The parties to the agreement agree on the long‑term goal of paying the same wages for work of equal value at the Reykjavík City Council. The parties agree to assess work based on the employee assessment system of the parties (SAMSTARF).
The contracting parties agree on the goal of safeguarding the health of the employees of the City of Reykjavík and the work environment. The parties agree that mutual benefit for the employees and the workplace of the City of Reykjavík can be achieved through a changed organization of working hours.
The contracting parties agree that clear incentives shall be provided for employees to develop in their work, enhance their professionalism, and improve the city's service to the public.
The parties to the agreement agree to examine and revise the assessment system in order to evaluate employees' competence for the purpose of developing and, where appropriate, expanding the basis of competency wages.
2. Scope of agreement
This agreement applies to all work of employees, both general and specialized, as specified in this agreement and performed at the institutions of Reykjavíkurborg, unless otherwise specifically agreed.
3. Right of preference
The City of Reykjavík commits to allowing employees who are members of Efling - trade union to have priority rights to all general labor work, when required and members volunteer, provided they are fully qualified for the work in question.
Reykjavíkurborg has always had free choice as to which members from the Efling union it hires. Now Reykjavíkurborg wants to hire a worker who is not a member of the 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 statutes.
4. Further employee rights
An employee who has earned further rights to purchase or bonuses upon the entry into force of this agreement, as stipulated by the agreement, shall retain them.
If a dispute arises regarding rights matters according to clause 0.4.1 and it is not resolved at the employee's workplace, the matter shall be referred to the parties' joint committee for resolution pursuant to section 16 of this agreement.
5. New job categories
If, during the contract period, new occupational categories arise that are not provided for in this agreement or do not have a clear counterpart in the applicable collective bargaining agreements, negotiations shall be initiated regarding the purchase and conditions of members of Efling - trade union in the occupational category.
Wages increase as follows, unless otherwise stipulated by the wage tables attached to this agreement. The monthly salary of an employee performing full-time work shall be paid according to the accompanying wage tables in annex XVII, where monthly salaries receive the following percentage increases with a minimum krona amount increase over the term of the agreement. Monthly salary refers to fixed monthly salary for day work.
April 1, 2025 3.50% or ISK 23,750.
1 April 2026 3,50% or 23,750 kr.
1 April 2027 3.50% or 23,750 kr.
The personal allowance undergoes the following changes to the contract periods:
A fraction of the monthly salary is calculated as follows: divide the monthly salary by 21.67 and multiply by the number of calendar days other than Saturdays and Sundays from the start or until the end of the employment period.
In addition to monthly wages, it is permissible to pay other remuneration that accompanies the work with a monthly payment. Other remuneration may arise from regular overtime and work‑related allowances that are not measured in hours. Other remuneration may, among other things, replace time purchase in overtime pursuant to §1.4.
Wages are based on the specific requirements that the job places on the employee as they are assessed in the performance evaluation system of the contracting parties COLLABORATION. It is assumed that this concerns a permanent and continuous scope of work.
When a new position is established, the joint committee shall determine its ranking for interim wages. When the position has been performed for 6 months, it shall be evaluated in the employer's performance assessment system and therefore ranked for wages in accordance with the assessment result.
Explanation: If an employee assessment later shows that the new position was ranked too low at the start for salary purposes, it must be corrected retroactively. However, if the position was ranked too high at the start, the employee retains that individual ranking, but the position is ranked based on assessment results. An excessively high individual ranking conflicts with the ranking according to 1.2.2.
Job descriptions shall be available for all positions and shall be reviewed in the annual career development talks between employees and managers.
The job description should include information about all main aspects of the work and a definition of the area of responsibility and duties, so that it is clear what requirements are placed on the employee and which tasks they are intended to perform.
If the institution or employee wishes a reassessment of the work, the case shall be sent to the staff appraisal committee, see the staff appraisal committee rules (appendix XI)
Wages are determined according to the following linking rule between employee assessment levels and salary groups:
Collective agreement from and including 1 June 2017:
Salary = 178 + 0.150 * (grade; grade up to and including 459)
Wages = 181 + 0,147 * (salary grade; salary grade from and including 460)
Link rule from and including 1 April 2020:
Salary = 186 + 0.13 * rating (rating up to and including 539)
Salary = 152 + 0.194 * assessment level (assessment level from and including 540)
1.2.2.1
Individual-based wages are an incentive for employees to increase their competence at work in accordance with a development plan. Individual-based wages supplement the regular wages according to performance evaluation and are measured by three criteria: development, competence and performance.
It is assumed that each institution/company shall present a career development plan for all employees in its personnel plan in human resources matters to ensure normal career development and continuing education of employees in accordance with the Reykjavík City personnel policy. An employee who takes an active part in the career development plan is entitled to higher wages than otherwise. Forsend of this increase is the confirmed participation of the employee in the institution/company's career development plan. These wages may change.
Work experience is assessed in the following manner:
After 1 year of service at Reykjavík City Council, ranking one step higher than otherwise.
After 3 years of service with Reykjavík City, promotion one step higher or otherwise.
After 5 years of service at Reykjavík City, promotion one step higher, otherwise.
After 7 years of service at Reykjavíkurborg, promotion one step higher or otherwise.
After 9 years of service with Reykjavíkurborg, ranking one step higher than otherwise.
After 12 years of service at Reykjavík City, ranking one step higher than otherwise.
Wage step/personnel surcharge, see clause 1.1.1., is calculated on the base level of the wage group in the wage table. The personnel surcharge for professional and work experience can amount to a maximum of 6 steps in total.
The employee's working time on a fixed monthly purchase in a comparable job shall also be assessed, provided that the previous employer's confirmation is available. The employee receives working time from another employer assessed from the next month after he has submitted verified data about his working time.
If an employee has been given a personal burden due to active participation in the institution's development plan but no longer fulfills that duty without legitimate reasons, he loses the personal burden he has received. Before this can occur, the supervisor must inform the employee that he will lose this right if he does not improve his performance according to the development plan, and must explain to the employee how he can improve. The employee may request that a union representative be present at such a conversation. The branch is allowed to implement the development plan in accordance with Annex IV on professional recognition and shorter vocational training at the upper secondary level.
The employee's education that is useful in the job and exceeds the basic job requirements shall be assessed for personal circumstances such that:
For work-related education or courses that are tailored to the needs of the City of Reykjavík, a maximum of one level shall apply. The condition is that the education is taught by educators who have received recognition in accordance with the Continuing Education Act No. 27/2010 and the Upper Secondary School Act No. 92/2008.
For formal education at the upper secondary level, a maximum of 1 step shall apply.
For every 60 ECTS credits in university studies in the field, one level shall be added.
Salary step/personnel surcharge, see clause 1.1.1, according to the above calculated on the base level of the salary group in the salary table, see salary tables in the annex. The personnel surcharge according to this clause is at most 3 steps.
The employee receives his/her education measured from and including the next month after he/she has submitted satisfactory documentation of the training. In the assessment of the training, units are never counted twice.
A committee appointed with one representative from each contracting party shall have supervision and adjudicative authority over the assessment of courses and other education that is deemed to fall under this article. It shall be based on education that can be considered useful to employees in their work.
Explanation: Clause 1.2.2.3 applies to education that an employee has beyond the educational requirements set for the position. An employee in a position that requires a university degree does not receive a personal allowance according to paragraph 1.2.2.3.
An employee's competence shall be assessed based on two competence factors, job performance and flexibility. Job performance refers to how the employee carries out their work, and flexibility refers to the employee's adaptability. Each factor can at most increase the employee's salary by two salary grades. Competence pay can at most become four salary grades. See annex VI with this collective agreement.
The department manager is responsible for the implementation in his/her area. Competency pay is based on the employee being considered to have greater competence than the job requires, according to the department manager's assessment.
Based on the performance of an employee or a group of employees in achieving specific goals of a department or institution/company according to the work plan. Performance shall be assessed according to predetermined rules set by the joint committee. An institution/company that intends to introduce performance-based pay must define goals and performance indicators in the work plan. Goals refer, for example, to cost reduction, improved service or improved processes. The institution/company's indicators must be clear and realistic in relation to the expected activities. Employees shall be informed in advance about what the goals and indicators are and how they will be rewarded for achieving specific performance. The decision on performance-based wages can apply to the institution/company as a whole or in part. Performance wages shall be in the form of a lump‑sum payment to the employee/group of employees at the end of the measurement period and shall be based on the set goals having been achieved. The department manager assesses whether the goals have been achieved and is responsible for implementation.
It is permitted to pay overtime in the following cases:
For students with summer work and in study leaves.
Pensioners who work part-time
Employees who are hired for a short period due to special occasional overtime periods of various municipal offices or relief work, however not longer than 2 months.
Employees who are hired to work on defined tasks, e.g., project assignments.
Employees who work irregularly for longer or shorter periods
Employees who are employed for less than 20% of a position, 7.9 hours or less on average per week.
When work is performed outside regular working hours, on public holidays and special holidays, overtime pay shall be paid, but on major festivals a special festival pay is paid. If an agreement has been made with an employee to perform regular duties on all working days, he/she is entitled to leave on special holidays and major festival days, which are counted as a working day without reduction of regular wages.
Overtime is paid with time purchase, which is divided into overtime 1 and overtime 2. The time purchase for overtime 1 is 0.9385% of the monthly salary in each salary grade and step, whereas the time purchase for overtime 2 is 1.0385% of the monthly salary in each salary grade and step.
Payment for overtime shall be made in the following manner:
Overtime 1st class 08.00 - 17.00 Monday – Friday.
Overtime 2nd class 17:00 - 08:00 Monday – Friday.
Overtime 2nd class 00:00 - 24:00 Saturdays, Sundays and special holidays.
Time purchase overtime 2 is paid simultaneously for work beyond 38.92 hours per week (168.63 hours based on an average month).
All work performed on major celebration days is compensated with a time purchase amounting to 1.375% of the salary class and the employee's salary step based on the salary with added individual wages.
Shift allowance is calculated from the day work purchase, cf. § 1.3.1. Shift allowance shall be:
33.33% at 17:00 - 24:00 Monday – Thursday
55.00% at 17:00 - 24:00 on Fridays
65.00% hrs. 00:00 - 08:00 Tuesday – Friday
55.00% from 08:00 - 24:00 on Saturdays, Sundays and special holidays
75.00% from 00:00 - 08:00 on Saturdays, Sundays, Mondays and special holidays
120,00% from 00:00 - 24:00 major celebration days cf. 2.1.4.3, but such that from 16:00 - 24:00 on New Year's Eve and New Year's Day and 00:00 – 08:00 on Christmas Day and New Year's Day the surcharge is 165,00%.
Payment for back‑up duty shall be calculated from the daily work purchase according to section 1.3.1 in the following manner:
33,33% 17:00 - 24:00 Monday - Thursday
45,00%kl. 17:00 - 24:00 on Fridays
45.00% 00:00 - 08:00 Monday
33.33% for the period 00:00 - 08:00 Tuesday - Friday
45.00% per hour 00:00 - 24:00 Saturday, Sunday and special holidays
120.00% per hour 00:00 - 24:00 major holiday days according to article 2.1.4.3, however such that from 16:00 - 24:00 on New Year's 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%.
Partial hours shall be paid proportionally. For payments for call-outs on back duty the provisions of article 2.3.2.1 and 2.3.2.2 apply.
An employee who is on duty in the first week of November shall receive a paid December supplement on December 1 each year, based on full‑time work for the period January 1 to October 31. The December supplement is a fixed amount in krona and does not increase according to other provisions of the wage agreement. Vacation pay is not calculated on the December supplement. If the employee has worked part‑time or only part of the year, they shall be paid proportionally for the period mentioned above.
In the same way, an employee who has been laid off but has worked continuously for at least 3 months (13 weeks) during the year shall receive a paid December supplement based on working time and work proportion. The same applies if the employee is absent from work due to illness after the payment obligation ends or for up to 6 months due to parental leave. Earned December supplement shall be paid alongside termination of employment.
Fixed wages are paid for an estimated amount of time where the work factor is set at 130 points (maximum) and performance is determined according to recognized basic rules for work and time studies, see the framework agreement on work with excavations (Annex VII).
Staff shall be provided with a written description together with a cleaning schedule that clearly defines what is to be cleaned and with what emphasis. It shall be stated at what time of day the area is to be cleaned and how often.
For the actual time in provision work, time purchase is paid according to the result of the employee assessment added to individual wages. It is based on an assessment of the work of a pipe technician which is now rated at 276 points in the employee assessment. Then a 12% surcharge due to provision work is paid in work factor 130 cf. § 1.7.4.1. In addition, an 8% surcharge due to consumption break because the employee does not take a consumption break during working hours. Total 20% surcharge. With fixed time it is meant that hourly wages are based on the employee's active working time and therefore he does not take a consumption break during working hours.
Allowance after 17:00 on working days and weekends
Surcharge is paid for work that falls outside regular working hours:
33.33% surcharge for the period 17:00 - 24:00 Monday to Thursday
55% surcharge for the period 17:00 – 24:00 Friday
55% premium for the period 00:00 - 08:00 on all days, including Saturdays and Sundays.
Overtime surcharge
For work exceeding 40 hours per week, overtime shall be paid according to article ...
Holiday surcharge
Work on Thursday, the other on Easter, the first summer day, May 1st, Ascension Day, the other on Whit Monday, the first Monday in August and the other Christmas day are compensated with overtime according to article .
Surcharge on major holidays
Work on New Year's Day, Good Friday, Easter Day, Whit Sunday, June 17, the day after 12:00, Christmas Day and New Year's Eve after 12:00 shall be compensated with a large celebration purchase according to clause 1.4.2.
Cleaning
Time purchase for cleaning/major cleaning is compensated with a 55% load on daytime time purchase according to § 1.7.1.3.
Minimum payment
Employees in time-based piecework shall be entitled to two-hour work with a combination of cleaning areas.
Explanations
Work instruction
In a written work description, the cleaning areas must be clearly marked on the drawing, what is to be cleaned and with what emphasis. The description must state at what time of day the area is to be cleaned and how often.
Access to job descriptions
A work description shall be available at the workplace and accessible to staff. The work description shall be reviewed immediately if a permanent change occurs in the work area or work requirement. The trade union shall have access to the work description if it wishes. Before work begins, staff shall be thoroughly introduced to the work area and working conditions and the work descriptions reviewed.
Time work
All regular cleaning in time work shall be paid according to the hourly piecework rates, even though measurement has not yet been conducted.
A cleaning worker on hourly work shall be entitled to 3 hours of work with a combination of cleaning areas within the same building or multiple buildings where it is advantageous.
Monthly purchase
Repair work performed during the period 08:00-17:00 from Monday to Friday on a half-time basis or more may be paid as a monthly purchase, as they by their nature are not performed in piecework
Ræsting in hourly work/monthly quota occurs when work is performed according to a job or work description within the specified working time and no demand is made for increased productivity as in time-measured piece work. If it is not possible to complete the task according to the job or work description within the agreed working time, with a normal work pace, the employee is not required to finish the task. However, if a supervisor demands that the task be completed within the agreed working time, and it is clear that this will not be achieved except with an increased work pace as in time-measured piece work, payment for the work must be made according to the provisions of section 1.7.1.3.
A work week for a full-time employee is 36 effective working hours.
Opening and agreement
It is permitted to organize work in a manner other than that specified in this section by agreement of the employees and the institution's representatives and with the written consent of the contracting parties. Likewise, the contracting parties are permitted to agree on the allocation of daytime hours on working days and on a certain freedom as to when the work obligation shall be performed, beyond the time limits that may be set in § 2.2.1 and regarding the transfer of work obligations between weeks and seasons.
Day workers are considered those who perform their work obligations by hand within the limits of daytime work, see 2.2.1. Day workers may take overtime according to 2.3 or be on standby according to 2.4.
Those employees who perform regular work that, in whole or in part, falls outside the daytime period according to 2.2.1 and 2.2.3 shall receive a premium for those working hours according to 1.5.1.
Such work includes, among other things, at libraries and kindergartens that have opening hours outside normal working hours.
Shift workers are those who have a work obligation that is divided according to a predetermined arrangement where the employee works on different shifts over a specified period measured in days or weeks, so that their weekly days off are transferred accordingly, even though their daily working hours remain the same. Their working hours are governed by 2.5.
The above definition replaces the definition concerning the same subject in the collective working time agreement of the unions from 1997.
The head of the institution is permitted to comply with the requests of individual employees for flexible working hours during the period 07:00 – 18:00 on working days. Approval of the contracting parties must be sought when such authorizations are granted.
An employee who works part of his weekly working obligation outside regular working hours according to § 2.2.1 shall receive overtime pay according to § 1.5.1 for that part of his work. Work on Saturdays and Sundays as well as on special holidays beyond the working obligation shall be paid according to clause 1.4. If an agreement has been made on the arrangement of the regular working hours, according to the second sentence of § 2.1.2 at the request of the employees, overtime shall not be paid outside the time limits specified in § 2.2.1.
In general, when employees' work is scheduled such that part of the work duty is performed by hand outside normal working hours, overtime 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 the work obligation outside regular working hours, then no overtime shall be paid for those working hours that fall outside regular working hours.
Special provisions on working hours
The working hours of staff at the disappearance and work stations are generally set from 7:30 to 15:25 Monday to Friday and have taken into account a reduction in attendance time due to the elimination of coffee breaks. However, it shall continue to be permitted to drink coffee at the workplace, as the station does not work while drinking.
Preparation time for employees with departmental management in kindergartens is 8 hours per week based on full-time employment, see booking no. 6.
When other employees in kindergartens have hidden tasks that require preparation, those employees shall receive 1 to 2 hours, see booking no. 6.
On working hours at institutions that do not have full operations throughout the year
Employees hired at primary schools, kindergartens and after‑school homes that do not operate full‑time throughout the year shall have a weekly working time of 36 hours on average over the year, if it is a full‑time position, otherwise proportionally. The weekly working time calculated for full‑time shall, however, never exceed 39 hours. The manager shall, at the beginning of each school year, in consultation with the employees, determine how the work contribution is distributed between periods and make a special working‑time schedule for that. The organization of working time shall be aimed at ensuring that the employee delivers all working hours at the workplace.
Overtime is considered work that is performed beyond the allotted daily working hours or the employee's work week, as well as work that is performed by hand beyond the weekly working‑time obligation, even if it occurs within the daily working period.
Another employee purchases supplies for the kitchen and handles receipt and processing of them outside regular working hours; payment for this shall be made with overtime purchase.
All work performed on holidays pursuant to 2.1.4.2 and 2.1.4.3 shall be paid as overtime according to article . and 1.4.2 unless the work falls under the provision on winter leave 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 from when he went to work, in which case overtime is paid from the start of the call-out until the regular working hours commence. If the call-out ends before 3 hours have elapsed since the end of the daily work, overtime shall be paid for the time from the end of the daily work to the end of the call-out.
