[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fda-dk\u002Farbejde-i-danmark\u002Fkollektiv-overenskomst\u002Fcba-food-delivery-work-2021-2023":3,"menu:\u002Fda-dk:":149,"sites:htmlblocks":319,"subsites":1518,"cite-subsites":5083,"footer:root":5560,"suggested:root":5658,"cite-footer:root":5662},{"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":129,"content_type_view":130,"extra_breadcrumbs":131,"body":133,"body_blocks":144,"related_pages":148},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":127,"translations":128},{"id":31,"uid":32,"url":33,"name":34,"locale":11,"override_title":8,"title":35,"browser_title":36,"browser_description":37,"text":38},"cba-food-delivery-work-2021-2023","6ea0272c-6141-11ef-8b0a-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fdenmark\u002Fcba-food-delivery-work-2021-2023\u002Fcba-food-delivery-work-2021-2023\u002F","CBA_food-delivery-work-2021-2023","DNK Danish Chamber of Commerce - 2021","Denmark - DNK Danish Chamber of Commerce - 2021","DNK Danish Chamber of Commerce - 2021 - Hotel og restauration, cateringvirksomhed, turisme",{"name":39,"data":40},"CBA_food-delivery-work-2021-2023.html","\n\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New6\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>Collective agreement on food delivery work between DANSK ERHVERV\nArbejdsgiver Danish Chamber of Commerce - Employers and United Federation of\nDanish Workers (3F) Transport Group 2021 - 2023\u003C\u002Fh1>\n\n\u003Cdiv class=\"toc\">\n\u003Cul>\n  \u003Cli>\u003Ca href=\"#L179\">1.Scope of the collective agreement\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L183\">2.Wages\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L209\">3.Working hours\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L233\">4.Letter of employment\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L243\">5.Unsociable working hours\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L261\">6.Overtime\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L277\">7.Vehicle, transport boxes and\n  smartphones\u002Fdevices\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L293\">8.Special savings\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L309\">9.Pay period and pay settlement\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L321\">10.Workwear and protective equipment\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L325\">11.a Skills Development Fund\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L333\">11.b Development funds\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L335\">11.b.1 Development and Cooperation Fund\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L339\">11.b.2 DA\u002FLO Development Fund\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L343\">12.Notice periods\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L375\">13.Severance pay\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L389\">14.Annual leave and discretionary holidays\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L401\">15.Sickness and injury\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L431\">16.Maternity leave \u002F paternity leave\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L461\">17.Children’s sickness and childcare days\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L475\">18.Children’s sickness\u002Fhospitalisation\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L487\">19.Main Agreement\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L491\">20.Shop stewards\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L495\">21.Pension\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L531\">22.Scheme for older employees\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L535\">23.Industrial disputes\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L539\">24.Newly admitted enterprises\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L551\">25.Term of the agreement\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L563\">Annexes to the agreement\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L567\">Annex 1:Protocol on transition to the Collective\n        Agreement on Food Delivery Work\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L577\">Annex 2:Protocol on local wages\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L607\">Annex 3:Protocol on shop stewards\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L609\">3.1Where are shop stewards elected?\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L613\">3.2Who can be elected shop steward?\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L623\">3.3Election of shop steward\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L631\">3.4Substitute for shop steward\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L635\">3.5Joint shop steward\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L641\">3.6Other options for election\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L645\">3.7Cooperation and responsibilities\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L655\">3.8Spokesperson\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L659\">3.9Responsibilities during working hours\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L675\">3.10Remuneration and fees\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L705\">3.11Chair of local union club\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L709\">3.12Dismissal of shop steward\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L717\">3.13Dismissal procedure\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L727\">3.14Notice of termination after resigning\n            position\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L733\">3.15Updating of skills of resigned shop\n            stewards\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L741\">3.16Health and safety representatives\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L777\">3.17European works councils\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L781\">Annex 4. Protocol on senior worker scheme\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L805\">Annex 5. Protocol on access to payroll\n      information\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L831\">Annex 6. Protocol on the transfer of seniority from\n        temporary staff agency to user enterprise\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L843\">Annex 7. Protocol on subcontractors and agency\n        workers\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L887\">Annex 8. Protocol on agency workers from agencies\n        covered by a collective agreement\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L893\">Annex 9. Protocol on guidelines for time off in lieu\n        in connection with overtime work\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L921\">Annex 10. Protocol on guidelines for division of\n        work\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L943\">Annex 11. Protocol on the resolution of industrial\n        disputes between the\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L947\">11.1Local negotiation\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L967\">11.2Mediation meeting\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L985\">11.3Industrial arbitration\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1051\">Annex 12. Agreement on social responsibility\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1073\">Annex 13. Protocol on policy for older\n      workers\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1085\">Annex 14. Protocol on newly admitted enterprises -\n        pension and special savings\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L1087\">Enterprise pension plan\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1099\">Gradual increase scheme\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1103\">Enterprises without a pension plan on\n            commencement of their membership\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1121\">Special savings\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1145\">Logging of gradual increase schemes\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1149\">Annex 15. Protocol on holidays\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L1151\">15.1New Holiday Act - deviations\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1161\">15.3Transfer of holiday\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1171\">15.4Full-week holidays\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1175\">15.5Holiday taken as individual hours\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1187\">15.7Payment\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1193\">15.8Guarantee\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1197\">Annex A. Agreement on the transfer of holidays\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L1203\">1.Transferred holiday\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1227\">3. Other provisions\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1241\">Annex B. Examples of holiday transfer\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1259\">Annex 16. Protocol on general guidelines for pilot\n        schemes\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1289\">Annex 17. Protocol on the implementation of the\n        directive on fixed- term work\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L1301\">17.1Objective\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1309\">17.2Scope of application\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1319\">17.3Definitions\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1333\">17.4Principle of non-discriminatory\n          treatment\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1341\">17.5Provisions on misuse\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1345\">17.6Information and job opportunities\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1353\">17.7Information and consultation\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1359\">17.8Industrial dispute resolution\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1363\">17.9Concluding remarks\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1375\">Annex 18. Protocol on implementation of the Equal\n        Pay Act, etc\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1423\">Annex 19. Protocol on pension for persons employed\n        in flexible jobs\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1437\">Annex 20. Organisation agreement on holiday\n        guarantee scheme\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1493\">Annex 21. Protocol on night work and health\n        checks\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L1495\">Night work\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1503\">Frequency\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1513\">Model for health check procedure\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1525\">Report to the safety committee in large\n            enterprises\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1529\">Annex 22. Protocol on electronic documents\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1535\">Annex 23. Organisation agreement on the management\n        of cases concerning lack of payment and reporting of pension\n        contributions\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L1539\">Management of cases in PensionDanmark\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1551\">Management of cases in the organisations\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1561\">Payment of penalty\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1567\">Annex 24. Organisation agreement on cooperation in\n        enterprises of all sizes\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1589\">Annex 25. Organisation agreement on pension plan\n        costs\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1611\">Annex 26. Organisation agreement on data\n        protection\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1619\">Annex 27. Procedure for industrial dispute\n        resolution in cases concerning harassment, bullying and other offensive\n        actions\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1627\">Annex 28. Protocol on skills development and\n        training\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L1629\">28.1Strengthening of training activities in the\n            enterprise\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1639\">28.2Local cooperation\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1653\">28.3Definition of standard wage according to\n            collective agreements\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1659\">28.4Employee rights and obligations with regard\n            to training\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1713\">28.5Education and training activities at the\n            initiative of the enterprise\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1733\">Annex 29. Protocol on the Skills Fund for Transport\n        and Warehousing\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L1735\">29.1. Objective\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1741\">29.2Financial basis\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1749\">29.3The Skills Development Fund for Transport\n            and Warehousing\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1769\">29.4Applications\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1777\">29.5Use of funding\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1785\">29.6Skills development managed in the\n            enterprise\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1799\">29.7Other areas covered by collective agreements\n            and enterprises having adhered to a collective agreement between\n            the parties\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1805\">29.8Core conditions\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1809\">Annex 30. Development and Cooperation Fund for\n        Transport and Warehousing\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1837\">Annex 31. Protocol on contributions to the\n        Development and Cooperation Fund for Transport and Warehousing\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1851\">Annex 32. Draft standard employment contract\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L1967\">Other provisions\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n\u003C\u002Ful>\n\u003C\u002Fdiv>\n\n\u003Cp>3F item number: 3008-1\u003C\u002Fp>\n\n\u003Cp>The English version is for guidance only.\u003C\u002Fp>\n\n\u003Cp>In case of discrepancy between the English and the Danish version, the\nDanish version applies.\u003C\u002Fp>\n\n\u003Ch2 id=\"L179\">1.Scope of the collective agreement\u003C\u002Fh2>\n\n\u003Cp>1.1This collective agreement applies to workers in enterprises which, for\nthe account of a third party, deliver pre-prepared food, including food\nsuitable for consumption after brief preparation, beverages and naturally\nassociated products from restaurants, pizzerias, fast food chains, bakeries and\nother enterprises offering take-away meals. Delivery may be made by bicycle,\nscooter, moped, motorcycle, car or van weighing less than 2 tonnes and similar\nvehicles.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch2 id=\"L183\">2.Wages\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>2.1The guaranteed standard hourly wage is as follows:\u003C\u002Fp>\n\n\u003Cp>1 March 2021: DKK 124.20\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cp>1 March 2022: DKK 127.35\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>The standard hourly wage for extra shifts is:\u003C\u002Fp>\n\n\u003Cp>1 March 2021: DKK 129.20\u003C\u002Fp>\n\n\u003Cp>1 March 2022: DKK 132.35\u003C\u002Fp>\n\n\u003Cp>The guaranteed normal hourly rate includes payment for work on weekday\nholidays and payment for discretionary days of holiday.\u003C\u002Fp>\n\n\u003Cp>2.2The wage payable to workers under the age of 18 is to be the following\npercentages of the normal hourly wages for adult workers in force from time to\ntime.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Workers aged 17:80%\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Others:60%\u003C\u002Fp>\n\n\u003Cp>The above percentages must be used as the basis for wages in connection with\nsupplements laid down in a collective agreement.\u003C\u002Fp>\n\n\u003Cp>2.3Agreements on local wages may be made in individual enterprises; see\nAnnex 2 (Protocol on local wages).\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Ch2 id=\"L209\">3.Working hours\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>3.1The standard number of effective working hours is at least eight hours\nand up to 37 hours. In connection with shifts of more than five hours’\nduration, workers are entitled to a 30-minute unpaid break.\u003C\u002Fp>\n\n\u003Cp>The times of the start and end of working hours are when the worker signs in\nand signs out respectively. However, no wages are payable for time during a\nshift when a worker is not available for performance of work.\u003C\u002Fp>\n\n\u003Cp>3.2 Both full-time and part-time employment are possible.\u003C\u002Fp>\n\n\u003Cp>The shifts of both full-time and part-time workers must last at least four\nhours.\u003C\u002Fp>\n\n\u003Cp>Workers must be informed of work schedules for the next four weeks on an\nongoing basis.\u003C\u002Fp>\n\n\u003Cp>Additional shifts may be arranged. Such shifts must be of at least two\nhours’ duration. Workers are not obliged to accept any additional shifts.\u003C\u002Fp>\n\n\u003Cp>Varying weekly working hours are acceptable. The weekly number of varying\nworking hours may not exceed 44 standard hours a week. Additional shifts must\nbe included in the calculation of total standard hours.\u003C\u002Fp>\n\n\u003Cp>The calculation period begins at the same time as the pay period and covers\na three- month reference period determined by the employer. Workers must be\ninformed of the reference period.\u003C\u002Fp>\n\n\u003Cp>Workers are entitled to two days off each week.\u003C\u002Fp>\n\n\u003Cp>3.3 Part-time workers are guaranteed at least 104 standard working hours\nover the reference period.\u003C\u002Fp>\n\n\u003Cp>Full-time workers are guaranteed at least 481 hours over the reference\nperiod.\u003C\u002Fp>\n\n\u003Ch2 id=\"L233\">4.Letter of employment\u003C\u002Fh2>\n\n\u003Cp>4.1Not later than on the second weekday of a worker’s employment, the\nemployer must inform the worker about the terms of employment in accordance\nwith the duty of disclosure set out in the Danish Act on Employer’s\nObligation to Inform Employees of the Conditions Applicable to the Employment\nRelationship.\u003C\u002Fp>\n\n\u003Cp>The parties to this agreement recommend the use of an employment contract\napproved by both parties.\u003C\u002Fp>\n\n\u003Cp>Any dispute that may arise in relation to the duty of disclosure and\nemployment contracts\u002Fletters of employment must be resolved in accordance with\nthe rules on industrial dispute resolution that apply between the parties.\u003C\u002Fp>\n\n\u003Cp>If a letter of employment has not been given to a worker within the time\nlimits in force, no compensation can be claimed from an employer who meets the\nrequirement not later than eight days after the worker concerned or his or her\ntrade union has submitted a claim concerning failure to provide a letter of\nemployment, unless the non-compliance with the provision on letters of\nemployment is systematic.\u003C\u002Fp>\n\n\u003Ch2 id=\"L243\">5.Unsociable working hours\u003C\u002Fh2>\n\n\u003Cp>The following supplements to the standard hourly rates are payable to both\npart-time and full-time employees:\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse;border:none\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"206\" style=\"width:154.55pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt\">Working hours\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"174\" style=\"width:130.3pt;border:solid windowtext 1.0pt;border-left:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   text-indent:1.0pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt\">1 March\n        2021\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:98.9pt;border:solid windowtext 1.0pt;border-left:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt\">1 March 2022\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"206\" style=\"width:154.55pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">All days of the week, 6am to 11\n        pm\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"174\" style=\"width:130.3pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   text-indent:1.0pt\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">DKK 10\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:98.9pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">DKK 10.16\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"206\" style=\"width:154.55pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">All days of the week, 11pm to 6\n        am\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"174\" style=\"width:130.3pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   text-indent:1.0pt\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">DKK 20\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:98.9pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">DKK 20.32\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"206\" style=\"width:154.55pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">Public holidays, midnight to\n        midnight\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"174\" style=\"width:130.3pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   text-indent:1.0pt\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">DKK 20\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:98.9pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt\">DKK 20.32\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp>The following days are public holidays:\u003C\u002Fp>\n\n\u003Cp>New Year’s Day (1 January), Maundy Thursday, Good Friday, Easter Sunday,\nEaster Monday, Great Prayer Day, Ascension Day, Whit Sunday, Whit Monday, 24\nDecember, 25 December, 31 December.\u003C\u002Fp>\n\n\u003Ch2 id=\"L261\">6.Overtime\u003C\u002Fh2>\n\n\u003Cp>Working hours in excess of 37 hours a week on average over the reference\nperiod are considered to be overtime hours; see clause 3.2.\u003C\u002Fp>\n\n\u003Cp>In addition, work requested after the end of a scheduled shift as well as\nwork requested on days off is also considered to be overtime work.\u003C\u002Fp>\n\n\u003Cp>Overtime work is payable by the following wage supplements:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>A supplement of 50% on top of the standard hourly rate is payable for the\nfirst three hours of overtime work each day. For all other overtime hours, a\nsupplement of 100% is payable on top of the standard hourly rate.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>For overtime work on days off, payment for at least four hours is\nrequired.\u003C\u002Fp>\n\n\u003Cp>Overtime work is calculated as periods of 15 minutes or fractions of 15\nminutes.\u003C\u002Fp>\n\n\u003Cp>No overtime is payable for deliveries started before the end of shifts if\nthey do not exceed the end time by more than 15 minutes. Instead, the hourly\nrate rounded up to a full 15 minutes is payable.\u003C\u002Fp>\n\n\u003Ch2 id=\"L277\">7.Vehicle, transport boxes and smartphones\u002Fdevices\u003C\u002Fh2>\n\n\u003Cp>The employer provides vehicles and transport boxes.\u003C\u002Fp>\n\n\u003Cp>If the employer does not provide vehicles, the employer must pay the\nfollowing supplements to the worker for the worker’s use of his or her own\nvehicle.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•For cars and motorcycles: the mileage rates laid\ndown by the Danish authorities.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•For mopeds, motor scooters, electric scooters,\nbicycles, etc: an hourly supplement of DKK 10.00.\u003C\u002Fp>\n\n\u003Cp>The above rates for use of own vehicles are conditional upon the worker\nkeeping the vehicle in a state of repair that complies with applicable\nlegislation.\u003C\u002Fp>\n\n\u003Cp>Workers must use a smartphone or device that is compatible with the\nemployer’s platform.\u003C\u002Fp>\n\n\u003Cp>The employer must ensure that no monitoring or tracking of such smartphones\nor devices takes place outside working hours.\u003C\u002Fp>\n\n\u003Ch2 id=\"L293\">8.Special savings\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>As per 1 March 2021, workers earn 6% of the pay on which holiday\nentitlements are based as special savings. As from 1 March 2022, the rate will\nincrease to 7%.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>The amount includes holiday pay and holiday allowances.\u003C\u002Fp>\n\n\u003Cp>At the end of the months of May and November, the balance is calculated and\npaid to the employee. When employment is terminated, the entire balance is\npayable.\u003C\u002Fp>\n\n\u003Cp>Recently admitted enterprises that have not set up a special savings or\nsimilar scheme before entering into the agreement may be included in a gradual\nincrease scheme; see Annex 14 (Protocol on newly admitted enterprises - pension\nand special savings).\u003C\u002Fp>\n\n\u003Cp>Employees covered by the collective agreement may ask their employer to pay\nan additional employee contribution to the pension scheme on a regular basis,\nthe contributions being taken from the special savings. Such a request,\nincluding a request to end\u002Fchange the additional payment of employee\ncontributions, may be made once a year with effect from 1 December.\u003C\u002Fp>\n\n\u003Cp>Any administrative expenses associated with such requests are of no concern\nto the employee. The additional contribution(s) will exclusively be used to\nincrease total savings.\u003C\u002Fp>\n\n\u003Cp>The Danish Chamber of Commerce - Employers guarantees the payment of the\namounts in question.\u003C\u002Fp>\n\n\u003Ch2 id=\"L309\">9.Pay period and pay settlement\u003C\u002Fh2>\n\n\u003Cp>The pay period runs from the sixteenth day of one month to the fifteenth day\nof the next month. Alternatively, calendar months may be used.