[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fda-dk\u002Farbejde-i-danmark\u002Fkollektiv-overenskomst\u002Fcba-for-shops-2020-2023":3,"menu:\u002Fda-dk:":171,"sites:htmlblocks":341,"footer:root":1540,"cite-subsites":1638,"subsites":5203,"cite-footer:root":5680,"suggested:root":5719},{"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":151,"content_type_view":152,"extra_breadcrumbs":153,"body":155,"body_blocks":166,"related_pages":170},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":149,"translations":150},{"id":31,"uid":32,"url":33,"name":34,"locale":11,"override_title":8,"title":35,"browser_title":36,"browser_description":37,"text":38},"cba-for-shops-2020-2023","d0026750-6141-11ef-8305-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fdenmark\u002Fcba-for-shops-2020-2023\u002Fcba-for-shops-2020-2023\u002F","CBA_for-shops-2020-2023","CBA_for-shops-2020-2023 - 2020","Denmark - CBA_for-shops-2020-2023 - 2020","CBA_for-shops-2020-2023 - 2020 - Detailhandel",{"name":39,"data":40},"CBA_for-shops-2020-2023.html","\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>NATIONAL COLLECTIVE AGREEMENT For shops between Dansk Erhverv Arbejdsgiver\nand HK HANDEL 2020\u002F2023\u003C\u002Fh1>\n\n\u003Cdiv class=\"toc\">\n\u003Cul>\n  \u003Cli>\u003Ca href=\"#L303\">Section 1.Working hours\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L305\">1.Planning working hours etc.\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L307\">A.Number of hours per week\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L3578\">B.WORKING TIME SCHEDULES\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L331\">C.RULES FOR TIMING OF WORK\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L355\">D.SPECIAL RULES - WORKING HOURS\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L391\">E.BREAKS\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L397\">F.CHANGES TO THE WORKING TIME SCHEDULE\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L407\">2.Weekday holidays\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L409\">A.WEEKDAY HOLIDAY REDUCTION\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L429\">B.AGREEMENT ON TRANSFER OF REDUCTION\n          HOURS\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L441\">C.WEEKDAY HOLIDAY REDUCTION FLEX JOB\n          EMPLOYEES\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L445\">3.Illness and holiday\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L449\">4.Working hours, temporary employees and agency\n        staff\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L457\">5.Shift allowance\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L485\">6.Overtime work\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L491\">A.PAYMENT - OVERTIME WORK\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L503\">B.TIME OFF IN LIEU\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L511\">7.Flexible working hours\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L515\">Section 2.Pay\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L517\">1.Personal pay\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L537\">2.Pay, skilled workers\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L547\">3.Pay, shop assistants\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L553\">4.Pay, unskilled workers\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L563\">5.Length of service supplement\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L571\">6.Pay, part time\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L581\">7.Pay, temporary employees and agency staff\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L587\">8.Pay, young people under 18\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L605\">9.Pay, trainees\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L639\">10.Pay, retail training programme step 2\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L643\">11.Pay, students on short-cycle higher education\n        programmes\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L655\">12.Free-choice account\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L709\">13.Pay systems (bonus, commission,\n        performance-related pay, etc.)\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L723\">14.Deferred payment of wages\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L729\">15.Wage calculation for incomplete months\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L735\">16.Subscription deduction\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L739\">Section 3.Middle managers\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L771\">Section 4.Pension\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L773\">1.Pension rates\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L777\">2.Basis for calculation\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L813\">3.Conditions for entitlement to a pension\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L837\">4.Change of pension provider\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L863\">5.Insurance - trainees\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L891\">Section 5.Absence\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L893\">1.Holiday\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L907\">2.Extra days off\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L985\">3.Illness\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L993\">4.Childbirth (pregnancy, adoption and