The parties agree on the long-term goal of paying equal wages for jobs of equal value at the City of Reykjavík. The parties agree to evaluate jobs based on the parties' job evaluation system (SAMSTARF).
The parties agree on the goal of promoting the health of the employees of the City of Reykjavík and their working environment. The parties agree that mutual benefits for the employees and the workplace of the City of Reykjavík can be achieved through a change in the organization of working hours.
The parties agree that clear incentives will be promoted for employees to develop in their work, enhance their professionalism, and improve the city's service to the public.
The parties agree to review and revise the evaluation system for assessing the competence of employees in order to develop and, where appropriate, expand the basis for competence-based pay.
2. Scope of the agreement
This agreement covers all work of employees, general and specialized, specified in this agreement and performed at the institutions of the City of Reykjavík, unless otherwise specifically agreed.
3. Right of first refusal
The City of Reykjavík undertakes to give employees who are members of Efling union priority for all general labor work, when required and members are offered who are fully qualified for the work in question.
The City of Reykjavík always has a free choice as to which member of Efling union it hires. Now the City of Reykjavík wants to hire a person who is not a member of Efling union, and the union shall then be obliged to grant that person entry if he applies for it and it does not conflict with the union's articles of association.
4. Further employee rights
An employee who has acquired additional rights to purchase or benefits before the entry into force of this agreement, other than those provided for in the agreement, shall retain them.
If a dispute arises regarding rights issues pursuant to Article 0.4.1 and it cannot be resolved at the employee's workplace, the matter shall be referred to the parties' collaboration committee for resolution, cf. Chapter 16 of this agreement.
5. New professions
If new professions arise during the term of the agreement that are not provided for in this agreement or do not have a clear parallel in the applicable wage rates, negotiations shall be initiated regarding the wages and conditions of Efling union members in the profession.
Salaries shall increase as follows, unless otherwise provided in the salary tables attached to this agreement. The monthly salary of a full-time employee shall be paid according to the attached salary tables in Appendix XVII, where monthly salaries shall be subject to the following proportional increases with a minimum increase in króna during the term of the agreement. Monthly salaries shall mean fixed monthly salaries for daytime work.
April 1, 2025 3.50% or 23,750 kr.
April 1, 2026 3.50% or 23,750 kr.
April 1, 20273.50% or ISK 23,750.
Personal allowances undergo the following changes during the contract period:
Fractions from the monthly salary are calculated by dividing the monthly salary by 21.67 and multiplying by the number of calendar days other than Saturdays and Sundays from the beginning or to the end of the working period.
In addition to the monthly salary, other salaries that are included in the job may be paid on a monthly basis. Other salaries may be for regular overtime and work-related stress that cannot be measured in hours. Other salaries may, among other things, replace hourly wages for overtime according to Art. 1.4.
Salary is based on the specific demands that the job places on the employee as assessed in the performance evaluation system of the contracting party, SAMSTARFI. It is assumed that this is an ongoing and stable field of work.
When a new job is created, the collaboration committee shall determine its classification in terms of salary on a provisional basis. When the job has been held for 6 months, it shall be evaluated in the contracting party's job evaluation system and therefore classified in terms of salary in accordance with the evaluation result.
Explanation: If a job evaluation later reveals that a new job has been initially ranked too low in terms of salary, this must be corrected retroactively. If, on the other hand, the job has been initially ranked too high, the employee retains that individual ranking, but the job is ranked based on the evaluation results. An individual ranking that is too high will offset the ranking according to 1.2.2.
Job descriptions must exist for all jobs and are reviewed in annual career development interviews with employees and supervisors.
A job description should include information about all main aspects of the job and a definition of responsibilities and duties, so that it is clear what requirements are made of the employee and what tasks he or she is expected to perform.
If an institution or employee requests a reassessment of a job, the matter shall be sent to the Job Evaluation Committee, cf. the Rules of Procedure of the Job Evaluation Committee (Appendix XI)
Salaries are determined according to the following relationship between job evaluation levels and salary groups:
Connection rule as of June 1, 2017:
Salary = 178 + 0.150 * (rating; rating up to and including 459)
1.2.2.1
Individual pay is an incentive for employees to increase their skills in their work in accordance with a career development plan. Individual pay is in addition to performance-based pay and is based on three criteria: career development, skills and performance.
It is expected that each organization/company will present a career development plan for all employees in its human resources work plan to ensure normal career development and lifelong learning of employees in accordance with the City of Reykjavík's human resources policy. An employee who actively participates in a career development plan is entitled to a higher salary than otherwise. The prerequisite for this increase is the employee's confirmed participation in the organization's/company's career development plan. This salary may change.
Work experience is assessed in the following manner:
After 1 year of employment with the City of Reykjavík, ranking one step higher than usual.
After 3 years working for the City of Reykjavík, ranking one step higher than usual.
After 5 years working for the City of Reykjavík, ranking one step higher than usual.
After 7 years working for the City of Reykjavík, ranking one step higher than usual.
After 9 years working for the City of Reykjavík, ranking one step higher than usual.
After 12 years working for the City of Reykjavík, ranking one step higher than usual.
Salary steps/personal allowances, see article 1.1.1., are calculated based on the basic salary grade level in the salary table. Personal allowances for professional and work experience can amount to a maximum of 6 steps in total.
The period of employment of an employee on a fixed monthly salary in a comparable position shall also be assessed, provided that confirmation from the previous employer is available. An employee's period of employment with another employer shall be assessed from the beginning of the following month after he has submitted confirmed data on his period of employment.
If an employee has received personal allowance due to active participation in an institution's professional development plan but no longer performs that duty without legitimate reasons, he or she will lose the personal allowance he or she has received. Before this can happen, the supervisor must inform the employee that he or she will lose this right if he or she does not improve his or her performance according to the professional development plan and must explain to the employee how he or she can improve. The employee may request that a shop steward be present at such a meeting. The department may implement a professional development plan in accordance with Attachment IV on professional recognition and shorter vocational training at upper secondary school level.
An employee's education that is useful in the job and exceeds the basic requirements of the job shall be assessed as a personal contribution as follows:
For work-related studies or courses tailored to the needs of the City of Reykjavík, a maximum of 1 level is awarded. The condition for this is that the studies are taught by educational providers that have received recognition according to the Act on Secondary Education No. 27/2010 and the Act on Upper Secondary Schools No. 92/2008.
For formal studies at the secondary school level, a maximum of 1 level is required.
For every 60 ECTS credits in university studies in a professional field, 1 level is awarded.
Salary step/personal allowance, see article 1.1.1, according to the above, is calculated on the basic step of the salary group in the salary table, see salary tables in the attached document. Personal allowance according to this article is a maximum of 3 steps.
An employee's education will be assessed starting at the beginning of the following month after they have submitted satisfactory documentation about their studies. When assessing studies, credits are never counted twice.
A committee consisting of one representative from each contracting party shall have oversight and decision-making authority over the evaluation of courses and other training that may be considered for inclusion in this article. It shall focus on training that can be considered useful to employees in their work.
Explanation: Article 1.2.2.3. applies to education that an employee has in excess of the educational requirements of the job. An employee in a job that requires a university education does not earn personal allowance according to Article 1.2.2.3.
An employee's competence shall be assessed based on two competence factors, work ambition and flexibility. Work ambition refers to how an employee performs their job and flexibility refers to the employee's adaptability. Each factor can increase an employee's salary by a maximum of two salary groups. Competency pay can be a maximum of four salary groups. See Appendix VI to this collective agreement.
The department manager is responsible for the implementation in his/her field. Competency-based pay is based on the employee being considered to possess greater competence than the job requires in the department manager's opinion.
are based on the success of an employee or group of employees in achieving specific goals of a department or organization/company according to a work plan. Success shall be assessed according to predetermined rules set by a collaboration committee. An organization/company that intends to introduce performance pay must define goals and performance measures in a work plan. Goals refer to, for example, cost reduction, improved service or improved work processes. The organization/company's performance measures shall be clear and realistic in relation to the planned activities. Employees shall be informed in advance of what the goals and measures are and how they will be rewarded for achieving specific results. A decision on performance-based pay may apply to the organization/company as a whole or in part. Performance pay shall be in the form of a lump sum to an employee/group of employees at the end of the measurement period and shall be based on the achievement of the set goals. The department manager assesses whether the goals have been achieved and is responsible for implementation.
It is permissible to pay hourly wages in the following cases:
Students with summer jobs and during study breaks.
Pensioners who work part-time
Employees hired for a short period of time due to specific annual peak periods of various city agencies or temporary work, but not longer than 2 months.
Employees hired to work on specific projects, such as initiatives.
Employees who work irregularly for longer or shorter periods of time
Employees employed for less than 20% of their work, 7.9 hours or less on average per week.
When working outside of daytime working hours, on public holidays and special holidays, overtime pay shall be paid, while on major holidays, major holiday pay is paid. If an employee has been agreed to perform regular work duties on all working days, he shall be entitled to leave on special holidays and major holidays that fall on a working day without reduction in regular wages.
Overtime is paid at an hourly rate, which is divided into overtime 1 and overtime 2. The hourly rate for overtime 1 is 0.9385% of the monthly salary in each pay group and step, while the hourly rate for overtime 2 is 1.0385% of the monthly salary in each pay group and step.
Payment for overtime shall be made in the following manner:
All work performed on major holidays is paid at an hourly rate of 1.375% of the employee's salary group and salary step based on the employee's salary plus individual salary.
Shift pay is calculated from daytime wages, cf. Article 1.3.1 Shift pay shall be:
33.33% 17:00 - 24:00 Monday - Thursday
55.00% 17:00 - 24:00 Fridays
65.00% 00:00 - 08:00 Tuesday - Friday
55.00% 08:00 - 24:00 Saturdays, Sundays and special holidays
75.00% 00:00 - 08:00 Saturdays, Sundays, Mondays and special holidays
120.00% from 00:00 - 24:00 on major holidays, cf. 2.1.4.3, however, from 16:00 - 24:00 on Christmas Eve and New Year's Day and from 00:00 - 08:00 on Christmas Day and New Year's Day, the surcharge is 165.00%.
Payment for on-call shifts shall be calculated from daytime wages, cf. Art. 1.3.1, in the following manner:
33.33% 17:00 - 24:00 Monday - Thursday
45.00% 17:00 - 24:00 Fridays
45.00% at 00:00 - 08:00 Monday
33.33% 00:00 - 08:00 Tuesday - Friday
45.00% 00:00 - 24:00 Sat., Sun. and special holidays
120.00% from 00:00 to 24:00 on major holidays, cf. Art. 2.1.4.3, however, from 16:00 to 24:00 on Christmas Eve and New Year's Day and from 00:00 to 08:00 on Christmas Day and New Year's Day, the surcharge is 165.00%.
Breaks in hours are paid proportionally. Payments for on-call duty are subject to the provisions of Articles 2.3.2.1 and 2.3.2.2.
An employee who is working in the first week of November shall be paid a December bonus on December 1st of each year based on full-time work during the period January 1st to October 31st. The December bonus is a fixed amount in kronor and does not include increases according to other provisions of the collective agreement. Holiday pay is not calculated on the December bonus. If the employee has worked part-time or worked part of the year, he shall be paid based on the employment ratio during the aforementioned period.
Similarly, an employee who has left their job but has worked continuously for at least 3 months (13 weeks) during the year shall also be paid a December bonus based on working hours and work ratio. The same applies even if the employee is off work due to illness after the payment obligation ends or for up to 6 months due to maternity leave. The earned December bonus shall be settled in parallel with the termination of employment.
Provisional wages are paid for the estimated number of hours where the work rate is set at 130 points (maximum), as output is determined according to recognized basic principles for work and time studies, cf. the framework agreement for cleaning work (Appendix VII).
Staff should be provided with a written job description along with a cleaning frequency chart that clearly defines what needs to be cleaned and with what emphasis. It should be noted at what time of day the area should be cleaned and how often.
For time spent on piecework, hourly wages are paid according to the results of the job evaluation, plus individual wages. The evaluation is based on the work of a cleaning technician, which is currently rated at 276 points in the job evaluation. A 12% surcharge is then paid for piecework at a work rate of 130, cf. Art. 1.7.4.1. In addition, an 8% surcharge for a meal break, as the employee does not take a meal break during working hours. A total of 20% surcharge. By fixed time, it is meant that hourly wages are based on the employee's active working hours and he therefore does not take a meal break during working hours.
A surcharge is paid for work that falls outside the daytime working period:
33.33% surcharge during the period 17:00 - 24:00 Monday to Thursday
55% surcharge during the period 17:00 – 24:00 Fridays
55% surcharge during the period 00:00 - 08:00 every day including Saturdays and Sundays.
Overtime work load
For work exceeding 40 hours per week, overtime shall be paid, cf. Art.
Stress on holidays
Work on Epiphany, Easter Monday, the first day of summer, May 1, Ascension Day, Pentecost Monday, the first Monday in August and Boxing Day is paid with overtime, cf. Art. .
Stress during major holidays
Work on New Year's Day, Good Friday, Easter Sunday, Whitsun, June 17, Christmas Eve after 12:00, Christmas Day and New Year's Day after 12:00 is paid with a major holiday payment, cf. Art. 1.4.2.
Cleaning services
Hourly wages for cleaning/maintenance cleaning are paid with a 55% surcharge on daytime hourly wages according to Article 1.7.1.3.
Minimum payment
Employees on time-based piecework shall have the option of two hours of work with a combination of cleaning areas.
Project descriptions
Project description
The written job description shall clearly delineate on a drawing the cleaning areas, what is to be cleaned and with what emphasis. The job description shall state at what time of day the area is to be cleaned and how often.
Accessibility of project descriptions
A job description shall be available at the workplace and accessible to employees. The job description shall be revised immediately if there is a permanent change to the cleaning area or cleaning requirement. A trade union shall have access to the job description if it so requests. Before work begins, employees shall be thoroughly familiarized with the work area and working conditions and shall review the job description.
Part-time work
All regular cleaning work performed on an hourly basis is paid at the hourly piecework rate, even though measurement has not yet taken place.
A cleaner on temporary work shall be entitled to 3 hours of work with a combination of cleaning areas within the same building or more where possible.
Monthly purchase
Cleaning work performed between 08:00 and 17:00 from Monday to Friday on a part-time basis or more may be paid as a monthly wage, as they will not, by their nature, be performed on a piece-rate basis
Overtime work/monthly wages are when work is done according to a job or task description during agreed working hours and there is no requirement for increased productivity, as in time-based piecework. If it is not possible to complete a task according to a job or task description within the agreed working hours, i.e. at a normal work pace, the employee is not obliged to complete the task. If, however, a supervisor demands that a task be completed within the agreed working hours, but it is clear that this will not be done unless at an increased work pace, as in the case of time-based piecework, payment for the work must be made in accordance with the provisions of Article 1.7.1.3.
The workweek of a full-time employee is 36 active working hours.
Expansion and agreement
Work may be organized in a manner other than that described in this section by agreement between the employees and the institution's management and with the written consent of the contracting parties. The contracting parties may also agree on an extension of daytime working hours on weekdays and on a certain degree of freedom regarding when work obligations shall be performed, beyond the time limits referred to in Article 2.2.1 and on the transfer of work obligations between weeks and seasons.
Day workers are those who perform their work duties within the limits of daytime work, cf. 2.2.1. Day workers may undertake overtime according to 2.3 or work on back shifts according to 2.4.
Employees who perform regular work that falls partly or entirely outside the daytime working period according to 2.2.1 and 2.2.3 shall receive a surcharge for those working hours according to 1.5.1.
Such jobs include libraries and kindergartens that have opening hours outside of daytime hours.
Shift workers are those whose work duties are divided according to a pre-determined arrangement whereby the employee works different shifts over a specified period of time measured in days or weeks, so that their weekly days off are transferred, even if their daily working hours are always the same. Their working hours are governed by 2.5.
The above definition replaces the definition on the same subject in the collective labor union's working hours agreement from 1997.
The head of an institution may grant individual employees' requests for flexible working hours during the period 07:00 – 18:00 on weekdays. The consent of the contracting parties shall be sought when such authorization is granted.
An employee who works part of his weekly work obligation outside the daytime working period according to Art. 2.2.1, shall be paid a surcharge according to Art. 1.5.1 for that part of his work. Work on Saturdays and Sundays as well as on special holidays in addition to the work obligation shall be paid according to Art. 1.4. If an extension of the daytime working period has been agreed upon, according to the 2nd sentence of Art. 2.1.2 at the request of the employees, no surcharge shall be paid outside the time limits specified in Art. 2.2.1.
In general, when employees' work is organized so that part of their work obligations are performed outside of daytime working hours, a surcharge shall be paid according to 1.5.1
In cases where an agreement is made with employees at their request that they work part of their work obligations outside of daytime working hours, no surcharge shall be paid for the working hours that fall outside of daytime working hours.
Special provisions on working hours
The working hours of district and workshop staff are generally from 7:30 to 15:25 Monday to Friday, and this has taken into account the reduction in attendance hours due to the cancellation of coffee breaks. However, it will still be permitted to consume coffee at the workplace, as work does not stop during this time.
The preparation time for employees with departmental supervision in kindergartens is 8 hours per week based on full-time work, cf. protocol no. 6.
When other employees in kindergartens are assigned tasks that require preparation, those employees shall be given 1 to 2 hours, cf. protocol no. 6.
About working hours in institutions that do not operate full-time throughout the year
Employees employed at primary schools, kindergartens and after-school centers that do not operate full-time throughout the year shall have a 36-hour weekly work obligation spread over the year, if full-time, but otherwise pro rata. The weekly work obligation based on full-time employment shall never exceed 39 hours. At the beginning of each school year, the supervisor, in consultation with the employees, shall plan how work is to be delivered between periods and shall draw up a separate working time schedule. The working time arrangement shall be based on the employee delivering all working hours at the workplace.
Overtime is considered work that is performed outside the employee's prescribed daily working hours or work shift, as well as work that is performed in excess of the weekly working hours requirement, even during daytime working hours.
If an employee purchases supplies for the cafeteria and is responsible for receiving and disposing of them outside of agreed daytime working hours, this shall be paid for at overtime rates.
All work performed on holidays according to 2.1.4.2 and 2.1.4.3 is paid as overtime according to Art. . and 1.4.2. unless the work falls under the provisions on winter holidays for shift workers.
When an employee is called to work that is not a direct continuation of his daily work, overtime pay shall be paid for at least 3 hours, unless his regular working hours begin within three hours of going to work, in which case overtime shall be paid from the beginning of the call until the regular working hours begin. If the call ends before 3 hours have passed from the end of the daily work, overtime shall be paid for the time from the end of the daily work to the end of the call.
If a call-out begins during the period 00:00 - 08:00 from Monday to Friday, 17:00 - 24:00 on Friday or on public or special holidays according to Art. 2.1.4.1 and Art. 2.1.4.2, overtime pay shall be paid for at least 4 hours unless regular working hours begin within 3 and 1/2 hours from the start of the call-out, in which case 1/2 hour shall be paid in addition to the time worked.
If a call that disturbs an employee's peace and quiet between 00:00 and 06:00 is cancelled, the employee shall be paid overtime pay for one hour.
2.3.2.1
Staff meetings are exempt from the rule on payment for call-out according to Art. 2.3.2.1, as the manager must organize staff meetings at least 3 months in advance, otherwise Art. 2.3.2.1 applies. Overtime shall be paid for each meeting held outside daytime working hours, for a minimum of 2 hours, otherwise for the time the meeting lasts. This time may be added for part-time employees to fulfill work obligations.
If an employee has, by law or contract, a shorter weekly work obligation than is provided for in Article 11, work in excess of this obligation shall be paid as follows:
Irregular work in excess of the reduced work obligation or continuous work for less than one month is paid at the rate paid for overtime.
Regular work by day workers within the daytime working hours, for one month or more, up to the work obligation based on full-time work, is paid as a calculated percentage of the monthly salary, provided that the employee has been informed of this before the work began. The same applies to regular work by shift workers, provided the same conditions are met, regardless of when in the day the work is performed.
Therefore, institutions are directed to establish more detailed rules regarding overtime and when it is appropriate to discuss a review of the work ratio, provided that overtime is regular or foreseen.
All overtime shall be paid in a lump sum for each month or every thirty days. The same applies to payment for overtime during a period of illness according to the rules on overtime payments during illness.
If overtime work away from a fixed workplace is not paid according to the time sheet, such payment shall be negotiated in advance with the employee in question.
When an employee takes care of clients while traveling, each working day shall be calculated as up to 12 hours. In addition, 4 hours shall be paid for supervision of clients due to overnight accommodation at the travel location. If an employee is traveling alone with a client and takes care of him alone, he shall be paid for all 24 hours. If an employee goes on a trip (with a client) at the request of his superior on his day off, he shall be compensated with another day off or overtime pay.
An employee may, by agreement with the employer, accumulate days off for overtime in such a way that overtime hours are accumulated and taken during the daytime working period, but the overtime bonus is paid with the next regular payment. There must be an agreement on taking the leave and it must be organized in such a way as to cause the least possible disruption to the organization's operations. Leave as described above, due to the preceding calendar year, which has not been used before April 15 of each year, or upon termination of employment, shall be paid at the employee's daytime rate with the next regular payment.
When an employee leaves on the initiative of and on behalf of the employer, payments for such inconvenience shall be made in the following manner:
If a flight departs on a weekday before 10:00 and/or returns after 15:00, the employee shall receive payment equal to three overtime hours at a 33.33% surcharge for each occurrence.
On public and special holidays, the corresponding payment shall be six peak hours at a 33.33% surcharge.
It is permissible to negotiate time off in lieu of payment for travel time, cf. Article .
On-call duty means that an employee is not on duty but is available to respond to a call. It is not considered on-call duty if an employee remains at the workplace at the request of a supervisor. For payment for on-call duty, see Article 1.5.2.
An employee is entitled to time off in lieu of payment of a surcharge for on-call duty, 20 minutes of time off is equivalent to 33.33% of the shift surcharge, 27 minutes of time off is equivalent to 45% of the shift surcharge, 72 minutes of time off is equivalent to 120% of the shift surcharge, and 99 minutes of time off is equivalent to 165% of the shift surcharge.
Standby pay is cancelled for the time that overtime pay is paid.
For regular on-call duty, leave corresponding to a maximum of 80 hours shall be granted for every 1200 hours on-call duty. This leave shall be granted proportionally based on the work ratio and working hours. On-call leave is a maximum of 80 hours due to clause 2.5.4 even if the on-call hours are more than 1200. An effort shall be made to take on-call leave in parallel with the accrual and as soon as possible.
Temporary provision: Employees who, prior to the entry into force of the agreement on 1 April 1997, had longer holidays, up to 96 compulsory working hours for every 1440 hours, shall retain this during their continuous employment.
Hours worked on standby shifts shall not be deducted when calculating annual standby hours, cf. Article 2.4.4.
Leave according to Article 2.4.4 may be granted at any time of the year, but it may not be transferred between years or added to summer leave. It is permissible to negotiate with the employee for payment in lieu of leave according to Article 2.4.4. This payment is based on hourly wages for daytime work according to Article 1.3.1.
The parties may agree on a different arrangement for payment for on-call shifts than those set out above. For example, it is permissible to agree on a specific number of hours for on-call shifts regardless of the duration. If on-call shifts other than those referred to in Article 2.4.1 are agreed, it shall be agreed, taking into account the frequency of calls and the duration of calls during a given reference period, that on-call shifts shall not be cancelled in part or in full during calls.
The decision to take up and end standby shifts must be made and communicated to employees at least two weeks in advance.
Those who work regular shifts shall receive a bonus for work performed during the time that falls outside the normal daytime working period according to Article 2.2.1.
See the definition of shift worker in Article 2.1.5.3
Where regular shifts are used, a draft shift schedule, showing the expected working hours of each employee, shall be submitted six weeks before it takes effect. The final shift schedule shall be submitted one month before the first shift under the schedule begins, unless an agreement is reached with the employees for a shorter period.
If the organization's operations require a change to the shift schedule, it must be made with the employee's consent. If the shift schedule is changed with less than 24 hours' notice, the employee in question shall be paid a change fee of 2% of the monthly salary in each salary group and step. If the notice is 24–168 hours (one week), a change fee of 1.3% of the monthly salary in each salary group and step shall be paid. This only refers to a change to a planned shift and not to an extra shift.
If an employee takes a shift in excess of work obligation, with less than 24 hours' notice during the period 17:00-24:00 on Fridays, 24:00-08:00 Monday to Friday, 00:00-24:00 Saturdays, Sundays and special holidays, cf. Art. 2.1.4.2 based on an 8-hour shift, a change fee of 1.3% of the monthly salary in each salary group and step shall be paid and prorated for longer or shorter shifts.
When drawing up a shift schedule, care must be taken to ensure that holiday work is divided equally among employees.
As a rule, shifts shall be between 4 and 10 hours. Other shift lengths may be negotiated, cf. Article 2.1.2.
At least 8 hours must elapse between shifts, cf. Article 2.6.3.1. regarding rest periods.
Where social time is necessary during shift changes, it shall be incorporated into regular working hours.
Those who work shifts shall be given 2 consecutive days off each week, with night breaks occurring before and after the days off. Employees may agree that the days off shall be granted separately, but such that night breaks occur before and after the days off or not less than 36 hours continuously for each day. In consultation with the employee and the union, days off may be transferred between weeks.
This only refers to scheduled shifts within the employee's work schedule and not extra shifts.
The annual work obligation of shift workers who work regular shifts shall generally be the same as that of day workers. The work obligation of shift workers is therefore reduced by 7.2 working hours compared to full-time work due to special holidays and major holidays, according to Art. 2.1.4.2, which fall on Monday to Friday with the exception of Christmas Eve and New Year's Day, which shall be 3.6 hours for each day compared to full-time work. As a rule, a reduction in work hours due to special holidays shall be taken out within the period of the shift record. If an employee wishes to accumulate work hours due to special holidays and major holidays, he shall notify his superior of this before submitting the shift record when accrual occurs. The superior is obliged to comply with the employee's wishes, as this is relevant for the activities of the institution. In cases where work shifts due to special holidays and major holidays are moved between months, this must be kept under control and employees informed regularly. Work that falls on special holidays and major holidays must also be paid with a surcharge according to Art. 1.5.1.
Regular shifts refer to shifts that are scheduled every day, including special holidays and major holidays. In cases where an institution is closed on a special holiday or major holiday, an employee who is on duty that day according to the scheduled shift schedule will receive time off equal to the shift in lieu of reduced work obligations and taking into account the length of the shift.
The working hours of shift workers outside the daytime working hours according to the planned shift schedule and within the working hours obligation have different weights when calculating the work schedule. Working hours that are paid with a 33.33% and 55% shift load according to Article 1.5.1 have a weight of 1.05, so that for every 60 minutes 63 minutes are calculated. Working hours that are paid with a 65% and 75% shift load according to Article 1.5.1 have a weight of 1.2, so that for every 60 minutes 72 minutes are calculated. Notwithstanding the above, the work schedule of a full-time employee shall never fall below 32 working hours per week on average (on average during the pay period) and proportionally based on working hours and work ratio.
Mandatory working hours paid with 120% shift allowance according to Art. 1.6.1 have a weight of 1.05 in the period 08:00-24:00 and a weight of 1.2 in the period 00:00-08:00. Mandatory working hours paid with 165% shift allowance have a weight of 1.20.
Watch motivation
Employees who work shifts and meet the requirements of the article are paid a shift incentive as follows. The shift incentive is paid as a percentage of the monthly salary paid due to diversity and the number of shifts in the last three settlement periods according to planned shifts within the working hours obligation. The minimum number of working hours during that period outside the daytime working hours (at 33.33%, 55%, 65% and 75% load) is 126 working hours. Shifts are classified into four types; day shifts, evening shifts (33.33% load), night shifts on weekdays (65% load) and weekend shifts (55% and 75% load). The minimum number of working hours in each type of shift shall be 45 working hours. An employee must work shifts in two to four types of shifts, 14 times or more on average during the settlement period in order to benefit from the shift incentive.
