Collective agreement SFV and Efling
The information presented here is in accordance with the following agreements and arrangements: Collective agreement Efling and SFV from 2019-2023
, Agreement on amendments and extensions from 1 April 2024 to 31 March 2028
, Proposal of state salary scales from July 2025 to March 2028
, Agreement on amendments and extensions from 2023 .
1. On Wages
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Monthly salary of an employee performing full-time work shall be paid
according to the accompanying salary tables in annex 3.
Wages increase as follows unless otherwise indicated by the aforementioned wage tables
as stipulated in this agreement.
April 2025 3.50% or 23,750 kr.
April 2026 3.50% or 23,750 ISK.
April 2027 3.50% or 23,750 ISK.
A portion of the monthly salary is calculated by dividing by 21.67 in
the monthly wages multiplied by the number of calendar days of others but
Saturdays and Sundays from the start or until the end of working hours.
In the salary table there are 6 steps
and employees are ordered by age as follows:
step: younger than 23 years
From 1 January 2021 clause 1.2 will be amended and will read as follows:
Time purchase in day work is 0.632% of monthly wages each
salary group and step.
It is permitted to pay overtime in the following cases:
Students for work in study leaves.
Pensioners who work part-time.
Employees who are hired for a short period due to special
annual overtime period, but not longer than two months.
Employees who are hired to work on specialized limited
projects.
Employees who work irregularly for longer or shorter periods,
though only in absolute exceptional cases.
It is not permitted to pay time purchase in shift work
It is not permitted to pay time work rates in day work exceeding 100%
working ratio each month cf. § 2.3.5 and 2.3.6.
Overtime is paid with time purchase, which is divided into overtime 1 and
Overtime 2. Time purchase for overtime 1 is 0.9385% of monthly wages each
Salary class and steps, but overtime time purchase 2 is 1.0385% of monthly wages
in each salary group and step.
Payment for overtime shall be made in the following manner:
Overtime 1 from 08:00 to 17:00 Monday -- Friday.
Overtime 2 from 17:00 to 08:00 Monday – Friday.
Overtime 2 from 00:00 to 24:00 Saturday, Sunday and special
days off.
Time purchase overtime 2 is paid simultaneously for work exceeding 38.92
hours per week (168.63 hours based on an average month).
*Fixed overtime that is marked as such in the wage system will be paid as
overtime 2.*
All work performed at large festivals according to article 2.1.4.3 is paid with time purchase amounting to 1.375% of monthly wages.
Overtime work away from the fixed workplace shall not be paid according to.
In time accounting, the payment must be agreed in advance with the relevant party
the employee and in consultation with the trade union.
Shift allowance is calculated from day work rates cf. § 1.3.1.
Guard allowance shall be:
33.33% at 17:00 - 24:00 Monday - Thursday
55.00% from 17:00 to 24:00 on Fridays
65.00% 00:00 - 08:00 Tuesday - Friday
55,00% from 08:00 - 24:00 on Saturdays, Sundays, Mondays and special
days off
75.00% from 00:00 to 08:00 Saturday, Sunday, Monday and special
days off
120.00% from 00:00 - 24:00 on major holiday days according to section 2.1.4.3, however
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 is a 165.00% surcharge.
Partial hour is paid proportionally.
Payment for back duty shall be calculated from the day work purchase according to § 1.3.1
in the following manner:
33.33% at 17:00 - 24:00 Monday - Thursday
45.00% 17:00 - 24:00 on Fridays
45.00% 00:00 - 08:00 Monday
33.33% 00:00 - 08:00 Tuesday - Friday
45.00% at 00:00 - 24:00 on Saturdays, Sundays and special holidays
120.00% from 00:00 - 24:00 on major holiday days according to section 2.1.4.3, however
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 is a 165.00% surcharge.
Partial hour is paid proportionally. Regarding payments for call-outs on
night guard applies
sec. 2.3.3.1 and 2.3.3.2.
The working hours of employees shall be continuous as far as we
will be provided. Payment shall be made for absences during working hours with shift allowance, according to.
sec. 1.5.1.
Payment for night work and back duty during daytime periods according to § 2.2.1
is a 33.33% surcharge.
Personal supplement (December supplement) during the contract period will be as here
says:
In the year 2024 106,000 kr.
In the year 2025 110,000 kr.
In the year 2026 114,000 kr.
In the year 2027 118,000 ISK.
Employee who is on duty in the first week of November shall receive
paid personal allowance on 1 December each year based on full-time work
the period 1 January to 31 October. The personal supplement is a fixed krona amount and
does not receive increases according to other provisions of the collective agreement. On personal supplement
is not counted as holiday pay. If the employee has performed part-time work or worked
part of the year, he shall be paid according to the work proportion on
the aforementioned period.
In the same way, also an employee who has been laid off from work but has worked
has continuously for at least 3 months (13 weeks) per year, receive paid
personal supplement, based on working hours and work proportion. The same applies even if
the employee is absent from work due to illness after the payment obligation
the institution ends or is on maternity leave. Earned personal allowance shall be recorded
alongside termination of employment.
It is permitted to pay additional wages beyond the regular monthly salary.
Decision on payment of additional wages shall be taken by the foreman and be in
in accordance with the regulations of the Minister of Finance and Economic Affairs regarding payments
additional wages. The amount of additional wages shall be within the allocation
pertaining to the relevant institution and based on substantive considerations. May be paid
additional wages for up to six months, but if there is a reason, it is permitted to
extend their payment by three months in principle but never longer than
for two consecutive years.
2. About working hours
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A work week for a full-time employee is 36 effective working hours.
It is allowed to organize work in a different manner than specified in this paragraph
by agreement of the employees and the institution's representatives and in writing
approval of the contracting parties.
Contract parties are permitted to negotiate the compression of daytime working hours for active
days, exceeding the time limits specified in § 2.2.1.
Working hours shall be continuous as far as we are scheduled.
For overtime during working hours, payment is made according to sections 1.5.3 and 1.5.4.
Working hours are from 08:00 to 17:00 on weekdays
from Monday to Friday.
Those institutions that have had a different work arrangement shall retain it.
The chairperson of the institution is permitted to comply with the wishes of individuals
Employees regarding flexible working hours in the period 07:00 - 18:00 at
working days. Consent of the contracting parties shall be sought when such authorizations
are provided.
Day worker who works part of his weekly work obligation outside
According to §2.2.1, the daily work period shall be paid overtime according to §1.5.1
that part of his/her work. If an agreement has been made on the allocation of the daytime work period, according to §2, subparagraph 2.1.2 or §2.2.2, no surcharge shall be paid outside the time limits specified in §2.2.1.
If work is interrupted at the workplace due to weather or other causes for which employees are not at fault, it shall be required to pay compensation for fixed regular working hours.
In such cases it is permitted to assign employees other tasks for the benefit of the institution.
Overtime is considered work that takes place outside the daily allocation
working hours or shifts of the employee as well as work, as may be required
beyond the weekly working time obligation even if it is within a daily working period.
All work performed on special holidays according to article 2.1.4.2,
paid as overtime according to sec. 1.4 unless the work falls under sec. 2.6.7.
When an employee is called to work that is not in direct continuation of
for his daily work, overtime pay shall be paid for at least 3
hours, unless his regular working time begins within three hours from
because he went to work, and then overtime is paid from the beginning of the call-out onward
In order for regular working hours to begin. Complete the call-out 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.
If an emergency call starts during the period 00:00-08:00 from Monday to Friday,
From 17:00-24:00 on Friday or on public or special holidays according to.
sec. 2.1.4.1 and 2.1.4.2, overtime pay shall be paid for at least
4 hours unless regular working time starts within 3½ hours from the time that
emergency call started but in those cases ½ hour shall be paid in addition to
worked time.
