')" title="Afrita tengil">
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             ræstingartíðniteikningu sem afmarkar skýrt það sem þrífa á og með hvaða
           áherslum. Tekið skal fram á hvaða tíma dags svæðið skal ræst, hve oft og
           á hve löngum tíma.
            </div>
            <h5 id="2223-laun" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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              </polyline>
             </svg>
             <span class="ks-accordion-title">
              22.2.3. Laun
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2223-laun')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Fyrir staðinn tíma í ákvæðisvinnu greiðist tímakaup samkvæmt launaflokki
           8 með ákvæðisvinnuálagi. Ákvæðisvinnuálag er 20%, þar af 12% í
           vinnutakti 130 (hámark) og 8% vegna neysluhlés enda tekur starfsmaður
           ekki neysluhlé á vinnutíma.
             </p>
             <p>
              Með stöðnum tíma er átt við að tímalaun miðast við virkan vinnutíma
           starfsmanns og tekur hann því ekki neysluhlé á vinnutíma. Ef neysluhlé
           er veitt skv. gr. 2.4.5. skal það vera án greiðslu. Staðinn tími miðast
           við að unnið sé til loka umsamins vinnutíma.
             </p>
            </div>
            <h5 id="2224-alag-eftir-kl-17-00-virka-dag" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             </svg>
             <span class="ks-accordion-title">
              22.2.4. Álag eftir kl. 17:00 virka daga og um helgar
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2224-alag-eftir-kl-17-00-virka-dag')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Álag greiðist á vinnu sem fellur utan dagvinnutímabils:
             </p>
             <p>
              33% álag á tímabilinu kl. 17:00 - kl. 24:00 mánudaga til föstudaga.
             </p>
             <p>
              45% álag á tímabilinu kl. 00:00 - kl. 08:00 alla daga svo og laugardaga
           og sunnudaga.
             </p>
            </div>
            <h5 id="2225-yfirvinnualag" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              22.2.5. Yfirvinnuálag
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2225-yfirvinnualag')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Fyrir vinnu umfram 40 stundir á viku skal greiða yfirvinnuálag sbr. gr.
           1.7.1.
             </p>
            </div>
            <h5 id="2226-alag-a-helgidogum" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             </svg>
             <span class="ks-accordion-title">
              22.2.6. Álag á helgidögum
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2226-alag-a-helgidogum')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Vinna á skírdag, annan í páskum, sumardaginn fyrsta, 1. maí,
           uppstigningardag, annan í hvítasunnu, fyrsta mánudag í ágúst og annan
           jóladag greiðist með 80% yfirvinnuálagi, sbr. gr. 1.7.1.
             </p>
            </div>
            <h5 id="2227-alag-a-storhatidardogum" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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              </polyline>
             </svg>
             <span class="ks-accordion-title">
              22.2.7. Álag á stórhátíðardögum
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2227-alag-a-storhatidardogum')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Vinna á nýársdag, föstudaginn langa, páskadag, hvítasunnudag, 17. júní,
           aðfangadag eftir kl. 12:00, jóladag og gamlársdag eftir kl. 12:00
           greiðist með stórhátíðarálagi, sbr. gr. 1.7.2.
             </p>
            </div>
            <h5 id="2228-hreingerningar" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              22.2.8. Hreingerningar
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2228-hreingerningar')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Tímakaup við hreingerningar greiðist með 45% álagi á dagvinnutímakaup
           skv. gr. 22.2.3.
             </p>
            </div>
            <h5 id="2229-lagmarksgreidsla" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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              </polyline>
             </svg>
             <span class="ks-accordion-title">
              22.2.9. Lágmarksgreiðsla
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2229-lagmarksgreidsla')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Starfsmenn í tímamældri ákvæðisvinnu skulu eiga kost á tveggja tíma
           vinnu með samsetningu ræstingasvæða.
             </p>
             <p>
              Sé tímamæld ákvæðisvinna samsett af tveimur eða fleiri ræstingasvæðum
           skal greiða fyrir hverja ferð 15 mínútna ferðatíma milli svæða með
           tímamældri ákvæðisvinnu, enda sé þess krafist af atvinnurekanda að
           verkefnin séu unnin í samfellu. Með samfellu verkefna er átt við þegar
           seinna verkið er unnið innan 1,5 klukkustundar frá því fyrra.
             </p>
             <p>
              Noti starfsmaður eigin bifreið að ósk atvinnurekanda á hann rétt á
           greiðslu sem miðast við ekna kílómetra eða fasta krónutölu, sbr. grein
           3.4.3 enda er um samsetningu verkefna að ræða.
             </p>
            </div>
            <h5 id="22210-verklysingar" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              22.2.10. Verklýsingar
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('22210-verklysingar')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
            </div>
            <h5 id="222101-verklysing" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             <span class="ks-accordion-title">
              22.2.10.1. Verklýsing
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('222101-verklysing')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
               </path>
              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Í skriflegri verklýsingu skal afmarka skýrt á teikningu þau
           ræstingasvæði, það sem þrífa á og með hvaða áherslum. Tekið skal fram í
           verklýsingu á hvaða tíma dags svæðið skal ræst og hve oft.
             </p>
            </div>
            <h5 id="222102-adgengi-verklysinga" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              22.2.10.2. Aðgengi verklýsinga
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('222102-adgengi-verklysinga')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
               </path>
              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Verklýsing skal vera til staðar á vinnustað og vera aðgengileg
           starfsfólki. Verklýsingu skal endurskoða strax ef varanleg breyting
           verður á ræstingarsvæði eða ræstingarkröfu. Verkalýðsfélag skal hafa
           aðgang að verklýsingu ef það óskar. Áður en vinna hefst, skal
           starfsfólki kynnt vel vinnusvæðið og starfsaðstaða og farið yfir
           verklýsingar.
             </p>
            </div>
           </div>
           <h3 id="223-ræsting-í-tímavinnu" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             22.3. Ræsting í tímavinnu
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('223-ræsting-í-tímavinnu')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
              </path>
             </svg>
             <span class="ks-tooltip">
              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <h5 id="2231-laun" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              22.3.1. Laun
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2231-laun')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
               </path>
              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Ræsting í tímavinnu greiðist skv. launaflokki 8.
             </p>
            </div>
            <h5 id="2232-lagmarksgreidsla" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              22.3.2. Lágmarksgreiðsla
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2232-lagmarksgreidsla')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
               </path>
              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Lágmarksgreiðsla í tímavinnu eru þrír tímar.
             </p>
            </div>
            <h5 id="2233-timakaup-vid-hreingerningar" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              22.3.3. Tímakaup við hreingerningar
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2233-timakaup-vid-hreingerningar')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
               </path>
              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Vinna við hreingerningar greiðist með yfirvinnutímakaupi.
             </p>
            </div>
           </div>
           <h3 id="224-ræsting-í-vaktavinnu" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             22.4. Ræsting í vaktavinnu
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('224-ræsting-í-vaktavinnu')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
              </path>
             </svg>
             <span class="ks-tooltip">
              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <h5 id="2241-raesting-i-vaktavinnu-greidist" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              22.4.1. Ræsting í vaktavinnu greiðist samkvæmt launaflokki 8.
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2241-raesting-i-vaktavinnu-greidist')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
               </path>
              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Sé starfsmaður ráðinn til vaktavinnu, skal það koma fram í
           ráðningarsamningi hans.
             </p>
            </div>
            <h5 id="2242-skipulag-vaktavinnu" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              22.4.2. Skipulag vaktavinnu
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2242-skipulag-vaktavinnu')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
               </path>
              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Heimilt er að láta vinna á vöktum alla daga vikunnar. Sé eingöngu unnið
           á vöktum 5 daga vikunnar innan tímamarkanna kl. 17:00 - kl. 08:00, skal
           vinnuvikan aðeins vera 38 klst.
             </p>
             <p>
              Vakt skal eigi vera lengri en 12 klst. og eigi skemmri en þrjár klst.
           Hver vakt skal unnin í samfelldri heild.
             </p>
             <p>
              Með vöktum er í samningi þessum átt við fyrirfram ákveðna vinnutilhögun
           starfsmanna. Tímalengd vaktar skal tilgreina í vaktskrá, m.a. með
           tilliti til upphafs og loka vaktar.
             </p>
             <p>
              Starfsmaður í hlutastarfi fær greitt tímakaup fyrir vinnu umfram
           starfshlutfall sitt, dagvinnu á dagvinnutímabili, yfirvinnu utan
           dagvinnutímabils og á samningsbundnum frídögum og stórhátíðarkaup fyrir
           vinnu á stórhátíðardögum.
             </p>
             <p>
              Starfsmaður í fullu starfi fær greidda yfirvinnu fyrir vinnu umfram
           vaktskrá.
             </p>
            </div>
            <h5 id="vaktaskra" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              Vaktaskrá
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('vaktaskra')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
               </path>
              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Upptöku vakta skv. gr. 22.4.2. skal tilkynna með viku fyrirvara. Vaktir
           skulu ákveðnar að jafnaði fyrir fjórar vikur í senn og skal tilkynna
           slit þeirra með a.m.k. viku fyrirvara. Skal vaktaskrá hanga uppi þar sem
           starfsfólk á greiðan aðgang að henni viku áður en vinna eftir henni
           hefst. Við gerð vaktskrár skal þess gætt, eins og kostur er, að vinna á
           álagstímum skiptist sem jafnast milli starfsfólks.
             </p>
             <p>
              Þar sem starfsemi byggist að verulegu leyti á skammtíma-ráðningu
           starfsfólks er þó heimilt að ákveða vaktir fyrir skemmri tíma, þó ekki
           minna en tvær vikur í senn, enda sé meirihluti starfsmanna samþykkur því
           fyrirkomulagi.
             </p>
            </div>
            <h5 id="2243-vaktaalag" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              22.4.3. Vaktaálag
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2243-vaktaalag')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
               </path>
              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Í vaktavinnu greiðist álag á þann hluta 40 stunda vinnu að meðaltali á
           viku, sem fellur utan dagvinnutímabils:
             </p>
             <p>
              33% álag á tímabilinu kl. 17:00 - kl. 24:00 mánudaga til föstudaga.
             </p>
             <p>
              45% álag á tímabilinu kl. 00:00 - kl. 08:00 alla daga svo og laugardaga
           og sunnudaga.
             </p>
             <p>
              55% álag á tímabilinu kl. 00:00 - kl. 08:00 alla daga svo og laugardaga
           og sunnudaga skal þó vera á stofnunum á vegum ríkis, sveitarfélaga og
           sjálfseignarstofnana.
             </p>
            </div>
            <h5 id="2244-alag-a-helgidogum" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              22.4.4. Álag á helgidögum
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2244-alag-a-helgidogum')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
               </path>
              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Vinna á skírdag, annan í páskum, sumardaginn fyrsta, 1. maí,
           uppstigningardag, annan í hvítasunnu, fyrsta mánudag í ágúst og annan
           jóladag greiðist með 45% álagi eða 55% álagi sbr. gr. 22.4.3.
             </p>
            </div>
            <h5 id="2245-alag-a-storhatidardogum" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              22.4.5. Álag á stórhátíðardögum
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2245-alag-a-storhatidardogum')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
               </path>
              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Vinna á nýársdag, föstudaginn langa, páskadag, hvítasunnudag, 17. júní,
           aðfangadag eftir kl. 12:00, jóladag og gamlársdag eftir kl. 12:00
           greiðist með 90% álagi.
             </p>
            </div>
            <h5 id="2246-yfirvinnukaup" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              22.4.6. Yfirvinnukaup
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2246-yfirvinnukaup')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
               </path>
              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Fyrir vinnu umfram 40 stundir (38 stundir sé daglegur vinnutími á
           tímabilinu kl. 17:00 - 08:00) að meðaltali í vaktavinnu á viku skal
           greiða yfirvinnukaup.
             </p>
            </div>
            <h5 id="2247-vetrarfri-vegna-vinnu-a-helgid" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              22.4.7. Vetrarfrí vegna vinnu á helgidögum
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2247-vetrarfri-vegna-vinnu-a-helgid')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
               </path>
              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Starfsmenn, sem vinna vaktavinnu, vinna sér inn 12 vetrarfrídaga miðað
           við ársstarf, fyrir helgi- og tyllidaga skv. gr. 2.3.1. og 2.3.2., sem
           falla á mánudaga til föstudaga.
             </p>
             <p>
              Sé vinnustaðnum lokað á ofangreindum dögum eða frí veitt dregst
           samsvarandi dagafjöldi frá aukafrídögunum, nema hjá starfsmanni sem á
           inni áunnið vaktafrí. Atvinnurekandi skal tilkynna veitingu vetrarfrís
           með a.m.k. mánaðar fyrirvara.
             </p>
             <p>
              Vetrarfrídagar skulu veittir á tímabilinu frá 1. október til 1. maí.
           Innvinnsla vetrarfrídaga miðast við október til október.
             </p>
             <p>
              Heimilt er með samkomulagi fyrirtækis og starfsmanns að greiðsla komi í
           stað umræddra frídaga, 8 klst. í dagvinnu fyrir hvern frídag miðað við
           fullt starf. Starfsfólk fái áunna vetrarfrídaga gerða upp við starfslok.
             </p>
            </div>
            <h5 id="2248-neysluhle" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             </svg>
             <span class="ks-accordion-title">
              22.4.8. Neysluhlé
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2248-neysluhle')" title="Afrita tengil">
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              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Neysluhlé skulu vera sem svarar 5 mín. fyrir hvern unninn klukkutíma og
           skiptast eftir samkomulagi starfsmanna og stjórnanda.
             </p>
            </div>
            <h5 id="2249-timakaup-vid-hreingerningar" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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             <span class="ks-accordion-title">
              22.4.9. Tímakaup við hreingerningar
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2249-timakaup-vid-hreingerningar')" title="Afrita tengil">
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              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Vinna við hreingerningar greiðist með yfirvinnutímakaupi.
             </p>
            </div>
           </div>
           <h3 id="225-fermetramæling-5-daga-vikunnar" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            </svg>
            <span class="ks-accordion-title">
             22.5. Fermetramæling 5 daga vikunnar
            </span>
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           </h3>
           <div class="ks-section-content">
            <h5 id="2251-laun" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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              </polyline>
             </svg>
             <span class="ks-accordion-title">
              22.5.1. Laun
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2251-laun')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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            </h5>
            <div class="ks-section-content ks-sub-content">
             1.2.2024 1.1.2025 1.1.2026 1.1.2027
             <p>
              Gólfræsting á m^2^ á mán. 563 kr. 582 kr. 603 kr. 624 kr.
             </p>
             <p>
              Fimleikahús og
             </p>
             <p>
              áhalda herb. á m^2^ á mán. 488 kr. 505 kr. 523 kr. 541 kr.
             </p>
             <p>
              Salerni á m^2^ á mán. 632 kr. 654 kr. 677 kr. 701 kr.
             </p>
            </div>
            <h5 id="2252-kauptaxtar-skv-fermetramaeling" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             </svg>
             <span class="ks-accordion-title">
              22.5.2. Kauptaxtar skv. fermetramælingu við ræstingarstörf skulu miðaðar
             </span>
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            </h5>
            <div class="ks-section-content ks-sub-content">
             við fimm daga vinnuviku. Ræstingarvinna skv. fermetramælingu, sem
           framkvæmd er á laugardögum, sunnudögum, aukafrídögum og helgidögum skal
           greidd með yfirvinnukaupi.
            </div>
            <h5 id="2253-desember-og-orlofsuppbot" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              22.5.3. Desember- og orlofsuppbót
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2253-desember-og-orlofsuppbot')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Desember- og orlofsuppbót ræstingarfólks, sem tekur laun skv.
           fermetramælingu, ákvarðast af umreikningi tekna til dagvinnustunda á
           eftirfarandi hátt:
             </p>
             <p>
              Dagvinnustundir =
              <u>
               árstekjur x 0,8372
              </u>
             </p>
             <p>
              lægri ákvæðisvinnutaxtinn
             </p>
            </div>
           </div>
           <h3 id="bókun-um-sólarlag-fermetramælingar" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Bókun um sólarlag fermetramælingar
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('bókun-um-sólarlag-fermetramælingar')" title="Afrita tengil">
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             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Fermetramælingin heldur gildi sínu gagnvart þeim sem starfa skv. henni í
           dag. Frá undirritun samningsins verður nýtt starfsfólk ekki ráðið inn á
           það kerfi. Frá 31. janúar 2028 fellur fermetramælingin brott úr
           kjarasamningi.
            </p>
           </div>
           <h3 id="226-almenn-ákvæði" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            </svg>
            <span class="ks-accordion-title">
             22.6. Almenn ákvæði
            </span>
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <h5 id="2261-deilitala" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             </svg>
             <span class="ks-accordion-title">
              22.6.1. Deilitala
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2261-deilitala')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Mælieining í ræstingarvinnu miðast við 21,67 virka daga í mánuði og 4,33
           vikur í mánuði.
             </p>
            </div>
            <h5 id="2262-utkall" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             <span class="ks-accordion-title">
              22.6.2. Útkall
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2262-utkall')" title="Afrita tengil">
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Ef kallað er út í ræstingarvinnu sérstaklega, skal greiða að lágmarki
           fjórar klst. skv. almennum taxta og starfsaldursþrepi viðkomandi
           starfsmanns.
             </p>
            </div>
            <h5 id="2263-hlifdarfot" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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              </polyline>
             </svg>
             <span class="ks-accordion-title">
              22.6.3. Hlífðarföt
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2263-hlifdarfot')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              </span>
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            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Atvinnurekandi leggur starfsfólki við ræstingar til þann hlífðarfatnað
           sem gerðar eru kröfur um að það sé í, þ.m.t. skó og hanska, enda eru þau
           eign atvinnurekanda . Ef misbrestur verður á greiðist sérstakt fatagjald
           kr. 17,16 á hverja klst. (m.v. 1.2.2024).
             </p>
            </div>
            <h5 id="2264-rettindi-afleysingafolks-i-raes" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              22.6.4. Réttindi afleysingafólks í ræstingu
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2264-rettindi-afleysingafolks-i-raes')" title="Afrita tengil">
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             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              A. Eftir eins mánaðar samfellda vinnu, tveggja daga veikindaréttur.
             </p>
             <p>
              B. Eftir uppsafnaða vinnu (daga - mánuði - ár) þótt ekki hafi verið
           unnið samfellt, fái afleysingafólk í tímavinnu starfsaldurshækkanir.
             </p>
            </div>
            <h5 id="2265-bidtimi" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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             </svg>
             <span class="ks-accordion-title">
              22.6.5. Biðtími
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2265-bidtimi')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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            <div class="ks-section-content ks-sub-content">
             <p>
              Sé ekki unnt að hefja ræstingu í húsnæði á venjubundnum tíma vegna
           aðstæðna á vinnustað eða þeim tíma sem tiltekinn er í verklýsingu og
           starfsmaður ekki látinn vita áður en hann mætir á vinnustað, skal hann
           fá greitt skv. viðkomandi taxta á meðan hann bíður á verkstað.
           Starfsmaður ber ábyrgð á að koma upplýsingum og lengd og ástæður biðtíma
           til síns yfirmanns svo fljótt sem unnt er.
             </p>
            </div>
            <h5 id="2266-stykkjathvottur" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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             </svg>
             <span class="ks-accordion-title">
              22.6.6. Stykkjaþvottur
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2266-stykkjathvottur')" title="Afrita tengil">
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               Afritað!
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             <p>
              Starfsmenn, sem taka að sér þvott utan vinnustaðar á t.d. handklæðum eða
           öðrum sambærilegum stykkjum skulu fá greitt fyrir það.
             </p>
            </div>
           </div>
           <h3 id="fylgiskjal-með-kafla-222-um-tímamælda-ákvæðisvinnu" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Fylgiskjal með kafla 22.2 um tímamælda ákvæðisvinnu
            </span>
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           </h3>
           <div class="ks-section-content">
            <p>
             Tímamæld ákvæðisvinna í ræstingu -- málsmeðferð í ágreiningsmálum
            </p>
            <p>
             Komi upp ágreiningur um tímamælingu í ræstingu samkvæmt 22. kafla
           kjarasamnings ber atvinnurekandi ábyrgð á að eftirfarandi málsmeðferð
           verði fylgt:
            </p>
            <p>
             1\. Atvinnurekandi og starfsmaður fari í sameiningu yfir ræstingarsvæðið
           og kanni eftirfarandi þætti þar sem tekið er mið af vinnutakti 130:
            </p>
            <p>
             a\) er skrifleg verklýsing til staðar og uppfyllir hún ákvæði
           kjarasamnings? Er verklýsing í samræmi við þau verkefni sem starfsmanni
           eru falin?
            </p>
            <p>
             b\) er áætlaður vinnutími í verklýsingu í samræmi við umsaminn vinnutíma
           starfsmanns skv. ráðningarsamningi?
            </p>
            <p>
             c\) fylgir starfsmaður verklýsingu?
            </p>
            <p>
             d\) sinnir starfsmaður öðrum verkefnum sem ekki eru tilgreind í
           verklýsingu?
            </p>
            <p>
             e\) eru gæði vinnunnar í samræmi við verklýsingu?
            </p>
            <p>
             f\) hefur starfsmaður öll þau áhöld og efni sem hentugust eru til
           ræstinga á viðkomandi svæði?
            </p>
            <p>
             g\) hefur starfsmaður fengið leiðbeiningar um notkun áhalda og efna?
            </p>
            <p>
             h\) hefur starfsmaður náð tökum á vinnuaðferð sem hentugust er á
           viðkomandi ræstingasvæði?
            </p>
            <p>
             i\) eru aðstæður á vinnustað óvenjulegar, t.d. vegna framkvæmda eða
           annarra tímabundinna aðstæðna sem áhrif geta haft á vinnutíma?
            </p>
            <p>
             j\) eru forsendur tímamælingar í samræmi við gerð húsnæðis og aðgengi að
           því?
            </p>
            <p>
             k\) annað sem máli kann að skipta, s.s. hvort aðfinnslur hafi komið frá
           verkkaupa, hvort um árstíðabundinn mun á óhreinindum sé að ræða,
           fjarvistir samstarfsfélaga sem leiðir til aukins álags á starfsmann
           o.fl.
            </p>
            <p>
             Atvinnurekandi gerir minnisblað þar sem fram kemur afstaða hans og
           starfsmanns til ofangreindra þátta og afhendir starfsmanni afrit. Komist
           atvinnurekandi og starfsmaður að sameiginlegri niðurstöðu um óbreytta
           tímamælingu eða breytingu á tímamælingu er sú niðurstaða skráð á
           minnisblaðið.
            </p>
            <p>
             Verði atvinnurekandi ekki við beiðni starfsmanns um viðræður eða
           afhendir ekki minnisblað innan tveggja vikna frá því beiðni um viðræður
           kom fram getur starfsmaður vísað ágreiningi til stéttarfélags síns.
            </p>
            <p>
             2\. Leiði málsmeðferð samkvæmt 1. lið ekki til lausnar ágreinings getur
           starfsmaður óskað þess að stéttarfélag hans komi að lausn ágreinings.
           Málsmeðferð samkvæmt 1. lið er þá endurtekin með þátttöku fulltrúa
           stéttarfélags. Kjósi stéttarfélag að framkvæma tímamælingu leggur
           atvinnurekandi til teikningu af ræstingarsvæði þar sem flatarmál rýma
           kemur fram, verklýsingu og annað það sem máli skiptir við tímamælingu.
           Stéttarfélag skal bera tímamælingu sína undir atvinnurekanda með þeim
           forsendum sem hún byggir á.
            </p>
            <p>
             3\. Náist ekki samkomulag fyrir milligöngu stéttarfélags getur það vísað
           ágreiningi til samstarfsnefndar SA og Eflingar. Nefndin skal skipuð
           einum fulltrúa SA, einum frá viðkomandi atvinnurekanda og tveimur
           fulltrúum Eflingar. Hlutverk nefndarinnar er að skera úr ágreiningi
           aðila og getur í því skyni kallað eftir gögnum frá viðkomandi
           atvinnurekanda og stéttarfélagi.
            </p>
            <p>
             Sameiginleg niðurstaða samstarfsnefndar er bindandi fyrir aðila. Komist
           nefndin ekki að einróma niðurstöðu leitar hún til óhlutdrægs fagaðila
           sem hefur þekkingu og reynslu af tímamælingum í ræstingum, til að
           framkvæma tímamælingu. Málsmeðferð, sem felur í sér endanlega úrlausn
           máls, er þá sem hér segir:
            </p>
            <p>
             a)  báðir aðilar skulu samþykkja viðkomandi fagaðila,
            </p>
            <p>
             b)  viðkomandi fagaðili skal hafa viðurkennda tímastaðla sem eru
               uppfærðir reglulega og geta einnig framkvæmt tímamælingar á verkstað
               sé þess óskað,
            </p>
            <p>
             c)  viðkomandi fagaðili tímamælir verkið með því að skrá það í
               tímastaðal samkvæmt fyrirliggjandi gögnum og gefur áætlaðan tíma
               eftir því,
            </p>
            <p>
             d)  kostnaður af tímamælingu fagaðila fellur að jöfnu á viðkomandi
               atvinnurekanda og það stéttarfélag sem vísaði máli til nefndarinnar,
            </p>
            <p>
             e)  ef niðurstaða skv. c) lið telst ekki ásættanleg af öðrum aðila
               málsins (vikmörk 5% ), getur sá hinn sami krafist þess að framkvæmd
               sé tímamæling á verkinu á verkstað af sama fagaðila,
            </p>
            <p>
             f)  kostnaður af tímamælingu fagaðila skv. e) lið fellur að öllu leiti á
               þann aðila sem óskaði eftir slíkri mælingu.
            </p>
           </div>
           <h3 id="bókun-um-hæfnigreiningar-starfa-í-ræstingu" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            <span class="ks-accordion-title">
             Bókun um hæfnigreiningar starfa í ræstingu
            </span>
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            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Á vinnumarkaði sem tekur örum breytingum er mikilvægt að færni til
           starfa sé sýnileg og staðfest. Störf við ræstingar hafa tekið miklum
           breytingum og eru samningsaðilar sammála um mikilvægi þess að fram fari
           hæfnigreiningar starfa í ræstingu.
            </p>
            <p>
             Hæfnigreiningar eru gagnlegar fyrir starfsfólk og stuðla að
           samkeppnishæfni fyrirtækja, en í því felst ávinningur fyrir bæði
           starfsfólk og fyrirtæki. Í hæfnigreiningu felst að útbúa starfaprófíla
           fyrir ræstingarstörf í samráði við Fræðslumiðstöð atvinnulífsins, þar
           sem hæfniviðmið starfa eru greind með hæfnigreiningu, matslistar þróaðir
           fyrir störfin og í kjölfarið er hæfni staðfest með útgáfu fagbréfa.
            </p>
            <p>
             Á meðan sú hæfnigreining fer fram og þar til um annað verður samið af
           samningsaðilum, verður ræstingu raðað í launaflokk 8 í launatöflu
           Eflingar.
            </p>
           </div>
           <h3 id="bókun-um-útboðsmál-í-ræstingu" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            </svg>
            <span class="ks-accordion-title">
             Bókun um útboðsmál í ræstingu
            </span>
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            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Samtök atvinnulífsins, fyrir hönd fyrirtækja í ræstingarþjónustu, og
           Efling og Starfsgreinasambandið, lýsa yfir eftirfarandi:
            </p>
            <p>
             Útboð á ræstingarþjónustu er stór og vaxandi þáttur í starfsemi
           fyrirtækja og starfsfólks í ræstingarþjónustu. Flest útboð opinberra
           aðila og stærri fyrirtækja byggjast á því að lægsta tilboðsverði skuli
           tekið. Flest útboðanna eru einnig án kostnaðaráætlunar. Þessi nálgun við
           útboð á jafn mikilvægri þjónustu og ræstingar eru stríðir gegn
           sameiginlegu markmiði um kaup á þjónustu fyrir sanngjarnt verð.
           Ofangreindir aðilar eru sammála um að þessi útboðsaðferð er ósanngjörn
           gagnvart kjörum ræstingarfólks og vinnur gegn hagsmunum fyrirtækja í
           greininni.
            </p>
            <p>
             Aðilar hafa komið sér saman um að skipa starfshóp sem fær það verkefni
           að greina stöðu útboðsmála í ræstingu, móta æskilegar útboðsaðferðir og
           funda með helstu útboðsaðilum á ræstingarþjónustu til að tryggja að
           útboð taki í meira mæli mið af hæfni og gæðum.
            </p>
            <p>
             Starfshópurinn skal skipaður tveimur frá hverjum aðila og skal hafa
           lokið gerð æskilegra útboðsaðferða eigi síðar en 1. október 2024. Fundum
           með helstu útboðsaðilum skal lokið eigi síðar en 1. desember 2024. Að
           þessari vinnu lokinni skulu aðilar taka ákvörðun um hvernig niðurstaða
           hópsins skuli kynnt og birt.
            </p>
           </div>
           <h3 id="útdráttur-úr-rammasamningi-milli-vmsí-annars-vegar-og-vsí-vms-fjármálaráðherra-fyrir-hönd-ríkisins-og-reykjavíkurborgar-hins-vegar-um-vinnu-við-ræstingar" class="ks-accordion-header" onclick="ksToggleSa(this)">
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             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Útdráttur úr rammasamningi milli VMSÍ annars vegar og VSÍ, VMS, fjármálaráðherra fyrir hönd ríkisins, og Reykjavíkurborgar hins vegar, um vinnu við ræstingar
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('útdráttur-úr-rammasamningi-milli-vmsí-annars-vegar-og-vsí-vms-fjármálaráðherra-fyrir-hönd-ríkisins-og-reykjavíkurborgar-hins-vegar-um-vinnu-við-ræstingar')" title="Afrita tengil">
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           </h3>
           <div class="ks-section-content">
            <h5 id="1-afköst" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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              </polyline>
             </svg>
             <span class="ks-accordion-title">
              1. **Afköst**
             </span>
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              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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               Afritað!