When employees are employed, shift incentives are calculated for one settlement period during the first and second months of employment, so that the minimum number of hours outside daytime working hours is 42 and the minimum number of mandatory hours in each type of shift is 15. After three months of employment, shift incentives are calculated according to paragraph 1. The same applies when changes in the employment ratio of 40% or more are agreed, either in terms of increase or decrease.
The percentage of shift incentives is based on the following table.
Shift incentive is calculated based on the last three settlement periods. Settlement period refers to the settlement period of variable wages at the workplace. Shift incentive paid on April 1 is therefore based on the settlement period for payment in the payment of wages on February 1, March 1 and April 1, and shift incentive paid on May 1 is based on the pay periods for payment on March 1, April 1 and May 1.
Employees who work regular shift work shall be exempt from night shifts, if they so wish, once they have reached the age of 55. However, shift pay is only paid for hours worked that fall outside the daytime working period.
With regard to scope, rest periods, work breaks and more, reference is made to the agreement between ASÍ, BHM, BSRB and KÍ and the State Negotiating Committee, the City of Reykjavík and the Local Government Wage Committee, dated 23 January 1997 on certain aspects concerning the organisation of working hours, which is attached to this collective agreement as an attachment and is considered a part thereof. (Attachment XII)
In this connection, reference is also made to the guidelines of the Consultative Committee on the organization of working hours, dated 16 February 2001. This Consultative Committee is appointed in accordance with Article 14 of the aforementioned agreement and is also tasked with discussing disputes that may arise due to the issues discussed therein.
Daily rest period - About the organization of working hours.
Working hours shall be arranged so that in a 24-hour period, calculated from the planned/routine start of the employee's working day, the employee receives at least 11 hours of uninterrupted rest. Where applicable, the daily rest period shall extend from 23:00 to 06:00.
It is not permitted to organize work so that working hours in a 24-hour period exceed 13 hours.
Scheduled or routine start of the working day - explanation: If the planned start of the working day is, for example, 8:00, that time limit shall be used. If, on the other hand, an employee has fixed working hours that begin, for example, 20:00, the 24-hour period shall be used for that time limit. In shift work, it is normal to use the start of the working day as the marked working day on the shift schedule. If it is not a marked working day, for example, an extra shift during a shift break, the start shall be used for the time limit of the last marked working day.
An employee is entitled to a break of at least 15 minutes if their daily working hours exceed 6 hours. Coffee and meal breaks are considered breaks in this context.
Shift rotation. During organized shift rotation, employees' minimum continuous rest period may be shortened to up to 8 hours. This applies, for example, when an employee switches from a morning shift to a night shift according to the shift schedule.
This exemption from the 11-hour minimum rest period, however, does not apply when an employee completes overtime and transfers to a regular shift and vice versa.
Since this is a deviation from the principle of 11 hours of uninterrupted rest, the shift system must be organised in such a way that changes between different types of shifts occur as infrequently as possible during a shift cycle and, as a rule, this deviation does not occur more than once a week. Work must therefore be organised in the most equitable manner possible.
Special circumstances. In special circumstances, it is permitted to shorten the minimum continuous rest period to up to 8 hours and extend the work cycle to up to 16 hours, i.e. in the event of unforeseen events when valuables need to be saved. Furthermore, when the public interest so requires and/or essential health or safety services need to be maintained.
If the authorizations for deviations from the daily rest period according to this section are used, the employee shall receive corresponding rest instead. Immediately following such a work cycle, the employee shall be granted 11 hours of rest at the same rate of pay as he would otherwise have received.
Disruption of operations due to external circumstances. If operations are disrupted due to external circumstances, such as weather or other natural forces, accidents, power outages, breakdowns in machinery or other equipment, or other such unforeseen events, the provisions on minimum daily rest may be waived to the extent necessary to prevent significant damage until regular operations have been resumed. These are unforeseeable events. It is appropriate to call another employee to work to replace the employee who has not had the required rest, if possible.
Weekly rest day.
In each 7-day period, an employee shall be given at least one weekly rest day directly related to the daily rest period, assuming that the week begins on Monday. An employee shall thus be given 35 hours of uninterrupted rest once a week.
As far as possible, the weekly rest day shall be on Sunday and the employee shall be given a day off. However, an institution may, by agreement with its employees, postpone the weekly rest day where special reasons make such a deviation necessary, so that the weekly rest day shall be replaced by two consecutive rest days every two weeks.
If there is a special need to organize work so that the weekly rest day is postponed, the taking of rest days shall be arranged so that two rest days are taken together.
Exemption right
General conditions for the right to take time off. If the manager has assessed that it is urgent for an employee to report to work before the 11-hour minimum rest period has been reached, the right to take time off is created, 1½ hours (during daytime work) for each hour that the rest period is reduced. The accrual of the right to take time off is not limited to whole hours. An employee should not report back to work until after the 11-hour rest period has been completed unless he has been specifically asked to do so. If an employee nevertheless reports before he has reached the minimum rest period, he does not accrue the right to take time off.
Continuous rest interrupted by call-out – Time off entitlement based on longest break. If rest is interrupted once or more times within a 24-hour period based on the employee's planned/routine start of the working day, the amount missing from achieving 11 hours of rest, based on the longest break within a work cycle, shall be compensated for with time off entitlement, 1½ hours (daytime work) for each hour missing up to 11 hours of rest.
Working in excess of 16 hours. In the special exceptional cases where it is absolutely necessary for an employee to work more than 16 hours in one 24-hour period, i.e. out of every 24 hours from the planned/routine start of the employee's working day without achieving 8 hours of uninterrupted rest, the employee shall enjoy similar rights that apply to hospital employees in such circumstances.
Implementation according to the above provision: If an employee has worked a total of more than 16 hours in one 24-hour period, i.e. every 24 hours, based on the planned/routine start of the employee's working day, without achieving 8 hours of uninterrupted rest, the employee shall, without exception, receive 11 hours of uninterrupted rest after work, without deduction from the wages he would otherwise have received. The right to take time off, 1 ½ hours (daytime work), is accrued for each hour worked in excess of 16 hours.
Increased right to take time off due to continuous work exceeding 24 hours. In the special exceptional cases where it is imperative for an employee to work continuously for 24 hours in one day, the employee shall enjoy similar rights that apply to hospital employees in such circumstances.
Implementation according to the above provision: In the special exceptional cases where an employee works a full 24 hours continuously, the right to take time off shall be increased so that each full hour in excess of 24 provides a right to take time off that is 1.8% longer than the right to take time off that the previous hour provided.
Work before a rest day, cf. 2.6. If an employee, according to the decision of the supervisor, works so long before a rest day that 11 hours of rest cannot be achieved based on the usual start of the working day, or shifts (see explanatory box in article 2.6.2.2), the employee shall report correspondingly later at the start of the next regular working day, without deduction from the salary he would otherwise have received, otherwise the right to take time off will accrue, 1½ hours. during daytime work for each hour that the rest is reduced.
Information about time off entitlement. Accumulated time off entitlement shall be shown on a pay slip or in an attendance system and time off entitlement shall be granted in half or full days.
Time off. Time off shall be granted in consultation with the employee, provided that the accumulated time off entitlement is at least four hours and time off shall not be granted in shorter periods than that. Efforts shall be made to grant time off as soon as possible or on a regular basis to prevent time off from accumulating.
Payment of part of the time off entitlement. It is permissible to pay out ½ hour (during daytime work) of every 1½ hours that an employee has earned in time off entitlement, if he so requests.
Settlement upon termination of employment. Upon termination of employment, untaken leave entitlement shall be settled in the same manner as vacation. Leave entitlement does not expire.
Senior managers and others who decide their own working hours.
These parties cannot, by their very nature, acquire the right to take time off, cf. also the scope of the occupational safety and health provisions for them in European Union Directive No. 93/104/EC, Article 17, Section 1, Subsection a, and Article 1, Paragraph 4, of the aforementioned agreement between the social partners dated 23.01.1997.
3. Breaks from work, meals and cafeteria
3.1 Break from work
Employees are permitted to consume food and drink during their work when necessary for the job, and such breaks are part of active working hours.
It is permissible, by agreement between the management of an institution and a simple majority of the employees concerned, to determine daily breaks that are at the discretion of the employees. Their determined length extends the employees' daily presence correspondingly, as such breaks do not count as active working hours.
In institutions where breaks are determined by such an agreement and work is done during the break at the request of the supervisor, it is paid for with overtime pay.
Those individuals and/or work groups who, prior to the entry into force of this agreement, generally received regular payments pursuant to Art. 3.2. of the previous agreement, shall continue to receive comparable payments pursuant to Protocol 2
Employees who work at a fixed workplace shall have access to a canteen as far as possible. A canteen is considered to be a place in this case where hot and cold food, imported or cooked on site, can be served. The type of premises and facilities shall be in accordance with the requirements of the relevant health authorities. Employees shall pay the material cost of the food, but other operating costs shall be paid by the relevant institution.
In workplaces where there are no cafeterias, efforts should be made to ensure that employees have access to a nearby cafeteria run by the employer, or equipment should be provided to transport food to the workplace cafeteria, so that the transportation of food is free of charge for employees.
If food is purchased from a party other than that specified in Article 3.2.2, employees shall pay for comparable food an amount equivalent to the subsistence allowance pursuant to Article 3.2.4.
An employee who does not have access to a canteen but should have it according to Art. 3.2.1, shall be compensated with a meal allowance of ISK 883.82, provided that the employee's daily work obligation is 6 hours or longer.
The amount of child support changes every three months in accordance with the food item of the Consumer Price Index (01 Food and Beverages) with the May 2024 index as the base index (236.6 points) based on sub-indices from 2008.
3.3 Special provisions
Employees who are required to eat with household members or children and assist them in preparing meals shall be exempt from paying for those meals, provided they are not compensated for it in any other way, such as by shorter working hours or payment. Otherwise, employees shall pay the material cost of the food.
An employee who performs his/her work outside the city limits and does not benefit from meal facilities at a fixed workplace according to Article 3.2 shall provide meals at the employer's expense according to Article 5.1.1.
4. Vacation
4.1 Duration of leave
Vacation shall be 30 days (216 hours based on 36 active working hours per week) based on full-time employment. Vacation accrual shall be proportional to the employee's work rate and working hours.
4.2 Holiday pay and holiday allowance
An employee shall receive 13.04% holiday pay for overtime work according to this agreement. If an employee is paid hourly during daytime work, holiday pay will also be paid from daytime wages.
Instead of holiday pay being paid from shift work, employees must keep their average shift work during their holiday over the last 12 months. However, shift work is not paid during public holidays, even if it is taken directly following holiday work.
Holiday pay during the contract period will be as follows:
In the year 202458,000 kr.
In the year 202560,000 kr.
In the year 202662,000 kr.
In the year 202764,000 kr.
On June 1st of each year, an employee who is employed until April 30th of the previous year shall be paid a special lump sum, a holiday bonus, based on full-time work during the previous holiday year. Payment shall be made proportionally based on employment ratio and working hours. If an employee has left work during the holiday year due to age or after at least 3 months (13 weeks) of continuous work during the holiday year, he shall be paid a holiday bonus proportionally based on hours worked and working hours. The same applies if an employee was absent from work due to illness after the institution's payment obligation ends or due to maternity leave of up to 6 months. Holiday bonus is a fixed amount and is not subject to change according to other provisions of the agreement. Holiday bonus does not include holiday pay. Earned holiday bonus shall be settled in parallel with termination of employment.
A part-time employee receives full holiday pay if he works 1504 mandatory working hours during the above period, otherwise pro rata.
4.3 The holiday season
The vacation year is from May 1 to April 30.
4.4 Summer vacation period
The summer vacation period is from May 15 to September 30.
An employee is entitled to 20 days of vacation, of which 15 days are consecutive during the summer vacation period, and up to full vacation at the same time if necessary due to the organization's work.
4.5 Determination of leave
The supervisor decides, in consultation with the employees, when leave shall be granted. The supervisor is obliged to comply with the employees' requests regarding when leave shall be granted, provided that this is possible due to the activities of the institution. The supervisor shall investigate the employees' willingness to take leave. The decision on summer leave shall be made as soon as possible and no later than 31 March and notified to the employee in a verifiable manner, such as in the institution's time registration system, unless special reasons prevent it. Winter leave shall be decided at least one month in advance.
When planning leave for shift workers that is taken continuously, the aim should be that it begins and ends with a regular holiday, unless otherwise agreed. This does not apply to leave taken in parts.
If leave or part of the leave is taken outside the summer vacation period, at the written request of the supervisor, that part of the leave shall be extended by 25%.
4.6 Postponement of vacation
Transferring vacation between years is not permitted, cf. however, articles 4.6.2 and 4.6.3.
If an employee does not take leave or part of a leave, at the written request of the superior, the leave may be carried over to the next leave year, provided that the employee has not completed taking leave during the leave year. The same applies to an employee on maternity leave. In such cases, however, the accumulated leave may never exceed 60 days. If the employee does not use the accumulated leave days, they expire.
Information on the status of accrued and untaken leave shall be accessible to employees in the institution's time registration system.
If an employee becomes ill while on vacation, the time spent sick is not considered vacation, provided the employee proves with a medical certificate that he or she is unable to take vacation.
In the event of illness or accident during vacation, the supervisor must be notified immediately and in a verifiable manner.
In such cases, it is permitted to carry over unused leave to the following year, cf. Article 4.6.2
An employee who falls ill abroad must be prepared to prove their illness with a foreign medical certificate.
If an employee leaves another job without having taken any accrued vacation, they are entitled to unpaid vacation for up to 30 days
If an employee who had vacation time due on May 1, 2020, up to 60 days, has not used those days by April 30, 2023, the remaining days will be forfeited.
Employees who were entitled to winter holidays under an older collective agreement and choose to retain that right shall have the option to do so, and the older rules regarding that right shall apply in all respects.
4.7 Earned vacation entitlement
The deceased employee's accrued vacation entitlement shall be paid to the estate
5. Travel and accommodation
5.1 Travel expenses according to invoice
Expenses for domestic travel on behalf of the city shall be paid upon invoice, provided that sufficient original documentation is attached. The same applies if part of the working day is worked so far from the permanent workplace that the employee has to buy food outside the home or permanent workplace.
Employees shall receive advance payment of estimated travel expenses.
The settlement of travel expenses, including driving expenses, is subject to the same rules as the settlement of overtime.
5.2 Domestic daily allowance
Accommodation and food expenses shall be paid with a daily allowance, if agreed upon or if it is not possible to submit invoices.
Daily allowances for domestic travel shall follow the decisions of the State Travel Expenses Committee.
5.3 Payment method
The institution and employee shall decide in advance which method of payment of travel expenses shall be used in each case.
5.4 Travel to and from work
An employee shall report to work at a permanent place of employment (home base) on their own initiative and in their own time.
If an employee's working hours begin, or if he is called to work during a time when public transport is not running, he shall be provided with transportation or travel expenses shall be paid. The same applies to the end of working hours.
5.5 Use of an employee's private vehicle
If it is agreed that an institution has use of an employee's private vehicle, the use shall be paid for with a driving fee according to the driving logbook or driving agreement.
Travel expenses are subject to the decisions of the travel expenses committee, cf. the rules on travel agreements for employees of the City of Reykjavík.
5.6 Travel expenses abroad
Fares for travel abroad must be paid upon invoice, with tickets always attached.
5.7 Daily allowance when traveling abroad
Other travel expenses when traveling abroad are paid with daily allowances, which shall follow the decisions of the State Travel Expenses Committee.
Daily allowances for travel abroad must be used to pay for all normal travel expenses, other than airfare, such as travel to and from airports, food, housing, minor expenses, and any personal expenses.
5.8 Per diem for courses, etc.
Per diems for courses, training and supervisory work shall follow the decisions of the State Travel Expenses Committee.
6. Tools and protective clothing
6.1 Tools
An employee is not required to provide tools and work equipment unless specifically agreed.
Care must be taken to ensure that all tools and equipment are in good condition so that there is no risk of accident or that the safety of the employee is otherwise jeopardized.
Where uniforms are required or special protective clothing is necessary, such as shirts or work gowns, such clothing shall be provided to each employee, free of charge. The same applies to protective clothing for dirty work and work that involves unusual wear and tear.
Each employee shall be provided with the protective equipment required by safety regulations free of charge, as employees are obliged to use it.
The accompanying explanations are intended to provide guidance to managers in implementing Articles 6.2.1 and 6.2.2. They may apply to other jobs than those specified here.
a)
Employees working on construction sites, in gardening, street construction or garbage collection:
Coat, overalls, cold weather overalls, rain overalls, pants, fleece jacket and work gloves.
b)
Kindergarten employees:
Apron for crafting and painting, cold weather or double-layered apron and rain apron.
c)
School staff/after-school care workers and similar jobs in schools:
Where outdoor work is required, cold and rain gear should be worn. Protective clothing and gloves should be worn where employees are cleaning.
d)
Employees of cafeterias, nursing homes, serviced apartments and home care services:
- cafeteria workers, nursing homes: work gown, trousers and gloves
- serviced apartment and home care workers: work gown/shirt, apron, gloves and fleece jacket for outdoor work.
e)
Cleaning:
Protective clothing and gloves.
f)
Swimming pool staff:
Branded work clothes and shoes.
An employee shall always be neat and clean and wear undamaged clothing to reduce the risk of accidents in the workplace. Cleaning, laundering and repairs of clothing owned by the organization shall be provided as needed and at the organization's expense. An employee shall treat the clothing assigned to him/her carefully and conscientiously.
The parties agree that the following points shall be met when clothing is provided to each employee:
Clothing provided by the City of Reykjavík is the property of the city.
Workwear must be clearly marked.
Where possible, work clothing should be left at the workplace at the end of the working day.
When an employee leaves his job, he must return the last work, protective and uniform clothing he received.
Clothing shall be provided as needed and, if a dispute arises, it shall be discussed in the forum defined in Article 16.1.
6.3 Special provisions for employees working in specific housing facilities
In specific housing arrangements, where it is required, due to special treatment measures, that the employee uses his own clothing instead of uniform or work clothing according to Article 6.2.1, the employer is instead authorized to pay the employee a special clothing allowance totaling ISK 31.45 per hour of work. The amount changes on 1 February each year in accordance with the change in the clothing item of the consumer price index (031 Clothing). The index for January 2024 is the base index (159.6 points based on sub-indices from 2008).
7. Facilities and hygiene practices
7.1 Employee rights
All employees shall enjoy rights under applicable laws and regulations regarding working conditions, hygiene and safety in the workplace, provided that their work is not covered by other laws.
7.2 Workplaces
A workplace shall be designed in such a way that it ensures the utmost safety, good working conditions and hygiene in accordance with applicable laws and regulations.
7.3 Medicines and medical supplies
The most common medicines and medical supplies shall be available at the workplace for use in the first aid in the event of an accident. Medicines and medical supplies shall be in the custody and under the responsibility of the relevant supervisors and shop stewards.
7.4 Security issues
Workplaces shall have available for use tools, safety equipment and protective equipment that the Icelandic Occupational Safety and Health Administration deems necessary, including safety shoes that are for use only by the employee to whom they belong.
Employees who perform night surveillance alone (watchmen) shall be provided with safety equipment; emergency buttons, intercoms or telephones for their work, depending on the circumstances.
7.5 Use of safety equipment
An employee is obliged to use the safety equipment mentioned in regulations and collective agreements or that the institution's representatives have given instructions to use. The relevant superiors and shop stewards shall ensure that the equipment is used. If an employee does not use safety equipment, the provisions of Articles 9.8 and 9.9 shall apply
Violations of safety regulations that endanger the life and limb of employees shall be subject to dismissal without prior warning if the shop steward and the institution's representative agree to this.
If safety equipment as per sections 7.4.1 and 7.5.1 is not available at the workplace, any employee who is not provided with such equipment may refuse to work on the jobs that require such equipment. If there is no other job for the employee in question, he shall retain his full salary.
7.6 Special measures
It is necessary to avoid, as far as possible, that an employee is alone in work where the risk of accidents is high. This matter shall be negotiated in more detail where it is particularly relevant.
When working in winter under difficult conditions, efforts must be made to ensure the safety of the employee to the extent possible, including through the use of a telecommunications connection and/or supervision by the relevant supervisor or another employee.
When working with a chainsaw or brushcutter, at least two people must be at the workplace and within earshot of each other. When working continuously with these devices, employees must be given a 10-minute rest period for every hour worked. Lunch and coffee breaks are considered rest periods in this regard.
No employee under the age of 18 is permitted to work with a chain saw, brush saw, scroll saw or wood chipper. No person shall be assigned to work with these devices until he has received instruction and training in their use.
When heavy machinery is transported on a transport vehicle owned by an organization, the organization in question will strive to ensure that, for safety reasons, the operator of the heavy machinery is always present and accompanies the transport vehicle during transport.
The use of toxic chemicals, including for spraying vegetation and protecting fence posts from insects, shall only be carried out by employees who have received sufficient guidance and training.
7.7 Security guards, safety representatives and safety committees
Safety guards, safety representatives and safety committees shall be appointed in accordance with Chapter II of Act No. 46/1980 on facilities, hygiene and safety at work.
See the City of Reykjavík's information booklet Harassment and bullying, responses and preventive measures in the workplaces of the City of Reykjavík, published in 2005.
7.8 Obligation to report occupational accidents
If an accident or poisoning occurs at a workplace, the representative of the workplace in question must notify the police and the Icelandic Occupational Safety and Health Administration by telephone or by other means as soon as possible and no later than within 24 hours.
The employer must notify the Icelandic Health Insurance Company of accidents that occur at the workplace or on the direct route to and from work, using special forms available there. While an employee receives accident pay from the employer due to incapacity for work, the employer receives accident daily allowance from the Icelandic Health Insurance Company.
7.9 Medical examination
In workplaces where there is a particular risk of harm to the health of employees, the trade union may request a special medical examination. If a specially trained official physician of the Icelandic Occupational Safety and Health Administration deems such an examination necessary, it shall be carried out as soon as possible.
8. Insurance
8.1 Accident insurance
Employees shall be insured against accidents 24 hours a day against death or permanent disability. The insurance shall have different benefit amounts and insurance terms depending on whether the employee suffers an accident at work or outside of work. The terms of this insurance shall be subject to special rules for city employees, no. sl.1/90 and no. sl.-2/90, approved by the City Council on 5 June 1990.
Death benefit is:
If the deceased was unmarried and leaves no children under the age of 18 and has not provided for a parent or parents, 67 years of age or older:
due to an accident outside work 1,039,889 kr.
due to an accident at work1,039,889 kr.
The beneficiaries of these death benefits are the legal heirs.
If the deceased was unmarried but leaves behind a child(ren) under the age of 18 and/or has demonstrably provided for a parent or parents, 67 years of age or older:
due to an accident outside work3,185,420 kr.
due to an accident at work7,614,495 kr.
The beneficiaries of this death benefit are parents and children. If both parties receive benefits, 1/3 of the benefit goes to the parents, while 2/3 of the benefit is divided equally between the children.
If the deceased was married or in a cohabitation that can otherwise be equated to marriage and which lasted for at least 2 consecutive years before his death, benefits to the spouse or cohabitant shall be:
due to an accident outside work4,357,604 kr.
due to an accident at work12,426,472 kr.
The beneficiary of this death benefit is the relevant spouse or cohabiting partner.
If the deceased leaves behind a child under the age of 18, to each child:
due to an accident outside work 1,039,889 kr.
due to an accident at work2,485,009 kr.
If the deceased's child, aged 18-25, was studying at a secondary school or university level for at least six months in the year in which the insured person dies, he or she has the same right to benefits.
The beneficiaries of this death benefit are the children concerned. The benefit is paid to the guardian of the child who is financially incapable.
Children in points 2 and 4 refer to biological children, adopted children, stepchildren, children of cohabiting partners and foster children for whom the deceased was obliged to support, cf. Article 53 of the Children's Act No. 76/2003.
Benefits are only paid according to one of items 1, 2 or 3. In addition to benefits according to items 2 and 3, benefits according to item 4 may be paid.
8.2 The insurance amounts for permanent disability are:
due to an accident outside work8,376,524 kr.
due to an accident at work22,099,768 kr.
Benefits are paid in proportion to the insurance amounts, however, so that each degree of disability from 26-50% is doubled and each degree of disability from 51-100% is tripled.
8.3 Review of the insurance amount
The above insurance amounts are based on the consumer price index in May 2019, 468 points.
8.4 Damage to personal belongings
If an employee verifiably suffers damage to commonly necessary clothing and items of work, such as watches and glasses, etc., this shall be compensated according to the assessment. Such damage shall only be compensated if it occurs due to accidents at the workplace. Such damage shall not be compensated if it occurs due to the negligence or carelessness of the employee.
If an employee suffers property damage caused by a fire at his workplace, it shall be compensated according to the assessment, provided that the damage involves common clothing and items that are commonly kept at the person's workplace.
An employee's failure to use appropriate protective and safety equipment may result in loss of compensation for damage to his personal belongings pursuant to Articles 8.4.1 and 8.4.2.
8.5 Claim for damages
An employee who, in the course of his or her work, cares for an individual who, to a limited extent or even not at all, can bear responsibility for his or her actions, shall direct his or her claim for compensation for bodily injury or property damage to the employer. The general rules of tort law shall apply to the assessment and settlement of the claim.
9. Rights and obligations
9.1 Job advertisement
It is the duty of institutions and companies in the City of Reykjavík to advertise all vacant positions for application on a public platform. This shall be done with 14 days' notice as a rule. However, it is not mandatory to advertise replacement positions due to maternity leave or illness or positions where the employment is to last 12 months or less, part-time jobs, trainee jobs or jobs for teenagers in vocational schools. If the city authorities consider that a position should be filled with promotion within the profession or from similar professions, the position shall be advertised on that platform only.
A job advertisement must specify at a minimum:
Job title, type of job or, where applicable, a brief job description.
Employment rate if not full-time employment.
Requirements made of an employee.
Employment conditions offered, such as with the words "in accordance with the relevant collective agreement for public employees".
Who provides more detailed information about the job?.
Each application should be received.
When should an employee start work?.
Whether the application should be on a special form and if so, where can it be obtained?.
Requirements for documents - if any - that should accompany an application.
Application deadline.
9.2 Recruitment of employees
Employment shall be based on the ability of the person concerned to perform the job well and the most qualified person shall take precedence. Employees of the City of Reykjavík shall generally be employed for an indefinite period with a mutual notice period. The probationary period is three months. However, in exceptional cases, it is permitted to negotiate in an employment contract a probationary period of up to 5 months.
It is permissible to employ an employee for a temporary period and it may be stated in an employment contract that such an agreement may be terminated by either party before the employment automatically expires at the end of the contract period. However, a temporary employment contract shall never last for more than 2 years continuously. If an institution or company wishes to employ an employee for a longer period, this shall be done with an indefinite employment contract.
A new employment contract is considered to replace another contract if it is extended or if a new temporary employment contract is concluded between the same parties within three weeks of the end of the validity period of the older contract. The consultation committee, cf. Art. 9.11, may decide on another arrangement for the extension or renewal of temporary employment, taking into account the needs of the employees and the employer. That agreement shall then apply to the extension or renewal of the temporary employment of the employees to whom it applies.
An employee who is employed by the City of Reykjavík may simultaneously take up another position at the City of Reykjavík, with the permission of his superior, cf. Art. 9.7.1. He is obliged to inform the person who makes the decision on employment in the second position of the position he already holds. If a new employment contract implies that the employee's weekly work obligation will exceed 40 hours, the second employer is obliged to pay for that overtime.
If required, an employee hired to work in a cafeteria is required to provide proof, through a medical certificate, that he is not suffering from any contagious diseases.