If an on‑call shift starts during the period h. 00:00 - 08:00 from Monday to Friday, h. 17:00 – 24:00 on Friday or on public or special holidays according to §§ 2.1.4.1 and 2.1.4.2, overtime pay shall be paid for at least 4 h. unless the regular working time begins within 3½ h. from the start of the on‑call shift, in which case an additional ½ h. shall be paid in addition to the worked time.
If an emergency call that disturbs the employee's rest during the period from 00:00 to 06:00 is cancelled, the employee shall be paid overtime for one hour.
2.3.2.1
Staff meetings are exempt from the rule on payment for call‑out according to § 2.3.2.1, since the manager must schedule staff meetings at least 3 months in advance, otherwise it depends on § 2.3.2.1. Overtime shall be paid for each meeting held outside normal working hours, at a minimum of 2 hours, or the duration of the meeting. It is permitted to add this time for part‑time employees to fulfill work obligations.
If an employee, according to law or agreement, has a shorter weekly working obligation than provided for in the paragraph, overtime work shall be paid as follows:
Irregular work beyond the regular work obligation or continuous work exceeding one month shall be compensated by purchase, which is paid for overtime.
Regular work of day workers within the day work schedule, for one month or longer, up to the required work based on full-time employment, shall be paid as a calculated proportion of the monthly salary provided that the employee has been notified of it before the work began. The same applies to regular work of shift workers, under the same conditions, regardless of the time of day the work takes place.
Thus it is directly up to the institutions to establish more detailed rules concerning overtime and when it is appropriate to discuss a revision of the work proportion, since overtime is regular or anticipated.
All overtime shall be paid in arrears in a single payment for each month or each thirty days. The same applies to payment for overtime during sick leave periods in accordance with the rules on overtime payments during sickness.
If overtime performed away from a fixed workplace is not paid according to the time sheet, an agreement shall be made in advance with the respective employee for that payment.
When an employee attends to clients on trips, each workday shall be calculated up to 12 hours. In addition, 4 hours shall be paid for supervisory work with clients due to overnight accommodation at the travel site. If an employee is alone on a trip with a client and attends to him alone, payment shall be made for all those hours. If an employee travels (with a client) at the request of a manager on his day off, he shall be compensated with another day off or overtime payment.
It is permissible for an employee, by agreement with the employer, to accrue leave days due to overtime in such a way that overtime hours are accumulated and taken as leave during regular working hours, but the overtime allowance is paid with the next regular payroll. An agreement shall be made regarding the taking of the leave and it shall be organized so that there is minimal disruption to the institution's operations. Leave according to the above, due to the previous calendar year, which has not been used by April 15 each year, or upon termination of employment, shall be paid out at the employee's regular working rate with the next regular payroll.
When an employee acts beyond the initiative of the employer and on his/her own behalf, payments for such inconvenience shall be made in the following manner:
If a flight departs on a working day before 10:00 and/or returns after 15:00, the employee shall receive payment equal to three overtime hours at a 33.33% overtime rate for each occurrence.
On public and special holidays, the corresponding payment shall be, except for six overtime hours, at a 33.33% surcharge.
It is allowed to agree on free time instead of payment for travel time, see article .
On‑call duty means that the employee is not at work but ready to respond to a call. It is not considered on‑call if the employee remains at the workplace at the request of the supervisor. For payment for on‑call duty see section 1.5.2.
An employee is entitled to time off instead of payment of a premium for back duty, 20 minutes of time off equals 33.33% of the duty premium, 27 minutes of time off equals 45% of the duty premium, 72 minutes of time off equals 120% of the duty premium and 99 minutes of time off equals 165% of the duty premium.
Back‑on‑call payment is reduced by the time overtime purchase is paid.
For regular night duty, leave shall be provided that corresponds to at most 80 hours for 1200 hours of night duty. This leave shall be provided proportionally based on work ratio and working time. Night duty leave is limited to a maximum of 80 hours due to clause 2.5.4 even if night duty hours exceed 1200. Efforts shall be made to take night duty leave alongside other work and as soon as possible.
Provisional clause: Employees who, before the effective date of the agreement on 1 April 1997, had longer leave, up to 96 working hours for each 1440 hours, shall retain it while their continuous employment continues.
Worked hours on standby duty shall not be deducted when standby duty hours per year are counted, cf. section 2.4.4.
Leave according to article 2.4.4 may be granted at any time of the year, but it is not permitted to carry it over between years nor to add it to summer leave. It is permissible to agree with the employee on payment instead of free leave according to article 2.4.4. This payment is based on hourly rates in day work according to article 1.3.1.
It is permissible for the contracting parties to agree on a different payment arrangement for back duty than for front duty. For example, it is permissible to agree on a certain number of hours for back duty regardless of duration. If other back duty payments are agreed upon, then in clause 2.4.1, taking into account the call-out frequency and duration of calls over a specified reference period, it may be agreed that back duty payments do not fall under call-outs, either partially or entirely.
A decision to take up backup shifts and cancel them shall be made and communicated to employees with at least two weeks' notice.
Those who work on regular shifts shall receive overtime pay for work performed at times that fall outside the normal working hours according to article 2.2.1.
See the definition of a shift worker in section 2.1.5.3
Where work is performed on a regular shift basis, a draft shift schedule shall be submitted, showing the expected working hours of each employee, six weeks before it takes effect. The final shift schedule shall be submitted months before the first shift according to the schedule commences, unless an agreement with the employees for a shorter deadline is made.
Changes to the operation of the foundation's shift schedule shall be made with the employee's consent. If the shift schedule is changed with less than 24 hours' notice, the employee concerned shall be paid a change fee equal to 2% of the monthly salary in each salary class and step. If the notice is 24–168 hours (one week), a change fee equal to 1.3% of the monthly salary in each salary class and step shall be paid. This refers only to changes in the scheduled shift and not to additional shifts.
If an employee takes a shift beyond the 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 on Saturdays, Sundays and special holidays, cf. section 2.1.4.2 based on an 8‑hour shift, a change fee shall be paid amounting to 1.3% of the monthly salary in each salary class and step, proportionally for longer or shorter shifts.
When compiling the duty roster, care shall be taken that holiday work is distributed equally among employees.
On average, shifts should be between 4 – 10 hours. It is permissible to agree on a different shift length, see article 2.1.2.
At least 8 hours must elapse between shifts, see section 2.6.3.1 on rest periods.
Where there is a need for overlap time during shift changes, it shall be included in the regular working hours.
Those who work shift work shall receive 2 consecutive days off each week so that night rest is provided before and after the days off. Employees are allowed to agree that the days off are given separately, provided that night rest is equally provided before and after the days off or does not amount to less than 36 hours continuous for each day. It is permitted, in consultation with the employee and the union, to transfer days off between weeks.
Here only scheduled shifts within the employee's working obligations are meant, not additional shifts.
Annual working time obligation of shift workers who work on regular shifts shall on average be the same as for day workers. The working time obligation of shift workers therefore decreases by 7.2 working hours compared to full-time due to special holidays and major celebration days, according to article 2.1.4.2, which fall on Monday to Friday, except for the first day of the year and New Year's Day, which shall be 3.6 hours for each day compared to full-time. On average, the reduction in working time due to special holidays within the shift schedule period shall be omitted. If an employee wishes to accumulate working time due to special holidays and major celebration days, he shall inform his supervisor about it for the submission of the shift schedule when overtime occurs. The supervisor is obliged to comply with the employee's request as it will affect the institution's operations. In cases where working time due to special holidays and major celebration days is transferred between months, it shall be kept track of and staff informed regularly. Work that falls on special holidays and major celebration days shall also be compensated with overtime according to article 1.5.1.
Regular on-call duty refers to shifts that are scheduled every day, including special holidays and major celebration days. In cases where an institution is closed on a special holiday or major celebration day, an employee who is on duty that day, according to the scheduled duty roster, receives leave equal to the shift instead of a reduction in work obligation, taking into account the length of the shifts.
Working hours of shift workers outside normal daytime hours according to the scheduled shift plan and within the working time obligation have different weight in the calculation of working conditions. Working hours that are paid with 33.33% and 55% shift allowance according to article 1.5.1 have a weight of 1.05 so that for each 60 minutes, 63 minutes are counted. Working hours that are paid with 65% and 75% shift allowance according to article 1.5.1 have a weight of 1.2 so that for each 60 minutes, 72 minutes are counted. Despite the above, the working conditions of a full‑time employee must never fall below an average of 32 working hours per week (averaged over the pay period) and proportionally according to working time and work share.
Working hours that are paid with a 120% shift allowance according to § 1.6.1 have a factor of 1.05 during the period 08:00-24:00 and a factor of 1.2 during the period 00:00-08:00. Working hours that are paid with a 165% shift allowance have a factor of 1.20.
Shift incentive
Employees who work shift work and meet the sector's conditions receive shift allowance in the following manner. The shift allowance is paid as a proportion of the paid monthly wages due to the variety and number of shifts in the last three settlement periods according to scheduled shifts within the working time obligation. The minimum number of compulsory work hours in that period outside day work rates (at 33.33%, 55%, 65% and 75% load) is 126 compulsory work hours. Shifts are classified into four types; day shifts, evening shifts (33.33% load), night shifts on working days (65% load) and weekend shifts (55% and 75% load). The minimum number of compulsory work hours in each type of shift shall be 45 compulsory work hours. An employee must work shifts in two to four types of shifts, 14 times or more on average during the settlement period to be entitled to the shift allowance.
When staff have duties, shift allowance is calculated for one settlement period in the first and second month of employment so that the minimum number of sessions outside regular working hours is 42 and the minimum number of mandatory work hours in each type of shift is 15. After three months of employment, shift allowance is calculated according to paragraph 1. The same applies when an agreement is made about changes in the work ratio that amount to a 40% or greater increase or decrease.
The shift ratio is based on the following table.
Shift allowance is calculated based on the three most recent settlement periods. By settlement period is meant the settlement period of variable wages at the workplace. Shift allowance paid on 1 April is therefore based on the settlement period for payment in the wage disbursement on 1 February, 1 March and 1 April, and shift allowance paid on 1 May with the wage period for payment on 1 March, 1 April and 1 May.
Employees who work regular shift work shall be exempt from night shifts, if they wish, provided they have reached the age of 55. However, shift allowance is only paid for those hours worked that fall outside the daytime period.
With regard to scope, rest periods, work breaks and other matters, reference is made to the agreement of ASÍ, BHM, BSRB and KÍ and the state bargaining committee, the City of Reykjavík and the Municipal Salary Committee, from 23 January 1997 concerning certain aspects of the organization of working hours, and this collective agreement is attached as an annex and is considered part of it. (Annex XII)
In this regard, reference is also made to the guidelines of the joint committee on the organization of working hours, dated 16 February 2001. This joint committee is appointed pursuant to article 14 of the aforementioned agreement and is also tasked with dealing with disputes that may arise concerning the matters addressed therein.
Working hours shall be arranged such that within a 24‑hour period, calculated from the scheduled/customary start of the employee’s workday, the employee receives at least 11 consecutive hours of rest. If this occurs, the daily rest shall cover the period from 23:00 to 06:00.
It is prohibited to schedule work such that the working time within a 24‑hour period exceeds 13 hours.
Scheduled or customary start of the workday – explanation: If the start of the workday is scheduled, e.g., at 8:00, the time limit shall be based on that. Conversely, if an employee has a fixed working time that starts, e.g., at 20:00, the solar clock shall be based on that time limit. In shift work it is normal to base the start of the workday on the recorded workday in the shift schedule. If there is no recorded workday, e.g., an extra shift on a day off, the start shall be based on the time limits of the last recorded workday.
An employee is entitled to at least a 15‑minute break if his daily working time is longer than 6 hours. Coffee and meal breaks are considered breaks in this context.
Shift changes. In scheduled shift changes it is permitted to shorten the continuous minimum rest period of employees by 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 exception exemption from 11 hours minimum rest does not apply, however, when an employee finishes overtime and switches to a regular shift, and vice versa.
Where there is a deviation from the main rule of 11 hours continuous rest, a requirement must be made of the shift system that it be organized so that changes between different types of shifts are as infrequent as possible on the shift schedule and that, on average, this deviation is not attempted more than once a week. The work shall therefore be organized in as equitable a manner as possible.
Special circumstances. In special circumstances it is permitted to reduce the continuous minimum rest to up to 8 hours and extend the workday to up to 16 hours, i.e., in unforeseen incidents when valuable items need to be rescued. Furthermore when the public interest requires it and/or it is necessary to maintain essential health or safety services.
If, according to the provisions for deviations from the daily rest period applied under this clause, the employee shall receive corresponding rest instead. In direct continuation of such a work pattern, the employee shall be granted 11 hours of rest at full pay that he would otherwise have received.
Disruption of operations due to external circumstances. If a disruption occurs in operations due to external circumstances, such as weather or other natural disasters, accidents, power shortages, breakdowns in machines or other equipment, or other similar unforeseen events, the provisions regarding daily minimum rest may be deviated from to the extent necessary to prevent significant damage until regular operations have been restored. These are cases that will not be anticipated. It is permissible to call another employee to work to relieve the employee who has not achieved sufficient rest, if there is such an option.
Weekly rest day.
In each 7‑day period, an employee shall receive at least one weekly rest day that is directly linked to the daily rest hours, assuming the week starts on Monday. Thus, the employee shall have 35 hours of continuous rest once per week.
To the extent that this is achieved, a weekly rest day shall be on Sunday and the employee shall have the day off. However, an institution, by agreement with its employees, may postpone the weekly rest day where special reasons make such a deviation necessary, so that instead of a weekly rest day there shall be two consecutive rest days every two weeks.
If there is a special need to organize work such that the weekly rest day is postponed, the taking of rest days shall be arranged so that two rest days are taken together.
Free time entitlement
General conditions for the right to rest periods. If a manager has assessed that there is an urgent necessity for the employee to report to work before the minimum 11-hour rest has been reached, a right to rest is created, 1½ hours (in daytime work) for each hour that the rest is shortened. The utilization of the right to rest is not limited to whole hours. The employee must not return to work before completing 11 hours of rest unless he has been specifically requested to do so. If the employee reports to work earlier than he has achieved the rest, he does not earn a right to rest.
Continuous rest broken with a call‑out – Compensatory time off based on the longest break. If rest is broken once or more within a 24‑hour period based on the scheduled/customary start of the employee’s workday, the missing amount shall be compensated up to 11 hrs. of rest, based on the longest break within the work schedule, with compensatory time off, 1½ hrs. (day work) for each hour missing up to 11 hrs. of rest.
Work beyond 16 hours. In those special exemption cases where urgent necessity requires an employee to work more than 16 hours in a single solar day, i.e., within each 24 hours, based on the scheduled/customary start of the employee's workday without achieving 8 hours of continuous rest, the employee shall enjoy equivalent rights and the provisions for hospital employees shall apply in such circumstances.
Implementation according to the above provision: If an employee has worked a total of more than 16 hours in a solar day, i.e., each 24 hours, based on the scheduled/customary start of the employee's workday, without achieving 8 consecutive hours of rest, the employee shall without exception receive 11 consecutive hours of rest after work, without deduction from the wages he would otherwise have received. Overtime, 1½ hours (day work) accrues for each hour worked beyond 16 hours.
Increased overtime entitlement due to continuous work exceeding 24 hours. In those special exceptional cases where urgent necessity requires the employee to work continuously for 24 hours within a single day, the employee shall enjoy equivalent rights and provisions applicable to hospital staff in such circumstances.
Implementation according to the above provision: In those special exemption cases where an employee works continuously full 24 hours, the leave entitlement shall increase such that each whole hour beyond 24 provides a leave entitlement that is 1.8% longer than the leave entitlement that the previous hour gave.
Work before a rest day, see 2.6. If an employee works, according to the manager’s decision, so far before a rest day that 11 hours of rest is not achieved based on the customary start of the workday or shifts (see explanatory note in article 2.6.2.2), the employee shall report correspondingly later at the start of the next regular workday, without any deduction from the wages he would otherwise have received, or a compensatory free‑time right shall accrue, 1½ hours of day work for each hour of rest that was reduced.
Information about the right to free days off. Accumulated free days off shall be shown on the payslip or in the attendance system and the free days off shall be granted in half or whole days.
Leave. The right to leave shall be granted in consultation with the employee when accumulated leave entitlement is at least four hours, and leave shall not be granted in shorter periods than that. Efforts shall be made to grant leave as soon as possible or on a regular basis to prevent leave from accumulating.
Partial payment of overtime rights. It is permitted to pay out ½ hour (in daytime work) for each 1½ hours that an employee has earned in overtime, if they wish.
Settlement upon termination of employment. Upon termination of employment, any accrued right to free days shall be settled in the same manner as vacation. The right to free days does not accrue.
Senior managers and others who set their own working hours.
These parties, by the nature of the matter, cannot claim a right to free work, see also the scope of the occupational safety provisions concerning them in European Community Directive No. 93/104/EC, first paragraph, point a, article 17 and paragraph 4, first paragraph of the aforementioned agreement of the labor market parties dated 23.01.1997.
3. Rest from work, food and dining room
3.1 Rest from work
Employees are permitted to consume food and beverages during their work where the nature of the work allows, and such breaks shall be considered part of working time.
Permission is granted by agreement of the institution's management and a simple majority of the employees concerned to determine daily breaks that are at the employees' discretion. The determined length of these extends the daily presence of employees accordingly, as such breaks are not considered part of active working time.
At those institutions where breaks are determined by such an agreement and work is performed during the break at the request of a manager, it is compensated with overtime pay.
Those individuals and/or work groups who, upon entry into force of this agreement, received regular payments on average pursuant to article 3.2 of the older agreement, shall maintain comparable payments according to book 2
Employees who work at a fixed workplace shall have access to a dining room as far as we are able to provide. The dining room is considered the place in this case where hot and cold food, delivered or prepared on site, can be served. The 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.
At workplaces where there is no operational kitchen, efforts shall be made to ensure that employees have access to a nearby kitchen at the employer's expense, or to provide equipment for transporting food to the workplace cafeteria, so that the transport of food for employees is provided free of charge.
If food is purchased from another party but paid for under § 3.2.2, employees shall pay for comparable food an amount that corresponds to the food allowance pursuant to § 3.2.4.
An employee who does not have access to a canteen but should have it according to § 3.2.1 shall be compensated with food vouchers amounting to 883.82 kr., provided the employee's daily work duty is 6 hours or longer.
The amount of parental allowance changes every three months in accordance with the food price index of the consumer price index (01 Food and beverage items) using the May 2024 index as the base (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 with the table setting shall be exempt from paying for those meals, as they are not compensated for it in any other way such as reduced working hours or payment. Otherwise, employees shall pay the material cost of the food.
An employee who performs his/her work by hand outside the municipal boundaries and does not enjoy a dining facility at a fixed workplace pursuant to § 3.2 shall be provided with meals at the employer's expense pursuant to § 5.1.1.
4. Leave
4.1 Length of vacation
Leave shall be 30 days (216 hours based on 36 effective working hours per week) for full-time employment. The accrual of leave shall be proportional to the employment ratio and the employee's working time.