leave)\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1085\">5.Children’s illness\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1093\">6.Children’s admission to hospital\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1107\">7.1.TIME OFF FOR DEPENDANTS UNTIL 1 MAY 2020\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1115\">7.2.TIME OFF FOR DEPENDANTS TRANSITIONAL\n      RULES\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1125\">7.3.TIME OFF FOR DEPENDANTS\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1135\">8.Time off for children’s doctor visits\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1145\">9.Time off due to force majeure\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1151\">Section 6. Trainees\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L1155\">1.Trainees\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1249\">N. LENGTH OF SERVICE\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1253\">O. OTHER\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1259\">2.Students on short-cycle higher education\n        programmes\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1271\">Section 7.Training\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L1273\">1.Continuing training\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1353\">2.Dansk Erhverv Arbejdsgiver and HK HANDEL Training\n        and Cooperation Fund\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1375\">3.DA\u002FLO Development Fund\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1379\">Section 8.Trade union representatives\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L1381\">1.Where can a trade union representative be\n        elected?\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1399\">2.Election as trade union representative\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1419\">3.Tasks of the trade union representative\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1433\">4.Remuneration of elected trade union\n        representatives\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1453\">5.Access to IT and the Internet\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1457\">6.Local trade union branches, notices\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1467\">7.Refresher training on termination of trade union\n        representative duties\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1477\">8.Dismissal of a trade union representative\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1503\">Section 9.Disputes\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L1505\">1.Disputes\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1513\">2.Organisation meeting\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1519\">3.General questions\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1525\">4.Term\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1529\">Section 10.Working Enviroment\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1547\">Section 11.Personal notice periods\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L1549\">1.Salaried employees\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1553\">2.Non-salaried employees\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1581\">3.Time off in the event of termination\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1585\">4.Training in the event of termination\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1589\">Section 12. Entry into force and termination of the\n    collective agreement\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L5000\">1. 50 per cent rule \u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1621\">2.Scope of the collective agreement\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1655\">3.Term of the collective agreement\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1667\">Employment contracts\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L1669\">Agreement on employment contracts\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1685\">Working enviroment\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L1687\">Agreement on night work and health checks\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1715\">Working Hours\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L1717\">Agreement on implementing the EU Working Time\n        Directive (Council Directive of 23 November 1993)\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1745\">Agreement on implementing the EU Part-time Work\n        Directive (Council Directive of 15 December 1997 on part-time work)\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L1749\">SECTION 1 SCOPE\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1755\">SECTION 2 PURPOSE OF THE AGREEMENT\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1763\">SECTION 3 DEFINITIONS\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1775\">SECTION 4 PRINCIPLE OF\n          NON-DISCRIMINATION\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1779\">SECTION 5 OPPORTUNITIES FOR PART-TIME\n          WORK\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1787\">SECTION 6 ENTRY INTO FORCE\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1807\">SECTION 7 TERMINATION\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1813\">SECTION 8 PROVISIONS IN COLLECTIVE AGREEMENTS\u002F\n            IMPLEMENTING AGREEMENTS\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1819\">SECTION 9 INDUSTRIAL DISPUTE