9.3 Employment contracts
A written employment contract shall be concluded with the employee at the commencement of employment. The employment contract shall state the information that is required to be provided, cf. “Agreement on the employer’s obligation to conclude written employment contracts or written confirmation of employment with employees” between the parties.
The City of Reykjavík reserves the right to use its authority to confirm the employment of an employee with a letter of employment in group recruitment, for example for summer work for schoolchildren.
9.4 Prepaid wages
An employee who is hired on a permanent basis and has worked continuously for one year can request one month's advance payment of wages.
9.5 Working hours
The supervisor determines the working hours of the employees who work for him, but he must do so with due regard to the provisions of law, employment contracts and collective agreements, and with regard to the personnel policy of the City of Reykjavík. The employment contract shall specify the working hours arrangement according to which the employee will work.
Employees are required to work overtime as deemed necessary by their superiors. However, no employee, except those performing security duties, is required to work more overtime each week than one-fifth of the agreed weekly working hours. Overtime shall be determined in consultation with the employee, as appropriate.
An employee has the right to flexible working hours as far as possible, provided that this does not affect the service of the institution or company to the public or its operations in any other respect. If a superior rejects an employee's request, the decision may be referred to the Mayor.
The head of an institution or company shall strive to accommodate the wishes of an employee who wishes to reduce their workload for family reasons.
If work at a workshop is cancelled due to weather or other causes for which employees are not at fault, they must be paid for regular fixed working hours.
9.6 Changes in jobs
An employee is obliged to comply with the expansion or change of his or her scope of work, provided that this is necessary due to organizational changes in the relevant profession or for other reasons.
Furthermore, he is obliged to accept another comparable position, provided that his fixed salary and working conditions are not impaired by the change.
If an employee who has been hired for a specific job is transferred to a new job that is classified in a lower salary bracket than the one for which he was hired, he shall retain his previous salary as stipulated in his notice period, unless he has been notified of the transfer in advance.
It is mandatory to inform the employee in advance if a job transfer results in a salary reduction after the notice period has expired.
9.7 Other employee duties
Before an employee intends to start a business, join the board of a business enterprise or accept a job in the service of another party for a permanent salary in parallel with his/her job, he/she must inform the director of the institution or enterprise for which he/she works, before this can happen. The employee must be informed within two weeks if the aforementioned activity is considered incompatible with his/her position and he/she is prohibited from engaging in it. Such a decision may be referred to the mayor.
It is appropriate to prohibit an employee from engaging in such activities, as stated in Article 9.7.1, if it is later revealed that they may not be compatible with his work in the service of the city.
9.8 Reminder
If an employee has shown tardiness or other negligence in his work, disobeyed a lawful order or prohibition of his superior, lacked knowledge or inefficiency in his work, has not achieved satisfactory results in his work, has been intoxicated at work, or his conduct or actions in doing so are otherwise considered indecent, unsuitable or incompatible with the job, the director of an institution or company shall give him a written reprimand.
The supervisor shall give the employee the opportunity to comment on the alleged misconduct before a decision is made to reprimand. The employee has the right to comment on the grounds for the reprimand in the presence of a shop steward. The supervisor shall inform the employee of this right.
A warning shall be in writing. The warning shall state the reason for the warning and the consequence that if the employee does not improve his/her situation, he/she will be dismissed. The employee shall be given time and opportunity to improve his/her situation before dismissal is taken.
It is not mandatory to give an employee a warning and an opportunity to express their views on the reasons for the dismissal before it takes effect, if the reason for the dismissal is not attributable to the employee himself, such as due to rationalization in the operations of an institution or company. However, it is not mandatory to give a warning if the dismissal can be attributed to the reasons set out in Articles 9.9.5 - 9.9.7.
9.9 Termination
Termination shall be in writing and shall take effect at the end of the month. If the employee so requests, written justification for the decision to terminate shall be provided. An employee may not be dismissed without just cause. The decision may be appealed to a higher administrative authority, and the mayor is the highest administrative authority.
When an employee is employed for an indefinite period, the notice period shall be three months after the end of the probationary period, unless a longer notice period is specifically agreed. The mutual notice period during the probationary period shall be one month. The same rules on notice periods apply to temporary employment.
If an employee is dismissed after at least 10 years of continuous employment with an institution or company in the City of Reykjavík, the notice period is 4 months if the employee has reached the age of 55, 5 months if he has reached the age of 60, and 6 months when he has reached the age of 63. However, an employee may terminate his employment with three months' notice.
Notice period for temporary workers.
The mutual notice period for temporary employees during the first 3 months of employment shall be one week based on weekly rotation. Weekly rotation is based on Friday. After three months of continuous employment, the mutual notice period shall be one month.
An employee shall be dismissed from his/her job without notice if he/she has been deprived of the right to perform that job by a final judgment. If an employee has been deprived of that right by a district court judgment, the mayor shall then decide whether the provision of the judgment shall be implemented immediately or postponed until it is decided whether he/she should appeal to a higher court or until a higher court decision is obtained, provided that the judgment does not contain provisions on this matter.
An employee shall also be dismissed from his/her job without notice if he/she has confessed to having been guilty of criminal conduct, which may be expected to result in the deprivation of rights pursuant to Article 68 of the General Penal Code.
An employee shall be dismissed without notice if he is found to have committed a serious breach of duty, provided that his presence in the workplace causes continued harm to the business, other employees or customers. The employee's union representative shall be given the opportunity to familiarize himself with such matters before a decision is made.
9.10 Retirement
An employee of an institution or company of the City of Reykjavík shall resign no later than the end of the month following his or her reaching the age of 70 without special notice.
A supervisor is authorized to re-employ a person who has reached the age of 70 and has left a permanent position with an institution or company of the City of Reykjavík according to 9.10.1 to another or the same position on a part-time basis, up to half-time, without this affecting his right to receive a pension.
An employee who wishes to be employed after the age of 70 according to these terms and conditions shall apply in writing to the head of the relevant institution with 3 months' notice. The employee shall have received a response within one month of the application. If it is possible to comply with the employee's request, the employment shall be valid for up to two years until the first of the month after the age of 72 is reached, unless either party terminates the employment with three months' notice.
A decision on employment pursuant to 9.10.2 shall be made by the Mayor after receiving the opinion of the head of the relevant institution.
The director, in consultation with the department manager, may conclude a severance agreement with employees of an institution. The City of Reykjavík shall establish further rules on the circumstances under which a director may conclude a severance agreement and the main elements of such an agreement.
9.11 Consultative Committee
A consultation committee shall be established in accordance with this agreement. It shall be composed of representatives of ASÍ members, BSRB and the Icelandic Association of University Students on the one hand and representatives of the City of Reykjavík on the other, three nominated by each party and three alternates. When a matter is under discussion that concerns members of a particular association, a representative of the association may be called to a meeting of the consultation committee. The consultation committee shall discuss the interpretation and implementation of individual provisions of this agreement.
9.12 Special provisions
For those employees who were formally employed permanently within the meaning of the City of Reykjavík's regulation on the rights and obligations of employees of the City of Reykjavík before May 1, 1978, the substantive provisions of Chapter 3 of the regulation on the rights and obligations of employees of the City of Reykjavík as they stood before the entry into force of this agreement shall apply to termination of employment, as applicable.
10. Employees' rights during maternity leave
10.1 Scope
This section applies to a parent who is employed at least 25% of the time and has worked for 6 consecutive months prior to the birth of their child for the relevant employer and has valid employment at the start of the leave.
10.2 Legal status of employees on maternity leave
The accumulation and protection of rights during maternity leave is governed by Article 14 of the Maternity and Parental Leave Act, No. 95/2000, with the additions listed below.
An employee who has taken maternity leave is considered, according to the above, to be released from work obligations during his or her maternity leave, cf. Article 29 of the aforementioned Act.
An employee of an employer who is on maternity leave is entitled to holiday pay, December and holiday pay. The employee remains in the pension fund(s) to which he or she has belonged as an employee of the employer.
Payment for maternity leave is otherwise subject to the Maternity and Parental Leave Act.
11. Employee rights due to illness and accidents
11.1 Notifications, certificates and costs incurred
If an employee becomes unable to work due to illness or accident, he or she shall immediately notify his or her superior, who shall decide whether a medical certificate shall be required and whether it shall be from the institution's medical officer. A medical certificate may be required from an employee for incapacity for work whenever the institution's director/supervisor deems it necessary.
If an employee is absent from work due to illness or accident for more than 5 consecutive working days, he must prove his incapacity for work with a medical certificate. In the case of repeated absences of an employee, he must prove his incapacity for work with a medical certificate, after further determination by the manager/supervisor.
If an employee is unable to work due to illness or accident for a long period of time, he or she must renew his or her medical certificate at the discretion of the manager/supervisor, but not less frequently than monthly. However, an exemption from this may be granted at the recommendation of a medical officer if he or she believes that a longer period of sick leave will be required.
An employee who is unable to work due to illness or accident is required to undergo any normal and approved medical examination that a medical officer may deem necessary in order to determine whether the absence is legitimate, provided that the costs of the doctor's appointment and necessary medical examinations are paid by the employer.
The employee shall be reimbursed for the fee for medical certificates required under Articles 11.1.1–11.1.3. The same applies to an interview with a doctor to obtain a certificate.
The employer pays the employee the expenses that the employee has incurred as a result of an accident at work and that are not covered by social security accident insurance, according to Article 10 of Act No. 45/2015 on social security accident insurance.
11.2 Right to pay due to illness and accidents
An employee who is employed on a monthly salary according to Article 1.1.1 of the collective agreement for at least 2 months shall retain his salary according to Articles 11.2.6 and 11.2.7 as long as his sick days, counted in calendar days, do not exceed the following in any 12 months:
Working hoursNumber of days
0- 3 months on the job14 days
Next 3 months at work35 days
After 6 months on the job119 days
After 1 year on the job133 days
After 7 years of employment175 days
In addition to the above-mentioned right, there is also the right to monthly wages according to Article 1.1.1 of the collective agreement for 13 weeks or 91 days if the incapacity for work is due to an accident at work or an occupational disease. This wage is not supplemented by payments according to Articles 11.2.6–11.2.7.
Working hoursNumber of days
After 12 years on the job273 days
After 18 years in the job360 days
However, wages are not paid for longer than the intended duration of the employment, except in the case of an occupational accident, in which case the employee continues to receive payments until he is deemed fit to work or he exhausts his right to wages, whichever comes first.
An employee who is employed on a part-time basis, cf. however, Article 11.2.3, or who is employed for less than 2 months, shall retain his salary according to Articles 11.2.6 and 11.2.7 as long as his sick days, counted in calendar days, do not exceed the following in any 12 months:
During the first month of employment 2 days
In the 2nd month of employment 4 days
In the 3rd month of employment 6 days
After 3 months on the job14 days
After 6 months on the job30 days
In addition to the above entitlement, there is also the right to daily wages for 13 weeks or 91 days if the incapacity for work is due to an accident at work or an occupational disease. This wage is not supplemented by payments according to Articles 11.2.6 and 11.2.7.
However, wages are not paid for longer than the intended duration of the employment, except in the case of an occupational accident, in which case the employee continues to receive payments until he is deemed fit to work or he exhausts his right to wages, whichever comes first.
The right of retirees in part-time or other types of work to wages due to incapacity for work due to illness or accident shall be 1 month in every 12 months. Wages during illness shall be based on the average daily wage for the last 3 months before the illness.
However, wages are not paid for longer than the duration of the employment.
An employee who performs his/her work duties irregularly or in a manner other than that of a day worker in regular work shall be considered to have been absent for one week when he/she has been unable to work due to illness or accident equal to his/her weekly work duties and proportionally in the case of shorter or longer absence due to incapacity.
When assessing an employee's entitlement to accrued benefits under Article 11.2.1, in addition to years of service with the relevant employer, years of service with state institutions, municipalities and non-profit institutions that are funded for the most part by public funds shall also be taken into account. During the first 3 months of continuous employment, however, previous years of service under this Article shall not be assessed unless the employee in question has had continuous years of service with the aforementioned employers for 12 months or more.
During the first week of absence due to illness or accident or the time corresponding to one week of the employee's work obligation, in addition to the monthly salary according to Article 1.1.1 of the collective agreement, fixed payments such as for overtime, shift incentives, shift, on-call and inconvenience surcharges and payments for gaps in working hours are paid, provided that this involves pre-determined working hours according to regular shifts or the employee's regular work that has lasted for 12 calendar months or longer or is intended to last at least that long.
After the first week of absence due to illness or accident or the time corresponding to one week of an employee's work obligation, he shall, in addition to the wages paid pursuant to Article 11.2.6, be paid the average of the overtime hours and adjustment fees pursuant to Article 2.5.2. that he was paid during the last 12 monthly overtime settlement periods or the last 12 complete calendar months. When calculating overtime hours pursuant to this Article, the overtime hours that have been paid pursuant to Article 11.2.6 shall not be included.
An employee of a school or other institution where normal operations are suspended for part of the year shall, instead of this rule, only receive paid overtime other than that specified in Article 11.2.6 during the months in which normal operations are carried out, and the number of overtime hours shall be determined by finding the monthly average of the incidental overtime hours that he received paid for during the last 9 full months of operation of the institution or the corresponding period if the number of operating months is fewer or more.
If an employee is absent due to vacation during a reference period according to Article 11.2.7, he shall be considered to have the same average overtime during the vacation days as during the other part of the period.
If an employee becomes incapacitated due to an accident at work or on the normal way to or from work, wages will be paid according to Article 11.2.7 from the beginning of the absence.
If an employee, on medical advice and with the permission of the manager, works reduced hours due to an accident or illness, the payment of sick pay for daytime work shall be based on the working hours required to perform full-time work.
11.3 Certificate of Competence
An employee who has been unable to work due to illness or accident for 1 month or more continuously may not resume work unless a doctor certifies that his health permits him to do so. A certificate from the confidential physician of the relevant institution may be required.
11.4 Dismissal from employment due to repeated or prolonged incapacity for work due to illness or accident
If an employee is unable to work due to illness or accident for several months each year for a period of five years and it is not clearly certified in accordance with the provisions of Article 11.3.1 that he has received health benefits that can be expected to be permanent, he may be dismissed from his job due to ill health.
When an employee has been continuously absent from work due to illness or accident without pay for a period equal to the period for which he was entitled to retain his salary during his absence according to Article 11.2.1, he may be dismissed from his job due to ill health.
The above provisions on sick and accident absences shall not prevent an employee from resigning at his/her request if, according to a medical certificate, he/she has become permanently unable to perform his/her duties due to ill health. A certificate from the institution's medical officer may be required.
11.5 Severance pay and wages to the spouse of a deceased employee
When an employee is dismissed from employment according to Articles 11.4.1-11.4.3, he shall retain his fixed salary according to Article 11.2.6 for 3 months.
The same applies to payments for a deceased employee if the deceased was married, in a registered partnership, in a registered partnership or in a partnership that can otherwise be equated to marriage within the meaning of Article 49 of the Social Security Act No. 100/2007.
When an employee is granted a release pursuant to Articles 11.4.1-11.4.3 or dies, his salary shall be paid, as otherwise would have been the case, until the end of the month of release or death before salary pursuant to Articles 11.5.1 and 11.5.2 is taken into consideration. However, this does not apply if salary payments have previously ended, for example because the right to sick pay pursuant to Articles 11.2.1-11.2.11 was exhausted.
11.6 Registration of sick days
A record of an employee's sick days shall be kept at each institution. If an employee transfers between jobs, his sick days in both jobs shall be added together as appropriate.
11.7 Illness and accident-related absences during maternity leave
An employee's sick leave during maternity leave does not count as sick leave and the employee is not entitled to wages in cases of illness or accident during that time.
11.8 Illness of children under 13 years of age
The other parent/guardian of a child has the right to be absent from work for a total of 12 working days (86.4 working hours based on full-time work) per calendar year due to the illness of their children under the age of 13, provided that other care is not possible. During these absences, the employee shall be paid daily wages and shift allowance according to the regular shift schedule. This right does not affect the employee's rights under other articles.
11.9 Maternity care and assisted reproduction
Pregnant women have the right to necessary absences from work for antenatal check-ups without deduction of wages, if such check-ups need to take place during working hours.
Employees who need to be absent due to artificial insemination retain the right to be paid their daily wages and, where applicable, shift allowance according to the regular shift schedule (such as due to a child's illness) for up to 15 working days. The employee must submit a certificate from the relevant doctor.
11.10 About the Family and Support Fund
The Family and Support Fund has the role of:
To receive employer contributions and accrue interest on them,
To accept applications for payments to members,
-To make decisions on further allocation of the fund's funds according to a further decision by the fund board.
Family and support fund accounts
The fund's accounts shall be audited annually by a certified public accountant and sent to employers who pay into the fund.
Employer contributions to the Family and Support Fund
The employer's contribution shall, from 1 January 2009, amount to 0.75% of the total salary of the employees of the employer concerned who are covered by this agreement. The contribution shall be paid monthly in arrears according to the employer's calculation.
Repeal of previous rules
Criteria for rights under older contractual provisions (eg sickness benefits and health insurance) that relate to the same rights as those described above are deleted.
VIRK- Vocational Rehabilitation Fund
The City of Reykjavík pays a special fee to the VIRK-Workplace Rehabilitation Fund. The role of the VIRK-Workplace Rehabilitation Fund is to systematically reduce the likelihood of employees leaving the labor market due to long-term illness or accidents. Emphasis is placed on addressing issues early and maintaining individuals' working relationships through activities and other resources. Individuals who are unable to perform their jobs due to ill health and who aim for increased participation in the labor market are entitled to the services of a VIRK-Workplace Rehabilitation Fund counselor. This involves counseling and services in the field of vocational rehabilitation that are free of charge to employees and are based on the assessed needs of each individual.
12. Educational issues
12.1 Plans for professional development and continuing education of employees
Employees shall have access to education and continuing education to increase their knowledge and professional skills. Each institution is expected to present a career development plan for all employees in its human resources work plan to ensure proper career development and continuing education of employees in accordance with the City of Reykjavík's human resources policy.
The Vocational Education and Career Development Fund is intended to finance the professional development and lifelong learning of employees, see Appendix VIII. Institutions, unions and employees can apply for funding from the fund. The Fund Board sets further rules for allocation.
The City of Reykjavík pays a special fee to the members' vocational education and career development fund, which amounts to 0.70% of total salary.
12.2 Unpaid leave
An employee may apply for unpaid leave. Unpaid leave is governed by the City of Reykjavík rules, approved by the City Council on October 17, 2000.
12.3 Paid study leave
An employee who has worked for four years at the City of Reykjavík is entitled to a permit to pursue further education/postgraduate studies, provided that it is in accordance with the City of Reykjavík's or the employee's further education/career development plan, if one exists.
An employee earns two weeks of leave each year. However, the accumulated entitlement can never exceed 6 months and is not paid out upon termination of employment.
During the study leave, the employee shall retain regular wages, cf. the definition in Article 11.2.6.
Shorter or longer study permits may be granted for shorter or longer periods of time. Travel and accommodation expenses may be paid in accordance with Chapter 5.
A workplace may limit the number of people who exercise this right to 10% per year, either based on the number of weeks or the number of employees who exercise the leave, if attendance becomes so high that it causes operational difficulties at the workplace in question.
13. Replacements
13.1 Substitutes
The parties agree that, as a rule, an employee does not need to be specifically assigned to perform the duties of a supervisor unless the supervisor's absence lasts longer than 5 consecutive working days.
13.2 Paid substitute work
If the employee's main job is paid as a substitute for a supervisor, the employee is entitled to pay according to the supervisor's category if he performs the duties of the supervisor for more than 4 consecutive weeks or if he performs the duties of a supervisor for more than 6 weeks in any 12-month period. Pay according to the supervisor's category is only paid from the end of the aforementioned 4 or 6 weeks.
13.3 Other substitutes
An employee who is not in the position of deputy supervisor, but is assigned to perform the duties of a supervisor in his absence or the duties of another higher-paid employee, shall receive a salary according to the absent employee's salary grade for the time he performs his duties.
14. Premium payments and payslip
14.1 Pension fund payments
An employee, aged 16 to 70, must pay 4% of their total salary into the Gildi pension fund.
The employer's matching contribution shall be 11.5%
A special pension supplement shall be paid according to the agreement on amendments to clause 14.1.2 dated 21 Sept. 2017.
In cases where an employee makes an additional contribution to a private pension fund, the employer makes a matching contribution of up to 2% against the employee's 2% contribution.
14.2 Payments to the Family and Support Fund
The employer pays 0.75% of the employee's total salary into a family and support fund, among other things to cover sickness and medical expenses, cf. 11.10.3.
14.3 Active Vocational Rehabilitation Fund
The employer's contribution to the Virk-Staffsendurfingarsjóður shall be in accordance with Act No. 60/2012.
14.4 Payments to the holiday home fund
The City of Reykjavík shall pay a special fee of 0.3% of the employee's total salary to the union's vacation home fund. The role of the vacation home fund is to promote the construction of vacation homes and make it easier for members to enjoy their vacations.
14.5 Payments to the Vocational Education and Career Development Fund
The City of Reykjavík pays a special fee to the union's vocational education and career development fund, amounting to 0.7% of total wages.
14.6 Return of premiums
Contributions to the pension fund, family and support fund, vacation home fund, and vocational education and career development fund must be returned monthly.
Premiums are not paid for out-of-pocket expenses, such as tool money, work clothes, or payments of daily allowances and travel expenses.
14.7 Membership fees
The City of Reykjavík undertakes to withhold union dues from the employee's salary and to submit a monthly report to the union. The union dues collected shall be a percentage of the employee's total salary. Changes to the percentage of union dues shall be notified to the City of Reykjavík in writing at least four weeks before they become effective in the payroll system. Changes are based on the end of the month.
14.8 Payslip
When paying wages to an employee, he is entitled to receive a pay slip marked with his name. The employee's pay slip shall state the employee's salary plus individual wages, shift allowance, number of overtime hours, overtime pay and total pay for the period to which the payment relates, as well as a breakdown of all deductions that lead to the amount of wages paid. The pay slip shall also state the right to take time off that the employee has acquired as a result of the "Agreement on certain aspects concerning the organization of working hours."
It is assumed that salary payments will be deposited into the employee's bank account on the first working day of each month.
14.9 Reykjavík City Contractor's Return of Premiums and Membership Dues
The City of Reykjavík will notify Efling – Þettarfélag in writing of the contractors with whom a work contract has been concluded, where they will work and the estimated completion date of the work. If requested by Efling – Þettarfélag, representatives of the City of Reykjavík will participate in discussions on how to ensure the payment of contributions and membership fees for the employees of the contractors with whom a work contract has been concluded. If the contractor fails to pay the contributions or membership fees of those working on the project despite the company’s repeated collection attempts, the City of Reykjavík will, after prior warning to the contractor, apply the provisions of Article 32.5 ÍST 30, if requested by the company and there is a risk that the work will be delayed due to the defaults. Work contracts only refer to contracts for practical projects where members work for the contractor in question.
15. Shop stewards and workplace meetings
15.1 Election of trustees
Employees are permitted to elect 1 shop steward at each workplace with 5-50 employees and 2 shop stewards if there are more than 50 employees. After the election, Efling Trade Union nominates the shop stewards. If an election is not possible, shop stewards shall be nominated by the company.
If there are 4 or more shop stewards at a particular organization, Efling - stéttarfélag shall select one of them as the company's main spokesperson towards the organization. In the case of important decisions, such as decisions on dismissals of a group of employees and decisions on the arrangement of competency-based and performance-based pay, this shop steward of Efling - stéttarfélag shall be informed of the matter separately.
Trustees shall not be elected or nominated for a term longer than two years at a time.
Chief shop steward of Efling – trade union
Due to the unique status of workplaces at the City of Reykjavík, Efling union is authorized to select a chief shop steward from among employees to monitor their affairs at the City of Reykjavík, including agreements on bonus systems.
Dismissals and major changes in employment must be reported to the chief shop steward and the union.
15.2 The duties of trustees
Shop stewards at a workplace shall, in consultation with superiors, be permitted to devote, as necessary, time to tasks that may be assigned to them by employees at the workplace in question and/or Efling trade union due to their work as shop stewards, and their salaries shall not be reduced as a result.
15.3 Data to which trustees have access
In connection with a matter of dispute, shop stewards shall be permitted to review documents and work reports relating to the matter of dispute. Such information shall be treated as confidential.
15.4 Facilities for shop stewards
Shop stewards at the workplace shall have access to a locked storage room and access to a telephone in consultation with superiors.
15.5 Complaints from shop stewards
Shop stewards shall raise employee complaints with the immediate superior or another representative of the institution before contacting other parties.
15.6 Workplace meetings
Shop stewards at each institution shall be authorized to call a meeting with employees twice a year during working hours at the workplace. The meetings shall begin one hour before the end of the day's working hours, as far as possible. The meetings shall be called in consultation with Efling union and representatives of the institution with three days' notice unless the subject of the meeting is very urgent and directly related to problems at the workplace. In such cases, one day's notice shall be sufficient. The employees' wages shall not be reduced for this reason during the first hour of the meeting.
15.7 Congress
Shop stewards shall be permitted to attend a meeting of Efling trade union for up to 3 working days once a year without reduction in regular wages. Such absences shall be notified to the supervisor at least one week in advance.
15.8 Collective bargaining work
Those members elected to Efling union's bargaining committee shall be granted permission to perform that task without reduction in regular wages. Such absences shall be reported to the supervisor with reasonable notice.
15.9 Protection of shop stewards at work
Shop stewards shall not in any way require the superiors of an institution to submit complaints on behalf of employees.
It is not permitted to dismiss shop stewards because of their work as shop stewards or to make them pay in any other way for having been assigned by Efling - söttarfélag to perform shop steward duties on its behalf.
15.10 Shop steward course
Shop stewards in the workplace shall be given the opportunity to attend courses aimed at making them more competent in their work. Those who attend the courses shall retain their regular salary for up to one week per year. In institutions with more than 15 members, shop stewards shall retain their regular salary for up to two weeks in the first year. This applies to one shop steward per year in each institution if there are 5-50 members in employment, and to two shop stewards if there are more than 50 members. The courses shall be recognized by the contracting parties.
If a shop steward course is organized so that the shop steward's absence from work does not exceed one day per week, shop stewards retain their regular salary for up to ten working days per year.
If a shop steward attends a full-day course, he or she will not be required to do work that day.
16. Cooperation Committee and Performance Evaluation Committee
16.1 Cooperation Committee
The contracting parties shall each appoint 3 representatives and 3 alternates to the collaboration committee.
The main role of the collaboration committee is to reach agreements in disputes that may arise from this agreement. The statutory role of the collaboration committee is to discuss the ranking of new jobs in the union's bargaining area. The committee may discuss any issues regarding the content of the collective agreement that either party to the agreement chooses to raise in the committee.
Either party may refer matters to the committee and call it to action. A report shall be addressed to the other party in writing. The other party shall attend a meeting of the collaboration committee as soon as possible, but no later than four weeks after the report is received. The collaboration committee shall respond to reports within 5 weeks of their first formal presentation at a meeting of the committee. If the collaboration committee agrees on changes to the ranking or other matters referred to it, that change shall apply from the beginning of the following month after the report, together with the necessary case documents, was submitted to the committee, unless otherwise specifically agreed.
16.2 Performance appraisal committee
The performance evaluation committee is composed of three representatives of the unions that have agreed on the SAMSTARF performance evaluation system, namely the Sameykis public service union, Efling union and representatives of the relevant university unions, and three representatives of the City of Reykjavík.
The role of the Job Evaluation Committee is to adjust the job evaluation system, oversee its implementation, and discuss any disputes that may arise. The Job Evaluation Committee discusses the evaluation of new jobs, re-evaluation of jobs, and appeals against previous rankings according to rules it sets on the basis of COOPERATION.
If an employee and a department manager believe that the performance evaluation committee's procedures were not in accordance with the committee's rules or that the data on which the committee relied was incorrect, they may submit a reasoned request for the collaboration committee to consider the matter.
