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Såfremt der endnu ikke er opnået enighed\u003C\u002Fp>\n\n\u003Cp>den 11. maj 2018, kontakter parterne Forligsinstitutionen med henblik på\nudpegning\u003C\u002Fp>\n\n\u003Cp>af en mæglingsmand, der i perioden 14.-16. maj 2018 vil søge at\nmedvirke\u003C\u002Fp>\n\n\u003Cp>til tilvejebringelse af et overenskomstresultat.\u003C\u002Fp>\n\n\u003Cp>Organisationerne skal sende nærværende forlig samt resultatet fra\norganisationsforhandlingerne\u003C\u002Fp>\n\n\u003Cp>til afstemning. Dette skal ske efter, at Forhandlingsfællesskabets\u003C\u002Fp>\n\n\u003Cp>Repræsentantskab har taget stilling til forliget. Afstemning sker i\noverensstemmelse\u003C\u002Fp>\n\n\u003Cp>med den enkelte organisations vedtægter. Organisationerne kan\u003C\u002Fp>\n\n\u003Cp>tidligst offentliggøre afstemningsresultatet den 4. juni 2018.\u003C\u002Fp>\n\n\u003Cp>Forhandlingsfællesskabets bestyrelse tager endelig stilling til, hvorvidt\nresultatet\u003C\u002Fp>\n\n\u003Cp>af forhandlingerne om fornyelse af aftaler og overenskomster er godkendt\u003C\u002Fp>\n\n\u003Cp>den 6. juni 2018. Forhandlingsfællesskabet meddeler samme dag den\nsamlede\u003C\u002Fp>\n\n\u003Cp>stillingtagen til overenskomstresultatet til KL.\u003C\u002Fp>\n\n\u003Cp>KL giver en samlet tilbagemelding til Forhandlingsfællesskabet på KL's\nstillingtagen\u003C\u002Fp>\n\n\u003Cp>til både forliget mellem KL og Forhandlingsfællesskabet og forlig på\u003C\u002Fp>\n\n\u003Cp>de enkelte organisationsområder. KL tager forbehold for at udsætte sin\nendelig\u003C\u002Fp>\n\n\u003Cp>stillingtagen til forliget, indtil der er mulighed for at få et overblik\nover, i hvilket\u003C\u002Fp>\n\n\u003Cp>omfang der er tilslutning til forliget på arbejdstagerside.\u003C\u002Fp>\n\n\u003Cp>På ovenstående baggrund er parterne enige om at suspendere de afgivne\nkonfliktvarsler,\u003C\u002Fp>\n\n\u003Cp>således at der alene kan iværksættes konflikt, efter at det eventuelt\u003C\u002Fp>\n\n\u003Cp>kan konstateres, at forliget ikke er godkendt. Det vil sige, at en eventuel\nkonflikt\u003C\u002Fp>\n\n\u003Cp>først kan træde i kraft ved døgnets begyndelse den 11. juni 2018.\u003C\u002Fp>\n\n\u003Cp>Hvor intet andet fremgår, træder de aftalte ændringer i kraft 1. april\n2018.\u003C\u002Fp>\n\n\u003Cp>Procentvise lønforhøjelser gives i deres helhed som lønforhøjelse i\nforhold til lønniveauet\u003C\u002Fp>\n\n\u003Cp>pr. 31. marts 2018.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>1. Løn generelt\u003C\u002Fh2>\n\n\u003Ch3>1.1. Generelle forhøjelser\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>Pr. 1. april 2018 ydes en generel lønforhøjelse på 1,10 pct.\u003C\u002Fp>\n\n\u003Cp>Pr. 1. oktober 2018 ydes en generel lønforhøjelse på 1,30 pct.\u003C\u002Fp>\n\n\u003Cp>Pr. 1. oktober 2019 ydes en generel lønforhøjelse på 1,00 pct.\u003C\u002Fp>\n\n\u003Cp>Pr. 1. januar 2020 ydes en generel lønforhøjelse på 1,60 pct.\u003C\u002Fp>\n\n\u003Cp>Pr. 1. april 2020 ydes en generel lønforhøjelse på 0,40 pct.\u003C\u002Fp>\n\n\u003Cp>Pr. 1. oktober 2020 ydes en generel lønforhøjelse på 0,70 pct.\u003C\u002Fp>\n\n\u003Cp>Se omkostningsbilag 13.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>1.2. Reguleringsordningen\u003C\u002Fh3>\n\n\u003Cp>A.\u003C\u002Fp>\n\n\u003Cp>Reguleringsordningen videreføres og baseres på Danmarks Statistiks\nregionale lønindeks\u003C\u002Fp>\n\n\u003Cp>og årlige stigningstakter for ansatte i regioner i overensstemmelse med\nbilag 1.\u003C\u002Fp>\n\n\u003Cp>B.\u003C\u002Fp>\n\n\u003Cp>Reguleringsordningen udmøntes pr. 1. oktober 2018, pr. 1. oktober 2019 og\npr. 1. oktober\u003C\u002Fp>\n\n\u003Cp>2020, hvor der foretages en ekstraordinær regulering af den aktuelle løn i\noverensstemmelse\u003C\u002Fp>\n\n\u003Cp>med bilag 1.\u003C\u002Fp>\n\n\u003Cp>C.\u003C\u002Fp>\n\n\u003Cp>Såfremt Danmarks Statistik gennemfører omlægninger af lønindeksene, som\nkan have betydning\u003C\u002Fp>\n\n\u003Cp>for den opgjorte lønudvikling, vil parterne drøfte behovet for eventuelle\nkorrektioner\u003C\u002Fp>\n\n\u003Cp>af det regionale\u002Fkommunale lønindeks.\u003C\u002Fp>\n\n\u003Cp>D.\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om at arbejde for, at opgørelsen af udviklingen i\npersonalegoder i den\u003C\u002Fp>\n\n\u003Cp>offentlige og private sektor prioriteres i Danmarks Statistiks kontaktudvalg\nfor løn‐ og fraværsstatistik,\u003C\u002Fp>\n\n\u003Cp>herunder arbejdet med e‐indkomst.\u003C\u002Fp>\n\n\u003Ch3>1.3. Omlægning til nyt grundbeløbsniveau 31. marts 2018 niveau\u003C\u002Fh3>\n\n\u003Cp>RLTN og Forhandlingsfællesskabet har den 16. maj 2017 indgået aftale om\nnyt grundbeløbsniveau,\u003C\u002Fp>\n\n\u003Cp>jf. bilag 2.\u003C\u002Fp>\n\n\u003Cp>Aftalen betyder, at alle former for lønninger, der er aftalt som\ngrundbeløb i niveau 31.\u003C\u002Fp>\n\n\u003Cp>marts 2000 og niveau 1. januar 2006 omlægges til nyt grundbeløb i niveau\n31. marts 2018.\u003C\u002Fp>\n\n\u003Cp>Undtaget for omlægningen er den pensionsgivende løn for tjenestemænd,\nhvor eksisterende\u003C\u002Fp>\n\n\u003Cp>grundbeløbsniveau og reguleringsprocent videreføres.\u003C\u002Fp>\n\n\u003Cp>Omlægningen til nyt grundbeløbsniveau svarende til niveau 31. marts 2018\nhar virkning fra\u003C\u002Fp>\n\n\u003Cp>1. oktober 2018 og erstatter §5 stk. 2 i Aftale om nyt grundbeløbsniveau\naf 16. maj 2017.\u003C\u002Fp>\n\n\u003Cp>Øvrige principper for omlægningen følger af den indgåede Aftale om nyt\ngrundbeløbsniveau\u003C\u002Fp>\n\n\u003Cp>af 16. maj 2017.\u003C\u002Fp>\n\n\u003Ch3>1.4. Organisationsmidler\u003C\u002Fh3>\n\n\u003Cp>A.\u003C\u002Fp>\n\n\u003Cp>Der afsættes pr. 1. april 2019 organisationsmidler svarende til 0,35 pct.\naf lønsummen til\u003C\u002Fp>\n\n\u003Cp>konkret udmøntning ved organisationsforhandlingerne. Der henvises endvidere\ntil pkt. 1.5,\u003C\u002Fp>\n\n\u003Cp>pkt. 1.6, pkt. 1.7, pkt. 1.8 og pkt. 11.\u003C\u002Fp>\n\n\u003Cp>B.\u003C\u002Fp>\n\n\u003Cp>I det omfang, der ikke ved organisationsforhandlingerne er aftalt andet\nvedrørende regulering\u003C\u002Fp>\n\n\u003Cp>af lønuafhængige særydelser, gælder, at de lønuafhængige\narbejdstidsbestemte og arbejdsbestemte\u003C\u002Fp>\n\n\u003Cp>særydelser i overenskomstperioden procentreguleres svarende til de\ngenerelle\u003C\u002Fp>\n\n\u003Cp>lønstigninger (såvel aftalte stigninger som udmøntning fra\nReguleringsordningen).\u003C\u002Fp>\n\n\u003Ch3>1.5. Gennemsnitsløngaranti\u003C\u002Fh3>\n\n\u003Cp>Den realiserede gennemsnitsløngaranti til Yngre Læger udgør 0,01 pct. af\nden regionale\u003C\u002Fp>\n\n\u003Cp>lønsum og frigøres pr. 1. april 2019 samtidig med midlerne til\norganisationsforhandlingerne.\u003C\u002Fp>\n\n\u003Ch3>1.6. Pulje til særlige formål\u003C\u002Fh3>\n\n\u003Cp>Parterne er enige om, at der pr. 1. april 2019 afsættes 0,30 pct. af\nlønsummen svarende til\u003C\u002Fp>\n\n\u003Cp>181,50 mio. kr. til særlige formål, jf. bilag 3.\u003C\u002Fp>\n\n\u003Cp>Midlernes anvendelse inden for de nævnte formål aftales konkret ved\norganisationsforhandlingerne.\u003C\u002Fp>\n\n\u003Ch3>1.7. Prioriterede grupper\u003C\u002Fh3>\n\n\u003Cp>Parterne er enige om at afsætte 7,50 mio. kr. pr. 1. april 2019 til en\nkroneforhøjelse af trin 11‐\u003C\u002Fp>\n\n\u003Cp>19 i Forhandlingsfællesskabets trinsystem og trin 1‐2 i\nSundhedskartellets lønskala. Konkret betyder\u003C\u002Fp>\n\n\u003Cp>det, at trin 11‐19 i Forhandlingsfællesskabets trinsystem forhøjes med\n535 kr. årligt (31.\u003C\u002Fp>\n\n\u003Cp>marts 2000‐niveau) og trin 1‐2 i Sundhedskartellets lønskala forhøjes\nmed 591 kr. årligt (1. januar\u003C\u002Fp>\n\n\u003Cp>2006‐niveau).\u003C\u002Fp>\n\n\u003Cp>Parterne er videre enige om, at afsætte 17,50 mio. kr. pr. 1. april 2019\ntil prioriterede grupper.\u003C\u002Fp>\n\n\u003Cp>Fordelingen af midlerne fremgår af bilag 4 og forudsættes anvendt ved\norganisationsforhandlingerne.\u003C\u002Fp>\n\n\u003Cp>Puljerne finansieres af rammen med 0,02 pct. og af ATP‐provenuet, jf. pkt.\n1.8.\u003C\u002Fp>\n\n\u003Ch3>1.8. ATP‐provenu\u003C\u002Fh3>\n\n\u003Cp>Parterne er enige om:\u003C\u002Fp>\n\n\u003Cp>1. ATP‐provenuet ved OK‐18 udgør samlet 10,34 mio. kr. i varige midler\ntil rådighed pr. 1.\u003C\u002Fp>\n\n\u003Cp>april 2018. Midlerne belaster ikke den økonomiske ramme i forliget mellem\nRLTN og\u003C\u002Fp>\n\n\u003Cp>Forhandlingsfællesskabet.\u003C\u002Fp>\n\n\u003Cp>2. ATP‐provenuet ved OK‐18 anvendes pr. 1. april 2019 til\ndelfinansiering af OK‐18 forligets pkt. 1.7.\u003C\u002Fp>\n\n\u003Cp>3. Som følge af, at ATP‐provenuet er til rådighed pr. 1. april 2018, men\nførst anvendes pr.\u003C\u002Fp>\n\n\u003Cp>1. april 2019 genereres et ATP‐engangsprovenu pr. 1. april 2018 svarende\ntil 10,34\u003C\u002Fp>\n\n\u003Cp>mio. kr., som forudsættes anvendt ved de respektive\norganisationsforhandlinger, jf.\u003C\u002Fp>\n\n\u003Cp>bilag 5.\u003C\u002Fp>\n\n\u003Ch3>1.9. Uddannelsesløft fra ufaglært til faglært\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>Parterne er enige om at videreføre uddannelsesløft fra ”ufaglært til\nfaglært” aftalt ved OK‐15.\u003C\u002Fp>\n\n\u003Cp>Uddannelsesløftet er målrettet ikke‐uddannede\u002Fkortuddannede og er et\nsupplement til øvrige\u003C\u002Fp>\n\n\u003Cp>uddannelses‐ og kompetenceudviklende initiativer aftalt mellem RLTN og\norganisationerne i\u003C\u002Fp>\n\n\u003Cp>Forhandlingsfællesskabet, statslige puljer etc.\u003C\u002Fp>\n\n\u003Cp>De varige midler afsat til formålet ved OK‐15 genanvendes pr. 1. april\n2018 og er fortsat øremærket\u003C\u002Fp>\n\n\u003Cp>ovennævnte formål.\u003C\u002Fp>\n\n\u003Cp>De genanvendte varige midler udgør reguleret 6,23 mio. kr. pr. 1. april\n2018.\u003C\u002Fp>\n\n\u003Cp>Midlernes anvendelse inden for ovennævnte rammer aftales ved\norganisationsforhandlingerne\u003C\u002Fp>\n\n\u003Cp>og fordeling på organisationsområderne fremgår af bilag 6.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>2. MED, TR og AKUT\u003C\u002Fh2>\n\n\u003Ch3>2.1. Regulering af AKUT\u003C\u002Fh3>\n\n\u003Cp>Parterne er enige om, at AKUT‐bidraget reguleres i overenskomstperioden i\nforhold til værdien\u003C\u002Fp>\n\n\u003Cp>af det samlede overenskomstresultat.\u003C\u002Fp>\n\n\u003Cp>Reguleringen betyder, at AKUT‐bidraget pr. ATP‐pligtig arbejdstime\nstiger pr. 1. april 2018 fra\u003C\u002Fp>\n\n\u003Cp>37,8 øre til 38,6 øre, pr. 1. april 2019 til 40,1 øre og pr. 1. april\n2020 til 40,6 øre.\u003C\u002Fp>\n\n\u003Ch3>2.2. Digitalisering\u003C\u002Fh3>\n\n\u003Cp>Parterne er enige om at fortsætte arbejdet med udbygning af digital\nudveksling af dokumenter\u003C\u002Fp>\n\n\u003Cp>mellem arbejdsgiver, TR og faglig organisation.\u003C\u002Fp>\n\n\u003Cp>Der er enighed om at iværksætte de initiativer, der er beskrevet i bilag\n14.\u003C\u002Fp>\n\n\u003Cp>Der afsættes 2,0 mio. kr. til arbejdet, som finansieres via\nAUA‐midlerne.\u003C\u002Fp>\n\n\u003Ch2>3. Aftale om fravær af familiemæssige årsager\u003C\u002Fh2>\n\n\u003Ch3>3.1. Omsorgsdage til plejeforældre\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareprovision\">\u003Cp>Parterne er enige om, at personkredsen for omsorgsdage i Aftale om fravær\naf familiemæssige\u003C\u002Fp>\n\n\u003Cp>årsager pr. 1. april 2019 udvides til også at omfatte plejeforældre.\u003C\u002Fp>\n\n\u003Cp>Konkret formuleres §28, stk. 2:\u003C\u002Fp>\n\n\u003Cp>”Retten til omsorgsdage omfatter biologiske forældre, registrerede\nmedmødre, adoptivforældre,\u003C\u002Fp>\n\n\u003Cp>plejeforældre eller indehavere af forældremyndigheden. Barnet skal have\nophold hos den\u003C\u002Fp>\n\n\u003Cp>ansatte. Både mødre og fædre\u002Fmedmødre har ret til omsorgsdage.\nOmsorgsdage kan afvikles\u003C\u002Fp>\n\n\u003Cp>uafhængig af den anden af forældrenes eventuelle orlov.\u003C\u002Fp>\n\n\u003Cp>Bemærkning:\u003C\u002Fp>\n\n\u003Cp>Ved ophold forstås, at barnet enten har adresse hos eller har regelmæssigt\nsamkvem med den\u003C\u002Fp>\n\n\u003Cp>pågældende ansatte. I relation til plejeforældre er det en forudsætning,\nat barnet har adresse\u003C\u002Fp>\n\n\u003Cp>hos plejeforældrene. Er plejeforholdet tidsbegrænset, er det en\nforudsætning, at det varer i\u003C\u002Fp>\n\n\u003Cp>minimum 6 måneder.”\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>3.2. Ret til fravær ved fertilitetsbehandling\u003C\u002Fh3>\n\n\u003Cp>Parterne er enige om pr. 1. april 2019 at udvide retten til fravær med løn\npå grund af undersøgelser\u003C\u002Fp>\n\n\u003Cp>og behandlinger for barnløshed til at gælde alle ansatte, der er i\nfertilitetsbehandling, som skyldes sygelige forhold.\u003C\u002Fp>\n\n\u003Cp>Konkret indsættes følgende reviderede § 4 med bemærkning i Aftale om\nfravær af familiemæssige årsager:\u003C\u002Fp>\n\n\u003Cp>”Ved fravær fra arbejdet på grund af undersøgelser og behandling for\nbarnløshed, som skyldes\u003C\u002Fp>\n\n\u003Cp>sygelige forhold, har den ansatte ret til fuld løn under sygdom.\u003C\u002Fp>\n\n\u003Cp>Bemærkning:\u003C\u002Fp>\n\n\u003Cp>Bestemmelsen omfatter alle ansatte, der undersøges og\u002Feller behandles for\nbarnløshed, som\u003C\u002Fp>\n\n\u003Cp>skyldes sygelige forhold. Det er ikke afgørende, hvem af parterne der er\nårsag til barnløsheden,\u003C\u002Fp>\n\n\u003Cp>men det er en forudsætning for retten til fravær med løn, at den ansatte\nundersøges eller behandles.\u003C\u002Fp>\n\n\u003Cp>Det er en lægelig vurdering, om der er tale om et sygeligt forhold. Der kan\nevt. indgås\u003C\u002Fp>\n\n\u003Cp>aftale efter Lov om sygedagpenge § 56, hvis betingelserne er opfyldt.\nAnsatte, som ikke er berettiget\u003C\u002Fp>\n\n\u003Cp>til fuld løn under sygdom, har ret til sygedagpenge efter\nsygedagpengelovens bestemmelser\u003C\u002Fp>\n\n\u003Cp>herom.”\u003C\u002Fp>\n\n\u003Ch3>3.3. Sorgorlov\u003C\u002Fh3>\n\n\u003Cp>Parterne er enige om, at følgende bestemmelser i Aftale om fravær af\nfamiliemæssige årsager\u003C\u002Fp>\n\n\u003Cp>ændres pr. 1. april 2019 til følgende:\u003C\u002Fp>\n\n\u003Cp>§10, stk. 6:\u003C\u002Fp>\n\n\u003Cp>Hvis barnet er dødfødt, dør eller bliver bortadopteret inden den 32. uge\nefter fødslen, har hver\u003C\u002Fp>\n\n\u003Cp>af forældrene ret til fravær med sædvanlig løn i indtil 14 uger efter\nbarnets død eller bortadoption.\u003C\u002Fp>\n\n\u003Cp>Hvis moderen efter fødslen lider af en graviditetsbetinget sygdom,\nforlænges hendes fraværs‐\u003C\u002Fp>\n\n\u003Cp>og dagpengeret samt retten til sædvanlig løn med hendes sygdomsperiode,\ndog højst\u003C\u002Fp>\n\n\u003Cp>indtil udløbet af den 46. uge efter fødslen.\u003C\u002Fp>\n\n\u003Cp>§20, stk. 6\u003C\u002Fp>\n\n\u003Cp>Hvis barnet dør inden den 32. uge efter modtagelsen, har hver af\nadoptanterne ret til sædvanlig\u003C\u002Fp>\n\n\u003Cp>løn i indtil 14 uger efter barnets død.\u003C\u002Fp>\n\n\u003Cp>Parterne er desuden enige om, at der indføjes følgende nye\nbestemmelser:\u003C\u002Fp>\n\n\u003Cp>Nyt § 12, stk. 8\u003C\u002Fp>\n\n\u003Cp>En ansat, der udnytter sin ret til fravær, fordi barnet er dødfødt, dør\neller bliver bortadopteret\u003C\u002Fp>\n\n\u003Cp>inden den 32. uge efter fødslen, jf. § 10, stk. 6, skal uden ugrundet\nophold underrette sin arbejdsgiver\u003C\u002Fp>\n\n\u003Cp>herom. Såfremt den ansatte har afgivet varsel, bortfalder de afgivne\nvarsler, og arbejdsgiveren\u003C\u002Fp>\n\n\u003Cp>skal uden ugrundet ophold varsles på ny i situationer omfattet af 1.\npkt.\u003C\u002Fp>\n\n\u003Cp>Nyt § 22 stk.3.\u003C\u002Fp>\n\n\u003Cp>En ansat, der udnytter sin ret til fravær, fordi det adopterede barn dør\ninden den 32. uge efter\u003C\u002Fp>\n\n\u003Cp>modtagelsen af barnet, jf. § 20, stk. 6. skal uden ugrundet ophold\nunderrette sin arbejdsgiver\u003C\u002Fp>\n\n\u003Cp>herom. Såfremt den ansatte har afgivet varsel, bortfalder de afgivne\nvarsler, og arbejdsgiveren\u003C\u002Fp>\n\n\u003Cp>skal uden ugrundet ophold varsles på ny i situationer omfattet af 1.\npkt.\u003C\u002Fp>\n\n\u003Ch3>3.4. Orlov i forbindelse med akutpleje af spædbarn\u003C\u002Fh3>\n\n\u003Cp>Parterne er enige om, at plejeforældre, der akut tager et spædbarn i pleje\ni medfør af serviceloven,\u003C\u002Fp>\n\n\u003Cp>pr. 1. april 2019 har ret til orlov. Orloven gives som tjenestefrihed uden\nløn.\u003C\u002Fp>\n\n\u003Cp>Konkret indsættes følgende bestemmelse i kapitel 8 i Aftale om fravær af\nfamiliemæssige årsager:\u003C\u002Fp>\n\n\u003Cp>”Ansatte, som indgår en aftale om at modtage et spædbarn i pleje i\nmedfør af serviceloven,\u003C\u002Fp>\n\n\u003Cp>har ret til tjenestefrihed i op til 1 år.\u003C\u002Fp>\n\n\u003Cp>Bemærkning:\u003C\u002Fp>\n\n\u003Cp>Med spædbarn menes et barn under 1 år”.\u003C\u002Fp>\n\n\u003Cp>Den samlede omkostning for pkt. 3.1.‐3.4. udgør 0,01 pct. af\nlønsummen.\u003C\u002Fp>\n\n\u003Ch2>4. Ferie\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>Den nugældende ferieaftale af 22. maj 2017 fornys og gælder frem til den\n31. august 2020.\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om at indgå en ny Aftale om ferie for personale ansat i\nregioner, jf. bilag 7.\u003C\u002Fp>\n\n\u003Cp>Aftalen træder i kraft den 1. september 2020. Parterne er enige om, at\nferieaftalen, jf. bilag 7,\u003C\u002Fp>\n\n\u003Cp>hermed er tilpasset Lov om ferie af 30. januar 2018, som træder i kraft 1.\nseptember 2020.\u003C\u002Fp>\n\n\u003Cp>Herudover indgås en særskilt aftale, som viderefører samtlige relevante\nbestemmelser i den nugældende\u003C\u002Fp>\n\n\u003Cp>ferieaftale i relation til 6. ferieuge, § 27 tillæg, vederlag mv. samt den\ndel af den særlige\u003C\u002Fp>\n\n\u003Cp>feriegodtgørelse og feriegodtgørelse, som ligger ud over ferielovens\nniveau, jf. bilag 8. Disse\u003C\u002Fp>\n\n\u003Cp>elementer omfattes således ikke af den nye ferieaftale, jf. bilag 7.\u003C\u002Fp>\n\n\u003Cp>De to aftaler udgør tilsammen regelgrundlaget for ferierettigheder for\npersonale ansat i regioner\u003C\u002Fp>\n\n\u003Cp>fra den 1. september 2020.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>De nødvendige tilpasninger som følge af ny ferielov drejer sig bl.a.\nom:\u003C\u002Fp>\n\n\u003Cp> Indførelse af et grundlæggende princip om samtidighedsferie for\n1.‐5. ferieuge i stedet\u003C\u002Fp>\n\n\u003Cp>for forskudt ferie.\u003C\u002Fp>\n\n\u003Cp> Ferieåret, hvor ferie optjenes, går fra 1. september til 31. august.\nOptjent ferie kan holdes\u003C\u002Fp>\n\n\u003Cp>i ferieåret og de efterfølgende 4 måneder (fra 1. september til 31.\ndecember), dvs.\u003C\u002Fp>\n\n\u003Cp>ferieafholdelsesperioden bliver 16 måneder.\u003C\u002Fp>\n\n\u003Cp> Beskyttelse af 4 ugers betalt ferie i ferieåret.\u003C\u002Fp>\n\n\u003Cp> En absolut hovedregel om, at ferie ikke kan erstattes med finansiel\ngodtgørelse for så\u003C\u002Fp>\n\n\u003Cp>vidt angår 1.‐4. uge.\u003C\u002Fp>\n\n\u003Cp> Nye regler om overførsel og udbetaling ved feriehindring i forhold til\n1.‐4. ferieuge.\u003C\u002Fp>\n\n\u003Cp> Løn under ferie gives på baggrund af beskæftigelsesgraden på\noptjeningstidspunktet og\u003C\u002Fp>\n\n\u003Cp>den aktuelle løn på ferieafholdelsestidspunktet.\u003C\u002Fp>\n\n\u003Cp> Indførelse af 5 års forældelse.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Desuden følger af den nye ferielov en overgangsordning, som indebærer, at\nferiemidler optjent\u003C\u002Fp>\n\n\u003Cp>i perioden 1. september 2019‐31. august 2020, ikke kan afholdes eller\nudbetales efter Aftale om\u003C\u002Fp>\n\n\u003Cp>ferie for personale ansat i regioner. Sådanne feriemidler behandles efter\nreglerne i Lov om forvaltning\u003C\u002Fp>\n\n\u003Cp>og administration af tilgodehavende feriemidler af 31. januar 2018. De\nelementer, som\u003C\u002Fp>\n\n\u003Cp>omfattes af den nye Aftale om 6. ferieuge m.m., jf. bilag 8, er ikke\nomfattet af reglerne om samtidighed\u003C\u002Fp>\n\n\u003Cp>og er derfor heller ikke omfattet af overgangsordningen.\u003C\u002Fp>\n\n\u003Cp>Parterne er derudover enige om bl.a. at indføre følgende bestemmelser i\nden nye ferieaftale:\u003C\u002Fp>\n\n\u003Cp> Mulighed for at den ansatte og arbejdsgiveren kan aftale, at den ansatte\nholder betalt\u003C\u002Fp>\n\n\u003Cp>ferie, før ferien er optjent (aftalt forskudsferie).\u003C\u002Fp>\n\n\u003Cp> Udvidede bestemmelser om ferieafholdelse under ferielukning.\u003C\u002Fp>\n\n\u003Cp> Fortsat særbestemmelser for elevers ret til betalt ferie tilpasset\nsamtidighed.\u003C\u002Fp>\n\n\u003Cp> Forenkling af udbetalingsregler for 5. ferieuge.\u003C\u002Fp>\n\n\u003Cp> Udbetaling af særlig feriegodtgørelse forfalder i to rater. Første\nrate udbetales 31. maj.\u003C\u002Fp>\n\n\u003Cp>Anden rate udbetales 31. august.\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om, at der udestår en række redaktionelle ændringer i\nferieaftalen, som skal\u003C\u002Fp>\n\n\u003Cp>træde i kraft den 1. september 2020, jf. bilag 7, herunder tilretning af\nparagrafhenvisninger,\u003C\u002Fp>\n\n\u003Cp>overskrifter og bilag. Parterne er enige om, at bilag 7 med tilhørende\nbilag færdiggøres inden\u003C\u002Fp>\n\n\u003Cp>udgangen af juni måned 2018.\u003C\u002Fp>\n\n\u003Cp>Parterne er ligeledes enige om, at der inden udgangen af juni måned 2018,\nudarbejdes en særskilt\u003C\u002Fp>\n\n\u003Cp>aftale, jf. bilag 8, som viderefører samtlige relevante bestemmelser i\nferieaftalen af 22. maj\u003C\u002Fp>\n\n\u003Cp>2017 vedrørende 6. ferieuge m.m. Denne aftale skal træde i kraft den 1.\nseptember 2020.\u003C\u002Fp>\n\n\u003Cp>Parterne enige om, at der kan opstå uforudsete forhold enten før eller\nefter aftalernes ikrafttræden.\u003C\u002Fp>\n\n\u003Cp>Parterne er derfor enige om at drøfte eventuelle behov for ændringer i den\nforbindelse.\u003C\u002Fp>\n\n\u003Cp>Fælles vejledning\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om at udarbejde en fælles vejledning om ferie, der bl.a.\nskal give konkrete\u003C\u002Fp>\n\n\u003Cp>eksempler på ferieafholdelse og anvendelse af de nye bestemmelser.\nVejledningen skal foreligge\u003C\u002Fp>\n\n\u003Cp>senest 1. december 2018. Der afsættes 0,5 mio. kr. til udarbejdelse heraf,\nsom finansieres via\u003C\u002Fp>\n\n\u003Cp>AUA‐midlerne.\u003C\u002Fp>\n\n\u003Cp>Feriebestemmelser for ansatte efter overenskomsten for underordnede\nlæger\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om, at der i Aftale om personale ansat i regioner (bilag\n7) indsættes følgende i bilag 3:\u003C\u002Fp>\n\n\u003Cp>”ANSATTE EFTER OVERENSKOMSTEN FOR UNDERORDNEDE LÆGER\u003C\u002Fp>\n\n\u003Cp>Der er mellem Forhandlingsfællesskabet og Regionernes Lønnings‐ og\nTakstnævn enighed\u003C\u002Fp>\n\n\u003Cp>om, at Aftale om ferie for personale ansat i regioner, kapitel 8 om løn\nunder ferie og særlig\u003C\u002Fp>\n\n\u003Cp>feriegodtgørelse, ikke finder anvendelse på ansatte efter overenskomsten\nfor underordnede læger.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Under ansættelsen får ansatte efter overenskomsten for underordnede læger\nferiegodtgørelse\u003C\u002Fp>\n\n\u003Cp>med 12,5 pct. af lønnen i optjeningsåret beregnet af de samme løndele,\nsom indgår i\u003C\u002Fp>\n\n\u003Cp>beregningsgrundlaget for feriegodtgørelse, jf. § xx, stk. 3‐4.\u003C\u002Fp>\n\n\u003Cp>Disse vil fortsat være omfattet af feriebestemmelserne i ovennævnte\noverenskomst.\u003C\u002Fp>\n\n\u003Cp>Derudover henvises til Aftale om 6. ferieuge, særlig feriegodtgørelse\n(forhøjet ferietillæg)\u003C\u002Fp>\n\n\u003Cp>og forhøjet feriegodtgørelse mv., hvorefter der udbetales forhøjet\nferiegodtgørelse på 0,45\u003C\u002Fp>\n\n\u003Cp>pct. og kontant godtgørelse vedr. 6. ferieuge på 2,5 pct.”\u003C\u002Fp>\n\n\u003Cp>Parterne er desuden enige om, at der i Aftale om 6. ferieuge, særlig\nferiegodtgørelse (forhøjet\u003C\u002Fp>\n\n\u003Cp>ferietillæg) og forhøjet feriegodtgørelse mv. (bilag 8) indsættes\nfølgende:\u003C\u002Fp>\n\n\u003Cp>”ANSATTE EFTER OVERENSKOMSTEN FOR UNDERORDNEDE LÆGER\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>Der er mellem Forhandlingsfællesskabet og Regionernes Lønnings‐ og\nTakstnævn enighed\u003C\u002Fp>\n\n\u003Cp>om, at Aftale om 6. ferieuge, særlig feriegodtgørelse (forhøjet\nferietillæg) og forhøjet feriegodtgørelse\u003C\u002Fp>\n\n\u003Cp>mv., kapitel xx om løn under ferie og særlig feriegodtgørelse, ikke\nfinder anvendelse\u003C\u002Fp>\n\n\u003Cp>på ansatte efter overenskomsten for underordnede læger.