PROCEDURES\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1823\">Agreement on retirement scheme\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L1827\">FREE-CHOICE ACCOUNT\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1831\">PENSION CONTRIBUTIONS\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1835\">UNTAKEN EXTRA HOLIDAY DAYS\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1843\">TAKING DAYS OFF FOR SENIOR EMPLOYEES\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1847\">CHOICE REGARDING RETIREMENT SCHEME\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1855\">TRANSITION TO NEW HOLIDAY YEAR\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1859\">OTHER FORMS OF REDUCTION IN WORKING\n          HOURS\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1881\">Agreement on increased working hours\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1889\">Agreement on night work\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L5128\">The parties are aware that the\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1895\">SUSTAINABILITY AND DIGITISATION\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L1897\">Agreement on sustainability\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1919\">Agreement on establishment of knowledge centre for\n        digital trade and sustainability\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L5148\">JOINT EFFORT FOR ENTERPRISES AND\n          EMPLOYEES\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1941\">THE NEED FOR BETTER AND WIDER SKILLS\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1951\">THE NEED FOR MORE POLITICAL ATTENTION\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L5152\">CONCRETE INITIATIVES\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1985\">Organisation agreement on data protection\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1991\">Agreement on electronic documents\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1997\">Trainees\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L5240\">Agreement on grants for trainees with EUX in main\n        courses of the retail training programme\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L2009\">\u003Cspan style=\"font-size: 14pt\">Holiday\u003C\u002Fspan>\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L2011\">Agreement on holidays\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L2015\">INDUSTRIAL DISPUTE PROCEDURES\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2019\">EARNING AND TAKING HOLIDAYS IN HOURS\n          ETC.\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2041\">HOLIDAY WITHOUT PAY\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2045\">CARRYING OVER HOLIDAY\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2061\">OFFSETTING HOLIDAY ALLOWANCE\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2065\">ENTRY INTO FORCE\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L2069\">\u003Cspan style=\"font-size: 14pt\">Entry into force and\n    termination of collective agreement etc.\u003C\u002Fspan>\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L2071\">Agreement on the understanding of the 50 per cent\n        rule\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L5186\">WHEN SHOULD THE RULE BE FOLLOWED?\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2077\">WHICH EMPLOYEES ARE INCLUDED?\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2101\">FULL-TIME\u002FPART-TIME\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2115\">Agreement on non-standard agreements\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L5269\">Equalpay\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L2125\">Agreement on equal pay\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2141\">Agreement on implementing the Danish Equal Pay\n        Act\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L2213\">\u003Cspan style=\"font-size: 14pt\">Pay\u003C\u002Fspan>\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L2215\">Agreement on the pay of shop assistants\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L2221\">SHOP ASSISTANTS\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2225\">DOCUMENT OF MUTUAL UNDERSTANDING\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2235\">Agreement on phasing in free-choice account\n        contributions\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L2263\">Middle managers\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L2265\">Agreement on the understanding of the Agreement on\n        middle managers\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L2285\">SECTION 1 WORKING HOURS\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2323\">SECTION 3 OVERTIME WORK\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2353\">SECTION 4 PAY\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L2453\">Pension\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L2455\">Agreement on pension schemes\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L2457\">1.RESPECT FOR EXISTING AGREEMENTS\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2477\">2.GROSS PAY AGREEMENTS\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2489\">3.OFFSET\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2493\">4.PHASING IN OF PENSION\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2513\">5.CONDITIONS OF ENTITLEMENT TO A PENSION\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2547\">6.CHANGE OF PENSION