17. Contractual conditions and validity period
17.1 Contractual conditions
This collective agreement follows the collective agreements in the general labor market in March 2024. In the event that the wage and conditions committee of ASÍ and SA decides on wage or conditions changes due to a failure to meet the conditions, the parties shall enter into negotiations on how such changes shall apply to this agreement. Such changes shall result in wage changes comparable to those in the general labor market, provided that they do not involve changes to terms already contained in the parties' collective agreement.
In the event that collective agreements in the general market are terminated on the basis of their preconditions during the validity period of this agreement, either party may terminate this agreement with three months' notice, based on the end of the month.
17.2 Validity period
This agreement is valid from November 1, 2024 until March 31, 2028 and will then expire without further notice.
The parties shall submit this agreement for approval, together with the minutes and supporting documents. If the other party has not received notification of the outcome by 16:00 on July 10, 2024, it shall be deemed approved.
Reykjavik June 20, 2024
on behalf of the City of Reykjavík, on behalf of Efling trade union
subject to approval by the city council subject to approval by the members
18. Reservations
Protocol 1
Because of the back-up
The parties agree to appoint a working group to review the arrangements for standby duty and related calls. The group shall include representatives of public employers and public employee unions, as well as representatives of trade unions that may be relevant to the matter.
The working group will map the extent of on-call duty, examine the frequency and types of calls, and work to improve on-call duty statistics. The work will include examining how on-call leave is taken and whether there are certain groups that are not receiving on-call leave.
The group shall then analyze and assess whether it is feasible for standby duty to become a work obligation in parallel with the cancellation of standby duty leave according to Article 2.5.4.
No later than 1 October 2024, the parties shall have appointed their representatives to the working group and the employee representatives shall convene the first meeting. The working group shall further define the subject matter and procedures. The aim shall be to have proposals available no later than 31 May 2025.
Protocol 2
Due to the cancellation of Article 3.2
Notwithstanding the repeal of Article 3.2, the parties to the agreement agree that those individuals and/or work groups who had meal and coffee breaks during overtime as part of the work structure before the entry into force of the collective agreement signed in 2024 and who have generally received such payments on a regular basis shall retain comparable payments, cf. the following. Changes shall not result in a reduction in wages and equality within work groups shall be observed.
3.2.1 If overtime is worked, refreshment breaks shall be as follows: 19:00-20:00, 24:00-00:20, 03:30-04:00, 06:45-07:00. Refreshment breaks on holidays according to Art. 2.1.4. shall be 1 hour during the period from 11:30-13:30, but otherwise refreshment breaks during overtime on holidays, during the period from 08:00-17:00, shall be the same as during daytime work and shall be counted as working hours. Refreshment breaks during overtime may be taken in other ways by agreement at the workplace.
Protocol 3
Role of the steering committee
If the changes to better working hours on June 10, 2024 do not achieve the intended goals or if there are issues regarding the interpretation of the changes, a steering group of parties who signed the changes shall discuss the matter and find a solution. The steering group will operate for the duration of the agreement, 2024-2028.
The guidelines and, where applicable, resolution issues that the steering group issued in 2021 in conjunction with the implementation of "Better Working Hours" remain valid as applicable. The steering group will meet in September 2024 and update the guidelines and, where applicable, resolution issues with regard to the changes that occurred in collective agreements in 2024.
Protocol 4
Other salaries
The authorization clause in Article 1.1.3 stipulates that in addition to monthly wages, so-called other wages may be paid. Other wages arise from job-related factors that are not covered by job evaluation, such as regular overtime and job-related stress that cannot be measured in time and may replace overtime pay according to Article 1.4.
The new authorization provision is intended, among other things, to support the changes that result from better organization of working hours. Other wages do not automatically change and thus encourage dialogue between employees and managers. As a result, other wages may vary from time to time as the assumptions behind them may change, in content and scope.
Notwithstanding the above, the parties agree that during the term of the agreement, other salaries pursuant to Article 1.1.3 will increase by 3.25% on April 1, 2024, 3.5% on April 1, 2025, 3.5% on April 1, 2026 and 3.5% on April 1, 2027.
Protocol 5
The performance evaluation system SAMSTARF
The parties agree on the long-term goal of paying equal wages for jobs of equal value at the City of Reykjavík. To this end, the parties have evaluated jobs based on the parties' job evaluation system (SAMSTARF).
The parties agree on the need to continue to work on improvements and development of the SAMSTARF performance appraisal system and its framework. In recent years, the parties have worked systematically to clarify the framework for professional management of the performance appraisal system to ensure that the system achieves the goals for which it is intended, as well as that the system develops and complies with the requirements made of it at any given time.
In order to work on the continued development of the job evaluation system in order to value the important jobs performed by municipal employees, the common interests of employees and the operation of job evaluation, and also to ensure the involvement of stakeholders and clarify their roles where necessary, it is proposed that the parties agree on an external party that will be tasked with conducting an audit, on the one hand, of the work processes, working methods, interview processes, approval processes and other processes of the job evaluation with regard to the system's goals of equal pay for work of equal value, and, on the other hand, of the system's organizational structure and its ability to meet the interests of stakeholders.
The objective of the review is to identify challenges and opportunities for further development of the job evaluation system in order to promote better and more efficient job evaluation procedures and ensure the professional independence of the system. The need for changes to the framework and governance of the system, the role of the professional board and the establishment of a joint management board of stakeholders shall also be assessed.
The above will be worked on during the term of the collective agreement in collaboration with other unions that have agreed on the SAMSTARF job evaluation system and in collaboration with the City of Reykjavík and the Association of Icelandic Local Authorities. Preparations will begin upon the entry into force of the agreements and an audit will be initiated before 1 January 2025. The aim shall be for the audit to be completed no later than 1 January 2026 and the results of the audit shall form the basis for scheduled and cost-estimated actions in the operations and organization of SAMSTARF. The professional board of SAMSTARF shall be responsible for this implementation and shall be authorized to handle the necessary aspects required by the project.
The cost of the audit is divided between the City of Reykjavík and the Association of Icelandic Local Authorities.
Protocol 6
Preparation times
The School and Leisure Division is responsible for issuing guidelines for the preparation time of department heads and those employees in preschools who have been assigned tasks that require preparation, see Art. 2.2.4.2 of the parties' collective agreement. The division will present the guidelines to managers from autumn 2024 and this work shall be completed no later than September 15, 2024. It is the responsibility of the School and Leisure Division to update the guidelines based on experience and as professional work develops - the following guidelines are currently in place:
Criteria for preparation time for department heads
The preparation time for employees with departmental supervision in kindergartens is 8 hours per week based on full-time work.
In the fall, the preschool principal and department head plan where in the department head's weekly work schedule his preparation time is best placed based on the organization of the preschool's work.
In cases where the preschool principal requests that the department head perform other duties during the time that he or she is supposed to perform preparation according to the weekly work schedule, the preparation shall be moved to within the working day or work week. If this is not possible, daily/weekly preparation may be moved to and performed outside of the daytime working hours, and the weekly/daily workload shall be increased accordingly. Preparation time performed outside of the daytime working hours according to the preschool principal's instructions shall be paid as overtime according to the working hour stamps.
Criteria for preparation time for employees assigned to specific tasks that require preparation.
The length of preparation time depends on which tasks and/or how many tasks requiring preparation the employee is assigned to perform by the manager. In general, efforts should be made to ensure that preparation is continuous where this is relevant to the job.
The following are guidelines for tasks that generally require preparation.
Project
Preparation time
Spend time with children a few days a week*
1 hour every other week
Performs specific tasks within the department**, spends time with children every day and/or manages group work for one group
1 time per week
Spending time with children every day/often a day, group work and/or specific tasks**
2 hours per week
*e.g. social time, playtime, yoga time, language stimulation group, exploration game, etc.
** A specific task may, for example, include an employee being a member of a team that requires special preparation, managing certain aspects within the department that require special preparation, or carrying out certain aspects of development projects, and the like.
Protocol 7
Special payments per job evaluation score range
Special payments per job evaluation score range
The amounts of special payment for job evaluation points up to 389 job evaluation points will be updated from 1 April 2024 according to the following overview:
Amounts will change according to collective bargaining increases during the term of the parties' collective bargaining agreement. 3.25% on April 1, 2024, 3.5% on April 1, 2025, 2026 and 2027.
The payment is a fixed amount based on employment rate, regardless of individual wage formation factors. Holiday pay is included in the above amounts. Payments according to the above will cease at the end of the contract period, on March 31, 2028, without further notice, but such that payments will remain in accordance with practice until a new collective agreement has been concluded between the parties.
If a job is re-evaluated/reviewed to a higher rating and/or if there is a change in the job titles/employment terms of employees in the above-mentioned rating ranges, so that the salary ranking is based on the higher rating, the payment will change in accordance with the changed rating range. If the rating of the job reaches a higher rating than 388 job evaluation points, payments according to the above will be cancelled.
If employees who have been paid according to the above are paid other wages on the basis of Article 1.1.3 of the parties' collective bargaining agreement, the amount will be reduced accordingly.
Fixed payments to preschool and home care staff:
Fixed payments to preschool staff based on Art. 1.1.3. in the parties' collective agreement, according to the decision of the School and Leisure Department, include the increases specified in the parties' collective agreement from April 1, 2024. 3.25% April 1, 2024, 3.5% April 1, 2025, 2026 and 2027, for the following positions of Efling members
Job title
Amount
instructor 1
39.925
instructor 1 with support
39.925
instructor 2
46.116
instructor 2 with support
46.116
kindergarten team
46.116
preschool team with support
46.116
Department Head C
51.450
Fixed payments to day workers in home care based on Article 1.1.3 of the parties' collective agreement, according to the decision of the Welfare Department, include the increases specified in the parties' collective agreement from April 1, 2024, 3.25% on April 1, 2024, 3.5% on April 1, 2025, 2026 and 2027 for the following jobs of Efling members;
Job title
Amount
home care worker
50.386
service center employee
55.297
emergency response team member
55.297
home care team
55.297
party leader social home services
61.488
Protocol 8
Vocational Training Fund
The City of Reykjavík agrees to participate in discussions regarding the merger of the three vocational training funds of which Efling is a member and which are for members of the public labour market. This work shall be completed by 31 October 2024.
Protocol 9
Issuance of a comprehensive collective agreement
The parties agree to incorporate the text of this agreement into the full text of the collective agreement and, where appropriate, to remove provisions that are no longer applicable. This work shall be completed by October 31, 2024.
Protocol 10
Guidelines for shift records
The parties agree that an educational initiative will be undertaken regarding the preparation of shift schedules for both employees and managers, and that the City of Reykjavík will prepare guidelines for the preparation of shift schedules to ensure better predictability, safety and health of both users and employees, and that work-life balance will be at the forefront. The needs of the workplace, equality within the employee group, as well as the wishes of individual employees must be taken into account when preparing shift schedules, and it is emphasized that a discussion will take place about the preparation of shift schedules at the city's workplaces. With the health and safety of both employees and users in mind, the parties agree that the guidelines that will be prepared will take into account the rule that night shifts end at 8:00 at the latest and that no deviations will be attempted more than once a week from the principle of 11 hours of uninterrupted rest according to 2.6.3.1.
Protocol 11
Criteria for work assignments in shift work in work assignments
Representatives of the City of Reykjavík and Efling will emphasize to the steering group that it agree on a standard, before the end of September 2024, for excess work shifts in shift work. The main principle is that work shifts in excess of work obligations are paid as overtime. However, it must be assumed that when it comes to shift work, it is normal for work shifts to fluctuate to some extent between pay periods. When determining a standard, consideration should be given to setting a general rule on the one hand and an exception on the other when the organization of the operation calls for longer shifts. It should also be taken into account that when drawing up a shift schedule, it should be assumed that the employee's work shifts are based on the work ratio and that hours do not move between shift schedules except due to accumulated work shifts due to special holidays and major holidays that fall on Monday to Friday
Protocol 12
The School and Leisure Department will analyze the frequency of needlestick injuries and the increased workload due to them in departments within Reykjavík preschools. Instructions will be submitted no later than January 31, 2025 on how to respond to cleaning in the preschool and how to pay for the work that staff undertake in addition to regular work. The analysis and conclusions will be presented to a collaboration committee.
Protocol 13
Procedures for the expenditure incurred for antiparasitic drug treatment
The parties agree that it is necessary to ensure that employees do not bear the cost of necessary anti-parasitic drug treatment when an infection occurs in the workplace. The City of Reykjavík shall prepare specific instructions on how this is implemented by October 1, 2024.
The following provisions from the collective agreement signed on March 10, 2020 remain in effect:
Protocol 1
Equal treatment in the labor market
The parties agree that the provisions of the collective agreement that exempt employees who have reached the age of 55 from night shifts and/or back shifts, if they so wish, do not constitute a violation of Act No. 86/2018, on Equal Treatment in the Labor Market. The same applies to provisions on longer notice periods for employees aged 55 and older who have worked for at least 10 consecutive years at the same institution.
In certain circumstances, differences in treatment on grounds of age may be justified when justified by objective reasons justified by a legitimate aim, including employment policy or other objectives relating to the labour market, subject to proportionality. Collective agreements on exemptions from night and back shifts after a certain age take into account the view that research has shown that it becomes more difficult for workers to work night shifts as they age, as it takes longer to recover physically due to the interaction between working arrangements, sleep and circadian rhythms. Provisions on longer notice periods with increasing age are based on the view that when retirement is imminent, workers may find it more difficult to find suitable alternative employment. The European Court of Justice has given Member States some latitude to decide what objectives should be pursued and what measures are appropriate to achieve that objective. The Parties agree that the objectives behind these provisions are objective and do not go beyond what is necessary.
Protocol 2
Sickness benefits contribute to labor market activity
The parties agree that an attendance policy that promotes early intervention can prevent long-term illness and even disability in later stages. Similarly, there is a need to increase the opportunities for employees to adapt to the workplace after long-term illness and when returning to the workplace after vocational rehabilitation.
When revising the illness section, consideration will be given, among other things, to a common definition of the terms long-term and short-term illness and to a harmonised implementation of counting sick days. The article on illness of children under 13 years of age will also be reviewed and whether it should cover the illness of close relatives.
With these goals as a guide, work will be carried out on revising Chapter 11 during the term of the agreement. Work on revising Chapter 11 will begin on August 17, 2021 and is expected to be completed no later than May 1, 2022. Any costs that may arise from the project will be shared between the employers and can amount to a maximum of ISK 10 million. If consensus is reached within the group on changes to the article on illnesses of children under the age of 13, the parties to the agreement agree that it can enter into force during the term of the agreement, after further agreement between the parties.
Protocol 3
Salary development insurance
The aim is to introduce a wage development guarantee between the public and private labor markets, with the participation of ASÍ. The wage development guarantee is intended to ensure that wage development is generally similar for public employees and in the private labor market, and is thus intended to ensure that public employees keep up with general wage development during the contract period.
Protocol 4
Accident insurance review protocol
The parties undertake to work on and complete the revision of Rules No. 1/90 and 2/90, which were approved at the City Council meeting on June 5, 1990, on the terms of accident insurance for employees of the City of Reykjavík according to collective agreements pursuant to Act No. 94/1986 for accidents that employees suffer at work and during their free time, by June 30, 2020.
The aim of the revision of the rules is to update them in light of the changed legal and insurance environment, as the rules are somewhat outdated. The aim of the revision of the rules is also to clarify terms and various other issues that have been considered unclear or likely to cause misunderstanding.
The most important change proposed in the revision of the rules is that compensation will no longer be paid from the insurance for traditional medical permanent disability if there is a right to compensation for the accident under compulsory motor vehicle insurance, i.e. either from liability insurance or driver and owner accident insurance under the Traffic Act, No. 50/1987, as amended. This change is intended to correct the situation of employees who suffer traditional medical permanent disability due to accidents other than those covered by the aforementioned insurance, as the latter enjoy the right to compensation from compulsory motor vehicle insurance. This change also provides scope to increase insurance amounts under the terms of the rules.
The parties agree that the procedures for settling benefits from workers' accident insurance will be reviewed. This includes examining how data collection will be conducted, as well as the reimbursement of expenses incurred.
If the parties do not reach an agreement on the above, before June 30, 2020, the older rules No. 1/90 and 2/90, approved by the City Council on June 5, 1990, will remain in force for the contracting parties.
Protocol 5
Other salaries
The new authorization provision in Article 1.1.3 stipulates that in addition to monthly wages, so-called other wages may be paid. Other wages arise from job-related factors that are not covered by job evaluation, such as regular overtime and job-related stress that cannot be measured in time and may replace overtime pay according to Article 1.4.
The new authorization provision is intended, among other things, to support the changes that result from better organization of working hours. Other wages do not automatically change
Notwithstanding the above, the parties agree that during the term of the agreement, other salaries pursuant to Article 1.1.3 will increase by 2.5% on January 1, 2021 and on January 1, 2022.
Protocol 6
on the implementation of changes to payments for consumption breaks based on Attachment III
The parties agree that there will be no dispute that special additional payments for consumption breaks, which have been paid to preschool staff, will be terminated as of April 1, 2020. Kindergarten staff in employment on March 31, 2020 will receive the corresponding amount of overtime pay as a fixed payment according to Art. 1.1.3, after the termination period ends.
As of 1 April 2020, Article 3.1.6.1 is repealed. Home care workers in employment on 31 March 2020 will receive the corresponding amount of overtime pay based on the salary table on 1 April 2020 as a fixed payment according to Article 1.1.3 on other wages.
The following provisions from the collective agreement signed on November 13, 2015 remain in effect:
18.1 Protocol 3
18.2 About job evaluation
The parties agree on the need to further strengthen the professional independence of job evaluation as well as job evaluation representatives vis-à-vis unions and the city administration.
The parties have worked on developing and adapting the performance appraisal system and the rules that apply to it, with the aim of making them and the procedures relating to performance appraisal clearer. The parties have worked together on the above and have submitted new/revised performance appraisal rules, which, among other things, propose the establishment of a performance appraisal appeals committee. The committee's role is to receive appeals concerning performance appraisal results, and it is expected that the committee will begin work as soon as possible.
The parties agree to continue with the regular review of those jobs that have an evaluation older than 5 years according to the job evaluation rules. It is also necessary to continue to compare jobs across the city's departments and locations and ensure that there is no unjustified discrimination.
The job evaluation website has been under development and is expected to be launched no later than February 1, 2016. Meeting minutes will be made available on the job evaluation website.
The parties to the agreement will continue to work towards increasing the presentation of the performance appraisal system to managers, shop stewards and members. This will promote informed discussion between the parties about the performance appraisal system with the aim of making the system better and more efficient.
18.3 Protocol 5
18.4 Educational opportunities and career advancement
The parties agree that the Career Development Committee will work in collaboration with the city's departments and the board of the Vocational Training and Career Development Fund to review and examine additional learning opportunities for groups and workplaces that can lead to career advancement. In this regard, special attention will be paid to employees who have extensive experience working for the City of Reykjavík.
Consideration will be given to the fact that education in work-related studies can lead to advancement in a job that is valued in terms of salary.
The following provisions from the collective agreement signed on May 27, 2011 remain in effect:
18.5 Protocol on education and safety issues [no. 4]
The City of Reykjavík emphasizes that employees in construction sites and in gardening have sufficient knowledge and skills to work with the machines and tools that accompany their work. Employees who work with corrosive and toxic substances receive appropriate training on their handling and storage. Emphasis is placed on employees knowing the established safety rules and following them in their work.
18.6 Protocol concerning recruitment in primary schools [No. 7]
An employee who has been repeatedly employed as a cleaner in a primary school for one school year at a time has the right to receive notification no later than April 30th that he or she is not expected to return to work at the school in the coming school year. The same applies if there are to be significant changes to the structure of the job.
18.7 Protocol on the revision of the framework agreement [no. 9]
During the contract period, the parties will review the framework agreement for cleaning services, see attachment X.
18.8 Protocol on Procedure in Disputes over Cleaning [No. 10]
Before the end of the contract period, the parties will assess whether the procedures for disputes over clean-up have yielded the desired results and make proposals for improvements if necessary. See attachment XVI.
18.9 Protocol on the maintenance of employment rights [No. 13]
Regular training for employees to maintain their professional qualifications (35 hours) in jobs that require advanced driving skills will be fully funded from the Vocational Education and Career Development Fund.
18.10 Protocol on basic ranking information [No. 14]
The City of Reykjavík provides the union with information about members' basic salary classifications and additional salary categories on February 1st of each year.
19. Statutes of the Cooperation Committee
Holiday pay for shift work for temporary employees 2009-7
Employees who receive vacation pay on a monthly basis paid directly to their vacation account shall also receive vacation pay calculated on a shift basis in the same manner.
University degree for care workers 2006-22B
If an employee on a fixed monthly salary in home care or care has a university degree that is useful in the job, the person may be placed in the corresponding basic classification and social team.
20. Attachment III: on a special increase in the minimum wage
The parties agree on the importance of ensuring a specific increase in the lowest wages of traditional women's professions. With this goal in mind, wage increases during the contract period according to Art. 1.1.1 provide for króna increases in the basic wage level of the wage table, along with a change in the job evaluation linking rule from 1 April 2020, which includes the equalization of wage brackets, both of which ensure a specific increase in the lowest wages.
I.
In addition to the above, the parties have agreed that from 1 April 2020 a special adjustment will be paid to employees in permanent positions. This applies to jobs rated below 389 job evaluation points. The payment amounts to a total of ISK 15,000 per month for jobs rated up to 319 job evaluation points. The payment includes reductions of ISK 1,500 for each grade interval to the salary group from and including job evaluation points 320 to 388, and therefore a total of ISK 1,500 per month is paid to employees in jobs rated from 381 to 388 job evaluation points.
The payment is a fixed amount based on employment rate, regardless of individual wage-forming factors, and does not include increases during the contract period. Holiday pay is included in the above amounts. Payments according to the above will cease at the end of the contract period, on March 31, 2023, without further notice, but such that payments will remain in accordance with practice until a new collective agreement has been concluded between the parties.
Employees who receive wages paid according to an agreement on bonuses, see Appendix XV to this collective agreement, will not be paid according to the above.
If a job is re-evaluated/reviewed to a higher rating and/or if there is a change in the job titles/employment terms of employees in the above-mentioned rating ranges, so that the salary ranking is based on the higher rating, the payment will change in accordance with the changed rating range. If the rating of the job reaches a higher rating than 388 job evaluation points, payments according to the above will be cancelled.
If employees who have been paid according to the above from 1 April 2020 are paid other wages on the basis of Art. 1.1.3 of the parties' collective agreement, the amount will be reduced accordingly. However, this does not apply to the following payments according to Art. 1.1.3 to preschool employees and home care employees.
II.
The parties have also agreed on the following changes to fixed payments to preschool staff and home care staff who have received payments on the basis of Article 3.1.6.1:
Kindergarten staff:
Fixed overtime payments to preschool staff, so-called severance payments, will be terminated effective April 1, 2020.
Instead, preschool employees shall be paid the following amounts according to Article 1.1.3:
Job title
Other salaries
employee 2
32.500
employee 2 with support
32.500
instructor 1
32.500
instructor 1 with support
32.500
instructor 2
37.500
instructor 2 with support
37.500
kindergarten team
37.500
preschool team with support
37.500
Department Head C
42.500
Home care staff:
As of April 1, 2020, Article 3.1.6.1 is repealed. Instead, home care workers shall be paid the following amounts in accordance with Article 1.1.3:
Job title
Other salaries
home care worker
41.000
service center employee
45.000
emergency response team member
45.000
home care team
45.000
party leader social home services
50.000
The parties agree that during the term of the agreement, other salaries according to Article 1.1.3 will increase by 2.5% on January 1, 2021 and on January 1, 2022.
21. Attachment IV: On the assessment of jobs requiring professional recognition or vocational training
The City of Reykjavík wants to strengthen the professionalism and professional education of its employees by strengthening their paths to professional recognition and shorter internships at the upper secondary school level. The city's departments and institutions will assess the need based on the financial framework at any given time and arrange the course offerings accordingly.
Professional recognition
An employee gains professional recognition if he has worked for the City of Reykjavík for at least five years in the same or comparable position and the recognition includes and has completed 230 hours of courses (17 credits) according to the institution's continuing education program. The employee must also be at least 22 years old.
If a department chooses to offer such a program, it shall be done in consultation with the board of the Vocational Education and Career Development Fund.
The relevant department shall advertise such learning opportunities and ensure that employees enjoy equality when selecting between applicants.
Jobs that require professional recognition should be evaluated in job evaluation.
Shorter internship
An employee who has completed professional recognition can pursue shorter vocational training at the upper secondary school level according to the National Curriculum Guide for Upper Secondary Schools, where criteria have been agreed upon for the assessment of informal learning and work experience to shorten the course, the so-called "Bridge"
If a department chooses to offer such a program, it shall be done in consultation with the board of the Vocational Education and Career Development Fund.
The relevant department shall advertise such learning opportunities and ensure that employees enjoy equality when selecting between applicants.
Jobs that require shorter internships should be evaluated in job evaluation.
22. Attachment V: Agreement on the implementation of competency assessment and competency-based pay
On the Implementation of Competency-Based Wages [2007]
The Reykjavík City Bargaining Committee, on the one hand, and the Efling Trade Union and the Reykjavík City Employees' Union, on the other hand, have agreed on the following on the basis of Protocol 2 from 2005:
That this aspect of the wage formation system be continued as of May 1, 2007, with certain adjustments.
That the competency assessment will continue to be based on only two competency factors, career ambition and flexibility.
That sub-components in the competency components be redefined to facilitate the delineation of the components and better clarify the relationship between job evaluation and competency evaluation.
Career ambition
An employee's career ambition can manifest itself in different ways. It has been decided to focus on the following four aspects that fall under career ambition.
Professionalism: The employee demonstrates greater professionalism than the job requires.
Initiative: The employee shows more initiative than the job requires.
Independence: The employee demonstrates more independence than the job requires.
Communication: The employee demonstrates a more positive attitude, greater service-oriented attitude, respect, and tolerance towards colleagues and service recipients (internal and external) than the job requires.
Flexibility: An employee's flexibility can manifest itself in different ways. It has been decided to focus on the following four factors that fall under flexibility.
Working hours: The employee is willing to shift working hours when it is important for the business. (The provisions of collective agreements regarding working hours are in full force.)
Tasks: The employee is willing to take on new tasks/responsibilities or shift to new tasks when business conditions require it.
Changes: The employee demonstrates a positive attitude towards adopting innovations and working to implement changes with integrity.
Collaboration: An employee possesses knowledge that is useful in their work and is willing to share it with colleagues for the benefit of the business.
23. Attachment VII: Vocational Education and Career Development Fund Regulations
Article 1.
The fund is called the Vocational Education and Career Development Fund and operates with the structure and objectives stated in this regulation. The fund's domicile and venue is in Reykjavík.
Article 2.
The fund's role is to promote the continuing and professional education of members due to the jobs they hold at the City of Reykjavík or due to their and their employers' plans for career development at the City of Reykjavík.
Employees shall have access to education and continuing education to increase their knowledge and professional skills. Each institution is expected to present a career development plan for all employees in its human resources work plan to ensure proper career development and continuing education of employees in accordance with the City of Reykjavík's human resources policy.
The Vocational Education and Career Development Fund is intended to finance the professional development and continuing education of employees according to the professional development and continuing education plans of organizations and their employees. Organizations, unions and employees can apply for funding from the fund.
The Fund Board shall establish more detailed rules for allocation (revised Article 5).
Article 3.
The board of the fund shall be composed of four members for a term of four years. Two shall be appointed by the City of Reykjavík and two by the union board, each party appointing one alternate. The board shall keep a record of all its resolutions and record in it all its resolutions. In order for a resolution to be valid, a majority of the board members must vote for it.
Article 4.
The fund's income is:
a) The contribution from the city fund shall amount to 0.6% of the total salary of members.
b) Interest income.
