[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fda-dk\u002Farbejde-i-danmark\u002Fkollektiv-overenskomst\u002Fcba-danish-industry-2023-2025":3,"sites:htmlblocks":153,"menu:\u002Fda-dk:":1352,"subsites":1522,"cite-subsites":5087,"footer:root":5564,"suggested:root":5662,"cite-footer:root":5666},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"edit_url":12,"breadcrumbs":13,"seo":21,"data":29,"children":133,"content_type_view":134,"extra_breadcrumbs":135,"body":137,"body_blocks":148,"related_pages":152},4198,"kollektiv-overenskomst","Kollektiv overenskomst",null,"","\u002Fda-dk\u002Farbejde-i-danmark\u002Fkollektiv-overenskomst","collective_agreements.collectiveagreementoverview","da_DK","\u002Fcms\u002Fpages\u002F4198\u002Fedit\u002F",[14,17,20],{"title":15,"slug":16},"Danmark","da-dk",{"title":18,"slug":19},"Arbejde i Danmark","arbejde-i-danmark",{"title":6,"slug":5},{"title":6,"description":8,"image":22,"canonical":23,"robots":24,"og_type":25,"twitter_card":26,"locale":16,"created_at":27,"last_modified_at":28},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fda-dk\u002Farbejde-i-danmark\u002Fkollektiv-overenskomst\u002F","index, follow","website","summary_large_image","2025-09-05T18:54:37.511558+02:00","2026-04-01T20:37:29.800963+02:00",{"cba":30,"clauses":41,"details":131,"translations":132},{"id":31,"uid":32,"url":33,"name":34,"locale":11,"override_title":8,"title":35,"browser_title":36,"browser_description":37,"text":38},"cba-danish-industry-2023-2025","1dce9a4a-817b-11ef-b501-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fdenmark\u002Fcba-danish-industry-2023-2025\u002Fcba-danish-industry-2023-2025\u002F","CBA_Danish_Industry 2023_2025","DNK DI Confederation of Danish Industry - 2020","Denmark - DNK DI Confederation of Danish Industry - 2020","DNK DI Confederation of Danish Industry - 2020 - Fremstillingsvirksomhed",{"name":39,"data":40},"CBA_Danish_Industry 2023_2025.html","\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New7\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch1>Collective Agreement for Salaried Employees in Industry\u003C\u002Fh1>\n\n\u003Ch1>2023 – 2025\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nCollective Agreement for Salaried Employees in Industry\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nAs long as this Agreement is in force, none of the undersigned organisations or\ntheir members shall be entitled, individually or several of them jointly, to\nattempt by any means whatsoever, openly or secretly, to counteract the\nprovisions of the Agreement or enforce any change therein.\u003C\u002Fp>\n\n\u003Cp>The parties agree that where any future legislation might interfere with the\ndecisions of the parties and any rights arising therefrom, the parties shall\nmake a positive contribution towards restoring the original agreement to the\nextent it is technically and legally possible.\u003C\u002Fp>\n\n\u003Cp>The organisations agree that respecting the observance of the Collective\nAgreement - the peace obligation - is a fundamental condition for the\npreservation of the collective agreement system.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nNote\u003C\u002Fp>\n\n\u003Cp>However, the parties agree that the Danish Salaried Employees Act is of a\nspecial nature.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nNote\u003C\u002Fp>\n\n\u003Cp>This is a translation of The Agreement for Salaried Employees in Industry\n2023-2025 (Industriens Funktionæroverenskomst 2023-2025). In case of any\ndiscrepancy between the Danish and the English version, the regulations in the\nDanish version shall prevail.\u003C\u002Fp>\n\n\u003Cp>Please note, that the forms have not been translated. With regards to\nemployment contracts, please refer to the websites of the organisations where\nyou will find the English versions.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003Cbr>\nClause 1 Scope of Agreement\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nThis Agreement covers:\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003Cbr>\nSubclause (1)\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\na.Technical employees employed on a salaried basis and mainly engaged to\nprovide such technical\u002Fclinical assistance as is typically provided by\nemployees with basic training as a technical engineer or further training as a\ntechnical engineer, including training at the architectural technician level.\nWork by this Agreement is typically performed by employees with training as\ntechnical designer; production technologist; Academy Profession Degree in\nquality and metrology; building technician; IT- technologist - electronics;\nplumbing, heating and ventilation contractor; electrical contractor; export\ntechnical engineer; architectural technician; process technologist; automation\ntechnologist, and design technologist, or employees with similar\nqualifications. Further training as a technical engineer covers courses for\ntechnical engineers that qualify for the labour market and which, in terms of\ntraining and employment, are placed in the area between vocational and\nengineering training.\u003C\u002Fp>\n\n\u003Cp>b.Technical salaried employees holding one of the bachelor’s degrees\nlisted in enclosure 2 and, based on this degree, performing work related to the\nareas described in item a.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003Cbr>\nSubclause (2)\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\na.Salaried employees primarily engaged in commercial and office work typically\ncarried out by employees with commercial and clerical training (vocational\neducation and training\u002FEUD or short-cycle higher educational courses\u002FKVU); and\nsalaried employees who, as their speciality, are engaged in IT work typically\ncarried out by employees with IT training such as information technologist;\ninformatics assistant; computer assistant; holder of a diploma in computer\nscience, or employees with similar qualifications.\u003C\u002Fp>\n\n\u003Cp>b.Salaried employees who are trained as medical laboratory assistants\n(vocational education and training\u002FEUD or short-cycle higher educational\ncourses\u002FKVU), or who carry out work requiring the same qualifications. Trained\nenvironmental technologists; laboratory technicians, and other laboratory\nworkers engaged in challenging chemical, biological or physical laboratory\nwork, or who have special responsibilities.\u003C\u002Fp>\n\n\u003Cp>c.Salaried employees holding one of the bachelor’s degrees mentioned in\nenclosure 3 and, with this education as a requirement, carry out work in\nrelation to the coverage areas described in items or b.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003Cbr>\nSubclause (3)\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\nIn addition to salaried employees, this Agreement also covers employees whose\nwork is of the nature described above, but who are employed for less than eight\nhours per week on average.\u003C\u002Fp>\n\n\u003Cp>Further, this Agreement comprises work activities, which, due to the nature\nof the work, are not covered by the Danish Salaried Employees Act, e.g. work as\nan office messenger or as a boy\u002Fgirl messenger.\u003C\u002Fp>\n\n\u003Cp>Temporary workers, who are sent by temporary employment agencies covered by\nthe Agreement to user companies to perform duties comprised by the\nAgreement’s professional coverage area, are covered by the Agreement through\nthe temporary employment agency.\u003C\u002Fp>\n\n\u003Cp>Wherever the term salaried employee is used in this Agreement, the provision\nshall also apply to employees described in this subclause. However, this does\nnot apply to clause 15 (1).\u003C\u002Fp>\n\n\u003Cp>Special rules for the commercial and clerical field as well as the\nlaboratory field - the 50 per cent rule (clause 1(2) and (3)).\u003C\u002Fp>\n\n\u003Cp>However, this Agreement shall only apply to the employees mentioned under\nitems of clause 1 (2) and clause 1 (3) if the Agreement has become effective\nfor these groups at the company.\u003C\u002Fp>\n\n\u003Cp>Reference is made to Appendix 1 concerning the 50 per cent rule.\u003C\u002Fp>\n\n\u003Cp>Joint note regarding bachelor’s degrees in technical, commercial and\nclerical, and laboratory work (clause 1 (1), item b and clause 1 (2), item\nc):\u003C\u002Fp>\n\n\u003Cp>It is a prerequisite that the salaried employee does not perform work that\ntypically requires a qualification level corresponding to long- cycle higher\neducation, or work as described in the Agreement’s enclosure 1, item 4 b\n(management etc.)\u003C\u002Fp>\n\n\u003Cp>Some degrees are listed in both enclosure 2 and enclosure 3. In those cases,\nthe salaried employee’s speciality and work duties determine whether the\nsalaried employee is comprised by clause 1 (1) item b or clause 1 (2) item\nc.\u003C\u002Fp>\n\n\u003Cp>Existing employment terms for salaried employees who are covered by the\nAgreement pursuant to this provision may not be generally reduced.\u003C\u002Fp>\n\n\u003Cp>In terms of pension, the Agreement’s clause 8 (6) item g applies.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (4)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe Agreement also covers salaried employees who are mainly engaged in work\nthat falls within the common educational levels of DIO I and the unions in\nCO-industri that cover workers employed on a time-rate basis, such as data\ntechnicians, as well as salaried employees mainly engaged in work relating to\nthe electrician profession.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nNote to Subclause 4\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nFor a salaried employee, who has not been transferred to the Collective\nAgreement for Salaried Employees in Industry, the Agreement does not become\neffective until the company or the salaried employee in question so\nrequests.\u003C\u002Fp>\n\n\u003Cp>This note has no consequence for the position of the salaried employees\npursuant to the Danish Salaried Employees Act.\u003C\u002Fp>\n\n\u003Cp>The Agreement becomes effective for the salaried employee at two (2)\nmonths’ notice to the end of a month after presentation of the request.\nSalaried employees comprised by subclause 4 are not included in the calculation\nbased on the 50 per cent rule.\u003C\u002Fp>\n\n\u003Cp>With regard to the rights that an employee acquires pursuant to the\nAgreement, the seniority that the employee has acquired earlier under IO will\nbe included if the employee has been employed at the company and covered by IO\nso far. The employee retains the terms of notice that applied at the time of\ntransfer until the employee in question obtains at least the same terms of\nnotice pursuant to the Danish Salaried Employees Act.\u003C\u002Fp>\n\n\u003Cp>Pension terms are covered by the Agreement’s clause 8 (1).\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nNote to Clause 1:\u003C\u002Fp>\n\n\u003Cp>Unions under CO-industri may request a meeting in a specific company if\nthere is reasonable suspicion that the company has employees within the\ncoverage area of the Agreement who are erroneously\u002Fwrongfully kept out of\ncoverage of the Agreement. The meeting shall take place at the company and is\nintended to ensure the correct placing of relevant employees pursuant to the\ncollective agreements.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nNote regarding names of educations:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In the event of a change in the name of an education mentioned in the\nAgreement or its enclosure 2 or enclosure 3, the parties shall, in the event of\ndoubt, discuss the specific education in a committee established by the\nAgreement parties, cf. Protocol on the update of professional titles in the\nCollective Agreement for Salaried Employees in Industry, clause 1. If it is a\nsimple change in the name of the title or an “old” name, the parties agree\nthat the change shall not affect the coverage of the Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nClause 2 Newly admitted companies\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (1)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nEnterprises which at the time of their admission to membership of DIO I (the\nConfederation of Danish Industries) have a collective agreement covering the\narea of this Agreement with one or more unions within the CO area shall,\nwithout any special notice of termination of such agreement being required, be\ncovered by this Agreement from the date of admission. This applies whether the\ncollective agreement is a special collective agreement, an accession agreement\nor a local agreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (2)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAs soon as practicable after the admission of the company to membership of DIO\nI, adjustment negotiations shall be entered into with the object of drawing up\nany local agreements in such a way that the existing terms and conditions of\nthe collective agreement are not changed as a whole.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (3)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAfter the expiration of the term of the collective agreement in force so far\nthe local agreements shall be covered by clause 23.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (4)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nNewly admitted members of DIO I who prior to their admission to DIO I have not\nestablished a pension scheme for their employees within the scope of this\nCollective Agreement or who have a pension scheme for those employees with a\nlower pension contribution shall be entitled to require that the pension\ncontribution be fixed as follows.\u003C\u002Fp>\n\n\u003Cp>No later than from the time of the notification of CO-industri (The Central\nOrganization of Industrial Employees in Denmark) by DIO I about the admission\nof the company to DIO I shall the employers' contribution or the employee's\ncontribution, respectively, amount to at least 20 per cent of the contributions\nprovided for by this Agreement.\u003C\u002Fp>\n\n\u003Cp>•No later than after one year, the contributions shall amount to at least\n40 per cent of the contributions provided for by this Agreement.\u003C\u002Fp>\n\n\u003Cp>•No later than after two years, the contributions shall amount to at least\n60 per cent of the contributions provided for by this Agreement.\u003C\u002Fp>\n\n\u003Cp>•No later than after three years, the contributions shall amount to at\nleast 80 per cent of the contributions provided for by this Agreement.\u003C\u002Fp>\n\n\u003Cp>•No later than after four years, the contributions shall amount to at\nleast the full contribution provided for by this Agreement\u003C\u002Fp>\n\n\u003Cp>If pension contributions at the company are higher than 20 per cent of the\ncontributions provided for by this Agreement, contribution rates shall remain\nunchanged until they are caught up with by the rates of the scheme described\nabove after which they shall follow the same scheme.\u003C\u002Fp>\n\n\u003Cp>However, current employees shall continue with agreed pension contributions\nat least at the same level as the above scheme.\u003C\u002Fp>\n\n\u003Cp>Employees who are engaged after the time of admission are entitled to the\nsame pension contributions as the contributions employees who were engaged\nbefore the admission are entitled to at any time.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>No later than two months after admission, the scheme shall be recorded\nbetween DIO I and CO-industri at the request of DIO I, for instance in\nconnection with any adjustment negotiations.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (5)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nNewly admitted companies to DIO I that did not establish an Free Choice Account\nor similar scheme prior to admission, or which have an Free Choice Account or a\nsimilar scheme with lower contributions, may join the Free Choice Account of\nthis Collective Agreement in accordance with the rules below. Companies that,\nprior to admission, had an Free Choice Account or similar scheme with the same\ncontribution as clause 4 (1) letter a are not comprised by (2) - (4) below.\u003C\u002Fp>\n\n\u003Cp>1.The companies may deduct from the pay, cf. clause 3, the contribution\napplicable at the time of admission to the Free Choice Account, cf. clause 4\n(1) letter a, less 4.0 percentage points (from 1 March 2024 6.0 percentage\npoints).\u003C\u002Fp>\n\n\u003Cp>2.As from admission, the companies are obliged to pay contributions to the\nFree Choice Account according to clause 4 (1) letter a, less 4.0 percentage\npoints (from 1 March 2024 6.0 percentage points), as well as contributions\naccording to the escalation scheme below. If the company does not want the\nescalation scheme, the full contribution shall be paid according to clause 4\n(1) letter a.\u003C\u002Fp>\n\n\u003Cp>3.As regards the 4.0 percentage points (from 1 March 2024 6.0 percentage\npoints), newly admitted members to DIO I may require escalation as follows:\u003C\u002Fp>\n\n\u003Cp>•No later than at the time of DI’s notification to CO-industri about the\ncompany’s admission to DIO I, the company must pay 1.0 per cent (from 1 March\n2024 1.5 per cent) in contributions to the Free Choice Account.\u003C\u002Fp>\n\n\u003Cp>•No later than 1 year later, the company must pay 2.0 per cent (from 1\nMarch 2024 3.0 per cent) in contribution to the Free Choice Account.\u003C\u002Fp>\n\n\u003Cp>•No later than 2 years later, the company must pay 3.0 per cent (from 1\nMarch 2024 4.5 per cent) in contribution to the Free Choice Account.\u003C\u002Fp>\n\n\u003Cp>•No later than 3 years later, the company must pay 4.0 per cent (from 1\nMarch 2024 6.0 per cent) in contribution to the Free Choice Account.\u003C\u002Fp>\n\n\u003Cp>The escalation scheme must be recorded in a protocol between DIO I and\nCO-industri within 2 months of admission at the request of DIO I, possibly in\nconnection with adaptation negotiations.\u003C\u002Fp>\n\n\u003Cp>4.Any Free Choice Account or similar scheme that existed at the time of\nadmission, shall be terminated and replaced by the Free Choice Account of this\nCollective Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nNote\u003C\u002Fp>\n\n\u003Cp>As regards the employee's seniority in newly admitted companies, see clause\n15(4).\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (6)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nNewly admitted members to DIO I may request that the contribution to\nIndustriens Uddannelses- og Samarbejdsfond (The Education and Cooperation Fund\nof Industry), cf. clause 26 (2), be established as follows:\u003C\u002Fp>\n\n\u003Cp>•No later than from the time of DI’s notification to CO-industri about\nthe company’s admission to DIO I, the company must pay 25 per cent of the\ncollectively agreed contribution.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>•No later than 1 year later, the company must pay 50 per cent of the\ncollectively agreed contribution.\u003C\u002Fp>\n\n\u003Cp>•No later than 2 years later, the company must pay 75 per cent of the\ncollectively agreed contribution.\u003C\u002Fp>\n\n\u003Cp>•No later than 3 years later, the payment must constitute at least the\nfull collectively agreed contribution.\u003C\u002Fp>\n\n\u003Cp>The escalation scheme must be registered between DIO I and CO-industri at\nthe request of DIO I no later than 2 months after enrolment, by entering a U in\nDIDO member data after the field called Pensions, possibly the escalation\nscheme in connection with adaptation negotiations.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (7)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nEnterprises or organisations which at the time of their admission to membership\nof DIO I have not entered into any collective agreement or local agreement with\nany union within the CO area covering (parts of) the area covered by this\nAgreement shall be covered from the date of admission to membership by this\nAgreement. As regards the commercial and clerical fields, however, it is a\ncondition that the provisions of Appendix 1 to this Agreement (the 50 per cent\nrule) are satisfied.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nNote\u003C\u002Fp>\n\n\u003Cp>As regards the seniority of the employees in newly admitted companies, see\nclause 15(4).\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\nClause 3 Pay provision\u003C\u002Fdiv>\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (1)\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\nThe pay of each employee shall be agreed in each individual case between the\nemployer and the employee.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (2)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe pay shall reflect the individual employee's efforts, qualifications,\ntraining and skill as well as the contents and responsibility of the position,\nand whether agreement has been entered into on responsibility-based salary, cf.\nclause 11 (6).\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (3)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAny evaluation and adjustment of the employee's pay conditions shall be made on\nan individual basis not less than once a year.\u003C\u002Fp>\n\n\u003Cp>If the local parties wish to negotiate the wage collectively, this can be\nagreed according to the rules in clause 23.\u003C\u002Fp>\n\n\u003Cp>The parties to the Collective Agreement find it natural that any changes\nsuch as pay rises resulting from any increases in the Free Choice Account shall\nbe included in connection with the individual pay evaluation.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (4)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIn order to best support his colleagues in connection with the conclusion of\nagreements on remuneration pursuant to clause 3 (1) and (3), the shop steward\nrepresentative may request clarification of the company's productivity,\ncompetitiveness, financial situation and future prospects, including order\nbacklog, market situation and production conditions.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (5)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAn employee covered by this Agreement shall be entitled to demand negotiations\nwith the company if the employee's pay differs from the starting level of\ncomparable groups of employees. If such negotiations do not result in any\nagreement, the organisation shall be entitled to demand negotiations with DIO I\nat the company. Any disagreement concerning pay conditions for individuals\ncannot be referred to industrial arbitration.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (6)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nReference to industrial arbitration of any disagreement concerning pay\nconditions may be demanded in cases where there is found to be a general\ndisparity. The term 'general' shall not in all cases imply reference to all\nemployees covered by this Agreement at the company concerned.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (7)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nOther or supplementary pay systems may be established by individual or\ncollective agreement. The parties to this Agreement consider it desirable to\nuse pay systems that can be adapted locally to suit the special conditions of\nthe individual company.\u003C\u002Fp>\n\n\u003Cp>If one of the local parties submits a proposal for such system, local\nnegotiations shall be initiated in this respect.\u003C\u002Fp>\n\n\u003Cp>The local parties may also seek advice and guidance concerning pay systems\nfrom the organisations and in \"Plusløn\", the pay system method guidelines of\nthe organisations.\u003C\u002Fp>\n\n\u003Cp>A local pay system shall not be in contravention to this pay provision.\u003C\u002Fp>\n\n\u003Cp>If the parties agree on this, they may request that a representative from\nCO-industri or DIO I, respectively participate in the preparation of pay\nsystems.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (8)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprenticeships\">\nA.Apprentices\u002Ftrainees in vocational training\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nA written training agreement shall be entered into no later than at the start\nof training by the apprentice\u002Ftrainee and the company pursuant to the\nprovisions of The Act on Vocational Education and Training, Chapter 7.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nNote\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The degree in data and communication (IT supporter and data technician) is\ncomprised by ‘Metalindustriens Uddannelser’ (Education and Training courses\nof the Metalworking Industries) and thus the Industrial Agreement’s Povisions\nrelating to Apprentices clause 1 and Appendix IV.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nFor trainees under The Act on Vocational Education and Training, minimum pay\nconstitutes:\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:12.95pt\">\n      \u003Ctd width=\"86\" valign=\"bottom\" style=\"width:64.3pt;padding:0cm .5pt 0cm .5pt;   height:12.95pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">Per\n        month\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"102\" valign=\"bottom\" style=\"width:76.3pt;padding:0cm .5pt 0cm .5pt;   height:12.95pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:9.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">1.3\n        2023\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"124\" valign=\"bottom\" style=\"width:93.3pt;padding:0cm .5pt 0cm .5pt;   height:12.95pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">1.3\n        2024\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:12.25pt\">\n      \u003Ctd width=\"86\" valign=\"top\" style=\"width:64.3pt;padding:0cm .5pt 0cm .5pt;   height:12.25pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">Year\n        1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"102\" valign=\"top\" style=\"width:76.3pt;padding:0cm .5pt 0cm .5pt;   height:12.25pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:9.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">DKK\n        12,455\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"124\" valign=\"top\" style=\"width:93.3pt;padding:0cm .5pt 0cm .5pt;   height:12.25pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">DKK\n        12,890\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:12.0pt\">\n      \u003Ctd width=\"86\" valign=\"bottom\" style=\"width:64.3pt;padding:0cm .5pt 0cm .5pt;   height:12.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">Year\n        2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"102\" valign=\"bottom\" style=\"width:76.3pt;padding:0cm .5pt 0cm .5pt;   height:12.0pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:9.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">DKK\n        13,800\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"124\" valign=\"bottom\" style=\"width:93.3pt;padding:0cm .5pt 0cm .5pt;   height:12.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">DKK\n        14,280\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:12.7pt\">\n      \u003Ctd width=\"86\" valign=\"bottom\" style=\"width:64.3pt;padding:0cm .5pt 0cm .5pt;   height:12.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">Year\n        3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"102\" valign=\"bottom\" style=\"width:76.3pt;padding:0cm .5pt 0cm .5pt;   height:12.7pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:9.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">DKK\n        15,175\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"124\" valign=\"bottom\" style=\"width:93.3pt;padding:0cm .5pt 0cm .5pt;   height:12.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">DKK\n        15,705\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:12.95pt\">\n      \u003Ctd width=\"86\" valign=\"top\" style=\"width:64.3pt;padding:0cm .5pt 0cm .5pt;   height:12.95pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">Year\n        4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"102\" valign=\"top\" style=\"width:76.3pt;padding:0cm .5pt 0cm .5pt;   height:12.95pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:9.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">DKK\n        16,405\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"124\" valign=\"top\" style=\"width:93.3pt;padding:0cm .5pt 0cm .5pt;   height:12.95pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">DKK\n        16,980\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003Cspan> \u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nA monthly bonus will be added to the above rates for trainees in the following\ncourses:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nCommercial and clerical course based on previous Higher Commercial Examination\n(HHX)\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cstrong>1 Mar 2023\u003C\u002Fstrong> DKK 1,120\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nTechnical designer course\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:12.7pt\">\n      \u003Ctd width=\"117\" valign=\"bottom\" style=\"width:87.6pt;padding:0cm .5pt 0cm .5pt;   height:12.7pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Georgia",serif\">1 Mar\n        2023\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" valign=\"bottom\" style=\"width:79.2pt;padding:0cm .5pt 0cm .5pt;   height:12.7pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:21.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">DKK\n        3,860\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:12.7pt\">\n      \u003Ctd width=\"117\" valign=\"top\" style=\"width:87.6pt;padding:0cm .5pt 0cm .5pt;   height:12.7pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Georgia",serif\">1 Mar\n        2024\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" valign=\"top\" style=\"width:79.2pt;padding:0cm .5pt 0cm .5pt;   height:12.7pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:21.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">DKK\n        3,995\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003Cspan> \u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The remuneration will be the rate that corresponds to the year the trainee\nis at, in relation to the structure of the course programme.\u003C\u002Fp>\n\n\u003Cp>Trainees at the technical designer course are transferred from Level 1 to\nLevel 2, 18 months after the start of the course, e.g. after the basic course\nand one year at the company (including any periods at college).\u003C\u002Fp>\n\n\u003Cp>The trainee stays at Level 2 during the remaining part of the training\nperiod.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAdult trainees:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Adult trainees are defined as trainees who were at least 25 years old at the\nsigning of the training agreement.\u003C\u002Fp>\n\n\u003Cp>It is recommended that adult trainees who complete vocational training\npursuant to The Act on Vocational Education and Training are paid according to\nthe rules of the Agreement’s clause 3(1-4).\u003C\u002Fp>\n\n\u003Cp>Adult trainees who were employed at the company at least 12 months prior to\nthe signing of the agreement shall, however, receive pay pursuant to the rules\nof the Agreement’s clause 3(1-3) and (5).\u003C\u002Fp>\n\n\u003Cp>All pay rates are minimum rates pursuant to clause 3(2).\u003C\u002Fp>\n\n\u003Cp>For rules regarding travelling allowance see enclosure 6.\u003C\u002Fp>\n\n\u003Cp>For rules regarding posting see enclosure 7.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nB.Business academy courses\u003C\u002Fp>\n\n\u003Cp>(trainees)\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe traineeship is implemented on the basis of a contract\u002Ftraineeship agreement\nand pursuant to current guidelines established by the organisations that cover\nthe area in question.\u003C\u002Fp>\n\n\u003Cp>During the traineeship the following pay rates apply for the parts of the\ncourses that are not covered by the State Educational Grant (SU):\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPer month in DKK\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:12.5pt\">\n      \u003Ctd width=\"145\" valign=\"top\" style=\"width:108.7pt;padding:0cm .5pt 0cm .5pt;   height:12.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">Technical\n        courses:\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"91\" valign=\"top\" style=\"width:67.9pt;padding:0cm .5pt 0cm .5pt;   height:12.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:13.45pt\">\n      \u003Ctd width=\"145\" valign=\"bottom\" style=\"width:108.7pt;padding:0cm .5pt 0cm .5pt;   height:13.45pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Georgia",serif\">1 Mar\n        2023\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"91\" valign=\"bottom\" style=\"width:67.9pt;padding:0cm .5pt 0cm .5pt;   height:13.45pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Georgia",serif\">1 Mar\n        2024\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.75pt\">\n      \u003Ctd width=\"145\" valign=\"top\" style=\"width:108.7pt;padding:0cm .5pt 0cm .5pt;   height:17.75pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">DKK\n        17,385\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"91\" valign=\"top\" style=\"width:67.9pt;padding:0cm .5pt 0cm .5pt;   height:17.75pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">DKK\n        17,994\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.25pt\">\n      \u003Ctd width=\"145\" valign=\"bottom\" style=\"width:108.7pt;padding:0cm .5pt 0cm .5pt;   height:18.25pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">Commercial\n        courses:\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"91\" valign=\"top\" style=\"width:67.9pt;padding:0cm .5pt 0cm .5pt;   height:18.25pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:12.7pt\">\n      \u003Ctd width=\"145\" valign=\"bottom\" style=\"width:108.7pt;padding:0cm .5pt 0cm .5pt;   height:12.7pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Georgia",serif\">1 Mar\n        2023\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"91\" valign=\"bottom\" style=\"width:67.9pt;padding:0cm .5pt 0cm .5pt;   height:12.7pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Georgia",serif\">1 Mar\n        2024\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:12.95pt\">\n      \u003Ctd width=\"145\" valign=\"top\" style=\"width:108.7pt;padding:0cm .5pt 0cm .5pt;   height:12.95pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">DKK\n        20,984\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"91\" valign=\"top\" style=\"width:67.9pt;padding:0cm .5pt 0cm .5pt;   height:12.95pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">DKK\n        21,718\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThis currently applies to the following courses:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Technical courses:\u003C\u002Fp>\n\n\u003Cp>Laboratory technicians\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nCommercial courses:\u003C\u002Fp>\n\n\u003Cp>AP degree in automobile management (unofficial translation for\nbiløkonom)\u003C\u002Fp>\n\n\u003Cp>AP degree in Commerce Management\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nFor all business academy courses, it applies that pay rates are minimum rates\npursuant to clause 3(2).\u003C\u002Fp>\n\n\u003Cp>For business academy trainees with prior vocational training, higher payment\nthan the above-mentioned rates shall be agreed, cf. clause 3(2).\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nC.Basic Vocational Training\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTrainees employed pursuant to the EGU Act shall be paid per month\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:12.5pt\">\n      \u003Ctd width=\"116\" valign=\"bottom\" style=\"width:87.35pt;padding:0cm .5pt 0cm .5pt;   height:12.5pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Georgia",serif\">1 Mar\n        2023\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"118\" valign=\"bottom\" style=\"width:88.55pt;padding:0cm .5pt 0cm .5pt;   height:12.5pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:21.0pt\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">1 Mar\n        2024\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:12.95pt\">\n      \u003Ctd width=\"116\" valign=\"top\" style=\"width:87.35pt;padding:0cm .5pt 0cm .5pt;   height:12.95pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">DKK\n        12,728\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"118\" valign=\"top\" style=\"width:88.55pt;padding:0cm .5pt 0cm .5pt;   height:12.95pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:21.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">DKK\n        13,173\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nClause 4 Free Choice Account\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (1) Contributions\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\na.The company shall pay to the employee's Free Choice Account 7 per cent (as\nfrom 1 March 2024: 9 per cent) of the pay qualifying for holiday pay, and this\namount shall be made available for the employee's free choice.\u003C\u002Fp>\n\n\u003Cp>b.If the employee does not make use of the entire contribution to the Free\nChoice Account in connection with his\u002Fher free choice before August 1, the\ncompany may pay the remaining contribution continually with the employee's pay,\nhowever no more than 3 per cent, unless the local parties have agreed\notherwise. It is a prerequisite for payment that the company can document that\nthe employees have been invited to make a choice.\u003C\u002Fp>\n\n\u003Cp>c.The local parties may agree that contributions to the\u003C\u002Fp>\n\n\u003Cp>Free Choice Account pursuant to subclauses 1, 2, 3 and 4 shall also be paid\ncontinually with the pay.\u003C\u002Fp>\n\n\u003Cp>Contributions to, payments from and deposits in the Free Choice Account must\nappear on the employee's payslip.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (2) Days off for holiday purposes\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\na.Employees who, as of 1 September, are entitled to days off for holiday\npurposes, must, before 1 August, select or deselect the possibility of taking\none or more of the days off during the next holiday period, or instead during\nthe holiday year continuously receive a further 0.5 per cent of the pay\nqualifying for holiday pay per deselected day off. If all five days off are\ndeselected, another total of 2.5 percent skall be set aside. The number of days\noff that the employee wants to take, shall be taken and paid in accordance with\nthe current rules in clause 12 (12). Newly employed employees may make a\ncorresponding choice no later than one month before nine months’ senority has\nbeen achieved.\u003C\u002Fp>\n\n\u003Cp>b.An employee who has deselected one or more extra days off and, thereafter,\nhas continuous absence of more than three months as a consequence of illness or\ninjury can claim a supplement to the Free Choice Account. The employee shall\nmake the claim within three weeks after the end of the holiday period.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe supplement constitutes\u003C\u002Fp>\n\n\u003Cp>•the value of the deselected extra days off if the employee were to have\nthem paid out as extra days off not held pursuant to Agreement for Salaried\nEmployees in Industry clause 12 (12 f)\u003C\u002Fp>\n\n\u003Cp>•with deduction of the part of the Free Choice Account that comes from the\ndeselected extra days off.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (3) Conversion of pension contributions\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAt companies where a pension contribution of more than 12 per cent has been\nagreed for employees covered by the pension scheme of this Agreement, the\ncompany and the employee may agree to pay the extra amount into the Free Choice\nAccount rather than the pension scheme.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (4) Options\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe parties to the agreement encourage the company to initiate a dialogue with\nthe employees about the possibilities of the Free Choice Account and encourage\nthe employees to make a choice.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe employee may choose between the following:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n(a)Pay in connection with leisure time:\u003C\u002Fp>\n\n\u003Cp>All employees may choose this element.\u003C\u002Fp>\n\n\u003Cp>When the employee takes time off in connection with holidays, weekday\nholidays, days off for holiday purposes, days off according to this Agreement,\nchilds 2nd day of sickness, children’s medical visit or childcare days, the\nemployee may choose to receive a cash payment from his\u002Fher account.\u003C\u002Fp>\n\n\u003Cp>The employee decides the amount of the payment, always provided that no\namount exceeding the amount deposited from time to time in the savings account\nof the employee concerned shall be paid out.\u003C\u002Fp>\n\n\u003Cp>The company shall lay down suitable procedures and deadlines for the\nadministration.\u003C\u002Fp>\n\n\u003Cp>The local parties can enter into agreements about payment, including agree\nthat amounts can be paid without the employee taking time off.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n(b)Pension:\u003C\u002Fp>\n\n\u003Cp>In order to choose the pension element, the employee must already be covered\nby a labour market pension scheme in accordance with this Agreement.\u003C\u002Fp>\n\n\u003Cp>Employees must state no later than by 1 August each year the share of the\nsavings for the Free Choice Account they want to set aside for pension in the\ncoming holiday year (1 September – 31 August).\u003C\u002Fp>\n\n\u003Cp>When they choose pension, the agreed share shall be paid to the pension\ncompany and thus not into the Free Choice Account. Payment of pension\ncontributions shall not trigger off any employer's contributions.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n(c)Senior scheme:\u003C\u002Fp>\n\n\u003Cp>From five years before the state pension age in force at any given time, the\nemployee may choose to use the contribution to the Free Choice Account to\nfinance senior holidays as part of a senior scheme pursuant to clause 12\n(18).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (5) Residual savings on the Free Choice Account\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIf there is a surplus on the Free Choice Account at the end of the month of\nMay, the amount shall be paid along with the first wage payment unless\notherwise locally agreed.\u003C\u002Fp>\n\n\u003Cp>However, funds that the employee has chosen to set aside for senior holidays\npursuant to clause 12 (18) shall not be disbursed.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (6) Resignation\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nOn resignation the Free Choice Account shall be settled, and any surplus shall\nbe paid out together with the last wage payment from the company.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (7) Holiday allowance and holiday bonus\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe Free Choice Account savings include holiday allowance and holiday bonus of\nthe savings.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nClause 5 Calculation of pay for part of a month\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (1)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nWhere the pay is to be calculated for individual days in connection with a\nperson taking up or resigning from employment during the month, such pay shall\nbe calculated as the monthly pay on a full-time basis divided by 160.33\nmultiplied by the effective working hours that the person concerned is to be at\nwork.\u003C\u002Fp>\n\n\u003Cp>Effective working hours shall include the working hours that fall on a\nweekday holiday which would otherwise be the employee's normal working day.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (2)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIn the event of any absence due to holiday, for which no salary\u002Fholiday pay has\nbeen earned, the deduction to be made from the employee's monthly salary shall\nbe equal to an amount corresponding to the actual hours of absence.\u003C\u002Fp>\n\n\u003Cp>The deduction to be made in respect of days off without pay shall correspond\nto the actual hours of absence.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (3)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nSubclauses (1) and (2) shall apply correspondingly to part-time employees. For\npart-time employees the pay shall be calculated on a proportional basis.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nClause 6 Reduced pay\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIn special cases where circumstances make it natural, agreements concerning\nreduced pay may be made with the assistance of the organisations.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nClause 7 Employees with reduced working capacity\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (1)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIn the case of employees with permanently or temporarily reduced working\ncapacity, an agreement may be made locally between the employee and the company\nregarding working conditions (including reduced working hours and\u002For a lower\npay) that deviate from the provisions of this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (2)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe organisations shall have a right to present a complaint in accordance with\nclause 24.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\nClause 8 Pension\u003C\u002Fdiv>\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (1) Employees covered by a pension scheme \u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPension contributions shall be paid when the employee is 18 years old and\u003Cbr>\n\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\na.at the time of employment is comprised by Pension for Funktionserer (PFF) or\nanother labour market pension from a former employment - including a public\nservant’s pension or similar scheme, or\u003C\u002Fp>\n\n\u003Cp>b.can document at least two months’ seniority in the company or other\nemployments covered by the Agreement.\u003C\u002Fp>\n\n\u003Cp>c.An employee, who has been employed pursuant to the Industrial Agreement so\nfar, but pursuant to clause 1 (4) shall be covered by the Agreement for\nSalaried Employees in Industry, shall be covered by the pension scheme of the\nAgreement for Salaried Employees in Industry since there is no seniority\nrequirement pursuant to clause 1. At local agreement, the employee may continue\nto be covered by the Industrial Agreement’s pension scheme.\u003C\u002Fp>\n\n\u003Cp>d.\u003C\u002Fp>\n\n\u003Cp>1.Trainees shall be covered by the pension scheme of clause 8 when they\nreach the age of 18 and have obtained two months of seniority.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.Trainees who begin vocational training before the age of 18 shall, until\nthey reach the age of 18, be covered by the insurance scheme referred to in\nclause 6, letter A.\u003C\u002Fp>\n\n\u003Cp>3.Trainees who, according to section 55 (2) of the Vocational Education and\nTraining Act, are entitled to pension in accordance with the rules of the\ncollective agreement of another educational area, shall not be covered by\nletter d, regardless of payment being made to Pension for Funktionærer or the\nscheme chosen by the company, cf. subclause 8.\u003C\u002Fp>\n\n\u003Cp>If the employee continues to be employed after reaching state pension age,\nthe employee can choose whether savings for retirement should continue (if\npossible) or whether the pension contribution should be paid as salary on an\nongoing basis. Insurance coverage ends when the employee reaches state pension\nage.\u003C\u002Fp>\n\n\u003Cp>The provision applies to employees who reach state pension age on or after 1\nMay 2020. Employees who reached state pension age before 1 May 2020 are\nreferred to the Agreement for Salaried Employees in Industry 2017-2020, clause\n8(1), last paragraph.\u003C\u002Fp>\n\n\u003Cp>The following provision shall apply to employees who reach...