\u003C\u002Fp>\n\n\u003Cp>The pay must be available to the employee not later than fifteen calendar\ndays after the end of the pay period.\u003C\u002Fp>\n\n\u003Cp>Standard hours, overtime supplements, hardship allowances and hours worked\nin extra shifts must be specified in payslips.\u003C\u002Fp>\n\n\u003Cp>Payslips must be prepared using forms that state the employer’s business\nregistration number, name and address as well as the staff number and name of\nthe employee plus the number of standard hours, additional hours, hours with\nhardship allowances and overtime hours worked.\u003C\u002Fp>\n\n\u003Cp>The employee is entitled, on request, to inspect the pay specification with\ninformation about the start and end of working hours on each day in the pay\nperiod in question.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch2 id=\"L321\">10.Workwear and protective equipment\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>The employer provides suitable workwear, a bicycle helmet and other personal\nprotective equipment as set out in the Danish Health and Safety Act.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Ch2 id=\"L325\">11.a Skills Development Fund\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>This collective agreement is linked to the Skills Development Fund for\nTransport and Warehouse Workers.\u003C\u002Fp>\n\n\u003Cp>Enterprises covered by this collective agreement pay an annual contribution\nof DKK 780 to the fund for each full-time worker.\u003C\u002Fp>\n\n\u003Cp>Detailed rules for skills development and training are set up in Annex 28\n(Protocol on skills development and training) and Annex 29 (Protocol on the\nSkills Development Fund for Transport and Warehouse Workers).\u003C\u002Fp>\n\n\u003Ch2 id=\"L333\">11.b Development funds\u003C\u002Fh2>\n\n\u003Ch3 id=\"L335\">11.b.1 Development and Cooperation Fund\u003C\u002Fh3>\n\n\u003Cp>The area that comes under the umbrella of this collective agreement is\ncovered by the Development and Cooperation Fund for Transport and Warehouse\nWorkers. Detailed rules about this are set out in Annex 30 (Development and\nCooperation Fund for Transport and Warehouse Workers) and Annex 31 (Protocol on\nContributions to the Development and Cooperation Fund for Transport and\nWarehouse Workers). A contribution of DKK 0.35 is payable to the fund for each\nworking hour performed.\u003C\u002Fp>\n\n\u003Ch3 id=\"L339\">11.b.2 DA\u002FLO Development Fund\u003C\u002Fh3>\n\n\u003Cp>Employers pay DKK 0.45 per working hour performed to the development fund\nset up by the main organisations (the Confederation of Danish Employers (DA)\nand the Confederation of Danish Trade Unions (LO)). As from 1 January 2022 the\ncontribution is DKK 0.47 for each hour of work performed.\u003C\u002Fp>\n\n\u003Ch2 id=\"L343\">12.Notice periods\u003C\u002Fh2>\n\n\u003Cp>12.1The employment relationship may be terminated by either party in the\nfirst 14 days with one day’s notice.\u003C\u002Fp>\n\n\u003Cp>After 14 days of employment, either party may terminate the employment\nrelationship with a period of notice of one week with effect from the end of a\nworking week.\u003C\u002Fp>\n\n\u003Cp>After six months of employment, the employer may terminate the employment\nrelationship with a period of notice of two weeks with effect from the end of a\nworking week.\u003C\u002Fp>\n\n\u003Cp>After 12 months of employment, the employer may terminate the employment\nrelationship with a period of notice of three weeks with effect from the end of\na working week.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coldismissalsupport_trigger\">\u003Cp>12.2Employees who are made redundant as a result of restructuring, company\nclosure, downsizing or other factors relating to the enterprise enjoy the\nrights outlined below, depending on their seniority.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>All employees are entitled to paid time off for up to two hours, which must\nbe taken as soon as possible after the redundancy and with due consideration of\nthe enterprise’s production activities, so that they can seek guidance from\ntheir unemployment insurance fund\u002Ftrade union.\u003C\u002Fp>\n\n\u003Cp>Employees with at least twelve months’ uninterrupted employment in the\nenterprise who have not completed an assessment of prior skills at the date\nwhen their employment ends are entitled to such assessment as set out in clause\n4, A (b) of Annex 28 (Protocol on competence assessment and training).\nEmployees are entitled to paid time off for up to one working day, including\nthe two working hours mentioned above, if such time off is necessary to\ncomplete the assessment.\u003C\u002Fp>\n\n\u003Cp>Employees with at least twelve months’ uninterrupted employment in the\nenterprise are entitled to participate in a training programme of their own\nchoice for up to two weeks in the period between the notice of termination and\nthe last day of employment, provided that\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•the employee chooses a training programme\noffered under the AMU, VFU or similar schemes for which public wage loss\ncompensation is granted, and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•course participation takes place in the notice\nperiod.\u003C\u002Fp>\n\n\u003Cp>On the same conditions, employees are entitled to participate in training\nprogrammes of up to two weeks’ duration immediately following the original\nnotice period. In such a scenario their notice period may be extended to\ninclude the training period, but only by two weeks and only provided that they\ncan document that it is not possible to participate in the training programme\nin the original notice period. In return for this right, employees must notify\nthe enterprise in writing as soon as possible and not later\u003C\u002Fp>\n\n\u003Cp>than by the end of the first week after being made redundant whether they\nwish to make use of the right to training for up to two weeks.\u003C\u002Fp>\n\n\u003Cp>The employer is not required to give additional notice of dismissal if the\nlast day of employment is postponed.\u003C\u002Fp>\n\n\u003Cp>12.3Employees with nine months’ seniority cannot be made redundant in the\nfirst three months after documented incapacity for work resulting from an\ninjury sustained through no fault of their own while they were working for the\nenterprise.\u003C\u002Fp>\n\n\u003Cp>12.4Employees with three years’ seniority in the enterprise cannot be made\nredundant in the period during which they are entitled to sick pay; see clause\n15.3. This provision only applies if the intended redundancy was without fault\non the part of the worker in question.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Ch2 id=\"L375\">13.Severance pay\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>13.1If an employee who has been employed for an uninterrupted period of 3, 6\nor 8 years is laid off through no fault of his or her own, the employer must\nprovide special severance pay of 1, 2 or 3 times DKK 5,000 respectively when\nthe employees ceases to be employed in the enterprise.\u003C\u002Fp>\n\n\u003Cp>13.2The provision in 13.1 does not apply if the employee in question has\nfound other employment, receives a pension or for some other reason is not\neligible for unemployment benefits at the time he or she leaves the enterprise.\nIn addition, no severance pay is payable to employees employed on terms and\nconditions similar to those of salaried workers or employee otherwise entitled\nto severance pay, an extended notice period or similar special conditions that\ngive them better rights than those provided by the general provision on notices\nset out in the collective agreement.\u003C\u002Fp>\n\n\u003Cp>13.3Employees who receive payments under clause 13.1 and who regain their\nprior seniority if they are reemployed by the enterprise will not be entitled\nto compensation under this provision again until the conditions set out in 13.1\nare met in relation to the new term of employment.\u003C\u002Fp>\n\n\u003Cp>13.4For part-time workers, the severance pay mentioned in 13.1 is payable\npropor- tionately.\u003C\u002Fp>\n\n\u003Cp>13.5The provision does not apply in connection with summary dismissal, no\nmatter what specific terminology is used, as long as the employment\nrelationship is disrupted in a way that can be characterised as being\ntemporary. If an interruption of the\u003C\u002Fp>\n\n\u003Cp>relationship that was temporary at first later on proves to be permanent,\nthe enterprise’s obligation under the provision applies again.\u003C\u002Fp>\n\n\u003Ch2 id=\"L389\">14.Annual leave and discretionary holidays\u003C\u002Fh2>\n\n\u003Cp>Reference is made to the Danish Holiday Act as regards matters relating to\nholidays.\u003C\u002Fp>\n\n\u003Cp>The Danish Chamber of Commerce - Employers guarantees payment of accrued\nholiday pay; see Annex 20 (Agreement between organisations concerning holiday\nguarantee scheme).\u003C\u002Fp>\n\n\u003Cp>Employees are entitled to five unpaid discretionary holidays in each\ncalendar year, the pay being included in the standard hourly rates. If an\nemployee is not employed for a full year, the discretionary holiday entitlement\nis calculated proportionately with five discretionary days of holiday set in\nproportion to 12 months’ employment.\u003C\u002Fp>\n\n\u003Cp>A change of jobs will not entitle employees to more than five discretionary\nholidays in a calendar year.\u003C\u002Fp>\n\n\u003Cp>Discretionary holidays must be timed in accordance with the rules that also\napply to the timing of residual holidays; see the Danish Holiday Act. However,\ndiscretionary days of holiday may not be requested to be taken in a notice\nperiod after the employer has laid the employee off.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Ch2 id=\"L401\">15.Sickness and injury\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>15.1The employer must pay full wages during sickness and in connection with\ninjury to employees who have been employed in the enterprise for an\nuninterrupted period of at least six months. The employee must meet the\nconditions for being eligible for sick pay from the enterprise pursuant to the\nprovisions of the Danish Act on Sickness Benefits.\u003C\u002Fp>\n\n\u003Cp>15.2Seniority in the enterprise is not deemed to be interrupted in the\nfollowing cases:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Sickness for up to three months\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Conscription for military service for up to\nthree months\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Leave in connection with pregnancy and\nchildbirth\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Interruption of work due to machine stoppage,\nlack of materials or similar causes, provided that the employee resumes work\nwhen this is offered.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cp>15.3The employer pays sick pay to employees for up to 70 days, counting from\nthe first full day of absence. In the event of relapse in connection with the\nsame disease within a period of 14 calendar days beginning with the first\nworking day after the end of the preceding period of absence, the period during\nwhich the employer must pay is counted from the first day of the first period\nof absence.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>15.4Sick pay is the unemployment benefit to which the employee is entitled\nplus the difference up to full pay.\u003C\u002Fp>\n\n\u003Cp>The basis for calculating sick pay is the employee’s expected loss of\nearnings per working hour, including systematic hardship allowances in the\nsickness period. If such amounts are not known, the calculation basis is the\nemployee’s earnings per working hour over the four weeks preceding the\nabsence, including systematic hardship allowances but excluding irregular\npayments that are not related to the working hours performed in the period\nconcerned.\u003C\u002Fp>\n\n\u003Cp>If the number of working hours performed in the preceding four weeks is not\nknown, the number of hours is calculated as set out in the Danish Act on\nSickness Benefits (the ATP rules), and sick pay for up to 37 hours a week is\ncalculated as the number of hours computed multiplied by the employee’s full\nwages; see above.\u003C\u002Fp>\n\n\u003Cp>15.5Holiday allowances based on sick pay are calculated as set out in the\nDanish Holiday Act.\u003C\u002Fp>\n\n\u003Cp>If an agreement has been made in accordance with section 56 of the Danish\nAct on Sickness Benefits, the employer only pays sickness benefits in\naccordance with the provisions of the Danish Sickness Benefit Act, unless the\nemployee’s absence is due to a sickness other than that on which the section\n56 agreement is based.\u003C\u002Fp>\n\n\u003Cp>15.6Sickness is deemed to rule out time off in lieu, provided that the\nemployee reports sick before the start of normal working hours on the day on\nwhich the time in lieu would have been taken. If several days in lieu have been\nplanned, the ruling out of time off in lieu also applies to sickness on the\nfollowing days.\u003C\u002Fp>\n\n\u003Cp>It is a condition that the employee reports the sickness in accordance with\nthe rules applying in the enterprise.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Ch2 id=\"L431\">16.Maternity leave \u002F paternity leave\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>16.1The Danish Act on Maternity and Paternity Leave applies in connection\nwith childbirth.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp>The employer pays full wages in the leave period to employees who on the\nexpected date of delivery have been employed in the company for nine months\nwithout interruption. Payment starts four weeks before the expected date of\ndelivery (pregnancy leave) and continues for up to fourteen weeks after\ndelivery (maternity leave).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Adoptive parents receive full pay during adoption leave (14 weeks from\nreceipt of the child). The amount payable includes the statutory maximum\nunemployment benefits.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>16.2Full pay is payable on the same conditions for up to two weeks of\n‘paternity leave’.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>16.3In addition, the employer pays full wages during up to 16 weeks of\nparental leave.\u003C\u002Fp>\n\n\u003Cp>The amounts paid in those 16 weeks are equivalent to the wages the employee\nwould have earned in the same period.\u003C\u002Fp>\n\n\u003Cp>Of the 16 weeks of leave, the parent who takes maternity\u002Fpaternity leave is\nentitled to five weeks’ leave, while the other parent is entitled to eight\nweeks of leave.\u003C\u002Fp>\n\n\u003Cp>If leave earmarked for one parent is not taken, no payment will be made.\u003C\u002Fp>\n\n\u003Cp>Payment for the remaining three weeks will go to one of the parents.\u003C\u002Fp>\n\n\u003Cp>The 16 weeks of leave must be taken within the first 52 weeks after\ndelivery.\u003C\u002Fp>\n\n\u003Cp>For payroll reasons and unless otherwise agreed, employees must tell the\nemployer three weeks in advance when they wish to take leave with pay. This\nnotice requirement is in line with the provisions of section 15 of the Danish\nAct on Maternity\u002FPaternity Leave.\u003C\u002Fp>\n\n\u003Cp>The leave of either parent cannot be divided into more than two periods\nunless otherwise agreed.\u003C\u002Fp>\n\n\u003Cp>It is a condition of pay during leave that the employer is entitled to a\nrefund equivalent to the statutory maximum unemployment benefit rate. If the\nrefund is lower, the employer’s payment to the employee is similarly\nreduced.\u003C\u002Fp>\n\n\u003Cp>Note: During the 14 weeks of maternity leave, increased pension\ncontributions are payable; see clause 21.3.\u003C\u002Fp>\n\n\u003Ch2 id=\"L461\">17.Children’s sickness and childcare days\u003C\u002Fh2>\n\n\u003Cp>17.1Employees with at least nine months’ seniority in the enterprise are\nentitled to time off with pay if such time off is necessary to enable them to\ntake care of their sick child\u002Fchildren under the age of 14 in the family home.\nThe pay is equivalent to that payable during sickness; see clause 15.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>Time off is only granted to one parent and only until another form of care\nhas been arranged. Time off is only granted for a child’s first full day of\nsickness. If a child becomes sick during the daily working hours of an employee\nand the employee has to leave the workplace because of such sickness, the\nemployee is entitled to time off with pay in the remaining working hours of\nthat day. The pay will be the same as the pay received in connection with\nsickness; see clause 15. The employer is entitled to demand documentation, for\nexample in the form of a solemn declaration.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>17.2Employees are also entitled to time off without pay on a child’s\nsecond day of sickness and time off to take the child to see a doctor.\nEmployees are eligible for payment from their special savings (see clause 8) to\ncover such time off.\u003C\u002Fp>\n\n\u003Cp>17.3Employees who are entitled to time off on a child’s first day of\nsickness are also entitled to two childcare days in each calendar year, no\nmatter how many children they have. This right applies to children under the\nage of 14.\u003C\u002Fp>\n\n\u003Cp>The days must be taken at a time mutually agreed by the employer and the\nemployee with due consideration of the company’s interests.\u003C\u002Fp>\n\n\u003Cp>Childcare days are taken without pay, but the employee may receive an amount\nfrom special savings; see clause 8.\u003C\u002Fp>\n\n\u003Ch2 id=\"L475\">18.Children’s sickness\u002Fhospitalisation\u003C\u002Fh2>\n\n\u003Cp>Employees who have been employed in the enterprise for nine consecutive\nmonths are granted time off when they are admitted to hospital together with a\nchild under the age of 14. This also applies in connection with full or partial\nhospitalisation at home.\u003C\u002Fp>\n\n\u003Cp>Only one parent who has custody of the child is entitled to such time off,\nand the right to time off only covers a total period of one week per child\nwithin a twelve-month period.\u003C\u002Fp>\n\n\u003Cp>On request, the employee must provide documentation of the\nhospitalisation.\u003C\u002Fp>\n\n\u003Cp>The wages payable during absence are the same as the wages payable during\nabsence due to sickness; see clause 15.\u003C\u002Fp>\n\n\u003Cp>If the employee is eligible for unemployment benefits, the enterprise will\nassume that right.\u003C\u002Fp>\n\n\u003Ch2 id=\"L487\">19.Main Agreement\u003C\u002Fh2>\n\n\u003Cp>The Main Agreement between the Confederation of Danish Trade Unions (LO) and\nthe Confederation of Danish Employers (DA) as well as the most recently adopted\nstandard for industrial dispute resolution apply.\u003C\u002Fp>\n\n\u003Ch2 id=\"L491\">20.Shop stewards\u003C\u002Fh2>\n\n\u003Cp>The provisions on shop stewards in the Collective Agreement for Warehouse\nWorkers between the 3F Transport Group and the Danish Chamber of Commerce -\nEmployers apply. The provisions on shop stewards are set out in Annex 3\n(Protocol on shop stewards).\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Ch2 id=\"L495\">21.Pension\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>21.1After 12 months’ employment in the enterprise, employees aged 22 or\nmore are covered by a pension scheme managed by PensionDanmark.\u003C\u002Fp>\n\n\u003Cp>The seniority requirement does not apply if the employee is already covered\nby a labour market pension or has worked for at least two months over the\npreceding two years on terms and conditions set out in a collective agreement\nto which 3F was a party.\u003C\u002Fp>\n\n\u003Cp>It may be agreed in writing at the time of the signing of the employment\ncontract at the latest that in the first nine months the total pension\ncontributions payable by the employer and the employee may be saved and\nregistered on the payslip without any payments being made to PensionDanmark.\nNot later than one month before the expiry of that period, the employee must\nnotify the employer in writing if he or she wants to be paid the amount thus\nsaved. If no such notification is given, the pension scheme will start\nautomatically and the amount already saved will be paid to PensionDanmark.\u003C\u002Fp>\n\n\u003Cp>If the employee leaves the employment before the end of the nine months, the\npension contribution saved will be paid out together with the last wage\npayment.\u003C\u002Fp>\n\n\u003Cp>Once the pension scheme is fully phased in, the contribution payable is a\ncertain percentage of the taxable income:\u003C\u002Fp>\n\n\u003Cp>Employer contribution: 8.0%\u003C\u002Fp>\n\n\u003Cp>Employee contribution: 4.0%\u003C\u002Fp>\n\n\u003Cp>Total pension contribution: 12.0%\u003C\u002Fp>\n\n\u003Cp>21.2Employees who have reached their retirement age may choose whether to\ncontinue their pension savings or to have the contributions paid out as\nwages.\u003C\u002Fp>\n\n\u003Cp>21.3During the 14-week maternity leave, an additional pension contribution\nis paid to employees who are eligible for pension at the due date:\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Pension contributions:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Employer contributionEmployee contributionTotal pension contribution\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Cdiv align=\"center\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse;border:none\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"183\" style=\"width:137.05pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">Employer\n        contribution\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"198\" style=\"width:148.3pt;border:solid windowtext 1.0pt;border-left:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">Employee\n        contribution\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"128\" style=\"width:95.75pt;border:solid windowtext 1.0pt;border-left:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">Total\n        pension contribution\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"183\" style=\"width:137.05pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">DKK\u002Fhour\n        \u002F\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"198\" style=\"width:148.3pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">DKK\u002Fhour\n        \u002F\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"128\" style=\"width:95.75pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">DKK\u002Fhour\n        \u002F\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"183\" style=\"width:137.05pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">DKK\u002Fmonth\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"198\" style=\"width:148.3pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">DKK\u002Fmonth\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"128\" style=\"width:95.75pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">DKK\u002Fmonth\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"183\" style=\"width:137.05pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">8.50 \u002F\n        1,360.00\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"198\" style=\"width:148.3pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">4.25 \u002F\n        680.00\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"128\" style=\"width:95.75pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">12.75\u002F2,040.00\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\u003Cp>\u003Cspan lang=\"DA\">\u003C\u002Fspan>21.4Employees who decide to leave Denmark may have\ntheir pension savings paid out if they have submitted an application to the\npension fund.\u003C\u002Fp>\n\n\u003Cp>21.5Newly admitted members of the Danish Chamber of Commerce - Employers who\nhave not joined a pension scheme for employees covered by the collective\nagreement between the Chamber of Commerce - Employers and the 3F Transport\nGroup before becoming members or who have a pension plan that requires lower\npension contributions may demand that their contribution to PensionDanmark be\nfixed in accordance with the gradual increase scheme described in Annex 14\n(Protocol on newly admitted enterprises - pension and special savings).\u003C\u002Fp>\n\n\u003Ch2 id=\"L531\">22.Scheme for older employees\u003C\u002Fh2>\n\n\u003Cp>Employees can enter into an agreement with the employer concerning a scheme\nfor older employees to apply up to five years before the official retirement\nage applying to the employee from time to time; see Annex 4 (Protocol on older\nemployees).\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-strikes_trigger\">\u003Ch2 id=\"L535\">23.Industrial disputes\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>Any industrial disputes that may arise must be resolved in accordance with\nAnnex 11 (Protocol on the resolution of industrial disputes between the Danish\nChamber of Commerce - Employers and the United Federation of Danish Workers\n(3F).\u003C\u002Fp>\n\n\u003Ch2 id=\"L539\">24.Newly admitted enterprises\u003C\u002Fh2>\n\n\u003Cp>24.1Enterprises which through their membership of the Danish Chamber of\nCommerce - Employers are covered by a collective agreement with the 3F\nTransport Group or one of 3F’s branches in the fields of work that come under\nthe umbrella of the Collective Agreement on Food Delivery Work, be it a special\ncollective agreement, an adhesion agreement or a local agreement, are covered\nby the Collective Agreement on Food Delivery Work from the date of admission\nwithout any special notice of termination being required.\u003C\u002Fp>\n\n\u003Cp>24.2As soon as possible after an enterprise’s admission to the Chamber of\nCommerce - Employers, alignment negotiations are initiated in order to draft\nany local agreements required in such a way that already existing conditions\nlaid down in the collective agreement will not be compromised in their\nentirety. Such negotiations are conducted on the initiative of the Danish\nChamber of Commerce Employers.