The fund's income shall only be spent in accordance with its objectives, cf. Article 2.
Article 5.
Allocation rules
Article 6.
Applications for a grant from the fund must be sent to the fund's board, stating a description of the study or project for which the grant is to be awarded, estimated costs, when it is planned to pursue the study or project for which the grant is being awarded, and other information that the fund board may deem necessary. On the basis of this, the fund board will decide whether and how much grant the applicant in question should receive.
Article 7.
The union office shall handle the fund's accounting, collect its income and make payments from it, as directed by the fund board. Meetings of the fund board shall be held regularly at Reykjavík City Hall.
Article 8.
The fund's fiscal year is the calendar year. Accounts shall be available no later than April of each year and shall be audited by appointed auditors together with certified public accountants agreed upon by the parties.
Article 9.
The board of the fund discusses amendments to these regulations. The board's proposals for amendments to the regulations must be approved by the Efling and Reykjavík City Cooperation Committee.
24. Attachment IX: Agreement on Written Employment Contracts
Agreement on the obligation of employers to conclude written employment contracts or written confirmation of employment with employees
Article 1.
Written confirmation of employment
A written employment contract shall be concluded with the employee or the employment shall be confirmed in writing. This shall be done before the employee starts work, except when there are specific objective reasons preventing this, such as when large groups start work with little notice, due to summer work, special projects and the like. In such cases, the City of Reykjavík has a three-week period to comply with this obligation. If an employee resigns before the three-week period has expired, without a written employment contract having been concluded or the employment confirmed in writing, such confirmation shall be provided upon termination of employment.
Changes to employment terms beyond what results from laws, administrative regulations, statutory agreements or collective agreements must be confirmed in the same manner before they are implemented.
Article 2.
Employer's obligation to provide information
An employment contract or written confirmation of employment shall include at least the following:
Identity of parties:
Name, address and ID number of the organization.
Name, address and social security number of the employee.
Workplace and workplace address. If there is no permanent workplace, or a place where the work is regularly performed, it must be stated that the employee is employed at different workplaces, and these must then be specified separately.
Job title, position, nature or type of work for which the employee is employed or a brief description or outline of the job.
Start date of employment.
State whether the employment is temporary. If temporary, the duration of the employment.
Working hours; day work/shift work or other arrangements, and what kind.
Work rate and length of a normal working day or work week.
Monthly or weekly salary, for example with reference to wage rates, other payments or benefits.
Salary payment period.
Holiday entitlement.
Notice period by employer and employee.
The right to pay during maternity leave and the right to pay during illness.
Pension fund.
Reference to the applicable collective agreement and the relevant union.
Information pursuant to paragraphs 9 - 12 may be provided with reference to provisions in laws, administrative regulations, statutory agreements or collective agreements.
Article 3.
Jobs abroad
If an employee is assigned to work in another country for one month or more, he shall receive written confirmation of the appointment before departure. In addition to the information pursuant to Article 2, the following shall be provided:
Estimated duration of employment abroad;
In what currency are salaries paid?
Compensation or benefits related to work abroad;
Where applicable, the conditions for the employee to be able to return to their home country.
Information pursuant to paragraphs 2 and 3 may be provided with reference to laws, government regulations, statutory agreements or collective agreements.
Article 4.
Special provisions regarding previous employment
If an employee hired before the entry into force of this agreement requests written confirmation of employment in accordance with its provisions, the employer shall provide him with such confirmation within one month of the request being made
Article 5.
Effective date
This agreement is valid from 1 November 1996.
Reykjavik, October 10, 1996.
Reykjavik City Council
On behalf of the Icelandic Confederation of Workers' Unions On behalf of the Confederation of State and Municipal Employees
25. Attachment X: Framework agreement for cleaning work
Framework agreement between VMSÍ on the one hand and VSÍ, VMS, the Minister of Finance on behalf of the state,
and the City of Reykjavík, on the other hand, for cleaning work.
SCOPE AND OBJECTIVES
Scope of the agreement
This agreement covers all types of cleaning work as defined in this agreement. It is intended to create a framework for organizing cleaning and defining terms.
Objective
To facilitate the application of different pay systems and planning. To increase education about the field of work and to promote increased quality in the implementation of cleaning.
Definitions
Cleaning
Cleaning is the process of removing dirt (from a surface). This may involve the use of water, tools, equipment, and cleaning agents.
Regular cleaning
This refers to a specific, defined area of the building that is regularly cleaned, along with the interior items, below reachable height, cf. Art. 3.1. of this framework agreement.
Main cleaning
This means that the surface is thoroughly cleaned below reach level of dirt that does not disappear with regular cleaning, cf. project description
Cleaning
This means that the surface is cleaned of dirt that does not disappear during cleaning, cf. Articles 2.2. and 2.3. of this framework agreement.
CLEANING AREA
Demarcation of cleaning areas (Access height)
A cleaning area is defined by the floor area and the possible working height of a person standing on the floor, or a safe base as stipulated in the project specifications.
Measuring square meters for cleaning
The square footage of each area shall be measured as the floor area limited by the inner edge of the area's walls.
PERFORMANCE
Working hours
Work pace is the measured speed of work according to the definition of the International Labor Organization.
Standard output is the output that competent employees produce on average during a working day or shift without overexertion, provided they know and follow a specific work method and are interested in putting in the effort.
Such performance is considered to be worth 100 points according to standard assessment and performance scales.
For other working hours, reference is made to the definitions of the International Labour Organization, cf. Appendix I.
Calculating cleaning time
When calculating time for cleaning work, time units (standard hours) can be used as a basis. When time units are used for each project according to the project description, they shall be in accordance with a specific work rate that the parties to the contract agree to use, cf. Art. 4.1. and Chapter 6 of the Guidelines for the preparation and implementation of work studies, cf. Annex I to this framework agreement.
Performance calculation
The basic unit for calculating cleaning performance is square meters of floor cleaned per unit of time (m2/hour). This includes all cleaning in the cleaning area according to the job description.
EXAMPLE:
The area is 600 m2 of floor space. Everything is started 3 days a week and the time for the work on each of these 3 days is Y hours.
The output of this area is - 600/Y = X m2 per hour.
The area is 655 m2 floor area, 450 m2 are opened 5 days a week, while 205 m2 are opened 3 days a week. The total time of the area is Y hours.
The output of this area is - ((450x5)+(205x3))/Y =X m2 per hour.
WORKING HOURS
See chapter 18
Paid time off
Paid time for cleaning areas is measured in hours for each shift. See protocol annex II to this framework agreement.
PURCHASE
See collective agreement
Time-based piecework.
Measured piecework.
Monthly salary.
Cleaning wages.
WORKING ORGANIZATION
Adaptation
The parties to the agreement may decide which wage system shall be used, depending on what is considered appropriate for the work to be carried out. Other work may also be related to the cleaning work carried out by the cleaning worker at the workplace. With more diverse possibilities in wage systems, increased information to employees and the combination of cleaning areas within the same building or more, opportunities are created to increase the number of jobs and increase the employment rate in cleaning, see also Appendix III to this framework agreement.
Other provisions
Provisions other than those stipulated in the framework agreement shall be negotiated separately.
EQUIPMENT
Workplace facilities
Workplace facilities shall be in accordance with the provisions of collective agreements and the Act on Facilities, Health and Safety at Workplaces and the Regulation on Workplace Accommodation. Provisions concerning the execution of the work and special facilities for cleaning work shall be stipulated in the job description.
EDUCATION
Courses
To increase job skills, the parties to the agreement have reached an agreement on holding courses for cleaning staff. The courses are to teach them the correct working methods and handling of tools and materials. Promote understanding of the need for quality in this service. Promote the protection of the health of employees and ensure that they are educated about their work and the collective agreements that apply to the work.
Development
The aim is to make cleaning work a professional job where employees have acquired a certain level of specialization through education and work experience.
WORK STATEMENTS
Project description
The written job description shall clearly delineate on a drawing the cleaning areas, what is to be cleaned and with what emphasis. The job description shall state at what time of day the area is to be cleaned and how often.
Accessibility of project descriptions
A job description shall be available at the workplace and accessible to employees. The job description shall be revised immediately if there is a permanent change to the cleaning area or cleaning requirement. A trade union shall have access to the job description if it so requests. Before work begins, employees shall be thoroughly familiarized with the work area and working conditions and shall review the job description.
EQUIPMENT
About equipment and changes
Care should always be taken to ensure that the most suitable equipment is available on site, along with the cleaning materials to be used, to make the work as easy as possible and ensure the best possible results. In the event of major changes to equipment, the time estimated for the work must be re-evaluated.
DISPUTE RESOLUTION
Dispute over contract provisions
If a dispute arises regarding this agreement, the implementation of the agreement's provisions, or anything else covered by the agreement, it shall be referred for resolution to a four-person committee, where the parties to the agreement appoint two people each.
Dispute over project implementation
Disputes about individual cleaning areas can be resolved through a joint examination between workers' representatives and the employer.
VALIDITY PERIOD
This framework agreement enters into force on November 1, 1994, and may be terminated by either party with three months' notice.
Reykjavik, November 1, 1994.
26. Attachment XI: Agreement on antenatal care
Agreement between the City of Reykjavík and the Icelandic Confederation of Labour on the right of pregnant women to prenatal care
This Agreement is concluded to implement the provisions of Article 9 and Article 11(1) of the EU Directive of 19 October 1992 on the introduction of measures to encourage improvements in the safety and health at work of pregnant workers and workers who have recently given birth or are breastfeeding (92/85/EEC)
Article 1.
Pregnant women have the right to necessary absences from work for antenatal check-ups without deduction from fixed wages if such check-ups need to take place during working hours.
Article 2.
After one year of employment with the same employer, absences due to maternity leave of up to 6 months are counted as part of the period of employment when assessing the right to additional leave according to collective agreements, calculating December and holiday bonuses, seniority increases, sick leave entitlement and notice periods. The same applies if a woman needs to stop working during pregnancy for safety reasons, cf. the Regulation on measures to increase safety and health at work for pregnant employees.
Article 3.
This agreement is valid from the date of signature.
Reykjavik, February 27, 1998
Icelandic Workers' Union Reykjavik City Union
and its national associations.
Booking
The contracting parties will jointly direct the government to make the necessary amendments to the Social Security Act to comply with the provisions of Article 11, paragraph 1, of EU Directive No. 92/85 on benefits if a woman has to stop working during pregnancy for safety reasons.
27. Attachment XII: Working hours agreement
Agreement on certain aspects concerning the organization of working hours between the Minister of Finance, on behalf of the Treasury, the City of Reykjavík and the Municipal Wage Committee of the Icelandic Confederation of Labour, the Association of University Employees, the Association of State and Municipal Employees and the Icelandic Teachers' Union
With reference to the Agreement on the European Economic Area, the abovementioned Parties have concluded the following Agreement for the purpose of implementing European Union Directive 93/104/EC of 23 November 1993 concerning certain aspects of the organisation of working time. The Directive is part of the EEA Agreement by virtue of the Decision of the EEA Joint Committee of 28 June 1996.
The aim of the agreement is to set minimum requirements to promote improvements, particularly in the working environment, to ensure increased safety and health protection for workers.
Article 1.
Scope
This agreement applies to the employee's daily and weekly minimum rest period, annual leave, breaks, maximum working hours per week, as well as certain aspects related to night and shift work and work patterns.
The agreement covers employees in the contracting parties' contractual area. However, it does not apply in cases where necessary security activities and urgent investigative interests in the field of law enforcement are involved or when work is carried out according to instructions from civil protection committees or in the daily operation of a civil protection control center. The same applies to monitoring work for avalanche prevention.
The agreement does not apply to workers in sea and air transport, fishing and other work at sea, as well as doctors in training. The agreement also does not apply to those working in road transport and falling under the Regulation on Driving and Rest Hours for Drivers (currently 136/1995) or similar rules that may be issued later.
The provisions of Articles 3, 4, 5, 6 and 8 do not apply to senior managers and others who determine their own working hours.
Article 2.
Definitions
Working hours
The time that an employee is at work, is available to the employer and performs his/her duties or responsibilities, is considered working time. This refers to active working hours and includes breaks, paid waiting time, travel to and from the workplace or regular workplace, work breaks where no work contribution is required and special holidays, etc., which do not count as working time.
Annual paid minimum leave according to law, sick leave and statutory or contractual maternity leave shall be counted as working time and be neutral in the calculation of averages. In addition, the time an employee is in paid internship shall be counted as working time.
Rest time
Time that is not considered working time.
Night work hours
The period from 11:00 PM to 6:00 AM
Night shift worker
An employee who normally works at least three hours of their daily working time during the night work period.
An employee who has worked regularly, according to a predetermined schedule, at least three hours of their work obligation during the night working period for one month. The same applies to an employee who performs at least 40% of their regular annual work contribution during night working hours.
Shift work
Work that is divided into different work periods/shifts according to a specific system, where an employee works different shifts during a specific period measured in days or weeks.
Shift worker
An employee who works shift work.
Article 3.
Daily rest period
Working hours shall be arranged so that in every 24 hours calculated from the beginning of the working day, the employee receives at least 11 hours of uninterrupted rest. Where applicable, daily rest shall extend to night work.
Article 4.
Pause
An employee is entitled to a break of at least 15 minutes if their daily working hours exceed six hours. Breaks are governed by the relevant collective agreements.
Article 5.
Weekly rest period
In each seven-day period, an employee shall be given at least one day off, which is directly related to the rest period according to Article 3. To the extent possible, the weekly day off shall be on Sunday.
Article 6.
Maximum weekly working hours
The average working hours per week, including overtime, shall not exceed 48 hours. It is desirable that working hours be as even as possible from one week to the next.
The reference period for calculating average weekly working hours shall be six months, January to June and July to December.
Article 7.
Annual leave
Vacation is determined by the Vacation Act and the provisions of collective agreements.
It is not permitted to substitute monetary benefits for the minimum period of paid annual leave, except in the case of termination of employment.
Article 8.
Length of night work hours
The normal working hours of a night worker shall not normally exceed eight hours in any 24-hour period.
It is permitted to extend the normal working hours of a night worker so that they are generally up to 48 working hours per week. The work shall then be organized so that the working hours are as regular as possible.
The reference period for calculating the average weekly working hours of night workers shall be six months, January to June and July to December.
If night work is considered particularly hazardous, or involves high physical or mental strain, working hours may not exceed eight hours in any 24-hour period.
Article 9.
Health assessment
Night workers and shift workers who perform part of their work at night shall have the opportunity to undergo a free health assessment before employment and thereafter at least every three years. This right shall be stated in the employment contract.
This provision does not apply to jobs that are only intended to last for 6 consecutive months or less. The same applies to jobs in replacement situations, such as due to vacation, illness, maternity leave, study leave, permission to work for international organizations, etc., as the employment is not intended to last longer than 12 consecutive months.
The health assessment referred to in paragraph 1 shall be subject to rules on medical confidentiality.
Night workers and shift workers who perform part of their work duties at night and who have health problems that are demonstrably attributable to working hours shall, whenever possible, be transferred to suitable daytime work.
Article 10.
Protection of night workers
Night workers shall enjoy protection that takes into account the risks inherent in their work.
Article 11.
Notice of regular recruitment of night workers
An employer who normally has employees working at night shall provide the competent authority with information on the number and working hours of night workers.
Article 12.
Work pattern
An employer who organises work according to a specific pattern shall take into account the principle of adapting the work to the worker, in particular with a view to mitigating the effects of monotonous work and work carried out at a predetermined pace, and, depending on the type of work in question, on safety and health requirements, in particular as regards breaks during working hours.
Article 13.
Deviation
It is permitted by collective agreement to shorten rest periods, cf. Article 3, to up to eight hours during shift changes. In special circumstances, it is permitted to shorten rest periods, cf. Article 3, to up to eight hours when valuables need to be saved.
If operations are disrupted due to external circumstances, such as weather or other natural forces, accidents, power shortages, breakdowns in machinery, equipment or other equipment or other similar unforeseen events, the provisions of Article 3 may be deviated from to the extent necessary to prevent significant damage, until regular operations have been reestablished. This applies regardless of whether these events apply to the institution or company itself or its business partners.
If the authorizations under a. or b. are used to deviate from the daily rest period, the employee shall receive corresponding rest in lieu.
It may be decided, by agreement at the workplace, to postpone the weekly day off of those working in health and residential institutions or in other nursing and relief work, those working in the care of animals and plants and those in production and service work, where special circumstances make such deviations necessary, as well as those working on security issues and the preservation of valuables.
If the weekly rest period, cf. Article 5, is postponed, the employee shall be given corresponding rest instead. If there is a special need, the taking of the weekly rest period may be postponed so that the weekly day off is replaced by two consecutive days off every two weeks.
If there is a special need to organize work so that a weekly day off is postponed, a collective agreement shall be concluded.
In exceptional cases, it is permitted to extend the reference period for maximum weekly working hours, cf. Articles 6 and 8, for up to 12 months by collective agreement, provided that such a decision is based on specific objective reasons. Such collective agreement provisions shall be confirmed by the relevant collective organization or national federation. Confirmation shall be available no later than four weeks from the conclusion of the agreement, provided that it has been presented to the confirming party no later than one week after signing. If confirmation has not been received within this period, it shall be deemed to have been available.
Article 14.
Consultative Committee
A consultative committee of the parties to this agreement shall be established. It shall be composed of eight representatives, four nominated by employers and four nominated by the collective workers' organizations. The consultative committee shall discuss the implementation and interpretation of individual provisions.
If a dispute arises, the parties shall make every effort to resolve it before referring it to court.
Article 15.
More favorable provisions
This agreement applies as a minimum agreement and in no case does it eliminate better rights and further protection of employees under law, collective bargaining agreement, employment contract or employment letter.
Article 16.
Safety and health protection
Safety and health protection are governed by the Act on Environment, Hygiene and Safety at Work and other administrative regulations.
Article 17.
Effective date
This agreement shall enter into force on 1 February 1997 and shall be implemented no later than 1 May 1997. The agreement shall be considered part of the collective bargaining agreements of the member organizations and/or individual member companies of the signatory collective organization.
This Agreement shall be reviewed no later than three years after its entry into force. During that review, the length of the reference period shall be reassessed in the light of experience, cf. Articles 6 and 8. A special assessment shall be made of the implementation of derogations.
The parties shall ensure that the content of this agreement is presented as well as possible.
Reykjavik, January 23, 1997.
On behalf of ASÍ member associations with direct membership On behalf of the Minister of Finance
President of the National Union of Industrial Workers President of the City of Reykjavík
Member of the Icelandic Electrical Industry Association Member of the Municipal Wage Committee
Fh Samiðnar, Confederation of Industrial Unions
Member of the Icelandic Trade Union Federation
Member associations of the Association of University Students
Member associations of the Union of State and Municipal Employees
Member of the Icelandic Teachers' Union
Protocols regarding an agreement on certain aspects concerning the organization of working hours between the Minister of Finance on behalf of the Treasury, the City of Reykjavík and the Municipal Wage Committee and the Icelandic Confederation of Trade Unions, the Association of University Employees, the Association of State and Municipal Employees and the Icelandic Teachers' Union:
Protocol for points a. and d. of Article 13.
Notwithstanding the provisions of paragraph 1 of Article 17 of this Agreement, the Parties agree that, as regards the provisions of Articles 3 and 5 of the Agreement, they shall be implemented no later than 30.06.1998. The aim shall be to commence the review of shift work systems as soon as possible, where necessary, in view of the provisions on minimum rest and weekly working hours.
Work arrangements may be maintained unchanged, including the length of time between shifts during shift changes, until paragraph 1 of this protocol has been met.
Booking for authorization to postpone daily working hours
The practice has become widespread, in some cases by direct reference or provisions in the text of the agreement, of basing the implementation of the rest time provisions of the law on the interim agreement between ASÍ and VSÍ/VMS on the implementation of the rest time and leisure provisions of Act No. 46/1980, dated 10 April 1981, towards members of ASÍ member associations.
With the agreements on certain aspects concerning the organization of working hours, the above-mentioned interim agreement from 10 April 1981 will cease to be valid. The agreement does, however, contain payment rules for deviations from minimum rest and it is assumed for the time being that they will remain in force for the time being, but at the next renewal of collective agreements they will be adapted to the content of this agreement and incorporated into the text of the agreement.
28. Attachment XIII: Terms of Employment
Terms of employment for employees of the City of Reykjavík according to the City Council's approval in March 2001.
Article 1. Scope
These rules apply to all employees of the City of Reykjavík.
Article 2. Obligations of employees
An employee is obliged to perform his/her job with care and conscientiousness in all respects. He/she shall exercise courtesy, agility and fairness in his/her work. He/she shall avoid any conduct in or outside of his/her job that may bring discredit upon the job or profession in which he/she works.
An employee is obliged to provide those who seek him with necessary assistance and guidance, including indicating to them, if necessary, where they should go with their concerns.
An employee is obliged to obey the lawful orders of his superiors regarding his work.
Employees shall arrive at work punctually. Supervisors shall monitor employees' punctuality.
An employee is obliged to work unpaid overtime during the time he has been absent from work without valid excuse or to have an equivalent amount of salary deducted.
Every employee is obliged to maintain confidentiality regarding matters that he or she becomes aware of in the course of his or her work and that must be kept secret in accordance with the law, the lawful instructions of a superior, or the nature of the matter. The obligation of confidentiality continues even after the employee has left the job.
Article 3. Disqualification
The disqualification of an employee is governed by the rules governing disqualification that apply to the City of Reykjavík.
Article 4. Gifts
Employees are not permitted to accept gifts, benefits, or other benefits from customers or those seeking services from the City of Reykjavík if it can generally be considered a return for favors or special services, except within reasonable limits and in the case of insignificant gifts. A supervisor should be consulted if there is any doubt as to whether an employee is permitted to accept a gift.
29. Attachment XIV: Rules of Procedure of the Performance Evaluation Committee
CHAPTER I
Procedures of the performance evaluation committee
Article 1. Role of the Performance Appraisal Committee
The role of the Reykjavík City Job Evaluation Committee is to oversee the implementation of job evaluations at the City of Reykjavík based on the Single Status Job Evaluation system. The Job Evaluation Committee oversees the development and adaptation of the job evaluation system in collaboration with the Job Evaluation Executive Committee of the Association of Icelandic Local Authorities.
The committee operates according to the provisions of the collective bargaining agreements between the City of Reykjavík and the unions that have agreed to participate in the performance evaluation.
Article 2. Composition of the performance evaluation committee
The Reykjavík City Performance Evaluation Committee is composed of three permanent representatives of trade unions, i.e. representatives of Efling – the trade union, the Reykjavík City Employees’ Association and the University Students’ Association. On the other hand, the committee is composed of three representatives of the City of Reykjavík, one of whom shall serve as chairman. The alternate members of the Performance Evaluation Committee shall be appointed in the same manner.
Article 3. Job Evaluation Project Office
The City of Reykjavík and the Association of Icelandic Local Authorities jointly operate the Job Evaluation Project Office. Employees of the Job Evaluation Project Office shall be bound by a special duty of confidentiality pursuant to the 2nd paragraph of Article 57 of the Local Government Act No. 138/2011.
The employees of the Job Evaluation Project Office are professionally independent in their work. The costs of their work are paid by the City of Reykjavík and they have the rights and obligations of employees of the City of Reykjavík.
Article 4. Meetings of the Performance Evaluation Committee
The City of Reykjavík's Performance Evaluation Committee meets regularly. The chairman calls a meeting with reasonable notice. The chairman is obliged to call a meeting if two or more committee members request it. A member who is absent shall call an alternate in his place.
In order to discuss or make decisions on individual issues, representatives from the relevant trade unions must have been invited. A job evaluation committee is competent to make decisions when it is composed of at least two representatives of trade unions on the committee and two representatives of the City of Reykjavík. All decisions of the committee must be unanimous. The minutes of the job evaluation committee are published on the website of the Job Evaluation Agency.
Members of the performance evaluation committee are bound by a duty of confidentiality.
The City of Reykjavík's Human Rights Director has the right to sit in or may nominate a party to sit in his/her place at performance evaluation committee meetings and meetings of the professional consultation committee (pursuant to Article 5) and is available for advice as appropriate.
The decisions of the committee are final. However, cases may be referred to the appeals committee according to Article 21. Cases may also be referred to the collaboration committees/employment compensation committee on the basis of provisions on the performance evaluation committee in the parties' collective bargaining agreements.
When issues of a particular department are under discussion, the department's HR manager may be called in for advice. Employees of the Job Evaluation Project Office sit in on committee meetings and advise the committee.
Article 5. Professional Consultative Committee
The City of Reykjavík's Performance Evaluation Committee, together with the Performance Evaluation Executive Committee of the Association of Icelandic Local Authorities, form a Professional Consultation Committee. The committee's role is to be a professional consultation forum on the development of the performance evaluation system, the operation of the Performance Evaluation Project Office, work processes and performance evaluation procedures.
Article 6. Protection of information
Data submitted to the performance evaluation committee shall not be personally identifiable. All processing of computerized personally identifiable data in the performance evaluation process shall be subject to access restrictions with passwords and access limited to employees of the Performance Evaluation Project Office. Performance evaluation interviews shall be identified with unique numbers. Processing classified as sensitive personal data shall be notified in advance to the Data Protection Authority, but the performance evaluation committee operates under the permission of the Data Protection Authority. Work data and personally identifiable data are not published publicly in any way.
Article 7. Publication of results
The performance evaluation committee publishes the results of performance evaluation in the following manner:
a) The Job Evaluation Project Office publishes the results of the evaluation that have been approved by the Job Evaluation Committee, broken down by each component, on the Job Evaluation Project Office website. The breakdown is also sent to the relevant division and union
b) The minutes of the performance appraisal committee are published on the website of the Performance Appraisal Agency.
CHAPTER II
Job evaluation criteria and job classification
Article 8. Conditions for job evaluation
When evaluating a job, the following points must be met:
a) that the job title has been registered and ISTARF classified and that a new/updated signed job description is available,
b) that the employee(s) have completed a performance appraisal questionnaire
c) that the job has been held by the City of Reykjavík continuously for at least six months,
d) that the scope of work is ongoing and stable.
Occasional or temporary work, such as summer jobs and special projects, is not subject to performance evaluation. Furthermore, the performance evaluation committee is authorized, in exceptional cases (such as seasonal work), to refer cases with justification for classification to the collaboration committee/employment compensation committee.
Article 9. Selection of job representatives for job evaluation interviews
When selecting representatives for performance appraisal interviews, the performance appraisal committee's sampling rules regarding the number of employees to be invited to performance appraisal interviews from each position shall be taken into account:
1 pc. in the job = 1 interview with the manager
2-5 people in the job = 2 for an interview with a supervisor
6-30 people in the job = 4 for an interview with a supervisor
31-60 hours in the job = 6 interviews with the manager
61 or more employees = 10% of employees, up to 10 interviews
The HR manager of the department makes a proposal to the staff of the Job Evaluation Project Office regarding employees who are invited to be interviewed as job representatives, along with information about the next superior. It should be ensured that the representatives reflect the employee group, i.e. that the gender distribution, age and workplaces are proportionally in accordance with the employee group performing the job.
The sampling rules can be accessed in their entirety here.
CHAPTER III
Planning a job evaluation interview
Article 10. Announcement of a performance appraisal interview
The organization of job evaluation interviews is overseen by the employees of the Job Evaluation Project Office, who assign each organization a time frame for interviews, while the HR manager of the relevant department arranges the employees and managers who will attend the interviews at specific times within that frame and is responsible for their invitation. The employees of the Job Evaluation Project Office invite union representatives to the interviews.
Article 11. Promotional materials for interviews
Before a performance appraisal interview takes place, the division's HR manager must ensure that employees have received introductory materials about performance appraisal and the documents necessary for the performance appraisal interview.