\u003C\u002Fp>\n\n\u003Cp>Special rules apply with regard to insurance schemes for apprentices without\npension, employees on flexijobs, senior schemes, extended working hours, and\nholders of bachelor’s degrees, see subclause 6.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (2) Pension rates\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPension contributions amount to at least:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:44.65pt\">\n      \u003Ctd width=\"69\" valign=\"top\" style=\"width:52.1pt;padding:0cm .5pt 0cm .5pt;   height:44.65pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"100\" valign=\"top\" style=\"width:74.65pt;border:none;border-left:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:44.65pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Georgia",serif\">Employer\n        contributi on\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"115\" valign=\"top\" style=\"width:85.9pt;border:none;border-left:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:44.65pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Georgia",serif\">Employee\n        contribution\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"161\" valign=\"top\" style=\"width:120.5pt;border:none;border-left:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:44.65pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Georgia",serif\">Total\n        contribution\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:31.7pt\">\n      \u003Ctd width=\"69\" valign=\"bottom\" style=\"width:52.1pt;padding:0cm .5pt 0cm .5pt;   height:31.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">1 July\n        2009\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"100\" style=\"width:74.65pt;border:none;border-left:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:31.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">8.0 per\n        cent\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"115\" style=\"width:85.9pt;border:none;border-left:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:31.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">4.0 per\n        cent\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"161\" style=\"width:120.5pt;border:none;border-left:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:31.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">12.0 per\n        cent\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:25.2pt\">\n      \u003Ctd width=\"69\" valign=\"top\" style=\"width:52.1pt;padding:0cm .5pt 0cm .5pt;   height:25.2pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">1 June\n        2023\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"100\" valign=\"top\" style=\"width:74.65pt;border:none;border-left:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:25.2pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">10 per\n        cent\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"115\" valign=\"top\" style=\"width:85.9pt;border:none;border-left:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:25.2pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">2.0 per\n        cent\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"161\" valign=\"top\" style=\"width:120.5pt;border:none;border-left:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:25.2pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">12.0 per\n        cent\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nDuring the fourteen weeks of maternity leave, an extra pension contribution\nshall be paid to employees with nine months' seniority at the time the baby is\ndue:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe pension contribution shall be:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:67.9pt\">\n      \u003Ctd width=\"59\" valign=\"top\" style=\"width:44.4pt;padding:0cm .5pt 0cm .5pt;   height:67.9pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"133\" valign=\"top\" style=\"width:99.6pt;border:none;border-left:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:67.9pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Georgia",serif\">Employer\n        contribution\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">DKK\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">per\n        hour\u002Fper month\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"133\" valign=\"top\" style=\"width:99.85pt;border:none;border-left:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:67.9pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Georgia",serif\">Employee\n        contribution\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">DKK\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">per\n        hour\u002Fper month\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"166\" valign=\"top\" style=\"width:124.7pt;border:none;border-left:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:67.9pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Georgia",serif\">Total\n        contribution\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">DKK per\n        hour\u002Fper month\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:32.65pt\">\n      \u003Ctd width=\"59\" valign=\"top\" style=\"width:44.4pt;padding:0cm .5pt 0cm .5pt;   height:32.65pt\">\u003Cp class=\"MsoNormal\" style=\"margin-top:6.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">1 July\n        2014\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"133\" valign=\"top\" style=\"width:99.6pt;border:none;border-left:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:32.65pt\">\u003Cp class=\"MsoNormal\" style=\"margin-top:18.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">8.50\u002F1,360.00\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"133\" valign=\"top\" style=\"width:99.85pt;border:none;border-left:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:32.65pt\">\u003Cp class=\"MsoNormal\" style=\"margin-top:18.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">4.25\u002F680.00\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"166\" valign=\"top\" style=\"width:124.7pt;border:none;border-left:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:32.65pt\">\u003Cp class=\"MsoNormal\" style=\"margin-top:18.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">12.75\u002F2,040.00\u003C\u002Fspan>\u003C\u002Fp>\n      \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>\u003Cbr>\n\u003Cbr>\nWith effect from 1 July 2023:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nDuring the ten weeks of leave pursuant to section 12(17)(a), an additional\npension contribution is paid to employees with nine months' seniority at the\nexpected time of birth:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:68.9pt\">\n      \u003Ctd width=\"60\" valign=\"top\" style=\"width:44.65pt;padding:0cm .5pt 0cm .5pt;   height:68.9pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"138\" style=\"width:103.45pt;border:none;border-left:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:68.9pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Georgia",serif\">Employer\n        contribution\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">DKK\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">per\n        hour\u002Fper month\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"133\" style=\"width:99.85pt;border:none;border-left:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:68.9pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Georgia",serif\">Employee\n        contribution\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">DKK\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">per\n        hour\u002Fper month\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"151\" style=\"width:113.55pt;border:none;border-left:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:68.9pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Georgia",serif\">Total\n        contribution\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">DKK per\n        hour\u002Fper month\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:32.65pt\">\n      \u003Ctd width=\"60\" valign=\"bottom\" style=\"width:44.65pt;padding:0cm .5pt 0cm .5pt;   height:32.65pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">1 July\n        2023\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"138\" valign=\"bottom\" style=\"width:103.45pt;border:none;border-left:   solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;height:32.65pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">18.45\u002F2,957.00\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"133\" valign=\"bottom\" style=\"width:99.85pt;border:none;border-left:   solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;height:32.65pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">3.69\u002F592.00\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"151\" valign=\"bottom\" style=\"width:113.55pt;border:none;border-left:   solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;height:32.65pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">22.14\u002F3,549\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nFor part-time employees the contribution shall be calculated on a proportional\nbasis.\u003C\u002Fp>\n\n\u003Cp>There is freedom of agreement at each company as regards higher pension\ncontributions and\u002For another breakdown of pension contributions between\nemployer and employee, always provided that the employer does not pay less than\nthe minimum employer contribution payable according to the above rates.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (3) Basis of calculation\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe pension contribution is calculated on the basis of the taxable salary.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nNote\u003C\u002Fp>\n\n\u003Cp>The guidelines on reporting and payment to Industriens Pension provide more\ndetails regarding the pay that is included in the contribution basis.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nGross salary\u003C\u002Fp>\n\n\u003Cp>If it can be proved that the agreed gross monthly pay includes the\nemployer's contribution to an existing pension scheme for the employee, the\ntotal pension contribution agreed according to this Agreement may be set off\nagainst the pay until the compulsory contribution exceeds the contribution\napplicable to the employment at the time when the company is covered by this\nAgreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (4) Payment\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe employer shall withhold the employee’s contribution and make a combined\npayment to PFF. The Agreement parties recommend that this system is used for\nemployees covered by the Agreement.\u003C\u002Fp>\n\n\u003Cp>Payment can be made to an existing pension scheme or a future company\npension scheme pursuant to the rules of subclause 8.\u003C\u002Fp>\n\n\u003Cp>Industriens Pension can be used as a pension fund in special cases.\u003C\u002Fp>\n\n\u003Cp>Enterprises may withdraw from a company pension scheme without special\nnotice by paying to PFF instead.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (5) Content of the scheme\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIn addition to retirement pension, the pension scheme includes disability\npension, pension benefit to survivors, and an option for children's pension.\u003C\u002Fp>\n\n\u003Cp>The scheme shall comprise retirement pension for life with payment of\nannuities or an annuity retirement pension and may contain retirement\ninsurance\u002Flump sum insurance. At least two thirds of the contribution shall be\nused for these purposes.\u003C\u002Fp>\n\n\u003Cp>The scheme provides for the possibility of increased payments to the scheme,\nsupplementary benefits, and capitalisation of small pension amounts.\u003C\u002Fp>\n\n\u003Cp>For persons having attained the age of 50 at the time of establishment, the\nscheme may contain a lump-sum pension or an annuity pension scheme at their own\noption.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (6) Other circumstances\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nA.Trainees\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTrainees may be covered by the pension scheme, see subclause 1, item d.\u003C\u002Fp>\n\n\u003Cp>Trainees, who are not – apart from subclause 1, letter d, (3) - already\ncomprised by an employer-paid pension or insurance scheme, either pursuant to\nsubclause 1, item d or to another provision, are entitled to the following\ninsurance coverage:\u003C\u002Fp>\n\n\u003Cp>a.Disability pension of DKK 60,000 annually\u003C\u002Fp>\n\n\u003Cp>b.Fixed amount of DKK 100,000 in the case of disability\u003C\u002Fp>\n\n\u003Cp>c.Insurance against critical illness at DKK 100,000\u003C\u002Fp>\n\n\u003Cp>d. Fixed amount in the case of death of DKK 300,000\u003C\u002Fp>\n\n\u003Cp>Access to the coverage, the size of the amount insured, and the terms of\ncoverage shall follow the current guidelines of Industriens Pension. In the\nevent the employee is entitled to create alternative combinations of the\nbenefits, he\u002Fshe can only do so if any cost increase is paid by him\u002Fher. The\nscheme shall be placed in a pension fund or insurance company chosen by the\nemployer.\u003C\u002Fp>\n\n\u003Cp>The costs of the scheme shall be paid by the employer.\u003C\u002Fp>\n\n\u003Cp>In the event that the employee is transferred to coverage by Industriens\nPension, PFF or any other employer-paid pension scheme, the employer’s duty\npursuant to this provision ends.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nB.Flexijob\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nSpecial rules may apply for employees in flexijobs on issues such as payment\nand insurance coverage. Reference is made to Organisation Agreement – Pension\nfor employees in flexijobs.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nC.Free Choice Account\u003C\u002Fp>\n\n\u003Cp>It is possible to choose that a proportion of the savings in the Free Choice\nAccount is paid to the pension scheme instead, cf. clause 4 (4b).\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nD.Senior scheme\u003C\u002Fp>\n\n\u003Cp>In connection with a senior scheme, it may be agreed to convert the pension\ncontribution into pay, cf. clause 4 (8).\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nE.Extended working hours\u003C\u002Fp>\n\n\u003Cp>At local agreements on extended working hours, it may be agreed that pension\ncontributions may be converted into pay, cf. clause 23 (7).\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nF.Illness and disability\u003C\u002Fp>\n\n\u003Cp>Company pension schemes may contain terms on compensation for loss of\nability to work and exemption from premiums. Special conditions are attached to\nthis, cf. Organisation Agreements: Protocol – Various agreements on pension\netc. cf. subclause 3.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nG.Bachelors etc.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPension contributions\u003C\u002Fp>\n\n\u003Cp>For employees comprised by this Agreement pursuant to clause 1(1) item b or\nclause 1 (2) item c, the company may choose to increase the contribution\npercentages taking effect from the date the Agreement becomes effective for the\nemployee. The increase takes place over a period of four years according to the\nrule in clause 2 (4), items 2-6. In this case, the relevant contribution\npercentages shall be stated in the employment certificate or appendix.\u003C\u002Fp>\n\n\u003Cp>For current employees who shall be covered by this Agreement as per 1 March\n2014 pursuant to clause 1 (1) item b, the company may choose to increase the\ncontribution percentages. The increase takes place over a period of four years\naccording to the rule in clause 2 (4), items 2-6 which means that the increase\nwill end on 1 March 2018. This shall also apply to employees when they are\nprimarily working with technical services typically performed by employees with\ntraining as electrical contractor, design technologist or automation\ntechnologist.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPension scheme\u003C\u002Fp>\n\n\u003Cp>If the employee is not already covered by an existing company pension or a\npersonal pension scheme, the employee shall, having obtained two months’\nseniority, be covered by the pension scheme that applies to those salaried\nemployees in the company who are covered by collective agreement.\u003C\u002Fp>\n\n\u003Cp>If the employee is already covered by the company’s existing company\npension or a personal scheme, this agreement between the company and the\nemployee may continue without having to be adapted to the content and terms of\nthe Agreement’s pension scheme. Based on agreement with the employee, the\ncompany can transfer him\u002Fher to the pension scheme that applies to the other\nsalaried employees in the company who are covered by collective agreement. If\nthe employee wants to be covered by the company’s pension scheme and\nterminate his\u002Fher personal scheme, possibly involving a transfer of the\ndeposit, the employee shall pay any costs of the transfer.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nGross salary\u003C\u002Fp>\n\n\u003Cp>In the event of agreement regarding gross salary\u002Fsalary package*, the\nproportion of the gross salary that relates to pension contributions shall be\nset off against the salaried employee’s requirement for employer\ncontributions pursuant to the Agreement. If the salaried employee, through a\ngross salary\u002Fsalary package, receives a smaller pension than the employer\ncontribution of the Agreement, the company can alternatively decide that the\nemployer’s pension contribution shall be increased over a four year period\npursuant to clause 2 (4) items 2-6.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n*) Note: In gross salary or salary package schemes, the salary is determined\nunder the precondition that the salaried employee, from the salary, finances\nall contributions to a pension scheme that the employee may take the initiative\nto establish.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (7) Newly admitted companies\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nFor companies that are newly admitted members of DIO I, special rules apply in\nclause 8 (8), on company pension schemes in subclause 8 item 1; on adaptation\nof existing schemes in subsection 8 item 3, and on an increase of pension\ncontributions in clause 2 (4).\u003C\u002Fp>\n\n\u003Cp>The establishment of schemes to increase pension contributions and the\ncontinuation of company pension schemes shall be handled by the organisation\npursuant to protocol on the handling of schemes to increase pension\ncontributions, and company pension schemes. Subclause (8) Company pension\nschemes\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>Subclause 8 Company pension schemes\u003C\u002Fh3>\n\n\u003Ch3>\u003Cbr>\n\u003Cbr>\n8.1Content of the scheme\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\nIn order to replace the scheme in subclause 5, any existing or future company\npension scheme shall meet the following conditions:\u003C\u002Fp>\n\n\u003Cp>(a)The scheme shall be a labour market pension, covering the whole group\ncovered by this Agreement.\u003C\u002Fp>\n\n\u003Cp>(b)At all time, the total contribution to the scheme shall be at least equal\nto the total contribution agreed according to this Agreement, cf. subclause\n2.\u003C\u002Fp>\n\n\u003Cp>(c)If the scheme includes a seniority requirement, such requirement shall\nnot exceed two months, cf. subclause 1b.\u003C\u002Fp>\n\n\u003Cp>(d)While no personal health information may be demanded, a certificate of\ncapacity for work may be demanded. Employees who cannot submit a certificate of\ncapacity for work or employees who are employed in 'jobs on special\nterms'\u002Fflexijobs shall be offered a pension scheme without disability\ncoverage.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(e)The company pension scheme shall comprise retirement pension for life\nwith payment of annuities or an annuity retirement pension and may comprise\nretirement insurance. At least two thirds of the contribution pertaining to\ncollective agreement shall be used for such purpose.\u003C\u002Fp>\n\n\u003Cp>(f)The pension scheme shall comprise insurance coverage with payment of a\nfixed amount in the case of death or disability of minimum DKK 100,000 and\nregular payments and in the case of unfitness for work of minimum 20 per cent\nof the pay. There shall be an option for children’s pension.\u003C\u002Fp>\n\n\u003Cp>(g)The employee shall be entitled to maintain complete insurance cover in\nconnection with leave, either by own payment or by deposit payment regardless\nof whether the leave is with or without pay.\u003C\u002Fp>\n\n\u003Cp>(h)Regardless of a lower retirement age in the pension scheme, employees who\ncontinue past that age shall have an option to continue payment of pension\ncontributions until they have attained the age of 67 on changed conditions, cf.\nsubclause 1.\u003C\u002Fp>\n\n\u003Cp>(i)Normally pension schemes cannot be repurchased.\u003C\u002Fp>\n\n\u003Cp>(j)If insured persons resign from their employment at the company, they\nshall be entitled to continue the insurance on individual terms, either through\na new employer or by own payment.\u003C\u002Fp>\n\n\u003Cp>(k)If the scheme involves an option for individual choice of investment, the\nconditions in subclause 8, item 2 shall be complied with.\u003C\u002Fp>\n\n\u003Cp>Documentation for compliance with the criteria may be in the form of a\nstatement from the pension insurance company that the scheme complies with the\nprovisions of the Agreement and that the company guarantees this. Special\nclarification is needed in the statement if it is only valid for a certain\nperiod.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Costs in connection with the company pension scheme are regulated, cf.\nOrganisation Agreement – Costs in company pension schemes.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n8.2Individual investment\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAn individual investment scheme shall be understood as a pension scheme in\nwhich the employee, through individual choice, is able to influence the\ninvestment of the deposit and thereby its rate of return. A company pension\nscheme with an option for individual investment may only be established for\nindividual employees under the following conditions:\u003C\u002Fp>\n\n\u003Cp>(a)The employee can place no more than 1\u002F3 of the deposit in an individual\ninvestment scheme and subsequently place one third of the contribution in the\nscheme. The remainder shall be placed in products with average or market\ninterest rates, and according to how the pension fund decides the deposit\nshould be invested.\u003C\u002Fp>\n\n\u003Cp>(b)Participation in an individual investment scheme shall be selected by the\nemployee by documentable acceptance and can always be deselected by the\nemployee at a later stage.\u003C\u002Fp>\n\n\u003Cp>(c)The employee shall be informed of the current costs of the investment\nscheme.\u003C\u002Fp>\n\n\u003Cp>(d)Costs of the part that is placed in the individual investment scheme\nshall be paid by the individual employee and constitute the costs that apply to\nsuch schemes at all times. Costs for the part that is placed by the fund shall\nbe in agreement with subclause 8, item 1.\u003C\u002Fp>\n\n\u003Cp>(e)Prior to the optional selection of an individual investment scheme, a\nrisk profile on the employee shall be initially prepared, with continuous\nupdates based on age and time to retirement as well as willingness to take\nrisks and experience with investment. If the employee so wishes, he\u002Fshe shall\nhave the option to purchase personal consulting.\u003C\u002Fp>\n\n\u003Cp>Schemes with individual investment options established before 1 October 2012\nas well as pension schemes of newly admitted companies – and at change of\nsupplier from such schemes - shall not be comprised by the requirement that no\nmore than 1\u002F3 of the deposit may be invested in individual schemes if more than\none third of the deposit is invested.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n8.3Adaptation of existing schemes\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nEnterprises, which had an existing pension scheme for their employees before\nbeing covered by the Agreement, shall no later than 12 months after the\nAgreement becomes effective adapt the existing pension scheme to the\nrequirements of the Agreement pursuant to clause 8 item 1, or arrange for the\nemployees to be covered by PFF, cf. subclause 4.\u003C\u002Fp>\n\n\u003Cp>Reference is made to clause 2 (4) of this Agreement regarding an option for\nan increase of the pension contribution.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n8.4Replacement of the Agreement’s pension scheme with a company pension\nscheme\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nCompany pension schemes, which are to replace PFF, can take effect twelve\nmonths after the pension insurance company has submitted a statement\nguaranteeing that the scheme complies with the provisions of the Agreement, cf.\nsubclause 8 item 1.\u003C\u002Fp>\n\n\u003Cp>Individual employees may object in writing to the change of pension scheme\nand in that case shall remain in PFF. The employees cannot make a final\ndecision about whether to object until the above statement has been issued\npursuant to subclause 8 item 1.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n8.5Change of company pension supplier\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Suppliers for company pension schemes replacing PFF may be changed. The\ncosts of changing suppliers may in no way be imposed on the employee, and any\nother inconvenience to employees must be minimised.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe following conditions must be met when changing supplier:\u003C\u002Fp>\n\n\u003Cp>(a)At the change of supplier, the conditions established in the collective\nagreement shall be met, and the pension insurance company shall submit a\nstatement guaranteeing that the scheme complies with the provisions of the\nAgreement, cf. subclause 8 item 1.\u003C\u002Fp>\n\n\u003Cp>(b)Any supplementary payments may not be generally reduced. Cases of local\ndisagreement as to whether supplementary payments have been implemented, may be\nreferred to the organisations for consideration.\u003C\u002Fp>\n\n\u003Cp>(c)Employees or shop stewards shall receive notice of the change. This may\nonly be done after the statement as described in a. has been submitted. The\nnotice period is 12 months, but it may be reduced to six months by local\nagreement. Notification of the change may in the form of submission of the\nstatement to CO-industri.\u003C\u002Fp>\n\n\u003Cp>(d)The receiving company shall be under obligation to accept all members of\nthe existing company scheme on the basis of the health information supplied so\nfar, or a certificate of capacity for work if an agreement on change of pension\nsupplier has been entered into after 1 May 2014.\u003C\u002Fp>\n\n\u003Cp>(e)In case of change of supplier, individual employees shall have the option\nof having their deposits transferred to PFF to continue their pension schemes\nthere.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(f)Any transfer of employee deposits in connection with change of supplier\nshall take place without cost for the employees, i.e. without deductions from\nthe deposits, neither at the supplying nor the receiving company, or by\ncompensation so that the employee deposits are not impaired through the change.\nThis principle may be departed from by local agreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n8.6Transitional provision\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nExisting company pension schemes, which can be continued in accordance with the\nprovisions of the National Agreement, shall continue and be unaffected of this\npension provision. At any time, however, the pension contribution and lump sums\nshall correspond to the provisions of this agreement as a minimum.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\nClause 9 Working time\u003C\u002Fdiv>\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (1)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nNormal weekly effective working time shall be determined per week, month or\nyear based on an average working time of up to thirty-seven hours per week.\nVariable working hours per week shall be determined in accordance with\nsubclause (5).\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nNote (inserted in connection with the collective bargaining in the year\n2000)\u003C\u002Fp>\n\n\u003Cp>The parties agree that the insertion of the above text in this clause shall\nnot entail any changes in the existing rules or legal practice.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (2)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe working time shall be determined by the company after prior local\ndiscussion.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (3)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nWhere the normal working time is shorter than thirty-seven hours per week,\npayment for any additional work beyond the applicable working time shall be\nmade, but at the usual pay as long as it is within thirty-seven hours per\nweek.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (4)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIn companies with a five-day working week, the weekly working time of the\nindividual full-time employee shall as far as possible be evenly distributed on\nthese days. In the case of shiftwork, work during staggered hours, outwork and\ntravel work as well as posting, separate payment for this shall be made as\nagreed unless an agreement has been made in connection with the fixing of the\npay that the pay shall cover such work.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (5)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n(a)Provided that local agreement can be reached, the working time of all\nemployees or groups of employees may be fixed as variable working hours per\nweek as long as the weekly working time is thirty-seven hours on average over a\ntwelve-month period.\u003C\u002Fp>\n\n\u003Cp>(b)The local parties shall establish the framework of the variable working\nhours per week. Any disagreement thereon may be dealt with according to the\nrules for handling industrial disagreements ending with an organisational\nmeeting.\u003C\u002Fp>\n\n\u003Cp>(c)Any agreements on the placement of working time shall be made with\nindividual employees or groups of employees, cf. item (b).\u003C\u002Fp>\n\n\u003Cp>(d)Any hours in excess of thirty-seven per week may be taken as full days\noff subject to local negotiations with the individual employee. It may be\nagreed to accumulate the pay for application in connection with the hours off\nconcerned. At the end of a period it may be agreed that an employee should take\noff any excess hours or work extra hours within a maximum period of six\nmonths.\u003C\u002Fp>\n\n\u003Cp>(e)In the case of new engagements during a period with a number of working\nhours lower than the average, reduction of pay differentials may be established\nfor a period of time.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(f)Overtime or staggered hours in connection with the variable daily working\nhours shall be paid for in accordance with clauses 9 and 11 of this\nAgreement.\u003C\u002Fp>\n\n\u003Cp>(g)Agreements pursuant to this provision may be terminated by giving two\nmonths' notice to expire at the end of a period as set out in clause 23.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (6)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIf for employees paid by the hour in production special weekend work has been\nestablished, corresponding weekend work may be established by agreement for\nemployees attached to the daily work in production and covered by this\nAgreement in accordance with the rules thereon laid down in the Industrial\nAgreement.\u003C\u002Fp>\n\n\u003Cp>The monthly pay of employees thus performing weekend work shall be equal to\nthe pay of full-time employees on the normal working time conditions as\nprovided for by this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (7)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nFlexitime may be agreed locally.\u003C\u002Fp>\n\n\u003Cp>As regards working time, reference is made to Appendix 17, EU Directive on\nworking time.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nWith effect from 1 March 2024:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nSubclause 8 Preventive measures for night work\u003C\u002Fp>\n\n\u003Cp>The parties to the collective agreement agree that the organisation of night\nwork follows the recommendations of the National Research Centre for the\nWorking Environment (NRCWE), including the special recommendations for pregnant\nwomen. In Appendix 10 of the Industrial Agreement on the implementation of the\nEU Working Time Directive, the parties to the agreement have agreed according\nto which principles night work should be planned in order to follow the\nrecommendations and what measures should be taken if the recommendations are\nnot followed.\u003C\u002Fp>\n\n\u003Cp>The Appendix also contains rules stipulating that night workers must be\noffered a company-paid health check before they take up employment as night\nworkers, and that employees classified as night workers in accordance with\nsubclauses 2-4 of the same Appendix must be offered health checks within\nregular periods.\u003C\u002Fp>\n\n\u003Cp>The Appendix also contains rules on how often, when and how health checks\nshould be carried out.\u003C\u002Fp>\n\n\u003Cp>In the protocol of 6 April 2011 on the implementation of the model for the\nimplementation of health checks in the Danish Industry Organisation Agreements,\nthe parties to the agreement have laid down detailed rules for how health\nchecks are to take place in practice.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nClause 10 Part-time employment\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (1)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIn the case of part-time employment, the calculation of the pay shall be based\non the ratio between the weekly working time of the employee concerned and the\nnormal weekly working time of the company or department concerned.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (2)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nWhere the part-time employee works beyond the normal working time of the\nemployee concerned, such additional hours shall be paid for at the employee's\nnormal hourly rate.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (3)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nWhere the additional hours are outside the normal working time of the\ncompany\u002Fdepartment concerned, such additional hours shall be paid for as\novertime, cf. clause 11, as for other employee.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (4)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPayment shall be made for weekday holidays to the extent they fall on the\nemployee's normal working days.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (5)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nReference is made to Appendix 22, EU Directive on part-time work.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nClause 11 Overtime\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (1)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe parties agree that overtime should be minimised.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (2)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIn companies with varying production needs, and where the local parties have\nunsuccessfully tried to obtain a local agreement on varying weekly working\nhours, cf. Clause 9 (5), the employer may announce systematic overtime.\nSystematic overtime cannot exceed 5 hours per calendar week and 1 hour per day\nand must be placed in extension of the normal working hours of the individual\nemployee.\u003C\u002Fp>\n\n\u003Cp>Systematic overtime must be notified within normal working hours at the\nlatest 4 calendar days before the week in which the systematic overtime is to\nbe performed.\u003C\u002Fp>\n\n\u003Cp>Systematic overtime must - unless otherwise agreed between the company's\nmanagement and the shop steward - be compensated as full days off within a\n12-month period after it was carried out. Surplus hours that do not warrant a\nfull working day are carried over.\u003C\u002Fp>\n\n\u003Cp>The days off are determined by the employer following local negotiations\nbetween the parties, but the employee must be notified at least 6 x 24 hours in\nadvance.\u003C\u002Fp>\n\n\u003Cp>Days off resulting from systematic overtime cannot be placed in a notice\nperiod unless the employer and employee agree.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nNote: See Appendix 29 - Understanding of the protocol on \"Systematic\novertime\".\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\nSubclause (3)\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\nFor overtime work for which a premium may be demanded, cf. the rules laid down\nin clause 9 and clause 10, the hourly rate plus 50 per cent shall be paid for\nthe first three hours after the end of normal working hours. For overtime work\nafter that time 100 per cent shall be paid. For overtime work on non-working\ndays the hourly rate plus 50 per cent shall be paid for the first three hours,\nfor the fourth and subsequent hours the hourly rate plus 100 per cent shall be\npaid. For work on Sundays and public holidays the hourly rate plus 100 per cent\nshall be paid.\u003C\u002Fdiv>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (4)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe hourly rate shall be calculated as the total monthly pay of the employee\nconcerned divided by a maximum of 160.33.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (5)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nOvertime payment shall only be made where the employee has been instructed to\ndo overtime work. Notice of any overtime work shall as far as possible be given\nnot later than on the day before.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (6)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIn connection with the fixing of the salary, agreement can be reached on a\nresponsibility-based salary duly observing the principles stated in clause 3\n(2). At such an agreement, it may be decided that the salary shall also include\npayment for overtime work and that no overtime payment shall be paid.\u003C\u002Fp>\n\n\u003Cp>The agreement shall correspond to the salary, job content and scope of the\novertime work, and can be taken up in the system of justice that pertains to\nlabour law, pursuant to clause 3 (6), cf. clause 24.\u003C\u002Fp>\n\n\u003Cp>If, in connection with a new appointment at the company, functional pay has\nbeen agreed, the parties to the agreement consider it appropriate that the\nemployee and the company consuct a dialogue about job content and the scope of\nthe work approximately three months after the employee takes up the position.\nIf one of the parties so requests, the dialogue shall be held.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (7)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTrainees under 25 are not comprised by clause 11 (6). In connection with the\nfixing of the pay, it may be agreed that the pay also includes payment for any\nodd job done on overtime. In that case no overtime payment shall be paid.\u003C\u002Fp>\n\n\u003Cp>Such an agreement shall not exclude special overtime payment pursuant to\nitem 3 for work in excess of any odd job done on overtime.\u003C\u002Fp>\n\n\u003Cp>The agreement shall correspond to the salary, job content and scope of the\novertime work.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (8)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nWhere an agreement has been made for time off in lieu, each overtime hour shall\nbe taken as an hour off in lieu, and any overtime premium shall either be paid\nout or taken as time off in lieu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If it is agreed that the overtime premium be taken as time off in lieu, a 50\nper cent overtime premium shall be taken as half an hour off in lieu and a 100\nper cent overtime premium shall be taken as one hour off in lieu.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (9)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIllness is considered an obstacle for taking time off in lieu provided the\nemployee reports sick before normal working hours on the day when the day off\nshould have been taken. If several days of lieu time are planned, the obstacle\nalso applies to sickness on any subsequent lieu days.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nClause 12 Annual holidays, time off, absence from work due to children's\nsickness, hospitalisation, childcare days, maternity leave and senior\nscheme\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nI - Annual holidays\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (1) Part of a month\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIn the event of any absence due to holidays, for which no salary\u002Fholiday pay\nhas been earned, the deduction to be made from the employee's monthly salary\nshall be equal to 1\u002F160.33 of the monthly pay for full-time employment\n(corresponding to a weekly working time of thirty-seven hours) per actual hour\nof absence.\u003C\u002Fp>\n\n\u003Cp>If the average weekly working time is not thirty-seven hours, e.g. for\nshiftwork, the ratio shall be changed accordingly.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (2) Annual holidays for whole weeks\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIf holidays are taken for whole weeks, they shall cease at the beginning of\nnormal working hours on the first normal working day after the end of the\nholidays.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (3) Holiday taken as hours\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIt may be agreed locally in writing that holiday can be taken as hours.\u003C\u002Fp>\n\n\u003Cp>In this context, it should be ensured that the holiday is not taken as fewer\nhours than the planned number of working hours on that day, and that the total\nholidays are not less than 5 weeks counted as 25 full days, in which work-free\ndays that are not compensation days off and working days are included\nproportionately. To the extent possible, holidays shall be taken as whole\nweeks.\u003C\u002Fp>\n\n\u003Cp>The holidays must reflect the working week and may not be placed exclusively\non short or long working days.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (4) Reporting back to work in connection with collective holiday\nclosing of the whole company\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIf an employee who is absent due to sickness before the beginning of the\nholidays reports back to work during collective holiday closing of the whole\ncompany, the employee shall resume work and be entitled to placing of the\nholidays at a different time. If it is not possible to offer the employee\nsomething to do during that period, the holidays shall be deemed to be\ncommenced at the time of the employee reporting back to work. Unless otherwise\nagreed, the holidays the employee concerned has been prevented from taking due\nto sickness shall be taken in continuation of the originally planned\nholidays.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (5) Apprentices\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIf apprentices have no entitlement to a holiday allowance for all the holidays\nin the cases stated in clause 42 (until 1 September 2020; clause 9) of the\nDanish Holidays with Pay Act, the company shall pay the pay as stated in clause\n3 of the Collective Agreement for Salaried Employees in Industry in respect of\nthe remaining number of days.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (6) Transfer of holidays\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n(a)The employee and the employer may agree that holidays earned and not taken\nin excess of twenty days may be transferred to the subsequent holiday year.\u003C\u002Fp>\n\n\u003Cp>(b)Not more than ten holidays in total shall be transferred.\u003C\u002Fp>\n\n\u003Cp>(c)The employee and the employer shall enter into an agreement in writing\nbefore 31 December. The parties recommend that the agreement reprinted as\nAppendix 25 be used.\u003C\u002Fp>\n\n\u003Cp>(d)If an employee who has transferred holidays resigns before taking all\nholidays, holiday pay shall be paid for the remaining transferred holidays.\u003C\u002Fp>\n\n\u003Cp>(e)In case of a transfer of holidays, the employer shall before 31 December\nnotify in writing whoever is to pay the holiday allowance that the holidays are\nbeing transferred.\u003C\u002Fp>\n\n\u003Cp>(f)It may not be imposed on employees to take holidays during a notice\nperiod to an extent corresponding to any transferred holidays, unless the\nholidays, in pursuance of an agreement, cf. above, have been placed so as to be\ntaken during the notice period.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (7) Holiday bonus on resignation\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nHoliday bonus payable to employees entitled to holidays with pay may be paid\nout before the holidays are taken. In that case it may be required to be set\noff on resignation to the extent any holiday bonus has been paid for holidays\nnot taken.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (8) Local agreement on holiday in advance\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>It is possible to deviate by local agreement from clause 7 of the Holiday\nAct on holiday in advance and the principle in clause 15 of the Holiday Act\nconcerning notice of holiday not earned at the time of the holiday. Such a\nlocal agreement must be in writing and can only be concluded with a shop\nsteward elected in accordance with the rules in force in the agreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIt can thus be agreed that:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nEmployees may be granted up to five weeks of holiday at the start of the\nholiday year on 1 September. Employees who take up employment during the\nholiday year are allocated the number of vacation days proportionately.\u003C\u002Fp>\n\n\u003Cp>The company may give notice of holiday to be taken at a time when the\nholiday has not yet been earned (advance notice of holiday). The company cannot\ngive notice of more holiday than the employee can earn before the end of the\nholiday year.\u003C\u002Fp>\n\n\u003Cp>If an employee resigns during the holiday year, and the employee has used\nmore holiday than earned at the time of termination, the company may set off\nagainst the employee's claim to wage and holiday pay.\u003C\u002Fp>\n\n\u003Cp>If the resignation is due to the company's termination, the company cannot\nset off for more holiday than the employee can earn before the employee's\nresignation, unless the termination is due to the employee's material\nbreach.\u003C\u002Fp>\n\n\u003Cp>If the employee resigns or terminates his\u002Fher employment relationship due to\nthe company's material breach, no set-off can take place.\u003C\u002Fp>\n\n\u003Cp>The company must calculate and postpay holiday allowance to the employee if\nthe employee has been paid less holiday allowance than the employee would have\nreceived if the employee had not taken \"holiday in advance\".\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For employees who have paid holiday, holiday difference calculation is made,\ncf. clause 17 (2) of the Holiday Act, if a change in working hours results in\nthe individual employee having received too little pay during his\u002Fher holiday\nin advance.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (9) Guarantee scheme\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nDIO I shall issue the usual guarantee for the presence of the money, including\nfor any holidays transferred.