              </span>
             </button>
            </h5>
            <h5 id="11-vinnutaktur" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             <span class="ks-accordion-title">
              1.1. Vinnutaktur
             </span>
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              </span>
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            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Vinnutaktur er mældur hraði við vinnu skv. skilgreiningu
           Alþjóðavinnumálastofnunarinnar.
             </p>
             <p>
              Stöðluð afköst eru þau afköst sem hæfir starfsmenn inna af hendi að
           meðaltali á vinnudegi eða vakt án þess að ofreyna sig, svo fremi þeir
           kunni og fari eftir tiltekinni vinnuaðferð og hafi áhuga á að leggja sig
           fram við vinnuna.
             </p>
             <p>
              Slík afköst teljast gefa 100 stig samkvæmt stöðluðu mati og
           afkastakvarða.
             </p>
             <p>
              Um aðra vinnutakta er vísað til skilgreininga
           Alþjóðavinnumálastofnunarinnar, sbr. fylgiskjal I.
             </p>
            </div>
            <h5 id="12-útreikningur-á-tíma-við-ræstingar" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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             <span class="ks-accordion-title">
              1.2. Útreikningur á tíma við ræstingar.
             </span>
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            <div class="ks-section-content ks-sub-content">
             <p>
              Við útreikninga á tíma við ræstingarvinnu geta tímaeiningar
           (staðaltímar) verið lagðir til grundvallar. Þegar tímaeiningar eru
           notaðar fyrir hverja verkframkvæmd skv. verklýsingu, skulu þær vera í
           samræmi við ákveðinn vinnutakt sem samningsaðilar koma sér saman um að
           nota sbr. gr. 4.1. og 6. kafla. Leiðbeiningar um undirbúning og
           framkvæmd vinnu-rannsókna, sbr. fskj. I.
             </p>
            </div>
            <h5 id="13-útreikningur-afkasta" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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             <span class="ks-accordion-title">
              1.3. Útreikningur afkasta
             </span>
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             <p>
              Grunneining við útreikning afkasta við ræstingu eru ræstir gólffermetrar
           á tímaeiningu (m2/klst.). Innifalið er, öll þrif á ræstingarsvæðinu skv.
           verklýsingu.
             </p>
             <p>
              DÆMI:
             </p>
             <p>
              a\. Svæði er 600 m2 gólfflötur. Það er allt ræst 3 daga í viku og tími
           til verksins á hvern þessara 3 daga er Y klst.
             </p>
             <p>
              Afköst þessa svæðis eru - 600/Y = X m2 á klst.
             </p>
             <p>
              b\. Svæði er 655 m2 gólfflötur, 450 m2 eru ræstir 5 daga vikunnar, en
           205 m2 eru ræstir 3 daga vikunnar. Heildartími svæðisins er Y klst.
             </p>
             <p>
              Afköst þessa svæðis eru - ((450x5)+(205x3))/Y =X m2 á klst.
             </p>
             <strong>
              Fylgiskjal I
             </strong>
             <p>
              Tafla 17. Dæmi um mismunandi vinnuhraða samkvæmt helstu mælikvörðum.
             </p>
            </div>
            <h5 id="kvarðar-lýsing-sambærilegur" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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              Kvarðar Lýsing Sambærilegur
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            <div class="ks-section-content ks-sub-content">
             <strong>
              gönguhraði.
             </strong>
             [^13]
             <strong>
              60-80 75-100 100-133 0-100 (km/klst.)
             </strong>
             <strong>
              staðall
             </strong>
             <p>
              0 0 0 0 Engin starfssemi.
             </p>
             <p>
              40 50 6 50 Starfsmaður er mjög hæg- 3,2
             </p>
             <p>
              fara og klaufalegur og hefur
             </p>
             <p>
              fálmkenndar hreyfingar; virð-
             </p>
             <p>
              ist hálfsofandi og áhugalaus
             </p>
             <p>
              um starfið.
             </p>
             <p>
              60 75 100 75 Heldur stöðugt áfram en er 4,8
             </p>
             <p>
              hægfara og augljóslega ekki
             </p>
             <p>
              í ákvæðisvinnu, en lýtur eðli-
             </p>
             <p>
              legri verkstjórn. Sýnist vinna
             </p>
             <p>
              hægt en sóar þó ekki tímanum
             </p>
             <p>
              viljandi á meðan fylgst er
             </p>
             <p>
              með honum.
             </p>
             <p>
              80 100 133 100 Röskur starfsmaður sem 6,4
             </p>
             <p>
              ( Staðal- skilar góðri vinnu, svo sem
             </p>
             <p>
              hraði) venjulegur hæfur starfsmaður
             </p>
             <p>
              í ákvæðisvinnu. Fullnægjandi
             </p>
             <p>
              staðalgæði og nákvæmni.
             </p>
             <p>
              100 125 167 125 Vinnur mjög hratt. Öryggi hand- 8,0
             </p>
             <p>
              lagni og samhæfing hreyfinga
             </p>
             <p>
              langt umfram starfsmann sem
             </p>
             <p>
              hefur hlotið hefðbundna þjálfun.
             </p>
             <p>
              120 150 200 150 Vinnur einstaklega hratt og af 9,6
             </p>
             <p>
              ákafa og einbeitni sem ekki er
             </p>
             <p>
              líklegt að endist lengi. Frábær
             </p>
             <p>
              árangur í starfi sem aðeins örfáir
             </p>
             <p>
              starfsmenn ná.
             </p>
             <strong>
              \
           Fylgiskjal II
             </strong>
             <p>
              Við útreikninga á greiddum tíma fyrir ræstingarsvæði, sem tímasett eru
           út frá tímaeiningum (staðaltímum), er reiknað með heilum klukkustundum
           og broti úr þeim með stundarfjórðungs nákvæmni. Sé samanlagður tími
           fyrir ræstingarsvæði 5 mín. hærri en næsti stundarfjórðungur á undan er
           hækkað upp, en sé hann hinsvegar lægri er lækkað niður í næsta
           stundarfjórðung á undan.
             </p>
            </div>
           </div>
          </div>
          <h2 id="23-kafli-um-vaktmenn" class="ks-heading">
           <span class="ks-heading-text">
            23. Kafli - Um vaktmenn
           </span>
           <button class="ks-copy-btn" onclick="ksCopySa('23-kafli-um-vaktmenn')" title="Afrita tengil">
            <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
             <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
             </path>
            </svg>
            <span class="ks-tooltip">
             Afritað!
            </span>
           </button>
          </h2>
          <div class="ks-chapter-content">
           <h3 id="231-gildissvið" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             23.1. Gildissvið
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('231-gildissvið')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
              </path>
             </svg>
             <span class="ks-tooltip">
              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <h5 id="2311-kafli-thessi-tekur-til-dag-og" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              23.1.1. Kafli þessi tekur til dag- og næturvörslu í fyrirtækjum og
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2311-kafli-thessi-tekur-til-dag-og')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             stofnunum og gildir um hvers konar eftirlitsstörf.
            </div>
           </div>
           <h3 id="232-laun-og-álag" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             23.2. Laun og álag
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('232-laun-og-álag')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
              </path>
             </svg>
             <span class="ks-tooltip">
              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <h5 id="2321-laun" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              23.2.1. Laun
             </span>
             <button class="ks-copy-btn" onclick="ksCopySa('2321-laun')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
               </path>
              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <strong>
              Lfl.
             </strong>
             <p>
              Vaktmenn í skipum 4
             </p>
             <p>
              Staðbundin gæsla 6
             </p>
             <p>
              Farandgæsla (gæsla á fleiri en einu svæði) 7
             </p>
             <p>
              Verðmætaflutningar og stjórnstöð 10
             </p>
             <p>
              Við mat á starfsreynslu skal taka eðlilegt tillit til reynslu af öðrum
           störfum sem nýtast í vaktmannsstörfum.
             </p>
             <h5 id="2322-vaktmenn-skulu-auk-almennra-gae" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
              <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
               <polyline points="6 9 12 15 18 9">
               </polyline>
              </svg>
              <span class="ks-accordion-title">
               23.2.2. Vaktmenn skulu auk almennra gæslustarfa sinna símgæslu, aflestri
              </span>
              <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2322-vaktmenn-skulu-auk-almennra-gae')" title="Afrita tengil">
               <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
                <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
                </path>
               </svg>
               <span class="ks-tooltip">
                Afritað!
               </span>
              </button>
             </h5>
             <div class="ks-section-content ks-sub-content">
              mæla á reglulegum eftirlitsferðum og öðrum skyldum störfum. Um önnur
           störf og óskyld fer eftir samkomulagi starfsmanns og atvinnurekanda og
           skal greiða sérstaklega fyrir þau ef umfang þeirra gefur tilefni til.
              <p>
               Um staðbundna gæslu, farandgæslu og verðmætaflutninga fer skv.
           starfslýsingum atvinnurekenda.
              </p>
              <p>
               Vaktmönnum sem eru einir við störf skulu lögð til öryggistæki;
           neyðarhnappar, kalltæki eða símtæki, við vinnu sína eftir aðstæðum.
              </p>
             </div>
             <h5 id="2323-vinna-a-voktum-sem-fellur-utan" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
              <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
               <polyline points="6 9 12 15 18 9">
               </polyline>
              </svg>
              <span class="ks-accordion-title">
               23.2.3. Vinna á vöktum sem fellur utan tímamarkanna kl. 8:00 -- 17:00
              </span>
              <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2323-vinna-a-voktum-sem-fellur-utan')" title="Afrita tengil">
               <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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               </svg>
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                Afritað!
               </span>
              </button>
             </h5>
             <div class="ks-section-content ks-sub-content">
              mánudaga til föstudaga greiðist með vaktaálagi. Fyrir vinnu á tímabilinu
           17:00 -- 24:00 mánudaga til föstudaga greiðist 33% álag á dagvinnukaup.
           Fyrir vinnu á tímabilinu 24:00 -- 8:00, svo og á laugardögum og
           sunnudögum greiðist, 45% álag á dagvinnukaup.
              <p>
               Heimilt er auk þess að greiða álag hjá vaktmönnum í skipum með
           eftirfarandi hætti:
              </p>
              <p>
               Álag vegna vakta sem staðnar eru allan sólarhringinn, alla daga vikunnar
           skal vera 33%.
              </p>
              <p>
               Sé einungis staðnar vaktir á tímabilinu frá kl. 16:00 til kl. 8:00 svo
           og á laugar- og sunnudögum skal greiða jafnaðarálag sem nemur 42% á unna
           stund.
              </p>
             </div>
             <h5 id="2324-timakaup-i-dagvinnu-finnst-med" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
              <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
               <polyline points="6 9 12 15 18 9">
               </polyline>
              </svg>
              <span class="ks-accordion-title">
               23.2.4. Tímakaup í dagvinnu finnst með því að deila 173,33 í
              </span>
              <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2324-timakaup-i-dagvinnu-finnst-med')" title="Afrita tengil">
               <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
                <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
                </path>
               </svg>
               <span class="ks-tooltip">
                Afritað!
               </span>
              </button>
             </h5>
             <div class="ks-section-content ks-sub-content">
              mánaðarkaup.
             </div>
             <h5 id="2325-yfirvinna-greidist-med-80-ala" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
              <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
               <polyline points="6 9 12 15 18 9">
               </polyline>
              </svg>
              <span class="ks-accordion-title">
               23.2.5. Yfirvinna greiðist með 80% álagi á dagvinnutímakaup, þ.e. með
              </span>
              <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2325-yfirvinna-greidist-med-80-ala')" title="Afrita tengil">
               <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
                <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
                </path>
               </svg>
               <span class="ks-tooltip">
                Afritað!
               </span>
              </button>
             </h5>
             <div class="ks-section-content ks-sub-content">
              1,0385% af mánaðarlaunum fyrir dagvinnu.
             </div>
             <h5 id="2326-vaktir-sem-starfsmenn-taka-ad" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
              <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
               <polyline points="6 9 12 15 18 9">
               </polyline>
              </svg>
              <span class="ks-accordion-title">
               23.2.6. Vaktir sem starfsmenn taka að sér utan vaktskrár, sem svarar til
              </span>
              <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2326-vaktir-sem-starfsmenn-taka-ad')" title="Afrita tengil">
               <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
                <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
                </path>
               </svg>
               <span class="ks-tooltip">
                Afritað!
               </span>
              </button>
             </h5>
             <div class="ks-section-content ks-sub-content">
              173,33 stunda á mánuði, greiðast sem yfirvinna.
             </div>
             <h5 id="2327-vinna-a-storhatidum-greidist-m" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
              <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
               <polyline points="6 9 12 15 18 9">
               </polyline>
              </svg>
              <span class="ks-accordion-title">
               23.2.7. Vinna á stórhátíðum greiðist með stórhátíðaálagi.
              </span>
              <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2327-vinna-a-storhatidum-greidist-m')" title="Afrita tengil">
               <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
                <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
                </path>
               </svg>
               <span class="ks-tooltip">
                Afritað!
               </span>
              </button>
             </h5>
             <div class="ks-section-content ks-sub-content">
             </div>
            </div>
            <h3 id="233-um-vinnutíma-og-vaktir" class="ks-accordion-header" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              23.3. Um vinnutíma og vaktir
             </span>
             <button class="ks-copy-btn" onclick="ksCopySa('233-um-vinnutíma-og-vaktir')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h3>
            <div class="ks-section-content">
             <h5 id="2331-fost-laun-hvers-vaktmanns-i-fu" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
              <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
               <polyline points="6 9 12 15 18 9">
               </polyline>
              </svg>
              <span class="ks-accordion-title">
               23.3.1. Föst laun hvers vaktmanns í fullu starfi samkvæmt samningi
              </span>
              <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2331-fost-laun-hvers-vaktmanns-i-fu')" title="Afrita tengil">
               <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
                <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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               </svg>
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                Afritað!
               </span>
              </button>
             </h5>
             <div class="ks-section-content ks-sub-content">
              þessum svara til 173,33 stunda á mánuði.
              <p>
               Vaktskrá skal að jafnaði miðuð við framanskráðan vinnutíma. Vaktir mega
           aldrei vera lengri en 12 klst. í senn, nema til komi sérstakt samkomulag
           við starfsmenn. Vaktskrá skal skipulögð tvo mánuði fram í tímann í senn
           og liggja frammi með a.m.k. átta daga fyrirvara. Í vaktskrá skulu
           nefndar vaktir hvers starfsmanns auk fasts vinnutíma hans yfir
           vakttímabilið. Breytingar á reglubundnum vöktum skulu ekki gerðar nema
           að höfðu samráði við starfsmenn og með a.m.k. 8 daga fyrirvara.
              </p>
             </div>
             <h5 id="2332-matartimi-vaktmanna-skal-vera" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
              <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
               <polyline points="6 9 12 15 18 9">
               </polyline>
              </svg>
              <span class="ks-accordion-title">
               23.3.2. Matartími vaktmanna skal vera hálf klukkustund á hverri vakt og
              </span>
              <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2332-matartimi-vaktmanna-skal-vera')" title="Afrita tengil">
               <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
                <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
                </path>
               </svg>
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                Afritað!
               </span>
              </button>
             </h5>
             <div class="ks-section-content ks-sub-content">
              telst hann til vinnutíma. Auk þess skal á hverri vakt gera ráð fyrir
           einum 15 mín. kaffitíma en tveimur ef um 12 tíma vaktir er að ræða eða
           lengri. Kaffitímar teljast til vinnutíma. Matar- og kaffitímar skulu
           teknir með tilliti til aðstæðna hverju sinni.
             </div>
             <h5 id="2333-storhatidavinna-telst-vera-a" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
              <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
               <polyline points="6 9 12 15 18 9">
               </polyline>
              </svg>
              <span class="ks-accordion-title">
               23.3.3. Stórhátíðavinna telst vera á:
              </span>
              <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2333-storhatidavinna-telst-vera-a')" title="Afrita tengil">
               <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
                <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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                Afritað!
               </span>
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             </h5>
             <div class="ks-section-content ks-sub-content">
              <blockquote>
               1\. Nýársdag.
              </blockquote>
              <blockquote>
               > 2\. Föstudaginn langa.
              </blockquote>
              <blockquote>
               > 3\. Páskadag.
              </blockquote>
              <blockquote>
               > 4\. Hvítasunnudag.
              </blockquote>
              <blockquote>
               > 5\. 17. júní.
              </blockquote>
              <blockquote>
               > 6\. Jóladag.
              </blockquote>
              <blockquote>
               > 7\. Aðfangadag jóla, eftir kl. 12:00.
              </blockquote>
              <blockquote>
               > 8\. Gamlársdag, eftir kl. 12:00.
              </blockquote>
             </div>
             <h5 id="2334-se-kallad-til-vinnu-utan-vinnu" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
              <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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               </polyline>
              </svg>
              <span class="ks-accordion-title">
               23.3.4. Sé kallað til vinnu utan vinnutíma skv. vaktskrá, skal greiðsla
              </span>
              <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2334-se-kallad-til-vinnu-utan-vinnu')" title="Afrita tengil">
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             </h5>
             <div class="ks-section-content ks-sub-content">
              fyrir útkall vera fjórar klst. hið minnsta eða þann tíma sem vaktað er,
           enda séu liðnar tvær klst. eða meira frá því að vakt lauk eða hún skal
           byrja. Að öðrum kosti skal vaktmaður halda kaupi svo sem um samfelldan
           tíma hafi verið að ræða.
             </div>
            </div>
            <h3 id="234-um-aukafrídaga" class="ks-accordion-header" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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              </polyline>
             </svg>
             <span class="ks-accordion-title">
              23.4. Um aukafrídaga
             </span>
             <button class="ks-copy-btn" onclick="ksCopySa('234-um-aukafrídaga')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h3>
            <div class="ks-section-content">
             <h5 id="2341-vaktmenn-sem-gengid-hafa-vakt" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
              <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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               </polyline>
              </svg>
              <span class="ks-accordion-title">
               23.4.1. Vaktmenn, sem gengið hafa vaktir alla daga ársins, skulu, miðað
              </span>
              <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2341-vaktmenn-sem-gengid-hafa-vakt')" title="Afrita tengil">
               <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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                Afritað!
               </span>
              </button>
             </h5>
             <div class="ks-section-content ks-sub-content">
              við fullt ársstarf, fá 5 frídaga (40 vinnustundir) í stað þeirra frídaga
           sem unnir hafa verið, aðrir en sunnudagar og stórhátíðardagar. Í þessu
           sambandi skal telja virka daga, mánudag til föstudags. Skal árið í þessu
           tilviki talið frá 1. október.
              <p>
               Aukafrí skal veitt að vetri og eftir nánara samkomulagi vinnuveitenda og
           vaktmanns.
              </p>
             </div>
            </div>
            <h3 id="235-um-mataraðstöðu" class="ks-accordion-header" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              23.5. Um mataraðstöðu
             </span>
             <button class="ks-copy-btn" onclick="ksCopySa('235-um-mataraðstöðu')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h3>
            <div class="ks-section-content">
             <h5 id="2351-mataradstada-skal-vera-fyrir-h" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
              <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
               <polyline points="6 9 12 15 18 9">
               </polyline>
              </svg>
              <span class="ks-accordion-title">
               23.5.1. Mataraðstaða skal vera fyrir hendi í kaffistofu fyrirtækis eða
              </span>
              <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2351-mataradstada-skal-vera-fyrir-h')" title="Afrita tengil">
               <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
                <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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                Afritað!
               </span>
              </button>
             </h5>
             <div class="ks-section-content ks-sub-content">
              annars staðar þar sem því verður við komið. Þar skulu vera öll
           nauðsynleg tæki s.s. borðbúnaður, ísskápur og örbylgjuofn.
              <p>
               Þeir starfsmenn sem njóta betri kjara skulu halda þeim.
              </p>
             </div>
            </div>
            <h3 id="236-fatnaður" class="ks-accordion-header" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              23.6. Fatnaður
             </span>
             <button class="ks-copy-btn" onclick="ksCopySa('236-fatnaður')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              </span>
             </button>
            </h3>
            <div class="ks-section-content">
             <h5 id="2361-thar-sem-gaesla-fer-fram-utanhus" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
              <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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               </polyline>
              </svg>
              <span class="ks-accordion-title">
               23.6.1. Þar sem gæsla fer fram utanhúss skal starfsmönnum séð fyrir
              </span>
              <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2361-thar-sem-gaesla-fer-fram-utanhus')" title="Afrita tengil">
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               </svg>
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                Afritað!
               </span>
              </button>
             </h5>
             <div class="ks-section-content ks-sub-content">
              hlífðarfatnaði. Skal fatnaðurinn vera hreinn og óskemmdur við
           afhendingu. Fatnaðurinn er eign atvinnurekanda .
             </div>
            </div>
            <h3 id="237-um-ferðir" class="ks-accordion-header" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              23.7. Um ferðir
             </span>
             <button class="ks-copy-btn" onclick="ksCopySa('237-um-ferðir')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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               </path>
              </svg>
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               Afritað!
              </span>
             </button>
            </h3>
            <div class="ks-section-content">
             <h5 id="2371-flutningslinan-a-felagssvaedi-e" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
              <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
               <polyline points="6 9 12 15 18 9">
               </polyline>
              </svg>
              <span class="ks-accordion-title">
               23.7.1. Flutningslínan á félagssvæði Eflingar-stéttarfélags, afmarkast
              </span>
              <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2371-flutningslinan-a-felagssvaedi-e')" title="Afrita tengil">
               <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
                <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
                </path>
               </svg>
               <span class="ks-tooltip">
                Afritað!
               </span>
              </button>
             </h5>
             <div class="ks-section-content ks-sub-content">
              af leiðarkerfi SVR að Kjalarnesi undanskildu og af leiðarkerfi
           strætisvagna um Kópavog á félagssvæði Eflingar -- stéttarfélags og skulu
           vaktmenn mæta til vinnu í eigin tíma og á eigin vegum á vinnustöðum
           innan ofangreindra marka. Miðað er við, að ferðum vagnanna sé þannig
           háttað, að vegalengd frá næsta viðkomustað til vinnustaðar sé ekki
           lengri en talið er eðlilegt í hinu almenna leiðarkerfi
           strætisvagnanna.[^14]
             </div>
            </div>
            <h3 id="238-starfsþjálfun" class="ks-accordion-header" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              23.8. Starfsþjálfun
             </span>
             <button class="ks-copy-btn" onclick="ksCopySa('238-starfsþjálfun')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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               </path>
              </svg>
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               Afritað!
              </span>
             </button>
            </h3>
            <div class="ks-section-content">
             <h5 id="2381-fastur-starfsmadur-skal-njota" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
              <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
               <polyline points="6 9 12 15 18 9">
               </polyline>
              </svg>
              <span class="ks-accordion-title">
               23.8.1. Fastur starfsmaður skal njóta starfsþjálfunar og námskeiða s.s. í
              </span>
              <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2381-fastur-starfsmadur-skal-njota')" title="Afrita tengil">
               <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
                <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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               </svg>
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                Afritað!
               </span>
              </button>
             </h5>
             <div class="ks-section-content ks-sub-content">
              brunavörn og skyndihjálp.
             </div>
            </div>
            <h3 id="239-lausráðnir-vaktmenn-í-skipum" class="ks-accordion-header" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              23.9. Lausráðnir vaktmenn í skipum
             </span>
             <button class="ks-copy-btn" onclick="ksCopySa('239-lausráðnir-vaktmenn-í-skipum')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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               </path>
              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h3>
            <div class="ks-section-content">
             <h5 id="2391-vaktmonnum-sem-radnir-eru-til" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
              <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
               <polyline points="6 9 12 15 18 9">
               </polyline>
              </svg>
              <span class="ks-accordion-title">
               23.9.1. Vaktmönnum sem ráðnir eru til vaktstarfa um borð í skipum
              </span>
              <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2391-vaktmonnum-sem-radnir-eru-til')" title="Afrita tengil">
               <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
                <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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                Afritað!
               </span>
              </button>
             </h5>
             <div class="ks-section-content ks-sub-content">
              einstakar nætur skal greiða 17 dagvinnueiningar fyrir hverja 12 tíma
           vakt á tímabilinu kl. 20:00 - 08:00.
              <p>
               Launaútreikningur (1 vika):
              </p>
              <p>
               8 x 5 (klst. dagv.) = 40,0
              </p>
              <p>
               4 x 5 x 1,8 (klst. yfirv.) = 36,0
              </p>
              <p>
               12 x 2 x 1,8 (klst. helgidv.) = 43,2
              </p>
              <p>
               Alls 119,2 dagv. einingar.
              </p>
              <p>
               Hver vakt 119,2 : 7 = 17,0 = dagvinnueiningar.
              </p>
             </div>
             <h5 id="2392-fyrir-7-vakt-greidist-60-ala" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
              <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
               <polyline points="6 9 12 15 18 9">
               </polyline>
              </svg>
              <span class="ks-accordion-title">
               23.9.2. Fyrir 7. vakt greiðist 60% álag á vaktakaupið.
              </span>
              <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('2392-fyrir-7-vakt-greidist-60-ala')" title="Afrita tengil">
               <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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                </path>
               </svg>
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                Afritað!
               </span>
              </button>
             </h5>
             <div class="ks-section-content ks-sub-content">
             </div>
             <h5 id="23921-fyrir-naeturvorslu-a-storhatida" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
              <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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               </polyline>
              </svg>
              <span class="ks-accordion-title">
               23.9.2.1. Fyrir næturvörslu á stórhátíðardögum greiðist 80% álag á
              </span>
              <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('23921-fyrir-naeturvorslu-a-storhatida')" title="Afrita tengil">
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                Afritað!
               </span>
              </button>
             </h5>
             <div class="ks-section-content ks-sub-content">
              vaktakaupið.
             </div>
            </div>
            <h3 id="2310-samkomulag" class="ks-accordion-header" onclick="ksToggleSa(this)">
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             </svg>
             <span class="ks-accordion-title">
              23.10. Samkomulag
             </span>
             <button class="ks-copy-btn" onclick="ksCopySa('2310-samkomulag')" title="Afrita tengil">
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             <p>
              Það er sameiginleg afstaða samningsaðila að störf vaktmanna hafi mikla
           sérstöðu og séu sem slík viðkvæm fyrir vinnudeilum. Eftirfarandi ákvæði
           skulu gilda um vinnustöðvanir, verkföll og verkbönn, og halda gildi sínu
           þrátt fyrir að kjarasamningur aðila falli úr gildi, fyrir uppsögn eða
           samkvæmt ákvæðum sínum, uns nýr samningur hefur verið gerður.
             </p>
             <p>
              Komi til vinnustöðvunar, verkfalla eða verkbanna skal farið að lögum
           80/1938 um stéttarfélög og vinnudeilur. Framkvæmd vinnustöðvunar skal þó
           vera þannig, að komið verði sem frekast er unnt í veg fyrir að öryggi
           fyrirtækja og verðmætum þeim sem vaktmenn hafa umsjón með verði stefnt í
           voða.
             </p>
             <p>
              Mun stéttarfélagið í því skyni, ef til vinnustöðvunar kemur, veita
           hlutaðeigandi fyrirtækjum leyfi fyrir þeim mannafla, sem þarf til þess
           að lágmarks gæslu verði haldið uppi.
             </p>
            </div>
           </div>
          </div>
          <h2 id="24-kafli-um-meðferð-ágreiningsmála" class="ks-heading">
           <span class="ks-heading-text">
            24. Kafli - Um meðferð ágreiningsmála
           </span>
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          </h2>
          <div class="ks-chapter-content">
           <h3 id="241-ágreiningur" class="ks-accordion-header" onclick="ksToggleSa(this)">
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            <span class="ks-accordion-title">
             24.1. Ágreiningur
            </span>
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           </h3>
           <div class="ks-section-content">
            <h5 id="2411-risi-agreiningur-milli-samning" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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              24.1.1. Rísi ágreiningur milli samningsaðila, skal sá aðili, er telur
             </span>
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             sig órétti beittan, bera fram kvörtun við stjórn hins aðilans. Skulu þær
           rannsaka ágreiningsatriðin og ráða þeim til lykta, ef unnt er. Hafi
           stjórnir beggja aðila eigi komið sér saman um endanlega lausn
           ágreiningsins innan tveggja sólarhringa frá því kvörtunin var sett fram,
           ber þegar að skjóta málinu til sáttanefndar, er sé þannig skipuð, að
           hvor aðili tilnefni einn mann og annan til vara, Dómstjórinn í Reykjavík
           þann þriðja, og skulu þessir menn þá reyna að jafna deiluatriðin. Skal
           nefndin hafa lokið störfum innan tveggja sólarhringa frá því að þriðji
           maður var skipaður.
            </div>
            <h5 id="2412-deilum-um-kaup-og-kjor-eda-hli" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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             <span class="ks-accordion-title">
              24.1.2. Deilum um kaup og kjör eða hliðstæðum ágreiningi starfsmanna og
             </span>
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             vinnuveitenda, sem upp kunna að koma á samningstímanum, er hvorum aðila
           samnings þessa heimilt að vísa til meðferðar heildarsamtakanna áður en
           gengið verður til félagslegra aðgerða eða dómstóla.
            </div>
           </div>
          </div>
          <h2 id="25-kafli-samningsforsendur-mark" class="ks-heading">
           <span class="ks-heading-text">
            25. Kafli - Samningsforsendur []
           </span>
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          </h2>
          <div class="ks-chapter-content">
           <h3 id="251-inngangur-megininntak" class="ks-accordion-header" onclick="ksToggleSa(this)">
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            <span class="ks-accordion-title">
             25.1. Inngangur -- megininntak
            </span>
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           </h3>
           <div class="ks-section-content">
            <p>
             Meginmarkmið samnings þessa er að stuðla að minnkun verðbólgu og lækkun
           vaxta, sem er mikið hagsmunamál heimila og fyrirtækja. Jafnframt er
           markmið samningsins að auka kaupmátt launafólks, skapa fyrirsjáanleika í
           efnahagslífinu, draga úr verðbólguvæntingum og styrkja samkeppnishæfni
           íslensks atvinnulífs. Samningur þessi kveður einnig á um framleiðniauka
           til alls launafólks, sem byggir á mældri framleiðni, og kauptaxtaauka á
           kauptaxta kjarasamninga.