\u003C\u002Fp>\n\n\u003Cp>Under ansættelsen får ansatte efter overenskomsten for underordnede læger\nforhøjet feriegodtgørelse\u003C\u002Fp>\n\n\u003Cp>med 0,45 pct. af lønnen i optjeningsåret og en kontant godtgørelse på\n2,5\u003C\u002Fp>\n\n\u003Cp>pct. for ferietimer ud over 15,42 pr. måned (6.ferieuge) beregnet af de\nsamme løndele, som\u003C\u002Fp>\n\n\u003Cp>indgår i beregningsgrundlaget for feriegodtgørelse, jf. § xx, stk.\n3‐4.\u003C\u002Fp>\n\n\u003Cp>Disse vil fortsat være omfattet af feriebestemmelserne i ovennævnte\noverenskomst.\u003C\u002Fp>\n\n\u003Cp>Derudover henvises til Aftale om ferie for personale ansat i regioner,\nhvorefter det udbetales\u003C\u002Fp>\n\n\u003Cp>feriegodtgørelse på 12,5 pct.”\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Tilpasning af særbestemmelser om ferie i de enkelte overenskomster\u003C\u002Fp>\n\n\u003Cp>Eventuelle særbestemmelser om ferie i de enkelte overenskomster, jf. bilag\n3 til ferieaftalen af\u003C\u002Fp>\n\n\u003Cp>22. maj 2017, tilpasses i overensstemmelse med ændringerne i bilag 7 og\n8.\u003C\u002Fp>\n\n\u003Cp>For så vidt angår eventuelle bestemmelser om forhøjet særlig\nferiegodtgørelse kan tilpasning\u003C\u002Fp>\n\n\u003Cp>ske ved, at der i overenskomstens feriebestemmelse indsættes følgende\nbemærkning:\u003C\u002Fp>\n\n\u003Cp>”1 pct. af den særlige feriegodtgørelse (ferietillæg) optjenes og\nudbetales efter Aftale om ferie\u003C\u002Fp>\n\n\u003Cp>for personale ansat i regioner (bilag 7), mens den resterende del af den\nsærlige feriegodtgørelse\u003C\u002Fp>\n\n\u003Cp>(forhøjet ferietillæg) optjenes og udbetales efter Aftale om 6. ferieuge,\nsærlig feriegodtgørelse\u003C\u002Fp>\n\n\u003Cp>(forhøjet ferietillæg) og forhøjet feriegodtgørelse mv. (bilag 8)”.\u003C\u002Fp>\n\n\u003Cp>I eventuelle bestemmelser om forhøjet feriegodtgørelse til ansatte, som\nhar valgt feriegodtgørelse\u003C\u002Fp>\n\n\u003Cp>i stedet for ferie med løn kan tilpasning ske ved, at der i overenskomstens\nferiebestemmelse\u003C\u002Fp>\n\n\u003Cp>indsættes følgende bemærkning:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>”12 pct. optjenes og udbetales efter Aftale om ferie for personale ansat i\nregioner (bilag 7),\u003C\u002Fp>\n\n\u003Cp>mens den resterende del af den forhøjede feriegodtgørelse optjenes og\nudbetales efter Aftale\u003C\u002Fp>\n\n\u003Cp>om 6. ferieuge, særlig feriegodtgørelse (forhøjet ferietillæg) og\nforhøjet feriegodtgørelse mv. (bilag 8)”.\u003C\u002Fp>\n\n\u003Cp>I eventuelle bestemmelser om forhøjet feriegodtgørelse til ansatte, som\nikke har ret til ferie\u003C\u002Fp>\n\n\u003Cp>med løn, kan tilpasning ske ved, at der i overenskomstens feriebestemmelse\nindsættes følgende\u003C\u002Fp>\n\n\u003Cp>bemærkning:\u003C\u002Fp>\n\n\u003Cp>”12,5 pct. optjenes og udbetales efter Aftale om ferie for personale ansat\ni regioner (bilag 7),\u003C\u002Fp>\n\n\u003Cp>mens den resterende del af den forhøjede feriegodtgørelse optjenes og\nudbetales efter Aftale\u003C\u002Fp>\n\n\u003Cp>om 6. ferieuge, særlig feriegodtgørelse (forhøjet ferietillæg) og\nforhøjet feriegodtgørelse mv. (bilag 8)”.\u003C\u002Fp>\n\n\u003Cp>Det bemærkes for god ordens skyld, at ændring i overenskomsternes\nsærbestemmelser om ferie\u003C\u002Fp>\n\n\u003Cp>aftales med den enkelte organisation.\u003C\u002Fp>\n\n\u003Ch2>5. Elever\u003C\u002Fh2>\n\n\u003Cp>5.1. Forhøjelse af EGU‐sats\u003C\u002Fp>\n\n\u003Cp>Med virkning fra 1. april 2019 forhøjes månedslønnen for\nEGU‐praktikanter, jf. Aftale om EGUelever\u003C\u002Fp>\n\n\u003Cp>med regional praktikaftale, § 2, stk. 1, fra 6.001,18 kr. pr. måned (31.\nmarts 2000‐niveau)\u003C\u002Fp>\n\n\u003Cp>til 6.300 kr. pr. måned (31. marts 2000‐niveau). Der kan efter lokal\naftale ske modregning\u003C\u002Fp>\n\n\u003Cp>i lokalt aftalte tillæg.\u003C\u002Fp>\n\n\u003Cp>Omkostningerne som følge heraf er opgjort til 0,00 pct. af lønsummen.\u003C\u002Fp>\n\n\u003Cp>Parterne er samtidigt enige om at tilpasse Aftale om lønforholdene for\nvisse elever (11.23.2),\u003C\u002Fp>\n\n\u003Cp>jf. bilag 9. Tilpasningen indebærer, at grænsen for\n”udligningstillægget” for erhvervsfaglige elever\u003C\u002Fp>\n\n\u003Cp>pr. 1. april 2019 følger den forhøjede EGU‐sats.\u003C\u002Fp>\n\n\u003Ch2>6. Spisepause\u003C\u002Fh2>\n\n\u003Cp>FOA og OAO‐organisationerne\u003C\u002Fp>\n\n\u003Cp>Parterne har drøftet spørgsmålet vedrørende pauser i hvilken forbindelse\ndet bemærkes:\u003C\u002Fp>\n\n\u003Cp>RLTN mener ikke, at spisepausen udgør et problem på det regionale\narbejdsmarked.\u003C\u002Fp>\n\n\u003Cp>Et samlet RLTN vil vejlede regionerne til at fortsætte den gode måde,\nspisepausen afvikles på i\u003C\u002Fp>\n\n\u003Cp>regionerne. Det, at medarbejderne har en spisepause og står til rådighed,\nunderstøtter en velfungerende\u003C\u002Fp>\n\n\u003Cp>drift. Dette er i sig selv en væsentlig begrundelse for den betalte\nspisepause.\u003C\u002Fp>\n\n\u003Cp>For fortolkning af spørgsmål vedrørende pause i overenskomster med denne\neller tilsvarende frokostpause:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>”Pause af mindre end ½ times varighed, hvorunder den ansatte står til\nrådighed og ikke\u003C\u002Fp>\n\n\u003Cp>kan forlade arbejdsstedet\u002Finstitutionen, medregnes i arbejdstiden. Andre\npauser medregnes\u003C\u002Fp>\n\n\u003Cp>ikke.”\u003C\u002Fp>\n\n\u003Cp>vil RLTN vejlede regionerne om, at en pause af mindre end ½ times varighed\nmedregnes i arbejdstiden.\u003C\u002Fp>\n\n\u003Cp>Det er den pause, der sædvanligvis kaldes frokostpausen. I den periode\nstår medarbejderen\u003C\u002Fp>\n\n\u003Cp>til rådighed for arbejdsgiveren. Det vil sige, at man ikke må forlade\narbejdspladsen.\u003C\u002Fp>\n\n\u003Cp>Men selv om man er til rådighed, skal man have tid til at spise. Når de\nansatte ikke trækkes i løn,\u003C\u002Fp>\n\n\u003Cp>betyder det, at det er arbejdsgiveren, der planlægger, hvornår spisepausen\nskal afvikles. Pauser\u003C\u002Fp>\n\n\u003Cp>skal placeres inden for arbejdstiden, så formålet med pausen\ntilgodeses.\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om, at det forhold, at spørgsmålet om spisepauser har\nværet drøftet ved overenskomstforhandlingerne,\u003C\u002Fp>\n\n\u003Cp>ikke kan påberåbes i forbindelse med en evt. sag.\u003C\u002Fp>\n\n\u003Cp>Indsættelse af bestemmelsen i overenskomsterne ændrer ikke ved parternes\nretsstilling.\u003C\u002Fp>\n\n\u003Cp>FTF‐organisationerne\u003C\u002Fp>\n\n\u003Cp>FTF tilkendegiver, at kravet frafaldes, og at man i den forbindelse\nforbeholder sig retten til at få\u003C\u002Fp>\n\n\u003Cp>spørgsmålet prøvet i en faglig voldgift.\u003C\u002Fp>\n\n\u003Cp>Akademikerne\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om at indføje følgende bestemmelse:\u003C\u002Fp>\n\n\u003Cp>”Der er ret til en betalt spisepause af mindre end ½ times varighed, som\nindregnes i arbejdstiden,\u003C\u002Fp>\n\n\u003Cp>hvor den ansatte står til rådighed og ikke kan forlade\narbejdspladsen\u002Finstitutionen.”\u003C\u002Fp>\n\n\u003Cp>I nedenstående overenskomster:\u003C\u002Fp>\n\n\u003Cp> Overenskomst for akademikere i regioner mv.\u003C\u002Fp>\n\n\u003Cp> Overenskomst for overlæger\u003C\u002Fp>\n\n\u003Cp> Overenskomst for underordnede læger\u003C\u002Fp>\n\n\u003Cp>I den forbindelse bemærkes følgende:\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om, at bestemmelsen om ret til betalt spisepause\nforudsætter, at de ansatte\u003C\u002Fp>\n\n\u003Cp>står til rådighed i pausen.\u003C\u002Fp>\n\n\u003Cp>Parterne er endvidere enige om, at der med bestemmelsen ikke er tilsigtet\nnogen ændring af\u003C\u002Fp>\n\n\u003Cp>hidtidig praksis i forhold til arbejdsplanlægning.\u003C\u002Fp>\n\n\u003Cp>Parterne er ligeledes enige om, at bestemmelsen ikke har betydning for\npraktiseringen af eksisterende\u003C\u002Fp>\n\n\u003Cp>arbejdstidsregler.\u003C\u002Fp>\n\n\u003Cp>Retten til betalt spisepause bortfalder ikke ved, at arbejdsgiveren\nforlænger pausens varighed\u003C\u002Fp>\n\n\u003Cp>og\u002Feller giver afkald på den ansattes rådighedspligt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kravet om eksplicitering af retten til betalt spisepause er hermed\nafhandlet, idet øvrige krav og\u003C\u002Fp>\n\n\u003Cp>ydelser afhandles endeligt i forbindelse med organisationsforhandlinger.\u003C\u002Fp>\n\n\u003Cp>Der korrigeres i reguleringsordningsordningen, jf. bilag 1.\u003C\u002Fp>\n\n\u003Ch2>7. Aftale om udviklingsmæssige aktiviteter\u003C\u002Fh2>\n\n\u003Cp>Parterne er enige om, at den økonomiske ramme, aftalens bilag E, fremgår\naf bilag 10. Aftalens\u003C\u002Fp>\n\n\u003Cp>bilag D udfyldes snarest muligt inden for den økonomiske ramme, hvorefter\nendelig aftale indgås.\u003C\u002Fp>\n\n\u003Ch2>8. Et godt arbejdsmiljø på de regionale arbejdspladser\u003C\u002Fh2>\n\n\u003Cp>RLTN og Forhandlingsfællesskabet er enige om at fortsætte det fælles\narbejde med fokus på\u003C\u002Fp>\n\n\u003Cp>arbejdsmiljøet i regionerne, hvor arbejdsmiljø og løsning af kerneopgaven\ntænkes sammen.\u003C\u002Fp>\n\n\u003Cp>Både borgeren, de regionale arbejdspladser og medarbejderne vil kunne\nhøste gevinster herved.\u003C\u002Fp>\n\n\u003Cp>For at kunne imødekomme fremtidens nye muligheder og behov, vil der fortsat\nske forandringer\u003C\u002Fp>\n\n\u003Cp>og tilpasninger i den regionale organisering. Og karakteren af de opgaver,\nder løses på de\u003C\u002Fp>\n\n\u003Cp>regionale arbejdspladser vil påvirke og præge rammerne for medarbejdernes\nmulighed for at\u003C\u002Fp>\n\n\u003Cp>løse deres kerneopgaver. Det er væsentligt at sikre, at effekten på\narbejdsmiljøet løbende indtænkes\u003C\u002Fp>\n\n\u003Cp>på arbejdspladsniveau.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-healthandsafetyext\">\u003Cp>Det er et fælles anliggende for medarbejdere, ledere,\narbejdsmiljørepræsentanter, TR samt\u003C\u002Fp>\n\n\u003Cp>MED‐ og arbejdsmiljøorganisationen at styrke det gode arbejdsmiljø.\nDialog er derfor et vigtigt\u003C\u002Fp>\n\n\u003Cp>element, hvis der er udfordringer med arbejdsmiljøet.\u003C\u002Fp>\n\n\u003Cp>Regionerne tilbyder allerede medarbejdere og de regionale arbejdspladser en\nprofessionel og\u003C\u002Fp>\n\n\u003Cp>mangefacetteret arbejdsmiljøindsats for at sikre, at alle medarbejdere har\net sikkert og sundt\u003C\u002Fp>\n\n\u003Cp>arbejdsmiljø. Som supplement hertil iværksætter parterne en række\ninitiativer, som kan bidrage\u003C\u002Fp>\n\n\u003Cp>til skabe og anvende ny viden og inspiration om det gode arbejdsmiljø jf.\nbilag 11.\u003C\u002Fp>\n\n\u003Cp>Der afsættes i alt 22,0 mio. kr. årligt til parternes fælles indsats, som\nfinansieres af AUA‐midler.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>9. Rekruttering af kvalificeret arbejdskraft på de regionale\narbejdspladser\u003C\u002Fh2>\n\n\u003Cp>For at fastholde og udvikle attraktive regionale arbejdspladser, der har\nmulighed for at rekruttere\u003C\u002Fp>\n\n\u003Cp>og fastholde medarbejdere, igangsættes projekt vedr. rekruttering af\nkvalificeret arbejdskraft\u003C\u002Fp>\n\n\u003Cp>på de regionale arbejdspladser.\u003C\u002Fp>\n\n\u003Cp>Der afsættes 5,0 mio. kr. til projektet, som finansieres via\nAUA‐midlerne.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>10. Projekt om seniorpolitik og seniorpolitiske tiltag\u003C\u002Fh2>\n\n\u003Cp>Parterne er enige om i perioden at gennemføre et projekt om seniorpolitik\nog seniorpolitiske tiltag.\u003C\u002Fp>\n\n\u003Cp>Parterne har som fælles målsætning at fastholde seniorer på\narbejdsmarkedet, herunder at\u003C\u002Fp>\n\n\u003Cp>medarbejderne har et langt og godt arbejdsliv.\u003C\u002Fp>\n\n\u003Cp>Projektet skal til brug herfor afdække behov for og analysere indsatser og\neffekter af seniorpolitiske\u003C\u002Fp>\n\n\u003Cp>tiltag. Det gælder såvel i forhold til seniorpolitiske tiltag, der\nanvendes på det regionale\u003C\u002Fp>\n\n\u003Cp>område i dag, som erfaringer fra andre områder.\u003C\u002Fp>\n\n\u003Cp>Resultaterne kan bl.a. medvirke til at vurdere, om indsatser og ressourcer\npå området anvendes\u003C\u002Fp>\n\n\u003Cp>hensigtsmæssigt, er tilstrækkelige, eller kan optimeres i forhold den\nfælles målsætning.\u003C\u002Fp>\n\n\u003Cp>Der afsættes 3,0 mio. kr. til projektet, som finansieres via\nAUA‐midlerne.\u003C\u002Fp>\n\n\u003Ch3>11. Rammeaftale om åremålsansættelse\u003C\u002Fh3>\n\n\u003Cp>Parterne er enige om, at fratrædelsesbeløb ved åremålets udløb ændres\nsåledes, at åremålsansatte\u003C\u002Fp>\n\n\u003Cp>optjener ret til fratrædelsesbeløb svarende til 1 måneds løn for hvert\nfulde års åremålsansættelse.\u003C\u002Fp>\n\n\u003Cp>Ændringen gælder for nyansættelser på åremål, hvor tiltrædelse sker\nden 1. april 2019 eller senere,\u003C\u002Fp>\n\n\u003Cp>jf. bilag 12.\u003C\u002Fp>\n\n\u003Cp>Parterne er endvidere enige om at ændre reglerne for\nfratrædelsesgodtgørelse, så der ikke kan\u003C\u002Fp>\n\n\u003Cp>udbetales fratrædelsesbeløb ved forlængelse, når den åremålsansatte\nbliver forlænget på åremålsvilkår\u003C\u002Fp>\n\n\u003Cp>i samme stilling.\u003C\u002Fp>\n\n\u003Cp>Ændringen gælder for forlængelser af åremålsansættelse i samme\nstilling, hvor aftalen om forlængelse\u003C\u002Fp>\n\n\u003Cp>er indgået den 1. april 2019 eller senere, jf. bilag 12.\u003C\u002Fp>\n\n\u003Cp>Provenuet ved ændringerne er opgjort til 2,76 mio. kr., der er til\nrådighed for de berørte organisationer\u003C\u002Fp>\n\n\u003Cp>pr. 1. april 2019, jf. bilag 13.\u003C\u002Fp>\n\n\u003Ch2>12. Lønfrigivelse\u003C\u002Fh2>\n\n\u003Cp>A.\u003C\u002Fp>\n\n\u003Cp>De generelle lønstigninger frigives, når RLTN og Forhandlingsfællesskabet\nhar meddelt godkendelse\u003C\u002Fp>\n\n\u003Cp>af forliget, jf. den indledende tekst, og dermed fraskrevet sig retten til\nat iværksætte\u003C\u002Fp>\n\n\u003Cp>kampskridt i forbindelse med overenskomstindgåelsen.\u003C\u002Fp>\n\n\u003Cp>B.\u003C\u002Fp>\n\n\u003Cp>Lønstigninger som følge af de specielle forhandlinger frigives, når den\nenkelte overenskomst\u002F\u003C\u002Fp>\n\n\u003Cp>aftale er den lønanvisende myndighed i hænde.\u003C\u002Fp>\n\n\u003Ch2>13. Omkostningsbilag\u003C\u002Fh2>\n\n\u003Cp>Omkostningsbilag vedlægges som bilag 15.\u003C\u002Fp>\n\n\u003Ch2>14. Forbeholdskrav\u003C\u002Fh2>\n\n\u003Cp>I tilfælde af ændringer i lovgivningen m.v. vedrørende statstjenestemænd\ntages der forbehold\u003C\u002Fp>\n\n\u003Cp>for tilsvarende ændringer på det regionale område med henblik på at\nopretholde retsenheden\u003C\u002Fp>\n\n\u003Cp>med statens tjenestemænd.\u003C\u002Fp>\n\n\u003Cp>I tilfælde af ændringer i lovgivningen m.v. vedrørende\nstatstjenestemændenes pension tages\u003C\u002Fp>\n\n\u003Cp>der forbehold for tilsvarende ændringer af pensionsregulativ og ‐aftaler\nmed henblik på at bevare\u003C\u002Fp>\n\n\u003Cp>retsenheden med statens tjenestemænd.\u003C\u002Fp>\n\n\u003Cp>Der tages forbehold for, at der kan være yderligere behov for justering af\naftaler i forhold til\u003C\u002Fp>\n\n\u003Cp>opdatering af henvisninger til love, myndigheder eller andre kilder og\u002Feller\nimplementering af\u003C\u002Fp>\n\n\u003Cp>øvrige regler\u002Flovgivning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>‐‐‐‐‐‐‐‐‐‐‐o0o‐‐‐‐‐‐‐‐‐‐‐\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om, at samtlige krav ved det generelle forhandlingsbord\nhermed er afhandlet.\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om, at samtlige udvekslede arbejdspapirer i forbindelse\nmed forhandlingerne\u003C\u002Fp>\n\n\u003Cp>om nærværende forlig med tilhørende bilag er bortfaldet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>København, den xx\u003C\u002Fp>\n\n\u003Cp>For REGIONERNES LØNNINGS‐ OG TAKSTNÆVN:\u003C\u002Fp>\n\n\u003Cp>For FORHANDLINGSFÆLLESSKABET:\u003C\u002Fp>\n\n\u003Cp>***************************************\u003C\u002Fp>\n\n\u003Ch2>Bilag 1. Reguleringsordningen\u003C\u002Fh2>\n\n\u003Cp>Noter til Reguleringsordningen for aftaleperioden 1. april 2018‐31. marts\n2021.\u003C\u002Fp>\n\n\u003Cp>Statistikgrundlaget for Reguleringsordningen\u003C\u002Fp>\n\n\u003Cp>Danmarks Statistiks lønindeks for virksomheder og organisationer\nhenholdsvis den regionale\u003C\u002Fp>\n\n\u003Cp>sektor. Fortjenesten i alt er inklusive lønmodtagers og arbejdsgivers andel\naf eventuelle pensionsbidrag,\u003C\u002Fp>\n\n\u003Cp>gene‐ og overtidstillæg og eksklusiv feriepenge og andre uregelmæssige\nbetalinger\u003C\u002Fp>\n\n\u003Cp>såsom efterreguleringer i forbindelse med overenskomstfornyelse.\u003C\u002Fp>\n\n\u003Cp>Korrektioner ved fejl i Danmarks Statistiks indeks\u003C\u002Fp>\n\n\u003Cp>Eventuelle efterfølgende korrektioner af udmøntningen fra\nReguleringsordningen som følge\u003C\u002Fp>\n\n\u003Cp>af rettelser i de anvendte indeks foretaget af Danmarks Statistik, skal\nindarbejdes i nærmest\u003C\u002Fp>\n\n\u003Cp>følgende regulering(er), efter følgende principper.\u003C\u002Fp>\n\n\u003Cp>1. I den tidligere beregning, hvor statistikgrundlaget er korrigeret,\nforetages en ny korrekt\u003C\u002Fp>\n\n\u003Cp>beregning af udmøntningen baseret på de reviderede tal fra Danmarks\nStatistik.\u003C\u002Fp>\n\n\u003Cp>Det vil sige, at \"r\" genberegnes.\u003C\u002Fp>\n\n\u003Cp>2. I de efterfølgende perioder indgår den korrekte udmøntning som\nkorrektion af de\u003C\u002Fp>\n\n\u003Cp>anvendte regionale lønudviklinger i perioderne. Det vil sige, at det under\npkt. 1 beregnede\u003C\u002Fp>\n\n\u003Cp>\"r\" anvendes i beregningerne af \"l\", \"m\", \"n\" og \"o\".\u003C\u002Fp>\n\n\u003Cp>3. Differencen mellem udmøntningen fra den korrekte beregning i pkt. 1 og\nden faktiske\u003C\u002Fp>\n\n\u003Cp>udmøntning medtages i den første efterfølgende periode som korrektion for\ntidligere\u003C\u002Fp>\n\n\u003Cp>perioder. Det vil sige \"r\" korrigeres i den første efterfølgende periode\nmed\u003C\u002Fp>\n\n\u003Cp>differencen.\u003C\u002Fp>\n\n\u003Cp>4. I de efterfølgende perioder indgår den beregnede udmøntning (r) før\nkorrektionen i\u003C\u002Fp>\n\n\u003Cp>beregningerne af \"l\", \"m\", \"n\" og \"o\". Det vil sige, \"r\" før korrektionen,\nnævnt under\u003C\u002Fp>\n\n\u003Cp>pkt. 3, anvendes i beregningen som \"r\" pr. 1\u002F10.\u003C\u002Fp>\n\n\u003Cp>Modellen foretager alene en fremadrettet korrektion, og der er ingen\nkorrektion af lønnen\u003C\u002Fp>\n\n\u003Cp>med tilbagevirkende kraft.\u003C\u002Fp>\n\n\u003Cp>Bemærkninger\u003C\u002Fp>\n\n\u003Cp>Hvis procenten til anvendelse \"r\" er negativ, nedsættes de generelle\nlønstigninger tilsvarende.\u003C\u002Fp>\n\n\u003Cp>Forhøjes ATP‐bidraget udover de af parterne aftalte forhøjelser,\nforetages et fradrag i nærmeste\u003C\u002Fp>\n\n\u003Cp>følgende udmøntning fra Reguleringsordningen \"r\". Fradraget er lig med den\nprocentvise\u003C\u002Fp>\n\n\u003Cp>andel, som summen af ATP‐forbedringen udgør af lønsummen. Er provenuet\naf Reguleringsordningen\u003C\u002Fp>\n\n\u003Cp>ikke tilstrækkeligt, fradrages den resterende del i nærmeste aftalte\ngenerelle lønforbedring.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Reguleringsordningen pr. 1. oktober 2018\u003C\u002Fp>\n\n\u003Cp>Danmarks Statistiks opgørelse af udviklingen i fortjeneste i alt pr. time\nfor virksomheder og\u003C\u002Fp>\n\n\u003Cp>organisationer fra\u003C\u002Fp>\n\n\u003Cp>maj 2016 til maj 2017: a pct.\u003C\u002Fp>\n\n\u003Cp>august 2016 til august 2017: b pct.\u003C\u002Fp>\n\n\u003Cp>november 2016 til november 2017: c pct.\u003C\u002Fp>\n\n\u003Cp>februar 2017 til februar 2018: d pct.\u003C\u002Fp>\n\n\u003Cp>Danmarks Statistiks opgørelse af udviklingen i fortjeneste i alt pr. time\nfor den regionale\u003C\u002Fp>\n\n\u003Cp>sektor fra\u003C\u002Fp>\n\n\u003Cp>maj 2016 til maj 2017: e pct.\u003C\u002Fp>\n\n\u003Cp>august 2016 til august 2017: f pct.\u003C\u002Fp>\n\n\u003Cp>november 2016 til november 2017: g pct.\u003C\u002Fp>\n\n\u003Cp>februar 2017 til februar 2018: h pct.\u003C\u002Fp>\n\n\u003Cp>Stigning, virksomheder og organisationer: (a + b + c + d) \u002F 4 i pct.\u003C\u002Fp>\n\n\u003Cp>Korrigeret stigning, regional sektor:\u003C\u002Fp>\n\n\u003Cp>fra maj 2016 til maj 2017: e ‐ (r pr. 1\u002F10 2016) pct. l pct.\u003C\u002Fp>\n\n\u003Cp>august 2016 til august 2017: f ‐ (r pr. 1\u002F10 2016) pct. m pct.\u003C\u002Fp>\n\n\u003Cp>november 2016 til november 2017: g ‐ (r pr. 1\u002F10 2017) pct. n pct.\u003C\u002Fp>\n\n\u003Cp>februar 2017 til februar 2018: h ‐ (r pr. 1\u002F10 2017) pct. o pct.\u003C\u002Fp>\n\n\u003Cp>Samlet korrigeret stigning, regional sektor: (l + m + n + o) \u002F 4 j pct.\u003C\u002Fp>\n\n\u003Cp>Forskel i lønudvikling: i – j p pct.\u003C\u002Fp>\n\n\u003Cp>Deflatering under hensyn til forbedringer for regionalt ansatte fra februar\n2017 til og med\u003C\u002Fp>\n\n\u003Cp>oktober 2018: p * 100\u002F(100 + (Indeks(reg.)2018k1\u002FIndeks(reg.)2017k1 ‐ 1) *\n100 * 1,5 + s): q pct.\u003C\u002Fp>\n\n\u003Cp>hvor s er de aftalte forbedringer1 pr. 1. oktober 2018.\u003C\u002Fp>\n\n\u003Cp>Til anvendelse pr. 1. oktober 2018: q* 0,8 r pct.\u003C\u002Fp>\n\n\u003Cp>Der afrundes til 2 decimaler i alle trin i beregningen af udmøntningen fra\nReguleringsordningen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Reguleringsordningen pr. 1. oktober 2019\u003C\u002Fp>\n\n\u003Cp>Danmarks Statistiks opgørelse af udviklingen i fortjeneste i alt pr. time\nfor virksomheder og\u003C\u002Fp>\n\n\u003Cp>organisationer fra\u003C\u002Fp>\n\n\u003Cp>maj 2017 til maj 2018: a pct.\u003C\u002Fp>\n\n\u003Cp>august 2017 til august 2018: b pct.\u003C\u002Fp>\n\n\u003Cp>november 2017 til november 2018: c pct.\u003C\u002Fp>\n\n\u003Cp>februar 2018 til februar 2019: d pct.\u003C\u002Fp>\n\n\u003Cp>Danmarks Statistiks opgørelse af udviklingen i fortjeneste i alt pr. time\nfor den regionale\u003C\u002Fp>\n\n\u003Cp>sektor fra\u003C\u002Fp>\n\n\u003Cp>maj 2017 til maj 2018: e pct.\u003C\u002Fp>\n\n\u003Cp>august 2017 til august 2018: f pct.\u003C\u002Fp>\n\n\u003Cp>november 2017 til november 2018: g pct.\u003C\u002Fp>\n\n\u003Cp>februar 2018 til februar 2019: h pct.\u003C\u002Fp>\n\n\u003Cp>Stigning, virksomheder og organisationer: (a + b + c + d) \u002F 4 i pct.\u003C\u002Fp>\n\n\u003Cp>Korrigeret stigning, regional sektor:\u003C\u002Fp>\n\n\u003Cp>fra maj 2017 til maj 2018: e ‐ (r pr. 1\u002F10 2017) + Ω2 pct. l pct.\u003C\u002Fp>\n\n\u003Cp>august 2017 til august 2018: f ‐ (r pr. 1\u002F10 2017) pct. m pct.\u003C\u002Fp>\n\n\u003Cp>november 2017 til november 2018: g ‐ (r pr. 1\u002F10 2018) pct. n pct.\u003C\u002Fp>\n\n\u003Cp>februar 2018 til februar 2019: h ‐ (r pr. 1\u002F10 2018) pct. o pct.\u003C\u002Fp>\n\n\u003Cp>Samlet korrigeret stigning, regional sektor: (l + m + n + o) \u002F 4 j pct.\u003C\u002Fp>\n\n\u003Cp>Forskel i lønudvikling: i – j p pct.\u003C\u002Fp>\n\n\u003Cp>Deflatering under hensyn til forbedringer for regionalt ansatte fra februar\n2018 til og med\u003C\u002Fp>\n\n\u003Cp>oktober 2019: p * 100\u002F(100 + (Indeks(reg.)2019k1\u002FIndeks(reg.)2018k1 ‐ 1) *\n100 * 1,5 + s): q pct.\u003C\u002Fp>\n\n\u003Cp>hvor s er de aftalte forbedringer3 pr. 1. oktober 2019.\u003C\u002Fp>\n\n\u003Cp>Til anvendelse pr. 1. oktober 2019: q* 0,8 r pct.\u003C\u002Fp>\n\n\u003Cp>Der afrundes til 2 decimaler i alle trin i beregningen af udmøntningen fra\nReguleringsordningen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Reguleringsordningen pr. 1. oktober 2020\u003C\u002Fp>\n\n\u003Cp>Danmarks Statistiks opgørelse af udviklingen i fortjeneste i alt pr. time\nfor virksomheder og organisationer\u003C\u002Fp>\n\n\u003Cp>fra\u003C\u002Fp>\n\n\u003Cp>maj 2018 til maj 2019: a pct.\u003C\u002Fp>\n\n\u003Cp>august 2018 til august 2019: b pct.\u003C\u002Fp>\n\n\u003Cp>november 2018 til november 2019: c pct.\u003C\u002Fp>\n\n\u003Cp>februar 2019 til februar 2020: d pct.\u003C\u002Fp>\n\n\u003Cp>Danmarks Statistiks opgørelse af udviklingen i fortjeneste i alt pr. time\nfor den regionale sektor\u003C\u002Fp>\n\n\u003Cp>fra\u003C\u002Fp>\n\n\u003Cp>maj 2018 til maj 2019: e pct.\u003C\u002Fp>\n\n\u003Cp>august 2018 til august 2019: f pct.\u003C\u002Fp>\n\n\u003Cp>november 2018 til november 2019: g pct.\u003C\u002Fp>\n\n\u003Cp>februar 2019 til februar 2020: h pct.\u003C\u002Fp>\n\n\u003Cp>Stigning, virksomheder og organisationer: (a + b + c + d) \u002F 4 i pct.\u003C\u002Fp>\n\n\u003Cp>Korrigeret stigning, regional sektor:\u003C\u002Fp>\n\n\u003Cp>fra maj 2018 til maj 2019: e ‐ (r pr. 1\u002F10 2018) ‐ Ω4 pct. + μ5 l\npct.\u003C\u002Fp>\n\n\u003Cp>august 2018 til august 2019: f ‐ (r pr. 1\u002F10 2018) pct. m pct.