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (10) Outstanding holiday payment\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe holiday payment is part of the pay of the employee concerned and may, in\ncase of non-payment thereof, be recovered - in the same way as pay - through\nlegal proceedings against the employer concerned. Settlement of industrial\ndisputes includes solely deviations from the Danish Holidays with Pay Act\nagreed under this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>II- Time off\u003C\u002Fh3>\n\n\u003Ch3>\u003Cbr>\n\u003Cbr>\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-bankholidays2\">\nSubclause (11) 24 December and Constitution Day\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\n24 December (the day before Christmas) and 5. June (Constitution Day) shall be\na full day off.\u003C\u002Fp>\n\n\u003Cp>Employees shall be entitled to five days off for holiday purposes in a\nholiday year.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAbout the right to take days off for holiday purposes:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n(a)All employees who have been continuously employed by the company for nine\nmonths shall be entitled to days off for holiday purposes. If an employee has\nbeen employed for nine months on 31 August, he or she is entitled to five days\noff in the holiday year ending on the same day. Thereafter, he\u002Fshe is entitled\nto five new days off in the following holiday year, which begins on 1\nSeptember.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b)Days off for holiday purposes are converted into and taken as hours\nwithin the holiday period.\u003C\u002Fp>\n\n\u003Cp>(c)Payment for days off for holiday purposes shall be made as in the case of\nsickness.\u003C\u002Fp>\n\n\u003Cp>(d)Days off for holiday purposes shall be placed in accordance with the same\nrules as apply to remaining holidays, cf. the provisions of the Danish Holidays\nwith Pay Act. This does not apply to extra days in of notice period after the\ncompany’s notice to the employee.\u003C\u002Fp>\n\n\u003Cp>(e)Upon the employee's resignation, the company is obliged to state in\nwriting - possibly on the last payslip - the number of days\u002Fhours off for\nholiday purposes not taken.\u003C\u002Fp>\n\n\u003Cp>(f)If days off for holiday purposes have not been taken before expiration of\nthe holiday period, the employee shall be entitled to claim compensation within\nthree weeks corresponding to sick pay for each day off for holiday purposes not\ntaken. Such compensation shall be paid in connection with the next salary\npayment.\u003C\u002Fp>\n\n\u003Cp>(g)The amount of compensation shall be included in the pay qualifying for\nholiday pay, but no pension shall be calculated from the amount of\ncompensation.\u003C\u002Fp>\n\n\u003Cp>(h)Employees who change jobs during a holiday period may take only five days\noff for holiday purposes in each holiday period related to the granted\nholidays.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>III- Children's sickness, hospitalisation and childcare days\u003C\u002Fh3>\n\n\u003Ch3>\u003Cbr>\n\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\nSubclause (13) Children's first day of sickness\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\nEmployees with at least nine months' seniority shall be allowed time off with\npay whenever this is required to care for such employees' child\u002Fchildren under\n14 years of age during periods of sickness at home. Such right to time off\nshall apply only to one of the child's\u002Fchildren's parents and only until\nanother child-minding possibility has been established, and the right will not\ncover more than the child's\u002Fchildren's first whole day of sickness.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If the child becomes sick during the employee's working day, and the\nemployee must leave work as a result, he\u002Fshe is also entitled to time off with\npay for the remaining working hours of that day.\u003C\u002Fp>\n\n\u003Cp>If the child continues to be sick after the first full sick day, the\nemployee shall be entitled to another 1 day off. This day off is without pay,\nbut the employee may be paid an amount from his\u002Fher Free Choice Account.\u003C\u002Fp>\n\n\u003Cp>The company may demand documentation, for example in the form of a solemn\ndeclaration.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (14) Children's hospitalisation\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nWorkers and employees undergoing training shall be allowed time off whenever it\nis necessary that the employee be admitted to hospital together with their\nchild. The time off also applies when hospital admission takes place partly or\nfully in the home.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThis rule applies to children under 14 years of age.\u003C\u002Fp>\n\n\u003Cp>The right to time off with pay shall follow the individual child.\nConsequently, parents holding custody who are covered by collective agreements\nto which DIO I is a party shall be eligible for not more than five days off\nwith pay within a twelve-month period. The time off shall be shared by the\nparents holding custody as they see fit.\u003C\u002Fp>\n\n\u003Cp>Only hospital stays requiring overnight accommodation shall be deemed to be\nhospitalisation and shall thus be covered by this provision.\u003C\u002Fp>\n\n\u003Cp>The employee shall provide proof of the hospitalisation on request.\u003C\u002Fp>\n\n\u003Cp>The employee shall receive full pay.\u003C\u002Fp>\n\n\u003Cp>To the extent the company is not entitled to reimbursement by the local\nauthority, the payroll costs shall be reimbursed by the Maternity Fund of\nDanish Industry.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nNote\u003C\u002Fp>\n\n\u003Cp>The word 'necessary' in the above provision shall mean: A letter from the\nhospital recommending or requesting that one of the child's parents should be\nadmitted to the hospital or stay with the child at the hospital shall be\nsufficient proof of the necessity. A proper doctor's statement is not\nrequired.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (15) Childcare days\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nEmployees and employees in training with a minimum of 9 months’ seniority,\nwho are entitled to take children's first day of sickness off, are entitled to\n2 childcare days per holiday period. The employee may take no more than 2\nchildcare days per holiday year irrespective of how many children the employee\nhas. The rule applies to children under 14 years of age.\u003C\u002Fp>\n\n\u003Cp>The days are scheduled by agreement between the employer and the employee\nconsidering the company's interests.\u003C\u002Fp>\n\n\u003Cp>Childcare days are without pay, but the employee may take out an amount from\nhis\u002Fher Free Choice Account.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (16) Medical visits in connection with children's illness\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nEmployees and employees in training and education with at least 9 months of\nseniority who are entitled to take the child's first sick day, shall be\nentitled to time off in connection with a medical visit with the child.\u003C\u002Fp>\n\n\u003Cp>Employees who want to take time off for a medical visit must notify the\ncompany of this as early as possible.\u003C\u002Fp>\n\n\u003Cp>Time off for medical visits shall be without pay, but the employee can be\npaid an amount from his\u002Fher Free Choice Account.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nIV- Maternity leave\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Ch3>Subclause (17) Maternity leave\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cbr>\n(a)The employer shall pay employees with nine months' seniority at the time the\nbaby is due a pay during absence due to childbirth for up to fourteen weeks\nafter the baby is born (maternity leave). Employees shall also receive pay\nduring absence due to pregnancy for up to four weeks before the baby is due\n(pregnancy leave).\u003C\u002Fp>\n\n\u003Cp>For adopters a pay shall be paid during the adoption leave for fourteen\nweeks from receipt of the child.\u003C\u002Fp>\n\n\u003Cp>The amount includes the maximum daily cash benefit fixed by law.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>(b)Under the same conditions a pay shall be paid during 'paternal leave' for\na period of up to two weeks.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(c)The employer furthermore provides full salary during parental leave for\nup to 16 weeks. The payment for these 16 weeks matches the pay the employee\nwould have received in the period.\u003C\u002Fp>\n\n\u003Cp>Of these 16 weeks, the parent taking the maternal leave shall be entitled to\ntake 5 weeks and the other parent shall be entitled to take 8 weeks.\u003C\u002Fp>\n\n\u003Cp>If leave that is reserved for the individual parent is not taken, then the\npayment will be rescinded.\u003C\u002Fp>\n\n\u003Cp>The remaining three weeks are granted either to the father or to the\nmother.\u003C\u002Fp>\n\n\u003Cp>The 16 weeks shall be taken within 52 weeks after the birth.\u003C\u002Fp>\n\n\u003Cp>Unless otherwise agreed, the 16 weeks shall be announced three weeks before\nthey are to take effect.\u003C\u002Fp>\n\n\u003Cp>The leave of each parent cannot be divided into more than two periods unless\notherwise agreed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>It is a precondition for payment that the employer is entitled to\ncompensation corresponding to the maximum sickness benefit rate. If\ncompensation is lower, payment to the employee is reduced correspondingly.\u003C\u002Fp>\n\n\u003Cp>(d)Any existing schemes involving payment by the employer in connection with\nmaternity leave may be terminated for expiration in accordance with the rules\nlaid down in clause 23.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nNote\u003C\u002Fp>\n\n\u003Cp>Increased pension contributions, cf. clause 8(2) shall be payable during the\nfourteen weeks of maternity leave.\u003C\u002Fp>\n\n\u003Cp>Reference is also made to the Protocol of 20 February 1995 on the\nestablishment of a maternity leave scheme in industry as subsequently\namended.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nFor children born or received on or after July 1, 2023, the following shall\napply:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\na.It is a precondition for the right to pay during leave that the employee has\nnine months' seniority at the expected time of birth.\u003C\u002Fp>\n\n\u003Cp>The employer pays to the employee wages during absence due to pregnancy for\nup to four weeks before the expected time of birth (before: pregnancy leave).\nIn addition, the same employee is paid wages during absence for up to ten weeks\nafter childbirth (before: maternity leave).\u003C\u002Fp>\n\n\u003Cp>For adopters, wages are paid during leave for up to ten weeks from receiving\nthe child.\u003C\u002Fp>\n\n\u003Cp>It is a precondition for payment that the employer is entitled to\ncompensation corresponding to the maximum sickness benefit rate. If\ncompensation is lower, payment to the employee is reduced correspondingly.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nb.Under the same conditions as in subclause (1), wages shall be paid to the\nother parent for up to two weeks in connection with the birth (before:\npaternity leave)\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nc.In addition, under the same conditions as in subclause (1), the employer\nshall pay full pay during leave for up to 24 weeks (before: parental leave).\u003C\u002Fp>\n\n\u003Cp>Of those 24 weeks, the parent taking leave under subclause (1) shall be\nentitled to nine weeks and the other parent shall be entitled to ten weeks.\u003C\u002Fp>\n\n\u003Cp>If leave that is reserved for the individual parent is not taken, then the\npayment will be rescinded.\u003C\u002Fp>\n\n\u003Cp>The remaining five weeks are granted either to one or the other parent.\u003C\u002Fp>\n\n\u003Cp>The 24 weeks shall be taken within 52 weeks after the birth. The leave of\neach parent cannot be divided into more than two periods unless otherwise\nagreed.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nd.Unless otherwise agreed, notice of paid leave in accordance with subclauses\n(1), (2) and (3) shall be given three week before the leave is to be taken.\u003C\u002Fp>\n\n\u003Cp>If the deadlines laid down in the Danish Maternity Act for giving notice of\nleave are not observed, the desired leave may not commence until the expiry of\nthe specified deadlines counted from the date of notification, unless otherwise\nagreed.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\ne.All existing schemes with employer payment for maternity leave may be\nterminated in accordance with the rules in clause 8 (1).\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nNote\u003C\u002Fp>\n\n\u003Cp>Increased pension contributions, cf. clause 8 (2) shall be payable during\nthe ten weeks of leave according to point a.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (6)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nReference is also made to the Minutes of 20 February 1995 on the establishment\nof maternity leave in industry with later amendmends. Subclause 18 Senior\nscheme\u003C\u002Fp>\n\n\u003Cp>The employee may join a senior scheme starting five years before the current\nretirement age for the employee.\u003C\u002Fp>\n\n\u003Cp>The senior scheme can be financed as follows:\u003C\u002Fp>\n\n\u003Cp>a.Payments into the Free Choice Account.\u003C\u002Fp>\n\n\u003Cp>b.The employee and the employer may agree that the employee, starting five\nyears before the senior scheme can be initiated, sets aside the value of\nnon-taken holiday days, cf. the Agreement for salaried Employees in Industry,\nClause 12 (12), and accumulates this. This value may be paid out as additional\nsenior leave.\u003C\u002Fp>\n\n\u003Cp>c.Further senior days off can be obtained by converting current pension\ncontributions, cf. clause 8\u003C\u002Fp>\n\n\u003Cp>The funds selected under b. and c. are deposited in the Free Choice\nAccount.\u003C\u002Fp>\n\n\u003Cp>When an employee takes senior days off, the Free Choice Account is reduced\nby an amount corresponding to pay during sickness.\u003C\u002Fp>\n\n\u003Cp>According to this provision, the number of senior days off that can be taken\nmay, as a maximum, correspond to the amount set aside, cf. the payment\nbelow.\u003C\u002Fp>\n\n\u003Cp>Unless otherwise agreed, the employee must, by 1 August, notify the company\nin writing of whether the employee wishes to be included in a senior scheme\nwith senior leave in the coming holiday period, and if so, how much of the\npension contribution the employee wishes to convert to pay. In addition, the\nemployee must report how many senior days off the employee wishes to take in\nthe coming holiday period. This choice is binding for the employee and will\ncontinue in the following holiday periods. However, the employee may each year,\nbefore 1 August, notify the employer whether he or she wishes to make changes\nfor the coming holiday period.\u003C\u002Fp>\n\n\u003Cp>In the first year of the senior scheme, the conversion starts from the pay\nperiod in which the employee is five years from the current retirement age.\u003C\u002Fp>\n\n\u003Cp>Unless otherwise agreed, the scheduling of senior days off follows the same\nrules that apply to the scheduling of holiday days, cf. clause 12 (12).\u003C\u002Fp>\n\n\u003Cp>Alternatively, instead of senior days off, employee and employer may agree\non worktime reduction, for example as longer continuous work-free periods, a\nfixed reduction in the number of weekly working hours or something else.\u003C\u002Fp>\n\n\u003Cp>In the event of an agreement on fixed reduction in the weekly working hours,\nthe converted pension contribution can be paid continuously as a supplement to\nthe salary.\u003C\u002Fp>\n\n\u003Cp>The conversion does not change existing, collectively agreed bases for\ncalculation and is thus cost-neutral for the employer.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nClause 13 Proof of employment relationship\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nThe employment relationship shall be confirmed by a proof of employment\nrelationship.\u003C\u002Fp>\n\n\u003Cp>It is recommended to use a proof of employment relationship prepared by DIO\nI and CO-industri.\u003C\u002Fp>\n\n\u003Cp>Reference is made to Appendix 16, EU Directive on proof of employment, and\nAppendix 24, Proof of employment relationship for employees covered by this\nAgreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe following subclauses (1) to (5) replace the clause above, on the same date\nas the Danish legislation implementing the Working Conditions Directive enters\ninto force:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (1)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nWhen hiring, an employment agreement must be drawn up. This must be provided no\nlater than seven calendar days after the start of employment, including the\nfirst day of employment. However, certain information may be provided no later\nthan one month after the start of employment, cf. clause 4 of the protocol on\nthe implementation of the Working Conditions Directive in Appendix 16 of this\nagreement.\u003C\u002Fp>\n\n\u003Cp>The obligation to draw up an employment agreement applies to employees with\nan agreed or actual average weekly working time of more than three hours per\nweek in a reference period of four consecutive weeks, and when hiring employees\nwithout a guaranteed number of hours or guaranteed amount of work.\u003C\u002Fp>\n\n\u003Cp>Working time at all employers constituting or belonging to the same company,\ngroup or entity shall be included in the calculation of working time for the\npurposes of this provision.\u003C\u002Fp>\n\n\u003Cp>It is recommended that a template for employment agreement prepared by DIO I\nand CO-industri be used.\u003C\u002Fp>\n\n\u003Cp>The employment agreement must contain at least the same information as\nhighlighted in the agreement, reprinted as Appendix 4.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause 2\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nEmployees posted abroad for more than four consecutive weeks shall be informed\nprior to departure, in addition to the information referred to in subclause 1,\nof:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a.The country(s) in which the work is to be carried out.\u003C\u002Fp>\n\n\u003Cp>b.Working time.\u003C\u002Fp>\n\n\u003Cp>c.The duration of the work to be carried out abroad.\u003C\u002Fp>\n\n\u003Cp>d.Working conditions and salary, including the currency in which salary is\npaid (may be given by reference to laws or collective agreements).\u003C\u002Fp>\n\n\u003Cp>e.Any benefits in cash and kind, including board and lodging, \u003C\u002Fp>\n\n\u003Cp>f. Information about whether costs in connection with return to the home\ncountry is reimbursed as well as terms for the employee's possible subsequent\ncontinuation of the employment relationship in Denmark.\u003C\u002Fp>\n\n\u003Cp>g.Whether steps have been taken to obtain a work permit, residence permit\nand EU certificates on social security in connection with posting.\u003C\u002Fp>\n\n\u003Cp>h.Link to the central, official and national website established in the\ncountry of secondment, as set out in Directive 2014\u002F67\u002FEU of the European\nParliament and of the Council.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (3)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe employer must inform in writing of changes in information pursuant to\nsubclause (1) and information pursuant to clause 20 (5) of this collective\nagreement as soon as possible and no later than the day on which the change\ntakes effect. However, this does not apply to changes that merely reflect a\nchange in laws, regulations or statutory provisions or collective agreements to\nwhich the employment agreement refers.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (4)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIf the contract of employment has not been delivered to the employee in\nconnection with the expiration of the time limits specified in subclause (1),\nsubclause (2), subclause (5) or clause 20 (5), a fine may be imposed on the\nemployer. The employer shall be notified of any breach. If any notified breach\nhas not been rectified within five working days, proceedings shall thereafter\nbe instituted against DIO I in writing. If any deficiencies in the employment\ncontract have been rectified within five working days of receipt by DIO I, no\nfine may be imposed on the employer unless there is a systematic breach of the\nprovision concerning contracts of employment.\u003C\u002Fp>\n\n\u003Cp>In any event, the employee shall receive the above information about the\nemployment relationship no later than fifteen days after the claim was made.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (5)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThese provisions will enter into force on the same date as the Danish\nlegislation implementing the Working Conditions Directive.\u003C\u002Fp>\n\n\u003Cp>If an employee who was employed before the effective date wishes an\nemployment agreement to be drawn up in accordance with subclause (1) or clause\n20 (5) and makes a request to this effect, the employer must provide the\nnecessary documents no later than eight weeks after the request has been\nreceived.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nClause 14Dismissal\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (1)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAs regards the consideration of matters involving dismissal of employees,\nreference is made to the provisions of the Main Agreement and the Danish\nSalaried Employees Act.\u003C\u002Fp>\n\n\u003Cp>Reference is made to Appendix 8, Dismissal of employees, and Appendix 16, EU\nDirective on notice, etc. in connection with collective redundancies.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (2)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nLocal negotiations in dismissal cases shall take place in accordance with\nclause 24(1). However, local negotiations shall be completed within a period of\nten days from the notice of dismissal. A conciliation meeting in accordance\nwith clause 24(2) shall take place immediately.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (3)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIf, at the conciliation meeting, agreement cannot be reached in the case, the\ncase may be referred to the Dismissal Tribunal in accordance with the rules of\nthe Main Agreement.\u003C\u002Fp>\n\n\u003Cp>In cases where a party to the case wants the matter to be brought before the\ncivil courts of law, reference is made to Appendix 9, Rules for handling\nindustrial disagreements - civil hearing.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (4)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Employees who are dismissed with notice of termination due to restructuring,\ncuts, company closures or other conditions dependent on the company shall have\nthe following rights, depending on seniority.\u003C\u002Fp>\n\n\u003Cp>2.All employees shall be entitled to time off with pay for up to two hours -\nscheduled as soon as possible after the dismissal with due regard to the\ncompany's production conditions - to seek guidance at the unemployment\nfund\u002Ftrade union.\u003C\u002Fp>\n\n\u003Cp>3.Employees with at least 6 months of seniority in the company shall be\nentitled to one week off for continuing education or further training with the\nsupport of the Competence Development Fund of Industry (IKUF).\u003C\u002Fp>\n\n\u003Cp>These employees shall also have the right to take up to two weeks of unused\ntime off in accordance with clause 25 (2).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.Employees who have been permanently employed by the company for at least 3\nyears shall be entitled to a further two weeks of time off during the notice\nperiod for attending training with support from IKUF.\u003C\u002Fp>\n\n\u003Cp>5.Employees who are entitled to time off according to 3 and 4 shall be\nentitled to support according to the rules in clause 25 (2) and (10 b).\u003C\u002Fp>\n\n\u003Cp>In addition to courses relevant to employment in the coverage areas of the\nCollective Agreement of Industry and the Collective Agreement for Salaried\nEmployees in Industry, support can also be applied for, for selected government\nsupported courses aiming at employment in passenger transport, canteens and\ncleaning.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nNote\u003C\u002Fp>\n\n\u003Cp>See Organisationsaftale Vedr. Protokollat (Organisational Agreement\nregarding Protocol) on up to 5 weeks of training in connection with dismissal.\nIt will be possible to attend courses following dismissal if the Folketing\n(Parliament) meets the parties' wishes for legislative adjustments.\u003C\u002Fp>\n\n\u003Cp>Changed text will appear from the collective agreement texts on the\norganisations' websites and from industry’s collective agreements in\ne-books.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nClause 15Notice periods\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (1)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAs regards salaried employees, reference is made to the Danish Salaried\nEmployees Act.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (2)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nEmployees who are not covered by the Danish Salaried Employees Act shall be\nsubject to the following periods of notice, cf. clause 1(3): During the first\nthree months after engagement, notice of termination may be given by either\nparty without notice so that any resignation shall take place at the end of\nnormal working hours on the day in question.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nOn the part of the employee:\u003C\u002Fp>\n\n\u003Cp>After three months' uninterrupted employment: 1 month to expire at the end\nof a month.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nOn the part of the employer:\u003C\u002Fp>\n\n\u003Cp>After three months' uninterrupted employment: 1 month to expire at the end\nof a month.\u003C\u002Fp>\n\n\u003Cp>After two years' uninterrupted employment: 2 months to expire at the end of\na month.\u003C\u002Fp>\n\n\u003Cp>After three years' uninterrupted employment: 3 months to expire at the end\nof a month.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (3)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIn cases where an employee paid by the hour becomes a salaried employee at the\nsame company, such employee shall retain the period of notice that was\napplicable at the time of transfer until the person concerned is entitled to at\nleast the same period of notice under the Danish Salaried Employees Act.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (4)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIn connection with the admission of an company to DIO I or its accession to\nthis Agreement the date of employment of the employee concerned shall apply\nwhen calculating seniority in relation to notice periods, among other\nthings.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (5)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nWhere any disagreement in matters concerning summary dismissal or dismissal\ncannot be settled by negotiation, such disagreement shall, at the request of\neither party, be dealt with in accordance with the rules laid down in clause\n14.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nClause 16 Election of shop stewards\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (1)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIn the case of each company or of each geographically separate\nbranch\u002Fdepartment, a shop steward may be elected for each of the groups of more\nthan four employees mentioned in clause 1(1), items (a) and (b) of clause 1(2)\nand clause 1(4).\u003C\u002Fp>\n\n\u003Cp>In companies with five employees or less in the individual group, the\nparties may agree that a shop steward shall be elected nevertheless.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (2)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe shop steward shall be elected from among employees of acknowledged ability\nwho are covered by this Agreement and who have been employed for at least nine\nmonths by the company in question.\u003C\u002Fp>\n\n\u003Cp>Where there are not more than five of such employees, this number shall be\nachieved by adding such members as have worked at the company for the longest\nperiod of time.\u003C\u002Fp>\n\n\u003Cp>A shop steward, who enters into a training agreement with the company under\nthe Vocational Training Act (Erhvervsuddannelsesloven) as an adult apprentice,\nmay continue to be a shop steward. However, it is a prerequisite that the shop\nsteward cooperates with his electoral basis during any practice periods.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Trainees, including adult trainees, do not have the right to be elected, but\nhave the right to vote in the election of shop steward in the department of the\ncompany in which they are working at the time of an election.\u003C\u002Fp>\n\n\u003Cp>Only employees who are members of a union under CO-industry have the right\nto vote.\u003C\u002Fp>\n\n\u003Cp>Agency workers do not have the right to vote.\u003C\u002Fp>\n\n\u003Cp>The election of a shop steward takes place during working hours. This is to\nbe agreed locally.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (3)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nSubject to local agreement, possibilities other than those described in\nsubclauses (1), (2), (4) and (5) of clause 1 may be agreed for shop steward\nelections.\u003C\u002Fp>\n\n\u003Cp>Such local agreement shall be concluded in accordance with clause 23(1).\u003C\u002Fp>\n\n\u003Cp>Such local agreements may comprise the Collective Agreement for Salaried\nEmployees in Industry and the Industrial Agreement.\u003C\u002Fp>\n\n\u003Cp>Where employees representing several unions under CO-industri have utilised\nthe rule below to elect a shop steward jointly, the members of each union under\nCO-industri may terminate the agreement at six months' notice to expire on the\nlast day of a month and subsequently elect a shop steward themselves provided\nthe conditions for such election are satisfied.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (4)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nWhere an company employs members of trade unions under CO-industri, but none of\nthese unions are represented by more than five members, the members of such\nunions may jointly elect a shop steward in accordance with the rules set out in\nsubclause (1) above if a total of more than five members of the said unions\ntaken together are employed.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (5)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIf one or more occupational groups have elected a shop steward, occupational\ngroups with less than six employees may elect to join another occupational\ngroup for the purposes of election of a shop steward if the occupational groups\nagree thereon.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (6)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe protection of the shop steward shall take effect when the employer has been\nnotified of the election. However, the election shall not be valid until it has\nbeen approved by the union, and DIO I has been notified thereof.\u003C\u002Fp>\n\n\u003Cp>DIO I shall be notified as soon as possible and not later than ten working\ndays after the election.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (7)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAny objection on the part of the employer against the election made shall be\nreceived by the union not later than ten working days after receipt of the\nnotice of the election.\u003C\u002Fp>\n\n\u003Cp>Any disagreement on the eligibility of the person concerned shall be settled\nunder the rules for handling industrial disagreements.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (8)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAt companies where a shop steward has not been elected, employees may give\npower of attorney to a colleague (spokesperson) in specific matters to make and\nterminate local agreements with the management.\u003C\u002Fp>\n\n\u003Cp>The spokesperson shall be a member of a union under CO-industri and be given\npower of attorney by more than half of the employees from among whom he\u002Fshe was\nelected.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If a spokesperson has not been elected, local agreements that do not deviate\nfrom this agreement may also be concluded with the agreement of more than half\nof the electoral basis pursuant to section 16 among the employees who will be\ncovered by the local agreement at the time of the agreement.\u003C\u002Fp>\n\n\u003Cp>Where a spokesperson has not been elected, cf. above, local agreements may\nalso be entered into or terminated in accordance with the practice so far\nbetween the company and the employees.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nClause 17 CO senior shop steward\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (1)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAt companies where several shop stewards have been elected under the CO\ncollective agreements, the shop stewards may elect from among themselves a\nsenior shop steward who in all common matters such as working hours, holidays\nand days off, welfare conditions and the like may represent all employees in\nrelation to the management.\u003C\u002Fp>\n\n\u003Cp>The management shall be informed in writing of the election of a senior shop\nsteward.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (2)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe senior shop steward may participate in the consideration of matters\nconcerning the normal functions of the individual shop stewards within their\nrespective branches provided the management or the affected shop stewards want\nthis.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (3)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAt companies with several branches in the same town and where a shop steward\nhas been elected by these branches, a senior shop steward may be elected to\nrepresent all branches provided that the local parties agree thereon.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nClause 18 Shop steward training\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (1)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nCO-industri and its unions undertake to ensure that employees who are elected\nshop stewards receive relevant shop steward training of up to six weeks'\nduration as soon as possible after the election. DIO I undertakes to cooperate\nin ensuring that the newly elected shop steward gets the time off necessary to\nattend this training.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (2)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nNewly-elected shop stewards are offered one of the training and cooperation\nprogrammes offered by TekSam of 2 x 2 days’ duration. Shop stewards are\nentitled to attend such a course as soon as possible and at the latest 24\nmonths of their election.\u003C\u002Fp>\n\n\u003Cp>In connection with the shop steward’s attendance, the employer contributes\npayment corresponding to the loss of income that the shop steward has\nsuffered.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (3)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nShop stewards elected in the past five years, from 1 March 2023, who have not\nalready participated in a course, may, regardless of the deadline in subclause\n2, participate in a course until the end of the current agreement period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (4)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nBy agreement with the employer the shop steward may be given the necessary time\noff to participate in relevant courses for shop stewards.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (5)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAn employee ceasing to be a shop steward after having worked as such for a\ncontinuous period of at least 3 years, and who is still employed at the\ncompany, is entitled to an interview with the company regarding the employee's\nneed for vocational updating. The interview will be held no later than one\nmonth after the end of the shop stewardship and at the employee's request. As\npart of the interview, it will be clarified whether there is a need for\nvocational updating and how this update should take place.\u003C\u002Fp>\n\n\u003Cp>If agreement cannot be reached, the employee is entitled to 3 weeks of\nvocational update.\u003C\u002Fp>\n\n\u003Cp>After 6 years of continuous shop stewardship, the employee is entitled to 6\nweeks of vocational update.\u003C\u002Fp>\n\n\u003Cp>The employee participates in the vocational update without deduction in\nhis\u002Fher salary. It is a prerequisite that statutory compensation for loss of\nsalary can be granted for the update. This compensation is paid to the\ncompany.\u003C\u002Fp>\n\n\u003Cp>Vocational update may be supported by IKUF. The support includes the\nelements described in the Organisation Agreement - Competence Development Fund\nin Industry, Item 11 f.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nClause 19 Shop steward duties\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (1)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nBoth the shop steward and the management are under an obligation to promote\nquiet and good cooperation in their relations with their organisations and in\nthe relations between the local parties at the company, and do not hinder the\norganisation of the company and its employees.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (2)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe shop steward shall represent the employees from among whom he\u002Fshe was\nelected.\u003C\u002Fp>\n\n\u003Cp>However, the shop steward shall solely submit proposals, recommendations and\ncomplaints from union members under CO-industri to the management.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (3)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIf an employee's employment relationship changes so that the employment\nrelationship no longer falls within the scope of the agreement, the shop\nsteward must be informed.\u003C\u002Fp>\n\n\u003Cp>If the company has not informed the shop steward about this, and the shop\nsteard contacts the company, the company must inform the shop steward within 14\ndays thereafter.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (4)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIt is recommended that the company shall inform the shop steward of any\nforthcoming engagements and dismissals.\u003C\u002Fp>\n\n\u003Cp>The shop steward must be given the opportunity to meet with newly hired\nemployees during working hours. The purpose of the meeting is to inform about\nthe shop steward's cooperation with the company and the possibility of\nmembership of the organisations. For example, a meeting can be set up in\nconnection with an introduction day for new employees in the company, when a\ncompany has hired a certain number of new employees or with a fixed\nfrequency.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (5)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nWhere the shop steward has to leave his\u002Fher work in order to carry out his\u002Fher\nunion duties, this shall be subject to prior notice to the management.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (6)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe shop steward may demand negotiations with the management concerning general\npay and employment conditions of employees. If the employee so requests, the\nshop steward may handle the individual pay and employment conditions of the\nperson concerned.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (7)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nWhere a specific case affects the personal affairs of only one or a few of the\ncompany's employees, such employees should themselves submit any complaints or\nrecommendations to the management.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (8)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe shop steward shall have the necessary access to IT facilities, including\nthe Internet, in order to carry out his\u002Fher union duties.\u003C\u002Fp>\n\n\u003Cp>This shall also apply to the health and safety representative.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (9)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIn companies in which a working environment organisation is not mandatory, the\nshop steward may submit a complaint and address the company concerning working\nenvironment issues.\u003C\u002Fp>\n\n\u003Cp>In companies with a working environment organisation, issues concerning the\nworking environment should be referred for consideration by the\norganisations.\u003C\u002Fp>\n\n\u003Cp>If a working environment committee exists, complaints should initially be\nsubmitted for handling by the committee. If no solution is found, the\ncomplaining party shall submit a request for organisational consideration\nthrough his\u002Fher organisation. The request shall be accompanied by the minutes\nfrom the discussion in the working environment organisation. The shop\nsteward(s) for the area in question shall be informed of the request.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (10)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nFor meetings pursuant to the Cooperation Agreement and meetings called by\nmanagement, and in general if management takes up the time of the shop steward\nin issues regarding the company and the employees, the company shall pay the\nfull salary and overtime payment for time that is in excess of the shop\nsteward’s daily working hours.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (11)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIn addition to clauses 16-22 of the Collective Agreement, the rights, duties or\ntasks of the shop steward are mentioned in the following clauses:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n•Clause 3 (3) Collective salary negotiations\u003C\u002Fp>\n\n\u003Cp>•Clause 8 (8),8.5 c Change of company pension supplier\u003C\u002Fp>\n\n\u003Cp>•Clause 11 (2) Overtime\u003C\u002Fp>\n\n\u003Cp>•Clause 12 (8) Local agreements on holdiday in advance\u003C\u002Fp>\n\n\u003Cp>•Clause 23 Local agreements\u003C\u002Fp>\n\n\u003Cp>•Clause 24 (1) b& f Local negotiation\u003C\u002Fp>\n\n\u003Cp>•Clause 25 (6) Competence development\u003C\u002Fp>\n\n\u003Cp>•Appendix 13 Tele\u002Fdistance\u002Fhomework\u003C\u002Fp>\n\n\u003Cp>•Appendix 17 (5.2) Work on offshore wind turbines\u003C\u002Fp>\n\n\u003Cp>•Appendix 23 (6) Information and employment opportunities\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nOrganisationsaftaler (Organisation agreements – only in Danish):\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n•Job evaluation system, Organisationsaftaler, page 33\u003C\u002Fp>\n\n\u003Cp>•IKUF, 5 d,Organisationsaftaler, page 98\u003C\u002Fp>\n\n\u003Cp>•Position evaluation system Organisationsaftaler page 33\u003C\u002Fp>\n\n\u003Cp>•Temporary Workers Directive, clause 7, Organisationsaftaler, page 138\u003C\u002Fp>\n\n\u003Cp>•Experience Agreement, clause 4, Organisationsaftaler, page 144\u003C\u002Fp>\n\n\u003Cp>•Flexi jobs, Organisationsaftaler, page 150\u003C\u002Fp>\n\n\u003Cp>•Health and Safety Work, Organisationsaftaler page 169\u003C\u002Fp>\n\n\u003Cp>•Data Protection, Organisationsaftaler, page 79\u003C\u002Fp>\n\n\u003Cp>•Disagreements regarding local salary negotiations Organisationsaftaler\npage 80\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe page numbers refer to the printed version of Organisationsaftaler\n2020-2023\u003C\u002Fp>\n\n\u003Cp>The list is not exhaustive.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nClause 20 Remuneration of elected shop stewards\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nShop stewards elected under the Collective Agreement for Salaried Employees in\nIndustry shall receive an annual remuneration payable by one-fourth per\nquarter. The remuneration shall be made as compensation for the shop steward\ncarrying out his\u002Fher union duties outside working hours.\u003C\u002Fp>\n\n\u003Cp>The remuneration shall not be qualifying for pension and holiday pay.\u003C\u002Fp>\n\n\u003Cp>The employees from among whom the shop steward is to be elected shall be\ndetermined on new election of the shop steward and subsequently once a year.\nThe remuneration shall lapse on termination of the shop steward duties.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nThe remuneration shall amount to:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Shop stewards elected from among up to and including 49 persons shall\nreceive an annual remuneration of DKK 9,000.\u003C\u002Fp>\n\n\u003Cp>Shop stewards elected from among 50 to 99 persons shall receive an annual\nremuneration of DKK 16,500.\u003C\u002Fp>\n\n\u003Cp>Shop stewards elected from among 100 persons or more shall receive an annual\nremuneration of DKK 33,000.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nFor CO senior shop stewards the number shall be calculated as the sum of the\npersons represented.\u003C\u002Fp>\n\n\u003Cp>Where it has already been agreed with the shop steward, the payment \u002F\nremuneration shall be set off against the above remuneration.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nNote\u003C\u002Fp>\n\n\u003Cp>The remuneration of shop stewards pursuant to clause 20 of the Agreement for\nSalaried Employees in Industry is jointly financed by the employers through\npayments to the Danish Industry Training and Cooperation Fund, cf. clause\n26(2).\u003C\u002Fp>\n\n\u003Cp>The contribution to the financing of remuneration for shop stewards is\ncollected by Industriens Pension Service on behalf of the Danish Industry\nDevelopment and Cooperation Fund, after which Industriens Pension Service pays\nthe remuneration directly to the shop stewards.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nClause 21 Dismissal of shop stewards, etc.\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (1)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAny dismissal of a shop steward shall be for compelling reasons.\u003C\u002Fp>\n\n\u003Cp>It is a matter of course that the fact that an employee is acting as a shop\nsteward may never cause the person concerned to be dismissed or cause his\u002Fher\nposition to be impaired.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (2)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nWhere an employer finds there to be compelling reasons for dismissing a shop\nsteward, the employer concerned shall contact DIO I, which may then raise the\nmatter in accordance with the rules for handling industrial disagreements.\u003C\u002Fp>\n\n\u003Cp>In that case the conciliation meeting shall be held not later than ten\nworking days after receipt of the request for conciliation, and the procedure\nunder the rules for handling industrial disagreements shall be proceeded with\nwithout delay.\u003C\u002Fp>\n\n\u003Cp>If agreement is not reached at the conciliation meeting and the company\nwants to proceed with the matter, or if agreement on the dismissal is reached\nat the conciliation meeting, formal notice shall be given to the shop steward\nat the meeting. In both situations the period of the notice shall be reckoned\nfrom the date of the conciliation meeting.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (3)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nSubject to local agreement thereon, the shop steward's employment contract\nshall not be interrupted during the period of notice until the justification of\nthe dismissal has been tried under the rules for handling industrial\ndisagreements.\u003C\u002Fp>\n\n\u003Cp>The matter should be proceeded with without delay under the rules for\nhandling industrial disagreements in order to ensure that the decision is made\nbefore the expiration of the period of notice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Subclause (3) shall not apply in cases where the shop steward is dismissed\nsummarily for cause.