4.2 Holiday pay and holiday supplement
An employee shall receive 13.04% holiday pay on overtime according to this agreement. If an employee receives wages based on a time purchase in day work, holiday pay is also paid on the day work purchase.
Instead of vacation pay being paid from the on‑call allowance, employees shall retain the average on‑call allowance during their vacation in accordance with the last 12 months. However, on‑call allowance is not paid during public‑holiday leave even if it is taken as a direct continuation of vacation.
Holiday supplement during the contract period shall be as follows:
In the year 2024 58.000 kr.
In the year 2025 60,000 kr.
In the year 202662.000 kr.
In the year 202764.000 kr.
On 1 June each year, an employee who is employed up to 30 April of the next holiday year shall receive a paid special one‑off payment, a holiday allowance, based on full‑time work in the upcoming holiday year. Payment shall be proportional to the work ratio and working hours. If an employee has been dismissed during the holiday year due to age or after at least 3 months (13 weeks) of continuous work in the holiday year, he shall receive a paid holiday allowance proportionally based on the time worked and work ratio. The same applies if the employee was absent from work due to illness after the institution’s payment obligation ends or due to parental leave for up to 6 months. The holiday allowance is a fixed amount and does not change according to other provisions of the agreement. Holiday pay is not calculated on the holiday allowance. Earned holiday allowance shall be settled together with termination of employment.
A time worker receives full holiday pay if he works 1504 mandatory working hours during the aforementioned period, otherwise proportionally.
4.3 The holiday year
The vacation year is from 1 May to 30 April.
4.4 Summer holiday period
The period of summer vacation is from May 15 to September 30.
An employee is entitled to 20 days of leave, of which 15 days are continuous during the summer vacation period, and up to full leave at the same time will therefore be applicable due to the institution's work.
4.5 Determination of leave
The manager decides, in consultation with employees, when leave shall be granted. The manager is obliged to comply with the employees' wishes regarding when leave shall be granted, as it will otherwise interfere with the institution's operations. The manager shall ascertain the employees' desire for taking leave. A decision on summer leave shall be made as soon as possible and no later than March 31, and communicated to the employee in a verifiable manner, such as through the institution's time‑recording system, unless special reasons prevent it. Winter leave shall be determined with at least one month's notice.
When scheduling leave for shift workers taken continuously, it shall be aimed that it starts and ends on regular time off unless otherwise agreed. This does not apply to leave taken in parts.
If leave or part of leave is taken outside the summer vacation period, upon written request of the manager, that portion of leave shall be extended by 25%.
4.6 Deferral of leave
Transfer of leave between years is prohibited, see however article 4.6.2 and 4.6.3.
If an employee does not take vacation or part of vacation, at the written request of the manager, the vacation may be carried over to the next vacation year, provided the employee has not completed taking vacation in the vacation year. The same applies to an employee on parental leave. In such cases, vacation can be accrued, but it may never exceed 60 days. If the employee does not use the remaining accrued vacation days, they are forfeited first.
Information on the status of accrued and taken leave shall be accessible to employees in the institution's time‑recording system.
If an employee falls ill during vacation, that time is not counted as vacation days, as the employee can provide a medical certificate that they cannot take vacation.
The supervisor must be notified without delay in a verifiable manner if it concerns illness or an accident during leave.
In such cases, it is permitted to carry over untaken leave to the next year, cf. article 4.6.2
An employee who falls ill abroad must have provided proof of their illness with a foreign medical certificate.
If an employee comes from another job without having taken earned leave there, he/she is entitled to unpaid leave of up to 30 days
If an employee who had paid leave on 1 May 2020, up to 60 days, has not used those days by 30 April 2023, the remaining days shall be deducted.
Employees who were entitled to winter holidays under an older collective agreement and choose to retain that right shall be entitled to it and the older rules regarding that right shall apply in all respects.
4.7 Earned vacation right
The estate shall be paid the deceased employee's accrued vacation rights
5. Travel and accommodation
5.1 Travel expenses according to the calculation
Costs for domestic travel on behalf of the municipality shall be paid according to the invoice, provided that satisfactory original documents accompany it. The same applies if part of a working day is performed so far from the fixed workplace that the employee must purchase meals away from home or the fixed workplace.
Employees shall receive an advance payment of estimated travel costs.
The settlement of travel expenses, including mileage fees, follows the same rules as overtime settlement.
5.2 Domestic daily allowance
Accommodation and meal expenses shall be paid with per diems, whether there is an agreement on this or not, it is possible to submit invoices.
Daily allowances for domestic travel shall follow the decisions of the State Travel Expenses Committee.
5.3 Payment method
In advance, it shall be determined by the institution and the employee what method of payment of travel expenses shall be applied each time.
5.4 Transportation to and from work
The employee shall travel to the fixed place of employment (home base) on his own route and in his own time.
If an employee's working hours begin, or if he is called to work at a time when public transport does not run, he shall be provided with travel or paid travel expenses. The same applies at the end of working hours.
5.5 Use of employee's private car
If it is agreed that the institution will make use of the employee's private car, the usage shall be paid with mileage fees according to the mileage log or travel agreement.
Travel allowance follows the decisions of the travel expense committee according to the rules on travel agreements for Reykjavík city employees.
5.6 Travel expenses abroad
Travel expenses for trips abroad shall be paid based on the invoice, as travel tickets always accompany them.
5.7 Daily allowance for travel abroad
Other travel expenses on trips abroad are paid with per diems, which shall follow the decisions of the State Travel Expenses Committee.
From daily allowances on foreign trips, all ordinary travel expenses, other than travel costs, such as expenses for trips to and from airports, meals, accommodation, minor incidental expenses, and any kind of personal expenses, must be paid.
5.8 Daily allowance for courses, etc.
Daily allowances for courses, training and supervisory work shall follow the decisions of the State Travel Expenses Committee.
6. Tools and protective equipment
6.1 Tools
The employee is not required to provide their own tools and equipment unless specifically agreed.
It shall be ensured that all tools and equipment are in good condition so that they do not cause a risk of accidents or endanger the employee's safety in any other way.
Where personal protective clothing or special protective garments are required, e.g., helmets or work shoes, each employee shall be provided with such clothing at no cost to them. The same applies to protective clothing for non‑cleaning tasks and tasks that involve unusual wear.
Each employee shall be provided, free of charge, with the protective equipment required by safety regulations, as employees are required to use it.
The accompanying explanations are provided as guidance for managers to fulfill sections 6.2.1 and 6.2.2. They may apply to other jobs, but the ones listed here are specified.
a)
Employees who work at construction sites, in horticultural tasks, road works or waste handling:
Úlpa, samfestingur, kuldagalli, regngalli, buxur, flíspeysa and work wettings.
b)
Employees at kindergartens:
Sweating due to plastering and painting work, cold stress or double defect and rain defect.
c)
School staff/employees of after‑school programs and comparable positions in schools:
Where outdoor work is performed, provisions shall be made for cold and rain protection. Protective clothing and gloves for employees who handle cleaning.
d)
Employees of municipal housing, nursing homes, service apartments and home care:
- employees' uniforms, nursing homes: work overalls, trousers and gloves
- service cabin and home service employees: work cycles/aches, sweating, gloves and tile cleaning due to outdoor work.
e)
Correction:
Protective clothing and gloves.
f)
Employees' condition:
Marked work clothing and shoes.
The employee shall always be neat in appearance and wear undamaged clothing to reduce the risk of accidents at the workplace. Cleaning, washing and repairs of clothing owned by the institution shall be left in tea as needed and at the institution's expense. The employee shall handle the clothing assigned to him well and conscientiously.
The parties agree that the following items shall be fulfilled when clothing is provided to each employee:
Clothing provided by the City of Reykjavík is the property of the city.
Work schedule shall be clearly marked.
Where this becomes necessary, work clothing shall be left at the workplace at the end of the workday.
If an employee terminates employment, they must return the last work, protective, and personal identification expenses they received.
Clothing shall be provided as needed and any differentiation shall be addressed in the forum defined in clause 16.1.
6.3 Special provisions for employees working in specialized housing facilities
In specific housing matters, where required, due to special treatment arrangements, that an employee uses their own clothing instead of uniform or work clothing according to article 6.2.1, the employer is instead permitted to pay the employee a special clothing allowance of a total of kr. 31,45 per each work hour. The amount changes on 1 February each year in accordance with the change in the clothing component 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 health measures
7.1 Employees' rights
All employees shall enjoy rights in accordance with applicable laws and regulations regarding equipment, health practices and safety in the workplace, as long as their work does not fall under other laws.
7.2 Workplaces
The workplace shall be arranged in such a way that it provides the fullest safety, good facilities, and health conditions in accordance with applicable laws and regulations.
7.3 Medicines and medical records
The most common medicines and medical supplies shall be available at the workplace for use in first aid in case of accidents. Medicines and medical supplies shall be kept in custody and be the responsibility of the relevant supervisors and confidants.
7.4 Safety matters
Workplaces shall have available for use devices, safety equipment and protective equipment that the State Labour Inspection deems necessary, including safety shoes that are provided for the employee to whom they belong.
Employees who perform solo night surveillance (guards) shall be provided with safety equipment; emergency buttons, call devices or telephones for their work as appropriate.
7.5 Use of safety equipment
The employee is required to use the safety equipment that is stipulated in regulations and collective agreements or that the institution's supervisors have instructed to use. The relevant managers and confidants shall ensure that the equipment is used. If an employee does not use safety equipment, the provisions of sections 9.8 and 9.9 apply
Violation of safety rules that endanger the lives and limbs of employees shall result in dismissal without prior warnings if the union representative and the institution's supervisor agree.
If safety equipment according to sections 7.4.1 and 7.5.1 is not available at the workplace, any employee who is not provided with such equipment is allowed to refuse to work at tasks that require such equipment. If there is no other work for the employee in question, he/she shall retain full wages.
7.6 Special provisions
It shall be ensured, according to regulations, that an employee is alone at work where the risk of accident is high. This matter shall be negotiated in more detail where it applies specifically.
When working in winter work under difficult conditions, an effort will be made to ensure the safety of the employee as far as possible, including the use of a telecommunications link and/or supervision by the relevant supervisor or another employee.
When working with chain or rope hoists, at least two people must be present at the workplace and in coordination with each other. When working continuously with these devices, employees shall receive a 10‑minute rest for each hour worked. Meal and coffee breaks are counted as rest time in this regard.
An employee under 18 years of age is prohibited from working with chain or rope hoist, crane hoist or winch license. No person shall be assigned to work with these devices until he/she has received permission and training in their use.
When a heavy-duty machine is moved on a transport device owned by the institution, the respective institution shall endeavour to ensure that the operator of the heavy-duty machine is always present for safety reasons and accompanies the transport device during the move.
The use of chemicals, including for fertilising vegetation and treating fence posts, shall only be carried out by employees who have received sufficient guidance and training.
7.7 Safety officers, safety technicians and safety committees
The employer shall appoint safety officers, safety technicians and safety committees in accordance with Chapter II of Act No. 46/1980 on equipment, health practices and safety in the workplace.
See the Reykjavík City information booklet on Harassment and Bullying, responses and preventive measures in Reykjavík City workplaces, published 2005.
7.8 Reporting obligation for workplace accidents
If an accident or poisoning occurs at the workplace, the person in charge of the respective workplace shall report it to the police and the State Labour Inspection Authority by telephone or by other means as soon as possible and no later than within a day.
The employer shall notify the Icelandic Health Insurance about accidents that occur at the workplace or on the direct route to and from work, on special forms provided there. While the employee receives paid injury compensation from the employer due to incapacity for work, the employer receives paid injury benefits from the Icelandic Health Insurance.
7.9 Medical examination
In workplaces where there is a specific risk to the health of employees, the union may request a special medical examination. If the specially trained state inspector of the Labour Inspection deems such an examination necessary, it shall be carried out as soon as possible.
8. Insurance
8.1 Accident insurance
Employees shall be accident insured at all times for death or permanent disability. Different benefit amounts and insurance terms apply to the insurance depending on whether the employee suffers an accident at work or outside work. Special rules regarding the terms of these insurances apply to municipal employees nr. sl.1/90 and nr. sl.-2/90 approved by the city council on 5 June 1990.
Death accident benefits are:
If the deceased was unmarried and leaves no child under 18 years of age and has not provided for a parent or parents, 67 years and older:
due to accident outside work 1,039,889 kr.
due to an accident at work 1,039,889 kr.
The rightful owners of these death benefits are legal heirs.
If the deceased was unmarried but leaves behind a child (children) under 18 years of age and/or has demonstrably provided for a parent or parents, aged 67 and older:
Due to an accident outside work: 3,185,420 kr.
due to an accident at work 7,614,495 kr.
The beneficiaries of these death benefits are the parents and children. If both parties receive compensation, one-third of the benefits go to the parents and two-thirds of the benefits are divided equally among the children.
If the deceased was married or in a cohabitation that in other respects may be equated to marriage and which has lasted at least 2 consecutive years prior to his death, the benefits to the spouse or cohabitant shall be:
due to an accident outside work 4,357,604 kr.
due to an accident at work 12,426,472 kr.
The rightful claimant of these death benefits is the relevant spouse or cohabitant.
If the deceased leaves behind a child under 18 years of age, for which child:
due to accident outside work 1,039,889 kr.
due to an accident at work 2,485,009 kr.
A child of the deceased, aged 18‑25, who is studying at secondary school or university level for at least six months of the year, is considered the insured's relative and is also entitled to compensation.
The beneficiaries of these death benefits are the respective children. Payments are made to the child's legal guardian.
With children in the 2nd and 4th decades, it refers to biological children, legitimate children, stepchildren, children of a cohabitant and foster children, for which the latter was required to be reported pursuant to § 53 of the Children Act No. 76/2003.
Compensation is paid only according to one of the sections 1, 2 or 3. In addition to compensation according to sections 2 and 3, compensation according to section 4 may also be provided.
8.2 Insurance amounts due to permanent disability are:
due to an accident outside work 8,376,524 kr.
Due to a workplace accident 22,099,768 kr.
Benefits are paid in proportion to the insurance amounts, but in such a way that each disability level from 26-50% counts double and each disability level from 51-100% counts triple.
8.3 Review of insurance amount
The aforementioned insurance amounts are based on the consumer price index in May 2019, 468 points.
8.4 Damage to personal belongings
If an employee is proven to have damage to common necessary clothing and work equipment, such as shoes and glasses, etc., it shall be compensated according to assessment. Such damages will only be compensated if they arise due to accidents at the workplace. Such damage shall not be compensated if it results from negligence or misconduct of the employee.
If an employee of the property owner is caused by a fire at his workplace, it shall be compensated at discretion, as it concerns ordinary clothing and items that are commonly stored at the person's workplace.
An employee's neglect in using appropriate protective and safety equipment can lead to loss of compensation due to personal injury according to sections 8.4.1 and 8.4.2.
8.5 Compensation claim
An employee who, in the course of his work, assists an individual who, to a limited or even no extent, can bear responsibility for his actions, shall direct his claim for damages due to bodily or verbal injury to the employer. In the assessment and settlement of the claim, the general rules of tort law shall apply.
9. Rights and obligations
9.1 Job advertisement
It is the duty of the institutions and companies of the City of Reykjavik to advertise all vacant positions for application on a public platform. This shall be done with an average notice period of 14 days. However, it is not required to advertise replacement positions due to parental leave or illness, or positions where the appointment must last 12 months or for seasonal work, hourly work, temporary work, or work for youths in vocational schools. If the municipal authorities consider that a position with an update within the occupational field or from related occupational fields should be filled, the position shall be advertised on that single platform.
The job description must at least specify:
Job title, type of work, or, as appropriate, a brief job description.
Employment percentage if it is not a full-time position.
Requirements made of the employee.
Terms of employment offered, e.g., with the wording “according to the applicable collective agreement for public employees”.
Who provides further information about the position.
Where each application shall be submitted.
When should the employee start work?.
Whether the application should be on a special form and, if so, where it can be obtained.
Data requirements - if any - that must accompany the application.
Application period.
9.2 Hiring of employees
Hiring shall be based on the individual's competence to perform the job well, and the most suitable candidate shall be selected. Employees of the City of Reykjavík shall generally be hired for positions on a permanent basis with a mutual notice period. The probation period is three months. However, in exceptional cases, it is permissible to agree in an employment contract on a probation period of up to five months.
It is permissible to hire an employee for temporary work and it may be stipulated in the employment contract that such a contract may be terminated by either party before the employment automatically expires at the end of the contract period. However, a temporary employment may never be continuous for longer than 2 years. If an institution or company wishes to employ an employee for a longer period, it must be done with a permanent employment contract.
A new employment contract shall be deemed to replace another contract whether it is extended or if a new temporary employment contract is made between the same parties within three weeks from the end of the term of the older contract. The joint committee, cf. article 9.11, is authorized to decide on another arrangement for the extension or renewal of temporary employment, taking into account the needs of the employees and the employer. That contract shall then apply to the extension or renewal of temporary employment of those employees to whom it applies.
An employee who works for Reykjavík City may take up another position with Reykjavík City concurrently, with the supervisor's permission, cf. article 9.7.1. He must inform the person making the hiring decision for the second position about the job he already holds. If a new employment contract results in the employee's weekly working hours exceeding 40 hours, the latter employer must pay overtime.
If required, an employee hired to work in a maternity ward shall be required to provide proof of this with a medical certificate that he or she is not suffering from any contagious disease.
9.3 Employment contracts
A written employment contract shall be made with the employee at the start of the employment. The employment contract shall contain the information that is required to be provided, see “Agreement on the employer's duty to submit written employment contracts or written confirmation of employment to employees” between the parties.
The City of Reykjavík reserves the right to use authority to confirm the hiring of an employee with an appointment letter for group hiring, e.g., due to summer work of school staff.
9.4 Advance payment of wages
An employee who is hired with a permanent contract and has worked continuously for one year may request a one-month advance payment of wages.
9.5 Working hours
The manager determines the working hours of the employees who work for him, but he must do so with regard to the provisions of laws, employment contracts and collective agreements, and taking into account the municipal employee policy of the City of Reykjavík. The employment contract shall specify under which working time arrangement the employee works.
Employees are required to work overtime as the manager deems necessary. However, no employee, except those performing safety services, is required to work more overtime in any week than one fifth of the scheduled weekly working hours. Overtime shall, in each case, be determined in consultation with the employee.
An employee has the right to flexible working hours as far as possible, provided that this does not interfere with the service of the institution or company to the public or the work in any other way. If a manager rejects an employee's request, it is permissible to refer that decision to the municipal director.
The manager of an institution or company shall strive to comply with the wishes of an employee who wishes to reduce his/her work for family reasons.
If work at the workplace is interrupted due to weather or other causes for which employees are not at fault, it shall be required to pay compensation for the regular fixed working time.
9.6 Changes to duties
The employee must accept that his area of work is increased or changed, as it is necessary due to an organizational change in the relevant job category or for other reasons.