\u003C\u002Fp>\n\n\u003Cp>november 2018 til november 2019: g ‐ (r pr. 1\u002F10 2019) pct. n pct.\u003C\u002Fp>\n\n\u003Cp>februar 2019 til februar 2020: h ‐ (r pr. 1\u002F10 2019) pct. o pct.\u003C\u002Fp>\n\n\u003Cp>Samlet korrigeret stigning, regional sektor: (l + m + n + o) \u002F 4 j pct.\u003C\u002Fp>\n\n\u003Cp>Forskel i lønudvikling: i – j p pct.\u003C\u002Fp>\n\n\u003Cp>Deflatering under hensyn til forbedringer for regionalt ansatte fra februar\n2019 til og med oktober\u003C\u002Fp>\n\n\u003Cp>2020: p * 100\u002F(100 + (Indeks(reg.)2020k1\u002FIndeks(reg.)2019k1 ‐ 1) * 100 *\n1,5 + s): q pct.\u003C\u002Fp>\n\n\u003Cp>hvor s er de aftalte forbedringer6 pr. 1. oktober 2020.\u003C\u002Fp>\n\n\u003Cp>Til anvendelse pr. 1. oktober 2020: q* 0,8 r pct.\u003C\u002Fp>\n\n\u003Cp>Der afrundes til 2 decimaler i alle trin i beregningen af udmøntningen fra\nReguleringsordningen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilag 2. Aftale om nyt grundbeløb\u003C\u002Fh2>\n\n\u003Cp>REGIONERNES LØNNINGS OG TAKSTNÆVN- \u003C\u002Fp>\n\n\u003Cp>FORHANDLINGSFÆLLESSKABET\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>AFTALE OM NYT GRUNDBELØBSNIVEAU\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>INDHOLDSFORTEGNELSE\u003C\u002Fp>\n\n\u003Cp>§ 1. OMRÅDE\n...................................................................................................................\n3\u003C\u002Fp>\n\n\u003Cp>§ 2. OMLÆGNING\n...........................................................................................................\n3\u003C\u002Fp>\n\n\u003Cp>§ 3. TJENESTEMÆND MED LOKALT AFTALTE KRONETILLÆG, SOM ER AFTALT\u003C\u002Fp>\n\n\u003Cp>PENSIONSGIVENDE EFTER ”INDREGNINGSMODELLEN”\n..................................... 4\u003C\u002Fp>\n\n\u003Cp>§ 4. REDAKTIONEL TILRETNING AF CENTRALE OG LOKALE AFTALER ...............\n5\u003C\u002Fp>\n\n\u003Cp>§ 5. IKRAFTTRÆDEN OG OPSIGELSE\n...........................................................................\n5\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 1. OMRÅDE\u003C\u002Fh3>\n\n\u003Cp>Stk. 1.\u003C\u002Fp>\n\n\u003Cp>Aftalen gælder for ikke-tjenestemænd og tjenestemænd, der er omfattet af\nbestemmelserne\u003C\u002Fp>\n\n\u003Cp>i tjenestemandsregulativet for ansatte i regionerne af 2008, ansat inden for\nRegionernes\u003C\u002Fp>\n\n\u003Cp>Lønnings- og Takstnævns forhandlingsområde.\u003C\u002Fp>\n\n\u003Cp>Stk. 2.\u003C\u002Fp>\n\n\u003Cp>Aftalen gælder endvidere for personale ved selvejende institutioner, med\nhvilke regioner\u003C\u002Fp>\n\n\u003Cp>indgår driftsaftaler med henblik på opfyldelsen af dem i lovgivningen\npålagte forpligtigelser.\u003C\u002Fp>\n\n\u003Cp>Hvis der på institutionen er aftalt andet aftalegrundlag fortsætter dette\ndog i stedet for,\u003C\u002Fp>\n\n\u003Cp>medmindre der indgås anden aftale mellem Regionernes Lønnings- og\nTakstnævn og\u003C\u002Fp>\n\n\u003Cp>den forhandlingsberettigede organisation.\u003C\u002Fp>\n\n\u003Ch3>§ 2. OMLÆGNING\u003C\u002Fh3>\n\n\u003Cp>Stk.1.\u003C\u002Fp>\n\n\u003Cp>Denne aftale omfatter alle former for lønninger (løntrin, områdetillæg,\ntillæg og samlet\u003C\u002Fp>\n\n\u003Cp>løn), der er aftalt som grundbeløb i niveau 31. marts 2000 og niveau 1.\njanuar 2006 med\u003C\u002Fp>\n\n\u003Cp>undtagelse af den pensionsgivende løn for tjenestemænd, hvor eksisterende\ngrundbeløbsniveau\u003C\u002Fp>\n\n\u003Cp>og reguleringsprocenter videreføres.\u003C\u002Fp>\n\n\u003Cp>BEMÆRKNINGER:\u003C\u002Fp>\n\n\u003Cp>”Samlet løn” vedrører Sundhedskartellets område, hvor der i\nforbindelse\u003C\u002Fp>\n\n\u003Cp>med atypiske stillinger er mulighed for at aftale en samlet\npensionsgivende\u003C\u002Fp>\n\n\u003Cp>årsløn opgjort i årligt grundbeløb, jf. overenskomst for ikke-ledende\npersonale\u003C\u002Fp>\n\n\u003Cp>på Sundhedskartellets område.\u003C\u002Fp>\n\n\u003Cp>Stk. 2.\u003C\u002Fp>\n\n\u003Cp>De i stk. 1 nævnte lønformer omregnes til et nyt grundbeløb i niveau 31.\nmarts 2018,\u003C\u002Fp>\n\n\u003Cp>idet hidtidige grundbeløb sammenlægges med udmøntningen af\nprocentreguleringen,\u003C\u002Fp>\n\n\u003Cp>der er gældende pr. 31. marts 2018.\u003C\u002Fp>\n\n\u003Cp>Lønformer, der er aftalt i andet niveau end henholdsvis niveau 31. marts\n2000 og niveau\u003C\u002Fp>\n\n\u003Cp>1. januar 2006, omregnes ligeledes til niveau 31. marts 2018.\u003C\u002Fp>\n\n\u003Cp>Stk. 3.\u003C\u002Fp>\n\n\u003Cp>Ved omregning til nyt årligt grundbeløb afrundes lønninger på løntrin,\ninkl. udmøntning\u003C\u002Fp>\n\n\u003Cp>af procentreguleringen pr. 31. marts 2018, til nærmeste hele krone.\u003C\u002Fp>\n\n\u003Cp>Stk. 4.\u003C\u002Fp>\n\n\u003Cp>Ved omregning til nyt årligt grundbeløb afrundes områdetillæg, inkl.\nudmøntning af\u003C\u002Fp>\n\n\u003Cp>procentreguleringen pr. 31. marts 2018, til nærmeste hele krone.\u003C\u002Fp>\n\n\u003Cp>Stk. 5.\u003C\u002Fp>\n\n\u003Cp>Ved omregning til nyt årligt grundbeløb afrundes tillæg, der er fastsat\nsom årlige grundbeløb,\u003C\u002Fp>\n\n\u003Cp>inkl. udmøntning af procentreguleringen pr. 31. marts 2018, til nærmeste\nhele\u003C\u002Fp>\n\n\u003Cp>krone.\u003C\u002Fp>\n\n\u003Cp>Stk. 6.\u003C\u002Fp>\n\n\u003Cp>Ved omregning til nyt årligt grundbeløb afrundes tillæg, der er fastsat\npr. ydelse eller pr.\u003C\u002Fp>\n\n\u003Cp>tidsenhed, inkl. udmøntningen af procentreguleringen pr. 31. marts 2018,\ntil nærmeste\u003C\u002Fp>\n\n\u003Cp>hele øre.\u003C\u002Fp>\n\n\u003Cp>Stk. 7.\u003C\u002Fp>\n\n\u003Cp>Ved omregning til nyt årligt grundbeløb afrundes lønninger ydet som én\nsamlet løn jf.\u003C\u002Fp>\n\n\u003Cp>bemærkning til § 2, stk.1, der er fastsat som årlige grundbeløb, inkl.\nudmøntning af procentreguleringen\u003C\u002Fp>\n\n\u003Cp>pr. 31. marts 2018, til nærmeste hele krone.\u003C\u002Fp>\n\n\u003Ch3>§ 3. TJENESTEMÆND MED LOKALT AFTALTE KRONETILLÆG, SOM ER AFTALT\u003C\u002Fh3>\n\n\u003Ch3>PENSIONSGIVENDE EFTER ”INDREGNINGSMODELLEN”\u003C\u002Fh3>\n\n\u003Cp>Stk. 1.\u003C\u002Fp>\n\n\u003Cp>Den lokale arbejdsgiver identificerer de tjenestemænd, der har lokalt\naftalte kronetillæg,\u003C\u002Fp>\n\n\u003Cp>som er aftalt pensionsgivende efter ”indregningsmodellen” og for hvem\nafrundingen af\u003C\u002Fp>\n\n\u003Cp>tillæg vil få betydning for hvilket trin, tjenestemanden pensioneres\nefter.\u003C\u002Fp>\n\n\u003Cp>Stk. 2.\u003C\u002Fp>\n\n\u003Cp>For disse tjenestemænd gennemfører den lokale arbejdsgiver forud for\nomlægningen en\u003C\u002Fp>\n\n\u003Cp>konkret pensionsberegning for den enkelte med henblik på at klarlægge\nhvilket trin, tjenestemanden\u003C\u002Fp>\n\n\u003Cp>pr. 31. marts 2018 har opnået pension efter. Dette pensionstrin noteres\ni\u003C\u002Fp>\n\n\u003Cp>pågældendes personalesag som et personligt pensionstilsagn, som\ntjenestemanden er sikret\u003C\u002Fp>\n\n\u003Cp>pension efter.\u003C\u002Fp>\n\n\u003Cp>Stk. 3.\u003C\u002Fp>\n\n\u003Cp>Den lokale arbejdsgiver er kun forpligtet til at gennemføre en konkret\npensionsberegning\u003C\u002Fp>\n\n\u003Cp>og gøre notat på personalesagen for de tjenestemænd, for hvem afrundingen\naf tillæg vil\u003C\u002Fp>\n\n\u003Cp>få betydning for hvilket trin tjenestemanden pensioneres efter.\u003C\u002Fp>\n\n\u003Cp>BEMÆRKNINGER til STK. 1-3:\u003C\u002Fp>\n\n\u003Cp>§ 3, stk. 1-3 sikrer, at den enkelte tjenestemand hverken vinder eller\ntaber et\u003C\u002Fp>\n\n\u003Cp>trin i grundlaget for beregning af pensionen som følge af afrundingen af\ntillæg\u003C\u002Fp>\n\n\u003Cp>i forbindelse med omregning til nyt grundbeløbsniveau.\u003C\u002Fp>\n\n\u003Cp>Stk. 4.\u003C\u002Fp>\n\n\u003Cp>Den lokale arbejdsgiver skal have gennemført den konkrete pensionsberegning\nfor de\u003C\u002Fp>\n\n\u003Cp>identificerede tjenestemænd og gjort notat på personalesagen senest den\n31. marts 2018.\u003C\u002Fp>\n\n\u003Cp>BEMÆRKNINGER:\u003C\u002Fp>\n\n\u003Cp>Inden den 31. marts 2018 orienterer den lokale arbejdsgiver de\ntjenestemænd,\u003C\u002Fp>\n\n\u003Cp>for hvem der er gjort notat på personalesagen.\u003C\u002Fp>\n\n\u003Ch3>§ 4. REDAKTIONEL TILRETNING AF CENTRALE OG LOKALE AFTALER\u003C\u002Fh3>\n\n\u003Cp>Stk. 1.\u003C\u002Fp>\n\n\u003Cp>Redaktionel tilretning af centrale aftaler (overenskomster, aftaler mv.),\nsom følge af omlægningen\u003C\u002Fp>\n\n\u003Cp>til nyt grundbeløbsniveau svarende til niveau 31. marts 2018, sker i\nOK-18\u003C\u002Fp>\n\n\u003Cp>perioden i forbindelse med øvrig redigering af overenskomster og\naftaler.\u003C\u002Fp>\n\n\u003Cp>Stk. 2.\u003C\u002Fp>\n\n\u003Cp>Redaktionel tilretning af lokale aftaler mv. (lokale lønaftaler,\nansættelsesbreve mv.), som\u003C\u002Fp>\n\n\u003Cp>følge af omlægningen til nyt grundbeløbsniveau svarende til niveau 31.\nmarts 2018, sker\u003C\u002Fp>\n\n\u003Cp>når de lokale parter fremadrettet fra 1. april 2018 eller senere ændrer\npå\u002Fgenforhandler\u003C\u002Fp>\n\n\u003Cp>lokale aftaler.\u003C\u002Fp>\n\n\u003Ch3>§ 5. IKRAFTTRÆDEN OG OPSIGELSE\u003C\u002Fh3>\n\n\u003Cp>Stk. 1.\u003C\u002Fp>\n\n\u003Cp>Aftalen træder i kraft pr. 1. august 2017.\u003C\u002Fp>\n\n\u003Cp>Stk. 2.\u003C\u002Fp>\n\n\u003Cp>Omlægning til nyt grundbeløbsniveau svarende til niveau 31. marts 2018,\njfr. § 2, har\u003C\u002Fp>\n\n\u003Cp>virkning fra førstkommende tidspunkt, hvor der udmøntes generelle\nlønstigninger efter\u003C\u002Fp>\n\n\u003Cp>31. marts 2018.\u003C\u002Fp>\n\n\u003Cp>Stk. 3.\u003C\u002Fp>\n\n\u003Cp>Aftalen erstatter følgende fra det tidspunkt, hvor der omlægges til nyt\ngrundbeløb efter §\u003C\u002Fp>\n\n\u003Cp>5, stk. 2:\u003C\u002Fp>\n\n\u003Cp> Aftale om nyt grundbeløb af 24. februar 1999 indgået mellem KTO,\nKommunernes\u003C\u002Fp>\n\n\u003Cp>Landsforening, Amtsrådsforeningen, Københavns Kommune og Frederiksberg\u003C\u002Fp>\n\n\u003Cp>Kommune samt\u003C\u002Fp>\n\n\u003Cp> Afsnit 2.2 om omlægning til nyt grundbeløb ved overgangen til ny\nlønskala i forhandlingsprotokollen\u003C\u002Fp>\n\n\u003Cp>vedrørende fornyelse af overenskomster\u002Faftaler pr. den 1.\u003C\u002Fp>\n\n\u003Cp>april 2005 inden for Sundhedskartellets og de tilsluttede organisationers\nforhandlingsområde.\u003C\u002Fp>\n\n\u003Cp>Stk. 4.\u003C\u002Fp>\n\n\u003Cp>Aftalen kan opsiges skriftligt med 3 måneders varsel til den 31. marts, dog\ntidligst til\u003C\u002Fp>\n\n\u003Cp>udgangen af den overenskomstperiode som aftales ved OK-18.\u003C\u002Fp>\n\n\u003Cp>København, den 16. maj 2017\u003C\u002Fp>\n\n\u003Cp>For REGIONERNES LØNNINGS- OG TAKSTNÆVN:\u003C\u002Fp>\n\n\u003Cp>Signe Friberg Nielsen\u003C\u002Fp>\n\n\u003Cp>\u002F Ole Lund Jensen\u003C\u002Fp>\n\n\u003Cp>For FORHANDLINGSFÆLLESSKABET:\u003C\u002Fp>\n\n\u003Cp>Anders B. Christensen\u003C\u002Fp>\n\n\u003Cp>\u002F Helle Basse\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilag 3. Pulje til særlige formål\u003C\u002Fh2>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Organisation\u003C\u002Ftd>\n      \u003Ctd>Formål\u003C\u002Ftd>\n      \u003Ctd>Mio. kr.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\">Sundhedskartellet\u003C\u002Ftd>\n      \u003Ctd>Pension af særydelser\u003C\u002Ftd>\n      \u003Ctd>24,00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Sygeplejersker på medicinske afd. \u002F akut afd. \n\n        \u003Cp>Jordemødre med akut arbejde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>86,20\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"3\">\u003Cp>FOA – Fag og Arbejde \u002F Fagligt Fælles Forbund\n        ‐3F\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Pension af særydelser (sosu mv.)\u003C\u002Ftd>\n      \u003Ctd>11,00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>Sosu‐assistenter på medicinske afd. samt evt. andre områder\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3,00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Sosu‐elever \u002F redder‐elever\u003C\u002Ftd>\n      \u003Ctd>3,70\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\">HK Kommunal\u003C\u002Ftd>\n      \u003Ctd>Pension af særydelser (lægesekretærer)\u003C\u002Ftd>\n      \u003Ctd>4,30\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Kompetencefond\u003C\u002Ftd>\n      \u003Ctd>4,30\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Socialpædagogerne m.fl.\u003C\u002Ftd>\n      \u003Ctd>Pension af særydelser\u003C\u002Ftd>\n      \u003Ctd>2,30\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>Yngre Læger \u002F Foreningen af Speciallæger\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Andre formål\u003C\u002Ftd>\n      \u003Ctd>19,00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Total\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>181,50\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Ch2>Bilag 4. Prioriterede grupper\u003C\u002Fh2>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Overenskomst\u003C\u002Ftd>\n      \u003Ctd>HK\u003C\u002Ftd>\n      \u003Ctd>FOA\u003C\u002Ftd>\n      \u003Ctd>3F\u003C\u002Ftd>\n      \u003Ctd>TL\u003C\u002Ftd>\n      \u003Ctd>SL\u003C\u002Ftd>\n      \u003Ctd>SHK\u003C\u002Ftd>\n      \u003Ctd>DS\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd colspan=\"7\">Beløb i mio. kr.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Administration og it mv.\u003C\u002Ftd>\n      \u003Ctd>1,44\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Audiologiassistenter og ‐elever\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>0,08\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Erhvervsudd.serv.ass.‐og elever\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>0,32\u003C\u002Ftd>\n      \u003Ctd>0,32\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Husassistenter\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>0,53\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Lægesekretærer\u003C\u002Ftd>\n      \u003Ctd>3,87\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Neurofysiologiassistenter og ‐elever\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>0,07\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Oms.‐ og pæd.medhj. samt pæd. ass.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>0,05\u003C\u002Ftd>\n      \u003Ctd>0,06\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>0,04\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Pæd. pers. og husholdn.led. døgninst.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>2,10\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Rengøringsassistenter\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>0,61\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Servicemedarb.\u002F‐assistenter v. sygehuse\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>0,13\u003C\u002Ftd>\n      \u003Ctd>0,13\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Social‐ og sundhedspersonale\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>0,53\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Socialrådgivere\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>0,04\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Syge‐ og sundhedspersonale, ikke ledende\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>7,15\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Tekniske designere m.fl.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>0,03\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Total\u003C\u002Ftd>\n      \u003Ctd>5,31\u003C\u002Ftd>\n      \u003Ctd>1,63\u003C\u002Ftd>\n      \u003Ctd>1,12\u003C\u002Ftd>\n      \u003Ctd>0,11\u003C\u002Ftd>\n      \u003Ctd>2,14\u003C\u002Ftd>\n      \u003Ctd>7,15\u003C\u002Ftd>\n      \u003Ctd>0,04\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Prioriterede grupper i alt: 17,50 mio. kr.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilag 5. Oversigt over ATP‐engangsprovenu fordelt efter organisation\u003C\u002Fh2>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>Arbejdsgiverandel af ATP‐lønsum\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>Arbejdsgiverandel inkl. fordeling af \"ufordelte\"\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>ATP‐engangsprovenu\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Regionerne\u002FForhandlingsfællesskabet i alt\u003C\u002Ftd>\n      \u003Ctd>236.165.609\u003C\u002Ftd>\n      \u003Ctd>236.165.609\u003C\u002Ftd>\n      \u003Ctd>10.344.054\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>LO\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>FOA\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>FOA ‐ Fag og Arbejde\u003C\u002Ftd>\n      \u003Ctd>41.278.594\u003C\u002Ftd>\n      \u003Ctd>41.317.548\u003C\u002Ftd>\n      \u003Ctd>1.809.709\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>FOA i alt\u003C\u002Ftd>\n      \u003Ctd>41.278.594\u003C\u002Ftd>\n      \u003Ctd>41.317.548\u003C\u002Ftd>\n      \u003Ctd>1.809.709\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>OAO\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Blik‐ og Rørarbejderforbundet\u003C\u002Ftd>\n      \u003Ctd>105.120\u003C\u002Ftd>\n      \u003Ctd>105.219\u003C\u002Ftd>\n      \u003Ctd>4.609\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Dansk El‐forbund\u003C\u002Ftd>\n      \u003Ctd>682.762\u003C\u002Ftd>\n      \u003Ctd>683.406\u003C\u002Ftd>\n      \u003Ctd>29.933\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Serviceforbundet\u003C\u002Ftd>\n      \u003Ctd>25.200\u003C\u002Ftd>\n      \u003Ctd>25.224\u003C\u002Ftd>\n      \u003Ctd>1.105\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>HK‐KOMMUNAL\u003C\u002Ftd>\n      \u003Ctd>30.047.494\u003C\u002Ftd>\n      \u003Ctd>30.075.849\u003C\u002Ftd>\n      \u003Ctd>1.317.322\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Malerforbundet\u003C\u002Ftd>\n      \u003Ctd>79.920\u003C\u002Ftd>\n      \u003Ctd>79.995\u003C\u002Ftd>\n      \u003Ctd>3.504\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Fagligt Fælles Forbund ‐ 3F\u003C\u002Ftd>\n      \u003Ctd>10.272.542\u003C\u002Ftd>\n      \u003Ctd>10.282.236\u003C\u002Ftd>\n      \u003Ctd>450.362\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Dansk Metal\u003C\u002Ftd>\n      \u003Ctd>2.445.552\u003C\u002Ftd>\n      \u003Ctd>2.447.860\u003C\u002Ftd>\n      \u003Ctd>107.216\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Socialpædagogernes Landsforbund\u003C\u002Ftd>\n      \u003Ctd>9.337.762\u003C\u002Ftd>\n      \u003Ctd>9.346.574\u003C\u002Ftd>\n      \u003Ctd>409.380\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Teknisk Landsforbund\u003C\u002Ftd>\n      \u003Ctd>565.632\u003C\u002Ftd>\n      \u003Ctd>566.166\u003C\u002Ftd>\n      \u003Ctd>24.798\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Dansk Socialrådgiverforening\u003C\u002Ftd>\n      \u003Ctd>1.209.917\u003C\u002Ftd>\n      \u003Ctd>1.211.059\u003C\u002Ftd>\n      \u003Ctd>53.044\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>OAO i alt\u003C\u002Ftd>\n      \u003Ctd>54.771.900\u003C\u002Ftd>\n      \u003Ctd>54.823.588\u003C\u002Ftd>\n      \u003Ctd>2.401.273\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>LO i alt\u003C\u002Ftd>\n      \u003Ctd>96.050.494\u003C\u002Ftd>\n      \u003Ctd>96.141.135\u003C\u002Ftd>\n      \u003Ctd>4.210.982\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>FTF\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>FTF‐K\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Lærernes Centralorganisation\u003C\u002Ftd>\n      \u003Ctd>982.800\u003C\u002Ftd>\n      \u003Ctd>984.907\u003C\u002Ftd>\n      \u003Ctd>43.139\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Konstruktørforeningen\u003C\u002Ftd>\n      \u003Ctd>110.880\u003C\u002Ftd>\n      \u003Ctd>111.118\u003C\u002Ftd>\n      \u003Ctd>4.867\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Maskinmestrenes Forening\u003C\u002Ftd>\n      \u003Ctd>274.320\u003C\u002Ftd>\n      \u003Ctd>274.908\u003C\u002Ftd>\n      \u003Ctd>12.041\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>FTF‐K i alt\u003C\u002Ftd>\n      \u003Ctd>1.368.000\u003C\u002Ftd>\n      \u003Ctd>1.370.933\u003C\u002Ftd>\n      \u003Ctd>60.047\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>SHK\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Farmakonomforeningen\u003C\u002Ftd>\n      \u003Ctd>1.527.523\u003C\u002Ftd>\n      \u003Ctd>1.528.965\u003C\u002Ftd>\n      \u003Ctd>66.969\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Dansk Sygeplejeråd\u003C\u002Ftd>\n      \u003Ctd>66.155.568\u003C\u002Ftd>\n      \u003Ctd>66.217.998\u003C\u002Ftd>\n      \u003Ctd>2.900.348\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Dansk Tandplejerforening\u003C\u002Ftd>\n      \u003Ctd>36.720\u003C\u002Ftd>\n      \u003Ctd>36.755\u003C\u002Ftd>\n      \u003Ctd>1.610\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Ergoterapeutforeningen\u003C\u002Ftd>\n      \u003Ctd>2.190.442\u003C\u002Ftd>\n      \u003Ctd>2.192.509\u003C\u002Ftd>\n      \u003Ctd>96.032\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Danske Fysioterapeuter\u003C\u002Ftd>\n      \u003Ctd>3.594.672\u003C\u002Ftd>\n      \u003Ctd>3.598.064\u003C\u002Ftd>\n      \u003Ctd>157.595\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Danske Bioanalytikere\u003C\u002Ftd>\n      \u003Ctd>9.308.909\u003C\u002Ftd>\n      \u003Ctd>9.317.693\u003C\u002Ftd>\n      \u003Ctd>408.115\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Jordemoderforeningen\u003C\u002Ftd>\n      \u003Ctd>2.615.674\u003C\u002Ftd>\n      \u003Ctd>2.618.142\u003C\u002Ftd>\n      \u003Ctd>114.675\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Kost‐ og Ernæringsforbundet\u003C\u002Ftd>\n      \u003Ctd>3.622.550\u003C\u002Ftd>\n      \u003Ctd>3.625.969\u003C\u002Ftd>\n      \u003Ctd>158.817\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>SHK i alt\u003C\u002Ftd>\n      \u003Ctd>89.052.058\u003C\u002Ftd>\n      \u003Ctd>89.136.095\u003C\u002Ftd>\n      \u003Ctd>3.904.161\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>FTF i alt\u003C\u002Ftd>\n      \u003Ctd>90.420.058\u003C\u002Ftd>\n      \u003Ctd>90.507.027\u003C\u002Ftd>\n      \u003Ctd>3.964.208\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>AC\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Jordbrugsakademikerne\u003C\u002Ftd>\n      \u003Ctd>77.760\u003C\u002Ftd>\n      \u003Ctd>77.837\u003C\u002Ftd>\n      \u003Ctd>3.409\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Danmarks Jurist‐ og Økonomforbund\u003C\u002Ftd>\n      \u003Ctd>5.372.986\u003C\u002Ftd>\n      \u003Ctd>5.378.295\u003C\u002Ftd>\n      \u003Ctd>235.569\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Forbundet Arkitekter Og Designere\u003C\u002Ftd>\n      \u003Ctd>162.000\u003C\u002Ftd>\n      \u003Ctd>162.160\u003C\u002Ftd>\n      \u003Ctd>7.103\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Pharmadanmark\u003C\u002Ftd>\n      \u003Ctd>969.840\u003C\u002Ftd>\n      \u003Ctd>970.798\u003C\u002Ftd>\n      \u003Ctd>42.521\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Ingeniørforeningen i Danmark\u003C\u002Ftd>\n      \u003Ctd>1.398.960\u003C\u002Ftd>\n      \u003Ctd>1.400.343\u003C\u002Ftd>\n      \u003Ctd>61.335\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Dansk Magisterforening\u003C\u002Ftd>\n      \u003Ctd>4.116.562\u003C\u002Ftd>\n      \u003Ctd>4.120.630\u003C\u002Ftd>\n      \u003Ctd>180.484\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Dansk Psykolog Forening\u003C\u002Ftd>\n      \u003Ctd>3.190.982\u003C\u002Ftd>\n      \u003Ctd>3.194.136\u003C\u002Ftd>\n      \u003Ctd>139.903\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Tandlægeforeningen\u003C\u002Ftd>\n      \u003Ctd>206.640\u003C\u002Ftd>\n      \u003Ctd>206.844\u003C\u002Ftd>\n      \u003Ctd>9.060\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Den Danske Dyrlægeforening\u003C\u002Ftd>\n      \u003Ctd>30.701\u003C\u002Ftd>\n      \u003Ctd>30.731\u003C\u002Ftd>\n      \u003Ctd>1.346\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Foreningen af Speciallæger\u003C\u002Ftd>\n      \u003Ctd>13.441.622\u003C\u002Ftd>\n      \u003Ctd>13.454.906\u003C\u002Ftd>\n      \u003Ctd>589.325\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Yngre Læger\u003C\u002Ftd>\n      \u003Ctd>19.344.245\u003C\u002Ftd>\n      \u003Ctd>19.363.362\u003C\u002Ftd>\n      \u003Ctd>848.115\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Den danske Landinspektørforening\u003C\u002Ftd>\n      \u003Ctd>23.760\u003C\u002Ftd>\n      \u003Ctd>23.783\u003C\u002Ftd>\n      \u003Ctd>1.042\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Bibliotekarforbundet\u003C\u002Ftd>\n      \u003Ctd>96.941\u003C\u002Ftd>\n      \u003Ctd>97.037\u003C\u002Ftd>\n      \u003Ctd>4.250\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Dansk Kiropraktor Forening\u003C\u002Ftd>\n      \u003Ctd>46.080\u003C\u002Ftd>\n      \u003Ctd>46.126\u003C\u002Ftd>\n      \u003Ctd>2.020\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>AC i alt\u003C\u002Ftd>\n      \u003Ctd>48.479.078\u003C\u002Ftd>\n      \u003Ctd>48.526.987\u003C\u002Ftd>\n      \u003Ctd>2.125.482\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Andre\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Dansk Journalistforbund\u003C\u002Ftd>\n      \u003Ctd>284.400\u003C\u002Ftd>\n      \u003Ctd>284.668\u003C\u002Ftd>\n      \u003Ctd>447.960\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Ledernes Hovedorganisation\u003C\u002Ftd>\n      \u003Ctd>257.587\u003C\u002Ftd>\n      \u003Ctd>257.830\u003C\u002Ftd>\n      \u003Ctd>11.293\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Foreningen af Danske Lægestuderende\u003C\u002Ftd>\n      \u003Ctd>447.538\u003C\u002Ftd>\n      \u003Ctd>447.960\u003C\u002Ftd>\n      \u003Ctd>19.621\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Andre i alt\u003C\u002Ftd>\n      \u003Ctd>989.525\u003C\u002Ftd>\n      \u003Ctd>990.459\u003C\u002Ftd>\n      \u003Ctd>43.382\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Ikke fordelte\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Ikke udfyldt\u003C\u002Ftd>\n      \u003Ctd>222.653\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>AC\u003C\u002Ftd>\n      \u003Ctd>2.160\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>FTF‐K\u003C\u002Ftd>\n      \u003Ctd>1.642\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Ikke fordelte i alt\u003C\u002Ftd>\n      \u003Ctd>226.454\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Note: Inkl. Frisør‐ og Kosmetikerforbundet.