With the minimum payment in a call-out, neither meal nor coffee time is compensated
travel time or compensation for such. Repeated outings are to be discussed with
Within a short period, continuous time shall be paid from the start of the previous/first
Call-out until the later/last call ends.
If an employee has a shorter weekly period according to law or agreement
mandatory work, but according to § 2.1.1, work shall be performed beyond it
paid according to sec. 2.3.5 and 2.3.6.
Irregular work beyond the specified work obligation or continuous
Work is reduced by one month, payable with the purchase, which is paid for
overtime.
Regular work of day workers within the day‑work limits, for one month
or longer, up to the work obligation based on full-time, paid as
calculated proportion of the monthly salary since the employee has been informed of it
before such work began. The same applies to regular work
Shift workers, under the same conditions, regardless of when
solar cycle during which the work takes place.
*Therefore, institutions are directly advised to set more detailed rules regarding
overtime and when it is appropriate to discuss a revision of the work share at the end
see overtime regulated or anticipated.*
All overtime shall be paid in arrears for each month or each
thirty days and shall be paid out no later than 15 days after the last
day of the billing period. The same applies to payment for overtime on
sick leave period.
It is permitted for the employee, with agreement from the employer, to
accumulate days off due to overtime, in such a way that overtime hours are accrued
collection and taking leave during the daytime period, but overtime pay is made
at the next regular payout. An agreement shall be made regarding the taking of the freeze and
It is organized so that there is as little disruption as possible to the institution's operations.
Leave according to the above, due to the previous calendar year, which has not
used for 15 April each year, or upon termination of employment, shall be paid out on
Daytime work shift of the respective employee at the next regular disbursement.
If an agreement is reached between the parties, 1.62 hours of leave may also be granted in
day work for each overtime hour and then the payment for overtime purchase applies
In the end, it replaces the worked overtime.
The number 1.62 is obtained by multiplying 156 hours based on
average month (including weekly work obligation of 36 effective working hours) with
the overtime calculation factor 2 which is 1.0385%.
When employees of guest houses travel with and attend to guests at
travel days, each travel day shall be calculated up to 12 hours. Working time
beyond the regular working obligation, it is paid as overtime. Because
Night accommodations on trips with guests shall be paid additionally for 2 hours.
Scope, etc.
With regard to scope, rest periods, work breaks and more, refer to
the agreement of ASÍ, BHM, BSRB and KÍ and the state bargaining committee,
Reykjavík City and the Municipal Salary Committee since 23 January 1997, regarding
certain aspects concern the organization of working hours, which follows the collective agreement
as an annex and shall be considered part of it.
In this regard, reference is also made to the guidance of the consultative committee regarding
work schedule arrangement, dated 16 February 2001. This advisory board is appointed
according to article 14 of the aforementioned agreement and it is also implied that
discusses disputes that may arise due to those matters that
It is discussed there.
Daily rest time - About work schedule
Working hours shall be arranged such that within a 24‑hour period, calculated from
scheduled/regular start of the employee's workday, the employee shall receive
at least 11 hours continuous rest. If this is achieved, daily rest shall be provided
available for the period from 23:00 to 06:00.
It is prohibited to organize work so that the working time is within a 24‑hour period
exceeds 13 hours.
Planned or customary start of the workday -- explanation
If the start of the workday is scheduled, e.g., at 8:00, it shall be measured against that time limit.
If an employee, on the other hand, has a fixed working time that starts, e.g., at.
20:00, the sun's position shall be based on that time mark. In shift work, there is
it is normal to align the start of the workday with the designated workday at
Duty roster/guard log. It is not a designated workday, e.g., overtime guard duty in
on‑call leave, the start is based on the time limit of the last marked working day.
The 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 rest in this context.
In organized shift work, it is permitted to shorten the continuous minimum rest
employees for up to 8 hrs. This, for example, applies when an employee changes
from morning shift to night shift according to the duty roster schedule.
This deviation allowance from 11 hours minimum rest, however, does not apply to
when an employee finishes overtime and switches to a regular shift and
mutually.
Where there is a deviation from the main rule of 11 hours continuous rest
to discuss, a demand must be made of the shift system that it be organized
so that changes between different types of shifts are as rare as possible
shift ring and on average does not deviate this more often than once in
week. The work shall therefore be organized in as regular a manner as possible.
In special circumstances it is permitted to shorten the continuous minimum rest to
up to
8 hours and extend the work schedule up to 16 hours, i.e., with
unforeseeable incidents when valuable items must be rescued. Furthermore when
general benefit requires it and/or must maintain necessary
health or safety service.
If permission is granted to deviate from the daily rest time according to this applied clause,
The employee shall receive corresponding rest instead. In direct continuation of
Such a work schedule shall provide the employee with 11 hours of rest at full pay
that he would otherwise have received.
If disruption occurs to the operation due to external circumstances, such as weather
or other natural disasters, accidents, power shortages, machine breakdowns or other
equipment or other such unforeseen incidents, may deviate from the provisions regarding
daily minimum rest as far as necessary to enable
for significant damage until regular operations have been restored.
This concerns cases that will not be foreseen. It is appropriate to call another
Employee to work to replace the employee who has not reached
allocated rest, if there is any advantage.
Weekly rest day
In each 7‑day period, the employee shall receive at least one weekly
rest day that is directly linked to daily rest time and shall be considered according to
that the week starts on Monday. The employee therefore must receive 35 hours.
continuous rest once a week.
To the extent that this is achieved, a weekly rest day shall be provided
to be on Sunday and the employee gets a day off on that day. However, the institution may with
agreement with its employees postpones the weekly rest day where
special reasons make such deviation necessary, so instead of weekly
Two consecutive rest days shall occur every two weeks.
There is a special need to organize work so that a weekly rest day
If postponed, the scheduling of rest days shall be arranged so that two are taken
rest days together.
If the manager has assessed that there is an urgent necessity for the employee to attend
to work before the minimum 11‑hour rest is reached, a right to free days arises,
1 1/2 hrs.
(in day work) for each hour that the rest was reduced. Overtime
The right to free time is not limited to whole hours. The employee must not
return to work earlier than after 11 hours of rest unless he has
especially having been asked for it. Should the employee be less before
He has taken the rest, therefore he does not have a right to a day off.
If rest is taken once or more within a 24‑hour period, according to
with the scheduled/customary start of the employee's workday, it shall be compensated
which is lacking up to 11 hours of rest, based on the longest break within
work schedule, with a free time right, 1 1/2 hours (day work) for each
hour that is missing up to
11 hrs rest.
If an employee has worked a total of more than 16 hours in a single solar day,
i.e., every 24 hours, based on the scheduled/customary start of the workday
of the employee, without reaching 8 consecutive hours of rest, the employee shall
without exception receive 11 hrs. continuous rest after work, without
Deduction from the wages he would otherwise have received. Leave entitlement,
1.5 hours (day work) accrue for each hour worked beyond
16 hrs.
In those specific exceptional cases where an employee works continuously
full
24 hours, the right to free time shall increase such that each whole hour beyond
24 provides a day-off right that is 1.8% longer than the next day-off right
an hour before gave.
The employee works according to the manager's decision, that long before the rest day
that 11 hrs. of rest is not achieved based on the customary start of the workday or
shifts (see explanatory note in § 2.4.2), the employee must attend
correspondingly later at the start of the next regular workday, without deduction
on the wages that he otherwise would have received, or accumulate
free time right, 1½ hours of day work for each hour of rest
occurred.
Accumulated leave entitlement shall appear on the payslip and it shall
provided in half or whole days.
The right to days off shall be provided in consultation with the employee as it is accumulated
Leave entitlement of at least four hours and leave must not be granted for a shorter period
but that. Efforts shall be made to provide leave as soon as possible or
in a regular manner to prevent leave from accumulating.
It is permitted to pay out 1/2 hour (in daytime work) for each 1 1/2 hour as
The employee has earned a right to free leave, should he wish.