Article 12. Responsibility for employee preparation
The HR manager of the department and the next superior are responsible for and shall ensure that the employee is given the opportunity during working hours to familiarize themselves with educational materials about the job evaluation and to complete the job evaluation questionnaire and submit it for an interview. It is important to create facilities and opportunities for the employee to talk with a person in the same job and the superior about questions that may arise and to review the job description.
Article 13. Performance appraisal interviews
Performance appraisal interviews take place at a designated meeting location. In addition to the employee or, as the case may be, the employees, an employee of the performance appraisal project office, a representative of the employee's union and the immediate superior are present at the interview.
Article 14. Job summary
At the end of the performance appraisal interview, the job summary of the interview is reviewed with the employee and their immediate supervisor. The summary is a brief summary of the job requirements based on the answers in the interview.
Article 15. Review of assessment results
Once the results of the performance evaluation are available, the employee may, within 30 days, request a meeting with the department's human resources manager and immediate superior, in the presence of a representative of the relevant union, to review the results of the performance evaluation of their job.
This meeting shall be called within 14 days of the employee's written request to that effect, unless the parties agree on another arrangement.
CHAPTER IV
Job reassessment.
Article 16. Conditions for reassessment
The performance appraisal committee must review the outcome of a performance appraisal if there is evidence that significant and lasting changes have occurred in the job since it was last evaluated or if there are other objective reasons that are shown to have had a significant impact on the outcome of the performance appraisal. This could, for example, involve new tasks that have been added to the job scope following job restructuring or due to changes over a long period of time.
A request for reassessment must distinguish between the elements required in the job and the elements that the employee performs in excess of what the job requires according to the division's decision
Article 17. Form of request
A request for reassessment must be submitted on a form provided for that purpose. The employee may seek assistance from a union representative and/or department in preparing the request.
A request that is incomplete will not be processed and will be returned with instructions regarding deficiencies.
For a request to be considered valid, it must be accompanied by a completed questionnaire and justification.
The employees of the Job Evaluation Project Office request a confirmed job description from the department and
they shall notify the performance evaluation committee of the relevant reevaluation request at the committee's next meeting after the request is received.
Article 18. Information requirement regarding reassessment requests
If a division's HR manager requests a job re-evaluation, he or she shall inform the person or persons holding the job of the grounds for the request.
If an employee/employees request a job reevaluation, employees of the job evaluation project office must notify the division's personnel manager in writing that a reevaluation of the job evaluation results has been requested for a job that falls under the division's operations.
If the job is in more than one area, the committee shall, as appropriate, notify other personnel managers of the existing reassessment request to ensure that consistency is maintained when evaluating jobs within the city.
The employee's union(s) shall also be notified of the request.
Article 19. Decision on reassessment
The Job Evaluation Committee will process a reassessment request if the conditions for reassessment are met. If a job reassessment results in changes, this will take effect from the time a satisfactory request for reassessment is received by the Job Evaluation Project Office according to the provisions of collective agreements.
Article 20. Review of performance appraisal
All jobs that have not been re-evaluated or reviewed in the past five years shall be reviewed annually, and this shall be done in the following manner:
a) The staff of the Job Evaluation Project Office shall prepare an annual list of the jobs that were evaluated five years previously and have not been re-evaluated or otherwise reviewed. The list shall be made available on the Job Evaluation website.
b) The Human Resources department sends the list to the divisional HR manager and requests a job description for the relevant positions, which must be received by the Human Resources department within two months. The job description must be up-to-date and not older than 6 months. If the divisional HR manager believes that the position has changed, the division shall request a reassessment.
c) If a reassessment request is not received from a department or employee within 2 months with regard to the aforementioned jobs, information about this will be sent to the relevant union, along with the job descriptions of the jobs, and the union can subsequently take action to ensure that a reassessment request is received from the employee(s).
d) If no reassessment request is received from the department or employee, but the committee nevertheless agrees that a review of the job is needed, the committee may request further justification from the relevant HR manager and, if necessary, call him to a meeting to review the matter.
e) The job evaluation committee shall meet annually with personnel managers and review the job descriptions of the positions on the list.
CHAPTER V
Appeals Committee.
21. Appeals Committee
The results of the performance evaluation committee can be referred to the appeals committee according to the rules that apply there.
Approved, 4.10.2016.
30. Attachment XV: Agreement on bonuses for waste disposal at the City of Reykjavík
Article 1.
Project
Waste management in Reykjavík shall be carried out according to the following agreement.
Garbage collection in Reykjavík is normally carried out once a week. To carry out this task, the City of Reykjavík pays the salaries of 60 employees according to detailed rules and provides 10 garbage collection trucks for garbage collectors.
Article 2.
Number of employees
According to Article 1, the City of Reykjavík pays the salaries of 60 employees who divide their work among themselves as follows:
Operations Manager 1
Operations representatives 1
Others58
The salaries of employees are determined according to the agreement of the relevant trade unions. Garbage truck drivers are the party leaders of the relevant cleaning group.
Article 3.
Paid working hours
Employees' fixed working hours are calculated and paid as follows:
Operations Manager55.0 hrs. per week (40 + 15)
Operations Representative55.0 hrs. per week (40 + 15)
Garbage truck drivers 57.5 hrs. per week (40 + 17.5)
Others49.0 hrs. per week (40 + 9)
Employees other than the operations manager and operations representatives shall be relieved during vacation.
Overtime is for work in the morning, for the normal daytime working period (07:55) and for work during lunch hours (drivers).
Garbage truck cleaning times are included in the drivers' timesheets.
Article 4.
Payment terms of contracts
The City of Reykjavík will pay the following to waste disposal workers under this agreement:
A: Daily wage = Monthly work
A 1) Monthly salary60 * 12720.00
A 2) Summer replacements 30 * 30 / 21.67 41.50
A 3) Summer replacements 30 * 25 / 21.67 34.60
Total796.10 monthly work
B: Overtime = Overtime hours
B 1) Overtime on weekdays30,110.0
B 2) Overtime for car cleaning 1,300.0
B 3) Overtime on holidays 9,180.0
Total 40,590.0 overtime hours.
Employees are obliged to work overtime, cf. Article 4, item b, if necessary. Otherwise, according to Article 9.5.2 of the collective agreement between the City of Reykjavík and Efling – trade union.
Article 5.
Bonus
According to Article 1, employees shall normally visit the city weekly. Due to this provision and the provision on the maximum number of employees in waste disposal, the City of Reykjavík pays employees in waste disposal (i.e. a total of 60 people) bonuses totaling 324 monthly work hours per year, which they, at their own request, divide equally among themselves according to the working days of each. Monthly work hours in bonuses shall be calculated on a daily basis according to the wage rate of employees in Efling union in waste disposal next to the highest age level as it is at any given time. The payment period for bonuses shall be the same as overtime.
Article 6.
Illness
Bonuses are not paid in cases of illness or accident. Instead, in those cases, in addition to what is stipulated in contracts and/or law, one month of full-time work and fixed overtime is paid to those with one year of service or more.
Employees in their first year of employment receive one additional day of paid sick leave or accident leave in addition to their accrued entitlement under the collective bargaining agreement for each month worked.
Article 7.
Annual report
At the end of each calendar year, the payments for the year shall be settled and broken down by payment type, cf. Articles 4 and 5.
A: Sick leave
Waste management employees take on up to 19.64 months of unpaid work and up to 1,031.10 months of overtime due to sick leave. Sick leave beyond that is paid by the City of Reykjavík and this payment has no further impact on the annual accounts.
B: Staff shortage:
If it is found that the full staffing level has not been achieved during the year, employees shall be paid in full up to 39.13 monthly hours and up to 1621.57 hours of overtime. The difference beyond that shall be paid at 50%. If, however, there are too many employees, the difference above the reference number in Article 4 shall be deducted from the employees' share of 1/4 in the annual accounts.
Settlements according to this article are based on permanent waste management employees at the end of the year and current wages on December 1st each year.
Article 8.
Weighing and container counting
All waste must be weighed at the reception center. A container count must be conducted annually before December 1st of each year.
Article 9.
Garbage trucks
The City of Reykjavík provides employees with 10 specially built garbage collection vehicles according to Article 1 of this agreement.
10th article.
Socializing
Cleaning shall be carried out with water. Excess waste in specially marked bags near bins shall be cleaned from residential premises.
The operations manager must keep a diary showing where cleaning has been done each day.
All complaints and comments shall be received and recorded. If a complaint or comment is found to be justified, it shall be rectified no later than the next working day. It is assumed that an unfounded complaint from the same party has not been received before.
The operations manager shall send the secretary of the Office of Consumption and Waste a monthly summary of complaints received, together with information on the resolution provided.
The Office Manager shall monitor compliance with the provisions of this Agreement.
Article 11.
Cooperation Committee
During the term of the agreement, a collaboration committee shall operate, consisting of three employees of the waste treatment department and three representatives of the City of Reykjavík, appointed by the Director of the Environment Department. The Director of Operations of the waste treatment department and the Chief of Staff of the Environment Department shall attend committee meetings.
Meetings shall be held whenever either party requests, but not less frequently than annually. The results of the weighing and the utilization of working hours during the period shall be explained.
The committee is also expected to have the following main tasks:
1. Resolve any disputes that may arise.
2. Make suggestions for improvements if new attitudes emerge or unexpected events occur that are not foreseen in this agreement.
Article 12.
Validity period
This agreement is valid from January 1, 2006, and is terminable by either party with three months' notice.
Termination shall be based on the beginning of the quarter.
Reykjavik, January 10, 2006
On behalf of the Reykjavík City Negotiation Committee On behalf of the Collaboration Committee:
subject to the approval of the city council
Fh Union Efling
______________________________
Member of the Reykjavík City Employees' Association
______________________________
31. Attachment XVI: Dispute resolution regarding piecework in cleaning
Time-based work in cleaning – dispute resolution procedures
If a dispute arises regarding time measurement in cleaning according to Article 1.7.1 of the collective agreement, the following procedure will be followed:
The supervisor and employee jointly inspect the cleaning area and examine the following aspects, taking into account the work rate of 130:
Is there a written job description in place and does it meet the provisions of the collective agreement? Is the job description consistent with the tasks assigned to the employee?
Are the estimated working hours in the job description consistent with the employee's agreed working hours?
Does the employee follow a job description?
Does the employee perform other tasks not specified in the job description?
Is the quality of the work consistent with the project description?
Does the employee have all the tools and materials most suitable for cleaning the area in question?
Has the employee received instructions on the use of tools and materials?
Has the employee mastered the work method that is most suitable for the cleaning area in question?
Are the conditions at the workplace unusual, for example due to construction or other temporary circumstances that may affect working hours?
Are the time measurement criteria consistent with the type of housing and its accessibility?
other factors that may be relevant, such as whether complaints have come from the client, whether there are seasonal differences in dirtiness, absences of colleagues leading to increased stress on the employee, etc.
The supervisor prepares a memorandum stating his and the employee's position on the above-mentioned factors and gives the employee a copy. If the supervisor and the employee reach a joint conclusion regarding unchanged time measurement or a change in time measurement, that conclusion is recorded on the memorandum.
If a supervisor does not respond to an employee's request for negotiations or does not deliver a memorandum within two weeks of the request for negotiations being made, the employee may refer the dispute to their union.
If the procedure under section 1 does not lead to a resolution of the dispute, the employee may request that his union participate in the resolution of the dispute. The procedure under section 1 is then repeated with the participation of a union representative. If the union chooses to carry out time measurement, the employer shall submit a drawing of the cleaning area showing the area of the spaces, a job description and other matters relevant to the time measurement. The union shall submit its time measurement to the employer with the assumptions on which it is based.
If an agreement cannot be reached through the mediation of a trade union, it may refer the dispute to the parties' collaboration committee on piecework. The committee shall be composed of four representatives, two from the City of Reykjavík and two from Efling . The committee's role is to resolve disputes and may, for this purpose, request evidence from the parties to the case.
The joint conclusion of the collaboration committee is binding on the parties. If the committee cannot reach a unanimous conclusion, it will seek the assistance of an impartial professional with knowledge and experience in time measurement in cleaning, to perform the time measurement. The procedure, which includes the final resolution of the case, is then as follows:
both parties must approve the relevant professional,
The relevant professional must have recognized time standards that are updated regularly and can also carry out time measurements on site if requested,
The relevant professional measures the time of the work by recording it in a time standard according to the available data and provides an estimated time accordingly,
The cost of time measurement by professionals falls equally between the employer in question and the trade union that referred the matter to the committee,
if the result according to point c) is not considered acceptable by another party to the case (tolerance 5%), the same party may demand that a time measurement of the work be carried out on site by the same professional,
The cost of time measurement by a professional pursuant to item e) falls entirely on the party who requested such measurement.
32. Attachment XVII: Salary scales during the contract period
Valid from April 1, 2024
Salary scale valid from April 1, 2024
Lfl.
Elementary school.
1,60%
3,20%
4,80%
6,40%
8,00%
9,60%
11,20%
12,80%
14,40%
16,00%
214
399.563
215
408.780
216
423.640
217
439.252
446.280
453.308
460.336
467.364
474.392
481.420
488.448
495.476
502.504
509.532
218
442.222
449.298
456.373
463.449
470.524
477.600
484.675
491.751
498.826
505.902
512.978
219
445.222
452.346
459.469
466.593
473.716
480.840
487.963
495.087
502.210
509.334
516.458
220
448.251
455.423
462.595
469.767
476.939
484.111
491.283
498.455
505.627
512.799
519.971
221
451.311
458.532
465.753
472.974
480.195
487.416
494.637
501.858
509.079
516.300
523.521
222
455.587
462.876
470.166
477.455
484.745
492.034
499.323
506.613
513.902
521.192
528.481
223
458.709
466.048
473.388
480.727
488.066
495.406
502.745
510.084
517.424
524.763
532.102
224
461.862
469.252
476.642
484.031
491.421
498.811
506.201
513.591
520.980
528.370
535.760
225
465.045
472.486
479.926
487.367
494.808
502.249
509.689
517.130
524.571
532.011
539.452
226
468.542
476.039
483.535
491.032
498.529
506.025
513.522
521.019
528.515
536.012
543.509
227
472.073
479.626
487.179
494.733
502.286
509.839
517.392
524.945
532.498
540.052
547.605
228
475.639
483.249
490.859
498.470
506.080
513.690
521.300
528.911
536.521
544.131
551.741
229
479.242
486.910
494.578
502.246
509.913
517.581
525.249
532.917
540.585
548.253
555.921
230
482.879
490.605
498.331
506.057
513.783
521.509
529.235
536.961
544.688
552.414
560.140
231
486.554
494.339
502.124
509.909
517.693
525.478
533.263
541.048
548.833
556.618
564.403
232
490.265
498.109
505.953
513.798
521.642
529.486
537.330
545.175
553.019
560.863
568.707
233
494.014
501.918
509.822
517.727
525.631
533.535
541.439
549.344
557.248
565.152
573.056
234
497.799
505.764
513.729
521.693
529.658
537.623
545.588
553.552
561.517
569.482
577.447
235
501.624
509.650
517.676
525.702
533.728
541.754
549.780
557.806
565.832
573.858
581.884
236
505.485
513.573
521.661
529.748
537.836
545.924
554.012
562.099
570.187
578.275
586.363
237
509.386
517.536
525.686
533.837
541.987
550.137
558.287
566.437
574.587
582.738
590.888
238
513.325
521.538
529.751
537.965
546.178
554.391
562.604
570.817
579.031
587.244
595.457
239
517.304
525.581
533.858
542.135
550.411
558.688
566.965
575.242
583.519
591.796
600.073
240
521.323
529.664
538.005
546.347
554.688
563.029
571.370
579.711
588.052
596.394
604.735
241
525.382
533.788
542.194
550.600
559.006
567.413
575.819
584.225
592.631
601.037
609.443
242
529.482
537.954
546.425
554.897
563.369
571.841
580.312
588.784
597.256
605.727
614.199
243
533.622
542.160
550.698
559.236
567.774
576.312
584.850
593.388
601.926
610.464
619.002
244
537.804
546.409
555.014
563.619
572.223
580.828
589.433
598.038
606.643
615.248
623.853
245
542.028
550.700
559.373
568.045
576.718
585.390
594.063
602.735
611.408
620.080
628.752
246
546.294
555.035
563.775
572.516
581.257
589.998
598.738
607.479
616.220
624.960
633.701
247
550.602
559.412
568.221
577.031
585.841
594.650
603.460
612.269
621.079
629.889
638.698
248
554.954
563.833
572.713
581.592
590.471
599.350
608.230
617.109
625.988
634.867
643.747
249
559.349
568.299
577.248
586.198
595.147
604.097
613.047
621.996
630.946
639.895
648.845
250
563.788
572.809
581.829
590.850
599.870
608.891
617.912
626.932
635.953
644.973
653.994
251
568.272
577.364
586.457
595.549
604.641
613.734
622.826
631.918
641.011
650.103
659.196
252
572.251
581.407
590.563
599.719
608.875
618.031
627.187
636.343
645.499
654.655
663.811
253
576.543
585.768
594.992
604.217
613.442
622.666
631.891
641.116
650.341
659.565
668.790
254
580.876
590.170
599.464
608.758
618.052
627.346
636.640
645.934
655.228
664.522
673.816
255
585.252
594.616
603.980
613.344
622.708
632.072
641.436
650.800
660.164
669.528
678.892
256
589.668
599.103
608.537
617.972
627.407
636.841
646.276
655.711
665.146
674.580
684.015
257
594.126
603.632
613.138
622.644
632.150
641.656
651.162
660.668
670.174
679.680
689.186
258
598.628
608.206
617.784
627.362
636.940
646.518
656.096
665.674
675.252
684.830
694.408
259
603.172
612.823
622.474
632.124
641.775
651.426
661.077
670.727
680.378
690.029
699.680
260
607.761
617.485
627.209
636.934
646.658
656.382
666.106
675.830
685.554
695.279
705.003
261
612.391
622.189
631.988
641.786
651.584
661.382
671.181
680.979
690.777
700.575
710.374
262
617.068
626.941
636.814
646.687
656.560
666.433
676.307
686.180
696.053
705.926
715.799
263
621.789
631.738
641.686
651.635
661.583
671.532
681.481
691.429
701.378
711.327
721.275
264
626.554
636.579
646.604
656.629
666.653
676.678
686.703
696.728
706.753
716.778
726.803
265
631.365
641.467
651.569
661.671
671.772
681.874
691.976
702.078
712.180
722.282
732.383
266
636.223
646.403
656.582
666.762
676.941
687.121
697.300
707.480
717.660
727.839
738.019
267
641.127
651.385
661.643
671.901
682.159
692.417
702.675
712.933
723.191
733.449
743.707
268
646.078
656.415
666.752
677.090
687.427
697.764
708.101
718.439
728.776
739.113
749.450
269
651.076
661.493
671.910
682.328
692.745
703.162
713.579
723.997
734.414
744.831
755.248
270
656.121
666.619
677.117
687.615
698.113
708.611
719.109
729.607
740.104
750.602
761.100
271
661.215
671.794
682.374
692.953
703.533
714.112
724.692
735.271
745.851
756.430
767.009
272
666.357
677.019
687.680
698.342
709.004
719.666
730.327
740.989
751.651
762.312
772.974
273
671.548
682.293
693.038
703.782
714.527
725.272
736.017
746.761
757.506
768.251
778.996
274
676.790
687.619
698.447
709.276
720.105
730.933
741.762
752.590
763.419
774.248
785.076
275
682.081
692.994
703.908
714.821
725.734
736.647
747.561
758.474
769.387
780.301
791.214
276
687.422
698.421
709.420
720.418
731.417
742.416
753.415
764.413
775.412
786.411
797.410
277
692.814
703.899
714.984
726.069
737.154
748.239
759.324
770.409
781.494
792.579
803.664
278
698.259
709.431
720.603
731.775
742.948
754.120
765.292
776.464
787.636
798.808
809.980
279
703.754
715.014
726.274
737.534
748.794
760.054
771.314
782.574
793.835
805.095
816.355
280
709.303
720.652
732.001
743.350
754.698
766.047
777.396
788.745
800.094
811.443
822.791
281
714.904
726.342
737.781
749.219
760.658
772.096
783.535
794.973
806.412
817.850
829.289
282
720.559
732.088
743.617
755.146
766.675
778.204
789.733
801.262
812.791
824.319
835.848
283
726.268
737.888
749.509
761.129
772.749
784.369
795.990
807.610
819.230
830.851
842.471
284
732.031
743.743
755.456
767.168
778.881
790.593
802.306
814.018
825.731
837.443
849.156
285
737.848
749.654
761.459
773.265
785.070
796.876
808.681
820.487
832.293
844.098
855.904
286
743.722
755.622
767.521
779.421
791.320
803.220
815.119
827.019
838.918
850.818
862.718
287
750.022
762.022
774.023
786.023
798.023
810.024
822.024
834.024
846.025
858.025
870.026
288
756.444
768.547
780.650
792.753
804.856
816.960
829.063
841.166
853.269
865.372
877.475
289
763.079
775.288
787.498
799.707
811.916
824.125
836.335
848.544
860.753
872.962
885.172
290
769.780
782.096
794.413
806.729
819.046
831.362
843.679
855.995
868.312
880.628
892.945
291
775.628
788.038
800.448
812.858
825.268
837.678
850.088
862.498
874.908
887.318
899.728
292
782.463
794.982
807.502
820.021
832.541
845.060
857.579
870.099
882.618
895.138
907.657
293
789.368
801.998
814.628
827.258
839.888
852.517
865.147
877.777
890.407
903.037
915.667
294
796.341
809.082
821.824
834.565
847.307
860.048
872.790
885.531
898.273
911.014
923.756
295
803.384
816.238
829.092
841.946
854.801
867.655
880.509
893.363
906.217
919.071
931.925
296
810.498
823.466
836.434
849.402
862.370
875.338
888.306
901.274
914.242
927.210
940.178
297
817.683
830.766
843.849
856.932
870.015
883.098
896.181
909.263
922.346
935.429
948.512
298
824.940
838.139
851.338
864.537
877.736
890.935
904.134
917.333
930.532
943.731
956.930
299
832.268
845.584
858.901
872.217
885.533
898.849
912.166
925.482
938.798
952.115
965.431
300
839.671
853.106
866.540
879.975
893.410
906.845
920.279
933.714
947.149
960.584
974.018
301
847.147
860.701
874.256
887.810
901.364
914.919
928.473
942.027
955.582
969.136
982.691
302
854.698
868.373
882.048
895.724
909.399
923.074
936.749
950.424
964.099
977.775
991.450
303
862.325
876.122
889.919
903.717
917.514
931.311
945.108
958.905
972.703
986.500
1.000.297
304
870.028
883.948
897.869
911.789
925.710
939.630
953.551
967.471
981.392
995.312
1.009.232
305
877.807
891.852
905.897
919.942
933.987
948.032
962.076
976.121
990.166
1.004.211
1.018.256
306
885.665
899.836
914.006
928.177
942.348
956.518
970.689
984.859
999.030
1.013.201
1.027.371
307
893.602
907.900
922.197
936.495
950.793
965.090
979.388
993.685
1.007.983
1.022.281
1.036.578
308
901.617
916.043
930.469
944.895
959.320
973.746
988.172
1.002.598
1.017.024
1.031.450
1.045.876
309
909.714
924.269
938.825
953.380
967.936
982.491
997.047
1.011.602
1.026.157
1.040.713
1.055.268
310
917.890
932.576
947.262
961.949
976.635
991.321
1.006.007
1.020.694
1.035.380
1.050.066
1.064.752
311
926.149
940.967
955.786
970.604
985.423
1.000.241
1.015.059
1.029.878
1.044.696
1.059.514
1.074.333
312
934.490
949.442
964.394
979.346
994.297
1.009.249
1.024.201
1.039.153
1.054.105
1.069.057
1.084.008
313
942.915
958.002
973.088
988.175
1.003.262
1.018.348
1.033.435
1.048.521
1.063.608
1.078.695
1.093.781
314
951.423
966.646
981.869
997.091
1.012.314
1.027.537
1.042.760
1.057.982
1.073.205
1.088.428
1.103.651
315
960.017
975.377
990.738
1.006.098
1.021.458
1.036.818
1.052.179
1.067.539
1.082.899
1.098.259
1.113.620
316
968.696
984.195
999.694
1.015.193
1.030.693
1.046.192
1.061.691
1.077.190
1.092.689
1.108.188
1.123.687
317
977.463
993.102
1.008.742
1.024.381
1.040.021
1.055.660
1.071.299
1.086.939
1.102.578
1.118.218
1.133.857
318
986.318
1.002.099
1.017.880
1.033.661
1.049.442
1.065.223
1.081.005
1.096.786
1.112.567
1.128.348
1.144.129
319
995.260
1.011.184
1.027.108
1.043.032
1.058.957
1.074.881
1.090.805
1.106.729
1.122.653
1.138.577
1.154.502
320
1.004.293
1.020.362
1.036.430
1.052.499
1.068.568
1.084.636
1.100.705
1.116.774
1.132.843
1.148.911
1.164.980
321
1.013.416
1.029.631
1.045.845
1.062.060
1.078.275
1.094.489
1.110.704
1.126.919
1.143.133
1.159.348
1.175.563
322
1.022.629
1.038.991
1.055.353
1.071.715
1.088.077
1.104.439
1.120.801
1.137.163
1.153.526
1.169.888
1.186.250
323
1.031.935
1.048.446
1.064.957
1.081.468
1.097.979
1.114.490
1.131.001
1.147.512
1.164.023
1.180.534
1.197.045
324
1.041.335
1.057.996
1.074.658
1.091.319
1.107.980
1.124.642
1.141.303
1.157.965
1.174.626
1.191.287
1.207.949
325
1.050.827
1.067.640
1.084.453
1.101.267
1.118.080
1.134.893
1.151.706
1.168.520
1.185.333
1.202.146
1.218.959
326
1.060.415
1.077.382
1.094.348
1.111.315
1.128.282
1.145.248
1.162.215
1.179.181
1.196.148
1.213.115
1.230.081
327
1.070.100
1.087.222
1.104.343
1.121.465
1.138.586
1.155.708
1.172.830
1.189.951
1.207.073
1.224.194
1.241.316
328
1.079.743
1.097.019
1.114.295
1.131.571
1.148.847
1.166.122
1.183.398
1.200.674
1.217.950
1.235.226
1.252.502
329
1.088.996
1.106.420
1.123.844
1.141.268
1.158.692
1.176.116
1.193.540
1.210.964
1.228.387
1.245.811
1.263.235
330
1.098.342
1.115.915
1.133.489
1.151.062
1.168.636
1.186.209
1.203.783
1.221.356
1.238.930
1.256.503
1.274.077
331
1.107.782
1.125.507
1.143.231
1.160.956
1.178.680
1.196.405
1.214.129
1.231.854
1.249.578
1.267.303
1.285.027
332
1.117.316
1.135.193
1.153.070
1.170.947
1.188.824
1.206.701
1.224.578
1.242.455
1.260.332
1.278.210
1.296.087
333
1.126.946
1.144.977
1.163.008
1.181.039
1.199.071
1.217.102
1.235.133
1.253.164
1.271.195
1.289.226
1.307.257
334
1.136.672
1.154.859
1.173.046
1.191.232
1.209.419
1.227.606
1.245.793
1.263.979
1.282.166
1.300.353
1.318.540
335
1.146.495
1.164.839
1.183.183
1.201.527
1.219.871
1.238.215
1.256.559
1.274.902
1.293.246
1.311.590
1.329.934
336
1.156.416
1.174.919
1.193.421
1.211.924
1.230.427
1.248.929
1.267.432
1.285.935
1.304.437
1.322.940
1.341.443
337
1.166.437
1.185.100
1.203.763
1.222.426
1.241.089
1.259.752
1.278.415
1.297.078
1.315.741
1.334.404
1.353.067
338
1.176.558
1.195.383
1.214.208
1.233.033
1.251.858
1.270.683
1.289.508
1.308.332
1.327.157
1.345.982
1.364.807
339
1.186.780
1.205.768
1.224.757
1.243.745
1.262.734
1.281.722
1.300.711
1.319.699
1.338.688
1.357.676
1.376.665
340
1.197.104
1.216.258
1.235.411
1.254.565
1.273.719
1.292.872
1.312.026
1.331.180
1.350.333
1.369.487
1.388.641
341
1.207.531
1.226.851
1.246.172
1.265.492
1.284.813
1.304.133
1.323.454
1.342.774
1.362.095
1.381.415
1.400.736
342
1.218.063
1.237.552
1.257.041
1.276.530
1.296.019
1.315.508
1.334.997
1.354.486
1.373.975
1.393.464
1.412.953
343
1.228.700
1.248.359
1.268.018
1.287.678
1.307.337
1.326.996
1.346.655
1.366.314
1.385.974
1.405.633
1.425.292
344
1.239.443
1.259.274
1.279.105
1.298.936
1.318.767
1.338.598
1.358.430
1.378.261
1.398.092
1.417.923
1.437.754
345
1.250.294
1.270.299
1.290.303
1.310.308
1.330.313
1.350.318
1.370.322
1.390.327
1.410.332
1.430.336
1.450.341
346
1.261.254
1.281.434
1.301.614
1.321.794
1.341.974
1.362.154
1.382.334
1.402.514
1.422.695
1.442.875
1.463.055
347
1.272.322
1.292.679
1.313.036
1.333.393
1.353.751
1.374.108
1.394.465
1.414.822
1.435.179
1.455.536
1.475.894
348
1.283.502
1.304.038
1.324.574
1.345.110
1.365.646
1.386.182
1.406.718
1.427.254
1.447.790
1.468.326
1.488.862
349
1.294.794
1.315.511
1.336.227
1.356.944
1.377.661
1.398.378
1.419.094
1.439.811
1.460.528
1.481.244
1.501.961
350
1.306.199
1.327.098
1.347.997
1.368.897
1.389.796
1.410.695
1.431.594
1.452.493
1.473.392
1.494.292
1.515.191
Salary group (Lfl.) refers to job evaluation levels. Basic levels and percentages are personal load levels.