\u003C\u002Fp>\n\n\u003Ch2>Bilag 6. Fordeling af midler til uddannelsesløft fra ufaglært til\nfaglært\u003C\u002Fh2>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>Uddannelsesløft (mio. kr.)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>OK‐15 midler (mio. kr.)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>Til genanvendelse pr. 1. april 2018 (mio. kr.)\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Faglig fælles forbund ‐ 3F\u003C\u002Ftd>\n      \u003Ctd>1,86\u003C\u002Ftd>\n      \u003Ctd>1,93\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>FOA ‐ Fag og Arbejde\u003C\u002Ftd>\n      \u003Ctd>3,39\u003C\u002Ftd>\n      \u003Ctd>3,52\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>HK Kommunal\u003C\u002Ftd>\n      \u003Ctd>0,55\u003C\u002Ftd>\n      \u003Ctd>0,57\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Socialpædagogerne\u003C\u002Ftd>\n      \u003Ctd>0,20\u003C\u002Ftd>\n      \u003Ctd>0,21\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>I alt RLTN\u003C\u002Ftd>\n      \u003Ctd>6,00\u003C\u002Ftd>\n      \u003Ctd>6,23\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilag 7. Aftale om ferie for personale ansat i regioner\u003C\u002Fh2>\n\n\u003Cp>REGIONERNES LØNNINGS- OG TAKSTNÆVN\u003C\u002Fp>\n\n\u003Cp>FORHANDLINGSFÆLLESSKABET\u003C\u002Fp>\n\n\u003Cp>UDKAST\u003C\u002Fp>\n\n\u003Cp>AFTALE OM FERIE FOR PERSONALE ANSAT I REGIONER\u003C\u002Fp>\n\n\u003Ch3>KAPITEL 1. INDLEDENDE BESTEMMELSER\u003C\u002Fh3>\n\n\u003Cp>§ 1. AFTALENS OMRÅDE\u003C\u002Fp>\n\n\u003Cp>Stk. 1.\u003C\u002Fp>\n\n\u003Cp>Aftalen gælder for personale i regional tjeneste.\u003C\u002Fp>\n\n\u003Cp>Stk. 2.\u003C\u002Fp>\n\n\u003Cp>Aftalen gælder endvidere for personale ved selvejende institutioner, med\nhvilke regioner\u003C\u002Fp>\n\n\u003Cp>indgår driftsaftaler med henblik på opfyldelse af dem i lovgivningen\npålagte forpligtelser.\u003C\u002Fp>\n\n\u003Cp>Hvis der på institutionen er aftalt andet\noverenskomstgrundlag\u002Faftalegrundlag fortsætter\u003C\u002Fp>\n\n\u003Cp>dette dog i stedet for, medmindre der indgås anden aftale mellem\nRegionernes Lønningsog\u003C\u002Fp>\n\n\u003Cp>Takstnævn og den forhandlingsberettigede organisation.\u003C\u002Fp>\n\n\u003Cp>BEMÆRKNINGER:\u003C\u002Fp>\n\n\u003Cp>Personer i virksomhedspraktik og nytteindsats i henhold til Lov om en aktiv\nbeskæftigelsesindsats\u003C\u002Fp>\n\n\u003Cp>er ikke omfattet af aftalen.\u003C\u002Fp>\n\n\u003Cp>§ 2. SÆRLIGE BESTEMMELSER\u003C\u002Fp>\n\n\u003Cp>Stk. 1.\u003C\u002Fp>\n\n\u003Cp>Aftalen indeholder særlige bestemmelser for:\u003C\u002Fp>\n\n\u003Cp>1. tjenestemænd, reglementsansatte og budgetmæssigt fastansatte, jf.\nkapitel 11\u003C\u002Fp>\n\n\u003Cp>2. elever m.fl., jf. kapitel 12\u003C\u002Fp>\n\n\u003Cp>3. timelønnede, jf. kapitel 13\u003C\u002Fp>\n\n\u003Cp>Stk. 2.\u003C\u002Fp>\n\n\u003Cp>Særbestemmelser om ferie i aftaler\u002Foverenskomster og ferieordninger er kun\ngældende,\u003C\u002Fp>\n\n\u003Cp>hvis de indgår i denne aftale eller er optaget i medfølgende bilag til\naftalen.\u003C\u002Fp>\n\n\u003Cp>§ 3. FORBUD MOD AT GIVE AFKALD PÅ FERIE\u003C\u002Fp>\n\n\u003Cp>Stk. 1.\u003C\u002Fp>\n\n\u003Cp>En ansat kan ikke give afkald på sin ret til ferie, løn under ferie,\nsærlig feriegodtgørelse\u003C\u002Fp>\n\n\u003Cp>og feriegodtgørelse efter ferieaftalen.\u003C\u002Fp>\n\n\u003Cp>Stk. 2.\u003C\u002Fp>\n\n\u003Cp>Aftaler om overdragelse af digitalt feriekort og feriekontobeviser er\nugyldige, ligesom\u003C\u002Fp>\n\n\u003Cp>feriekort og feriekontobeviser ikke kan gøres til genstand for\nretsforfølgning.\u003C\u002Fp>\n\n\u003Cp>§ 4. FERIEÅRET, FERIEAFHOLDELSESPERIODEN, HOVEDFERIEPERIODEN\u003C\u002Fp>\n\n\u003Cp>OG FERIEUGEN\u003C\u002Fp>\n\n\u003Cp>Stk. 1.\u003C\u002Fp>\n\n\u003Cp>Ved ferieåret forstås perioden fra den 1. september til den 31. august (12\nmåneder).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>BEMÆRKNINGER:\u003C\u002Fp>\n\n\u003Cp>Ferieåret vil f.eks. være 1. september 2020 – 31. august 2021.\u003C\u002Fp>\n\n\u003Cp>Stk. 2.\u003C\u002Fp>\n\n\u003Cp>Ved ferieafholdelsesperioden forstås ferieåret og de efterfølgende 4\nmåneder fra ferieårets\u003C\u002Fp>\n\n\u003Cp>udgang til kalenderårets udgang, dvs. perioden fra den 1. september til den\n31. december\u003C\u002Fp>\n\n\u003Cp>i det efterfølgende år (16 måneder).\u003C\u002Fp>\n\n\u003Cp>BEMÆRKNINGER:\u003C\u002Fp>\n\n\u003Cp>Ferieafholdelsesperioden vil f.eks. være 1. september 2020 – 31. december\n2021.\u003C\u002Fp>\n\n\u003Cp>Stk. 3\u003C\u002Fp>\n\n\u003Cp>Ved hovedferieperioden forstås tidsrummet mellem den 1. maj og den 30.\nseptember,\u003C\u002Fp>\n\n\u003Cp>hvor begge dage er medregnet.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>Stk. 4.\u003C\u002Fp>\n\n\u003Cp>Ved ferieugen forstås 7 på hinanden følgende kalenderdage inden for,\nhvilke ferietimerne\u003C\u002Fp>\n\n\u003Cp>afholdes.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>BEMÆRKNINGER:\u003C\u002Fp>\n\n\u003Cp>For ansatte, som fast arbejder 5 dage om ugen, omfatter en ferieuge,\nligeledes en\u003C\u002Fp>\n\n\u003Cp>ugentlig friweekend i tilknytning til ferien. For ansatte, som arbejder\nefter tjenestetidsplaner\u003C\u002Fp>\n\n\u003Cp>med skiftende ugentlig tjenestetid, kan antal feriedage\u002F ferietimer i\u003C\u002Fp>\n\n\u003Cp>en ferieuge variere, ligesom der i en ferieuge kan indgå mere eller mindre\nend en\u003C\u002Fp>\n\n\u003Cp>friweekend.\u003C\u002Fp>\n\n\u003Ch3>KAPITEL 2. OPTJENING AF FERIE\u003C\u002Fh3>\n\n\u003Cp>§ 5. OPTJENING AF FERIETIMER\u003C\u002Fp>\n\n\u003Cp>Stk. 1.\u003C\u002Fp>\n\n\u003Cp>Den ansatte optjener ferietimer for hver måneds ansættelse i ferieåret i\nforhold til den til\u003C\u002Fp>\n\n\u003Cp>enhver tid gældende beskæftigelsesgrad, jf. dog §§ 41, 42, 43 og 45.\u003C\u002Fp>\n\n\u003Cp>1. Ved fuldtidsbeskæftigelse – gennemsnitligt 37 timer ugentligt –\noptjener den ansatte\u003C\u002Fp>\n\n\u003Cp>15,42 ferietimer pr. måneds ansættelse.\u003C\u002Fp>\n\n\u003Cp>2. Er der ved aftale\u002Foverenskomst fastsat et andet gennemsnitligt ugentligt\ntimetal\u003C\u002Fp>\n\n\u003Cp>end 37 timer eller et andet årligt timetal end 1924, fastsættes antal\noptjente ferietimer\u003C\u002Fp>\n\n\u003Cp>pr. år i overensstemmelse hermed.\u003C\u002Fp>\n\n\u003Cp>3. Ved deltidsbeskæftigelse optjener den ansatte ferietimer som en\nforholdsmæssig\u003C\u002Fp>\n\n\u003Cp>del af ferietimer for en fuldtidsbeskæftiget pr. måneds ansættelse.\u003C\u002Fp>\n\n\u003Cp>Stk. 2\u003C\u002Fp>\n\n\u003Cp>Ved beregning af optjente ferietimer medregnes den ferieret, som den ansatte\ndokumenterer\u003C\u002Fp>\n\n\u003Cp>at have optjent i et andet ansættelsesforhold forud for ansættelsen i\nregionen, jf. § 26, stk. 3.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>§ 6. OPTJENING VED TILTRÆDEN\u002FFRATRÆDEN I LØBET AF EN MÅNED\u003C\u002Fp>\n\n\u003Cp>Stk. 1.\u003C\u002Fp>\n\n\u003Cp>Ved tiltræden eller fratræden på en anden dato end den 1. i en måned\nsamt ved beskæftigelse\u003C\u002Fp>\n\n\u003Cp>af en kortere varighed end 1 måned, beregnes optjente ferietimer i forhold\ntil beskæftigelsens\u003C\u002Fp>\n\n\u003Cp>varighed og gældende beskæftigelsesgrad.\u003C\u002Fp>\n\n\u003Cp>1. Ved fuldtidsbeskæftigelse optjener den ansatte 0,514 ferietime pr.\nkalenderdag,\u003C\u002Fp>\n\n\u003Cp>dog maksimalt 15,42 ferietimer pr. måneds ansættelse.\u003C\u002Fp>\n\n\u003Cp>2. Ved deltidsbeskæftigelse af kortere varighed end 1 måned, optjener den\nansatte\u003C\u002Fp>\n\n\u003Cp>ferietimer som en forholdsmæssig del af optjente ferietimer pr. arbejdsdag\nfor en\u003C\u002Fp>\n\n\u003Cp>fuldtidsbeskæftiget.\u003C\u002Fp>\n\n\u003Cp>§ 7. PERIODER, HVOR DEN ANSATTE IKKE OPTJENER RET TIL FERIE MED\u003C\u002Fp>\n\n\u003Cp>LØN\u003C\u002Fp>\n\n\u003Cp>Stk. 1.\u003C\u002Fp>\n\n\u003Cp>Under ansættelsen optjener den ansatte ikke ret til betalt ferie i\nfølgende perioder:\u003C\u002Fp>\n\n\u003Cp>1. Sygdomsperioder, hvor arbejdsgiveren ikke skal betale fuld eller delvis\nløn eller\u003C\u002Fp>\n\n\u003Cp>for hvilke, den ansatte ikke optjener ret til sygeferiegodtgørelse, jf. §\n45, stk. 5.\u003C\u002Fp>\n\n\u003Cp>2. Barselsperioder, andre orlovsperioder eller tjenestefrihedsperioder, hvor\narbejdsgiver\u003C\u002Fp>\n\n\u003Cp>ikke skal betale fuld eller delvis løn.\u003C\u002Fp>\n\n\u003Cp>BEMÆRKNINGER:\u003C\u002Fp>\n\n\u003Cp>Pensionsindbetalinger f.eks. i medfør af aftale om fravær af\nfamiliemæssige årsager\u003C\u002Fp>\n\n\u003Cp>§§ 16 og 26 – det vil sige i den ulønnede del af barselsorloven -\nsidestilles\u003C\u002Fp>\n\n\u003Cp>med løn. Den ansatte optjener derfor ret til betalt ferie, når der\nindbetales pensionsbidrag\u002F\u003C\u002Fp>\n\n\u003Cp>optjenes pensionsalder under barsels- og adoptionsorlov i den ulønnede\u003C\u002Fp>\n\n\u003Cp>del af dagpengeperioden.\u003C\u002Fp>\n\n\u003Cp>Der kan maksimalt indbetales pensionsbidrag\u002Foptjenes pensionsalder i en\nperiode,\u003C\u002Fp>\n\n\u003Cp>der svarer til 20 ugers orlov, jf. dog § 10, stk. 6, 3. pkt. og § 14, stk.\n2 i aftale\u003C\u002Fp>\n\n\u003Cp>om fravær af familiemæssige årsager.\u003C\u002Fp>\n\n\u003Cp>For så vidt angår tjenestemænd se §§ 40 og 41.\u003C\u002Fp>\n\n\u003Cp>3. Perioder, hvor den ansatte deltager i strejke eller lockout\u003C\u002Fp>\n\n\u003Cp>4. Perioder, hvor den ansatte i henhold til en kollektiv overenskomst eller\nfaglig kutyme\u003C\u002Fp>\n\n\u003Cp>er hjemsendt, f.eks. på grund af vejrmæssige forhold eller\nmaterialemangel,\u003C\u002Fp>\n\n\u003Cp>med mindre arbejdsgiver betaler fuld eller delvis løn.\u003C\u002Fp>\n\n\u003Cp>§ 8. RET TIL FERIE\u003C\u002Fp>\n\n\u003Cp>Stk. 1.\u003C\u002Fp>\n\n\u003Cp>En ansat, der har været beskæftiget i regionen i hele ferieåret, har ret\ntil at holde 5 ugers\u003C\u002Fp>\n\n\u003Cp>ferie med løn eller feriegodtgørelse i ferieafholdelsesperioden, jf. § 5.\nFerien afregnes\u003C\u002Fp>\n\n\u003Cp>altid i forhold til den gældende beskæftigelsesgrad på tidspunktet for\nferiens afholdelse,\u003C\u002Fp>\n\n\u003Cp>jf. dog §§ 43 og 45.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Stk. 2.\u003C\u002Fp>\n\n\u003Cp>Den ansatte har ret til at få mindst 4 ugers optjent betalt ferie placeret\ni ferieåret. Overført\u003C\u002Fp>\n\n\u003Cp>ferie indgår ikke i opgørelsen af de 4 uger i det aktuelle\nansættelsesforhold.\u003C\u002Fp>\n\n\u003Cp>BEMÆRKNINGER:\u003C\u002Fp>\n\n\u003Cp>Ved planlægningen af ferien tilstræbes det, at den ansatte, der har været\nansat i\u003C\u002Fp>\n\n\u003Cp>hele ferieåret, i alt opnår en ferie, der ligger så tæt på 5 uger i\nferieafholdelsesperioden,\u003C\u002Fp>\n\n\u003Cp>som det under hensyntagen til arbejdstilrettelæggelsen er muligt.\u003C\u002Fp>\n\n\u003Cp>Stk. 3.\u003C\u002Fp>\n\n\u003Cp>Hvis den ansatte ikke har optjent ret til at afholde 5 ugers ferie med løn\neller feriegodtgørelse\u003C\u002Fp>\n\n\u003Cp>i ferieafholdelsesperioden, har den ansatte ret til at få ferien suppleret\nop til 5 ugers\u003C\u002Fp>\n\n\u003Cp>ferie, uden at der dertil er knyttet ret til løn efter § 26 eller\nferiegodtgørelse efter § 30.\u003C\u002Fp>\n\n\u003Cp>Stk. 4.\u003C\u002Fp>\n\n\u003Cp>Hvis den ansatte har optjent ret til at afholde 5 ugers ferie med løn eller\nferiegodtgørelse\u003C\u002Fp>\n\n\u003Cp>og ikke når op på 5 ugers ferie efter at have afregnet optjente ferietimer\ni forhold til den\u003C\u002Fp>\n\n\u003Cp>aktuelle beskæftigelsesgrad, har den ansatte ret til at få ferien\nsuppleret op til 5 uger. Den\u003C\u002Fp>\n\n\u003Cp>ansatte har dog ikke samtidig ret til løn efter § 26 eller\nferiegodtgørelse efter § 30.\u003C\u002Fp>\n\n\u003Cp>Stk. 5.\u003C\u002Fp>\n\n\u003Cp>Hvis den ansatte, efter afvikling af 5 ugers ferie med løn eller\nferiegodtgørelse, har et\u003C\u002Fp>\n\n\u003Cp>antal optjente ferietimer til gode, fastsætter arbejdsgiveren efter\ndrøftelse med den ansatte,\u003C\u002Fp>\n\n\u003Cp>hvornår og hvordan de resterende ferietimer skal afvikles, jf. §§ 10, 11,\n16 og 18.\u003C\u002Fp>\n\n\u003Cp>BEMÆRKNINGER:\u003C\u002Fp>\n\n\u003Cp>Bestemmelsen i stk. 4 om afvikling af resterende ferietimer er en undtagelse\nfra\u003C\u002Fp>\n\n\u003Cp>hovedreglen om, at ferie holdes i hele dage.\u003C\u002Fp>\n\n\u003Cp>§ 9. AFTALE OM AFHOLDELSE AF BETALT FERIE PÅ FORSKUD\u003C\u002Fp>\n\n\u003Cp>Stk. 1.\u003C\u002Fp>\n\n\u003Cp>Har arbejdsgiveren og den ansatte aftalt, at den ansatte kan afholde betalt\nferie på et tidspunkt,\u003C\u002Fp>\n\n\u003Cp>hvor ferien endnu ikke er optjent, fradrages den således afholdte ferie i\nden ret til\u003C\u002Fp>\n\n\u003Cp>betalt ferie, som derefter optjenes i det pågældende ferieår. Fratræder\nden ansatte, inden\u003C\u002Fp>\n\n\u003Cp>udligning er sket, er arbejdsgiveren berettiget til at modregne værdien af\nden afholdte,\u003C\u002Fp>\n\n\u003Cp>ikke udlignede ferie i den ansattes udestående krav på løn og\nferiebetaling.\u003C\u002Fp>\n\n\u003Cp>Stk. 2.\u003C\u002Fp>\n\n\u003Cp>En ansat, der optjener feriegodtgørelse efter § XX (bestemmelser for\ntimelønnede) og §\u003C\u002Fp>\n\n\u003Cp>XX (ansatte der vælger feriegodtgørelse i stedet for ferie med løn), har\nved afholdelse af\u003C\u002Fp>\n\n\u003Cp>betalt ferie på forskud efter stk. 4 ret til feriegodtgørelse beregnet på\ngrundlag af den\u003C\u002Fp>\n\n\u003Cp>ansattes fast påregnelige løn på ferietidspunktet, jf. § 25, stk. 2\n(løn under ferie).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>KAPITEL 3. FASTLÆGGELSE OG AFHOLDELSE AF FERIE\u003C\u002Fh3>\n\n\u003Cp>§ 10. PLACERING AF FERIE\u003C\u002Fp>\n\n\u003Cp>Stk. 1.\u003C\u002Fp>\n\n\u003Cp>Ferien skal holdes i ferieafholdelsesperioden, jf. dog §§ 16, 18 og 25.\u003C\u002Fp>\n\n\u003Cp>BEMÆRKNINGER:\u003C\u002Fp>\n\n\u003Cp>Ferie optjent i f.eks. september 2020, kan afholdes i oktober 2020.\u003C\u002Fp>\n\n\u003Cp>Stk. 2.\u003C\u002Fp>\n\n\u003Cp>I forbindelse med placering af ferie skal det på forhånd fastlægges,\nhvornår ferien påbegyndes,\u003C\u002Fp>\n\n\u003Cp>og hvornår ferien afsluttes. Ferien begynder ved arbejdstids begyndelse den\nførste\u003C\u002Fp>\n\n\u003Cp>feriedag og slutter ved ferieugens\u002Fferieugernes ophør. Holdes ferien som\nenkelte eller\u003C\u002Fp>\n\n\u003Cp>flere feriedage, begynder ferien ved arbejdstids begyndelse den første\nferiedag og slutter\u003C\u002Fp>\n\n\u003Cp>ved arbejdstids ophør den sidste feriedag.\u003C\u002Fp>\n\n\u003Cp>BEMÆRKNINGER:\u003C\u002Fp>\n\n\u003Cp>Bestemmelsen om, at ferien begynder ved arbejdstids begyndelse den første\nferiedag,\u003C\u002Fp>\n\n\u003Cp>kan for ansatte, hvor en arbejdsuge indeholder arbejdsfri dage, indebære,\nat\u003C\u002Fp>\n\n\u003Cp>ferien begynder på en arbejdsfri dag.\u003C\u002Fp>\n\n\u003Cp>Stk. 3.\u003C\u002Fp>\n\n\u003Cp>Ferietimer skal afregnes i forhold til den aktuelle beskæftigelsesgrad.\u003C\u002Fp>\n\n\u003Cp>BEMÆRKNINGER:\u003C\u002Fp>\n\n\u003Cp>Ferie holdes i dage, men afregnes i timer.\u003C\u002Fp>\n\n\u003Cp>I ferieregnskabet for en fuldtidsbeskæftiget afregnes som udgangspunkt 7,4\nferietimer\u003C\u002Fp>\n\n\u003Cp>ved afholdelse af en feriedag. For en deltidsbeskæftiget afregnes\nferietimer\u003C\u002Fp>\n\n\u003Cp>forholdsmæssigt.\u003C\u002Fp>\n\n\u003Cp>For ansatte med skiftende arbejdstider afregnes ferietimer svarende til\nantallet af\u003C\u002Fp>\n\n\u003Cp>planlagte arbejdstimer den pågældende feriedag.\u003C\u002Fp>\n\n\u003Cp>Har en ansat ændret beskæftigelsesgrad i ferieåret, justeres antallet af\noptjente\u003C\u002Fp>\n\n\u003Cp>ferietimer op eller ned, så de svarer til den ansattes aktuelle\nbeskæftigelsesgrad,\u003C\u002Fp>\n\n\u003Cp>inden afregning af ferietimer sker.\u003C\u002Fp>\n\n\u003Cp>I forhold til lønnen under ferie se § 25, stk. 2 (løn under ferie).\u003C\u002Fp>\n\n\u003Cp>Stk. 4.\u003C\u002Fp>\n\n\u003Cp>Ferie kan ikke holdes på det ugentlige fridøgn, på søgnehelligdage,\noverenskomstmæssigt\u003C\u002Fp>\n\n\u003Cp>eller sædvanemæssigt fastsatte fridage eller erstatningsfridage herfor,\neller hvis den ansatte\u003C\u002Fp>\n\n\u003Cp>er afskåret fra at holde ferie, jf. § 24, stk. 1.\u003C\u002Fp>\n\n\u003Cp>§ 11. HOVEDFERIE OG ØVRIG FERIE\u003C\u002Fp>\n\n\u003Cp>Stk. 1.\u003C\u002Fp>\n\n\u003Cp>Hovedferien af mindst 3 ugers varighed skal gives samlet inden for\nhovedferieperioden\u003C\u002Fp>\n\n\u003Cp>medmindre andet aftales mellem den ansatte og arbejdsgiveren i en aktuel,\nkonkret situation.\u003C\u002Fp>\n\n\u003Cp>Den ansatte og arbejdsgiveren kan dog ikke ved aftale fravige, at mindst 2\nuger af\u003C\u002Fp>\n\n\u003Cp>hovedferien skal gives i sammenhæng. Hvis den ansatte har optjent mindre\nend 3 ugers\u003C\u002Fp>\n\n\u003Cp>ferie, er hele den optjente ferie hovedferie.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>BEMÆRKNINGER:\u003C\u002Fp>\n\n\u003Cp>Det kan således aftales, at den ferie, der skal gives i sammenhæng i\nhovedferieperioden,\u003C\u002Fp>\n\n\u003Cp>gives uden for hovedferieperioden eller i kun en del af\nhovedferieperioden.\u003C\u002Fp>\n\n\u003Cp>Stk. 2.\u003C\u002Fp>\n\n\u003Cp>Øvrig ferie bør gives i sammenhæng af mindst 1 uges varighed. Hvor\ndriftsmæssige hensyn\u003C\u002Fp>\n\n\u003Cp>gør det ønskeligt, kan denne del af ferien dog gives som enkeltdage.\u003C\u002Fp>\n\n\u003Cp>§ 12. TILRETTELÆGGELSE AF FERIE\u003C\u002Fp>\n\n\u003Cp>Stk. 1.\u003C\u002Fp>\n\n\u003Cp>Arbejdsgiveren fastsætter efter drøftelse med den ansatte, hvornår ferien\nskal holdes inden\u003C\u002Fp>\n\n\u003Cp>for ferieafholdelsesperioden. Den ansatte har dog ret til at få 4 ugers\nbetalt ferie placeret\u003C\u002Fp>\n\n\u003Cp>i ferieåret, jf. § 8, stk. 2. Arbejdsgiveren skal under hensyntagen til\narbejdets udførelse\u003C\u002Fp>\n\n\u003Cp>så vidt muligt imødekomme den ansattes ønsker, herunder ønsket om, at\nhovedferien\u003C\u002Fp>\n\n\u003Cp>holdes i den ansattes barns skolesommerferie.\u003C\u002Fp>\n\n\u003Cp>Stk. 2.\u003C\u002Fp>\n\n\u003Cp>Arbejdsgiveren giver den ansatte meddelelse om feriens placering så tidligt\nsom muligt,\u003C\u002Fp>\n\n\u003Cp>medmindre den ansatte og arbejdsgiveren konkret aftaler andet. Meddelelsen\nskal dog\u003C\u002Fp>\n\n\u003Cp>senest gives 3 måneder, før hovedferien begynder, og senest 1 måned før\nferien begynder\u003C\u002Fp>\n\n\u003Cp>for øvrig ferie, med mindre særlige omstændigheder hindrer dette, jf.\n§§ 16 og 18.\u003C\u002Fp>\n\n\u003Cp>Stk. 3.\u003C\u002Fp>\n\n\u003Cp>Hvis væsentlige, upåregnelige driftsmæssige hensyn gør det nødvendigt,\nkan arbejdsgiveren\u003C\u002Fp>\n\n\u003Cp>ændre tidligere fastsat ferie. Arbejdsgiveren skal erstatte et eventuelt\nøkonomisk\u003C\u002Fp>\n\n\u003Cp>tab som følge af udskydelsen. Allerede påbegyndt ferie kan ikke\nafbrydes.\u003C\u002Fp>\n\n\u003Cp>BEMÆRKNINGER:\u003C\u002Fp>\n\n\u003Cp>Ændring af ferie kan kun ske, hvis det er nødvendigt og begrundet i\nvæsentlige,\u003C\u002Fp>\n\n\u003Cp>upåregnelige og driftsmæssige hensyn. Der skal være tale om en force\nmajeure\u003C\u002Fp>\n\n\u003Cp>lignende situation. Det skal for arbejdsgiveren have været uforudsigeligt,\nat situationen\u003C\u002Fp>\n\n\u003Cp>kunne opstå, det skal være nødvendigt, at det er den ansatte, der får\nferien\u003C\u002Fp>\n\n\u003Cp>ændret, der skal udføre arbejdet, og der skal være tale om væsentlige\nhensyn til\u003C\u002Fp>\n\n\u003Cp>virksomhedens drift. Hvis ferien ændres, har den ansatte krav på at få\nerstattet\u003C\u002Fp>\n\n\u003Cp>eventuelle økonomiske tab i forbindelse hermed – fx afbestilling af rejse\neller sommerhus.\u003C\u002Fp>\n\n\u003Cp>Efter almindelige erstatningsregler har den ansatte på sin side pligt til\nat\u003C\u002Fp>\n\n\u003Cp>begrænse sine tab mest muligt.\u003C\u002Fp>\n\n\u003Cp>Arbejdsgiveren vil uanset årsag ikke kunne kræve, at lønmodtageren skal\nafbryde\u003C\u002Fp>\n\n\u003Cp>en allerede begyndt ferie.\u003C\u002Fp>\n\n\u003Cp>§ 13. FERIE I FORBINDELSE MED OPSIGELSE\u003C\u002Fp>\n\n\u003Cp>Stk. 1.\u003C\u002Fp>\n\n\u003Cp>En ansat, der er opsagt, kan ikke holde hovedferie i opsigelsesperioden,\nhvis opsigelsesvarslet\u003C\u002Fp>\n\n\u003Cp>er på 3 måneder eller derunder, medmindre den ansatte og arbejdsgiveren\naftaler\u003C\u002Fp>\n\n\u003Cp>andet i en konkret, aktuel situation. Dette gælder, uanset hvad der\ntidligere måtte være\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>aftalt om afholdelse af ferien. Dette gælder dog ikke, hvis\nopsigelsesvarslet er forlænget\u003C\u002Fp>\n\n\u003Cp>med den ferie, der skal gives samlet inden for hovedferieperioden, jf. dog\n§ 17, stk. 1,\u003C\u002Fp>\n\n\u003Cp>eller den ansatte ønsker at fastholde ferien.\u003C\u002Fp>\n\n\u003Cp>BEMÆRKNINGER:\u003C\u002Fp>\n\n\u003Cp>Bestemmelsen i stk. 1 gælder hovedferien. Regionen vil derimod kunne give\nden\u003C\u002Fp>\n\n\u003Cp>ansatte meddelelse om, at øvrig ferie skal holdes. Det kræver alene, at\nvarslet på\u003C\u002Fp>\n\n\u003Cp>1 måned for øvrig ferie kan overholdes, jf. § 11, stk. 2, og at ferien\nkan holdes\u003C\u002Fp>\n\n\u003Cp>inden opsigelsesperiodens udløb. Denne mulighed gælder dog ikke for\noverført\u003C\u002Fp>\n\n\u003Cp>ferie, jf. § 17, stk. 1.\u003C\u002Fp>\n\n\u003Cp>Stk. 2.\u003C\u002Fp>\n\n\u003Cp>Hvis den ansatte er fritstillet, anses ferie for holdt, uanset om ferien er\nfastsat, hvis de i §\u003C\u002Fp>\n\n\u003Cp>10 og § 11, stk. 2 nævnte perioder og ferien kan rummes inden for\nfritstillingsperioden,\u003C\u002Fp>\n\n\u003Cp>jf. dog § 17, stk. 1.\u003C\u002Fp>\n\n\u003Cp>Ferien kan dog kun anses for holdt, hvis den ansatte har haft en arbejdsfri\nperiode svarende\u003C\u002Fp>\n\n\u003Cp>til feriens længde efter udløbet af de perioder, der er nævnt i § 11,\nstk. 2.\u003C\u002Fp>\n\n\u003Cp>BEMÆRKNINGER:\u003C\u002Fp>\n\n\u003Cp>Hvis den ansatte er fritstillet, det vil sige ikke står til rådighed for\narbejdsgiveren\u003C\u002Fp>\n\n\u003Cp>i opsigelsesperioden, fremgår det af stk. 2, 1. afsnit at al optjent ferie\nanses for\u003C\u002Fp>\n\n\u003Cp>afholdt i fritstillingsperioden, hvis fristen for meddelelse efter § 11,\nstk. 2, og ferien\u003C\u002Fp>\n\n\u003Cp>kan rummes inden for fritstillingsperioden. Dette gælder, selv om ferien\nikke\u003C\u002Fp>\n\n\u003Cp>konkret er fastsat over for den ansatte. Hvis den ansatte har hele\nhovedferien og\u003C\u002Fp>\n\n\u003Cp>de øvrige feriedage til gode, vil det sige at fritstillingsperioden skal\nvære på\u003C\u002Fp>\n\n\u003Cp>mindst 3 måneder og 15 arbejdsdage. Hvis den ansatte kun har de øvrige\nferiedage\u003C\u002Fp>\n\n\u003Cp>til gode, skal fritstillingsperioden være på mindst 1 måned og 10\narbejdsdage.