\u003C\u002Fp>\n\n\u003Cp>24.3Enterprises covered by the scope of the collective agreement which at\nthe start of their membership of the Danish Chamber of Commerce - Employers had\nnot signed a collective agreement or a local agreement with the 3F Transport\nGroup or a local branch of 3F are covered by the Collective Agreement on Food\nDelivery Work from the time of admission.\u003C\u002Fp>\n\n\u003Cp>24.4Enterprises whose structure, production and work methods differ\nmaterially from the structure, production and methods of other enterprises\ncovered by the Collective Agreement on Food Delivery Work fall outside the\nscope of this clause.\u003C\u002Fp>\n\n\u003Cp>27.5As regards enterprises which were members of the Chamber of Commerce -\nEmployers on 1 March 2021 reference is made to Annex 1 (Protocol on transition\nto the Collective Agreement on Food Delivery Work).\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Ch2 id=\"L551\">25.Term of the agreement\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>This agreement cannot be terminated until 1 March 2023 at the earliest. The\nrequired notice of termination is three months unless otherwise agreed by the\norganisations involved.\u003C\u002Fp>\n\n\u003Cp>Copenhagen, 26 January 2021\u003C\u002Fp>\n\n\u003Cp>For the 3F Transport Group For the Danish Chamber of Commerce -\u003C\u002Fp>\n\n\u003Cp>Employers\u003C\u002Fp>\n\n\u003Cp>Kim René Busch\u003C\u002Fp>\n\n\u003Cp>Morten Schønning Madsen\u003C\u002Fp>\n\n\u003Ch2 id=\"L563\">Annexes to the agreement\u003C\u002Fh2>\n\n\u003Ch3 id=\"L567\">Annex 1:Protocol on transition to the Collective Agreement on\nFood Delivery Work\u003C\u002Fh3>\n\n\u003Cp>The undersigned parties have agreed as follows:\u003C\u002Fp>\n\n\u003Cp>1.Current members of the Danish Chamber of Commerce - Employers who are\ncovered by an enterprise agreement or an adhesion agreement with special\nconditions entered into with 3F or a 3F branch may be covered by the Collective\nAgreement on Food Delivery Work provided the parties agree to it.\u003C\u002Fp>\n\n\u003Cp>2.Enterprises that have been admitted as members of the Danish Chamber of\nCommerce - Employers on or before 1 March 2021 are not directly covered by the\nCollective Agreement on Food Delivery Work, except in the situation outlined in\npoint 1 above. According to the general rules on industrial dispute resolution,\nthe 3F Transport Group may demand that the Collective Agreement on Food\nDelivery Work also apply to an enterprise covered by point 2, para 1.\nConsequently, an enterprise is not obliged to sign a collective agreement, but\n3F is entitled to initiate industrial action with a view to having a collective\nagreement signed, provided that the general rules on industrial dispute\nresolution, including the provisions of the Main Agreement, are observed.\u003C\u002Fp>\n\n\u003Cp>3.Enterprises admitted as members of the Danish Chamber of Commerce -\nEmployers after 1 March 2021 are covered by the Collective Agreement on Food\nDelivery Work in pursuance of the provisions on newly admitted members; see\nclause 24.\u003C\u002Fp>\n\n\u003Ch3 id=\"L577\">Annex 2:Protocol on local wages\u003C\u002Fh3>\n\n\u003Cp>Agreements on local wages may be made in an enterprise.\u003C\u002Fp>\n\n\u003Cp>a.Hourly rate, local wages\u003C\u002Fp>\n\n\u003Cp>Local wages may be up to the following amounts per hour:\u003C\u002Fp>\n\n\u003Cp>1 March 2021: DKK 2.00\u003C\u002Fp>\n\n\u003Cp>1 March 2022: DKK 2.50\u003C\u002Fp>\n\n\u003Cp>In enterprises operating a system of local wages, the standard hourly rate\nset out in clause 2.1 is reduced by a corresponding amount. The basis for\ncalculation of overtime rates remains the standard hourly rate mentioned in\nclause 2.1.\u003C\u002Fp>\n\n\u003Cp>For the area of work covered by the collective agreement, local wages can be\nprovided to all employees, groups of employees or individual employees.\u003C\u002Fp>\n\n\u003Cp>Agreements may be made between the shop steward and the management of the\nenterprise. If no shop steward has been elected, an agreement can be made with\nthe local branch of 3F. If an agreement has been made with a shop steward and\nthere is no shop steward at a given time, the local 3F branch is subrogated as\na party to the agreement.\u003C\u002Fp>\n\n\u003Cp>b.Annual statement and payment\u003C\u002Fp>\n\n\u003Cp>At the end of a year covered by the collective agreement or at the expiry of\nthe collective agreement, the employer prepares a statement that sets out the\nsize of local wages and the total local wages paid to employees who have been\npaid local wages in the year in question.\u003C\u002Fp>\n\n\u003Cp>If the local wages have not been fully paid at the date of the statement,\nthe remaining amount is distributed between the employees who were covered by\nthe local wage scheme on 1 March of the year in question. The distribution is\nmade proportionally on the basis of wage hours worked individually in the\npreceding agreement year, unless otherwise agreed locally. Payment of any\nremaining amounts is made in connection with the first pay period after 1 March\nunless otherwise agreed locally.\u003C\u002Fp>\n\n\u003Cp>If the shop steward asks for documentary evidence of wages having been paid\nas agreed, the employer must provide such documentation.\u003C\u002Fp>\n\n\u003Cp>c.Termination of local wage agreement\u003C\u002Fp>\n\n\u003Cp>A local agreement may be terminated with at least six months’ notice with\neffect from the end of a pay period.\u003C\u002Fp>\n\n\u003Ch3 id=\"L607\">Annex 3:Protocol on shop stewards\u003C\u002Fh3>\n\n\u003Ch4 id=\"L609\">3.1Where are shop stewards elected?\u003C\u002Fh4>\n\n\u003Cp>In any enterprise or, in the case of large enterprises in any division of an\nenterprise, with five employees or more, the employees in the enterprise or\ndivision elect a person amongst themselves to be their representative in\nrelation to management or a representative of management. In enterprises or\ndivisions with fewer than five employees, no shop steward is elected unless\nrequested by both parties.\u003C\u002Fp>\n\n\u003Ch4 id=\"L613\">3.2Who can be elected shop steward?\u003C\u002Fh4>\n\n\u003Cp>Shop stewards are elected among organised workers recognised for their\nskills who have worked in the enterprise for at least one year.\u003C\u002Fp>\n\n\u003Cp>If there are not at least five such workers, the workers who have been\nemployed the longest time will be added.\u003C\u002Fp>\n\n\u003Cp>In this context an enterprise is defined as a geographically delimited\nunit.\u003C\u002Fp>\n\n\u003Cp>Note: A shop steward who makes a training agreement with the enterprise in\npursuance of the Danish Act on Vocational Education and Training may continue\nas a shop steward, provided that he or she works with his or her electorate in\nwork practice periods.\u003C\u002Fp>\n\n\u003Ch4 id=\"L623\">3.3Election of shop steward\u003C\u002Fh4>\n\n\u003Cp>The election of a shop steward must be organised in such a way that all\norganised employees working in the enterprise or division at the time of the\nelection are able to participate in the election, which will only be valid if\nat least one-third of the organised workers employed have voted for a person as\nshop steward.\u003C\u002Fp>\n\n\u003Cp>In addition, the election is not valid until it has been approved by the 3F\nTransport Group and the Danish Chamber of Commerce - Employers has been\nnotified of it as regards the enterprises in question. The Chamber of Commerce\nmay lodge an objection to the election with the 3F Transport Group.\u003C\u002Fp>\n\n\u003Cp>The 3F Transport Group consents to the enrolment of workers elected as shop\nstewards who have not previously completed shop steward training in such a\ntraining programme as soon as possible after their election. The Danish Chamber\nof Commerce - Employers undertakes to help ensure that newly elected shop\nstewards are given the time off needed to participate in the training\nprogramme.\u003C\u002Fp>\n\n\u003Ch4 id=\"L631\">3.4Substitute for shop steward\u003C\u002Fh4>\n\n\u003Cp>If a shop steward is absent due to sickness, holiday, participation in a\ntraining programme or similar, a substitute may be appointed in agreement with\nthe employer. In the period during which such a substitute works as shop\nsteward, he or she enjoys the same protection as the elected shop steward if he\nor she meets the conditions for being elected shop steward set out in clause\n3.2.\u003C\u002Fp>\n\n\u003Ch4 id=\"L635\">3.5Joint shop steward\u003C\u002Fh4>\n\n\u003Cp>In enterprises where three or more shop stewards are elected, the shop\nstewards may elect a joint shop steward amongst themselves. The responsibility\nof the joint shop steward is to coordinate union-related matters raised by the\nshop stewards and to assist them in union-related activities, for example\nmatters relating to local agreements, welfare issues, major layoffs and payroll\nsystems. Management may also ask the joint shop steward to coordinate matters\nof the same nature presented by management.\u003C\u002Fp>\n\n\u003Cp>Once a joint shop steward has been elected, management must be notified of\nthe election in writing.\u003C\u002Fp>\n\n\u003Ch4 id=\"L641\">3.6Other options for election\u003C\u002Fh4>\n\n\u003Cp>If there is local agreement about it, elections of one or more shop stewards\nother than those mentioned in 3.1, 3.3, 3.4 and 3.5 may be agreed.\u003C\u002Fp>\n\n\u003Ch4 id=\"L645\">3.7Cooperation and responsibilities\u003C\u002Fh4>\n\n\u003Cp>It is the duty of the shop steward and of the employer and the employer’s\nrepresentative to do their utmost to maintain and further good cooperation in\nthe workplace.\u003C\u002Fp>\n\n\u003Cp>The shop steward represents all workers in the enterprise or the division\nwho come under the umbrella of this collective agreement. In connection with\nlocal negotiations and the conclusion of local agreements, both the shop\nsteward and management must be authorised to enter into binding agreements for\nall workers.\u003C\u002Fp>\n\n\u003Cp>However, only the shop steward is entitled to present proposals,\nrecommendations and complaints to management.\u003C\u002Fp>\n\n\u003Cp>If no satisfactory outcome is achieved following a request by the shop\nsteward, the shop steward is free to ask an organisation to deal with the\nmatter, but work must continue without interruption until the result of the\norganisations’ consideration of the matter is known.\u003C\u002Fp>\n\n\u003Ch4 id=\"L655\">3.8Spokesperson\u003C\u002Fh4>\n\n\u003Cp>In enterprises using shift work, the shop steward may, if he or she is not\nworking a shift and at least four workers work that shift, designate a\nspokesperson who can obtain information about and settle any disagreements that\nmay arise, if circumstances are such that the matter cannot be brought before\nthe shop steward later.\u003C\u002Fp>\n\n\u003Ch4 id=\"L659\">3.9Responsibilities during working hours\u003C\u002Fh4>\n\n\u003Cp style=\"margin-left:2em;\">(A)The shop steward must be granted enough time to\ncarry out his or her duties as a shop steward. However, the time granted must\nbe such that disruption of the shop steward’s productive work is kept to a\nminimum.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">If it is necessary for the shop steward to leave\nhis or her work position during working hours to carry out his or her\nresponsibilities as a shop steward, he or she must notify the employer or the\nemployer’s representative in advance.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Shop stewards who work as drivers must notify the\nemployer or the employer’s representative at least one day in advance,\nstating the time and the duration.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(B)A representative of the local branch may go to\nthe enterprise to discuss local matters with management, provided an\nappointment has been made in advance.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(C)The shop steward must insofar as possible be\nkept informed of anticipated hiring and firing and is also entitled to take\nlegal proceedings with regard to industrial dispute resolution in the event of\nunreasonable aspects relating to the employment or dismissal of workers.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">If the employer informs the shop steward about\nemployment and dismissal when requested to do so, the employer cannot be\nordered to pay a penalty unless it is a matter of systematic breach of the\nprovision.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(D)The shop steward must have all access to all IT\nfacilities needed to carry out his or her work, including access to the\ninternet.\u003C\u002Fp>\n\n\u003Ch4 id=\"L675\">3.10Remuneration and fees\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>(A) Remuneration\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>If notification has been given as set out in 3.9 para A, or if management\nrequests the attendance of the shop steward during working hours regarding\nmatters relating to the enterprise and the workers, the shop steward must be\npaid his or her average earnings over the preceding quarter of the year for the\ntime spent on such matters.\u003C\u002Fp>\n\n\u003Cp>For meetings outside normal working hours held at the request of the\nemployer, the shop steward must be paid overtime rates for hours that exceed\nhis or her normal working hours.\u003C\u002Fp>\n\n\u003Cp>The guidelines for works councils apply to works council meetings.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Para B Fees\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Shop stewards elected in accordance with the provisions of this collective\nagreement receive an annual fee, of which 50% is paid every six months. The\namount is paid as compensation for the shop steward’s performance of his or\nher duties outside normal working hours. It is not associated with any pension\nor holiday allowance entitlements.\u003C\u002Fp>\n\n\u003Cp>The electoral base is computed in connection with a new shop steward\nelection and subsequently once a year. If the position of shop steward ceases\nto exist, the fee will lapse.\u003C\u002Fp>\n\n\u003Cp>It is a condition for payment of the fee that the shop steward has completed\nthe basic training programme provided by the 3F Transport Group, which\ncurrently lasts four weeks.\u003C\u002Fp>\n\n\u003Cp>The fee payable is as follows:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•with an electorate of up to and including 49\nworkers: DKK 9,000 annually;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•with an electorate of 50-99 workers: DKK 16,500\nannually;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•with an electorate of 100 people or more: DKK\n33,000 annually\u003C\u002Fp>\n\n\u003Cp>As regards joint shop stewards, the number is calculated as the sum of the\nworkers represented.\u003C\u002Fp>\n\n\u003Cp>If an agreement on remuneration of the shop steward has already been made in\nthe enterprise, such fee may be set off against the fee mentioned above.\u003C\u002Fp>\n\n\u003Ch4 id=\"L705\">3.11Chair of local union club\u003C\u002Fh4>\n\n\u003Cp>If the workers in an enterprise or a division of an enterprise establish a\nlocal union club or a similar entity, the shop steward must be the chair of\nsuch a club or entity.\u003C\u002Fp>\n\n\u003Ch4 id=\"L709\">3.12Dismissal of shop steward\u003C\u002Fh4>\n\n\u003Cp>Dismissal of a shop steward must be justified by compelling reasons, and\nmanagement must give the shop steward five months’ notice of termination of\nhis or her employment. However, if a shop steward has held that office for an\nuninterrupted period of at least five years, he or she is entitled to six\nmonths’ notice.\u003C\u002Fp>\n\n\u003Cp>If the reason for the dismissal is shortage of work, the duty of giving\nnotice in accordance with this provision lapses.\u003C\u002Fp>\n\n\u003Cp>Note: The parties remain in agreement that a shop steward can never be\ndismissed with a period of notice that is shorter than his or her individual\nnotice period.\u003C\u002Fp>\n\n\u003Ch4 id=\"L717\">3.13Dismissal procedure\u003C\u002Fh4>\n\n\u003Cp>If an employer finds there are compelling reasons as set out in clause 3.12\nto dismiss a shop steward elected in accordance with the provisions of clauses\n3.1 to 3.3, the employer must contact the Danish Chamber of Commerce -\nEmployers, who can then take up the matter in accordance with the rules on\nindustrial dispute resolution.\u003C\u002Fp>\n\n\u003Cp>In such a scenario, a mediation meeting must be held not later than seven\ndays after the request for mediation was received, and industrial dispute\nresolution must generally be promoted as far as possible.\u003C\u002Fp>\n\n\u003Cp>The employment relationship of a shop steward normally cannot be\ndiscontinued in the notice period until 3F has had an opportunity to review the\njustification of the dismissal in an industrial dispute procedure.\u003C\u002Fp>\n\n\u003Cp>If it is established in connection with the industrial dispute procedure\nthat there are compelling reasons for dismissal, the notice of termination will\nbe considered to have been given at the time of the receipt of the request for\nmediation.\u003C\u002Fp>\n\n\u003Ch4 id=\"L727\">3.14Notice of termination after resigning position\u003C\u002Fh4>\n\n\u003Cp>A shop steward who ceases to hold that position after having held it for at\nleast one year and who remains employed in the enterprise is entitled to a\nperiod of notice of eight weeks over and above the notice set out in clause 12\nfor a period of twelve months after his or her resignation from the position of\nshop steward.\u003C\u002Fp>\n\n\u003Cp>This rule solely applies to shop stewards who have resigned their\nposition.\u003C\u002Fp>\n\n\u003Ch4 id=\"L733\">3.15Updating of skills of resigned shop stewards\u003C\u002Fh4>\n\n\u003Cp>An employee who ceases to be a shop steward after having held that position\nfor an uninterrupted period of at least three years and who remains in the\nemployment of the enterprise is entitled to talks with the employer about his\nor her need for updating of skills. This talk must take place when requested by\nthe employee, but not later than one month after the employee resigned as shop\nsteward. One element of discussions must be to determine whether there is a\nneed for updating of skills and to decide when such updating is to take place.\nIf agreement cannot be reached, the employee is entitled to three weeks of\nupdating of skills. After having been a shop steward for six consecutive years,\nthe employee is entitled to six weeks of updating of skills.\u003C\u002Fp>\n\n\u003Cp>The employee receives full pay during updating of skills. It is a\nprerequisite that statutory wage compensation can be obtained for the training\nactivities, for example VEU compensation. Compensation for loss of earnings\ngoes to the enterprise.\u003C\u002Fp>\n\n\u003Cp>In connection with updating of skills it is possible to obtain financial\nsupport from the Skills Development Fund for Transport and Warehouse Workers\n(TLK) in line with the support available in connection with agreed training;\nsee Annex 28, clause 4(C).\u003C\u002Fp>\n\n\u003Ch4 id=\"L741\">3.16Health and safety representatives\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>(A)Protection\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Health and safety representatives enjoy the same protection as shop\nstewards.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>(B)Duties\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Health and safety representatives must help increase the awareness of\nworkers and management of all aspects of health and safety at work.\u003C\u002Fp>\n\n\u003Cp>Together with management and the shop steward, the health and safety\nrepresentative ensures that strategic jobs are carried out under the auspices\nof the health and safety organisation, or a special cooperation forum. The\nhealth and safety representative must be pivotal in systematic health and\nsafety work relating to the development of workplace assessments (APV). It is a\nshared responsibility that sickness absence is included in the workplace\nassessment work. In this context the health and safety representative must\ndiscuss health and safety against the backdrop of existing relevant statistical\nmaterial.\u003C\u002Fp>\n\n\u003Cp>The health and safety representative must be involved in the prevention of\naccidents through analysis and learning. In addition, the health and safety\nrepresentative acts as an ambassador who must ensure the involvement of workers\nand work to ensure extensive transformation towards the achievement of new\nambitious climate goals.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>(C)Participation in relevant health and safety training\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>By agreement with the employer, the shop steward can take the time off\nneeded to participate in relevant health and safety training organised by the\nunion organisations.\u003C\u002Fp>\n\n\u003Cp>Such access to participate in union health and safety training does not\naffect the shop steward’s rights and duties as regards statutory health and\nsafety training.\u003C\u002Fp>\n\n\u003Cp>Participation in voluntary health and safety training does not entail\npayment under section 10(1) of the Danish Health and Safety Act.\u003C\u002Fp>\n\n\u003Cp>The 3F Transport Group is committed to ensuring that workers who are elected\nto serve as health and safety representatives and who have not already\ncompleted health and safety training complete such training as soon as possible\nafter their election. The Danish Chamber of Commerce - Employers undertakes to\nhelp ensure that newly elected health and safety representatives have the time\noff needed to participate in the training activities.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>(D)Access to IT facilities\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>In order to be able to perform his or her duties, the health and safety\nrepresentative must have the same access to IT facilities as that accorded to\nshop stewards under clause 9(D).\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>(E)Time for the performance of duties\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The health and safety representative must be given the time needed to\nperform his or her duties to an extent that is reasonable in relation to the\nnature of the activity in\u003C\u002Fp>\n\n\u003Cp>question and the associated health and safety standard. However, such time\nmust be organised in such a way as to cause a minimum of disturbance to the\nrepresentative’s productive work.\u003C\u002Fp>\n\n\u003Cp>This means that the health and safety representative must be given time off\nto perform his or her duties in accordance with the health and safety rules and\nregulations, including participation in meetings and training activities.\u003C\u002Fp>\n\n\u003Ch4 id=\"L777\">3.17European works councils\u003C\u002Fh4>\n\n\u003Cp>Members of European works councils enjoy the same protection as shop\nstewards.\u003C\u002Fp>\n\n\u003Ch3 id=\"L781\">Annex 4. Protocol on senior worker scheme\u003C\u002Fh3>\n\n\u003Cp>Employees may choose to enrol in a senior worker scheme up to 5 years before\nthey reach the retirement age in force from time to time.\u003C\u002Fp>\n\n\u003Cp>As a member of the senior worker scheme an employee may choose to use his or\nher contributions to special savings to fund senior worker days off.\u003C\u002Fp>\n\n\u003Cp>If an employee wishes to take additional senior worker days off, he or she\ncan do so by converting all or part of the pension contribution to senior\nworker days off; see clause 21.\u003C\u002Fp>\n\n\u003Cp>After conversion of a proportion of pension contributions, the remaining\namount must be sufficient to cover continuing contributions to the insurance\nscheme, the health plan and administration.\u003C\u002Fp>\n\n\u003Cp>Converted pension contributions are paid into the employee’s special\nsavings account.\u003C\u002Fp>\n\n\u003Cp>The enrolment of an employee in the scheme for older workers does not change\nthe calculation basis set out in an applicable collective agreement and is thus\ncost-neutral to the enterprise.\u003C\u002Fp>\n\n\u003Cp>By 1 November at the latest the employee must notify the employer in writing\nwhether he or she wishes to be enrolled in a senior worker scheme in the\nfollowing calendar year and, if so, how large a proportion of the special\nsavings and the converted pension contribution he or she wishes to set aside as\nsavings. In addition, the employee must state how many senior worker days off\nhe or she wishes to take in the following calendar year. However, before 1\nNovember each year the employee can notify the employer of any changes\nrequested for the forthcoming calendar year.\u003C\u002Fp>\n\n\u003Cp>In the first year of the senior workers scheme the conversion is effective\nfrom the pay period in which the employee is five years from the retirement age\nin force from time to time.\u003C\u002Fp>\n\n\u003Cp>The maximum number of senior worker days off in a calendar year is 32\nirrespective of whether funding is through special savings or conversion of\npension funds, and increased flexibility in the scheme must be cost-neutral for\nthe employer.\u003C\u002Fp>\n\n\u003Cp>The timing of the senior worker days off must take the operational\nactivities of the enterprise into account.\u003C\u002Fp>\n\n\u003Cp>The Danish Chamber of Commerce - Employers guarantees the payment of the\namounts payable.\u003C\u002Fp>\n\n\u003Ch3 id=\"L805\">Annex 5. Protocol on access to payroll information\u003C\u002Fh3>\n\n\u003Cp>5.1The purpose of this provision is to prevent wage dumping. It can be used\nto demand disclosure of payroll information with a view to obtaining an overall\nor general insight into payroll conditions in the enterprise, including general\nclarification of the possibility of instituting dispute resolution proceedings\nagainst the enterprise.\u003C\u002Fp>\n\n\u003Cp>5.2In the event that a shop steward solemnly declares himself or herself to\nhave information that gives reason to believe that wage dumping takes place in\nrelation to an individual employee or a specifically delimited group of\nemployees in the enterprise, the shop steward is entitled to be given access to\nthe information needed to assess whether wage dumping takes place; see however\nclause 5.4.