Collective Agreement for Trade, Crafts and Services, Employees, valid from January 1st, 2022

Applies to:

Austria-wide

Collective Agreement for Employees in Trade, Crafts and Services

January 1, 2022

Changes from January 1, 2022

Framework Collective Agreement for Trade, Crafts and Services, January 1, 2022

Changes from January 1, 2022

Changes in salary law:

Increase in the collectively agreed minimum basic salaries in the

Expense allowances:

Daily allowance according to § 10 2.b: € 7.92

Daily allowance according to § 10 2.c: € 18.90

Daily allowance according to § 10 2.c: Construction support trade € 18.52

Daily allowance according to § 10 2.d: € 26.40 or € 18.90  

Overnight allowance according to § 10 2.f: € 12.67

Framework legal changes:

In Section 2 Paragraph 2a, the definition of volunteer is changed and reads as follows:
Volunteers are persons who, for the purpose of professional (technical, commercial or administrative) preparatory or training in their own interest, undertake short-term work without any obligation to work in the company, whereby they are free to organize their time and can refuse any activity without giving reasons.

Table of contents

§ 1. Collective bargaining partners 

§ 2. Scope 

§ 3. Period of validity

§ 4. Working hours 

§ 4a. Flexible working hours – range 

§ 4b. Overtime for part-time workers 

§ 4c. 4-day week

§ 5. Overtime, Sunday and holiday work 

§ 6. Night work 

§ 7. Shift work

§ 8. Leisure time in case of absence from work

§ 8a. Recognition of secondary school studies when determining the duration of vacation

§ 8b. Recognition of the parental leave within the meaning of the MSchG or VKG

§ 9. Termination dates 

§ 9a. Severance pay 

§ 10. Travel expenses reimbursement

§ 11. Special payments – Christmas remuneration and holiday allowance

§ 12. Service inventions

§ 13. Special agreements 

§ 14. Teleworking

§ 15. Federal guild negotiations or trade association negotiations

§ 16. Settlement of collective disputes

§ 17. Job categories and minimum basic salaries

§ 18. Credit towards the minimum basic salary 

§ 18a. Payroll 

§ 19. Apprenticeship income 

§ 19a. Collective agreement minimum basic salaries for part-time employees 

§ 20. Final provisions, favorability clause

Appendix 2: Teleworking Agreement 

Appendix 3: Joint declaration of the collective bargaining partners on educational leave 

Appendix 4: Calculation examples for pro rata mixed calculations of special payments 

Appendix 5: Explanation of the scope of the Federal Guild of Body Builders including Body Tinsmiths and Body Painters as well as the Wagner Section 2b of the Framework Collective Agreement for Employees in the Craft and Trade in the Information and Consulting Services

Appendix 6: Joint declaration of the collective bargaining partners on the amendment of the professional organization regulations

Collective Agreement on the Reduction of Working Hours in the Milling Industry

Collective agreement on the reduction of working hours in the food and beverage industry (carbonated beverages) 

salary tables 

Transitional provisions for the salary table for employment groups I – V and MI – MII

§ 1. Collective bargaining partners

The collective agreement is concluded between the

Federal Guild of the Construction Support Trades 

Federal Guild of Professional Photographers

Federal Guild of the Chemical Industry and Monument, Facade and Building Cleaners

Federal Guild of Roofers, Glaziers and Plumbers 

Federal Guild of Hairdressers 

Federal Guild of Chiropodists, Beauticians and Massage Therapists 

Federal Guild of Gardeners and Florists

Federal Guild of Health Professions

Federal Guild of Stoves, Tile Fitters and Ceramicists 

Federal Guild of Timber Construction

Federal Guild of Automotive Engineering

Federal Guild of Arts and Crafts

Federal Guild of the Food Industry

Federal Guild of Painters and Decorators

Federal Guild of Fashion and Clothing Technology

Federal Guild of Chimney Sweeps and Undertakers

Federal Guild of Carpenters and Wood Designers

Association of Commercial Service Providers

Professional Association for Personal Counseling and Personal Care

professional association of personal service providers

on the one hand and the Austrian Trade Union Federation, Union of Private Employees in Printing, Journalism and Paper on the other hand.

§ 2. Scope

(1)  The collective agreement shall apply

a) spatially:  for the territory of the Republic of Austria.

(b) technical:  for all establishments belonging to one of the contracting employers' associations.

Restrictions on the professional scope: 

Federal Guild of Roofers, Glaziers and Plumbers: the contract  only  applies to the professional branches of roofers and glaziers.

Federal Guild of Health Professions:  the contract  only applies to the professional branches of shoemakers and orthopedic shoemakers, corsetry manufacturers and dental technicians.

Federal Guild of Automotive Engineering:  the contract only applies to the professional branches of bodywork technicians, bodywork painters and wheelwrights, with the exception of those companies that already had a trade license for carrying out the sheet metal work ("bodywork sheet metal worker") before 1 January 2000 and that have maintained this after the reclassification from the Federal Guild of Sheet Metal Workers and Coppersmiths to the Federal Guild of Bodywork Builders including Bodywork Sheet Metal Workers and Bodywork Painters as well as Wheelwrights (as of 1 January 2000).

as well as for the vulcanizing companies.

Federal Guild of Arts and Crafts:
the contract applies only to the professional branches of producers of goods in the Gablonz style and costume jewelry manufacturers, musical instrument manufacturers, bookbinders, cardboard goods and case manufacturers and producers of arts and crafts objects.

Federal Guild of the Food Industry:
a)  The contract is  only  valid for

• Members of the Federal Association (professional group according to § 49  WKG ) of the food and beverage industry ( excluding  dairies and cheese factories, other processors of milk, milk products and milk ingredients) and for
  
• Members of the Federal Association (professional group according to § 49  WKG ) of millers and compound feed producers. 

b)  The salary scale does not apply to members of the Federal Guild of the Food Industry. 

Federal Guild of Chimney Sweeps and Undertakers:  the contract only applies to the chimney sweep profession.

Trade Association of Commercial Service Providers:  the contract does not apply to the professional branch of heat supply companies that generate heat predominantly from biomass (solid, liquid or gaseous), provided that they operate a total heat network of less than five kilometers and have a total installed heat output of less than five megawatts, regardless of the number of operating sites.

c) personally:  for all employees subject to the Salaried Employees Act as well as for commercial apprentices and technical draftsman apprentices.

(2)  The collective agreement shall not apply

a)  for holiday interns and volunteers;
Holiday interns are students who are temporarily employed for the purpose of professional (technical, commercial or administrative) preparatory or training in accordance with the public study regulations.

Volunteers are persons who are employed for the purpose of professional (technical, commercial or administrative) training or education, provided that this circumstance was expressly stated at the time of recruitment and they are not employed by a company for longer than six months.

b)  for trained dental technicians;

c)  for members of the board of directors, directors and managing directors of limited liability companies, insofar as the aforementioned are not subject to the Chamber of Labor levy;

§ 3. Period of validity

(1)  This collective agreement shall enter into force on January 1, 2022.

(2)  This collective agreement may be terminated by either party by giving three months' notice to the end of each month by registered letter.

(3)  The provisions of the collective agreement concerning the level of the minimum basic salary (Section 17), the apprentices' wages (Section 19) and the night work allowance (Section 6) may be terminated by registered letter with one month's notice effective at the end of each month.

(4)  During the notice period, negotiations shall be conducted for the renewal or amendment of the collective agreement.

§ 4. Working hours *)

*) See for the  milling industry . See for  manufacturers of carbonated drinks .

(1)  Normal working hours are 40 hours per week. The commissions of the KJBG apply to the working hours of employees under 18 years of age and apprentices. In companies with a five-day week, the weekly working hours of young people can be adjusted to the daily working hours of adults in accordance with Section 11 Paragraph 2 of the KJBG, in derogation from the provisions of Section 11 Paragraph 1 of this Act .

(2)  Unless other working hours are required by shift scheduling or other working hours are possible under the Opening Hours Act 2003 and the regulations issued by the State Governors thereunder and under Section 22f of the Working Rest Act, working hours shall end at 1 pm on Saturdays, at 12 noon on 24 December and at the time on 31 December when the workers' working hours end under the collective agreement applicable to the establishment.

If no collective agreement for workers applies in sectors or establishments subject to this collective agreement or if such an agreement does not expressly regulate working hours on 31 December, working hours in these establishments shall end at 12 noon on 31 December.

The commission regarding early closing on December 31 do not apply to the Federal Guild of Gardeners and Florists.

In companies of the Federal Guild of the Chemical Industry and of the Monument, Facade and Building Cleaners, professional branch of monument, facade and building cleaners, an exception to the early closing on 31 December can be made by works agreement.

The following applies to member companies of the Association of Commercial Service Providers who operate call centers:

If work continues after 12 noon on 24 and 31 December for operational reasons, a surcharge of 50% is payable for each normal working hour worked between 12 noon and 5 p.m. on these days, and a surcharge of 100% is payable for each normal working hour worked between 5 p.m. and midnight.

(3)  The following shall apply to undertakings belonging to the professional branch of temporary employment agencies in the professional association of commercial service providers:

The normal working hours are 38.5 hours per week.

During the period of assignment, the working time regulations of the collective agreement applicable to comparable employees in the employing company (employer collective agreement) or corresponding legal provisions also apply to the assigned employees. If the employee proves that work breaks are paid (treated as working time) in the employing company, this also applies to the assigned employees.

If there is no collective agreement between employers or if it provides for normal working hours of more than the normal working hours set out in the first sentence of this paragraph, remuneration shall be governed by the collective agreement for employees in trade, craft and services, unless an employer collective agreement or a statutory provision applicable to the employer provides for remuneration that is more favourable for the employee.

To the extent that a collective agreement or a statutory provision provides for normal working hours for the employer of less than the normal working hours set out in the first sentence of this paragraph, this also applies to temporary workers; remuneration shall be governed by the provisions of the collective agreement or statutory provisions applicable to the employer, unless the provisions of the collective agreement for employees in trade, craft and services are more favourable.