PROVIDER\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2561\">7.FREE-CHOICE ACCOUNT\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2565\">8.INDEMNITY\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2569\">9.RISK SURPLUS\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2573\">10.REDEMPTION OF PENSION SCHEME\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2579\">11.ADMINISTRATION COSTS IN COMPANY PENSION\n            SCHEMES\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L2583\">Guidance on change of pension provider - Shop Workers’\n    Collective Agreement and Salaried Employees’ Collective Agreement For\n    Trade, Knowledge and Service\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L2659\">Collective agreement on pension conditions for\n        employees in flex jobs\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2685\">Framework agreement on harassment and\n      voilence\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L2699\">Fixed-term employment\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L2701\">Agreement on implementing the EU Fixed-term Work\n        Directive (Council Directive of 28 June 1999)\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L2703\">SECTION 1 PURPOSE\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2715\">SECTION 2 SCOPE\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2725\">SECTION 3 DEFINITIONS\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2737\">SECTION 4 PRINCIPLE OF\n          NON-DISCRIMINATION\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2743\">SECTION 5 PROVISIONS ON ABUSE\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2749\">SECTION 6 INFORMATION AND EMPLOYMENT\n            OPPORTUNITIES\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2757\">SECTION 7 INFORMATION AND CONSULTATION\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2763\">SECTION 8 CONCLUDING PROVISIONS\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2773\">Agreement on the understanding of the Agreement on\n        implementing the EU Fixed-term Work Directive (Council Directive of 28\n        June 1999)\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L2783\">Trade union representatives\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L2785\">Trade union agreement on the dismissal of trade\n        union representatives etc.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2789\">Agreement on regional trade union\n      representatives\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L2821\">Training etc.\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L2823\">Agreement on the skills development fund\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L2825\">1.PURPOSE\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2833\">2.TIME OFF FOR TRAINING\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2851\">3.GRANT\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2861\">4.HK HANDEL SKILLS COMPETENCE FUND\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2895\">5.SKILLS DEVELOPMENT SUPPORT ADMINISTERED WITHIN\n            THE ENTERPRISE\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2923\">6.OTHER COLLECTIVE AGREEMENT AREAS\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2929\">7.DOUBT REGARDING INTERPRETATION\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2933\">8.BASIC CONDITIONS OF THE SCHEME\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2937\">Agreement on derogations from the Agreement on the\n        skills development fund\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L2953\">FAILURE TO REPORT\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2965\">FAILURE TO PAY\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2977\">Agreement on the imposition of fines\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L3011\">Agreement on joint training and cooperation\n        activities\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L3033\">Agreement on training committees etc.\n        (self-administration of skills development funds)\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L3087\">Agreement on professional recognition\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L3113\">Foreign workers\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L3115\">Agreement on the code for agreements with foreign\n        workers\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L3127\">Agreement on pay conditions for posted employees\n        covered by the collective agreement\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L3139\">Agency staff\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L3141\">Agreement on information relating to the use of\n        temporary agency staff\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L3151\">Agreement on temporary agency staff\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L3157\">1.PENSION\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L5768\">2.PENSION PROVIDER\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L3171\">3.CHILDBIRTH\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L3185\">4.CHILDBIRTH\u002FPENSION\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L3193\">5.EXTRA HOLIDAY DAYS\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L3201\">6.CHILDREN’S ILLNESS\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L3209\">7.CHILDREN’S ADMISSION TO HOSPITAL\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L3217\">8.WORK DISPUTES\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L3221\">9.STATE BENEFIT RULES\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L3225\">10.REIMBURSEMENT OF TRANSPORT COSTS\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L3233\">12.AFFILIATE AGREEMENT\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L3241\">13.FREE-CHOICE ACCOUNT\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L3245\">14.DURATION OF TEMPORARY POSTS\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>Translation - not legally binding. In case of uncertainties in the\ntranslation, the Danish original version will take precedence.