            </p>
            25.2. Samningsforsendur
            <p>
             Til að styrkja forsendur og markmið kjarasamninganna mun sérstök launa-
           og forsendunefnd taka þegar til starfa. Nefndin skal skipuð fjórum
           fulltrúum tilnefndum af SA og fjórum tilnefndum af samninganefndum
           þeirra aðildarfélaga ASÍ sem að sameiginlegum samningsforsendum standa.
            </p>
            <p>
             Verkefni nefndarinnar er að fylgjast með framvindu þeirra þátta í
           efnahagslífinu sem áhrif geta haft á markmið samningsins, leggja
           formlegt mat á forsendur kjarasamningsins og eftir atvikum semja um
           viðbrögð við forsendubresti sem treysta forsendur samningsins og stuðla
           að því að hann haldi gildi sínu. Formlegt mat á samningsforsendum fer
           fram í september 2025 og september 2026.
            </p>
            <u>
             Í september 2025 skal taka afstöðu til eftirfarandi forsendna:
            </u>
            <p>
             a\) Forsenda er að 12 mánaða verðbólga í ágúst 2025 mælist ekki yfir
           4,95%. Forsenda þessi um verðlag telst þó hafa staðist ef verðbólga á 6
           mánaða tímabilinu frá mars - ágúst 2025 verður 4,7% eða lægri miðað við
           árshraða.
            </p>
            <p>
             b\) Forsenda er að lagabreytingar, sem heitið er og fram koma í
           yfirlýsingu ríkisstjórnarinnar dags. 7. mars 2024, hafi náð fram að
           ganga.
            </p>
            <u>
             Í september 2026 skal taka afstöðu til eftirfarandi forsendna:
            </u>
            <p>
             Forsenda er að 12 mánaða verðbólga í ágúst 2026 mælist ekki yfir 4,7%.
           Forsenda þessi um verðlag telst þó hafa staðist ef verðbólga á 6 mánaða
           tímabilinu frá mars - ágúst 2026 verður 4,4% eða lægri miðað við
           árshraða.
            </p>
           </div>
           <h5 id="vidbrogd-vid-forsendubresti" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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            </svg>
            <span class="ks-accordion-title">
             Viðbrögð við forsendubresti
            </span>
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              Afritað!
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            </button>
           </h5>
           <div class="ks-section-content ks-sub-content">
            <p>
             Launa- og forsendunefnd skal við ákvörðun sína um viðbragð við frávikum
           frá samningsmarkmiðum horfa til þróunar hagvísa á samningstímabilinu.
           Viðbragð á að hafa jákvæð áhrif á framvindu þeirra markmiða sem
           samningsaðilar hafa sett sér um minni verðbólgu, verðbólguvæntingar,
           lækkun stýrivaxta, bættan hag launafólks og bætta samkeppnishæfni
           íslensks atvinnulífs. Nefndin skal horfa heilstætt á stöðu efnahagsmála.
            </p>
            <p>
             Nefndin getur ákveðið að í stað kauptaxtaauka skv. samningi þessum komi
           annað jafn verðmætt viðbragð sem hæfir betur þeim aðstæðum sem uppi eru
           hverju sinni.
            </p>
            <p>
             Náist ekki samkomulag um viðbrögð við forsendubresti skal sá
           samningsaðila sem vill ekki að samningurinn haldi gildi sínu tilkynna um
           það sem hér segir:
            </p>
            <p>
             Vegna endurskoðunar í september 2025. Fyrir kl. 16:00 þann 8. október
           2025 og fellur samningurinn þá úr gildi þann 31. október 2025.
            </p>
            <p>
             Vegna endurskoðunar í september 2026. Fyrir kl. 16:00 þann 8. október
           2026 og fellur samningurinn þá úr gildi þann 31. október 2026.
            </p>
            <strong>
             Kauptaxtaauki
            </strong>
            <p>
             Haldi kjarasamningar gildi sínu skal launa- og forsendunefnd í mars
           2025, 2026 og 2027 úrskurða um sérstakan kauptaxtaauka, sýni
           launavísitala Hagstofu Íslands fyrir almennan vinnumarkað að laun hafi
           hækkað umfram hækkun lægstu kauptaxta. Bera skal saman hlutfallslega
           hækkun þeirrar vísitölu og hlutfallslega hækkun 4. lfl. kjarasamninga
           SGS/Eflingar á sama tímabili. Kauptaxtaaukinn reiknast sem fullt
           hlutfall umframhækkunar af framangreindum kauptaxta og hækka allir
           lágmarkskauptaxtar kjarasamninga aðila um það hlutfall frá og með 1.
           apríl ár hvert.
            </p>
            <p>
             a\) Í mars 2025 skal horfa til hækkunar kauptaxta og þróunar
           launavísitölu á tímabilinu nóvember 2023 - nóvember 2024.
            </p>
            <p>
             b\) Í mars 2026 skal horfa til hækkunar kauptaxta og þróunar
           launavísitölu á tímabilinu nóvember 2024 -- nóvember 2025.
            </p>
            <p>
             c\) Í mars 2027 skal horfa til hækkunar kauptaxta og þróunar
           launavísitölu á tímabilinu nóvember 2025 - nóvember 2026.
            </p>
            <p>
             Komi samhliða til greiðslu framleiðniauka og kauptaxtaauka skv.
           kjarasamningi þessum skulu lágmarkskauptaxtar kjarasamninga taka þeim
           auka sem hærri er hverju sinni.
            </p>
            <strong>
             Framleiðniauki
            </strong>
            <p>
             Aukist framleiðni um meira en 2% á árunum 2025 og 2026 mun launafólk fá
           hlutdeild í þeirri verðmætaaukningu í formi sérstaks framleiðniauka, að
           ákveðnum skilyrðum uppfylltum.
            </p>
            <p>
             Framleiðniauki og greiðsla fyrir hann er nánar útfærð í fylgiskjali með
           samningi þessum.
            </p>
           </div>
          </div>
          <h2 id="26-kafli-um-gildistíma-uppsagnarfrest-ofl" class="ks-heading">
           <span class="ks-heading-text">
            26. Kafli - Um gildistíma, uppsagnarfrest o.fl.
           </span>
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             Afritað!
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           </button>
          </h2>
          <div class="ks-chapter-content">
           <h3 id="261-áhrif-samningsins-á-starfskjör" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            <span class="ks-accordion-title">
             26.1. Áhrif samningsins á starfskjör
            </span>
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           </h3>
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           </div>
           <h5 id="2611-adilar-eru-sammala-um-ad-samn" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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            <span class="ks-accordion-title">
             26.1.1. Aðilar eru sammála um, að samningur þessi, ásamt meðfylgjandi
            </span>
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              Afritað!
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            </button>
           </h5>
           <div class="ks-section-content ks-sub-content">
            yfirlýsingum, komi að öllu leyti í stað áðurgildandi launa- og
           starfskjara.
           </div>
           <h5 id="2612-samningurinn-hefur-thvi-ekki-ah" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
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             26.1.2. Samningurinn hefur því ekki áhrif til hækkunar á launum og
            </span>
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           <div class="ks-section-content ks-sub-content">
            starfskjörum þeirra, er njóta betri launa og starfskjara, en samningur
           þessi kveður á um, umfram almennar launahækkanir skv. I. kafla samnings
           þessa.
           </div>
          </div>
          <h3 id="262-gildistími" class="ks-accordion-header" onclick="ksToggleSa(this)">
           <span class="ks-heading-text">
            26.2. Gildistími
           </span>
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          </h3>
          <div class="ks-section-content">
           <p>
            Samningur þessi gildir frá 1. febrúar 2024 til 1. febrúar 2028 og fellur
           þá úr gildi án sérstakrar uppsagnar.
           </p>
           <p>
            Reykjavík, 7. mars 2024
           </p>
          </div>
          <h2 id="bókanir-yfirlýsingar-samkomulög-og-fylgiskjöl" class="ks-heading">
           <span class="ks-heading-text">
            Bókanir, yfirlýsingar, samkomulög og fylgiskjöl
           </span>
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          </h2>
          <div class="ks-chapter-content">
           <h3 id="bókun-um-starfsheiti" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Bókun um starfsheiti
            </span>
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           </h3>
           <div class="ks-section-content">
            <p>
             Með kjarasamningnum koma inn ný starfsheiti og launaflokkaröðun fyrir
           ákveðin störf í 1. kafla eða starfsheitunum er raðað í inn sérkafla
           aðalkjarasamnings eða sérsamninga Eflingar og SA. Í þessu felst ekki
           breyting á því að önnur stéttarfélög en Efling hafi samningsrétt og
           samningsákvæði um þessi störf. \[2024\]
            </p>
           </div>
           <h3 id="bókun-vegna-endurskoðunar-á-greiðslum-fæðisdagpeninga" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            <span class="ks-accordion-title">
             Bókun vegna endurskoðunar á greiðslum fæðisdagpeninga
            </span>
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           </h3>
           <div class="ks-section-content">
            <p>
             Fæðispeningar eru mismunandi eftir köflum í aðalkjarasamningi Eflingar
           og forsendur, skilgreiningar og hugtök með misjöfnum hætti. Aðilar munu
           við uppfærslu kjarasamninga samræma greiðslureglur. \[2024\]
            </p>
           </div>
           <h3 id="bókun-um-nýtt-hæfnilaunakerfi" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            </svg>
            <span class="ks-accordion-title">
             Bókun um nýtt hæfnilaunakerfi
            </span>
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           </h3>
           <div class="ks-section-content">
            <p>
             Aðilar eru sammála um að stofna hóp (tveir fulltrúar frá SA og tveir frá
           Eflingu) sem komi saman að lágmarki fjórum sinnum á ári til að fylgja
           eftir framkvæmdaáætlun og meta stöðu verkefnisins með reglubundnum hætti
           í samstarfi við Fræðslumiðstöð atvinnulífsins.
            </p>
            <p>
             Framkvæmdaáætlun
            </p>
            <p>
             Aðilar eru sammála um að fjölga starfaprófílum í samráði við
           Fræðslumiðstöð atvinnulífsins, þar sem hæfniviðmið starfs eru greind með
           hæfnigreiningu, matslistar þróaðir fyrir störf, og í kjölfarið er hæfni
           staðfest með útgáfu Fagbréfa.
            </p>
            <p>
             Aðilar eru sammála um gerð kynningarefnis og leiðbeiningar fyrir
           fyrirtæki og starfsfólk um nýja hæfnilaunakerfið. Aðilar vinna
           sameiginlega að gerð kynningarefnisins í samstarfi við Fræðslumiðstöð
           atvinnulífsins. \[2024\]
            </p>
           </div>
           <h3 id="bókun-um-áhrif-tómlætis" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Bókun um áhrif tómlætis
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('bókun-um-áhrif-tómlætis')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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           </h3>
           <div class="ks-section-content">
            <p>
             Ef kjör starfsmanns, heildstætt metið, eru lakari en lágmarkskjör
           samkvæmt kjarasamningi, skal krafa hans um leiðréttingu, komi hún fram á
           starfstíma eða innan 6 mánaða frá starfslokum, ekki falla niður fyrir
           tómlæti en fyrnast samkvæmt almennum reglum. \[2024\]
            </p>
           </div>
           <h3 id="bókun-um-túlkaþjónustu" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Bókun um túlkaþjónustu
            </span>
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             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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             </svg>
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             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Í takt við aukinn fjölda erlendra starfsmanna á íslenskum vinnumarkaði
           munu samningsaðilar eiga með sér samstarf um að skilgreina þörf fyrir
           túlkaþjónustu og eftir atvikum útbúa leiðbeiningar til fyrirtækja um
           málið.\[2019\]
            </p>
           </div>
           <h3 id="bókun-um-vernd-þeirra-sem-gegna-trúnaðarstörfum-fyrir-stéttarfélög" class="ks-accordion-header" onclick="ksToggleSa(this)">
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             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Bókun um vernd þeirra sem gegna trúnaðarstörfum fyrir stéttarfélög
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('bókun-um-vernd-þeirra-sem-gegna-trúnaðarstörfum-fyrir-stéttarfélög')" title="Afrita tengil">
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             </svg>
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             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Samningsaðilar eru sammála um að starfsmenn sem gegna trúnaðarstörfum
           fyrir stéttarfélag sitt með setu í stjórn, samninganefnd eða
           trúnaðarráði, og eru í samskiptum við vinnuveitanda sinn vegna þeirra
           trúnaðarstarfa, verði ekki látnir gjalda þeirra trúnaðarstarfa sbr. 4.
           gr. laga um stéttarfélög og vinnudeilur nr. 80/1938. \[2019\]
            </p>
           </div>
           <h3 id="bókun-um-leigu-húsnæðis-í-tengslum-við-ráðningarsamning" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Bókun um leigu húsnæðis í tengslum við ráðningarsamning
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('bókun-um-leigu-húsnæðis-í-tengslum-við-ráðningarsamning')" title="Afrita tengil">
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            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Þegar atvinnurekandi útvegar starfsmanni húsnæði gegn endurgjaldi í
           tengslum við ráðningu gilda ákvæði húsaleigulaga nr. 36/1994 um gerð og
           efni leigusamninga.
            </p>
            <p>
             Leigusamningur skv. húsaleigulögum skal vera skriflegur og uppfylla
           kröfur II. kafla húsaleigulaga, þ.m.t. um fjárhæð húsaleigu, hvort
           samningur sé tímabundinn eða ótímabundinn og hvaða þjónusta við húsnæðið
           er innifalin í leigu.
            </p>
            <p>
             Við það skal miða að starfsmenn greiði ekki hærri leigu en almennt
           gerist og að leigufjárhæðin sé sanngjörn og eðlileg í garð beggja aðila.
           Við mat á því hvort leigufjárhæð sé sanngjörn og eðlileg verður m.a.
           litið til stærðar, staðsetningar og ástands húsnæðis og leiguverðs
           samkvæmt þinglýstum húsaleigu-samningum á sama svæði.
            </p>
            <p>
             Húsnæði skal ætlað til búsetu og uppfylla kröfur um aðbúnað og
           hollustuhætti.
            </p>
            <p>
             Sé samkomulag um að starfsmaður greiði ekki leigu fyrir húsnæði mega
           launakjör engu að síður ekki vera lakari en lágmarkskjör kjarasamnings
           skv. 1. gr. laga nr. 55/1980.
            </p>
            <p>
             Ákvæði þessi gilda á meðan starfsmaður er á launaskrá hjá hlutaðeigandi
           atvinnurekanda. \[2019\]
            </p>
           </div>
           <h3 id="bókun-um-raunfærnimat" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Bókun um raunfærnimat
            </span>
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             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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             </svg>
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             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Aðilar eru sammála um mikilvægi vinnustaðar sem námsstaðar. Sú þróun og
           þær áskoranir sem fyrirsjáanlegar eru á störfum á komandi misserum, m.a.
           með fjórðu iðnbyltingunni, auka enn á mikilvægi þessa. Atvinnulífið og
           starfsfólk verða sameiginlega að geta mætt þessum breytingum og treyst
           þannig í sessi samkeppnishæfni landsins og félagslegan stöðugleika. Að
           meta færni, reynslu og það óformlega nám sem starfsmaður öðlast á
           vinnustað er mikilvægt hagsmunamál enda styrkir það stöðu þeirra sem
           starfa á vinnumarkaði, fagstéttanna, fyrirtækjanna og þjóðarinnar
           almennt hvað varðar þekkingarstig og framþróun.
            </p>
            <p>
             Markviss þróun og uppbygging raunfærnimats er grundvallarforsenda þess
           að þessi markmið nái fram að ganga og eru aðilar sammála um að rík
           áhersla verði lögð á þróun raunfærnimats á samningstíma. Það á við
           raunfærnimat á móti störfum svo og raunfærnimat á móti námi í formlega
           menntakerfinu.
            </p>
            <p>
             Mat á raunfærni getur verið hvati fyrir fólk á vinnumarkaði, í hinum
           ýmsu starfsgreinum, til að þróast í starfi og til að ljúka formlegu námi
           og efla raunfærni sína enn frekar. \[2019\]
            </p>
           </div>
           <h3 id="bókun-um-launakerfi" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Bókun um launakerfi
            </span>
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             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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             </svg>
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             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Samningsaðilar stefna að því að innleiða nýtt launakerfi sem hluta
           kjarasamningsins. Meginmarkmið þess er að launasetning innan fyrirtækja
           verði málefnaleg og sveigjanleg. Launakerfið verði valkostur til
           útfærslu á vinnustöðum sem heimilt frávik undir 5. kafla kjarasamninga.
           Ákvæði 5. kafla gilda að öllu leyti hvað varðar upptöku nýs launakerfis
           í fyrirtækjum. Hlutaðeigandi stéttarfélag, eða stéttarfélög ef fleiri en
           eitt eiga aðild að samkomulaginu, skal ganga úr skugga um að umsamin
           frávik og endurgjald fyrir þau, heildstætt metið, standist ákvæði laga
           og kjarasamninga um lágmarkskjör, sbr. ákvæði þar um í 5. kaflanum.
            </p>
            1.
            <u>
             Grundvöllur 
            </u>
            <p>
             Það er sameiginlegur skilningur samningsaðila að skilvirkur rekstur
           fyrirtækja sé forsenda góðra kjara starfsfólks og hóflegs vinnutíma.
           Stöðugar umbætur sem stuðla að aukinni framleiðni og skilvirkni tryggja
           rekstur og samkeppnishæfni fyrirtækja. Einn þáttur samkeppnishæfni er að
           launasetning fyrirtækja tengist mælanlegum árangursþáttum í launakerfi
           sem þróað er í samstarfi aðila kjarasamninga.
            </p>
            2.
            <u>
             Markmið 
            </u>
            <p>
             Markmið nýs launakerfis er að flokka störf með hlutlægum hætti, fjölga
           þáttum sem horft er til við launasetningu starfa og útbúa skýr viðmið
           við launasetningu og launaþróun einstakra starfsmanna. Með nýju
           launakerfi fá starfsmenn og atvinnurekendur öflugt tæki í hendur sem
           stuðlar að aukinni fræðslu og starfsþróun, gagnsæi og starfsánægju. Á
           sama tíma verða til skýrari hvatar fyrir starfsmenn til að þróast í
           starfi.
            </p>
            <p>
             Árangursrík uppbygging og innleiðing nýs launakerfis getur stuðlað að
           aukinni starfsmenntun og starfsþróun og gagnsæi í uppbyggingu launa. Í
           því felst að skilgreina þarf með markvissum hætti hvernig mat á störfum,
           hlutverki, færni, ábyrgð og frammistöðu skapar grundvöll fyrir
           launasetningu og aukinn ávinning starfsmanna og fyrirtækja.
            </p>
            <p>
             Í lögum um jafna stöðu og jafnan rétt kvenna og karla nr. 10/2008 eru
           gerðar kröfur til fyrirtækja með 25 starfsmenn eða fleiri um að
           launakerfi og launasetning byggi á hlutlægum og gagnsæjum mælikvörðum.
           Fyrirtækjum ber skv. lögunum að innleiða jafnlaunastaðal á tímabilinu
           2019-2022 og mun nýtt launakerfi auðvelda þá innleiðingu. Æskilegt er að
           minni fyrirtæki byggi launakerfi sín á sambærilegum forsendum.
            </p>
            3.
            <u>
             Verkefnið 
            </u>
            <p>
             Verkefnið felst í að þróa einfalt og aðgengilegt launakerfi sem byggi á
           fáum en skýrum þáttum og geti nýst fyrirtækjum af öllum stærðum og
           gerðum. Launakerfið þarf að endurspegla misjafnar þarfir fyrirtækja svo
           unnt sé að byggja á viðeigandi mælikvörðum. Launakerfið felur þannig
           ekki í sér endanlega skilgreiningu á mælikvörðum eða vægi einstakra
           þátta heldur er það umgjörð sem starfsfólk og stjórnendur geta þróað í
           sameiningu og aðlagað að þörfum hvers vinnustaðar skv. þeim heimildum
           sem kjarasamningar geyma.
            </p>
            <p>
             Nýju launakerfi er ætlað að styðja og kallast á við aðra þróun á
           vinnumarkaði og í tengslum við menntakerfið. Það á m.a. við raunfærnimat
           á móti störfum og innleiðingu á jafnlaunavottun. Við frekari þróun
           kerfisins og skilgreininga-vinnu á viðmiðum verður m.a. horft til
           íslenska hæfni-rammans.  Útgangspunkturinn er að skapa grunn fyrir
           launasetningu út frá eðli starfsins og hæfni starfsmanns óháð
           starfsheiti sem verða ekki hluti af þessu kerfi.
            </p>
            <p>
             Kerfið byggir á fimm meginþáttum og innan hvers þeirra eru nánari
           viðmið.  Þættirnir eru bæði starfstengdir og einstaklingsbundnir. Á
           grundvelli þáttanna og viðmiðana innan þeirra skapast grundvöllur fyrir
           launasetningu, þáttunum og viðmiðum innan hvers þáttar. Flokkarnir og
           dæmi um möguleg þrep í hverjum flokki eru:
            </p>
            <p>
             Starfstengdir þættir
            </p>
            -
            <em>
             Hlutverk.
            </em>
            Viðmið í þessum þætti eru t.d. eðli starfs og staða á
               > vinnustað, verkstjórn, umsjón með þjálfun og móttöku nýrra
               > starfsmanna.
           -
            <em>
             Ábyrgð.
            </em>
            Ábyrgð á verkefnum, fólki, vélum, tækjum o.fl.
           -
            <em>
             Sjálfstæði.
            </em>
            Krafa um sjálfstæði í starfi, sem getur tengst
               > starfinu í heild eða einstökum þáttum þess.
            <p>
             Einstaklingsbundnir þættir
            </p>
            -
            <em>
             Reynsla og þekking.
            </em>
            Viðbótarþekking, reynsla og þjálfun sem nýtist
               > í starfi. Almennir hæfniþættir s.s. samskiptahæfni, frumkvæði og
               > sveigjanleiki.
           -
            <em>
             Almennir hæfniþættir.
            </em>
            Samskiptahæfni, frumkvæði, sveigjanleiki
               > o.fl.
           4.
            <u>
             Framkvæmdaáætlun 
            </u>
            <p>
             Eftir gildistöku þessa kjarasamnings hefjist sameiginleg vinna aðila við
           þróun nýs launakerfis sem skal lokið fyrir árslok 2019.
            </p>
            <p>
             Samningsaðilar skulu skipa starfshóp sem skipaður verði þremur fulltrúum
           stéttarfélaga, þ.e. einum frá hverjum eftirtalinna; SGS, VR og
           stéttarfélögum iðnaðarmanna, og þremur fulltrúum Samtaka atvinnulífsins.
           Starfshópurinn ber ábyrgð á því að verkefnið komi til framkvæmdar og
           ljúki á tilskildum tíma. Í því felst m.a. heimild til tímabundinnar
           ráðningar sérfræðings.
            </p>
            <p>
             Í vinnunni felst útfærsla á þáttum og viðmiðum sem skapa nýtt launakerfi
           með hliðsjón af þeim grunni sem settur er fram hér að ofan. Í því felst
           m.a. nákvæmari útlistun á viðmiðum og bein tenging þeirra við
           launasetningu.
            </p>
            <p>
             Þegar vinnu við þróun launakerfisins er lokið hefjist annar áfangi, á
           fyrri hluta ársins 2020, við gerð kynningarefnis og kynningarstarf.
           \[2019\]
            </p>
           </div>
           <h3 id="bókun-um-sveigjanleg-starfslok" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Bókun um sveigjanleg starfslok
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('bókun-um-sveigjanleg-starfslok')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
              </path>
             </svg>
             <span class="ks-tooltip">
              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Samningsaðilar eru sammála um mikilvægi þess að starfsmenn eigi kost á
           ákveðnum sveigjanleika þegar kemur að starfslokum vegna aldurs. Þarfir
           og aðstæður fólks á vinnumarkaði eru mismunandi og með hækkandi lífaldri
           og bættu heilsufari er algengt að fólk haldi fullu starfsþreki og vilja
           til þátttöku á vinnumarkaði fram yfir lífeyrisaldur. Sveigjanleiki við
           starfslok getur falist í minnkuðu starfshlutfalli síðustu ár
           starfsævinnar sem og heimild til þess að halda áfram vinnu fram yfir
           lífeyrisaldur fyrir þá sem búa yfir fullu starfsþreki og vilja til að
           vera áfram virkir á vinnumarkaði. Mikilvægt er að taka tillit til
           aðstæðna hvers og eins.
            </p>
            <p>
             Sveigjanlegur starfslokaaldur hefur verið til umfjöllunar í nefnd sem
           hefur það hlutverk að endurskoða lög um almannatryggingar og aðilar
           vinnumarkaðarins eiga aðild að. Nefndin er sammála um að lög beri að
           stuðla að auknum einstaklingsbundnum sveigjanleika og hefur m.a. verið
           fjallað um hækkun lífeyrisaldurs í 70 ár í áföngum og að heimila frestun
           á töku lífeyris til 80 ára aldurs í stað 72 ára nú, gegn hækkun
           mánaðarlegs lífeyris viðkomandi.
            </p>
            <p>
             Undanfarna ártugi hafa ævilíkur aukist og meðalævi lengst um allan heim.
           Sífellt fleiri lifa lengur og eru heilsuhraustari á efri árum. Þessi
           þróun kallar á endurmat á starfslokaaldri. Flest nágrannaríki okkar hafa
           hækkað lífeyrisaldur af þessum ástæðum.
            </p>
            <p>
             Gildi vinnunnar fyrir andlega og líkamlega líðan fólks er ótvírætt og
           fer skilningur á því vaxandi. Vinnuframlag eldri starfsmanna er
           mikilvægt og fer vaxandi með minnkandi náttúrulegri fjölgun starfsmanna
           á vinnumarkaði vegna breyttrar aldurssamsetningar. \[2015\]
            </p>
           </div>
           <h3 id="bókun-um-viðræður-um-skipulag-vinnutíma" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Bókun um viðræður um skipulag vinnutíma
            </span>
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           </h3>
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            <p>
             Aðilar kjarasamningsins stefna að breytingum á skilgreiningum vinnutíma
           og nálgast þannig skipulag vinnutíma sem algengast er á Norðurlöndum.
           Meginmarkmið breytinganna er að stuðla að fjölskylduvænum vinnumarkaði
           með styttri heildarvinnutíma, sem jafnframt getur falið í sér hagræðingu
           og einföldun launakerfa á öllum vinnumarkaðnum.
            </p>
            <p>
             Í viðræðum um breytingu vinnutímaákvæða kjarasamninga verður m.a.
           fjallað um upptöku „virks vinnutíma" og endurskoðun álagstímabila og
           álagsgreiðslna vegna vinnu utan dagvinnutímabils.
            </p>
            <p>
             Álagsgreiðslur vegna vinnu utan skilgreinds dagvinnutímabils eru hærri
           hér á landi en almennt gerist á Norðurlöndunum og hefur það m.a. þau
           áhrif að dagvinnulaun eru lægra hlutfall heildarlauna.
            </p>
            <p>
             Meginmarkmið breytinga verður að auka hlut dagvinnulauna í heildarlaunum
           og hvetja til umræðu á vinnustöðum um bætt skipulag vinnutíma og aukna
           framleiðni. Með því færist íslenskur vinnumarkaður nær því fyrirkomulagi
           sem þekkist víða á Norðurlöndunum. Bætt skipulag getur einnig stuðlað að
           styttri vinnutíma og þar með að fjölskylduvænni vinnumarkaði. Breytingar
           í þessa veru bæta stöðu Íslands í alþjóðlegum samanburði, bæði hvað
           varðar vinnutíma og grunnlaun, og getur þannig styrkt stöðu Íslands í
           samkeppni um starfsfólk.
            </p>
            <p>
             Gegn vinnutímabreytingum hækka launataxtar kjarasamninga auk þess sem
           lágmarkslaun einstakra starfa geta tekið breytingum ef sérstaklega þarf
           að bregðast við áhrifum breyttra álagsgreiðslna. Lágmarkstekjutrygging
           mun þó ekki hækka.
            </p>
            <p>
             Aðilar samkomulagsins munu skipa í vinnuhópa fyrir júnílok 2015 til þess
           að vinna að undirbúningi breytinga á vinnutímaákvæðum kjarasamninga. Um
           skipulag viðræðna skal gerð sérstök viðræðuáætlun, sbr. 23. gr. laga um
           stéttarfélög og vinnudeilur. Stefnt er að því að samkomulag liggi fyrir
           í október 2016 og verði það borið undir atkvæði í nóvember 2016.
           Vinnutímabreytingar og launabreytingar því samhliða tækju gildi 1. maí
           2017. Aðilar munu frá upphafi vinnunnar leita liðsinnis
           ríkissáttasemjara við verkstjórn.
            </p>
            <p>
             Um atkvæðagreiðslu verður samið sérstaklega, en gengið er út frá því að
           einfaldaldan meirihluta þurfi til að samkomulagið öðlist gildi. \[2015\]
            </p>
           </div>
           <h3 id="bókun-um-mat-á-námi-til-launa" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Bókun um mat á námi til launa
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('bókun-um-mat-á-námi-til-launa')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Samningsaðilar munu vinna að því að meta nám/raunfærni til launa í
           tveimur þrepum á grundvelli hæfnigreininga starfa. Áætlun verði gerð um
           greiningu starfa með aðkomu beggja aðila í samráði við Fræðslumiðstöð
           atvinnulífsins, þar sem hæfniþættir starfs eru settir upp í námskrá.