\u003C\u002Fp>\n\n\u003Cp>Before making such a demand, the shop steward must unsuccessfully have\nsought to obtain the payroll information himself or herself.\u003C\u002Fp>\n\n\u003Cp>The 3F Transport Group can demand to be given the payroll information on the\nsame conditions as the shop steward.\u003C\u002Fp>\n\n\u003Cp>5.3If the demand concerns an individual employee, the consent of that\nemployee is required. Payslips will be handed over without consent, provided\nthat anonymity is ensured.\u003C\u002Fp>\n\n\u003Cp>5.4If there is disagreement in a member enterprise concerning the submission\nof information or if the 3F Transport Group has filed a request for submission\nof information with the Danish Chamber of Commerce - Employers, a meeting of\norganisations must be held immediately at the request of the 3F Transport Group\nwith a view to discussing the matter, including the information to be\nsubmitted.\u003C\u002Fp>\n\n\u003Cp>Once information has been submitted by the enterprise, the organisations\nmust meet again. If it is established that there is compliance with the\nprovisions of the collective agreement, the process is discontinued.\u003C\u002Fp>\n\n\u003Cp>If it is established that the provisions of the collective agreement are not\nmet, the Danish Chamber of Commerce - Employers must contact the enterprise at\nthe request of the 3F Transport Group in order to instruct the enterprise to\ntake corrective action. The Chamber of Commerce - Employers must send a copy of\nits request to the 3F Transport Group. If the matter is not resolved quickly,\nthe 3F Transport Group may pursue the matter further.\u003C\u002Fp>\n\n\u003Cp>If no agreement can be reached during negotiations as to whether the\ncollective agreement has been observed, the 3F Transport Group may take the\nmatter directly to industrial arbitration or a joint meeting.\u003C\u002Fp>\n\n\u003Cp>5.5The payroll information submitted must be treated as confidential\ninformation and may only be used in relation to industrial dispute resolution\nof the matter of wage dumping and may not be publicised in any way unless the\nmatter has been finally resolved by industrial arbitration or by the Labour\nCourt.\u003C\u002Fp>\n\n\u003Cp>5.6The parties agree to discuss the effect of this agreement on a regular\nbasis during the term of the collective agreement.\u003C\u002Fp>\n\n\u003Ch3 id=\"L831\">Annex 6. Protocol on the transfer of seniority from temporary\nstaff agency to user enterprise\u003C\u002Fh3>\n\n\u003Cp>As long as an agency worker is employed by an agency, the agency worker will\nonly earn seniority in the agency and not in the user enterprise.\u003C\u002Fp>\n\n\u003Cp>However, if an agency worker has worked with a user enterprise for at least\nthree months without interruption, his or her seniority will be transferred\nfrom the agency to the user enterprise at the request of the agency worker in\nthe following cases:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•The agency work in the user enterprise stops due\nto lack of work in the user enterprise and the agency worker becomes\npermanently employed in the user enterprise in continuation of the agency work\nwithin ten days of the discontinuation of the agency work.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•The agency worker is employed by the user\nenterprise in direct continuation of the agency work.\u003C\u002Fp>\n\n\u003Cp>Only seniority from the most recent work in the user enterprise will be\ntransferred.\u003C\u002Fp>\n\n\u003Ch3 id=\"L843\">Annex 7. Protocol on subcontractors and agency workers\u003C\u002Fh3>\n\n\u003Cp>7.1Enterprises not covered by a collective agreement\u003C\u002Fp>\n\n\u003Cp>At the request of the shop steward or the 3F Transport Group, the enterprise\nmust state which subcontractors are carrying out tasks for the enterprise in\nthe fields of work covered by the collective agreement. The information must\ninclude the name of the enterprise and the address that the subcontractor has\ngiven the enterprise. No information about the subcontractor may be passed on\nor publicised in any way.\u003C\u002Fp>\n\n\u003Cp>If an enterprise that is not covered by a collective agreement and works as\na subcontractor to an enterprise that is a member of the Danish Chamber of\nCommerce - Employers is affected by lawfully called or initiated industrial\naction in support of a demand for a collective agreement, and if the enterprise\nhas been lawfully notified of secondary action against it, the 3F Transport\nGroup may submit a request to the Danish Chamber of Commerce - Employers asking\nfor a meeting concerning the situation. The matters discussed at the meeting\nmay include the work areas affected by the secondary action. Similarly, the\nDanish Chamber of Commerce - Employers may contact the 3F Transport Group. All\nrelevant background information must be presented at the meeting or sent to the\nother party to the collective agreement as soon as possible.\u003C\u002Fp>\n\n\u003Cp>7.2Membership of the Danish Chamber of Commerce - Employers\u003C\u002Fp>\n\n\u003Cp>The parties agree that in such situations the subcontracting enterprise can\nbe accepted as a member of the Danish Chamber of Commerce - Employers and be\ncovered by the collective agreement even though industrial conflict has been\ncalled or initiated.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tempagency\">\u003Cp>7.3Agency workers\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>At the request of the shop steward or the 3F Transport Group the enterprise\nmust state which agencies are carrying out tasks in the enterprise in the areas\ncovered by the collective agreement. The information must include the name of\nthe agency and the address that the agency has given the enterprise.\u003C\u002Fp>\n\n\u003Cp>If an agency providing agency workers to an enterprise that is a member of\nthe Danish Chamber of Commerce - Employers is affected by lawfully called or\ninitiated industrial action in support of a demand for a collective agreement\nand lawful\u003C\u002Fp>\n\n\u003Cp>secondary action against a member enterprise has been called, either party\nto the collective agreement may request a meeting similar to that described in\nclause 7.1.\u003C\u002Fp>\n\n\u003Cp>The purpose of the meeting should be to achieve a negotiated solution in\norder to avoid collective action. In such a scenario the agency may be admitted\nas a member of the Danish Chamber of Commerce - Employers and be covered by the\ncollective agreement even though industrial action has been notified or\ninitiated.\u003C\u002Fp>\n\n\u003Cp>7.4Determination of whether an external enterprise is carrying out agency\nwork In order to quickly determine whether agency work is carried out in\nspecific cases, the shop steward in the user enterprise may request information\nfrom the user enterprise concerning external enterprises carrying out work for\nthe user enterprise of a nature that could otherwise logically be carried out\nby the user enterprise’s own employees.\u003C\u002Fp>\n\n\u003Cp>The request must be related to one or more external enterprises working for\nthe user enterprise.\u003C\u002Fp>\n\n\u003Cp>If the parties still disagree as to whether the work is agency work after\nthey have exchanged information locally and have discussed the matter, the 3F\nTransport Group may ask the Danish Chamber of Commerce - Employers to arrange a\nclarifying meeting. Minutes of the local discussions must be forwarded together\nwith the request for such a meeting.\u003C\u002Fp>\n\n\u003Cp>The 3F Transport Group may also request a clarifying meeting to be organised\nby the Danish Chamber of Commerce - Employers in the event that no local\ndiscussion of an external enterprise’s work for the user enterprise has been\npossible because no shop steward had been elected in the user enterprise.\u003C\u002Fp>\n\n\u003Cp>A clarifying meeting must be held as soon as possible and not later than\nseven working days after receipt of the request by the Danish Chamber of\nCommerce - Employers. The meeting must be held at the offices of the user\nenterprise unless otherwise agreed by the parties.\u003C\u002Fp>\n\n\u003Cp>As a minimum, the following information must be provided:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•the name and the business registration number (P\nnumber) or RUT number of the external enterprise;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•the name of the user enterprise’s contact in\nthe external enterprise;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•a specification of the jobs performed by the\nexternal enterprise in the user enterprise and the anticipated time schedule\nfor their execution;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•a description of management and instruction\npowers in relation to the employees of the external enterprise.\u003C\u002Fp>\n\n\u003Cp>The information may be provided orally at the clarification meeting. Minutes\nof the meeting must be prepared.\u003C\u002Fp>\n\n\u003Ch3 id=\"L887\">Annex 8. Protocol on agency workers from agencies covered by a\ncollective agreement\u003C\u002Fh3>\n\n\u003Cp>If industrial dispute resolution proceedings concerning agency workers have\nbeen initiated against a temporary staff agency that is covered by a collective\nagreement, the user enterprise to which the temporary worker has been sent\nmust, at the request of one of the parties to the collective agreement, provide\ninformation about relevant local agreements and practices with regard to pay\nand working conditions that the enterprise has informed the temporary staff\nagency that it must comply with in relation to the work functions performed by\nthe agency workers in the enterprise.\u003C\u002Fp>\n\n\u003Cp>This provision does not alter the fact that the temporary staff agency alone\nis responsible for the employment conditions of the temporary workers. The user\nenterprise cannot be held responsible for any breaches of such employment\nconditions.\u003C\u002Fp>\n\n\u003Ch3 id=\"L893\">Annex 9. Protocol on guidelines for time off in lieu in\nconnection with overtime work\u003C\u002Fh3>\n\n\u003Cp>The Danish Chamber of Commerce - Employers and the 3F Transport Group have\nentered into the following framework agreement concerning time off in lieu for\novertime work that is not associated with accrual of systematic overtime for\nlater time off:\u003C\u002Fp>\n\n\u003Cp>1.An agreement concerning time off in lieu related to overtime work can be\nmade in individual enterprises with a local agreement with employees.\u003C\u002Fp>\n\n\u003Cp>2.Agreements concerning time off in lieu for overtime work must respect all\napplicable health and safety rules and regulations concerning rest time and a\nweekly day off, as well as the rules laid down in collective agreements\nconcerning notification and payment of overtime work.\u003C\u002Fp>\n\n\u003Cp>3.Such agreements must clearly set out specific rules concerning the taking\nof time off in lieu, including:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a.whether the time off in lieu covers all overtime\nwork or only overtime work over and above a certain specified maximum limit,\nincluding whether time off in lieu may only be taken if it comprises one or\nmore full days off;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">b.whether the time off in lieu must be taken within\na specified period of time;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">c.whether the time off in lieu is to be taken in\naccordance with a pre-scheduled plan or by agreement between the employee in\nquestion and the supervisory management;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">d.whether the time off in lieu is to be taken on\n1:1 basis for each hour of overtime worked or on the basis of 1.5 hours for\neach overtime hour worked with a supplement or 50% or two hours for each\novertime hour worked with a supplement of 100%.\u003C\u002Fp>\n\n\u003Cp>If time is taken off in lieu on a 1:1 basis, the employer must pay accrued\novertime rates for the pay period in which the overtime work was performed,\nwhile the actual pay for overtime hours must be set aside for payment in the\npay period in which time off in lieu is taken.\u003C\u002Fp>\n\n\u003Cp>If time off in lieu is given for a corresponding number of hours plus 50% or\n100%, both the accrued overtime supplements and the wages earned for overtime\nwork must be set aside and paid for the pay period in which time off in lieu is\ntaken.\u003C\u002Fp>\n\n\u003Cp>In the latter case an agreement may be made concerning a calculated hourly\nrate to be paid out of the total amount set aside for each hour taken off in\nlieu.\u003C\u002Fp>\n\n\u003Cp>4.Locally agreed arrangements concerning time off in lieu may be terminated\nby either party at any time with three months’ notice with effect from the\nend of a pay period. When the notice period has expired, the amount for time\noff in lieu is paid to the employees in question.\u003C\u002Fp>\n\n\u003Cp>5.Each of the organisations may terminate all these guidelines with three\nmonths’ notice. At the end of the notice period any local agreement on time\noff in lieu made in pursuance of the guidelines will lapse with effect from the\nend of the next full pay period.\u003C\u002Fp>\n\n\u003Ch3 id=\"L921\">Annex 10. Protocol on guidelines for division of work\u003C\u002Fh3>\n\n\u003Cp>The Danish Chamber of Commerce - Employers and the 3F Transport Group agree\nthat in certain scenarios the employment situation may be such that employers\nare justified in introducing a certain division of labour in order to avoid\nlayoffs as a result of a temporary decline in production.\u003C\u002Fp>\n\n\u003Cp>Against this background the organisations have agreed upon the guidelines\nset out below concerning the introduction of work division schemes in the areas\ncovered by collective agreements made between the Danish Chamber of Commerce -\nEmployers and the 3F Transport Group.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1.The division of work must be due to operational\nissues of a short-term nature.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">2.The division of work must be agreed between the\nlocal branch of 3F, the employees and the employer.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">3.Division of work is a temporary measure and\ncannot be agreed for a period of more than three months.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">4.Efforts must be made to ensure that unemployment\nresulting from division of work falls in an uninterrupted period from the start\nof a calendar week. Agreements about reduction of daily working hours are not\nallowed.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">5.Dismissal of an employee in a period with ongoing\ndivision of work is only allowed for reasons that can be related to that\nemployee’s own circumstances.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">If additional layoffs are necessary, the agreement\non division of work must be re- negotiated locally in advance.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">6.Agreements on division of work in pursuance of\nthese guidelines must be sent to the Danish Chamber of Commerce - Employers and\nto the 3F Transport Group for information prior to their implementation, and\nthe employer must guarantee that the requirements of the Danish employment\nservices are met.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">7.Either organisation may at any time terminate\nthese guidelines with three months’ notice. At the end of the notice period\nany local agreement on division of work made in pursuance of the guidelines\nwill lapse.\u003C\u002Fp>\n\n\u003Ch3 id=\"L943\">Annex 11. Protocol on the resolution of industrial disputes\nbetween the\u003C\u002Fh3>\n\n\u003Cp>Danish Chamber of Commerce - Employers and 3F\u003C\u002Fp>\n\n\u003Ch4 id=\"L947\">11.1Local negotiation\u003C\u002Fh4>\n\n\u003Cp>In the event of a legal dispute in an enterprise, attempts must be made to\nresolve such dispute by means of local negotiation between the parties in the\nenterprise. The negotiations must take place as soon as possible.\u003C\u002Fp>\n\n\u003Cp>If no agreement is achieved through negotiation in the enterprise,\nnegotiations must continue with the participation of the local 3F branch and a\nrepresentative of the Danish Chamber of Commerce - Employers. Such negotiations\nmust as far as possible take place within three weeks after one of the parties\nhas requested a meeting.\u003C\u002Fp>\n\n\u003Cp>Minutes of the negotiations must be prepared and must contain the following\ninformation:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•the name of the enterprise, so that it can be\nclearly identified;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•the names of the people taking part in the\nnegotiation, indicating whether they represent the employees or the\nemployer;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•a description of the subject matter and the\nnature of the dispute;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•a description of the negotiated solution\nachieved - or an outline of the main points of view of each party;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•minutes, which must be dated and signed by the\nshop steward (if a shop steward has been elected and has participated in the\nnegotiation), the representative of the local 3F branch, the representative of\nthe management of the enterprise and the representative of the Danish Chamber\nof Commerce - Employers if such a representative has participated.\u003C\u002Fp>\n\n\u003Cp>If the parties agree, mediation as set out in clause 11.2 below may be\ninitiated without prior negotiation.\u003C\u002Fp>\n\n\u003Ch4 id=\"L967\">11.2Mediation meeting\u003C\u002Fh4>\n\n\u003Cp>If no agreement is reached through local negotiation, the organisations -\nthe Danish Chamber of Commerce - Employers and the 3F Transport Group - may\nrequest mediation in the matter. The mediation request must be in writing and\nmust include a brief description of the dispute, clearly setting out the theme\nof the mediation meeting.\u003C\u002Fp>\n\n\u003Cp>If local negotiations have been conducted as set out in 11.1 above, the\nminutes of those negotiations must be enclosed.\u003C\u002Fp>\n\n\u003Cp>If requested by one of the parties or if it is important in relation to the\nclarification of the matter, the mediation meeting must be held in the\nenterprise where the dispute arose.\u003C\u002Fp>\n\n\u003Cp>The mediation meeting must be held as soon as possible and not later than\nthree weeks after the receipt of the mediation request in the opposite\norganisation.\u003C\u002Fp>\n\n\u003Cp>The time limit may be changed by agreement between the organisations.\u003C\u002Fp>\n\n\u003Cp>In cases concerning summary dismissal, the mediation meeting must be held\nnot later than five working days after receipt of the mediation request in the\nopposite organisation, unless otherwise agreed.\u003C\u002Fp>\n\n\u003Cp>Negotiations at the mediation meeting are chaired by the mediators of the\norganisations, who must seek to resolve the dispute.\u003C\u002Fp>\n\n\u003Cp>The mediators prepare minutes of the negotiations and the minutes are signed\nby the mediators with binding effect on the parties and the organisations\ninvolved.\u003C\u002Fp>\n\n\u003Ch4 id=\"L985\">11.3Industrial arbitration\u003C\u002Fh4>\n\n\u003Cp>If the dispute is not resolved through industrial dispute resolution as\ndescribed above, and if the matter concerns the interpretation of a collective\nagreement or other agreement made between the parties, the matter may be\nreferred to industrial arbitration unless otherwise provided in the Main\nAgreement or elsewhere if one of the organisations requests such\narbitration.\u003C\u002Fp>\n\n\u003Cp>The organisation wishing to pursue the matter must, within 14 working days\nafter conclusion of the negotiations without agreement between the parties,\nrequest industrial arbitration in writing vis-a-vis the opposing\norganisation.\u003C\u002Fp>\n\n\u003Cp>This time limit may be deviated from by agreement.\u003C\u002Fp>\n\n\u003Cp>Not later than 25 full working days after industrial arbitration has been\nrequested, the complainant must send a statement of claim to the other party\nwith copies of the documents to be submitted. Simultaneously with the\nsubmission of the statement of claim a notification is sent to the Labour Court\nconcerning the appointment of an adjudicator in compliance with the provisions\nbelow.\u003C\u002Fp>\n\n\u003Cp>The respondent organisation must as soon as possible, and not later than 15\nworking days after receipt of the statement of claim, submit a statement of\ndefence to the complainant organisation together with copies of the documents\nit wishes to submit.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>The arbitral tribunal has five members:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>one presiding arbitrator and two representatives of each of the parties.\u003C\u002Fp>\n\n\u003Cp>The organisations jointly ask an adjudicator outside their own circle to\nassume the position of president of the arbitral tribunal.\u003C\u002Fp>\n\n\u003Cp>If the organisations cannot agree on an adjudicator they must as soon as\npossible ask the Labour Court to appoint one. When doing so, they must state\nthe names of people who have been proposed in connection with the negotiations\nbetween the organisations.\u003C\u002Fp>\n\n\u003Cp>An oral hearing must be held as soon as possible. The timing of the hearing\nis determined by negotiation between the adjudicator and the organisations.\u003C\u002Fp>\n\n\u003Cp>Not later than 25 full working days before the oral hearing, the claimant\nsends a statement of claim to the adjudicator and a copy to the opposing party,\naccompanied by the documents the claimant wishes to submit.\u003C\u002Fp>\n\n\u003Cp>The statement of claim is considered to be received in time if it reaches\nthe opposing organisation by 4 pm at least 24 full working days before the\nhearing.\u003C\u002Fp>\n\n\u003Cp>Before the hearing, the respondent organisation must send its statement of\ndefence to the adjudicator together with copies of the documents it wishes to\nsubmit. At the same time copies are sent to the claimant organisation.\u003C\u002Fp>\n\n\u003Cp>The statement of defence is considered to be received in time if it reaches\nthe opposing organisation by 4 pm at least 14 full working days before the\nhearing.\u003C\u002Fp>\n\n\u003Cp>The reply is sent to the respondent organisation and the adjudicator and is\nconsidered to be received in time if it reaches the opposing organisation by 4\npm at least nine full working days before the hearing.\u003C\u002Fp>\n\n\u003Cp>The rejoinder is sent and considered to be received in time if it reaches\nthe opposing organisation and the adjudicator by 4 pm at least six full working\ndays before the hearing.\u003C\u002Fp>\n\n\u003Cp>If either organisation wishes to examine witnesses it must be apparent from\nthe pleadings who the organisation wishes to examine.\u003C\u002Fp>\n\n\u003Cp>If no statement of claim is received, the case will be considered closed and\ncannot subsequently be resumed.\u003C\u002Fp>\n\n\u003Cp>If an organisation invokes delay as regards the statement of claim in\nindustrial arbitration, the opposing party must be notified of such delay as\nsoon as possible and not later than noon on the working day before the\nhearing.\u003C\u002Fp>\n\n\u003Cp>If the statement of defence is not received in time, the matter will be\ndetermined on the basis of the information given in the statement of claim and\nthe minutes of the industrial dispute resolution procedure.\u003C\u002Fp>\n\n\u003Cp>During the hearing a representative of an organisation, who cannot at the\nsame time be a member of the tribunal, advocates the case.\u003C\u002Fp>\n\n\u003Cp>The arbitral tribunal decides all matters concerning processes and rules of\nprocedure that are not set out in these provisions.\u003C\u002Fp>\n\n\u003Cp>The adjudicator takes part in voting on such matters, and all matters are\ndecided by simple majority.\u003C\u002Fp>\n\n\u003Cp>If no majority is achieved during deliberations, the adjudicator decides the\nmatter alone, providing a reasoned award in which the matter of the\ntribunal’s competence is also decided if necessary.\u003C\u002Fp>\n\n\u003Cp>The adjudicator’s award should insofar as possible be available within 14\ndays after the hearing and, if possible, in electronic form.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Organisation committee\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The Danish Chamber of Commerce - Employers and the 3F Transport Group set up\na standing committee in which the matters listed in items 1 to 3 below can be\nprocessed if requested by either organisation:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1.disagreements regarding principles relating to\nthe understanding of collective agreements and equivalent agreements made\nbetween the organisations (Danish Chamber of Commerce - Employers and the 3F\nTransport Group);\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">2.aspects of local disagreements in relation to\nwhich the decision is believed to have an impact on several collective\nagreement areas;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">3.matters in relation to which the organisations\nintend to rely on liability as a collective bargaining party. The organisation\nthat intends to invoke such liability must bring the matter before the\ncommittee. If such collective bargaining party liability is invoked in a joint\nmeeting, the complainant organisation must first request a plenary meeting to\nbe held during the joint meeting. Continued invocation of such liability in a\nstatement of claim requires that the matter has first been considered in the\norganisation committee. If the Labour Court deadline prevents this, the matter\nmust be considered in the organisation committee before the main hearing.\u003C\u002Fp>\n\n\u003Cp>The committee has two permanent members, one for each party. The two\npermanent members may be supplemented by one or possibly more members\nrepresenting each side.