\u003C\u002Fp>\n\n\u003Ch2 id=\"L303\">Section 1.Working hours\u003C\u002Fh2>\n\n\u003Ch3 id=\"L305\">1.Planning working hours etc.\u003C\u002Fh3>\n\n\u003Ch4 id=\"L307\">A.Number of hours per week\u003C\u002Fh4>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cp>1.1Number of hours per week for full-time employees\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspmonth\">\u003Cp>The normal effective working time is 37 hours per week, corresponding to\n160.33 hours per month. The working hours can be planned as 37 hours in each\nindividual week or as an average over 16 weeks in a fixed schedule - 592 hours\nin all.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Working hours in excess of an average of 37 hours over a 16-week period will\nbe paid as overtime in accordance with section 1(6).\u003C\u002Fp>\n\n\u003Cp>1.2. Number of hours per week for part-time employees\u003C\u002Fp>\n\n\u003Cp>The normal working hours (duration and timing) are agreed in each individual\ncase for part-time employees when they are first employed. The working hours\ncan be planned as an average over 16 weeks in a fixed schedule.\u003C\u002Fp>\n\n\u003Cp>In exceptional cases, it may however be agreed that part-time employees will\ntake on extra work and overtime.\u003C\u002Fp>\n\n\u003Ch4 id=\"L3578\">B.WORKING TIME SCHEDULES\u003C\u002Fh4>\n\n\u003Cp>A written working time schedule is drawn up for every single employee\nindicating the duration and timing of the working hours.\u003C\u002Fp>\n\n\u003Cp>If a working time schedule does not exist, working hours in excess of 37\nhours per week will be paid as overtime in accordance with section 1(6).\u003C\u002Fp>\n\n\u003Cp>The working time schedule is planned so that actual working hours in an\nindividual week do not exceed 45 hours. If, in exceptional cases, more than 45\nworking hours are allocated for the individual week in the working time\nschedule, such working hours shall be paid in accordance with the rules on\novertime work in section 1(6). These rules do not prevent additional overtime\nfrom being worked.\u003C\u002Fp>\n\n\u003Cp>The average weekly working hours calculated over a 16-week period may not\nexceed 48 hours including overtime, cf. the EU Working Time Directive.\u003C\u002Fp>\n\n\u003Ch4 id=\"L331\">C.RULES FOR TIMING OF WORK\u003C\u002Fh4>\n\n\u003Cp>The planning of working hours shall take into consideration the needs of the\nemployee and the enterprise, and the working hours shall be allocated across\nfive of the days of the week wherever possible.\u003C\u002Fp>\n\n\u003Cp>The working hours are to be planned in such a way that on no more than two\ndays per week is work performed after 17:45 and on no more than every other\nSaturday after 14:15. These rules may be waived if there is a separate\nagreement in place to this effect between the employee and the enterprise.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Shops open on Sundays\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>For those employed in shops which are open on Sundays, the working hours\nmust as a general rule be planned so that the employee has eight weekends off,\nfrom the end of work on a Friday to the start of work on a Monday, over a\n16-week period.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CONSECUTVESUNDAYS_trigger\">\u003Cp>Every endeavour should be made to allocate these weekends off in such a way\nthat a maximum of two consecutive Sundays are worked. It is agreed that time\noff at weekends shall be distributed appropriately over the schedule period in\nsuch a way that two consecutive weekends worked, where possible given the\nenterprise’s operational needs, shall be followed by two consecutive weekends\noff.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Where it can be reasonably justified by the enterprise’s circumstances,\nthe working hours may be planned in such a way that rather than the\naforementioned time off at weekends,\u003C\u002Fp>\n\n\u003Cp>•time off at another time in the schedule period may be granted with 20\nminutes for every hour’s effective working time performed on Sundays; or\u003C\u002Fp>\n\n\u003Cp>•a special supplement may be paid equivalent to 1\u002F3 of the employee’s\npersonal hourly rate for every hour’s effective working time.\u003C\u002Fp>\n\n\u003Cp>Compensatory leave or payment is only granted for work where the number of\nworking Sundays exceeds eight calculated over a 16-week period.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Shops closed on Sundays\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>For those employed in shops which are not open on Sundays, the working hours\nshall as a general rule be planned so that the employee has eight weekends off,\nfrom the end of work on a Friday to the start of work on a Monday, over a\n16-week period, cf. also paragraph 3 of point c. This general rule may be\nwaived if there is a separate agreement in place to this effect between the\nemployee and the enterprise. The provisions in sentences 1 and 2 of this\nparagraph shall also apply to employees who are employed in shops which are\nopen on Sundays, but where the employee does not work on Sundays.