\u003C\u002Fp>\n\n\u003Cp>Bestemmelsen gælder ikke for overført ferie, jf. § 17, stk. 1\u003C\u002Fp>\n\n\u003Cp>Hvis den ansatte i fritstillingsperioden får arbejde hos en ny\narbejdsgiver, skal\u003C\u002Fp>\n\n\u003Cp>den ansatte i fritstillingsperioden efter varslingsperioderne have haft en\narbejdsfriperiode\u003C\u002Fp>\n\n\u003Cp>svarende til feriens længde før ferie kan anses som afholdt.\u003C\u002Fp>\n\n\u003Cp>Stk. 3.\u003C\u002Fp>\n\n\u003Cp>Stk. 2, 2. afsnit gælder dog ikke, hvis den ansatte er fritstillet uden, at\narbejdsgiveren har\u003C\u002Fp>\n\n\u003Cp>adgang til at modregne i den ansattes løn fra en ny arbejdsgiver.\u003C\u002Fp>\n\n\u003Cp>BEMÆRKNINGER:\u003C\u002Fp>\n\n\u003Cp>Hvis arbejdsgiveren frasiger sig retten til at modregne i den fritstilledes\nløn fra\u003C\u002Fp>\n\n\u003Cp>en ny arbejdsgiver, så anses ferie for holdt, hvis varslet og ferien kan\nrummes\u003C\u002Fp>\n\n\u003Cp>inden for fritstillingsperioden.\u003C\u002Fp>\n\n\u003Cp>§ 14. FERIE UNDER FERIELUKNING\u003C\u002Fp>\n\n\u003Cp>Stk. 1.\u003C\u002Fp>\n\n\u003Cp>Under ferielukning har den ansatte ikke ret til ferie med løn eller\nferiegodtgørelse ud over\u003C\u002Fp>\n\n\u003Cp>det, der tilkommer denne efter ferieaftalens bestemmelser.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Stk. 2.\u003C\u002Fp>\n\n\u003Cp>Arbejdsgiveren skal i videst muligt omfang sikre, at den ansatte har\u003C\u002Fp>\n\n\u003Cp>optjent betalt ferie til gode til alle de dage, hvor der er ferielukket.\nGør arbejdsgiveren\u003C\u002Fp>\n\n\u003Cp>ikke dette, skal arbejdsgiveren betale den ansatte løn for de\npågældende\u003C\u002Fp>\n\n\u003Cp>dage. Lønnen beregnes på grundlag af den ansattes fast påregnelige løn\nunder ferielukningen.\u003C\u002Fp>\n\n\u003Cp>Stk. 3.\u003C\u002Fp>\n\n\u003Cp>Under ferielukning på et tidspunkt, hvor den ansatte, som har været ansat\ni hele det foregående\u003C\u002Fp>\n\n\u003Cp>ferieår og frem til ferielukningen ikke har optjent betalt ferie i alle de\ndage, hvor\u003C\u002Fp>\n\n\u003Cp>der er ferielukket, skal arbejdsgiveren give feriebetalingen på forskud\nmod, at arbejdsgiveren\u003C\u002Fp>\n\n\u003Cp>kan modregne i den efterfølgende optjening af betalt ferie. Beregningen\nskal ske på\u003C\u002Fp>\n\n\u003Cp>samme måde som efter § 9, stk. 1 og 2 (aftale om ferie på forskud).\u003C\u002Fp>\n\n\u003Cp>§ 15. RÆKKEFØLGE PÅ AFHOLDELSE AF FERIE\u003C\u002Fp>\n\n\u003Cp>Stk. 1.\u003C\u002Fp>\n\n\u003Cp>Ferie, der er optjent først, afholdes først.\u003C\u002Fp>\n\n\u003Cp>BEMÆRKNINGER:\u003C\u002Fp>\n\n\u003Cp>Det betyder også, at optjent betalt ferie fra en tidligere arbejdsgiver\nafholdes før\u003C\u002Fp>\n\n\u003Cp>ferie med løn hos aktuel arbejdsgiver. Arbejdsgiveren kan dog acceptere, at\nden\u003C\u002Fp>\n\n\u003Cp>ansatte holder ferie med løn optjent hos aktuel arbejdsgiver før ferie\noptjent hos\u003C\u002Fp>\n\n\u003Cp>tidligere arbejdsgivere.\u003C\u002Fp>\n\n\u003Cp>Stk. 2\u003C\u002Fp>\n\n\u003Cp>Ferie med løn afholdes før ferie uden løn.\u003C\u002Fp>\n\n\u003Cp>Stk. 3.\u003C\u002Fp>\n\n\u003Cp>Overført ferie efter § 16 eller § XXX (om overført ferie pga.\nferiehindring) holdes forud\u003C\u002Fp>\n\n\u003Cp>for anden ferie.\u003C\u002Fp>\n\n\u003Ch3>KAPITEL 4. OVERFØRSEL AF FERIE\u003C\u002Fh3>\n\n\u003Cp>§ 16. OVERFØRT FERIE\u003C\u002Fp>\n\n\u003Cp>Stk. 1.\u003C\u002Fp>\n\n\u003Cp>Arbejdsgiveren og en månedslønnet ansat kan senest den 31. december i\nferieafholdelsesperioden\u003C\u002Fp>\n\n\u003Cp>skriftligt aftale, at optjente uafviklede ferietimer ud over 4 uger skal\noverføres\u003C\u002Fp>\n\n\u003Cp>til den\u002Fde følgende ferieafholdelsesperioder\u003C\u002Fp>\n\n\u003Cp>BEMÆRKNINGER:\u003C\u002Fp>\n\n\u003Cp>Overførte ferietimer afregnes i forhold til den til enhver tid gældende\nbeskæftigelsesgrad,\u003C\u002Fp>\n\n\u003Cp>jf. § 10, stk. 3 (afregning af ferietimer).\u003C\u002Fp>\n\n\u003Cp>Om aflønning se § 25, stk. 2 (løn under ferie).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Stk. 2.\u003C\u002Fp>\n\n\u003Cp>Ved indgåelse af en skriftlig aftale efter stk. 1 skal de nærmere vilkår\nfor afviklingen af\u003C\u002Fp>\n\n\u003Cp>den overførte ferie fastlægges. Medmindre andet er aftalt gælder\nbestemmelserne for\u003C\u002Fp>\n\n\u003Cp>varsling af ferie, jf. § 11, stk. 2.\u003C\u002Fp>\n\n\u003Cp>Stk. 3.\u003C\u002Fp>\n\n\u003Cp>Hvis den overførte ferie er ferie fra tidligere arbejdsgiver, skal den nye\narbejdsgiver senest\u003C\u002Fp>\n\n\u003Cp>den 31. december i ferieafholdelsesperioden meddele den, der skal udbetale\nferien, at ferien\u003C\u002Fp>\n\n\u003Cp>overføres.\u003C\u002Fp>\n\n\u003Cp>§ 17. OVERFØRT FERIE I FORBINDELSE MED FRATRÆDEN\u003C\u002Fp>\n\n\u003Cp>Stk. 1.\u003C\u002Fp>\n\n\u003Cp>Arbejdsgiveren kan ikke pålægge en ansat, der er opsagt, at holde\noverført ferie i en opsigelses-\u002F\u003C\u002Fp>\n\n\u003Cp>fritstillingsperiode.\u003C\u002Fp>\n\n\u003Cp>Stk. 2.\u003C\u002Fp>\n\n\u003Cp>Fratræder den ansatte inden den overførte ferie er holdt, bortfalder\nretten til efter fratrædelsen\u003C\u002Fp>\n\n\u003Cp>at holde denne. Arbejdsgiveren skal ved fratrædelsen udbetale godtgørelse\nfor den\u003C\u002Fp>\n\n\u003Cp>overførte ferie med 2,5% beregnet af de samme løndele, som indgår i\nberegningsgrundlaget\u003C\u002Fp>\n\n\u003Cp>for feriegodtgørelse, jf. § 30, stk. 3-4 (feriegodtgørelse ved\nfratræden).\u003C\u002Fp>\n\n\u003Ch3>KAPITEL 5. SYGDOM, STREJKE OG LOCKOUT\u003C\u002Fh3>\n\n\u003Cp>§ 21. SYGDOM FØR FERIENS BEGYNDELSE\u003C\u002Fp>\n\n\u003Cp>Stk. 1.\u003C\u002Fp>\n\n\u003Cp>En ansat, der er syg eller sygemeldt, når ferien begynder, har ret til at\nfå ferien suspenderet.\u003C\u002Fp>\n\n\u003Cp>Stk. 2.\u003C\u002Fp>\n\n\u003Cp>Såfremt ferien suspenderes efter stk. 1, fastsætter arbejdsgiver efter\ndrøftelse med den\u003C\u002Fp>\n\n\u003Cp>ansatte, hvornår erstatningsferien skal afholdes, jf. dog §§§ 22, stk. 4\n(en ansat som bliver\u003C\u002Fp>\n\n\u003Cp>rask før den planlagte ferieperiode slutter, har ret til at holde den\nresterende del af den\u003C\u002Fp>\n\n\u003Cp>planlagte ferieperiode), 24 og 25.\u003C\u002Fp>\n\n\u003Cp>BEMÆRKNINGER:\u003C\u002Fp>\n\n\u003Cp>En ansat, der er syg, når ferien begynder skal normalt sygemelde sig over\nfor\u003C\u002Fp>\n\n\u003Cp>arbejdsgiveren ved arbejdstids begyndelse den første feriedag, medmindre\nder\u003C\u002Fp>\n\n\u003Cp>gælder andre regler om sygemelding for ansættelsesforholdet. Den ansatte\nkan til\u003C\u002Fp>\n\n\u003Cp>gengæld kræve ferien udskudt til senere afholdelse i en periode, der\nfastsættes af\u003C\u002Fp>\n\n\u003Cp>arbejdsgiveren efter drøftelse med den ansatte.\u003C\u002Fp>\n\n\u003Cp>§ 22. SYGDOM I FERIEN\u003C\u002Fp>\n\n\u003Cp>Stk. 1.\u003C\u002Fp>\n\n\u003Cp>En ansat, der har optjent 25 dages ferie, og som bliver syg under ferien,\nhar mod lægelig\u003C\u002Fp>\n\n\u003Cp>dokumentation ret til erstatningsferie efter 5 sygedage under ferie i samme\nferieår. En\u003C\u002Fp>\n\n\u003Cp>ansat, der har optjent mindre end 25 dages ferie, har ret til\nerstatningsferie efter et forholdsmæssigt\u003C\u002Fp>\n\n\u003Cp>færre antal sygedage. Feriedage, som en ansat ikke har optjent i\nferieåret\u003C\u002Fp>\n\n\u003Cp>efter § 7 fradrages i de sygedage, der ikke gives erstatningsferie for\nefter 1. og 2. pkt.\u003C\u002Fp>\n\n\u003Cp>BEMÆRKNINGER:\u003C\u002Fp>\n\n\u003Cp>Reglerne om erstatningsferie ved sygdom under ferie gælder for ansatte, der\nhar\u003C\u002Fp>\n\n\u003Cp>ret til ferie med løn eller feriegodtgørelse.\u003C\u002Fp>\n\n\u003Cp>Den ansatte har ret til at få erstatningsferie efter den 5. sygedag under\nferie i\u003C\u002Fp>\n\n\u003Cp>samme ferieår. De 5 feriedage (karensdage) ved sygdom under ferie kan ligge\npå\u003C\u002Fp>\n\n\u003Cp>såvel arbejdsdage som arbejdsfri dage, hvor der afholdes ferie på\ndagen.\u003C\u002Fp>\n\n\u003Cp>Har den ansatte optjent mindre end 25 dages ferie, indtræder muligheden for\nerstatningsferie\u003C\u002Fp>\n\n\u003Cp>efter et forholdsmæssigt færre antal sygedage. De dage som den\u003C\u002Fp>\n\n\u003Cp>ansatte ikke får erstatningsferie for beregnes ved at gange antallet af\noptjente\u003C\u002Fp>\n\n\u003Cp>feriedage med 1\u002F5.\u003C\u002Fp>\n\n\u003Cp>Stk. 2\u003C\u002Fp>\n\n\u003Cp>Reglerne om erstatningsferie efter stk. 1 finder anvendelse fra den dag,\nhvor den ansatte\u003C\u002Fp>\n\n\u003Cp>meddeler sygdommen til arbejdsgiveren, medmindre manglende meddelelse ikke\nkan bebrejdes\u003C\u002Fp>\n\n\u003Cp>den ansatte.\u003C\u002Fp>\n\n\u003Cp>BEMÆRKNINGER:\u003C\u002Fp>\n\n\u003Cp>Kravet om, at den ansatte skal melde sig syg hos arbejdsgiveren og fremvise\nlægelig\u003C\u002Fp>\n\n\u003Cp>dokumentation ved sygdom under ferie gælder generelt ved sygdom under\u003C\u002Fp>\n\n\u003Cp>ferie og gælder også for de 5 første sygedage under ferie, hvor den\nansatte ikke\u003C\u002Fp>\n\n\u003Cp>har ret til erstatningsferie. Den ansatte holder ferie i denne periode.\u003C\u002Fp>\n\n\u003Cp>Meddelelsen om sygdom skal ske efter de regler, som i øvrigt gælder for\nsygemelding\u003C\u002Fp>\n\n\u003Cp>i ansættelsesforholdet, hvilket normalt vil sige ved arbejdstids\nbegyndelse\u003C\u002Fp>\n\n\u003Cp>den 1. sygedag.\u003C\u002Fp>\n\n\u003Cp>Stk. 3\u003C\u002Fp>\n\n\u003Cp>Den ansatte betaler den lægelige dokumentation, jf. stk. 1.\u003C\u002Fp>\n\n\u003Cp>Stk. 4\u003C\u002Fp>\n\n\u003Cp>En ansat omfattet af § 21, stk. 1 eller § 22, stk. 1, som bliver rask før\nden planlagte ferieperiode\u003C\u002Fp>\n\n\u003Cp>er ovre, har ret til i forlængelse af sin raskmelding at holde den\nresterende del af\u003C\u002Fp>\n\n\u003Cp>den planlagte ferieperiode, såfremt den ansatte ved sin raskmelding giver\nbesked herom.\u003C\u002Fp>\n\n\u003Cp>§ 22A SUSPENSION AF PÅBEGYNDT FERIE VED SYGDOM I FERIEN\u003C\u002Fp>\n\n\u003Cp>Stk.1.\u003C\u002Fp>\n\n\u003Cp>I tilfælde, hvor den ansatte ikke har ret til erstatningsferie ved sygdom\nunder ferie, jf. §\u003C\u002Fp>\n\n\u003Cp>22, kan påbegyndt ferie i særlige tilfælde helt eller delvist\nsuspenderes, hvis arbejdsgiveren\u003C\u002Fp>\n\n\u003Cp>skønner, at særlige omstændigheder taler herfor. Ved afgørelse heraf kan\nder tages\u003C\u002Fp>\n\n\u003Cp>hensyn til sygdommens varighed og karakter, om sygdommen er til hinder for\nen rimelig\u003C\u002Fp>\n\n\u003Cp>udnyttelse af ferien, eller om sygdommen skyldes tilskadekomst under\ntjeneste før feriens påbegyndelse.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Stk. 2.\u003C\u002Fp>\n\n\u003Cp>Arbejdsgiveren kan beslutte, at den ansatte skal dokumentere sygdom efter\nstk. 1 ved\u003C\u002Fp>\n\n\u003Cp>lægeerklæring. Det er arbejdsgiveren, der afholder udgiften til\nlægeerklæringen.\u003C\u002Fp>\n\n\u003Cp>BEMÆRKNINGER:\u003C\u002Fp>\n\n\u003Cp>Hvis den ansatte allerede har dokumenteret sin sygdom efter § 22, kan denne\ndokumentation\u003C\u002Fp>\n\n\u003Cp>lægges til grund.\u003C\u002Fp>\n\n\u003Cp>Stk. 3.\u003C\u002Fp>\n\n\u003Cp>Såfremt ferien suspenderes efter stk. 1, fastsætter arbejdsgiver efter\ndrøftelse med den\u003C\u002Fp>\n\n\u003Cp>ansatte, hvornår erstatningsferien skal afholdes, jf. dog §§ 24 og 25.\u003C\u002Fp>\n\n\u003Cp>§ 23. STREJKE ELLER LOCKOUT\u003C\u002Fp>\n\n\u003Cp>Stk. 1.\u003C\u002Fp>\n\n\u003Cp>Hvis den ansatte deltager i lovlig strejke eller lockout, når ferien er\nplanlagt at skulle\u003C\u002Fp>\n\n\u003Cp>begynde, kan den ansatte ikke begynde ferien.\u003C\u002Fp>\n\n\u003Cp>BEMÆRKNINGER:\u003C\u002Fp>\n\n\u003Cp>Hvis en ansat deltager i en lovlig strejke eller lockout på tidspunktet for\nferiens\u003C\u002Fp>\n\n\u003Cp>begyndelse er der tale om en feriehindring, jf. i øvrigt § 24. Det vil\nsige, at ferie\u003C\u002Fp>\n\n\u003Cp>kun kan holdes, hvis ferien – som begynder ved arbejdstids begyndelse den\nførste\u003C\u002Fp>\n\n\u003Cp>feriedag – er begyndt senest samtidig med, at en arbejdskonflikt\nbegynder.\u003C\u002Fp>\n\n\u003Cp>Stk. 2.\u003C\u002Fp>\n\n\u003Cp>Når konflikten ophører, fastsætter arbejdsgiveren et nyt tidspunkt for\nferiens afholdelse.\u003C\u002Fp>\n\n\u003Cp>Ferien skal varsles med mindst en måned for hovedferie og 14 dage for\nøvrig ferie, modsat\u003C\u002Fp>\n\n\u003Cp>de almindelige varslingsregler i § 11, stk. 2, medmindre andet aftales\nmellem arbejdsgiveren\u003C\u002Fp>\n\n\u003Cp>og den ansatte, eller særlige omstændigheder hindrer dette, jf. dog §§\n16 og 18.\u003C\u002Fp>\n\n\u003Ch3>KAPITEL 6. FERIEHINDRING\u003C\u002Fh3>\n\n\u003Cp>§ 24. OVERFØRSEL OG UDBETALING AF FERIE PGA. FERIEHINDRING\u003C\u002Fp>\n\n\u003Cp>Stk. 1.\u003C\u002Fp>\n\n\u003Cp>En ansat har ikke pligt til at holde ferie i en periode, hvor den ansatte\nhelt eller delvist er\u003C\u002Fp>\n\n\u003Cp>afskåret fra at holde ferie grundet:\u003C\u002Fp>\n\n\u003Cp>1) Egen sygdom (hel eller delvis)\u003C\u002Fp>\n\n\u003Cp>2) Barselsorlov\u003C\u002Fp>\n\n\u003Cp>3) Orlov til adoption\u003C\u002Fp>\n\n\u003Cp>4) Ophold i udlandet, forudsat at pågældende er i et ansættelsesforhold,\nsom ikke er\u003C\u002Fp>\n\n\u003Cp>omfattet af ferieloven\u002Fferieaftalen\u003C\u002Fp>\n\n\u003Cp>5) Overgang til selvstændigt erhverv\u003C\u002Fp>\n\n\u003Cp>6) Overgang til arbejde i hjemmet\u003C\u002Fp>\n\n\u003Cp>7) Valg til borgmester, udnævnelse til minister eller lignende\ntillidshverv\u003C\u002Fp>\n\n\u003Cp>8) Indsættelse i en af kriminalforsorgens institutioner eller tilsvarende\nudenlandsk institution\u003C\u002Fp>\n\n\u003Cp>9) Tvangsanbringelse\u003C\u002Fp>\n\n\u003Cp>10) Lovligt varslede og afsluttede konflikter\u003C\u002Fp>\n\n\u003Cp>11) Aftjening af værnepligt\u003C\u002Fp>\n\n\u003Cp>12) Tjeneste i forsvaret på værnepligtslignende vilkår\u003C\u002Fp>\n\n\u003Cp>13) Udsendelse af forsvaret for at deltage i konfliktforebyggende,\nfredsbevarende, fredsskabende\u003C\u002Fp>\n\n\u003Cp>eller humanitære opgaver, når opgaven hviler på et mandat fra\nfolketinget\u003C\u002Fp>\n\n\u003Cp>14) Manglende midler til at holde ferie på grund af tvist i ferieåret\nmellem en ansat og\u003C\u002Fp>\n\n\u003Cp>regionen om krav på feriepenge\u003C\u002Fp>\n\n\u003Cp>15) Pasning af nærtstående syge eller døende, hvor den ansatte i en\nkortere tidsbegrænset\u003C\u002Fp>\n\n\u003Cp>periode er tilkendt tabt arbejdsfortjeneste, løn eller vederlag efter\nserviceloven eller\u003C\u002Fp>\n\n\u003Cp>16) Orlov fra et ansættelsesforhold til pasning af nærtstående syge eller\ndøende, hvor\u003C\u002Fp>\n\n\u003Cp>den ansatte er fritaget fra sin arbejdsforpligtelse over for arbejdsgiver i\norlovsperioden.\u003C\u002Fp>\n\n\u003Cp>Stk. 2.\u003C\u002Fp>\n\n\u003Cp>Er en ansat helt eller delvist afskåret fra at holde optjent betalt ferie,\njf. § 24, stk. 1, inden\u003C\u002Fp>\n\n\u003Cp>ferieafholdelsesperiodens udløb (31. december), overføres op til 4 ugers\nårlig betalt ferie\u003C\u002Fp>\n\n\u003Cp>til den efterfølgende ferieafholdelsesperiode. Foreligger der en\nferiehindring for ferie fra\u003C\u002Fp>\n\n\u003Cp>tidligere arbejdsgiver, skal den nye arbejdsgiver senest den 31. december i\nferieafholdelsesperioden\u003C\u002Fp>\n\n\u003Cp>meddele den, der skal udbetale ferien, at ferien overføres.\u003C\u002Fp>\n\n\u003Cp>BEMÆRKNINGER:\u003C\u002Fp>\n\n\u003Cp>Overførsel kan ske, når det er godtgjort, at en af de i stk. 1 nævnte\nforhold er\u003C\u002Fp>\n\n\u003Cp>tilstede.\u003C\u002Fp>\n\n\u003Cp>Ansatte der er helt eller delvist afskåret fra at holde optjent betalt\nferie som vedrører\u003C\u002Fp>\n\n\u003Cp>5. ferieuge, har ret til at få udbetalt ferie med løn eller\nferiegodtgørelse i\u003C\u002Fp>\n\n\u003Cp>overensstemmelse med § 29 (udbetaling af 5. ferieuge; ferie med løn) og,\n§ 34\u003C\u002Fp>\n\n\u003Cp>(udbetaling af 5. ferieuge feriegodtgørelse) medmindre der er indgået\nskriftlig aftale\u003C\u002Fp>\n\n\u003Cp>om overførsel af ferien efter § 16, stk. 1 (overførsel af ferie udover\nfire uger).\u003C\u002Fp>\n\n\u003Cp>Stk. 3.\u003C\u002Fp>\n\n\u003Cp>Skyldes feriehindringen efter § 24, stk. 1, sygdom eller\nbarselsorlov\u002Fadoptionsorlov efter\u003C\u002Fp>\n\n\u003Cp>Aftale om fravær af familiemæssige årsager, og består feriehindringen\nfortsat frem til\u003C\u002Fp>\n\n\u003Cp>udgangen af den følgende ferieafholdelsesperiode, har den ansatte mulighed\nfor at vælge\u003C\u002Fp>\n\n\u003Cp>at få den ikke afholdte ferie udbetalt.\u003C\u002Fp>\n\n\u003Cp>BEMÆRKNINGER:\u003C\u002Fp>\n\n\u003Cp>Om lønnen ved udbetaling ferien, se § 25, stk. 2 (løn under ferie).\u003C\u002Fp>\n\n\u003Cp>Udbetaling forudsætter, at det er godtgjort, at der er tale om sygdom eller\norlov\u003C\u002Fp>\n\n\u003Cp>efter barselsaftalen. Det afgørende er, om ferie kan afholdes inden\nferieafholdelsesperiodens\u003C\u002Fp>\n\n\u003Cp>udløb. Det er alene de feriedage, som der ikke er plads til at holde,\u003C\u002Fp>\n\n\u003Cp>som der kan ske udbetaling for. En ansat har ikke krav på at holde\nrestferie i\u003C\u002Fp>\n\n\u003Cp>sammenhæng.\u003C\u002Fp>\n\n\u003Cp>Hvis en ansat er forhindret i at holde en fastlagt ferie i to på hinanden\nfølgende\u003C\u002Fp>\n\n\u003Cp>ferieafholdelsesperioder vil den ansatte have ret til at få udbetalt den\nløn, som\u003C\u002Fp>\n\n\u003Cp>den ansatte ville have ret til under den fastlagte ferie. Hvis ferien ikke\ner fastlagt,\u003C\u002Fp>\n\n\u003Cp>har den ansatte ret til at få udbetalt feriepenge svarende til den\nfastpåregnelige\u003C\u002Fp>\n\n\u003Cp>løn ved ferieafholdelsesperiodens udløb, jf. 25, stk. 2 (fast påregnelig\nløn).\u003C\u002Fp>\n\n\u003Ch3>KAPITEL 7. LØN UNDER FERIE OG SÆRLIG FERIEGODTGØRELSE\u003C\u002Fh3>\n\n\u003Cp>§ 25. LØN UNDER FERIE\u003C\u002Fp>\n\n\u003Cp>Stk. 1.\u003C\u002Fp>\n\n\u003Cp>Den ansatte holder ferie med løn, jf. dog §§ 43 og 45.\u003C\u002Fp>\n\n\u003Cp>Stk. 2.\u003C\u002Fp>\n\n\u003Cp>Lønnen under ferie er den fast påregnelige løn på ferietidspunktet.\nLønnen beregnes i\u003C\u002Fp>\n\n\u003Cp>forhold til beskæftigelsesgraden på optjeningstidspunktet.\u003C\u002Fp>\n\n\u003Cp>BEMÆRKNINGER:\u003C\u002Fp>\n\n\u003Cp>Dette kan illustreres ved følgende eksempel:\u003C\u002Fp>\n\n\u003Cp>En ansat er deltidsbeskæftiget på 30 timer i de måneder, hvor den ansatte\noptjener\u003C\u002Fp>\n\n\u003Cp>ret til betalt ferie (optjeningstidspunktet)\u003C\u002Fp>\n\n\u003Cp>Den ansatte går op i tid til 37 timer og afholder derefter en uges optjent\nbetalt\u003C\u002Fp>\n\n\u003Cp>ferie (ferietidspunktet).\u003C\u002Fp>\n\n\u003Cp>Under ferien har den ansatte ret til den fast påregnelige løn på\nferietidspunktet,\u003C\u002Fp>\n\n\u003Cp>dog beregnet i forhold til beskæftigelsesgraden på optjeningstidspunktet,\ndvs. 30\u003C\u002Fp>\n\n\u003Cp>timer.\u003C\u002Fp>\n\n\u003Cp>I forhold til afregning af ferietimer i den ansattes ferieregnskab se § 10,\nstk. 3\u003C\u002Fp>\n\n\u003Cp>(afregning af ferietimer).\u003C\u002Fp>\n\n\u003Cp>Stk. 3.\u003C\u002Fp>\n\n\u003Cp>Den ansatte har ret til ferie mod fradrag i løn, hvis ferien er optjent\nunder anden beskæftigelse\u003C\u002Fp>\n\n\u003Cp>i ferieåret eller afholdes efter reglerne i § 8, stk. 3. Den ansatte\nbliver under ferien\u003C\u002Fp>\n\n\u003Cp>trukket 1\u002F1924 af årslønnen for hver time, den ansatte skulle have\narbejdet den pågældende\u003C\u002Fp>\n\n\u003Cp>dag. Hvis der ved aftale\u002Foverenskomst er fastsat et andet årligt timetal\nend 1924\u003C\u002Fp>\n\n\u003Cp>eller en anden fradragsberegningsmodel, foretages fradraget i\noverensstemmelse hermed.\u003C\u002Fp>\n\n\u003Cp>BEMÆRKNINGER:\u003C\u002Fp>\n\n\u003Cp>Ved fradrag i lønnen finder aftale om lønberegning\u002Flønfradrag for\nmånedslønnet\u003C\u002Fp>\n\n\u003Cp>personale anvendelse.\u003C\u002Fp>\n\n\u003Cp>§ 26 FERIEGODTGØRELSE I STEDET FOR FERIE MED LØN\u003C\u002Fp>\n\n\u003Cp>Stk. 1.\u003C\u002Fp>\n\n\u003Cp>Den ansatte kan, før ferieårets begyndelse, kræve feriegodtgørelse med\n12% af lønnen i\u003C\u002Fp>\n\n\u003Cp>ferieåret i stedet for ferie med løn og særlig feriegodtgørelse.\u003C\u002Fp>\n\n\u003Cp>BEMÆRKNINGER:\u003C\u002Fp>\n\n\u003Cp>En ansat som opfylder betingelserne for at få løn under ferie har ret til\nat vælge\u003C\u002Fp>\n\n\u003Cp>at få beregnet feriegodtgørelse med 12% af lønnen i ferieåret, jf. §\n30, stk. 3 og 4\u003C\u002Fp>\n\n\u003Cp>(feriegodtgørelse ved fratræden) i stedet for løn under ferie og særlig\nferiegodtgørelse,\u003C\u002Fp>\n\n\u003Cp>selvom den ansatte ikke fratræder. Valget er bindende for den ansatte.\u003C\u002Fp>\n\n\u003Cp>Den ansatte skal fremsætte sit ønske før ferieåret begynder, det vil\nsige senest den\u003C\u002Fp>\n\n\u003Cp>31. august i det forudgående ferieår. Hvis den ansatte fremsætter sit\nønske f.eks.\u003C\u002Fp>\n\n\u003Cp>den 20. august 2021, vil den ansatte få feriegodtgørelse for ferieåret,\nder begynder\u003C\u002Fp>\n\n\u003Cp>den 1. september 2021.\u003C\u002Fp>\n\n\u003Cp>§ 27. SÆRLIG FERIEGODTGØRELSE (FERIETILLÆG)\u003C\u002Fp>\n\n\u003Cp>Stk. 1.\u003C\u002Fp>\n\n\u003Cp>Den ansatte har ud over ferie med løn ret til særlig feriegodtgørelse\n(ferietillæg), der udgør\u003C\u002Fp>\n\n\u003Cp>1 % af den ferieberettigede løn, jf. stk. 2 og 3.\u003C\u002Fp>\n\n\u003Cp>Stk. 2.\u003C\u002Fp>\n\n\u003Cp>Den ferieberettigede løn består af samtlige A-indkomstskattepligtige\nløndele, som arbejdsgiver\u003C\u002Fp>\n\n\u003Cp>har udbetalt i ferieåret med tillæg af\u003C\u002Fp>\n\n\u003Cp>1. den ansattes egetbidrag til ATP\u003C\u002Fp>\n\n\u003Cp>2. den ansattes arbejdsmarkedsbidrag og\u003C\u002Fp>\n\n\u003Cp>3. den ansattes eventuelle bidrag til en arbejdsgiveradministreret\nkapitalpensionsordning\u003C\u002Fp>\n\n\u003Cp>Stk. 3.\u003C\u002Fp>\n\n\u003Cp>I den ferieberettigede løn fradrages\u003C\u002Fp>\n\n\u003Cp>1. udbetalt særlig feriegodtgørelse\u003C\u002Fp>\n\n\u003Cp>2. udbetaling af feriepenge uden ferie er afholdt, jf. §§ 16, 19 og 24\u003C\u002Fp>\n\n\u003Cp>3. fridagsgodtgørelse efter Regionernes Lønnings- og Takstnævns aftale om\nforskudt\u003C\u002Fp>\n\n\u003Cp>tid og holddrift\u003C\u002Fp>\n\n\u003Cp>4. rådighedsvagttillæg, jf. jf. Aftale om 6. ferieuge, særlig\nferiegodtgørelse (særlige\u003C\u002Fp>\n\n\u003Cp>ferietillæg), forhøjet feriegodtgørelse m.m. § X\u003C\u002Fp>\n\n\u003Cp>5. løn for merarbejde, jf. jf. Aftale om 6. ferieuge, særlig\nferiegodtgørelse (særlige\u003C\u002Fp>\n\n\u003Cp>ferietillæg), forhøjet feriegodtgørelse m.m. § X\u003C\u002Fp>\n\n\u003Cp>6. dispositionsvederlag, jf. jf. Aftale om 6. ferieuge, særlig\nferiegodtgørelse (særlige\u003C\u002Fp>\n\n\u003Cp>ferietillæg), forhøjet feriegodtgørelse m.m. § X\u003C\u002Fp>\n\n\u003Cp>7. feriegodtgørelse af løn for rådighedsvagttillæg,\ndispositionsvederlag, merarbejde,\u003C\u002Fp>\n\n\u003Cp>jf. Aftale om 6. ferieuge, særlig feriegodtgørelse (særlige\nferietillæg), forhøjet feriegodtgørelse\u003C\u002Fp>\n\n\u003Cp>m.m. § X\u003C\u002Fp>\n\n\u003Cp>8. eventuelt gruppelivstillæg\u003C\u002Fp>\n\n\u003Cp>9. tillæg, der indgår i en fritvalgsordning, og hvor den ansatte har valgt\net løntillæg\u003C\u002Fp>\n\n\u003Cp>frem for en pensionsforhøjelse, jf. dog de enkelte overenskomsters\nbestemmelser\u003C\u002Fp>\n\n\u003Cp>herom samt\u003C\u002Fp>\n\n\u003Cp>10. tillæg, der ydes til ansatte, der er fyldt 70 år, og hvor den ansatte\nhar valgt at få\u003C\u002Fp>\n\n\u003Cp>udbetalt pensionsbidrag som løn frem for en pensionsindbetaling, jf. dog de\nenkelte\u003C\u002Fp>\n\n\u003Cp>overenskomsters bestemmelser herom.\u003C\u002Fp>\n\n\u003Cp>Stk. 4.\u003C\u002Fp>\n\n\u003Cp>Særlig feriegodtgørelse (ferietillæg) for perioden 1. september til 31.\nmaj udbetales sammen\u003C\u002Fp>\n\n\u003Cp>med lønnen for maj måned, mens ferietillæg for den resterende del af\nferieåret udbetales\u003C\u002Fp>\n\n\u003Cp>sammen med lønnen for august måned.\u003C\u002Fp>\n\n\u003Cp>§ 28. AFTALE OM UDBETALING AF LØN UNDER FERIE VEDRØRENDE 5. FERIEUGE\u003C\u002Fp>\n\n\u003Cp>VED FERIEÅRETS UDLØB\u003C\u002Fp>\n\n\u003Cp>Stk. 1.\u003C\u002Fp>\n\n\u003Cp>Efter ferieårets udløb kan en ansat og en arbejdsgiver aftale, at optjent\nferie med løn, som\u003C\u002Fp>\n\n\u003Cp>vedrører 5. ferieuge, som ikke er holdt, udbetalt eller aftalt overført,\njf. dog § 8, stk. 2\u003C\u002Fp>\n\n\u003Cp>(overført ferie tæller ikke med i de 4 uger) udbetales før\nferieafholdelsesperiodens udløb.