At the end of employment, the accrued leave entitlement shall be settled in the same manner as
leave. The right to free time does not apply.
**Senior managers and others who set their own working hours
themselves**
These parties, by the nature of the case, cannot be granted a right to free days,
see also the scope of occupational safety regulations concerning them in the resolution
European Community No. 93/104/EC, 1st series, annex a, article 17 and paragraph 4.
Paragraph 1 of the aforementioned agreement of the parties to the labor market dated 23.01.1997.
Backup duty means that the employee is not at work but
ready to handle a call-out. It is not considered back‑duty if the employee
remains at the workplace at the request of the manager. See payment for back duty
sec. 1.5.2.
The employee is entitled to leave instead of payment of allowance for backup duty. 20
A minute break corresponds to 33.33% shift allowance, a 27‑minute break corresponds to 45%
shift allowance,
72 minutes of free time equals 120% shift allowance and 99 minutes of free time equals
165% shift allowance.
Back‑on‑call payment is reduced by the time that overtime purchase is
paid.
For regular night duty, leave shall be granted not exceeding 80 hours.
for 1200 hours on back duty. This leave shall be granted proportionally based on
Work ratio and working time. Back‑shift leave is limited to a maximum of 80 hours due to
according to clause 2.5.4 even if back‑shift hours exceed 1200. Efforts shall be made to
to take back‑shift free time alongside overtime and as soon as possible.
Worked hours on standby duty shall not be deducted when
night shift hours per year are counted, see section 2.5.4.
Leave according to article 2.5.4 may be granted when the year is not permitted
to transfer it between years.
It is permitted to agree with an employee on payment instead of free leave according to
section 2.5.4. This payment is based on time purchase in day work according to
sec. 1.3.1.
It is permitted with the agreement of the employees and the institution's representatives
and with the written consent of the contracting parties to agree on another arrangement
payment for back duty but the front is distinguished. For example, it is permitted to negotiate
for a certain number of hours for backup duty regardless of
time‑limited. If other back‑duty payments are agreed upon than can be in §.
shall, taking into account the call-out frequency and duration of call-outs
for the specified reference period, agree that back‑duty payments do not
due to call-outs, partially or entirely.
Those who work on regular shifts shall receive a premium for work performed
Work at that time falls outside the regular working hour period according to article.
2.2.1.
*If the scheduled working time of an employee is on average 20% or more outside
In day‑work markings, he is considered a shift worker.*
Where work is performed on regular shifts, a draft shall be submitted for
duty roster, which shows the expected working time 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 begins, unless an agreement is made with the employee about
shorter deadline.
If the institution's activity requires changes to the duty roster, it shall be made with
employee's consent. If the shift schedule is changed with less notice than 24
hours, the employee shall be paid a change fee of 2%
from monthly wages in each salary grade and step. See the warning 24--168
hrs. (one week) shall pay a change fee equal to 1.3% of
monthly salary in each pay grade and step. Here it only refers to
change to a scheduled shift but not overtime.
*If an employee takes a shift beyond the work obligation, with less than 24 hours.
on standby during the period 17:00-24:00 on Fridays, 24:00-08:00
Monday to Friday, 00:00-24:00 Saturday, Sunday and
special days off, cf. § 2.1.4.2 based on an 8 hour shift, shall be paid
change fee amounting to 1.3% of monthly wages in each salary class and
stepwise and proportionally for longer or shorter shifts.*
When compiling the duty roster, care shall be taken that holiday work is shared
as distributed among employees.
On average, shifts should be between 4 - 10 hours. It is permitted,
cf. § 2.1.2, to agree on a different shift duration. If it is assumed
that an employee takes shifts that are shorter than 8 hours shall be considered
especially as stated in the employment contract. Staff at 80%
A work ratio of or higher has priority over 8‑hour shifts.
Where there is a need for cohabitation time during shift changes, it shall be deducted
into the regular working hours.
The scheduling of shift work shall be arranged so that employees receive on average
two consecutive days off per week.
Annual mandatory work of shift workers who work on regular shifts
shall on average be the same as for day workers. Work obligation
the shift workers' working hours therefore decrease by 7.2 mandatory work hours compared to full
work due to special holidays and public holidays, cf. section 2.1.4.2, which
fall on Monday to Friday, except for New Year's Day and Christmas Eve
which shall be 3.6 hours per day based on full-time work.
On average, a reduction in working hours due to special holidays shall be taken out
within the duty roster period. The employee wishes, accordingly, to accumulate
regarding termination of employment due to special holidays and major festival days, it shall
notify his/her supervisor about it before submitting the shift schedule when
production takes place. The manager is obliged to comply with the employee's request
in the end, it will therefore be affected due to the institution's activities. In those cases where
as work time because special holidays and major celebration days are transferred to
between months it shall be kept track of and staff informed regularly.
Work that falls on special holidays and major celebration days shall also
pay with surcharge according to § 1.5.1.
Regular watches refer to shifts that are scheduled every day
including special holidays and public holidays. In those cases where
when the institution is closed on a special holiday or a major celebration day receives
employee who has a shift that day according to the scheduled duty roster free as
the shift counts instead of a reduction in work obligation and taking into account
extended shifts.
Weight of compulsory working hours of shift workers
Mandatory working hours of shift workers outside day‑work limits according to the schedule
the duty roster and within the working time obligation have different weight in calculation
terms of employment. Working hours that are paid at 33.33% and 55%
overtime according to sec. 1.5.1 has a weight of 1.05 so that for each 60
minutes are calculated as 63 minutes. Working hours that are paid are with 65% and
75% shift load according to § 1.5.1 have a weight of 1.2 so that for each 60
Minutes are calculated as 72 minutes. Despite the above, work hours shall
an employee in full-time employment shall never work less than 32 hours per week to
averaged (over the salary period) and proportionally based on
working time and work proportion.
Compulsory work hours that are paid with a 120% shift load according to § 1.5.1
have a weight of 1.05 in the period 08:00-24:00 and a weight of 1.2 in the period
00:00-08:00. Working hours that are paid are with a 165% guard allowance
have a weight of 1.20.
Shift incentive
Staff who work shift work and meet the sector's conditions
receives a paid shift allowance in the following manner. The shift allowance is paid
as a proportion of paid monthly wages due to variety and number
monitor the last three settlement periods according to scheduled watches
within the working time obligation. Minimum number of work hours in that period
outside the daily work mark (at 33.33%, 55%, 65% and 75% load) are 126
mandatory working hours. Shifts are classified into four types; day shifts,
evening shifts (33.33% surcharge), night shifts on working days (65% surcharge) and
weekend shifts (55% and 75% surcharge). Then the minimum number
mandatory work hours in each type of shift shall be 45 mandatory work hours.
The employee must stand shifts in two to four types of shifts,
14 times or more on average per settlement period in order to enjoy
shift allowance.
When staff have duties, a shift allowance is calculated for one
settlement period in the first and second month of employment such that
the minimum number of sessions outside regular working hours is 42 and the minimum number
mandatory work hours in each type of shift are 15. After three months in
shift allowance is calculated according to paragraph 1. The same applies when agreed is
regarding changes to the work proportion that do not reach 40% or more for increase
or reduction.
{width="3.0444444444444443in"
height="1.270138888888889in"}Shift ratio is based on
the following table:
*Shift allowance is calculated based on the last three settlement periods. With
the settlement period refers to the settlement period of variable wages on
the workplace. Shift allowance paid 1 April is therefore based on
settlement period for payment in salary disbursement on 1 February, 1 March
and 1 April and shift allowance paid 1 May with salary period to
payment on March 1, April 1 and May 1.*
Employees who perform regular shift work shall be exempt
night shifts if they wish, provided they have reached the age of 55.
3. Meal and coffee breaks, food and utensils
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Employees are allowed to consume food and drink while performing their work
when it will be due to the work and such breaks are part of
active working hours.