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (4)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIf an employer maintains the dismissal of the shop steward after the dismissal\nhas been held without cause under the rules for handling industrial\ndisagreements, the employer shall, in addition to the pay during the period of\nnotice, pay compensation depending on the circumstances of the matter. The shop\nsteward cannot also claim compensation under the rules for unfair dismissal.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (5)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe same dismissal procedure as described in subclauses 2 and 3 applies for:\u003C\u002Fp>\n\n\u003Cp>1.Working environment representatives,\u003C\u002Fp>\n\n\u003Cp>2.Members of European Cooperation Committees employed in Denmark and\u003C\u002Fp>\n\n\u003Cp>3.Employee representatives on boards and substitutes.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (6)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nSubclauses 1 -4 also apply to members of The Union of Commercial and Clerical\nEmployees in Denmark who are elected shop stewards or are covered by subclause\n5 in companies in which the Collective Agreement for Salaried Employees in\nIndustry has not become effective.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (7)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nA shop steward elected during a period with a larger number of employees shall\ncease to be a shop steward if the number of employees gets to be under six,\nunless the parties agree that the shop steward position should be\nmaintained.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (8)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAn employee who ceases to be a shop steward after having acted as such for at\nleast one year and who continues to be employed by the company is entitled to\nsix weeks' notice in addition to the employee’s normal notice if the employee\nis dismissed within one year after his\u002Fher resignation as a shop steward.\u003C\u002Fp>\n\n\u003Cp>This rule only applies to shop stewards who have resigned.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nNote\u003C\u002Fp>\n\n\u003Cp>The parties agree that, with the extended notice, they dispense with clause\n2 of the Employers’ and Salaried Employees’ Act according to which the\nsalaried employee shall resign at the end of a month, and that this is in\nfavour of the salaried employee.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nClause 22 Substitute for the shop steward\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nWhere a shop steward is absent due to sickness, holidays, participation in\ncourses or the like, a substitute for the shop steward may be appointed\naccording to agreement with the management. A substitute thus appointed shall\nenjoy the same protection as the elected shop steward during the period in\nwhich the person concerned is functioning, provided such person satisfies the\nprovisions set out in clause 16(2).\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nClause 23 Conclusion and termination of local agreements, etc.\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (1)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nLocal agreements may be entered into between the local parties at the company\nin respect of employees covered by this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (2)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nLocal agreements, customs, regulations, etc. may be terminated by either party\ngiving two months' notice to expire on the last day of a month unless a longer\nperiod of notice has been\u002Fwill be agreed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (3)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIn the event of notice being given in accordance with subclause (2), the party\ngiving notice shall be under an obligation to arrange for local negotiations to\nbe conducted and, if agreement cannot be reached, to refer the matter to a\nconciliation meeting or possibly an organisational meeting. A request that the\nmatter be dealt with under the rules for handling industrial disagreements\nshall be received by the opposing organisation within the period of notice set\nout in subclause (2), cf. the rules for handling industrial disagreements.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (4)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nEven though the expiry date has been exceeded, the parties shall not be\nreleased from any local agreement which has been terminated, customs or\nregulations until these general rules have been complied with.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (5)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nOn the conclusion of local agreements which materially change pay and working\nconditions, the employer shall inform the employees affected to the requisite\nextent.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (6)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nWhere the conclusion or termination of any local agreements, etc. involves such\nchanges in the employees' pay or working conditions as must be considered\nmaterial under the rules of the Danish Salaried Employees' Act, the individual\nperiods of notice of the individual employee shall be complied with unless\notherwise agreed.\u003C\u002Fp>\n\n\u003Cp>Where special periods of notice have been fixed under this Agreement, such\nperiods of notice shall prevail over the right to individual periods of\nnotice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (7)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIt may be agreed by local agreement to supplement or depart from the provisions\nin clauses 9, 10, 11, 12(11)-(12), (16), (17), (18), (19), (20), (21), (22),\n(25), (26) and (27) of this Agreement and Appendix 19, Young people. Such local\nagreements shall be in writing and may only be entered into with a shop steward\nelected according to the rules laid down from time to time in this Agreement.\nThe local agreements shall be submitted to the organisations for their\ninformation.\u003C\u002Fp>\n\n\u003Cp>In connection with agreements on extended working hours pursuant to the\nabove provision it can also be agreed that pension contributions, cf. clause 8,\ncontributions to the Free Choice Account, cf. clause 4, and holiday\ncompensation, cf. clauses 16 (1) and 3(3) of the Danish Holidays Act, can be\nconverted into a pay supplement for the individual employee as regards the\nhours that are in excess of the average weekly working hours as mentioned in\nclause 9 (1).\u003C\u002Fp>\n\n\u003Cp>Variable weekly working time pursuant to clause 9 (5) or overtime pursuant\nto clause 11 cannot be considered extended working hours in this context.\u003C\u002Fp>\n\n\u003Cp>The conversion does not change the existing collectively agreed basis of\ncalculation and is accordingly cost neutral for the company.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nClause 24 Rules for handling industrial disagreements\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (1) Local negotiations\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n(a)In the event of any industrial disagreement, attempts shall be made to\nsettle such disagreement by negotiation between the parties at the company.\u003C\u002Fp>\n\n\u003Cp>Such negotiations shall be commenced and finished as soon as possible.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b)If the shop steward finds it necessary or no shop steward has been\nelected at the company, a representative from the local union or unions may by\nagreement with the management of the company be called in for the local\nnegotiations.\u003C\u002Fp>\n\n\u003Cp>(c)The representatives of the local parties shall be authorised to make\nbinding agreements.\u003C\u002Fp>\n\n\u003Cp>(d)Minutes of the outcome of the negotiations shall be drawn up and signed\nwith binding effect by the parties.\u003C\u002Fp>\n\n\u003Cp>(e)In connection with local pay negotiations only the employee party may\nproceed with the matter. This may be done within fifteen working days from the\ndate of drawing up the minutes by bringing the matter before DIO I. Otherwise\nthe matter shall lapse.\u003C\u002Fp>\n\n\u003Cp>(f)In the event of an individual industrial disagreement at companies where\na shop steward has not been elected, the employee subject to the disagreement\nmay request to be assisted by a representative of the local branch during the\nlocal negotiation.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (2) Conciliation meeting\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n(a)Where agreement cannot be reached by local negotiation, the respective\norganisations may request that the matter be referred to conciliation.\u003C\u002Fp>\n\n\u003Cp>(b)The request for conciliation shall be in writing and contain a brief\ndescription of the disagreement so that the subject of the conciliation meeting\nappears clearly from the request. Minutes of the local negotiations shall be\nenclosed.\u003C\u002Fp>\n\n\u003Cp>The organisations agree that departure from this rule shall be permitted\nonly in special circumstances.\u003C\u002Fp>\n\n\u003Cp>(c)Where a conciliation meeting has been requested in pursuance of the\nprovisions of clause 23 of this Agreement concerning notice of termination of\nlocal agreements, customs or regulations, the request for a conciliation\nmeeting shall have been received by the opposing organisation within the\nperiods of notice stated in clause 23, i.e. on the last weekday of the\nmonth.\u003C\u002Fp>\n\n\u003Cp>(d)The conciliation meeting shall as far as possible be held at the company\nin which the disagreement arose.\u003C\u002Fp>\n\n\u003Cp>(e)The conciliation meeting shall be held as soon as possible and not later\nthan fifteen working days after the request for conciliation was received by\nthe opposing organisation.\u003C\u002Fp>\n\n\u003Cp>The time limit may be departed from by agreement between the\norganisations.\u003C\u002Fp>\n\n\u003Cp>A request for a conciliation meeting in matters raised pursuant to item (e)\nof subclause (1) shall have been received by the opposing organisation no later\nthan thirty working days after the drawing up of the final minutes of the local\nnegotiations.\u003C\u002Fp>\n\n\u003Cp>Otherwise the matter shall lapse.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIn the event of dismissal a conciliation meeting shall be held no later than 5\nworking days after receipt of the conciliation request by the opposing\norganisation unless otherwise agreed.\u003C\u002Fp>\n\n\u003Cp>If, in the event of dismissal, agreement has not been reached at the\nconciliation meeting, the respective parties can request settlement of the case\nby industrial arbitration.\u003C\u002Fp>\n\n\u003Cp>In situations where settlement of the case by industrial arbitration has\nbeen requested, the respective parties may also request an organisation meeting\nand\u002For a negotiation meeting in the case that such a meeting can be held\nwithout rescheduling the industrial arbitration.\u003C\u002Fp>\n\n\u003Cp>(f)At the conciliation meeting the negotiations shall be resumed with the\nassistance of the organisations' conciliators, who shall thereafter seek to\nresolve the disagreement through direct mutual negotiations.\u003C\u002Fp>\n\n\u003Cp>(g)Minutes of the outcome of the negotiations shall be drawn up and signed\nwith binding effect by the parties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (3) Organisational meeting\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n(a)Where agreement has not been reached at the conciliation meeting, the\nrespective organisations may request that the matter be referred to an\norganisational meeting.\u003C\u002Fp>\n\n\u003Cp>(b)A written request to this effect shall be submitted to the opposing\norganisation not later than ten working days after the conciliation meeting.\u003C\u002Fp>\n\n\u003Cp>(c)The organisational meetings shall be held as soon as possible and not\nlater than fifteen working days after the request was received by the opposing\norganisation. The time limit may be departed from by agreement between the\norganisations.\u003C\u002Fp>\n\n\u003Cp>(d)The organisational meeting shall be attended by at least two\nrepresentatives of either party, one of whom shall conduct the negotiations on\nbehalf of his\u002Fher organisation. The negotiations cannot normally be conducted\nby the conciliators in the matter in question. The parties directly involved in\nthe matter shall be under an obligation to participate in the organisational\nmeeting unless very special circumstances are involved.\u003C\u002Fp>\n\n\u003Cp>A plenary meeting shall be held if requested by either party. Minutes of the\noutcome of the negotiations shall be drawn up and signed with binding effect by\nthe parties.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (4) Industrial arbitration\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n(a)Where the disagreement is not settled at the conciliation\nmeeting\u002Forganisational meeting, settlement of the matter by a court of\narbitration may be requested.\u003C\u002Fp>\n\n\u003Cp>Reference is made to Appendix 11 of this Agreement.\u003C\u002Fp>\n\n\u003Cp>Reference is made to the parties' organisation agreement on forum for cases\nclaiming unfair dismissal following the Agreement's implementation of EU\ndirectives.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b)The organisation that wants to proceed with the matter shall within ten\nworking days after the meeting submit a written request for industrial\narbitration.\u003C\u002Fp>\n\n\u003Cp>Such time limit may be departed from by agreement.\u003C\u002Fp>\n\n\u003Cp>(c)The court of arbitration shall consist of five members: one\nchairman\u002Fumpire and two representatives of either party.\u003C\u002Fp>\n\n\u003Cp>(d)The organisations shall jointly request an umpire outside their own group\nto assume the office of chairman of the court of arbitration.\u003C\u002Fp>\n\n\u003Cp>Where the organisations fail to agree on a chairman\u002Fumpire, they shall as\nsoon as possible request the Danish Industrial Court to appoint one. The\napplication to the Danish Industrial Court shall state the names of the persons\nproposed during the negotiations between the organisations.\u003C\u002Fp>\n\n\u003Cp>(e)A court hearing shall be held as soon as possible. The time of such\nhearing shall be fixed by negotiation between the chairman of the court and the\norganisations.\u003C\u002Fp>\n\n\u003Cp>(f)The claimant shall submit to the opposing party and the chairman of the\ncourt a complaint accompanied by copies of the documents to be produced. The\ncomplaint shall be deemed to have been received in time if it is received by\nthe opposing organisation by 4.00 p.m., 30 working days before the hearing.\u003C\u002Fp>\n\n\u003Cp>The opposing organisation shall submit to the complaining organisation and\nthe chairman of the court a defence accompanied by copies of the documents to\nbe produced. The defence shall be deemed to have been received in time if it is\nreceived by the complaining organisation by 4.00 p.m., 20 working days before\nthe hearing.\u003C\u002Fp>\n\n\u003Cp>A reply shall be submitted to the defendant organisation and the chairman of\nthe court and be deemed to have been received in time if it is received by the\nopposing organisation by 4.00 p.m., 15 working days before the hearing.\u003C\u002Fp>\n\n\u003Cp>A rejoinder shall be submitted and be deemed to have been received in time\nif it is received by the opposing organisation and the chairman of the court by\n4 p.m., 12 working days before the hearing.\u003C\u002Fp>\n\n\u003Cp>If either organisation wants to examine witnesses, the persons to be\nexamined shall be specified in the pleadings.\u003C\u002Fp>\n\n\u003Cp>(g)If the complaint is not received in time, the matter shall be deemed to\nbe closed and cannot be raised again.\u003C\u002Fp>\n\n\u003Cp>However, the matter may be resumed if by 4 p.m., three working days after\nthe time limit, the claimants submit a complaint to the opposing organisation\nand also indicate that they are willing to pay the fine fixed in the Agreement.\nThe fine is DKK 100,000.\u003C\u002Fp>\n\n\u003Cp>The deadline for submitting the defence is hereinafter no later than 4 p.m.\n16 working days before the hearing. A reply shall be submitted to the defendant\norganisation and the chairman of the court and be deemed to have been received\nin time if it is received by the opposing organisation and the chairman of the\ncourt by 4 p.m., 12 working days before the hearing. A rejoinder shall be\nsubmitted and be deemed to have been received in time if it is received by the\nopposing organisation and the chairman of the court by 4 p.m., 8 working days\nbefore the hearing.\u003C\u002Fp>\n\n\u003Cp>(h)If the defence is not received in time, the matter shall be settled on\nthe basis of the information given in the complaint and the records of the\nproceedings.\u003C\u002Fp>\n\n\u003Cp>However, the matter may be resumed if by 4 p.m., three working days after\nthe time limit, the defendants submit a defence to the opposing organisation\nand also indicate that they are willing to pay the fine fixed in the Agreement.\nThe fine is DKK 100,000.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A reply shall be submitted and be deemed to have been received in time if it\nis received by the opposing organisation and the chairman of the court by 4\np.m., 12 working days before the hearing. A rejoinder shall be submitted and be\ndeemed to have been received in time if it is received by the opposing\norganisation and the chairman of the court by 4 p.m., 8 working days before the\nhearing.\u003C\u002Fp>\n\n\u003Cp>(i)At the hearing the matter shall be pleaded orally by a representative of\nan organisation, who cannot also be a member of the court.\u003C\u002Fp>\n\n\u003Cp>(j)The court of arbitration shall determine all matters relating to\nprocedure and points of order which are not covered by these rules.\u003C\u002Fp>\n\n\u003Cp>The chairman shall participate in any voting thereon, and all matters shall\nbe determined by a simple majority of votes.\u003C\u002Fp>\n\n\u003Cp>(k)Where in a vote no majority is obtained for a decision, the chairman of\nthe court shall as umpire determine the matter alone in a reasoned award, in\nwhich, if necessary, the question of the court's competence shall also be\ndetermined.\u003C\u002Fp>\n\n\u003Cp>The umpire shall in his\u002Fher award keep the decision within the claims made\nand within the voting of the other members of the court.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (5) Negotiation meeting\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIn the event that a request for referral of a dispute to industrial arbitration\nor to the Dismissal Tribunal in accordance with clause 4 of the Main Agreement\nhas been made in time, a negotiation meeting between the organisations which\nare parties to this Agreement may be held whenever requested by either party.\nAt the same time, the party requesting the negotiation meeting shall state\nwhether the local parties will attend.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In the event of any disagreement which has led to a decision to issue a\nnotice of a strike or lockout, any negotiation meeting requested shall be\nheld.\u003C\u002Fp>\n\n\u003Cp>Minutes of the outcome of the negotiations shall be drawn up and signed with\nbinding effect by the parties.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (6) Organisational committee meeting\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n(a)Any disagreement between the organisations concerning the interpretation of\nprinciples involved in the Agreement and similar agreements may be negotiated\ndirectly by a committee so authorised by the organisations.\u003C\u002Fp>\n\n\u003Cp>An organisational committee meeting may be requested by either party to the\nAgreement.\u003C\u002Fp>\n\n\u003Cp>(b)If either party to the Agreement finds that a decision in a local\ndisagreement may affect the principles underlying the whole area covered by the\nAgreement, a request for handling of the disagreement by an organisational\ncommittee meeting may be made.\u003C\u002Fp>\n\n\u003Cp>If the request cannot be granted, the request shall be deemed to be a\nrequest for conciliation.\u003C\u002Fp>\n\n\u003Cp>(c)Minutes of the outcome of the negotiations shall be drawn up and signed\nwith binding effect by the parties.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (7) Dismissal cases\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAs regards the handling of dismissal cases, reference is made to clause 14 and\nAppendix 11, Protocol on handling industrial disagreements.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (8) Industrial unrest\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nWhere an company or the employees find that there is a risk of industrial\nunrest, discussions (conflict resolution meetings) between the parties to this\nAgreement and the local parties shall be initiated immediately at the request\nof DIO I or CO-industri. The purpose of the discussions is to assess the reason\nfor the disagreement.\u003C\u002Fp>\n\n\u003Cp>Where DIO I or CO-industri deems it expedient, the organisations shall\nconvene (follow-up meetings) on request as soon as possible and no later than\nwithin five working days - as far as possible at the company.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nNote\u003C\u002Fp>\n\n\u003Cp>Organisations shall mean the organisations, which have signed the Collective\nAgreement for Salaried Employees in Industry.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (9) Temporaries\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIf legal proceedings pertaining to labour law concerning temporaries from a\ntemporary employment agency have been commenced against a temporary employment\nagency, the user company, to which the temporaries have been sent, shall – if\nrequested by one of the collective agreement parties – inform about the local\nagreements and customs that the company has told the temporary employment\nagency shall be complied with in connection with the duties the temporaries\nperform at the company, cf. the Agreement’s clause 1 (3).\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\nClause 25 Competence development\u003C\u002Fdiv>\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (1)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nEmployees shall be entitled and obliged to participate in competence\ndevelopment adapted to the conditions at the individual company in order in\nthis way to strengthen competitiveness and the development opportunities of the\nemployees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Competence development shall be agreed by the company and employees and may\ncomprise on-the-job\u002Foff-the-job supplementary and continuing training, job\ntraining, job development, etc.\u003C\u002Fp>\n\n\u003Cp>To achieve the above aim the employees shall be entitled without any\ndeduction from their pay to attend fourteen days of on-the-job\u002Foff- the-job\ntraining per year if there is a need for training.\u003C\u002Fp>\n\n\u003Cp>The costs of participating in supplementary and continuing training shall be\npaid by the employer to the extent the costs are not covered by public\nauthorities or somebody else.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (2)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nHowever, the individual employee is entitled to 2 weeks of time off per year -\nwith due consideration to the company’s production planning – for\nin-service or continuing training which is relevant for employment in the areas\ncovered by the Industrial Agreement and the Collective Agreement for Salaried\nEmployees in Industry, provided consent to support for training has been given\npursuant to subclause (10) if the employee has six months of seniority.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (3)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nEmployees are entitled to take non-used training periods, cf. subclause (2),\nfrom the two preceding calendar years. The oldest weeks shall be used first.\u003C\u002Fp>\n\n\u003Cp>However, this does not apply if the employee is under notice unless the\ncompany and the employee have agreed on the training period before the notice\nwas given.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (4)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAt local agreement, the employer may apply for support from the Competence\nDevelopment Fund of Industry for training. Based on this, an employee and the\nemployer may agree on a training plan, which does not include already\nimplemented training according to subclauses 2 and 3. The plan must be agreed\nand submitted to www.ikuf.dk according to the rules in the Organisation\nAgreement – the Competence Development Fund of Industry, item 11, which also\ncontains detailed rules on agreed supported training.\u003C\u002Fp>\n\n\u003Cp>Support may be applied for, for employees with 12 months’ seniority in the\ncompany, however any apprenticeship is not included in this seniority. Support\nfor agreed training replaces support for self-elected training in the calendar\nyears covered by the training plan.\u003C\u002Fp>\n\n\u003Cp>The employee shall receive pay in accordance with the 3rd paragraph of\nclause 29 (2) of the Collective Agreement of Industry during training. However,\nat a training agreement pursuant to the Act on Vocational Education and\nTraining, salary will be paid in accordance with the paragraph on adult\ntrainees in clause 3 (8).\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (5)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAfter six months of employment in the same company (including any school\nperiods), trainees are entitled to apply for a contribution from the Competence\nDevelopment Fund of Industry (Industriens Kompetenceudviklingsfond). The\ncontribution covers participation in education in their spare time to the same\nextent and on the same conditions as other employees comprised by the\nIndustrial Agreement. The trainee is not considered dismissed even though the\ntraining agreement is limited in time.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (6)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIt is recommended to carry out continuous and systematic planning of the\ntraining activities for the employees in the company. Planning of the training\nshould comprise preparation of a competence development plan for the individual\nemployee, cf. subclause (1), in accordance with guidelines discussed between\nthe management and employees under the auspices of the cooperation committee or\nin a training committee with equal representation of management and salaried\nemployees. Reference is made to Appendix 12, Protocol on competence\ndevelopment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Where bodies as set out above have not been established, the training\nplanning may be carried out in cooperation between the individual employee and\nthe company.\u003C\u002Fp>\n\n\u003Cp>The training committee (alternatively the works committee (SU), secondarily\nthe shop steward\u002Fmanagement) may request a visit by TEKSAM’s process\nconsultants when one of the parties wants assistance to initiate dialogue and\nwork regarding training in the company.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (7)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nGeneral, updated job-relevant education is a prerequisite for the maintenance\nand development of vocational qualifications in line with the technological\ndevelopment. It is the individual employee's personal responsibility and the\nduty of the company to help ensure that general job-relevant education forms\npart of the training planning. More detailed rules for participation in general\njob-relevant qualification may be agreed at local level.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (8)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTime off for the individual employee for training activities at his\u002Fher own\noption shall be a matter for agreement between the company and the individual\nemployee only.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (9)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nSpecial rules on training and education in connection with dismissal are found\nin clause 14 (4).\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (10)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n(a)The company shall pay an annual amount of DKK 520 per employee covered by\nthis Agreement according to the guidelines of the Organisation Agreement on the\nCompetence Development Fund of Industry (Industriens\nKompetenceudviklingsfond).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The amount specified can be converted into a percentage of the pensionable\npayroll cost. I.e. that part of the payroll cost upon which pension\ncontribution for the employees covered is to be computed.\u003C\u002Fp>\n\n\u003Cp>(b)The employee may apply to the Competence Development\u003C\u002Fp>\n\n\u003Cp>Fund of Industry for educational grants covered by clause 25(2). Thus,\neducational grants cannot be given for education during which the employee\nreceives pay in full or in part.\u003C\u002Fp>\n\n\u003Cp>(c)In distributing work, the company can, contingent on local agreement,\napply to the Competence Development Fund of Industry for support for training\nactivities comprised by clauses 25(1) and 25 (2) pursuant to the rules in\nOrganisation Agreement on the Competence Development Fund of Industry,\nsubclause 9.\u003C\u002Fp>\n\n\u003Cp>(d)Enterprises\u003C\u002Fp>\n\n\u003Cp>•which have training committees and\u003C\u002Fp>\n\n\u003Cp>•which have more than 100 employees covered by the Industrial Agreement\nand\u002For the Collective Agreement for Salaried Employees in Industry may\nestablish an company competence development fund according to the guidelines of\nthe Organisation Agreement on the Competence Development Fund of Industry.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\nClause 26 Training funds\u003C\u002Fdiv>\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (1)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTo the training fund established by the Danish Federation of Trade Unions and\nthe Danish Employers' Confederation the employer shall pay DKK 0.45 per hour\nfor employees employed by the company and covered by this Agreement. With\neffect from the first period of pay after 1 January 2022 that amount shall be\nincreased to DKK 0.47 per hour.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (2)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTo the Industrial Fund for Educational Development and Cooperation (Industriens\nUddannelses- og Samarbejdsfond) the employer shall pay per hour:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:12.5pt\">\n      \u003Ctd width=\"126\" valign=\"bottom\" style=\"width:94.55pt;padding:0cm .5pt 0cm .5pt;   height:12.5pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Georgia",serif\">1 March\n        2020\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\" valign=\"bottom\" style=\"width:65.3pt;padding:0cm .5pt 0cm .5pt;   height:12.5pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:14.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">DKK\n        0.65\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:13.9pt\">\n      \u003Ctd width=\"126\" valign=\"top\" style=\"width:94.55pt;padding:0cm .5pt 0cm .5pt;   height:13.9pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Georgia",serif\">1 July\n        2023\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\" valign=\"top\" style=\"width:65.3pt;padding:0cm .5pt 0cm .5pt;   height:13.9pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:14.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">DKK\n        0.75\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (3)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe payment commitment shall also apply in the case of local agreements and\naccession agreements within the scope of this Agreement.\u003C\u002Fp>\n\n\u003Cp>If the payment commitment is a result of a local agreement or accession\nagreement, the organisations shall fix an administration charge to be added to\nthe training fund contributions provided for by this agreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (4)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe amounts stated can be converted into a percentage of the pensionable\npayroll cost. I.e. that part of the payroll cost upon which pension\ncontribution for the employees covered is to be computed.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nNote\u003C\u002Fp>\n\n\u003Cp>Reference is made to the Protocol on training funds in the organisation\nagreements.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nClause 27 Cooperation\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nFor the purpose of promoting good cooperation between the company and the\nemployees such contacts should be available as will provide the opportunity of\nmutual briefing and information about the situation of the company and the\nemployees. Such briefing and information shall be given at such an early stage\nthat points of view, ideas and proposals from the employees can form part of\nbasis for decision-making. Information is necessary to enable the employees to\ntake an active part in the planning of their own work situation. The\ninformation shall contain the management's evaluation of the consequences of\nany contemplated changes and shall be given in a clear and comprehensible\nmanner. Both the management and the employees shall be under an obligation to\ntake an active part in the mutual obligation to provide information.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nClause 28 Industrial conflicts under this Agreement\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nDuring industrial conflicts between employers and employees paid by the hour,\nemployees covered by this Agreement shall perform such work as they perform\nunder normal circumstances.\u003C\u002Fp>\n\n\u003Cp>However, where values are at stake if certain work is not performed, the\nemployees shall be under an obligation to assist in saving such values.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\nClause 29 Duration of Agreement\u003C\u002Fdiv>\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nThis Agreement shall come into force on 1 March 2020 and shall remain in force\nuntil terminated by either party giving notice to the other party in accordance\nwith the rules in force from time to time to expire on 1 March, however, not\nearlier than 1 March 2023.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003C\u002Fh2>\n\n\u003Ch2>\u003Cbr>\nAppendix 1\u003C\u002Fh2>\n\n\u003Ch2>Protocol on the conclusion of a collective agreement for the commercial and\nclerical fields as well as the laboratory field\u003C\u002Fh2>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\nFor the agreement to enter into force for employees covered by item (a) of\nclause 1(2) and by clause 1(3) it is a condition that, at the time of the\nmaking of the demand that the agreement shall enter into force for employees\ncovered by the provision, at least 50 per cent of the people employed within\nthe field covered by item (a) of clause 1(2) and (3) shall be organised at HK\n(The National Union of Commercial and Clerical Employees).\u003C\u002Fp>\n\n\u003Cp>For employees covered by item (b) of clause 1(2) (the laboratory field), the\nCollective Agreement for Salaried Employees shall be acceded to separately if\nthe 50 per cent rule is met in this field.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nApplies as per 1 May 2017.\u003C\u002Fp>\n\n\u003Cp>Employees mentioned in letter c of clause 1 (2) (professional bachelors) are\nincluded in the calculation according to the 50 per cent rule in the field that\nthe employee’s professional bachelor’s degree and work duties relate to,\ni.e. the field mentioned in letter a of clause 1 (2) and clause 1 (3)\n(commercial and clerical field) or the field mentioned in letter b of clause 1\n(2) (laboratory field).\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nAdministration, etc. relating to the 50 per cent rule\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.Conditions\u003C\u002Fh3>\n\n\u003Cp>(a)HK (The National Union of Commercial and Clerical Employees) may only\nenter into a collective agreement with members of DIO I through that\norganisation.\u003C\u002Fp>\n\n\u003Cp>(b)It is a condition that, at the time of the making of the demand, the\nunion shall have as members at least 50 per cent of the employees within the\nfield that the agreement is intended to cover.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c)For example, parts of a warehouse or an office cannot be regarded as a\nwhole area unless such parts of a warehouse or an office in the field concerned\nare so separate in terms of location in different places or working conditions\nthat part of an office or a warehouse may be regarded as an independent\nfield.\u003C\u002Fp>\n\n\u003Cp>(d)The question of delimitation of the individual workplace shall be decided\nin accordance with the practice adopted so far.\u003C\u002Fp>\n\n\u003Cp>(e)Even though the aforesaid conditions for conclusion of a collective\nagreement have not been met, the union shall be entitled to conduct\nnegotiations on behalf of its members with companies acting in contravention of\nsignificant principles in this Agreement or any other similar disagreement,\ne.g. by paying a salary less than that provided for by this Agreement, and in\ncases where there are problems relating to the legislation on employment and\nworking conditions.\u003C\u002Fp>\n\n\u003Cp>The members of HK employed at the company may also, by submitting a power of\nattorney, authorise a colleague (spokesperson) to demand, on behalf of the\ncompany, a negotiation with the company about the matters mentioned in this\nsection. The spokesperson must be a member of HK and have received a power of\nattorney from more than half of the members in an area as defined in this\nAppendix 1.\u003C\u002Fp>\n\n\u003Cp>In addition, the parties agree to contact the Danish Employers' Association\nand the Danish Trade Union Confederation (FH) with a view to asking the\norganisations to assess the possibility that the spokesperson can be elected to\nthe Cooperation Committee's group b on an equal footing with trade union\nrepresentatives.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.Procedure\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a)When demanding a collective agreement the union shall state the number of\nmembers covered by the demand.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b)In the event of any disagreement as to whether the union meets the\nconditions for conclusion of a collective agreement, either party shall state\nwhich employees they believe to be covered by the scope of the agreement.\u003C\u002Fp>\n\n\u003Cp>(c)If the parties still disagree as to whether the union meets the\nconditions for concluding an agreement, negotiations concerning this issue\nshall be agreed within ten working days after the union has made a demand for\nsuch negotiations. If during such negotiations no agreement is reached, the\nissue shall be settled by arbitration.\u003C\u002Fp>\n\n\u003Cp>(d)If the union can prove that the conditions for concluding an agreement\nhave been met, the agreement shall come into operation on the first succeeding\nday of a month if the demand is made on or before the fifteenth day of a month.\nIf the demand for a collective agreement is made after the fifteenth day of a\nmonth, the agreement shall come into operation on the first day of the\nfollowing month.\u003C\u002Fp>\n\n\u003Cp>(e)In cases where special provisions are agreed, cf. below, an agreement\nshall also be made concerning the date of coming into operation of the\nagreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3.Collective agreement or special collective agreement\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a)If the National Union of Commercial and Clerical Employees meets the\nconditions for demanding a collective agreement, either party shall be under an\nobligation to comply with the agreement unless the company concerned is carried\non in accordance with an authorisation granted by a public authority or under\nequivalent conditions.\u003C\u002Fp>\n\n\u003Cp>(b)The parties to the agreement may demand special provisions if the company\nhas working conditions or work activities not covered by the provisions of the\nagreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n4.Scope of the Collective Agreement\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a)The terms and conditions laid down in this Agreement shall apply to all\nemployees within the work area otherwise covered by the agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b)However, employees holding managerial positions or whose right to act to\na great extent binds the company or whose duties make them the employers'\nrepresentatives because of the special confidential nature of their duties\nshall not be covered by this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n5.How to interpret the 50 per cent rule\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nA.When the rule must be met\u003C\u002Fp>\n\n\u003Cp>The determination as to whether the 50 per cent rule is met shall be made on\nthe basis of the employment conditions in the week in which the demand for a\ncollective agreement is received by DIO I.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nB.Employees to be included\u003C\u002Fp>\n\n\u003Cp>(a)Only employees in the commercial and clerical fields count. (Clause 1(2)\nor clause 1(3) of the Agreement).\u003C\u002Fp>\n\n\u003Cp>(b)Employees covered by the group mentioned above in item (4)(b), Scope of\nthe Collective Agreement, are not included.\u003C\u002Fp>\n\n\u003Cp>(c)Any spouse, parents, children, sisters, brothers and any other similar\nnear relations and persons related by marriage are not included.\u003C\u002Fp>\n\n\u003Cp>(d)Any sick and absent employees (annual holidays, days off, maternity\nleave) shall be included if they are still to be regarded as employed by the\ncompany. Temporary employees replacing these employees shall not be included\neven though the period of such temporary work exceeds three months.\u003C\u002Fp>\n\n\u003Cp>(e)Any employees under notice shall be included if they can still be\nregarded as employees in the company.\u003C\u002Fp>\n\n\u003Cp>Any employees leaving their employment in the relevant week shall only be\nincluded if they were employed during the whole week.\u003C\u002Fp>\n\n\u003Cp>(f)Any employees taking up employment in the relevant week shall be included\nas if they had been employed by the company during the whole week.\u003C\u002Fp>\n\n\u003Cp>(g)Any extra assistance not employed beyond three months shall not be\nincluded.\u003C\u002Fp>\n\n\u003Cp>(h)Any temporary employees hired through a temporary agency shall not be\nincluded.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i)Any homeworkers shall not be included.\u003C\u002Fp>\n\n\u003Cp>(j)Any sales representatives shall not be included.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nC.Full-time\u002Fpart-time\u003C\u002Fp>\n\n\u003Cp>(a)Full-time employees, including apprentices and trainees, shall be fully\nincluded.\u003C\u002Fp>\n\n\u003Cp>(b)Part-time employees shall be included as follows:\u003C\u002Fp>\n\n\u003Cp>Less than 15 hours a week: from 15 hours and until 30 hours a week: included\nas to 50 per cent; 30 hours a week or more: included as to 100 per cent.\u003C\u002Fp>\n\n\u003Cp>(c)In the event of a shared work area, i.e. cases where employees are\nworking partly within the scope of the Agreement and partly on other work in\nthe company, such work as is performed within the scope of the Agreement shall\nbe included in accordance with the rules governing part-time employment.\u003C\u002Fp>\n\n\u003Cp>The employer's independent wish for conclusion of a collective agreement\u003C\u002Fp>\n\n\u003Cp>With reference to the previous Protocol from 1967, DIO I will not demand\nobservance of the 50 per cent rule in cases where an employer wishes to\nconclude an agreement for his commercial and clerical staff provided that in\nthe particular case it is found to be reasonable to enter into a collective\nagreement.\u003C\u002Fp>\n\n\u003Cp>The provision in clause 2 (4) with associated agreements shall apply\ncorrespondingly to members of DI who wish to establish a collective agreement.\nIn this context, a representative of HK may, by agreement, visit the company in\norder to discuss the possibility of establishing collective agreement with the\ncompany's management.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nNote\u003C\u002Fp>\n\n\u003Cp>The pension contribution must amount to at least 20% of the agreed\ncontribution at the time the collective agreement enters into force. The\nsubsequent escalation shall be calculated from the same time. The escalation\nscheme must be recorded no later than two months after DI’s submission of the\naccession protocol to CO-industri.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003C\u002Fh2>\n\n\u003Ch2>Appendix 2\u003C\u002Fh2>\n\n\u003Ch2>List of Bachelor’s degrees and Academy Profession (AP) degrees in the\ntechnical area\u003C\u002Fh2>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nBachelor’s degrees requiring an Academy Profession degree, and Bachelor’s\ndegrees (MVU level)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nBachelor of Design and Business\u003C\u002Fp>\n\n\u003Cp>Bachelor of Digital Concept Development\u003C\u002Fp>\n\n\u003Cp>Bachelor of Chemical and Biotechnical Food and Process Technology\u003C\u002Fp>\n\n\u003Cp>Bachelor of Product Development and Technical Integration\u003C\u002Fp>\n\n\u003Cp>Bachelor of Technical Manager Offshore\u003C\u002Fp>\n\n\u003Cp>Bachelor of Software Development\u003C\u002Fp>\n\n\u003Cp>Bachelor of Web Development\u003C\u002Fp>\n\n\u003Cp>Bachelor of Export and Technology Management\u003C\u002Fp>\n\n\u003Cp>Bachelor of Graphic Communication\u003C\u002Fp>\n\n\u003Cp>Bachelor of Disaster and Risk Management\u003C\u002Fp>\n\n\u003Cp>Bachelor of Animation\u003C\u002Fp>\n\n\u003Cp>Bachelor of Dairy Technology\u003C\u002Fp>\n\n\u003Cp>Bachelor of Textile Design, Craft and Communication\u003C\u002Fp>\n\n\u003Cp>Bachelor of Jewellery, Technology and Business\u003C\u002Fp>\n\n\u003Cp>Bachelor of Sound Design\u003C\u002Fp>\n\n\u003Cp>Bachelor of Visual Communication\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nDiplomas\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nDiploma in Biotechnology, Process Technology and Chemistry\u003C\u002Fp>\n\n\u003Cp>Diploma of Technology in Energy and Environment\u003C\u002Fp>\n\n\u003Cp>Diploma in Project Management\u003C\u002Fp>\n\n\u003Cp>Diploma in Electrical Power Engineering\u003C\u002Fp>\n\n\u003Cp>Technical Diploma in Maintenance Management\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nOther programmes\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nKunsthåndværker, bach Art and design, bachelor\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bachelor of Design\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003C\u002Fh2>\n\n\u003Ch2>Appendix 3\u003C\u002Fh2>\n\n\u003Ch2>List of Bachelor’s degrees and Academy Profession (AP) degrees in the\ncommercial and clerical area and the laboratory area\u003C\u002Fh2>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nBachelor’s degrees requiring an Academy Profession degree, and Bachelor’s\ndegrees (MVU level)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nBachelor of International Sales and Marketing Management\u003C\u002Fp>\n\n\u003Cp>Bachelor of Chemical and Biotechnical Food and Process Technology\u003C\u002Fp>\n\n\u003Cp>Bachelor of Software Development\u003C\u002Fp>\n\n\u003Cp>Bachelor of Web Development\u003C\u002Fp>\n\n\u003Cp>Bachelor of Design and Business\u003C\u002Fp>\n\n\u003Cp>Bachelor of digital Concept Development\u003C\u002Fp>\n\n\u003Cp>Bachelor of Export and Technology Management\u003C\u002Fp>\n\n\u003Cp>Bachelor of Business Economics and Information Technology\u003C\u002Fp>\n\n\u003Cp>Bachelor of Process Economics and Value Chain Management\u003C\u002Fp>\n\n\u003Cp>Bachelor of Animation\u003C\u002Fp>\n\n\u003Cp>Bachelor of Communication\u003C\u002Fp>\n\n\u003Cp>Bachelor of Foreign Languages and Digital Market Communication\u003C\u002Fp>\n\n\u003Cp>Bachelor of Graphic Communication\u003C\u002Fp>\n\n\u003Cp>Bachelor of Dairy Technology\u003C\u002Fp>\n\n\u003Cp>Bachelor of Biomedical Laboratory Analysis\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nDiplomas\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nDiploma in Information Technology\u003C\u002Fp>\n\n\u003Cp>Diploma in Business Language – Part 1\u003C\u002Fp>\n\n\u003Cp>Diploma in Business Language – Part 2\u003C\u002Fp>\n\n\u003Cp>Diploma in Information Seeking and Knowledge-Organising Systems\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003C\u002Fh2>\n\n\u003Ch2>Appendix 4\u003C\u002Fh2>\n\n\u003Ch2>Professional titles\u003C\u002Fh2>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nThe Agreement parties have updated the following professional titles in clause\n1 (1)\u003C\u002Fp>\n\n\u003Cp>Collective Agreement for Salaried Employees in Industry 2012-2014\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse;border:none\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:18.95pt\">\n      \u003Ctd width=\"203\" valign=\"top\" style=\"width:151.9pt;border:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.95pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Georgia",serif\">Existing\n        title\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"227\" valign=\"top\" style=\"width:170.15pt;border:solid windowtext 1.0pt;   border-left:none;padding:0cm .5pt 0cm .5pt;height:18.95pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">New\n        title\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:162.7pt\">\n      \u003Ctd width=\"203\" style=\"width:151.9pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:162.7pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:2.0pt\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">Clause 1\n        (1):\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">Technical\n        assistant\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">Draughtsman\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">Mechanical\n        technical engineer Quality and measurement technical engineer\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">Chemical\n        technical engineer Food technologist\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">Plumbing,\n        heating and ventilation technical engineer ventilation\n        contractor\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">Electronics\n        technical engineer\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"227\" valign=\"bottom\" style=\"width:170.15pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:162.7pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:30.