\u003C\u002Fp>\n\n\u003Cp>Har den ansatte ikke været ansat hos arbejdsgiveren i hele ferieåret på\nfuld tid, skal den\u003C\u002Fp>\n\n\u003Cp>ansatte skriftligt erklære, at lønnen under ferie vedrører optjent 5.\nferieuge, og at den\u003C\u002Fp>\n\n\u003Cp>ansatte i ferieåret ikke har modtaget offentlige ydelser som nævnt i §\n30, stk. 1 (udbetaling\u003C\u002Fp>\n\n\u003Cp>efter godkendelse fra FerieKonto).\u003C\u002Fp>\n\n\u003Cp>§ 29. AUTOMATISK UDBETALING AF LØN UNDER FERIE VEDRØRENDE 5. FERIEUGE\u003C\u002Fp>\n\n\u003Cp>EFTER FERIEAFHOLDELSESPERIODENS UDLØB\u003C\u002Fp>\n\n\u003Cp>Stk. 1\u003C\u002Fp>\n\n\u003Cp>Løn under ferie for optjent betalt ferie, som vedrører 5. ferieuge jf. §\n28, stk. 1 (aftale om\u003C\u002Fp>\n\n\u003Cp>udbetaling af løn under ferie), udbetales automatisk af arbejdsgiveren\nsenest den 15. februar\u003C\u002Fp>\n\n\u003Cp>efter ferieafholdelsesperiodens udløb, såfremt den ansatte har været\nansat hos arbejdsgiveren\u003C\u002Fp>\n\n\u003Cp>på fuld tid i hele ferieafholdelsesperioden. Har den ansatte ikke været\nansat\u003C\u002Fp>\n\n\u003Cp>på fuld tid i hele ferieafholdelsesperioden, skal den ansatte over for\narbejdsgiveren skriftligt\u003C\u002Fp>\n\n\u003Cp>erklære, at lønnen under ferien samt ikke udbetalt ferietillæg vedrører\noptjent 5. ferieuge,\u003C\u002Fp>\n\n\u003Cp>og at den ansatte i ferieafholdelsesperioden ikke har modtaget offentlige\nydelser,\u003C\u002Fp>\n\n\u003Cp>som nævnt i § 30, stk. 1 (udbetaling efter godkendelse fra FerieKonto).\nArbejdsgiveren\u003C\u002Fp>\n\n\u003Cp>har pligt til at gemme erklæringen efter bogføringslovens regler om\nopbevaring af regnskabsmateriale.\u003C\u002Fp>\n\n\u003Cp>§ 30. UDBETALING EFTER FORUDGÅENDE GODKENDELSE AF FERIEKONTO\u003C\u002Fp>\n\n\u003Cp>Stk. 1.\u003C\u002Fp>\n\n\u003Cp>Har den ansatte modtaget arbejdsløshedsdagpenge, midlertidig\narbejdsmarkedsydelse,\u003C\u002Fp>\n\n\u003Cp>kontantydelse, efterløn, fleksydelse, ledighedsydelse,\nressourceforløbsydelse, integrationsydelse,\u003C\u002Fp>\n\n\u003Cp>uddannelseshjælp eller kontanthjælp i ferieåret, jf. §§ 29, stk. 1\n(aftale om\u003C\u002Fp>\n\n\u003Cp>udbetaling af løn under ferie) og § 34, stk. 1 (aftale om udbetaling af\nferiegodtgørelse),\u003C\u002Fp>\n\n\u003Cp>eller ferieafholdelsesperioden, jf. § 30 (automatisk udbetaling af ferie\nmed løn ved ferieafholdelsesperiodens\u003C\u002Fp>\n\n\u003Cp>udløb), § 35 (automatisk udbetaling af feriegodtgørelse), samt § 37\u003C\u002Fp>\n\n\u003Cp>(dødsfald) og § 33 (forlader arbejdsmarkedet), kan udbetaling af\nferiepenge efter § 29,\u003C\u002Fp>\n\n\u003Cp>stk. 1, 2. pkt. (ikke været ansat i hele ferieåret på fuld tid) og § 30\n(automatisk udbetaling\u003C\u002Fp>\n\n\u003Cp>af løn ved ferieafholdelsesperiodens udløb), kun ske efter FerieKontos\nforudgående godkendelse.\u003C\u002Fp>\n\n\u003Cp>Stk. 2.\u003C\u002Fp>\n\n\u003Cp>Antallet af dage med de ydelser, der nævnes i stk. 1, skal trækkes fra det\nantal dage, de\u003C\u002Fp>\n\n\u003Cp>uhævede feriepenge svarer til, medmindre den ansatte på grund af særlige\nforhold har\u003C\u002Fp>\n\n\u003Cp>været afskåret fra at holde ferien inden ferieafholdelsesperiodens udløb,\njf. §§ 21-24 (sygdom,\u003C\u002Fp>\n\n\u003Cp>strejke\u002Flockout samt andre feriehindringer). Resterer der et antal\nferiedage, udbetaler\u003C\u002Fp>\n\n\u003Cp>FerieKonto feriegodtgørelsen eller meddeler den, der administrerer\nferiegodtgørelsen,\u003C\u002Fp>\n\n\u003Cp>for hvor mange dage der kan udbetales til den ansatte.\u003C\u002Fp>\n\n\u003Ch3>KAPITEL 9. FERIEGODTGØRELSE\u003C\u002Fh3>\n\n\u003Cp>§ 31. FERIEGODTGØRELSE VED FRATRÆDEN\u003C\u002Fp>\n\n\u003Cp>Stk. 1.\u003C\u002Fp>\n\n\u003Cp>Ved fratræden omregnes optjente ferietimer til feriedage.\u003C\u002Fp>\n\n\u003Cp>Stk. 2.\u003C\u002Fp>\n\n\u003Cp>Den ansatte får ved fratrædelsen feriegodtgørelse på 12,5% af den\nferieberettigede løn,\u003C\u002Fp>\n\n\u003Cp>jf. stk. 3, for den optjente betalte ferie, som den ansatte ikke har\nholdt.\u003C\u002Fp>\n\n\u003Cp>Stk. 2a.\u003C\u002Fp>\n\n\u003Cp>Følgende ansatte får ved fratrædelsen feriegodtgørelse på 12,95 % af\nden ferieberettigede\u003C\u002Fp>\n\n\u003Cp>løn, jf. stk. 3, den optjente betalte ferie, som den ansatte ikke har\nholdt.: Ansatte, som i\u003C\u002Fp>\n\n\u003Cp>henhold til protokollat 1 til overenskomsten for specialarbejdere, faglærte\ngartnere, faglærte\u003C\u002Fp>\n\n\u003Cp>brolæggere, faglærte struktører, faglærte murere m.fl., og til\noverenskomstens § 24,\u003C\u002Fp>\n\n\u003Cp>stk. 12, efter vinterhjemsendelse er berettiget til at genindtræde i\nhidtidig optjent opsigelsesvarsel\u003C\u002Fp>\n\n\u003Cp>mv.\u003C\u002Fp>\n\n\u003Cp>§ 32. BEREGNINGSGRUNDLAG FOR FERIEGODTGØRELSE\u003C\u002Fp>\n\n\u003Cp>Stk. 1.\u003C\u002Fp>\n\n\u003Cp>Ved beregning af feriegodtgørelse består den ferieberettigede løn af\nsamtlige A-indkomstskattepligtige\u003C\u002Fp>\n\n\u003Cp>løndele, som arbejdsgiver har udbetalt i ferieåret med tillæg af\u003C\u002Fp>\n\n\u003Cp>1. den ansattes egetbidrag til ATP\u003C\u002Fp>\n\n\u003Cp>2. den ansattes arbejdsmarkedsbidrag\u003C\u002Fp>\n\n\u003Cp>3. den ansattes eventuelle bidrag til en kollektiv pensionsordning og\u003C\u002Fp>\n\n\u003Cp>4. den ansattes eventuelle bidrag til en arbejdsgiveradministreret\nkapitalpensionsordning\u003C\u002Fp>\n\n\u003Cp>Stk. 2.\u003C\u002Fp>\n\n\u003Cp>I den ferieberettigede løn fradrages\u003C\u002Fp>\n\n\u003Cp>1. løn, der er udbetalt under ferie\u003C\u002Fp>\n\n\u003Cp>2. udbetaling af feriepenge uden ferie er afholdt, jf. §§ 16 og 24 samt §\nX jf. Aftale\u003C\u002Fp>\n\n\u003Cp>om 6. ferieuge, særlig feriegodtgørelse (særlige ferietillæg), forhøjet\nferiegodtgørelse m.m.\u003C\u002Fp>\n\n\u003Cp>3. udbetalt særlig feriegodtgørelse\u003C\u002Fp>\n\n\u003Cp>4. fridagsgodtgørelse efter Regionernes Lønnings- og Takstnævns aftale om\nforskudt tid og holddrift\u003C\u002Fp>\n\n\u003Cp>5. løn for rådighedsvagttillæg, merarbejde og dispositionsvederlag, jf.\nAftale om 6.\u003C\u002Fp>\n\n\u003Cp>ferieuge, særlig feriegodtgørelse (særlige ferietillæg), forhøjet\nferiegodtgørelse m.m. § X\u003C\u002Fp>\n\n\u003Cp>6. feriegodtgørelse af løn for rådighedsvagttillæg, merarbejde,\ndispositionsvederlag samt\u003C\u002Fp>\n\n\u003Cp>7. eventuelt gruppelivstillæg.\u003C\u002Fp>\n\n\u003Cp>Stk. 3.\u003C\u002Fp>\n\n\u003Cp>Har den ansatte i fratrædelsesåret fået udbetalt særlig\nferiegodtgørelse efter § 28, reduceres\u003C\u002Fp>\n\n\u003Cp>feriegodtgørelsen. Reduktionen sker med det antal ferietimer af den\nudbetalte særlige\u003C\u002Fp>\n\n\u003Cp>feriegodtgørelse, der ikke er afviklet ved fratrædelsen.\u003C\u002Fp>\n\n\u003Cp>Stk. 4\u003C\u002Fp>\n\n\u003Cp>Feriegodtgørelse, som vedrører en lønperiode hen over to ferieår, anses\nfor optjent i det\u003C\u002Fp>\n\n\u003Cp>nye ferieår.\u003C\u002Fp>\n\n\u003Cp>§ 33. ANVISNING AF FERIEGODTGØRELSE\u003C\u002Fp>\n\n\u003Cp>Stk. 1.\u003C\u002Fp>\n\n\u003Cp>Feriegodtgørelse efter § 31 anvises ved hjælp af et digitalt\nferiekort.\u003C\u002Fp>\n\n\u003Cp>BEMÆRKNINGER:\u003C\u002Fp>\n\n\u003Cp>Arbejdsgiveren indberetter ferieoplysninger til indkomstregistret for\nansatte, der\u003C\u002Fp>\n\n\u003Cp>fratræder samt ansatte der får feriegodtgørelse eller\nsygeferiegodtgørelse under\u003C\u002Fp>\n\n\u003Cp>ansættelsen. Herefter bliver den ansattes ferieoplysninger registreret.\u003C\u002Fp>\n\n\u003Cp>Den ansatte kan få et overblik over optjent feriegodtgørelse, herunder\noptjente\u003C\u002Fp>\n\n\u003Cp>feriedage på www.borger.dk.\u003C\u002Fp>\n\n\u003Cp>Den ansatte skal anmode om udbetaling af feriegodtgørelse på\nwww.borger.dk.\u003C\u002Fp>\n\n\u003Cp>§ 34. UDBETALING AF FERIEGODTGØRELSE I FERIEAFHOLDELSESPERIODEN\u003C\u002Fp>\n\n\u003Cp>Stk. 1.\u003C\u002Fp>\n\n\u003Cp>Ved digital anmodning om udbetaling af feriegodtgørelse udbetaler\narbejdsgiveren feriegodtgørelsen\u003C\u002Fp>\n\n\u003Cp>til den ansatte. Udbetalingen kan dog tidligst ske en måned før feriens\npåbegyndelse\u003C\u002Fp>\n\n\u003Cp>og skal senest udbetales samtidig med, at ferien begynder.\u003C\u002Fp>\n\n\u003Cp>Stk. 2.\u003C\u002Fp>\n\n\u003Cp>Arbejdsgiveren skal udbetale feriegodtgørelse hvis:\u003C\u002Fp>\n\n\u003Cp>1. Den ansatte forlader arbejdsmarkedet af alders- eller helbredsmæssige\nårsager,\u003C\u002Fp>\n\n\u003Cp>eller\u003C\u002Fp>\n\n\u003Cp>2. Den ansatte fratræder i forbindelse med flytning til udlandet og\nframelder sig Det\u003C\u002Fp>\n\n\u003Cp>Centrale Personregister.\u003C\u002Fp>\n\n\u003Cp>Retten til udbetaling af feriegodtgørelse fortabes efter denne bestemmelse,\nhvis den ansatte\u003C\u002Fp>\n\n\u003Cp>ikke senest 6 måneder efter, at have fratrådt arbejdsmarkedet anmoder om\nudbetaling\u003C\u002Fp>\n\n\u003Cp>af feriepengene.\u003C\u002Fp>\n\n\u003Cp>BEMÆRKNINGER:\u003C\u002Fp>\n\n\u003Cp>Udbetaling af feriegodtgørelse kan ske uden digital anmodning. Bestemmelsen\ni\u003C\u002Fp>\n\n\u003Cp>stk. 2 indebærer, at arbejdsgiveren mod fornøden dokumentation udbetaler\nal optjent\u003C\u002Fp>\n\n\u003Cp>feriegodtgørelse, når den ansatte af alders- eller helbredsmæssige\nforhold\u003C\u002Fp>\n\n\u003Cp>helt forlader arbejdsmarkedet eller, når den ansatte forlader det danske\narbejdsmarked\u003C\u002Fp>\n\n\u003Cp>og flytter til udlandet. Det anses for at være i overensstemmelse med\nferielovens\u003C\u002Fp>\n\n\u003Cp>bestemmelser, at alle ansatte, som på fratrædelsestidspunktet\nerklærer,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>at de forlader arbejdsmarkedet og samtidig dokumenterer, at de modtager\nalderseller\u003C\u002Fp>\n\n\u003Cp>førtidspension eller pension fra en pensionsordning også – uanset de\nsamtidig\u003C\u002Fp>\n\n\u003Cp>modtager fleksibel efterløn – har ret til at få udbetalt\nferiegodtgørelse efter\u003C\u002Fp>\n\n\u003Cp>bestemmelserne i stk. 2.\u003C\u002Fp>\n\n\u003Cp>Det er op til den enkelte region at tage stilling til om, man vil kræve en\nskriftlig\u003C\u002Fp>\n\n\u003Cp>erklæring fra den ansatte om, at pågældende på fratrædelsestidspunktet\nforlader\u003C\u002Fp>\n\n\u003Cp>arbejdsmarkedet.\u003C\u002Fp>\n\n\u003Cp>Det er ligeledes den enkelte regions eget valg, hvilken dokumentation man\nvil\u003C\u002Fp>\n\n\u003Cp>kræve. Man kan eventuelt vælge at anvende en tilsvarende blanket som\nanvendes\u003C\u002Fp>\n\n\u003Cp>ved anmodning om udbetaling af feriepenge i forhold til FerieKonto.\u003C\u002Fp>\n\n\u003Cp>Ved udbetaling af feriegodtgørelse til ansatte, der tager ophold i\nudlandet, stilles\u003C\u002Fp>\n\n\u003Cp>der kun krav om en framelding fra Det Centrale Personregister (CPR-\nregistret).\u003C\u002Fp>\n\n\u003Cp>Udlandsopholdets varighed har ikke betydning for i hvilket omfang, der kan\nudbetales\u003C\u002Fp>\n\n\u003Cp>feriegodtgørelse.\u003C\u002Fp>\n\n\u003Cp>Uanset at retten til udbetaling af feriegodtgørelse uden at holde ferie er\nfortabt\u003C\u002Fp>\n\n\u003Cp>efter denne bestemmelse, er det stadig muligt at holde ferie og få udbetalt\nferiegodtgørelse\u003C\u002Fp>\n\n\u003Cp>efter de almindelige regler herom.\u003C\u002Fp>\n\n\u003Cp>§ 35. UDBETALING AF FERIEGODTGØRELSE FRA OPHØRT ANSÆTTELSESFORHOLD\u003C\u002Fp>\n\n\u003Cp>VED FERIEAFHOLDELSEPERIODENS UDLØB\u003C\u002Fp>\n\n\u003Cp>Stk. 1\u003C\u002Fp>\n\n\u003Cp>Feriegodtgørelse for optjent betalt ferie, der ikke er holdt inden udløbet\naf ferieafholdelsesperioden,\u003C\u002Fp>\n\n\u003Cp>og som er optjent i et ansættelsesforhold, der er ophørt senest ved\nferieafholdelsesperiodens\u003C\u002Fp>\n\n\u003Cp>udløb, udbetales efter anmodning fra den ansatte, jf. dog § 31, stk. 1\u003C\u002Fp>\n\n\u003Cp>(modtaget diverse offentlige ydelser)) Det er en betingelse for udbetaling,\nat den ansatte\u003C\u002Fp>\n\n\u003Cp>skriftligt erklærer, at beløbet stammer fra et ansættelsesforhold, der er\nophørt senest ved\u003C\u002Fp>\n\n\u003Cp>ferieafholdelsesperiodens udløb, og at den ansatte i\nferieafholdelsesperioden ikke har\u003C\u002Fp>\n\n\u003Cp>modtaget offentlige ydelser som nævnt i § 30, stk. 1 (udbetaling efter\ngodkendelse fra\u003C\u002Fp>\n\n\u003Cp>FerieKonto).\u003C\u002Fp>\n\n\u003Cp>Stk. 2.\u003C\u002Fp>\n\n\u003Cp>Udbetaling efter stk. 1 fortabes, hvis den ansatte ikke senest den 30.\nseptember efter ferieafholdelsesperiodens\u003C\u002Fp>\n\n\u003Cp>udløb skriftligt anmoder arbejdsgiveren om udbetaling.\u003C\u002Fp>\n\n\u003Cp>Stk. 3.\u003C\u002Fp>\n\n\u003Cp>Arbejdsgiveren kan ved den ansattes fratræden udbetale feriegodtgørelsen,\nhvis beløbet\u003C\u002Fp>\n\n\u003Cp>er på 750 kr. eller derunder efter fradrag af skat og arbejdsmarkedsbidrag.\nArbejdsgiveren\u003C\u002Fp>\n\n\u003Cp>kan ikke udbetale feriegodtgørelse efter denne bestemmelse til samme\nansatte mere end\u003C\u002Fp>\n\n\u003Cp>to gange inden for samme ferieår.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>§ 37. AFTALE OM UDBETALING AF FERIEGODTGØRELSE VEDRØRENDE 5.\u003C\u002Fp>\n\n\u003Cp>FERIEUGE EFTER FERIEÅRETS UDLØB\u003C\u002Fp>\n\n\u003Cp>Stk. 1.\u003C\u002Fp>\n\n\u003Cp>Efter ferieårets udløb kan en ansat og en arbejdsgiver aftale, at optjent\nferiegodtgørelse\u003C\u002Fp>\n\n\u003Cp>og sygeferiegodtgørelse, som vedrører 5. ferieuge, og som ikke er afholdt,\nudbetalt eller\u003C\u002Fp>\n\n\u003Cp>aftalt overført, jf. dog § 24, stk. 3 (overført feriehindret ferie\ntæller ikke med i opgørelse\u003C\u002Fp>\n\n\u003Cp>af de 4 uger), udbetales før ferieafholdelsesperiodens udløb. Den ansatte\nskal skriftlig\u003C\u002Fp>\n\n\u003Cp>erklære, at betingelserne i 1. pkt. er opfyldt. Har den ansatte ikke været\nansat hos arbejdsgiveren\u003C\u002Fp>\n\n\u003Cp>i hele ferieåret på fuld tid, skal den ansatte skriftligt erklære, at\nferiegodtgørelsen\u003C\u002Fp>\n\n\u003Cp>vedrører optjent 5. ferieuge, og at den ansatte i ferieåret ikke har\nmodtaget offentlige\u003C\u002Fp>\n\n\u003Cp>ydelser som nævnt i § 31, stk. 1 (udbetaling efter godkendelse fra\nFerieKonto).\u003C\u002Fp>\n\n\u003Cp>§ 38. AUTOMATISK UDBETALING AF FERIEGODTGØRELSE VEDRØRENDE 5.\u003C\u002Fp>\n\n\u003Cp>FERIEUGE EFTER FERIEAFHOLDELSESPERIODENS UDLØB\u003C\u002Fp>\n\n\u003Cp>Stk. 1.\u003C\u002Fp>\n\n\u003Cp>Feriegodtgørelse og sygeferiegodtgørelse for optjent ferie, som vedrører\n5. ferieuge, jf. §\u003C\u002Fp>\n\n\u003Cp>33, stk. 1, udbetales af arbejdsgiveren senest den 15. februar efter\nferieafholdelsesperiodens\u003C\u002Fp>\n\n\u003Cp>udløb, såfremt den ansatte har været ansat på fuld tid i hele\nferieafholdelsesperioden\u003C\u002Fp>\n\n\u003Cp>hos samme arbejdsgiver.\u003C\u002Fp>\n\n\u003Cp>Stk. 2.\u003C\u002Fp>\n\n\u003Cp>Har den ansatte ikke været ansat på fuld tid i hele\nferieafholdelsesperioden hos samme\u003C\u002Fp>\n\n\u003Cp>arbejdsgiver, skal den ansatte skriftligt erklære, at feriegodtgørelsen\nvedrører optjent 5.\u003C\u002Fp>\n\n\u003Cp>ferieuge, og at den ansatte i ferieafholdelsesperioden ikke har modtaget\noffentlige ydelser,\u003C\u002Fp>\n\n\u003Cp>som nævnt i § 31, stk. 1 (udbetaling efter godkendelse fra FerieKonto).\nArbejdsgiveren\u003C\u002Fp>\n\n\u003Cp>har pligt til at gemme erklæringen efter bogføringslovens regler om\nopbevaring af regnskabsmateriale.\u003C\u002Fp>\n\n\u003Cp>§ 39. UDBETALING VED DØDSFALD\u003C\u002Fp>\n\n\u003Cp>Stk. 1.\u003C\u002Fp>\n\n\u003Cp>Umiddelbart efter den ansattes død udbetaler arbejdsgiveren\nferiegodtgørelse efter anmodning\u003C\u002Fp>\n\n\u003Cp>fra det udleverede bo. Feriegodtgørelse udbetales til boet mod den\nfornødne legitimation.\u003C\u002Fp>\n\n\u003Ch3>KAPITEL 10. FORÆLDELSE OG MODREGNING\u003C\u002Fh3>\n\n\u003Cp>§ 40. FORÆLDELSE\u003C\u002Fp>\n\n\u003Cp>Stk. 1.\u003C\u002Fp>\n\n\u003Cp>Hvis feriegodtgørelse, løn under ferie eller særlig feriegodtgørelse er\nindbetalt til Arbejdsmarkedets\u003C\u002Fp>\n\n\u003Cp>Feriefond eller en godkendt lokal feriefond og ferien er holdt eller kan\nudbetales,\u003C\u002Fp>\n\n\u003Cp>forældes kravet på feriegodtgørelse, løn under ferie eller særlig\nferiegodtgørelse,\u003C\u002Fp>\n\n\u003Cp>hvis den ansatte ikke inden 5 år efter ferieafholdelsesperiodens udløb\nretter henvendelse til fonden.\u003C\u002Fp>\n\n\u003Cp>Stk. 2.\u003C\u002Fp>\n\n\u003Cp>Hvis feriegodtgørelse, løn under ferie eller særlig feriegodtgørelse\nikke er indbetalt til\u003C\u002Fp>\n\n\u003Cp>Arbejdsmarkedets Feriefond eller en godkendt lokal feriefond, forældes\nkravet på feriegodtgørelse,\u003C\u002Fp>\n\n\u003Cp>løn under ferie eller særlig feriegodtgørelse, hvis den ansatte ikke\ninden 5 år\u003C\u002Fp>\n\n\u003Cp>efter ferieårets udløb søger kravet gennemført ved retssag, fagretlig\nbehandling, politianmeldelse\u003C\u002Fp>\n\n\u003Cp>eller indgivelse af konkursbegæring. Efterkommes kravet ikke, skal kravet\nsøges\u003C\u002Fp>\n\n\u003Cp>gennemført ved en af de i 1. pkt. øvrige angivne fremgangsmåder uden\nugrundet ophold.\u003C\u002Fp>\n\n\u003Cp>§ 41. UHÆVEDE FERIEPENGE\u003C\u002Fp>\n\n\u003Cp>Stk. 1.\u003C\u002Fp>\n\n\u003Cp>Feriegodtgørelse, der ikke er hævet af den ansatte inden udløb af\nferieafholdelsesperioden,\u003C\u002Fp>\n\n\u003Cp>eller løn under ferie eller særlig feriegodtgørelse, der ikke er udbetalt\ntil den ansatte\u003C\u002Fp>\n\n\u003Cp>inden udløbet af ferieafholdelsesperioden og som ikke udbetales efter §\n24, stk. 3 (udbetaling\u003C\u002Fp>\n\n\u003Cp>af feriehindret ferie) § 29 (aftale om udbetaling af ferie med løn), § 30\n(automatisk\u003C\u002Fp>\n\n\u003Cp>udbetaling af ferie med løn), § 33 (aftale om udbetaling af\nferiegodtgørelse), § 34 (automatisk\u003C\u002Fp>\n\n\u003Cp>udbetaling af feriegodtgørelse) og § 35 (udbetaling af feriegodtgørelse\nvedrørende\u003C\u002Fp>\n\n\u003Cp>ophørt ansættelsesforhold), eller overført ferie efter § 16, stk. 1\n(overførsel af ud over 4\u003C\u002Fp>\n\n\u003Cp>ugers ferie) og § 24, stk. 2 (overførsel af 4 ugers feriehindret ferie)\ntilfalder statskassen\u003C\u002Fp>\n\n\u003Cp>og Arbejdsmarkedets Feriefond eller en godkendt lokal feriefond.\u003C\u002Fp>\n\n\u003Cp>BEMÆRKNINGER:\u003C\u002Fp>\n\n\u003Cp>Krav på løn under ferie, der er forældet, udgør den fast påregnelige\nløn.\u003C\u002Fp>\n\n\u003Cp>Stk. 2.\u003C\u002Fp>\n\n\u003Cp>Regionen skal senest den 15. november efter ferieafholdelsesperiodens udløb\nafregne beløb\u003C\u002Fp>\n\n\u003Cp>omfattet af stk. 3 til Arbejdsmarkedets Feriefond eller en godkendt lokal\nferiefond.\u003C\u002Fp>\n\n\u003Cp>§ 42. MODREGNING\u003C\u002Fp>\n\n\u003Cp>Stk. 1.\u003C\u002Fp>\n\n\u003Cp>Arbejdsgiveren kan modregne i en ansats krav på løn under ferie, særlig\nferiegodtgørelse,\u003C\u002Fp>\n\n\u003Cp>eller feriegodtgørelse, hvis:\u003C\u002Fp>\n\n\u003Cp>1. Den ansatte har begået et retsstridigt forhold i ansættelsesforholdet,\nsom har medført\u003C\u002Fp>\n\n\u003Cp>et forfaldent modkrav fra arbejdsgiverens side, hvis arbejdsgiveren kan\ndokumentere\u003C\u002Fp>\n\n\u003Cp>dette modkravs størrelse, og\u003C\u002Fp>\n\n\u003Cp>2. Den ansatte har erkendt det retsstridige forhold, eller det retsstridige\nforhold er\u003C\u002Fp>\n\n\u003Cp>fastslået ved en retsafgørelse.\u003C\u002Fp>\n\n\u003Cp>Stk. 2.\u003C\u002Fp>\n\n\u003Cp>Hvis arbejdsgiveren har anlagt civilt søgsmål, indledt fagretlig\nbehandling, anmeldt den\u003C\u002Fp>\n\n\u003Cp>ansatte til politiet eller hvis den ansatte er sigtet for forholdet, kan\narbejdsgiveren holde\u003C\u002Fp>\n\n\u003Cp>et beløb svarende til modkravet tilbage, indtil sagen er afgjort.\u003C\u002Fp>\n\n\u003Ch3>KAPITEL 11. SÆRLIGE BESTEMMELSER FOR TJENESTEMÆND, REGLEMENTSANSATTE\u003C\u002Fh3>\n\n\u003Ch3>OG BUDGETMÆSSIGT FASTANSATTE\u003C\u002Fh3>\n\n\u003Cp>§ 43. OPTJENING AF FERIE I FORBINDELSE MED TJENESTEFRIHED\u003C\u002Fp>\n\n\u003Cp>Stk. 1.\u003C\u002Fp>\n\n\u003Cp>Tjenestefrihed uden løn i op til 6 måneder sidestilles med beskæftigelse,\nnår tjenestemanden\u002F\u003C\u002Fp>\n\n\u003Cp>den reglementsansatte genindtræder i tjenesten senest ved\ntjenestefrihedsperiodens\u003C\u002Fp>\n\n\u003Cp>ophør. Er tjenestefriheden ydet med henblik på videreuddannelse,\nsidestilles tjenestefrihed\u003C\u002Fp>\n\n\u003Cp>i op til 1 år med beskæftigelse, hvis arbejdsgiveren skønner, at\nuddannelsen er af\u003C\u002Fp>\n\n\u003Cp>betydning for beskæftigelsen.\u003C\u002Fp>\n\n\u003Cp>Stk. 2.\u003C\u002Fp>\n\n\u003Cp>Ved tjenestefrihed uden løn optjener tjenestemanden\u002F den reglementsansatte\nikke ret til\u003C\u002Fp>\n\n\u003Cp>betalt ferie i de dele af perioden med tjenestefrihed, hvor denne har\nlønnet beskæftigelse\u003C\u002Fp>\n\n\u003Cp>for en anden arbejdsgiver.\u003C\u002Fp>\n\n\u003Cp>Stk. 3.\u003C\u002Fp>\n\n\u003Cp>Bestemmelserne i stk. 1 og 2 finder ikke anvendelse for budgetmæssigt\nfastansatte.\u003C\u002Fp>\n\n\u003Cp>§ 44. GENINDTRÆDELSE I TJENESTEN\u003C\u002Fp>\n\n\u003Cp>Stk. 1.\u003C\u002Fp>\n\n\u003Cp>Ved genindtrædelse i tjenesten efter afskedigelse med rådighedsløn,\nreglementsbestemt\u003C\u002Fp>\n\n\u003Cp>efterløn eller begrundet i helbredsbetinget utjenstdygtighed, har en\ntjenestemand\u002Fen reglementsansat\u003C\u002Fp>\n\n\u003Cp>ved en døgninstitution\u002Fen budgetmæssigt fastansat ret til ferie med\nløn\u002Fferiegodtgørelse\u003C\u002Fp>\n\n\u003Cp>i den ferieafholdelsesperiode, der følger efter det ferieår, hvor\ngenindtrædelsen\u003C\u002Fp>\n\n\u003Cp>sker.\u003C\u002Fp>\n\n\u003Cp>Stk. 2.\u003C\u002Fp>\n\n\u003Cp>Ved genindtrædelse i perioden mellem den 1. september og 30. april har den\npågældende\u003C\u002Fp>\n\n\u003Cp>herudover ret til ferie med løn\u002Fferiegodtgørelse i den\nferieafholdelsesperiode, som knytter\u003C\u002Fp>\n\n\u003Cp>sig til det indeværende ferierår, svarende til antal ferietimer fastsat i\nforhold til den til\u003C\u002Fp>\n\n\u003Cp>enhver tid gældende beskæftigelsesgrad gange med antal fulde måneder, der\nresterer i\u003C\u002Fp>\n\n\u003Cp>ferieåret på genindtrædelsestidspunktet.\u003C\u002Fp>\n\n\u003Cp>Stk. 3.\u003C\u002Fp>\n\n\u003Cp>Eventuel feriegodtgørelse, der er afregnet i forbindelse med\ntjenestemandens afsked med\u003C\u002Fp>\n\n\u003Cp>rådighedsløn eller ventepenge, modregnes i den løn, der udbetales under\nferien, hvis tjenestemanden\u003C\u002Fp>\n\n\u003Cp>genindtræder i tjenesten inden udløbet af den ferieafholdelsesperiode,\nsom\u003C\u002Fp>\n\n\u003Cp>feriegodtgørelsen vedrører.\u003C\u002Fp>\n\n\u003Cp>Stk. 4.\u003C\u002Fp>\n\n\u003Cp>Har tjenestemanden\u002Fden reglementsansat ved en døgninstitution\u002Fden\nbudgetmæssigt fastansat\u003C\u002Fp>\n\n\u003Cp>haft lønnet beskæftigelse i fraværsperioden, skal denne under\nferieafholdelsen trækkes\u003C\u002Fp>\n\n\u003Cp>i løn, svarende til den optjente ferie ved den lønnede beskæftigelse.\u003C\u002Fp>\n\n\u003Cp>Stk. 5.\u003C\u002Fp>\n\n\u003Cp>Bestemmelserne i stk. 1-3 finder ikke anvendelse for reglementsansatte ved\ndaginstitutioner.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>KAPITEL 12. SÆRLIGE BESTEMMELSER FOR ELEVER M.FL.\u003C\u002Fh3>\n\n\u003Cp>§ 45. ELEVER MED UDDANNELSESAFTALE EFTER LOV OM ERHVERVSUDDANNELSER\u003C\u002Fp>\n\n\u003Cp>Stk. 1.\u003C\u002Fp>\n\n\u003Cp>Elever med uddannelsesaftale efter lov om erhvervsuddannelser har ret til 5\nugers betalt\u003C\u002Fp>\n\n\u003Cp>ferie i den ferieafholdelsesperiode, der knytter sig til ferieåret,\nsåfremt ansættelsesforholdet\u003C\u002Fp>\n\n\u003Cp>er påbegyndt i perioden 2. september - 31. oktober.\u003C\u002Fp>\n\n\u003Cp>Stk. 2.\u003C\u002Fp>\n\n\u003Cp>Er ansættelsesforholdet begyndt i perioden 1. november - 30. juni, har\neleven en tilsvarende\u003C\u002Fp>\n\n\u003Cp>ret til 3 ugers betalt hovedferie i hovedferieperioden og 5 dages betalt\nferie under\u003C\u002Fp>\n\n\u003Cp>ferielukning før hovedferieperioden, dvs. perioden mellem 1. november og\n30. april.\u003C\u002Fp>\n\n\u003Cp>BEMÆRKNINGER:\u003C\u002Fp>\n\n\u003Cp>Er ansættelsesforholdet begyndt i perioden 1. juli - 1. september optjener\neleven\u003C\u002Fp>\n\n\u003Cp>ferie efter ferieaftalens almindelige bestemmelser i det indeværende\nferieår.\u003C\u002Fp>\n\n\u003Cp>Stk. 3.\u003C\u002Fp>\n\n\u003Cp>I den første og anden hele ferieafholdelsesperiode, efter at\nansættelsesforholdet er begyndt,\u003C\u002Fp>\n\n\u003Cp>har eleven ret til 5 ugers betalt ferie. I det omfang eleven ikke selv har\noptjent ret\u003C\u002Fp>\n\n\u003Cp>til løn under ferie eller feriegodtgørelse betaler arbejdsgiveren.