Furthermore, he is required to accept another comparable position, as his fixed salary and employment conditions will not be adversely affected by the change.
If an employee who has been hired for a specific position is transferred to a new position that is placed in a lower salary class than the one he was hired for, he shall retain his previous salary as his notice period provides, unless the transfer has been notified to him with that warning.
It is required to inform the employee in advance if a transfer in work leads to a wage reduction at the end of the notice period.
9.7 Other employee duties
Before an employee intends, alongside his current job, to start a business, join the board of a commercial company, or take up employment in the service of another party for a permanent purchase, he must inform the manager of the institution or company he works for before it can occur. Within two weeks the employee must be informed if the aforementioned activity is considered incompatible with his position and he is prohibited from undertaking it. Such a decision may be brought before the municipal council.
It is appropriate to prohibit the employee from such activity, as stated in § 9.7.1, if it later becomes evident that it cannot be combined with his work in the service of the city.
9.8 Reminder
If an employee has shown in his work negligence or other neglect, disobedience to a lawful order or prohibition from his superior, incompetence or inefficiency in work, has not achieved satisfactory results in work, has been negligent in work or his conduct or omissions in it, and appears in any other respect unsatisfactory, unfit or incompatible with the work, the manager of the institution or company shall give him a written warning.
The manager shall give the employee the opportunity to comment on alleged offenses before a decision on a warning is made. The employee has the right to comment on the occasion of a warning in the presence of a confidant. The manager shall inform him of that right.
A warning must be in writing. The warning shall specify its reason and the consequence that if the employee does not improve his/her conduct, he/she will be dismissed. The employee must be given time and opportunity to improve his/her conduct before termination is enacted.
It is not required to give the employee a warning and an opportunity to comment on the reasons for dismissal before it takes effect, if the reason for dismissal is not attributable to the employee themselves, e.g., due to rationalisation in the operation of the institution or company. However, a warning is not required if the dismissal can be traced to reasons listed in sections 9.9.5 - 9.9.7.
9.9 Termination
Termination must be in writing and based on the turn of the month. The employee's request shall be provided with written justification for the decision on termination. It is prohibited to dismiss an employee without substantive reasons. It is permitted to refer that decision to a higher administrative authority and the mayor is the highest administrative authority.
When an employee is hired on a permanent basis, the notice period shall be three months after the probationary period, unless a longer notice period has been specifically agreed. The reciprocal notice period during the probationary period shall be one month. The same rules on notice periods apply to temporary appointments.
If an employee is dismissed after at least 10 years of continuous service with an institution or company of the City of Reykjavík, the notice period is 4 months if the employee has reached the age of 55, 5 months if he/she has reached the age of 60, and 6 months when he/she has reached the age of 63. However, the employee may resign from his/her position with three months' notice.
Notice period for hourly workers.
The mutual notice period for hourly workers during the first 3 months of employment shall be one week based on weekly shifts. Weekly shifts are considered to be on Friday. After three months of continuous employment, the mutual notice period shall be one month.
The employee shall be dismissed without notice if he has been stripped by a final judgment of the right to hold that position. Now an employee has been stripped of that right by a district court judgment, and the mayor must decide whether that clause of the judgment should be implemented immediately or deferred until it is decided whether he should be referred to a higher court, or until a decision of the higher court is obtained, as the judgment does not contain a provision on this point.
An employee shall also be dismissed from employment without prior notice if he has admitted to having committed a punishable misconduct, which may be deemed to have resulted in the deprivation of rights pursuant to article 68 of the General Penal Code.
The employee shall be dismissed from employment without warning if he is found to have committed a serious breach of duty, as his presence in the workplace would cause continued damage to the employer, other employees or customers. A representative of the employee's trade union shall be given the opportunity to become acquainted with such matters before a decision is made.
9.10 End of employment
An employee of an institution or company of the City of Reykjavík shall be dismissed no later than the next month after he has reached the age of 70 without a specific termination.
It is permissible for a manager to reassign a person who has reached the age of 70 and has been released from permanent employment at an institution or company of the Reykjavík City according to 9.10.1 to another or the same position on a part‑time basis, up to half‑time, without it affecting his right to receive a pension.
An employee who wishes to be hired after the age of 70 under these terms shall apply for it in writing to the manager of the relevant institution with three months' notice. The employee shall receive 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 monthly anniversary after the age of 72 is reached, unless either party terminates the employment with a three-month notice period.
The decision on appointment according to 9.10.2 shall be taken by the city manager based on the received opinion of the head of the relevant institution.
The director, in consultation with the department manager, may conclude an agreement on termination of employment with the institution's employees. The City of Reykjavík sets further rules regarding under what circumstances the director is permitted to make a termination agreement and the main substantive elements of such an agreement.
9.11 Consultation committee
A consultative committee shall be established in accordance with this agreement. It shall be composed of representatives of the ASÍ members, BSRB and the Association of University Students on one side, and representatives of the City of Reykjavík on the other side, three appointed by each party and three alternates. When a matter concerning members of a particular union is to be discussed, it is permissible to call a meeting of the consultative committee with the union's representatives. The consultative committee shall discuss the interpretation and implementation of the individual provisions of this agreement.
9.12 Special provisions
Concerning the employees who were formally appointed permanently under the Reykjavik City regulation on the rights and obligations of Reykjavik City employees as of 1 May 1978, it applies to termination of employment to the extent that we may have the substantive provision of Chapter 3 of the regulation on the rights and obligations of Reykjavik City employees as it stood at the time of the enactment of this agreement.
10. Rights of employees on parental leave
10.1 Scope
This section applies to a parent who works at least 25% of full-time and has been employed continuously for 6 months prior to the birth of their child with the relevant employer and has a valid appointment at the start of the leave.
10.2 Legal status of employees on parental leave
Regarding the accrual and protection of rights in parental leave, it proceeds according to article 14 of the Act on Parental and Family Leave, No. 95/2000, albeit with the addition listed hereafter.
An employee who has taken parental leave is considered, according to the above, to be released from work obligations while his parental leave is in effect, cf. article 29 of the aforementioned laws.
An employee of the employer who is on parental leave is entitled to payment of vacation, Christmas and holiday bonuses. The employee remains in the pension fund(s) to which he belonged as an employee of the employer.
Payment for maternity leave is governed by the laws on maternity and parental leave.
11. Employees' rights regarding illness and accidents
11.1 Notifications, certificates and incurred costs
If an employee becomes unable to work due to illness or accident, they must immediately report it to their superior, who decides whether a medical certificate should be required and whether it should be from the confidential doctor of the relevant institution. A medical certificate may be required from an employee due to incapacity whenever the head / superior of the institution deems it necessary.
If an employee does not report to work due to illness or injury for more than 5 working days combined, they must prove their incapacity for work with a medical certificate. If the absences are repeated, they must prove their incapacity for work with a medical certificate according to the further decision of the manager/supervisor.
If an employee is unable to work due to illness or injury for an extended period, they must renew their medical certificate according to the further decision of the manager/supervisor, but not less often than monthly. An exemption may be granted based on the recommendation of the occupational health doctor if they deem it appropriate that a longer sick leave is involved.
An employee who is unable to work due to illness or accident shall be required to undergo each usual and recognized medical examination that the occupational health physician may deem necessary in order to determine whether the absences are legitimate, as the cost of the doctor's appointment and necessary medical examinations is paid by the employer.
The employee shall be reimbursed the fee for medical certificates as required pursuant to sections 11.1.1–11.1.3. The same applies to a consultation with a doctor for obtaining a certificate.
The employer shall pay the employee the expenses that the employee has incurred as a result of an accident at the workplace, and the public accident insurance does not compensate according to Article 10 of Act No. 45/2015 on public accident insurance.
11.2 Right to wages due to illness and accidents
An employee who is hired for work on a monthly salary according to § 1.1.1 of the wage agreement for at least 2 months shall receive wages according to §§ 11.2.6 and 11.2.7 as long as his sick days, counted in calendar days, are not more than the amount specified here for each 12‑month period:
Work time Number of days
0-3 months in employment, 14 days
Next 3 months in employment 35 days
After 6 months in service, 119 days
After 1 year in employment, 133 days
After 7 years of service, 175 days
The accrued right is compensated, and in addition the right to monthly wages according to § 1.1.1 of the collective agreement for 13 weeks or 91 days if the inability to work is caused by a work accident or occupational disease. With this salary, payments according to §§ 11.2.6–11.2.7 are not added.
Work time Number of days
After 12 years of service, 273 days
After 18 years in service 360 days
Wages shall be paid, however, not beyond the period the appointment is intended to last, except in the case of a work accident, in which case the employee continues to receive payments until he is deemed fit for work or he exhausts his right to wages, whichever occurs first.
An employee who is hired for hourly work, cf. article 11.2.3, or who is hired for less than 2 months, shall receive wages according to articles 11.2.6 and 11.2.7 as long as his sick days, counted in calendar days, do not exceed the amount specified here for each 12‑month period:
In the 1st month of employment 2 days
In the 2nd month of employment, 4 days
In the 3rd month of employment, 6 days
After 3 months in employment, 14 days
After 6 months of employment: 30 days
In addition to the accrued right, the right to daily wages for 13 weeks or 91 days is also added if incapacity for work arises from a work accident or occupational disease. With these wages, payments according to §§ 11.2.6 and 11.2.7 are not added.
Wages shall be paid, however, not beyond the period the appointment is intended to last, except in the case of a work accident, in which case the employee continues to receive payments until he is deemed fit for work or he exhausts his right to wages, whichever occurs first.
The right of a pensioner in part‑time work or any other type of work, to wages due to incapacity caused by illness or accident, shall be one month for each twelve months. Sick pay shall be calculated based on the average daily wages of the last three months prior to the illness.
Wages shall be paid even if the appointment is not intended to continue.
An employee who fulfills his work obligations irregularly or in a way other than a day worker in regular work shall be deemed to have been absent for one week when he has been unable to work due to illness or injury that corresponds to his weekly work obligations, and proportionally when it concerns a shorter or longer absence due to incapacity.
According to the assessment of an employee's entitlement to compensation pursuant to article 11.2.1, in addition to the period of service with the respective employer, the period of service with state institutions, municipalities and self-governing institutions that are largely funded by public funds shall also be counted. However, during the first 3 months of continuous employment, the prior period of service under this article shall not be taken into account unless the employee has a continuous period of service with the aforementioned employers for 12 months or more.
In the first week of sick leave and accident leave, or the period equivalent to one week of a work‑obligated employee, an additional payment to the monthly salary shall be paid in accordance with § 1.1.1 of the wage agreement; fixed payments such as overtime, shift allowance, guard, security and inconvenience allowances, and payments for idle time during working hours, provided that it concerns a predetermined working time according to regular shifts or regular work of an employee who has been employed for 12 calendar months or longer, or is intended to be employed for at least that long.
After the first week of sick leave and accident leave, or the period corresponding to one week of work for the employee, in addition to the wages that will be paid according to § 11.2.6, he shall be paid the average of his overtime hours and change fees according to § 2.5.2 that he received during the last 12 monthly settlement periods for overtime or the last 12 full calendar months. In the calculation of overtime under this article, the overtime hours that have been paid pursuant to § 11.2.6 shall not be taken into account.
An employee of schools and other institutions where regular work occurs in the latter part of the year shall, instead of the rule of this agreement, only receive paid overtime other than that specified in § 11.2.6 for the months in which regular work takes place, and the number of overtime hours shall be determined by calculating the monthly average of the applicable overtime hours that he was paid for during the last nine full employee months of the institution, or the corresponding period if the employee months are fewer or greater.
If an employee is absent due to vacation during the reference period pursuant to § 11.2.7, it shall be deemed that he has the same average overtime for vacation days as the rest of the period.
If the employee becomes unfit for work due to an accident at the workplace or on the normal route to or from work, wages shall be paid pursuant to article 11.2.7 from the beginning of the absence.
If an employee on medical leave and with the manager's permission works reduced hours due to accident or illness, the sick pay for a day shift shall be calculated based on the proportion of work that is missing for him to perform full duties.
11.3 Certificate of fitness for work
An employee who has been unable to work due to illness or injury continuously for 1 month or longer may not resume work anew unless a doctor certifies that his health permits it. A certificate from the treating physician of the relevant institution may be required.
11.4 Release from work due to repeated or long-term incapacity due to illness or injury
If an employee is unable to work due to illness or injury for several months, alternating each year over a five‑year period, and it is not clearly proven according to the provisions of § 11.3.1 that he has received health compensation intended to be permanent, he may be dismissed from employment due to health incapacity.
When an employee has been continuously absent from work due to illness or injury without pay for a period equal to the period for which he was entitled to receive wages during his absence pursuant to article 11.2.1, he may be dismissed from his position due to health reasons.
The above provisions regarding sick leave and accident benefits shall not therefore be a precondition for an employee to resign from his position if he wishes, provided that, according to a medical certificate, he has become permanently unable to perform work due to ill health. A certificate from the confidential doctor of the relevant institution may be required.
11.5 Severance pay and wages to the spouse of a deceased employee
When an employee is dismissed from employment pursuant to sections 11.4.1-11.4.3, he/she shall retain fixed wages pursuant to section 11.2.6 for 3 months.
The same applies to payment due to the death of an employee if the deceased was in marriage, a permanent cohabitation, a registered partnership, or a partnership that in other respects may be equated to marriage within the meaning of Article 49 of the Public Insurance Act No. 100/2007.
When an employee is granted a solution pursuant to §§ 11.4.1-11.4.3 or dies, his wages shall be paid, as if they had been paid, up to the end of the settlement or bereavement month before the wages pursuant to §§ 11.5.1 and 11.5.2 become due. However, this does not apply if wage payments have already been completed, e.g., because the right to sick pay pursuant to §§ 11.2.1-11.2.11 was exhausted.
11.6 Registration of Sick Days
A record of the employee's sick days shall be kept for each institution. If an employee transfers between positions, his sick days in both positions shall be combined as appropriate.
11.7 Illness and accidents during parental leave
Sick leave taken by an employee during parental leave is not counted as sick leave accrual, and the employee is not entitled to wages for sick leave or injury cases during that period.
11.8 Illness of Children Under 13 Years
The other parent/guardian of a child is entitled to be away from work for a total of 12 working days (86.4 working hours based on full‑time employment) each calendar year due to illness of their children under 13 years of age, provided that no alternative care is available. During these absences, the employee shall be paid daily wages and on‑call allowance in accordance with the regular on‑call schedule. This right does not affect the employee's entitlement under other provisions.
11.9 Maternity protection and assisted reproduction
Mothers have the right to necessary leave from work for maternity examinations without wage deduction, provided such examinations take place during working hours.
Employees who need to be absent due to technical training are entitled to daily wages and, where applicable, on‑call allowance according to the regular duty roster (e.g., 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 the employer's contributions and reward them,
To receive applications for payments to union members,
-To make decisions on further allocation of the fund's finances in accordance with the detailed decision of the fund board.
Family and benefit fund accounts
The fund's accounts shall be audited annually by a certified auditor and sent to the payroll administrators who pay into the fund.
Contribution payments of the wage payer to the family and grant fund
The employer's fee shall be from 1 January 2009 except 0.75% of the total wages of those employees of the relevant employer who fall under this agreement. The fee shall be paid monthly thereafter according to the employer's calculation.
Repeal of previous rules
The standards of rights under older collective agreement provisions (e.g., sick leave and health insurance fund) that pertain to the same rights as those listed above are omitted.
VIRK - Rehabilitation Fund
Reykjavík city pays a special fee to the VIRK Occupational Rehabilitation Fund. The role of the VIRK Occupational Rehabilitation Fund is to deliberately reduce the likelihood that wage earners disappear from the labour market due to long‑term illness or accidents. Emphasis is placed on early intervention and maintaining the employment of individuals through activity and other measures. Individuals who cannot perform their work because of health impairments and aim for increased participation in the labour market are entitled to the services of a consultant from the VIRK Occupational Rehabilitation Fund. This concerns counselling and services in the field of occupational rehabilitation, which are provided to employees free of charge and are tailored to the assessed needs of each individual.
12. Educational matters
12.1 Plans for employee career development and further education
Employees shall have the right to education and further training to increase their knowledge and professional competence. It is assumed that each institution shall present a staff development plan for all employees in its personnel plan to ensure normal staff development and further training of employees in accordance with the Reykjavík City personnel policy.
The Training and Career Development Fund exists to finance employee training and further education; see annex VIII. Institutions, the union, and employees may apply for a grant from the fund. The fund's board sets detailed rules for allocation.
The City of Reykjavík pays a special fee into the members' training and development fund amounting to 0.70% of total wages.
12.2 Unpaid leave
An employee may apply for unpaid leave. The rules of the City of Reykjavík apply to unpaid leave, approved in city council resolution of 17 October 2000.
12.3 Paid study leave
An employee who has worked for four years at the Reykjavík City Council is entitled to leave to pursue further education/training, as it is in accordance with the Reykjavík City Council's or the employee's continuing education/career development plan, if such a plan exists.
An employee is entitled to a two‑week leave each year. However, the accrued entitlement can never exceed 6 months and is not paid out upon termination of employment.
In the collective agreement, the employee shall receive regular wages according to the definition in article 11.2.6.
It is permitted to grant short or long study leave for a short or long period. It is permitted to pay travel and accommodation costs according to Chapter 5.
The workplace is allowed to limit the number of those exercising this right to 10% per year, either based on the number of weeks or the number of employees exercising the leave, if the demand becomes so great that it causes operational difficulties at the respective workplace.
13. Exemptions
13.1 Substitutes
The parties agree that it is not generally necessary to specifically assign an employee to perform the duties of a manager unless the manager's absence lasts longer than 5 consecutive working days.
13.2 Paid substitute work
If the employee's main duties are paid as a deputy position of the manager, the employee shall receive salary according to the manager's grade, if he/she performs his/her duties for more than 4 consecutive weeks or has performed the manager's duties for more than 6 weeks in each 12‑month period. Salary according to the manager's grade shall be paid only from the end of the mentioned 4 or 6 weeks.
13.3 Other substitutes
An employee who is not in the position of deputy manager, but is deemed to perform the duties of a manager in his absence or the duties of another higher‑paid employee, shall receive salary according to the salary grade of the absent employee for the time he performs his work.
14. Contributions payments and payroll
14.1 Payments into the pension fund
An employee, aged 16 to 70, shall pay 4% of total wages to the Gildi pension fund.
The employer's contribution shall be 11.5%
A special pension increase shall be paid in accordance with the agreement on amendments to clause 14.1.2 dated 21 September 2017.
In cases where an employee makes an additional contribution to the private pension fund, the employer pays a contribution of up to 2% against the employee's 2% contribution.
14.2 Payments to the Family and Grant Fund
The wage payer contributes 0.75% of the employee's total wages to the family and benefit fund, among other things, to cover sick and medical expenses, see 11.10.3.