\u003C\u002Fp>\n\n\u003Cp>If no agreement is reached at the organisation committee meeting, the matter\nmust be considered in continued mediation.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1051\">Annex 12. Agreement on social responsibility\u003C\u002Fh3>\n\n\u003Cp>The parties agree that enterprises, employees and organisations in the\nDanish transport and logistics industry should be known for exhibiting a high\nlevel of social responsibility.\u003C\u002Fp>\n\n\u003Cp>Daily work routines in enterprises should be organised in such a way that\nemployees are not exposed to sickness or wear and tear because of them. The\nmanner of dealing should be such that everyone feels at ease in the\nenterprise.\u003C\u002Fp>\n\n\u003Cp>Employees affected by sickness or other circumstances that lead to absence\nfrom work should be given as much support as possible so as to help them be\nable to resume work. Support may include regular follow-up, help to obtain\nrelevant benefits from the public sector, gradual return to work, etc.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longtermillness\">\u003Cp>Employees who can no longer do their job because of long-term illness or\nother circumstances should insofar as possible be transferred to other work\nfunctions. If this is not possible, such employees should be given support in\nthe form of rehabilitation. If it is relevant for the person in question, a\nflexible job or a light-duty job in the enterprise should be offered.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Employees faced with abuse or addiction problems should as soon as possible\nbe offered a discussion about the personal, social, financial and work-related\nconsequences of continued abuse or addiction. In that connection the employee\nshould be offered treatment with the goal of resuming work. Employees should\nnot be dismissed without these measures having been attempted.\u003C\u002Fp>\n\n\u003Cp>The parties urge member enterprises\u002Fmembers to contribute actively to\nensuring that unemployed people, people in rehabilitation programmes, refugees\nand others are given unsubsidised employment, possibly through short-term and\ntargeted activation.\u003C\u002Fp>\n\n\u003Cp>The parties recommend that enterprises and employees who take part in work\nrelating to activation activities recognise the distortion of competition that\nmay occur in that connection.\u003C\u002Fp>\n\n\u003Cp>The parties urge the enterprises and the employees working under this\ncollective agreement to be open to helping ensure that young people are\nintroduced to the industry, for example in the form of work practice, school\ncontact work, open house events and the like.\u003C\u002Fp>\n\n\u003Cp>The parties will support activities aiming at ensuring a composition of\nemployees in member enterprises that reflects society at large in terms of age,\ngender, ethnic origin, etc.\u003C\u002Fp>\n\n\u003Cp>The parties agree that special considerations should be given to older\nworkers in the drafting of staff policies and in relation to layoffs.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1073\">Annex 13. Protocol on policy for older workers\u003C\u002Fh3>\n\n\u003Cp>The Danish Chamber of Commerce - Employers and the 3F Transport Group agree\nthat it is important to have a high degree of flexibility in the labour market,\nso that as many employees as possible can stay in the job market for as long as\npossible.\u003C\u002Fp>\n\n\u003Cp>The parties agree that neither this collective agreement nor currently\napplicable legislation includes elements that present obstacles to the\nobjective of retaining older employees in the enterprises or would prevent\nenterprises from adopting a desirable policy on older workers.\u003C\u002Fp>\n\n\u003Cp>The parties recommend that the Cooperation Agreement be used whenever the\nparties wish to discuss the principles governing the policy on older workers in\nan enterprise. In enterprises without a works council, the local partners need\nto discuss how they can fulfil the intentions of the Cooperation Agreement,\nincluding the introduction of a policy on older workers.\u003C\u002Fp>\n\n\u003Cp>The parties recommend that the works council or the local partners seek\ninspiration and advice from the parties to the collective agreement prior to\nthe introduction of a policy on older workers.\u003C\u002Fp>\n\n\u003Cp>The parties agree to continue monitoring developments in this area with a\nview to possible implementation of initiatives that can help increase awareness\nof programmes based on an active policy on older workers or a lifecycle\npolicy.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1085\">Annex 14. Protocol on newly admitted enterprises - pension and\nspecial savings\u003C\u002Fh3>\n\n\u003Ch4 id=\"L1087\">Enterprise pension plan\u003C\u002Fh4>\n\n\u003Cp>Newly admitted members of the Danish Chamber of Commerce - Employers or one\nof its member associations who prior to becoming members have set up an\nenterprise pension plan for workers in the field of work covered by the\nCollective Agreement on Food Delivery Work may request that their existing\nenterprise pension plan for the workers employed at the time when the\nenterprise became a member is used instead of payment to PensionDanmark as set\nout in clause 21. A protocol for the continuation of the enterprise pension\nplan must be made between the Danish Chamber of Commerce - Employers and the 3F\nTransport Group as soon as possible after request, where appropriate in\nconnection with alignment negotiations.\u003C\u002Fp>\n\n\u003Cp>Contributions to the enterprise pension plan must at all times be equivalent\nto the contributions to PensionDanmark set out in the collective agreement.\u003C\u002Fp>\n\n\u003Cp>The costs incurred in relation to an enterprise pension plan may not deviate\nsubstantially from the general cost level applying to providers of enterprise\npension plans; see the framework for pension plan costs applying from time to\ntime in PensionDanmark. If necessary, adaptations to that framework must take\nplace within 12 months of commencement of membership of the Danish Chamber of\nCommerce - Employers.\u003C\u002Fp>\n\n\u003Cp>The enterprise pension plan cannot be extended to cover employees employed\nafter the enterprise has become a member of the Danish Chamber of Commerce -\nEmployers. For such employees, the pension contributions laid down in the\ncollective agreement must be paid to PensionDanmark.\u003C\u002Fp>\n\n\u003Cp>It is a condition for continuation of an enterprise pension plan that it has\nexisted for three years before the enterprise notified the 3F Transport Group\nof its membership of the Danish Chamber of Commerce -Employers.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1099\">Gradual increase scheme\u003C\u002Fh4>\n\n\u003Cp>Newly admitted members of the Danish Chamber of Commerce - Employers or one\nof its member associations who have not set up a pension plan for employees\ncovered by the Collective Agreement on Food Delivery Work before becoming a\nmember or who have a pension plan requiring lower pension contributions for\nsuch employees may request that contributions to PensionDanmark be calculated\nas follows:\u003C\u002Fp>\n\n\u003Ch4 id=\"L1103\">Enterprises without a pension plan on commencement of their\nmembership\u003C\u002Fh4>\n\n\u003Cp>From the commencement of the enterprise’s membership of the Danish Chamber\nof Commerce - Employers or one of its member associations, the employer\ncontribution and the employee contribution must each be at least 25% of the\ncontributions set out in the collective agreement.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•After one year at the latest, contributions must\nbe at least 50% of the contribution set out in the collective agreement.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•After two years at the latest, contributions\nmust be at least 75% of the contribution set out in the collective\nagreement.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•After three years at the latest, contributions\nmust be the full contribution set out in the collective agreement.\u003C\u002Fp>\n\n\u003Cp>Enterprises with a pension plan in force on commencement of their membership\nFor enterprises covered by a labour market pension scheme at the start of their\nmembership, the gradual increase takes place as follows:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•the pension contribution at the time of\nnotification applies for one year after commencement of the membership;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•not later than one year after commencement of\nthe membership, the contribution is increased to the next higher contribution\nrate; see the scale for gradual increases listed above.\u003C\u002Fp>\n\n\u003Cp>If the contributions set out in the collective agreement are raised during\nthe term of the agreement, the employer contribution must be increased\nproportionately so that the above-mentioned part of the agreement-based pension\ncontributions will be paid at any time.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1121\">Special savings\u003C\u002Fh4>\n\n\u003Cp>1.Newly admitted members of the Danish Chamber of Commerce - Employers who\nhave not set up a special savings scheme or a similar scheme, or who have a\nspecial savings scheme or similar scheme requiring lower contributions, may be\nincluded in the special savings scheme under the collective agreement in\naccordance with the provisions outlined below. Enterprises which on\ncommencement of their membership have a special savings scheme or a similar\nscheme requiring the same contributions as those set out in clause 8 are not\ncovered by points 2 to 4 below.\u003C\u002Fp>\n\n\u003Cp>2.Enterprises may deduct the contributions to special savings in force at\nthe date when they become members (see clause 8) from wages (see clause 2),\nless 4.0 percentage points.\u003C\u002Fp>\n\n\u003Cp>3.From the date when the membership commences, enterprises have an\nobligation to pay contributions to special savings under clause 8 with a\ndeduction of 4.0 percentage points, as well as contributions in accordance with\nthe gradual increase scheme outlined below. If an enterprise does not wish to\napply the gradual increase scheme, the full contribution under clause 8 is\npayable.\u003C\u002Fp>\n\n\u003Cp>4.As regards the 4.0 percentage points, new members of the Danish Chamber of\nCommerce - Employers may request gradual increase as follows:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•from the start of the enterprise’s membership\nof the Danish Chamber of Commerce - Employers, the enterprise will pay 1%;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•one year later contributions will amount to\n2%;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•two years later contributions will amount to\n3%;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•three years later contributions will amount to\n4%.\u003C\u002Fp>\n\n\u003Cp>5.Any special savings scheme or similar scheme that existed at the time when\nmembership commenced will lapse and be replaced by the special savings set out\nin the collective agreement.\u003C\u002Fp>\n\n\u003Cp>Note: Enterprises that meet the criteria listed are entitled to deduct any\ncost increases related to special savings that are over and above 4% on\ncommencement of membership from workers’ wages. The deduction from workers’\nwages is offset by a corresponding contribution to the special savings of those\nworkers. The workers will therefore not experience any drop in wages.\u003C\u002Fp>\n\n\u003Cp>In addition, the enterprise may apply a gradual increase of the 4% of\nworkers’ wages which must currently also be paid into a special savings\nscheme. The gradual increase is implemented over a period of three years.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1145\">Logging of gradual increase schemes\u003C\u002Fh4>\n\n\u003Cp>Gradual increase schemes for pension and\u002For special savings must be logged\nby the parties not later than two months after commencement of the membership,\nwhich is done by submission of a log to the 3F Transport Group. Logging may\nalso take place in any alignment negotiations.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1149\">Annex 15. Protocol on holidays\u003C\u002Fh3>\n\n\u003Ch4 id=\"L1151\">15.1New Holiday Act - deviations\u003C\u002Fh4>\n\n\u003Cp>The following deviations from the Danish Holiday Act apply to employment\nrelationships covered by collective agreements between the Danish Chamber of\nCommerce - Employers and the 3F Transport Group.\u003C\u002Fp>\n\n\u003Cp>15.2Industrial dispute resolution\u003C\u002Fp>\n\n\u003Cp>Disputes arising out of this agreement must be subjected to industrial\ndispute resolution. Matters concerning breaches of the agreement must be\nresolved in accordance with the relevant rules, including in the Labour\nCourt.\u003C\u002Fp>\n\n\u003Cp>As regards the Holiday Act, the parties have agreed that industrial dispute\nresolution only applies to the deviations from the Danish Holiday Act referred\nto above.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1161\">15.3Transfer of holiday\u003C\u002Fh4>\n\n\u003Cp>The employer and the employee may agree that days of holiday earned but not\ntaken are transferred to the next holiday year if the number of holidays\nexceeds twenty.\u003C\u002Fp>\n\n\u003Cp>The maximum total number of holidays that can be transferred is ten, and the\ndays of holiday must be taken in the second holiday period after the transfer\nof holiday at the latest. This provision does not apply in connection with the\ntransfer of holidays from the 2019-2020 holiday year to the short holiday year\nin 2020. See Annex B.\u003C\u002Fp>\n\n\u003Cp>The employee and the employer must make a written agreement by 31 December\n(until 1 January 2021, by 30 September at the end of the holiday year). The\nparties recommend that the agreement in Annex A be used. If this agreement is\nnot used (for example if the employer wishes to use the same form for all\ngroups of employees), the agreement must as a minimum include the same points\nas the pre-printed agreement approved by the organisations.\u003C\u002Fp>\n\n\u003Cp>Employees cannot be ordered to take a number of days of holidays\ncorresponding to the transferred days of holiday in the notice period, unless\nthe holiday period is scheduled for the notice period in a specific agreement;\nsee above.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1171\">15.4Full-week holidays\u003C\u002Fh4>\n\n\u003Cp>If holiday is taken as full weeks, the holiday will end at the start of\nnormal working hours on the first normal working day after the end of the\nholiday.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1175\">15.5Holiday taken as individual hours\u003C\u002Fh4>\n\n\u003Cp>It may be agreed in writing locally that holidays are taken as individual\nhours.\u003C\u002Fp>\n\n\u003Cp>In such a scenario it must be ensured that the holiday is not shorter than\nthe planned number of working hours for that particular day and that the total\nholiday period is not shorter than five weeks, counting as a period of 25 full\nworking days in which work- free days that are not replacement holidays and\nordinary workdays are included on a pro rata basis. The holiday must insofar as\npossible be taken as full weeks.\u003C\u002Fp>\n\n\u003Cp>The holiday must reflect the working week and may not exclusively be placed\non short or long working days.\u003C\u002Fp>\n\n\u003Cp>15.6Reporting fit for work in connection with collective holiday closure\u003C\u002Fp>\n\n\u003Cp>If an employee who reported sick before a holiday started reports fit for\nwork during a collective holiday closure, and if that employee wishes to resume\nwork, he or she may resume work and will then be entitled to take his or her\nholiday at some other time. If it is not possible to offer the employee work in\nthe period of collective holiday closure, the holiday will be considered to\nhave started at the date on which the employee reported fit for work. The\nholiday that the employee was prevented from taking because of his or her\nsickness must be taken in continuation of the holiday period originally\nnotified, unless otherwise agreed.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1187\">15.7Payment\u003C\u002Fh4>\n\n\u003Cp>a.Holiday allowance for the full length of the holiday is payable in\nconnection with the first payment of wages after the enterprise has received\nthe employee’s request for payment from Feriepengeinfo, but not more than one\nmonth before the holiday is taken.\u003C\u002Fp>\n\n\u003Cp>b.Holiday supplements payable to employees who receive wages during holidays\nmay be paid before the holiday is taken. In such a scenario, the amount may be\nrequired to be offset on resignation to the extent that holiday supplements\nhave been paid for holidays that have not been taken.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1193\">15.8Guarantee\u003C\u002Fh4>\n\n\u003Cp>The Danish Chamber of Commerce - Employers guarantees payment of all holiday\nallowances earned, including allowances for transferred holidays.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1197\">Annex A. Agreement on the transfer of holidays\u003C\u002Fh3>\n\n\u003Cp>This agreement applies to employment relationships covered by collective\nagreements between the Danish Chamber of Commerce - Employers and the 3F\nTransport Group.\u003C\u002Fp>\n\n\u003Cp>Employer_____________________________\u003C\u002Fp>\n\n\u003Cp>Employee____________________________\u003C\u002Fp>\n\n\u003Ch4 id=\"L1203\">1.Transferred holiday\u003C\u002Fh4>\n\n\u003Cp>In accordance with the provisions set out below the parties have agreed that\ndays\u003C\u002Fp>\n\n\u003Cp>of holiday are transferred to the next holiday period.\u003C\u002Fp>\n\n\u003Cp>A maximum of 10 holidays may be transferred, and the holidays must be taken\nnot later than in the second holiday period after the holiday transfer. Days of\nholiday that the employee is prevented from taking because of his or her\nillness, maternity or paternity leave, adoption leave or other leave-related\nabsence will be transferred irrespective of this limitation.\u003C\u002Fp>\n\n\u003Cp>2.Agreements on the timing of holidays\u003C\u002Fp>\n\n\u003Cp>The following has been agreed in relation to the holiday transferred (tick\none box):\u003C\u002Fp>\n\n\u003Cp>□ It is agreed that the holidays must be taken in connection with the main\nholiday in the holiday period 20________.\u003C\u002Fp>\n\n\u003Cp>□ It is agreed that the transferred holiday must be taken in the following\nperiod(s):\u003C\u002Fp>\n\n\u003Cp>From_____\u002F_______\u002F20_______ to______\u002F_______\u002F20______(both days\nincluded).\u003C\u002Fp>\n\n\u003Cp>From_____\u002F_______\u002F20_______ to______\u002F_______\u002F20______(both days\nincluded).\u003C\u002Fp>\n\n\u003Cp>□ Other\u002Fadditional agreement:\u003C\u002Fp>\n\n\u003Ch4 id=\"L1227\">3. Other provisions\u003C\u002Fh4>\n\n\u003Cp>3.1Agreements on the transfer of holidays must be made by 31 December (until\n1 January 2021: by 30 September after the end of the holiday year. Agreements\non the transfer of holiday must be made by the end of the holiday year).\u003C\u002Fp>\n\n\u003Cp>3.2If no agreement has been made concerning the timing of the holiday, or if\nno such agreement is made at a later date, the holiday will be timed as\nresidual holiday.\u003C\u002Fp>\n\n\u003Cp>3.3If an agreement has been made concerning the taking of transferred\nholidays, such an agreement can only be changed by means of a new agreement.\u003C\u002Fp>\n\n\u003Cp>3.4By 31 December (until 1 January 2021: by 30 September after the end of\nthe holiday year) the employer must send written notification to the party who\nis to pay the holiday allowance for the holidays transferred stating that the\nholidays have been transferred. This may be done by sending a copy of this\nagreement.\u003C\u002Fp>\n\n\u003Cp>Date:\u003C\u002Fp>\n\n\u003Cp>Signature, employer\u003C\u002Fp>\n\n\u003Cp>Signature, employee\u003C\u002Fp>\n\n\u003Ch3 id=\"L1241\">Annex B. Examples of holiday transfer\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>Holiday period 0\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The employee has 25 days of holiday. The employee takes 20 days of holiday\nin holiday period 0. The employee transfers a maximum of five holidays to\nholiday period 1.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Holiday period 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The employee has 25 days of holiday plus 5 transferred days of holiday from\nholiday period 0, that is a total of 30 days of holiday. The employee takes 20\ndays of holiday. The employee has 10 days of holiday left, which are\n‘transferred’ to holiday period 2.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Holiday period 2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The employee has 25 days of holiday plus 10 days of holiday, that is a total\nof 35 days of holiday. The employee takes 20 days of holiday out of the 25. In\naddition, the employee must take five days of holiday as transferred days of\nholiday from holiday period 0. The employee then has 10 extra days of holiday,\nwhich may be taken in holiday period 3.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Holiday period 3\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The employee has 25 days of holiday plus 10 transferred days of holiday,\nthat is a total of 35 days of holiday. The employee takes 20 of the 25 days of\nholiday. In addition, the employee must take five days of holiday that have\nbeen ‘transferred’ from holiday period 1. The employee then has 10\nadditional days of holiday, which may either be taken in holiday period 3 or be\ntransferred to holiday period 4, and so on.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1259\">Annex 16. Protocol on general guidelines for pilot schemes\u003C\u002Fh3>\n\n\u003Cp>The local parties often wish to try out different options of which the\ncollective agreement between the Danish Chamber of Commerce - Employers and the\n3F Transport Group does not take account.\u003C\u002Fp>\n\n\u003Cp>Provided there is a local agreement, the parties to the collective agreement\ntherefore agree that it should be possible to carry out pilot schemes that\ndeviate from the provisions of the collective agreement.\u003C\u002Fp>\n\n\u003Cp>A precondition for such pilot schemes is that they are approved by the\nparties to the collective agreement. This protocol sets out guidelines for the\nconsideration and approval of pilot schemes by those parties.\u003C\u002Fp>\n\n\u003Cp>1.A precondition for agreements on pilot schemes is that the scheme is set\nup as a local agreement and that the local agreement clearly provides the\nfollowing information:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a.name and title of a management representative;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">b.names of shop stewards and information about the\nmember groups they are shop stewards for. In enterprises without a shop\nsteward, the names of the employees covered by the agreement must be stated;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">c.a statement to the effect that the agreement will\nautomatically cease to apply without notice at the end of the pilot scheme\nperiod;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">d.a statement to the effect that termination of the\nagreement cannot lead to industrial dispute resolution, and that termination\nmeans that the agreement will lapse with effect two months after\ntermination.\u003C\u002Fp>\n\n\u003Cp>2.Applications must be submitted to the parties to the collective\nagreement.\u003C\u002Fp>\n\n\u003Cp>3.If requested by either party, the application for approval must be\nconsidered at a meeting between the parties to the collective agreement.\u003C\u002Fp>\n\n\u003Cp>4.The parties to the collective agreement must consider the application as\nsoon as possible and communicate the outcome in writing. If a meeting is to be\nheld, it must be scheduled within 14 days after receipt of the application. A\nrejection of a pilot scheme must be motivated.\u003C\u002Fp>\n\n\u003Cp>5.The parties to the agreement must be notified of termination of the\nagreement.\u003C\u002Fp>\n\n\u003Cp>6.In a pilot period, disputes relating to the specific subject matter may be\nsubjected to industrial dispute resolution in the same way as the other\nprovisions of the collective agreement.\u003C\u002Fp>\n\n\u003Cp>7.The parties to the collective agreement may request a written report from\nthe local parties.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1289\">Annex 17. Protocol on the implementation of the directive on\nfixed- term work\u003C\u002Fh3>\n\n\u003Cp>Implementation of Council Directive 1999\u002F70\u002FEC of 28 June 1999 concerning\nthe framework agreement on fixed-term work concluded by ETUC, UNICE and\nCEEP.\u003C\u002Fp>\n\n\u003Cp>The Danish Chamber of Commerce - Employers and the 3F Transport Group have\nentered into the following agreement with a view to implementing Council\nDirective 99\u002F70\u002FEC of 28 June 1999 concerning the framework agreement on\nfixed-term work.\u003C\u002Fp>\n\n\u003Cp>The parties agree that\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•the collective agreements applying between the\nparties are not contrary to the provisions of the directive, and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•the organisation agreement implements the\ndirective.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1301\">17.1Objective\u003C\u002Fh4>\n\n\u003Cp>The objective of the agreement is\u003C\u002Fp>\n\n\u003Cp>•to enhance the quality of fixed-term employment by avoiding\ndiscrimination, and\u003C\u002Fp>\n\n\u003Cp>•to lay down a framework that will prevent misuse in the form of several\nconsecutive fixed-term employment contracts or employment relationships.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1309\">17.2Scope of application\u003C\u002Fh4>\n\n\u003Cp>This agreement applies to all workers employed in fixed-term employment\ncovered by the collective agreements made between the parties.