Valid from April 1, 2025
Salary scale valid from April 1, 2025
Lfl.
Elementary school.
1,70%
3,40%
5,10%
6,80%
8,50%
10,20%
11,90%
13,60%
15,30%
17,00%
214
413.547
215
423.087
216
438.468
217
463.002
470.873
478.744
486.615
494.486
502.357
510.228
518.099
525.970
533.841
541.712
218
465.972
473.894
481.815
489.737
497.658
505.580
513.501
521.423
529.344
537.266
545.187
219
468.972
476.945
484.917
492.890
500.862
508.835
516.807
524.780
532.752
540.725
548.697
220
472.001
480.025
488.049
496.073
504.097
512.121
520.145
528.169
536.193
544.217
552.241
221
475.061
483.137
491.213
499.289
507.365
515.441
523.517
531.593
539.669
547.745
555.821
222
479.337
487.486
495.634
503.783
511.932
520.081
528.229
536.378
544.527
552.676
560.824
223
482.459
490.661
498.863
507.064
515.266
523.468
531.670
539.872
548.073
556.275
564.477
224
485.612
493.867
502.123
510.378
518.634
526.889
535.144
543.400
551.655
559.911
568.166
225
488.795
497.105
505.414
513.724
522.033
530.343
538.652
546.962
555.271
563.581
571.890
226
492.292
500.661
509.030
517.399
525.768
534.137
542.506
550.875
559.244
567.613
575.982
227
495.823
504.252
512.681
521.110
529.539
537.968
546.397
554.826
563.255
571.684
580.113
228
499.389
507.879
516.368
524.858
533.347
541.837
550.327
558.816
567.306
575.796
584.285
229
502.992
511.543
520.094
528.645
537.195
545.746
554.297
562.848
571.399
579.950
588.501
230
506.629
515.242
523.854
532.467
541.080
549.692
558.305
566.918
575.531
584.143
592.756
231
510.304
518.979
527.654
536.330
545.005
553.680
562.355
571.030
579.705
588.381
597.056
232
514.015
522.753
531.492
540.230
548.968
557.706
566.445
575.183
583.921
592.659
601.398
233
517.764
526.566
535.368
544.170
552.972
561.774
570.576
579.378
588.180
596.982
605.784
234
521.549
530.415
539.282
548.148
557.014
565.881
574.747
583.613
592.480
601.346
610.212
235
525.374
534.305
543.237
552.168
561.099
570.031
578.962
587.894
596.825
605.756
614.688
236
529.235
538.232
547.229
556.226
565.223
574.220
583.217
592.214
601.211
610.208
619.205
237
533.136
542.199
551.263
560.326
569.389
578.453
587.516
596.579
605.642
614.706
623.769
238
537.075
546.205
555.336
564.466
573.596
582.726
591.857
600.987
610.117
619.247
628.378
239
541.054
550.252
559.450
568.648
577.846
587.044
596.242
605.439
614.637
623.835
633.033
240
545.073
554.339
563.605
572.872
582.138
591.404
600.670
609.937
619.203
628.469
637.735
241
549.132
558.467
567.802
577.138
586.473
595.808
605.143
614.479
623.814
633.149
642.484
242
553.232
562.637
572.042
581.447
590.852
600.257
609.662
619.067
628.472
637.876
647.281
243
557.372
566.847
576.323
585.798
595.273
604.749
614.224
623.699
633.175
642.650
652.125
244
561.554
571.100
580.647
590.193
599.740
609.286
618.833
628.379
637.925
647.472
657.018
245
565.778
575.396
585.014
594.633
604.251
613.869
623.487
633.106
642.724
652.342
661.960
246
570.044
579.735
589.425
599.116
608.807
618.498
628.188
637.879
647.570
657.261
666.951
247
574.352
584.116
593.880
603.644
613.408
623.172
632.936
642.700
652.464
662.228
671.992
248
578.704
588.542
598.380
608.218
618.056
627.894
637.732
647.570
657.408
667.246
677.084
249
583.099
593.012
602.924
612.837
622.750
632.662
642.575
652.488
662.400
672.313
682.226
250
587.538
597.526
607.514
617.502
627.491
637.479
647.467
657.455
667.443
677.431
687.419
251
592.022
602.086
612.151
622.215
632.279
642.344
652.408
662.473
672.537
682.601
692.666
252
596.001
606.133
616.265
626.397
636.529
646.661
656.793
666.925
677.057
687.189
697.321
253
600.293
610.498
620.703
630.908
641.113
651.318
661.523
671.728
681.933
692.138
702.343
254
604.626
614.905
625.183
635.462
645.741
656.019
666.298
676.576
686.855
697.134
707.412
255
609.002
619.355
629.708
640.061
650.414
660.767
671.120
681.473
691.826
702.179
712.532
256
613.418
623.846
634.274
644.702
655.130
665.559
675.987
686.415
696.843
707.271
717.699
257
617.876
628.380
638.884
649.388
659.892
670.395
680.899
691.403
701.907
712.411
722.915
258
622.378
632.958
643.539
654.119
664.700
675.280
685.861
696.441
707.021
717.602
728.182
259
626.922
637.580
648.237
658.895
669.553
680.210
690.868
701.526
712.183
722.841
733.499
260
631.511
642.247
652.982
663.718
674.454
685.189
695.925
706.661
717.396
728.132
738.868
261
636.141
646.955
657.770
668.584
679.399
690.213
701.027
711.842
722.656
733.471
744.285
262
640.818
651.712
662.606
673.500
684.394
695.288
706.181
717.075
727.969
738.863
749.757
263
645.539
656.513
667.487
678.461
689.436
700.410
711.384
722.358
733.332
744.306
755.281
264
650.304
661.359
672.414
683.470
694.525
705.580
716.635
727.690
738.745
749.801
760.856
265
655.115
666.252
677.389
688.526
699.663
710.800
721.937
733.074
744.211
755.348
766.485
266
659.973
671.193
682.412
693.632
704.851
716.071
727.290
738.510
749.729
760.949
772.168
267
664.877
676.180
687.483
698.786
710.089
721.392
732.694
743.997
755.300
766.603
777.906
268
669.828
681.215
692.602
703.989
715.376
726.763
738.150
749.538
760.925
772.312
783.699
269
674.826
686.298
697.770
709.242
720.714
732.186
743.658
755.130
766.602
778.074
789.546
270
679.871
691.429
702.987
714.544
726.102
737.660
749.218
760.776
772.333
783.891
795.449
271
684.965
696.609
708.254
719.898
731.543
743.187
754.831
766.476
778.120
789.765
801.409
272
690.107
701.839
713.571
725.302
737.034
748.766
760.498
772.230
783.962
795.693
807.425
273
695.298
707.118
718.938
730.758
742.578
754.398
766.218
778.038
789.859
801.679
813.499
274
700.540
712.449
724.358
736.268
748.177
760.086
771.995
783.904
795.813
807.723
819.632
275
705.953
717.954
729.955
741.957
753.958
765.959
777.960
789.961
801.963
813.964
825.965
276
711.481
723.576
735.671
747.767
759.862
771.957
784.052
796.147
808.242
820.338
832.433
277
717.062
729.252
741.442
753.632
765.822
778.012
790.202
802.392
814.582
826.772
838.963
278
722.698
734.984
747.270
759.556
771.841
784.127
796.413
808.699
820.985
833.271
845.557
279
728.385
740.768
753.150
765.533
777.915
790.298
802.680
815.063
827.445
839.828
852.210
280
734.128
746.608
759.088
771.569
784.049
796.529
809.009
821.489
833.969
846.450
858.930
281
739.925
752.504
765.082
777.661
790.240
802.819
815.397
827.976
840.555
853.134
865.712
282
745.778
758.456
771.134
783.813
796.491
809.169
821.847
834.526
847.204
859.882
872.560
283
751.687
764.466
777.244
790.023
802.802
815.580
828.359
841.138
853.916
866.695
879.474
284
757.652
770.532
783.412
796.292
809.172
822.052
834.933
847.813
860.693
873.573
886.453
285
763.672
776.654
789.637
802.619
815.602
828.584
841.567
854.549
867.531
880.514
893.496
286
769.752
782.838
795.924
809.009
822.095
835.181
848.267
861.352
874.438
887.524
900.610
287
776.272
789.469
802.665
815.862
829.058
842.255
855.452
868.648
881.845
895.042
908.238
288
782.920
796.230
809.539
822.849
836.159
849.468
862.778
876.087
889.397
902.707
916.016
289
789.787
803.213
816.640
830.066
843.493
856.919
870.345
883.772
897.198
910.624
924.051
290
796.722
810.266
823.811
837.355
850.899
864.443
877.988
891.532
905.076
918.620
932.165
291
802.775
816.422
830.069
843.717
857.364
871.011
884.658
898.305
911.952
925.600
939.247
292
809.849
823.616
837.384
851.151
864.919
878.686
892.454
906.221
919.988
933.756
947.523
293
816.996
830.885
844.774
858.663
872.552
886.441
900.330
914.219
928.107
941.996
955.885
294
824.213
838.225
852.236
866.248
880.259
894.271
908.283
922.294
936.306
950.318
964.329
295
831.502
845.638
859.773
873.909
888.044
902.180
916.315
930.451
944.586
958.722
972.857
296
838.865
853.126
867.386
881.647
895.908
910.169
924.429
938.690
952.951
967.211
981.472
297
846.302
860.689
875.076
889.463
903.851
918.238
932.625
947.012
961.399
975.786
990.173
298
853.813
868.328
882.843
897.357
911.872
926.387
940.902
955.417
969.932
984.446
998.961
299
861.397
876.041
890.684
905.328
919.972
934.616
949.259
963.903
978.547
993.191
1.007.834
300
869.059
883.833
898.607
913.381
928.155
942.929
957.703
972.477
987.251
1.002.025
1.016.799
301
876.797
891.703
906.608
921.514
936.419
951.325
966.230
981.136
996.041
1.010.947
1.025.852
302
884.612
899.650
914.689
929.727
944.766
959.804
974.842
989.881
1.004.919
1.019.958
1.034.996
303
892.506
907.679
922.851
938.024
953.196
968.369
983.542
998.714
1.013.887
1.029.059
1.044.232
304
900.479
915.787
931.095
946.403
961.712
977.020
992.328
1.007.636
1.022.944
1.038.252
1.053.560
305
908.531
923.976
939.421
954.866
970.311
985.756
1.001.201
1.016.646
1.032.091
1.047.536
1.062.981
306
916.663
932.246
947.830
963.413
978.996
994.579
1.010.163
1.025.746
1.041.329
1.056.912
1.072.496
307
924.879
940.602
956.325
972.048
987.771
1.003.494
1.019.217
1.034.940
1.050.663
1.066.385
1.082.108
308
933.173
949.037
964.901
980.765
996.629
1.012.493
1.028.357
1.044.221
1.060.085
1.075.948
1.091.812
309
941.554
957.560
973.567
989.573
1.005.580
1.021.586
1.037.593
1.053.599
1.069.605
1.085.612
1.101.618
310
950.016
966.166
982.317
998.467
1.014.617
1.030.767
1.046.918
1.063.068
1.079.218
1.095.368
1.111.519
311
958.564
974.860
991.155
1.007.451
1.023.746
1.040.042
1.056.338
1.072.633
1.088.929
1.105.224
1.121.520
312
967.198
983.640
1.000.083
1.016.525
1.032.967
1.049.410
1.065.852
1.082.295
1.098.737
1.115.179
1.131.622
313
975.917
992.508
1.009.098
1.025.689
1.042.279
1.058.870
1.075.461
1.092.051
1.108.642
1.125.232
1.141.823
314
984.723
1.001.463
1.018.204
1.034.944
1.051.684
1.068.424
1.085.165
1.101.905
1.118.645
1.135.386
1.152.126
315
993.618
1.010.510
1.027.401
1.044.293
1.061.184
1.078.076
1.094.967
1.111.859
1.128.750
1.145.642
1.162.533
316
1.002.601
1.019.645
1.036.689
1.053.734
1.070.778
1.087.822
1.104.866
1.121.911
1.138.955
1.155.999
1.173.043
317
1.011.674
1.028.872
1.046.071
1.063.269
1.080.468
1.097.666
1.114.865
1.132.063
1.149.262
1.166.460
1.183.659
318
1.020.839
1.038.193
1.055.548
1.072.902
1.090.256
1.107.610
1.124.965
1.142.319
1.159.673
1.177.027
1.194.382
319
1.030.094
1.047.606
1.065.117
1.082.629
1.100.140
1.117.652
1.135.164
1.152.675
1.170.187
1.187.698
1.205.210
320
1.039.443
1.057.114
1.074.784
1.092.455
1.110.125
1.127.796
1.145.466
1.163.137
1.180.807
1.198.478
1.216.148
321
1.048.885
1.066.716
1.084.547
1.102.378
1.120.209
1.138.040
1.155.871
1.173.702
1.191.533
1.209.364
1.227.195
322
1.058.421
1.076.414
1.094.407
1.112.400
1.130.394
1.148.387
1.166.380
1.184.373
1.202.366
1.220.359
1.238.353
323
1.068.052
1.086.209
1.104.366
1.122.523
1.140.680
1.158.836
1.176.993
1.195.150
1.213.307
1.231.464
1.249.621
324
1.077.781
1.096.103
1.114.426
1.132.748
1.151.070
1.169.392
1.187.715
1.206.037
1.224.359
1.242.681
1.261.004
325
1.087.606
1.106.095
1.124.585
1.143.074
1.161.563
1.180.053
1.198.542
1.217.031
1.235.520
1.254.010
1.272.499
326
1.097.530
1.116.188
1.134.846
1.153.504
1.172.162
1.190.820
1.209.478
1.228.136
1.246.794
1.265.452
1.284.110
327
1.107.554
1.126.382
1.145.211
1.164.039
1.182.868
1.201.696
1.220.525
1.239.353
1.258.181
1.277.010
1.295.838
328
1.117.534
1.136.532
1.155.530
1.174.528
1.193.526
1.212.524
1.231.522
1.250.521
1.269.519
1.288.517
1.307.515
329
1.127.111
1.146.272
1.165.433
1.184.594
1.203.755
1.222.915
1.242.076
1.261.237
1.280.398
1.299.559
1.318.720
330
1.136.784
1.156.109
1.175.435
1.194.760
1.214.085
1.233.411
1.252.736
1.272.061
1.291.387
1.310.712
1.330.037
331
1.146.555
1.166.046
1.185.538
1.205.029
1.224.521
1.244.012
1.263.504
1.282.995
1.302.486
1.321.978
1.341.469
332
1.156.422
1.176.081
1.195.740
1.215.400
1.235.059
1.254.718
1.274.377
1.294.036
1.313.695
1.333.355
1.353.014
333
1.166.390
1.186.219
1.206.047
1.225.876
1.245.705
1.265.533
1.285.362
1.305.190
1.325.019
1.344.848
1.364.676
334
1.176.455
1.196.455
1.216.454
1.236.454
1.256.454
1.276.454
1.296.453
1.316.453
1.336.453
1.356.453
1.376.452
335
1.186.622
1.206.795
1.226.967
1.247.140
1.267.312
1.287.485
1.307.657
1.327.830
1.348.003
1.368.175
1.388.348
336
1.196.891
1.217.238
1.237.585
1.257.932
1.278.280
1.298.627
1.318.974
1.339.321
1.359.668
1.380.015
1.400.362
337
1.207.263
1.227.786
1.248.310
1.268.833
1.289.357
1.309.880
1.330.404
1.350.927
1.371.451
1.391.974
1.412.498
338
1.217.738
1.238.440
1.259.141
1.279.843
1.300.544
1.321.246
1.341.947
1.362.649
1.383.350
1.404.052
1.424.753
339
1.228.317
1.249.198
1.270.080
1.290.961
1.311.843
1.332.724
1.353.605
1.374.487
1.395.368
1.416.250
1.437.131
340
1.239.002
1.260.065
1.281.128
1.302.191
1.323.254
1.344.317
1.365.380
1.386.443
1.407.506
1.428.569
1.449.632
341
1.249.795
1.271.042
1.292.288
1.313.535
1.334.781
1.356.028
1.377.274
1.398.521
1.419.767
1.441.014
1.462.260
342
1.260.696
1.282.128
1.303.560
1.324.991
1.346.423
1.367.855
1.389.287
1.410.719
1.432.151
1.453.582
1.475.014
343
1.271.705
1.293.324
1.314.943
1.336.562
1.358.181
1.379.800
1.401.419
1.423.038
1.444.657
1.466.276
1.487.895
344
1.282.824
1.304.632
1.326.440
1.348.248
1.370.056
1.391.864
1.413.672
1.435.480
1.457.288
1.479.096
1.500.904
345
1.294.054
1.316.053
1.338.052
1.360.051
1.382.050
1.404.049
1.426.048
1.448.046
1.470.045
1.492.044
1.514.043
346
1.305.398
1.327.590
1.349.782
1.371.973
1.394.165
1.416.357
1.438.549
1.460.740
1.482.932
1.505.124
1.527.316
347
1.316.854
1.339.241
1.361.627
1.384.014
1.406.400
1.428.787
1.451.173
1.473.560
1.495.946
1.518.333
1.540.719
348
1.328.425
1.351.008
1.373.591
1.396.175
1.418.758
1.441.341
1.463.924
1.486.508
1.509.091
1.531.674
1.554.257
349
1.340.112
1.362.894
1.385.676
1.408.458
1.431.240
1.454.022
1.476.803
1.499.585
1.522.367
1.545.149
1.567.931
350
1.351.916
1.374.899
1.397.881
1.420.864
1.443.846
1.466.829
1.489.811
1.512.794
1.535.777
1.558.759
1.581.742
Salary group (Lfl.) refers to job evaluation levels. Basic levels and percentages are personal load levels.
Valid from April 1, 2026
Salary scale valid from 1 April 2026
Lfl.
Elementary school.
