The Spekter Agreement Part A1 (Social Provisions) for Area 13

1. Pay during illness, pregnancy, childbirth and adoption, etc.
2. Salary during carer's leave
3. Pay for time off during breastfeeding
4. Salary during military service, etc
5. Repositioning
6. Insurance for business trips
7. Occupational injury insurance
8. Group life insurance
9. Pension
10. Vacation
11. The reduction in working hours as of 01.01.87
    To the Minutes

The parties agree to guarantee the following minimum provisions.

1. Salary during illness, pregnancy, childbirth and adoption, etc.

1.1

Full salary according to these provisions means all remuneration according to the established service plan. Part-time employees are paid proportionate wages.

A deduction must be made from the salary paid to the employee for any benefits from the National Insurance Scheme.

If social security benefits have been granted for a period back during which wages have already been paid, the employer may demand that such a large part of the benefits be transferred for this period that the salary is covered.

1.2

When a person who is employed and has taken up a position in the hospital/hospital is absent from work with the right to sickness benefit, pregnancy benefit, parental benefit in connection with birth and adoption, care allowance, attendance allowance and training allowance in accordance with the provisions of the National Insurance Act, the person in question shall be guaranteed an allowance equivalent to full salary in his or her full-time or part-time position, without regard to the provisions on income limitation (the G limitation), from the first day of absence. The income guarantee applies for 3 years for employees who are absent from work with the right to attendance allowance and training allowance.

1.3

An employee who has been fully fit for work for 1 month since he or she last received sick pay is again entitled to pay during illness for up to 3 months.   is again entitled to pay during illness after 1.2.

1.4

Employees who continue in service after the age of 67 have the same rights to pay in the event of illness or injury as employees younger than 67 years of age.

1.5

Pregnant employees with high-risk work and who, in consultation with a doctor or pursuant to law/regulations, have been transferred to other work in the hospital/hospital, shall retain full pay. If the pregnancy means that the employee is temporarily unable to perform her normal work and the work cannot be arranged in such a way that it is possible to relocate, she has an extended right to paid leave corresponding to the period from the time of resignation until the time when she starts receiving parental benefit.

1.6

Arrangements should be made in the on-call arrangements so that pregnant employees after the 28th week of pregnancy can have a work situation that does not entail unnecessary strain.

An employee who is a caregiver and has a relationship with the child without being the biological mother or father is entitled to 2 weeks' care leave, if the person in question lives in a registered partnership/marriage in accordance with the legislation or is cohabiting in a marriage-like relationship, if it appears from the National Population Register that they have had the same address for the past two years.

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2. Salary during carer's leave

Employees who take care leave pursuant to the provisions of Section 12–3 (1) and (2) of the Working Environment Act shall be guaranteed 2 weeks (10 days) off with full pay. 

3. Pay during time off during breastfeeding

Employees are given time off with full pay for up to 2 hours per working day to breastfeed
their child. The free period is assessed in relation to the number of hours worked per day.

4. Salary during military service, etc

An employee with at least 12 months of prior continuous service in the hospital/hospital is paid 1/3 salary less allowances from the military authorities, during the initial service of military service and in the civil defence.

Employees with dependents are paid full salary less remuneration from the military authorities. Breadwinner responsibility means that the employee provides for children under the age of 17. Employees with more than 6 months of continuous service in the hospital/hospital must be guaranteed full pay during refresher exercises. When the refresher exercise lasts more than a week (7 days), deductions must be made from the civilian salary and other remuneration from the public sector. Part-time employees are paid proportionately.

Note to points 1-4:

The established practice with regard to the accrual of holiday pay during absence, as mentioned here, will be continued. Agreements regarding the accrual of seniority or rights during the absence are not changed.

When the employee in connection with birth and adoption has extended leave and reduced benefits in accordance with the National Insurance Act, the remuneration is reduced accordingly.

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5. Relocation

In the event of reassignment within the hospital/hospital due to illness, occupational injury, injury, rationalisation or other reasons that are not due to the employee's circumstances, the employee must at least retain his or her fixed annual salary at the time of transition.

In the event of an occupational injury, the salary must at all times correspond to the salary development the person in question would have originally received.

6. Insurance on business trips

Provisions on insurance for business travel and leisure time during business travel are laid down in a special agreement.

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7. Occupational injury insurance

7.1 Occupational injury

An employee who is affected by an occupational injury/illness and who has had this approved and determined through the National Insurance Scheme's final decision, is granted a lump-sum compensation calculated according to the National Insurance basic amount at the time of settlement.