Allowed by agreement of the institution's management and simple
the majority of those employees to whom the matter applies to determine daily break as
are at the discretion of the employees. The determined length extends daily attendance
employees' corresponding ... because such breaks are not counted as active working time.
At those institutions where breaks are determined by such an agreement and work is performed
During the break, at the manager's request, it is compensated with overtime purchase.
Those individuals and/or work groups that before the entry into force of this agreement
the agreement received regular payments on average according to sec. 3.2. in older
agreement, shall maintain comparable payments cf. book 2.
Employees who are at a fixed workplace shall have access
to the dining hall as we will be provided. The dining hall is considered that place in
in this case where hot and cold food can be served,
catered or cooked on site. Housing and facilities shall be in
in accordance with the requirements of the relevant health authorities. Employees shall pay
the material cost of the food but other operating costs are paid by the concerned party
institution.
At those workplaces where a canteen is not operated, it shall be attempted
to ensure employees have access to nearby restrooms on the premises
employer, or placed in tea equipment to transport the food to the cafeteria
workplaces so that employees have the transport of food to
cost-free.
If the institution purchases food from another party than is paid for in § 3.2.2,
employees shall pay for comparable meals the amount which corresponds to
the average wage that employees pay in the council's meeting room.
The average price of food is 671 ISK as of 1 Nov 2015. Amount of the average price
is published on the State Treasury website (www.fjs.is) under the wages and
salary tables.
Employee who does not have access to a cafeteria but should have it
according to § 3.2.1 or is on duty when the workplace cafeteria is not open,
shall be compensated with food vouchers not exceeding 639 kr., as it is daily
the employee's work duty of 6 hours or more.
The amount of food allowance changes every three months in accordance with
food price index of the consumer price index (01 Food and beverage items) with index
May 2024 as the base index (236.6 points based on sub-indices
from 2008).
Where a canteen is present at workplaces, the employee representative who
purchase food there, appoint 2 confidants from their group to
monitor the operation of the catering facility and obtain access to its accounts.
Employees who are required to eat with their patients
and assist them with the table service, they shall be exempt from paying for them
meals because they are not compensated for it in any other way such as
shorter working hours or payment. An employee shall in such cases have
comparable facilities and the same food as the clients.
See the collective agreement for further information.
See the collective agreement for further information.
4. Leave
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Leave shall be 30 days (216 hours based on 36 working
working hours per week) based on full-time. Vacation accrual shall be
proportional based on work ratio and the employee's working time.
The employee shall receive 13.04% holiday pay on overtime and premium payments
according to this agreement.
Holiday supplement during the contract period shall be as follows:
In the year 2025 60,000 kr.
In the year 2026 62,000 kr.
In the year 2027 64,000 kr.
On June 1 each year, an employee who is employed until April 30
Next in advance, receive a paid special one-time payment, vacation supplement, is based
With full-time work, the next leave year. Payment shall be proportional based on
according to work proportion and working hours.
Has an employee been dismissed during the vacation year due to age or after
at least 3 months/13 weeks of continuous work in the holiday year, he shall receive
paid holiday supplement proportionally based on worked time and
Work ratio. The same applies if an employee was dismissed due to
illness after the payment‑obliged institution ends or because
Maternity leave. Vacation supplement is a fixed amount and does not change
According to other provisions of the agreement. Vacation allowance is not calculated as holiday pay.
The accrued vacation allowance shall be settled together with the termination of employment.
The vacation year is from 1 May to 30 April.
If changes are made to the work ratio in the holiday year, it must be taken
Trust for that in the wage calculation when taking the leave.
The summer vacation period is from May 1 to September 15.
The 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, therefore
has arisen due to the work of the institution.
The manager decides, in consultation with the employee, when leave shall
granted. The manager is required to comply with employees' requests regarding when vacation
must be granted because it will therefore arise due to the institution's activity. Decision
Regarding summer leave, it shall be scheduled as soon as possible and no later than
March and reported to the employee with verifiable means, such as in
time‑recording system of the institution, unless special circumstances prevent.
If vacation or part of vacation is taken outside the summer vacation period, that
Upon written request of the manager, that part of the leave shall be extended by 25%.
Transfer of holiday between years is prohibited, cf. however article 4.6.2 and
4.6.3.
If an employee does not take vacation or part of vacation, in writing
upon the manager's request, the vacation may be carried over to the next vacation year, provided that
Employee has not completed vacation in the vacation year. The same applies to
Employee on parental leave. In such cases, leave may be accumulated though
never been more than 60 days.
Information about the status of earned and unused leave shall be
accessible to employees in the institution's time‑recording system.
If an employee falls ill on vacation, that time is counted as sick leave
no vacation, unless the employee presents a medical certificate proving he can
not taken leave.
The manager shall be notified without delay with verifiable means if it concerns illness
or an accident on holiday is at issue.
In such cases it is permitted to carry over untaken leave to the next year.
If an employee comes from another job without having used the earned
of leave, then he is entitled to unpaid leave until 30 days of leave is
reached.
If an employee who had the vacation entitlement on May 1, 2020, all
up to 60 days, not used those days before April 30 2023, those days lapse
the remaining that stand.
The estate of the deceased shall be paid the employee's accrued leave entitlement.
The employer pays a special fee into the vacation fund Efling -
trade union. This fee shall not exceed 0.5% of the total wages of union members in
Service of the state. The fee shall be paid monthly according to.
in the calculation of the wage payer.
See the collective agreement for further information.
5. Travel and accommodation
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Cost of domestic travel on behalf of the employer shall
To be paid according to invoice, provided sufficient original documents accompany. The same applies
if part of the working day is performed so far from the fixed workplace that
The employee must purchase food outside the home or permanent workplace.
Employees shall receive an advance payment of estimated travel costs.
Regarding the settlement of travel expenses, including mileage allowance, depends on
the same rules as for overtime settlement.
5.2 Domestic daily allowance
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Accommodation and meal costs shall be paid with per diems, see regarding that
Agreement or not possible to submit invoices.
Daily allowances for domestic travel shall be determined by the committee according to.
sec. 5.7.
If staying in accommodation owned or provided by the institution, it is not paid
Per diem for accommodation unless otherwise agreed each time.
Agreement is between parties regarding daily allowances of the travel expense committee
Food expenses shall be divided into 8 units for all meals of the day
Thus:
annual work 1 unit 1,400 kr.
morning coffee 1 unit 1,400 kr.
afternoon coffee 1 unit. 1,400 ISK.
Evening meal 2 units. 2,800 ISK.
evening coffee 1 unit. 1,400 kr.
The above amounts apply from 1 November 2015
Daily allowance according to article 5.2.4 is a refundable reimbursement of expenses
cost. This leads to that at workplaces where coffee breaks have been
deducted for shortening the daily working hours, the coffee breaks come
no counting of daily allowance units.
In advance, the institution and the employee shall decide what manner is
Travel expense reimbursement shall be provided each time. In each individual
Travel may only have one method of payment, i.e., payment according to.
to submitted invoices or payment of daily allowances.
The employee shall apply for work to a permanent place of employment on his own
by means and in its time.
The following exceptions are from clause 5.4.1:
The employee shall be provided for travel or shall be paid travel expenses up to and
From the workplace if all the following conditions are met:
- That the employee begins or finishes work at the times when trams
> does not run.
- The employee's home must be more than 1.5 km (straight line) from the workplace.
- That the workplace is within the tramway network. With a network it is
> refers to scheduled trips where it is assumed that at least
> cost of one trip per hour within each defined
> dense urban core in the relevant case.
- That it is not farther than 1.5 km from the bus stop to the workplace.
The employee is not provided for travel or reimbursed travel expenses
for a longer distance than 15 km (as the crow flies) from the workplace.