14.3 Active Work Rehabilitation Fund
The employer's contribution to the VIRK Rehabilitation Fund shall be in accordance with law no. 60/2012.
14.4 Payments to the holiday fund
The City of Reykjavík shall pay a special fee amounting to 0.3% of the employee's total wages into the union's holiday home fund. The purpose of the holiday home fund is to promote the construction of holiday homes and facilitate members in enjoying holiday stays.
14.5 Payments to the vocational training and development fund
Reykjavíkurborg pays a special fee to the union's training and development fund, amounting to 0.7% of total wages.
14.6 Settlement of contributions
Contributions to the pension fund, family and grant fund, holiday home fund, and the training and development fund shall be paid monthly.
Membership fees are not paid from incurred costs such as tool allowances, work clothing, or payments of daily allowances and travel expenses.
14.7 Union dues
Reykjavíkurborg undertakes to withhold from the employee's wages the union dues to the trade union and to make a monthly payment of them to the union. Union dues that are collected shall be a proportion of the employee's total salary. Changes to the percentage of union dues shall be notified to Reykjavíkurborg in writing at least four weeks before they take effect in the payroll system. Changes shall be applied at the turn of the month.
14.8 Payslip
When wages are paid to an employee, he has the right to receive a payslip marked with his name. The employee's payslip shall specify the salary, plus individual bonuses, on‑call allowance, number of overtime hours, overtime pay and total salary for the period covered by the payment, as well as a breakdown of all deductions that lead to the net salary amount. The payslip shall also be able to show any leave entitlements the employee has acquired due to “Samnings um ákveðna þætti er varða skipulag vinnutíma.”
It is assumed that the salary payment will be deposited into the employee's bank account on the first working day of each month.
14.9 Settlement of Reykjavík City contractors on dues and membership fees
Reykjavíkurborg will notify Efling – trade union by letter about the contractors with whom a contract is concluded, where they will work and the estimated completion. If requested by Efling – trade union, representatives of Reykjavíkurborg will participate in discussions on how to ensure the settlement of contributions and membership fees of the employees of those contractors with whom a contract is concluded. If a contractor does not settle contributions or membership fees while the work continues despite repeated collection attempts by the union, Reykjavíkurborg, without prior warning to the contractor, will apply the provisions of clause 32.5 of IST 30, if the union has taken action and it is considered that delays to the project may result from the arrears. Contracts refer only to agreements on physical works where members work for the respective contractor.
15. Trustees and Workplace Meetings
15.1 Election of union representatives
Employees are allowed to elect 1 trustee at each workplace where 5‑50 employees work, and 2 trustees where there are more than 50 employees. After the election, Efling – the union – appoints the trustees. If an election is not held, the trustees shall be appointed by the union.
If there are 4 or more trustees with a particular institution, Efling – the union shall select one from that group as the principal representative of the union towards the institution. In important decisions, such as decisions on dismissals of a group of employees and decisions on the arrangement of competence and performance wages, this trustee Efling - the union shall be informed of the matter specifically.
Union representatives shall not be elected or appointed for a period longer than two years in principle.
Chief representative Efling – union
Because of the special status that workplaces in the City of Reykjavík have, the Efling union is allowed to elect a chief representative from among the employees to monitor their matters with the City of Reykjavík, including agreements on the procurement system.
Resignations and major changes in employment shall be reported to the chief trustee and the union.
15.2 The duties of union representatives
Confidential staff at the workplace shall, in consultation with superiors, be allowed to protect, as needed, time for tasks that may be concealed from them by employees at the respective workplace and/or Efling - union due to their duties as confidential staff, and their wages shall not be reduced because of this.
15.3 Data to which union representative have access
Confidential officers shall be allowed, in connection with a dispute matter, to review documents and work reports that pertain to the dispute. Such information shall be treated as confidential.
15.4 Facilities for union representatives
Union representatives at the workplace shall have access to a locked hearing and access to a phone in consultation with managers.
15.5 Complaints from union representatives
Confidential staff shall raise employees' complaints to the next manager or another responsible official of the institution before seeking other parties.
15.6 Workplace meetings
Union representatives at each institution shall be allowed to call a meeting with staff twice a year during working hours at the workplace. The meetings shall begin one hour before the end of the working day as soon as possible. The meetings shall be called in consultation with Efling - the union and the institution's supervisors with three days' notice unless the agenda item is very urgent and directly related to problems at the workplace. In that case, one day's notice is sufficient. Employees' wages shall not be reduced because of the first hour of the meeting time.
15.7 Meeting
Union members shall be allowed to attend meetings on behalf of Efling - trade union for up to 3 working days once a year without reduction in regular wages. They must notify the manager of such absences with at least one week's notice.
15.8 Tasks related to collective agreement formation
Members who are elected to the collective bargaining committee Efling - trade union shall be granted permission to carry out that task without reduction in regular wages. The supervisor must be notified of such absences with reasonable notice.
15.9 Protection of union representatives at work
Confidential officers shall, without any cost to the institution's superiors, present complaints on behalf of employees.
It is prohibited to dismiss confidential employees because of their duties as confidential employees or to otherwise penalize them for the fact that Efling – the union – has concealed from them that they are to perform confidential duties for it.
15.10 Union representatives course
Union representatives at 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 receive regular wages for up to one week per year. In institutions where more than 15 members are employed, union representatives shall receive regular wages for up to two weeks in the first year. This applies to one union representative per year at each institution when the number of members is 5-50, and to two union representatives when the number of members exceeds 50. The courses shall be approved by the contracting parties.
If a union representatives course is organized so that the union representative's absence from work does not exceed one day per week, union representatives retain their regular salary for up to ten working days per year.
If a union representative attends a full-day course, he or she will not be required to do work that day.
16. Cooperation Committee and Employee Evaluation Committee
16.1 Cooperation committee
The contracting parties shall each appoint 3 representatives and 3 alternates to the joint committee.
The main role of the joint committee is to reach settlements in disputes that may arise from this agreement. The statutory role of the joint committee is to discuss the ordering of new tasks within the union's bargaining scope. The committee may address any issues concerning the content of the collective agreement that either contracting party wishes to raise before the committee.
Each party may refer matters to the committee and call it into action. The matter shall be directed to the beneficiary in writing. The beneficiary shall attend a joint committee meeting as soon as possible, but no later than four weeks after the matter is received. The joint committee shall answer matters within 5 weeks from when they were first formally presented at the committee meeting. If the joint committee agrees on changes to the order or other matters that have been referred to it, such change shall take effect from the next month‑turn after the matter, together with the necessary documents, has been submitted to the committee, unless otherwise specifically agreed.
16.2 Employee Evaluation Committee
The staff assessment committee is composed, on the one hand, of three representatives of the unions that have agreed on the staff assessment system SAMSTARF, i.e., the joint union in public service, Efling - the union and representatives of the relevant union of university students, and, on the other hand, of three representatives of the City of Reykjavík.
The role of the staff appraisal committee is to adapt the staff appraisal system, oversee its implementation, and address any disputes that may arise. The staff appraisal committee deals with the assessment of new positions, re‑assessment of positions, and appeals of previous rankings according to the rules it establishes on the basis of COOPERATION.
If an employee and manager consider that the handling of the case by the staff evaluation committee has not been in accordance with the committee's rules, or that the data on which the committee based its decision were incorrect, they may submit a substantiated request for the joint committee to take the matter up for consideration.
17. Contract conditions and term
17.1 Contractual conditions
This collective agreement has been made as a result of collective agreements on the general labor market in March 2024. Should the wage and conditions committee of ASÍ and SA decide on wage or salary changes due to a deficit in conditions, the parties shall enter into negotiations on how such a change shall apply to this agreement. Such changes shall result in comparable wage changes in the general market, as they do not constitute changes to the terms already found in the parties' collective agreement.
If collective agreements on the general market are to be terminated based on their conditional clause during the term of this agreement, each party is permitted to terminate this agreement with three months' notice, effective at the start of a month.
17.2 Validity Period
This agreement is valid from 1 November 2024 until and including 31 March 2028 and will then expire without further notice.
The contracting parties shall submit this agreement for approval, together with the minutes and annexes. If the parties have not received notification of the outcome by 16:00 on 10 July 2024, it shall be deemed approved.
Reykjavík 20 June 2024
on behalf of Reykjavík City, on behalf of Efling union
subject to the approval of the city council, subject to the approval of the union members
18. Penalties
Book 1
Due to night shifts
The contracting parties agree to establish a working group to review the arrangements for night shifts and related call‑outs. The group shall include representatives of public wage payers and the union association of public employees, as well as representatives of the trade union that the matter may concern.
The working group will map the scope of on‑call duty, examine the frequency and types of call‑outs, and work to improve statistics regarding on‑call duty. The work shall, among other things, involve examining how on‑call leave is taken and whether there are certain groups that are not receiving on‑call leave.
Then the group shall assess and evaluate whether it is feasible for backup guards to be counted towards the work obligation while the backup guard leave according to § 2.5.4 is discontinued.
No later than 1 October 2024, the parties shall have appointed their representatives to the working group and the representatives of the salaried staff shall be invited to the first meeting. The working group shall define the subject matter and procedure in more detail. The aim shall be that proposals are submitted no later than 31 May 2025.
Book 2
Due to the repeal of § 3.2
Despite 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 schedule for the entry into force of the collective agreement signed in 2024 and have on average received regular such payments shall continue comparable payments as per the following. Changes shall not lead to wage reductions and equality within work groups shall be maintained.
3.2.1 If overtime is performed, the consumption break shall be as follows: 19:00-20:00, 24:00-00:20, 03:30-04:00, 06:45-07:00. The consumption break on days off according to § 2.1.4 shall be 1 hour during the period from 11:30-13:30, and otherwise the consumption breaks in overtime on days off, during the period from 08:00-17:00, shall be the same as in regular working hours and shall count towards working time. A consumption break in overtime may be taken in another way by agreement at the workplace.
Record 3
Role of the steering group
If it turns out that the changes to the improved working hours of June 10, 2024 do not achieve the objectives set out, or if there are disputes regarding the interpretation of the changes, then a steering group of the parties who signed the changes shall discuss the matter and find a solution. The steering group will operate throughout the term of the agreement, 2024-2028.
Those guidelines and case resolution materials that the steering committee issued in 2021 alongside the implementation of ,,Betri vinnutíma” remain valid as appropriate. The steering committee will meet in September 2024 and update the guidelines and case resolution materials with regard to the changes that occurred in the collective agreements in 2024.
Entry 4
Other wages
In the collective agreement in section 1.1.3 it is recommended that in addition to monthly wages it shall be permitted to pay so‑called other wages. Other wages arise from work‑related factors that the job evaluation does not cover, such as regular overtime and work‑related allowances that are not measured in time and may replace overtime purchase according to section 1.4.
The new authority decision is, among other things, intended to support the changes that result from better organization of working hours. Other wages do not automatically change, and thereby encourages dialogue between employees and management. Consequently, other wages may vary from one time to another, as the premises behind them can change in content and scope.
Despite the above, the parties agree that during the contract period other wages according to § 1.1.3 shall increase by 3.25% on 1 April 2024, 3.5% on 1 April 2025, 3.5% on 1 April 2026 and 3.5% on 1 April 2027.
Record 5
Employee assessment system SAMSTARF
The contracting parties agree on the long‑term goal of paying equal wages for work of equal value at Reykjavík City. The contracting parties have, for this purpose, assessed the jobs based on the employee assessment system of the contracting parties (SAMSTARF).
The parties to the agreement agree on the necessity of continuing work on improvements and development of the employee evaluation system SAMSTARF and its framework. The parties have over the past years worked systematically to clarify the framework of professional control of the employee evaluation system in order to ensure that the system achieves the objectives for which it is intended, while the system develops and aligns with the requirements placed on it at any given time.
For the purpose of working towards the continued development of the performance appraisal system for the benefit of valuing the important tasks performed by municipal staff, the shared interests of the staff and the organization in valuing work, and also to ensure the involvement of stakeholders and clarify their roles where needed, it is proposed that the parties come together regarding external parties who will be tasked with conducting an assessment, on the one hand, of the processes, work conditions, interview procedures, approval procedures and other performance appraisal processes with respect to the system's objectives of equal pay for equally valuable work, and, on the other hand, of the system's governance and its capacity to meet the interests of the stakeholders.
The purpose of the assessment is to identify challenges and opportunities for further development of the employee evaluation system so as to promote better and more efficient procedures in performance appraisal and ensure the professional independence of the system. It should also assess the need for changes to the framework and governance of the system, the role of a professional board, and the establishment of a joint executive management of the parties.
The work shall be carried out as described above during the term of the collective agreement in cooperation with other trade unions that have agreed on the SAMSTARF performance assessment system and in collaboration with the City of Reykjavík and the Association of Icelandic Municipalities. Preparation will begin with the entry into force of the agreements and an audit will be started before 1 January 2025. The aim is that the audit be completed no later than 1 January 2026 and that the results of the audit form the basis for timed and cost‑estimated actions in the activities and organization of SAMSTARF. The professional board of SAMSTARF shall be responsible for this implementation and has authority for the necessary components that the project requires.
The cost of the inspection shall be shared between the City of Reykjavík and the Association of Icelandic Municipalities.
Booking 6
Preparation hours
The School and Leisure Department is responsible for publishing guiding guidelines on the preparation time for department heads and their staff in kindergartens who are assigned tasks that require preparation, see section 2.2.4.2 of the parties' collective agreement. The department will present the guidelines to managers from autumn 2024 and the work shall be completed no later than 15 September 2024. It is the responsibility of the School and Leisure Department to update the guiding guidelines based on experience and as the professional work develops – the guidelines below are current today:
Guidelines for the preparation time of department managers
Preparation time for staff with department management in kindergartens is 8 hours per week based on full-time work.
The kindergarten manager and department manager arrange in the autumn where in the weekly work schedule of the department manager his preparation time is best accommodated based on the organization of the kindergarten work.
In cases where the kindergarten director wishes that the department manager performs other duties at the time when, according to the weekly work schedule, he is supposed to attend to preparation, the preparation shall be transferred within the workday or work week. If this is not complied with, daily/weekly preparation may be transferred and performed outside regular working hours, thereby increasing the weekly/daily work allowance accordingly. Preparation time worked outside regular working hours, according to the instructions of the kindergarten director, shall be compensated as overtime according to the stamps in the work hour.
Guidelines regarding preparation time for employees who are assigned certain tasks that require preparation.
The length of preparation time depends on which task and/or how many tasks that require preparation the employee is assigned to by the manager. In all cases, an effort should be made for the preparation to be continuous as it will affect the work.
The following are guidelines for tasks that generally require preparation.
Task
Preparation time
Hours with children several days a week*
1 hour every other week
Performs certain tasks within the department**, hours with children every day and/or is responsible for the group work of a group
1 hour per week
Hours with children all days/often during the day, group work and/or certain tasks**
2 hours per week
*e.g. social hour, play hour, yoga session, language stimulation group, survey game, etc.
** a particular assignment may, for example, involve an employee being a member of a team that requires special preparation, overseeing certain matters within the department that require special preparation, or carrying out certain tasks in development projects, and the like.
Book 7
Special payments on staff salary scale
Special payments on staff salary scale
Amounts of special payment on the employee rating scale up to 389 rating points will be updated from 1 April 2024 according to the following overview:
Amounts are subject to changes according to collective agreement-based increases during the term of the parties' collective agreement. 3.25% on 1 April 2024, 3.5% on 1 April 2025, 2026 and 2027.
The payment is a fixed amount based on the work proportion, regardless of individual wage formation components. Holiday pay is considered included in the aforementioned amounts. Payments according to the above fall due at the end of the contract period, on March 31, 2028, without further notice, but in such a way that payments remain in accordance with implementation until a new collective agreement between the parties has been concluded.
Obtain a job re‑evaluation/review for a higher step classification and/or if there is a change in job titles or employment terms of staff on the aforementioned step scales, so that the wage classification reflects the higher step classification and payments are adjusted in accordance with the changed step scale. The employee’s step classification reached a higher level, but with 388 evaluation steps the payments fall as described above.
If employees who have been paid as described above receive additional wages under article 1.1.3 of the parties' collective agreement, the amount due is reduced.
Fixed payments to staff of kindergartens and home services:
Fixed payments to kindergarten staff based on article 1.1.3. in the parties' collective agreement, according to the decision of the school and leisure committee, to take the increases specified in the parties' collective agreement from 1 April 2024. 3.25% 1 April 2024, 3.5% 1 April 2025, 2026 and 2027, for the following positions of union members Efling
Job title
Amount
supporting 1
39.925
indirect 1 with support
39.925
lead 2
46.116
direct 2 with support
46.116
preschool item
46.116
play school staff with support
46.116
Department manager C
51.450
Fixed payments to daily wage workers in home service based on article 1.1.3 of the parties' collective agreement, according to the decision of the welfare department, to apply the increases specified in the parties' collective agreement from 1 April 2024, 3.25% on 1 April 2024, 3.5% on 1 April 2025, 2026 and 2027 for the following positions of union members Efling;
Job title
Amount
home service employee
50.386
core service employee
55.297
employee of the response team
55.297
member in home service
55.297
Head of social home service
61.488
Booking 8
Vocational training fund
The City of Reykjavík agrees to be a party to the discussion on the review of the merger of its three vocational training funds, to which Efling belongs and which serve union members in the public labor market. The work shall be completed by 31 October 2024.
Book 9
Publication of the collective agreement
The parties agree to incorporate the text of this agreement into the collective agreement as a whole and, where appropriate, remove provisions that are no longer applicable. This work must be completed by 31 October 2024.
Booking 10
Guidelines on duty schedules
The parties agree that an educational initiative regarding the preparation of shift schedules for both staff and managers shall be undertaken, and that the City of Reykjavík shall develop guidelines for creating shift schedules to ensure better predictability, safety and health for both users and staff, and that work‑life balance shall be a priority. The needs of the workplace, equality within the staff group, as well as the wishes of individual employees regarding shift scheduling must be taken into account, and emphasis is placed on having a dialogue about shift schedule creation at the city's workplaces. With the health and safety of both staff and users in mind, the contracting parties agree that the guidelines to be prepared shall be based on the rule that night shifts must end no later than 8:00 a.m., and that deviations from the main rule of 11 hours continuous rest (cf. 2.6.3.1) shall not be attempted more than once a week.
Entry 11
Guidelines for work hours in shift work
Representatives of the City of Reykjavík and Efling will emphasize to the steering group that it should come together on standards, by the end of September 2024, regarding overtime conditions in shift work. The main rule is that overtime beyond the required work is paid as overtime. However, it must be assumed that when it comes to shift work it is normal for overtime to fluctuate to some extent between pay periods. This should be considered when deciding the standard to set a main rule on the one hand and, on the other hand, an exception when the organization of work calls for longer shifts. It should also be considered that when creating a shift schedule, it should be based on the employee's overtime being proportional to the work share and that hours are not transferred between shift schedules except for accumulated overtime due to special holidays and major celebration days that fall from Monday to Friday
Record 12
The School and Leisure Department will assess the frequency of norovirus infections and the increased workload caused by them in departments within Reykjavik kindergartens. Guidelines will be issued no later than January 31, 2025 on how to respond regarding cleaning in the kindergarten and how payment will be made for the work staff undertake beyond regular duties. The analysis and findings will be presented to the joint committee.