\u003C\u002Fp>\n\n\u003Cp>Stk. 4.\u003C\u002Fp>\n\n\u003Cp>Bestemmelserne i stk. 1-3 finder tilsvarende anvendelse for\nlaborantelever\u002F-praktikanter,\u003C\u002Fp>\n\n\u003Cp>og økonomaelever.\u003C\u002Fp>\n\n\u003Cp>§ 46. PRAKTIKANTER OG STUDERENDE I LØNNET PRAKTIK\u003C\u002Fp>\n\n\u003Cp>Stk. 1.\u003C\u002Fp>\n\n\u003Cp>Til praktikanter og studerende fastsættes optjente ferietimer som for en\nfuldtidsbeskæftiget\u003C\u002Fp>\n\n\u003Cp>til 15,42 ferietime for hver måneds beskæftigelse i ferieåret. Ved\nbeskæftigelse af\u003C\u002Fp>\n\n\u003Cp>kortere varighed end 1 måned fastsættes optjente ferietimer tilsvarende\nsom for en fuldtidsbeskæftiget.\u003C\u002Fp>\n\n\u003Cp>BEMÆRKNINGER:\u003C\u002Fp>\n\n\u003Cp>Antal optjente ferietimer til praktikanter og studerende er uanset aktuel\nbeskæftigelsesgrad\u003C\u002Fp>\n\n\u003Cp>fastsat svarende til en fuldtidsbeskæftiget. Dette er begrundet i, at\u003C\u002Fp>\n\n\u003Cp>praktikanter og studerende ikke holder ferie med løn, men med 12 %\nferiegodtgørelse,\u003C\u002Fp>\n\n\u003Cp>jf. stk. 2.\u003C\u002Fp>\n\n\u003Cp>Stk. 2.\u003C\u002Fp>\n\n\u003Cp>Under ansættelsen får praktikanter og studerende feriegodtgørelse med\n12,95% af lønnen\u003C\u002Fp>\n\n\u003Cp>i ferieåret beregnet af de samme løndele, som indgår i\nberegningsgrundlaget for feriegodtgørelse,\u003C\u002Fp>\n\n\u003Cp>jf. § 30, stk. 3-4. For nogle overenskomstgrupper gælder dog en forhøjet\nferiegodtgørelse, jf. bilag 3 til aftalen.\u003C\u002Fp>\n\n\u003Cp>Stk. 3.\u003C\u002Fp>\n\n\u003Cp>Bestemmelserne i §§ 16, 17, 25, 26 og 28 finder ikke anvendelse for\npraktikanter og studerende.\u003C\u002Fp>\n\n\u003Cp>§ 47. ANSÆTTELSE EFTER ENDT ELEV-\u002FPRAKTIKTID\u003C\u002Fp>\n\n\u003Cp>Stk. 1.\u003C\u002Fp>\n\n\u003Cp>En elev, der umiddelbart efter endt uddannelse overgår til ansættelse ved\nsamme ansættelsesmyndighed\u003C\u002Fp>\n\n\u003Cp>(kontor-, tandklinik- og lægesekretærelever ved samme region) i en\nstilling,\u003C\u002Fp>\n\n\u003Cp>som denne har uddannet sig til, har ret til ferie med løn, hvis denne både\ner berettiget\u003C\u002Fp>\n\n\u003Cp>til ferie med løn under elevtiden og i den nye stilling.\u003C\u002Fp>\n\n\u003Cp>Stk. 2.\u003C\u002Fp>\n\n\u003Cp>En farmakonom-, økonoma-, køkkenassistent- og køkkenlederelev, der senest\n1 måned\u003C\u002Fp>\n\n\u003Cp>efter endt uddannelse tiltræder i en stilling, som denne har uddannet sig\ntil, har ret til ferie\u003C\u002Fp>\n\n\u003Cp>med løn. Feriegodtgørelse fra uddannelsesstederne modregnes i lønnen,\nnår ferien afholdes.\u003C\u002Fp>\n\n\u003Cp>Stk. 3.\u003C\u002Fp>\n\n\u003Cp>I andre tilfælde afregner arbejdsgiveren ved uddannelsesforholdets ophør\neller praktikperiodens\u003C\u002Fp>\n\n\u003Cp>udløb feriegodtgørelse efter aftalens § 30 jf. § 45, stk. 3.\u003C\u002Fp>\n\n\u003Ch3>KAPITEL 13. SÆRLIGE BESTEMMELSER FOR TIMELØNNEDE M.FL.\u003C\u002Fh3>\n\n\u003Cp>§ 48. TIMELØNNEDE\u003C\u002Fp>\n\n\u003Cp>Stk. 1.\u003C\u002Fp>\n\n\u003Cp>Ved timelønnet beskæftigelse fastsættes optjente ferietimer som for en\nfuldtidsbeskæftiget\u003C\u002Fp>\n\n\u003Cp>til 15,42 ferietimer for hver måneds beskæftigelse i ferieåret. Ved\nbeskæftigelse af\u003C\u002Fp>\n\n\u003Cp>kortere varighed end 1 måned fastsættes optjente ferietimer tilsvarende\nsom for en fuldtidsbeskæftiget.\u003C\u002Fp>\n\n\u003Cp>BEMÆRKNINGER:\u003C\u002Fp>\n\n\u003Cp>Antal optjente ferietimer til timelønnede er uanset aktuel\nbeskæftigelsesgrad fastsat\u003C\u002Fp>\n\n\u003Cp>svarende til en fuldtidsbeskæftiget. Dette er begrundet i, at timelønnede\nikke\u003C\u002Fp>\n\n\u003Cp>holder ferie med løn, men med 12,50 % feriegodtgørelse, jf. stk. 2.\u003C\u002Fp>\n\n\u003Cp>Stk. 2.\u003C\u002Fp>\n\n\u003Cp>Timelønnede får feriegodtgørelse med 12,50% af lønnen i ferieåret,\nberegnet af de samme\u003C\u002Fp>\n\n\u003Cp>løndele, som indgår i beregningsgrundlaget for feriegodtgørelse, jf. §\n30, stk. 3-4.\u003C\u002Fp>\n\n\u003Cp>Stk. 3.\u003C\u002Fp>\n\n\u003Cp>Bestemmelserne i §§ 16, 17, 25, 26 og 28 finder ikke anvendelse for\ntimelønnede.\u003C\u002Fp>\n\n\u003Cp>Stk. 4.\u003C\u002Fp>\n\n\u003Cp>Overgår den ansatte umiddelbart fra ansættelse på timeløn til\nmånedsløn, skal arbejdsgiver\u003C\u002Fp>\n\n\u003Cp>afregne feriegodtgørelse og til den ansatte, jf. § 30 (feriegodtgørelse\nved fratræden),\u003C\u002Fp>\n\n\u003Cp>da overgangen anses for en fratræden i aftalens forstand.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Stk. 5.\u003C\u002Fp>\n\n\u003Cp>En timelønnet, der ikke har ret til fuld løn under sygdom, og som har\nfravær på grund af\u003C\u002Fp>\n\n\u003Cp>sygdom, optjener sygeferiegodtgørelse fra anden sygefraværsdag under hver\nperiode med\u003C\u002Fp>\n\n\u003Cp>sygefravær, jf. dog stk. 7.\u003C\u002Fp>\n\n\u003Cp>Stk. 6\u003C\u002Fp>\n\n\u003Cp>Sygeferiegodtgørelsen udgør 12,5% af en løn, der beregnes på grundlag af\nden ansattes\u003C\u002Fp>\n\n\u003Cp>sædvanlige løn i de sidste 4 uger før fraværet.\u003C\u002Fp>\n\n\u003Cp>Stk. 7.\u003C\u002Fp>\n\n\u003Cp>En ansat, som har været ansat i hele ferieåret hos samme arbejdsgiver, har\nuanset stk. 5\u003C\u002Fp>\n\n\u003Cp>ret til sygeferiegodtgørelse fra første sygefraværsdag, hvis den ansatte\nhar haft mere end\u003C\u002Fp>\n\n\u003Cp>52 perioder i ferieåret med sygefravær. Har den ansatte ikke været ansat\ni hele optjeningsåret\u003C\u002Fp>\n\n\u003Cp>hos samme arbejdsgiver, eller har den ansatte i perioder i ferieåret ikke\noptjent betalt\u003C\u002Fp>\n\n\u003Cp>ferie, jf. 7, stk. 1, optjener den ansatte ret til ferie med\nsygeferiegodtgørelse fra første\u003C\u002Fp>\n\n\u003Cp>sygefraværsdag efter et forholdsmæssigt færre antal perioder med\nsygefravær.\u003C\u002Fp>\n\n\u003Cp>§ 49. BUDGETMÆSSIGT FASTANSATTE\u003C\u002Fp>\n\n\u003Cp>Stk. 1.\u003C\u002Fp>\n\n\u003Cp>Bestemmelserne i § 45 finder tilsvarende anvendelse for budgetmæssigt\nfastansatte, medmindre\u003C\u002Fp>\n\n\u003Cp>andet er anført i aftalen.\u003C\u002Fp>\n\n\u003Ch3>KAPITEL 14. KOMPETENCE OG KLAGEADGANG\u003C\u002Fh3>\n\n\u003Cp>§ 50. TVISTER OG FORTOLKNING\u003C\u002Fp>\n\n\u003Cp>Stk. 1.\u003C\u002Fp>\n\n\u003Cp>Retstvister\u002Fuoverensstemmelser om fortolkning af eller overtrædelse af\ndenne aftale behandles\u003C\u002Fp>\n\n\u003Cp>efter aftale vedrørende behandling af retstvister og aftaler indgået\nmellem Regionernes\u003C\u002Fp>\n\n\u003Cp>Lønnings- og Takstnævn og Forhandlingsfællesskabet.\u003C\u002Fp>\n\n\u003Ch3>KAPITEL 15. IKRAFTTRÆDEN OG OPSIGELSE\u003C\u002Fh3>\n\n\u003Cp>§ 51. IKRAFTTRÆDEN OG OPSIGELSE\u003C\u002Fp>\n\n\u003Cp>Stk. 1.\u003C\u002Fp>\n\n\u003Cp>Aftalen har virkning fra 1. september 2020.\u003C\u002Fp>\n\n\u003Cp>Stk. 2.\u003C\u002Fp>\n\n\u003Cp>Aftalen kan opsiges skriftligt med 3 måneders varsel til den 31. marts, dog\ntidligst\u003C\u002Fp>\n\n\u003Cp>[DATO]. Ved ny ferielovgivning kan aftalen af hver af parterne tages op til\ngenforhandling\u003C\u002Fp>\n\n\u003Cp>uanset foranstående opsigelsesbestemmelse.\u003C\u002Fp>\n\n\u003Cp>Stk. 3.\u003C\u002Fp>\n\n\u003Cp>Aftalen om ferie for personale ansat i regioner af [DATO] med tilhørende\nprotokollater\u003C\u002Fp>\n\n\u003Cp>og bilag indgået med Forhandlingsfællesskabet er hermed bortfaldet og\nerstattet af nærværende aftale.\u003C\u002Fp>\n\n\u003Cp>København, den\u003C\u002Fp>\n\n\u003Cp>For REGIONERNES LØNNINGS- OG TAKSTNÆVN:\u003C\u002Fp>\n\n\u003Cp>For FORHANDLINGSFÆLLESSKABET:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilag 8. Aftale om 6. ferieuge, særlig feriegodtgørelse udover 1 pct. og\nforhøjet feriegodtgørelse mv.\u003C\u002Fh2>\n\n\u003Cp>Alle bestemmelser i Aftale om ferie for personale ansat i regioner af 22.\nmaj 2017, der regulerer\u003C\u002Fp>\n\n\u003Cp>6. ferieuge, særlig feriegodtgørelse udover 1 pct. og forhøjet\nferiegodtgørelse mv. videreføres i\u003C\u002Fp>\n\n\u003Cp>en særskilt aftale fra den 1. september 2020, idet reglerne tilrettes i\noverensstemmelse med\u003C\u002Fp>\n\n\u003Cp>nedenstående:\u003C\u002Fp>\n\n\u003Cp>1. Aftalen finder anvendelse på 6. ferieuge, særlig feriegodtgørelse\nudover 1 pct. og forhøjet\u003C\u002Fp>\n\n\u003Cp>feriegodtgørelse.\u003C\u002Fp>\n\n\u003Cp>2. 6. ferieuge består af fem særlige feriedage. For disse særlige\nferiedage gælder vilkår\u003C\u002Fp>\n\n\u003Cp>svarende til vilkårene for 6. ferieuge i Aftale om ferie for personale\nansat i regioner af\u003C\u002Fp>\n\n\u003Cp>22. maj 2017. Lønnen under afholdelse af disse særlige feriedage ændres\ntil den fast\u003C\u002Fp>\n\n\u003Cp>påregnelige løn på ferietidspunktet, men beregnet i forhold til\nbeskæftigelsesgraden\u003C\u002Fp>\n\n\u003Cp>på optjeningstidspunktet.\u003C\u002Fp>\n\n\u003Cp>3. For den del af den særlige feriegodtgørelse, som er udover ferielovens\nferietillæg på 1\u003C\u002Fp>\n\n\u003Cp>pct. (særlige ferietillæg), gælder vilkår svarende til vilkårene for\nden særlige feriegodtgørelse,\u003C\u002Fp>\n\n\u003Cp>jf. Aftale af 22. maj 2017 om ferie for personale ansat i regioner.\u003C\u002Fp>\n\n\u003Cp>4. For ansatte, der ikke har ret til ferie med løn, men som får\nferiegodtgørelse under ansættelsen,\u003C\u002Fp>\n\n\u003Cp>er parterne enige om, at for den del af feriegodtgørelsen, som er udover\nferielovens\u003C\u002Fp>\n\n\u003Cp>12,5 pct., gælder vilkår svarende til vilkårene i Aftale af 22. maj 2017\nom ferie\u003C\u002Fp>\n\n\u003Cp>for personale ansat i regioner.\u003C\u002Fp>\n\n\u003Cp>5. For ansatte, der vælger feriegodtgørelse i stedet for ferie med løn,\ner parterne enige\u003C\u002Fp>\n\n\u003Cp>om, at der for den del af feriegodtgørelsen, som er udover ferielovens 12\npct., gælder\u003C\u002Fp>\n\n\u003Cp>vilkår svarende til vilkårene gældende i Aftale af 22. maj 2017 om ferie\nfor personale\u003C\u002Fp>\n\n\u003Cp>ansat i regioner.\u003C\u002Fp>\n\n\u003Cp>6. § 27 om tillæg, vederlag mv. i Aftale af 22. maj 2017 om ferie for\nansatte i regioner udgår\u003C\u002Fp>\n\n\u003Cp>af bilag 7 og videreføres i denne aftale.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilag 9. Ændringer i Aftale for EGU‐elever med regional praktikaftale og\nAftale om lønforholdene for visse elever\u003C\u002Fh2>\n\n\u003Cp>Der foretages med virkning fra 1. april 2019 følgende ændringer i §2,\nstk.1, i Aftale for EGU‐elever\u003C\u002Fp>\n\n\u003Cp>med regional praktikaftale:\u003C\u002Fp>\n\n\u003Cp>”Stk. 1\u003C\u002Fp>\n\n\u003Cp>EGU‐praktikanter på fuld tid aflønnes i praktikperioden med 6.300 kr.\npr. måned (31. marts\u003C\u002Fp>\n\n\u003Cp>2000‐niveau). Beløbet udbetales månedsvis bagud.\u003C\u002Fp>\n\n\u003Cp>Lønnen reguleres med virkning fra 1. april 2019 efter Aftale om lønninger\nfor regionalt ansatte\u003C\u002Fp>\n\n\u003Cp>(OK 21.03.1).”\u003C\u002Fp>\n\n\u003Cp>Der foretages følgende ændringer i Aftale om lønforholdene for visse\nelever:\u003C\u002Fp>\n\n\u003Cp>”I tilslutning til Aftale for EGU‐elever med regional praktikaftale er\nder mellem Forhandlingsfællesskabet\u003C\u002Fp>\n\n\u003Cp>og Regionernes Lønnings‐ og Takstnævn enighed om, at lønnen til\nerhvervsfaglige\u003C\u002Fp>\n\n\u003Cp>elever ikke må være mindre end lønnen til EGU‐elever med regional\npraktikaftale.\u003C\u002Fp>\n\n\u003Cp>Dette indebærer, at der til erhvervsfaglige elever ydes et\n\"udligningstillæg\", således at den pr.\u003C\u002Fp>\n\n\u003Cp>1. april 2019 fastsatte månedsløn udgør mindst 6.300 kr. (31. marts\n2000‐niveau).\u003C\u002Fp>\n\n\u003Cp>Det indebærer, at erhvervsfaglige elever aflønnes efter de respektive\naftaler om disse elevers\u003C\u002Fp>\n\n\u003Cp>lønvilkår, dog mindst med 6.300 kr.pr. måned (31. marts 2000‐niveau).\nLønnen reguleres efter\u003C\u002Fp>\n\n\u003Cp>aftale om lønninger for ansatte i regionerne (OK 21.03.1).”\u003C\u002Fp>\n\n\u003Cp>Aftalen er gældende fra den 1. april 2019.\u003C\u002Fp>\n\n\u003Cp>Aftalen kan opsiges med 3 måneders varsel, dog tidligst til den 31. marts\n2021. Opsigelse skal ske skriftlig.\u003C\u002Fp>\n\n\u003Cp>Aftalen erstatter Aftale om lønforhold for visse elever af 5. juli 2016\nindgået mellem Regionernes\u003C\u002Fp>\n\n\u003Cp>Lønnings‐ og Takstnævn og Forhandlingsfællesskabet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilag 10. Ændringer i Aftale om udviklingsmæssige aktiviteter\u003C\u002Fh2>\n\n\u003Cp>Bilag E af ændres til:\u003C\u002Fp>\n\n\u003Cp>Det årlige beløb til udviklingsmæssige aktiviteter udgør 18,75 mio. kr.\n(0,031 af lønsummen).\u003C\u002Fp>\n\n\u003Cp>Fordelingen til de enkelte formål af det årlige beløb fordeler sig\nsåledes:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Mio. kr.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>§ 4: Aktiviteter\u003C\u002Ftd>\n      \u003Ctd>11,18\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>§ 5: Væksthus for Ledelse\u003C\u002Ftd>\n      \u003Ctd>2,27\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>§ 6: Lederweb\u003C\u002Ftd>\n      \u003Ctd>0,34\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>§ 8: Råd og udvalg\u003C\u002Ftd>\n      \u003Ctd>3,0\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>§ 9: Centrale sekretariatsaktiviteter\u003C\u002Ftd>\n      \u003Ctd>1,96\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>I alt pp‐midler årligt (mio. kr.)\u003C\u002Ftd>\n      \u003Ctd>18,75\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Noter: 1. Parterne indtræder i Brancheudvalg for ambulance og redning.\u003C\u002Fp>\n\n\u003Cp>2. AUA‐restmidlerne fra OK‐15 perioden anvendes til § 4 aktiviteter\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilag 11. Fælles arbejde om det gode arbejdsmiljø på de regionale\narbejdspladser\u003C\u002Fh2>\n\n\u003Cp>RLTN og Forhandlingsfællesskabet er enige om at fortsætte det fælles\narbejde med fokus på\u003C\u002Fp>\n\n\u003Cp>arbejdsmiljøet i tæt relation til arbejdet med løsningen af kerneopgaven.\nI forlængelse heraf\u003C\u002Fp>\n\n\u003Cp>iværksættes en række initiativer, som kan bidrage til at skabe og anvende\nny viden og inspiration\u003C\u002Fp>\n\n\u003Cp>om det gode arbejdsmiljø.\u003C\u002Fp>\n\n\u003Cp>Arbejdsmiljøforum\u003C\u002Fp>\n\n\u003Cp>Der nedsættes et arbejdsmiljøforum, som skal følge de fælles\ninitiativer, der er aftalt iværksat.\u003C\u002Fp>\n\n\u003Cp>Forummets opgave er at iværksætte det mellem parterne aftalte\nforskningsprojekt og løbende\u003C\u002Fp>\n\n\u003Cp>følge og drøfte de igangsatte initiativer. Forummet skal endvidere\nunderstøtte formidling af\u003C\u002Fp>\n\n\u003Cp>den genererede viden og læring med henblik på, at man i regionerne kan\nomsætte det til\u003C\u002Fp>\n\n\u003Cp>handlingsrettede indsatser.\u003C\u002Fp>\n\n\u003Cp>Forummet kan samtidig tage relevante temaer op og drøfte den aktuelle\narbejdsmiljødagsorden.\u003C\u002Fp>\n\n\u003Cp>Forummet mødes jævnligt. Forummet består af sekretariatsmedarbejdere fra\nDanske Regioner\u003C\u002Fp>\n\n\u003Cp>og Forhandlingsfællesskabet\u002FForhandlingsfællesskabets organisationer.\nEndvidere kan der ad.\u003C\u002Fp>\n\n\u003Cp>hoc. inddrages regional\u002Flokal repræsentation, eksempelvis\narbejdsmiljøorganisationen, i forummets\u003C\u002Fp>\n\n\u003Cp>arbejde.\u003C\u002Fp>\n\n\u003Cp>Forskningsbaseret fundament for arbejdsmiljøindsats\u003C\u002Fp>\n\n\u003Cp>Der gennemføres en forskningsindsats i overenskomstperioden med det formål\nat øge viden\u003C\u002Fp>\n\n\u003Cp>om indsatser, der har en positiv effekt på arbejdsmiljøet på de regionale\narbejdspladser og i en\u003C\u002Fp>\n\n\u003Cp>regional kontekst.\u003C\u002Fp>\n\n\u003Cp>Hensigten er således, at forskningen kan anvendes og fungere som et\nfundament, som de regionale\u003C\u002Fp>\n\n\u003Cp>arbejdsmiljøorganisationer kan lade deres arbejdsmiljøindsatser inspirere\naf.\u003C\u002Fp>\n\n\u003Cp>Forskningsprojektet forudsættes gennemført som ét enkelt eller flere\nprojekter, evt. med delprojekter\u003C\u002Fp>\n\n\u003Cp>organiseret under det enkelte projekt. Forskningsprojektet gennemføres af\nen eller\u003C\u002Fp>\n\n\u003Cp>flere etablerede forskningsenheder.\u003C\u002Fp>\n\n\u003Cp>Der sikres en vekselvirkning mellem de enkelte forskningsprojekter og den\nregionale praksis\u003C\u002Fp>\n\n\u003Cp>ved, at der etableres et bindeled mellem arbejdsmiljøorganisationen i en\neller flere regioner og\u003C\u002Fp>\n\n\u003Cp>det\u002Fde konkrete forskningsprojekter. Det er vigtigt dels for at det enkelte\nforskningsprojekt får\u003C\u002Fp>\n\n\u003Cp>regionalt input og relevans, dels for at sikre implementeringen og konkret\nanvendelse af forskningsresultaterne\u003C\u002Fp>\n\n\u003Cp>i regionerne.\u003C\u002Fp>\n\n\u003Cp>Forskningsindsatsen skal have fokus på at undersøge og belyse:\u003C\u002Fp>\n\n\u003Cp> hvilke arbejdsmiljøindsatser der virker, og hvordan de virker,\u003C\u002Fp>\n\n\u003Cp> hvordan arbejdsmiljøindsatserne virker i forhold til den specifikke\nlokale kontekst, som\u003C\u002Fp>\n\n\u003Cp>de skal indgå i og\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp> hvordan arbejdsmiljøindsatserne forankres, så de skaber blivende\nværdi i form af et\u003C\u002Fp>\n\n\u003Cp>forbedret arbejdsmiljø.\u003C\u002Fp>\n\n\u003Cp>Eksempler på mulige delprojekter:\u003C\u002Fp>\n\n\u003Cp> Målrettet indsats på arbejdspladser inden for social‐ og\nsundhedsområdet, hvor der er\u003C\u002Fp>\n\n\u003Cp>påvist vold og trusler.\u003C\u002Fp>\n\n\u003Cp> Anerkendelse, respekt og mulighed for at udfolde sin faglighed i et tæt\nsamarbejde på\u003C\u002Fp>\n\n\u003Cp>tværs af bl.a. forskellige faggrupper og områder, herunder den\narbejdsmiljømæssige\u003C\u002Fp>\n\n\u003Cp>betydning af tid til kerneopgaven.\u003C\u002Fp>\n\n\u003Cp> Hvordan introduktion for nyuddannede og nyansatte bedst gennemføres,\nså den har\u003C\u002Fp>\n\n\u003Cp>positive effekter på arbejdsmiljø og læring.\u003C\u002Fp>\n\n\u003Cp> Hvilke arbejdsmiljøinitiativer understøtter, at medarbejdere på\nforskellige arbejdsområder\u003C\u002Fp>\n\n\u003Cp>kan fastholdes i et længere arbejdsliv.\u003C\u002Fp>\n\n\u003Cp> Forandringsprocesser med fokus på sikring af et godt arbejdsmiljø.\u003C\u002Fp>\n\n\u003Cp>Der afsættes 9,0 mio. kr. til tiltaget.\u003C\u002Fp>\n\n\u003Cp>Et godt arbejdsmiljø ‐ Viden til de regionale arbejdspladser:\nEkspertrådgivning og inspiration\u003C\u002Fp>\n\n\u003Cp>Regionerne kan fortsat rekvirere ekspertrådgivning og inspiration. Formen\nskal fortsat være\u003C\u002Fp>\n\n\u003Cp>fleksibel, så den kan tilpasses regionernes behov og praksis.\u003C\u002Fp>\n\n\u003Cp>Ekspertrådgivning og inspiration fungerer som et tilvalg, som ligger udover\nden arbejdsmiljøindsats,\u003C\u002Fp>\n\n\u003Cp>som regionerne tilbyder i dag.\u003C\u002Fp>\n\n\u003Cp>Formålet med indsatsen er at tilbyde den enkelte arbejdsplads – eller\nflere arbejdspladser inden\u003C\u002Fp>\n\n\u003Cp>for samme speciale, område eller region mv. og på tværs af disse –\nrådgivning og inspiration\u003C\u002Fp>\n\n\u003Cp>om, hvordan det psykiske arbejdsmiljø kan styrkes i tæt relation til\nløsningen af kerneopgaven.\u003C\u002Fp>\n\n\u003Cp>Indsatsen kan have blik for den enkelte arbejdsplads og\u002Feller have et mere\nstrategisk sigte.\u003C\u002Fp>\n\n\u003Cp>Indsatsen skal som udgangspunkt have et tværfagligt perspektiv, men kan\nogså målrettes enkelte\u003C\u002Fp>\n\n\u003Cp>fag. Indsatsen skal ses i samspil med samarbejdet om kerneopgaven og\narbejdspladsens\u003C\u002Fp>\n\n\u003Cp>og regionens strategier og mål i øvrigt.\u003C\u002Fp>\n\n\u003Cp>Der tilbydes ekspertrådgivning og inspiration inden for følgende\ntemaer:\u003C\u002Fp>\n\n\u003Cp> Organisatoriske forandringer\u003C\u002Fp>\n\n\u003Cp> Faglige forandringer\u003C\u002Fp>\n\n\u003Cp> Vold og trusler\u003C\u002Fp>\n\n\u003Cp> Samarbejde, arbejdspladskultur og mobning\u003C\u002Fp>\n\n\u003Cp>Ekspertrådgivningen og inspiration kan alt efter rekvirentens behov tilbyde\nrådgivning, information\u003C\u002Fp>\n\n\u003Cp>om nyeste forskning, mv.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Relevante lokale parter kan i enighed rekvirere tilbuddet. Med de lokale\nparter menes MED\u002Farbejdsmiljøorganisationen\u003C\u002Fp>\n\n\u003Cp>på rette niveau samt ledere og medarbejdere\u002FTR i forening. Regionens\u003C\u002Fp>\n\n\u003Cp>MED\u002Farbejdsmiljøorganisation\u002FTR\u002FAMR\u002FHR på rette niveau\ninformeres\u002Finvolveres i afviklingen\u003C\u002Fp>\n\n\u003Cp>af aktiviteten alt efter, hvordan regionen har organiseret tilbuddet.\u003C\u002Fp>\n\n\u003Cp>Der indgås aftale med eksperter. Eksperterne skal have faglige kompetencer,\nder supplerer regionernes\u003C\u002Fp>\n\n\u003Cp>egne arbejdsmiljørådgivere. Udbyderne skal opfylde konkrete krav indenfor:\nfaglighed,\u003C\u002Fp>\n\n\u003Cp>dokumentation, formidling, forskningsbaseret viden og erfaring med\nrådgivning og inspiration,\u003C\u002Fp>\n\n\u003Cp>så de kan matche den professionelle arbejdsmiljørådgivning, der finder\nsted i regionerne.\u003C\u002Fp>\n\n\u003Cp>Indsatsen evalueres løbende.\u003C\u002Fp>\n\n\u003Cp>Parterne beslutter i fællesskab, hvilke eksperter der skal indgås\nkontraktforhandlinger med.\u003C\u002Fp>\n\n\u003Cp>Der afsættes 10,0 mio. kr.\u003C\u002Fp>\n\n\u003Cp>Arbejdsmiljøformidling\u003C\u002Fp>\n\n\u003Cp>Det drøftes i perioden, hvordan parterne i fællesskab formidler\nerfaringer, delresultater og resultater\u003C\u002Fp>\n\n\u003Cp>mv. af de igangsatte initiativer med henblik på at få resultaterne bredt\nud til en større\u003C\u002Fp>\n\n\u003Cp>kreds. Endvidere drøftes behovet for yderligere formidlingsaktivitet.\u003C\u002Fp>\n\n\u003Cp>Der afsættes 3,0 mio. kr.\u003C\u002Fp>\n\n\u003Cp>***\u003C\u002Fp>\n\n\u003Cp>Der kan inddrages regional\u002Flokal repræsentation i alle de ovenstående\nindsatser.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilag 12. Rammeaftale om åremålsansættelse\u003C\u002Fh2>\n\n\u003Cp>Der foretages med virkning fra 1. april 2019 følgende ændringer i § 6:\u003C\u002Fp>\n\n\u003Cp>§ 6. FRATRÆDELSESBELØB M.V.\u003C\u002Fp>\n\n\u003Cp>Stk. 1.\u003C\u002Fp>\n\n\u003Cp>Ved åremålets udløb udbetales et fratrædelsesbeløb.\u003C\u002Fp>\n\n\u003Cp>Stk. 2.\u003C\u002Fp>\n\n\u003Cp>Fratrædelsesbeløbet udgør 1 måneds løn for hvert fulde års\nåremålsansættelse.\u003C\u002Fp>\n\n\u003Cp>Stk. 2 a.\u003C\u002Fp>\n\n\u003Cp>For ansættelser, hvor tiltrædelse i åremålsstillingen er sket før den\n1. april 2019, udgør fratrædelsesbeløbet\u003C\u002Fp>\n\n\u003Cp>3 måneders løn i åremålsstillingen samt yderligere 1 måneds løn for\nhvert fulde\u003C\u002Fp>\n\n\u003Cp>års åremålsansættelse.\u003C\u002Fp>\n\n\u003Cp>Stk. 3.\u003C\u002Fp>\n\n\u003Cp>Bidrag til pension indgår i beregningsgrundlaget, med mindre andet er\naftalt.\u003C\u002Fp>\n\n\u003Cp>Stk. 4.\u003C\u002Fp>\n\n\u003Cp>Fratrædelsesbeløb udbetales ikke\u003C\u002Fp>\n\n\u003Cp>a) ved ansøgt afsked\u003C\u002Fp>\n\n\u003Cp>b) når der er givet tilsagn om en tilbagegangsstilling, jf. § 2\u003C\u002Fp>\n\n\u003Cp>c) når der sker varig ansættelse i åremålsstillingen\u003C\u002Fp>\n\n\u003Cp>d) når der sker genansættelse på åremålsvilkår i samme stilling, jf.\ndog stk. 5\u003C\u002Fp>\n\n\u003Cp>e) når der sker varig ansættelse i en anden tjenestemandsstilling, der er\naflønnet indtil 2 løntrin\u003C\u002Fp>\n\n\u003Cp>under åremålsstillingen.\u003C\u002Fp>\n\n\u003Cp>f) ved forlængelse af åremålsansættelse i samme stilling, jf. dog stk.\n6.\u003C\u002Fp>\n\n\u003Cp>Stk. 5.\u003C\u002Fp>\n\n\u003Cp>Det i stk. 4 punkt d) nævnte gælder for nyansættelser på åremål, hvor\ntiltrædelse sker den 1.\u003C\u002Fp>\n\n\u003Cp>juni 2015 eller senere.\u003C\u002Fp>\n\n\u003Cp>BEMÆRKNINGER:\u003C\u002Fp>\n\n\u003Cp>Ved uansøgt afsked gælder særregler efter § 7.\u003C\u002Fp>\n\n\u003Cp>Stk. 6.\u003C\u002Fp>\n\n\u003Cp>I aftaler om forlængelse af åremålsansættelse i samme stilling, hvor\naftalen om forlængelse er\u003C\u002Fp>\n\n\u003Cp>indgået inden den 1. april 2019, er der mulighed for at aftale, at en del\naf det samlede fratrædelsesbeløb\u003C\u002Fp>\n\n\u003Cp>udbetales ved forlængelsen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>§ 7 SÆRREGLER OM FRATRÆDELSESBELØB MV.\u003C\u002Fp>\n\n\u003Cp>Stk. 1.\u003C\u002Fp>\n\n\u003Cp>Ved indgåelse af åremålsaftalen kan det aftales, at der ved uansøgt\nafsked på grund af sygdom\u003C\u002Fp>\n\n\u003Cp>som led i fratrædelsesvilkårene skal ydes et fratrædelsesbeløb.