            </p>
            <p>
             Nefnd samningsaðila, þrír frá ASÍ og þrír frá SA, mun hefja störf eigi
           síðar en haustið 2015. Unnið verður áfram á grundvelli þeirra tillagna
           sem samningsaðilar hafa mótað í aðdraganda kjarasamninga. Stefnt er að
           því að námskeið og raunfærnimat verði sett af stað á grundvelli þessarar
           vinnu, haustið 2016.
            </p>
            <p>
             Fyrir 1. okt. 2016 skal liggja fyrir með hvaða hætti skuli greitt fyrir
           þá hæfni sem metin er í starfi. \[2015\]
            </p>
           </div>
           <h3 id="bókun-um-samfellt-starf-og-áunnin-réttindi" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Bókun um samfellt starf og áunnin réttindi
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('bókun-um-samfellt-starf-og-áunnin-réttindi')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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             </svg>
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Með „samfelldu starfi" í skilningi kjarasamninga er átt við að
           starfsmaður hafi verið í samfelldu ráðningarsambandi óháð því hvort hann
           hafi fallið tímabundið af launaskrá. Launalaust tímabil telst þó ekki
           hluti ráðningartíma við ávinnslu réttinda, ákveði lög eða kjarasamningar
           ekki annað sbr. t.d. lögbundið fæðingarorlof. \[2015\]
            </p>
           </div>
           <h3 id="bókun-um-tjón-á-tönnum-við-vinnuslys" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Bókun um tjón á tönnum við vinnuslys
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('bókun-um-tjón-á-tönnum-við-vinnuslys')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Aðilar munu sameiginlega fara þess á leit við vátryggingarfélög að
           vátryggingarskilmálum vegna slysatryggingar launþega verði breytt á þann
           veg að bættur verði nauðsynlegur kostnaður vegna tannbrots af völdum
           slyss við vinnu og umfram er greiðsluþátttöku samkvæmt lögum um
           almannatryggingar. Um fyrirvara fer að öðru leyti samkvæmt lögum um
           almannatryggingar og skilmálum vátryggingarfélaga. \[2015\]
            </p>
           </div>
           <h3 id="bókun-um-endurskoðun-orlofslaga" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Bókun um endurskoðun orlofslaga
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('bókun-um-endurskoðun-orlofslaga')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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           </h3>
           <div class="ks-section-content">
            <p>
             Á samningstímanum munu aðilar sameiginlega fara þess á leit við
           stjórnvöld, að orlofslög verði tekin til endurskoðunar með það fyrir
           augum að kveða skýrar á um réttindi og skyldur aðila. \[2015\]
            </p>
           </div>
           <h3 id="yfirlýsing-um-lífeyrismál" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             Yfirlýsing  um lífeyrismál
            </span>
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             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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            <p>
             Samtök atvinnulífsins og Alþýðusamband Íslands eru sammála um að vinna
           áfram að jöfnun lífeyrisréttinda á grundvelli þeirrar vinnu sem unnin
           hefur verið í sameiginlegri nefnd alls vinnumarkaðarins. Sú vinna hefur
           dregist m.a. vegna þess að ekki hefur náðst samkomulag milli ríkisins og
           opinberra starfsmanna um fortíðarvanda opinbera lífeyriskerfisins og því
           ekki forsendur til þess að ljúka viðræðum milli aðila á grundvelli
           yfirlýsingar þeirra frá 5. maí 2011. Aðilar eru sammála um að innihald
           yfirlýsingarinnar haldi gildi sínu og að unnið verði að framgangi hennar
           á samningstímanum. \[2015\]
            </p>
           </div>
           <h3 id="yfirlýsing-um-lífeyrismál-1" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             Yfirlýsing um lífeyrismál
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('yfirlýsing-um-lífeyrismál-1')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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             </svg>
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Samningsaðilar eru sammála um að halda áfram vinnu að samræmingu
           lífeyrisréttinda á vinnumarkaði. Yfirlýsingu þessari er ætlað að
           auðvelda sátt um meginþætti lífeyrismála. Meginmarkmiðið er að allir
           lífeyrissjóðir á vinnumarkaðnum starfi á sjálfbærum grunni og að
           lífeyrisréttindi þróist í samræmi við þarfir fyrir ásættanlegan lífeyri.
           Á vettvangi samningsaðila verður unnið á þeim forsendum að hækka þurfi
           iðgjöld til lífeyrissjóða á almennum vinnumarkaði úr 12% í 15,5% á
           árunum 2014 -- 2020.
            </p>
            <p>
             Í viðræðum samningsaðila verður fjallað um hvernig hækkun iðgjalda
           verður framkvæmd þ.m.t. áfangaskipting og skipting iðgjalds milli
           launagreiðenda og starfsmanna á grundvelli samræmingar fyrir
           vinnumarkaðinn í heild. Tekið verður tillit til mismunandi launakerfa
           s.s. á fiskiskipum.
            </p>
            <p>
             Samningsaðilar stefna á að niðurstaða í þessari vinnu liggi fyrir í
           árslok 2012 og komi til umræðu vegna endurskoðunar kjarasamninga í
           ársbyrjun 2013. Yfirlýsing þessi felur í sér umboð til
           framkvæmdastjórnar Samtaka atvinnulífsins og Samninganefndar
           aðildarsamtaka ASÍ að ganga frá útfærslu á hækkun iðgjalda sem tekið
           geta gildi á árinu 2014. \[2011\]
            </p>
           </div>
           <h3 id="bókun-um-almenna-launahækkun" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Bókun um almenna launahækkun
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('bókun-um-almenna-launahækkun')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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             </svg>
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Með umsaminni almennri launahækkun í kjarasamningum aðildarsamtaka ASÍ
           og SA er átt við lágmarkshækkun þeirra reglulegu launa sem starfsmaður
           nýtur á þeim degi þegar hækkun skv. kjarasamningi á að koma til
           framkvæmda, óháð launum viðkomandi starfsmanns.
            </p>
            <p>
             Óheimilt er að lækka eða afnema yfirborganir með því að greiða ekki út
           almennar launahækkanir. Yfirborganir verða því aðeins lækkaðar eða
           afnumdar að fylgt sé ákvæðum ráðningarsamnings. Þetta ákvæði kemur þó
           ekki í veg fyrir að fyrirtæki geti með launaákvörðunum flýtt hækkunum
           með sérstökum ákvörðunum og þá sé með fyrirsjáanlegum og fyrirfram
           ákveðnum hætti tekið tillit til óframkominna almennra hækkana á næstu 12
           mánuðum. Starfsmanni sé fyrirfram gert ljóst með sannanlegum hætti að um
           flýtta almenna launahækkun samkvæmt kjarasamningi sé að ræða. \[2011\]
            </p>
           </div>
           <h3 id="bókun-um-skilgreiningu-vakta" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Bókun um skilgreiningu vakta
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('bókun-um-skilgreiningu-vakta')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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             </svg>
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Samtökin eru sammála um að kortleggja og stefna að endurskoðun
           vinnutímakafla kjarasamninga aðildarsamtaka ASÍ og SA þar sem fjallað er
           um vaktir, vinnu utan dagvinnutímabils og breytilegt dagvinnutímabil,
           með samræmingu og aukinn skýrleika að leiðarljósi. \[2011\]
            </p>
           </div>
           <h3 id="bókun-um-veikindi-og-endurhæfingarmál" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Bókun um veikindi og endurhæfingarmál
            </span>
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             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Samningsaðilar einsetja sér að endurskoða uppbyggingu á fyrirbyggjandi
           heilbrigðisþjónustu og vinnuvernd.
            </p>
            <p>
             Markmiðið er að stuðla að því að brugðist sé við veikindum með
           fyrirsjáanlegum hætti og að starfsmanni sem veikist bjóðist viðeigandi
           úrræði sem fyrst. Þetta felur m.a. í sér aukinn sveigjanleika á
           vinnumarkaði til að tryggja það að einstaklingar sem veikjast eða
           slasast og eru í virkri starfsendurhæfingu hafi möguleika á að koma til
           baka í samræmi við vinnugetu sína á hverjum tíma.
            </p>
            <p>
             Ljóst er að þessu markmiði verður aðeins náð ef gagnkvæmt traust ríkir
           milli atvinnurekanda og starfsmanna um fyrirkomulag við tilkynningu
           veikinda, endurkomu starfsmanna úr veikindum, fyrirbyggjandi
           heilbrigðisþjónustu í fyrirtækjum o.s.frv.
            </p>
            <p>
             Samningsaðilar taka þátt í stýrihópi á vegum VIRK sem vinnur að þeim
           markmiðum sem nefnd eru hér að framan.
            </p>
            <p>
             Sérstaklega verður fylgst með þróunarverkefni sem er að fara af stað á
           vegum VIRK um forvarnir og starfsendurhæfingu. Samningsaðilar munu nýta
           þá reynslu og þekkingu sem þar verður til inn í sínu starfi.
            </p>
            <p>
             Samningsaðilar munu vera starfsmönnum þessa þróunarverkefnis til
           stuðnings og ráðlegginga vegna álitamála sem upp koma í verkefninu og
           snúa að lög- og kjarasamningsbundnum réttindum og skyldum á
           vinnumarkaði. \[2011\]
            </p>
           </div>
           <h3 id="bókun-um-jafnréttisáherslur" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Bókun um jafnréttisáherslur
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('bókun-um-jafnréttisáherslur')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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             </svg>
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             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Jafnir möguleikar kvenna og karla til starfa, starfsþróunar og launa er
           hagsmunamál launafólks og fyrirtækja. Aðilar munu því vinna saman að
           eftirtöldum verkefnum á samningstímanum.
            </p>
            -   Ljúka gerð staðals um framkvæmd stefnu launajafnréttis og í
               framhaldinu sé unnið áfram við gerð staðals um jafna möguleika
               kynjanna til starfa og starfsþróunar. Staðlavinnan er unnin í
               samstarfi við Staðlaráð Íslands og velferðarráðuneytið. Stefnt er að
               útgáfu fyrir lok samningstímans.
           -   Haldið verði áfram samstarfi við Hagstofu Íslands um rannsókn á
               launamyndun kvenna og karla byggðri á gagnasafni stofnunarinnar með
               það að markmiði að gera eina rannsókn á samningstímanum.
           -   Gerð sameiginlegs kynningar- og fræðsluefnis fyrir launafólk og
               fyrirtæki um jafnrétti á vinnumarkaði á samningstímanum.
           -   Að hvetja stjórnendur fyrirtækja til að huga að mótun
               fjölskyldustefnu innan fyrirtækja með það að markmiði að auka
               sveigjanleika í skipulagningu á vinnu og vinnutíma þannig að bæði sé
               tekið tillit til fjölskylduaðstæðna starfsmanna og þarfa
               atvinnulífs. \[2011\]
            <p>
             \]
            </p>
           </div>
           <h3 id="bókun-um-starfsmannaleigur" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Bókun um starfsmannaleigur
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('bókun-um-starfsmannaleigur')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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             </svg>
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Aðilar eru sammála um að við innleiðingu
           starfsmannaleigutilskipunarinnar verði áréttað að á íslenskum
           vinnumarkaði er meginreglan sú að starfsmenn eru ráðnir ótímabundið
           beint til vinnuveitanda enda ríkir hér ákveðinn sveigjanleiki í
           ráðningum sem ætlað er að auðvelda fyrirtækjum að bregðast við sveiflum
           í starfsemi þeirra.
            </p>
            <p>
             Einnig, að samkvæmt lögum um starfskjör launafólks og skyldutryggingu
           lífeyrisréttinda nr. 55/1980, ákveða kjarasamningar lágmarkskjör. Þá
           verði meginregla tilskipunarinnar um jafna meðhöndlun lögfest og miðað
           við að ráðningarkjör starfsmanna starfsmannaleiga skuli á þeim tíma sem
           um ræðir vera a.m.k. þau sem hefðu gilt ef þeir hefðu verið ráðnir beint
           til viðkomandi fyrirtækis til að sinna sama starfi. Þar verði vísað til
           raunverulegra launakjara hjá notendafyrirtækinu hvernig sem þau eru
           ákvörðuð og hvernig sem þau eru greidd. \[2011\]
            </p>
           </div>
           <h3 id="yfirlýsing-así-og-sa-um-framkvæmd-útboðsmála" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Yfirlýsing ASÍ og SA um framkvæmd útboðsmála
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('yfirlýsing-así-og-sa-um-framkvæmd-útboðsmála')" title="Afrita tengil">
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             </svg>
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             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Miklu skiptir fyrir íslenskt efnahagslíf að atvinnulífið og
           vinnumarkaður starfi eftir skýrum og gegnsæjum lögum og reglum og tryggi
           eðlilega og heilbrigða samkeppni. Útboð verklegra framkvæmda er
           mikilvægur þáttur í atvinnustarfsemi. Því skiptir miklu að
           útboðslýsingar vegna verklegra framkvæmda, mat á hæfi bjóðenda, val á
           tilboði og ákvæði um skil á greiðslum til allra þeirra sem vinna
           tilboðsverk séu betur undirbúnar og settar fram með ákveðnari hætti en
           nú er raunin.
            </p>
            <p>
             Í yfirlýsingu ríkisstjórnar í tengslum við viðræður aðila á vinnumarkaði
           segir m.a. um framkvæmd útboðsmála:
            </p>
            <p>
             „Skoðað verður hvaða breytingar gera þarf á lögum um opinber innkaup, og
           eftir atvikum öðrum lögum, til þess að styrkja stöðu og réttindi
           launafólks sem starfa fyrir fyrirtæki á verktakamarkaði og jafna á sama
           tíma samkeppnisstöðu fyrirtækja. Stefnt skal að því að starfshópur
           stjórnvalda, með aðild fulltrúa sveitarfélaga, ASÍ og SA, skili tillögum
           um framangreind atriði eigi síðar en í júní 2011 og að hægt verði að
           leggja fyrir Alþingi tillögur um æskilegar lagabreytingar í byrjun
           haustþings. Stjórnvöld munu jafnframt, þar sem það á við, innleiða
           niðurstöður starfshópsins í eigendastefnu ríkisins."
            </p>
            <p>
             SA og ASÍ eru sammála um að nánar skilgreind verkefni starfshópsins séu
           m.a. eftirfarandi:
            </p>
            <p>
             1\. Taka afstöðu til og leggja fyrir tillögu að lögum um
           samábyrgð/keðjuábyrgð verktaka/verkkaupa á launum starfsfólks og
           opinberra gjalda verktaka og undirverktaka. Skal þá sérstaklega horft
           til laga nágrannalanda um efnið.
            </p>
            <p>
             2\. Taka afstöðu til þess hvernig megi tryggja réttindi launafólks
           frekar með breytingum á þeim lögum sem fjalla um opinber útboð og hæfi
           bjóðenda.
            </p>
            <p>
             3\. Taka afstöðu til þess hvernig taka megi upp í útboðsskilmálum um
           opinber þjónustuinnkaup þær kröfur sem verkkaupi gerir til bjóðanda
           varðandi vinnufyrirkomulag sem byggir á kjarasamningsbundnum forsendum
           (s.s. tímamælt ákvæði, uppmæling) til þess að skapa jafnræði meðal
           bjóðenda og sýna umfang og eðli verksins
            </p>
            <p>
             4\. Taka afstöðu til þess hvernig megi lögleiða gr. 15.1 í ÍST 30 í
           almenn lög um framkvæmd útboða.
            </p>
            <p>
             Þá hafa SA og ASÍ komið sér saman um samræmt mat verkkaupa á hæfi
           bjóðenda í útboðum (sjá fylgiskjal 1 með samningi SA og samninganefndar
           ASÍ). Áhersla er lögð á að matið taki bæði til opinbera- og almenna
           markaðarins og nái jafnt til aðal- og undirverktaka. Jafnframt er lögð
           áhersla á að matið fái viðurkennda stöðu í lögum eða reglugerð. Við mat
           á bjóðendum verði meginreglan að starfsmenn séu í föstu
           ráðningarsambandi.
            </p>
            <p>
             SA og ASÍ hafa ennfremur komið sér saman um nánari reglur um hvernig
           skuli standa að gerð útboðsgagna á grundvelli 42. -- 45. gr. laga nr.
           84/2007, um opinber innkaup, vali á tilboði á grundvelli 73. og 77. gr.
           laga nr. 84/2007 og skilum á greiðslum á grundvelli staðals IST30:2003,
           liður 31.5 (sjá fylgiskjal 2 með samningi SA og samninganefndar ASÍ).
           \[2011\]
            </p>
           </div>
           <h3 id="bókun-um-endurmenntun-bílstjóra-og-tækjamanna" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Bókun um endurmenntun bílstjóra og tækjamanna
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('bókun-um-endurmenntun-bílstjóra-og-tækjamanna')" title="Afrita tengil">
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             </svg>
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Það er sameiginlegur skilningur samningsaðila að grein 16.8. um námskeið
           í aðalkjarasamningi gildi fyrir allt nám sem bílstjóri eða tækjamaður
           þarf að sækja til að viðhalda réttindum sínum. Það sama gildir um
           sérkjarasamninga sem eru hluti af aðalkjarasamningi þessum. Undanþeginn
           er 17. kafli um hópbifreiðastjóra þar sem greitt er sérstakt
           námskeiðsálag. \[2011\]
            </p>
           </div>
           <h3 id="bókun-vegna-endurnýjunar-ökumannskorta" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            <span class="ks-accordion-title">
             Bókun vegna endurnýjunar ökumannskorta
            </span>
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              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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           </h3>
           <div class="ks-section-content">
            <p>
             Samningsaðilar tilnefna hvor um sig tvo menn í nefnd sem hafi það
           hlutverk að samræma stefnu samningsaðila vegna endurnýjunar
           ökumannskorta og fylgja þeirri stefnu eftir gagnvart opinberum stofnunum
           (ráðuneyti og Umferðarstofu) sem og þeim fyrirtækjum (FA og ökuskólum)
           sem annast endurmenntunina. \[2011\]
            </p>
           </div>
           <h3 id="samkomulag-sa-og-así-um-upplýsingar-og-samráð-í-fyrirtækjum" class="ks-accordion-header" onclick="ksToggleSa(this)">
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            <span class="ks-accordion-title">
             Samkomulag SA og ASÍ um upplýsingar og samráð í fyrirtækjum
            </span>
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           <div class="ks-section-content">
            <p>
             1\.
             <u>
              Inngangur
             </u>
            </p>
            <blockquote>
             Samtök atvinnulífsins og Alþýðusamband Íslands hafa með vísan til laga
            </blockquote>
            <blockquote>
             nr. 151/2006, um upplýsingar og samráð í fyrirtækjum komið sér saman
            </blockquote>
            <blockquote>
             um eftirfarandi reglur um fyrirkomulag upplýsingagjafar og samráðs
            </blockquote>
            <blockquote>
             innan fyrirtækja að því er varðar forsvar og útreikning á fjölda
            </blockquote>
            <blockquote>
             starfsmanna.
            </blockquote>
            <p>
             2\.
             <u>
              Útreikningur á fjölda starfsmanna
             </u>
            </p>
            <p>
             Lög um upplýsingar og samráð gilda um fyrirtæki þar sem starfa að
           jafnaði a.m.k. 50 starfsmenn á innlendum vinnumarkaði. Við útreikning á
           fjölda starfsmanna skal miða við meðaltal starfsmanna á liðnu
           almanaksári. Hafi meðalfjöldi starfsmanna verið undir 50 á liðnu
           almanaksári verður upplýsinga og samráðsskyldan þó virk skv. samningi
           þessum fari fjöldi starfsmanna m.v. meðaltal síðustu fjögurra mánaða
           yfir 70.
            </p>
            <blockquote>
             Hafi meðalfjöldi starfsmanna verið 50 eða yfir á liðnu almanaksári
            </blockquote>
            <blockquote>
             fellur upplýsinga- og samráðsskyldan þó niður skv. samningi þessum
            </blockquote>
            <blockquote>
             fari fjöldi starfsmanna m.v. meðaltal síðustu fjögurra mánaða undir
            </blockquote>
            <blockquote>
             40.
            </blockquote>
            <blockquote>
             > Afleysingar vegna sumarfría, veikinda eða annarra fjarvista hafa ekki
            </blockquote>
            <blockquote>
             áhrif við útreikning á fjölda starfsmanna.
            </blockquote>
            <p>
             3\.
             <u>
              Samstarfsnefnd
             </u>
            </p>
            <blockquote>
             <u>
              3.1.
             </u>
             Í fyrirtækjum sem falla undir samning þennan skal
            </blockquote>
            <blockquote>
             vera starfandi samstarfsnefnd fyrirtækis og starfsmanna. Er hún skipuð
            </blockquote>
            <blockquote>
             tveimur fulltrúum atvinnurekenda og tveimur fulltrúum starfsmanna.
            </blockquote>
            <blockquote>
             >
             <u>
              3.2.
             </u>
             Trúnaðarmenn innan fyrirtækis velja fulltrúa í
            </blockquote>
            <blockquote>
             samstarfsnefndir úr sínum hópi. Starfsmenn geta þó óskað þess að
            </blockquote>
            <blockquote>
             fulltrúar starfsmanna í samstarfsnefnd séu kosnir úr hópi starfsmanna,
            </blockquote>
            <blockquote>
             enda leggi a.m.k. fimmtungur starfsmanna fram ósk þess efnis.
            </blockquote>
            <blockquote>
             > Ef enginn trúnaðarmaður er í fyrirtæki kjósa starfsmenn fulltrúa sína
            </blockquote>
            <blockquote>
             í samstarfsnefnd úr sínum hópi. Ef einn trúnaðarmaður er í fyrirtæki
            </blockquote>
            <blockquote>
             kjósa starfsmenn annan fulltrúa í samstarfsnefnd úr sínum hópi.
            </blockquote>
            <blockquote>
             Kosningarétt hafa þeir starfsmenn sem trúnaðarmaður er ekki fulltrúi
            </blockquote>
            <blockquote>
             fyrir.
            </blockquote>
            <blockquote>
             > Kjörtímabil er tvö ár frá tilkynningu um kosningu nema annað hafi
            </blockquote>
            <blockquote>
             verið ákveðið.
            </blockquote>
            <blockquote>
             > Við kosningu trúnaðarmanna í samstarfsnefnd hefur hver trúnaðarmaður
            </blockquote>
            <blockquote>
             eitt atkvæði.
            </blockquote>
            <blockquote>
             > Fari fram kosning meðal starfsmanna ber atvinnurekanda að leggja fram
            </blockquote>
            <blockquote>
             lista yfir starfsmenn og veita aðra þá aðstoð við gerð kjörgagna og
            </blockquote>
            <blockquote>
             kosningu sem þörf er á.
            </blockquote>
            <blockquote>
             > Með trúnaðarmönnum er átt við þá trúnaðarmenn sem starfa á grundvelli
            </blockquote>
            <blockquote>
             laga nr. 80/1938 og ákvæða kjarasamninga um trúnaðarmenn. Aðrir
            </blockquote>
            <blockquote>
             fulltrúar starfsmanna í samráðsnefnd njóta sömu verndar og
            </blockquote>
            <blockquote>
             trúnaðarmenn að því er varðar störf þeirra í samráðsnefnd.
            </blockquote>
            <blockquote>
             >
             <u>
              3.3.
             </u>
             Veiting upplýsinga samkvæmt lögum um upplýsingar og
            </blockquote>
            <blockquote>
             samráð skal fara fram á vettvangi samstarfsnefndar nema samkomulag sé
            </blockquote>
            <blockquote>
             um aðra framkvæmd innan samstarfsnefndarinnar.
            </blockquote>
            <blockquote>
             >
             <u>
              3.4.
             </u>
             Samráð við starfsmenn samkvæmt lögum um upplýsingar
            </blockquote>
            <blockquote>
             og samráð skal eiga sér stað á vettvangi samstarfsnefndarinnar nema
            </blockquote>
            <blockquote>
             samkomulag sé um aðra framkvæmd innan samstarfsnefndarinnar
            </blockquote>
            <blockquote>
             >
             <u>
              3.5.
             </u>
             Samstarfsnefnd setur sér starfsreglur.
            </blockquote>
            <blockquote>
             >
             <u>
              3.6.
             </u>
             Fulltrúar atvinnurekanda bera ábyrgð á að kalla
            </blockquote>
            <blockquote>
             samstarfsnefndina saman en miða skal við að hún komi saman ekki
            </blockquote>
            <blockquote>
             sjaldnar en tvisvar á ári nema samkomulag verði um annað í nefndinni.
            </blockquote>
            <blockquote>
             >
             <u>
              3.7.
             </u>
             Upplýsinga- og samráðskylda fyrirtækisins verður
            </blockquote>
            <blockquote>
             virk þegar trúnaðarmenn eða eftir atvikum starfsmenn hafa kosið sér
            </blockquote>
            <blockquote>
             fulltrúa í samráðsnefnd samkvæmt ofangreindum reglum og tilkynnt
            </blockquote>
            <blockquote>
             fyrirtækinu um kosninguna.
            </blockquote>
            <p>
             4\.
             <u>
              Fyrirtækjasamstæður
             </u>
            </p>
            <blockquote>
             Í fyrirtækjasamstæðum með sjálfstæðum dótturfélögum er með samkomulagi
            </blockquote>
            <blockquote>
             í samstarfsnefndum viðkomandi dótturfélaga heimilt að stofna
            </blockquote>
            <blockquote>
             sameiginlega samstarfsnefnd á vettvangi móðurfélagsins sem í eiga sæti
            </blockquote>
            <blockquote>
             fulltrúar úr samstarfsnefndum dótturfélaganna.
            </blockquote>
            <blockquote>
             > Þar er heimilt að taka til umræðu mál sem hafa sameiginlega þýðingu
            </blockquote>
            <blockquote>
             fyrir dótturfélögin.
            </blockquote>
            <blockquote>
             > Eins er heimilt, þegar sérstakar aðstæður eru fyrir hendi, að
            </blockquote>
            <blockquote>
             samstarfsnefnd á vettvangi móðurfyrirtækisins taki við hlutverki
            </blockquote>
            <blockquote>
             samstarfsnefnda einstakra dótturfyrirtækja.
            </blockquote>
            <blockquote>
             > Sameiginleg samstarfsnefnd á vettvangi móðurfélagsins skal lögð niður
            </blockquote>
            <blockquote>
             krefjist annar hvor aðila, fulltrúar starfsmanna í nefndinni eða
            </blockquote>
            <blockquote>
             fulltrúar fyrirtækisins í nefndinni þess með a.m.k. eins mánaðar
            </blockquote>
            <blockquote>
             fyrirvara.
            </blockquote>
            <p>
             5\.
             <u>
              Samráðsnefnd SA og ASÍ
             </u>
            </p>
            <blockquote>
             Samráðsnefnd skipuð tveimur fulltrúum frá hvorum samningsaðila skal
            </blockquote>
            <blockquote>
             fjalla um framkvæmd samningsins svo og útfærslu og túlkun einstakra
            </blockquote>
            <blockquote>
             ákvæða eftir því sem þurfa þykir.
            </blockquote>
            <blockquote>
             > Komi upp ágreiningur um túlkun samningsins er viðkomandi aðilum
            </blockquote>
            <blockquote>
             heimilt að vísa honum til nefndarinnar sem skal þá leitast við að ná
            </blockquote>
            <blockquote>
             sáttum.\[2008\]
            </blockquote>
           </div>
           <h3 id="bókun-um-endurskoðun-á-trúnaðarmannakafla-kjarasamninga" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            <span class="ks-accordion-title">
             Bókun um endurskoðun á trúnaðarmannakafla kjarasamninga
            </span>
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           </h3>
           <div class="ks-section-content">
            <p>
             Samningsaðilar eru sammála um að endurskoða ákvæði um
           trúnaðarmannafræðslu í kjarasamningum á samningstímabilinu í ljósi
           aukinna og breyttra verkefna trúnaðarmanna. \[2008\]
            </p>
           </div>
           <h3 id="bókun-um-tilkynningu-til-trúnaðarlæknis-þjónustufyrirtækis-á-sviði-vinnuverndar" class="ks-accordion-header" onclick="ksToggleSa(this)">
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             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Bókun um tilkynningu til trúnaðarlæknis/ þjónustufyrirtækis á sviði vinnuverndar
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('bókun-um-tilkynningu-til-trúnaðarlæknis-þjónustufyrirtækis-á-sviði-vinnuverndar')" title="Afrita tengil">
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             </svg>
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              Afritað!
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            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Samningsaðilar líta svo á að uppbygging fyrirbyggjandi
           heilbrigðisþjónustu og vinnuvernd sé mikilvæg fyrir vinnumarkaðinn.
           Mikilvægt er að það takist vel til við að þróa þjónustu á þessu sviði í
           jákvæðan farveg þannig að hún skili árangri fyrir starfsfólk og
           fyrirtæki.
            </p>
            <p>
             Samningsaðilar munu skipa viðræðunefnd sem ætlað er að ná samkomulagi um
           nánara fyrirkomulag varðandi tilkynningu veikinda til trúnaðarlæknis/
           þjónustufyrirtækis á sviði vinnuverndar.
            </p>
            <p>
             Viðræðunefndin skal í starfi sínu m.a. fjalla um eftirtalin atriði:
            </p>
            -   Þau skilyrði sem trúnaðarlæknir / þjónustufyrirtæki þarf að
               > uppfylla.
           -   Fyrirkomulag varðandi tilkynningu starfsmanna til þjónustufyrirtækis
               > á sviði vinnuverndar vegna veikinda- og slysaforfalla vilji
               > atvinnurekandi taka upp slíkt fyrirkomulag, enda komi slík
               > tilkynning þá að öðru jöfnu í stað framlagningar læknisvottorðs.