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">Technical\n        designer\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-bottom:12.0pt;text-indent:30.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">Technical\n        designer r            Production technologist\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-top:0cm;margin-right:0cm;margin-bottom:12.0pt;   margin-left:30.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Georgia",serif\">Production\n        technologist Process Technologist Process Technologist\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-top:0cm;margin-right:0cm;margin-bottom:12.0pt;   margin-left:30.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Georgia",serif\">Plumbing,\n        heating and\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-top:0cm;margin-right:0cm;margin-bottom:12.0pt;   margin-left:30.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Georgia",serif\">IT-technologist,\n        electronics\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:49.45pt\">\n      \u003Ctd width=\"203\" style=\"width:151.9pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:49.45pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Georgia",serif\">Clause\n        1 (2\u003C\u002Fspan>\u003C\u002Fb>\u003Cspan lang=\"EN-US\" style=\"font-size:   11.0pt;font-family:"Georgia",serif\">)\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">Holder of\n        a diploma in computer science\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"227\" valign=\"bottom\" style=\"width:170.15pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:49.45pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:30.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">Holder of\n        a diploma in computer science\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:24.7pt\">\n      \u003Ctd width=\"429\" colspan=\"2\" style=\"width:322.05pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm .5pt 0cm .5pt;height:24.7pt\">\u003Cp class=\"MsoNormal\">\u003Ci>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Georgia",serif\">Agreement\n        for Salaried Employees in Industry 2014-2017\u003C\u002Fspan>\u003C\u002Fi>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:24.5pt\">\n      \u003Ctd width=\"429\" colspan=\"2\" style=\"width:322.05pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm .5pt 0cm .5pt;height:24.5pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Georgia",serif\">Appendix\n        2:\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:49.45pt\">\n      \u003Ctd width=\"203\" style=\"width:151.9pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:49.45pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Georgia",serif\">Existing\n        title                          \u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:97%\">\u003Cspan lang=\"EN-US\" style=\"font-size:   11.0pt;line-height:97%;font-family:"Georgia",serif\">Professional\n        bachelor of             \u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">e-concept\n        development               \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"227\" style=\"width:170.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:49.45pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Georgia",serif\">New\n        title\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">professional\n        bachelor of digital concept development\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:19.45pt\">\n      \u003Ctd width=\"203\" valign=\"bottom\" style=\"width:151.9pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm .5pt 0cm .5pt;height:19.45pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">The 3-year\n        art and design        \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"227\" valign=\"bottom\" style=\"width:170.15pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:19.45pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">Art and\n        design, bachelor\u003C\u002Fspan>\u003C\u002Fp>\n      \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>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\neducation\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse;border:none\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:19.2pt\">\n      \u003Ctd width=\"463\" colspan=\"2\" valign=\"top\" style=\"width:347.05pt;border:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:19.2pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Georgia",serif\">Appendix\n        3:\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:49.2pt\">\n      \u003Ctd width=\"226\" style=\"width:169.85pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:49.2pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Georgia",serif\">Existing\n        title\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">Professional\n        bachelor of e-concept development\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"236\" style=\"width:177.2pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:49.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:7.0pt\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">New\n        title\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-left:7.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">Professional\n        bachelor of digital concept development\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:45.7pt\">\n      \u003Ctd width=\"226\" style=\"width:169.85pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:45.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">Professional\n        bachelor of economics and IT\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"236\" style=\"width:177.2pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:45.7pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:7.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">Professional\n        bachelor of economics and information technology\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:25.2pt\">\n      \u003Ctd width=\"463\" colspan=\"2\" style=\"width:347.05pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm .5pt 0cm .5pt;height:25.2pt\">\u003Cp class=\"MsoNormal\">\u003Ci>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Georgia",serif\">Agreement\n        for Salaried Employees in Industry 2020-2023\u003C\u002Fspan>\u003C\u002Fi>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:25.2pt\">\n      \u003Ctd width=\"226\" style=\"width:169.85pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:25.2pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Georgia",serif\">Appendix\n        2:\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"236\" valign=\"top\" style=\"width:177.2pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:25.2pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:62.65pt\">\n      \u003Ctd width=\"226\" style=\"width:169.85pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:62.65pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Georgia",serif\">Existing\n        title\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">Bachelor\n        of Chemical and Biotechnical Food and Process Technology\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"236\" valign=\"top\" style=\"width:177.2pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:62.65pt\">\u003Cp class=\"MsoNormal\" style=\"margin-top:6.0pt;margin-right:0cm;margin-bottom:   0cm;margin-left:7.0pt;margin-bottom:.0001pt\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">New\n        title\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-left:7.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">Professional\n        bachelor of lab and food technology\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:25.9pt\">\n      \u003Ctd width=\"226\" style=\"width:169.85pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:25.9pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Georgia",serif\">Appendix\n        3:\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"236\" valign=\"top\" style=\"width:177.2pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:25.9pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:63.1pt\">\n      \u003Ctd width=\"226\" style=\"width:169.85pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:63.1pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Georgia",serif\">Existing\n        title\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">Bachelor\n        of Chemical and Biotechnical Food and Process Technology\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"236\" valign=\"top\" style=\"width:177.2pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:63.1pt\">\u003Cp class=\"MsoNormal\" style=\"margin-top:6.0pt;margin-right:0cm;margin-bottom:   0cm;margin-left:7.0pt;margin-bottom:.0001pt\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">New\n        title\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-left:7.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">Professional\n        bachelor of lab and food technology\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:25.2pt\">\n      \u003Ctd width=\"463\" colspan=\"2\" style=\"width:347.05pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm .5pt 0cm .5pt;height:25.2pt\">\u003Cp class=\"MsoNormal\">\u003Ci>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Georgia",serif\">The\n        Agreement for Salaried Employees in Industry 2020-2023\u003C\u002Fspan>\u003C\u002Fi>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:24.5pt\">\n      \u003Ctd width=\"226\" style=\"width:169.85pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:24.5pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Georgia",serif\">Existing\n        title\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"236\" style=\"width:177.2pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:24.5pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:43.0pt\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">New\n        title\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:24.0pt\">\n      \u003Ctd width=\"226\" style=\"width:169.85pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:24.0pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Georgia",serif\">Clause\n        1 (2)\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"236\" valign=\"top\" style=\"width:177.2pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:24.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:36.95pt\">\n      \u003Ctd width=\"226\" style=\"width:169.85pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:36.95pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">IT\n        Assistant\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:97%\">\u003Cspan lang=\"EN-US\" style=\"font-size:   11.0pt;line-height:97%;font-family:"Georgia",serif\">Environment\n        Technician\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"236\" style=\"width:177.2pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:36.95pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:43.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">Expired\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-indent:43.0pt;line-height:97%\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;line-height:97%;font-family:"Georgia",serif\">Environment\n        Technologist\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:32.65pt\">\n      \u003Ctd width=\"226\" valign=\"bottom\" style=\"width:169.85pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm .5pt 0cm .5pt;height:32.65pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Georgia",serif\">Appendix\n        2\u003C\u002Fspan>\u003C\u002Fb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;   font-family:"Georgia",serif\">:\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:97%\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;line-height:97%;font-family:"Georgia",serif\">Existing\n        title\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"236\" valign=\"bottom\" style=\"width:177.2pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:32.65pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:43.0pt\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">New\n        title\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:30.5pt\">\n      \u003Ctd width=\"226\" valign=\"top\" style=\"width:169.85pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm .5pt 0cm .5pt;height:30.5pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Other\">\u003Cspan lang=\"en-NL\">Bachelor of Media and Sono Communication\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"236\" valign=\"top\" style=\"width:177.2pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:30.5pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:0cm;text-indent:14.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"en-NL\">Bachelor of Sound\n        Design\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:31.7pt\">\n      \u003Ctd width=\"226\" valign=\"bottom\" style=\"width:169.85pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm .5pt 0cm .5pt;height:31.7pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Other\">\u003Cb>\u003Cspan lang=\"en-NL\">Appendix 3 Existing title\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"236\" valign=\"bottom\" style=\"width:177.2pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:31.7pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:0cm;text-indent:50.0pt\">\u003Cspan class=\"Other\">\u003Cb>\u003Cspan lang=\"en-NL\">New title\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:47.8pt\">\n      \u003Ctd width=\"226\" valign=\"top\" style=\"width:169.85pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm .5pt 0cm .5pt;height:47.8pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Other\">\u003Cspan lang=\"en-NL\">Bachelor of business Language\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Other0\" style=\"margin-bottom:0cm;line-height:97%\">\u003Cspan class=\"Other\">\u003Cspan lang=\"en-NL\">and IT-based Market\n        Communication\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"236\" valign=\"top\" style=\"width:177.2pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:47.8pt\">\u003Cp class=\"Other0\" style=\"margin-bottom:0cm;line-height:97%\">\u003Cspan class=\"Other\">\u003Cspan lang=\"en-NL\">  Bachelor of Foreign Languages and\n        Digital Market\u003C\u002Fspan>\u003C\u002Fspan>\u003Cspan lang=\"en-NL\">\u003Cspan class=\"Other\">Communication\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Cp>Reference is also made to protocol on update of professional titles in the\nAgreement for Salaried Employees in Industry clause 1 in the Industrial\nOrganisation Agreements.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nNote\u003C\u002Fp>\n\n\u003Cp>The listed titles are translations corresponding to the titles used in the\nrelevant training regulations. In some cases, the name may have been added from\nthe Education Guide on ug.dk.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003C\u002Fh2>\n\n\u003Ch2>\u003Cbr>\nAppendix 5\u003C\u002Fh2>\n\n\u003Ch2>Protocol on the scope of the Agreement\u003C\u002Fh2>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nCar dealers\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe parties to the Agreement agree that the Collective Agreement for Salaried\nEmployees in Industry shall not cover people employed by car dealers whose\nduties primarily comprise negotiations concerning and conclusion of agreements\nfor purchases and sales of cars and performance of the associated\nadministrative tasks.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nPersons employed in shops\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe parties to the Agreement agree that persons employed in shops shall be\nsubject to the provisions in force from time to time concerning working time\nfor persons employed in shops, minimum pay for young people under 18 and\nminimum pay according to the National Agreement between DH&S (Danish\nCommerce and Services) and HK (National Union for Commercial and Clerical\nEmployees) for persons employed in shops in addition to the provisions of the\nCollective Agreement for Salaried Employees in Industry made between the\nparties.\u003C\u002Fp>\n\n\u003Cp>If the National Agreement between DH&S and HK ceases to apply because of\na conflict, persons employed in shops which are members of DIO I shall remain\ncovered by the provisions in force until the beginning of the conflict, cf.\nabove, until a new agreement is made between\u002Fcomprising the parties to the\nconflict.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nEducation within digital media\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Education covered by the trade committee for digital media shall be\ncomprised by the provisions relating to apprentices of this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nFreelance employees\u002Fshort-time employees\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The parties agree that short-time employees who for tax purposes are\nconsidered to be employees shall be covered by this Agreement if they meet the\nconditions for this – irrespective of their designation as freelance\nemployees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003C\u002Fh2>\n\n\u003Ch2>\u003Cbr>\nAppendix 6\u003C\u002Fh2>\n\n\u003Ch2>Protocol on travelling allowance for apprentices\u003C\u002Fh2>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n1.The company shall pay the apprentice's travelling costs if the total distance\nto\u002Ffrom the school is 20 km or more. The total distance to\u002Ffrom the school is\ndefined as the shortest way from the residence\u002Flodgings or place of practical\ntraining to the school and back to the residence\u002Flodgings or place of practical\ntraining.\u003C\u002Fp>\n\n\u003Cp>2.It is a condition of the payment of allowance that it is not possible for\nthe apprentice to receive instruction at a school nearer the apprentice's\nresidence or place of apprenticeship than the school which the apprentice is\nattending.\u003C\u002Fp>\n\n\u003Cp>3.The free choice of school is mentioned in the Danish Vocational Education\nand Training Act. In those cases where the apprentice attends, at the request\nof the company, a vocational school for which the public authorities grant no\ntravelling allowance, the employer shall pay the travelling costs.\u003C\u002Fp>\n\n\u003Cp>4.The apprentice shall to the widest possible extent use public means of\ntransport. If the use of such public means of transport will cause unreasonable\ninconvenience to the apprentice in question, he\u002Fshe may use his\u002Fher own means\nof transport, subject, however, to the employer's prior approval in each\nparticular case.\u003C\u002Fp>\n\n\u003Cp>5.Where public means of transport are used, the expenses actually incurred\nshall be reimbursed. Subject to the employer's prior approval, transportation\nshall take place in the least expensive and most expedient manner having regard\nto local circumstances, and wherever possible the apprentice shall use season\ntickets, travel cards or the like.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n6. If the apprentice uses his\u002Fher own means of transport, cf. subclause (4), a\ntravelling allowance shall be paid as follows:\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:12.95pt\">\n      \u003Ctd width=\"75\" valign=\"bottom\" style=\"width:56.4pt;padding:0cm .5pt 0cm .5pt;   height:12.95pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Georgia",serif\">1.3.2023\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\" valign=\"bottom\" style=\"width:54.7pt;padding:0cm .5pt 0cm .5pt;   height:12.95pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">DKK\n        1.18\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:12.5pt\">\n      \u003Ctd width=\"75\" valign=\"bottom\" style=\"width:56.4pt;padding:0cm .5pt 0cm .5pt;   height:12.5pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Georgia",serif\">1.3.2024\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\" valign=\"bottom\" style=\"width:54.7pt;padding:0cm .5pt 0cm .5pt;   height:12.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Georgia",serif\">DKK\n        1.23\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>per km driven if the total distance to\u002Ffrom the school is 20 km or more.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n7.Apprentices staying at lodgings different from their residence shall be\nreimbursed for the costs of travelling to and from such lodgings and the cost\nof travelling between the lodgings and the usual residence in connection with\nweekends, Easter and Christmas holidays if the condition concerning distance\nset out in paragraph (1) is met. The provisions concerning a travelling\nallowance under that paragraph shall apply correspondingly.\u003C\u002Fp>\n\n\u003Cp>8.Where travelling between several departments of a school is necessary on\nthe same day, an allowance shall be paid irrespective of the provisions\nconcerning distance set out in paragraph (1).\u003C\u002Fp>\n\n\u003Cp>9.AUB shall pay the expenditure for school stays laid down in the annual\nnational budgets:\u003C\u002Fp>\n\n\u003Cp>a.If the student is ordered to attend school pursuant to the current rules\non a free choice of school.\u003C\u002Fp>\n\n\u003Cp>b.If the student’s school attendance can only take place at a school that\ninvolves boarding with payment pursuant to the rate (2020 level: DKK 542\u002Fweek)\nas laid down in the annual national budgets\u003C\u002Fp>\n\n\u003Cp>Refer to clause 3 on kilometre allowance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The company shall pay all expenses for training at school of adult\napprentices, including any supplementary training outside the company, and for\nthe apprenticeship test.\u003C\u002Fp>\n\n\u003Cp>10.Any disagreement concerning this Agreement may be dealt with by the\norganisations in accordance with the rules for handling industrial\ndisagreements.\u003C\u002Fp>\n\n\u003Cp>11.This agreement is subject to the condition that reimbursement can be\nobtained under the current Danish Employers' Reimbursement System Act to cover\nin whole or in part the expenses paid by the companies, except, however, those\nset out in subclause (3).\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nNote\u003C\u002Fp>\n\n\u003Cp>If the legislation on payment for school stays changes, please refer to the\nlast paragraph of the Organisational Agreement from April 2014: \"The main\norganisations' text of the decentralised collective agreements on school\nstays.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003C\u002Fh2>\n\n\u003Ch2>\u003Cbr>\nAppendix 7\u003C\u002Fh2>\n\n\u003Ch2>Protocol on the posting of apprentices\u002Ftrainees\u003C\u002Fh2>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nOn any posting of apprentices\u002Ftrainees abroad as part of their training the\nDanish company shall be responsible for the training. The company shall cover\nany pay difference up to the agreed pay and any necessary expenses in\nconnection with removal and travel.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003C\u002Fh2>\n\n\u003Ch2>\u003Cbr>\nAppendix 8\u003C\u002Fh2>\n\n\u003Ch2>Protocol on trainee agreements for student laboratory workers\u003C\u002Fh2>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nThe parties to this Agreement recommend that a laboratory trainee agreement be\napplied when an agreement is concluded in accordance with section 2(3) and (5)\nof Executive Order No. 636 of 30 June 2000 on academy profession degrees in the\nlaboratory field, agreement of 30 October 2001.\u003C\u002Fp>\n\n\u003Cp>The trainee agreement is available on www.easj.dk\u002Fpraktikaftale\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003C\u002Fh2>\n\n\u003Ch2>\u003Cbr>\nAppendix 9\u003C\u002Fh2>\n\n\u003Ch2>Protocol on the maternity fund\u003C\u002Fh2>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nFor the purpose of distributing the costs of the maternity scheme among the\ncompanies and branches of Danish industry, DIO I shall establish the Maternity\nFund of Danish Industry (\"Industriens Barselsfond\").\u003C\u002Fp>\n\n\u003Cp>DIO I may enter into an agreement with IndustriPension Holding A\u002FS\nconcerning the administration of the Fund.\u003C\u002Fp>\n\n\u003Cp>The Fund shall receive a contribution fixed by DIO I, the amount of which\nshall be determined having regard to the expected costs of the scheme. The\ncontribution shall be paid by the companies and shall form part of this\nAgreement.\u003C\u002Fp>\n\n\u003Cp>The Maternity Fund of Danish Industry shall reimburse the employers for\ntheir expenses in connection with the above maternity pay scheme.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003C\u002Fh2>\n\n\u003Ch2>Appendix 10\u003C\u002Fh2>\n\n\u003Ch2>Protocol on the dismissal of employees\u003C\u002Fh2>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nFor employees under notice the parties to this Agreement agree to recommend\nthat the company should accept counter-notice of short length in situations\nwhere this will promote the employee's possibility of obtaining other\nemployment.\u003C\u002Fp>\n\n\u003Cp>In addition, the parties to this Agreement agree to recommend that the\ncompanies should meet any request by employees under notice to be released\nduring the period of notice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003C\u002Fh2>\n\n\u003Ch2>\u003Cbr>\nAppendix 11\u003C\u002Fh2>\n\n\u003Ch2>Protocol on the rules for handling industrial disagreements - civil\nhearing\u003C\u002Fh2>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nIf there is still any disagreement between the parties after a conciliation\nmeeting, cf. clause 24\u002Fclause 14, the parties agree that DIO I shall be\ninformed before the employee may decide to hand over the matter to a\nlawyer\u002Ftake out a writ of summons.\u003C\u002Fp>\n\n\u003Cp>Within five working days after receipt of such information, DIO I may\nrequest that the matter be considered at an organisational meeting.\u003C\u002Fp>\n\n\u003Cp>The handing over of the matter to a lawyer\u002Ftaking out of a writ of summons\nshall await the holding of the organisational meeting, which shall take place\nin accordance with clause 24(3)\u002Fclause 14.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003C\u002Fh2>\n\n\u003Ch2>Appendix 12\u003C\u002Fh2>\n\n\u003Ch2>Protocol on competence development\u003C\u002Fh2>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nThe training committee - possibly established as a sub-committee under the\ncooperation committee - may as such deal with: \u003C\u002Fp>\n\n\u003Cp>Identification of training needs\u003C\u002Fp>\n\n\u003Cp>Preparation of guidelines for, for example:\u003C\u002Fp>\n\n\u003Cp>•Performance reviews\u002Fprogress reviews\u002F\u003C\u002Fp>\n\n\u003Cp>•Job descriptions\u003C\u002Fp>\n\n\u003Cp>•Interview study\u003C\u002Fp>\n\n\u003Cp>•Questionnaire study\u003C\u002Fp>\n\n\u003Cp>•Analyses of the company's qualification needs and employee competences\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nFor the identification of training needs, analysis tools such as the SUM\nanalysis tool (Strategic Development of Employees) or external consulting\nassistance may be used.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIdentification of training needs\u003C\u002Fp>\n\n\u003Cp>Continuous information gathering about current training possibilities:\u003C\u002Fp>\n\n\u003Cp>•Courses offered by public and private course organisers\u003C\u002Fp>\n\n\u003Cp>•Training activities initiated by the company\u003C\u002Fp>\n\n\u003Cp>•Individual training possibilities (CD ROM, distance training, etc.)\u003C\u002Fp>\n\n\u003Cp>•Other (conferences, trade fairs, lectures, etc.)\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPreparation of training programmes:\u003C\u002Fp>\n\n\u003Cp>•Identification and coordination of training needs and possibilities\u003C\u002Fp>\n\n\u003Cp>•Planning of training activities and proposals for implementation\u003C\u002Fp>\n\n\u003Cp>•Principles for preparation of training programmes\u003C\u002Fp>\n\n\u003Cp>•Gathering of evaluation results from training activities carried out\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIt is recommended to conduct progress reviews with the individual employee.\u003C\u002Fp>\n\n\u003Cp>The interview shall be followed up with any\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) changes in the training programme, cf. clause 25(2) \u003C\u002Fp>\n\n\u003Cp>(b) changes in job contents, responsibility, qualification requirements and\ndegree of independence.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003C\u002Fh2>\n\n\u003Ch2>Appendix 13\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-remote_work_options\">\u003Ch2>Protocol on tele\u002Fdistance\u002Fhomework\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nDIO I and CO-industri have made the below agreement on\ntele\u002Fdistance\u002Fhomework.\u003C\u002Fp>\n\n\u003Cp>The parties agree that this Agreement implements the framework agreement on\ntelework concluded on 16 July 2002 by UNICE, ETUC, UEAPME and CEEP.\u003C\u002Fp>\n\n\u003Cp>The parties agree that this Agreement replaces the previous Protocol No. 10\nof the Collective Agreement for Salaried Employees in Industry.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.Scope and definitions\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThis Agreement shall apply to tele\u002Fdistance\u002Fhomework, i.e. work performed\noutside the employer's primary or subsidiary place of business, which does not\ncome under the provisions of the Collective Agreement on outwork and travel\nwork.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIn addition, 'telework' shall mean:\u003C\u002Fp>\n\n\u003Cp>Work performed and\u002For organised using information technology within the\nframework of an employment contract or relationship where work, which might as\nwell have been performed at the employer's premises, is carried out away from\nthose premises on a regular basis.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nFurthermore, 'distance and homework' shall mean:\u003C\u002Fp>\n\n\u003Cp>Work performed away from the company, which might as well have been\nperformed at the employer's premises, without using information technology.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.Voluntary character\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTele\u002Fdistance\u002Fhomework shall be voluntary for both the employee and the\nemployer concerned. Tele\u002Fdistance\u002Fhomeworking may be required as part of the\nemployee's initial job description, or the employee may subsequently be engaged\nin tele\u002Fdistance\u002Fhome- working as a voluntary arrangement.\u003C\u002Fp>\n\n\u003Cp>Agreements on tele\u002Fdistance\u002Fhomework shall be made in writing and in\ncompliance with the rules in force from time to time on the employer's\nobligation to inform the employee of the terms of the employment relationship\nas prescribed in the Agreement.\u003C\u002Fp>\n\n\u003Cp>It is recommended to use the supplement to the employment contract drawn up\nby the parties to the Collective Agreement. At the same time, reference is made\nto the guide prepared by the parties to the Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>If tele\u002Fdistance\u002Fhomeworking is not part of the initial job description, the\ndecision to opt for tele\u002Fdistance\u002Fhomeworking is reversible by an agreement in\nwriting between the employee and the employer or by local agreement. The\nreversibility may imply returning to work at the employer's premises at the\nemployee's or at the employer's request. The specific terms of such return\nshall be laid down in the aforesaid written agreement and\u002For by local\nagreement.\u003C\u002Fp>\n\n\u003Cp>If an employee refuses to opt for tele\u002Fdistance\u002Fhomework, this shall not in\nitself be a reason for terminating the employment relationship or changing the\nterms and conditions of employment of the employee concerned.\u003C\u002Fp>\n\n\u003Cp>The shop steward(s) shall be kept as fully informed of any dismissals of\ntele\u002Fdistance\u002Fhomeworkers as possible in accordance with the provisions thereon\nof this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3.Working and employment conditions\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nEmployees engaged to do tele\u002Fdistance\u002Fhomework shall be covered on the whole by\nthis Agreement and any relevant local agreements and customs, etc. in force\nfrom time to time at the company where they are employed.\u003C\u002Fp>\n\n\u003Cp>As a consequence thereof, attention is called in the following to a number\nof conditions of special relevance for employees employed to do\ntele\u002Fdistance\u002Fhomework:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nCollective rights\u003C\u002Fp>\n\n\u003Cp>Tele\u002Fdistance\u002Fhomeworkers have the same collective rights as employees\nworking at the employer's premises, for which reason no obstacles shall be put\nto the communication between those employees and the employee representatives\nelected at the company concerned, including the shop steward(s), the safety\nrepresentative(s), etc.\u003C\u002Fp>\n\n\u003Cp>Thus, the tele\u002Fdistance\u002Fhomeworker's employment contract shall establish to\nwhich of the employer's companies, if there is more than one, the employee is\nattached for the purpose of exercising his\u002Fher rights.\u003C\u002Fp>\n\n\u003Cp>Tele\u002Fdistance\u002Fhomeworkers shall both be eligible for election and have the\nright to vote in the election of shop steward(s), safety representative(s) and\nemployee representatives on the board of directors, etc. according to\ncollective agreement and\u002For practice as well as Danish and international\nlegislation.\u003C\u002Fp>\n\n\u003Cp>Tele\u002Fdistance\u002Fhomeworkers shall be included in any calculations for\ndetermining thresholds for the establishment of bodies with employee\nrepresentation in accordance with collective agreement and\u002For practice and with\nDanish and international legislation.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nDetermining working time\u003C\u002Fp>\n\n\u003Cp>The working time of tele\u002Fdistance\u002Fhomeworkers may be determined by agreement\nby either the company and\u002For the employee himself\u002Fherself.\u003C\u002Fp>\n\n\u003Cp>In cases where the employee's working time has been determined by the\ncompany for performance of the work within a specified period, the general\nrules of the Collective Agreement concerning the placement of working time,\novertime, etc., including payment of premiums and allowances, shall apply.\u003C\u002Fp>\n\n\u003Cp>Where the employee determines the placement of working time, no separate\ninconvenience allowance, including overtime pay, shall be paid, except in\nspecific cases where the company instructs the employee to perform the work at\na specified time.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nNotice of tele\u002Fdistance\u002Fhomework\u003C\u002Fp>\n\n\u003Cp>If tele\u002Fdistance\u002Fhomeworking is not part of the initial job description, a\nshorter notice may be determined by local agreement which deviates from the\ncurrent individual notice of the tele\u002Fdistance\u002Fhomeworker in connection with\nany transition to tele\u002Fdistance\u002Fhomework. The same shall apply in connection\nwith the employee's return to working at the employer's premises.\u003C\u002Fp>\n\n\u003Cp>If the employee concerned is engaged to do tele\u002Fdistance\u002Fhomework, a shorter\nnotice may be determined by local agreement which deviates from the current\nindividual notice of that employee in connection with any transition to working\nat the employer's premises.\u003C\u002Fp>\n\n\u003Cp>Such agreed deviations from notice periods shall be stated in the individual\nemployee's employment contract.\u003C\u002Fp>\n\n\u003Cp>The above section on shorter notice shall apply to employees covered by the\nCollective Agreement for Salaried Employees in Industry, unless a change of\nlocation of the workstation constitutes a significant change of terms.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes_remote\">\nTraining\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tele\u002Fdistance\u002Fhomeworkers shall receive appropriate training in the use of\nthe equipment made available and in the special conditions characterising this\nform of organisation of the work. The tele\u002Fdistance\u002Fhomeworker's supervisor and\nhis\u002Fher direct colleagues may also need training for this form of work and its\nmanagement.\u003C\u002Fp>\n\n\u003Cp>Tele\u002Fdistance\u002Fhomeworkers shall have the same access to training and career\ndevelopment opportunities as comparable employees at the employer's premises,\nand they shall be subject to the same appraisal policies as these other\nemployees.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nMeetings and information\u003C\u002Fp>\n\n\u003Cp>The employer shall ensure that measures are taken with a view to preventing\ntele\u002Fdistance\u002Fhomeworkers from being isolated from the rest of the working\ncommunity at the company, such as giving them the opportunity to meet with\ncolleagues on a regular basis and access to information about the company.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n4.Equipment\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe company cannot without agreement with the other party put the employee to\nany expense in connection with the establishment and operation of the\nworkstation for tele\u002Fdistance\u002Fhomework.\u003C\u002Fp>\n\n\u003Cp>The specific terms in this connection shall be established before the\ntele\u002Fdistance\u002Fhomework is commenced, and it shall also appear either from the\nemployee's employment contract or from a separate agreement.\u003C\u002Fp>\n\n\u003Cp>Where tele\u002Fdistance\u002Fhomework is performed on a regular basis the employer\nshall compensate or cover all costs directly caused by the work, including in\nparticular those relating to communication.\u003C\u002Fp>\n\n\u003Cp>In accordance with the general principles of tort liability the employer\nshall cover all costs incurred in connection with any damage to the equipment\nand data used by the tele\u002Fdistance\u002Fhomeworker and any other financial losses\nresulting therefrom.\u003C\u002Fp>\n\n\u003Cp>The employer shall provide the tele\u002Fdistance\u002Fhomeworker with a suitable\ntechnical support facility.\u003C\u002Fp>\n\n\u003Cp>The tele\u002Fdistance\u002Fhomeworker shall take the necessary care of the equipment\nthat has been made available to him\u002Fher and not collect or distribute any\nillegal material on the Internet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n5.Data protection\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe employer is responsible for taking appropriate measures, particularly in\nconnection with software, with a view to ensuring protection of the data the\ntele\u002Fdistance\u002Fhomeworker uses and processes in connection with his\u002Fher work.\u003C\u002Fp>\n\n\u003Cp>The employer shall inform the tele\u002Fdistance\u002Fhomeworker of any relevant\nlegislation and of the data protection rules of the company. It is the\ntele\u002Fdistance\u002Fhomeworker's responsibility to comply with these rules.\u003C\u002Fp>\n\n\u003Cp>The employer shall inform the tele\u002Fdistance\u002Fhomeworker in particular of:\u003C\u002Fp>\n\n\u003Cp>•any restrictions on the use of IT equipment or tools such as the\nInternet, and\u003C\u002Fp>\n\n\u003Cp>•any sanctions in the case of non-compliance.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n6.Privacy\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe employer shall respect the tele\u002Fdistance\u002Fhomeworker's right to privacy.\u003C\u002Fp>\n\n\u003Cp>If any kind of monitoring system is established it shall be commensurate\nwith the objective thereof and be introduced in accordance with Executive Order\nNo. 1108 of 15 December 1992 issued by the Danish Working Environment Authority\non work with display screen equipment.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n7.Health and safety\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe employer shall be responsible for the protection of the health and safety\nof the tele\u002Fdistance\u002Fhomeworker in accordance with the Danish working\nenvironment legislation.\u003C\u002Fp>\n\n\u003Cp>The employer shall inform the tele\u002Fdistance\u002Fhomeworker of the policy of the\ncompany on health and safety at work. The tele\u002Fdistance\u002Fhomeworker shall be\nunder an obligation to apply such policy correctly.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In order to verify that the provisions on health and safety are correctly\napplied the employer, employee representatives and\u002For relevant authorities\nshall have access to the tele\u002Fdistance\u002Fhomeworker's workstation within the\nframework of national legislation and collective agreements. If the\ntele\u002Fdistance\u002Fhomeworker works at home, such access shall be subject to prior\nnotification and the acceptance of the employee concerned. The\ntele\u002Fdistance\u002Fhomeworker shall be entitled to request inspection visits.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n8.Coming into force\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThis Protocol shall come into force on 16 July 2005.\u003C\u002Fp>\n\n\u003Cp>Any disagreement concerning the interpretation of the Protocol shall be\nconsidered according to the rules laid down in this Agreement for handling\nindustrial disagreements.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nNote\u003C\u002Fp>\n\n\u003Cp>The parties agree that the Protocol may be deviated from by local agreement\nin accordance with the provisions of the Industrial Agreement and the\nCollective Agreement for Salaried Employees in Industry. Such agreements shall,\nwhether concluded prior to the Protocol coming into force or subsequently,\nrespect the contents of the Protocol as a whole.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nCopenhagen 2005\u003C\u002Fp>\n\n\u003Cp>For DIO I\u003C\u002Fp>\n\n\u003Cp>For CO-industri\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003C\u002Fh2>\n\n\u003Ch2>Appendix 14\u003C\u002Fh2>\n\n\u003Ch2>Protocol on the EU Directive on mobile road transport activities\u003C\u002Fh2>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nDIO I and CO-industri have made the below agreement with a view to implementing\nCouncil Directive 2002\u002F15\u002FEC on the organisation of the working time of persons\nperforming mobile road transport activities.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nArt. 1. Purpose\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe purpose of this Agreement is to lay down rules on the organisation of the\nworking time of persons performing mobile road transport activities to improve\nthe protection of the health and safety of the persons involved and to improve\nthe safety of transport and further align the conditions of competition.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nArt. 2. Scope\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe agreement shall apply to all employees employed by companies covered by\nthis Collective Agreement and engaged in road transport activities covered by\nCouncil Directive (EEC) No. 3820\u002F85 or the AETR Agreement.\u003C\u002Fp>\n\n\u003Cp>For excepted road transport activities, see Article 4 of Council Directive\n(EEC) No. 3820\u002F85.\u003C\u002Fp>\n\n\u003Cp>To the extent this Organisation Agreement contains more specific provisions\non mobile workers in road transport, it shall take precedence of the relevant\nprovisions of Directive 93\u002F104\u002FEC that are implemented in this Agreement\nthrough Appendix 10.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nArt. 3. Definitions\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nFor the purposes of this Agreement:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n(a)working time shall mean:\u003C\u002Fp>\n\n\u003Cp>the time during which the mobile worker is at his\u002Fher workstation, at the\ndisposal of the employer and exercising his\u002Fher functions or activities, that\nis to say the time taken to perform any road transport activities and the\nperiods deemed to be working time under the Agreement, including for example\nwaiting time in connection with loading and unloading.\u003C\u002Fp>\n\n\u003Cp>The break times referred to in Article 5, the rest times referred to in\nArticle 6 and the periods of availability referred to in (b) of this Article,\nshall be excluded from working time unless otherwise agreed.\u003C\u002Fp>\n\n\u003Cp>(b)periods of availability shall mean:\u003C\u002Fp>\n\n\u003Cp>Periods other than those relating to break times and rest times during which\nthe mobile worker is not required to remain at his\u002Fher workstation, but must be\navailable to answer any calls to start or resume driving or to carry out other\nwork. In particular such periods of availability shall include periods during\nwhich the mobile worker is accompanying a vehicle being transported by\nferryboat or by train as well as periods of waiting at frontiers and those due\nto traffic prohibitions.\u003C\u002Fp>\n\n\u003Cp>In order to regard periods as periods of availability their placement and\ntheir foreseeable duration shall be known in advance by the mobile worker, that\nis to say either before departure or just before the actual start of the period\nin question.