\u003C\u002Fp>\n\n\u003Ch4 id=\"L355\">D.SPECIAL RULES - WORKING HOURS\u003C\u002Fh4>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-consecutivesundays_exceptions\">\u003Cp>The rules for the timing of work, cf. point c, do not apply to the week\nbefore Christmas, Easter Saturday and Whit Saturday or to 14-day sales.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Nor do the rules for the timing of the work, cf. point c, apply in the\nfollowing situations:\u003C\u002Fp>\n\n\u003Cp>Sales of cars\u003C\u002Fp>\n\n\u003Cp>Sales from shops on campsites\u003C\u002Fp>\n\n\u003Cp>Sales of pleasure boats, camper vans, tents and rental equipment\u003C\u002Fp>\n\n\u003Cp>Sales of plants, flowers, wreaths and gardening supplies\u003C\u002Fp>\n\n\u003Cp>Sales of domestic pets\u003C\u002Fp>\n\n\u003Cp>Sales of items from shops at zoos\u003C\u002Fp>\n\n\u003Cp>Sales from amusement parks\u003C\u002Fp>\n\n\u003Cp>Sales from shops associated with exhibitions\u003C\u002Fp>\n\n\u003Cp>Sales from service stations on the motorway network\u003C\u002Fp>\n\n\u003Cp>Sales from shops in station buildings\u003C\u002Fp>\n\n\u003Cp>Sales from shops in airports and public transport centres\u003C\u002Fp>\n\n\u003Cp>Sales from shops in harbour areas\u003C\u002Fp>\n\n\u003Cp>Sales from bakeries open on Sundays\u003C\u002Fp>\n\n\u003Cp>Sales from shops on ships which sail international waters\u003C\u002Fp>\n\n\u003Cp>Sales from general stores, cf. the Danish Shops Act of 1994\u003C\u002Fp>\n\n\u003Ch4 id=\"L391\">E.BREAKS\u003C\u002Fh4>\n\n\u003Cp>The employee is entitled to a break of at least 30 minutes when their\nworking hours exceed five hours. The total break time per day may not exceed\none hour, or 1.5 hours on days where the working hours excluding breaks exceed\n7.5 hours.\u003C\u002Fp>\n\n\u003Cp>On Saturdays with a closing time of 14:00, and other days of similar length,\nit may be agreed locally that breaks will not be taken.\u003C\u002Fp>\n\n\u003Ch4 id=\"L397\">F.CHANGES TO THE WORKING TIME SCHEDULE\u003C\u002Fh4>\n\n\u003Cp>The working time schedule can be changed at any time with four weeks’\nnotice, but in such a way that the employee always knows their working time\nschedule at least 16 weeks in advance.\u003C\u002Fp>\n\n\u003Cp>In cases where, due to significant changes, the employee cannot accept the\nnotified change to their working hours, please refer to the provisions of the\nDanish Salaried Employees Act.\u003C\u002Fp>\n\n\u003Cp>For non-salaried employees, notice of changes that are significant to the\nindividual employee will be given in accordance with section 11(2).\u003C\u002Fp>\n\n\u003Cp>Where the employee and the enterprise agree, rules on the notice required\nfor working hours may be deviated from.\u003C\u002Fp>\n\n\u003Ch3 id=\"L407\">2.Weekday holidays\u003C\u002Fh3>\n\n\u003Ch4 id=\"L409\">A.WEEKDAY HOLIDAY REDUCTION\u003C\u002Fh4>\n\n\u003Cp>In weeks with weekday holidays, the working hours for the individual\nemployee will be reduced by a number of hours for each weekday holiday (New\nYear’s Day, Maundy Thursday, Good Friday, Easter Sunday, Easter Monday, the\nfourth Friday after Easter, Ascension Day, Whit Sunday, Whit Monday, Christmas\nDay and Boxing Day) and also for Constitution Day and Christmas Eve.\u003C\u002Fp>\n\n\u003Cp>This reduction is proportionate to the employee’s average weekly working\nhours, so that the working hours of employees with average weekly working hours\nof:\u003C\u002Fp>\n\n\u003Cp>over 10 hours are reduced by 3.5 hours\u003C\u002Fp>\n\n\u003Cp>over 20 hours are reduced by 4.5 hours\u003C\u002Fp>\n\n\u003Cp>over 25 hours are reduced by 5.5 hours\u003C\u002Fp>\n\n\u003Cp>over 30 hours are reduced by 7.0 hours\u003C\u002Fp>\n\n\u003Cp>37 hours are reduced by 7.5 hours\u003C\u002Fp>\n\n\u003Cp>per weekday holiday, Constitution Day or Christmas Eve in the week or\nschedule period concerned.\u003C\u002Fp>\n\n\u003Cp>If the shop closes earlier than normal on New Year’s Eve, the working\nhours for the individual employee shall be reduced by the number of hours\nearlier than normal that the shop is closing on this weekday.\u003C\u002Fp>\n\n\u003Ch4 id=\"L429\">B.AGREEMENT ON TRANSFER OF REDUCTION HOURS\u003C\u002Fh4>\n\n\u003Cp>If required by the employee, a written agreement can be made with the\nenterprise that the reduction hours are to be transferred to the next schedule\nperiod in the ratio of 1:1. The transfer must be made in such a way that the\nemployee has access to the balance, for example by stating the balance on the\nwage slip.\u003C\u002Fp>\n\n\u003Cp>The reduction must be given in whole days unless otherwise agreed.\u003C\u002Fp>\n\n\u003Cp>Taking off for transferred reduction hours takes place according to\nagreement between the enterprise and the employee.\u003C\u002Fp>\n\n\u003Cp>When the employee leaves, untaken reduction hours are paid in the ratio of\n1:1, plus any pension, free-choice and holiday pay.\u003C\u002Fp>\n\n\u003Cp>It is only possible to enter into an agreement on transfer of reduction\nhours for employees with at least 3 months’ service.