(4)  The distribution of normal weekly working hours over the individual days of the week, the beginning and end of daily working hours and the timing of breaks shall be determined on the basis of the above provisions, taking into account the respective operational requirements and in accordance with the statutory provisions.

(5)  Blood donation services: In accordance with Section 5(1) of the Working Hours Act, the normal weekly working hours for employees of blood donation services may be extended to up to 60 hours and the normal daily working hours to up to 12 hours, provided that the employees' working hours regularly and to a significant extent include on-call work.

Such an arrangement must be agreed upon by works agreement or, in companies without a works council, in writing with each employee.

(6)  According to Section 19, Paragraph 1a of the KJBG, the two calendar days of the weekly free time do not have to follow one another if this is necessary for organizational reasons or in the interests of the apprentices. In these cases, the part of the weekly free time that includes Sunday can be shortened to less than 43 hours. The second free calendar day must be released in the following calendar week and must not be a day at vocational school.

According to Section 19 Paragraph 7 of the KJBG, for these apprentices, if there are organizational reasons or in the interest of the apprentice, the amount of weekly free time in the individual weeks can be reduced to 43 consecutive hours if the average weekly free time in an averaging period of 26 weeks is at least 48 hours.

By company agreement, or in companies without a works council by individual agreement, the averaging period can be extended to up to 52 weeks.

(7)  The following additional provisions shall apply to establishments of the Trade Association of Commercial Service Providers which carry out VAT refunds and related activities for the retail trade:

a) According to Sections 12a and 22f ARG, employees can be employed on Saturdays after 1 p.m. For normal working hours (within the applicable weekly normal working hours) that are performed on Saturdays between 1 p.m. and 6 p.m., a time credit is granted, which must generally be used as free time. This time credit amounts to 50 percent of the normal working hours actually performed during this period. If the time credit can no longer be used due to termination of the employment relationship or if compensation for the time credit is agreed upon by payment, the division factor in accordance with Section 19a is to be used to calculate it. The employment of employees is only permissible to the extent that the employee's interests worthy of consideration - such as caring for children and parents, unreasonable travel options, participation in school and further training events - do not conflict with this work.

Section 22f ARG applies with the proviso that the following can be agreed optionally by works agreement or, in companies where no works council has been established, by written individual agreement:

aa) that the employee may be employed on up to 4 Saturdays after 13:00 within a period of 8 weeks if he or she remains free from work on the same number of Saturdays or

ab) that the employee can be employed after 1 p.m. on 3 Saturdays within an averaging period of 4 weeks, provided that one Saturday and one Monday remain free of work within the averaging period.

During the months of January to November, the employee must be granted two half-days off per week.

On the four Saturdays before 24 December when shops are open, the normal working hours of employees and apprentices who were employed after 1 p.m. more than once a month on the other Saturdays will end at 1 p.m. at the latest.

Part-time employees who have agreed to work exclusively on Saturday and who were employed after 1 p.m. on a Saturday may also be employed on the following Saturday.

b) Work on December 8th:
In accordance with the provisions of Section 13a of the Working Rest Act and Section 18a of the Children and Young Persons Act (KJBG), employees and apprentices can be employed on December 8th, provided that this does not fall on a Sunday, between 10:00 a.m. and 6:00 p.m. With regard to remuneration for work on December 8th, the relevant provisions of the Working Rest Act and this collective agreement apply.

The employee will receive additional time off for work performed on December 8. The use of the time off must be agreed upon taking into account operational requirements and the interests of the employee, and must be used with continued payment of wages until March 31 of the following year. An employee who works up to four hours will receive four hours of time off.

An employee who works more than four hours receives eight hours of free time. Compensation in cash is not permitted if the employment relationship is still ongoing.

Employers who wish to use work on December 8th in accordance with the above provisions must notify the employee of this by November 10th at the latest. The employee who has received such notification in a timely manner has the right to refuse employment on December 8th within one week of receiving this notification. No employee may be discriminated against for refusing to work on December 8th.

§ 4a. Flexible working hours – range

(1)  Normal working hours may be distributed irregularly within an averaging period of up to 52 weeks in such a way that the average working hours do not exceed 40 hours per week during the averaging period. This arrangement must be agreed by works agreement or, in establishments where no works council has been established, in writing with each employee.

(2)  Normal working hours per week may not exceed 45 hours and may not be less than 35 hours. The 35-hour working week may be reduced if time off is taken in the form of full days.

(3)  During the averaging period, the agreed monthly salary is payable. Hourly remuneration components (travel expenses, travel expense allowances) are to be settled in the following month based on the services actually provided.

(4)  If the time off has not been fully compensated at the end of the averaging period, it must be made within a grace period of one month. If the employee is ill at the time of use or is otherwise prevented from using the time credit for personal reasons, the period is extended by this time. If the compensation is not made, the time credit must be paid as overtime.

(5)  If there is a time credit at the end of the employment relationship, compensation shall be paid in the case of dismissal due to the fault of the employee, of voluntary termination by the employee and of resignation without good cause at the hourly rate (Section 19a of the Collective Agreement), and in other cases at the rate of overtime pay (Section 5(6) of the Collective Agreement).

(6)  The employee shall be informed of the number of credit hours worked during the payroll period and the balance of the credit hours account with each payroll payment.

(7)  The agreement pursuant to paragraph 1 must contain more detailed provisions on how the respective normal working hours are determined and how time off is claimed. The working time schedule, the location and the extent of the normal working hours must be communicated to each employee affected at least one week before the start of the averaging period. By mutual agreement, a change to this schedule is permissible by works agreement or, in companies without a works council, by written individual agreement and must be communicated to the employees one week before the start of the relevant calendar week.

(8)  Within the meaning of Section 11 paragraph 2a of the Children and Young Persons Act (KJBG), a different distribution of the normal weekly working hours is also permissible for employees and apprentices under 18 years of age.

(9)  Milling enterprises (except oil mills) and enterprises producing carbonated beverages in the Federal Guild of the Food Industry have the option of applying either the provisions on flexible working hours – range pursuant to Section 4a of the Collective Agreement or the provisions of their special collective agreements, taking into account the standard working hours applicable to them under the collective agreement and the resulting division factors.

(10) For undertakings belonging to the professional branch of temporary employment agencies in the professional association of commercial service providers, the normal working hours may – pursuant to Section 4(6) AZG – be extended to a maximum of 50 hours over an averaging period of up to eight weeks, if the normal working hours laid down in Section 4(5) are not exceeded on average within this period.

§ 4b. Overtime for part-time workers

Overtime hours within the meaning of Section 19d AZG (BGBl 1969/46 as amended by BGBl I 2008/124) are not subject to a surcharge if they are compensated for by time off in a ratio of 1:1 within a specified period of four months in which they occurred or if, in the case of flexible working hours, the agreed working hours are not exceeded on average within the flexitime period.

§ 4c. 4-day week

The daily normal working hours can be extended to 4 days by company agreement if the total weekly working hours are regularly distributed, or up to 10 hours by individual agreement in companies without a works council. The day off work must not fall on a public holiday.

§ 5. Overtime, Sunday and holiday work *)

*) See for the  milling industry . See for  manufacturers of carbonated drinks .

(1)  Any expressly ordered hour of work which exceeds the daily working hours set on the basis of the respective collective agreement's normal working hours (Section 4, Paragraph 1) and taking into account the provisions of Section 4 shall be deemed to be overtime. In the case of part-time employees, overtime only occurs when the daily working hours set for full-time employees are exceeded.

(3)  Work on Sundays and public holidays shall be permitted only in the cases provided for by law.

For the member companies of the trade association of commercial service providers that operate call centers, employees who work weekends must have at least half of all weekends (Saturday 00:00 to Sunday 24:00 – 48 hours) off work within an averaging period of 13 weeks.

The employee must assert the right to the weekends off work to the employer and this right then applies to all subsequent calculation periods until the employee expressly revokes it.

The averaging period is to be determined by works agreement or, in companies without a works council, by a written individual agreement. The start of the first averaging period can only be agreed after the training period of 3 months.

This claim must in any case be taken into account for averaging periods beginning four weeks after the assertion of the claim.

(5)  The provisions of the Working Rest Act 1983, Federal Law Gazette No. 144, shall apply to work on public holidays and the remuneration thereof.

If the work performed on a public holiday exceeds the normal working hours set for that weekday, a surcharge of 100 percent is payable for these overtime hours.

(6)  The basic overtime pay and the basis for calculating overtime premiums and premiums for work on Sundays and public holidays is ^1/150 of the monthly salary. By setting these calculation bases _, all special payments exceeding 12 monthly salaries are taken into account for the purposes of overtime, Sunday and public holiday pay.

For companies belonging to the professional branch of temporary employment agencies in the professional association of commercial service providers, the division factor for a normal working time of

• 39.5 hours ¹ / ₁₄₈
• 38.5 hours ^1/143 of the monthly _salary .

(7)  Where several surcharges are awarded at the same time, only the highest surcharge shall be payable.

(8)  If, for reasons of expediency, a flat-rate overtime payment is agreed, the basic principle for calculating the monthly flat-rate amount shall be that it corresponds to the average number of overtime hours worked, including the above-mentioned overtime allowances.

(9)  Before overtime is worked, it may be agreed that, instead of overtime pay, the employee shall receive 1½ hours of paid time off for each hour of overtime worked and 2 hours of paid time off for each hour of overtime worked at night and on Sundays.

(10)  The remuneration pursuant to (1) to (8) or their compensation in the form of paid time off pursuant to (9) must be claimed within four months of the day on which the overtime was performed, otherwise the claim shall expire .

(11)  If regular overtime is to be taken into account when calculating holiday pay in accordance with Section 2 Paragraph 2, 2nd sentence of the General Collective Agreement on the concept of holiday pay, overtime is deemed to be regular if it has been worked in at least 7 of the last 12 calendar months before the start of the holiday. The last 12 months are also to be used to determine the average.