\u003C\u002Fp>\n\n\u003Cp>The agreement does not apply to\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•employees enrolled in a basic vocational\ntraining programme or in an apprentice programme or to employees whose\nemployment relationship is rooted in public or publicly supported programmes\naimed at education, training, retraining or integration, and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•people who are made available to a user\nenterprise by a temporary staff agency.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1319\">17.3Definitions\u003C\u002Fh4>\n\n\u003Cp>The following definitions are used for the purposes of this agreement:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Fixed-term worker\u003C\u002Fp>\n\n\u003Cp>A person having an employment contract or relationship entered into directly\nbetween an employer and a worker where the end of the employment contract or\nrelationship is determined by objective conditions such as reaching a specific\ndate, completing a specific task, or the occurrence of a specific event.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Comparable permanent worker\u003C\u002Fp>\n\n\u003Cp>A worker with an employment contract or relationship of indefinite duration,\nin the same establishment, engaged in the same or similar work\u002Foccupation, due\nregard being given to qualifications\u002Fskills.\u003C\u002Fp>\n\n\u003Cp>Where there is no comparable permanent worker in the same establishment, the\ncomparison shall be made by reference to the applicable collective agreement,\nor where there is no applicable collective agreement, in accordance with\nnational law, collective agreements or practice.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1333\">17.4Principle of non-discriminatory treatment\u003C\u002Fh4>\n\n\u003Cp>In terms of employment conditions, employees with fixed-term contracts may\nnot be treated less favourably than comparable permanent employees if the\nreason is solely the limited duration of their contract, if the difference in\ntreatment is not based on objective factors or if the conditions as a whole are\nnot less favourable than those applying to comparable permanent workers.\u003C\u002Fp>\n\n\u003Cp>The principle of proportional wages and proportional rights apply to the\nareas covered by this collective agreement.\u003C\u002Fp>\n\n\u003Cp>Provisions in the collective agreements made between the parties under which\na certain seniority is required in relation to certain employment conditions\nare the same for people in fixed-term employment as for permanent employees,\nunless a requirement of different seniority is based on objective factors.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1341\">17.5Provisions on misuse\u003C\u002Fh4>\n\n\u003Cp>In order to avoid misuse in the form of several consecutive fixed-term\nemployment contracts or employment relationships, the renewal of such contracts\nor relationships must be based on objective factors, which may, for example,\nrelate to matters in the enterprise, the nature of the work, industry-specific\nfactors or circumstances relating to the employee.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1345\">17.6Information and job opportunities\u003C\u002Fh4>\n\n\u003Cp>The employer must inform employees on fixed-term contracts of the jobs they\ncan apply for in the enterprise so as to ensure that they have the same chance\nof obtaining permanent employment as others.\u003C\u002Fp>\n\n\u003Cp>Such information may be given personally, through the relevant shop\nsteward(s) in the enterprise or by means of display at one or more suitable\nplaces in the enterprise.\u003C\u002Fp>\n\n\u003Cp>The employer must to the greatest possible extent make it easy for employees\non fixed- term employment contracts to gain access to vocational education and\ntraining so as to enable them to improve their skills, increase their career\nopportunities and improve their employability.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1353\">17.7Information and consultation\u003C\u002Fh4>\n\n\u003Cp>Employees in fixed-term employment are counted as full-time employees in the\ncalculation of whether the enterprise is above the limit that determines\nwhether bodies with representatives of workers can be set up in pursuance of a\ncollective agreement, an act of parliament and the like to represent workers as\nlaid down in national rules and regulations or in Community law.\u003C\u002Fp>\n\n\u003Cp>The employer must to the greatest possible extent provide suitable\ninformation about fixed-term employment in the enterprise to existing bodies\nrepresenting the workers.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1359\">17.8Industrial dispute resolution\u003C\u002Fh4>\n\n\u003Cp>Disputes concerning this agreement are treated in accordance with the\ngeneral rules on industrial disputes and labour law provisions.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1363\">17.9Concluding remarks\u003C\u002Fh4>\n\n\u003Cp>The parties agree that this agreement does not affect the protection that\nfixed-term employees enjoy under the collective agreements in force between the\nparties, and that it has not been the parties’ intention to change any rules\nor judicial practices that apply to employees covered by the collective\nagreements between the parties.\u003C\u002Fp>\n\n\u003Cp>The provisions of this agreement apply subject to more specific Community\nrules and regulations.\u003C\u002Fp>\n\n\u003Cp>The agreement between the organisations comes into force on the date on\nwhich it is signed. No industrial dispute procedures may be initiated before\nthat date. This does not apply in the event of breach of the provisions of the\ncollective agreement.\u003C\u002Fp>\n\n\u003Cp>In the event of termination of the agreement, the parties must comply with\nthe provisions regarding implementation of Council Directive 99\u002F70\u002FEC of 28\nJune 1999 concerning the framework agreement on fixed-term work concluded by\nETUC, UNICE and CEEP, until another collective agreement replaces it or the\ndirective is amended.\u003C\u002Fp>\n\n\u003Cp>The parties agree that industrial action is not allowed during the term of\nthis implementation agreement.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-GENEQ_trigger\">\u003Ch3 id=\"L1375\">Annex 18. Protocol on implementation of the Equal Pay Act,\netc\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>The parties agree to implement the Danish Equal Pay Act in the collective\nagreements. Given this, the parties agree on the following protocol wording:\u003C\u002Fp>\n\n\u003Cp>18.1.1No wage discrimination in conflict with the provisions of this\nagreement is allowed. This applies both to direct discrimination and indirect\ndiscrimination.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpay\">\u003Cp>18.1.2All employers must pay men and women equal wages for equal work and\nwork of equal value, with regard to all pay elements and all pay conditions.\nWhen a professional qualification system is used to determine pay levels, the\nsystem must be based on the same criteria for male and female workers and be\ndesigned in such a way that it precludes gender discrimination.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>18.1.3The assessment of the value of work must be based on an overall\nassessment of relevant qualifications and other pertinent factors.\u003C\u002Fp>\n\n\u003Cp>18.1.1a.1 Direct discrimination occurs when a person because of his or her\ngender is given less favourable treatment than another person is given or would\nbe given in a similar situation. Any form of inferior treatment of a woman in\nconnection with pregnancy and during her 14 weeks of absence after childbirth\nis deemed to be direct discrimination.\u003C\u002Fp>\n\n\u003Cp>18.1.2a.2 Indirect discrimination occurs when a provision, criterion or\npractice that is seemingly neutral would place people of one gender in a\nposition inferior to that of people of the other gender, unless the provision,\ncriterion or practice is objectively based on a pertinent purpose and the means\nto achieve that purpose are appropriate and necessary.\u003C\u002Fp>\n\n\u003Cp>18.1.3a.3 Wages are the ordinary basic or minimum wages and all other\npayments that an employee receives directly or indirectly from the employer in\nconnection with the employment relationship and which are paid in money or in\nkind.\u003C\u002Fp>\n\n\u003Cp>18.2.1A wage earner whose pay, contrary to clause 18.1, is lower than the\npay received by others is entitled to receive the difference.\u003C\u002Fp>\n\n\u003Cp>18.2.2A wage earner whose rights are infringed as a result of gender-based\nwage discrimination may be awarded compensation. The compensation is determined\non the basis of the length of employment of the wage earner and other pertinent\nmatters.\u003C\u002Fp>\n\n\u003Cp>18.2.3a A wage earner is entitled to disclose information about his or her\nown pay. Information may be disclosed to anybody.\u003C\u002Fp>\n\n\u003Cp>18.3.1An employer may not dismiss an employee or subject an employee or\nemployee representative to other types of unfavourable treatment in response to\na complaint or as a result of the employee or the employee representative\nhaving presented a demand for equal pay, including equal pay conditions, or a\nresult of the employer or employee representative having disclosed pay\ninformation. An employer may not dismiss an employee or an employee\nrepresentative on the grounds that he or she has presented demands under clause\n4.1.\u003C\u002Fp>\n\n\u003Cp>18.3.2It is up to the employer to prove that a dismissal is not contrary to\nthe provisions of clause 18.3.1. If the dismissal takes place more than a year\nafter the employee has made a request for equal pay, the first sentence only\napplies if the employee can refer to actual circumstances that give reason to\nassume that the dismissal was made in a manner contrary to clause 18.3.1.\u003C\u002Fp>\n\n\u003Cp>18.3.3Dismissed employees may claim compensation or reinstatement in the\njob. Reinstatement must be made in accordance with the principles set out in\nthe Main Agreement. Compensation must be fixed on the basis of the length of\nthe employee’s employment and other pertinent matters.\u003C\u002Fp>\n\n\u003Cp>18.4.1An employer with at least 35 employees must prepare gender-specific\npay statistics for groups with at least 10 employees of each gender on the\nbasis of the six- digit DISCO code for use in the hearing and consultation of\nemployees concerning pay disparities between men and women in the enterprise.\nThis does not apply to enterprises in the fields of agriculture, horticulture,\nforestry and fisheries. If gender-specific statistics have been submitted as\nconfidential information due to the enterprise’s legitimate interests, the\ninformation may not be disclosed to others.\u003C\u002Fp>\n\n\u003Cp>18.4.2The gender-specific pay statistics set out in clause 18.4.1 must be\nprepared for each employee category with the same level of detail as the\nsix-digit DISCO code. The employer has a duty to explain the structure of the\nstatistics and the pay concept applied.\u003C\u002Fp>\n\n\u003Cp>18.4.3Enterprises reporting annual pay statistics to Statistics Denmark may\nrequest gender-specific pay statistics as set out in clause 18.4.1 from\nStatistics Denmark free of charge.\u003C\u002Fp>\n\n\u003Cp>18.4.4The employer’s obligation to prepare gender-specific pay statistics\nunder clause 18.4.1 lapses if the employer enters into an agreement with the\nemployees in the enterprise requiring the preparation of a report. The report\nmust contain a description of the terms and conditions that are relevant to the\npayment of men and women in the enterprise and of specific action-oriented\ninitiatives of a duration of up to three years, as well as the detailed\nfollow-up on them in the period covered by the report. The report must cover\nall employees in the enterprise and must be treated in accordance with the\nprovisions set out in the Collaboration Agreement. The report must be prepared\nby the end of the calendar year in which the duty to prepare gender-specific\npay statistics applied.\u003C\u002Fp>\n\n\u003Cp>18.5.1An employee who does not believe that the employer complies with the\nduty to pay equal pay and to provide equal pay terms as set out in this\nagreement may have the claim decided in an industrial dispute resolution\nprocedure.\u003C\u002Fp>\n\n\u003Cp>18.5.2If a person who believes his or her rights have been violated (see\nclause 1) presents actual circumstances that give rise to assume that direct or\nindirect discrimination has taken place, it is up to the other party to prove\nthat the principle of equal treatment has not been violated.\u003C\u002Fp>\n\n\u003Cp>18.6.1If the unions find there is a reason to initiate industrial dispute\nresolution procedures in accordance with the rules set out above, an inspection\nwith the participation of the organisations may be held in the enterprise\nbefore the matter is submitted for industrial dispute resolution.\u003C\u002Fp>\n\n\u003Cp>18.6.2In industrial dispute resolution proceedings concerning equal pay, it\nmust be agreed at the mediation meeting or prior to the mediation meeting what\ninformation will be given to the union with a view to an assessment of the\nmatter.\u003C\u002Fp>\n\n\u003Cp>The parties also agree that the Danish Equal Pay Act does not apply to\nemployment relationships covered by the collective agreement between the\nparties and that disputes concerning equal pay must be resolved in the\nindustrial dispute resolution system.\u003C\u002Fp>\n\n\u003Cp>The parties also agree to incorporate into this agreement any changes to the\nEqual Pay Act that result from changes of obligations under EU law.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1423\">Annex 19. Protocol on pension for persons employed in flexible\njobs\u003C\u002Fh3>\n\n\u003Cp>The Danish Chamber of Commerce - Employers and the 3F Transport Group agree\nthat the following applies to employment relationships covered by collective\nagreements between the Danish Chamber of Commerce - Employers and the 3F\nTransport Group.\u003C\u002Fp>\n\n\u003Cp>The parties agree to derogate from the mandatory provisions of the\ncollective agreements concerning contributions to a specific pension scheme for\npersons who due to reduced capacity to work are employed in a flexible job\neligible for subsidies as outlined below.\u003C\u002Fp>\n\n\u003Cp>For employees who have a subsidised flexible job and who at the time of\ntheir employment were covered by\u002Fmembers of one or more pension schemes set up\nunder a collective agreement, pension contributions must be paid to the pension\nscheme to which contributions were paid most recently.\u003C\u002Fp>\n\n\u003Cp>It is a condition for the implementation of the provision above that a\nspecific agreement to that effect has been made between PensionDanmark and the\nother relevant pension provider(s).\u003C\u002Fp>\n\n\u003Cp>As regards the size of the pension contribution reference is made to the\ncollective agreement that applies to the employment relationship.\u003C\u002Fp>\n\n\u003Cp>If no pension contributions have been paid for an employee, pension\ncontributions must be paid to the pension scheme that is stated in the\ncollective agreement applying to the employment relationship. In that case, the\npension provider must be notified specifically about the employee’s\nemployment relationship.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1437\">Annex 20. Organisation agreement on holiday guarantee scheme\u003C\u002Fh3>\n\n\u003Cp>Given that the Danish Holiday Act and various administrative provisions\nassociated with the act apply, the parties agree that the rules listed below\nreplace the provisions on a holiday account set out in the act.\u003C\u002Fp>\n\n\u003Cp>20.1This holiday scheme applies to employees in enterprises that are members\nof the Danish Chamber of Commerce - Employers.\u003C\u002Fp>\n\n\u003Cp>20.2Both during employment and in connection with a change of workplace,\nemployees will be able to find information about the holiday allowance in\nFeriepengeinfo to which they are entitled.\u003C\u002Fp>\n\n\u003Cp>20.3Casual workers or workers who have been employed several times on a\nshort-term basis with the same employer are covered by clauses 20.4 and\n20.5.\u003C\u002Fp>\n\n\u003Cp>20.4Employees are entitled to one day of leave for each 67 hours of\nemployment, the maximum being 25 days of holiday. If the work performed has\nbeen of shorter duration, the holiday entitlement will be proportional to the\nemployment period. In the calculation of the length of holidays, half days are\nused, which means that the total holiday will be rounded to the nearest half\nholiday.\u003C\u002Fp>\n\n\u003Cp>20.5Employees are entitled to holiday allowance during absence due to\nsickness (see clause 20.9), provided they can prove that they have worked for\nthe employer for at least 1,864 hours over the past 24 months.\u003C\u002Fp>\n\n\u003Cp>20.6Holiday allowance is calculated in accordance with the general\nprovisions of the Danish Holiday Act. However, holiday allowance during absence\ndue to sickness or injury for employees over the age of 18 is determined on the\nbasis of earnings amounting to DKK 1078.18, from 1 March 2021 DKK 1101.86 and\nfrom 1 March 2022 DKK 1125.17. This amount is payable irrespective of wage\nconditions and wage type and is subject to ordinary regulation, including\nregulation relating to general upwards or downwards adjustments of wages.\u003C\u002Fp>\n\n\u003Cp>For employees under 18 the calculation basis is as follows:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•17-year-olds80%\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Others60%\u003C\u002Fp>\n\n\u003Cp>of the rates set out above.\u003C\u002Fp>\n\n\u003Cp>20.7Holiday allowance corresponding to the length of the holiday is paid\ntogether with the first wage payment after the enterprise has received the\nemployee’s request for payment from Feriepengeinfo, but not earlier than one\nmonth before the holiday is taken.\u003C\u002Fp>\n\n\u003Cp>20.8Holiday allowance that has not been claimed by the end of the holiday\nperiod in which the holiday should have been taken will go to the Holiday Fund\nof the Danish Chamber of Commerce - Employers and is transferred to:\u003C\u002Fp>\n\n\u003Cp style=\"line-height:1em;margin-left:2em;\">Feriefonden for Dansk Erhverv\nArbejdsgiver Børsen\u003C\u002Fp>\n\n\u003Cp style=\"line-height:1em;margin-left:2em;\">(The Holiday Fund of the Danish\nChamber of Commerce - Employers)\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Børsen\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">DK-1217 Copenhagen K\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Jyske Bank account number 5078-101 660-0\u003C\u002Fp>\n\n\u003Cp>An exemption is holiday allowance related to the fifth holiday week and\nholiday allowance related to discretionary holidays concerning which it has\nbeen agreed that they will be deferred until a time after the end of the\nholiday period.\u003C\u002Fp>\n\n\u003Cp>For wage-earners who are not covered by a holiday card scheme set out in a\ncollective agreement between the parties to this agreement, unclaimed holiday\nallowance will be paid to:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Arbejdsmarkedets Feriefond\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(Labour Market Holiday Fund)\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Otto Mønsteds Gade 5\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">DK-1571 Copenhagen V\u003C\u002Fp>\n\n\u003Cp>unless otherwise provided in another collective agreement.\u003C\u002Fp>\n\n\u003Cp>20.9By signing this agreement, the Danish Chamber of Commerce - Employers\nguarantees payment of the amounts stated.\u003C\u002Fp>\n\n\u003Cp>20.10Disputes that may arise as a result of the provisions set out above can\nbe submitted for industrial dispute resolution in accordance with applicable\ndispute resolution rules.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1493\">Annex 21. Protocol on night work and health checks\u003C\u002Fh3>\n\n\u003Ch4 id=\"L1495\">Night work\u003C\u002Fh4>\n\n\u003Cp>Night workers are employees who in the period between 10pm and 5am\u003C\u002Fp>\n\n\u003Cp>•normally work at least three of their daily working hours in the night\nperiod, or\u003C\u002Fp>\n\n\u003Cp>•perform at least 300 of their annual working hours in the night\nperiod.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1503\">Frequency\u003C\u002Fh4>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>Employees must be offered a free health check before they start as night\nworkers.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>The parties also agree that workers who are classified as night workers\naccording to the agreement must be offered health checks within regular periods\nof not more than two years.\u003C\u002Fp>\n\n\u003Cp>When must health checks be carried out?\u003C\u002Fp>\n\n\u003Cp>The parties agree that if health checks take place outside the normal\nworking hours of the employee in question, the employer must pay\ncompensation.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1513\">Model for health check procedure\u003C\u002Fh4>\n\n\u003Cp>Health checks must be performed by a physician familiar with the correlation\nbetween night work and health issues.\u003C\u002Fp>\n\n\u003Cp>Health checks must be carried out in the following way:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1.The worker is given a physical health check.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">2.Based on the health check and a dialogue with the\nworker, the physician prepares an overall conclusion regarding the worker.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">3.The data disclosed in connection with a health\ncheck remains confidential and belongs to the worker alone. The data may not be\ndisclosed to the employer unless the employee takes the initiative to do so.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1525\">Report to the safety committee in large enterprises\u003C\u002Fh4>\n\n\u003Cp>It is the opinion of the parties that it would be logical for the safety\ncommittee in the enterprise on its own initiative to monitor whether health\nchecks are carried out in compliance with applicable rules.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1529\">Annex 22. Protocol on electronic documents\u003C\u002Fh3>\n\n\u003Cp>It will be possible for enterprises with discharging effect to submit\npayslips and possibly other documents to be exchanged during or after the\nemployment relationship by means of the electronic mail systems available, for\nexample e-boks or email.\u003C\u002Fp>\n\n\u003Cp>Enterprises wishing to make use of use this option must notify employees\nthree months in advance unless otherwise agreed. After the expiry of the notice\nperiod, employees who are unable to use the electronic systems may contact the\nenterprise to have the documents in question provided to them.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1535\">Annex 23. Organisation agreement on the management of cases\nconcerning lack of payment and reporting of pension contributions\u003C\u002Fh3>\n\n\u003Cp>In order to streamline the procedures for the management of cases concerning\nlack of reporting and failure to pay pension contributions by enterprises is\ncovered by collective agreements signed by the 3F Transport Group and the\nDanish Chamber of Commerce - Employers, the parties below have entered into the\nfollowing agreement:\u003C\u002Fp>\n\n\u003Ch4 id=\"L1539\">Management of cases in PensionDanmark\u003C\u002Fh4>\n\n\u003Cp>Before a case is submitted to the organisations, PensionDanmark sends two\nreminders to the enterprise.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•If the enterprise has not reported or paid\npension contributions by the 10th of the month at the latest, the first\nreminder is sent on the 17th day of the month, setting a deadline of three days\nfor payment.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•The second reminder is sent on the 26th day of\nthe month giving a new deadline of three days if the enterprise still has not\npaid pension contributions or has stated that it has no employees.\u003C\u002Fp>\n\n\u003Cp>If the enterprise pays the pension contributions owed or reports that it has\nnew employees within the deadline stated, PensionDanmark closes the case.\u003C\u002Fp>\n\n\u003Cp>Otherwise the matter will be handed over to the organisations for further\ncase processing.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1551\">Management of cases in the organisations\u003C\u002Fh4>\n\n\u003Cp>The Danish Chamber of Commerce - Employees receives a request from the 3F\nTransport Group stating which enterprises should be subjected to case\nprocessing, and at the same time a meeting of organisations is agreed by the\nparties.\u003C\u002Fp>\n\n\u003Cp>The Danish Chamber of Commerce - Employers informs the enterprise in writing\nabout the case in question, and the enterprise is requested to pay the unpaid\npension contributions within 14 days or - if the enterprise has no employees -\nto report that it has no employees.\u003C\u002Fp>\n\n\u003Cp>If the enterprise pays pension contributions owed or reports that it has no\nemployees before the meeting of organisations, the case will be closed and\nnothing further will be done.\u003C\u002Fp>\n\n\u003Cp>If, despite a repeated request from the Danish Chamber of Commerce -\nEmployers, the enterprise does not pay the pension contributions owed or report\nthat it has no employees, the case will be considered at the meeting of\norganisations agreed.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1561\">Payment of penalty\u003C\u002Fh4>\n\n\u003Cp>At the meeting of organisations, the enterprise will be requested to pay the\namount owing.\u003C\u002Fp>\n\n\u003Cp>In addition, the enterprise will be requested to pay a penalty which, if it\nis the first such penalty, will total 17% of the amount owing, however with a\nminimum of DKK 1000.