           -   Trúnaðarskyldu og meðferð persónugreinanlegra upplýsinga sem
               > trúnaðarlæknir/þjónustufyrirtæki aflar með starfsemi sinni. Það á
               > við um söfnun, meðferð, vistun og eyðingu þessara upplýsinga.
           -   Hvernig starfsemi trúnaðarlækna/þjónustufyrirtækja getur gagnast
               > vinnuverndarstarfi í fyrirtækjunum.
            <p>
             Viðræðunefndin mun í starfi sínu eiga samstarf við Persónuvernd,
           Landlækni, Vinnueftirlit ríkisins og hagsmunaaðila.
            </p>
            <p>
             Viðræðunefndin skal ljúka störfum eigi síðar en 30. nóvember 2008.
            </p>
            <p>
             Samninganefndir ASÍ og SA skulu taka afstöðu til tillagna
           viðræðunefndarinnar eigi síðar en 15. desember 2008.
            </p>
            <p>
             Komist samningsaðilar að sameiginlegri niðurstöðu skal samningur þeirra
           teljast hluti af kjarasamning aðildarsamtaka þeirra og taka gildi 1.
           janúar 2009.
            </p>
            <p>
             Meðan á framangreindri vinnu stendur gera samningsaðilar ekki
           athugasemdir við starfsemi þjónustufyrirtækja á sviði vinnuverndar sem
           fengið hafa viðurkenningu Vinnueftirlits ríkisins sem þjónustuaðili á
           sviði vinnuverndar og tilkynningarskyldu starfsmanna til þeirra.
           \[2008\]
            </p>
           </div>
           <h3 id="bókun-um-starfsmenntun-á-flutninga-bygginga-og-mannvirkjasviði" class="ks-accordion-header" onclick="ksToggleSa(this)">
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             Bókun um starfsmenntun á flutninga-, bygginga- og mannvirkjasviði
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           </h3>
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            <p>
             Samningsaðilar skipi tvo menn hvor í nefnd sem hafi það hlutverk að
           skipuleggja og sjá til þess að til verði fleiri starfsmenntunartilboð í
           þágu þessarar greinar atvinnulífsins. Nefndin leitar eftir samstarfi við
           Fræðslumiðstöð atvinnulífsins og aðrar stofnanir, fyrirtæki, samtök,
           miðstöðvar og ráðuneyti sem við á og æskilegt er hverju sinni. Einnig
           skal nefndin vinna að því að skapa því námi sem til er í dag
           brautargengi innan atvinnugreinarinnar. \[2008\]
            </p>
           </div>
           <h3 id="fylgiskjal-framleiðniauki" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            <span class="ks-accordion-title">
             Fylgiskjal Framleiðniauki
            </span>
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             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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           </h3>
           <div class="ks-section-content">
            <p>
             Á tímabili kjarasamnings getur komið til greiðslu launaauka byggður á
           þróun framleiðni. Aukist framleiðni umfram mörk í eftirfarandi töflu á
           samningstímanum mun koma til svokallaðs framleiðniauka, að ákveðnum
           skilyrðum uppfylltum.
            </p>
            <p>
             Fyrsti skoðunarpunktur fer fram að árinu 2025 liðnu. Upphafsgildi
           vísitölu fyrir framleiðni er 100 á árinu 2023.
            </p>
            <p>
             Vöxtur framleiðni samanstendur hvort tveggja af aukinni framleiðni
           vinnuafls og tækniþróun sem byggir á fjárfestingu. Mikilvægt er að áfram
           sé fjárhagslegur hvati til fjárfestinga. Framleiðniaukningin mun því að
           70% renna til launafólks.
            </p>
            <p>
             Framleiðnivöxtur
            </p>
            <p>
             2025 og 2026 Framleiðniauki
            </p>
            <p>
             \>2,0% 0,35%
            </p>
            <p>
             \>2,5% 0,70%
            </p>
            <p>
             \>3,0% 1,05%
            </p>
            <p>
             Launa- og forsendunefnd ákvarðar framleiðniauka verði tilefni til
           greiðslu hans. Framleiðniauki er hlutfallslegur (%) og leggst á laun með
           sama hætti og almennar hlutfallshækkanir kjarasamninga gera. Komi upp
           ófyrirséðar aðstæður sem hafa neikvæð áhrif á atvinnulífið gæti launa-
           og forsendunefnd þurft að taka afstöðu til þess hvort eða hvernig aukinn
           komi til.
            </p>
            <p>
             Ítarlegri tæknileg úrfærsla með dæmum undirritast samhliða samningum og
           er hluti hans.
            </p>
           </div>
           <h3 id="fylgiskjal-með-samningi-um-laun-í-erlendum-gjaldmiðli-samningsform" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            <span class="ks-accordion-title">
             Fylgiskjal með samningi um laun í erlendum gjaldmiðli - samningsform
            </span>
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           </h3>
           <div class="ks-section-content">
            <p>
             Fyrirtækið ehf., kt. xxxxxx-xxxx annars vegar og
           \
             <em>
              \
             </em>
             \
             <em>
              \
             </em>
             \
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             kt. \
             <em>
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              \
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              \
             </em>
             \
             <em>
              \
             </em>
             hins vegar, gera með sér svofellt samkomulag um að tengja hluta launa
           við gengi erlends gjaldmiðils eða greiðslu hluta launa í erlendum
           gjaldmiðli, á grundvelli ákvæðis kjarasamnings
           \
             <em>
              \
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              \
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             <em>
              þar um.
             </em>
            </p>
            <em>
             <p>
              Tenging við erlendan gjaldmiðil eða greiðsla í erlendum gjaldmiðli:
             </p>
             <p>
              Tenging hluta launa við erlendan gjaldmiðil
             </p>
             <p>
              Greiðsla hluta launa í erlendum gjaldmiðli
             </p>
             <p>
              Gjaldmiðill:
             </p>
             <p>
              EUR
             </p>
             <p>
              USD
             </p>
             <p>
              GBP
             </p>
            </em>
            <p>
             <em>
              Annar gjaldmiðill, hvaða \
             </em>
             \
             <em>
              \
             </em>
             \
             <em>
              \
             </em>
             \
             <em>
              \
             </em>
             \
             <em>
             </em>
            </p>
            <em>
             <p>
              Hluti fastra launa eða heildarlauna greidd/tengd við erlendan
           gjaldmiðil:
             </p>
             <p>
              Hluti
              <u>
               fastra
              </u>
              launa greidd/tengd við erlendan gjaldmiðil
             </p>
             <p>
              Hluti
              <u>
               heildarlauna
              </u>
              greidd/tengd við erlendan gjaldmiðil
             </p>
             <p>
              Hlutfall launa greitt/tengt við erlendan gjaldmiðil:
             </p>
             <p>
              10%
             </p>
             <p>
              20%
             </p>
             <p>
              30%
             </p>
             <p>
              40%
             </p>
            </em>
            <p>
             <em>
              Annað hlutfall, hvaða\
             </em>
             \
             <em>
              \
             </em>
             \
             <em>
              \
             </em>
             \
             <em>
              \
             </em>
            </p>
            <p>
             Samningur þessi er gerður í tvíriti og skal hvor aðili samningsins halda
           eintaki.
            </p>
            <p>
             Dagsetning: \
             <em>
              \
             </em>
             \
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              \
             </em>
             \
             <em>
              \
             </em>
             \
             <em>
              \
             </em>
             \
             <em>
             </em>
            </p>
            <em>
             <p>
              F.h. fyrirtækisins Starfsmaður
             </p>
            </em>
            <p>
             <em>
              \
             </em>
             \
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              \
             </em>
             \
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              \
             </em>
             \
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              \
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             \
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             \
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             \
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             \
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              \
             </em>
             \
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             </em>
             \
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             \
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              \
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             \
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              \
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             \
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             </em>
             \
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             \
             <em>
              \
             </em>
             \
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              \
             </em>
             \
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              \
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             \
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              \
             </em>
             \
             <em>
              \
             </em>
             \
             <em>
              \
             </em>
            </p>
            <p>
             \[2008\]
            </p>
           </div>
           <h3 id="samkomulag-milli-samtaka-atvinnulífsins-og-eflingar-stéttarfélags-verkalýðsfélagsins-hlífar-og-verkalýðs-og-sjómannafélags-keflavíkur-og-nágrennis-flóabandalagsins-um-starfsmenntamál" class="ks-accordion-header" onclick="ksToggleSa(this)">
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            <span class="ks-accordion-title">
             Samkomulag milli Samtaka atvinnulífsins og Eflingar - stéttarfélags, Verkalýðsfélagsins Hlífar og Verkalýðs- og sjómannafélags Keflavíkur og nágrennis (Flóabandalagsins) um starfsmenntamál
            </span>
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           </h3>
           <div class="ks-section-content">
            <strong>
             Markmið
            </strong>
            <p>
             Samningsaðilar eru sammála um mikilvægi starfsmenntunar fyrir íslenskt
           atvinnulíf. Aukin hæfni og starfstengd menntun starfsmanna eru
           nauðsynlegur þáttur í meiri framleiðni og bættri samkeppnisstöðu
           íslenskra fyrirtækja. Atvinnulífið þarfnast vel menntaðra starfsmanna
           sem geta mætt nýjum þörfum og breyttum kröfum vinnumarkaðarins.
           Mikilvægt er að framboð á námi og námsefni svari þörfum atvinnulífsins á
           hverjum tíma.
            </p>
            <p>
             Á samningstímabilinu munu samningsaðilar vinna að starfsmenntun
           ófaglærðra starfsmanna. Markmiðið er að treysta stöðu einstaklinga á
           vinnumarkaði með því að gefa þeim kost á að efla og endurnýja þekkingu
           sína og gera þá hæfari til að takast á við ný og breytt verkefni.
           Ófaglærðir starfsmenn eigi þannig kost á námi hver á sínu sviði í
           tengslum við starf sitt.
            </p>
            <p>
             Með starfsmenntun er í samkomulagi þessu einkum átt við eftir- og
           endurmenntun starfsmanna.
            </p>
            <strong>
             Skipan verkefnisstjórnar
            </strong>
            <p>
             Verkefnisstjórn skal skipuð þremur fulltrúum stéttarfélaganna og þremur
           frá Samtökum atvinnulífsins ásamt tveimur til vara frá hvorum aðila.
           Rætt hefur verið um að stjórnvöld eigi aðild að stjórninni og mun þá
           fulltrúum Samtaka atvinnulífsins fækka um einn.
            </p>
            <strong>
             Hlutverk verkefnisstjórnar
            </strong>
            <p>
             Meginhlutverk verkefnisstjórnarinnar er að sinna stuðningsverkefnum og
           þróunar- og hvatningaraðgerðum í starfsmenntun fyrir ófaglærða.
            </p>
            <p>
             Hún skal vinna að eftirfarandi:
            </p>
            -   Hafa frumkvæði að þróunarverkefnum í starfsmenntun.
           -   Leggja áherslu á kynningar- og hvatningarstarf er tengist
               starfsmenntun. Þannig verði stuðlað að aukinni starfsmenntun í
               íslensku atvinnulífi fyrir ófaglærða starfsmenn.
           -   Kanna þörf atvinnulífsins fyrir starfsmenntun ófaglærðs verkafólks.
           -   Leita eftir viðræðum við stjórnvöld um fyrirkomulag
               fullorðinsfræðslu.
           -   Styrkja nýjungar í námsefnisgerð og endurskoðun námsefnis.
           -   Styrkja rekstur námskeiða.
           -   Veita einstaklingum og fyrirtækjum styrki vegna starfsmenntunar
               samkvæmt nánari reglum verkefnisstjórnar.
            <strong>
             Stuðningur við rekstur námskeiða
            </strong>
            <p>
             Að öllu jöfnu skal það vera forsenda styrkveitinga til reksturs
           námskeiða að tiltekinn hluti af rekstrarkostnaði þeirra sé borinn af
           þátttökugjöldum samkvæmt nánari ákvörðun verkefnisstjórnarinnar.
            </p>
            <p>
             Jafnan skulu samstarfsverkefni á vegum tveggja eða fleiri óskyldra aðila
           njóta forgangs. Hvatt er til samstarfs launþega og fyrirtækja.
            </p>
            <strong>
             Fjármál
            </strong>
            <p>
             Um framlag atvinnurekenda og aðra fjármögnun sjá gr. 10.3. í
           kjarasamningi.
            </p>
            <p>
             Að auki geta einstök verkefni verið fjármögnuð með styrkjum úr
           starfsmenntasjóðum og beinum tekjum af rekstri námskeiða.
            </p>
            <strong>
             Samstarf við aðra aðila
            </strong>
            <p>
             Með starfi sínu og styrkveitingum skal verkefnisstjórnin leitast við að
           eiga samstarf við hina ýmsu aðila sem að starfsmenntun koma með það að
           markmiði að samræma sjónarmið og skapa þannig breiðari stuðning við
           verkefni.
            </p>
            <strong>
             Mat á árangri
            </strong>
            <p>
             Í ljósi vaxandi krafna um mælanlegan árangur í starfsmenntun skal koma
           upp kerfi sem tryggir að fjármunir séu vel nýttir og að hægt sé að koma
           við formlegu mati á verkefninu og einstökum þáttum þess.
            </p>
           </div>
           <h3 id="menntareikningar" class="ks-accordion-header" onclick="ksToggleSa(this)">
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            <span class="ks-accordion-title">
             Menntareikningar
            </span>
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           </h3>
           <div class="ks-section-content">
            <p>
             Samningsaðilar lýsa því yfir að þeir eru fylgjandi hugmyndum um að
           starfsmenn fyrirtækja geti stofnað sérstaka menntareikninga.
           Menntareikningum er ætlað að standa undir kostnaði að hluta við lengra
           nám og menntun sem launafólk ákveður að sækja. Samningsaðilar lýsa því
           yfir að þeir eru reiðubúnir að vinna að því gagnvart stjórnvöldum að
           slíkir reikningar verði með sömu skattalegu meðferð og séreignarsjóðir
           lífeyrissjóðanna. Þá hvetja samningsaðilar fyrirtæki og stéttarfélög sem
           sinna menntamálum launafólks að kynna menntareikninga sérstaklega meðal
           starfsmanna sinna.
            </p>
            <p>
             Sérstök nefnd á vegum samningsaðila, skipuð tveimur af hvorum aðila,
           hefur það hlutverk að undirbúa tillögur um hvernig vinna megi að málinu
           áfram. \[2004\]
            </p>
           </div>
           <h3 id="samkomulag-um-útlendinga-á-íslenskum-vinnumarkaði" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            <span class="ks-accordion-title">
             Samkomulag um útlendinga á íslenskum vinnumarkaði
            </span>
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           </h3>
           <div class="ks-section-content">
            <p>
             Alþýðusamband Íslands og Samtök atvinnulífsins hafa orðið ásátt um
           eftirfarandi málsmeðferð í ágreiningsmálum er varða erlenda starfsmenn.
            </p>
            <strong>
             Forsendur og sameiginleg markmið
            </strong>
            <p>
             Samtökin eru sammála um að skuldbindingar Íslands samkvæmt
           EES-samningnum um frjálst flæði vöru, fjármagns, þjónustu og launafólks
           yfir landamæri ríkja hafi jákvæð áhrif á hagsmuni einstaklinga og
           fyrirtækja hér á landi samfara auknu framboði á vörum og þjónustu,
           útbreiðslu þekkingar milli landa, aukinni samkeppni milli fyrirtækja,
           framþróunar á ýmsum sviðum samfélagsins og fjölgunar starfa.
            </p>
            <p>
             EES samningurinn felur í sér að ríkisborgarar aðildarríkjanna geta farið
           á milli landa í atvinnuskyni án atvinnuleyfis. Fyrirtæki sem þar hafa
           staðfestu eiga einnig rétt á að veita þjónustu í öðru aðildarríki með
           eigin starfsmönnum án sérstaks leyfis. Ríkisborgarar EFTA ríkja eiga í
           meginatriðum sama rétt samkvæmt stofnsamningi EFTA.
            </p>
            <p>
             Meginreglan er að aðrir útlendingar (þriðja lands borgarar) verða ekki
           ráðnir til vinnu hér á landi án atvinnuleyfis.
            </p>
            <p>
             Aðilar þessa samkomulags eru þeirrar skoðunar að breytingar á
           samsetningu vinnuafls vegna fjölgunar útlendinga á íslenskum
           vinnumarkaði, eigi ekki að raska gildandi fyrirkomulagi við ákvörðun
           launa og annarra starfskjara launafólks með kjarasamningum. Áfram verði
           byggt á gildandi reglum um framkvæmd kjarasamninga.
            </p>
            <p>
             Það er sameiginlegt viðfangsefni aðila að stuðla að því að fyrirtæki,
           sem nýta erlent vinnuafl vegna framleiðslu sinnar eða þjónustu, greiði
           laun og starfskjör í samræmi við kjarasamninga og lög hér á landi.
            </p>
            <p>
             Ef kjarasamningar eru ekki virtir grefur það undan starfsemi annarra
           fyrirtækja og spillir forsendum eðlilegrar samkeppni og dregur úr
           ávinningi alls samfélagsins af traustu og heilbrigðu atvinnulífi.
            </p>
            <p>
             Aðilar eru sammála um að aðlögun erlends vinnuafls og erlendra
           fyrirtækja að venjum og hefðum á íslenskum vinnumarkaði og samfélagi sé
           til þess fallin að skapa traust og frið í samskiptum aðila.
            </p>
            <p>
             Réttur launafólks til að vinna tiltekin störf er í lögum víða bundinn
           skilyrðum um að viðkomandi hafi lokið tilteknu námi eða öðlast sérstaka
           löggildingu til að mega starfa í starfsgreininni. EES- samningurinn
           kveður á um rétt erlends launafólks til að fá menntun sína,
           starfsréttindi og starfsreynslu sem það hefur aflað í öðru EES-ríki
           viðurkennd hér á landi samkvæmt þeim lögum og reglum sem um það gilda.
            </p>
            <strong>
             Meginreglur um starfskjör útlendinga
            </strong>
            <p>
             Með þessu samkomulagi vilja Alþýðusamband Íslands og Samtök
           atvinnulífsins tryggja framkvæmd gildandi laga um starfskjör útlendinga
           á íslenskum vinnumarkaði. Þessar reglur er einkum að finna á
           eftirfarandi sviðum:
            </p>
            <p>
             Laun og önnur starfskjör. Í lögum um starfskjör launafólks og
           skyldutryggingu lífeyrisréttinda nr. 55/1980 , er kveðið á um að laun og
           önnur starfskjör, sem aðildarsamtök vinnumarkaðarins semja um, skuli
           vera lágmarkskjör, óháð þjóðerni fyrir alla launamenn í viðkomandi
           starfsgrein á svæði því er kjarasamningur tekur til.
            </p>
            <p>
             Starfsmenn erlendra þjónustufyrirtækja, þar með talið starfsmannaleiga.
           Lög um réttarstöðu starfsmanna sem starfa tímabundið á Íslandi á vegum
           erlendra fyrirtækja nr. 54/2001[^15], kveða m.a. á um að starfsmenn
           skuli, meðan þeir starfa hér, njóta kjarasamningsbundinna launa,
           orlofsréttinda og reglna á sviði aðbúnaðar, hollustuhátta og öryggis á
           vinnustöðum.
            </p>
            <p>
             Frjáls för launafólks. EES-samningurinn og lög um frjálsan atvinnu- og
           búseturétt launafólks innan Evrópska efnahagssvæðisins nr. 47/1993,
           kveða á um að óheimilt sé að láta launafólk sem er ríkisborgari annars
           EES-ríkis en þess sem það starfar í gjalda þjóðernis síns hvað viðvíkur
           ráðningar- og vinnuskilyrðum, einkum og sér í lagi hvað varðar
           launakjör.
            </p>
            <p>
             Atvinnuleyfi ríkisborgara þriðju ríkja. Lög um atvinnuréttindi
           útlendinga nr. 97/2002, kveða á um að atvinnuleyfi veiti rétt til að
           vinna hér á landi samkvæmt þeim lögum og reglum sem gilda á íslenskum
           vinnumarkaði og að fyrir liggi ráðningarsamningur sem tryggi starfsmanni
           laun og önnur starfskjör til jafns við heimamenn, sbr. lög nr. 55/1980.
            </p>
            <strong>
             Upplýsingar um laun og önnur starfskjör erlends launafólks
            </strong>
            <p>
             Það er hlutverk trúnaðarmanna stéttarfélaga á vinnustað að gæta þess að
           gerðir kjarasamningar séu haldnir gagnvart starfsfólki, sbr. 9. gr. l.
           80/1938. Sé rökstuddur grunur um brot gegn viðkomandi kjarasamningi eða
           lögum sem varða starfskjör erlends launafólks hefur trúnaðarmaður á
           grundvelli þessa samkomulags rétt á að yfirfara gögn um laun eða önnur
           starfskjör þeirra erlendu starfsmanna sem kjarasamningur tekur til og
           starfa hjá viðkomandi vinnuveitanda og eftir því sem við á um
           starfsréttindi þeirra sem eru í störfum sem slíkra réttinda er krafist.
            </p>
            <p>
             Sé ekki trúnaðarmaður á vinnustað hefur fulltrúi viðkomandi
           stéttarfélags sömu heimildir og trúnaðarmaður til að yfirfara gögn og
           ber sömu skyldur.
            </p>
            <p>
             Upplýsingarnar skulu að jafnaði veittar með því að trúnaðarmaður fái að
           sjá afrit af launaseðlum eða öðrum gögnum er staðfesti launagreiðslur og
           önnur starfskjör hlutaðeigandi starfsmanna. Trúnaðarmanni er óheimilt að
           fara með upplýsingarnar út af vinnustaðnum. Trúnaðarmaður skal gæta
           trúnaðar um upplýsingar sem honum eru látnar í té. Trúnaðarmanni er þó
           heimilt að ráðfæra sig við viðkomandi stéttarfélag og ber fulltrúum
           stéttarfélagsins þá að gæta fyllsta trúnaðar um þær upplýsingar sem þeir
           fá vitneskju um.
            </p>
            <p>
             Fallist vinnuveitandi ekki á beiðni trúnaðarmanns um að veita honum
           aðgang að upplýsingum um laun og önnur starfskjör útlendings og/eða
           ágreiningur er um hvort ákvæði kjarasamninga eða laga séu virt, sbr. lög
           55/1980, lög. 54/2001[^16] og reglugerð nr. 1612/68/EBE um frjálsa för
           launþega, sbr. lög nr. 47/1993, og ekki hefur tekist að leysa þann
           ágreining innan fyrirtækis er heimilt að vísa þeim ágreiningi til
           sérstakrar samráðsnefndar ASÍ og SA.
            </p>
            <strong>
             Samráðsnefnd ASÍ og SA
            </strong>
            <p>
             Samráðsnefnd ASÍ og SA sem fjallar um málefni útlendinga samkvæmt
           samningi þessum skal skipuð fjórum fulltrúum, tveimur skipuðum af ASÍ og
           því landssambandi sem málið varðar og tveimur fulltrúum skipuðum af SA.
            </p>
            <p>
             Samráðsnefnd skal leita leiða til að upplýsa mál sem vísað er til hennar
           skv. framangreindum reglum og leiða ágreining til lykta með viðræðum sín
           á milli.
            </p>
            <p>
             Mál sem vísað er til nefndarinnar skulu tekin til umfjöllunar í
           nefndinni innan tveggja vikna nema sérstakar ástæður hamli.
            </p>
            <p>
             Við athugun máls getur nefndin krafist nauðsynlegra gagna frá viðkomandi
           vinnuveitanda um laun eða önnur starfskjör þeirra erlendu starfsmanna
           sem málið varðar og eftir því sem við á um starfsréttindi þeirra sem eru
           í störfum þar sem slíkra réttinda er krafist. Heimildin tekur til þeirra
           erlendu starfsmanna sem kjarasamningar aðildarfélaga ASÍ taka til,
           sbr. 1. gr. laga 55/1980.
            </p>
            <p>
             Trúnaðarmaður eða fulltrúi stéttarfélags sem komið hefur í stað
           trúnaðarmanns er óbundinn af trúnaði varðandi samskipti sín við nefndina
           vegna mála sem þar eru til umfjöllunar. Þá geta fulltrúar í
           samráðsnefndinni leitað til trúnaðarmanns eða fulltrúa stéttarfélags sem
           komið hefur í stað trúnaðarmanns samkvæmt framansögðu til að afla
           frekari upplýsinga vegna þeirra mála sem til umfjöllunar eru.
            </p>
            <p>
             Samráðsnefnd og einstakir fulltrúar í nefndinni skulu gæta trúnaðar um
           upplýsingar sem aflað er frá atvinnurekanda, trúnaðarmanni eða fulltrúa
           stéttarfélags og er óheimilt að afhenda eða greina þriðja aðila frá efni
           þeirra.
            </p>
            <p>
             Niðurstaða nefndarinnar skal kynnt deiluaðilum.
            </p>
            <p>
             Þrátt fyrir niðurstöðu nefndarinnar er heimilt að vísa máli til
           dómstóla. Trúnaðarskylda skv. framansögðu hindrar í því tilviki ekki
           framlagningu gagna í dómsmáli.
            </p>
            <p>
             Reykjavík, 7. mars 2004
            </p>
           </div>
           <h3 id="samningur-um-ákveðna-þætti-er-varða-skipulag-vinnutíma-milli-alþýðusambands-íslands-og-vinnuveitendasambands-íslands" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Samningur um ákveðna þætti er varða skipulag vinnutíma milli Alþýðusambands Íslands og Vinnuveitendasambands Íslands
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('samningur-um-ákveðna-þætti-er-varða-skipulag-vinnutíma-milli-alþýðusambands-íslands-og-vinnuveitendasambands-íslands')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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             </svg>
             <span class="ks-tooltip">
              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Með tilvísun til samningsins um Evrópska efnahagssvæðið hafa
           Alþýðusamband Íslands og Vinnuveitendasamband Íslands gert með sér
           eftirfarandi samning til að hrinda í framkvæmd tilskipun
           Evrópusambandsins, nr. 93/104/EB, frá 23. nóvember 1993 um ákveðna þætti
           er varða skipulagningu vinnutíma. Tilskipunin er hluti EES-samningsins
           skv. samþykkt sameiginlegu EES-nefndarinnar, dags. 28. júní 1996.
            </p>
            <p>
             Markmið samningsins er að setja lágmarkskröfur til að stuðla að umbótum,
           einkum að því er varðar vinnuumhverfi, til að tryggja aukið öryggi og
           heilsuvernd launafólks.
            </p>
            <strong>
             1. gr.
            </strong>
           </div>
           <h5 id="gildissvið" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Gildissvið
            </span>
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             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              Afritað!
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            </button>
           </h5>
           <div class="ks-section-content ks-sub-content">
            <p>
             Samningur þessi gildir um daglegan og vikulegan lágmarkshvíldartíma
           starfsmanna, árlegt orlof, hlé, hámarksvinnutíma á viku auk tiltekinna
           þátta í tengslum við nætur- og vaktavinnu og vinnumynstur.
            </p>
            <p>
             Samningurinn nær til allra launamanna á samningsviði samningsaðila.
            </p>
            <p>
             Samningurinn tekur þó ekki til starfa við flutninga á sjó og í lofti og
           fiskveiðar og aðra vinnu á sjó. Þá nær samningurinn ekki til þeirra sem
           starfa við flutninga á vegum og falla undir reglugerð um aksturs- og
           hvíldartíma ökumanna (nú nr. 136/1995) eða sambærilegar reglur sem síðar
           kunna að verða settar.
            </p>
            <p>
             Ákvæði 3., 4., 5., 6. og 8. greina gilda ekki um æðstu stjórnendur og
           aðra þá sem ráða vinnutíma sínum sjálfir.
            </p>
            <strong>
             2. gr.
            </strong>
           </div>
           <h5 id="skilgreiningar" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Skilgreiningar:
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('skilgreiningar')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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             </svg>
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              Afritað!
             </span>
            </button>
           </h5>
           <div class="ks-section-content ks-sub-content">
            <strong>
             2.1. Vinnutími
            </strong>
            <p>
             Tími sem starfsmaður er við störf, til taks fyrir vinnuveitandann og
           innir af hendi störf sín eða skyldur.
            </p>
            <p>
             Með vinnutíma er átt við virkan vinnutíma og reiknast neysluhlé og
           sérstakir frídagar þ.a.l. ekki til vinnutíma. Sama gildir um ferðir til
           og frá vinnustað eða reglubundinni starfsstöð og launaða biðtíma eða
           vinnuhlé þar sem ekki er krafist vinnuframlags.
            </p>
            <p>
             Árlegt launað lágmarksorlof skv. lögum, veikindaforföll og lög- eða
           samningsbundið fæðingarorlof skulu teljast til vinnutíma og vera
           hlutlaus við meðaltalsútreikninga. Þá skal sá tími sem starfsmaður er í
           launuðu starfsnámi teljast til vinnutíma.
            </p>
            <strong>
             2.2. Hvíldartími
            </strong>
            <p>
             Tími sem ekki telst til vinnutíma.
            </p>
            <strong>
             2.3. Næturvinnutími
            </strong>
            <p>
             Tíminn milli kl. 23:00 og 06:00.
            </p>
            <strong>
             2.4. Næturvinnustarfsmaður
            </strong>
            <p>
             a\. Starfsmaður sem venjulega vinnur a.m.k. þrjár klst. af daglegum
           vinnutíma sínum á næturvinnutímabili.
            </p>
            <p>
             b\. Fastráðinn starfsmaður sem unnið hefur reglulega minnst þrjár klst.
           á næturvinnutímabili í einn mánuð, meðan sú vinna stendur yfir. Sama
           gildir um starfsmann sem innir af hendi 40% af reglulegu vinnuframlagi
           sínu á næturvinnutíma á ársgrundvelli.