\u003C\u002Fp>\n\n\u003Ch4 id=\"L441\">C.WEEKDAY HOLIDAY REDUCTION FLEX JOB EMPLOYEES\u003C\u002Fh4>\n\n\u003Cp>Please refer to the Agreement on weekday holiday rules for flex job\nemployees, cf. page 60, for information relevant to the reduction of working\nhours for flex job employees.\u003C\u002Fp>\n\n\u003Ch3 id=\"L445\">3.Illness and holiday\u003C\u002Fh3>\n\n\u003Cp>Time off that is not taken due to illness or holiday does not give\nentitlement to time off at another time.\u003C\u002Fp>\n\n\u003Ch3 id=\"L449\">4.Working hours, temporary employees and agency staff\u003C\u002Fh3>\n\n\u003Cp>For temporary employees and agency staff hired for a period of no more than\na month, cf. section 2(4) of the Danish Salaried Employees Act, the following\napplies:\u003C\u002Fp>\n\n\u003Cp>Unless otherwise agreed in advance, payment will be rendered for at least\nfour hours of work per day.\u003C\u002Fp>\n\n\u003Cp>Weekday holidays shall be paid in cases where these fall within the fixed\ndates of employment that have been agreed.\u003C\u002Fp>\n\n\u003Ch3 id=\"L457\">5.Shift allowance\u003C\u002Fh3>\n\n\u003Cp>For work within the normal effective weekly working time of 37 hours, the\nfollowing supplements shall be paid per hour:\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"229\" valign=\"top\" style=\"width:171.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"DA\" style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:107%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;line-height:107%;font-family:"Times New Roman",serif\">1\n        March 2020\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" style=\"width:59.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:107%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;line-height:107%;font-family:"Times New Roman",serif\">1\n        March 2021\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:60.0pt;border:solid windowtext 1.0pt;border-bottom:   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;font-family:"Times New Roman",serif\">1\n        March\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">2022\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"229\" style=\"width:171.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right: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;font-family:"Times New Roman",serif\">Weekdays\n        18:00 to 23:00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right: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;font-family:"Times New Roman",serif\">DKK\n        26.85\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" style=\"width:59.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right: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;font-family:"Times New Roman",serif\">DKK\n        27.30\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:60.0pt;border:solid windowtext 1.0pt;border-bottom:   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;font-family:"Times New Roman",serif\">DKK\n        27.75\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"229\" style=\"width:171.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right: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;font-family:"Times New Roman",serif\">Weekdays\n        23:00 to 06:00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right: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;font-family:"Times New Roman",serif\">DKK\n        36.05\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" style=\"width:59.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right: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;font-family:"Times New Roman",serif\">DKK\n        36.65\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:60.0pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">DKK\n        37.25\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"229\" style=\"width:171.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right: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;font-family:"Times New Roman",serif\">Saturdays\n        15:00 to 24:00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right: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;font-family:"Times New Roman",serif\">DKK\n        47.30\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" style=\"width:59.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right: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;font-family:"Times New Roman",serif\">DKK\n        48.05\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:60.0pt;border:solid windowtext 1.0pt;border-bottom:   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;font-family:"Times New Roman",serif\">DKK\n        48.80\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"229\" style=\"width:171.85pt;border:solid windowtext 1.0pt;border-right:   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;font-family:"Times New Roman",serif\">Sundays\n        and weekday holidays, all day\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:59.75pt;border:solid windowtext 1.0pt;border-right:   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;font-family:"Times New Roman",serif\">DKK\n        52.65\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" style=\"width:59.5pt;border:solid windowtext 1.0pt;border-right:   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;font-family:"Times New Roman",serif\">DKK\n        53.45\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:60.0pt;border:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">DKK\n        54.35\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>\u003Cspan lang=\"DA\">\u003C\u002Fspan>The supplement is not paid for overtime and days off,\nand quarter hours are used in the calculation of the supplement.