(12)  For companies belonging to the temporary employment agency sector of the professional association of commercial service providers, any working time outside the agreed daily working time based on the normal weekly working time is deemed to be overtime, unless otherwise specified. However, the second half of the 39th and 40th hours are not overtime.

(2)  The following additional provisions shall apply to member companies of the Association of Commercial Service Providers that operate call centres:

a) Night work is only permitted if there is a voluntary written agreement (service note). If employees reject such an agreement, the employment relationship may not be terminated for this reason; credible evidence is sufficient. An impermissible termination does not exist if there is a higher probability of another motive, credible by the employer. The employer's lack of knowledge of the rejection cannot be claimed. The impermissibility of the termination can only be asserted within 14 days or immediately after an unforeseen or unavoidable obstacle has ceased to exist and only in court.

(b) The employer is obliged, in accordance with operational possibilities, to employ the employee, at his request, in a suitable day job for the duration of the following impediments:

If, according to a medical assessment, continuing night work endangers the employee's health, the care of a child under the age of 12 living in the employee's household cannot be guaranteed during night work and for at least 8 hours during the day, or the employee is caring for a close relative in need of care (Section 16 of the Holiday Act) from care level 3.

The last two reasons cannot be used if another person lives in the same household who can carry out the corresponding care and support duties.
Circumstances that already existed when the agreement was concluded cannot be used.

If a transfer to another suitable day job is not possible for operational reasons, or if it does not take place within 14 days, the employee is entitled to leave early.

(c) When scheduling night work, the employer shall, as far as possible, take into account the needs of employees who attend or intend to attend a vocational training establishment or school.

d) If a day job becomes vacant in the company, it must be advertised internally. Employees who work night shifts and who can perform the vacant work – possibly after reasonable retraining – must be given priority.

e) Employers must ensure that employees who perform or are to perform night work can, at their own request, undergo a medical examination before starting this activity within the meaning of Section 12b AZG, Federal Law Gazette I/122/2002. The employer must reimburse the employee for any costs incurred. The time required is to be counted towards working hours.

§ 7. Shift work *)

*) See for  manufacturers of carbonated drinks .

For work that requires uninterrupted progress on weekdays and Sundays (fully continuous operations or departments) and for other multi-shift operations or departments, the shift plan must be drawn up in such a way that the normal weekly working time does not exceed 40 hours on average within the shift cycle. Regulations on Sunday work that are in line with statutory provisions remain unaffected.

In the case of fully continuous operation, the overtime required to ensure continuous operation must be agreed with the works council.

§ 8. Leisure time in case of absence from work

If the following family matter is reported and subsequently proven, each employee shall be granted time off without reduction in his monthly salary to the following extent:

a) in the event of the death of the spouse or registered partner, 3 working days

b) in the event of the death of the partner, if he/she lived with the employee in the same household, 3 working days

c) in the event of the death of a parent, 3 working days

d) in the case of the death of a child, 2 working days

e) in the event of the death of siblings, parents-in-law and grandparents, 1 working day

f)

g) in the case of a change of residence in the case of an existing household or in the case of the establishment of a separate household, 2 working days

h) in case of marriage of siblings or children 1 working day

i) in the case of the wife or partner giving birth, 1 working day

j) the time necessary to visit a doctor or dentist, provided that a certificate from a statutory health insurance doctor is presented.

§ 8a. Recognition of secondary school studies when determining the duration of vacation

If the employment relationship has lasted for at least two years without interruption, an employee who has studied at a middle school or, following the School Organization Act of 1962, at a higher school and passed the school leaving examination (Matura), will be credited with three years for the purpose of calculating the length of leave. The prerequisite is that these studies were not completed alongside an employment relationship.

§ 9. Termination dates

(1) For employment relationships established from 1 January 2019, the employment relationship may be terminated by the employer in compliance with the statutory notice periods so that the notice period ends on the fifteenth or last day of a calendar month, unless otherwise provided for in the employment contract.

(2) For employment relationships established from 1 January 2019, the employment relationship may be terminated by the employee, provided that the notice period has not been extended by agreement within the meaning of the statutory provisions, by giving one month's notice in advance so that the notice period ends on the fifteenth or last day of a calendar month.

§ 10. Travel expenses reimbursement

1. Definition of business trip:

a) A business trip occurs when an employee leaves his place of work to carry out an assignment assigned to him.

b) For the purposes of this provision, the place of work outside Vienna is an area of ​​activity within a radius of 12 kilometres by road from the place of business, calculated as the centre, but in any case the municipal area. The municipal area of ​​Vienna is considered to be districts 1 to 23.

c) If the business trip is started from the company premises, it begins when the employee leaves the company premises. In all other cases, the business trip begins when the employee leaves the home for the purpose of the trip. The business trip ends when the employee returns to the company premises or when the employee returns to the home for the purpose of the trip. The employer decides whether the business trip is started from the home or from the company premises. If in doubt, the business trip must be started from the company premises.

2. Travel expenses reimbursement:

In the case of business trips within the meaning of paragraph 1, the employee shall be compensated for the additional expenses caused by the business trip in accordance with the following provisions.

a) To cover the additional personal expenses for meals (daily allowance) and accommodation (overnight allowance) associated with the business trip, the employee receives a travel expense allowance for each full calendar day. This is valid for 24 hours between midnight and midnight, with the exception of the outward and return journey days.

b) In the event of an uninterrupted absence of more than 5 hours, a daily allowance of € 7.92 shall be payable.

c) In the event of an absence of more than 11 hours – including travel time, excluding lunch break – a daily allowance of € 18.90 is payable.

The following applies to member companies of the Federal Guild of Construction Auxiliary Trades, which belong to the professional groups or branches of concrete and cement goods producers, quarry operators, which also include lime producers or lime kilns, rental companies of construction machinery, fresh (ready-made) concrete producers, sand, gravel and crushed stone producers, pavers, well masters and deep drilling operators:

If you are absent for more than 8 hours – including travel time, excluding lunch break – you will be entitled to a daily allowance of €18.52.

d) If the absence lasts more than 11 hours and if the employment outside the place of work (item 1 lit. b) requires an overnight stay away from home, a daily allowance of €26.40 is due. The daily allowance is to be paid for the first time on the day of the outward journey, namely €26.40 if the departure from the place of work is scheduled before 12 noon, and an expense allowance of €18.90 if the departure is after 12 noon. For the day of the return journey, a daily allowance of €18.90 is paid if the employee arrives at the place of work before 5 p.m. as scheduled, and a daily allowance of €26.40 if the arrival is after 5 p.m.

(e) If a business trip occasionally requires an uninterrupted stay of more than 28 days in one place, the daily allowance due in accordance with points (d) and (i) shall be reduced by 25 percent from the 29th day.

f) Overnight allowance:
If employment outside the permanent company – including travel – requires an overnight stay away from home, the employee is entitled to an overnight allowance if the employer does not make the overnight stay possible in an appropriate manner. The overnight allowance is payable in the amount of € 12.67.

If the employee is unable to obtain reasonable accommodation for this contribution, the overnight accommodation costs will be reimbursed upon presentation of a receipt; unnecessary additional expenditure is to be avoided.

g) The daily expense allowance (day and night allowance) is forfeited in full in the event of an unexcused absence. The same applies if any kind of absence from work or incapacity to work is caused intentionally or through gross negligence. In the event of an accident at work, the daily expense allowance is only forfeited if the accident was caused intentionally.

If a hospital stay is necessary , the daily allowance is reduced to _1/3 ^of the full agreed daily allowance. The overnight allowance is waived, but ongoing accommodation costs will be reimbursed upon presentation of proof until revoked by the company management.

h) The provisions of paragraph 2(a) to (g) shall not apply to those employees who have to travel regularly due to their employment contract or their official duties (travellers, representatives) and with whom either a flat rate for travel expenses has been mutually agreed or with whom a remuneration has been mutually agreed in which travel expenses are already covered.

3. Business trips abroad:

a) Business trips abroad require the express permission of the employer. Compensation for travel costs and travel expenses must be specifically agreed upon before the start of the business trip.

b) Employment abroad
The conditions for employment abroad, in particular the determination of travel allowances, arrangements for the journey home, as well as the arrangements for measures to be taken in the event of illness, accident or death, must be agreed in writing between the employer and the employee in good time.

c) When agreeing on daily allowances and overnight allowances (travel expenses reimbursement), the daily allowance and overnight allowance during the first 28 days of a business trip may not be less than that of fee level 3 for federal employees (Federal Regulation on Travel Expenses, Federal Law Gazette II/2001/434 of 7 December 2001). According to this, the daily allowance and overnight allowance of fee level 3 for federal employees may not be undercut by more than 10 percent.

d) The daily allowance is due for the duration of the stay abroad, which begins or ends with the border crossing. If an aircraft is used for the assignment, the border crossing is deemed to be the departure or arrival at the last domestic airport used. The employee receives the agreed daily allowance for each full 24 hours of stay abroad. Fractions of up to 5 hours are not taken into account. For fractions lasting more than 5 hours, one third is due, for more than 8 hours two thirds and for more than 12 hours the full daily allowance is due.

Ergibt sich bei Dienstreisen von bis zu 24-stündiger Dauer auf Grund der Dauer des Auslandsaufenthaltes kein (aliquoter) Anspruch auf ein Taggeld, so sind auf die gesamte Dienstreise die Bestimmungen über die Reiseaufwandsentschädigung im Inland anzuwenden.

Gebührt bei Reisen in der Dauer von bis zu 2 Kalendertagen nicht mehr als ein volles Taggeld für den Auslandsaufenthalt, sind Zeiten der Dienstreise im Inland für die Bemessung der Aufwandsentschädigung Inland zusammen zu rechnen.

Bei Reisen in Mitgliedsstaaten der Europäischen Union gebühren Tages- und Nächtigungsgelder zumindest im Ausmaß der für Inlandsdienstreisen vorgesehenen Sätze soweit sich daraus ein höherer Anspruch ergibt.

e) Die Bestimmungen der Absätze 4 bis 6 gelten für Dienstreisen im Ausland sinngemäß.