            </p>
            <strong>
             2.5. Vaktavinna
            </strong>
            <p>
             Vinna sem skipt er niður í mismunandi vinnutímabil/vaktir samkvæmt
           ákveðnu kerfi, þar sem starfsmaður vinnur á mismunandi vöktum á tilteknu
           tímabili sem mælt er í dögum eða vikum.
            </p>
            <strong>
             2.6. Vaktavinnustarfsmaður
            </strong>
            <p>
             Starfsmaður sem vinnur vaktavinnu.
            </p>
            <strong>
             3. gr.
            </strong>
           </div>
           <h5 id="daglegur-hvíldartími" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Daglegur hvíldartími
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('daglegur-hvíldartími')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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             </svg>
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              Afritað!
             </span>
            </button>
           </h5>
           <div class="ks-section-content ks-sub-content">
            <p>
             Vinnutíma skal haga þannig að á hverjum sólarhring, reiknað frá byrjun
           vinnudags, fái starfsmaður a.m.k. 11 klukkustunda samfellda hvíld. Verði
           því við komið skal dagleg hvíld ná til næturvinnutímabils.
            </p>
            <strong>
             4. gr.
            </strong>
           </div>
           <h5 id="hlé" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Hlé
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('hlé')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              </path>
             </svg>
             <span class="ks-tooltip">
              Afritað!
             </span>
            </button>
           </h5>
           <div class="ks-section-content ks-sub-content">
            <p>
             Starfsmaður á rétt á a.m.k. 15 mínútna hléi ef daglegur vinnutími hans
           er lengri en sex klukkustundir. Um hlé fer samkvæmt hlutaðeigandi
           kjarasamningum.
            </p>
            <strong>
             5. gr.
            </strong>
           </div>
           <h5 id="vikulegur-hvíldartími" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Vikulegur hvíldartími.
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('vikulegur-hvíldartími')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
              </path>
             </svg>
             <span class="ks-tooltip">
              Afritað!
             </span>
            </button>
           </h5>
           <div class="ks-section-content ks-sub-content">
            <p>
             Á hverju sjö daga tímabili skal starfsmaður fá a.m.k. einn frídag sem
           tengist beint hvíldartíma skv. 3. gr. Að svo miklu leyti sem því verður
           við komið skal vikulegur frídagur vera á sunnudegi.
            </p>
            <strong>
             6. gr.
            </strong>
           </div>
           <h5 id="hámarksvinnutími" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Hámarksvinnutími
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('hámarksvinnutími')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              Afritað!
             </span>
            </button>
           </h5>
           <div class="ks-section-content ks-sub-content">
            <p>
             Meðalvinnutími á viku, að yfirvinnu meðtalinni, skal ekki vera umfram 48
           klst. Æskilegt er að vinnutími sé sem jafnastur frá einni viku til
           annarrar.
            </p>
            <p>
             Viðmiðunartímabil við útreikning á meðalvinnutíma á viku skal vera sex
           mánuðir, janúar til júní og júlí til desember.
            </p>
            <strong>
             7. gr.
            </strong>
           </div>
           <h5 id="árlegt-orlof" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Árlegt orlof
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('árlegt-orlof')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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             </svg>
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              Afritað!
             </span>
            </button>
           </h5>
           <div class="ks-section-content ks-sub-content">
            <p>
             Orlof ákvarðast af orlofslögum og ákvæðum kjarasamninga.
            </p>
            <strong>
             8. gr.
            </strong>
           </div>
           <h5 id="lengd-næturvinnutíma" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Lengd næturvinnutíma
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('lengd-næturvinnutíma')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
              </path>
             </svg>
             <span class="ks-tooltip">
              Afritað!
             </span>
            </button>
           </h5>
           <div class="ks-section-content ks-sub-content">
            <p>
             Venjulegur vinnutími næturvinnustarfsmanns skal að jafnaði ekki vera
           lengri en átta klst. á hverju 24 stunda tímabili.
            </p>
            <p>
             Heimilt er að lengja venjulegan vinnutíma næturvinnustarfsmanns þannig
           að hann verði að jafnaði allt að 48 vinnustundir á viku. Skal þá
           skipuleggja vinnuna þannig að vinnutíminn verði sem reglulegastur.
            </p>
            <p>
             Viðmiðunartímabil við útreikning á meðalvinnutíma næturvinnustarfsmanna
           á viku skal vera sex mánuðir, janúar til júní og júlí til desember.
            </p>
            <p>
             Næturvinnustarfsmenn sem gegna sérstaklega áhættusömum störfum eða
           störfum sem fela í sér mikið líkamlegt eða andlegt álag skulu ekki vinna
           lengur en átta klst. á hverju 24 stunda tímabili sem þeir eru við
           næturvinnu.
            </p>
            <strong>
             9. gr.
            </strong>
           </div>
           <h5 id="heilbrigðismat" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Heilbrigðismat
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('heilbrigðismat')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
              </path>
             </svg>
             <span class="ks-tooltip">
              Afritað!
             </span>
            </button>
           </h5>
           <div class="ks-section-content ks-sub-content">
            <p>
             Næturvinnustarfsmenn og vaktavinnustarfsmenn sem vinna hluta vinnuskyldu
           sinnar að næturlagi eiga rétt á heilbrigðismati þeim að kostnaðarlausu
           áður en þeir hefja störf og síðan reglulega á a.m.k. þriggja ára fresti.
           Þessa réttar skal getið í ráðningarsamningi.
            </p>
            <p>
             Heilbrigðismatið sem getið er um í 1. mgr. skal lúta reglum um
           þagnarskyldu lækna.
            </p>
            <p>
             Næturvinnustarfsmenn og vaktavinnustarfsmenn sem vinna hluta vinnuskyldu
           sinnar að næturlagi og eiga við heilsufarsvandamál að stríða sem
           sannanlega er rakið til starfsins skulu, þegar kostur er, færðir til í
           dagvinnustörf sem þeim henta.
            </p>
            <strong>
             10. gr.
            </strong>
           </div>
           <h5 id="vernd-næturvinnustarfsmanna" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Vernd næturvinnustarfsmanna
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('vernd-næturvinnustarfsmanna')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
              </path>
             </svg>
             <span class="ks-tooltip">
              Afritað!
             </span>
            </button>
           </h5>
           <div class="ks-section-content ks-sub-content">
            <p>
             Næturvinnustarfsmenn skulu njóta verndar með tilliti til þeirrar áhættu
           sem fylgir starfi þeirra.
            </p>
            <strong>
             11. gr.
            </strong>
           </div>
           <h5 id="tilkynning-um-reglubundna-ráðningu-næturvinnustarfsmanna" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Tilkynning um reglubundna ráðningu næturvinnustarfsmanna
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('tilkynning-um-reglubundna-ráðningu-næturvinnustarfsmanna')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
              </path>
             </svg>
             <span class="ks-tooltip">
              Afritað!
             </span>
            </button>
           </h5>
           <div class="ks-section-content ks-sub-content">
            <p>
             Vinnuveitandi sem að jafnaði hefur starfsmenn í næturvinnu skal láta þar
           til bæru stjórnvaldi í té upplýsingar um fjölda og vinnutíma
           næturvinnustarfsmanna.
            </p>
            <strong>
             12. gr.
            </strong>
           </div>
           <h5 id="vinnumynstur" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Vinnumynstur
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('vinnumynstur')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
              </path>
             </svg>
             <span class="ks-tooltip">
              Afritað!
             </span>
            </button>
           </h5>
           <div class="ks-section-content ks-sub-content">
            <p>
             Vinnuveitandi, sem skipuleggur vinnu eftir ákveðnu mynstri, skal taka
           tillit til þeirrar meginreglu að aðlaga vinnunna að starfsmanninum,
           einkum með það í huga að lina áhrif einhæfra starfa og starfa sem eru
           unnin með fyrirfram ákveðnum hraða, og eftir því um hvaða störf er að
           ræða, til öryggis- og heilbrigðiskrafna, sérstaklega hvað varðar hlé í
           vinnutíma.
            </p>
            <strong>
             13. gr.
            </strong>
           </div>
           <h5 id="fráviksheimildir" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Fráviksheimildir
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('fráviksheimildir')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
              </path>
             </svg>
             <span class="ks-tooltip">
              Afritað!
             </span>
            </button>
           </h5>
           <div class="ks-section-content ks-sub-content">
            <p>
             a\. Heimilt er að stytta hvíldartíma, sbr. 3. gr., í allt að átta klst.
           við vaktaskipti. Sama gildir við sérstakar aðstæður þegar bjarga þarf
           verðmætum.
            </p>
            <p>
             b\. Verði truflun á starfsemi vegna ytri aðstæðna, svo sem vegna veðurs
           eða annarra náttúruafla, slysa, orkuskorts, bilana í vélum, tækjum eða
           öðrum búnaði eða annarra tilsvarandi ófyrirséðra atburða má víkja frá
           ákvæðum 3. gr. að því marki sem nauðsynlegt er til að koma í veg fyrir
           verulegt tjón, þar til regluleg starfsemi hefur komist á að nýju. Gildir
           þetta hvort heldur atvik þessi eiga við um fyrirtækið sjálft eða
           viðskiptaaðila þess.
            </p>
            <p>
             c\. Sé heimildum skv. a. eða b. lið beitt til frávika frá daglegum
           hvíldartíma skal starfsmaður fá samsvarandi hvíld í staðinn.
            </p>
            <p>
             d\. Heimilt er að ákveða, með samkomulagi á vinnustað, að fresta
           vikulegum frídegi þeirra sem annast framleiðslu- og þjónustustörf þar
           sem sérstakar aðstæður gera slík frávik nauðsynleg, svo og þeirra sem
           vinna að öryggismálum og varðveislu verðmæta.
            </p>
            <p>
             Sé vikulegum hvíldartíma, sbr. 5. gr., frestað skal starfsmaður fá
           samsvarandi hvíld í staðinn. Ef sérstaka nauðsyn ber til má fresta töku
           vikulegs hvíldartíma þannig að í stað vikulegs frídags komi tveir
           samfelldir frídagar á hverjum tveimur vikum. Sé sérstök þörf á að
           skipuleggja vinnu þannig að vikulegum frídegi sé frestað skal um það
           gerður kjarasamningur.
            </p>
            <p>
             e\. Heimilt er í undantekningatilfellum að lengja viðmiðunartímabil
           vegna hámarks vikulegs vinnutíma, sbr. 6. gr. og 8. gr., í allt að 12
           mánuði (almanaksárið) með kjarasamningi, enda byggi slík ákvörðun á
           sérstökum hlutlægum ástæðum. Slík kjarasamningsákvæði skulu hljóta
           staðfestingu viðkomandi landssambands eða ASÍ vegna félaga með beina
           aðild.
            </p>
            <p>
             Staðfesting skal liggja fyrir eigi síðar en fjórum vikum frá gerð
           samningsins enda hafi hann verið kynntur staðfestingaraðila eigi síðar
           en viku eftir undirritun. Hafi staðfesting ekki borist innan þessa
           frests telst hún liggja fyrir.
            </p>
            <strong>
             14. gr.
            </strong>
            <p>
             ######## Framkvæmd samningsins og lausn ágreiningsmála
            </p>
            <p>
             Setja skal á fót samráðsnefnd, skipaðri þremur fulltrúum frá hvorum
           aðila.
            </p>
            <p>
             Samráðsnefndin skal fjalla um útfærslu og túlkun einstakra ákvæða. Komi
           upp ágreiningur skal þess freistað að ná sáttum um hann í
           samráðsnefndinni áður en honum er vísað til dómstóla.
            </p>
            <strong>
             15. gr.
            </strong>
            <p>
             ######## Hagstæðari ákvæði
            </p>
            <p>
             Samningur þessi gildir sem lágmarkssamningur og afnemur í engum
           tilfellum betri rétt og frekari vernd launamanna samkvæmt lögum,
           kjarasamningi, ráðningarsamningi eða ráðningarbréfi.
            </p>
            <strong>
             16. gr.
            </strong>
            <p>
             ######## Öryggis- og heilsuvernd
            </p>
            <p>
             Um öryggis- og heilsuvernd starfsmanna fer að öðru leyti samkvæmt
           ákvæðum laga um aðbúnað, hollustuhætti og öryggi á vinnustöðum og öðrum
           stjórnsýslufyrirmælum.
            </p>
            <strong>
             17. gr.
            </strong>
            <p>
             ######## Gildistími og fl.
            </p>
            <p>
             Samningur þessi tekur gildi 1. janúar 1997 og kemur til framkvæmda í
           síðasta lagi 1. apríl 1997. Samningurinn skoðast sem hluti af
           kjarasamningum aðildarsamtaka og félaga undirritaðra heildarsamtaka.
            </p>
            <p>
             Samningur þessi skal endurskoðaður í síðasta lagi innan þriggja ára frá
           gildistöku. Við þá endurskoðun skal í, ljósi reynslunnar, endurmeta
           lengd viðmiðunartímabils, sbr. 6. og 8. gr. Þá skal leggja sérstakt mat
           á framkvæmd frávika.
            </p>
            <p>
             Með framkvæmd samnings þessa fellur niður samkomulag aðila um framkvæmd
           hvíldartíma og frítímaákvæða laga nr. 46/1980, dags. 10. apríl 1981.
            </p>
            <p>
             Aðilar skulu sjá til þess að efni þessa samkomulags verði kynnt eins vel
           og kostur er.
            </p>
            <p>
             Reykjavík, 30. desember 1996.
            </p>
            <p>
             Samhljóða samningur var gerður 10. apríl 1997 milli Alþýðusambands
           Íslands og Vinnumálasambandsins.
            </p>
           </div>
           <h3 id="samningur-milli-samtaka-atvinnulífsins-og-alþýðusambands-íslands-um-hlutastörf" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Samningur milli Samtaka atvinnulífsins og Alþýðusambands Íslands um hlutastörf
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('samningur-milli-samtaka-atvinnulífsins-og-alþýðusambands-íslands-um-hlutastörf')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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             </svg>
             <span class="ks-tooltip">
              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Með tilvísan til samningsins um Evrópska efnahagssvæðið gera Samtök
           atvinnulífsins og Alþýðusamband Íslands með sér eftirfarandi samning um
           að hrinda í framkvæmd efni tilskipunar EBE um hlutastörf (97/81/EBE).
           Efnisatriði hennar byggja á rammasamningi aðila vinnumarkaðarins í
           Evrópu, UNICE, CEEP og ETUC, sem aðilar þessa samnings eiga aðild að, en
           markmið hennar er:
            </p>
            -   að afnema mismunun gagnvart starfsmönnum í hlutastarfi og stuðla að
               auknum gæðum slíkra starfa. Að greiða fyrir því að starfsmenn eigi
               völ á hlutastörfum og sveigjanlegri tilhögun vinnutíma þannig að
               tekið sé tillit til þarfa bæði vinnuveitanda og starfsmanna.
            <strong>
             1.gr.
            </strong>
            <p>
             Samningur þessi gildir um starfsmenn sem eru í hlutastörfum sbr. 1. mgr.
           2. gr[^17].
            </p>
            <strong>
             2.gr.
            </strong>
            <p>
             Starfsmaður telst vera í hlutastarfi ef venjulegur vinnutími hans á viku
           eða að meðaltali miðað við heilt ár er styttri en sambærilegs
           starfsmanns í fullu starfi.
            </p>
            <p>
             Með sambærilegum starfsmanni í tilliti 1. mgr. er átt við starfsmann sem
           starfar í sama fyrirtæki á grundvelli samskonar ráðningarfyrirkomulags
           og vinnur sama eða sambærilegt starf að teknu tilliti til annarra
           áhrifaþátta svo sem starfstíma, kunnáttu eða hæfni.
            </p>
            <p>
             Sé ekki til að dreifa sambærilegum starfsmanni í sama fyrirtæki skal
           samanburður gerður með vísan til viðeigandi kjarasamnings eða þar sem
           slíkum samningi er ekki til að dreifa með vísan til laga, annarra
           kjarasamninga eða venju.
            </p>
            <strong>
             3.gr.
            </strong>
            <p>
             Starfsmenn í hlutastörfum skulu ekki njóta hlutfallslega lakari kjara
           eða sæta lakari meðferð en sambærilegir starfsmenn í fullu starfi af
           þeim ástæðum einum að þeir eru ekki í fullu starfi nema slíkt sé
           réttlætanlegt á grundvelli hlutlægra ástæðna.
            </p>
            <strong>
             4.gr.
            </strong>
            <p>
             Atvinnurekendur skulu svo sem kostur er leitast við að:
            </p>
            <p>
             a.  taka tillit til óska starfsmanns um að flytjast úr fullu starfi í
               hlutastarf eða úr hlutastarfi í fullt starf
            </p>
            <p>
             b.  taka tillit til óska starfsmanns um að auka eða minnka
               starfshlutfall sitt, skapist svigrúm til þess
            </p>
            <p>
             c.  auðvelda aðgang að hlutastörfum á öllum stigum fyrirtækisins, þar á
               meðal að sérhæfðum störfum og stjórnunarstörfum
            </p>
            <p>
             d.  veita tímanlega upplýsingar um störf sem losna á vinnustaðnum, þar
               með talið hlutastörf, til að auðvelda flutning úr hlutastarfi í
               fullt starf og öfugt
            </p>
            <p>
             e.  greiða fyrir aðgangi hlutavinnufólks að starfsmenntun og
               starfsþjálfun, m.a. í því skyni þeir geti aukið hæfni sína og til að
               stuðla að starfsframa og hreyfanleika í starfi
            </p>
            <p>
             f\. veita trúnaðarmönnum starfsmanna upplýsingar um hlutastörf á
           vinnustað
            </p>
            <strong>
             5.gr.
            </strong>
            <p>
             Það telst ekki eitt og sér gild ástæða uppsagnar að starfsmaður neiti að
           fara úr fullu starfi í hlutastarf eða öfugt.
            </p>
            <strong>
             6.gr.
            </strong>
            <p>
             Samráðsnefnd skipuð tveimur fulltrúum frá hvorum samningsaðila skal
           fjalla um framkvæmd samningsins svo og útfærslu og túlkun einstakra
           ákvæða eftir því sem þurfa þykir.
            </p>
            <p>
             Komi upp ágreiningur um túlkun samningsins er viðkomandi aðilum heimilt
           að vísa honum til nefndarinnar sem skal þá leitast við að ná sáttum.
            </p>
            <strong>
             7.gr.
            </strong>
            <p>
             Brot gegn samningi þessum varða skaðabótaskyldu.
            </p>
            <strong>
             8.gr.
            </strong>
            <p>
             Samning þennan skal eftir því sem við á túlka í samræmi við tilskipun
           97/81/EBE, sbr. rammasamning aðila vinnumarkaðarins í Evrópu um
           hlutastörf.
            </p>
            <strong>
             9.gr.
            </strong>
            <p>
             Samningur þessi tekur gildi 1. janúar 2003.
            </p>
            <p>
             Reykjavík, 13. nóvember 2002
            </p>
            <em>
             \
            </em>
            Sbr. samning dags. 24. ágúst 2009*
           </div>
           <h3 id="samkomulag-um-hópuppsagnir" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Samkomulag um hópuppsagnir
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('samkomulag-um-hópuppsagnir')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Samningsaðilar eru sammála um að æskilegt sé að uppsagnir beinist
           einungis að þeim starfsmönnum, sem ætlunin er að láti af störfum, en
           ekki öllum starfsmönnum eða hópum starfsmanna. Í ljósi þessa hafa aðilar
           gert með sér eftirfarandi samkomulag:
            </p>
            <strong>
             1. Gildissvið
            </strong>
            <p>
             Samkomulag þetta tekur einungis til hópuppsagna fastráðinna starfsmanna
           þegar fjöldi þeirra sem segja á upp á þrjátíu daga tímabili er;
            </p>
            <p>
             a.m.k. 10 manns í fyrirtækjum með 16 - 100 starfsmenn,
            </p>
            <p>
             a.m.k. 10% starfsmanna í fyrirtækjum með 100 - 300 starfsmenn,
            </p>
            <p>
             a.m.k. 30 manns í fyrirtækjum með 300 starfsmenn eða fleiri.
            </p>
            <p>
             Það telst ekki til hópuppsagna þegar starfslok verða samkvæmt
           ráðningarsamningum sem gerðir eru til ákveðins tíma eða vegna sérstakra
           verkefna. Samkomulag þetta gildir ekki um uppsagnir einstakra
           starfsmanna, um uppsagnir til breytinga á ráðningarkjörum án þess að
           starfslok séu fyrirhuguð, né um uppsagnir áhafna skipa.
            </p>
            <strong>
             2. Samráð
            </strong>
            <p>
             Íhugi vinnuveitandi hópuppsagnir skal, áður en til uppsagna kemur, hafa
           samráð við trúnaðarmenn viðkomandi stéttarfélaga til að leita leiða til
           að komast hjá uppsögnum að svo miklu leyti sem mögulegt er og draga úr
           afleiðingum þeirra. Þar sem trúnaðarmenn eru ekki til staðar skal hafa
           samráð við fulltrúa starfsmanna.
            </p>
            <p>
             Trúnaðarmenn skulu þá eiga rétt á að fá upplýsingar, sem máli skipta um
           fyrirhugaðar uppsagnir, einkum ástæður uppsagna, fjölda starfsmanna sem
           til stendur að segja upp og hvenær uppsagnir komi til framkvæmda.
            </p>
            <strong>
             3. Framkvæmd hópuppsagna
            </strong>
            <p>
             Verði, að mati vinnuveitanda, ekki komist hjá hópuppsögnum, þó að stefnt
           sé að endurráðningu hluta starfsmanna án þess að komi til starfsloka,
           skal miða við að ákvörðun um það hvaða starfsmönnum bjóðist endurráðning
           liggi fyrir eins fljótt og mögulegt er.
            </p>
            <p>
             Hafi ákvörðun um endurráðningar ekki verið tekin og starfsmanni tilkynnt
           að ekki geti orðið af endurráðningu, það tímanlega að eftir standi
           a.m.k. 2/3 hlutar uppsagnarfrests viðkomandi starfsmanns, framlengist
           uppsagnarfrestur hans um einn mánuð ef uppsagnarfrestur er þrír mánuðir,
           um þrjár vikur ef uppsagnarfrestur er tveir mánuðir og um tvær vikur ef
           uppsagnarfresturinn er einn mánuður.
            </p>
            <p>
             Þetta ákvæði tekur til starfsmanna sem áunnið hafa sér a.m.k. 1 mánaðar
           uppsagnarfrest.
            </p>
            <p>
             Þrátt fyrir ákvæði þessarar greinar er heimilt vegna utanaðkomandi
           atvika sem vinnuveitandi ræður ekki við, að skilorðsbinda tilkynningu um
           endurráðningu því að vinnuveitandinn geti haldið áfram þeirri starfsemi
           sem starfsmaðurinn er ráðinn til án þess að það leiði til lengingar
           uppsagnar-frests.
            </p>
           </div>
           <h3 id="rammasamningur-milli-vmsí-annars-vegar-og-vsí-vms-fjármálaráðherra-fyrir-hönd-ríkisins-og-reykjavíkurborgar-hins-vegar-um-vinnu-við-ræstingar" class="ks-accordion-header" onclick="ksToggleSa(this)">
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             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Rammasamningur milli VMSÍ annars vegar og VSÍ, VMS, fjármálaráðherra fyrir hönd ríkisins, og Reykjavíkurborgar hins vegar, um vinnu við ræstingar
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('rammasamningur-milli-vmsí-annars-vegar-og-vsí-vms-fjármálaráðherra-fyrir-hönd-ríkisins-og-reykjavíkurborgar-hins-vegar-um-vinnu-við-ræstingar')" title="Afrita tengil">
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           </h3>
           <div class="ks-section-content">
            <p>
             1\.
             <strong>
              Samningssvið og markmið
             </strong>
            </p>
           </div>
           <h5 id="11-samningssvið" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             1.1. Samningssvið
            </span>
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             </span>
            </button>
           </h5>
           <div class="ks-section-content ks-sub-content">
            <p>
             Samningur þessi tekur til hverskonar vinnu við ræstingar eftir því sem
           þær eru skilgreindar í samningi þessum. Honum er ætlað að skapa ramma um
           skipulag ræstinga og skilgreina hugtök.
            </p>
           </div>
           <h5 id="12-markmið" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             </polyline>
            </svg>
            <span class="ks-accordion-title">
             1.2. Markmið
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('12-markmið')" title="Afrita tengil">
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             </span>
            </button>
           </h5>
           <div class="ks-section-content ks-sub-content">
            <p>
             Að auðvelda að beita mismunandi launakerfum og skipulagningu. Auka
           menntun um starfssviðið og stuðla að auknum gæðum við framkvæmd
           ræstingar.
            </p>
            <p>
             2\.
             <strong>
              Skilgreiningar
             </strong>
            </p>
           </div>
           <h5 id="21-ræsting" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             2.1 Ræsting
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('21-ræsting')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              Afritað!
             </span>
            </button>
           </h5>
           <h5 id="ræsting-er-vinna-við-að-fjarlægja-óhreinindi-af-fleti-til-þess-kunna-að-vera-notuð-vatn-áhöld-tæki-og-ræstingarefni" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Ræsting er vinna við að fjarlægja óhreinindi (af fleti). Til þess kunna að vera notuð vatn, áhöld, tæki og ræstingarefni.
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('ræsting-er-vinna-við-að-fjarlægja-óhreinindi-af-fleti-til-þess-kunna-að-vera-notuð-vatn-áhöld-tæki-og-ræstingarefni')" title="Afrita tengil">
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             </span>
            </button>
           </h5>
           <h5 id="22-regluleg-ræsting" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             2.2. Regluleg ræsting
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('22-regluleg-ræsting')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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             </span>
            </button>
           </h5>
           <div class="ks-section-content ks-sub-content">
            <p>
             Hér er átt við ákveðið skilgreint svæði innanhúss sem ræst er reglulega,
           ásamt innanstokksmunum, neðan seilingarhæðar, sbr. gr. 3.1.
            </p>
           </div>
           <h5 id="23-aðalræsting" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             </polyline>
            </svg>
            <span class="ks-accordion-title">
             2.3. Aðalræsting
            </span>
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             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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             </svg>
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              Afritað!
             </span>
            </button>
           </h5>
           <div class="ks-section-content ks-sub-content">
            <p>
             Hér er átt við að flöturinn er ræstur ítarlegar neðan seilingarhæðar af
           óhreinindum sem ekki hverfa við reglulega ræstingu, sbr. verklýsingu
            </p>
           </div>
           <h5 id="24-hreingerning" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             2.4. Hreingerning
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('24-hreingerning')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              Afritað!
             </span>
            </button>
           </h5>
           <div class="ks-section-content ks-sub-content">
            <p>
             Hér er átt við að flöturinn er hreingerður af óhreinindum sem ekki
           hverfa við ræstingu sbr. gr. 2.2. og 2.3.
            </p>
           </div>
           <h5 id="3-ræstingarsvæði" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             </polyline>
            </svg>
            <span class="ks-accordion-title">
             3. **Ræstingarsvæði**
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('3-ræstingarsvæði')" title="Afrita tengil">
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             </span>
            </button>
           </h5>
           <h5 id="31-afmörkun-ræstingarsvæða-seilingarhæð" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            <span class="ks-accordion-title">
             3.1. Afmörkun ræstingarsvæða. (Seilingarhæð)
            </span>
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           </h5>
           <div class="ks-section-content ks-sub-content">
            <p>
             Ræstingarsvæði afmarkast af gólffleti og mögulegri vinnuhæð manns sem
           stendur á gólfi, eða öruggri undirstöðu eins og kveðið er á um í
           verklýsingu.
            </p>
           </div>
           <h5 id="32-mæling-fermetra-til-ræstinga" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            <span class="ks-accordion-title">
             3.2 Mæling fermetra til ræstinga
            </span>
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            </button>
           </h5>
           <div class="ks-section-content ks-sub-content">
            <p>
             Fermetrafjöldi hvers svæðis skal mælast sem gólfflatarmál er takmarkast
           af innribrún veggja svæðisins.
            </p>
           </div>
           <h5 id="4-afköst" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            <span class="ks-accordion-title">
             4. **Afköst**
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('4-afköst')" title="Afrita tengil">
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            </button>
           </h5>
           <h5 id="41-vinnutaktur" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            <span class="ks-accordion-title">
             4.1. Vinnutaktur
            </span>
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           </h5>
           <div class="ks-section-content ks-sub-content">
            <p>
             Vinnutaktur er mældur hraði við vinnu skv. skilgreiningu
           Alþjóðavinnumálastofnunarinnar.
            </p>
            <p>
             Stöðluð afköst eru þau afköst sem hæfir starfsmenn inna af hendi að
           meðaltali á vinnudegi eða vakt án þess að ofreyna sig, svo fremi þeir
           kunni og fari eftir tiltekinni vinnuaðferð og hafi áhuga á að leggja sig
           fram við vinnuna.
            </p>
            <p>
             Slík afköst teljast gefa 100 stig samkvæmt stöðluðu mati og
           afkastakvarða.
            </p>
            <p>
             Um aðra vinnutakta er vísað til skilgreininga
           Alþjóðavinnumálastofnunarinnar, sbr. fylgiskjal I.
            </p>
           </div>
           <h5 id="42-útreikningur-á-tíma-við-ræstingar" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             4.2. Útreikningur á tíma við ræstingar.
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('42-útreikningur-á-tíma-við-ræstingar')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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             </svg>
             <span class="ks-tooltip">
              Afritað!
             </span>
            </button>
           </h5>
           <div class="ks-section-content ks-sub-content">
            <p>
             Við útreikninga á tíma við ræstingarvinnu geta tímaeiningar
           (staðaltímar) verið lagðir til grundvallar. Þegar tímaeiningar eru
           notaðar fyrir hverja verkframkvæmd skv. verklýsingu, skulu þær vera í
           samræmi við ákveðinn vinnutakt sem samningsaðilar koma sér saman um að
           nota sbr. gr. 4.1. og 6. kafla. Leiðbeininga um undirbúning og framkvæmd
           vinnurannsókna, sbr. fskj. I.