Booking 13
Implementation rules on the allocated cost for drug treatment against parasites
The parties agree that it must be ensured that staff do not bear the cost of necessary medication against parasites when an infection occurs in the workplace. The City of Reykjavík shall prepare special guidelines on how this is to be implemented by 1 October 2024.
The following provisions from the collective agreement signed on 10 March 2020 remain in force:
Book 1
Equal treatment in the labour market
Parties agree that a provision of the collective agreement that provides an exemption for employees who have reached the age of 55 from night shifts and/or back shifts, if they wish, does not constitute a breach of law No. 86/2018 on equal treatment in the labour market. The same applies to a provision concerning a longer notice period for employees aged 55 and older who have worked for at least 10 consecutive years with the same institution.
In certain circumstances, different treatment based on age can be justified when substantive reasons are provided, primarily based on a legitimate aim, including employment policy or other objectives concerning the labour market, with due care. Through collective agreement provisions on exemption from night shifts and on‑call duties after a certain age, the viewpoints shown by research are being considered, which indicate that it becomes more difficult for staff as they age to perform night shifts because it takes longer for them to physically recover due to the interaction between work schedule, sleep and circadian rhythm. Provisions for longer notice periods with increasing age are based on the view that when approaching retirement, staff may find it more difficult to find suitable other employment. The European Court of Justice has given member states some leeway to decide which objectives to pursue and which measures are appropriate to achieve that objective. The parties to the agreement agree that the objectives behind these provisions are substantive and do not go beyond what is necessary.
Book 2
Sick leave right contributes to activity in the labor market
The contracting parties agree that a presence program that promotes early intervention can prevent long‑term illnesses and even disability at later stages. At the same time, the possibilities for employees to adapt in the workplace after long‑term illness and upon returning to work after occupational rehabilitation need to be increased.
In the revision of the sick leave scheme, among other things, attention shall be paid to a joint definition of the terms long‑term and short‑term illness and the implementation of the counting of sick days shall be coordinated. Then an article on illness of children under 13 years shall be examined and assessed whether it should also cover the illness of relatives.
With these objectives as a guide, work will be carried out on the revision of Chapter 11 of the collective agreement. The work on the revision of Chapter 11 will commence on 17 August 2021 and is expected to be completed no later than 1 May 2022. The cost that may arise from the project will be shared between the employers and can amount to a maximum of 10 million krona. If consensus is reached within the group on changes to the article concerning illness of children under 13 years, the parties to the agreement agree that it may take effect during the term of the agreement, subject to further agreement between the parties.
Record 3
Wage development guarantee
It is intended to introduce wage development insurance between the public sector and the general labour market with the membership of ASÍ. The wage development insurance is intended to ensure that wage development is on average similar for public employees and in the general labour market and thus is intended to ensure that public employees keep up with general wage development during the contract period.
Entry 4
Book on the review of accident insurance
Parties commit to work on and complete the revision of regulations No. 1/90 and 2/90, which were approved at the city council meeting on 5 June 1990, concerning the terms of accident insurance for Reykjavík city employees pursuant to the collective agreement under law No. 94/1986 regarding accidents that employees may experience at work and in leisure, by 30 June 2020.
The purpose of revising the rules is to update them in view of the changed legal and insurance environment, but the rules have become quite outdated. Additionally, the purpose of revising the rules is to clarify concepts and various other matters that have been considered unclear or likely to cause misunderstandings.
The most significant change proposed in the revision of the rules is that compensation will no longer be paid from the insurance for ordinary medical permanent disability if the right to compensation for the accident is available under compulsory vehicle insurance, i.e., either from liability insurance or the driver’s and owner’s accident insurance according to the traffic laws, No. 50/1987 with later amendments. This change is intended to correct the situation of those employees who suffer ordinary medical permanent disability as a result of other accidents, as opposed to those who fall under the aforementioned insurances, since the latter enjoy compensation rights from compulsory vehicle insurance. With this change, room is also provided to increase insurance amounts according to the terms of the rules.
The parties agree that the procedure regarding the implementation of the settlement of compensation from employees' accident insurance shall be reviewed. This includes examining how data acquisition will be carried out as well as the reimbursement of incurred costs.
If the parties do not reach an agreement on the above, before 30 June 2020, the older regulations No. 1/90 and 2/90, adopted by the city council on 5 June 1990, shall remain in force with respect to the contracting parties.
Record 5
Other wages
In the new authority decision in section 1.1.3 it is recommended that in addition to monthly wages it shall be permitted to pay so‑called other wages. Other wages arise due to work‑related factors that are not covered by the job evaluation, such as regular overtime and work‑related allowances that are not measured in time and may replace overtime purchase according to article 1.4.
The new authority decision is, among other things, intended to support the changes that result from better organization of working hours. Other wages do not automatically change
Despite the above, the parties agree that during the contract period other wages according to § 1.1.3 shall increase by 2.5% on 1 January 2021 and on 1 January 2022.
Booking 6
on the implementation of changes to payments due to consumption leisure pursuant to annex III
The parties agree that there will be no dispute regarding the termination of special additional payments for consumption relief, which have been paid to staff in kindergartens, effective from 1 April 2020. Staff in kindergartens employed on 31 March 2020 will receive a corresponding amount of overtime compensation as a fixed payment pursuant to article 1.1.3, after the notice period ends.
From and including 1 April 2020, article 3.1.6.1 is repealed. Home service staff employed on 31 March 2020 receive a corresponding amount of overtime pay based on the salary table of 1 April 2020 as a fixed payment according to article 1.1.3 on other wages.
The following bookings from the collective agreement signed on 13 November 2015 remain valid:
18.1 Book 3
18.2 About employee assessment
The contracting parties agree on the necessity to continue strengthening the professional independence of the staff assessment as well as the staff assessment representatives towards the trade unions and the city administration.
The parties have worked on the development and adaptation of the performance appraisal system as well as the rules, which are considered to be valid with the aim of making them, as well as the procedures concerning the appraisal, clearer. The parties have worked together on the aforementioned and have presented new/revised performance appraisal rules, which, among other things, propose the establishment of an appeals committee for the appraisal. The role of the committee is to receive appeals concerning the results of the appraisal, and it is assumed that the committee will take action as soon as possible.
The parties agree to continue the regular review of those positions that have been evaluated as older than 5 years according to the employee assessment rules. It is also necessary to conduct ongoing cross‑sector and city‑wide job comparisons and ensure that there is no irrelevant discrimination.
The website of the staff assessment has been under development and it is aimed that it will be put into use no later than 1 February 2016. Minutes will be made available on the staff assessment website.
The parties to the agreement will continue to apply themselves for increased presentation of the employee assessment to managers, trustees and union members. In this way, it will promote an informed discussion among the parties about the employee assessment with the aim of making the system better and more efficient.
18.3 Clause 5
18.4 Training paths and progress in work
The parties agree that the staff development committee shall work in cooperation with the city's department and the board of the Training and Staff Development Fund to review and consider additional training pathways for groups and workplaces that could lead to progress in work. In this regard, particular attention will be given to employees who have extensive experience working for the City of Reykjavík.
It will be ensured that education in work-related studies can lead to progress in work that is evaluated for wages.
The following bookings from the collective agreement signed on 27 May 2011 remain valid:
18.5 Book on education and safety matters [no. 4]
The City of Reykjavík emphasizes that employees in workshops and horticulture have sufficient knowledge and skills to work with machines and equipment that accompany the work. Employees who work with hazardous substances and toxic chemicals 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 Record concerning appointments in primary schools [no. 7]
An employee who has repeatedly been hired for temporary positions in primary school for a school year is entitled to receive notification that if it is later than April 30, it is not assumed that he will return to work at the school in the upcoming school year. The same applies if substantial changes to the job structure are to be made.
18.7 Clause on Review of the Framework Agreement [no. 9]
During the contract period, the parties will review the framework agreement on dismissals; see attachment X.
18.8 Record of case handling in dispute cases concerning dismissals [no. 10]
Before the end of the contract period, the parties to the agreement will assess whether the handling of disputes regarding dismissals has achieved the intended results and will propose improvements if deemed necessary. See annex XVI.
18.9 Record on maintenance of employment rights [no. 13]
Regular training of employees to maintain their occupational rights (35 hours) in positions where increased driving rights are required will be fully funded from the vocational education and development fund.
18.10 Clause on Information about Basic Classification [no. 14]
The City of Reykjavík provides the trade union with information on the basic salary scale and additional wage groups of its members as of 1 February each year.
19. Agreements of the joint committee
Leave payments for on-call duty for temporarily hired employees 2009-7
Employees who receive vacation pay as part of their monthly salary, paid simultaneously into a vacation account, shall also receive an increase in vacation pay on duty allowance in the same manner.
University exam for care staff 2006-22B
If an employee has a fixed monthly salary in home service or supervision of university exams that is useful in the work, it is permitted to rank the person in the corresponding seniority order and union group.
20. Annex III: on special increase of the minimum wages
Parties agree on the importance of ensuring a specific increase of the lowest wages of traditional women's positions. With that aim, the wage increases during the contract period according to article 1.1.1 provide for monetary increases at the basic wage step of the wage table, together with a change to the linking rule for employee assessment from 1 April 2020, which entails equalisation of wage class bands, both of which ensure a specific increase of 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 staff in permanent positions. This applies to jobs assessed under 389 staff rating levels. The payment amounts to a total of ISK 15,000 per month for those jobs assessed up to staff rating level 319. The payment decreases by ISK 1,500 for each rating step in the salary group from staff rating levels 320 to 388, and therefore a total of ISK 1,500 per month is paid to staff in positions assessed from staff rating levels 381 to 388.
The payment is a fixed amount based on the work proportion, regardless of individual wage formation components, and does not increase during the contract period. Holiday pay is considered included in the aforementioned amounts. Payments according to the above fall off at the end of the contract period, on 31 March 2023, without further notice, but in such a way that payments remain in accordance with implementation until a new collective agreement between the parties has been concluded.
Staff who receive wages paid in accordance with the procurement agreement, see annex XV with this wage agreement, are not paid according to the above.
Obtain a job re‑evaluation/review for a higher step classification and/or if there is a change in job titles or employment terms of staff on the aforementioned step scales, so that the wage classification reflects the higher step classification and payments are adjusted in accordance with the changed step scale. The employee’s step classification reached a higher level, but with 388 evaluation steps the payments fall as described above.
Staff who have received payment according to the above from 1 April 2020, and have been paid other wages under article 1.1.3 of the parties' collective agreement, see a reduction in the amount thereof. However, this does not apply to the following payments under article 1.1.3 to staff of kindergartens and staff in home care services.
II.
The parties have also agreed on the following changes to fixed payments for staff in kindergartens and home care staff who have received payments based on §3.1.6.1:
Preschool staff:
Fixed overtime payments for staff in kindergartens, the so‑called consumption leisure payments, will be terminated as of 1 April 2020.
In lieu thereof, the following amounts shall be paid to employees for kindergarten pursuant to § 1.1.3:
Job title
Other wages
employee 2
32.500
employee 2 with support
32.500
supporting 1
32.500
indirect 1 with support
32.500
lead 2
37.500
direct 2 with support
37.500
preschool item
37.500
play school staff with support
37.500
Department manager C
42.500
Home service staff:
From 1 April 2020, article 3.1.6.1 is repealed. Instead, employees shall be paid home services according to article 1.1.3 the following amounts:
Job title
Other wages
home service employee
41.000
core service employee
45.000
employee of the response team
45.000
member in home service
45.000
Head of social home service
50.000
The parties agree that during the contract period other wages according to § 1.1.3 shall increase by 2.5% on 1 January 2021 and on 1 January 2022.
21. Annex IV: On assessment of jobs requiring professional qualifications or vocational training
The City of Reykjavík wants to strengthen the professionalism and vocational training of employees by enhancing employees' pathways to professional certification and shorter vocational training at the upper secondary level. The city's departments and institutions will assess the need based on the financial framework at each time and adjust the training offerings accordingly.
Professional recognition
An employee obtains professional certification if he/she has worked for the Reykjavík City Council for at least five years in the same or a comparable position, and the certification applies to and has completed 230 hours of courses (17 units) according to the institution's continuing education plan. The employee must also be at least 22 years old.
If the area chooses to provide such training, it shall be done in consultation with the board of the training and development fund.
The relevant department shall advertise such training opportunities and ensure that employees enjoy equality in the choice among applicants.
The assessment includes staffing positions where professional qualifications are required.
Shorter apprenticeship
An employee who has completed a professional qualification can undertake a shortened vocational training at the upper secondary level according to the main curriculum of upper secondary schools where standards have been agreed upon for the assessment of informal learning and work experience for shortening the training, the so-called “Bridge”
If the area chooses to provide such training, it shall be done in consultation with the board of the training and development fund.
The relevant department shall advertise such training opportunities and ensure that employees enjoy equality in the choice among applicants.
Meta is responsible in the personnel assessment for positions where shorter vocational training is required.
22. Annex V: Agreement on the Implementation of Competence Assessment and Competence Pay
On the implementation of competency wages according to the competency assessment [2007]
The collective bargaining committee of the City of Reykjavík on the one hand and Efling – a trade union – and the City of Reykjavík Employees' Association on the other have agreed on the following based on Book 2 of 2005:
That this part of the wage formation system shall continue from 1 May 2007 with certain amendments.
That the competence assessment continues to be based on only two competence factors, work ethic and flexibility.
The sub‑components in the competence sections will be redefined to facilitate the delineation of the parts and to clarify the relationship between employee assessment and competence assessment.
Performance assessment
An employee's work scope may appear in various ways. It has been decided to base it on the following four factors that fall under the work scope.
Professionalism: The employee shows more professionalism than the job requires.
Initiative: The employee shows more initiative than the job requires.
Independence: The employee shows more independence than the job requires.
Communication: The employee demonstrates a more positive demeanor, greater service orientation, respect and tolerance towards co‑workers and service users (internal and external) than the job demands.
Flexibility: An employee's flexibility can manifest in various ways. It has been decided to consider the following four factors that fall under flexibility.
Working hours: The employee is prepared to adjust the working hours arrangement when it is important for the work environment. (Provisions of the collective agreements on working hours are in full force.)
Tasks: An employee is ready to take on new tasks/responsibilities or shift to tasks when circumstances in the work require it.
Changes: The employee demonstrates positivity towards adopting innovations and works on the comprehensive implementation of changes.
Cooperation: The employee is entitled to acquire knowledge that is useful in the work and is prepared to share it with co‑workers for the benefit of the profession.
23. Annex VII: Regulation of the training and development fund
Paragraph 1.
The fund is called the Training and Career Development Fund and operates with the organization and purpose stated in this regulation. The fund's headquarters and board of trustees are in Reykjavík.
Paragraph 2.
The purpose of the fund is to strengthen the further and vocational education of members due to the work they perform at the City of Reykjavík or due to their and their employers' plans for career development at the City of Reykjavík.
Employees shall have the right to education and further training to increase their knowledge and professional competence. It is assumed that each institution shall present a staff development plan for all employees in its personnel plan to ensure normal staff development and further training of employees in accordance with the Reykjavík City personnel policy.
The Training and Career Development Fund exists to finance the career development and further education of employees according to the training and further education plans of institutions and their employees. Institutions, trade unions and employees can apply for a grant from the fund.
The board sets more detailed rules on allocation (revised article 5).
Section 3.
The board of the fund shall be appointed with four people for a term of four years. Two shall be appointed by the City of Reykjavík and two by the board of the trade union, each party appointing one alternate. The board shall keep a minute book and record all its resolutions in it. For a resolution to be valid, a majority of the board members must vote on it.
Article 4.
The income of the fund is derived from:
a) The contribution from the municipal fund shall, however, be 0.6% of the total wages of the union members.
b) Interest income.
The fund's income shall only be used in accordance with its purpose, cf. §2.
Article 5.
Allocation rules
Section 6.
Applications for a grant from the fund shall sendr the fund's board where a description is provided of the study or project for which the grant is to be used, the estimated cost, when the study or project is intended to be undertaken, the period the grant is awarded for and any other information the board may consider necessary. On the basis of these, the board decides whether and how large a grant the applicant shall receive.
Section 7.
The union's office handles the fund's accounting, collects its revenues and makes payments from it, all according to the fund's board's instructions. Meetings of the fund's board shall be held regularly in the City Hall of Reykjavik.
Section 8.
The fund's fiscal year is the calendar year. Accounts must be submitted by the end of April each year and must be audited by appointed auditors together with certified auditors as agreed upon by the parties.
Section 9.
The board of the fund discusses changes to this regulation. The board's proposals for changes to the regulation must receive approval from the joint committee Efling and Reykjavíkurborgar.
24. Annex IX: Agreement on written employment contracts
Agreement on the duty of employers to approve written employment contracts or written confirmation of hiring of employees
Paragraph 1.
Written confirmation of hiring
Written employment contract shall be made with the employee or the appointment confirmed in writing. It shall be done before the employee starts work, except when special objective reasons prevent it, such as when large groups take up work with little notice, due to seasonal work, project assignments and the like. In such cases the City of Reykjavík has a three‑week period to fulfil this obligation. If an employee is dismissed before the three‑week period expires, without a written employment contract having been made or the appointment confirmed in writing, such confirmation shall be considered null at the termination of employment.
Changes to the terms of employment beyond what is required by law, administrative regulations, lawful approvals or collective agreements shall be confirmed in the same manner before they are implemented.
Paragraph 2.
Employer's information obligation
In the employment contract or written confirmation of employment, at least the following must be stated:
Distribution among parties:
Name, address and kennitala of the institution.
Name, address and kennitala of the employee.
Workplace and address of the workplace. If there is no fixed workplace, or a place where work is carried out equally, it shall be stated that the employee is employed at different workplaces and they shall then be specified separately.
Job title, position, nature or type of work that the employee is hired for, or a brief outline or description of the job.
Start date of employment.
Specify whether the employment is temporary. The duration of the employment if it is temporary.
Work schedule; day work/shift work or other arrangement and of what kind.
Work proportion and length of a regular working day or work week.
Monthly or weekly wages, e.g., with reference to salary scales, other payments or allowances.
Wage payment period.
Holiday entitlement.
Notice period by the employer and employee.
Right to salary during parental leave and right to salary during sick leave.
Pension fund.
Reference to the applicable collective agreement and the relevant trade union.
Information according to sections 9–12 may be provided by reference to provisions in laws, administrative regulations, lawful approvals, or collective agreements.
Section 3.
Positions abroad
If an employee is permitted to work in another country for one month or longer, he shall receive written confirmation of the appointment before departure. In addition to the information according to §2, the following shall be included:
Estimated working time abroad;
In which currency are salaries paid;
Allowances or benefits related to work abroad;
In exceptional cases, provided that the employee can return to their home country.