If the provisions of paragraph 5.4.2.1 do not apply, but the workplace is within
In densely populated areas, the employee shall be provided for travel to and from the workplace within
15 km distance (as the crow flies), but still outside 1.5 km (as the crow flies), when
the employee has or finishes work in the period from 00:00 to.
07:00 working days and from 00:00 to 12:00 on public holidays or on
special holidays according to § 2.1.4.2 and 2.1.4.3.
Institutions that are located at least 1.5 km outside the outer boundary
the nearest settlement shall, in the basic agreement according to chapter 11, negotiate about
payment of travel expenses for those employees who do not live on site.
It is permitted in the collective agreement, according to section 11, to negotiate further about
how the provisions of this section shall be implemented in individual cases, as well as
if special circumstances apply, for example a stay in uninhabited areas, at sea or
long stays on trips.
When an employee goes beyond the employer's initiative and on behalf of
payments for such inconvenience shall be made as follows:
If a flight departure on a working day before 10:00 and/or return thereafter
At 15:00 the employee shall receive payment equal to three overtime hours on
33.33% surcharge pursuant to § 1.5.1 for each case.
On public and special holidays, the corresponding payment shall be except six
work hours at 55% load according to article 1.5.1, regardless of the time of day
the flight is.
It is permitted to agree on free time instead of paying travel time so that
33.33% surcharge equivalent to 20 minutes of free time, 55% surcharge equivalent to 33 minutes
free.
Travel expenses on trips abroad other than fare charges are paid
with daily allowances to be determined by the committee pursuant to article 5.7.
All expenses on foreign travel must be paid from daily allowances
ordinary travel expenses, other than fares, such as costs related to trips
to and from airports, food, accommodation, minor expenses and any kind of
personal expenses.
Daily allowances for courses, training and supervisory work shall
determined by the committee pursuant to § 5.7.
Amounts of daily allowances for lodging and food expenses, as well as
reimbursement for the use of employees' private cars according to the agreement
these are the same as those determined by the State Travel Expenses Committee.
6. Facilities and health measures
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All employees shall enjoy rights pursuant to law no. 46/1980 concerning
equipment, health practices and safety at workplaces, as their work falls
not under other laws.
The workplace shall be made safe in such a way that the fullest privacy is respected
safety and welfare and health conditions, see section VI of law no.
46/1980.
From 1 June 2020, a new clause is added to section 6 which reads as follows:
It is assumed that staff can perform regular
in their duties within a regular working day. It is important that institutions
establishes a presence policy where, among other things, the boundaries between work and
private life. In those cases where staff need to perform work outside
of regular working hours shall be stated in the job description and terms of employment
the person concerned. Otherwise, a separate payment shall be made for work contribution
as a manager requires from an employee outside regular working hours.
The most common medicines and medical supplies shall be on hand at the workplace
to be used for first aid in accident cases. Medicines and medical supplies shall
be on watch and under the responsibility of supervisors and confidants.
At workplaces, devices for use shall be available and
protective equipment, which the State Labour Inspection deems necessary.
Security guards, safety technicians and safety committees shall be appointed in
in accordance with Chapter II of Law No. 46/1980.
According to regulations, it must be ensured that the employee is not alone at the work where
The risk of accidents is high.
This matter shall be negotiated where it applies.
In the event of an accident or poisoning at the workplace, a supervisor shall
the relevant institution shall report it to the police or the Emergency Line and
The State Labour Inspection, by telephone or by other means, as soon as
may be done and not later than within daylight hours.
Otherwise, the rules no. 920/2006 regarding organization and
implementation of occupational safety work at workplaces.
The employer shall also notify the State Insurance Agency,
accident insurance department, regarding accidents that occur at the workplace or on the direct route to
or from work, on special forms obtained there. While the employee
receives injury compensation from the employer due to disability, receives
the employer paid accident day compensation from the accident insurance department.
In workplaces where there is a special risk to the health of employees
the relevant trade union may request a special medical examination for
staff. Considered by the specially trained official physician of the State Labour Inspection
If such an inspection is necessary, it shall be carried out as soon as possible.
7. Insurance
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Employees shall be accident insured 24/7 for death or
due to permanent disability. Different compensation amounts apply to the insurance
and insurance terms depending on whether the employee suffers an accident in
employment or outside employment. Regarding the terms of these insurances, special
rules, No. 30/1990 and No. 31/1990 as set by the Minister of Finance.
Death accident benefits are:
If the deceased was unmarried and does not leave behind a child under 18 years old
never and has not provided for a parent or parents, 67 years old and older:
due to an accident outside work 1.037.600 kr.
due to a workplace accident 1,037,600 kr.
The rightful owners of these death benefits are legal heirs.
If the deceased was unmarried but leaves a child (children) under 18
age and/or has demonstrably provided for a parent or parents, 67
years and older:
due to an accident outside work 3.178.300 kr.
due to an accident at work 7.597.600 kr.
The rightful claimants of these death benefits are the parents and children. Both of these
beneficiaries' compensation, one third of the benefits go to the parents and two thirds of the benefits
to be divided equally among children.
If the other party was in marriage or cohabitation which otherwise may be compensated
for marriage and which has been in effect for at least 2 consecutive years for death
his, benefits to spouse or cohabitant shall be:
due to an accident outside work 4,347,900 kr.
due to an accident at work 12,398,800 ISK.
The rightful claimant of these death benefits is the relevant spouse or cohabitant.
If the deceased leaves a child under 18 years old, for what
children:
due to an accident outside work 1.037.600 kr.
due to a workplace accident 2,479,500 kr.
Studied the child of the deceased, aged 18-25, in secondary school education or
University level for at least six months of the year is the insured, on that
the same right to compensation.
The beneficiaries of these death benefits are the relevant children. Payments are made to
the accountant's non‑financial affairs of the child.
Children in the 2nd and 4th decade refer to biological children, adopted children,
stepchildren, children of the cohabitant and foster children, who were the deceased
subject to prosecution pursuant to § 53 of the Child Law No. 76/2003.
Compensation is paid only according to one of the sections 1, 2 or 3. To
In addition to benefits pursuant to sections 2 and 3, benefits pursuant to section 4 may also be granted.
the number.
Insurance amounts due to permanent disability are:
due to an accident outside work 8,357,900 kr.
due to an accident at work 22,050,600 ISK.
Compensations are paid in proportion to the insurance amounts, although such that
each disability level from 26-50% counts double and each disability level from
51-100% counts triple.
Pension fund insurance amounts are indexed to the consumer price index
in April 2019, 467.0 points. The indexation of compensation is limited to 3 years from
accident day.
The state treasury or employer shall be liable for damages towards
For the insured, accident benefits under these accident insurances shall be paid in full
For deduction of compensation, he may be required to pay.
Employee who, in his work, attends to an individual who
to a limited or even no extent can bear responsibility for his actions, on
right to direct his/her claim for damages due to bodily or oral injury to
the employer. General rules apply when assessing and settling the claim
of the right to compensation.
This chapter on accident insurance, as amended, is effective from
date of signature.
Employees' luggage on business trips on behalf of the employer shall
insured according to the regulations on baggage insurance no. 281/1988.
If the employee is demonstrably liable for damage to common necessary
clothing, and we will work, such as aprons, glasses, etc., shall be
improved according to assessment. If no agreement is reached, the damage shall be assessed by one
representative from either party.
Such damages shall only be compensated if they arise due to negligence at the workplace.
Such damage shall not be compensated if it can be proven to be due to negligence or
the employee's rudeness.
8. Tools and workwear
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Employees are not obliged to provide their own tools unless otherwise
is especially agreed upon.
Where personal protective clothing or special protective garments are required
necessary, e.g., work shoes, shall be provided to employees for such
clothing, at no cost to them. The same applies to protective clothing because
of less clean work and work that involves unusual wear and tear.
Employees shall be offered that at no cost the
protective equipment required pursuant to safety regulations, (such as safety shoes,
ear protection, gas masks and safety helmets), as employees are required to
use it.