            </p>
           </div>
           <h5 id="43-útreikningur-afkasta" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             4.3. Útreikningur afkasta
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('43-útreikningur-afkasta')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              Afritað!
             </span>
            </button>
           </h5>
           <div class="ks-section-content ks-sub-content">
            <p>
             Grunneining við útreikning afkasta við ræstingu eru ræstir gólffermetrar
           á tímaeiningu (m2/klst.). Innifalið er, öll þrif á ræstingarsvæðinu skv.
           verklýsingu.
            </p>
            <p>
             DÆMI:
            </p>
            <p>
             a\. Svæði er 600 m2 gólfflötur. Það er allt ræst 3 daga í viku og tími
           til verksins á hvern þessara 3 daga er Y klst.
            </p>
            <p>
             Afköst þessa svæðis eru - 600/Y = X m2 á klst.
            </p>
            <p>
             b\. Svæði er 655 m2 gólfflötur, 450 m2 eru ræstir 5 daga vikunnar, en
           205 m2 eru ræstir 3 daga vikunnar. Heildartími svæðisins er Y klst.
            </p>
            <p>
             Afköst þessa svæðis eru - ((450x5)+(205x3))/Y =X m2 á klst.
            </p>
           </div>
           <h5 id="5-vinnutími" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             5. **Vinnutími**
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('5-vinnutími')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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             </svg>
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              Afritað!
             </span>
            </button>
           </h5>
           <h5 id="51-sjá-22-kafla-í-kjarasamningi" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             5.1. Sjá 22. kafla í kjarasamningi.
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('51-sjá-22-kafla-í-kjarasamningi')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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             </svg>
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              Afritað!
             </span>
            </button>
           </h5>
           <h5 id="52-greiddur-tími" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             5.2. Greiddur tími
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('52-greiddur-tími')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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             </svg>
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              Afritað!
             </span>
            </button>
           </h5>
           <div class="ks-section-content ks-sub-content">
            <p>
             Greiddur tími fyrir ræstingarsvæði er mældur í klukkustundum fyrir hvert
           skipti. Sjá bókun fskj. II.
            </p>
           </div>
           <h5 id="6-kaup" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             6. **Kaup**
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('6-kaup')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              </path>
             </svg>
             <span class="ks-tooltip">
              Afritað!
             </span>
            </button>
           </h5>
           <h5 id="61-sjá-kjarasamning" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             6.1. Sjá kjarasamning
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('61-sjá-kjarasamning')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
              </path>
             </svg>
             <span class="ks-tooltip">
              Afritað!
             </span>
            </button>
           </h5>
           <div class="ks-section-content ks-sub-content">
            <p>
             Tímamæld ákvæðisvinna.
            </p>
            <p>
             Uppmæld ákvæðisvinna.
            </p>
            <p>
             Mánaðarlaun.
            </p>
            <p>
             Laun við hreingerningar.
            </p>
           </div>
           <h5 id="7-vinnutilhögun" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             7. **Vinnutilhögun**
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('7-vinnutilhögun')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              </path>
             </svg>
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              Afritað!
             </span>
            </button>
           </h5>
           <h5 id="71-aðlögun" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             7.1. Aðlögun
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('71-aðlögun')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
              </path>
             </svg>
             <span class="ks-tooltip">
              Afritað!
             </span>
            </button>
           </h5>
           <div class="ks-section-content ks-sub-content">
            <p>
             Samningsaðilar geta ákveðið hvaða launakerfi skuli notað eftir því sem
           talið er að henti vinnuframkvæmdinni. Þá getur önnur vinna tengst vinnu
           við ræstingar sem ræstingarstarfsmaður hefur með höndum á vinnustað. Með
           fjölbreyttari möguleikum í launakerfum, auknum upplýsingum til
           starfsfólks og með samsetningu ræstingasvæða innan sömu byggingar eða
           fleiri, skapast möguleikar til að fjölga störfum og auka starfshlutfall
           við ræstingar, sjá einnig fskj. III.
            </p>
           </div>
           <h5 id="72-önnur-ákvæði" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             7.2. Önnur ákvæði
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('72-önnur-ákvæði')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
              </path>
             </svg>
             <span class="ks-tooltip">
              Afritað!
             </span>
            </button>
           </h5>
           <div class="ks-section-content ks-sub-content">
            <p>
             Um önnur ákvæði, en þau sem kveðið er á í rammasamningi, skal samið
           sérstaklega.
            </p>
           </div>
           <h5 id="8-aðbúnaður" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             8. **Aðbúnaður**
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('8-aðbúnaður')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
              </path>
             </svg>
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              Afritað!
             </span>
            </button>
           </h5>
           <h5 id="81-aðbúnaður-á-vinnustað" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             8.1. Aðbúnaður á vinnustað
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('81-aðbúnaður-á-vinnustað')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
              </path>
             </svg>
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              Afritað!
             </span>
            </button>
           </h5>
           <div class="ks-section-content ks-sub-content">
            <p>
             Aðbúnaður á vinnustað, skal vera samkvæmt ákvæðum kjarasamninga og laga
           um aðbúnað, hollustuhætti og öryggi á vinnustöðum og reglugerð um
           húsnæði vinnustaða. Um ákvæði sem varða framkvæmd vinnunnar og sérstaka
           aðstöðu vegna vinnu við ræstingar, skal kveðið á um í verklýsingu.
            </p>
            <p>
             9\.
             <strong>
              Menntun
             </strong>
            </p>
           </div>
           <h5 id="91-námskeið" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             9.1. Námskeið
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('91-námskeið')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
              </path>
             </svg>
             <span class="ks-tooltip">
              Afritað!
             </span>
            </button>
           </h5>
           <div class="ks-section-content ks-sub-content">
            <p>
             Til að auka hæfni í starfi hafa samningsaðilar gert samkomulag um
           námskeiðahald fyrir ræstingarstarfsfólk. Námskeiðin eiga að kenna því
           rétt vinnubrögð og meðferð áhalda og efna. Efla skilning fyrir nauðsyn
           gæða þessarar þjónustu. Stuðla að vernd heilsu starfsmanna og tryggja
           fræðslu til þeirra um starf sitt og þá kjarasamninga sem að vinnunni
           lúta.
            </p>
           </div>
           <h5 id="92-þróun" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             9.2. Þróun
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('92-þróun')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              </path>
             </svg>
             <span class="ks-tooltip">
              Afritað!
             </span>
            </button>
           </h5>
           <div class="ks-section-content ks-sub-content">
            <p>
             Stefnt er að því að gera vinnu við ræstingar að fagvinnu þar sem
           starfsmenn hafa öðlast ákveðna sérhæfingu vegna menntunar og
           starfsreynslu.
            </p>
           </div>
           <h5 id="10-verklýsingar" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             10. **Verklýsingar**
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('10-verklýsingar')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              </path>
             </svg>
             <span class="ks-tooltip">
              Afritað!
             </span>
            </button>
           </h5>
           <h5 id="101-verklýsing" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             10.1. Verklýsing
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('101-verklýsing')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
              </path>
             </svg>
             <span class="ks-tooltip">
              Afritað!
             </span>
            </button>
           </h5>
           <div class="ks-section-content ks-sub-content">
            <p>
             Í skriflegri verklýsingu skal afmarka skýrt á teikningu þau
           ræstingasvæði, það sem þrífa á og með hvaða áherslum. Tekið skal fram í
           verklýsingu á hvaða tíma dags svæðið skal ræst og hve oft.
            </p>
           </div>
           <h5 id="102-aðgengi-verklýsinga" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             10.2. Aðgengi verklýsinga
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('102-aðgengi-verklýsinga')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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           <div class="ks-section-content ks-sub-content">
            <p>
             Verklýsing skal vera til staðar á vinnustað og vera aðgengileg
           starfsfólki. Verklýsingu skal endurskoða strax ef varanleg breyting
           verður á ræstingarsvæði eða ræstingarkröfu. Verkalýðsfélag skal hafa
           aðgang að verklýsingu ef það óskar. Áður en vinna hefst, skal
           starfsfólki kynnt vel vinnusvæðið og starfsaðstaða og farið yfir
           verklýsingar.
            </p>
           </div>
           <h5 id="11-tækjabúnaður" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
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            <span class="ks-accordion-title">
             11. **Tækjabúnaður**
            </span>
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           </h5>
           <h5 id="111-um-tækjabúnað-og-breytingar" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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             </polyline>
            </svg>
            <span class="ks-accordion-title">
             11.1. Um tækjabúnað og breytingar
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('111-um-tækjabúnað-og-breytingar')" title="Afrita tengil">
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              Afritað!
             </span>
            </button>
           </h5>
           <div class="ks-section-content ks-sub-content">
            <p>
             Ávallt skal þess gætt að sem hentugastur tækjabúnaður sé til staðar á
           verkstað, ásamt þeim ræstingarefnum sem nota á, til að gera
           verkframkvæmdina sem léttasta og tryggja sem bestan árangur við hana.
           Við meiriháttar breytingar á tækjabúnaði skal endurmeta þann tíma sem
           áætlaður er til verksins.
            </p>
           </div>
           <h5 id="12-lausn-ágreiningsmála" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             12. **Lausn ágreiningsmála**
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('12-lausn-ágreiningsmála')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              Afritað!
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            </button>
           </h5>
           <h5 id="121-ágreiningur-um-samningsákvæði" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             12.1. Ágreiningur um samningsákvæði
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('121-ágreiningur-um-samningsákvæði')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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              Afritað!
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           </h5>
           <div class="ks-section-content ks-sub-content">
            <p>
             Rísi ágreiningur um samning þennan, framkvæmd samningsákvæða eða annað
           það sem undir samninginn fellur, skal því vísað til úrlausnar í fjögurra
           manna nefnd þar sem samningsaðilar tilnefna tvo menn hvor.
            </p>
           </div>
           <h5 id="122-ágreiningur-um-verkframkvæmd" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             12.2. Ágreiningur um verkframkvæmd
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('122-ágreiningur-um-verkframkvæmd')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              Afritað!
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            </button>
           </h5>
           <div class="ks-section-content ks-sub-content">
            <p>
             Ágreining um einstök ræstingarsvæði má leysa með sameiginlegri athugun
           trúnaðarmanna verkafólks og vinnuveitanda.
            </p>
           </div>
           <h5 id="13-gildistími" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
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            </svg>
            <span class="ks-accordion-title">
             13. **Gildistími**
            </span>
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             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              Afritað!
             </span>
            </button>
           </h5>
           <div class="ks-section-content ks-sub-content">
            <p>
             Rammasamningur þessi tekur gildi 1. nóvember 1994, og er uppsegjanlegur
           af hendi hvors samningsaðila með þriggja mánaða fyrirvara.
            </p>
            <p>
             Reykjavík, 1. nóvember 1994.
            </p>
            <strong>
             Fylgiskjal I.
            </strong>
            <p>
             Tafla 17. Dæmi um mismunandi vinnuhraða samkvæmt helstu mælikvörðum.
            </p>
           </div>
           <h5 id="kvarðar-lýsing-sambærilegur-1" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            </svg>
            <span class="ks-accordion-title">
             Kvarðar Lýsing Sambærilegur
            </span>
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             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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           </h5>
           <div class="ks-section-content ks-sub-content">
            <strong>
             gönguhraði.
            </strong>
            [^18]
            <strong>
             60-80 75-100 100-133 0-100 (km/klst.)
            </strong>
            <strong>
             staðall
            </strong>
            <p>
             0 0 0 0 Engin starfssemi.
            </p>
            <p>
             40 50 6 50 Starfsmaður er mjög hæg- 3,2
            </p>
            <p>
             fara og klaufalegur og hefur
            </p>
            <p>
             fálmkenndar hreyfingar; virð-
            </p>
            <p>
             ist hálfsofandi og áhugalaus
            </p>
            <p>
             um starfið.
            </p>
            <p>
             60 75 100 75 Heldur stöðugt áfram en er 4,8
            </p>
            <p>
             hægfara og augljóslega ekki
            </p>
            <p>
             í ákvæðisvinnu, en lýtur eðli-
            </p>
            <p>
             legri verkstjórn. Sýnist vinna
            </p>
            <p>
             hægt en sóar þó ekki tímanum
            </p>
            <p>
             viljandi á meðan fylgst er
            </p>
            <p>
             með honum.
            </p>
            <p>
             80 100 133 100 Röskur starfsmaður sem 6,4
            </p>
            <p>
             ( Staðal- skilar góðri vinnu, svo sem
            </p>
            <p>
             hraði) venjulegur hæfur starfsmaður
            </p>
            <p>
             í ákvæðisvinnu. Fullnægjandi
            </p>
            <p>
             staðalgæði og nákvæmni.
            </p>
            <p>
             100 125 167 125 Vinnur mjög hratt. Öryggi hand- 8,0
            </p>
            <p>
             lagni og samhæfing hreyfinga
            </p>
            <p>
             langt umfram starfsmann sem
            </p>
            <p>
             hefur hlotið hefðbundna þjálfun.
            </p>
            <p>
             120 150 200 150 Vinnur einstaklega hratt og af 9,6
            </p>
            <p>
             ákafa og einbeitni sem ekki er
            </p>
            <p>
             líklegt að endist lengi. Frábær
            </p>
            <p>
             árangur í starfi sem aðeins örfáir
            </p>
            <p>
             starfsmenn ná.
            </p>
            <strong>
             \
           Fylgiskjal 2
            </strong>
            <p>
             Við útreikninga á greiddum tíma fyrir ræstingarsvæði, sem tímasett eru
           út frá tímaeiningum (staðaltímum), er reiknað með heilum klukkustundum
           og broti úr þeim með stundarfjórðungs nákvæmni. Sé samanlagður tími
           fyrir ræstingarsvæði 5 mín. hærri en næsti stundarfjórðungur á undan er
           hækkað upp, en sé hann hinsvegar lægri er lækkað niður í næsta
           stundarfjórðung á undan.
            </p>
            <strong>
             Fylgiskjal 3
            </strong>
            <p>
             Við gerð rammasamnings um ræstingarvinnu hafa samningsaðilar haft að
           markmiði að skilgreina vinnuna og lýsa aðgerðum við útreikninga á henni.
           Slíkar skilgreiningar og útreikningar geta átt við mismunandi
           launakerfi. Það er skoðun samningsaðila að tímavinna sé ekki síður vel
           til þess fallin en ákvæðisvinna að auka gæði ræstinga. Enda sé þess
           ávallt gætt að áætla starfsmanni nægan tíma til að sinna verkinu með
           réttum áhöldum og efnum.
            </p>
           </div>
           <h3 id="bókun-um-flutningslínu-með-aðalkjarasamningi-eflingar-vegna-breytinga-á-almennri-flutningslínu" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Bókun um flutningslínu með aðalkjarasamningi Eflingar vegna breytinga á almennri flutningslínu
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('bókun-um-flutningslínu-með-aðalkjarasamningi-eflingar-vegna-breytinga-á-almennri-flutningslínu')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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             </svg>
             <span class="ks-tooltip">
              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Vegna breytinga á flutningslínu í gr. 2.5.1. í aðalkjarasamningi
           Eflingar eru aðilar sammála um að þeir starfsmenn sem notið hafa
           réttinda skv. framangreindu ákvæði haldi þeim réttindum nema um annað sé
           sérstaklega samið milli vinnuveitanda og starfsmanns. \[1998\]
            </p>
           </div>
           <h3 id="yfirlýsing-um-aðlögun-starfsfólks-við-eftirlaunaaldur" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Yfirlýsing um aðlögun starfsfólks við eftirlaunaaldur
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('yfirlýsing-um-aðlögun-starfsfólks-við-eftirlaunaaldur')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
              </path>
             </svg>
             <span class="ks-tooltip">
              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Í þeim tilgangi að auðvelda starfsmönnum aðlögun að því að láta af
           störfum munu Vinnuveitendasamband Íslands og Vinnumálasambandsins beina
           þeim tilmælum til félagsmanna sinna, að þeir leggi sig fram um að koma
           til móts við óskir starfsmanna um að fá að minnka starfshlutfall sitt á
           síðustu árum fyrir eftirlaunaaldur. \[1990\]
            </p>
           </div>
           <h3 id="yfirlýsing-um-verktakastarfsemi" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Yfirlýsing um verktakastarfsemi
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('yfirlýsing-um-verktakastarfsemi')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
              </path>
             </svg>
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Á síðustu mánuðum hefur færst í vöxt, að samskipti launþega og
           atvinnurekenda hafi verið færð í búning verktakastarfsemi, þar sem
           launþegi hefur talist undirverktaki vinnuveitanda. Mörg deilumál hafa
           risið vegna óljósra reglna um réttarstöðu aðila, ábyrgð þeirra í milli
           og gagnvart þriðja aðila, auk þess sem rökstuddar grunsemdir hafa vaknað
           um undirboð í krafti þessa. Þessi skipan dregur úr gildi félagslegra
           réttinda samkvæmt kjarasamningum og lögum, henni fylgja vanhöld á
           gjöldum og sköttum og hún veikir samkeppnisstöðu raunverulegra
           atvinnurekenda.
            </p>
            <p>
             Aðilar telja þessa þróun skaðlega og andstæða hagsmunum félagsmanna
           sinna og munu því vinna gegn henni með því að á samningstímanum verði
           settar skýrar reglur og skilgreiningar á stöðu launþega annars vegar og
           verktaka og atvinnurekenda hins vegar. \[1990\]
            </p>
           </div>
           <h3 id="rammasamningur-um-hóplaunakerfi-í-frystihúsum-milli-vsívms-og-verkamannasambands-íslands" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Rammasamningur um hóplaunakerfi í frystihúsum milli VSÍ/VMS og Verkamannasambands Íslands
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('rammasamningur-um-hóplaunakerfi-í-frystihúsum-milli-vsívms-og-verkamannasambands-íslands')" title="Afrita tengil">
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              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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             </svg>
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            </button>
           </h3>
           <div class="ks-section-content">
            <strong>
             Almenn lýsing - meginatriði
            </strong>
            <p>
             Premía er greidd á alla framleiðslu sem hóplaunakerfið nær yfir (t.d.
           krónur á kassa) breytileg eftir fisktegundum og pakkningum. Einnig er
           greitt aukalega fyrir heildarnýtingu hráefnis.
            </p>
            <p>
             Við ákvörðun á premíu er stuðst við staðaltímakerfi sölusamtakanna þar
           sem tekið er mið af meðal hráefni hverrar fisktegundar þ.e. stærð, orma-
           og gallafjölda.
            </p>
            <p>
             Meginreglan er sú að heildarkaupauki eftir hverja vinnuviku skiptist
           milli allra í vinnurásinni (þjónustustörf meðtalin), sjá skilgreiningu,
           í hlutfalli við vinnutíma hvers starfsmanns. Hér er farið inn á þá braut
           að miða kaupaukagreiðslur við meðalástand hráefnis. Af því leiðir að
           einhverjar sveiflur verða milli daga og jafnvel vikna, hvað kaupauka á
           vinnutíma snertir. En þegar til lengri tíma er litið þá jafnast þessar
           sveiflur út.
            </p>
            <strong>
             Kostir hópkerfis og forsendur árangurs
            </strong>
            <p>
             Almennt er álitið að hóplaunakerfi stuðli að aukinni samheldni
           starfsfólks og betri mannlegum samskiptum. Í einstaklingslaunakerfi
           vinnur hver einstaklingur fyrir sig en í kerfi sem þessu er það árangur
           hópsins sem skiptir máli.
            </p>
            <p>
             Samhentur hópur getur skilað betri heildarárangri, bæði hvað varðar
           afköst og vinnuvöndun heldur en þegar unnið er í einstaklingskerfi. Til
           þess að svo verði þurfa allir að leggja sig fram. Þeir starfsmenn sem
           unnu þjónustustörf er voru til komin vegna bónuskerfisins geta nú unnið
           að framleiðslunni.
            </p>
            <p>
             Árangur byggist að verulegu leyti á því að menn verði færanlegir eftir
           því sem álag breytist, bæði milli staða í vinnslurásinni og milli
           þjónustu og vinnslustarfa. Gagnvart þessu síðasta atriði þurfa allir að
           vera á verði. Stjórnandi fylgi því eftir að fólk færi sig milli starfa.
            </p>
            <strong>
             1. gr.
            </strong>
            <p>
             Skilgreining á vinnslurás og þeim störfum sem tilheyra hóplaunakerfinu
           og upptalning á þeim störfum sem unnin eru utan kerfisins.
            </p>
            <h5 id="11-storf-sem-tilheyra-hoplaunaker" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              1.1. Störf sem tilheyra hóplaunakerfinu:
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('11-storf-sem-tilheyra-hoplaunaker')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              1\. Öll störf í vinnslurásinni frá því að hráefni er sótt úr
           kæligeymslunni þar til afurðir eru frágengnar í frystiklefa, þar með
           talin öll þau þjónustustörf sem tilheyra vinnslurásinni.
             </p>
             <p>
              2\. Móttaka umbúða og frágangur í geymslu.
             </p>
             <p>
              3\. Öll dagleg þrif á svæðum vinnslurásarinnar meðan vinnsla stendur
           yfir.
             </p>
             <p>
              4\. Verkkennsla.
             </p>
             <p>
              5\. Lyftarastörf þ.e.a.s. að því marki sem það tilheyrir vinnslurásinni
           í móttöku og frystigeymslu.
             </p>
             <p>
              6\. Gæðaskoðun. (Meginregla er að gæðaskoðun sé í kerfinu).
             </p>
            </div>
            <h5 id="12-storf-sem-eru-utan-hoplaunaker" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              1.2. Störf sem eru utan hóplaunakerfis.
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('12-storf-sem-eru-utan-hoplaunaker')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              1\. Verkstjórn (ekki er átt við flokkstjóra sem að jafnaði vinna í
           vinnslurásinni).
             </p>
             <p>
              2\. Bifreiðastjórn.
             </p>
             <p>
              3\. Lyftarastörf t.d. v/ vörulöndunar og útskipunar.
             </p>
             <p>
              4\. Gæsla frystivéla.
             </p>
             <p>
              5\. Brýnsla vélhnífa, smurning véla og dagleg umhirða þeirra.
             </p>
             <p>
              6\. Hreingerningar eftir vinnulok.
             </p>
             <p>
              7\. Af störfum sem eru utan premíukerfisins má nefna - Löndun og
           frágangur hráefnis í kæligeymslu - Útskipun - Slæging - Þjónusta við
           fiskiskip - Afgreiðsla íss - Þrif á lóð og fleira.
             </p>
             <strong>
              2. gr.
             </strong>
             <strong>
              Um launakerfið
             </strong>
             <p>
              Starfsmenn sem vinna í vinnslurásinni mynda einn ákvæðishóp. Premía er
           greidd á alla framleiðslu, breytileg eftir fisktegundum og pakkningum.
           Einnig er greitt aukalega fyrir nýtingu.
             </p>
            </div>
            <h5 id="21-grunntala-skv-kjarasamningi-s" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              2.1. Grunntala skv. kjarasamningi sem undirritaður var 24. mars 1997
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('21-grunntala-skv-kjarasamningi-s')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Grunntala hóplaunakerfisins er frá 24. mars 1997 kr. 161,44 þó þannig að
           bónusgreiðslur lækka að hámarki um kr. 54,00 á klst. frá því sem hefði
           verið miðað við eldri samning. Frá 1. janúar 1998 verður reiknitalan kr.
           167,90 og frá 1. janúar 1999 kr. 174,03.
             </p>
            </div>
            <h5 id="22-utreikningur-a-premiu" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              2.2. Útreikningur á premíu.
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('22-utreikningur-a-premiu')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Premían er reiknuð út vikulega og skiptist milli starfsmanna í hlutfalli
           við vinnutíma hvers og eins. Heildartímafjölda er deilt í heildarpremíu
           og fæst þá premía á klukkustund.
             </p>
             <p>
              Samkvæmt kjarasamningi sem undirritaður var 24. mars 1997 skal premía á
           klst. reiknuð í tveimur þrepum.
             </p>
             <p>
              heildarpremía á viku
             </p>
             <p>
              1\) Premía á klukkustund =
             </p>
             <p>
              samtals vinnutímar á viku
             </p>
             <p>
              Ef greitt er bæði fyrir afköst og nýtingu er premía sem fundin er á
           þennan hátt margfölduð með nýtingarstuðli skv. gr. 2.3. hér að neðan.
             </p>
             <p>
              Ef premía á klst. sem fundin er á þennan hátt er jöfn eða lægri en
           126,00 kr. á klst. er hún greidd. Ef premía fundin skv. lið 1) er hærri
           126,00 kr. á klst. skal hækka premíuna á eftirfarandi hátt:
             </p>
             <p>
              Premía á klukkustund skv. 1)
             </p>
             <p>
              2\) Premía á klukkustund = = 54,00
             </p>
             <p>
              0,7
             </p>
             <p>
              Frá og með 1.1.1998 hækka ofangreindar tölur um 4% og frá 1.1.1999 um
           3,65% í samræmi við kjarasamning aðila frá 24. mars 1997.
             </p>
            </div>
            <h5 id="23-greidsla-fyrir-afkost-og-nytin" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              2.3. Greiðsla fyrir afköst og nýtingu:
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('23-greidsla-fyrir-afkost-og-nytin')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Hver klukkustund í staðaltíma er reiknuð með 40% af grunntölu.
             </p>
             <p>
              Greitt er fyrir nýtingu á þann hátt að byrjað er að greiða fyrir nýtingu
           eftir að lágmarknýtingu er náð sem er ákvörðuð fyrir hverja fisktegund,
           breytileg eftir vinnsluaðferð.
             </p>
             <p>
              Fyrir hvert 0,1% umfram lágmarksnýtingu hækkar premían um 1% þar til
           kjörnýtingu er náð, sem er 2,5% yfir lágmarksnýtingu. Þannig getur
           hækkun vegna nýtingar mest orðið 25%. Hér er átt við heildarnýtingu er
           reiknast sem hlutfall á milli þyngdar hráefnis sem vegið er inn til
           vinnslu og útreiknaðs þunga pakkaðrar vöru.
             </p>
            </div>
            <h5 id="24-greidsla-fyrir-afkost-eingongu" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              2.4. Greiðsla fyrir afköst eingöngu:
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('24-greidsla-fyrir-afkost-eingongu')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Hver klukkustund í staðaltíma er greidd með 47% af reiknitölu. Þetta á
           við um tegundir sem ekki taka nýtingargreiðslu. Dæmi: Hrognavinnsla,
           humarvinnsla og pökkun á frystum afurðum sem ekki eru unnar í beinum
           tengslum við vinnslurásina.
             </p>
            </div>
            <h5 id="25-skilgreining-a-vinnutima" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              2.5. Skilgreining á vinnutíma.
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('25-skilgreining-a-vinnutima')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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               </path>
              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Með vinnutíma í hóplaunakerfinu er átt við allan tíma sem starfsmenn eru
           skráðir til vinnu í hóplaunakerfinu að undanskildum greiddum matartímum
           sem ekki eru unnir. Leggja verður áherslu á mikilvægi
           skráningar/stimplunar í og úr vinnu. Einnig ef starfsmenn fara í störf
           utan vinnslurásar.
             </p>
             <strong>
              3. gr.
             </strong>
            </div>
            <h5 id="tilfærsla-í-tímalaunuð-störf" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              Tilfærsla í tímalaunuð störf
             </span>
             <button class="ks-copy-btn" onclick="ksCopySa('tilfærsla-í-tímalaunuð-störf')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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               </path>
              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Þegar nauðsynlegt reynist að flytja fólk úr bónus- eða premíulaunuðum
           störfum skal þess gætt að slíkir flutningar komi sem jafnast niður á
           starfsfólki. Sé maður fluttur í tímalaunað starf skal hann halda
           kaupauka hópsins í allt að sjö daga, þó ekki lengur en þann tíma sem
           unnið er í hóplaunakerfinu.
             </p>
             <p>
              Engar aukagreiðslur eiga sér stað við tilfærslu á milli bónusvinnu
           og/eða premíulaunaðra starfa.
             </p>
             <strong>
              4. gr.
             </strong>
            </div>
            <h5 id="um-staðaltíma" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              Um staðaltíma
             </span>
             <button class="ks-copy-btn" onclick="ksCopySa('um-staðaltíma')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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              </svg>
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Staðaltíma skal endurskoða strax ef meiriháttar breytingar verða í
           tæknivæðingu eða pökkunarreglum.
             </p>
             <p>
              Þegar teknar eru upp nýjar pakkningar í tilraunaskini eða til frambúðar
           skulu þær kynntar fyrir starfsfólki áður en vinnsla á þeim hefst.
             </p>
             <strong>
              5. gr.
             </strong>
             <p>
              ######### Nýliðar
             </p>
             <p>
              Þegar nýliðar, sem ekki hafa áður unnið sambærileg fiskvinnslustörf, eru
           ráðnir til vinnu skulu þeir hljóta verkkennslu undir handleiðslu
           kunnáttumanns fyrstu vikurnar, sjá kafla 18 í kjarasamningi. Kaupaukinn
           hækki á aðlögunartíma samkvæmt aðlögunarreglu fyrir nýliða.
             </p>
             <strong>
              6. gr.
             </strong>
             <strong>
              Unglingar
             </strong>
             <p>
              Vinnuframlag unglinga í hóplaunakerfinu reiknast aldrei hærra en
           hlutfall unglingakaups af byrjunarlaunum án námskeiðsálags sem gildir í
           kjarasamningum á viðkomandi svæði.
             </p>
             <p>
              Ef unglingur er jafnframt byrjandi í fiskvinnslu þá gilda að auki sömu
           matsreglur fyrir hann og aðra byrjendur.
             </p>
             <strong>
              7. gr.
             </strong>
             <strong>
              Sérsamningar í frystihúsum um hóplaunakerfi
             </strong>
             <p>
              Um önnur atriði skal samið á viðkomandi vinnustað.