4. Dienstreisestunden außerhalb der normalen Arbeitszeit:

Soweit Angestellte bei einer Dienstreise über Aufforderung des Arbeitgebers das Kraftfahrzeug selbst lenken, gilt hinsichtlich der außerhalb der Normalarbeitszeit anfallenden Lenkzeit folgende Regelung:

Für Fahrzeiten außerhalb der täglichen bzw. wöchentlichen Normalarbeitszeit gebührt der der Normalarbeitszeit entsprechende aliquote Teil des KV-Monatsgehaltes pro Stunde, wobei nur volle Viertelstunden vergütet werden.

Die Grundvergütung gebührt in der Höhe des auf Grund der Einstufung gebührenden KV-Gehaltes, ist aber ihrer Höhe nach mit dem jeweiligen Mindestgrundgehalt der Verwendungsgruppe III nach 15 (18 bei Übergangsregelung) Verwendungsgruppenjahren nach oben begrenzt. Diese Regelung gilt nicht für jene Angestellten, die in Ausübung ihrer Tätigkeit vorwiegend zu reisen haben, wie z.B. Vertreter, Angestellte mit ständiger Reisetätigkeit und sonstige Angestellte, die in der Gestaltung des täglichen Arbeitsablaufes ungebunden sind.

5. Kilometergeld:

Wird einem Arbeitnehmer die Verrechnung einer Aufwandsentschädigung (Fahrtkostenentschädigung) für eine ihm freigestellte Verwendung seines Privat-Pkw für Dienstreisen genehmigt, richtet sich die Bezahlung dieser Aufwandsentschädigung nach den folgenden Bestimmungen:

Ein derartiger Anspruch entsteht nur dann, wenn die Genehmigung zur Verrechnung dieser Aufwandsentschädigung vor Antritt der Dienstreise – tunlichst schriftlich – erteilt wird. Als Aufwandsentschädigung wird ein Kilometergeld gewährt, das zur Abdeckung des durch die Erhaltung des Kfz und die Benützung entstehenden Aufwandes dient.

Die Höhe des Kilometergeldes bestimmt sich gemäß nachstehender Tabelle wie folgt:

bis 15.000 km ..................... € 0,42
ab 15.001 – 20.000 km ....... € 0,40
darüber .............................. € 0,38

Das niedrigere Kilometergeld gebührt ab dem Überschreiten der angegebenen Kilometergrenze. Wird ein Teil des Aufwandes direkt durch den Arbeitgeber getragen (z.B. Treibstoff, Versicherung, Reparatur), ist das Kilometergeld entsprechend zu verringern. Bei der Verringerung ist auf einen von der Kraftfahrvereinigung veröffentlichten Schlüssel Rücksicht zu nehmen.

Wenn das innerbetriebliche Geschäftsjahr vom Kalenderjahr abweicht, kann für die Berechnung des Kilometergeldes das Geschäftsjahr an Stelle des Kalenderjahres zur Abrechnung herangezogen werden. Darüber hinaus können innerbetrieblich auch andere Jahreszeiträume, z. B. ab Eintritt des Arbeitnehmers, vereinbart werden.

Aus der Genehmigung zur Verrechnung von Kilometergeld kann kein dienstlicher Auftrag zur Verwendung des Pkw abgeleitet werden. Die Kilometergeldverrechnung bedingt keine Ansprüche über das Kilometergeld hinaus, sowie keinerlei Haftung des Arbeitgebers für Schäden, die aus der Benutzung des Pkw durch den Arbeitnehmer entstehen.

Ist allerdings dem Arbeitnehmer die Tätigkeit so angeordnet worden, dass sie die Benützung des Privat-Pkw zur Voraussetzung hat, womit die Benützung des Pkw in den Tätigkeitsbereich des Arbeitgebers fällt, so bleiben bezüglich eines Unfallschadens am Pkw des Dienstnehmers die Ansprüche aus dem ABGB und dem Dienstnehmerhaftpflichtgesetz unberührt.

Die Abrechnung der Kilometergelder hat schriftlich in Form einer Aufzeichnung über die gefahrenen Kilometer zu erfolgen. Über Aufforderung des Arbeitgebers hat der Arbeitnehmer diese Abrechnung entweder nach jeder Fahrt oder in bestimmten Zeitabständen zu erstellen. Über die gefahrenen Kilometer ist ein Fahrtenbuch zu führen, das über Aufforderung, jedenfalls aber am Ende des Kalender- oder Geschäftsjahres bzw. beim Ausscheiden des Arbeitnehmers zur Abrechnung zu übergeben ist. Die Führung eines Nachweises kann der Arbeitgeber auch verlangen, wenn eine Pauschalregelung mit dem Arbeitnehmer vereinbart wurde.

6. Verfall von Ansprüchen:

Ansprüche im Sinne dieses Abschnittes müssen spätestens innerhalb von 4 Monaten nach Beendigung der Dienstreise bzw. der vereinbarten oder aufgetragenen Vorlage des Fahrtenbuches bei sonstigem Verfall beim Arbeitgeber durch Rechnungslegung bzw. Vorlage des Fahrtenbuches geltend gemacht werden.

7. Anstelle der Ziffern 1 bis 6 gilt für Betriebe, die dem Berufszweig der Arbeitskräfteüberlasser im Fachverband der gewerblichen Dienstleister angehören, folgendes:

a) Eine Dienstreise liegt vor, wenn der Angestellte zur Ausführung eines ihm erteilten Auftrages seinen Dienstort vorübergehend verlässt. Soweit im Folgenden nichts Anderes bestimmt ist, gilt als Dienstort der Standort des Beschäftigerbetriebes.

b) Bei Arbeiten außerhalb des Beschäftigerbetriebes gelten die diesbezüglichen Regelungen des im Beschäftigerbetrieb auf vergleichbare Angestellte anzuwendenden Kollektivvertrages auch für überlassene Angestellte.

Bei Überlassung in Betriebe, in denen für vergleichbare Angestellte kein Kollektivvertrag anzuwenden ist und für Angestellte, die im Überlasserbetrieb selbst beschäftigt werden, gelten die obigen Bestimmungen der Ziffern 1 bis 6.

§ 11. Sonderzahlungen – Weihnachtsremuneration und Urlaubszuschuss

(1) Allen Angestellten gebührt einmal in jedem   Kalenderjahr eine Weihnachtsremuneration und ein Urlaubszuschuss als Sonderzahlungen.

Lehrlinge erhalten als Weihnachtsremuneration und Urlaubszuschuss je einen Betrag in der Höhe des monatlichen Lehrlingseinkommens.

Bei Provisionsbeziehern, die neben der Provision ein Monatsgehalt (Fixum) beziehen, wird der Berechnung der Weihnachtsremuneration und des Urlaubszuschusses das Fixum zugrunde gelegt.

So das vereinbarte Fixum geringer ist als das kollektivvertragliche Mindestgehalt, sind die Sonderzahlungen jedenfalls in der Höhe der kollektivvertraglichen Mindestgehälter auszubezahlen. Bei Überschreitung des vierzehnfachen kollektivvertraglichen Mindestgrundgehaltes können die bereits ausbezahlten Sonderzahlungen (Urlaubszuschuss und Weihnachtsremuneration) im Ausmaß der Überschreitung des vierzehnfachen kollektivvertraglichen Mindestgrundgehalts am Jahresende gegen die Provisionen für das Kalenderjahr rückverrechnet werden.

Provisionsbezieher, mit denen nur Provision vereinbart ist, haben nur insoweit Anspruch, als ihr Jahresbezug aus Provisionen geringer ist als das Vierzehnfache des ihnen gebührenden kollektivvertraglichen Mindestgrundgehaltes.

(2) Der Berechnung der Weihnachtsremuneration und des Urlaubszuschusses ist das im Monat der Auszahlung gebührende Monatsgehalt (Lehrlingseinkommen, Fixum) zugrunde zu legen.

Bei Angestellten, die während des Kalenderjahres ihre Lehrzeit vollendet haben, setzt sich die Weihnachtsremuneration und der Urlaubszuschuss aus dem aliquoten Teil des letzten monatlichen Lehrlingseinkommens und aus dem aliquoten Teil des Angestelltengehaltes zusammen (zeitanteilige Mischberechnung).

Kommt es innerhalb des Kalenderjahres im aufrechten Angestelltenverhältnis zu einer Änderung des vereinbarten Beschäftigungsausmaßes, ist die Höhe der Weihnachtsremuneration und des Urlaubszuschusses durch eine zeitanteilige Mischberechnung zu ermitteln, sodass die Sonderzahlungen nur aliquot in dem der Vollzeit- und (wechselnder) Teilzeitbeschäftigung entsprechenden Ausmaß im Kalenderjahr zustehen. Ein bereits bezahlter – nach dieser Aliquotierungsbestimmung überhöhter –Urlaubszuschuss ist mit der Weihnachtsremuneration rück zu verrechnen. Sollte der Urlaubszuschuss nach dieser Aliquotierungsbestimmung zu niedrig ausbezahlt worden sein, ist der Differenzbetrag gemeinsam mit der Weihnachtsremuneration auszubezahlen.

(3) Die Weihnachtsremuneration ist spätestens mit 30.11. eines Kalenderjahres auszubezahlen.
Der Urlaubszuschuss wird bei Antritt eines Urlaubes fällig.

Werden im Kalenderjahr mehrere Urlaubsteile konsumiert, so wird es bei Antritt des längeren Urlaubsteiles, bei gleichen Urlaubsteilen mit Antritt des ersten Urlaubsteiles, fällig. Wird ein Urlaub, auf den bereits Anspruch besteht, in einem Kalenderjahr nicht angetreten bzw. verbraucht, ist der für dieses Kalenderjahr zustehende Urlaubszuschuss mit der Dezembergehaltsauszahlung auszubezahlen.

