Text changes. 2.1 Provisions concerning working time and annual leave Weekly rest • The stipulations and interpretations concerning weekly time off (formerly ”weekly free time”, now ”weekly rest”) remain unchanged. – The implementation of weekly rest (35 hours of continuous time off) is mainly reviewed during the calendar week. Weekly rest can be implemented by placing it between two weeks. • The stipulation concerning work done during time off (Collective Agreement 20.10., Paragraph 1) has been clarified. – Where an employee is temporarily needed for work during their time off, it must be agreed in advance how the weekly rest will be organised (e.g. by averaging or delaying the start of the next week’s work). If weekly rest cannot be implemented, it will be compensated for either as money or by reducing the regular working time by a corresponding amount of time. Maximum working time • Instead of maximum overtime, the limit for maximum annual working time shall be monitored: an average of up to 48 hours per week during the calendar year or during a 12-month period where agreed separately. – The previous monitoring of maximum overtime can still be used in 2020. – The collective agreement will only take a position to the length of the monitoring period. Detailed interpretations of the law are open (the impact of annual leave and absences due to illness). Working time experiment • The stipulations of Chapter 19 of the collective agreement (regular working time) may be derogated from by local agreement. – Only concerns day work and two-shift work. – The agreement does not allow derogating from the mandatory stipulations of the Working Hours Act. • Two-phase agreement – A framework agreement may first be concluded between the employer and the chief shop xxxxxxx. – The employee may then agree with their supervisor on the implementation of the framework agreement. • The working time working group of the unions must be informed of the key content of the experiment-based agreements before the adoption of the agreement. Working time experiment • Experiment-based agreements must be made by 30 November 2021 and their implementation may continue until the end of 2023. • Through agreements, regular working time can be increased (or decreased), for example, at an annual level to the average maximum amount allowed by the Working Hours Act, that is, up to 40 weekly hours (approximately 172 hours per year). – It is possible, for example, to agree on: • converting days off, as specified i...
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Text changes. Non-substantial changes to the text of an approved final PUD, as determined by the Director to add clarity, are allowed when such changes do not change standards or commitments.