             </p>
             <strong>
              8. gr.
             </strong>
             <strong>
              Gildistími
             </strong>
             <p>
              Samningur þessi hefur sama gildistíma og kjarasamningar aðila.
             </p>
             <p>
              Reykjavík, 16.01. 1992
             </p>
            </div>
           </div>
           <h3 id="rammasamningur-um-hóppremíu-við-verkun-á-saltfiski-skreið-ofl-milli-vsí-vms-og-vmsí" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Rammasamningur um hóppremíu við verkun á saltfiski, skreið o.fl. milli VSÍ, VMS og VMSÍ
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('rammasamningur-um-hóppremíu-við-verkun-á-saltfiski-skreið-ofl-milli-vsí-vms-og-vmsí')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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           </h3>
           <div class="ks-section-content">
            <p>
             Í þeim fyrirtækjum þar sem ráðgert er að taka upp hóppremíukerfi við
           verkun á saltfiski, skreið og fl. skal hafa til hliðsjónar rammasamning
           þennan.
            </p>
            <strong>
             Almenn lýsing - meginatriði
            </strong>
            <p>
             Premía er greidd á alla framleiðslu sem hóplaunakerfið nær yfir
           breytileg eftir fisktegundum, verkunaraðferðum og pakkningum.
            </p>
            <p>
             Meginreglan er sú að heildarkaupauki eftir hverja vinnuviku skiptist
           milli allra í vinnurásinni (þjónustustörf meðtalin), sjá skilgreiningu,
           í hlutfalli við vinnutíma hvers starfsmanns.
            </p>
            <strong>
             Kostir hópkerfis og forsendur árangurs
            </strong>
            <p>
             Almennt er álitið að hóplaunakerfi stuðli að aukinni samheldni
           starfsfólks og betri mannlegum samskiptum. Í einstaklingslaunakerfi
           vinnur hver einstaklingur fyrir sig en í kerfi sem þessu er það árangur
           hópsins sem skiptir máli.
            </p>
            <p>
             Samhentur hópur getur skilað betri heildarárangri, bæði hvað varðar
           afköst og vinnuvöndun heldur en þegar unnið er í einstaklingskerfi. Til
           þess að svo verði þurfa allir að leggja sig fram.
            </p>
            <p>
             Árangur byggist að verulegu leyti á því að menn verði færanlegir eftir
           því sem álag breytist, bæði milli staða í vinnslurásinni og milli
           þjónustu og vinnslustarfa. Gagnvart þessu síðasta atriði þurfa allir að
           vera á verði.
            </p>
            <strong>
             1. gr.
            </strong>
            <strong>
             Skilgreining á vinnslurás og þeim störfum sem að öðru jöfnu tilheyra
           hóppremíukerfinu og upptalning á þeim störfum sem unnin eru utan
           kerfisins
            </strong>
            <h5 id="1525935435" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              1.1. Störf sem tilheyra hóplaunakerfinu:
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('11-storf-sem-tilheyra-hoplaunaker')" title="Afrita tengil">
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              1\. Öll störf í vinnslurásinni frá því að hráefni er sótt úr
           kæligeymslunni þar til afurðir eru frágengnar til útskipunar, þar með
           talin öll þau þjónustustörf sem tilheyra vinnslurásinni.
             </p>
             <p>
              2\. Móttaka umbúða og frágangur í geymslu.
             </p>
             <p>
              3\. Öll dagleg þrif á svæðum vinnslurásarinnar meðan vinnsla stendur
           yfir, svo og á ílátum, áhöldum og vélum, ásamt frágangi í verklok.
             </p>
             <p>
              4\. Verkkennsla.
             </p>
             <p>
              5\. Lyftarastörf þ.e.a.s. að því marki sem það tilheyrir vinnslurásinni,
           nema samið sé um annað.
             </p>
             <p>
              6\. Gæðaskoðun og matsmenn.
             </p>
            </div>
            <h5 id="1594566178" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              1.2. Störf sem eru utan hóplaunakerfisins:
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('12-storf-sem-eru-utan-hoplaunaker')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              1\. Verkstjórn (ekki er átt við flokkstjóra sem að jafnaði vinna í
           vinnslurásinni).
             </p>
             <p>
              2\. Bifreiðastjórn.
             </p>
             <p>
              3\. Lyftarastörf t.d. v/ löndunar og útskipunar (sjá lið 1.5).
             </p>
             <p>
              4\. Brýnsla vélhnífa, smurning véla og dagleg umhirða þeirra.
             </p>
             <p>
              5\. Af störfum sem eru utan premíukerfisins má nefna - Löndun og
           frágangur hráefnis í kæligeymslu - Útskipun - Þjónusta við fiskiskip -
           Afgreiðsla íss - Þrif á lóð og fleira.
             </p>
             <strong>
              2. gr.
             </strong>
             <strong>
              Grundvöllur premíukerfisins
             </strong>
             <p>
              Starfsmenn sem vinna í vinnslurásinni mynda einn ákvæðishóp. Premía er
           greidd á alla framleiðslu, breytileg eftir fisktegundum og pakkningum.
             </p>
             <p>
              Við gerð premíukerfis er um tvær leiðir að velja, annars vegar að semja
           um premíutaxta fyrir einstaka verkþætti og hins vegar að reikna premíuna
           út frá staðaltímum, grunntölu og greiðsluhlutfalli af grunntölunni. Það
           sem hér fer á eftir í þessari grein á við þegar síðarnefnda leiðin er
           valin.
             </p>
            </div>
            <h5 id="21-um-stadaltima" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              2.1. Um staðaltíma.
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('21-um-stadaltima')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Staðaltímar skulu gerðir með tilliti til aðstæðna á hverjum vinnustað og
           með sama hætti og aðrir staðlar sölusamtakanna. Staðaltíma skal
           endurskoða strax ef meiriháttar breytingar verða í tæknivæðingu eða
           pökkunarreglum.
             </p>
            </div>
            <h5 id="22-grunntala" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              2.2. Grunntala.
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('22-grunntala')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
               <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
               </path>
              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Grunntala hóplaunakerfisins er frá \...\...\...\... kr. \...\...\.... og
           tekur sömu breytingum og samningar kveða á um á hverjum tíma.
             </p>
            </div>
            <h5 id="23-greidsla-fyrir-afkost-eingongu" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              2.3. Greiðsla fyrir afköst eingöngu:
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('23-greidsla-fyrir-afkost-eingongu')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Þetta á við þegar eða þar sem ekki er greitt aukalega fyrir vandvirkni.
           Hver klukkustund í staðaltíma er greidd með 47% af grunntölu.
             </p>
            </div>
            <h5 id="24-greitt-fyrir-afkost-og-vandvir" class="ks-accordion-header ks-sub-accordion" onclick="ksToggleSa(this)">
             <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
              <polyline points="6 9 12 15 18 9">
              </polyline>
             </svg>
             <span class="ks-accordion-title">
              2.4. Greitt fyrir afköst og vandvirkni.
             </span>
             <button class="ks-copy-btn" onclick="event.stopPropagation(); ksCopySa('24-greitt-fyrir-afkost-og-vandvir')" title="Afrita tengil">
              <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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              </svg>
              <span class="ks-tooltip">
               Afritað!
              </span>
             </button>
            </h5>
            <div class="ks-section-content ks-sub-content">
             <p>
              Sérsamningur kveður á um aðferð við mat á vandvirkni og útreikning á
           vandvirknistuðlinum.
             </p>
             <p>
              Hámarks vandvirknisstuðlar geta verið mismunandi og er þá greiðsla fyrir
           afköst einnig mismunandi, eins og hér segir:
             </p>
             <strong>
              Greiðsla á klst.\
           í staðaltíma í Vandvirknisstuðlar
             </strong>
             <strong>
              % af reiknitölu Lágmarksstuðull Hámarks stuðull
             </strong>
             <p>
              40% 1,00 1,25
             </p>
             <p>
              43% 1,00 1,10
             </p>
             <strong>
              3. gr.
             </strong>
             <strong>
              Um vinnutíma
             </strong>
             <p>
              Premía er reiknuð út vikulega og skiptist milli starfsmanna í hlutfalli
           við vinnutíma hvers og eins í hóppremíukerfinu.
             </p>
             <p>
              Með vinnutíma í hóppremíukerfinu er átt við allan tíma sem starfsmenn
           eru skráðir til vinnu í kerfinu að undanskildum greiddum matartímum sem
           ekki eru unnir.
             </p>
             <p>
              Leggja verður áherslu á mikilvægi skráningar/stimplunar í og úr vinnu.
           Einnig ef starfsmenn fara í störf utan vinnslurásar.
             </p>
             <strong>
              4. gr.
             </strong>
             <strong>
              Tilfærsla í tímalaunuð störf
             </strong>
             <p>
              Þegar nauðsynlegt reynist að flytja fólk úr bónus- eða premíulaunuðum
           störfum skal þess gætt að slíkir flutningar komi sem jafnast niður á
           starfsfólki. Sé maður fluttur tímalaunað starf skal hann halda kaupauka
           hópsins í allt að sjö daga, þó ekki lengur en þann tíma sem unnið er í
           hóplaunakerfinu.
             </p>
             <p>
              Engar aukagreiðslur eiga sér stað við tilfærslu á milli bónusvinnu
           og/eða premíulaunaðra starfa.
             </p>
             <strong>
              5. gr.
             </strong>
             <strong>
              Nýliðar
             </strong>
             <p>
              Þegar nýliðar, sem ekki hafa áður unnið sambærileg fiskvinnslustörf, eru
           ráðnir til vinnu skulu þeir hljóta verkkennslu undir handleiðslu
           kunnáttumanns fyrstu vikurnar. Kaupaukinn hækki á aðlögunartíma samkvæmt
           aðlögunarreglu fyrir nýliða.
             </p>
             <strong>
              6. gr.
             </strong>
             <strong>
              Unglingar
             </strong>
             <p>
              Vinnuframlag unglinga í hóplaunakerfinu reiknast aldrei hærra en
           hlutfall unglingakaups af byrjunarlaunum án námskeiðsálags sem gildir í
           kjarasamningum á viðkomandi svæði.
             </p>
             <p>
              Ef unglingur er jafnframt byrjandi í fiskvinnslu þá gilda að auki sömu
           matsreglur fyrir hann og aðra byrjendur.
             </p>
             <strong>
              7. gr.
             </strong>
             <strong>
              Sérsamningar í fiskverkunarhúsum um hóplaunakerfi
             </strong>
             <p>
              Um önnur atriði og nánari útfærslu skal samið á viðkomandi vinnustað.
             </p>
             <strong>
              8. gr.
             </strong>
             <strong>
              Gildistími
             </strong>
             <p>
              Samningur þessi hefur sama gildistíma og kjarasamningar aðila.
             </p>
             <p>
              Reykjavík, 16.01. 1992
             </p>
             <strong>
              Vinnsla undirmálsfisks
             </strong>
             <p>
              Nái hlutfall undirmáls þorsks eða karfa því að vera 7,5% af magni
           viðkomandi tegundar yfir vikuna, greiðist álag á premíutaxta. Álag
           greiðist á það framleiðslumagn sem nemur hlutfalli undirmálsfisks og
           skal vera 30% í þorski og 45% í karfa. Þetta á einungis við þegar
           undirmálsþorskur og karfi er unninn í pakkningar sem ekki kalla á
           flokkun eftir flakastærð.
             </p>
             <p>
              Fylgiskjal með rammasamningi í fiskverkunarhúsum.
             </p>
             <p>
              Samningsaðilar eru sammála um að við gerð sérsamninga um hóppremíu í
           fiskverkunarhúsum skuli fyrirtækið og viðkomandi verkalýðsfélag gera með
           sér samning byggðan á rammasamningnum þar sem m.a. er hægt að kveða á um
           eftirfarandi:
             </p>
             <p>
              1\. Frekari skilgreiningu á störfum sem tilheyra hóplaunakerfinu.
             </p>
             <p>
              2\. Um sýnatökur og skráningar.
             </p>
             <p>
              3\. Um samstarfshóp og hlutverk hans.
             </p>
             <p>
              4\. Um aðlögun nýliða.
             </p>
             <p>
              5\. Um gildistíma sérsamnings.
             </p>
             <p>
              6\. Dagsyfirlit.
             </p>
             <p>
              7\. Önnur atriði.
             </p>
             <p>
              Reykjavík, 16.01.1992
             </p>
            </div>
           </div>
           <h3 id="samkomulag-um-fiskimjölsverksmiðjur" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
             </polyline>
            </svg>
            <span class="ks-accordion-title">
             Samkomulag um fiskimjölsverksmiðjur
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('samkomulag-um-fiskimjölsverksmiðjur')" title="Afrita tengil">
             <svg xmlns="http://www.w3.org/2000/svg" fill="none" viewBox="0 0 24 24" stroke="currentColor">
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             </svg>
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Samkomulag er um að fyrirliggjandi sérkjarasamningur Afls og Drífanda um
           störf í fiskimjölsverksmiðjum verði hluti af samningi Samtaka
           atvinnulífsins og Flóabandalagsins, að undanskilinni grein 9.1. \[2008\]
            </p>
           </div>
           <h3 id="bókun-um-orlofsmál-fiskvinnslufólks" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
             <polyline points="6 9 12 15 18 9">
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            </svg>
            <span class="ks-accordion-title">
             Bókun um orlofsmál fiskvinnslufólks
            </span>
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              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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             </svg>
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              Afritað!
             </span>
            </button>
           </h3>
           <div class="ks-section-content">
            <p>
             Tilkynna skal starfsfólki í síðasta lagi í aprílmánuði hvernig almennu
           fyrirkomulagi orlofs verður háttað í viðkomandi fiskvinnslufyrirtæki og
           hvort komi til samræmdrar orlofstöku starfsfólks og á hvaða tímabili.
           \[1997\]
            </p>
           </div>
           <h3 id="bókun-um-launalaust-leyfi-fiskvinnslufólks" class="ks-accordion-header" onclick="ksToggleSa(this)">
            <svg class="ks-accordion-arrow" viewBox="0 0 24 24" fill="none" stroke="currentColor" stroke-width="2">
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            <span class="ks-accordion-title">
             Bókun um launalaust leyfi fiskvinnslufólks
            </span>
            <button class="ks-copy-btn" onclick="ksCopySa('bókun-um-launalaust-leyfi-fiskvinnslufólks')" title="Afrita tengil">
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              <path stroke-linecap="round" stroke-linejoin="round" stroke-width="2" d="M13.828 10.172a4 4 0 00-5.656 0l-4 4a4 4 0 105.656 5.656l1.102-1.101m-.758-4.899a4 4 0 005.656 0l4-4a4 4 0 00-5.656-5.656l-1.1 1.1">
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           </h3>
           <div class="ks-section-content">
            <p>
             Starfsfólk sem unnið hefur samfellt 5 ár í sama fiskvinnslufyrirtæki,
           skal eiga rétt á 6 mánaða launalausu leyfi frá störfum og síðan aftur á
           5 ára fresti miðað við samfellt starf, án skerðingar á samningsbundnum
           réttindum. Þó skulu aldrei vera fleiri en einn til fjórir starfsmenn í
           leyfi samtímis, og fer það eftir stærð fyrirtækis. Verði breytingar á
           rekstri fyrirtækisins skulu þær breytingar ganga jafnt yfir þann
           starfsmann sem í leyfi er eins og aðra starfsmenn sem vinna sambærileg
           störf í fyrirtækinu. \[1997\]
            </p>
           </div>
          </div>
          <h2 id="atriðisorðaskrá" class="ks-heading">
           <span class="ks-heading-text">
            ATRIÐISORÐASKRÁ
           </span>
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            </svg>
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            </span>
           </button>
          </h2>
          <div class="ks-section-content">
           <p>
            Aðbúnaður Gr. 7.1.
           </p>
           <p>
            Atvinnusjúkdómar Gr. 8.2.
           </p>
           <p>
            Ágreiningur Gr. 24.1.
           </p>
           <p>
            Ákvæðisvinna (bónusvinna) Gr. 14.2.
           </p>
           <p>
            Ákvæðisvinna við ræstingar Gr. 22.2.
           </p>
           <p>
            Áunnin réttindi Gr. 12.6.
           </p>
           <p>
            Bakvaktir Gr. 2.10.
           </p>
           <p>
            Bifreiðar, not eigin bifreiðar Gr. 3.4.3.
           </p>
           <p>
            Breyting á vinnutíma Gr. 2.7.
           </p>
           <p>
            Brot á öryggisreglum Gr. 7.3.2. - 7.3.3.
           </p>
           <p>
            Byggingarstarfsmenn 15. Kafli
           </p>
           <p>
            Bætur vegna tjóns á fatnaði og munum Gr. 9.3.
           </p>
           <p>
            Daglaun, hálf, heil Gr. 1.8.
           </p>
           <p>
            Dagvinna Gr. 2.1.
           </p>
           <p>
            Deilitala dagvinnutímakaups Gr. 1.4.
           </p>
           <p>
            Desemberuppbót Gr. 1.3.1.
           </p>
           <p>
            Endurráðning Gr. 12.6.1.
           </p>
           <p>
            Fast vikukaup Gr. 1.10.
           </p>
           <p>
            Félagsgjald Gr. 11.1.
           </p>
           <p>
            Ferðir Gr. 3.5.
           </p>
           <p>
            Fiskeldi 19. Kafli
           </p>
           <p>
            Fiskvinnslufólk 18. Kafli
           </p>
           <p>
            Flutningslína:
           </p>
           <p>
            almennt Gr. 3.4.2.
           </p>
           <p>
            byggingarstarfsmanna Gr. 15.7.
           </p>
           <p>
            iðnverkafólks Gr. 20.4.5.
           </p>
           <p>
            tækjamanna Gr. 16.7.
           </p>
           <p>
            vaktmenn Gr. 23.7
           </p>
           <p>
            Flutningur slasaðra Gr. 8.2.3.
           </p>
           <p>
            Forgangsréttur Gr. 6.1.
           </p>
           <p>
            Fríðindi Gr. 1.11
           </p>
           <p>
            Fundir á vinnustað Gr. 13.5.
           </p>
           <p>
            Fyrirtækjaþáttur kjarasamninga 5. Kafli
           </p>
           <p>
            Fæðingarorlof:
           </p>
           <p>
            réttur Gr. 8.6.
           </p>
           <p>
            áunnin réttindi Gr. 12.6.2.
           </p>
           <p>
            Fæðispeningar Gr. 3.4.1. - 3.4.2.
           </p>
           <p>
            Gildistími Gr. 26.2.
           </p>
           <p>
            Greiðsla launa Gr. 1.9.1.-1.9.3
           </p>
           <p>
            Greiðsla í lífeyrissjóð Gr. 10.4.
           </p>
           <p>
            Hálf og heil daglaun Gr. 1.8.
           </p>
           <p>
            Helgidagar Gr. 2.3.
           </p>
           <p>
            Helgidagavinna Gr. 2.3.3.
           </p>
           <p>
            Hlífðarföt Gr. 9.2.
           </p>
           <p>
            Hlutavinna Gr. 2.6.
           </p>
           <p>
            Hópbifreiðastjórar 17. Kafli
           </p>
           <p>
            Hópuppsögn - samkomulag Bls.
            <a href="#samkomulag-um-hópuppsagnir">
             161
            </a>
           </p>
           <p>
            Hvíldartími Gr. 2.4.
           </p>
           <p>
            Iðnverkafólk 20. Kafli
           </p>
           <p>
            Kaffiskúrar Gr. 7.1. - 7.2.
           </p>
           <p>
            Kaffitímar Gr. 3.1.2. - 3.2.2.
           </p>
           <p>
            Kaup Gr. 1.1.
           </p>
           <p>
            Kaupgreiðsla Gr. 1.9
           </p>
           <p>
            Kauptryggingasamningar Gr. 18.4.3.
           </p>
           <p>
            Laun Gr. 1.1.
           </p>
           <p>
            Laun í slysatilfellum og atvinnusjúkdómum Gr. 8.2.
           </p>
           <p>
            Laun í veikindatilfellum Gr. 8.3.
           </p>
           <p>
            Launabreytingar (hækkanir) Gr. 1.2.
           </p>
           <p>
            Launaflokkar, innröðun Gr. 1.1.1.
           </p>
           <p>
            Launaseðlar Gr. 1.9.3.
           </p>
           <p>
            Lágmarkshvíld Gr. 2.4.
           </p>
           <p>
            Lágmarkslaun Gr. 1.1.
           </p>
           <p>
            Lífeyrissjóðir Gr. 10.4.
           </p>
           <p>
            Lyfjakassi Gr. 7.1.
           </p>
           <p>
            Læknisvottorð Gr. 8.4.3.
           </p>
           <p>
            Matartímar Gr. 3.1.1. og 3.2.1.
           </p>
           <p>
            Matráðar 21. Kafli
           </p>
           <p>
            Menntareikningar, bókun Bls.
            <a href="#menntareikningar">
             150
            </a>
           </p>
           <p>
            Mæðraskoðun Gr. 8.6.
           </p>
           <p>
            Mætt of seint Gr. 2.5.5
           </p>
           <p>
            Mötuneyti 21. Kafli
           </p>
           <p>
            Námskeið fyrir:
           </p>
           <p>
            byggingarstarfsmenn Gr. 15.8.
           </p>
           <p>
            tækjastjórnendur Gr. 16.8.
           </p>
           <p>
            hópbifreiðastjóra Gr. 17.2.
           </p>
           <p>
            fiskvinnslufólk Gr. 18.4.4. starfsfólk í mötuneytum Gr. 21.4.2 --
           21.4.3.
           </p>
           <p>
            trúnaðarmenn Gr. 13.7.
           </p>
           <p>
            Not eigin bifreiðar Gr. 3.4.3.
           </p>
           <p>
            Orlof Gr. 4.1.
           </p>
           <p>
            Orlof í veikindum Gr. 4.2.
           </p>
           <p>
            Orlofsuppbót Gr. 1.3.2.
           </p>
           <p>
            Orlofssjóður Gr. 10.2.
           </p>
           <p>
            Ráðningarsamningar, ráðningarbréf Gr. 1.13.
           </p>
           <p>
            Ræstingar 22. Kafli
           </p>
           <p>
            Samningsforsendur 25. Kafli
           </p>
           <p>
            Sérhæft fiskvinnslufólk Gr. 18.1.
           </p>
           <p>
            Sérþjálfaðir byggingarverkamenn Gr. 15.
           </p>
           <p>
            Sjúkrasjóður Gr. 10.1.
           </p>
           <p>
            Skortur á öryggisbúnaði Gr. 7.3.4.
           </p>
           <p>
            Skráning vinnutíma Gr. 2.5.
           </p>
           <p>
            Slasaðir, flutningar Gr. 8.2.2.
           </p>
           <p>
            Slysatryggingar Gr. 8.7.
           </p>
           <p>
            Starfsendurhæfingarsjóður Gr. 10.5.
           </p>
           <p>
            Starfsfólk í mötuneytum 21. Kafli
           </p>
           <p>
            Starfsgreinar - nýjar Gr. 1.12
           </p>
           <p>
            Starfslok, uppsagnarfrestur Gr. 12.5.
           </p>
           <p>
            Starfsreynsla - mat Gr. 1.1.3.
           </p>
           <p>
            Stjórnendur þungavinnuvéla 16. Kafli
           </p>
           <p>
            Stórhátíðardagar Gr. 2.3.1.
           </p>
           <p>
            Stórhátíðarálag Gr. 1.6.2.
           </p>
           <p>
            Tjón, bætur Gr. 9.3.
           </p>
           <p>
            Trúnaðarmenn 13. Kafli
           </p>
           <p>
            Tækjastjórnendur 16. Kafli
           </p>
           <p>
            Unglingakaup Gr. 1.1.2. og 1.5.
           </p>
           <p>
            Ungmenni (takmarkanir) Gr. 7.4.
           </p>
           <p>
            Uppsagnarfrestur Gr. 12.1. - 12.3.
           </p>
           <p>
            Útkall Gr. 1.7.
           </p>
           <p>
            Útlendingar, samkomulag Bls.
            <a href="#samkomulag-um-útlendinga-á-íslenskum-vinnumarkaði">
             151
            </a>
           </p>
           <p>
            Vaktavinna fyrir:
           </p>
           <p>
            byggingarstarfsmenn Gr. 15.4.
           </p>
           <p>
            tækjastjórnendur Gr. 16.4.
           </p>
           <p>
            hópbifreiðastjóra Gr. 17.7.
           </p>
           <p>
            fiskvinnslu Gr. 18.4.
           </p>
           <p>
            fiskeldi Gr. 19.3.2.
           </p>
           <p>
            iðnverkafólk Gr. 20.4.4.
           </p>
           <p>
            mötuneyti Gr. 21.3.2.
           </p>
           <p>
            Vaktmenn 23. Kafli
           </p>
           <p>
            Veikindi
           </p>
           <p>
            launþegi Gr. 8.1. - 8.4.
           </p>
           <p>
            barna Gr. 8.5.
           </p>
           <p>
            Veikindi í orlofi Gr. 4.2.
           </p>
           <p>
            Verkfæri Gr. 9.1.
           </p>
           <p>
            Verktakar yfirlýsing Bls.
            <a href="#yfirlýsing-um-verktakastarfsemi">
             168
            </a>
           </p>
           <p>
            Vikukaup, fast Gr. 1.10.
           </p>
           <p>
            Vinnuföt Gr. 9.2.
           </p>
           <p>
            Vinnuslys Gr. 8.2.
           </p>
           <p>
            Vinnutími, breyting Gr. 2.7.
           </p>
           <p>
            Vinnutími, skráning Gr. 2.5.
           </p>
           <p>
            Yfirvinna Gr. 2.2.
           </p>
           <p>
            Yfirvinnuálag Gr. 1.6.
           </p>
           <p>
            Öryggisbúnaður Gr. 7.3.
           </p>
           <p>
            Öryggisbúnaður, skortur á Gr. 7.3.4.
           </p>
           <p>
            Öryggisreglur, brot Gr. 7.3.2. - 7.3.3.
           </p>
           <p>
            [^1]: Gildir frá 1. apríl 2024
           </p>
           <p>
            Gildir frá 1. febrúar 2024
           </p>
           <p>
            Sbr. gr. 15.1.1.
           </p>
           <p>
            [^2]:
               > Bókun 21. febrúar 1995: „Aðilar eru sammála um að sama gildi áfram
               > og verið hefur varðandi kaupgreiðslur til starfsfólks sem ráðið er
               > einstaka daga. Dæmi er ráðning skólafólks einstaka daga um
               > hátíðir".
           </p>
           <p>
            [^3]: Gildir ekki um félagssvæði Eflingar austan Hellisheiðar sem áður
               heyrði undir Boðann.
           </p>
           <p>
            [^4]:
               > ^\
            <em>
             ^ Sjá einnig bókun um orlofsmál fiskvinnslufólks frá 1997, bls.
               >
             <a href="#bókun-um-orlofsmál-fiskvinnslufólks">
              176
             </a>
             .
            </em>
           </p>
           <em>
            <p>
             [^5]: Sjá ennfremur samkomulag um hópuppsagnir á bls.
             <a href="#samkomulag-um-hópuppsagnir">
              161
             </a>
             .
            </p>
            <p>
             [^6]: Gildir ekki um félagssvæði Eflingar austan Hellisheiðar sem áður
               heyrði undir Boðann.
            </p>
            <p>
             [^7]: Gildir ekki um félagssvæði Eflingar austan Hellisheiðar sem áður
               heyrði undir Boðann.
            </p>
            <p>
             [^8]: Bókun skýring við grein 16.7.4. \[2024\]
            </p>
            <p>
             [^9]: Bókun skýring við grein 17.10 \[2024\]
            </p>
            <p>
             [^10]: 1\. mgr. 3. gr. l. nr. 19/1979 hljóðar svo: Nú fellur niður
               atvinna hjá atvinnurekanda, svo sem vegna þess að hráefni er ekki
               fyrir hendi hjá fiskiðjuveri, upp- og útskipunarvinna er ekki fyrir
               hendi hjá skipaafgreiðslu, fyrirtæki verður fyrir ófyrirsjáanlegu
               áfalli, svo sem vegna bruna eða skiptapa, og verður atvinnurekanda
               þá eigi gert að greiða bætur til launþega sinna, þó að vinna þeirra
               nemi eigi 130 klukkustundum á mánuði, enda missir starfsfólk þá eigi
               uppsagnarrétt sinn meðan slíkt ástand varir.
            </p>
            <p>
             [^11]: Sbr. bókun með kjarasamningi dags. 17.2.2008.
            </p>
            <p>
             [^12]: Gildir um alla ræstingu skv. þessum kafla.
            </p>
            <p>
             [^13]:
               > Gert er ráð fyrir að starfsmaður sé meðalmaður á hæð og að
               > vaxtarlagi og gangi í beina stefnu á láréttum, sléttum og jöfnum
               > fleti án hindrana og án þess að bera byrði.
            </p>
            <p>
             [^14]: Gildir ekki um félagssvæði Eflingar austan Hellisheiðar sem áður
               heyrði undir Boðann.
            </p>
            <p>
             [^15]: Nú lög nr. 45/2007 um réttindi og skyldur erlendra fyrirtækja sem
               senda starfsmenn tímabundið til Íslands og starfskjör starfsmanna
               þeirra.
            </p>
            <p>
             [^16]: Nú lög nr. 45/2007.
            </p>
           </em>
           <p>
            <em>
             [^17]: ^\
            </em>
            ^ Sbr. samning dags. 24. ágúst 2009
           </p>
           <p>
            [^18]:
               > Gert er ráð fyrir að starfsmaður sé meðalmaður á hæð og að
               > vaxtarlagi og gangi í beina stefnu á láréttum, sléttum og jöfnum
               > fleti án hindrana og án þess að bera byrði.
           </p>
          </div>
         </div>
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