Protective clothing is discussed in Appendix 1 of the parties' collective agreement
signed 11 June 2004.
Cleaning of clothing according to article 8.2.1 and 8.2.2 shall be left in tea
to the employee free of charge twice a year. Major repairs and
damage to such clothing shall be compensated by the employer. Employees
should go well and conscientiously with work clothing and protective gear.
If an employee leaves the job, he/she shall return the last
He received personal protective clothing.
The agreement shall be made with Efling in more detail about these matters, such as which
the amount shall take into account especially large impurities at work,
see annex 1.
See the collective agreement for further information.
9. Exemptions
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The parties agree that it is not necessary to generally conceal
the employee especially to perform the duties of a manager unless absent
the manager's leave longer than 7 consecutive working days.
If the employee's primary work is paid as a deputy manager's position,
the employee shall receive wages according to the supervisor's grade, if he performs his work
longer than 4 consecutive weeks or he has performed the supervisor's duties for longer
but 6 weeks each
12 months. Salaries according to the manager's grade are paid only from the end
appointed
4 or 6 weeks.
Employee who is not in the position of deputy manager, but is appointed
to hold the position of a manager in his previous posts or positions of a higher rank
For a salaried employee, wages shall be taken according to the salary grade of the deceased employee
of the employee for the time he performs his work.
10. Educational matters
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Employee who attends an education or training course according to authorization
of the institution, or in accordance with the retraining / career development plan
of the relevant institution, regular wages shall be maintained in the meantime and receive
Paid costs according to the provisions of Chapter 5.
Employee who, with the approval of the board and/or manager
the relevant institution's hours of recognized education concerning his/her work or
attends an approved continuing or retraining course that holds fixed
wages with full overtime while such training lasts, up to three
months every three years of service. Salary proportion in study leave shall be as
then the average salary for the period during which the right was earned.
It is permitted to grant a shorter or longer study leave for a shorter or longer period
annual period.
The employee shall be entitled to unpaid leave if it is offered to him
opportunity and/or grant to work on a specific project, among other related
in his work. Such leave shall be taken in consultation with the institution's manager.
The wage payer pays a monthly contribution of 0.82% of
total salaries of union members Efling into a special fund, Development and
the adult education fund.
11. Founding part and joint committees
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The foundation agreement is part of the collective agreement and is, among other things,
intended to promote a more efficient wage system that takes into account the needs and
of the institution's projects and its employees. It is a special agreement
between the institution and the union regarding adaptation of specific factors
the collective agreement to the needs of the institution and employees, taking into account the nature
activities, organization and/or other aspects that give the institution its distinctiveness.
Cooperation committees or committees pursuant to article 11.4.1 handle creation and
Changes to the basic agreement.
The parties to the collective agreement agree that their goal, by
hand over the implementation to the institution and the union/its employees
The specific aspect of the collective agreement is to strengthen the activity of the concerned
of the institution when viewed over a longer term and thus create premises for
Better working conditions for employees.
Also to move the decision on wage setting of jobs closer to the workplace there
which can be responded to more quickly to changes that occur in
activities and organization of the institutions.
The purpose of the institutional agreement is to strengthen cooperation among employees and
of managers at the workplace in order to improve the quality of public service. Also
to give employees the opportunity to develop and improve themselves in their work and there
to increase the possibilities for better conditions.
The cooperation is intended to improve the operational organization of the institution, improve utilization
operating capital and create a basis for further increased efficiency and
of a more efficient wage system.
Task ordering
In the basic agreement, the basic ordering of tasks and which factors shall be agreed upon
and/or premises shall determine their ranking. In the decision on the ranking of tasks
In salary groups, the tasks and responsibilities that shall be primarily evaluated are
In the job are included in addition to the competence (skill level/specialization) required
in order to be able to carry out the work.
Job descriptions are one of the premises for classifying jobs into salary groups and
they shall be revised in line with the development of tasks, e.g., in connection with
employee negotiations.
Factors that are taken into account when assessing the ranking of work are, for example:
Organizational chart of the institution or other formal work organization.
Scope of projects/tasks (could be measured in man- or financial resources
or „weight" projects).
Personal factors
It is permitted to agree on personal factors that make employees more suitable
but also to carry out the relevant work.
The factors that are considered, for example:
Increased employee experience, e.g., work experience either within
of the institution or in comparable positions.
Increased employee competence, e.g., formal education, or initiative
employee acquiring further education and knowledge that is useful
enters into employment, e.g., with job-related training courses. In particular, shall
evaluate formal education that has been completed with a recognized degree.
Independence in work methods, initiative or good performance in work.
Temporary factors
It is also permitted to agree on temporary matters:
Employee performance, could for example be linked to results- or
performance assessment.
Increased temporary tasks, scope or responsibility.
When there is a common position, among other things, on these factors
thereby having decided which factors should determine the ranking of employees
of that institution. The employee thereby has the right to receive his/her ranking
reinstated, he considers himself to meet the aforementioned conditions and the institution is
obliged to rearrange it if it is correct. If the institution refuses re-evaluation,
an employee may refer it to the cooperation committee and there it is taken
final decision on whether the employee's ranking shall be changed or not.
It is permitted for each party, the institution or its representatives
the union to request a revision of the collective agreement shall
considerable changes to its assumptions. Not rarely but every other time
Each year it shall be assessed whether the premises of job classification have changed such that
There is a reason to make changes to the basic agreement.
For those institutions that do not implement the collective bargaining agreement and have
therefore not a separate cooperation committee, a special committee shall be appointed
consists of up to 3 representatives from each party, i.e., the union/employees
and the institution, make an agreement, on a change to the institutional component, which is dependent on
the confirmation of the joint committee.
As an example of changes to the premises, one may mention the changed job classification in
the central wage agreement and changes to the premises of job classification at
institution and/or changes to the role or activities of the institution.
If there is a dispute as to whether there is cause for change, it shall be
referred to the contracting parties, i.e., the Salary Committee of SFV and Efling.
At the institutions of SFV that are carrying out the implementation of collective agreements in
By decree of the Minister of Finance, independent joint committees shall be established, which
appointed are up to 3 representatives from each party, i.e.
trade union/ employees and institution and 3 alternates. In any case, shall
a trustee at the workplace to be at the forefront in the committee on behalf of Efling.
The director appoints representatives of the institution.
The joint committee shall, among other things, have the role of discussing the premises
job classification, sorting of individual jobs into salary groups and reaching agreements in
dispute matters that may arise from this agreement. Likewise, the committee shall
discusses the ordering of duties according to article 25 of law no. 94/1986, regarding wage agreements
More open employees.
In special cases where an employee does not fall under the general
definitions apply to a specific job in the relevant salary grade
authorized, with agreement in the cooperation committee, to promote him to a higher
salary class.
For those institutions that do not implement collective agreements
the contracting parties shall likewise appoint up to 3 representatives in
joint committee and
3 as a reserve. The State Treasury handles, according to the preamble, a part
the Minister of Finance for those institutions that do not carry out implementation
Collective agreements.
Either party may bring disputes to the committee
and called her to work. A request shall be addressed to the beneficiary with
in writing. The concerned party shall attend a joint committee meeting as soon as possible
which shall be granted, but no later than four weeks after the issue
be contested. The joint committee shall respond to items within 5 weeks from when they
were first formally presented at the committee meeting. Would be
the cooperation committee agrees on changes in ranking or other matters pertaining to it
has been referred, the amendment shall be effective from and including the next month turn
after the issue was first formally presented to the committee unless otherwise stated
specifically determined.
No agreement was reached in the committee within three months from the time that
the matter comes up for consideration in her field, each party can ..
desired that a representative of the institution be included in the joint committee, on the other hand
from the ministry of the respective institution and, on the other hand, a representative appointed by
the relevant member.