The provision also applies in cases where an employee is injured as a result of violence and/or threats from the patient/user in their spare time and which results in total or partial incapacity for work or death.

The insurance company can only review the National Insurance Scheme's decision if it appears to be manifestly incorrect and the insurance company will claim that the decision is invalid.

7.2 Coverage of expenses

If an employee is affected by an occupational injury, the employer must bear the expenses of medical treatment, healing and other necessary expenses caused by the occupational injury to the extent that the expenses are not covered by the public sector.

In addition, significant legal costs that have been decisive in changing the decision in favour of the employee are covered.

7.3 Remuneration

An employee who is unable to perform his or her work as a result of an occupational injury, and is entitled to sickness benefit in the event of an occupational injury from the National Insurance Scheme, is entitled to leave of absence with full pay regardless of the National Insurance Scheme's income limitation (cf. Section 8-55, letter e) of the National Insurance Act). Additional paid leave of absence may be granted if there is reason to believe that the person in question can resume work or be transferred to another position within a reasonable time. It is a condition that the payment does not lead to the loss of benefits from the National Insurance Scheme.

7.4 Damage while traveling

Corresponding compensation paid pursuant to sections 7.1 to 7.10 is paid when the employee is injured in an accident on direct ordinary travel between home and work and on approved business travel.

7.5 Losses in future acquisitions

In the event of an occupational injury/illness that leads to occupational disability of 100%, the compensation sum is set at 15 G. The compensation is reduced proportionately if the occupational disability is lower.

7.6 Compensation for permanent injury

In the event of permanent medical disability of at least 15%, compensation for permanent injury is also paid in the following way:

15–29% medical disability	1 g
30-70% medical disability	2 g
Over 70% medical disability	3 g

7.7 Death

When an occupational injury/illness results in death, an amount of 15 G is paid to the survivors as defined in section 8.3. 

7.8 Coordination of benefits in the event of death, occupational injury and travel

The total compensation to the bereaved may not exceed 18 G. 

7.9 Coordination of the rules with the Occupational Injury Insurance Act

In cases where the Occupational Injury Insurance Act entails higher compensation than under the rules in sections 7.1 to 7.8 at the time of the calculation of compensation, compensation is paid in accordance with the Act. If the compensation under the above provisions is higher than under the Occupational Injury Insurance Act, the difference will be paid in addition to the payment under the Act.

7.10 Insurance

The hospital/hospital is obliged to take out insurance to cover the above-mentioned benefits.

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8. Group Life Insurance

8.1 Survivors

For employees who are employed by the hospital/hospital, a lump sum is paid to the surviving relatives in the event of death , cf. section 8.3. In addition, survivors of an employee who dies within one year of the commencement of leave or 2 years after the transition to disability benefit, and who have not had any other ordinary work during the period, shall be covered. Survivors of employees who are on care leave without pay are also covered by the provision.

The amount is determined as follows:

8.2 Coverage:

Under 51 years	10.0 g
51 years old	9.5 g
52 years old	9.0 g
53 years old	8.5 g
54 years old	8.0 g
55 years old	7.5 g
56 years old	7.0 g
57 years old	6.5 g
58 years old	6.0 g
59 years old	5.5 g
Over 59 years	5.0 g

(G = National Insurance basic amount)

8.3 Preferential treatment of the sum insured

The sum insured is paid in the following order (irrevocably favoured in the order in which they are mentioned):

A. The deceased's spouse (see, however, letter C).

B. Cohabitant (see, however, letter C).

C. Children under 20 years of age. They must have paid at least 40% of the compensation amount, even if it is a spouse or cohabitant entitled to compensation.

D. Other persons who were largely supported by the deceased. Support is based on whether a tax deduction has been granted at the last tax assessment. 

8.4 Cohabitant

A cohabitant is a person who has a common residence and children together with the employee, or who can document that the cohabiting relationship has continued for the past 2 years. This does not apply if, at the time the insurance event occurred, there were circumstances that prevented legal marriage from being entered into. A registered partnership is considered to be the same as marriage under this provision pursuant to the Act of 30 April 1993. 

8.5 Funeral contributions

If there are no survivors as mentioned above, 1.5 months' salary, but at least 1/2 G, is paid to the deceased's estate. 

8.6 Insurance

The enterprise/enterprise is obliged to take out insurance to cover the above-mentioned benefits.

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9. Pension

From 01.01.2020, the pension scheme shall cover all employees (permanent and temporary) and from the first hour worked, cf. protocol 23.09.20. 