\u003C\u002Fp>\n\n\u003Cp>For mobile workers driving in a team, the time spent sitting next to the\ndriver or on the couchette while the vehicle is in motion shall be periods of\navailability.\u003C\u002Fp>\n\n\u003Cp>(c)workstation shall mean:\u003C\u002Fp>\n\n\u003Cp>•the location of the main place of business of the undertaking for which\nthe person performing mobile road transport activities carries out duties,\ntogether with its various subsidiary places of business, regardless of whether\nthey are located in the same place as its head office or main place of\nbusiness,\u003C\u002Fp>\n\n\u003Cp>•the vehicle which the employee performing mobile road transport\nactivities uses when he\u002Fshe carries out duties, and\u003C\u002Fp>\n\n\u003Cp>•any other place in which activities connected with transportation are\ncarried out.\u003C\u002Fp>\n\n\u003Cp>(d)mobile worker shall mean:\u003C\u002Fp>\n\n\u003Cp>any employee forming part of the travelling staff, including trainees , who\nare in the service of an undertaking which operates transport services for\npassengers or goods by road for hire or reward or on its own account.\u003C\u002Fp>\n\n\u003Cp>(e)person performing mobile road transport activities shall mean:\u003C\u002Fp>\n\n\u003Cp>any mobile worker or self-employed driver who performs such activities.\u003C\u002Fp>\n\n\u003Cp>(f)week shall mean:\u003C\u002Fp>\n\n\u003Cp>the period between 00.00 hours on Monday and 24.00 hours on Sunday.\u003C\u002Fp>\n\n\u003Cp>(g)night time shall mean:\u003C\u002Fp>\n\n\u003Cp>the period between 00.00 hours and 05.00 hours.\u003C\u002Fp>\n\n\u003Cp>(h)night work shall mean:\u003C\u002Fp>\n\n\u003Cp>any work performed during night time.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nArt. 4. Maximum weekly working time\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe average weekly working time, including overtime, may not exceed 48 hours.\nHowever, the maximum weekly working time may be extended to 60 hours only if,\nover six months, an average of 48 \u003Cbr>\nhours a week is not exceeded.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Where the mobile worker performs work for different employers the work\nperformed for other employers shall be included when calculating the working\nweek.\u003C\u002Fp>\n\n\u003Cp>Where the mobile worker performs work for different employers the employer\nshall ask the mobile worker concerned in writing for an account of time worked\nfor another employer. The mobile worker shall provide such information in\nwriting.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nArt. 5. Breaks\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe placement of one or more breaks shall be determined locally. Working time\nshall be interrupted by a break of at least thirty minutes, if working hours\ntotal between six and nine hours, and of at least forty-five minutes, if\nworking hours total more than nine hours. Breaks of at least thirty or\nforty-five minutes may be subdivided into breaks of at least fifteen minutes\neach.\u003C\u002Fp>\n\n\u003Cp>The provisions of Regulation (EEC) No. 3820\u002F85 and the AETR Agreement shall\nalso apply.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nArt. 6. Rest periods\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe provisions on rest periods of Regulation (EEC) No. 3820\u002F85 or, failing\nthat, of the AETR Agreement shall apply to anyone who is covered by this\nOrganisation Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nArt. 7. Night work\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIf night work is performed, the daily working time shall not exceed ten hours\nin each twenty-four hour period.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nArt. 8. Coming into force\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThis Organisation Agreement came into force on 23 March 2005.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Any disagreement concerning the interpretation of the Organisation Agreement\nshall be considered according to the rules laid down in this Collective\nAgreement for handling industrial disagreements.\u003C\u002Fp>\n\n\u003Cp>Copenhagen May 2005\u003C\u002Fp>\n\n\u003Cp>For DIO I \u003C\u002Fp>\n\n\u003Cp>For CO-industri\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003C\u002Fh2>\n\n\u003Ch2>Appendix 15\u003C\u002Fh2>\n\n\u003Ch2>Protocol on time off to perform union duties\u003C\u002Fh2>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nThe parties agree that DIO I shall recommend to its member companies that\nmembers of the Executive Committee and union committees of the Danish\nAssociation of Professional Technicians, of the sector board and union\ncommittees of HK\u002FIndustry, and the central management of CO-industri shall have\nthe necessary time off to perform these duties. The unions shall notify DIO I\nof any elections that have taken place.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003C\u002Fh2>\n\n\u003Ch2>Appendix 16\u003C\u002Fh2>\n\n\u003Ch2>Implementation of Directive (EU) 2019\u002F1152 of 20 June 2019 on transparent\nand predictable working conditions in the European Union (Working Conditions\nDirective) with Appendices 1 and 2\u003C\u002Fh2>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nDI and CO-industri have entered into the agreement below for the implementation\nof Directive (EU) 2019\u002F1152 of 20 June 2019 on transparent and predictable\nworking conditions in the European Union (Working Conditions Directive).\u003C\u002Fp>\n\n\u003Cp>The parties agree that the agreement and its appendices 1 and 2 (reprinted\nin protocol 52 by OK23) fully implement the Working Conditions Directive in the\nIndustrial Agreement and the Agreement for Salaried Employees in Industry.\u003C\u002Fp>\n\n\u003Cp>It is agreed that the relevant provisions and appendices with employment\ncontracts in the Industrial Agreement and the Agreement for Salaried Employees\nin Industry will be amended in accordance with what has been agreed at the\nearliest opportunity after the entry into force of the agreement.\u003C\u002Fp>\n\n\u003Cp>The Parties agree that industrial agreements muat ensure the overall\nprotection of employees and meet the objectives of the Directive, cf. Article\n1(1). Chapter Three of the Directive is thus deemed to have been implemented in\naccordance with Article 14 of the Directive.\u003C\u002Fp>\n\n\u003Cp>The parties further agree that with this implementation agreement no\ninterpretation has been made of the Industrial Agreement or the Agreement for\nSalaried Employees in Industry.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nClause 1 Scope and subject matter (Article 1 of the Working Conditions\nDirective)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Subclause (1). The aim of the agreement is to improve working conditions by\npromoting more transparent and predictable recruitment while ensuring labour\nmarket adaptability.\u003C\u002Fp>\n\n\u003Cp>Subclause (2). The agreement comprises all employees covered by the\nIndustrial Agreement and the Agreement for Salaried Employees in Industry,\nhowever cf. subclause 3.\u003C\u002Fp>\n\n\u003Cp>Subclause (3). Employees who are covered by the Industrial Agreement and the\nAgreement for Salaried Employees in Industry and who have an employment\nrelationship where their predetermined and actual working hours amount to less\nthan an average of three hours per week in a reference period of four\nconsecutive weeks are not covered by the agreement. Working time at all\nemployers constituting or belonging to the same company, group or entity shall\nbe included in the said three-hour average.\u003C\u002Fp>\n\n\u003Cp>Subclause (4). The exception in Clause 1 (3) of the Agreement does not apply\nto employment relationships where a guaranteed amount of paid work has not been\nfixed in advance before the employment relationship begins.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nClause 2 Definitions of terms used in this Agreement (Article 2 of the Working\nConditions Directive)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a.Work schedule\u003C\u002Fp>\n\n\u003Cp>Plan for determining the times and days at which work begins and ends.\u003C\u002Fp>\n\n\u003Cp>b.Reference hours and days\u003C\u002Fp>\n\n\u003Cp>Time intervals on certain days during which work can take place at the\nrequest of the employer.\u003C\u002Fp>\n\n\u003Cp>c.Work pattern\u003C\u002Fp>\n\n\u003Cp>The way in which working time and its distribution are organized according\nto a pattern laid down by the employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nClause 3 Provision of information (Article 3 of the Working Conditions\nDirective)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employer shall provide each employee with the information required by\nthis Agreement in writing. The information is provided or sent to the employee\nin one or more documents, possibly in electronic form.\u003C\u002Fp>\n\n\u003Cp>If information is provided in electronic form, the employee must be able to\nstore and print the information, and the employer must keep documentation of\ntransmission and receipt.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nClause 4 Obligation to provide information (Article 4 of the Working Conditions\nDirective)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Subclause (1) The employer must provide the employee with information about\nthe most important conditions of the employment relationship. The information\nshall include at least the following information and shall be provided within\nthe following deadlines:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse;border:none\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:24.95pt\">\n      \u003Ctd width=\"69\" valign=\"top\" style=\"width:51.85pt;border:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:24.95pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;font-family:   "Calibri",sans-serif\">Letter\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"214\" valign=\"top\" style=\"width:160.8pt;border:solid windowtext 1.0pt;   border-left:none;padding:0cm .5pt 0cm .5pt;height:24.95pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:23.0pt\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;font-family:"Calibri",sans-serif\">Information\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" valign=\"top\" style=\"width:91.9pt;border:solid windowtext 1.0pt;   border-left:none;padding:0cm .5pt 0cm .5pt;height:24.95pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:7.0pt\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;font-family:"Calibri",sans-serif\">How to\n        give the information?\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"170\" valign=\"top\" style=\"width:127.8pt;border:solid windowtext 1.0pt;   border-left:none;padding:0cm .5pt 0cm .5pt;height:24.95pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;font-family:   "Calibri",sans-serif\">Deadline\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:29.3pt\">\n      \u003Ctd width=\"69\" valign=\"top\" style=\"width:51.85pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm .5pt 0cm .5pt;height:29.3pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;font-family:"Calibri",sans-serif\">A\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"214\" style=\"width:160.8pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:29.3pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:23.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;font-family:"Calibri",sans-serif\">Name\n        and address of employer and employee\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" valign=\"top\" style=\"width:91.9pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:29.3pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:7.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;font-family:"Calibri",sans-serif\">Individually\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"170\" valign=\"top\" style=\"width:127.8pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:29.3pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;font-family:"Calibri",sans-serif\">7\n        calendar days\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:87.35pt\">\n      \u003Ctd width=\"69\" valign=\"top\" style=\"width:51.85pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm .5pt 0cm .5pt;height:87.35pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;font-family:"Calibri",sans-serif\">B\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"214\" style=\"width:160.8pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:87.35pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:23.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;font-family:"Calibri",sans-serif\">The\n        location of the workplace or, in the absence of a fixed place of work\n        or a place where the work is principally carried out, an indication\n        that the employee is employed in different places or is free to\n        determine his place of\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" valign=\"top\" style=\"width:91.9pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:87.35pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:7.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;font-family:"Calibri",sans-serif\">Individually\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"170\" valign=\"top\" style=\"width:127.8pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:87.35pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;font-family:"Calibri",sans-serif\">7\n        calendar days\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:87.35pt\">\n      \u003Ctd width=\"69\" valign=\"top\" style=\"width:51.85pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm .5pt 0cm .5pt;height:87.35pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;font-family:"Calibri",sans-serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"214\" style=\"width:160.8pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:87.35pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:23.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;font-family:"Calibri",sans-serif\">work,\n        and the registered office or the address of the\n        employer.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" valign=\"top\" style=\"width:91.9pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:87.35pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:7.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;font-family:"Calibri",sans-serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"170\" valign=\"top\" style=\"width:127.8pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:87.35pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;font-family:"Calibri",sans-serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:87.35pt\">\n      \u003Ctd width=\"69\" valign=\"top\" style=\"width:51.85pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm .5pt 0cm .5pt;height:87.35pt\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;   font-family:"Calibri",sans-serif\">C\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"214\" style=\"width:160.8pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:87.35pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:23.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;font-family:"Calibri",sans-serif\">Title\n        or job description\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" valign=\"top\" style=\"width:91.9pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:87.35pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:7.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;font-family:"Calibri",sans-serif\">Individually\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"170\" valign=\"top\" style=\"width:127.8pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:87.35pt\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;   font-family:"Calibri",sans-serif\">7\n        calendar days\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:87.35pt\">\n      \u003Ctd width=\"69\" valign=\"top\" style=\"width:51.85pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm .5pt 0cm .5pt;height:87.35pt\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;   font-family:"Calibri",sans-serif\">D\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"214\" style=\"width:160.8pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:87.35pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:23.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;font-family:"Calibri",sans-serif\">The\n        commencement of the employment relationship\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" valign=\"top\" style=\"width:91.9pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:87.35pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:7.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;font-family:"Calibri",sans-serif\">Individually\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"170\" valign=\"top\" style=\"width:127.8pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:87.35pt\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;   font-family:"Calibri",sans-serif\">7\n        calendar days\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:87.35pt\">\n      \u003Ctd width=\"69\" valign=\"top\" style=\"width:51.85pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm .5pt 0cm .5pt;height:87.35pt\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;   font-family:"Calibri",sans-serif\">E\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"214\" style=\"width:160.8pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:87.35pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:23.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;font-family:"Calibri",sans-serif\">Expected\n        duration of the employment relationship, other than open-ended\n        contracts.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" valign=\"top\" style=\"width:91.9pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:87.35pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:7.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;font-family:"Calibri",sans-serif\">Individually\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"170\" valign=\"top\" style=\"width:127.8pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:87.35pt\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;   font-family:"Calibri",sans-serif\">7\n        calendar days\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:87.35pt\">\n      \u003Ctd width=\"69\" valign=\"top\" style=\"width:51.85pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm .5pt 0cm .5pt;height:87.35pt\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;   font-family:"Calibri",sans-serif\">F\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"214\" style=\"width:160.8pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:87.35pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:23.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;font-family:"Calibri",sans-serif\">Temporary\n        agency workers: the identity of user companies as and when\n        known;\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" valign=\"top\" style=\"width:91.9pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:87.35pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:7.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;font-family:"Calibri",sans-serif\">Individually\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"170\" valign=\"top\" style=\"width:127.8pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:87.35pt\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;   font-family:"Calibri",sans-serif\">1\n        month\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:87.35pt\">\n      \u003Ctd width=\"69\" valign=\"top\" style=\"width:51.85pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm .5pt 0cm .5pt;height:87.35pt\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;   font-family:"Calibri",sans-serif\">G\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"214\" style=\"width:160.8pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:87.35pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:23.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;font-family:"Calibri",sans-serif\">Duration\n        and terms of any probationary period\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" valign=\"top\" style=\"width:91.9pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:87.35pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:7.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;font-family:"Calibri",sans-serif\">Can be\n        given by reference to law, collective agreement, etc.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"170\" valign=\"top\" style=\"width:127.8pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:87.35pt\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;   font-family:"Calibri",sans-serif\">7\n        calendar days\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:87.35pt\">\n      \u003Ctd width=\"69\" valign=\"top\" style=\"width:51.85pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm .5pt 0cm .5pt;height:87.35pt\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;   font-family:"Calibri",sans-serif\">H\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"214\" style=\"width:160.8pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:87.35pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:23.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;font-family:"Calibri",sans-serif\">The\n        right to training offered by the employer, if any.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" valign=\"top\" style=\"width:91.9pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:87.35pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:7.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;font-family:"Calibri",sans-serif\">Can be\n        given by reference to law, collective agreement, etc.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"170\" valign=\"top\" style=\"width:127.8pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:87.35pt\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;   font-family:"Calibri",sans-serif\">1\n        month\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:87.35pt\">\n      \u003Ctd width=\"69\" valign=\"top\" style=\"width:51.85pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm .5pt 0cm .5pt;height:87.35pt\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;   font-family:"Calibri",sans-serif\">I\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"214\" style=\"width:160.8pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:87.35pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:23.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;font-family:"Calibri",sans-serif\">Rights\n        of employees regarding paid leave or other paid leave\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" valign=\"top\" style=\"width:91.9pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:87.35pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:7.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;font-family:"Calibri",sans-serif\">Can be\n        given by reference to law, collective agreement, etc.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"170\" valign=\"top\" style=\"width:127.8pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:87.35pt\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;   font-family:"Calibri",sans-serif\">1\n        month\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:87.35pt\">\n      \u003Ctd width=\"69\" valign=\"top\" style=\"width:51.85pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm .5pt 0cm .5pt;height:87.35pt\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;   font-family:"Calibri",sans-serif\">J\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"214\" style=\"width:160.8pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:87.35pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:23.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;font-family:"Calibri",sans-serif\">The\n        duration of notice periods for the employee and the employer or the\n        rules relating thereto.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" valign=\"top\" style=\"width:91.9pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:87.35pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:7.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;font-family:"Calibri",sans-serif\">Can be\n        given by reference to law, collective agreement, etc.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"170\" valign=\"top\" style=\"width:127.8pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:87.35pt\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;   font-family:"Calibri",sans-serif\">1\n        month\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:135.6pt\">\n      \u003Ctd width=\"69\" valign=\"top\" style=\"width:51.85pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm .5pt 0cm .5pt;height:135.6pt\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;   font-family:"Calibri",sans-serif\">K\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"214\" style=\"width:160.8pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:135.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:23.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;font-family:"Calibri",sans-serif\">The\n        current or agreed remuneration to which the employee is entitled at the\n        commencement of employment and allowances and other components of\n        remuneration not included therein, such as pension contributions and\n        any board and lodging. In addition, information must be provided on the\n        dates for payment of wages\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" valign=\"top\" style=\"width:91.9pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:135.6pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:7.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;font-family:"Calibri",sans-serif\">Can be\n        given by reference to law, collective agreement, etc.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"170\" valign=\"top\" style=\"width:127.8pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:135.6pt\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;   font-family:"Calibri",sans-serif\">7\n        calendar days\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:112.8pt\">\n      \u003Ctd width=\"69\" valign=\"top\" style=\"width:51.85pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm .5pt 0cm .5pt;height:112.8pt\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;   font-family:"Calibri",sans-serif\">L\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"214\" style=\"width:160.8pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:112.8pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:23.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;font-family:"Calibri",sans-serif\">The\n        normal daily or weekly working time and any arrangements for overtime\n        and its remuneration and, where appropriate, arrangements for changing\n        shifts\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" valign=\"top\" style=\"width:91.9pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:112.8pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:7.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;font-family:"Calibri",sans-serif\">Can be\n        given by reference to law, collective agreement, etc.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"170\" valign=\"top\" style=\"width:127.8pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:112.8pt\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;   font-family:"Calibri",sans-serif\">7\n        calendar days\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:227.05pt\">\n      \u003Ctd width=\"69\" valign=\"top\" style=\"width:51.85pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm .5pt 0cm .5pt;height:227.05pt\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;   font-family:"Calibri",sans-serif\">M\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"214\" style=\"width:160.8pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:227.05pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:23.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;font-family:"Calibri",sans-serif\">If the\n        work pattern is wholly or mostly unpredictable, the employer must\n        inform the employee of:\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-left:23.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;font-family:"Calibri",sans-serif\">1) the\n        principle that the schedule of work is variable, the number of\n        guaranteed paid hours and \u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-left:23.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;font-family:"Calibri",sans-serif\">payment\n        for work performed in excess of these guaranteed hours; (2) the\n        reference hours and days during which the employee may be required to\n        work; and\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-left:23.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;font-family:"Calibri",sans-serif\">(3)\n        the minimum notice period to which the employee is entitled before a\n        work assignment commences, as well as any deadline for cancelling the\n        work assignment;\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" valign=\"top\" style=\"width:91.9pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:227.05pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:7.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;font-family:"Calibri",sans-serif\">Individually\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"170\" valign=\"top\" style=\"width:127.8pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:227.05pt\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;   font-family:"Calibri",sans-serif\">7\n        calendar days\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:121.0pt\">\n      \u003Ctd width=\"69\" valign=\"top\" style=\"width:51.85pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm .5pt 0cm .5pt;height:121.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;   font-family:"Calibri",sans-serif\">N\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"214\" style=\"width:160.8pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:121.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:23.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;font-family:"Calibri",sans-serif\">Indication\n        of which collective agreements or agreements govern the employment\n        relationship. In the case of collective agreements or agreements\n        concluded by parties outside the company, it must also be stated who\n        the parties are to the agreement in question.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" valign=\"top\" style=\"width:91.9pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:121.0pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:7.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;font-family:"Calibri",sans-serif\">Individually\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"170\" valign=\"top\" style=\"width:127.8pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:121.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;   font-family:"Calibri",sans-serif\">1\n        month\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:87.35pt\">\n      \u003Ctd width=\"69\" valign=\"top\" style=\"width:51.85pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm .5pt 0cm .5pt;height:87.35pt\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;   font-family:"Calibri",sans-serif\">O\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"214\" style=\"width:160.8pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:87.35pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:23.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;font-family:"Calibri",sans-serif\">Where\n        it is the employer's responsibility: The identity of social security\n        schemes receiving the social contributions linked to the employment\n        relationship and \u003C\u002Fspan>\u003C\u002Fspan>\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;font-family:"Calibri",sans-serif\">any\n        social security protection provided by the employer.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" valign=\"top\" style=\"width:91.9pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:87.35pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:7.0pt\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;font-family:"Calibri",sans-serif\">Can be\n        given by reference to law, collective agreement, etc.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"170\" valign=\"top\" style=\"width:127.8pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:87.35pt\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Other\">\u003Cspan lang=\"EN-US\" style=\"font-size:9.5pt;   font-family:"Calibri",sans-serif\">1\n        month\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \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>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nClause 5 Time limits and form of information (Article 5 of the Working\nConditions Directive)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The provision is implemented by amendments to clause 37 (1) of the\nIndustrial Agreement and clause 13 of the Agreement for Salaried Employees in\nIndustry.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nClause 6 Change of employment relationship (Working Conditions Directive\nArticle 6)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The provision is implemented by amendments to clause 37 (2) of the Danish\nIndustry Agreement and clause 13 of the Agreement for Salaried Employees in\nIndustry.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nClause 7 Additional information for workers sent to another Member State or\nthird country (Working Conditions Directive Article 7)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The provision is implemented by amendments to clause 20 (5) of the Danish\nIndustry Agreement and clause 13 (2) of the Agreement for Salaried Employees in\nIndustry.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nClause 8 Protection and burden of proof (Articles 15-17 of the Working\nConditions Directive)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Subclause (1) The nachfrist rules in clause 37 (4) of the Danish Industry\nAgreement and Appendix 16 (4) of the Agreement for Salaried Employees in\nIndustry continue to apply, so violation of this agreement can only result in\npenalties if errors and deficiencies are not corrected within the specified\ntime limits or if there is a systematic breach of provisions on employment\nagreements.\u003C\u002Fp>\n\n\u003Cp>Subclause (2) The parties agree that the employee's ability to lodge a\ncomplaint with a competent body, receive appropriate redress in a timely and\neffective manner and protection against adverse treatment, cf. Articles 15, 16\nand 17 of the Working Conditions Directive, is ensured by the fact that\ndisputes, including concerning employment certificates, can be dealt with in\nthe trade union system in accordance with the rules of the Industrial\nAgreement, Clause 4 (3) of the Agreement for Salaried Employees in Industry and\nthe Main Agreement.\u003C\u002Fp>\n\n\u003Cp>In addition, the Agreement for Salaried Employees in Industry allows a\nnumber of cases pursuant to clause 14 (3) and Appendix 11 to be continued\nbefore the ordinary courts.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nClause 9 Protection against dismissal and burden of proof (Working Conditions\nDirective Article 18)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Subclause (1) Employees who consider that they have been dismissed or have\nbeen subject to measures with equivalent effect on the grounds that they have\nexercised their rights under this Agreement may request the employer to provide\nduly substantiated grounds for the dismissal or equivalent measures. The\nemployer shall provide this justification in writing.\u003C\u002Fp>\n\n\u003Cp>Subclause (2) If an employee establishes facts from which it may be presumed\nthat a dismissal or equivalent measure has taken place because the employee is\nexercising his or her rights under this agreement, cf. subclause (1), it shall\nbe the employer's responsibility to prove that the dismissal was based on other\ngrounds.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nClause 10 Sanctions (Labour Requirements Directive, Article 19)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>With regard to penalties for breach of this Agreement, the parties agree\nthat no changes are envisaged to the previous levels of penalties for defective\nemployment certificates, nor are any changes envisaged to the previous levels\nof compensation for unfair dismissals.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nClause 11 Entry into force\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This Protocol enters into force on the same date as the Danish legislation\nimplements the Working Conditions Directive. For employees who have already\nbeen employed prior to the entry into force of the minutes, the employer shall\nonly provide, or supplement documents referred to in clauses 3 and 4 at the\nrequest of the employee.\u003C\u002Fp>\n\n\u003Cp>If a future implementing act significantly changes the prerequisites for or\nsets requirements or criteria that deviate from similar provisions in this\nagreement, DI and CO-industri will discuss the consequences thereof with a view\nto restoring the original contractual relationship to the extent technically\nand legally possible.\u003C\u002Fp>\n\n\u003Cp>In the event of termination of the collective agreement, the parties are\nobliged to comply with the provisions relating to the implementation of the\nWorking Conditions Directive (EU Directive 2019\u002F1152 of 20 June 2019) until\nanother agreement takes its place or the Directive is amended.\u003C\u002Fp>\n\n\u003Cp>It is agreed between the parties that there is no right of conflict in\nconnection with this Protocol. In this context, it does not matter whether the\nnegotiating text is placed in the agreement itself or in a separate collective\nagreement. However, amendments can be negotiated in the normal way, but can\nnever reduce the minimum requirements laid down in the Directive.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nCopenhagen, 19 February 2023\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003C\u002Fh2>\n\n\u003Ch2>Appendix 17\u003C\u002Fh2>\n\n\u003Ch2>EU Directive on working time\u003C\u002Fh2>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nThe basis of this Protocol is EU Directive No. 93\u002F104\u002FEC of 23 November 1993\nconcerning certain aspects of the organisation of working time and Danish\nlegislation, including in particular Danish working environment legislation and\nthe Danish Holidays with Pay Act. This Protocol implements the above\nDirective.\u003C\u002Fp>\n\n\u003Cp>The parties to the Collective Agreement understand by:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nArticle no. and title\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.1Working time\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Any period during which the employee is working and at the employer's\ndisposal.\u003C\u002Fp>\n\n\u003Cp>Ex. Hours during which an employee is on duty and which, for example,\nthrough telephone service are transferred to active time are deemed to be\nworking time.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.2Rest period\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Any period which is not working time.\u003C\u002Fp>\n\n\u003Cp>Ex. Hours during which an employee is on duty outside the workplace and\nwhich are not transferred to work performed are deemed to be rest periods.\u003C\u002Fp>\n\n\u003Cp>Travelling time to and from a workplace other than the permanent one is not\ndeemed to be a rest period to the extent it exceeds the employee's normal daily\ntravelling time to the workplace.\u003C\u002Fp>\n\n\u003Cp>Breaks not paid for by the employer are deemed to be rest periods.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.3Nighttime\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Night time shall be agreed at the individual company.\u003C\u002Fp>\n\n\u003Cp>Night time shall be seven hours and shall include the period from midnight\nto 05.00 a.m.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Unless locally agreed, night time shall be from 10.00 p.m. to 05.00 a.m.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.4Night worker\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a)Any employee who, during night time, works three hours of his\u002Fher daily\nworking time as a normal course, or,\u003C\u002Fp>\n\n\u003Cp>(b)who performs night work for at least 300 hours within a period of twelve\nmonths.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nExample 1\u003C\u002Fp>\n\n\u003Cp>Any employee transferred to night work which is not permanent night work\nshall be regarded as a night worker when night work has been performed during\nthe period stated in Art. 2.4 (b) - and shall be offered a medical examination\nbefore the employee has acquired the status of night worker.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nExample 2\u003C\u002Fp>\n\n\u003Cp>Any newly engaged employee who is either to work permanently on a night\nshift or who is to be employed in accordance with a work schedule which makes\nthe employee a night worker shall be offered a medical examination before\nhis\u002Fher engagement.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.5Shiftwork\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Shiftwork shall mean work in shifts according to a work schedule where\nemployees succeed each other at the same workstations and where the individual\nemployee normally works at different times over a given period of days or\nweeks.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.6Shiftworker\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Shiftworker shall mean any employee whose work schedule is part of\nshiftwork.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3.1Daily rest period\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Is covered by the current rules laid down in Part 9 of the Danish Working\nEnvironment Act and the associated Executive Order No. 1282 of 20 December\n1996.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Where the daily rest period is reduced, postponed or cancelled under current\nDanish rules, a compensatory rest period shall be allowed. This requirement\nshall be satisfied if within a period of four months there has been, on\naverage, a rest period of at least eleven hours in every working period of\ntwenty-four hours.\u003C\u002Fp>\n\n\u003Cp>Only twenty-four hour working periods are included in the calculation.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3.2Standby service\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The local parties may enter into a written local agreement that, when\nemployees are called to work during standby service, the daily 11 hour rest\nperiod for work not covered by the annex to Executive Order No. 324 of May 23,\n2002 on rest periods and days off, may be postponed and instead given\nimmediately after the end of the last completed work; and that the rest period\nmay be placed within the standby service. If this means that the 11 hours’\nrest is extended into the following day, the employee must also have the usual\nrest period of 11 hours within that day. This rest period can be postponed\ncorrespondingly.\u003C\u002Fp>\n\n\u003Cp>If the postponed rest period prevents the employee from performing scheduled\nnormal daily working hours, the hours not worked shall be paid as in the case\nof sickness.\u003C\u002Fp>\n\n\u003Cp>Where section 8 (1) of the Executive Order applies, the daily rest period\nmay be 8 hours.\u003C\u002Fp>\n\n\u003Cp>The rest period may not be postponed more than 10 days in each calendar\nmonth and 45 days per calendar year.\u003C\u002Fp>\n\n\u003Cp>For companies that do not have an elected shop steward, notification of the\nconclusion of the agreement shall be given to the organisations.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Agreements under this provision may be terminated in accordance with clause\n23 of the Collective Agreement for Salaried Employees in Industry.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n4.Breaks\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The fixing of breaks shall be agreed at local level. If the daily working\ntime is longer than six hours, either of the local parties may demand a break\non normal working days. No break can be of less than ten minutes' duration.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\n4.1Weekly rest period\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Is covered by the current rules laid down in Part 9 of the Danish Working\nEnvironment Act and the associated Executive Order No. 324 of 23 May 2002.\u003C\u002Fp>\n\n\u003Cp>Where the weekly twenty-four hour rest period is postponed or cancelled\nunder current Danish rules, a compensatory twenty-four hour rest period shall\nbe allowed.\u003C\u002Fp>\n\n\u003Cp>It may be agreed at local level that the weekly twenty-four hour rest period\nshall be changed. However, not more than seven days shall be allowed between\ntwo twenty-four hour rest periods.\u003C\u002Fp>\n\n\u003Cp>DIO I and CO-industri may in accordance with a provision to this effect\napprove work schedules with up to twelve days between two twenty-four hour rest\nperiods.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n5.2 Work on offshore wind turbines and directly related work on land\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>According to the rule in clause 23 (7), the company and a shop steward may\ndeviate from the Agreement for Salaried Employees in Industry so that working\nhours can be scheduled with a working period of up to 14 days followed by 14\ndays off ashore.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This provision applies to work on offshore wind turbines (coastal and\nnon-coastal offshore wind turbines) as well as to work and tasks directly\nrelated to work on offshore wind turbines and taking place on land.\u003C\u002Fp>\n\n\u003Cp>The work must be carried out by employees whose job function is to perform\nwork on offshore wind turbines and who work in the same rotation as the work on\nthe offshore wind turbines.\u003C\u002Fp>\n\n\u003Cp>Employees who work mainly on land cannot be covered by the above.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hoursovertimemax\">\n6.Maximum weekly working time\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The average weekly working time, including overtime, shall not exceed\nforty-eight hours within a four-month period.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n7.Annual holidays\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Are covered by the current Danish Holidays with Pay Act and this\nAgreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n8.Length of night work\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The normal hours of work for night workers shall not exceed an average of\neight hours in any twenty-four hour working period over a period of three\nmonths.\u003C\u002Fp>\n\n\u003Cp>The weekly twenty-four hour rest period is not included in the\ncalculation.\u003C\u002Fp>\n\n\u003Cp>In the event of night work of a particularly risky nature, cf. section 57 of\nthe Danish Working Environment Act, working time shall not exceed eight hours\nin any period of twenty-four hours.\u003C\u002Fp>\n\n\u003Cp>The following subclauses 9 and 10 shall apply as of 1 March 2024\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n9.Preventive measures for night work\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The parties have implemented the NRCWE's recommendations on night work:\u003C\u002Fp>\n\n\u003Cp>•A maximum of three nightshifts in a row\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>•A maximum of 9 hours at a time\u003C\u002Fp>\n\n\u003Cp>•At least 11 hours between two shifts\u003C\u002Fp>\n\n\u003Cp>•Pregnant women must usually work a maximum of one nightshift per week to\nreduce the risk of miscarriage and other pregnancy complications.