12. Employees' rights regarding illness and accidents
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If an employee becomes unable to work due to illness or accident, shall
He already reports it to his superior, who decides whether a medical certificate
it shall be required and whether it shall be from a confidential doctor concerned
institution. A medical certificate may be required from an employee due to incapacity for work
whenever the director/manager of the institution deems necessary.
If an employee does not come to work due to illness or accident in
more than
5 working days inclusive, he must prove his incapacity for work with
medical certificate. If it concerns repeated absences of an employee,
he must prove his incapacity for work with a medical certificate after further
decision of the manager/supervisor.
If an employee is unable to work due to illness or an accident for a long
time, he shall renew his medical certificate according to a further decision
manager's/supervisor's but not rarely, but monthly. From this may
however, provide an exemption upon the recommendation of the confidential doctor if he deems it appropriate to
a longer sick leave must be discussed.
It is required of an employee who is unable to work due to illness or accident to
subject to each usual and recognized medical examination that
the confidential doctor may deem it necessary for it to be cut out
whether the precedents are lawful, as there is a cost due to a doctor's appointment and
necessary medical examinations paid by the employer.
The employee shall be reimbursed the fee for medical certificates which
is required pursuant to §§ 12.1.1-12.1.4. The same applies to a consultation with a doctor because
issuance of the certificate.
Employer shall pay the employee those expenses that the employee
has been affected by an accident at the workplace and accident insurance
social security benefits are not increased pursuant to article 32 of law no. 100/2007 concerning
social security.
An employee who is hired for work on a monthly salary according to the article.
in the collective agreement for at least 2 months, wages shall be paid according to §.
- 12.2.7 as long as his sick days are counted in
calendar days, there shall not be more in each 12 months than stated here:
[Work time Number of days]{.underline}
0-3 months of service: 14 days
Next 3 months of service: 35 days
After 6 months in employment 119 days
After 1 year of employment, 133 days
After 7 years of service, 175 days
The right to compensation is also granted, as well as the right to monthly wages according to the article.
in the collective agreement for 13 weeks or 91 days if incapacity for work arises from
occupational injury or occupational disease. With these wages, payments are not increased
according to §§ 12.2.6-12.2.7.
[Work time Number of days]{.underline}
After 12 years of service 273 days
After 18 years of service, 360 days
Wages shall be paid even if the appointment is not intended to continue, except when
if a work accident is involved, the employee continues to receive payments until he
is considered work‑capable or he exhausts his right to wages whichever occurs first.
Employee who is hired for part-time work, see however sec. 12.2.3, or is
if the appointment is less than 2 months, wages shall be paid according to § 12.2.6 - 12.2.7
as long as his sick days, counted in calendar days, are not
more each
12 months but here it says:
[Work time Number of days]{.underline}
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
With the granted right, the right to daily wages is also increased in 13
weeks or
91 days if incapacity arises from a work accident or occupational disease. We
these wages are not supplemented by payments according to §§ 12.2.6-12.2.7.
Wages shall be paid even if the appointment is not intended to continue, except when
if a work accident is involved, the employee continues to receive payments until he
is considered work‑capable or he exhausts his right to wages whichever occurs first.
Right of a pensioner in hourly work, or any other type of work, to
wages for incapacity for work due to illness or injury shall be 1 month
each
12 months. Salary during illness shall be based on the average daily wage
the last 3 months for illness.
Wages shall be paid even if the appointment is not intended to continue.
Employee who returns his work obligation irregularly or with
in any other manner than a day worker in regular employment, shall be deemed to have
being absent for a week when he has been unable to work due to
sick or accident that corresponds to his weekly work obligation and proportionally
when a shorter or longer absence due to incapacity for work is at issue.
When assessing the employee's right to compensation according to article 12.2.1, there shall also be
service period with the respective wage payer also counts as service period
at state institutions, municipalities and self-governing institutions that
are mostly funded by public funds.
During the first 3 months of continuous employment, however, prior length of service
according to this article not considered unless the concerned employee has
continuous service with the aforementioned payers for 12 months
or more.
In the first week of sick and accident leave or the time that corresponds
For one week of the employee's compulsory work, payment shall be made in addition to monthly wages according to.
section 1.1.1 in the collective agreement, fixed payments such as for overtime,
on-call duty, guard, security guard and inconvenience allowance and payments for hardships
during working hours, as it concerns a predetermined working time according to
regular shifts or regular work of an employee who has been employed
in 12 calendar months or longer or is intended to last at least that long.
After the first week of sick leave and accident loss, or the period that
pertaining to one week of a compulsory work employee, he shall receive wages as
will be paid pursuant to § 12.2.6, receive the average of their overtime hours
and change fees according to sec. 2.6.2 which he received paid the last 12
monthly settlement period overtime or the last 12 whole
the calendar month. In the calculation of overtime according to this article
should not be counted with the overtime hours that have been paid according to.
Sec. 12.2.6.
If an employee is absent due to vacation during the reference period
According to article 12.2.7, it shall be deemed that he has the same average overtime
the holidays and the rest of the period.
If the employee becomes incapacitated due to an accident at the workplace or at
by a reasonable way to or from work, wages shall be paid according to article 12.2.7
the start of the absences.
If an employee is on medical leave and works with the manager's permission
Reduced work due to accident or illness, sick pay shall be proportionate
for day work at the work ratio that is lacking for him to fully fulfill his duties
work.
Employee who has been unable to work due to illness or injury
continuously in
1 month or longer, one may not resume work anew unless a doctor certifies that
His health leave. A certificate from a confidential doctor may be required, as appropriate
of the institution.
12.4 Release from work due to repeated or long-term incapacity for work
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If an employee is unable to work due to illness or injury for several months
alternates each year over a five-year period and is not clearly voted
according to the provisions of § 12.3.1 that he has received health compensation as intended
permanently, he may be dismissed from work due to health impairment.
When an employee has been continuously absent from work due to illness
or accidentally unpaid during equalized time and that time he was entitled to
to keep wages during his/her absence according to § 12.2.1, he may be released from
work due to health impairment.
The aforementioned provisions concerning sickness and accident benefits shall not be
Thus, for an employee to leave his position, he must wish it if
He is, according to a medical certificate, permanently unable to perform his duties
due to illness. A certificate from the relevant confidential doctor may be required
of the institution.
When an employee is dismissed from employment pursuant to § 12.4.1-12.4.3,
he shall receive fixed wages pursuant to article 12.2.6 for 3 months.
The same applies to payment due to the death of an employee if the other party
was in marriage, permanent cohabitation, registered partnership or other cohabitation
one may equate to marriage under article 49 of the Social Security Act no.
100/2007.
When an employee is granted a solution pursuant to article 12.4.1-12.4.3 or he
Upon termination, his wages shall be paid, as if they had been paid, until the end
Settlement or death month before wages according to §§ 12.5.1‑12.5.2 become payable
as a matter of opinion. This does not apply if wage payments have already been completed, e.g.
because the right to sick pay according to §§ 12.2.1-12.2.10 was
filled.
A record of an employee's sick days shall be kept for each institution.
If an employee moves between positions, their sick days shall be added together in
Both positions as applicable.
Sick leave taken by an employee during parental leave is not counted
sick leave deductions and the employee has no right to wages in sick leave and
Accident cases during that period.
Parent/guardian is entitled to be away from work for a total of 12
working days (86.4 mandatory work hours based on full-time) each
calendar year due to illness of his children under 13 years of age, so that
other care not provided. In these absences, payment shall be made
The employee's daily wages and overtime allowance according to the regulations
register/shift register. This right does not affect the employee's right pursuant to.
other sections.
Employer shall pay a monthly contribution to the support-
Sick fund Efling which amounts to 0.75% of the employee's total wages.
12.9.2. The contribution of the employer to the Occupational Rehabilitation Fund shall be 0.13%
of the total wages of union members.