Anderslautende alternative Regelungen über die Fälligkeit des Urlaubszuschusses im Kalenderjahr können durch Betriebsvereinbarung bzw. in Betrieben ohne Betriebsrat durch schriftliche Einzelvereinbarung getroffen werden. Es kann alternativ vereinbart werden, dass der Urlaubszuschuss spätestens mit 30.6.eines jeden Kalenderjahres auszubezahlen ist.

Es kann alternativ auch vereinbart werden, dass die Weihnachtsremuneration und der Urlaubszuschuss gleichzeitig quartalsweise (vierteljährlich in vier gleichen Teilen) mit den Gehaltszahlungen für März, für Juni, für September bzw. für November auszubezahlen sind.

(4) Den während des Kalenderjahres eintretenden oder austretenden Angestellten (Lehrlingen) gebührt der aliquote Teil der Weihnachtsremuneration und des Urlaubszuschusses entsprechend der im Kalenderjahr zurückgelegten Dienstzeit.

Angestellte (Lehrlinge), die die Weihnachtsremuneration und den Urlaubszuschuss bereits erhalten haben, aber noch vor Ablauf des Kalenderjahres ausscheiden, ist der verhältnismäßig zu viel bezahlte Anteil, der auf den restlichen Teil des Kalenderjahres entfällt, bei der Endabrechnung in Abzug zu bringen.

(5) Soweit einzelne Betriebe bereits einen Urlaubszuschuss oder unter welchem Titel auch immer eine sonstige über die Weihnachtsremuneration hinausgehende Sonderzuwendung leisten, können diese auf den Urlaubszuschuss angerechnet werden.

(6) Auf der Monatsproduktion beruhende Leistungs-, Ersparnis- oder Erfolgsprämien, die einmal oder mehrmals jährlich ausbezahlt werden, ferner echte Bilanzgelder, die nur an einzelne Angestellte für die Mitarbeit bei der Bilanzerstellung gewährt werden, gelten nicht als anrechenbare Sonderzuwendungen.

§ 12. Diensterfindungen

Der Dienstgeber hat Anspruch auf Anbietung einer von einem Angestellten während des Bestandes des Dienstverhältnisses gemachten Diensterfindung im Sinne des § 7 (3) des österreichischen Patentgesetzes. Er muss dazu innerhalb einer Frist von vier Monaten vom Tag der Anbietung an Stellung nehmen und erklären, ob er sie für sich in Anspruch nehmen will; bis zur Anmeldung der Patentrechte ist der Dienstgeber zur absoluten Geheimhaltung der Erfindung verpflichtet. Er hat im Falle der Inanspruchnahme die im Gesetz vorgesehene Entschädigung an den Erfinder zu entrichten und alle auflaufenden Patentgebühren zu bezahlen. Auf Verlangen des Dienstnehmers muss der Erfinder bei der Eintragung in das Patentregister genannt werden, auch dann, wenn der Dienstgeber als Anmelder erscheint. Im Übrigen gelten die Bestimmungen des österreichischen Patentgesetzes und die gemäß diesem Gesetz getroffenen Einzelvereinbarungen.

§ 13. Sondervereinbarungen

(1) Die Bestimmungen dieses Kollektivvertrages können, soweit sie die Rechtsverhältnisse zwischen Arbeitgebern und Angestellten regeln, durch Betriebsvereinbarung oder Arbeitsvertrag weder aufgehoben noch beschränkt werden. Sondervereinbarungen sind nur gültig, soweit sie für den Angestellten günstiger sind oder Angelegenheiten betreffen, die im Kollektivvertrag nicht geregelt sind (§ 3 Arbeitsverfassungsgesetz).

§ 14. Telearbeitsplatz

(1) Allgemeines
Gegenstand dieser Vereinbarung sind Rahmenbedingungen und Aufwandserstattungen für einen zu vereinbarenden Telearbeitsplatz eines Dienstnehmers, insbesondere in der Wohnung des Dienstnehmers.

Ein Telearbeitsplatz liegt dann vor, wenn der Dienstnehmer regelmäßige Teile seiner Arbeitszeit dort leistet. Der Ort, die Erreichbarkeit, die Arbeitsmittel und die Aufwandsentschädigungen für den Telearbeitsplatz müssen vorher schriftlich vereinbart werden.

Die Beschäftigung an einem Telearbeitsplatz ist sowohl von Seiten des Dienstnehmers als auch des Dienstgebers freiwillig. Die Teilnahme unterliegt folgenden Voraussetzungen:

Die Einrichtung eines Telearbeitsplatzes erfolgt aufgrund einer schriftlichen Vereinbarung des Dienstgebers mit dem Dienstnehmer, die den Bestimmungen dieses Kollektivvertrages sowie einer allfällig abzuschließenden Betriebsvereinbarung folgt. Die Mitwirkungsrechte des Betriebsrates sind einzuhalten.

Der arbeitsrechtliche Status des Dienstnehmers erfährt durch die schriftliche Vereinbarung eines Telearbeitsplatzes keine Änderung.

Bestehende betriebliche Regelungen sind nach Möglichkeit unverändert oder sinngemäß für die Dienstnehmer, die einen Telearbeitsplatz haben, anzuwenden.

Das Dienstnehmerhaftpflichtgesetz wird auf im Haushalt lebende Personen des Dienstnehmers am Telearbeitsplatz analog angewendet.

(2) Arbeitszeit und Arbeitsstätte
Die zu leistende Arbeitszeit entspricht § 4 KV. Die Erreichbarkeit des Dienstnehmers am Telearbeitsplatz muss vereinbart werden.
Die Aufteilung der Arbeitszeit zwischen betrieblicher Arbeitsstätte und Telearbeitsplatz ist schriftlich zu vereinbaren.

Alle über die geltende Normalarbeitszeit hinausgehenden Arbeitszeiten müssen, unabhängig von der Arbeitsstätte im Voraus von dem Dienstgeber entsprechend den betrieblichen Regelungen angeordnet sein, um als solche anerkannt zu werden. Die Vergütung erfolgt gemäß den §§ 4, 4a und 5 KV.

Die Mitbestimmungsrechte des Betriebsrates gemäß § 97 (1) Z 2 Arbeitsverfassungsgesetz (ArbVG) bleiben unberührt.

Fahrzeiten zwischen betrieblicher Arbeitsstätte und Telearbeitsplatz gelten als nicht betriebsbedingt und finden keine Anrechnung, es sei denn, dass es sich dabei um Dienstreisen/Dienstfahrten handelt, die nicht in der vorgenommenen Aufteilung zwischen betrieblicher Arbeitsstätte und Telearbeitsplatz begründet sind und die aufgrund geltender betrieblicher Regelungen abzugelten wären. Wird ein Dienstnehmer aufgefordert, während seiner außerbetrieblichen Arbeitszeit in die betriebliche Arbeitsstätte zu kommen, wird die Arbeitszeit nicht unterbrochen.

(3) Zeiterfassung
Die Erfassung der Arbeitszeit muss auf die betriebliche Praxis abgestimmt sein.

(4) Arbeitsmittel
Die erforderlichen EDV- und kommunikationstechnischen Arbeitsmittel für den Telearbeitsplatz werden für die Zeit des Bestehens dieser Arbeitsstätte vom Dienstgeber zur Verfügung gestellt. Sollten im Ausnahmefall Arbeitsmittel vom Dienstnehmer im Einvernehmen mit dem Dienstgeber beigestellt werden, so werden die Aufwände gegen Nachweis erstattet.

(5) Kostenerstattung
Dem Dienstnehmer sind alle im Zusammenhang mit seinem Telearbeitsplatz erwachsenden Aufwände gegen Nachweis zu ersetzen, insbesondere Telefonkosten. Für Raum- und Energiekosten können Pauschalerstattungen vereinbart werden.

(6) Reisekosten und Aufwandsentschädigungen
Reisekosten und Aufwandsentschädigungen zwischen betrieblicher Arbeitsstätte und Telearbeitsplatz werden nur erstattet, wenn durch die Abweichung von der vorgenommenen Aufteilung zwischen betrieblicher Arbeitsstätte und Telearbeitsplatz Dienstreisen/Dienstfahrten entstehen.

Reisekosten und Aufwandsentschädigungen zwischen Betrieb und Telearbeitsplatz werden nicht erstattet.

(7) Kontakt zum Betrieb
Die soziale Integration sowie die Kommunikation der Dienstnehmer in das Unternehmen bzw. mit dem Dienstgeber soll trotz der Tätigkeit an einem Telearbeitsplatz gewährleistet bleiben.

In company meetings, special consideration should be given to the involvement of employees working remotely. Attendance at company meetings that take place during normal working hours must be guaranteed and counted as working time.

Information and access to training and further education are ensured through appropriate measures.

(8) Information for the works council
The works council is informed about all employees who work at a teleworking location. The works council has the right to use the electronic communication facilities. The works council must be reimbursed for any costs incurred in providing extraordinary support to employees at teleworking locations.

(9) Termination of the teleworking position
The teleworking position may be terminated in writing by either party for valid reasons, subject to a period of notice of one month.

Valid reasons on the employer's side include, for example, operational changes within the meaning of Section 109 of the Labor Constitution Act (ArbVG), and on the employee's side, changes in the life situation that prevent further use of the teleworking position (e.g. change of residence or changes in the family). The employer must be informed immediately of any termination of the apartment usage contract by the landlord.

After giving up the teleworking position, employment will continue at the company workplace.

For a sample agreement, see Appendix 2.

§ 15. Federal guild negotiations or trade association negotiations

In order to take account of the special circumstances existing in the individual federal guilds/trade associations, the federal guilds/trade associations and the trade union groups corresponding to them are entitled, under the leadership of the Federal Trade and Crafts Division and the Union of Private Employees, to conduct special negotiations on the following subjects:

a) Interpretation of the usage groups.

b) Special features relating to special remuneration or special benefits customary in the industry, insofar as they do not concern claims covered by this collective agreement.

§ 17. Job categories and minimum basic salaries

Salaries: see  salary tables .