\u003C\u002Fp>\n\n\u003Cp>Companies with night workers must therefore implement the following\nmeasures:\u003C\u002Fp>\n\n\u003Cp>The local parties, possibly in cooperation with the health & safety\norganisation, must discuss whether the company complies with the NRCWE's\nrecommendations in those areas of the company where night work is carried\nout.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe dialogue shall:\u003C\u002Fp>\n\n\u003Cp>a.be carried out at the initiation of night work and thereafter once a year\non a rolling basis;\u003C\u002Fp>\n\n\u003Cp>b.be documented by completing a form prepared by the parties, which contains\na review of the recommendations.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIf the local parties, possibly in cooperation with the health & safety\norganisation, assess that the NRCWE's recommendations are being followed, the\ngeneral rules of the agreement will be applied unchanged, including the rules\non health surveillance in item 10.\u003C\u002Fp>\n\n\u003Cp>If the local parties, possibly in cooperation with the health & safety\norganisation, assess that the NRCWE's recommendations are NOT being followed,\nthe following special activities will be implemented for employees whose normal\nworking hours at night are not organised in accordance with the NRCWE’s\nrecommendations:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\na.The company must offer annual health checks to night workers\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>•It is compulsory for night workers to carry out health surveillance every\ntwo years\u003C\u002Fp>\n\n\u003Cp>•For night workers aged 50 or over, extended health surveillance shall\napply\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nb.Implementation of an annual special risk assessment aimed at night work\u003C\u002Fp>\n\n\u003Cp>•Identification and mapping of risks of night work\u003C\u002Fp>\n\n\u003Cp>•Assessment of the risks of night work\u003C\u002Fp>\n\n\u003Cp>•Prioritisation and preparation of action plan\u003C\u002Fp>\n\n\u003Cp>•Follow-up to action plan\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n10.Nightwork of pregnant women\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>When the company is informed or otherwise becomes aware that an employee is\npregnant, the company must as soon as possible and no later than two weeks\nafter the end of a week reschedule the employee's working hours or transfer the\nemployee to other work tasks so that the employee works no more than one\nnightshift per week.\u003C\u002Fp>\n\n\u003Cp>If it is not possible for the employer to reschedule working hours so that\nthe employee in question works no more than on nightshift per week, or transfer\nthe employee to other work tasks, the employee is entitled to absence from\nother nightshifts in excess of one per week with payment similar to the case of\npregnancy leave under clause 35 (1) of the collective agreement. This is only a\npayment rule that applies regardless of the employee's seniority and regardless\nof the number of weeks the employee has absence from other nightshifts in\nexcess of one per week.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\n11.Health assessment\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Frequency\u003C\u002Fp>\n\n\u003Cp>Employees must be offered free health checks before starting employment as\nnight workers.\u003C\u002Fp>\n\n\u003Cp>Employees who, according to the Appendix's points 2-4, are classified as\nnight workers must be offered health checks within regular periods of no more\nthan 2 years.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nDocumentation that the employee is offered a health check\u003C\u002Fp>\n\n\u003Cp>An annual statistic must be compiled on the extent of night work and the\nextent to which companies with night work offer health checks, cf. the existing\nprinciples in the Organisational Agreement on the implementation of the model\nfor the implementation of health checks as well as the principles that may be\nagreed during the agreement period.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nWhen should the health check take place?\u003C\u002Fp>\n\n\u003Cp>If the health check takes place outside the employee's working hours, the\nemployer shall pay compensation for this.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nModel for the implementation of health checks\u003C\u002Fp>\n\n\u003Cp>The health checks must be carried out as follows:\u003C\u002Fp>\n\n\u003Cp>1.The employee fills in a questionnaire prepared by the parties.\u003C\u002Fp>\n\n\u003Cp>2.In addition, the employee undergoes a physical health examination.\u003C\u002Fp>\n\n\u003Cp>3.On the basis of the above and on dialogue with the employee, a doctor\nprepares an overall conclusion for the employee. The doctor must possess\noccupational medicine competencies.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.The information that emerges from the health check shall be confidential\nand belong only to the employee. The information may only come to the\nemployer's knowledge in the event that the employee takes the initiative.\u003C\u002Fp>\n\n\u003Cp>If possible, night workers who suffer from health problems that are\ndemonstrably due to the fact that they perform night shifts shall be\ntransferred to day shifts.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nReport to the health and safety committee at large companies\u003C\u002Fp>\n\n\u003Cp>It is natural that the occupational health and safety organisation at the\nindividual company, on its own initiative, controls whether the health checks\nare carried out in accordance with the rules.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n12.Guarantees for night-time working\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Are covered by existing legislation.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n13.Notification of regular use of night workers\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>It is recommended to make preparations for the possibility of compiling\nstatistical information about\u003C\u002Fp>\n\n\u003Cp>•the number of night workers employed\u003C\u002Fp>\n\n\u003Cp>•the number of hours worked by employed night workers on an annual\nbasis\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">\n14.Safety and health protection\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Is covered by the Danish Working Environment Act and the associated\nexecutive orders.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n15.Pattern of work\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Is covered by the Danish Working Environment Act and the associated\nexecutive orders and guidelines.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n16.Specific provisions\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Employees covered by other Community provisions which contain more specific\nrequirements in the area concerning certain occupations or occupational\nactivities, e.g. the travelling and rest period provisions, are not covered by\nthis Protocol.\u003C\u002Fp>\n\n\u003Cp>Regarding examples given in the Organisation Agreement:\u003C\u002Fp>\n\n\u003Cp>The examples described in the Agreement are intended as a guide only and are\ntherefore not exhaustive examples in relation to the individual article.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003C\u002Fh2>\n\n\u003Ch2>Appendix 18\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coldismissalsupport_trigger\">\u003Ch2>EU Directive on notice, etc. in connection with collective redundancies\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch2>\u003Cbr>\n\u003C\u002Fh2>\n\n\u003Cp>\u003Cbr>\nThese rules came into force on 1 March 1998.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nScope\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>Clause 1\u003C\u002Fh3>\n\n\u003Ch3>\u003Cbr>\n\u003Cbr>\nSubclause (1)\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\nThis Protocol shall apply in relation to redundancies contemplated by an\nemployer for one or more reasons not related to the individual employee\nconcerned where the number of contemplated redundancies over a period of thirty\ndays is:\u003C\u002Fp>\n\n\u003Cp>1.at least 10 in companies normally employing more than 20 and less than 100\nemployees;\u003C\u002Fp>\n\n\u003Cp>2.at least 10 per cent of the number of employees in companies normally\nemploying at least 100 but less than 300 employees;\u003C\u002Fp>\n\n\u003Cp>3.at least 30 in companies normally employing 300 employees or more.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (2)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nFor the purpose of calculating the number of redundancies provided for in\nsubclause (1) other types of termination of employment contracts not related to\nthe employee shall be included, including notice given by the employee\nhimself\u002Fherself because of particularly favourable redundancy terms, provided\nthat the number of redundancies under subclause (1) is at least 5.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (3)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThis Protocol shall apply irrespective of whether the decision regarding\ncollective redundancies is being taken by the employer or by an company\ncontrolling the employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (4)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThis Protocol shall not apply to:\u003C\u002Fp>\n\n\u003Cp>1.redundancies effected under contracts of employment concluded for limited\nperiods of time or for specific tasks except where such redundancies take place\nprior to the date of expiry or the completion of such contracts.\u003C\u002Fp>\n\n\u003Cp>2.redundancies effected in respect of the crews of sea-going vessels.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (5)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nClauses 8 and 10 shall not apply to redundancies arising from termination of an\nthe activities of an company where that is the result of bankruptcy or a\ncomposition in liquidation proceedings under the rules of the Danish Insolvency\nAct.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (6)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe provisions of clause 6(2) and clause 7 on the obligation to notify the\nRegional Labour Market Council of any contemplated redundancies shall not apply\nto redundancies arising from termination of the activities of an company where\nthat is the result of bankruptcy or a composition in liquidation proceedings\nunder the rules of the Danish Insolvency Act unless the Regional Labour Market\nCouncil requests such notification.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nClause 2\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nA workplace, cf. clauses 7, 8 and 10, shall mean a unit of the employer's\nbusiness employing one or more of the employees employed by the company. Where\nan company has several workplaces in the same municipality, such workplaces\nshall be deemed to be one workplace.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nClause 3\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (1)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThis Protocol does not change any existing individual periods of notice fixed\nby law, individual agreement or this Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (2)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThis Protocol does not apply to any labour-law rules on the legal consequences\nof collective industrial disputes.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nClause 4\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nExecutive Order No. 1152 of 27 October 2017 on notice etc. in connection with\ndismissals at a larger scale shall apply to the area covered by this Collective\nAgreement until it is replaced by rules laid down in pursuance of Act No. 291\nof 22 March 2010.\u003C\u002Fp>\n\n\u003Cp>Obligation to consult, etc.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nClause 5\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (1)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nWhere an employer is contemplating redundancies pursuant to clause 1, the\nemployer shall as soon as possible begin consultations with the employees in\nthe company or their representatives where representatives have been elected or\nappointed. The employees or their representatives may call upon the services of\nexperts during the consultations.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (2)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe purpose of the consultations shall be to reach an agreement on how to avoid\nthe contemplated redundancies or reduce their number and also on how to\nmitigate their consequences through activities aimed especially at redeploying\nor retraining employees made redundant.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>Clause 6\u003C\u002Fh3>\n\n\u003Ch3>\u003Cbr>\n\u003Cbr>\nSubclause (1)\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\nFor use in the consultations pursuant to clause 5 the employer shall supply the\nemployees in the company or their representatives, where such representatives\nhave been elected or appointed, with all relevant information of importance to\nthe matter and shall in any event notify them in writing of:\u003C\u002Fp>\n\n\u003Cp>1.the reasons for the contemplated redundancies;\u003C\u002Fp>\n\n\u003Cp>2.the number and relevant categories of employees to be made redundant, and\nthe period over which the projected redundancies are to be effected;\u003C\u002Fp>\n\n\u003Cp>3.the number and categories of employees normally employed by the\ncompany;\u003C\u002Fp>\n\n\u003Cp>4.the criteria proposed for the selection of the employees to be made\nredundant;\u003C\u002Fp>\n\n\u003Cp>5.whether the employees to be made redundant include employees having a\nright to redundancy payments, fixed by individual or collective agreement, and\nif so the method for calculating such payments.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (2)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nSimultaneously with the notification in writing provided for in subclause (1)\nthe employer shall forward a copy of the notification to the. Regional Labour\nMarket Council.\u003C\u002Fp>\n\n\u003Cp>Notice period, etc.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>Clause 7\u003C\u002Fh3>\n\n\u003Ch3>\u003Cbr>\n\u003Cbr>\nSubclause (1)\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\nShould the employer, after consultation in accordance with the rules laid down\nin clauses 5 and 6, still wish to effect redundancies covered by clause 1, the\nemployer shall notify the Regional Labour \u003C\u002Fp>\n\n\u003Cp>Market Council thereof in writing. Such notification shall be forwarded as\nsoon as possible and not later than twenty-one days after the beginning of\nconsultations in accordance with clause 5.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (2)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe notification provided for in subclause (1) shall contain all information of\nimportance to the consideration of the matter concerning the contemplated\nredundancies and the consultations mentioned in clause 5, particularly the\nreasons for the redundancies, the number of employees normally employed by the\ncompany and the period over which the projected redundancies are to be\neffected.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (3)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe employer shall as soon as possible and not later than ten days after\nsubmission of the notification in accordance with subclause (1) notify the\nRegional Labour Market Council.of the persons to be made redundant. At the same\ntime or earlier the employer shall notify the persons concerned.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (4)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe employer shall as soon as possible notify the Regional Labour Market\nCouncil.of the final outcome of the consultations mentioned in clause 5.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (5)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nSimultaneously with the notifications provided for in subclauses (1) and (4)\nthe employer shall submit a copy thereof to the employees in the company or to\ntheir representatives where such representatives have been elected or\nappointed, who may then submit any comments they might have to the Regional\nLabour Market Council. A copy thereof shall be submitted to the employer.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>Clause 8\u003C\u002Fh3>\n\n\u003Ch3>\u003Cbr>\nSubclause (1)\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\nRedundancies of which notification has been submitted in accordance with clause\n7(1) shall take effect not earlier than thirty days after submission of the\nnotification to the Regional Labour Market Council.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (2)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nWhere the number of redundancies covered by clause 1 is at least 50 per cent of\nthe number of employees at a workplace, cf. clause 2, and at least 100\nemployees are normally employed by the workplace, such redundancies shall not\nhave effect for employees who have a right to notice in accordance with the\nprovisions of the Collective Agreement until eight weeks after submission of\nthe notification to the Regional Labour Market Council at the earliest.\u003C\u002Fp>\n\n\u003Cp>Duty of confidentiality\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nClause 9\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nEmployees at the company or their representatives and the experts mentioned in\nclause 5(1) as well as the employer and his representative shall not disclose\nany information expressly given as confidential under this Protocol.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nAllowance\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>Clause 10\u003C\u002Fh3>\n\n\u003Ch3>\u003Cbr>\n\u003Cbr>\nSubclause (1)\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\nAn employer who in connection with redundancies covered by clause 1 fails to\nbegin consultations with the employees under clause 5 or who fails to submit a\nnotification to the Regional Labour Market Council in pursuance of clause 7\nshall pay the employees concerned an allowance. Such allowance shall be an\namount which for the individual employee is equal to thirty days' pay from the\ntime of notice of termination. Any pay that the employee has received during\nany individual period of notice shall be deducted from the allowance.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (2)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nWhere the number of redundancies is at least 50 per cent of the number of\nemployees at a workplace, cf. clause 2, and at least 100 employees are normally\nemployed by the workplace, the allowance mentioned in subclause (1) shall for\neach employee who at the time of notice of termination has nine months'\nseniority according to the provisions of the Collective Agreement be an amount\nequal to eight weeks' pay from the time of notice of termination. Any pay that\nthe employee has received during any individual period of notice shall be\ndeducted from the allowance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nPenal provisions\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003Cbr>\nClause 11\u003C\u002Fh3>\n\n\u003Ch3>\u003Cbr>\n\u003Cbr>\nSubclause (1)\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\nOn any imposition of a fine for violation by companies of the provisions laid\ndown in clauses 5, 6 and 7, the Danish Industrial Court shall take as its basis\nthe practice developed by the ordinary courts of law in the field.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (2)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIf the violation has been committed by a company, an association, an\nindependent institution, a foundation or the like, the legal person as such may\nbe held liable to pay a fine.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSubclause (3)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe organisations cannot be held liable in connection with cases involving\nviolation of the provisions of the agreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nClause 12\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIn cases involving violations of this Agreement, the employer cannot claim that\nthe company which has made the decision on collective redundancies has not\ngiven the employer the necessary information.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003C\u002Fh2>\n\n\u003Ch2>Appendix 19\u003C\u002Fh2>\n\n\u003Ch2>EU Directive on the protection of young people at work\u003C\u002Fh2>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nDIO I and CO-industri have entered into the following agreement with a view to\nimplementing Council Directive 94\u002F33\u002FEC of 22 June 1994 on the protection of\nyoung people at work.\u003C\u002Fp>\n\n\u003Cp>The agreement is based on existing rules, including in particular the\nprovisions laid down in the Danish Working Environment Act on young persons\nunder 18 years of age.\u003C\u002Fp>\n\n\u003Cp>The parties agree as follows:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nArt. 1 Purpose\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This provision is implemented in specific directive rules as set out below,\nfor which reason no separate implementation is required.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nArt. 2 Scope\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Reference is made to the provisions on children and young persons under 18\nyears of age in the provisions laid down from time to time in the Danish\nWorking Environment Act and the associated executive orders.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nArt. 3 Definitions\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a)'young person' shall mean any person under 18 years of age.\u003C\u002Fp>\n\n\u003Cp>(b)'child' shall mean any young person of less than 15 years of age or any\nyoung person who is still subject to compulsory full-time schooling under\nDanish law.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c)'adolescent' shall mean any young person of at least 15 years of age but\nless than 18 years of age who is no longer subject to compulsory full-time\nschooling under Danish law.\u003C\u002Fp>\n\n\u003Cp>(d)'Light work': Reference is made to the provisions laid down from time to\ntime in the Danish Working Environment Act and the associated executive\norders.\u003C\u002Fp>\n\n\u003Cp>(e)+(f) 'Working time' and 'rest period': Reference is made to clauses 2.1\nand 2.2 in the Organisation Agreement on the implementation of the EU Directive\non working time.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nArt. 4 Prohibition of work by children\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Subart. 1 Young persons of at least 15 years of age may perform vocational\nwork on the terms and conditions laid down in this Protocol.\u003C\u002Fp>\n\n\u003Cp>Subart. 2(a) However, children of at least 14 years of age may work in an\ncompany under a training or in-plant work-experience scheme. Subart. 2(b)\nChildren of at least 13 years of age may perform light work, cf. the provisions\nlaid down from time to time in the Danish Working Environment Act and the\nassociated executive orders.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nArt. 5 Cultural and similar activities\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Reference is made to the provisions laid down from time to time in the\nDanish Working Environment Act and the associated executive orders.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nArt. 6 General obligations on employers\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Subart. 1 To be implemented by legislation.\u003C\u002Fp>\n\n\u003Cp>Subart. 2 Young persons whose work is found to involve a risk to their\nsafety, physical or mental health or development shall be ensured an\nappropriate free assessment and monitoring of their health at regular\nintervals. This shall apply despite the placement of the working time. Within\nthe meaning of this article 'at regular intervals' shall mean at least once\nevery eighteen months.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nArt. 7 Vulnerability of young people - Prohibition of work\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Subart. (1)-(2)To be implemented by legislation.\u003C\u002Fp>\n\n\u003Cp>Subart. 3 Reference is made to the executive order in force from time to\ntime on dangerous work by young persons which exempts apprentices from certain\nrules on safety and health.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nArt. 8 Working time\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Subart. 1(a) Trainees who have not attained the age of 15 shall not work for\nmore than a total of eight hours a day and forty hours a week.\u003C\u002Fp>\n\n\u003Cp>Subart. 1(b) As to the working time for children performing work outside the\nhours fixed for school attendance, reference is made to the Danish Working\nEnvironment Act and the associated executive orders (section 59(1) in\nparticular).\u003C\u002Fp>\n\n\u003Cp>Subart. 1(c) In holiday periods of at least one week's duration the working\ntime for children shall not exceed seven hours per day and thirty-five hours\nper week.\u003C\u002Fp>\n\n\u003Cp>Subart. 2 Working time for adolescents, including trainees, shall not exceed\neight hours per day and forty hours per week.\u003C\u002Fp>\n\n\u003Cp>Subart. 3 The time spent by trainees on attending school for compulsory\ntraining shall be counted as working time.\u003C\u002Fp>\n\n\u003Cp>Subart. 4 Where a young person is employed by more than one employer,\nworking time shall be accumulative in relation to this Protocol.\u003C\u002Fp>\n\n\u003Cp>Subart. 5 The parties to the Collective Agreement may permit a longer\nworking time for trainees and other young persons between 15 and 17 years of\nage either by way of exception or where this is justified on objective\ngrounds.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nArt. 9 Night work\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Reference is made to the Danish Working Environment Act and the associated\nexecutive orders.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nArt. 10 Rest period\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Subart. 1 As regards adolescents, reference is made to the rules laid down\nfrom time to time in the Danish Working Environment Act and the associated\nexecutive orders.\u003C\u002Fp>\n\n\u003Cp>However, children shall be allowed a minimum rest period of fourteen\nconsecutive hours for each twenty-four hour period.\u003C\u002Fp>\n\n\u003Cp>Subart. 2 For each seven-day period young persons under 18 years of age\nshall be allowed a minimum rest period of two days, which shall be consecutive\nif possible. Where justified by technical or organisation reasons, this rest\nperiod may be reduced to thirty-six hours. The rest period shall, in principle,\ninclude Sunday.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nArt. 11 Annual rest period (Annual holidays)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>To be implemented by legislation.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nArt. 12 Breaks\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Children and young persons who have not attained the age of 18 shall have a\nbreak of at least thirty minutes which shall be consecutive if possible where\nthe daily working time is more than four and a half hours.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nArt. 13 Work by adolescents in the event of force majeure\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For young persons having attained the age of 15 exemptions from the rules on\nworking time, the daily rest periods and breaks may be authorised provided that\nsuch work is of a temporary nature, that it must be performed immediately, that\nadult employees are not available, and that the persons concerned are allowed\nequivalent compensatory rest time within three weeks.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nArt. 14 Measures\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Failure to comply with the provisions of this Protocol can be dealt with\nunder the rules for handling industrial disagreements.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nArt. 15 Adaptation of the Annex\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>To be implemented by legislation.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nArt. 16 Non-reducing clause\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>To be implemented by legislation.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nArt. 17 Final provisions\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The Protocol shall come into force on the adoption of the Collective\nAgreement. However, no industrial proceedings may be instituted under the rules\nfor handling industrial disagreements because of violation of the Directive\nuntil after 2 May 1995.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003C\u002Fh2>\n\n\u003Ch2>Appendix 20\u003C\u002Fh2>\n\n\u003Ch2>EU Directive on foreign workers' pay and working conditions in connection\nwith performance of work in Denmark\u003C\u002Fh2>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSection A\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nWith a view to preventing social dumping, the following agreement has been\nentered into by the parties to the Collective Agreement on the settlement of\ndisputes on pay and working conditions of foreign employees when these perform\nwork in Denmark.\u003C\u002Fp>\n\n\u003Cp>1.The parties to the Collective Agreement recommend that the company, before\nusing foreign subcontractors to carry out work at the company’s locations in\nDenmark, informs the shop steward and provides all relevant background\ninformation about the subcontractors such as the work they are to perform and\nits expected duration.\u003C\u002Fp>\n\n\u003Cp>The local parties may request that a local meeting be held as soon as\npossible during which all relevant background information is presented or\nobtained to the extent possible in the case of uncertainties about pay and\nemployment conditions for foreign employees.\u003C\u002Fp>\n\n\u003Cp>The local talk constitutes a supplement to the provisions regarding the\norganisations' access to handling cases about foreign labour, and DI, CO-I or\nCO-I's member organisations may request a meeting, regardless of local talks,\ncf. (2).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.Both CO-industri and CO-industri's member organisations shall immediately\ncontact DIO I if they become aware of matters which are likely to lead to\nproblems or disagreement. Similarly, DIO I shall contact CO-industri\nimmediately.\u003C\u002Fp>\n\n\u003Cp>3.Such contacts shall result in an immediate meeting between the parties to\nthe Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>Representatives of the parties involved, including the unions, may\nparticipate.\u003C\u002Fp>\n\n\u003Cp>4.All relevant background information shall be submitted or provided as soon\nas possible.\u003C\u002Fp>\n\n\u003Cp>5.Members of DIO I employing foreign labour shall adapt the pay of such\nlabour to the pay level of the company. In addition, all other terms and\nconditions according to the Collective Agreement shall be complied with.\u003C\u002Fp>\n\n\u003Cp>6.Where a foreign company is involved in contract work for an company, which\nis a member of DIO I, and where the company concerned is not covered by a\ncollective agreement, DIO I\u002FCO-industri shall attempt to reach a solution by\nnegotiation.\u003C\u002Fp>\n\n\u003Cp>The parties agree that in such situations the company may be admitted to\nmembership of DIO I or any other member organisation of the Danish Employers'\nConfederation even though a conflict has been announced or an actual notice of\nconflict has been given. If the conflict has been established, clause 2(6) of\nthe Main Agreement shall apply. The unions shall give not less than fourteen\ncalendar days' notice of conflict. A copy shall be submitted to DIO I.\u003C\u002Fp>\n\n\u003Cp>7.If, during the negotiations or thereafter, the foreign company is admitted\nto membership of DIO I, the pay level shall be adapted, possibly in cooperation\nwith the organisations.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSection B\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe following section applies to posted employees covered by the Industrial\nAgreement or the Agreement for Salaried Employees in Industry.\u003C\u002Fp>\n\n\u003Cp>An adjustment of the wage level of posted workers shall be carried out in\naccordance with the following basic principles:\u003C\u002Fp>\n\n\u003Cp>•Based on the principle of equal treatment, the remuneration of posted\nemployees covered by the collective agreement must be determined in accordance\nwith the wage provisions of the collective agreement.\u003C\u002Fp>\n\n\u003Cp>•The calculation and comparison of wage levels shall be based on the total\nrelevant employee costs of the posting undertaking, i.e., statutory social\nobligations and contractual obligations, regardless of whether they originate\nfrom the home country or Denmark.\u003C\u002Fp>\n\n\u003Cp>•The posting company must not be placed in a worse or better position than\na similar Danish company. Thus, comparisons are made with the corresponding\nemployee costs that the Danish company would have in the same situation\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.Determination of wages\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>According to the Industrial Agreement, wages are determined in accordance\nwith clause 22, which is the general hourly wage provision, clause 23, which\nconcerns supplementary wage systems, and clause 24, which concerns piecework\npay.\u003C\u002Fp>\n\n\u003Cp>In determining the remuneration of posted staff, account shall be taken of\nthe provisions under which the remuneration is granted.\u003C\u002Fp>\n\n\u003Cp>Furthermore, this agreement is based on the principle that the individual\nemployee's wage must be agreed between the company and the individual employee,\nsubject to a minimum payment rate. Negotiations on wage changes can take place\nno more than once in each collective agreement year, i.e. in the period from 1\nMarch to 1 March.\u003C\u002Fp>\n\n\u003Cp>When determining the pay, account must be taken, for example, of the\nindividual employee's skill, experience, education, effort in production and\nthe demands of the work on the employee, including the special discomforts\nassociated with the work. Reference is made to clause 22 (4) of the Industrial\nAgreement.\u003C\u002Fp>\n\n\u003Cp>According to the Agreement for Salaried Employees in Industry, salaries are\ndetermined in accordance with clause 3.\u003C\u002Fp>\n\n\u003Cp>According to the provision, the salary is agreed between the individual\nemployee and the employer. At the same time, the pay of the individual employee\nmust be assessed and, if necessary, adjusted at least once a year.\u003C\u002Fp>\n\n\u003Cp>In addition, remuneration must reflect the individual's effort,\nqualifications, training and skill, as well as the content and responsibilities\nof the position. Reference is made to clause 3 (2) of the Agreement for\nSalaried Employees in Industry.\u003C\u002Fp>\n\n\u003Cp>Finally, under both the Industrial Agreement and the Agreement for Salaried\nEmployees in Industry, wage systems can be agreed individually or collectively\nto supplement the pay, e.g. performance pay, bonus or production allowance.\nThese should be adapted to the circumstances of the individual company and\nshould be agreed in writing.\u003C\u002Fp>\n\n\u003Cp>Reference is made to clause 23 of the Industrial Agreement and to clause 3\n(6) of the Agreement for Salaried Employees in Industry.\u003C\u002Fp>\n\n\u003Cp>Information on Danish companies' application of the wage provisions in their\ncollective agreements for the relevant work functions will be available on the\nnational website for posted workers.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.Specifically on pensions\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The company's documented contribution costs for a labour market pension in\nits home country can be set off against the pension contribution that the\ncompany must pay in accordance with the collective agreement.\u003C\u002Fp>\n\n\u003Cp>The seniority requirement for obtaining a pension under clause 34 (2) of the\nIndustrial Agreement and clause 8 (1) of the Agreement for Salaried Employees\nin Industry is considered fulfilled if the posted employee has been covered by\na labour market pension scheme in his home country for at least 2 months.\u003C\u002Fp>\n\n\u003Cp>The pension contribution must be calculated on the same wage components as\nare included in the pension base under the collective agreement. This is\nregardless of whether the wage component in question is taxable in the home\ncountry.\u003C\u002Fp>\n\n\u003Cp>If pension contributions are paid to a labour market pension scheme in the\nhome country during the period of posting, the contribution is deducted from\nthe pension contribution to Industriens Pension.\u003C\u002Fp>\n\n\u003Cp>A difference amount must be paid by agreement between the posting company\nand the employee to the applicable labour market pension scheme in the home\ncountry, paid as wage or paid to Industriens Pension.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3.Specifically on free choice contributions and holidays\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If the allowance is clearly stated in the employees' payslip or equivalent\nstatement, a posting company may refrain from establishing a free choice\naccount, but instead pay the free choice contribution on an ongoing basis as a\nsupplement to the pay, including the payment for deselected extra days off.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n4.Specifically on holidays\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If, in accordance with the holiday rules in their home country, posted\nemployees are entitled to fewer days of paid holiday per holiday year than the\nDanish Holiday Act provides, the company must supplement up to the level of the\nDanish Holiday Act, proportionately in relation to the period during which the\nemployees perform work in Denmark.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Alternatively, it may be agreed between the parties that, to the extent\npermitted by current legislation, the company will pay the employee\ncompensation for the missing holidays.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n5.Specifically on posting allowances\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Compensation received by posted employees to cover expenses actually\nincurred in connection with the posting, for example for travel, board and\nlodging, cannot be included in the calculation of remuneration in accordance\nwith the collective agreement and the staff costs of the posting company.\u003C\u002Fp>\n\n\u003Cp>Posting allowances that have not been paid as compensation for the\nemployee's expenses in connection with the posting are included in the\ncalculation of remuneration in accordance with the collective agreement and the\nposting company's total employee costs.\u003C\u002Fp>\n\n\u003Cp>If it is not specified or clarified whether a benefit has actually been paid\nas compensation for expenses incurred in connection with the posting or as a\nposting allowance, the entire benefit is deemed to have been paid as\nreimbursement of expenses within the meaning of Article 3 (7) of the Posting of\nWorkers Directive.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n6.Specifically on educational funds\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The posting company is exempt from the rules of the collective agreements on\ntraining funds and competence development funds.\u003C\u002Fp>\n\n\u003Cp>However, according to the collective agreement, a similar Danish company's\ncontribution costs to training funds and competence development funds must be\nincluded in the calculation of the total employee costs.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n7.Specifically on nuisance payments\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employees of the posting company are paid in accordance with the rules\nof the collective agreements on nuisance payments. Nuisance allowance must be\ncalculated and paid separately.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n8.Transparency in the calculation of wages\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The wage for posted employees is determined in accordance with clauses 22,\n23 and 24 of the Industrial Agreement or clause 3 of the Agreement for Salaried\nEmployees in Industry and must be stated for the individual posted employee.\u003C\u002Fp>\n\n\u003Cp>Posting firms must thus be able to provide transparent statements of wages\npaid and other collective wage shares.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n9.Local agreements\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Companies covered by this section may enter into local agreements in\naccordance with the provisions of the Industrial Agreement and the Agreement\nfor Salaried Employees in Industry.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n10.Specifically on the calculation of social security contributions based on\nEurostat\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If the parties agree, the company's costs for social security contributions\nmay be calculated based on a percentage on the basis of Eurostat data on a\ncase-by-case basis.\u003C\u002Fp>\n\n\u003Cp>Once a year, the parties shall determine, on the basis of Eurostat's most\nrecent inventory:\u003C\u002Fp>\n\n\u003Cp>1.What the percentage share of social security contributions is total labour\ncosts in each country.\u003C\u002Fp>\n\n\u003Cp>2.Which statutory and contractual benefits are included in social security\ncontributions.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe following benefits in the Industrial Agreement (IO) and the Agreement for\nSalaried Employees in Industry (IFO) are included in Eurostat's statement of\nsocial security contributions when the agreement is signed:\u003C\u002Fp>\n\n\u003Cp>•Arbejdsgivers Pensionsbidrag (IO clause 34, IFO clause 8).\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>•Severance pay (IO clause 38 (11)).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>•Sick pay (IO clause 29).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>•Maternity pay (IO clause 35, IFO clause 12 (17)).\u003C\u002Fp>\n\n\u003Cp>•Payments to education funds and competence development\u003C\u002Fp>\n\n\u003Cp>funds (IO clauses 36 and 47; IFO clauses 25 and 26\u003C\u002Fp>\n\n\u003Cp>Obligations in accordance with the agreements contained in the percentage of\nsocial security contributions are deemed to have been fulfilled by the company\nif the parties choose to calculate the costs of social security contributions\naccording to this model.\u003C\u002Fp>\n\n\u003Cp>These obligations are therefore not included separately in the calculation\nof employee costs, nor does the posting company have to pay them separately.\nHowever, the parties may choose to separate the company's contribution to\nlabour market pensions for separate implementation.\u003C\u002Fp>\n\n\u003Cp>If the posting company also pays certain social security contributions in\nDenmark, these must be considered in the calculation of the company's total\nemployee costs.\u003C\u002Fp>\n\n\u003Cp>The company's costs for social security contributions according to this\nmodel can only be calculated if the company can document that it pays the\ncompulsory social security contributions in its home country during the posting\nto Denmark, including which parts of the wage the social security contributions\nare calculated on.\u003C\u002Fp>\n\n\u003Cp>The parties agree that, as a general rule, it is sufficient documentation if\nthe company submits a statement from a certified accountant or equivalent\nstating what social security contributions the company pays in its home\ncountry.\u003C\u002Fp>\n\n\u003Cp>A statement according to this model does not preclude CO-industri from\nbringing cases of disproportion, cf. clause 22 (3) and (4) of the Industrial\nAgreement or clause 3 (5) of the Agreement for Salaried Employees in\nIndustry.\u003C\u002Fp>\n\n\u003Cp>The examples of calculations according to this model which have been\npresented during the discussion of the parties are set out in the Agreement\nannexed to this organisational agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n11. Other matters\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This agreement does not change which collective agreement requirements that\ncan be legally supported with notice of dispute in accordance with clause 6a of\nthe Danish Posting of Workers Act.\u003C\u002Fp>\n\n\u003Cp>The parties agree to revise this agreement if the conditions in the current\nlegislation, including the Posting of Workers Directive and the Danish\nimplementation thereof, change.\u003C\u002Fp>\n\n\u003Cp>Both parties reserve the right to include elements other than those\nmentioned in the agreement when calculating the total employee costs for a\nposting company.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nExamples of Eurostat calculation\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The following are only simplified examples of calculations. With the\nexamples, the parties do not state their position on what companies must pay to\ncomply with the Industrial Agreement or the Agreement for Salaried Employees in\nIndustry, including clause 22 of the Industrial Agreement and clause 3 of the\nAgreement for Salaried Employees in Industry. With the examples, the parties\nalso do not state their position on what can be included in the calculation of\ntotal employee costs. Similarly, the examples cannot be included as\ninterpretations in any disagreement on the interpretation of this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nExample A\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The total costs of employees are composed of wages and social security\ncontributions. According to the parties' latest joint statements (2021), social\nsecurity contributions amount to 14.2 per cent of total employee costs in\nDenmark and 22.2 per cent in Germany.\u003C\u002Fp>\n\n\u003Cp>This means that social security contributions account for 29 percent (or a\nfactor of 1.29) of total wage costs in Germany, and 17 percent (or a factor of\n1.17) of total wage costs in Denmark.\u003C\u002Fp>\n\n\u003Cp>After joining DI, a German company will adjust theirwage level to Danish\nconditions.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>They pay their employees an hourly wage of DKK 100. We assume that this is\nthe only wage part on which they pay social security contributions. The hourly\nwage plus social security contributions in Germany now amount to DKK 129, which\ndoes not comply with the provisions of the collective agreement.\u003C\u002Fp>\n\n\u003Cp>The German company wants to adjust their wage level corresponding to a\nDanish hourly wage of DKK 170. With an hourly wage of DKK 170, a Danish company\nwould have employee costs including social security contributions equivalent to\nDKK 199\u002Fhour. (170*1,17).\u003C\u002Fp>\n\n\u003Cp>Against this background, the German company chooses to provide a supplement\nof DKK 54 per hour during the posting to Denmark. The wage thus comes to 154\nDKK per hour (100 + 54) corresponding to 199\u002F1.29. They also pay social\nsecurity contributions of the supplement of DKK 54. Thus, the total employee\ncosts added to social contributions in Germany amount to DKK 199 (154 x\n1.29).