*However, the contributions of employers and those who are self-employed
Activities and pension funds for the occupational rehabilitation fund shall be 0.10% of
contributions for dues for the years 2016 and 2017 in accordance with provision 33.
law no. 124/2015*
If a dispute arises regarding the interpretation of this section, an opinion shall be sought
special consultative board on sick leave rights and it shall be allocated to
Considerations in the joint committee of parties.
13. Arrangement of parental leave
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This section applies to a parent who works at least 25% and
has been employed continuously for 6 months before the birth of his/her child at
The relevant wage payer and has a valid appointment at the start
the leave.
Regarding the collection and protection of rights in parental leave, it is according to article 14.
law
No. 95/2000, on maternity and parental leave.
An employee who has taken parental leave is considered according to.
the foregoing shall be released from work obligations during parental leave
it stands, cf. article 29 of the aforementioned laws.
An employee who is on parental leave is entitled to payment
summer leave, personal and holiday supplements.
14. Pension fund payments and additional contributions to pension savings
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Employee, 16 years and older, shall pay 4% of total wages in
Pension fund of the respective trade union.
The employer's contribution shall be 11.5%. This contribution is based on
under the following assumptions: That there will be no changes to the pension system
Public employees and if actuarial insurance assumptions lead to
changes to the employer contribution at the Pension Fund of State Employees then
The contribution changes according to this article in the same manner.
In those cases where the employee makes an additional contribution to
special property fund, the employer pays a contribution up to 2% against 2%
employee's supplement.
15. Pay slip and social contributions
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When paying wages to an employee, he has the right to receive a payslip
under its own name. The payroll shall state the fixed salary of the employee
the period to which the payment applies, number of overtime hours, collection
Freedoms of choice and breakdown of individual incomes and deduction items that lead
to the disbursed wage amount.
The wage payer undertakes to withhold union dues from the purchase
The employee's contributions to the relevant union and make monthly settlements on them
to the association. Association fees shall be a proportion of the total wages
of the employee. Changes to the percentage of union dues shall be reported
The employer must give written notice at least 4 weeks before their implementation in
the wage system. Changes are aligned with the turn of the month.
The wage tables shall be confirmed by the contracting parties.
16. Union matters
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Members Efling shall have preferential right to work in positions
Those which this agreement covers, since the company remains open to
admission only for people who apply for it and meet the general
entry condition according to the association's approvals.
The head of the institution shall always have free choice regarding which
Members Efling are hired for work.
Election of confidants
Employees are allowed to elect one trustee each
a workplace where 5 - 50 employees work and two confidants where
work 51-100, three where work 101-175, four where work 176-275
and five where there are 276 or more employees. After the election, it mentions
the relevant union of the confidential staff. If an election is not held,
confidants shall be appointed by the association.
Confidants shall not be elected or appointed for longer than
two years in principle.
Confidants at the workplace shall, in consultation with superiors, be allowed to
protect, as needed, time for tasks they may
to be hidden from employees at the relevant workplace and/or the relevant
associate member due to their work as confidants and their remuneration
shall not be reduced for those reasons.
Data that confidants have access to
Confidants shall be allowed, in connection with dispute matters, to review
data and work reports concerning the dispute.
Furthermore, a confidant may, on their own initiative, request information
concerning wages and conditions of foreign employees, he considers that it has not been
to the provisions of the collective agreement. If a confidant is not present, can
the union employee requested the information on his behalf.
All information obtained on the basis of this shall be taken with
sections that are confidential matters.
Confidants' provision
Confidential staff at the workplace shall have access to written hearing and access to
to call in consultation with superiors.
Complaints of confidential staff
Union representatives shall bring staff complaints up to the next manager or
another senior official of the institution before approaching other parties.
Union representatives at each institution shall be permitted to call a meeting
with staff twice a year during working hours at the workplace. The meetings
is held for one hour before the end of the working day as needed
come. For the meetings, an invitation shall be sent in consultation with the relevant affiliate and
representatives of the institution with three days' notice except
the agenda item is very urgent and directly related to problems at
the workplace. Then a one-day notice is sufficient. Employees' wages shall be reduced
not for these reasons the first hour of the meeting.
Confidants shall be allowed to attend parliament, meetings, conferences and
training courses by the relevant trade union for up to one week at a time
per year without reduction in regular wages. The same applies to board members
of the association. The manager shall be notified of such absences with at least a week's notice
substitute.
Those members who are elected to the bargaining committee or election committee
the relevant trade union shall be granted permission to carry out that task without
reductions in regular wages. The supervisor shall be notified of such
absences with reasonable notice.
Union representatives shall in no way be liable to the superiors of the institution for
they shall submit complaints on behalf of the employees.
It is prohibited to dismiss confidants from work because of their duties
as trustees or cause them in any other way to pay for
the relevant trade union has appointed them to perform confidential duties
for themselves.
Union representatives at the workplace shall be given the opportunity to attend courses
which aim to make them more competent in their work. Those who attend the courses,
shall hold regular wages for up to one week per year. In institutions
where more than 15 members work, confidential staff shall hold
regular wages for up to two weeks in the first year. This applies to
one confidential staff per year at each institution, members are employed
5-50, about two union representatives if members are more than 50, three if
members more than 100, four are members more than 175 and five are
Members 276 or more. The courses shall be recognized by
contract parties.
If a confidant training course is organized such that the absence of the confidant
time away from work shall not be more than one day per week each, keep confidential staff
regular wages for up to ten working days per year.
If a confidant attends the entire day of the course, they will not be required to serve
work that day. In all cases, the institution's manager must be notified with
reasonable notice of absences due to training courses.
17. Notice period
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Termination of experience period
Mutual notice period during the probationary period (which is three months unless
if something else is stipulated in the relevant employment contract) it is one month.
Termination at the end of the probationary period
The reciprocal notice period after the end of the probationary period is 3 months.
Notice period after ten years of continuous service
If an employee is dismissed, after at least 10 years of continuous service with the same
institution, there is a notice period as follows:
4 months if the employee has turned 55 years old
5 months if he/she is 60 years old
6 months when he/she has turned 63 years old
However, an employee may terminate his/her employment with three months' notice
substitute.
**Temporary employment expires without notice at the end**
contract period**
The hiring of an employee who is hired temporarily becomes invalid at the end
contract period without notice. If either party wishes to terminate
the appointment relationship shall previously be governed by the following provisions.
Notice period in the first three months
Mutual notice period in regular employment during the first 3 months
The work period shall be one week based on weekly shifts. Weekly shifts are based
by Friday.
Notice period after 3 months
After three months of continuous work, a mutual notice period shall apply
be one month.
Employees who are hired irregularly for longer or shorter periods
time, do not have a special notice period in the first month but one week
thereafter.
If an employee is dismissed for reasons that can be traced to it
how he carries out his work or his behavior in any other respect, shall he
first warned in writing and given an opportunity to improve before
formal dismissal shall occur, unless it concerns a gross breach. See
the warning process in the box below.
The parties agree that the following procedure shall be applied for warnings
employees according to article 17.3.2 before termination occurs:
Interview of the manager and employee.
Oral warning/notice. Confidential officer present.
Written reprimand/warning. Union representative present. Supervisor,
The employee and the confidential officer confirm the warning with a signature
later.
Termination must be written and based on the month turn unless
If the reciprocal notice period is less than 1 month, termination shall be given
based on weekly shifts.
18. Validity period, voting and contract conditions
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See the collective agreement for further information.
See the collective agreement for further information.
Wage tables
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Salary table valid from 1 April 2024
Levels 0-8 refer to seniority steps.
Salary table effective from 1 April 2025
Levels 0-8 refer to seniority steps.
Salary table valid from 1 April 2026
Levels 0-8 refer to seniority steps.
Salary table valid from 1 April 2027
Levels 0-8 refer to seniority steps.