Information according to sections 2 and 3 may be provided by reference to laws, governmental directives, legally approved agreements or collective agreements.
Article 4.
Special provisions regarding previous hires
If an employee hired for the effective date of this agreement wishes written confirmation of the appointment in accordance with its provisions, the employer shall provide such confirmation within one month from the date the request is made
Article 5.
Effective date
This agreement is valid from 1 November 1996.
Reykjavík, 10 October 1996.
On behalf of Reykjavíkurborgar
On behalf of the Icelandic Confederation of Labour On behalf of the Association of State and Municipal Employees
25. Annex X: Framework agreement on work related to dismissals
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, however, concerning work on excavations.
COLLECTIVE AGREEMENT AREA AND PURPOSE
Collective agreement area
This agreement concerns any type of work related to cleaning as defined in this contract. It is intended to create a framework for the organization of cleaning and to define terms.
Goal
To facilitate the use of different payroll systems and organization. Increase education about the field of work and promote higher quality in the execution of dismissals.
Definitions
Cleaning
Cleaning is work to remove contaminants (from a surface). Water, tools, equipment and cleaning agents may be used for this.
Regular cleaning
This refers to a specific defined indoor area that is cleaned regularly, together with interior dust removal, below the ceiling height, see clause 3.1 of this framework agreement.
Main increase
This refers to the surface being dirty, with extensive residues below the sealing level, which do not disappear with regular cleaning, see the specification
Cleaning
This means that the surface is cleaned of contaminants that do not disappear during cleaning, see sections 2.2 and 2.3 of this framework agreement.
VOTING PROCEDURE
Definition of cleaning areas (Cleaning height)
The cleaning area is bounded by the floor surface and the possible working height of a person standing on the floor, or a secure foundation as mentioned in the work description.
Measurement of square meters for cleaning
The fermet count of each area shall be measured as floor area and is limited by the interior wall boundary of the area.
ABSTRACT
Work factor
Work factor is the measured speed of work according to the definition of the International Labour Organization.
Standard output is the output that competent employees perform on average per workday or shift without overexerting themselves, provided they are able and follow a specific work method and are motivated to put effort into the work.
Such performance is considered to give 100 points according to the standard assessment and performance criteria.
For other working periods, reference is made to the definitions of the International Labour Organization, see Annex I.
Time calculation for cleaning
When calculating time for cleaning work, time units (standard hours) may be taken as the basis. When time units are used for each work execution according to the specification, they shall be in accordance with a certain work rhythm that the contracting parties agree to use, see § 4.1 and chapter 6 of the Guidelines for the preparation and execution of work investigations, see annex I of this framework agreement.
Output calculation
The basic unit for calculating efficiency in cleaning is cleaned floor square meters per unit of time (m2/h). Included is all cleaning of the cleaning area according to the specification.
EXAMPLE:
The area is 600 m2 of floor space. It is all plowed 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 space, 450 m2 are worked 5 days a week, and 205 m2 are worked 3 days a week. The total time for the area is Y hours.
The output of this area is - ((450x5)+(205x3))/Y =X m2 per hour.
WORK TIME
See section 18
Paid time
Paid time for overtime areas is measured in hours for each occurrence. See booking annex II with this framework agreement.
PURCHASE
See collective agreement
Time-measured clause work.
Measured provision work.
Monthly salary.
Wages for cleaning.
WAGE INCREASE
Adaptation
The contracting parties may decide which wage system shall be used as deemed appropriate for the work execution. Then other work can be linked to work on scaffolding that a scaffolder has on hand at the workplace. With more varied options in wage systems, increased information to staff and with the combination of scaffolding areas within the same building or more, opportunities arise to increase the number of jobs and raise the work ratio for scaffolding; see also annex III with this framework agreement.
Other provisions
Regarding other provisions, but those mentioned in the framework agreement shall be agreed separately.
PREPARATIONS
Equipment at the workplace
Equipment at the workplace shall be in accordance with the provisions of collective agreements and laws on equipment, health and safety at work, and the regulation on workplace premises. Provisions concerning the execution of work and special facilities for work on excavations shall be specified in the work description.
Education
Course
To increase competence in the work, the parties to the agreement have reached an agreement on holding training courses for cleaning staff. The courses are intended to teach the correct work practices and handling of equipment and chemicals. To strengthen understanding of the necessary quality of this service. To contribute to the protection of employees' health and ensure education for them about their work and the collective agreements that apply to the work.
Development
The aim is to make work on plowing a professional job where employees have acquired certain specialization due to education and work experience.
IMPLEMENTATIONS
Work instruction
In a written work description, the cleaning areas must be clearly marked on the drawing, what is to be cleaned and with what emphasis. The description must state at what time of day the area is to be cleaned and how often.
Access to job descriptions
A work description shall be available at the workplace and accessible to staff. The work description shall be reviewed immediately if a permanent change occurs in the work area or work requirement. The trade union shall have access to the work description if it wishes. Before work begins, staff shall be thoroughly introduced to the work area and working conditions and the work descriptions reviewed.
TECHNICAL EQUIPMENT
About equipment and changes
It shall always be ensured that the most suitable equipment is available at the workplace, together with the consumables used, to make the execution of the work as easy as possible and to ensure the best possible result. In the case of major changes to the equipment, the time estimated for the work shall be reassessed.
DISPUTE RESOLUTION
Dispute over contract clause
If a dispute arises concerning this agreement, the implementation of its provisions, or anything else covered by the agreement, it shall be referred to resolution by a four‑person committee where each contracting party appoints two members.
Dispute over work execution
Disputes concerning individual repair areas may be resolved by a joint inspection of the confidential staff and the employer.
Validity period
This framework agreement takes effect on 1 November 1994, and is terminable by either contracting party with three months' notice.
Reykjavík, 1 November 1994.
26. Annex XI: Agreement on maternity examination
Agreement between the City of Reykjavík and the Icelandic Confederation of Labour on the Right of Pregnant Women to Maternity Examination
This agreement is made to implement the provisions of Article 9 and paragraph 1, subparagraph 1 of Article 11 of the EC directive of 19 October 1992 concerning the legal measures to increase safety and health in workplaces for employees who are pregnant or have recently given birth or have children at the breast (92/85/EEC)
Article 1.
Mothers with children are entitled to necessary leave from work for maternity examinations without deduction from fixed wages, provided such examinations must take place during working hours.
Paragraph 2.
After one year of employment with the same employer, absences due to parental leave of up to six months are counted as service time when assessing the right to additional leave according to collective agreements, calculation of December and holiday supplements, seniority increments, sick leave entitlement and notice period. The same applies if a woman must, for safety reasons, cease work during pregnancy, see the regulation on measures to increase safety and health in workplaces for employees who are pregnant.
Section 3.
This agreement is valid from the date of signature.
Reykjavik 27 February 1998
F.h. Icelandic Confederation of Labour F.h. City of Reykjavík
and its national connections.
Clause
The parties to the agreement will jointly request the authorities to make the necessary amendments to the social insurance law in order to comply with the provisions of paragraph 1, article 11 of EU Directive No. 92/85 on benefits, should a woman, for safety reasons, need to cease work during pregnancy.
27. Annex XII: Working time agreement
Agreement on certain aspects concerning the organization of working hours between the Minister of Finance, i.e., the State Treasury, the City of Reykjavík and the Salary Committee of Municipalities of the Icelandic Confederation of Labour, the Association of University Employees, the Association of State and Municipal Employees, and the Teachers' Association of Iceland
With reference to the agreement on the European Economic Area, the majority of parties have made the following agreement with themselves to implement the European Community directive No. 93/104/EEC, dated 23 November 1993, concerning certain aspects regarding the organization of working hours. The directive is part of the EEA agreement as approved by the joint EEA committee, dated 28 June 1996.
The purpose of the agreement is to set minimum requirements to promote improvements, especially regarding the work environment, in order to ensure increased safety and health protection of employees.
Paragraph 1.
Scope
This agreement applies to the daily and weekly minimum rest time of an employee, annual leave, breaks, maximum working hours per week, as well as certain aspects related to night and shift work and work patterns.
The agreement applies to salaried employees within the scope of the contracting parties. However, it does not apply in cases involving necessary security operations and urgent investigative interests in the field of law enforcement, or when work is carried out according to the instructions of civil protection authorities or in the daily operation of civil protection control centers. The same applies to monitoring duties related to avalanche warnings.
The agreement does not apply to work involving transport by sea and air, fishing and other work at sea, as well as doctors in training. It also does not cover those who work in road transport and are subject to the regulation on drivers' driving and rest times (now 136/1995) or similar rules that may be introduced later.
Clauses 3, 4, 5, 6 and 8 of the section do not apply to senior managers and others who set their own working hours.
Paragraph 2.
Definitions
Working hours
The time that an employee is at work, is considered to be for the employer and performs his/her duties, is counted as working time. Here we refer to active working time and include consumption breaks, paid waiting time, trips to and from the workplace or regular work site, work breaks where no work performance is required, and special holidays that are not counted as working time.
Annual paid minimum leave according to law, sick leave and statutory or contractually agreed parental leave shall be counted as working time and be neutral in average calculations. The time that an employee spends in paid vocational training shall also be counted as working time.
Rest time
Time that is not counted as working time.
Night shift
The period from 23:00 to 6:00
Night shift worker
An employee who normally works at least three hours of their daily working time during a night work period.
An employee who has worked regularly, according to a predetermined schedule, for at least three hours of their working time during a night work period for one month. The same applies to an employee who works at least 40% of their regular annual work volume during night work time.
Shift work
Work that is divided into different work periods/shifts according to a specific system, where the employee works on different shifts during a specified period measured in days or weeks.
Shift worker
Employee who works shift work.
Section 3.
Daily rest time
Working hours shall be arranged so that within each 24-hour period calculated from the start of the workday, the employee receives at least 11 consecutive hours of rest. Therefore, when it occurs, daily rest shall extend to the night work period.
Section 4.
Rest
An employee is entitled to at least 15 minutes of break if his daily working time exceeds six hours. Breaks are governed by the applicable collective agreements.
Article 5.
Weekly rest time
Within each seven‑day period, an employee shall be entitled to at least one day off, which is directly linked to rest time according to article 3. To the extent that this is achieved, the weekly day off shall be on Sunday.
Section 6.
Weekly maximum working time
The average weekly working time, including overtime, shall not exceed 48 hours. It is desirable that the working time be balanced from one week to another.
The reference period for calculating the average weekly working hours shall be six months, January to June and July to December.
Section 7.
Annual leave
Leave is determined by the law on leave and the provisions of collective agreements.
It is prohibited to replace the minimum period of paid annual leave with monetary compensation except in cases of termination of employment.
Section 8.
Length of night working hours
The regular working hours of a night worker shall on average not exceed eight hours in each 24-hour period.
It is permissible to extend the regular working hours of a night shift worker so that he/she averages up to 48 working hours per week. The work must 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 shift workers shall be six months, from January to June and July to December.
If night work is considered particularly hazardous, or involves a great physical or mental strain, the working time may not exceed eight hours in any 24‑hour period.
Section 9.
Health food
Night workers and shift workers who perform part of their duties at night shall be entitled to a health assessment free of charge before employment takes place and thereafter regularly at intervals of at least three years. These rights shall be included in the employment contract.
This provision does not apply to positions that are intended to last only 6 months continuously or less. The same applies to positions for leave, such as vacation, illness, parental leave, study leave, permission to work for international organizations, etc., as the appointment is not intended to last longer than 12 months continuously.
The health assessment provided for in paragraph 1 shall be subject to the doctors' confidentiality rules.
Night workers and shift workers who work part of their duties at night and have health problems that are demonstrably attributable to working hours shall, where possible, be transferred to suitable day work.
Section 10.
Protection of night workers
Night shift workers shall be afforded protection that takes into account the risk associated with their work.
Article 11.
Notification of regular hiring of night shift workers
An employer who on average has employees in night work shall, until the appropriate authority, provide information about the number and working hours of night shift workers.
Section 12.
Work patterns
An employer who organizes work according to a certain pattern shall take into account the principle of adapting the work to the employee, especially keeping in mind to line up the effects of single tasks and those that are performed at a predetermined speed, and depending on the type of work concerned, for safety and health requirements, especially with regard to breaks in working hours.
Section 13.
Deviation
It is permitted by the collective agreement to shorten the rest period, cf. §3, to up to eight hours at shift changes. In special circumstances it is permitted to shorten the rest period, cf. §3, to up to eight hours when it is necessary to rescue valuables.
If there is a disruption to operations due to external circumstances, such as weather or other natural disasters, accidents, power shortages, breakdowns in machines, equipment or other apparatus, or other comparable unforeseen events, deviation from the provisions of Article 3 may be permitted to the extent necessary to prevent significant damage, until regular operations have been restored. This shall apply whether the case concerns the institution itself, the company itself, or its business partners.
If permission according to paragraph a. or b. is applied to deviations from the daily rest period, the employee shall receive corresponding rest instead.
It is permissible to decide, by agreement at the workplace, to postpone the weekly day off of those who work in health and care institutions or in other nursing and hospice work, those who work in the care of animals and plants, and those who perform production and service work, where special circumstances make such an exception necessary, as well as those who work on safety matters and the preservation of valuables.
If the weekly rest period, cf. article 5, is postponed, the employee shall receive corresponding rest instead. If there is a special necessity, the taking of the weekly rest period may be postponed so that, instead of a weekly day off, two consecutive days off occur every two weeks.
If there is a particular need to arrange work so that the weekly day off is postponed, a collective agreement shall be made regarding this.
It is permissible, in exceptional cases, to extend the reference period due to the maximum weekly working hours, cf. §§ 6 and 8, up to 12 months with a collective agreement, provided that such a decision is based on specific objective reasons. Such collective agreement provisions shall be subject to approval by the relevant national union or federation. Approval must be on file no later than four weeks after the agreement is made, provided that it has been presented to the approving party no later than one week after signing. If approval has not been received within this deadline, it shall be deemed to be on file.
Section 14.
Consultation Committee
A joint committee of the parties to this agreement shall be established. It shall be composed of eight representatives, four appointed by the employers and four appointed by the overall employee organization. The joint committee shall discuss the implementation and interpretation of individual provisions.
If a dispute arises, the parties shall, as far as possible, try to resolve it before it is referred to the courts.
Article 15.
More favorable provisions
This agreement serves as a minimum agreement and does not in any case diminish the superior rights and further protection of employees under the law, collective agreement, employment contract, or appointment letter.
Article 16.
Safety and health protection
Safety and health protection shall be in accordance with the laws on equipment, health practices and workplace safety and other administrative regulations.
Section 17.
Effective date
This agreement takes effect on 1 February 1997 and comes into force at the latest on 1 May 1997. The agreement is considered part of the wage agreements of the affiliated unions and/or individual member unions of signed collective agreements.
This agreement shall be reviewed at the latest within three years from its entry into force. At that review, in light of experience, the length of the reference period shall be reassessed, cf. §§ 6 and 8. A special assessment shall be made of the implementation of deviations.
The parties shall ensure that the contents of this agreement are presented as well as possible.
Reykjavik, 23 January 1997.
On behalf of ASI member societies with direct membership, on behalf of the Minister of Finance
Association of the National Association of Industrial Workers Association of Reykjavík City
F.h. Icelandic Electrical Engineers' Association F.h. Salary Committee of Municipalities
On behalf of Samiðnar, association of trade unions
On behalf of the Icelandic Confederation of Labour
E.g., member societies of the Association of University Students
F.h. member unions of the Confederation of State and Municipal Employees
F.h. Icelandic Teachers' Union
Bookings due to an agreement on certain aspects concern the organization of working hours between the Minister of Finance acting on behalf of the State Treasury, the City of Reykjavík and the Salary Committee of municipalities and the Icelandic Confederation of Labour, the Association of University Staff, the Association of State and Municipal Employees and the Icelandic Teachers' Association:
Record concerning sections a and d of Article 13.
Despite the provisions of paragraph 1 of article 17 of this agreement, the parties agree that with regard to the provisions of articles 3 and 5 of the agreement, they shall be implemented no later than 30.06.1998. The aim is to start a review of shift work systems as soon as possible, where necessary, due to the provisions concerning minimum rest and weekly working hours.
It is permitted to arrange work organization in the same way, including the length of time between shifts at shift changes, until paragraph 1 of this booking has been fulfilled.
Record due to authorization to defer daily working hours
This practice has become widespread, in some cases by direct reference or provisions in the contract text, to base the implementation of the statutory rest‑time provisions on the interim agreement between ASÍ and VSÍ/VMS concerning the implementation of the rest‑time and free‑time provisions of Law No. 46/1980, dated 10 April 1981, with respect to members of ASÍ’s affiliated unions.
With agreements on specific matters concerning the organization of working hours, the aforementioned interim agreement from 10 April 1981 falls out of force. However, the agreement does contain payment rules for deviations from minimum rest, and it is assumed on an interim basis that they will continue to apply, but at the next renewal of the collective agreements they will be adapted to the content of this agreement and incorporated into the contract text.
28. Annex XIII: Recruitment terms
Hiring conditions for Reykjavík city employees according to the city council resolution of March 2001.
Section 1. Scope
These rules apply to all employees of Reykjavík City.
Article 2. Duties of employees
The employee is required to perform his work with diligence and conscientiousness at all times. He shall observe courtesy, integrity and fairness in his work. He shall avoid engaging in anything, in his work or outside of it, that could cast doubt on that work or the job category he works in.
An employee is obliged to provide those who turn to him with necessary assistance and guidance, including, if appropriate, indicating where they should seek with their matter.
An employee is required to obey the lawful orders of superiors regarding his/her work.
Employees shall report to work in a timely manner. Managers shall monitor employees' timeliness.
The employee is required to work overtime without compensation for the period during which he has been away from work without valid reasons or to avoid deductions from wages that correspond to it.
Every employee is obliged to maintain confidentiality about matters of which he becomes aware in his work, and confidential information shall be handled in accordance with applicable laws, legitimate instructions from the employer, or the nature of the matter. The duty of confidentiality remains, even if dismissed from employment.
Section 3. Disability
The employee's incapacity is governed by the rules on incapacity that apply at Reykjavík City.
Section 4. Gifts
Employees are prohibited from receiving gifts, gratuities, or other benefits from merchants or those seeking services from the City of Reykjavík if it can generally be regarded as a rebate for payment or special service, except within normal limits and where the gifts are insignificant. Consultation with a superior shall be had if there is doubt as to whether an employee is permitted to accept a gift.
29. Annex XIV: Rules of the staff evaluation committee
I. CHAPTER
Workplaces of the staff evaluation committee
Article 1. Role of the staff assessment committee
The role of the Reykjavík City staff assessment committee is to oversee the implementation of staff assessment for Reykjavík City based on the staff assessment system (Single status job evaluation). The staff assessment committee has overall responsibility for the development and adaptation of the assessment system in cooperation with the staff assessment executive committee of the Association of Icelandic Municipalities.