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1567\">Annex 24. Organisation agreement on cooperation in enterprises\nof all sizes\u003C\u002Fh3>\n\n\u003Cp>The parties recognise that enterprises will be facing dramatic changes in\nconnection with the green transition, a changing labour market with new\ntechnologies ranging from self-driving trucks to automated warehouses and a job\nmarket characterised by later retirement.\u003C\u002Fp>\n\n\u003Cp>The many new challenges entail a greater need for cooperation at all levels\nbetween managers and employees and in all types of enterprises. The parties\nagree that it is best to involve employees in maintaining and developing\nenterprises’ adaptability and innovative abilities, one approach being to\ndiscuss the need for new skills and ongoing upskilling. The introduction of new\ntechnology requires increased focus on continuing education and training and on\ncapacity for change.\u003C\u002Fp>\n\n\u003Cp>In future the role of health and safety representatives will become\nincreasingly important in joint efforts to ensure high health and safety\nstandards and productive enterprises. The parties agree that health and safety\nrepresentatives must be at the centre of systematic health and safety work,\nincluding the determination of goals, workplace assessments and the prevention\nof accidents.\u003C\u002Fp>\n\n\u003Cp>One responsibility of health and safety representatives will be to raise the\nawareness of colleagues and management of health and safety at work. It is key\nthat health and safety representatives in collaboration with management and\nshop stewards maintain a special focus on strategic assignments performed under\nthe umbrella of the health and safety organisation, works councils or other\ncollaborative forums.\u003C\u002Fp>\n\n\u003Cp>Later retirement from the labour market will increase the need to\ncontinuously create the best possible framework for high health and safety\nstandards, which should be ensured by involving the health and safety\nrepresentatives. The parties agree that good health and safety standards at\nwork are conducive to high productivity and a sound economy.\u003C\u002Fp>\n\n\u003Cp>In order to prepare enterprises for tapping the potential provided by the\ngreen transition, including the potential offered by green transition in the\nglobal market, it is increasingly necessary for employees constantly to be\nabreast of health and safety challenges presented by new work assignments. The\nuse and development of new technology is crucial for enterprises’\ncompetitiveness, for employment, for health and safety at work and for the\nwell-being of workers. The health and safety representative is therefore an\nimportant ambassador in terms of involving workers in the radical\ntransformation needed to achieve new ambitious climate goals.\u003C\u002Fp>\n\n\u003Cp>In small enterprises without any elected employee representatives such as\nhealth and safety representatives or shop stewards it will be logical to use\nthe annual health and safety meeting between management and employees to\ndiscuss the health and safety challenges cited above and in continuation of\nthis to determine how collaboration should take place in the forthcoming\nyear.\u003C\u002Fp>\n\n\u003Cp>In enterprises with elected employee representatives such as health and\nsafety representatives or shop stewards, but without a health and safety\ncommittee and a works council it will be natural to have discussions between\nmanagement and employee representatives at dedicated meetings, and committees\nor working groups on specific themes may also be set up.\u003C\u002Fp>\n\n\u003Cp>Given the specific work routines applying to the areas covered by the\ncollective agreement, the parties agree to recommend that in enterprises with\nhealth and safety representatives or shop stewards but without health and\nsafety committees and works councils, actual forums for dialogue between\nmanagement, health and safety representatives and shop stewards be established.\nEnterprises needing help to set up a dialogue forum may obtain such help from\nthe organisations.\u003C\u002Fp>\n\n\u003Cp>In enterprises with a health and safety committee or a works council it will\nbe natural that management and employee representatives discuss the basis for\ngood health and safety standards on a regular basis, including in relation to\ngreen transformation, new technologies and later retirement from the labour\nmarket. The parties agree that it is important to involve health and safety\nrepresentatives in such matters.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1589\">Annex 25. Organisation agreement on pension plan costs\u003C\u002Fh3>\n\n\u003Cp>The parties to this agreement, who have a shared interest in keeping the\ncosts of pension plans at a suitably low level, monitor the cost levels of\nenterprise pension plans in the areas covered by the collective agreement.\u003C\u002Fp>\n\n\u003Cp>Once a year, generally in May, the 3F Transport Group and the Danish Chamber\nof Commerce - Employers hold a cost meeting at which the parties exchange\ninformation.\u003C\u002Fp>\n\n\u003Cp>The parties to the collective agreement will endeavour to develop a model\nfor the provision of shared data that will give the parties a basis for\nassessment of whether the costs of specific plans deviate substantially from\nthe general cost level of providers of occupational pension plans.\u003C\u002Fp>\n\n\u003Cp>If it is noted at the meeting that one or more plans give reason to assume\nthat the associated costs deviate substantially from the general cost level of\nproviders of occupational pension plans, the Danish Chamber of Commerce -\nEmployers will contact the enterprise and\u002For the provider of the pension plan\nin order to receive their comments within a month from the meeting so that the\nparties to the agreement can review them.\u003C\u002Fp>\n\n\u003Cp>If the parties then agree that the cost level is substantially above an\nacceptable cost level offered by providers of occupational pension plans, the\nenterprise will be given a time limit of one month to notify whether:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•the enterprise will reduce costs within six full\nmonths to an agreed lower, appropriate level, and whether documentation of this\nwill be sent to the parties within the deadline, or\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•the plan has been terminated with the discharge\nnotice applying to it (documentation to be enclosed) so that payment will\nsubsequently be made to the pension plan set out in the collective agreement or\nsome other occupational pension plan; see the provisions on change of pension\nprovider.\u003C\u002Fp>\n\n\u003Cp>If an enterprise does not contribute to clarifying the matter despite having\nbeen reminded to do so, or if it fails to take one of the measures listed\nabove, the parties will deprive the enterprise of the possibility of using an\noccupational pension plan for employees covered by the collective agreement in\na period of three years. A period of notice of three full months must be\ngiven.\u003C\u002Fp>\n\n\u003Cp>If the parties failed to reach agreement at the meeting as to whether the\ncost level of a specific occupational pension plan is acceptable or will be\nreduced to an acceptable level, the matter must be submitted for dispute\nresolution in accordance with the provisions of the collective agreement.\u003C\u002Fp>\n\n\u003Cp>This is a pilot scheme that will be in operation in the collective agreement\nperiod from 2020 to 2023. If the parties agree at the end of this period, the\nscheme may continue, if appropriate with changes agreed upon by the parties.\nOtherwise the organisation agreement will lapse.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1611\">Annex 26. Organisation agreement on data protection\u003C\u002Fh3>\n\n\u003Cp>The parties agree that clauses in collective agreements and the associated\ncase processing must be interpreted and processed in conformity with the\nGeneral Data Protection Regulation (EU) 2016\u002F679, which entered into force in\nDenmark on 25 May 2018.\u003C\u002Fp>\n\n\u003Cp>The parties agree that the implementation of the General Data Protection\nRegulation must ensure that the current practice of collecting, storing,\nprocessing and disseminating personal data in accordance with employment and\nlabour law rules and regulations can continue.\u003C\u002Fp>\n\n\u003Cp>This organisation agreement applies to all collective agreements made\nbetween the parties.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1619\">Annex 27. Procedure for industrial dispute resolution in cases\nconcerning harassment, bullying and other offensive actions\u003C\u002Fh3>\n\n\u003Cp>The parties have a common interest in ensuring that matters concerning\nharassment, bullying and other offensive actions are dealt with as quickly as\npossible with maximum respect for the local parties involved.\u003C\u002Fp>\n\n\u003Cp>The parties have therefore agreed to set up a committee for the term of the\ncollective agreement to examine the industrial dispute resolution procedures\nand where appropriate suggest new approaches to resolving conflicts in matters\nof this nature.\u003C\u002Fp>\n\n\u003Cp>The work of the committee will be based on experience already gained in\nrelation to other collective agreements applying to organisations that are\nmembers of the Confederation of Danish Employers (DA).\u003C\u002Fp>\n\n\u003Ch3 id=\"L1627\">Annex 28. Protocol on skills development and training\u003C\u002Fh3>\n\n\u003Ch4 id=\"L1629\">28.1Strengthening of training activities in the enterprise\u003C\u002Fh4>\n\n\u003Cp>The parties wish to strengthen cooperation on training in enterprises in\norder to enhance the skills of employees and to improve the competitiveness of\nthe enterprises. A stronger and more systematic dialogue on skills development\nwill help ensure greater awareness of the need to continuously be able to meet\nthe challenges faced by employees and enterprises in the industry.\u003C\u002Fp>\n\n\u003Cp>In order to promote such cooperation, the parties have set up the Skills\nDevelopment Fund for Transport and Warehousing; see Annex 29 (Protocol on the\nSkills Development Fund for Transport and Warehousing).\u003C\u002Fp>\n\n\u003Cp>The Fund supports training activities as set out in this collective\nagreement. The board of the Fund lays down specific guidelines for Fund\nactivities.\u003C\u002Fp>\n\n\u003Cp>Enterprises covered by this collective agreement pay an annual contribution\nto the Fund of DKK 780.00 for each full-time employee.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1639\">28.2Local cooperation\u003C\u002Fh4>\n\n\u003Cp>Continuing systematic planning of the training of the enterprise’s\nemployees is recommended. The planning should include preparation of a\nskills\u002Ftraining plan for each individual employee.\u003C\u002Fp>\n\n\u003Cp>The works council (alternatively the shop steward\u002Fmanagement) may request a\nvisit by an organisation consultant with a view to obtaining help to initiate\nthe training dialogue. Such a visit may be requested if one of the parties so\nwishes.\u003C\u002Fp>\n\n\u003Cp>The personal training plan of each individual employee may be posted on the\nwebsite of PensionDanmark and may, at the request of the employee, be shared by\nthe employee and the enterprise.\u003C\u002Fp>\n\n\u003Cp>Training plans form the basis of applications for support from the Fund.\u003C\u002Fp>\n\n\u003Cp>If an employee so wishes, the shop steward may assist in the preparation of\nhis or her skill\u002Ftraining plans.\u003C\u002Fp>\n\n\u003Cp>If no shop steward has been elected, the employee is entitled to assistance\nfrom the local 3F branch.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1653\">28.3Definition of standard wage according to collective\nagreements\u003C\u002Fh4>\n\n\u003Cp>Clause 28.4 explains when an employee is entitled to time off with standard\nwages as laid down in the collective agreement. According to clause 28.4(D),\nthe maximum rate is up to 85% of the standard wage laid down in the collective\nagreement.\u003C\u002Fp>\n\n\u003Cp>For the purposes of this agreement ‘standard wage according to the\ncollective agreement’ means the wage that the employee would have earned for\nwork carried out at the same time and being of the same duration as the\ntraining activity in question. ‘Standard wage according to the collective\nagreement’ includes personal supplements but not supplements for hardship and\novertime.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1659\">28.4Employee rights and obligations with regard to training\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>(A). Assessment of prior learning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>All employees are entitled to time off with their usual wages as laid down\nin the collective agreement (see clause 28.3) to participate in assessment of\ntheir prior learning in relation to a relevant vocational training\nprogramme.\u003C\u002Fp>\n\n\u003Cp>Assessment of prior learning can be done in one of the following ways:\u003C\u002Fp>\n\n\u003Cp>a.assessment of prior learning at a vocational college;\u003C\u002Fp>\n\n\u003Cp>b.indicative assessment of prior learning made at the website of\nPensionDanmark\u003C\u002Fp>\n\n\u003Cp>Employees are entitled to have an assessment of prior learning made in\naccordance with (A) within six months after a request for such assessment has\nbeen made in writing to the employer.\u003C\u002Fp>\n\n\u003Cp>The employer may make it a condition that the associated expenses are paid\nby the Fund and possibly also through loss of earnings compensation (for\nexample VEU compensation); see clause 28.6.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>(B). General basic upgrading of skills and screening\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>All employees are entitled to time off with standard wages as per the\ncollective agreement (see clause 28.3) for participation in general basic\nupgrading of their skills in the form of preparatory adult education and\ntraining (FVU), dyslexia courses and courses in Danish as a second language.\u003C\u002Fp>\n\n\u003Cp>In addition, employees and entitled to up to 4 hours off for participation\nin guidance and screening by approved providers of training and education prior\nto starting in the programmes mentioned. They must be paid the standard wages\nset out in the collective agreement; see clause 28.3.\u003C\u002Fp>\n\n\u003Cp>The employer may make it a condition that the associated expenses are\ncovered by the Fund and where appropriate also by loss of earnings compensation\n(for example SVU); see clause 28.6.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>(C). Supplementary vocational training agreed between the employer\nand the employee\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Employees who at the start of the training have at least six months of\nuninterrupted seniority in the enterprise are entitled to time off - at\nstandard wages as set out in the collective agreement (see clause 28.2) and to\npayment of course fees - for participation in continuing vocational education\nand training agreed upon by the enterprise and the employee.\u003C\u002Fp>\n\n\u003Cp>It is a condition that the courses in question are included in an enterprise\ntraining plan agreed between the enterprise and the employee (see clause 28.2).\nIt is also a condition that the courses are included in ‘List A of agreed\ntraining programmes’ prepared by the board of the Fund. Deviation from the\nlatter condition is possible if the courses are part of a training plan leading\nto relevant vocational education, see the next paragraph.\u003C\u002Fp>\n\n\u003Cp>For employees without vocational education it is a condition for obtaining\nsupport from the Fund that the education and training activities are included\nin the enterprise training plan. The enterprise training plan for an employee\nwithout a vocational education is prepared on the basis of an assessment of\nprior learning; see (A) above. The purpose of the assessment of prior learning\nis to determine which courses the employee needs to take in order to obtain\nrelevant vocational education. The assessment of prior learning made by the\nvocational school leads to a plan setting out the training programmes and\nactivities the employee must complete to reach the level of a skilled worker.\nThe plan can be used by the employee to select programmes of his or her own\nchoice and by the employer\u002Femployee in the preparation of an enterprise\ntraining plan. The assessment of prior learning\u002Fthe plan of the vocational\nschool and the enterprise training plan must be registered with the Fund\nadministrator before support from the Fund can be granted.\u003C\u002Fp>\n\n\u003Cp>For employees with a vocational education it is a condition for obtaining\nsupport from the Fund that the education and training activities are part of\nthe enterprise education and training plan, which describes the programmes that\nare relevant for an employee’s performance of his or her job in the\nenterprise. The enterprise education and training plan must be registered with\nthe Fund administrator.\u003C\u002Fp>\n\n\u003Cp>The employer may make it a condition that the costs incurred in relation to\nthe education and training be reimbursed by the Fund and where appropriate\nthrough compensation for loss of earnings (for example VEU compensation); see\nclause 6.\u003C\u002Fp>\n\n\u003Cp>This condition cannot be invoked in relation to statutory continuing\neducation and training of professional drivers necessary for an employee’s\ncontinued performance of his or her job.\u003C\u002Fp>\n\n\u003Cp>Education and training activities under this clause must not take more than\na maximum of two weeks per year.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>(D). Education and training at the employee’s initiative\n(self-elected training)\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp> Employees with at least six months’ uninterrupted seniority in the\nenterprise are entitled to participate in training of their own choice\n(self-elected training) for up to two weeks per year. If an employee remains\nemployed in the same enterprise, he or she can accrue this right. However, the\nmaximum period that can be accrued is six weeks over three years. The training\nweeks first earned must be used first.\u003C\u002Fp>\n\n\u003Cp>The following conditions apply:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Due consideration is taken to the operation of\nthe enterprise.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•The training programmes in question are included\nin the ‘B list of self-selected training’ prepared by the Fund’s\nboard;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•The enterprise does not supplement the support\nobtained from the Fund and through VEU\u002FSVU compensation\u003C\u002Fp>\n\n\u003Cp>If the enterprise obtains support from the Fund (see clause 6), up to 85% of\nthe standard wages laid down in the collective agreement (see clause 3) are\npaid to the employee, as payments to employees are covered by support from the\nFund and where appropriate compensation for loss of earnings.\u003C\u002Fp>\n\n\u003Cp>The right to training under this clause does not apply to employees whose\nemployment has been terminated. The rights of such workers are set out in\nclause 12.2.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1713\">28.5Education and training activities at the initiative of the\nenterprise\u003C\u002Fh4>\n\n\u003Cp>If the enterprise demands that an employee participate in training\nactivities that are not covered by the provisions of clause 28.4(A), (B) and\nC), the employee is entitled to the standard pay laid down in the collective\nagreement (see clause 3), but without any supplement that may apply according\nto clause 5.\u003C\u002Fp>\n\n\u003Cp>If an employee participates in statutory continuing education and training\nfor professional drivers because such training is necessary for the employee to\nperform his or her job, the employee will be paid the standard wages laid down\nin the collective agreement; see clause 28.4(C).\u003C\u002Fp>\n\n\u003Cp>28.6Support to enterprises whose employees participate in training\nactivities When an enterprise pays the standard wage rates laid down in the\ncollective agreement or up to 85% of those rates to employees who participate\nin training activities (see clauses 28.4 and 28.5), the enterprise is entitled\nto claim VEU compensation, SVU support and similar reimbursement for\nparticipants associated with the training programme in question.\u003C\u002Fp>\n\n\u003Cp>When employees participate in training programmes (see clause 28.4(A) and\n(B), and clause 12.2), the enterprise receives reimbursement from the Fund,\nwhich combined with the reimbursement for each participant is equivalent to the\ncost of paying the standard wage rates set out in the collective agreement; see\nclause 28.3.\u003C\u002Fp>\n\n\u003Cp>This applies even if the employee is entitled to the standard wages set out\nin the collective agreement; see however clause 28.3(C). In addition, it is a\ncondition that an education and training plan is available for the training\nprogramme in question; see clause 28.2.\u003C\u002Fp>\n\n\u003Cp>When employees participate in training programmes (see clause 28.4), the\nenterprise receives reimbursement from the Fund, which together with the\nreimbursement obtained for each employee participating is equivalent to paying\nup to 85% of the standard wage rates laid down in the collective agreement; see\nclause 28.3.\u003C\u002Fp>\n\n\u003Cp>No support can be paid by the Fund if it does not have sufficient funds to\ndisburse.\u003C\u002Fp>\n\n\u003Cp>See also the supplementary provisions in Annex 29 (Protocol on the Skills\nDevelopment Fund for Transport and Warehouse Workers).\u003C\u002Fp>\n\n\u003Ch3 id=\"L1733\">Annex 29. Protocol on the Skills Fund for Transport and\nWarehousing\u003C\u002Fh3>\n\n\u003Ch4 id=\"L1735\">29.1. Objective\u003C\u002Fh4>\n\n\u003Cp>The objective of the Skills Fund for Transport and Warehousing (TLK) is to\nensure the development of workers’ skills in order to preserve and strengthen\ntheir employability and in order to preserve and strengthen the competitiveness\nof enterprises.\u003C\u002Fp>\n\n\u003Cp>With this agreement the parties wish to create a dynamic basis for training\nactivities and the funds set aside by enterprises for this purpose; see clause\n11a.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1741\">29.2Financial basis\u003C\u002Fh4>\n\n\u003Cp>The contributions payable by enterprises can be calculated and paid in\nconnection with similar calculations and payments to the ATP pension fund for\nthe group of workers in question.\u003C\u002Fp>\n\n\u003Cp>Contributions are calculated on the basis of the number of employees covered\nby the scope of the collective agreements made between the parties.\u003C\u002Fp>\n\n\u003Cp>The collection of contributions to the fund is the responsibility of the\nadministrator elected by the board of the Fund, currently PensionDanmark.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1749\">29.3The Skills Development Fund for Transport and\nWarehousing\u003C\u002Fh4>\n\n\u003Cp>The parties to this agreement establish a joint ownership to manage the\ncontributions calculated as set out in the preceding clauses.\u003C\u002Fp>\n\n\u003Cp>Detailed guidelines for such management are laid down in articles prepared\nby the board of the Fund.\u003C\u002Fp>\n\n\u003Cp>The guidelines must include the following elements:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•management and collection of contributions for\nthe individual areas covered by the collective agreements;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•guidelines for allocation of funds to the\nactivities of individual workers and enterprise-based training committees; see\nbelow;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•financial reporting and auditing;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•reporting guidelines for enterprise-based\ntraining committees;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•determination and collection of the VEU\ncontributions if these areas of responsibility are transferred to the social\npartners.\u003C\u002Fp>\n\n\u003Cp>The Fund is managed by a joint board composed of representatives of the\nparties.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1769\">29.4Applications\u003C\u002Fh4>\n\n\u003Cp>Employees working in an enterprise covered by the collective agreements\nbetween the parties or training committees in enterprises covered by the same\nagreements may apply for funds from the skills fund.\u003C\u002Fp>\n\n\u003Cp>Applications filed by employees must be submitted through the enterprise,\nwhich is to certify that the work is covered by the scope of the collective\nagreement.\u003C\u002Fp>\n\n\u003Cp>When funds are allocated it must be sought to achieve a reasonable balance\nbetween employees covered by individual collective agreements and the\ncontributions made by such employees.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1777\">29.5Use of funding\u003C\u002Fh4>\n\n\u003Cp>The funds available for distribution should generally be allocated as set\nout in Annex 28 and in clause 12.2.\u003C\u002Fp>\n\n\u003Cp>Employees whose application for support from the Fund or from the\nenterprise-based training committee is rejected are entitled to a written\nexplanation of the rejection.\u003C\u002Fp>\n\n\u003Cp>The board of the Fund may decide to use funds for other activities that are\nconsidered to be consistent with the intentions.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1785\">29.6Skills development managed in the enterprise\u003C\u002Fh4>\n\n\u003Cp>Member enterprises and employees in member enterprises who want to manage\nthe skills development funds themselves may choose to do so for an amount\nequivalent to their own contributions.