1,75%
3,50%
5,25%
7,00%
8,75%
10,50%
12,25%
14,00%
15,75%
17,50%
214
428.021
215
437.895
216
453.814
217
486.752
495.270
503.788
512.306
520.825
529.343
537.861
546.379
554.897
563.415
571.934
218
489.722
498.292
506.862
515.432
524.003
532.573
541.143
549.713
558.283
566.853
575.423
219
492.722
501.345
509.967
518.590
527.213
535.835
544.458
553.080
561.703
570.326
578.948
220
495.751
504.427
513.102
521.778
530.454
539.129
547.805
556.480
565.156
573.832
582.507
221
498.811
507.540
516.269
524.999
533.728
542.457
551.186
559.915
568.645
577.374
586.103
222
503.087
511.891
520.695
529.499
538.303
547.107
555.911
564.715
573.519
582.323
591.127
223
506.209
515.068
523.926
532.785
541.644
550.502
559.361
568.220
577.078
585.937
594.796
224
509.362
518.276
527.190
536.104
545.017
553.931
562.845
571.759
580.673
589.587
598.500
225
512.545
521.515
530.484
539.454
548.423
557.393
566.362
575.332
584.301
593.271
602.240
226
516.042
525.073
534.103
543.134
552.165
561.196
570.226
579.257
588.288
597.319
606.349
227
519.573
528.666
537.758
546.851
555.943
565.036
574.128
583.221
592.313
601.406
610.498
228
523.139
532.294
541.449
550.604
559.759
568.914
578.069
587.224
596.378
605.533
614.688
229
526.742
535.960
545.178
554.396
563.614
572.832
582.050
591.268
600.486
609.704
618.922
230
530.379
539.661
548.942
558.224
567.506
576.787
586.069
595.350
604.632
613.914
623.195
231
534.054
543.400
552.746
562.092
571.438
580.784
590.130
599.476
608.822
618.168
627.513
232
537.765
547.176
556.587
565.998
575.409
584.819
594.230
603.641
613.052
622.463
631.874
233
541.514
550.990
560.467
569.943
579.420
588.896
598.373
607.849
617.326
626.802
636.279
234
545.299
554.842
564.384
573.927
583.470
593.013
602.555
612.098
621.641
631.184
640.726
235
549.124
558.734
568.343
577.953
587.563
597.172
606.782
616.392
626.001
635.611
645.221
236
552.985
562.662
572.339
582.017
591.694
601.371
611.048
620.726
630.403
640.080
649.757
237
556.886
566.632
576.377
586.123
595.868
605.614
615.359
625.105
634.850
644.596
654.341
238
560.825
570.639
580.454
590.268
600.083
609.897
619.712
629.526
639.341
649.155
658.969
239
564.804
574.688
584.572
594.456
604.340
614.224
624.108
633.992
643.877
653.761
663.645
240
568.823
578.777
588.732
598.686
608.641
618.595
628.549
638.504
648.458
658.413
668.367
241
572.882
582.907
592.933
602.958
612.984
623.009
633.035
643.060
653.085
663.111
673.136
242
576.982
587.079
597.176
607.274
617.371
627.468
637.565
647.662
657.759
667.857
677.954
243
581.122
591.292
601.461
611.631
621.801
631.970
642.140
652.309
662.479
672.649
682.818
244
585.304
595.547
605.790
616.032
626.275
636.518
646.761
657.004
667.247
677.489
687.732
245
589.528
599.845
610.161
620.478
630.795
641.112
651.428
661.745
672.062
682.379
692.695
246
593.794
604.185
614.577
624.968
635.360
645.751
656.142
666.534
676.925
687.317
697.708
247
598.102
608.569
619.036
629.502
639.969
650.436
660.903
671.369
681.836
692.303
702.770
248
602.454
612.997
623.540
634.083
644.626
655.169
665.712
676.255
686.798
697.341
707.883
249
606.849
617.469
628.089
638.709
649.328
659.948
670.568
681.188
691.808
702.428
713.048
250
611.288
621.986
632.683
643.381
654.078
664.776
675.473
686.171
696.868
707.566
718.263
251
615.772
626.548
637.324
648.100
658.876
669.652
680.428
691.204
701.980
712.756
723.532
252
619.751
630.597
641.442
652.288
663.134
673.979
684.825
695.670
706.516
717.362
728.207
253
624.043
634.964
645.885
656.805
667.726
678.647
689.568
700.488
711.409
722.330
733.251
254
628.376
639.373
650.369
661.366
672.362
683.359
694.355
705.352
716.349
727.345
738.342
255
632.752
643.825
654.898
665.971
677.045
688.118
699.191
710.264
721.337
732.410
743.484
256
637.168
648.318
659.469
670.619
681.770
692.920
704.071
715.221
726.372
737.522
748.672
257
641.626
652.854
664.083
675.311
686.540
697.768
708.997
720.225
731.454
742.682
753.911
258
646.128
657.435
668.742
680.050
691.357
702.664
713.971
725.279
736.586
747.893
759.200
259
650.672
662.059
673.446
684.832
696.219
707.606
718.993
730.379
741.766
753.153
764.540
260
655.261
666.728
678.195
689.662
701.129
712.596
724.063
735.530
746.998
758.465
769.932
261
659.891
671.439
682.987
694.535
706.083
717.631
729.180
740.728
752.276
763.824
775.372
262
664.568
676.198
687.828
699.458
711.088
722.718
734.348
745.978
757.608
769.237
780.867
263
669.289
681.002
692.714
704.427
716.139
727.852
739.564
751.277
762.989
774.702
786.415
264
674.054
685.850
697.646
709.442
721.238
733.034
744.830
756.626
768.422
780.218
792.013
265
678.865
690.745
702.625
714.505
726.386
738.266
750.146
762.026
773.906
785.786
797.666
266
683.723
695.688
707.653
719.618
731.584
743.549
755.514
767.479
779.444
791.409
803.375
267
688.627
700.678
712.729
724.780
736.831
748.882
760.933
772.984
785.035
797.086
809.137
268
693.578
705.716
717.853
729.991
742.128
754.266
766.404
778.541
790.679
802.817
814.954
269
698.576
710.801
723.026
735.251
747.476
759.701
771.926
784.152
796.377
808.602
820.827
270
703.666
715.980
728.294
740.608
752.923
765.237
777.551
789.865
802.179
814.493
826.808
271
708.938
721.344
733.751
746.157
758.564
770.970
783.376
795.783
808.189
820.596
833.002
272
714.260
726.760
739.259
751.759
764.258
776.758
789.257
801.757
814.256
826.756
839.256
273
719.633
732.227
744.820
757.414
770.007
782.601
795.194
807.788
820.382
832.975
845.569
274
725.058
737.747
750.435
763.124
775.812
788.501
801.189
813.878
826.566
839.255
851.943
275
730.662
743.449
756.235
769.022
781.808
794.595
807.382
820.168
832.955
845.741
858.528
276
736.383
749.270
762.156
775.043
787.930
800.817
813.703
826.590
839.477
852.363
865.250
277
742.159
755.147
768.135
781.122
794.110
807.098
820.086
833.073
846.061
859.049
872.037
278
747.992
761.082
774.172
787.262
800.351
813.441
826.531
839.621
852.711
865.801
878.891
279
753.878
767.071
780.264
793.457
806.649
819.842
833.035
846.228
859.421
872.614
885.807
280
759.823
773.120
786.417
799.714
813.011
826.308
839.604
852.901
866.198
879.495
892.792
281
765.823
779.225
792.627
806.029
819.431
832.833
846.234
859.636
873.038
886.440
899.842
282
771.880
785.388
798.896
812.404
825.912
839.420
852.927
866.435
879.943
893.451
906.959
283
777.996
791.611
805.226
818.841
832.456
846.071
859.686
873.301
886.915
900.530
914.145
284
784.169
797.892
811.615
825.338
839.061
852.784
866.507
880.230
893.953
907.676
921.399
285
790.401
804.233
818.065
831.897
845.729
859.561
873.393
887.225
901.057
914.889
928.721
286
796.693
810.635
824.577
838.519
852.462
866.404
880.346
894.288
908.230
922.172
936.114
287
803.442
817.502
831.562
845.623
859.683
873.743
887.803
901.864
915.924
929.984
944.044
288
810.322
824.503
838.683
852.864
867.045
881.225
895.406
909.586
923.767
937.948
952.128
289
817.429
831.734
846.039
860.344
874.649
888.954
903.259
917.564
931.869
946.174
960.479
290
824.607
839.038
853.468
867.899
882.329
896.760
911.191
925.621
940.052
954.483
968.913
291
830.872
845.412
859.953
874.493
889.033
903.573
918.114
932.654
947.194
961.734
976.275
292
838.194
852.862
867.531
882.199
896.868
911.536
926.204
940.873
955.541
970.210
984.878
293
845.591
860.389
875.187
889.985
904.782
919.580
934.378
949.176
963.974
978.772
993.569
294
853.060
867.989
882.917
897.846
912.774
927.703
942.631
957.560
972.488
987.417
1.002.346
295
860.605
875.666
890.726
905.787
920.847
935.908
950.969
966.029
981.090
996.150
1.011.211
296
868.225
883.419
898.613
913.807
929.001
944.195
959.389
974.583
989.777
1.004.970
1.020.164
297
875.922
891.251
906.579
921.908
937.237
952.565
967.894
983.222
998.551
1.013.880
1.029.208
298
883.697
899.162
914.626
930.091
945.556
961.020
976.485
991.950
1.007.415
1.022.879
1.038.344
299
891.546
907.148
922.750
938.352
953.954
969.556
985.158
1.000.760
1.016.362
1.031.964
1.047.567
300
899.476
915.217
930.958
946.698
962.439
978.180
993.921
1.009.662
1.025.403
1.041.143
1.056.884
301
907.485
923.366
939.247
955.128
971.009
986.890
1.002.771
1.018.652
1.034.533
1.050.414
1.066.295
302
915.574
931.597
947.619
963.642
979.664
995.687
1.011.709
1.027.732
1.043.754
1.059.777
1.075.799
303
923.744
939.910
956.075
972.241
988.406
1.004.572
1.020.737
1.036.903
1.053.068
1.069.234
1.085.399
304
931.996
948.306
964.616
980.926
997.236
1.013.546
1.029.856
1.046.166
1.062.475
1.078.785
1.095.095
305
940.329
956.785
973.241
989.696
1.006.152
1.022.608
1.039.064
1.055.519
1.071.975
1.088.431
1.104.887
306
948.746
965.349
981.952
998.555
1.015.158
1.031.761
1.048.364
1.064.967
1.081.570
1.098.173
1.114.777
307
957.249
974.001
990.753
1.007.505
1.024.256
1.041.008
1.057.760
1.074.512
1.091.264
1.108.016
1.124.768
308
965.834
982.736
999.638
1.016.540
1.033.442
1.050.344
1.067.247
1.084.149
1.101.051
1.117.953
1.134.855
309
974.508
991.562
1.008.616
1.025.670
1.042.724
1.059.777
1.076.831
1.093.885
1.110.939
1.127.993
1.145.047
310
983.267
1.000.474
1.017.681
1.034.889
1.052.096
1.069.303
1.086.510
1.103.717
1.120.924
1.138.132
1.155.339
311
992.114
1.009.476
1.026.838
1.044.200
1.061.562
1.078.924
1.096.286
1.113.648
1.131.010
1.148.372
1.165.734
312
1.001.050
1.018.568
1.036.087
1.053.605
1.071.124
1.088.642
1.106.160
1.123.679
1.141.197
1.158.715
1.176.234
313
1.010.074
1.027.750
1.045.427
1.063.103
1.080.779
1.098.455
1.116.132
1.133.808
1.151.484
1.169.161
1.186.837
314
1.019.189
1.037.025
1.054.861
1.072.696
1.090.532
1.108.368
1.126.204
1.144.040
1.161.875
1.179.711
1.197.547
315
1.028.394
1.046.391
1.064.388
1.082.385
1.100.382
1.118.378
1.136.375
1.154.372
1.172.369
1.190.366
1.208.363
316
1.037.692
1.055.852
1.074.011
1.092.171
1.110.330
1.128.490
1.146.650
1.164.809
1.182.969
1.201.128
1.219.288
317
1.047.083
1.065.407
1.083.731
1.102.055
1.120.379
1.138.703
1.157.027
1.175.351
1.193.675
1.211.999
1.230.323
318
1.056.568
1.075.058
1.093.548
1.112.038
1.130.528
1.149.018
1.167.508
1.185.998
1.204.488
1.222.977
1.241.467
319
1.066.148
1.084.806
1.103.463
1.122.121
1.140.778
1.159.436
1.178.094
1.196.751
1.215.409
1.234.066
1.252.724
320
1.075.823
1.094.650
1.113.477
1.132.304
1.151.131
1.169.958
1.188.784
1.207.611
1.226.438
1.245.265
1.264.092
321
1.085.596
1.104.594
1.123.592
1.142.590
1.161.588
1.180.586
1.199.584
1.218.582
1.237.579
1.256.577
1.275.575
322
1.095.466
1.114.637
1.133.807
1.152.978
1.172.149
1.191.319
1.210.490
1.229.661
1.248.831
1.268.002
1.287.173
323
1.105.434
1.124.779
1.144.124
1.163.469
1.182.814
1.202.159
1.221.505
1.240.850
1.260.195
1.279.540
1.298.885
324
1.115.504
1.135.025
1.154.547
1.174.068
1.193.589
1.213.111
1.232.632
1.252.153
1.271.675
1.291.196
1.310.717
325
1.125.673
1.145.372
1.165.072
1.184.771
1.204.470
1.224.169
1.243.869
1.263.568
1.283.267
1.302.966
1.322.666
326
1.135.943
1.155.822
1.175.701
1.195.580
1.215.459
1.235.338
1.255.217
1.275.096
1.294.975
1.314.854
1.334.733
327
1.146.318
1.166.379
1.186.439
1.206.500
1.226.560
1.246.621
1.266.681
1.286.742
1.306.803
1.326.863
1.346.924
328
1.156.647
1.176.888
1.197.130
1.217.371
1.237.612
1.257.854
1.278.095
1.298.336
1.318.578
1.338.819
1.359.060
329
1.166.560
1.186.975
1.207.390
1.227.804
1.248.219
1.268.634
1.289.049
1.309.464
1.329.878
1.350.293
1.370.708
330
1.176.571
1.197.161
1.217.751
1.238.341
1.258.931
1.279.521
1.300.111
1.320.701
1.341.291
1.361.881
1.382.471
331
1.186.684
1.207.451
1.228.218
1.248.985
1.269.752
1.290.519
1.311.286
1.332.053
1.352.820
1.373.587
1.394.354
332
1.196.897
1.217.843
1.238.788
1.259.734
1.280.680
1.301.625
1.322.571
1.343.517
1.364.463
1.385.408
1.406.354
333
1.207.213
1.228.339
1.249.465
1.270.592
1.291.718
1.312.844
1.333.970
1.355.097
1.376.223
1.397.349
1.418.475
334
1.217.631
1.238.940
1.260.248
1.281.557
1.302.865
1.324.174
1.345.482
1.366.791
1.388.099
1.409.408
1.430.716
335
1.228.154
1.249.647
1.271.139
1.292.632
1.314.125
1.335.617
1.357.110
1.378.603
1.400.096
1.421.588
1.443.081
336
1.238.782
1.260.461
1.282.139
1.303.818
1.325.497
1.347.175
1.368.854
1.390.533
1.412.211
1.433.890
1.455.569
337
1.249.517
1.271.384
1.293.250
1.315.117
1.336.983
1.358.850
1.380.716
1.402.583
1.424.449
1.446.316
1.468.182
338
1.260.358
1.282.414
1.304.471
1.326.527
1.348.583
1.370.639
1.392.696
1.414.752
1.436.808
1.458.864
1.480.921
339
1.271.308
1.293.556
1.315.804
1.338.052
1.360.300
1.382.547
1.404.795
1.427.043
1.449.291
1.471.539
1.493.787
340
1.282.367
1.304.808
1.327.250
1.349.691
1.372.133
1.394.574
1.417.016
1.439.457
1.461.898
1.484.340
1.506.781
341
1.293.537
1.316.174
1.338.811
1.361.448
1.384.085
1.406.721
1.429.358
1.451.995
1.474.632
1.497.269
1.519.906
342
1.304.820
1.327.654
1.350.489
1.373.323
1.396.157
1.418.992
1.441.826
1.464.660
1.487.495
1.510.329
1.533.164
343
1.316.215
1.339.249
1.362.283
1.385.316
1.408.350
1.431.384
1.454.418
1.477.451
1.500.485
1.523.519
1.546.553
344
1.327.723
1.350.958
1.374.193
1.397.428
1.420.664
1.443.899
1.467.134
1.490.369
1.513.604
1.536.839
1.560.075
345
1.339.346
1.362.785
1.386.223
1.409.662
1.433.100
1.456.539
1.479.977
1.503.416
1.526.854
1.550.293
1.573.732
346
1.351.087
1.374.731
1.398.375
1.422.019
1.445.663
1.469.307
1.492.951
1.516.595
1.540.239
1.563.883
1.587.527
347
1.362.944
1.386.796
1.410.647
1.434.499
1.458.350
1.482.202
1.506.053
1.529.905
1.553.756
1.577.608
1.601.459
348
1.374.920
1.398.981
1.423.042
1.447.103
1.471.164
1.495.226
1.519.287
1.543.348
1.567.409
1.591.470
1.615.531
349
1.387.015
1.411.288
1.435.561
1.459.833
1.484.106
1.508.379
1.532.652
1.556.924
1.581.197
1.605.470
1.629.743
350
1.399.233
1.423.720
1.448.206
1.472.693
1.497.179
1.521.666
1.546.152
1.570.639
1.595.126
1.619.612
1.644.099
Salary group (Lfl.) refers to job evaluation levels. Basic levels and percentages are personal load levels.
Valid from April 1, 2027
Salary scale valid from 1 April 2027
Lfl.
Elementary school.
1,80%
3,60%
5,40%
7,20%
9,00%
10,80%
12,60%
14,40%
16,20%
18,00%
214
443.002
215
453.221
216
469.698
217
510.502
519.691
528.880
538.069
547.258
556.447
565.636
574.825
584.014
593.203
602.392
218
513.472
522.714
531.957
541.199
550.442
559.684
568.927
578.169
587.412
596.654
605.897
219
516.472
525.768
535.065
544.361
553.658
562.954
572.251
581.547
590.844
600.140
609.437
220
519.501
528.852
538.203
547.554
556.905
566.256
575.607
584.958
594.309
603.660
613.011
221
522.561
531.967
541.373
550.779
560.185
569.591
578.998
588.404
597.810
607.216
616.622
222
526.837
536.320
545.803
555.286
564.769
574.252
583.735
593.218
602.702
612.185
621.668
223
529.959
539.498
549.038
558.577
568.116
577.655
587.195
596.734
606.273
615.812
625.352
224
533.112
542.708
552.304
561.900
571.496
581.092
590.688
600.284
609.880
619.476
629.072
225
536.295
545.948
555.602
565.255
574.908
584.562
594.215
603.868
613.521
623.175
632.828
226
539.792
549.508
559.225
568.941
578.657
588.373
598.090
607.806
617.522
627.238
636.955
227
543.323
553.103
562.883
572.662
582.442
592.222
602.002
611.782
621.562
631.341
641.121
228
546.889
556.733
566.577
576.421
586.265
596.109
605.953
615.797
625.641
635.485
645.329
229
550.492
560.401
570.310
580.219
590.127
600.036
609.945
619.854
629.763
639.672
649.581
230
554.129
564.103
574.078
584.052
594.026
604.001
613.975
623.949
633.924
643.898
653.872
231
557.804
567.844
577.885
587.925
597.966
608.006
618.047
628.087
638.128
648.168
658.209
232
561.515
571.622
581.730
591.837
601.944
612.051
622.159
632.266
642.373
652.480
662.588
233
565.264
575.439
585.614
595.788
605.963
616.138
626.313
636.487
646.662
656.837
667.012
234
569.049
579.292
589.535
599.778
610.021
620.263
630.506
640.749
650.992
661.235
671.478
235
572.874
583.186
593.497
603.809
614.121
624.433
634.744
645.056
655.368
665.680
675.991
236
576.735
587.116
597.497
607.879
618.260
628.641
639.022
649.404
659.785
670.166
680.547
237
580.636
591.087
601.539
611.990
622.442
632.893
643.345
653.796
664.248
674.699
685.150
238
584.575
595.097
605.620
616.142
626.664
637.187
647.709
658.231
668.754
679.276
689.799
239
588.554
599.148
609.742
620.336
630.930
641.524
652.118
662.712
673.306
683.900
694.494
240
592.573
603.239
613.906
624.572
635.238
645.905
656.571
667.237
677.904
688.570
699.236
241
596.632
607.371
618.111
628.850
639.590
650.329
661.068
671.808
682.547
693.286
704.026
242
600.732
611.545
622.358
633.172
643.985
654.798
665.611
676.424
687.237
698.051
708.864
243
604.872
615.760
626.647
637.535
648.423
659.310
670.198
681.086
691.974
702.861
713.749
244
609.054
620.017
630.980
641.943
652.906
663.869
674.832
685.795
696.758
707.721
718.684
245
613.278
624.317
635.356
646.395
657.434
668.473
679.512
690.551
701.590
712.629
723.668
246
617.544
628.660
639.776
650.891
662.007
673.123
684.239
695.355
706.470
717.586
728.702
247
621.852
633.045
644.239
655.432
666.625
677.819
689.012
700.205
711.399
722.592
733.785
248
626.204
637.476
648.747
660.019
671.291
682.562
693.834
705.106
716.377
727.649
738.921
249
630.599
641.950
653.301
664.651
676.002
687.353
698.704
710.054
721.405
732.756
744.107
250
635.038
646.469
657.899
669.330
680.761
692.191
703.622
715.053
726.483
737.914
749.345
251
639.522
651.033
662.545
674.056
685.568
697.079
708.590
720.102
731.613
743.125
754.636
252
643.501
655.084
666.667
678.250
689.833
701.416
712.999
724.582
736.165
747.748
759.331
253
647.793
659.453
671.114
682.774
694.434
706.094
717.755
729.415
741.075
752.735
764.396
254
652.126
663.864
675.603
687.341
699.079
710.817
722.556
734.294
746.032
757.770
769.509
255
656.502
668.319
680.136
691.953
703.770
715.587
727.404
739.221
751.038
762.855
774.672
256
660.918
672.815
684.711
696.608
708.504
720.401
732.297
744.194
756.090
767.987
779.883
257
665.376
677.353
689.330
701.306
713.283
725.260
737.237
749.213
761.190
773.167
785.144
258
669.878
681.936
693.994
706.051
718.109
730.167
742.225
754.283
766.340
778.398
790.456
259
674.422
686.562
698.701
710.841
722.980
735.120
747.260
759.399
771.539
783.678
795.818
260
679.011
691.233
703.455
715.678
727.900
740.122
752.344
764.566
776.789
789.011
801.233
261
683.641
695.947
708.252
720.558
732.863
745.169
757.474
769.780
782.085
794.391
806.696
262
688.318
700.708
713.097
725.487
737.877
750.267
762.656
775.046
787.436
799.826
812.215
263
693.039
705.514
717.988
730.463
742.938
755.413
767.887
780.362
792.837
805.311
817.786
264
697.804
710.364
722.925
735.485
748.046
760.606
773.167
785.727
798.288
810.848
823.409
265
702.625
715.272
727.920
740.567
753.214
765.861
778.509
791.156
803.803
816.450
829.098
266
707.653
720.391
733.129
745.866
758.604
771.342
784.080
796.817
809.555
822.293
835.031
267
712.728
725.557
738.386
751.215
764.044
776.874
789.703
802.532
815.361
828.190
841.019
268
717.853
730.774
743.696
756.617
769.538
782.460
795.381
808.302
821.224
834.145
847.067
269
723.026
736.040
749.055
762.069
775.084
788.098
801.113
814.127
827.142
840.156
853.171
270
728.294
741.403
754.513
767.622
780.731
793.840
806.950
820.059
833.168
846.278
859.387
271
733.751
746.959
760.166
773.374
786.581
799.789
812.996
826.204
839.411
852.619
865.826
272
739.259
752.566
765.872
779.179
792.486
805.792
819.099
832.406
845.712
859.019
872.326
273
744.820
758.227
771.634
785.040
798.447
811.854
825.261
838.667
852.074
865.481
878.888
274
750.435
763.943
777.451
790.958
804.466
817.974
831.482
844.990
858.498
872.005
885.513
275
756.235
769.847
783.459
797.072
810.684
824.296
837.908
851.521
865.133
878.745
892.357
276
762.157
775.876
789.595
803.313
817.032
830.751
844.470
858.189
871.908
885.626
899.345
277
768.135
781.961
795.788
809.614
823.441
837.267
851.094
864.920
878.746
892.573
906.399
278
774.172
788.107
802.042
815.977
829.912
843.847
857.783
871.718
885.653
899.588
913.523
279
780.264
794.309
808.354
822.398
836.443
850.488
864.533
878.577
892.622
906.667
920.712
280
786.416
800.571
814.727
828.882
843.038
857.193
871.349
885.504
899.660
913.815
927.971
281
792.626
806.893
821.161
835.428
849.695
863.962
878.230
892.497
906.764
921.031
935.299
282
798.896
813.276
827.656
842.036
856.417
870.797
885.177
899.557
913.937
928.317
942.697
283
805.226
819.720
834.214
848.708
863.202
877.696
892.190
906.684
921.179
935.673
950.167
284
811.615
826.224
840.833
855.442
870.051
884.660
899.269
913.878
928.488
943.097
957.706
285
818.065
832.790
847.515
862.241
876.966
891.691
906.416
921.141
935.866
950.592
965.317
286
824.577
839.419
854.262
869.104
883.947
898.789
913.631
928.474
943.316
958.158
973.001
287
831.562
846.530
861.498
876.466
891.434
906.403
921.371
936.339
951.307
966.275
981.243
288
838.683
853.779
868.876
883.972
899.068
914.164
929.261
944.357
959.453
974.550
989.646
289
846.039
861.268
876.496
891.725
906.954
922.183
937.411
952.640
967.869
983.097
998.326
290
853.469
868.831
884.194
899.556
914.919
930.281
945.644
961.006
976.369
991.731
1.007.093
291
859.953
875.432
890.911
906.390
921.870
937.349
952.828
968.307
983.786
999.265
1.014.745
292
867.531
883.147
898.762
914.378
929.993
945.609
961.224
976.840
992.455
1.008.071
1.023.687
293
875.187
890.940
906.694
922.447
938.200
953.954
969.707
985.461
1.001.214
1.016.967
1.032.721
294
882.917
898.810
914.702
930.595
946.487
962.380
978.272
994.165
1.010.057
1.025.950
1.041.842
295
890.726
906.759
922.792
938.825
954.858
970.891
986.924
1.002.957
1.018.991
1.035.024
1.051.057
296
898.613
914.788
930.963
947.138
963.313
979.488
995.663
1.011.838
1.028.013
1.044.188
1.060.363
297
906.579
922.897
939.216
955.534
971.853
988.171
1.004.490
1.020.808
1.037.126
1.053.445
1.069.763
298
914.626
931.089
947.553
964.016
980.479
996.942
1.013.406
1.029.869
1.046.332
1.062.795
1.079.259
299
922.750
939.360
955.969
972.579
989.188
1.005.798
1.022.407
1.039.017
1.055.626
1.072.236
1.088.845
300
930.958
947.715
964.472
981.230
997.987
1.014.744
1.031.501
1.048.259
1.065.016
1.081.773
1.098.530
301
939.247
956.153
973.060
989.966
1.006.873
1.023.779
1.040.686
1.057.592
1.074.499
1.091.405
1.108.311
302
947.619
964.676
981.733
998.790
1.015.848
1.032.905
1.049.962
1.067.019
1.084.076
1.101.133
1.118.190
303
956.075
973.284
990.494
1.007.703
1.024.912
1.042.122
1.059.331
1.076.540
1.093.750
1.110.959
1.128.169
304
964.616
981.979
999.342
1.016.705
1.034.068
1.051.431
1.068.795
1.086.158
1.103.521
1.120.884
1.138.247
305
973.241
990.759
1.008.278
1.025.796
1.043.314
1.060.833
1.078.351
1.095.869
1.113.388
1.130.906
1.148.424
306
981.952
999.627
1.017.302
1.034.977
1.052.653
1.070.328
1.088.003
1.105.678
1.123.353
1.141.028
1.158.703
307
990.753
1.008.587
1.026.420
1.044.254
1.062.087
1.079.921
1.097.754
1.115.588
1.133.421
1.151.255
1.169.089
308
999.639
1.017.633
1.035.626
1.053.620
1.071.613
1.089.607
1.107.600
1.125.594
1.143.587
1.161.581
1.179.574
309
1.008.616
1.026.771
1.044.926
1.063.081
1.081.236
1.099.391
1.117.547
1.135.702
1.153.857
1.172.012
1.190.167
310
1.017.681
1.035.999
1.054.318
1.072.636
1.090.954
1.109.272
1.127.591
1.145.909
1.164.227
1.182.545
1.200.864
311
1.026.838
1.045.321
1.063.804
1.082.287
1.100.770
1.119.253
1.137.737
1.156.220
1.174.703
1.193.186
1.211.669
312
1.036.086
1.054.736
1.073.385
1.092.035
1.110.684
1.129.334
1.147.983
1.166.633
1.185.282
1.203.932
1.222.581
313
1.045.426
1.064.244
1.083.061
1.101.879
1.120.697
1.139.514
1.158.332
1.177.150
1.195.967
1.214.785
1.233.603
314
1.054.860
1.073.847
1.092.835
1.111.822
1.130.810
1.149.797
1.168.785
1.187.772
1.206.760
1.225.747
1.244.735
315
1.064.388
1.083.547
1.102.706
1.121.865
1.141.024
1.160.183
1.179.342
1.198.501
1.217.660
1.236.819
1.255.978
316
1.074.011
1.093.343
1.112.675
1.132.008
1.151.340
1.170.672
1.190.004
1.209.336
1.228.669
1.248.001
1.267.333
317
1.083.731
1.103.238
1.122.745
1.142.252
1.161.760
1.181.267
1.200.774
1.220.281
1.239.788
1.259.295
1.278.803
318
1.093.548
1.113.232
1.132.916
1.152.600
1.172.283
1.191.967
1.211.651
1.231.335
1.251.019
1.270.703
1.290.387
319
1.103.463
1.123.325
1.143.188
1.163.050
1.182.912
1.202.775
1.222.637
1.242.499
1.262.362
1.282.224
1.302.086
320
1.113.477
1.133.520
1.153.562
1.173.605
1.193.647
1.213.690
1.233.733
1.253.775
1.273.818
1.293.860
1.313.903
321
1.123.592
1.143.817
1.164.041
1.184.266
1.204.491
1.224.715
1.244.940
1.265.165
1.285.389
1.305.614
1.325.839
322
1.133.807
1.154.216
1.174.624
1.195.033
1.215.441
1.235.850
1.256.258
1.276.667
1.297.075
1.317.484
1.337.892
323
1.144.125
1.164.719
1.185.314
1.205.908
1.226.502
1.247.096
1.267.691
1.288.285
1.308.879
1.329.473
1.350.068
324
1.154.546
1.175.328
1.196.110
1.216.891
1.237.673
1.258.455
1.279.237
1.300.019
1.320.801
1.341.582
1.362.364
325
1.165.071
1.186.042
1.207.014
1.227.985
1.248.956
1.269.927
1.290.899
1.311.870
1.332.841
1.353.813
1.374.784
326
1.175.701
1.196.864
1.218.026
1.239.189
1.260.351
1.281.514
1.302.677
1.323.839
1.345.002
1.366.165
1.387.327
327
1.186.439
1.207.795
1.229.151
1.250.507
1.271.863
1.293.219
1.314.574
1.335.930
1.357.286
1.378.642
1.399.998
328
1.197.130
1.218.678
1.240.227
1.261.775
1.283.323
1.304.872
1.326.420
1.347.968
1.369.517
1.391.065
1.412.613
329
1.207.389
1.229.122
1.250.855
1.272.588
1.294.321
1.316.054
1.337.787
1.359.520
1.381.253
1.402.986
1.424.719
330
1.217.751
1.239.671
1.261.590
1.283.510
1.305.429
1.327.349
1.349.268
1.371.188
1.393.107
1.415.027
1.436.946
331
1.228.218
1.250.326
1.272.434
1.294.542
1.316.650
1.338.758
1.360.866
1.382.973
1.405.081
1.427.189
1.449.297
332
1.238.789
1.261.087
1.283.385
1.305.684
1.327.982
1.350.280
1.372.578
1.394.876
1.417.175
1.439.473
1.461.771
333
1.249.466
1.271.956
1.294.447
1.316.937
1.339.428
1.361.918
1.384.408
1.406.899
1.429.389
1.451.879
1.474.370
334
1.260.248
1.282.932
1.305.617
1.328.301
1.350.986
1.373.670
1.396.355
1.419.039
1.441.724
1.464.408
1.487.093
335
1.271.139
1.294.020
1.316.900
1.339.781
1.362.661
1.385.542
1.408.422
1.431.303
1.454.183
1.477.064
1.499.944
336
1.282.139
1.305.218
1.328.296
1.351.375
1.374.453
1.397.532
1.420.610
1.443.689
1.466.767
1.489.846
1.512.924
337
1.293.250
1.316.529
1.339.807
1.363.086
1.386.364
1.409.643
1.432.921
1.456.200
1.479.478
1.502.757
1.526.035
338
1.304.471
1.327.951
1.351.432
1.374.912
1.398.393
1.421.873
1.445.354
1.468.834
1.492.315
1.515.795
1.539.276
339
1.315.804
1.339.488
1.363.173
1.386.857
1.410.542
1.434.226
1.457.911
1.481.595
1.505.280
1.528.964
1.552.649
340
1.327.250
1.351.141
1.375.031
1.398.922
1.422.812
1.446.703
1.470.593
1.494.484
1.518.374
1.542.265
1.566.155
341
1.338.811
1.362.910
1.387.008
1.411.107
1.435.205
1.459.304
1.483.403
1.507.501
1.531.600
1.555.698
1.579.797
342
1.350.489
1.374.798
1.399.107
1.423.415
1.447.724
1.472.033
1.496.342
1.520.651
1.544.959
1.569.268
1.593.577
343
1.362.282
1.386.803
1.411.324
1.435.845
1.460.366
1.484.887
1.509.408
1.533.930
1.558.451
1.582.972
1.607.493
344
1.374.193
1.398.928
1.423.664
1.448.399
1.473.135
1.497.870
1.522.606
1.547.341
1.572.077
1.596.812
1.621.548
345
1.386.223
1.411.175
1.436.127
1.461.079
1.486.031
1.510.983
1.535.935
1.560.887
1.585.839
1.610.791
1.635.743
346
1.398.375
1.423.546
1.448.717
1.473.887
1.499.058
1.524.229
1.549.400
1.574.570
1.599.741
1.624.912
1.650.083
347
1.410.647
1.436.039
1.461.430
1.486.822
1.512.214
1.537.605
1.562.997
1.588.389
1.613.780
1.639.172
1.664.563
348
1.423.042
1.448.657
1.474.272
1.499.886
1.525.501
1.551.116
1.576.731
1.602.345
1.627.960
1.653.575
1.679.190
349
1.435.561
1.461.401
1.487.241
1.513.081
1.538.921
1.564.761
1.590.602
1.616.442
1.642.282
1.668.122
1.693.962
350
1.448.206
1.474.274
1.500.341
1.526.409
1.552.477
1.578.545
1.604.612
1.630.680
1.656.748
1.682.815
1.708.883
Salary group (Lfl.) refers to job evaluation levels. Basic levels and percentages are personal load levels.
33. Attachment XVI: On the salaries of summer teams