\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nExample B\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In the situation from example A, the parties wish to implement the company's\ncontribution to labour market pensions separately. The employer's contribution\nto the German pension scheme is assumed to be 5 per cent. They are deducted\nfrom the percentage used to calculate social security contributions from labour\ncosts, bringing it down to 24 (29-5). On the other hand, the company must pay a\ntotal of 10 per cent in employer contributions to pension (from 1 March 2023)\nin accordance with the collective agreement. The five percent is paid to the\nGerman pension scheme. The difference of 5 per cent between the Danish and\nGerman pension contributions is paid by the German company to Industriens\nPension as a supplement to the wage or paid into the labour market or company\npension scheme in the home country.\u003C\u002Fp>\n\n\u003Cp>On this basis, the company chooses to provide a supplement to the wage of\nDKK 48.5\u002Fhour during the posting to Denmark. This is calculated as 199 divided\nby 1.34, as they have total social security contributions of 34 per cent of\nlabour costs including pension contributions. They also pay social security and\npension contributions of supplements. Thus, their total employee costs will\nalso be 199 DKK\u002Fhour (148.5 + 0.24*148.5 + 0.10*148.5)\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSection C\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe parties to the agreements agree that Directive 96\u002F71\u002FEC of the European\nParliament and of the Council of 16 December 1996 concerning the posting of\nworkers in the framework of the provision of services (the Directive) applies,\nas regards the second paragraph of Article 3(1) of this Directive, only to the\nfields referred to in item 1 of SECTION C of this Protocol.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe parties further agree:\u003C\u002Fp>\n\n\u003Cp>1.that, to the extent that the Industrial Agreement comprises matters\ncovered by the Annex, reprinted in Directive 96\u002F71\u002FEC of the European\nParliament and of the Council of 16 December 1996 concerning the posting of\nworkers in the framework of the provision of services, the rules laid down in\nthe Industrial Agreement and those applicable to the Danish company where the\nforeign worker carries out his work, applicable local agreements and practices\nshall be respected in relation to the workers who perform work in these areas\nin Denmark in connection with the provision of services.\u003C\u002Fp>\n\n\u003Cp>2.that disputes concerning the terms and conditions of employment of workers\nposted to Denmark in the areas referred to in this Protocol, SECTION C, item 1,\nshall be dealt with in accordance with SECTION A of this Protocol and the rules\nof the Agreement for the handling of industrial disputes\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nCopenhagen, 22 March 1998\u003C\u002Fp>\n\n\u003Cp>Amended at OK 2020 and OK 2023\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>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003C\u002Fh2>\n\n\u003Ch2>Appendix 21\u003C\u002Fh2>\n\n\u003Ch2>Deleted at OK 2023\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003C\u002Fh2>\n\n\u003Ch2>\u003Cbr>\nAppendix 22\u003C\u002Fh2>\n\n\u003Ch2>EU Directive on part-time work\u003C\u002Fh2>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nDIO I and CO-industri have entered into the below agreement with a view to\nimplementing Council Directive 97\u002F81\u002FEC of 15 December 1997 on the framework\nagreement on part-time work concluded by UNICE, CEEP and the ETUC.\u003C\u002Fp>\n\n\u003Cp>The parties to the Collective Agreement agree:\u003C\u002Fp>\n\n\u003Cp>•that the agreements made between the parties are not in contravention of\nthe provisions of the aforesaid Directive\u003C\u002Fp>\n\n\u003Cp>•that the Organisation Agreement implements the aforesaid Directive.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nClause 1.Purpose\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The purpose of the Directive is:\u003C\u002Fp>\n\n\u003Cp>(a)to provide a basis for elimination of discrimination and improvement of\nthe quality of part-time work\u003C\u002Fp>\n\n\u003Cp>(b)to facilitate development of part-time work on a volunteer basis and\ncontribute to a flexible organisation of working time in a way that takes\naccount of the needs of the employers and the employees.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nClause 2.Scope\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This Agreement shall apply to all employees covered by the part-time\nprovisions of one of the collective agreements made between the parties.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nClause 3.Definitions\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A part-time employee shall mean:\u003C\u002Fp>\n\n\u003Cp>An employee whose normal hours of work calculated on a weekly basis or as an\naverage over a period of employment of up to one year amount to less than the\nnormal hours of work for a comparable full-time employee.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nA comparable full-time employee shall mean:\u003C\u002Fp>\n\n\u003Cp>A full-time employee in the same company who has the same type of employment\ncontract or employment relationship and who is engaged in the same or similar\nwork\u002Foccupation.\u003C\u002Fp>\n\n\u003Cp>Such comparison shall be made considering matters such as, for instance,\nseniority, qualifications and skills.\u003C\u002Fp>\n\n\u003Cp>Where there is no comparable full-time employee in the same company, the\ncomparison shall be made with a full-time employee covered by one of the\ncollective agreements made between the parties.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nClause 4.Principle of non-discrimination\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In respect of employment conditions, part-time employees shall not be\ntreated in a less favourable way than comparable full-time employees solely\nbecause they work part-time unless different treatment is justified on\nobjective grounds.\u003C\u002Fp>\n\n\u003Cp>The principle of proportional pay and proportional rights shall apply to the\narea covered by this Agreement.\u003C\u002Fp>\n\n\u003Cp>Where expedient and where this is justified on objective grounds, the\nparties may make the right to certain employment conditions subject to\nconditions such as seniority, working time and earnings.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nClause 5.Possibilities of part-time work\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In relation to the purpose of this agreement, cf. clause 1, and the\nprinciple of non-discrimination, cf. clause 4, the parties agree as follows:\u003C\u002Fp>\n\n\u003Cp>If the parties identify obstacles that may limit the possibilities of\npart-time work, such obstacles shall be reconsidered with a view to\nelimination.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In so far as possible and subject to a collective agreement, practice, etc.\nthe employer shall, within the framework of the provisions concerning part-time\nemployees in the collective agreement which covers the employment, take the\nfollowing into account:\u003C\u002Fp>\n\n\u003Cp>(a)requests from employees to transfer from full-time employment to\npart-time employment that becomes available in the company;\u003C\u002Fp>\n\n\u003Cp>(b)requests from employees to transfer from part-time employment to\nfull-time employment or to increase their working time should the opportunity\narise;\u003C\u002Fp>\n\n\u003Cp>(c)the provision of timely information on the availability of part-time and\nfull-time positions in the company;\u003C\u002Fp>\n\n\u003Cp>(d)measures to facilitate access to part-time work for employees covered by\nthis Agreement and where appropriate to facilitate access by part-time\nemployees to vocational training to enhance their career opportunities and\noccupational mobility;\u003C\u002Fp>\n\n\u003Cp>(e)the provision of appropriate information to existing bodies representing\nemployees about part-time working in the company.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nClause 6.Final provisions\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This Agreement shall not affect the protection enjoyed by part-time\nemployees in accordance with the collective agreements made between the\nparties.\u003C\u002Fp>\n\n\u003Cp>Provisions regarding part-time employees' right to special employment\nconditions shall be reviewed periodically having regard to the principle of\nnon-discrimination, cf. clause 4.\u003C\u002Fp>\n\n\u003Cp>This Agreement shall apply subject to more specific Community provisions.\u003C\u002Fp>\n\n\u003Cp>The Organisation Agreement shall enter into force on 1 January 2001. No\nindustrial proceedings may be instituted under the rules for handling\nindustrial disagreements until after this date. However, this shall not apply\nto violation of the provisions of the Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In the event that the Agreement is terminated, the parties shall comply with\nthe provisions regarding the implementation of Council Directive 97\u002F81\u002FEC of 15\nDecember 1997 on the framework agreement on part-time work concluded by UNICE,\nCEEP and the ETUC until it is replaced by another collective agreement or until\nthe Directive is amended. The parties agree that there shall be no right to\nstart a conflict in connection with the implementation agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003C\u002Fh2>\n\n\u003Ch2>Appendix 23\u003C\u002Fh2>\n\n\u003Ch2>EU Directive on fixed-term work\u003C\u002Fh2>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nImplementation of Council Directive 1999\u002F70\u002FEC of 28 June 1999 on the framework\nagreement on fixed-term work concluded by ETUC, UNICE and CEEP.\u003C\u002Fp>\n\n\u003Cp>DIO I and CO-industri have entered into the below agreement with a view to\nimplementing Council Directive 99\u002F70\u002FEC of 28 June 1999 on the framework\nagreement on fixed-term work concluded by ETUC, UNICE and CEEP.\u003C\u002Fp>\n\n\u003Cp>The parties to the Collective Agreement agree:\u003C\u002Fp>\n\n\u003Cp>•that the agreements made between the parties are not in contravention of\nthe provisions of the aforesaid Directive, and\u003C\u002Fp>\n\n\u003Cp>•that the Organisation Agreement implements the aforesaid Directive.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nClause 1.Purpose\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The purpose of the Agreement is\u003C\u002Fp>\n\n\u003Cp>(a)to improve the quality of fixed-term work by eliminating\ndiscrimination\u003C\u002Fp>\n\n\u003Cp>(b)to establish a framework to prevent abuse arising from the use of\nsuccessive fixed-term employment contracts or relationships.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nClause 2.Scope\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This Agreement shall apply to all fixed-term employees covered by one of the\ncollective agreements made between the parties.\u003C\u002Fp>\n\n\u003Cp>The Agreement shall not apply to\u003C\u002Fp>\n\n\u003Cp>a.employees undergoing vocational basic training or apprenticeship training,\nor\u003C\u002Fp>\n\n\u003Cp>b.persons placed by a temporary agency at the disposal of a user company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nClause 3.Definitions\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For the purposes of this Agreement:\u003C\u002Fp>\n\n\u003Cp>1.'fixed-term employee' shall mean: a person having an employment contract\nor relationship entered into directly between an employer and an employee where\nthe end of the employment contract or relationship is determined by objective\nconditions such as reaching a specific date, completing a specific task, or the\noccurrence of a specific event.\u003C\u002Fp>\n\n\u003Cp>2.'a comparable permanent employee' shall mean: an employee with an\nemployment contract or relationship of indefinite duration, in the same\ncompany, engaged in the same or similar work\u002Foccupation, due regard being given\nto qualifications\u002Fskills.\u003C\u002Fp>\n\n\u003Cp>Where there is no comparable permanent employee in the same company, the\ncomparison shall be made with a full-time employee covered by one of the\ncollective agreements made between the parties.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nClause 4.Principle of non-discrimination\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In respect of employment conditions, fixed-term employees shall not be\ntreated in a less favourable way than comparable permanent employees solely\nbecause they have a fixed-term contract and the different treatment is not\njustified on objective grounds.\u003C\u002Fp>\n\n\u003Cp>The principle of proportional pay and proportional rights shall apply to the\narea covered by this Agreement.\u003C\u002Fp>\n\n\u003Cp>The provisions of the collective agreements made between the parties,\naccording to which specific length-of-service qualifications are required in\nrelation to particular conditions of employment, shall be the same for\nfixed-term and permanent employees except where different length-of service\nqualifications are justified on objective grounds.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nClause 5.Measures to prevent abuse\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>To prevent abuse arising from the use of successive fixed-term employment\ncontracts or relationships the renewal of such contracts or relationships shall\nbe justified on objective grounds such as the circumstances of the company or\nthe nature of the work or the circumstances specific for the industry or the\ncircumstances of the employee.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nClause 6.Information and employment opportunities\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Employers shall inform fixed-term employees about vacancies which become\navailable in the company to ensure that they have the same opportunity to\nsecure permanent positions as other employees within the scope of the\nAgreement.\u003C\u002Fp>\n\n\u003Cp>Such information may be provided in person, through the relevant shop\nsteward(s) at the company and\u002For by way of an announcement at one or more\nsuitable places in the company.\u003C\u002Fp>\n\n\u003Cp>As far as possible, employers shall facilitate access by fixed-term\nemployees to appropriate training opportunities to enhance their skills, career\nopportunities and occupational mobility.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nClause 7.Information and consultation\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Fixed-term employees shall be taken fully into consideration in calculating\nthe threshold above which employees' representative bodies provided for by\ncollective agreements, law, etc. may be constituted in the company as required\nby national provisions or Community law.\u003C\u002Fp>\n\n\u003Cp>Under the agreements made between the parties, legislation, etc. the\nemployer shall be under an obligation to provide information about fixed-term\nemployment.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nClause 8.Final provisions\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Appendix 20\u003C\u002Fp>\n\n\u003Cp>This Agreement shall not affect the protection enjoyed by fixed-term\nemployees in accordance with the collective agreements made between the\nparties.\u003C\u002Fp>\n\n\u003Cp>This Agreement shall apply subject to more specific Community provisions.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The Organisation Agreement shall enter into force on 10 July 2002. No\nindustrial proceedings concerning the interpretation of this Agreement may be\ninstituted under the rules for handling industrial disagreements until after\nthis date. However, this shall not apply to violation of the provisions of the\nCollective Agreement.\u003C\u002Fp>\n\n\u003Cp>In the event that the agreement is terminated, the parties shall comply with\nthe provisions regarding the implementation of Council Directive 99\u002F70\u002FEC of 28\nJune 1999 on the framework agreement on fixed-term work concluded by ETUC,\nUNICE and CEEP until it is replaced by another collective agreement or until\nthe Directive is amended. The parties agree that there shall be no right to\nstart a conflict in connection with the implementation agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003C\u002Fh2>\n\n\u003Ch2>Appendix 24\u003C\u002Fh2>\n\n\u003Ch2>Proof of employment relationship\u003C\u002Fh2>\n\n\u003Cp>See www.di.dk\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003C\u002Fh2>\n\n\u003Ch2>Appendix 25\u003C\u002Fh2>\n\n\u003Ch2>Agreement on holiday transfer\u003C\u002Fh2>\n\n\u003Cp>See www.di.dk\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003C\u002Fh2>\n\n\u003Ch2>Appendix 26\u003C\u002Fh2>\n\n\u003Ch2>Protocol on the implementation of the provisions on age and disability in\nCouncil Directive 2000\u002F78\u002FEC of 27 November 2000\u003C\u002Fh2>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\nDIO I and CO-industri have entered into the below agreement with a view to\nimplementing the provisions on age and disability in Council Directive\n2000\u002F78\u002FEC of 27 November 2000.\u003C\u002Fp>\n\n\u003Cp>The parties agree as follows:\u003C\u002Fp>\n\n\u003Cp>•That the agreements made between the parties are not in contravention of\nthe provisions on age and disability of the aforesaid Directive. To the extent\nthe agreements of the parties contain differing provisions on age and\ndisability, the parties agree that this is covered by the below\nconsiderations;\u003C\u002Fp>\n\n\u003Cp>•That the Organisation Agreement implements the provisions on age and\ndisability of the aforesaid Directive.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nClause 1.Purpose\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The purpose of this Agreement is to prevent non-objective discrimination as\nregards employment on grounds of age or disability.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nClause 2.Scope\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This agreement shall apply to all employees covered by the collective\nagreements made between DIO I and CO-industri.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nClause 3.Equal treatment\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The parties agree that there must be no age or disability discrimination of\nemployees or applicants for vacant positions in connection with employment,\ndismissals, transfers, promotion or as regards pay and employment conditions,\naccess to vocational training and retraining, cf. clauses 4 and 5.\u003C\u002Fp>\n\n\u003Cp>Subclause (2)\u003C\u002Fp>\n\n\u003Cp>The parties agree that the term 'discrimination' shall be interpreted as\nfollows:\u003C\u002Fp>\n\n\u003Cp>A)Direct discrimination: Direct discrimination shall be taken to occur where\none person is treated less favourably on grounds of age or disability than\nanother is, has been or would be treated in a comparable situation.\u003C\u002Fp>\n\n\u003Cp>B)Indirect discrimination: Indirect discrimination shall be taken to occur\nwhere an apparently neutral provision, criterion or practice would put persons\nhaving a particular age or a particular disability at a disadvantage compared\nwith other persons. However, this shall not apply if that provision, criterion\nor practice is objectively justified by a legitimate aim and the means of\nachieving that aim are appropriate and necessary or constitute an appropriate\nmeasure in line with the principles contained in clause 6 of the agreement in\norder to eliminate disadvantages entailed by such provision, criterion or\npractice.\u003C\u002Fp>\n\n\u003Cp>C)Harassment: Harassment shall be deemed to be a form of discrimination,\nwhen unwanted conduct related to a person's age or disability takes place with\nthe purpose or effect of violating the dignity of a person and of creating an\nintimidating, hostile, degrading, humiliating or offensive environment of that\nperson.\u003C\u002Fp>\n\n\u003Cp>D)Instruction to discriminate: An instruction to discriminate against a\nperson on the grounds of age or disability shall be deemed to be\ndiscrimination.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nClause 4.Special considerations concerning disability\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The parties agree that in order to guarantee compliance with the principle\nof equal treatment in relation to persons with disabilities, reasonable\naccommodation shall be provided.\u003C\u002Fp>\n\n\u003Cp>This means that employers shall take appropriate measures, where needed in a\nparticular case, to enable persons with disabilities to have access to,\nparticipate in, or advance in employment, or to undergo training, unless such\nmeasures would impose a disproportionate burden on the employer. This burden\nshall not be disproportionate when it is sufficiently remedied by measures\nexisting within the framework of the Danish disability policy.\u003C\u002Fp>\n\n\u003Cp>However, neither recruitment, promotion, maintenance in employment nor\ntraining of an individual who is not competent, capable and available to\nperform the essential functions of the post concerned or to undergo the\nrelevant training can be required.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nClause 5.Special considerations concerning age\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The parties agree that differences of treatment on grounds of age shall not\nconstitute differences of treatment according to the Agreement, if they are\nobjectively and reasonably justified by legitimate employment policy, labour\nmarket and vocational training objectives, and if the means of achieving the\nobjective concerned are appropriate and necessary.\u003C\u002Fp>\n\n\u003Cp>Such differences of treatment may include, among others:\u003C\u002Fp>\n\n\u003Cp>(a)the setting of special conditions on access to employment and vocational\ntraining, employment and occupation, including dismissal and remuneration\nconditions, for young people, older employees and persons with caring\nresponsibilities in order to promote their vocational integration or ensure\ntheir protection;\u003C\u002Fp>\n\n\u003Cp>(b)the fixing of minimum conditions of age, professional experience or\nseniority in service for access to employment or to certain advantages linked\nto employment;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c)the fixing of a maximum age for recruitment which is based on the\ntraining requirements of the post in question or the need for a reasonable\nperiod of employment before retirement.\u003C\u002Fp>\n\n\u003Cp>Differences of treatment are legitimate where they are the result of the\nfixing for occupational social security schemes of ages for admission or\nentitlement to retirement or invalidity benefits, including the fixing under\nthose schemes of different ages for employees or groups or categories of\nemployees. Furthermore, the use, in the context of such schemes, for example\nlabour market pension schemes and work-based insurances, where the employer\npays or makes all or part of the contributions to the scheme, of age criteria\nin actuarial calculations does not constitute discrimination on the grounds of\nage, provided that this does not result in discrimination on the grounds of\nsex.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nClause 6.Burden of proof\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>When persons who consider themselves wronged, cf. clauses 2-5, establish\nfacts from which it may be presumed that there has been direct or indirect\ndiscrimination, it shall be for the opponent to prove that there has been no\nbreach of the principle of equal treatment.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nClause 7.Rules for handling industrial disagreements\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Any disagreements on differences of treatment as a result of age and\u002For\ndisability shall be dealt with according to the usual rules for handling\nindustrial disagreements. This shall apply to both proceedings instituted in\npursuance of this Agreement and proceedings instituted in pursuance of the\nenabling act, cf. clause 8 of this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nClause 8.Coming into force\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This Agreement shall come into force simultaneously with the coming into\nforce of the enabling act that is expected to be adopted for implementation of\nthe provisions on age and disability of the Directive. No industrial\nproceedings concerning the interpretation of this Agreement may be instituted\nunder the rules for handling industrial disagreements until after this date.\u003C\u002Fp>\n\n\u003Cp>If a future implementation act significantly changes the assumptions of or\nestablishes requirements or criteria that deviate from corresponding provisions\nin this Agreement, the parties - DIO I and CO-industri - shall discuss the\nconsequences thereof with a view to restoring the original agreement to the\nextent it is technically and legally possible.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nClause 9.Final comments\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The parties agree that there shall be no right to start a conflict in\nconnection with this implementation agreement.\u003C\u002Fp>\n\n\u003Cp>This Agreement shall apply subject to more specific Community provisions.\u003C\u002Fp>\n\n\u003Cp>In the event that the Agreement is terminated, the parties shall comply with\nthe provisions regarding the implementation of Council Directive 2000\u002F78\u002FEF of\n27 November 2000, until it is replaced by another collective agreement or until\nthe coming into force of amendments to the Directive on age and disability.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nNote\u003C\u002Fp>\n\n\u003Cp>The parties agree that discrimination in violation of appendix 26 will\nusually refer to specific individual violation that may be sanctioned with\ncompensation to be paid to the employee.\u003C\u002Fp>\n\n\u003Cp>The parties take it for granted that this compensation is determined in\naccordance with the compensation level established by the Supreme Court in\nrelation to the Anti-Discrimination Act, cf. UfR 2013.2575 H and others.\u003C\u002Fp>\n\n\u003Cp>The parties agree that claims for compensation for specific individual\nviolation are referred to arbitration and that such breaches cannot be brought\nbefore the Labour Court.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nCopenhagen, 2 October 2004\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For DIO I For CO-industri\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003C\u002Fh2>\n\n\u003Ch2>\u003Cbr>\nAppendix 27\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-GENEQ_trigger\">\u003Ch2>Protocol on the implementation of the Consolidation Act on Equal Pay to Men\nand Women et al.\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nClause 1\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>No gender discrimination with regards to remuneration may take place in\ncontravention of the rules in this Agreement. This applies to both direct and\nindirect discrimination.\u003C\u002Fp>\n\n\u003Cp>(2)\u003C\u002Fp>\n\n\u003Cp>All employers shall offer men and women equal pay, including equal pay\nelements and pay conditions, for the same work or work given the same value.\nParticularly when a professional qualification system is used to establish the\npay, this system shall be based on the same criteria for male and female\nemployees and be designed in a way that it excludes discrimination on grounds\nof gender.\u003C\u002Fp>\n\n\u003Cp>(3)\u003C\u002Fp>\n\n\u003Cp>The evaluation of the value of the work shall take place on the basis of a\ngeneral evaluation of relevant qualifications and other relevant factors.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nClause 1 a\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Direct discrimination shall exist where a person on grounds of gender is\nbeing treated worse than another person is, has been, or will be treated in a\ncorresponding situation. Any form of inferior treatment of a woman in\nconnection with pregnancy and during a woman’s 14 weeks of absence after\nchildbirth is considered direct discrimination.\u003C\u002Fp>\n\n\u003Cp>(2)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Indirect discrimination shall exist where an apparently neutral provision,\ncriterion or practice disadvantages persons of one gender compared with persons\nof the other gender unless that provision, criterion or practice is justified\nby objective factors and the means to fulfil it are appropriate and\nnecessary.\u003C\u002Fp>\n\n\u003Cp>(3)\u003C\u002Fp>\n\n\u003Cp>Remuneration is the normal basic or minimum pay and all other remunerations\nthat as a consequence of the employment the employee receives directly or\nindirectly from the employer as money or provisions.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nClause 2\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An employee whose remuneration is lower than that of others in contravention\nof clause 1 shall be entitled to the difference.\u003C\u002Fp>\n\n\u003Cp>(2)\u003C\u002Fp>\n\n\u003Cp>An employee whose rights have been violated as a consequence of payment\ndiscrimination on grounds of gender can be awarded compensation.\u003C\u002Fp>\n\n\u003Cp>The compensation is established considering the employee’s seniority and\nthe general circumstances.\u003C\u002Fp>\n\n\u003Cp>In principle, the compensation is exhaustive. The parties, however, further\nagree that the Equal Pay Council established by DI and CO-industri can mete out\na fine where there is violation of the rule concerning the preparation of\ngender-segregated equal wage statistics\u002Fequal pay report, cf. below in clause\n4, or in the event of special circumstances.\u003C\u002Fp>\n\n\u003Cp>Claims for fines cf. subclause 2 shall be laid forward at the organisation\nmeeting at the latest, cf. the disputes procedures. After this it is no longer\npossible to claim a fine unless there are new violations of clause 4 or new\ninformation has been presented to support an assumption of systematic\ndiscrimination.\u003C\u002Fp>\n\n\u003Cp>(3)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In the event that a dispute contains elements that shall be considered\npursuant to the rules in the Cooperation Agreement, cf. below in (4) of clause\n4, it can be handled in the Equal Pay Council in its entirety instead of in the\nCooperation Council in accordance with the principle on the unified sanction\nsystem.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nClause 2a.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An employee has a right to pass on information relating to his or her own\nwage conditions. This information may be passed on to any person.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nClause 3\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An employer shall not be allowed to dismiss or subject an employee,\nincluding an employee representative, to other unfavourable treatment by the\nemployer as a reaction to a complaint, or because the employee or employee\nrepresentative has put forward a claim for equal pay, including equal pay\nconditions or for passing on information on pay. An employer shall not have the\nright to dismiss an employee or an employee representative for having put\nforward a claim laid down in (1) of clause 4.\u003C\u002Fp>\n\n\u003Cp>(2)\u003C\u002Fp>\n\n\u003Cp>It is incumbent upon the employer to prove that a dismissal has not been\neffected in contravention of the rules laid down in (1). However, if the\ndismissal occurs more than 1 year after the employee has put forward a claim\nfor equal pay, the first sentence shall only apply where the employee\nestablishes facts which give cause for presuming that the dismissal has taken\nplace in contravention of (1).\u003C\u002Fp>\n\n\u003Cp>(3)\u003C\u002Fp>\n\n\u003Cp>A dismissed employee may require compensation or reemployment. Any\nreemployment takes place in accordance with the principles of the Main\nAgreement. The compensation is established considering the employee’s\nseniority and the general circumstances of the case.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nClause 4\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An employer with a minimum of 35 employees shall each year prepare\ngender-segregated wage statistics for groups of a minimum of 10 persons of each\nsex calculated on the basis of the 6- digit DISCO code for the purpose of\nconsulting and informing the employees of wage gaps between men and women in\nthe company. However, this does not extend to companies in the fields of\nfarming, gardening, forestry and fisheries. If the gender-segregated wage\nstatistics are received confidentially for the good of the company’s\nlegitimate interests, the information must not be passed on.\u003C\u002Fp>\n\n\u003Cp>(2)\u003C\u002Fp>\n\n\u003Cp>The gender-segregated wage statistics under (1) shall be calculated for\nemployees’ groups with a degree of detail corresponding to the 6-digit DISCO\ncode. The employer also has a duty to give an account of the design of the\nstatistics and for the wage concept applied.\u003C\u002Fp>\n\n\u003Cp>(3)\u003C\u002Fp>\n\n\u003Cp>Enterprises that make notification to the annual wage statistics of\nStatistics Denmark may obtain, without charge, gender-segregated wage\nstatistics under (1) from Statistics Denmark.\u003C\u002Fp>\n\n\u003Cp>(4)\u003C\u002Fp>\n\n\u003Cp>The employer’s obligation to prepare gender-segregated wage statistics\nunder (1) shall lapse if the employer enters into an agreement with the\nemployees in the company to prepare a report. The report is required to contain\na description of the terms which are of significance to the payment of men and\nwomen in the company as well as specific action-oriented initiatives which may\nrun for a course of 3 years, and the more specific follow-up on this in the\nperiod of the report. The report is required to comprise all the employees of\nthe company and is required to be considered in accordance with the rules laid\ndown in the Cooperation Agreement. The report is required to be prepared, at\nthe latest, before the expiry of the calendar year in which the duty to prepare\ngender-segregated wage statistics existed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nClause 5\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An employee who finds that the employer does not comply with the duty to\noffer equal pay, including equal pay conditions under this Agreement may bring\nlegal action to establish the claim.\u003C\u002Fp>\n\n\u003Cp>(2)\u003C\u002Fp>\n\n\u003Cp>Where a person who finds that he or she has been discriminated against, cf.\nclause 1, establishes facts which give cause for presuming that direct or\nindirect discrimination has taken place, it is incumbent on the other party to\nprove that the principle of equal treatment has not been violated.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nClause 6\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Wherever the union find grounds to take legal action pursuant to the above\nrules, a survey of the company may take place with the participation of the\norganisations before the issue is handled, pursuant to the disputes\nprocedures.\u003C\u002Fp>\n\n\u003Cp>(2)\u003C\u002Fp>\n\n\u003Cp>In equal pay cases subjected to disputes procedures it shall be determined\nat the conciliation meeting, or prior to this, which information should be\nhanded over to the union with a view to evaluating the case.\u003C\u002Fp>\n\n\u003Cp>The parties agree that the equal pay act hereafter is not applicable to\nemployments comprised by the collective agreements between them and that\ndisputes regarding equal pay shall be referred to the dispute resolution\nsystem.\u003C\u002Fp>\n\n\u003Cp>The sides furthermore agree to incorporate into this agreement moderations\nof the equal pay act as a consequence of any changes in EU obligations.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nCopenhagen, 22 February 2010\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003C\u002Fh2>\n\n\u003Ch2>Appendix 28\u003C\u002Fh2>\n\n\u003Ch2>Protocol on electronic documents\u003C\u002Fh2>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nThe parties agree that the companies, as valid discharge, will issue payslips\nand any other documents to be exchanged during or after the current employment,\nby means of available, electronic mail solutions such as e-Boks or email.\u003C\u002Fp>\n\n\u003Cp>However, the company can agree with the individual employee that the\nelectronic solution is not used.\u003C\u002Fp>\n\n\u003Cp>If the employee is exempted from receiving digital mail from public\nauthorities, the electronic solution is not used.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nCopenhagen, 12 February 2017\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003C\u002Fh2>\n\n\u003Ch2>Appendix 29\u003C\u002Fh2>\n\n\u003Ch2>Protocol on the understanding of clause 11 (2) on systematic overtime\u003C\u002Fh2>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nThe parties have discussed the understanding of clause 11 (2) on systematic\novertime (The provision comes from Protocol No. 9 on Systematic overtime from\nOK 2017)\u003C\u002Fp>\n\n\u003Cp>The parties agree that the idea behind the described model has been to allow\ncompanies with varying production needs, in cases where the local parties have\nunsuccessfully sought to achieve a local agreement on varying weekly working\nhours, to notify systematic overtime in such a way that the systematic overtime\nis being compensated by time off within a period of maximum 12 months.\u003C\u002Fp>\n\n\u003Cp>The parties agree to make it clear that the model cannot be used as a\npermanent extension of the company’s production capacity, for example in the\nform of a fixed 42-hour working week with continuous time off in lieu unless\nthe local parties agree.\u003C\u002Fp>\n\n\u003Cp>The parties also agree to make it clear that it is not a rolling 12-month\nsettlement period according to the same principle that applies for taking time\noff for other overtime in cases with a rolling 4-month period. On the contrary,\nit is a period of maximum 12 months from the establishment of the systematic\novertime within which the systematic overtime must be taken as time off. If the\nsystematic overtime is discontinued before the expiration of the 12-month\nperiod, the overtime is considered offset, and a new 12-month period will be\nannounced at the notice of new systematic overtime.\u003C\u002Fp>\n\n\u003Cp>Copenhagen, 23 February 2017\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003C\u002Fh2>\n\n\u003Ch2>Appendix 30\u003C\u002Fh2>\n\n\u003Ch2>Protocol on health and safety representatives’ participation in relevant\nhealth and safety courses\u003C\u002Fh2>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nThe parties agree that, according to agreement with the employer, the health\nand safety representative may be given the necessary time off to participate in\nthe relevant health and safety courses of the unions.\u003C\u002Fp>\n\n\u003Cp>Access to participation in the unions’ health and safety courses affects\nneither rights nor obligations in relation to the statutory health and safety\ntraining.\u003C\u002Fp>\n\n\u003Cp>The parties agree that participation in the unions' voluntary health and\nsafety courses does not activate payment under section 10(1) of the Danish\nWorking Environment Act.\u003C\u002Fp>\n\n\u003Cp>This provision comes into force on June 1, 2020.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"apprenticeships":42,"cbadate_start":46,"pensionfund":50,"hourspweek":54,"OVERTIME_trigger":58,"bankholidays2":62,"childcare":66,"paidmaternityleave":70,"paidpaternityleave":73,"contractseverancepay":77,"TRAINING_trigger":80,"trainingfund":84,"remote_work_options":88,"trainingprogrammes_remote":91,"schedulesrestpw":95,"hoursovertimemax":99,"hivpolicy":103,"code_application":107,"coldismissalsupport_trigger":111,"GENEQ_trigger":115,"WAGES_trigger":119,"WAGES_determined":123,"SUNDAY_trigger":127},{"bindId":43,"name":44,"text":45},"apprenticeships"," A.Apprentices\u002Ftrainees in vocational tr","\nA.Apprentices\u002Ftrainees in vocational training",{"bindId":47,"name":48,"text":49},"cbadate_start"," Clause 29 Duration of Agreement","\nClause 29 Duration of Agreement",{"bindId":51,"name":52,"text":53},"pensionfund"," Clause 8 Pension","\nClause 8 Pension",{"bindId":55,"name":56,"text":57},"hourspweek"," Clause 9 Working time","\nClause 9 Working time",{"bindId":59,"name":60,"text":61},"OVERTIME_trigger"," Subclause (3)","\nSubclause (3)",{"bindId":63,"name":64,"text":65},"bankholidays2"," Subclause (11) 24 December and Constitu","\nSubclause (11) 24 December and Constitution Day",{"bindId":67,"name":68,"text":69},"childcare"," Subclause (13) Children's first day of ","\nSubclause (13) Children's first day of sickness",{"bindId":71,"name":72,"text":72},"paidmaternityleave","Subclause (17) Maternity leave",{"bindId":74,"name":75,"text":76},"paidpaternityleave","(b)Under the same conditions a pay shall","(b)Under the same conditions a pay shall be paid during 'paternal leave' for\na period of up to two weeks.",{"bindId":78,"name":79,"text":79},"contractseverancepay","•Severance pay (IO clause 38 (11)).",{"bindId":81,"name":82,"text":83},"TRAINING_trigger"," Clause 25 Competence development","\nClause 25 Competence development",{"bindId":85,"name":86,"text":87},"trainingfund"," Clause 26 Training funds","\nClause 26 Training funds",{"bindId":89,"name":90,"text":90},"remote_work_options","Protocol on tele\u002Fdistance\u002Fhomework",{"bindId":92,"name":93,"text":94},"trainingprogrammes_remote"," Training","\nTraining",{"bindId":96,"name":97,"text":98},"schedulesrestpw"," 4.1Weekly rest period","\n4.1Weekly rest period",{"bindId":100,"name":101,"text":102},"hoursovertimemax"," 6.Maximum weekly working time","\n6.Maximum weekly working time",{"bindId":104,"name":105,"text":106},"hivpolicy"," 11.Health assessment","\n11.Health assessment",{"bindId":108,"name":109,"text":110},"code_application"," 14.Safety and health protection","\n14.Safety and health protection",{"bindId":112,"name":113,"text":114},"coldismissalsupport_trigger","EU Directive on notice, etc. in connecti","EU Directive on notice, etc. in connection with collective redundancies",{"bindId":116,"name":117,"text":118},"GENEQ_trigger","Protocol on the implementation of the Co","Protocol on the implementation of the Consolidation Act on Equal Pay to Men\nand Women et al.",{"bindId":120,"name":121,"text":122},"WAGES_trigger"," Clause 3 Pay provision","\nClause 3 Pay provision",{"bindId":124,"name":125,"text":126},"WAGES_determined"," The pay of each employee shall be agree","\nThe pay of each employee shall be agreed in each individual case between the\nemployer and the employee.",{"bindId":128,"name":129,"text":130},"SUNDAY_trigger"," For overtime work for which a premium m","\nFor overtime work for which a premium may be demanded, cf. the rules laid down\nin clause 9 and clause 10, the hourly rate plus 50 per cent shall be paid for\nthe first three hours after the end of normal working hours. For overtime work\nafter that time 100 per cent shall be paid. For overtime work on non-working\ndays the hourly rate plus 50 per cent shall be paid for the first three hours,\nfor the fourth and subsequent hours the hourly rate plus 100 per cent shall be\npaid. For work on Sundays and public holidays the hourly rate plus 100 per cent\nshall be paid.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>DNK DI Confederation of Danish Industry - 2020\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Startdato: → 2020-03-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Slutdato: → 2023-03-01\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Navn på industri: → Fremstillingsvirksomhed\n            \u003C\u002Fdiv>\n\n            \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            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Navn på foreninger: → DI - Dansk Industri\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Navne på fagforeninger: → \n\n                \n                    \n                    \u003Cspan>\n                        CO-industri\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SIKKERHED OG PENSIONER\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Arbejdsgiver bidrager til pensionskasse for medarbejdere: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Arbejdsgiver bidrager til en handicapfond for medarbejdere: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Arbejdsgiver bidrager til arbejdsløshedskasse for medarbejdere: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\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: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Arbejdsgiver bidrager til en uddannelsesfond for medarbejdere: → Ja\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            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Betalt barselsorlov: → 18 uger\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Jobsikkerhed efter barselsorlov: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Forbud mod forskelsbehandling i forbindelse med barsel: → Nej\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: → Nej\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            \u003Cdiv id=\"display-childcareleave\">\n                Betalt orlov pr. år ved omsorgsarbejde for pårørende: → 1 dage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Betalt barselsorlov til fædre: → 14 dage\n         \u003C\u002Fdiv>\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 → Ja\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-gender\">\n                Særlig reference til køn ved løn mellem kønnene: → Ja\u003C\u002Fdiv>\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: → Ja\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Lige muligheder for forfremmelse for kvinder: → Nej\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Lige muligheder for uddannelse og omskoling for kvinder: → Nej\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Ligestilling i forbindelse med tillidsmænd på arbejdspladsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Klausuler om seksuel chikane på arbejdspladsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Klausuler om vold på arbejdspladsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Særlig orlov til medarbejdere, der har været udsat for vold i hjemmet eller partnervold: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Støtte til kvindelige medarbejdere med handicap: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Overvågning af ligeberettigelse: → Ja\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">ARBEJDSKONTRAKTER\u003C\u002Fh3>\n\n            \n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Medarbejdere på deltid ekskluderet fra nogen bestemmelser: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Bestemmelser for midlertidigt ansatte: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Lærlinge ekskluderet fra nogen bestemmelser: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijob\u002Fstudenterjob ekskluderet fra nogen bestemmelser: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">ARBEJDSTID, VAGTPLAN OG FERIE\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Arbejdstimer pr. uge: → 37.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Arbejdsdage pr. uge: → 5.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hoursovertimemax\">\n                Maksimalt antal overarbejdstimer: → 11.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Betalt årlig orlov: → -10.0 dage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Betalt årlig orlov: → -10.0 uger\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Betalt helligdage: → Christmas Eve (24th December), Grundlovsdag\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Hvileperiode på mindst én dag pr. uge aftalt: → Ja\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maksimalt antal søndage \u002F helligdage, der kan arbejdes på et år: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Bestemmelser om fleksible arbejdsordninger: → Ja\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">LØNNINGER\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Lønningerne bestemmes ud fra løntabeller: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Justering i henhold til stigende leveomkostninger: → \u003C\u002Fdiv>\n\n            \n\n         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