Permanently employed employees are enrolled in the pension scheme on the day they start their permanent position.

Hourly paid employees, temporary employees and work in excess of permanent employment, etc., must be reported in arrears at the end of the quarter. The employee must then be reported on the basis of an average FTE percentage for the entire quarter. However, FTE percentages exceeding 100% are not taken into account. Overtime work shall not be included.

Temporary employees are covered for risk until the end of the quarter in which the employment begins. The risk coverage means that the employee in the event of disability, or the survivors in the event of death, will be entitled to a pension as if he or she had been enrolled from the time of employment at the agreed FTE percentage.

This does not apply to employees who have their pension scheme under statutory pension schemes.

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10. Vacation

The parties have advanced the fifth week of holiday, cf. Section 15 of the Holiday Act, in addition to the statutory 25 working days, cf. Section 5(1) of the Holiday Act, so that holiday pursuant to the Holiday Act and contractual holiday together amount to 30 working days. Of this, the contractual holiday amounts to 5 working days.

Extra holiday for employees over the age of 60 of 6 working days is maintained, cf. Section 5 (1) and (2) of the Holiday Act.

An employee may request five working days off each calendar year, cf. Section 5 (1) of the Holiday Act. If the contractual holiday is shared, the employee can only demand to be given as many days off as he or she normally has to work in a week.

If the authorities decide to introduce the fifth holiday week in the Holiday Act, the contractual holiday must be reduced accordingly.

Holiday pay is calculated in accordance with Section 10 of the Holiday Act.

The general percentage rate for holiday pay shall be 12% of the basis for holiday pay, cf. section 10 nos. 2 and 3 of the Holiday Act.

If the authorities decide to extend the number of holiday days in the Holiday Act, it is the parties' assumption that the above figures are used as holiday allowance for the corresponding period.

The employer determines the time of the contractual holiday after discussions with the employee representatives or the individual employee at the same time as the ordinary holiday is determined. The employee may request to be notified of the determination of the contractual part of the holiday as early as possible and no later than two months before the take-off, unless special reasons prevent this.

An employee may claim to be granted holiday time pursuant to this provision regardless of the accrual of holiday pay. 

If operations are wholly or partially suspended in connection with the taking of holiday, all employees affected by the suspension may be ordered to take holiday of the same
length regardless of the accrual of holiday pay. 

The employee can demand that the contractual part of the holiday is given together within the holiday year, cf. section 7 no. 2 of the Holiday Act, so that 1 week of continuous holiday is achieved. This means that a day of holiday under the Holiday Act is granted together with the contractual holiday, so that remaining holiday under the Holiday Act, cf. Section 7(2) of the Act, and contractual holiday constitute 2 periods of 6 working days each. The parties locally are encouraged to arrange the contractual holiday so that the requirement for productivity is met to the greatest extent possible, for example in connection with Ascension Day, Easter, Christmas and New Year's weekend.

By written agreement between the hospital/hospital and the individual, the contractual holiday can be transferred in whole or in part to the next holiday year.

For shift workers, the contractual holiday is adjusted locally, so that after full implementation this amounts to 4 worked shifts.

For those employees who have been employed for the entire accrual year, a one-off calculation of holiday pay is made in June. The part of the holiday pay that exceeds the salary for normal working hours during the holiday (the holiday pay supplement) is paid together with the salary for the month of June. Ordinary salary must be paid when the holiday is taken.

If the employment relationship is terminated, all accrued holiday pay must be paid on the last ordinary payday before resignation. The part of the holiday pay that cannot be calculated by this time will be paid in connection with the final wage settlement.

Employees who prove by means of a medical certificate that they have been completely incapacitated for work during holiday will have the corresponding number of working days of holiday replaced in the form of new holiday later in the holiday year.

11. The reduction in working hours as of 01.01.87

The reduction in working hours as of 01.01.87 will be continued.

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For the Minutes:

In

It is a prerequisite that members who are not covered by a collective agreement shall have corresponding rights under the provisions of this protocol.

II

The current occupational pension scheme and AFP scheme will be continued and frozen, in line with established practice, until 30.04.2026. Changes that may be made to these arrangements will have an effect on the hospital, cf. protocols from the initial central negotiations. Any changes are given effect from the time changes are made to these schemes.

III

The pension pay scheme, as agreed in collective agreement area 10, can also be practised in collective agreement area 13.

IV

The provisions of section 9 Holiday do not prevent holiday pay from being paid at an earlier date than stipulated.

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