(1)  The job titles given for the employment groups are only examples of equivalent activities and can be replaced by job titles customary in individual federal guild groups for the same or similar type of employment. Such additional agreements cannot be concluded on a company-by-company basis, but only by the competent organizations named in Section 15.

(2)  If an employee joins or leaves the employment during a month, the pro rata portion of the salary shall be determined by dividing the gross monthly salary due for the month in question by 26 and multiplying the result by the number of working days.

(3)  All employees shall be classified into employment groups I to VI according to the nature of their primary activity. Professional experience and higher qualifications are reflected in the biennial and triennial jumps.

(4)  The classification into the employment groups is carried out by the company management. If an employee appears to be elected as a works council member in the company concerned, the classification must be carried out with his participation. The classification into the employment groups, the number of years of employment group credited and the amount of the salary as well as all further changes must be notified to the employee by means of a service note.

(5)  If an employee has to advance to a higher minimum salary level of his or her service group years as a result of an increase in the number of years of service in the service group, the salary increase shall take effect on the first day of the month in which he or she reaches the increased number of years of service in the service group.

(6)  In the event of promotion to a higher employment group, the employee shall be entitled to the next higher minimum basic salary of the new employment group than the minimum basic salary previously achieved. However, the employee's respective minimum basic salary may not be lower than the minimum basic salary that he or she would achieve by time-based promotion if he or she remained in the previous employment group.

(7)  If an employee has reached the maximum number of years of service in a job category provided for in that category, an appropriate salary increase should be granted in the event of improved performance after further employment in the same job category.

(8)  Within a job category, the minimum monthly basic salary to which the employee is entitled is determined by the number of eligible years of service in the job category.

The years of employment in the same employment group as defined in this collective agreement are those periods that an employee has spent in the same employment group as defined in this collective agreement or, regardless of membership of this collective agreement, in a corresponding activity that can be assigned to the same employment group as defined in this collective agreement.

The periods that an employee has spent in a higher employment group of this collective agreement or, regardless of membership of this collective agreement, in a corresponding activity that can be assigned to a higher employment group of this collective agreement are also considered to be employment group years, but only if and to the extent that these periods were suitable for acquiring knowledge and skills for the current employment.

For the purposes of calculating employment group years, it is irrelevant whether these years were spent with one or several employers.

However, employment group years that an employee can prove from previous employment relationships with other employers will only be taken into account when classifying him or her into a specific employment group up to a maximum of 12 employment group years.

Years of employment in a job group that an employee can prove from previous employment relationships with the same employer will be taken into account when classifying the employee in a specific job group without a maximum limit, provided that the conditions described above with regard to the same or a higher job group are met.

However, the prerequisite for this to be taken into account is that the employee informs the company management of these periods upon joining the company and, if possible, immediately, but no later than within two months, provides evidence of this by means of appropriate certificates or other employment documents. The timely submission of the certificates must be certified to the employee on the service certificate provided for in paragraph 4. If such a certificate is not issued, the limitation period does not apply.

Half of the previous service periods as a foreman in the company before being taken on as a master craftsman are to be counted as employment group years for the employment group into which the master craftsman is first classified, but only up to a maximum of five years. Paragraph 3 of Item 8 does not apply to the calculation of the years as a foreman.

The first maternity leave within the meaning of the MSchG or VKG in the existing employment relationship will be counted as a employment group year for a maximum of 10 months. This applies to maternity leave that began on or after 1 January 2012.

The maternity leave period within the meaning of the MSchG or VKG will not be taken into account if employment is agreed during this maternity leave period and these periods are counted as employment group years.

The following regulation applies to maternity leave that began on or after 1 January 2019:

Maternity leave periods are counted as employment group years up to a maximum of 10 months. If the employment relationship has lasted at least three years (including maternity leave) at the time the maternity leave begins, maternity leave periods within the meaning of the MSchG or VKG within the existing employment relationship are counted as employment group years up to a maximum of 24 months.

The leave periods already credited as employment group years in the existing employment relationship must be taken into account in the total amount of 24 months and are not additional.

The maternity leave periods within the meaning of the MSchG or VKG are not taken into account if, during these maternity leave periods, employment with the same or another employer is agreed at the same time and these periods are counted as employment group years.

For births from 01.08.2019, the calculation of maternity leave within the meaning of the MSchG or VKG in the current employment relationship is based on

Section 15f of the Maternity Protection Act (MSchG) as amended by Federal Law Gazette I 68/2019 (MSchG) or Section 7c of the Father's Leave Act (VKG). ( According to the legal situation in force as of January 1, 2020, this would currently be a maximum of 22 months of leave per child ).

(9) Remuneration of supervisory bodies
The remuneration of employees whose activity mainly and regularly consists in the supervision, management and instruction of groups of workers, such as supervisors, foremen, assembly managers and the like (but not subordinate supervisors), must exceed the collectively agreed maximum wage (not piecework wages) of the highest category of worker under their supervision as follows:
supervisors by ......................... 15 percent,
foremen and assembly managers by 20 percent,
head foremen by ...................... 25 percent.

The salary of the foremen, assembly managers and head foremen must at least be equal to the standard piecework rate or wage of the subordinate workers.

§ 18. Credit towards the minimum basic salary

(1) Commissions:
The minimum basic salary of a commission recipient is deemed to have been reached if his monthly gross salary plus the annual average commission reaches the minimum basic salary of the corresponding employment group.

(2) Remuneration:
If the total annual remuneration paid exceeds two months' salary, the provisions regarding minimum basic salaries shall be deemed to be met if 1/14 ^of _the annual salary reaches the minimum basic salary of the corresponding employment group.

§ 18a. Payroll

(1)  The employee has a legal right to a clear statement of accounts showing:

a)  the billing month,

b)  overtime,

c)  any allowances,

d) special payments,

e)  deductions and their assessment basis,

f)  Breakdown of the abbreviations and code numbers used.

(2)  When flexible working time models are used (e.g. flexible working hours, additional work and overtime in lieu of time), the employee must be informed monthly of the difference between normal working hours and the working hours actually worked in writing or in a verifiably similar form.

§ 19a. Collective agreement minimum basic salaries for part-time employees *)

*)  Manufacturers of carbonated beverages see page 71.

For part-time employees, insofar as they are subject to this framework collective agreement, the minimum basic salary under the collective agreement to which they are entitled for full normal working hours is to be divided by 173 and then the value thus determined is to be multiplied by the number resulting from the agreed number of hours (monthly hours, weekly hours x 4.33).

For companies belonging to the professional group of temporary employment agencies in the professional association of commercial service providers, the division factor for a normal working time of

• 39.5 hours 1/171
• 38.5 hours 1/167 of the monthly salary.

§ 20. Final provisions, favourability clause

(1)  This collective agreement supersedes the framework collective agreement for employees in skilled trades and industry, in services, in information and consulting (RKV) within the scope of application described in Section 2.

(2)  Existing practices and agreements which are more favourable to employees shall remain unaffected.

Vienna, November 30, 2021

Appendix 2

telework agreement

Supplementary Agreement for Telework

1.  Between the company

.......................................................................................................................
(employer) 

and Mr./Ms.

.......................................................................................................................  
(employee) 

Teleworking is agreed at an external workplace within the meaning of Section 14 of the collective agreement. 

Location of the off-site workplace: 

....................................................................................................................... 

...................................................................................................................... 

2. Normal working hours

a)  The timing of normal working hours shall depend on the normal working hours of the company.

b)  In deviation from the normal working hours of the company, the following normal working hours are agreed:

Note: Within the framework of the Working Hours Act, a different distribution of normal working hours is also possible. The co-determination rights of the works council remain intact.

c)  Deviating agreement on the provision of normal working hours in accordance with Section 4 of the collective agreement:

Note: Self-determined normal working hours can be agreed if the daily framework of normal working hours, the duration and maximum extent of transfer options and the duration and location of the fictitious normal working hours are regulated, and the other provisions of the Working Hours Act are complied with.

d)  Normal working hours are divided between on-site and off-site working hours as follows.

Overtime:
Overtime and additional work at the off-site workplace will only be remunerated if they are expressly ordered.

Working time records:
All working hours must be recorded by the employee, provided that the working hours are determined by the employee. Interruptions to working hours for private reasons must be recorded. The employee must adapt the records to company practice.

3. The following activities are carried out in telework: 

A description of the activities to be performed by the employee that is as detailed as possible.

4. Work equipment:
The following work equipment, which is necessary for the performance of the work and complies with ergonomic and safety standards, will be made available by the employer for the duration of the work at the off-site workplace: 

These work equipment is installed and maintained by the employer. 

The employee is obliged to use these work equipment only within the scope of the agreed teleworking and to exclude use by third parties. 

At the end of teleworking or at the request of the employer, the employee must immediately return the work equipment provided to the employer or allow the employer to take possession of the work equipment.

5. Reimbursement of expenses: 

a)  The following expenses required by the off-site workplace will be reimbursed to the employee:

...................................................................................................................   

b)  The reimbursement of expenses will be calculated as follows:

..................................................................................................................  

6. Liability: 
The employee is obliged to store the work equipment provided in such a way that damage by third parties is excluded as far as possible.

The protection of data and information must be ensured in the same way as is intended for the company. Confidential data, information and passwords must be protected in such a way that third parties cannot view or access them. 

The employee is liable for any damage caused to the employer in connection with the operation of the off-site workplace in accordance with the provisions of the Employee Liability Act. This also applies to persons living in the same household as the employee.

7. Contact with the company: 
The employer is obliged to provide teleworkers with company information regarding training and further education opportunities. The employer is also obliged to allow employees to participate in an existing, shared company information system.

8. Possibilities for terminating telework
(applies only in cases where telework is agreed during an ongoing employment relationship in the company and the employee provides the premises for the off-site workplace): 

Teleworking can be terminated by either party if the employment relationship continues, subject to a three-month notice period. For important reasons, such as loss of residence before this time, the notice period is shortened accordingly.

9. Other agreements:

...................................................................................................................

...................................................................................................................

...................................................................................................................

...................................................................................................................
 
 
......................., am ...................

Appendix 3

Joint declaration of the collective bargaining partners on educational leave

(Section 11 of the Employment Contract Law Adjustment Act) 

The collective bargaining partners agree to support the new instrument of educational leave introduced by law through joint recommendations.

The details of the educational leave should be regulated by company agreement. Access to educational leave measures should be regulated internally in such a way that the greatest possible agreement is achieved between the company's objectives and the appropriate training that can be implemented in the company and the employees' interest in education and qualifications.

In this sense, support should primarily be given to training leave where, due to the training content and duration, there is a high probability that the level of education and qualification will improve after completion of the training.

The collective bargaining partners agree to provide for the possibility of educational leave, particularly when returning to work. Existing dismissal protection provisions should also be maintained during educational leave.

The employer should approve employees' applications for educational leave and conclude a corresponding agreement if the company's interests are not adversely affected and there is a guarantee on the basis of the training that the relevant further training can be used in the company.

In this case, the company should assume any accrued social security costs and other expenses in connection with the educational leave after an agreed period of continued employment. Under these conditions, the leave period should also be taken into account for claims based on the length of service.

Appendix 4

Calculation examples for pro rata mixed calculations of special payments: 

1) A part of the apprenticeship period falls within a calendar year:

End of apprenticeship: August 31, 2022
Last monthly apprentice income: € 1,006.49
Holiday allowance paid as of June 30th € 1,006.49
Monthly salary (September - December): € 1,633.18

Solution:

Mixed calculation - holiday allowance 
       € 1,006.49 : 12 x 8 = € 670.99
       € 1,633.18 : 12 x 4 = € 544.39
Mixed special payment € 1,215.38 Vacation allowance
already received: € 1,006.49
Remaining mixed special payment: € 208.89

Mixed calculation – Christmas remuneration:
      € 1,006.49 : 12 x 8 = € 670.99
      € 1,633.18 : 12 x 4 = € 544.39
Mixed special payment € 1,215.38
Remaining mixed special payment: + € 208.89
Payment:                             € 1,424.27

2) Part-time employment occurs in a calendar year:

Part-time employment until August 26, 2022 with 20 hours per week. Monthly salary € 1,100.
Holiday allowance received in June € 1,100. 

Full-time employment from August 27, 2022 with 40 hours per week. Monthly salary € 2,200.

Due date of Christmas remuneration: November 30, 2022
Amount of Christmas remuneration: the monthly salary due in November.

Mixed calculation in the ratio of part-time employment to full-time employment:

Holiday allowance: 
1.1.2022 – 26.8.2022 (238 KT):
       € 1,100 : 365 x 238 = € 717.26
27.8.2022 – 31.12.2022 (127 KT):  
          € 2,200 : 365 x 127 = € 765.48
Entitlement to holiday allowance: € 1,482.74
Holiday allowance already received: € 1,100.00
Back payment amount (difference amount): €      382.74

Christmas remuneration: 
1.1.2022 – 26.8.2022 (238 KT):
       € 1,100 : 365 x 238 = € 717.26
27.8.2022 – 31.12.2022 (127 KT): 
          € 2,200 : 365 x 127 = € 765.48
Entitlement to Christmas remuneration: € 1,482.74
Difference in holiday allowance: + € 382.74
Payment of special payments in November:  € 1,865.48

Appendix 5

Explanation of the scope of the Federal Guild of Body Builders including Body Tinsmiths and Body Painters as well as the Wagners

§ 2b of the Framework Collective Agreement for Employees in Crafts and Trade in the Information and Consulting Services Sector

The previously valid wording of the scope of application according to Section 2b was:

The professional scope of application extends to the Federal Guild of Body Builders, including Body Sheet Metal Workers and Body Painters, as well as the Wheelwrights: the contract does not apply to those companies which have been members of the Federal Guild of Body Builders, including Body Sheet Metal Workers and Body Painters, as well as the Wheelwrights since 1 January 2000 and which have a trade licence for carrying out the sheet metal work trade (body sheet metal worker).

Since the previous wording had caused confusion among both companies and the employees affected, the new wording was used to clarify the scope. However, the clarification did not change the scope of the law.

In principle, the collective agreement for employees in the craft and trade sector in the information and consulting services applies to members of the Federal Guild of Body Builders, including body sheet metal workers and body painters, as well as to wheelwrights in the white-collar sector. Excepted from this are those companies that have a trade license for carrying out the sheet metal trade . The collective agreement for employees in the metal trade applies to these companies.

Vienna, November 28, 2006

Explanation of 15.11.2010:

Due to a change in the professional organization regulations, the Federal Guild of Bodywork Technicians, Bodywork Painters and Wheelwrights has been the legal successor to the previous Federal Guild of Bodywork Builders, including Bodywork Sheet Metal Workers and Bodywork Painters, and Wheelwrights since June 11, 2010. The name of the Federal Guild was changed in § 1 and § 2 of the collective agreement, but the scope of application has remained unchanged. 

Vienna, November 15, 2010

Explanation of 23.11.2015:

Due to a change in the professional organisation regulations, the Federal Guild of Automotive Technology has been the legal successor to the previous Federal Guild of Bodywork Technicians, Bodywork Painters and Wheelwrights since 19 May 2015.

The change in the name of the federal guild was made in § 1 and § 2 of the collective agreement, the scope of application has remained unchanged.  

Vienna, November 23, 2015

Appendix 6

Joint declaration of the collective bargaining partners on the amendment of the professional organisation regulations

Due to the changes to the Specialist Organization Regulations – FOO  in the version of the resolution of the Economic Parliament of the Federal Chamber of 28 November 2013, published in the Austrian Chamber of Commerce’s gazette no. 1/2014, and due to the changes to the Specialist Organization Regulations – FOO  in the version of the resolution of the Economic Parliament of the Federal Chamber of 25 June 2015, published in the Austrian Chamber of Commerce’s gazette no. 1/2015, there will be changes to  Section 1 and Section 2 of the RKV as of 1 January 2016 . 

The following federal guilds and trade associations subject to this collective agreement have assumed all rights and obligations of the defunct federal guilds and trade associations as universal legal successors. The legal succession also extends in particular to the legal status as contractual partners of collective agreements. 

The Federal Guild of the Construction Industry  is the legal successor

• the former Federal Guild of the Construction Industry and 
• the former Federal Guild of Stonemasons.

The Federal Guild of Automotive Engineering  is the legal successor

• the former Federal Guild of Automotive Technicians and
• the former federal guild of bodywork technicians, body painters and wheelwrights.

The Federal Guild of Carpenters and Wood Designers  is the legal successor 

• the former Federal Guild of Carpenters and Woodworkers.

The  professional association of commercial service providers  is the legal successor

• of the previous trade association of commercial service providers with regard to the following professional branches:
  1. Address offices, 
  2. Agricultural entrepreneurs, 
  3. Professional detectives,  4. Security services
  , 
  5. Office services, 
  6. Call centres, 
  7. Forestry contractors,  8. Lost and found
  offices, 
  9. Wood chippers, 
  10. Information services, 
  11. Media observers, 
  12. Patent executors and exploiters, 
  13. Personnel service providers such as temporary employment agencies and employment agencies, 
  14. Security specialists and security technology centres, 
  15. Language service providers, 
  16. Diving companies, 
  17. Shipping offices, 
  18. Drawing offices, 
  19. All other commercial service companies and
  20. All other commercial and craft companies that do not expressly or in spirit belong to another trade or craft association, and

of the previous trade association of gas and heat supply companies with regard to heat supply companies that generate heat predominantly from biomass (solid, liquid or gaseous), provided that they operate a total heating network of less than five kilometers and have a total installed heat output of less than five megawatts, regardless of the number of operating sites. 

The  Professional Association for Personal Consulting and Personal Care  is the legal successor to the previous Professional Association of Commercial Service Providers with regard to the following professional branches: 

• Life and social counselors, such as 
     1. Psychological counselors
     2. Nutritional counselors
     3. Sports science counselors 
  
• Self-employed personal care workers 

The  Professional Association of Personal Service Providers  is the legal successor to the previous Professional Association of Commercial Service Providers with regard to the following professional branches:

• astrologers,
  
• color and type consultant,
  
• helpers,
• Human energetic therapist (personal assistance in achieving physical or energetic balance),
• Habitat consulting (habitat-related assistance to achieve physical or energetic balance), such as dowsers,
• matchmaker,
• Animal energetic therapist (animal-related assistance to achieve physical or energetic balance),
• Animal grooming salons, animal boarding houses, animal carers, animal trainers except in connection with horses,
• All other personal service companies that do not expressly or implicitly belong to another trade or craft association. 

The  Specialist Association for Waste Disposal and Resource Management  is the legal successor to the previous Specialist Association for Waste and Wastewater Management.

The  Professional Association for Management Consulting, Accounting and Information Technology  is the legal successor to the previous Professional Association for Management Consulting and Information Technology.

The legal succession of the federal guilds and trade associations newly established by these amendments to the trade organisation regulations in relation to the federal guilds and trade associations existing at the time of entry into force took effect with the constitution of the respective committee of the newly established federal guilds and trade associations. At this point in time, these previous federal guilds and trade associations ceased to exist.

Vienna, November 23, 2015

Joint declaration of the collective bargaining partners on the amendment of the professional organisation regulations from 1 January 2017

The amendment of the professional organisation regulations through the  FOO amendment 2016 – FOO  in the version of the resolution of the Economic Parliament of the Federal Chamber of 30 June 2016, published in the Austrian Economic Chamber’s gazette No. 1/2016 – as of 1 January 2017 does not lead to any change in the scope of the framework collective agreement.

Section 2 of the scope of application has been adapted to the changes.

Vienna, November 15, 2016

collective agreement concerning the introduction of the 38-hour week 

concluded between the Federal Guild of Millers, 1045 Vienna, Wiedner Hauptstraße 63, and the Austrian Trade Union Federation, Union of Private Employees, Industry and Trade Section, 1010 Vienna, Deutschmeisterplatz 2.

I. Scope

a) Spatially: For the territory of the Republic of Austria.

b) Technical: For all milling companies (except oil mills) that belong to the Federal Guild of Millers. For companies that also belong to other production sectors, the additional agreement only applies if the production of the above-mentioned production sector predominates in terms of annual turnover. In cases of doubt, the contractual affiliation is to be determined by mutual agreement between the contracting parties.

c) Personal: For all those employees subject to the Salaried Employees Act to whom the Framework Collective Agreement for Salaried Employees in Industry of 1 November 1949 (as amended on 1 January 1988) applies.

II. Working hours

1. The normal weekly working hours shall be 38 hours from 1 January 1988.

2. The first two hours of work performed in excess of the normal working hours agreed by the company shall be the 39th and 40th hours of the week and shall be compensated for by hours of leisure time in a ratio of 1:1 within the following period of 8 calendar weeks. Allowances, with the exception of overtime allowances, shall be taken into account.

3. If no compensatory time off is granted within a period of 8 calendar weeks, the 39th and 40th hours worked per week shall be billed as overtime.

III. monthly salaries 

The monthly salaries and apprentice compensation remain unchanged due to the reduction in working hours. The divisor for determining the standard hour is 164, and the divisor for calculating the basic overtime pay and the overtime bonuses as well as the bonuses for work on Sundays and public holidays is 142.5.

IV. Commencement of validity – final provisions 

1.  This collective agreement shall enter into force on 1 January 1988.

2.  The reduction in working hours resulting from the agreement can be offset against all future legal regulations that result in a reduction in weekly working hours. 

Agreed determination on the collective agreement on the reduction of working hours in the milling industry

1.  The parties to the collective agreement are of the unanimous opinion that the objective of the collective agreement on the reduction of working hours in the milling industry is the actual reduction of normal working hours in order to achieve an employment effect.

2.  The collective agreement partners undertake to ensure that the 39th and 40th hours of work per week to be performed in individual weeks are compensated by granting time off so that the common objective set out in point 1 can be achieved.

3.  Except in unforeseen exceptional cases, the 39th and 40th hours of work per week must be announced in good time, but no later than the day before, so that the employees concerned can adjust their time management accordingly.

4.  The choice of whether any additional work is compensated in the form of time off or as overtime for the 39th and 40th hours of the week is generally up to the employer. The general conditions for the implementation of time off in lieu (e.g. minimum consumption and timing of time off in lieu) must be agreed between the management and the works council or the workforce. The interests of both the employer and the employee must be taken into account. In the event of a difference of opinion, these general conditions for the company concerned will be determined by the collective bargaining partners.

collective agreement concerning the introduction of the 38.5-hour week

concluded between the Federal Guild of the Food and Beverage Industry, 1045 Vienna, Wiedner Hauptstraße 63, and the Austrian Trade Union Federation, Union of Private Employees, 1010 Vienna, Deutschmeisterplatz 2.

I. Scope 

a) Spatially:  For the territory of the Republic of Austria.

b) Technical:  For all companies belonging to the Federal Guild of the Food and Beverage Industry which manufacture carbonated beverages.

c) Personal:  For all employees employed in the establishments referred to under point b), including commercial apprentices.

II. Working hours

A. Weekly and daily working hours

2.  The distribution of the normal weekly working hours over the individual days of the week and the determination of breaks shall be carried out taking into account Section 4 of the Collective Agreement for Salaried Employees in Industry of 1 January 1991, as amended. 

B. Billable working hours

1.  Unless a different company regulation is agreed, the normal working hours in companies or company departments that work significantly more frequently at certain times or where longer working hours are necessary at certain times (e.g. holiday periods) to ensure operational performance (seasonal periods) will be distributed unevenly within an averaging period of 52 weeks (1 year) so that they do not exceed an average of 38.5 hours per week. The normal working hours per week are 40 hours during the seasonal periods.

Unless otherwise agreed, the seasonal periods shall be the months of May to September and the month of December, with these seasonal periods beginning on the Monday of the calendar week in which the first of the respective month falls.

The calculation period is the calendar year.

2.  The normal weekly working hours outside of the seasonal periods are the number of hours that result from the application of point 1, first sentence, in accordance with the duration of the seasonal periods in the calculation period, whereby the weekly extent of the reduction is to be divided up between the individual working days, unless a different distribution is agreed within the company. The weekly working hours (normal working hours + overtime) can be extended to up to 40 hours. These overtime hours are to be remunerated at the normal hourly rate plus a 30 percent surcharge, whereby the basis for calculating this surcharge is 1⁄144 of the monthly salary. If time off is agreed instead of payment, this is due at a ratio of 1:1.3.

For non-seasonal operations or departments, the weekly working hours can be extended to up to 40 hours without counting towards the permitted amount of overtime if the difference between 38.5 and 40 hours per week is compensated with time off at a ratio of 1:1. Additional payments (shift and night bonuses) must be paid. The period for compensating time off is 1 calendar half-year. A different continuous 26-week period can be agreed by works agreement. Overtime hours of up to 12 hours can be carried forward to the next period. Any additional overtime hours must be billed as overtime and paid out in July or January in the month following that if a different compensation period is specified.

The overtime hours in the above sense must not exceed a daily working time of 9 hours, except in those cases in which a longer daily normal working time is permitted under the  AZG  (e.g. Section 4 Paragraph 3  AZG ).

3.  If time off is agreed, the timing of the time off must be determined by mutual agreement between the employer and the employee; if no agreement is reached, the works council must be consulted.

4.  The provisions of Sections 4 and 5 of the Collective Agreement for Employees in the Trade of 1 January 1991, as amended, shall apply mutatis mutandis.

5.  During the averaging period, the salary is due for the amount of the average normal working hours.

6.  If the employment relationship is terminated by early resignation without good cause or in the event of justified dismissal, normal hourly pay is due for the hours worked up to the time of termination that are in excess of the average normal working hours and cannot be compensated. In all other cases of termination of the employment relationship, these hours are to be paid as overtime. The employee must repay the wages paid in excess of the average normal working hours in relation to the work performed up to the time of termination if he leaves early without good cause or is dismissed through his own fault. 

Seasonal employees with fixed-term contracts are compensated for overtime work exceeding 38.5 to 40 hours as normal hours. Work exceeding 40 hours is paid as overtime.

C. Working hours in shift work

In shift operations with multiple shifts, a shift plan must be drawn up. The normal weekly working hours must not exceed the statutory maximum limits within the individual weeks or on average over the shift cycle. Any excess or shortfall in the average normal working hours stipulated in the collective agreement (38.5 hours/week) resulting from this must be compensated within 26 weeks; a different calculation period can also be agreed by works agreement. The provisions on overtime hours as defined in point B.2. apply mutatis mutandis to this compensation, provided that the 40-hour normal working time is not exceeded on average. 

D. Overtime

Any working time that exceeds a weekly working time of 40 hours (except in shift work and cases of training in accordance with Section 4 Paragraph 3  of the AZG ) and a daily working time of 9 hours, insofar as no longer normal working hours are permitted under the  AZG  , is considered overtime. For overtime within the meaning of this point, the provisions of Section 5 of the Collective Agreement for Salaried Employees in the Trade of January 1, 1991, in the current version, apply.

III. Introductory provisions 

A. Salary compensation, division factor

1.  Monthly salaries and apprentice compensation will remain unchanged at the time the reduction in working hours comes into effect. Hourly allowances expressed in schillings will be increased by 3.9 percent.

2.  For employees with whom part-time employment has been agreed, either the agreed weekly working hours or the actual salary will be adjusted pro rata to the reduction in the number of full-time employees in the company; if a reduction is not achieved, the working hours will be reduced pro rata.

3.  The divisor for determining the normal hour is 167, and the divisor for calculating the basic overtime pay and the overtime allowances as well as the allowances for work on Sundays and public holidays is 144. 

4.  The adjustment of the overtime allowances must be regulated internally.

B. Break credit

Paid breaks count towards the reduction in working hours at a rate of 30 percent, with the exception of breaks that must be paid due to mandatory legal provisions and those that are ordered by the labor inspectorate due to legal provisions. This does not apply to employees who are employed in the bottling, barrel or can filling processes. 

IV. Commencement of validity – final provisions 

1.  This collective agreement shall enter into force on 1 July 1992. In the case of multi-shift working, a different date of validity may be agreed upon by works agreement (e.g. start of the next shift cycle).

2.  The reduction in the normal weekly working hours resulting from this agreement can be offset against all future statutory or general collective agreement provisions that provide for a reduction in working hours.

3.  Otherwise, the provisions of the collective agreement for employees in the trade and the annexes shall remain in force unless amended or supplemented by a collective agreement. 

This collective agreement will enter into force on January 1, 2022.

Vienna, November 30, 2021

Austrian Federal Economic Chamber

Federal Guild of the Construction Support Trades

Federal Guild of Professional Photographers

Federal Guild of the Chemical Industry and Monument, Facade and Building Cleaners

Federal Guild of Roofers, Glaziers and Plumbers

Federal Guild of Hairdressers

Federal Guild of Chiropodists, Beauticians and Massage Therapists

Federal Guild of Gardeners and Florists

Federal Guild of Health Professions

Federal Guild of Stoves, Tile Fitters and Ceramicists

Federal Guild of Timber Construction

Federal Guild of Automotive Engineering

Federal Guild of Arts and Crafts

Federal Guild of the Food Industry

Federal Guild of Painters and Decorators

Federal Guild of Fashion and Clothing Technology

Federal Guild of Chimney Sweeps and Undertakers

Federal Guild of Carpenters and Wood Designers

Association of Commercial Service Providers

Professional Association for Personal Counseling and Personal Care

professional association of personal service providers

Austrian Trade Union
Federation GPA

Austrian Trade Union Federation
GPA
Trade Union Economic Sector Business Services

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