\nFratrædelsesbeløbet kan ikke\u003C\u002Fp>\n\n\u003Cp>overstige det beløb, pågældende ville have været berettiget til efter §\n6, stk. 2, jf. dog stk. 3\u003C\u002Fp>\n\n\u003Cp>Stk. 2.\u003C\u002Fp>\n\n\u003Cp>Ved uansøgt afsked af anden årsag end sygdom eller tjenesteforseelse med\nén måneds varsel\u003C\u002Fp>\n\n\u003Cp>inden for det første år efter ansættelsen, udgør fratrædelsesbeløbet 1\nmåneds løn for hvert år,\u003C\u002Fp>\n\n\u003Cp>åremålsansættelsen var aftalt til at vare, jf. dog stk. 3.\u003C\u002Fp>\n\n\u003Cp>Stk. 3\u003C\u002Fp>\n\n\u003Cp>I åremålsstillinger, hvor tiltrædelse er sket før den 1. april 2019,\nudgør fratrædelsesbeløbet 3\u003C\u002Fp>\n\n\u003Cp>måneders løn forhøjet med én måneds løn for hvert år,\nåremålsansættelsen var aftalt til at\u003C\u002Fp>\n\n\u003Cp>vare.\u003C\u002Fp>\n\n\u003Cp>Ovenstående ændres tilsvarende i kapitel 2 og protokollat 1.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilag 13. Provenu vedr. ændringer af Rammeaftale om\nåremålsansættelse\u003C\u002Fh2>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Fordeling af 2,76 mio. kr.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Overenskomst for overlæger \u002F Aftale for lægelige chefer\u003C\u002Ftd>\n      \u003Ctd>1,64\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Aftale for chefer\u003C\u002Ftd>\n      \u003Ctd>1,08\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>Overenskomst for ikke‐ledende personale SHK \u002F Overenskomst for\n        ledere SHK\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>0,04\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>I alt\u003C\u002Ftd>\n      \u003Ctd>2,76\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilag 14. Digitalisering\u003C\u002Fh2>\n\n\u003Cp>Fortsat udbygning af digital udveksling af dokumenter mellem arbejdsgiver,\nTR og faglig organisation.\u003C\u002Fp>\n\n\u003Cp>1.\u003C\u002Fp>\n\n\u003Cp>En forudsætning for det videre arbejde med digitalisering af udveksling af\ndokumenter, er en\u003C\u002Fp>\n\n\u003Cp>sikker identifikation af den enkelte medarbejder uden udveksling af\nCPR‐nummer – derfor er\u003C\u002Fp>\n\n\u003Cp>det vigtigt, at der sættes gang i etableringen af et\nUnikt‐ID‐pilotprojekt.\u003C\u002Fp>\n\n\u003Cp> Unikt ID‐løsningen er en forudsætning, hvis man ønsker samme\nentydige identifikation,\u003C\u002Fp>\n\n\u003Cp>som et cpr. nr.\u003C\u002Fp>\n\n\u003Cp> Unikt ID er en forudsætning for, at man maskinelt kan læse og anvende\nde medsendte\u003C\u002Fp>\n\n\u003Cp>metadata mhp. effektiv fordeling af meddelelser i modtagende organisation og\nefterfølgende\u003C\u002Fp>\n\n\u003Cp>digitalisering af arbejdsgange.\u003C\u002Fp>\n\n\u003Cp> Forudsætningen for Unikt ID‐løsningen er, at det er frivilligt,\nhvorvidt kommuner, regioner\u003C\u002Fp>\n\n\u003Cp>og organisationer ønsker at tilslutte sig. Derudover er Unikt\nID‐projektet baseret\u003C\u002Fp>\n\n\u003Cp>på, at kommuner, regioner og organisationer skal kunne implementere\nløsningen asynkront\u003C\u002Fp>\n\n\u003Cp>‐ f.eks. i takt med at de alligevel foretager digitaliseringstiltag.\u003C\u002Fp>\n\n\u003Cp> Det skal indgå i projektet, at Unikt ID‐løsningen fremover omfatter\narbejdsgange vedr.\u003C\u002Fp>\n\n\u003Cp>lokallønsforhandlinger.\u003C\u002Fp>\n\n\u003Cp>Datatilsynet inddrages i de foreslåede løsninger, når det skønnes at\nvære relevant. Det kan\u003C\u002Fp>\n\n\u003Cp>f.eks. være i forhold til overensstemmelse med gængse standarder.\u003C\u002Fp>\n\n\u003Cp>2.\u003C\u002Fp>\n\n\u003Cp>Når afsender foretager en opmærkning af forsendelser med metadata, bliver\ndet nemmere for\u003C\u002Fp>\n\n\u003Cp>modtager at fordele meddelelsen internt i organisationen – og i den\nafsendende organisation\u003C\u002Fp>\n\n\u003Cp>såfremt meddelelsen returneres, og det skaber mulighed for at digitalisere\narbejdsgange eller\u003C\u002Fp>\n\n\u003Cp>dele heraf. Der er udarbejdet en standard for, hvordan man skal påføre\nmetadata, hvilket er\u003C\u002Fp>\n\n\u003Cp>udgangspunktet for parternes arbejde7,men hvilke konkrete metadata der skal\npåføres, skal\u003C\u002Fp>\n\n\u003Cp>aftales mellem parterne, så det giver størst mulig værdi for begge.\u003C\u002Fp>\n\n\u003Cp>I arbejdsgruppen om lokale praksisser under digitaliseringsprojektet har der\nværet enighed om\u003C\u002Fp>\n\n\u003Cp>hvilke metadata, som bør indgå, når det gælder udveksling af dokumenter\nvedr.:\u003C\u002Fp>\n\n\u003Cp> Anmeldelse af valg af TR\u003C\u002Fp>\n\n\u003Cp> Oplysninger om afskedigelser\u003C\u002Fp>\n\n\u003Cp> Forslag til lønindplacering af nyansatte\u002Fenkelte medarbejdere\u003C\u002Fp>\n\n\u003Cp> AKUT‐refusion\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbejdsgruppen er som led i digitaliseringsprojektet fra OK‐15, nået til\nat skulle igangsætte et\u003C\u002Fp>\n\n\u003Cp>fælles arbejde med at få beskrevet metadata og digitale løsninger, som\nomfatter arbejdsgangene\u003C\u002Fp>\n\n\u003Cp>vedr. lokallønsforhandlinger. KL, RLTN og Forhandlingsfællesskabet\nfortsætter i fællesskab\u003C\u002Fp>\n\n\u003Cp>arbejdet med opmærkning af metadata, herunder vedr.\nlokallønsforhandlinger.\u003C\u002Fp>\n\n\u003Cp>Der igangsættes et pilotprojekt for både Unikt ID og opmærkning med\nmetadata med udgangspunkt\u003C\u002Fp>\n\n\u003Cp>i anbefalingerne fra Unikt ID‐arbejdsgruppens afrapportering fra 13. juni\n2017. Projektet\u003C\u002Fp>\n\n\u003Cp>igangsættes af KL, RLTN og Forhandlingsfællesskabet i fællesskab.\nFormålet er at teste den tekniske\u003C\u002Fp>\n\n\u003Cp>Unikt ID‐løsning og samle erfaringer for de daglige arbejdsgange, der er\nforbundet med\u003C\u002Fp>\n\n\u003Cp>anvendelse af opmærkning hos både arbejdsgiver og de faglige\norganisationer.\u003C\u002Fp>\n\n\u003Cp>Erfaringerne fra pilotprojektet kan danne baggrund for parternes vurdering\naf evt. yderligere\u003C\u002Fp>\n\n\u003Cp>udbredelse af metadataopmærkning. Pilotprojektet igangsættes med\ninddragelse af FOA,\u003C\u002Fp>\n\n\u003Cp>BUPL, Gentofte Kommune, Region Sjælland, KL, Danske Regioner og\nForhandlingsfællesskabet,\u003C\u002Fp>\n\n\u003Cp>og kan udvides med flere kommuner, regioner og organisationer.\u003C\u002Fp>\n\n\u003Cp>3.\u003C\u002Fp>\n\n\u003Cp>KL, RLTN og Forhandlingsfællesskabet aftaler at nedsætte en følgegruppe\nsom led i Unikt‐IDprojektet.\u003C\u002Fp>\n\n\u003Cp>Følgegruppen har fokus på optimering af udvekslingen af dokumenter og\noplysninger\u003C\u002Fp>\n\n\u003Cp>mellem arbejdsgiver, TR og faglig organisation.\u003C\u002Fp>\n\n\u003Cp>Kommunale og regionale repræsentanter samt organisationsrepræsentanter kan\ndeltage i følgegruppen\u003C\u002Fp>\n\n\u003Cp>efter behov.\u003C\u002Fp>\n\n\u003Cp>Som udgangspunkt for arbejdet anvendes digitaliseringstiltag ud fra de\nredskaber og standarder,\u003C\u002Fp>\n\n\u003Cp>der er udarbejdet i den fællesoffentlige digitaliserings‐strategi,\nherunder bl.a. opmærkning\u003C\u002Fp>\n\n\u003Cp>af metadata, standarder for selvbetjeningsløsninger\u002Fblanketter mv.\u003C\u002Fp>\n\n\u003Cp>Der afsættes 2,0 mio. kr. til projektet, som finansieres via\nAUA‐midlerne.\u003C\u002Fp>\n\n\u003Cp>Persondataforordningen\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om at drøfte betydningen af den nye persondataforordning\ni forhold til de\u003C\u002Fp>\n\n\u003Cp>bestemmelser i overenskomster og aftaler, der indebærer, at der lokalt\nudveksles data mellem\u003C\u002Fp>\n\n\u003Cp>den enkelte region og tillidsrepræsentanterne i regionen. Drøftelserne\ntager udgangspunkt i\u003C\u002Fp>\n\n\u003Cp>Justitsministeriets vejledning vedrørende de ansættelsesretlige aspekter\nved persondataforordningen.\u003C\u002Fp>\n\n\u003Cp>Formålet er bl.a. at drøfte, hvordan tillidsrepræsentanten fortsat kan\nanvende persondata,\u003C\u002Fp>\n\n\u003Cp>hvor dette er relevant for tillidsrepræsentantens opgaver, og hvor det\nfremgår af indgåede\u003C\u002Fp>\n\n\u003Cp>overenskomster eller aftaler, at tillidsrepræsentanten skal have adgang til\ndisse data.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Stigning i pct\u003C\u002Ftd>\n      \u003Ctd>1.4.18\u003C\u002Ftd>\n      \u003Ctd>1.10.18\u003C\u002Ftd>\n      \u003Ctd>1.4.19\u003C\u002Ftd>\n      \u003Ctd>1.10.19\u003C\u002Ftd>\n      \u003Ctd>1.1.20\u003C\u002Ftd>\n      \u003Ctd>1.4.20\u003C\u002Ftd>\n      \u003Ctd>1.10.20\u003C\u002Ftd>\n      \u003Ctd>I alt\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Generelle lønstigninger\u003C\u002Ftd>\n      \u003Ctd>1,10\u003C\u002Ftd>\n      \u003Ctd>1,20\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>1,00\u003C\u002Ftd>\n      \u003Ctd>1,70\u003C\u002Ftd>\n      \u003Ctd>0,40\u003C\u002Ftd>\n      \u003Ctd>0,70\u003C\u002Ftd>\n      \u003Ctd>6,10\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Reguleringsordning (skøn)\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>-0,08\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>0,40\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>0,37\u003C\u002Ftd>\n      \u003Ctd>0,71\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>ø\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Organisationsmidler\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>0,35\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>0,35\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Gennemsnitsløn-garanti\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>0,01\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>0,01\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Saelige formal\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>0,30\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>0,30\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Prioriterede grupper\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>0,20\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>0,20\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Barsel mv.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>0,01\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>0,01\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Forbedringer i alt\u003C\u002Ftd>\n      \u003Ctd>1,10 \u003C\u002Ftd>\n      \u003Ctd>1,12\u003C\u002Ftd>\n      \u003Ctd>0,69\u003C\u002Ftd>\n      \u003Ctd>1,42\u003C\u002Ftd>\n      \u003Ctd>1,70\u003C\u002Ftd>\n      \u003Ctd>0,40\u003C\u002Ftd>\n      \u003Ctd>1,07\u003C\u002Ftd>\n      \u003Ctd>7,50\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Skønnet reststigning\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">0,20\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">0,20\u003C\u002Ftd>\n      \u003Ctd colspan=\"3\">0,20\u003C\u002Ftd>\n      \u003Ctd>0,60\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">2,42\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">2,31\u003C\u002Ftd>\n      \u003Ctd colspan=\"3\">3,37\u003C\u002Ftd>\n      \u003Ctd>8,10\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>De samlede forbedringer fordeles saledes\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>* Aftalte genrelle lønstigninger\u003C\u002Ftd>\n      \u003Ctd>6,10\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>* skøn for reguleringsordining\u003C\u002Ftd>\n      \u003Ctd>0,71\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>* Organisationsmidler\u003C\u002Ftd>\n      \u003Ctd>0,35\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>* Gennemsnitsløngaranti\u003C\u002Ftd>\n      \u003Ctd>0,01\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>* Saerlige formal\u003C\u002Ftd>\n      \u003Ctd>0,30\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>* Prioriterede grupper\u003C\u002Ftd>\n      \u003Ctd>0,20\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>* Barselsfravaer mv.\u003C\u002Ftd>\n      \u003Ctd>0,01\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>I alt\u003C\u002Ftd>\n      \u003Ctd>7,50\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            ",{"STRUCINCR_trigger":42,"trainingprogrammes":46,"childcareprovision":50,"PAIDLEAV_trigger":54,"holidaysdays":58,"ANNLEAVE_trigger":62,"healthandsafetyext":66,"jobclassifaction1":70},{"bindId":43,"name":44,"text":45},"STRUCINCR_trigger","Pr. 1. april 2018 ydes en generel lønfor","Pr. 1. april 2018 ydes en generel lønforhøjelse på 1,10 pct.\n\nPr. 1. oktober 2018 ydes en generel lønforhøjelse på 1,30 pct.\n\nPr. 1. oktober 2019 ydes en generel lønforhøjelse på 1,00 pct.\n\nPr. 1. januar 2020 ydes en generel lønforhøjelse på 1,60 pct.\n\nPr. 1. april 2020 ydes en generel lønforhøjelse på 0,40 pct.\n\nPr. 1. oktober 2020 ydes en generel lønforhøjelse på 0,70 pct.\n\nSe omkostningsbilag 13.",{"bindId":47,"name":48,"text":49},"trainingprogrammes","Parterne er enige om at videreføre uddan","Parterne er enige om at videreføre uddannelsesløft fra ”ufaglært til\nfaglært” aftalt ved OK‐15.\n\nUddannelsesløftet er målrettet ikke‐uddannede\u002Fkortuddannede og er et\nsupplement til øvrige\n\nuddannelses‐ og kompetenceudviklende initiativer aftalt mellem RLTN og\norganisationerne i\n\nForhandlingsfællesskabet, statslige puljer etc.\n\nDe varige midler afsat til formålet ved OK‐15 genanvendes pr. 1. april\n2018 og er fortsat øremærket\n\novennævnte formål.\n\nDe genanvendte varige midler udgør reguleret 6,23 mio. kr. pr. 1. april\n2018.\n\nMidlernes anvendelse inden for ovennævnte rammer aftales ved\norganisationsforhandlingerne\n\nog fordeling på organisationsområderne fremgår af bilag 6.",{"bindId":51,"name":52,"text":53},"childcareprovision","Parterne er enige om, at personkredsen f","Parterne er enige om, at personkredsen for omsorgsdage i Aftale om fravær\naf familiemæssige\n\nårsager pr. 1. april 2019 udvides til også at omfatte plejeforældre.\n\nKonkret formuleres §28, stk. 2:\n\n”Retten til omsorgsdage omfatter biologiske forældre, registrerede\nmedmødre, adoptivforældre,\n\nplejeforældre eller indehavere af forældremyndigheden. Barnet skal have\nophold hos den\n\nansatte. Både mødre og fædre\u002Fmedmødre har ret til omsorgsdage.\nOmsorgsdage kan afvikles\n\nuafhængig af den anden af forældrenes eventuelle orlov.\n\nBemærkning:\n\nVed ophold forstås, at barnet enten har adresse hos eller har regelmæssigt\nsamkvem med den\n\npågældende ansatte. I relation til plejeforældre er det en forudsætning,\nat barnet har adresse\n\nhos plejeforældrene. Er plejeforholdet tidsbegrænset, er det en\nforudsætning, at det varer i\n\nminimum 6 måneder.”",{"bindId":55,"name":56,"text":57},"PAIDLEAV_trigger","Den nugældende ferieaftale af 22. maj 20","Den nugældende ferieaftale af 22. maj 2017 fornys og gælder frem til den\n31. august 2020.\n\nParterne er enige om at indgå en ny Aftale om ferie for personale ansat i\nregioner, jf. bilag 7.\n\nAftalen træder i kraft den 1. september 2020. Parterne er enige om, at\nferieaftalen, jf. bilag 7,\n\nhermed er tilpasset Lov om ferie af 30. januar 2018, som træder i kraft 1.\nseptember 2020.\n\nHerudover indgås en særskilt aftale, som viderefører samtlige relevante\nbestemmelser i den nugældende\n\nferieaftale i relation til 6. ferieuge, § 27 tillæg, vederlag mv. samt den\ndel af den særlige\n\nferiegodtgørelse og feriegodtgørelse, som ligger ud over ferielovens\nniveau, jf. bilag 8. Disse\n\nelementer omfattes således ikke af den nye ferieaftale, jf. bilag 7.\n\nDe to aftaler udgør tilsammen regelgrundlaget for ferierettigheder for\npersonale ansat i regioner\n\nfra den 1. september 2020.",{"bindId":59,"name":60,"text":61},"holidaysdays","Stk. 4. Ved ferieugen forstås 7 på hinan","Stk. 4.\n\nVed ferieugen forstås 7 på hinanden følgende kalenderdage inden for,\nhvilke ferietimerne\n\nafholdes.",{"bindId":63,"name":64,"text":65},"ANNLEAVE_trigger","Der er mellem Forhandlingsfællesskabet o","Der er mellem Forhandlingsfællesskabet og Regionernes Lønnings‐ og\nTakstnævn enighed\n\nom, at Aftale om 6. ferieuge, særlig feriegodtgørelse (forhøjet\nferietillæg) og forhøjet feriegodtgørelse\n\nmv., kapitel xx om løn under ferie og særlig feriegodtgørelse, ikke\nfinder anvendelse\n\npå ansatte efter overenskomsten for underordnede læger.\n\nUnder ansættelsen får ansatte efter overenskomsten for underordnede læger\nforhøjet feriegodtgørelse\n\nmed 0,45 pct. af lønnen i optjeningsåret og en kontant godtgørelse på\n2,5\n\npct. for ferietimer ud over 15,42 pr. måned (6.ferieuge) beregnet af de\nsamme løndele, som\n\nindgår i beregningsgrundlaget for feriegodtgørelse, jf. § xx, stk.\n3‐4.\n\nDisse vil fortsat være omfattet af feriebestemmelserne i ovennævnte\noverenskomst.\n\nDerudover henvises til Aftale om ferie for personale ansat i regioner,\nhvorefter det udbetales\n\nferiegodtgørelse på 12,5 pct.”",{"bindId":67,"name":68,"text":69},"healthandsafetyext","Det er et fælles anliggende for medarbej","Det er et fælles anliggende for medarbejdere, ledere,\narbejdsmiljørepræsentanter, TR samt\n\nMED‐ og arbejdsmiljøorganisationen at styrke det gode arbejdsmiljø.\nDialog er derfor et vigtigt\n\nelement, hvis der er udfordringer med arbejdsmiljøet.\n\nRegionerne tilbyder allerede medarbejdere og de regionale arbejdspladser en\nprofessionel og\n\nmangefacetteret arbejdsmiljøindsats for at sikre, at alle medarbejdere har\net sikkert og sundt\n\narbejdsmiljø. Som supplement hertil iværksætter parterne en række\ninitiativer, som kan bidrage\n\ntil skabe og anvende ny viden og inspiration om det gode arbejdsmiljø jf.\nbilag 11.\n\nDer afsættes i alt 22,0 mio. kr. årligt til parternes fælles indsats, som\nfinansieres af AUA‐midler.",{"bindId":71,"name":72,"text":73},"jobclassifaction1","Bilag 4. Prioriterede grupper Overenskom","Bilag 4. Prioriterede grupper\n\n\n  \n  \n  \n  \n  \n  \n  \n  \n  \n  \n    \n      Overenskomst\n      HK\n      FOA\n      3F\n      TL\n      SL\n      SHK\n      DS\n    \n    \n      \n      Beløb i mio. kr.\n    \n    \n      Administration og it mv.\n      1,44\n      \n      \n      \n      \n      \n      \n    \n    \n      Audiologiassistenter og ‐elever\n      \n      \n      \n      0,08\n      \n      \n      \n    \n    \n      Erhvervsudd.serv.ass.‐og elever\n      \n      0,32\n      0,32\n      \n      \n      \n      \n    \n    \n      Husassistenter\n      \n      0,53\n      \n      \n      \n      \n      \n    \n    \n      Lægesekretærer\n      3,87\n      \n      \n      \n      \n      \n      \n    \n    \n      Neurofysiologiassistenter og ‐elever\n      \n      0,07\n      \n      \n      \n      \n      \n    \n    \n      Oms.‐ og pæd.medhj. samt pæd. ass.\n      \n      0,05\n      0,06\n      \n      0,04\n      \n      \n    \n    \n      Pæd. pers. og husholdn.led. døgninst.\n      \n      \n      \n      \n      2,10\n      \n      \n    \n    \n      Rengøringsassistenter\n      \n      \n      0,61\n      \n      \n      \n      \n    \n    \n      Servicemedarb.\u002F‐assistenter v. sygehuse\n      \n      0,13\n      0,13\n      \n      \n      \n      \n    \n    \n      Social‐ og sundhedspersonale\n      \n      0,53\n      \n      \n      \n      \n      \n    \n    \n      Socialrådgivere\n      \n      \n      \n      \n      \n      \n      0,04\n    \n    \n      Syge‐ og sundhedspersonale, ikke ledende\n      \n      \n      \n      \n      \n      7,15\n      \n    \n    \n      Tekniske designere m.fl.\n      \n      \n      \n      0,03\n      \n      \n      \n    \n    \n      Total\n      5,31\n      1,63\n      1,12\n      0,11\n      2,14\n      7,15\n      0,04\n    \n  \n\n\n\n\nPrioriterede grupper i alt: 17,50 mio. kr.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Aftale mellem KL og Forhandlingsfællesskabet om overenskomst- og aftalefornyelsen pr. 1 april 2018 - 2018\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Startdato: → 2018-04-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Slutdato: → 2021-03-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratificeret af: → Other\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratificeret den: → 2018-04-28\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Navn på industri: → Offentlig administration, politiet, interesseorganisation\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Navn på industri: → Komunalbestyrelse\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Offentlig\u002Fprivat sektor: → I den offentlige sektor\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Indgået af:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Navn på virksomhed: → \n                        \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">UDDANNELSE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Uddannelsesprogrammer: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Lærlingeuddannelse: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Arbejdsgiver bidrager til en uddannelsesfond for medarbejdere: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \n\n\n        \n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">ARBEJDE- OG FAMILIEORDNINGER\u003C\u002Fh3>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Jobsikkerhed efter barselsorlov: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Forbud mod forskelsbehandling i forbindelse med barsel: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Forbud mod at tvinge gravide eller ammende medarbejdere til at udføre farligt eller usundt arbejde: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">APV risikovurdering for sikkerhed og sundhed for gravide eller ammende kvinder: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Tilgængelighed af alternativer til farligt og usundt arbejde for gravide eller ammende kvinder: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Fravær i forbindelse med fødselsforberedelse: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Forbud mod at screene for graviditet før ansættelse af vikarer: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Forbud mod at screene for graviditet før forfremmelse: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Faciliteter til ammende mødre: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Børnepasningsfaciliteter anlagt af arbejdsgiver: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Børnepasningsfaciliteter med tilskud fra arbejdsgiver: → Nej\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetær undervisning\u002Ftilskud til børns uddannelse: → Nej\u003C\u002Fdiv>\n   \n            \n\n            \n                        \n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">LIGESTILLINGSANLIGGENDER\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Ligeløn for lige arbejde → \u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">\nDiskriminering af arbejdsklausuler:\nLige muligheder for forfremmelse for kvinder:\nLige muligheder for uddannelse og omskoling for kvinder:\nLigestilling fagforening officer på arbejdspladsen:\nKlausuler om seksuel chikane på arbejdspladsen:\nKlausuler om vold på arbejdspladsen:\nSærlig orlov til arbejdstagere udsættes for indenlandsk eller vold i parforhold: → \u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Lige muligheder for forfremmelse for kvinder: → \u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Lige muligheder for uddannelse og omskoling for kvinder: → \u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Ligestilling i forbindelse med tillidsmænd på arbejdspladsen: → \u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Klausuler om seksuel chikane på arbejdspladsen: → \u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Klausuler om vold på arbejdspladsen: → \u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Særlig orlov til medarbejdere, der har været udsat for vold i hjemmet eller partnervold: → \u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Støtte til kvindelige medarbejdere med handicap: → \u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Overvågning af ligeberettigelse: → \u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">ARBEJDSTID, VAGTPLAN OG FERIE\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Betalt årlig orlov: → -9.0 dage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Betalt årlig orlov: → -9.0 uger\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Bestemmelser om fleksible arbejdsordninger: → Nej\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv 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