The committee operates in accordance with the provisions of the collective agreements of the City of Reykjavík and those of the trade unions that have agreed to join the staff assessment.
Section 2. Organization of the staff appraisal committee
The personnel assessment committee of the City of Reykjavík is, on the one hand, appointed with three fixed representatives of the trade unions, i.e., representatives of Efling – the trade union, the Reykjavík City Employees' Association and the Association of University Students. On the other hand, the committee is appointed with three representatives of the City of Reykjavík and one of them shall serve as chairman. Deputy members of the personnel assessment committee shall be appointed in the same way.
Article 3. Project office staff assessment
The City of Reykjavík and the Association of Icelandic Municipalities jointly operate the Project Office for Employee Assessment. Employees of the Project Office for Employee Assessment shall be bound by a special confidentiality obligation pursuant to the second paragraph of article 57 of the Local Government Act No. 138/2011.
Employees of the Project Office staff evaluation are professionally independent in their duties. The cost of their work is paid by Reykjavík City and they have the rights and duties of Reykjavík City employees.
Article 4. Meetings of the staff appraisal committee
The Staff Assessment Committee of the City of Reykjavík meets regularly. The chairman summons a meeting with appropriate notice. The chairman is obliged to call a meeting if two or more committee members request it. A representative who is unable to attend shall summon an alternate in his place.
In order to be able to discuss or make a decision on individual cases, representatives from the trade unions concerned must have been invited. The staff assessment committee is authorized to decide when it is composed of at least two representatives of the trade unions on the committee and two representatives of the City of Reykjavík. All decisions of the committee must be harmonious. The minutes of the staff assessment committee are published on the website of the Staff Assessment Project Office.
Representatives on the staff assessment committee are bound by confidentiality.
The Human Rights Director of the City of Reykjavík has the right to a seat or can appoint a person to sit in his place at employee assessment committee meetings and meetings of the professional consultation committee (according to article 5) and is available for advice as needed.
The committee's decisions are final decisions. However, it is permitted to refer cases to the appeals committee pursuant to Article 21. It is also permitted to refer cases to joint committees/working committees based on provisions regarding the staff appraisal committee in the parties' collective agreements.
When matters of a specific area are up for discussion, it is permitted to call the staff manager of the area for consultation. Employees of the Staff Assessment Project Office have a seat at the committee's meetings and serve as advisors to the committee.
Section 5. Professional Advisory Committee
The Personnel Assessment Committee of the City of Reykjavík together with the implementation committee of the personnel assessment of the Association of Icelandic Municipalities form the Professional Advisory Committee. The role of the committee is to be a professional advisory forum for the development of the personnel assessment system, the operation of the Personnel Assessment Project Office, processes and procedures of the personnel assessment.
Section 6. Protection of information
Data submitted to the employee appraisal committee must not be personally identifiable. All processing of computer-based personally identifiable data in the employee appraisal process shall be subject to access restrictions with passwords and access tied to the employees of the Employee Appraisal Project Office. Employee appraisal interviews shall be identified with unique numbers. Processing that falls under sensitive personal information shall be reported in advance to the Data Protection Authority, and the employee appraisal committee operates in accordance with the Data Protection Authority's permission. Work data and personally identifiable data shall not be published publicly in any way.
Article 7. Publication of results
The Employee Assessment Committee publishes the results of the employee assessment in the following manner:
a) The Staff Appraisal Office publishes the results of the appraisal that have been approved by the staff appraisal committee, broken down by each component, on the Staff Appraisal Office website. The breakdown is also sent to the relevant department and union
b) Minutes of the staff assessment committee are published on the website of the Project Office of Staff Assessment.
II. CHAPTER
Conditions of staff assessment and classification of tasks
Section 8. Conditions of employee assessment
When evaluating work, the following points must be fulfilled:
a) that the job title has been registered and classified under ISTARF and that a new/updated signed job description is on file,
b) that the employee(s) have completed the staff appraisal questionnaire
c) that the position has been performed at Reykjavík City continuously for at least six months,
d) that the scope of work is continuous and permanent.
Occasional or temporary work, e.g., summer work and project assignments, are not subject to employee assessment. Furthermore, the employee assessment committee is permitted, in exceptional cases (e.g., seasonal work), to refer matters with justification to the cooperation committee/working conditions committee.
Section 9. Election of staff representatives in employee assessment interviews
When selecting representatives for performance appraisal interviews, the sampling rules of the appraisal committee regarding the number of employees invited to a performance interview from each position shall be taken into account
1 hr. in work = 1 in interview together with manager
2-5 years in the position = 2 in interview together with the manager
6-30 years of service = 4 in interview together with manager
31-60 hrs in work = 6 in interview together with manager
61 or more stm = 10% of employees, up to 10 interviews
The department's staff manager makes a proposal to the staff of the Project Office assessment regarding employees who are invited to interview as representatives of the work, together with information about the next supervisor. They must ensure that the representatives reflect the employee group, i.e., that gender balance, age and workplaces are proportionally consistent with the employee group performing the function.
The sampling rules can be accessed here in full.
III. CHAPTER
Organization of performance appraisal interviews
Paragraph 10. Conduct of staff appraisal interviews
The management of the organization of employee appraisal interviews is in the hands of the staff of the employee appraisal project office, which allocates a time frame for interviews to each institution, but the personnel manager of the relevant area arranges employees and supervisors who attend the interviews at a specific time within that frame and is responsible for inviting them. The staff of the employee appraisal project office invite representatives of the trade unions to the interviews.
Section 11. Presentation material for interviews
Before an employee appraisal interview takes place, the department's personnel manager must ensure that employees have received introductory material about the appraisal and the data necessary for the appraisal interview.
12. art. Responsibility for employee preparation
The department staff manager and the immediate supervisor are responsible for and must ensure that the employee receives, during working hours, the opportunity to become familiar with educational material about the staff evaluation, to complete the staff evaluation questionnaire, and to submit it for an interview. It is important to provide the employee with a space and opportunity to discuss any questions that may arise with colleagues in the same role and the supervisor, and to review the job description.
13. gr. Employee assessment interviews
Performance appraisal interviews take place at the designated meeting place. In addition to the employee, or in case of multiple employees, the employee of the appraisal project office, a representative of the employee's trade union, and the immediate supervisor are present at the interview.
14. gr. Work overview
At the end of the employee appraisal interview, the job overview of the interview is reviewed with the employee and the next manager. The overview is a brief summary of the job requirements based on the answers in the interview.
Section 15. Review of assessment results
When the result of the employee appraisal is available, the employee may, within 30 days, request a meeting with the department's staff manager and the next senior manager, in the presence of representatives of the relevant trade union, to review the appraisal results for their work.
A notice shall be given for this meeting within 14 days from the time a written request for that matter is submitted by an employee, unless the parties agree on a different arrangement.
IV. CHAPTER
Reassessment of duties.
Article 16. Conditions for reassessment
The staff appraisal committee must review the outcome of the staff appraisal if there are indications that significant and lasting changes have occurred in the work since it was last evaluated, or other substantive reasons are present that are shown to have had a considerable impact on the results of the staff appraisal. This could, for example, involve new projects that have been added to the work area after a restructuring of the position or due to changes over a long period.
In a request for reassessment, one must differentiate between the elements required by the job and those elements that the employee independently exceeds beyond what the job demands, according to the department's decision
Section 17. Form of request
A request for reassessment shall be submitted on the appropriate form. The employee may seek assistance from a union representative and/or department in preparing the request.
A request that is unsatisfactory is not taken up for processing and is returned with instructions on defects.
For a request to be considered valid, it must be followed by a completed questionnaire and supporting rationale.
Employees of the project office staff evaluation request a permanent job description from the department and
They shall notify the appraisal committee of the relevant reassessment request at the next committee meeting after the request is received.
Article 18. Duty to provide information regarding a reassessment request
If the department manager requests a reassessment of the work, he shall inform the person or persons holding the position about the requested premises.
If an employee/employees request a re-evaluation of work, the employees of the performance assessment project office shall notify the department manager in writing that a re-evaluation of the performance assessment results has been requested due to work that falls under the department's activities.
If the position is in multiple areas, the committee shall, as needed, inform other staff managers about the relevant re‑evaluation request so that it is ensured that consistency is maintained with the assessment of jobs within the city.
The employee's trade union must also be notified of the request.
Article 19. Decision on reassessment
The appraisal committee processes reappraisal requests when the conditions for reappraisal are met. A reappraisal of a position for changes takes effect from the time a satisfactory reappraisal request is received by the appraisal office in accordance with the provisions of the collective agreements.
Section 20. Review of employee assessment
All positions that have not received a reassessment or review in the past five years shall be reviewed annually in the following manner:
a) Employees of the performance assessment office shall prepare an annual list of those positions that were evaluated five years ago and have not received a re‑evaluation or other review. The list shall be made available on the performance assessment website.
b) The human resources department sends the list to the department's personnel manager and requests a job description for the respective position, which must be received by the human resources department within two months. The job description must be updated and not older than 6 months. If the department's personnel manager considers that the job has changed, the department shall request a reassessment.
c) If a re‑assessment request is not received from the department or employee within 2 months regarding the aforementioned work, the relevant trade union is sent sendr information about it together with job descriptions of the positions, and the union may thereafter apply for the re‑assessment request to come from the employee(s).
d) If a request for reassessment is not received from the department or employee but the committee nevertheless agrees that a review of the work is needed, the committee may request further justification from the relevant staff manager and, if necessary, summon him to a meeting to discuss the matter.
e) Annually, the staff appraisal committee shall meet with staff managers and review the job descriptions of the positions on the list.
CHAPTER V
Appeals Committee.
21. Appeals Committee
The results of the employee assessment committee may be referred to the appeals committee according to the rules applicable there.
Approved, 4.10.2016.
30. Annex XV: Agreement on procurement of waste cleaning services with Reykjavík City
Paragraph 1.
Task
For waste cleaning in Reykjavík, work shall be carried out according to the following agreement.
Garbage must be cleaned in Reykjavík on average once a week. To carry out this task, the City of Reykjavík pays the salaries of 60 employees according to detailed regulations and provides the waste‑cleaning workers with 10 waste‑cleaning vehicles.
Paragraph 2.
Number of employees
According to article 1, Reykjavík City pays the salaries of 60 employees who thus divide the work among themselves:
Operations manager 1
Management representatives 1
Others58
Salaries of employees are determined according to the agreement with the respective union. Drivers of garbage trucks are class supervisors of the respective cleaning team.
Section 3.
Paid working time
Fixed working hours of employees are recorded and paid as follows:
Operations manager 55.0 hrs per week (40 + 15)
Operations representative 55.0 hours per week (40 + 15)
Drivers garbage collection vehicle 57.5 units per week (40 + 17.5)
Others49.0 hrs per week (40 + 9)
Employees other than the operations manager and operational representatives shall be released on leave.
Overtime is for work in the morning, before the regular daytime period (07:55) and for work during meal times. (drivers).
Cleaning hours for garbage trucks are included in the drivers' time sheet.
Article 4.
Payment conditions of agreements
The City of Reykjavík shall, pursuant to the agreement, pay the following to these employees for waste cleaning:
A: Daily wages = Monthly work
A 1) Monthly salary 60 * 12,720.00
A 2) Summer holidays 30 * 30 / 21,67 41,50
A 3) Summer holidays 30 * 25 / 21,67 34,60
Total 796.10 man-months
B: Overtime = Overtime hours
B 1) Overtime on working days 30,110.0
B 2) Overtime for cleaning cars 1,300.0
B 3) Overtime on weekends 9,180.0
Total 40.590,0 overtime hours.
Employees are required to work overtime cf. 4. art. b where it becomes necessary. Otherwise it proceeds according to art. 9.5.2 in the collective agreement of Reykjavík city and Efling – trade union.
Article 5.
Purchase break
According to Article 1, employees shall rotate on a weekly average throughout the city. Because of this provision and the provision regarding the maximum number of employees for waste cleaning, the City of Reykjavík pays the waste‑cleaning employees (i.e., a total of 60 people) a collective purchase allowance of a total of 324 man‑months per year, which they, at their own discretion, divide equally among themselves according to each one's working days. The man‑months in the purchase allowance shall be calculated from the daily work base according to the wage scale of employees in Efling union for waste cleaning at the next highest age step as it is at any given time. The payment period for the purchase allowance shall be the same as overtime.
Section 6.
Illness
Purchase break is not paid during illness or accidents. Instead, in those cases, an additional amount is paid as stipulated by agreements and/or laws, one month with full daytime work and fixed overtime for those who have one year of service or more.
Employees in their first year of employment are paid one additional day for illness or accident, on top of the accrued entitlement under the collective agreement for each month worked.
Section 7.
Annual compensation
At the end of each calendar year, the year's payments shall be itemized and the types of payments broken down according to sections 4 and 5.
A: Sick leave
Employees in waste cleaning assume without compensation up to 19.64 months of work and up to 1,031.10 overtime hours due to sick leave. Sick leave beyond that is paid by the City of Reykjavík and that payment has no further effect on the annual accounts.
B: Staff shortage:
If it appears that the full staff count has not been achieved during the year, then employees shall be paid in full up to 39.13 months of work and up to 1621.57 overtime hours. Any excess beyond that shall be paid at 50%. If, however, too many employees are employed, then the excess over the benchmark number in clause 4 shall be deducted from the employees' share by one quarter at the annual settlement.
Settlement pursuant to this article is based on permanent waste cleaning staff at year-end and valid purchases on 1 Dec each year.
Section 8.
Weighing and container counting
All waste must be weighed at the reception point. Container counting shall be carried out annually before 1 December each year.
Section 9.
Garbage cleaning trucks
Reykjavík City provides employees with 10 dedicated garbage cleaning vehicles pursuant to Article 1 of this agreement.
Sec. 10.
Interaction
Cleaning shall be carried out at night. Waste in specially marked bags with drums shall be removed from the residential premises.
The manager shall keep a log that shows 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 unfounded, it shall be corrected no later than the next working day to satisfaction. It is assumed that an unfounded complaint from the same party has not been received before.
The operations manager shall send the office manager of the Office of Consumption and Waste. Monthly overview of complaints that have been received together with information on providing a resolution.
The office manager checks that the provisions of this agreement are complied with.
Article 11.
Cooperation Committee
During the term of the agreement, a joint committee shall work, appointed with three employees of waste cleaning and three representatives of the City of Reykjavík as appointed by the director of the Environment Department. The operations manager of waste cleaning and the personnel manager of the Environment Department shall attend the committee meeting.
Meetings shall be held when either party wishes, but not less often than annually. There shall be a report on the results of the weighings and the utilization of work hours during the period.
The committee is then assigned the following main projects:
1. Resolve any disputes that may arise.
2. Make proposals for improvements if new attitudes arise or unexpected incidents occur that are not foreseen in this agreement.
Section 12.
Period of validity
This agreement is valid from 1 January 2006, and is terminable by either party with three months' notice.
Termination shall be based on the start of a quarter.
Reykjavík 10 January 2006
Chairman of the contract committee of Reykjavík City, Chairman of the cooperation committee:
subject to the approval of the city council
On behalf of Efling union
______________________________
On behalf of the Reykjavík City Employees' Association
______________________________
31. Annex XVI: Resolution of disputes concerning provision work in settlements
Time-measured provision work in cleaning – case handling in dispute matters
If a dispute arises regarding time measurement in the strike according to article 1.7.1 of the collective agreement, the following procedure shall be followed:
The manager and employee shall jointly inspect the cleaning area and consider the following factors, taking a work factor of 130 into account:
Is a written description of work present and does it meet the provisions of the collective agreement? Is the description in line with the tasks assigned to the employee?
Is the estimated working time in the job description in accordance with the employee's agreed working hours?
Does the employee follow the job description?
Does the employee devote time to other tasks that are not specified in the job description?
Are the work quality in accordance with the job description?
Does the employee have all the tools and materials that are most suitable for cleaning in the relevant area?
Has the employee received instructions on the use of equipment and chemicals?
Has the employee mastered the work method that is most suitable for the relevant clearing area?
Are conditions at the workplace unusual, e.g., due to construction or other temporary circumstances that may affect working hours?
Are the premises for time measurements in accordance with the type of building and access to it?
other factors that may be relevant, e.g., whether findings have come from the web vendor, whether there is a seasonal increase in dirtiness, absences of colleagues that lead to increased workload on the employee, etc.
The manager prepares a memorandum stating his and the employee's position on the above matters and gives a copy to the employee. If the manager and the employee reach a joint conclusion on unchanged time measurement or a change in time measurement, that conclusion is recorded on the memorandum.
If the manager does not comply with the employee's request for negotiations or does not deliver a memorandum within two weeks from the time the request for negotiations was made, the employee may refer the dispute to his/her union.
If the handling of a case according to paragraph 1 does not lead to a resolution of a dispute, the employee may request that his union take part in resolving the dispute. The handling of the case according to paragraph 1 is then repeated with the participation of a union representative. If the union chooses to carry out a time measurement, the employer shall provide a drawing of the work area where the floor area is shown, a description of the work, 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 is not reached during the course of the union, it may refer the dispute to the parties' cooperation committee regarding the provision work. The committee shall be composed of four representatives, two from the City of Reykjavík and two from Efling. The role of the committee is to resolve the dispute and may, for that purpose, request data from the parties involved.
The joint decision of the cooperation committee is binding on the parties. If the committee does not reach a unanimous decision, it shall seek an impartial specialist who has knowledge and experience of time measurements in excavations, to carry out a time measurement. The procedure, which involves a final resolution of the case, is as follows:
both parties shall approve the relevant trade union,
The relevant specialist shall have recognized time standards that are regularly updated and can also perform time measurements at the workplace if requested,
The relevant specialist records the work in the time base according to the available data and provides an estimated time accordingly,
The cost of time measurement of professionals is equally borne by the relevant employer and the union that referred the case to the committee,
If the outcome according to clause c) is not deemed acceptable by the other party to the case (margin 5%), the other party may request that the execution be a time measurement of the work at the workplace by the same trade professional
The cost of time measurement of professionals according to clause e) falls entirely on the party that requested such measurement.
32. Annex XVII: Salary tables during the agreement period
Effective from 1 April 2024
Salary table valid from 1 April 2024
Lfl.
Basic thr.
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 the staff rating scale. Base levels and percentage figures are personal level figures.
Effective from 1 April 2025
Salary table effective from 1 April 2025
Lfl.
Basic thr.
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 the staff rating scale. Base levels and percentage figures are personal level figures.
Effective from 1 April 2026
Salary table valid from 1 April 2026
Lfl.
Basic thr.
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 the staff rating scale. Base levels and percentage figures are personal level figures.
Effective from 1 April 2027
Salary table valid from 1 April 2027
Lfl.
Basic thr.
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 the staff rating scale. Base levels and percentage figures are personal level figures.
33. Annex XVI: On salaries of summer staff
The wages of the summer staff are arranged as follows:
