EMPLOYEE

HANDBOOK

3
 To SEGULA
Sweden
To SEGULA In
To SEGULA In
*Insert Country*
To SEGULA In
*Insert Country*
We are happy to welcome you as a new SEGULA employee and are looking forward to achieving great things
together! We have developed this SEGULA Employee Handbook to provide you with the general guidelines
about our policies and procedures, as well as all the necessary and useful information that you will need
when working at SEGULA.
*Insert Country*
Every new SEGULA employee receives this handbook in their introduction email, and you can always find the
latest version of it on our intranet in Teams Sweden.

As a SEGULA Ambassador in our offices around the world as well as at our clients’ sites, the handbook will
serve you as a basis to show an attitude that is aligned with our core values. Changes in the guidelines will be
communicated as soon as they are validated. Nonetheless, we encourage you to be attentive to deviations in
your environment.

This handbook will assist you in becoming familiar with our organization along with your benefits and
obligations. The purpose of this Employee Handbook is to prepare you well for your time here at SEGULA,
therefore we would like to ask you to read this handbook carefully. In case of any questions, feel free to
contact your manager or the contact persons in the list down below.

We wish you a successful start and are pleased to have you here!

Your HR Team

Document owner: Emilia Kuylenstierna

Latest revision: 2023-07-06
TABLE OF CONTENTS
CONTACT LIST.................................................................................................................................................................... 1
SEGULA TECHNOLOGIES GROUP ....................................................................................................................................... 2
Core Values & Goals ...................................................................................................................................................... 2
SEGULA TECHNOLOGIES Sweden ..................................................................................................................................... 3
Policies........................................................................................................................................................................ 3-4
Employer and Employee obligations................................................................................................................................. 5
COLLECTIVE AGREEMENT & INSURANCE ................................................................................................................... 6-7
YOUR EXTRA BENEFITS ............................................................................................................................................... 8-9
Social Activites............................................................................................................................................................. 10
PRACTICAL INFORMATION .......................................................................................................................................... 11
Communication ...................................................................................................................................................... 12-13
Annual HR Follow-ups ................................................................................................................................................. 14
Leave and vacation................................................................................................................................................. 15-16
CONTACT LIST
Managing Director
Martin Segerström
Martin.segerstrom@segulagrp.com
(+46) 733 53 41 16
HR Team
Emilia Kuylenstierna – Human Resources Director
Emilia.kuylenstierna@segulagrp.com
(+46) 720-77 41 77
Melissa Büyüksal – HR- generalist
Melissa.buyuksal@segulagrp.com
(+46) 701 47 20 37
Simon Johansson – Process Administrator
Simon.johansson@segulagrp.com
(+46) 763 29 89 16
Recruitment Team
Emma Markén – Head of Recruitment
Emma.marken@segulagrp.com
(+46) 739 80 53 27
Jessica Weber – Talent Acquisition Partner
Jessica.weber@segulagrp.com
(+46) 720 70 33 85
Talia Brorsson – Talent Acquisition Partner
Talia.brorsson@segulagrp.com
(+46) 762 52 13 34
Aria Feizi – Talent Acquisition Partner
Aria Feizi@segulagrp.com
(+46) 735 66 92 06
Financial Team
John Granlund – Chief Financial Officer
John.granlund@segulagrp.com
(+46) 720 70 72 10
Peter Wolffsohn – Financial Accountant
Peter.wolffsohn@segulagrp.com
(+46) 705 21 66 43
Catharina Hellstrand – Payroll Specialist
Catharina.hellstrand@segulagrp.com
(+46) 766 96 67 09
Victor Åberg – Finance Assistant
Victor.aberg@segulagrp.com
(+46) 702 15 22 72
Division Director Gothenburg
Joachim Björck
Joachim.bjorck@segulagrp.com
(+46) 720 77 21 27
Fanny Ferdinandsson – Business Unit Manager
Fanny.ferdinandsson@segulagrp.com
(+46) 703 09 55 77
Mitra Pahlavan– Business Unit Manager
Mitra.Pahlavan@segulagrp.com
(+46) 720 70 49 99
Jacob Meczynski – Business Unit Manager
Jacob.mecynski@segulagrp.com
(+46) 720 71 06 79
Camilla Björn – Business Unit Manager
Camilla.bjorn@segulagrp.com
(+46) 737 20 04 39
Hugo Gejervall– Business Unit Manager
Hugo.gejervall@segulagrp.com
(+46) 720 83 67 92
Madelene Norlander– Business Unit Manager
Madelene.norlander@segulagrp.com
(+46) 720 83 97 23
Simon Lidman– Business Unit Manager
Simon.lidman@segulagrp.com
(+46) 720 85 53 97
Stockholm Division
Christian Casselborg– Division Director Stockholm
Christian.casselborg@segulagrp.com
(+46) 761 01 14 08
Lars Östmark – Work package Director Stockholm
Lars.ostmark@segulagrp.com
(+46) 720 71 06 78
International
Fredrik Skager
Global Commercial Director Industrial Vehicles
Fredrik.skager@segulagrp.com
(+46) 763 23 89 24
Swedish IT Support
Micropter
support@micropter.se
(+46) 031 380 14 10
Page 1
 SEGULA TECHNOLOGIES GROUP
CORE VALUES & GOALS

OUR VALUES
PROXIMITY: Our international presence allows us to pay close attention
to our customers and adapt perfectly to local differences, mainly through
our top field resources.
AMBITION: As a leading engineering company, our success lies in our
ability to project ourselves and to share our love of challenges with our
teams and stakeholders.
INNOVATION: Research and Innovation (R&I) represents the core of our
engineering projects
RESPONSIVENESS: Our responsiveness is a decisive competitive
advantage when it comes to recruiting new talents that allow us to quickly
respond to the specific needs of our customers, while adapting to
technological developments.

GOALS FOR OUR EMPLOYEES

Ensure a safe and pleasant work environment, both materially and psychologically, where everyone’s achievements and
needs will be fairly recognized and considered.

GOALS FOR OUR CUSTOMERS GOAL FOR OUR BUSINESS

Efficiently provide quality products and services to match Achieve a continuous growth in profits and provide our
the needs of our customers in the best possible way. employees with opportunities for personal progress.

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 SEGULA TECHNOLOGIES SWEDEN
POLICIES
Segula builds a solid and clear corporate culture based on the following values:

◼ We celebrate diversity
◼ We value and care for each individual and include all
◼ We build trust
◼ We invest in our employees to prepare them for the future
◼ We have fun at work

We continuously improve and optimize our organization to support and meet our employees wishes. Our aim is to
be transparent and always have an open communication. Through consideration and responsibility, we let our
employees develop and thrive at work. Everything we undertake shall reflect competence and professionalism.

Alcohol and Drug Policy

Alcohol, drugs, and work do not belong together. An alcohol and drug-free workplace is a requirement for a good
work environment. It is not allowed to use alcohol or other drugs during work hours or to be intoxicated at work. If
abuse is found, rehabilitation efforts shall be offered. If you suspect that a colleague is intoxicated during work hours
or has an abuse, you should contact your closest manager or HR. In conversations with individuals about sensitive
issues, confidentiality prevails.

Work Environment Policy

We care about ensuring a good and safe working environment for our employees and follow Swedish work
environment legislation. Through our annual employee survey, we continuously identify areas for improvement and
measure all employees:

◼ Work satisfaction
◼ Motivation
◼ Perceived health

You can find more information in our Segula Work environment policy.pdf

Discrimination Policy
Our managers shall create an open and trusting
work climate where discrimination is not
tolerated. Segula work climate is characterized by
a positive and including view of people.
Discrimination is when an employee gets
offended or disadvantaged in relation to one of
these seven grounds:

◼ Gender
◼ Transgender identity or expression
◼ Ethnicity
◼ Religion or other belief
◼ Disability
◼ Sexual orientation
◼ Age

If you as an employee consider yourself discriminated, you should turn quickly to your closest manager or HR, where
help and support will be offered.

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Equality Policy

All employees must have the same rights and opportunities for education and balance between work and family life,
as well as equal pay for equal work.

◼ When hiring, we strive to achieve an even gender distribution.

◼ In connection with promotion and salary revision, gender aspects must be considered.
◼ Employees shall have the same opportunities, rights, and obligations regardless of gender, age, nationality,
religion, sexual orientation, or gender expression.

Training and Development Policy

To utilize the employees' commitment and expertise we encourage and support each employee's competence
development. All employees shall have regular development discussions with their manager. We highly value a
working climate where people thrive and develop. Segula should be characterized by collaboration and learning at
work.

Quality system Policy

At Segula we use a quality system to consistently provide services that meet our customers’ requirements. By using our
own quality system, we aim to improve both our customer satisfaction and our way of working. See our quality policy
on My Segula. We do not expect all employees to be fully familiar with the whole system, but by following instructions
from the management and reading the employee handbook you are compliant. Segula is ISO 9001 certified.

CSR Policy
SEGULA is devoted to being an innovative and responsible organization, for our customers and employees as well as
society and environment. Since 2016, SEGULA has committed to the Ten Principles of the United Nations Global
Compact, supporting, and enacting vital principles of human rights, labor, environment, and fight against corruption.
SEGULA’s pledge to be CSR committed rests on four pillars – fostering diversity, fostering ethical behavior,
supporting socially responsible suppliers, and developing new technologies for greenhouse gas (GHG) reduction. You
can find the Quality & CSR policy for 2022 here.

Travel Policy
Segula has a travel portal called Egencia. Through the portal you book your relocation trip to Sweden (if necessary)
and bussines trips. Your manager needs to approve the trip before the booking is final. If you are out on an
assignment, always book the business trip through the costumer’s booking system. When travelling, choose a
climate friendly option if possible.

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EMPLOYER AND EMPLOYEE OBLIGATIONS

Employee contract
The employment conditions are regulated in a written agreement between Segula and the
employee. Any changes of the terms of employment shall be confirmed by closest manager, in
writing, as a supplement to the employment contract.

In case of emergency details (ICE details)

It is important that you as employee provide us with information about your closest contacts, in the event of a
sudden illness, accident or other situation. If something unexpected happens, it is valuable for us to have the
information prepared and easily accessible. Remember to regularly update your closest contacts information and
send it to HR.

Drug test

As a Segula employee, you might need to undergo a random drug test. It can be done both internally or at your
assignment.

Loyalty
The employer and the employee must show respect and loyalty to each other. This means that the employee may
not harm the employer by word or action and vice versa.

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COLLECTIVE AGREEMENT & INSURANCE
Collective Agreement
Collective agreements are agreements made between employer organizations and trade unions as a supplement to
general laws and regulations. Salary negotiation, compensation, vacation, and pension are examples of what is
regulated in the collective agreement. Segula is bound by the collective agreement The Federation of Swedish
Innovation Companies and Unionen/ The Swedish Association of Graduate Engineers / The Swedish Association of
Architects. You find our collective agreement here: Collective agreement. As an employee at Segula you can choose
to be a member of any union.

Pension
As an employee at Segula you are entitled to pension ITP 1 and ITP 2. More information can be found at
www.collectum.se and www.alecta.se. If you want information about your expected pension, please visit my pension.

Insurance
During your employment with Segula you are insured according to the collective agreement with:
◼ Health insurance - ALECTA
◼ Life insurance - ALECTA
◼ Security insurance - FORA
◼ Pension insurance - COLLECTUM
For information, please visit Alecta and Afaforsakring.

Private Health insurance

Segula strives to create security for all employees and therefore offers a private healthcare insurance through
Länsförsäkringar as an extra benefit. Segula accounts for the cost of the insurance, but the employee will be taxed on
the benefit of approximately SEK 80 according to law. To be able to access the insurance please, apply here or fill in the
form that you can find on Segula Teams. You must have a Swedish social security number to be able to apply. For more
information, please contact our payroll specialist.
The private health insurance means you can contact Länsförsäkringar (+46) 771-666 115, 24 hours a day for:

◼ Medical advice
◼ Time booking with care providers (weekdays 8–18)
◼ Head Support
◼ Personal call support
◼ Occupational rehabilitation

Workplace injury
If you suffer from a workplace injury, it should be reported to your closest manager immediately. Segula is obligated to
report work injuries to Anmalarbetsskada. As an employee you will have to send in an application for reimbursement to
the Social Insurance Agency and Afaforsakring. If you have any questions, please contact HR.

Travel Insurance
Segula has a travel insurance with the insurance company ERV. The insurance
applies on business trips. If you need to rent a car during the business trip, the ERV
service insurance does not cover this.

If you get ill or in case of accident, please give the following details:
Travel insurance card (worldwide) – Europeiska ERV
Employed by/company: Segula Technologies AB
Policy NO: 8307501117, Insured/name: Your name
If need of urgent assistance Europeiska ERV Alarm: +46 770 456 920

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Summary of the travel insurance
This insurance covers necessary and reasonable costs in case of personal accident or acute illness. Regarding policy
conditions applicable, please refer to the policy number stated overleaf.
Instruction to Doctor/hospital – If requested Europeiska ERV Sweden/Europeiska ERV Alarm/Euro-Center will
guarantee or advance payment.
If need of urgent assistance – Europeiska ERV Alarm Phone No +46 770 456 920
MediCall – 24-hour medical advice line +46 770 457 975
When USA or Canada, please contact – Euro-Center ISA Inc. Toll free number in USA 1-800-844-3876 Phone No
+1 212-256-8522. Visit www.euro-center.com for more details.

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YOUR EXTRA BENEFITS
Flex pension
As a Segula employee you have the right to flex pension, which means that a certain percentage of the pensionable
salary is set aside as a supplement to your existing pension. For more information contact our payroll specialist.

Benify
Segula uses the benefit portal www.benify.se. You log in with your username and password, or with your bank-ID.
Either through the web portal or through the Benify app on your phone. Via Benify you can see your pay slips, your
wellness-grant, and get offers and discounts. You can use Benify for discounts both privately and through net pay
deductions.

Wellness Grant
A wellness grant of SEK 5000 per calendar year and employee is available for all employees. The wellness grant is
managed in Benify, where you can make your purchases or register a receipt. You can see approved healthcare
activities in Benify. If you are unsure how to proceed, please contact payroll specialist. Guidelines for the wellness
grant:

1. Start date in group. Means that if an employee has a group date that is for example 2022-01-01 or earlier, he/she will
be entitled to full health care allowance for the year 2022, even if the employee has a stated start date in the company
later in the year.
2. Start date in company. The system looks at the employee's start date in the company and ignores group dates. This
means that if an employee works part of the year, the contribution is calculated based on that period and if the
employee is later re-employed, the contribution is calculated based on the new period. If the employee has used more
allowance than he is entitled to during his new employment period, the allowance will be listed as used. Worth noting
is that the employee cannot receive more than the full health care allowance per year.
3. Start date in company with history. This means that our system will look at the employee's historical employment
data (start and end dates) during the current calendar year. The employee then becomes entitled to a contribution for
the total number of historical employment months during the current year in the event of re-employment. For
example, an employee who works Q1, not Q2, but then works Q3 and Q4 would then receive 3/4 of the wellness
allowance.

Advance vacation
Segula offers all employees 25 days in advance vacation. This means, that you can take out vacation during your first
year at Segula without first having earned vacations days. The advance vacation days generate a vacation debt when
used. The debt is written off after 5 years of employment. Should you resign from Segula within five years, you need to
repay the debt for the days you have taken out. Holiday supplement will not be paid for advance vacation days.

Terminal Glasses
We have a special agreement with the company Synsam please read more about our offer here:
Policy for Computer glasses.pdf
For E-requisition description read more here:
E-requisition description (002).pdf

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Bonus for assignments and referrals
If you give us a tip about an assignment that one of our Segula employees gets, you get a bonus of 5,000 SEK. If you
refer a person and that person gets hired, you receive a bonus of 10,000 SEK.

Personal Car Renting

An affordable and worry-free car ownership through your employer. Segula has favourable agreements against gross
salary deductions from several companies. If you are interested in leasing a car privately, contact our payroll specialist.

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SOCIAL ACTIVITIES
Physical Activities
Segula offers different types of activities, such as badminton and tennis. All consultants are welcome to participate.
Under our Teams channel Segula Sweden – Physical Activities – you can read more and sign up. If you feel like start a
new activity you are more than welcome, just contact HR.

Hybrid meetings
We offer most meetings in hybrid forms. You are welcome to join through teams or come to our offices.

Activities at the offices

It does not matter if it is cinnamon bun day or just a breakfast at one of our offices. At Segula we always want to meet
our fantastic employees, so look out for invites.

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PRACTICAL INFORMATION
Introduction
We always want to ensure that our employees get a good introduction. The introduction
process starts before your first day at Segula with an email sent from HR, followed by an
introduction meeting with HR via Teams. The meeting includes a presentation of the
companys organization, our policies, time-reporting etc.

Entry Segula
All employees have access to our offices whenever needed.
◼ Gothenburg
You will receive a key fob with your starter package. With this you can enter the office at Lindholmen, both
from the reception and from Segula’s own western entrance. Hold the key fob against the code lock keypad
for registration and reading. The code lock is open for entry on workdays between 08.00-17.00. Other hours
and on weekends you need your pin code and the alarm code, which you receive from your manager.
◼ Stockholm
The office is accessible through a) a key fob to enter the office building b) an app to open the Segula office
door. The app link and physical key fob will be given to you on your first workday.

Business hours
The normal working time at is 40 hours/week. Overtime compensation is paid according to the
collective agreement. Overtime must be approved by your closest manager. If the customer wants
overtime, you should first communicate with your Segula manager. This also applies to business
trips. When you are going on a business trip, you are obligated to inform your closest Segula
manager in advance of your journey. Many of our customers use flex time between 07.00-09.00 in
the morning and 15.00-18.00 in the afternoon. The normal working time is usually between 08.00-
17.00, but you can use flex time if the assignment is not affected and if you have had a conversation with your
assignment manager about it.

Time reporting
Every week you need to time report in our system PX Visma. It is important that you time report correctly so that
you receive the right salary. You will get a time report guide in your introduction email. You will also be shown how
to time report in your introduction meeting with HR. You find the PX system in Teams VISMA PX. If you have any
questions about the time reporting system, please contact our payroll specialist. In addition to Segula’ s time
reporting system, you need to time report in the costumer’s own time report system when you are on an
assignment. For questions regarding our customers’ time reporting system please contact your Segula manager. It is
very important that you time report every week.

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COMMUNICATION
Communication and responsiveness
One of our core values are responsiveness. Our aim is to respond to calls and messages within 24 hours during
working hours. You are not expected to answer email or phone calls during evenings, weekends, and holidays. In the
occasion of or time periods when a higher degree of accessibility may be necessary, the closest manager will clearly
indicate this to you. When you are not available to answer, there should be a voicemail and/or referral.

Teams Segula
As a Segula employee, you have access to Segula’s Sweden Teams channel. In Teams you will
find information such as useful documents, the employee handbook, contacts to our IT support
and the time report system etc, it is also our biggest communication channel. To get access to
the Teams channel you need to login with your segula.se email. Please contact IT for support if
needed.

Mail
All employees at Segula have a personal email address. This will be sent to you in your introduction email from HR.
Information from Segula will be sent to your email, and through our Teams channel. You are required to log in and
check your segula email frequently. You login to the web mail via https://webmail.segula.fr

Segula has a standard mail signature. To access it either copy below or get it on the My Segula.

First name LAST NAME

Title - SEGULA Sweden
Firstname.lastname@segulagrp.com • +46 (0) 000 00 00 00

SEGULA Technologies AB • Address • post code and city • Sweden

www.segulatechnologies.com • Twitter • Linkedin • Facebook • Instagram

Company phone and SIM card

All employees are required to have a Segula SIM and phone number where you can always be reached. You can
choose a phone of your own within 3 months from employment and then every second year according to alternative
A or B below.

Alternative A
A phone, new or better refurbished model, at no cost.

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Alternative B
You buy any phone of your choice, and the cost will be deducted from your gross salary. It is your responsibility to
choose a phone that fits the need of your work. Your mobile phone is Segula property.
Should you leave Segula you can choose too either:
• return it.
• buy it for market value, minus what you already have paid for the phone.

Mobile subscription
Segula is responsible for the subscription and the additional services that is needed to carry out your work properly.
Some additional services may be added for temporary or permanent needs. If the phone is being used abroad, it is
your responsibility to adjust calls, the use of internet and general settings.

Since 2021 Tele2 is our provider of telephony as follows:

• Free calls within EU countries.

• Free SMS and MMS within EU countries.
• Calls to countries outside of EU is not included in the subscription. If telephone calls to non-EU
countries are made the cost(s) will be deducted from your salary.
• 20 GB surf within EU countries.
• It is possible for you to get an extra SIM-card and/or e-SIM if you like.
• Data roaming outside EU countries is not allowed.

Exception if you are on a business trip.

Do not forget to inform and coordinate with your Segula manager before going on a business trip.

Questions or problems? Welcome to contact your BUM or our IT-support.

Swedish IT support
Micropter
support@micropter.se
(+46) 707 78 95 36

Group IT support
It-servicedesk@segulagrp.com

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ANNUAL HR FOLLOW-UPS
Employee Survey
Twice a year the HR-department sends out an employee survey. This gives you as an employee the opportunity to
influence and give your opinions about Segula, your manager, but also about your own health an wellbeing. Your
answers are anonymous. Through our annual employee survey, we aim to identify areas for improvement.
Examples of areas we measure:
◼ The employees work satisfaction
◼ Motivation
◼ Perceived health

Quality Survey
Once a year, alternatively after completing an assignment, a quality follow-up is done. The survey contains a
questionnaire filled in by the assignment manager and then reviewed by your segula manager. The result is the basis
for measuring customer satisfaction and for your development conversation.

Annual Interview
As a complement to the regular communication between the manager and employee, development conversations
are hold once a year. During this interview, the employee is given the opportunity to comment on the business and
their own development during the last year and set up goals for the future. The Segula manager gets the opportunity
to give feedback to the employee and be a part of the goalsetting. Our aim is always to support you in building your
dream career.

Salary review
Once a year salary review are held from the period first of April to first of June. Salary review is done with
accordance to the collective agreement.

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LEAVE AND VACATION
Leave – special occasions
Leave of special occasions is leave without salary deduction and is granted by the employer. You apply for leave by
filling out the form "Leave application”, which you find on Teams. In use PX the time code “permission”. Employees
are entitled to leave at the following events:
◼ Your 50th birthday if it falls on a workday.
◼ You are granted a day's leave in connection with your own wedding.
◼ One move day. You are entitled to one leave day if you are going to move, this can be used maximum once a
year.
◼ Deaths: As a close relative (Wife/husband, cohabitant, children, siblings, parents, and in-laws), you are
entitled to leave. You are granted leave with one day at death and one day at funeral. You are also entitled
to travel days connected to the funeral if needed:
- Sweden – one day travel day if the funeral is more than 3 hours away.
- Two travel days if the funeral is in a European country.
- Three travel days if the funeral is outside of Europe.

Parental leave
As a parent, you have the right to parental leave. An employee who abstains from work by attending
childbirth (10 days) or caring for a child is entitled to temporary leave with parental benefit. Before
you go on parental leave, please fill in a leave application and email it to your manager and payroll as
soon as possible, but no later than two months in advance.

Parental Allowance
Parental allowance is a compensation paid by the Swedish Social Insurance Agency during your parental leave.
Parental benefit

Parental Addition
As stated in the collective agreement you have the right to additional parental leave allowance. This applies to
anyone who has been employed for at least one year before the first day of parental leave. The compensation is in
addition to your parental allowance and based on your salary. More information about this can be found in the
collective agreement.

Vacation
You earn your vacation days during the period from April 1st to March 31st. The application for a
vacation is made by filling in the form "leave application" which can be found in Teams. Email the
form for approval to both your manager and payroll, well in advance of the leave.

◼ Vacation length
The right to leave is according to our collective agreements and is 25 days per holiday year, you can save 5
vacation days/year. If you have negotiated your overtime, you have 30 days instead and can save 10 vacation
days/year.
◼ Vacation for new employees
As a new employee, you have the right to 25 days in advance vacation. You can read more about this under
the category Your extra benefits at Segula.
◼ Vacation pays
In addition to your regular salary, a holiday supplement of 0.8% per day is paid, which is paid out in
connection with your leave.
◼ Annual main holiday period
During period June-August you as an employee have the right to take out a minimum of three weeks
connected vacation. Remember to have a conversation with your manager and apply for vacation well in
advance. Our Segula offices usually close every year, 3 weeks during the summer, and 1 week during
Christmas.

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Sick leave
In case of illness, the notification must be made as soon as possible to your manager at Segula, manager on your
assignment and payroll.

The first eight hours of sickness is always unpaid, and it is called “karensavdrag”. If you come back to work but fall ill
again within five days, there will be no new “karensavdrag”. From sick day two to fourteen you will be paid 80% of
your salary from Segula. The sick pay is only paid out for the days you have given notice for. When you return to
work, make a new notification. If you are ill more than seven calendar days a medical certificate needs to be
submitted to your Segula manager and payroll, for you to be able to get your sick pay. In some cases, certain
exceptions can occur and Segula can request a medical certificate from the first day of sickness.

Dentist or other personal appointments

First and foremost, health and dental visits should be planned outside regular working hours. If this is not possible, it
should be planned in agreement with both your assignment manager and Segula manager.

Leave of absence
Leave of absence is leave with a deduction from your salary and is given through agreement. It is no guarantee to be
granted leave of absence, except in certain situations. Apply for leave of absence at least three months in advance.

Care for Sick Child

If your child is sick, you should inform your manager at Segula, assignment manager and payroll. Also inform the
social insurance office (Försäkringskassan), it is they that pay out compensation for being home with a sick child
(Vab). For more information read Care of a sick child (vab). Don´t forget to use the code “care for sick child” in PX.

Care of relatives
You have the right to take time out of work to care for a relative who is severely ill or dying. Notify your Segula
manager, assignment manager and payroll specialist. Relatives can be both family and close friends. Inform the
social insurance office (Försäkringskassan) to get compensated. Read more here: Benefit for care of closely related
persons. No salary will be paid from Segula during this period.

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