\u003C\u002Fp>\n\n\u003Cp>An enterprise may have disposal in advance of an amount equivalent to the\ncontributions paid into the Fund in the calendar year. This requires that a\nshop steward has been elected in the enterprise and that a training committee\nhas been established with 50% of the members having been nominated by 3F and\n50% by the enterprise - all of whom must be employed in the enterprise. The\nshop steward will represent employees unless he or she chooses to transfer his\nor her seat on the committee to a colleague. The training committee must be\napproved by the board of the Fund.\u003C\u002Fp>\n\n\u003Cp>Group enterprises with several workplaces may choose to have only one\ntraining committee.\u003C\u002Fp>\n\n\u003Cp>The rules for allocation of funds in the enterprise-based training committee\nmust follow the guidelines issued by the board of the Fund.\u003C\u002Fp>\n\n\u003Cp>If an enterprise-based training committee has disposed of all its own funds,\napplications for support for additional activities may be submitted to the\ncentral fund.\u003C\u002Fp>\n\n\u003Cp>The Fund supports skills development activities as described above within\nits financial means and on the basis of applications.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1799\">29.7Other areas covered by collective agreements and enterprises\nhaving adhered to a collective agreement between the parties\u003C\u002Fh4>\n\n\u003Cp>The Fund may decide to include other collective agreement areas or\nenterprises in the scheme set out in clause 29.3. Such areas will be kept\nseparate in financial accounts to ensure that funds from one area are not spent\nin another area.\u003C\u002Fp>\n\n\u003Cp>Enterprises that comply with the provisions of a collective agreement\nbetween the parties, but which are not members of the Danish Chamber of\nCommerce - Employers, for example because they have signed an adhesion\nagreement, must pay contributions to the Fund. The board may require that such\nenterprises pay a cost-related management fee for the processing of\napplications from employees in the enterprises. The board ensures that payments\nbetween such enterprises and their employees are kept separate in accounts from\nthe funds of enterprises that are members of the Danish Chamber of Commerce -\nEmployers.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1805\">29.8Core conditions\u003C\u002Fh4>\n\n\u003Cp>Articles and amendments to the articles must be approved by the parties. If\nthe Danish Parliament adopts legislation in the period covered by the\ncollective agreement that imposes additional payment obligations or any other\nobligations on the parties to the collective agreement, the member enterprises\nor employees, this agreement will lapse.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1809\">Annex 30. Development and Cooperation Fund for Transport and\nWarehousing\u003C\u002Fh3>\n\n\u003Cp>The parties have set up a Development and Cooperation Fund for Transport and\nWarehousing. The purpose of the Fund is to promote activities that develop and\nstrengthen trade and industry in Denmark, including activities that strengthen\nand expand the organised labour market. Both parties agree that they have a\nshared responsibility for supporting this work.\u003C\u002Fp>\n\n\u003Cp>Examples of such work are:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•strengthening local cooperation between\nenterprises and 3F shop stewards;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•illustrating the significance of the trades\nunder the umbrella of the fund with regard to the development of Danish\nsociety;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•upgrading the level of education, training and\nactivities in enterprises that are members of the Danish Chamber of Commerce -\nEmployers, for example through local activities aimed at achieving the\nfollowing:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•an increased number of practical placements;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•increased focus on ensuring that qualifications\nand skills are maintained and enhanced;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•increased further and supplementary training of\nunskilled workers;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•increased focus on ensuring that workers can\nachieve the status of skilled workers\u003C\u002Fp>\n\n\u003Cp>Contributions to the fund\u003C\u002Fp>\n\n\u003Cp>A contribution of DKK 0.35 is payable to the Fund for each hour of work\nperformed.\u003C\u002Fp>\n\n\u003Cp>New members of the Danish Chamber of Commerce - Employers may request that\ncontributions to the fund not be paid in the first year of their membership of\nthe Danish Chamber of Commerce - Employers. Once that year has passed, normal\ncontributions are payable.\u003C\u002Fp>\n\n\u003Cp>Reference is also made to Annex 31 (Protocol on contributions to the\nDevelopment and Cooperation Fund for Transport and Warehousing).\u003C\u002Fp>\n\n\u003Ch3 id=\"L1837\">Annex 31. Protocol on contributions to the Development and\nCooperation Fund for Transport and Warehousing\u003C\u002Fh3>\n\n\u003Cp>Against the backdrop of the agreements on the establishment of a Development\nand Cooperation Fund for Transport and Warehousing (the Fund) and the base\ncapital of the Fund (see Annex 30), the parties agree that additional\ncontributions to the Fund should be made as follows:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•The Training and Development Fund for Freight\nTransport (GUU) transfers funds to the Development and Cooperation Fund for\nTransport and Warehousing in the amount of DKK 0.10 per hour of work performed\nin enterprises covered by the GUU.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Enterprises contribute DKK 0.25 annually per\nhour of work performed for workers covered by the Transport Agreement between\nthe Danish Transport and Logistics Association and the 3F Transport Group.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Enterprises covered by the other collective\nagreements associated with the Fund contribute DKK 0.35 per hour of work\nperformed.\u003C\u002Fp>\n\n\u003Cp>Contributions to the Fund are payable together with the contributions to the\nSkills Development Fund for Transport and Warehousing (TLK). Contributions are\ncalculated and saved separately from other funds in TLK.\u003C\u002Fp>\n\n\u003Cp>At the end of the financial year unused funds paid under this protocol are\nrefunded to the parties, unless the parties agree on different use thereof.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1851\">Annex 32. Draft standard employment contract\u003C\u002Fh3>\n\u003Cdl>\n  \u003Cdt>\u003Cstrong>Employment contract Parties\u003C\u002Fstrong>\u003C\u002Fdt>\n    \u003Cdd>The following employment contract has been made today between\u003C\u002Fdd>\n    \u003Cdd>[Company name]\u003C\u002Fdd>\n    \u003Cdd>Business registration number [xxxxxxxx] [Address] [Post code, city]\u003C\u002Fdd>\n    \u003Cdd>(the employer) and\u003C\u002Fdd>\n    \u003Cdd>[first name] [surname]\u003C\u002Fdd>\n    \u003Cdd>[Address]\u003C\u002Fdd>\n    \u003Cdd>[Post code, city]\u003C\u002Fdd>\n    \u003Cdd>(the employee)\u003C\u002Fdd>\n\u003C\u002Fdl>\n\n\u003Cp>\u003Cstrong>Job description\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>With effect from [date of employment] the employee is employed as a delivery\nworker with the employer. Seniority is earned from [date of employment].\u003C\u002Fp>\n\n\u003Cp>The employee is responsible for delivering food. In addition, the employee\nis to carry out various ad hoc assignments.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Place of work\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The employee works in [a description that is as exact as possible, for\nexample town, city or post code(s)]\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Pay and working conditions\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The employment relationship is covered by the Collective Agreement on Food\nDelivery Work.\u003C\u002Fp>\n\n\u003Cp>The current standard hourly rate is DKK 124.20. Payment of overtime work and\npayment for unsociable working hours as well as for use of the employee’s own\nvehicle are as provided for in the Collective Agreement on Food Delivery\nWork.\u003C\u002Fp>\n\n\u003Cp>In addition to the standard rate the employee earns special savings as set\nout in the Collective Agreement on Food Delivery Work.\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Possible addition:\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>It should be noted that special savings are phased in as stated in the\nagreement between the parties to the collective agreement. \u003C\u002Fp>\n\n\u003Cp>The pay period runs from the 16th of one month to the 15th of the next\nmonth, and wages are paid in arrears on the last business day of the month.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Pension\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>A labour market pension scheme is established as set out in Collective\nAgreement on Food Delivery Work.\u003C\u002Fp>\n\n\u003Cp>Has the employee been a member of a labour market pension scheme in previous\nemployment relationships?\u003C\u002Fp>\n\n\u003Cp>Yes\u002F No\u003C\u002Fp>\n\n\u003Cp>With this scheme:____________\u003C\u002Fp>\n\n\u003Cp>For this employment relationship the pension scheme has been\u002Fis established\nin;\u003C\u002Fp>\n\n\u003Cp>Has it been agreed that total pension contributions in the first nine months\nare saved and recorded on the payslip for automatic payment to the employee\nlater on, unless the employee wishes the contributions to be paid into the\npension scheme?\u003C\u002Fp>\n\n\u003Cp>Yes\u002FNo\u003C\u002Fp>\n\n\u003Cp>Pension contributions amount to a total of 12% of the taxable income; see\nthe Collective Agreement on Food Delivery Work. The employer’s contribution\nis 8%, and the employee’s contribution is 4% out of the total\ncontribution.\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Addition where applicable:\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>The pension will be phased in as agreed between the parties to the\ncollective agreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Working hours\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Option 1\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>Standard weekly working hours are [X hours], which are to be performed as\nset out in the duty roster provided.\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Option 2 (varying weekly working hours):\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>Standard weekly working hours are [X hours], which are to be performed as\nset out in the duty roster provided.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Annual leave and discretionary holidays\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The employee is entitled to holiday allowance in accordance with section\n16(2) of the Danish Holiday Act.\u003C\u002Fp>\n\n\u003Cp>The employee is entitled to five discretionary days of holiday in each\ncalendar year as set out in the Collective Agreement on Food Delivery Work.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Sickness and absence\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The employee must without undue delay report absence due to sickness to the\nemployer. Such reporting must comply with the staff handbook in force from time\nto time in the enterprise or with instructions issued by the employee’s\nimmediate superior.\u003C\u002Fp>\n\n\u003Cp>If the employee is absent due to sickness, he or she must document the\nreason for the absence by submitting a solemn declaration or a medical\ncertificate when requested to do so.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Smartphone\u002Fdevice\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The employee must use his or her own smartphone\u002Fdevice in connection with\nthe performance of the work. The smartphone\u002Fdevice must be compatible with the\nemployer’s platform.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Termination\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Reference is made to the provisions on termination of employment set out in\nthe Collective Agreement on Food Delivery Work.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Breach of contract\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>If either party is in material breach of the contract, the other party may\nterminate the agreement without notice.\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Addition, where applicable\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Driving licence\u003C\u002Fstrong> (if the employee uses a car in connection\nwith the work)\u003C\u002Fp>\n\n\u003Cp>It is a condition for the employment that the employee holds a valid licence\nfor a passenger car at any time and is able to document it. Reference is made\nto the rules and regulations concerning valid driver’s licenses in Denmark in\nforce from time to time, including rules concerning driver’s licenses issued\noutside of Denmark and Europe. If the employee becomes disqualified from\ndriving through a fault of his or her own, the employment will be terminated\nwithout notice.\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Addition where applicable\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Car placed at the disposal of the employee\u003C\u002Fstrong> (if the employee\nuses the employer’s car) The employer places a car at the disposal of the\nemployee for use in the performance of the work. The car may only be used in\nthe service of the enterprise and only in conformity with instructions issued\nby the employer.\u003C\u002Fp>\n\n\u003Cp>A vehicle mileage log will be kept automatically via the car’s integrated\nGPS system, recording every kilometre driven.\u003C\u002Fp>\n\n\u003Cp>The employer reserves the right to collect data from the GPS and logistics\nsystem in order to check that the car is only used in the service of the\nemployer and that the conditions set out in this agreement are observed.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1967\">Other provisions\u003C\u002Fh4>\n\n\u003Cp>[”Own” provisions may be inserted here, if applicable.]\u003C\u002Fp>\n\n\u003Cp>The employer’s staff handbook is provided together with this employment\ncontract and is part of it. By signing this contract the employee confirms\nhaving read and accepted the rules set out in the staff handbook. Reservations\nare made for amendments to the staff handbook introduced from time to time.\u003C\u002Fp>\n\n\u003Cp>The employee has a duty to always keep the employer informed about his or\nher residential address and personal email address. The employer may, with\ndischarging effect, send payslips, messages and documents concerning the\nemployment relationship to the employee using the employee’s personal email\naddress or an electronic mail system such as e-boks. This does not exclude the\nuse of other ways of forwarding material.\u003C\u002Fp>\n\n\u003Cp>At the start of the employment relationship, a start-up package is provided,\ncontaining clothes and bags to be used in the performance of the work.\u003C\u002Fp>\n\n\u003Cp>At the expiry of the employee’s employment contract, the employee must\nimmediately return all items belonging to the employer, irrespective of the\nreason for the termination of the contract. The employee has no right of\nretention as regards items belonging to the employer. If the items are not\nreturned on the last day of employment, the employer will be entitled to set\noff the cost against the next pay payment.\u003C\u002Fp>\n\n\u003Cp>By signing this copy of the contract I confirm that I accept the conditions\nof employment set out in the contract and in the attached staff handbook.\u003C\u002Fp>\n\n\u003Cp>[Place]\u003C\u002Fp>\n\n\u003Cp>[Employer], [date]\u003C\u002Fp>\n\n\u003Cp>[Employee], [date]\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>United Federation of Danish Workers (3F)\u003C\u002Fp>\n\n\u003Cp>Transport Group\u003C\u002Fp>\n\n\u003Cp>Kampmannsgade 4\u003C\u002Fp>\n\n\u003Cp>1790 Copenhagen V\u003C\u002Fp>\n\n\u003Cp>Tel +45 7030 0300\u003C\u002Fp>\n\n\u003Cp>3f@3f.dk\u003C\u002Fp>\n\n\u003Cp>www.3f.dk\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DANSK\u003C\u002Fp>\n\n\u003Cp>ERHVERV\u003C\u002Fp>\n\n\u003Cp>Arbejdsgiver\u003C\u002Fp>\n\n\u003Cp>Danish Chamber of Commerce - Employers\u003C\u002Fp>\n\n\u003Cp>Børsen\u003C\u002Fp>\n\n\u003Cp>1217 Copenhagen K\u003C\u002Fp>\n\n\u003Cp>Tel +45 3374 6000\u003C\u002Fp>\n\n\u003Cp>info@danskerhverv.dk\u003C\u002Fp>\n\n\u003Cp>www.danskerhverv.dk\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":42,"WAGES_trigger":45,"LOWWAGE_trigger":48,"hourspday":51,"NOCTPREM_trigger":54,"SUNDAY_trigger":57,"OVERTIME_trigger":59,"ANNLEAVE_trigger":63,"protectiveclothing":67,"TRAINING_trigger":70,"contractseverancepay":73,"maxsicknesspay":76,"sicknessmaxdaysnr":79,"paidmaternityleave":83,"paidpaternityleave":86,"childcare":90,"pensionfund":94,"strikes_trigger":97,"tempagency":100,"longtermillness":103,"eqpay":107,"GENEQ_trigger":111,"hivpolicy":115,"coldismissalsupport_trigger":119,"paidmaternityleaveduration":123},{"bindId":43,"name":44,"text":44},"cbadate_start","25.Term of the agreement",{"bindId":46,"name":47,"text":47},"WAGES_trigger","2.Wages",{"bindId":49,"name":50,"text":50},"LOWWAGE_trigger","1 March 2022: DKK 127.35",{"bindId":52,"name":53,"text":53},"hourspday","3.Working hours",{"bindId":55,"name":56,"text":56},"NOCTPREM_trigger","DKK 20.32",{"bindId":58,"name":56,"text":56},"SUNDAY_trigger",{"bindId":60,"name":61,"text":62},"OVERTIME_trigger","A supplement of 50% on top of the standa","A supplement of 50% on top of the standard hourly rate is payable for the\nfirst three hours of overtime work each day. For all other overtime hours, a\nsupplement of 100% is payable on top of the standard hourly rate.",{"bindId":64,"name":65,"text":66},"ANNLEAVE_trigger","As per 1 March 2021, workers earn 6% of ","As per 1 March 2021, workers earn 6% of the pay on which holiday\nentitlements are based as special savings. As from 1 March 2022, the rate will\nincrease to 7%.",{"bindId":68,"name":69,"text":69},"protectiveclothing","10.Workwear and protective equipment",{"bindId":71,"name":72,"text":72},"TRAINING_trigger","11.a Skills Development Fund",{"bindId":74,"name":75,"text":75},"contractseverancepay","13.Severance pay",{"bindId":77,"name":78,"text":78},"maxsicknesspay","15.Sickness and injury",{"bindId":80,"name":81,"text":82},"sicknessmaxdaysnr","15.3The employer pays sick pay to employ","15.3The employer pays sick pay to employees for up to 70 days, counting from\nthe first full day of absence. In the event of relapse in connection with the\nsame disease within a period of 14 calendar days beginning with the first\nworking day after the end of the preceding period of absence, the period during\nwhich the employer must pay is counted from the first day of the first period\nof absence.",{"bindId":84,"name":85,"text":85},"paidmaternityleave","16.Maternity leave \u002F paternity leave",{"bindId":87,"name":88,"text":89},"paidpaternityleave","16.2Full pay is payable on the same cond","16.2Full pay is payable on the same conditions for up to two weeks of\n‘paternity leave’.",{"bindId":91,"name":92,"text":93},"childcare","Time off is only granted to one parent a","Time off is only granted to one parent and only until another form of care\nhas been arranged. Time off is only granted for a child’s first full day of\nsickness. If a child becomes sick during the daily working hours of an employee\nand the employee has to leave the workplace because of such sickness, the\nemployee is entitled to time off with pay in the remaining working hours of\nthat day. The pay will be the same as the pay received in connection with\nsickness; see clause 15. The employer is entitled to demand documentation, for\nexample in the form of a solemn declaration.",{"bindId":95,"name":96,"text":96},"pensionfund","21.Pension",{"bindId":98,"name":99,"text":99},"strikes_trigger","23.Industrial disputes",{"bindId":101,"name":102,"text":102},"tempagency","7.3Agency workers",{"bindId":104,"name":105,"text":106},"longtermillness","Employees who can no longer do their job","Employees who can no longer do their job because of long-term illness or\nother circumstances should insofar as possible be transferred to other work\nfunctions. If this is not possible, such employees should be given support in\nthe form of rehabilitation. If it is relevant for the person in question, a\nflexible job or a light-duty job in the enterprise should be offered.",{"bindId":108,"name":109,"text":110},"eqpay","18.1.2All employers must pay men and wom","18.1.2All employers must pay men and women equal wages for equal work and\nwork of equal value, with regard to all pay elements and all pay conditions.\nWhen a professional qualification system is used to determine pay levels, the\nsystem must be based on the same criteria for male and female workers and be\ndesigned in such a way that it precludes gender discrimination.",{"bindId":112,"name":113,"text":114},"GENEQ_trigger","Annex 18. Protocol on implementation of ","Annex 18. Protocol on implementation of the Equal Pay Act,\netc",{"bindId":116,"name":117,"text":118},"hivpolicy","Employees must be offered a free health ","Employees must be offered a free health check before they start as night\nworkers.",{"bindId":120,"name":121,"text":122},"coldismissalsupport_trigger","12.2Employees who are made redundant as ","12.2Employees who are made redundant as a result of restructuring, company\nclosure, downsizing or other factors relating to the enterprise enjoy the\nrights outlined below, depending on their seniority.",{"bindId":124,"name":125,"text":126},"paidmaternityleaveduration","The employer pays full wages in the leav","The employer pays full wages in the leave period to employees who on the\nexpected date of delivery have been employed in the company for nine months\nwithout interruption. Payment starts four weeks before the expected date of\ndelivery (pregnancy leave) and continues for up to fourteen weeks after\ndelivery (maternity leave).","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>DNK Danish Chamber of Commerce - 2021\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Startdato: → 2021-01-26\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: → Hotel og restauration, cateringvirksomhed, turisme\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Navn på industri: → Restauranter og levering af mad ud af huset  \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Offentlig\u002Fprivat sektor: → I den private 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: → Dansk Erhverv Arbejdsgiver\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Navne på fagforeninger: → \n\n                \n                    \n                    \u003Cspan>\n                        LO - 3F - Fagligt Fælles Forbund\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: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Lærlingeuddannelse: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Arbejdsgiver bidrager til en uddannelsesfond for medarbejdere: → Ja\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SYGDOM OG HANDICAP\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maksimal sygefraværsbetaling (i 6 måneder): → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maksimal antal betalte sygeorlovsdage: → 70 dage\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Bestemmelser om tilbagevenden efter langtidssygdom, fx cancerbehandling: → Ja\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Betalt fravær på grund af menstruation: → Nej\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Betaling i tilfælde af invaliditet som følge af arbejdsulykke: → Nej\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SUNDHED OG SIKKERHED SAMT LÆGEHJÆLP\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Lægehjælp aftalt: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Hjælp fra pårørende aftalt: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Bidrag til sundhedsforsikring aftalt: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Sundhedsforsikring til pårørende aftalt: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Sundheds- og sikkerhedspolitik aftalt: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Sundheds- og sikkerhedsuddannelse aftalt: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Beskyttelsestøj udleveret: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Jævnlig eller årlig helbredstjek eller besøg foranlediget af arbejdsgiver: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Overvågning af bevægeapparatet på arbejdspladser, professionel risici og\u002Feller forholdet mellem arbejde og sundhed: → The relationship between work and health\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Begravelseshjælp: → Nej\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\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            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Betalt barselsorlov begrænset til 100 % af grundløn\n            \u003C\u002Fdiv>\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            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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: → Ja\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            \u003Cdiv id=\"display-hourspday\">\n                Arbejdstimer pr. dag: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Arbejdstimer pr. uge: → 37.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \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            \n\n            \n\n            \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            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Bestemmelse om mindsteløn, der er fastsat af regeringen, der skal overholdes: → Nej\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Aftalt mindsteløn pr.: → Hours\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Mindsteløn: → DKK 127.35\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Justering i henhold til stigende leveomkostninger: → \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Ekstrabetaling for aften- og natarbejde\u003C\u002Fh4>\n                \n            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