\u003C\u002Fp>\n\n\u003Cp>For young people under the age of 18 and trainees, the supplement is half\nthe aforementioned rates.\u003C\u002Fp>\n\n\u003Cp>For young people under 25 who are employed for a maximum of 15 hours a week\nand enrolled on a full-time, state-recognised education programme, the\nsupplements are also half the aforementioned rates, provided that there is not\nan increasing trend towards the employment of this group at the individual\nenterprise compared to existing employment patterns in the enterprise. Should\nthe individual’s employment exceed 15 hours a week, full rates will be paid\nfor all hours.\u003C\u002Fp>\n\n\u003Cp>However, adult trainees who start their training after reaching the age of\n25 shall be paid a full shift allowance.\u003C\u002Fp>\n\n\u003Cp>Supplements are not paid, however for flexitime schemes where the flexitime\nwindow is fixed so that it extends beyond 06:00 to 17:45, or to people who have\nbeen hired specifically to work at certain times outside the usual working\nhours of the enterprise.\u003C\u002Fp>\n\n\u003Ch3 id=\"L485\">6.Overtime work\u003C\u002Fh3>\n\n\u003Cp>The parties have agreed that overtime shall be restricted as much as\npossible with due consideration for the needs of the enterprise.\u003C\u002Fp>\n\n\u003Cp>Overtime is only paid when the work is done on the orders of the enterprise\nor its representative at the workplace. Where possible, notice of overtime work\nshall be given no later than the preceding day. For overtime work of which\nnotice was given, but no part was actually done, and where notice of this\nchange was given less than four hours before the overtime work was due to have\nstarted, 1 hourly rate + 50 per cent is paid.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch4 id=\"L491\">A.PAYMENT - OVERTIME WORK\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Cp>The rate for overtime work for which supplements can be claimed, cf. section\n1(1), is calculated at the hourly rate + 50 per cent for the first three\novertime hours and then at the hourly rate + 100 per cent for all overtime\nworked on Sundays and weekday holidays.\u003C\u002Fp>\n\n\u003Cp>If the employee is called in to work overtime without prior notice, after\nleaving work at the end of normal working hours, the overtime supplement shall\nbe 100 per cent.\u003C\u002Fp>\n\n\u003Cp>The hourly rate shall be calculated as the relevant employee’s total\nmonthly wage divided by 160.33.\u003C\u002Fp>\n\n\u003Cp>When work is performed, the payment is calculated from the time at which the\novertime work began, cf. paragraph 1. Overtime work done between 00:00 and\n06:00 is paid at the hourly rate + 100 per cent.\u003C\u002Fp>\n\n\u003Cp>The calculation is based on half hours.\u003C\u002Fp>\n\n\u003Ch4 id=\"L503\">B.TIME OFF IN LIEU\u003C\u002Fh4>\n\n\u003Cp>If the employee so wishes, and the enterprise agrees, overtime can be\nexchanged for time off in lieu, so that 50 per cent hours are taken as 1.5\nhours off and 100 per cent hours as two hours off for every hour of overtime\nworked.\u003C\u002Fp>\n\n\u003Cp>The timing of the time off in lieu shall be agreed between the enterprise\nand the individual employee, normally with one week’s notice. The time off in\nlieu shall where possible be granted as full or half days off and taken within\ntwo months of working the overtime.\u003C\u002Fp>\n\n\u003Cp>If the employee has reported sick to the enterprise before the start of the\nnormal working hours on the day on which they were due to take agreed time off\nin lieu, the illness shall be considered to be an impediment to taking the time\noff in lieu. If the employee has planned several days of time off in lieu, the\ntime off in lieu impediment will also apply to illness on any subsequent day\noff in lieu.\u003C\u002Fp>\n\n\u003Ch3 id=\"L511\">7.Flexible working hours\u003C\u002Fh3>\n\n\u003Cp>The provisions in this section do not prevent flexitime schemes being\nagreed.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch2 id=\"L515\">Section 2.Pay\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L517\">1.Personal pay\u003C\u002Fh3>\n\n\u003Cp>1.Pay for the individual employee shall be agreed directly between the\nenterprise and the employee in each individual case. Wage levels shall be\nreviewed and adjusted where necessary at least once a year on an individual\nbasis.\u003C\u002Fp>\n\n\u003Cp>8.The enterprise should determine the personal pay on the basis of a\nsystematic assessment.\u003C\u002Fp>\n\n\u003Cp>9.The pay should reflect the individual’s performance, qualifications,\nability, flexibility, the nature and responsibilities of the post, and any\ntraining received.\u003C\u002Fp>\n\n\u003Cp>10.If the enterprise and the employee(s) have agreed to this in the\nindividual case, negotiations may take place with the assistance of the trade\nunion representative.\u003C\u002Fp>\n\n\u003Cp>11.Where disparities are considered to be present in this area as a whole,\nthe parties have a right to institute proceedings against each other according\nto the rules for handling disputes, cf. section 9.\u003C\u002Fp>\n\n\u003Cp>12.Where the personal pay determined for the individual employee is in\nobvious conflict with the condition set out in point c, either party may\nrequest negotiations.\u003C\u002Fp>\n\n\u003Cp>13.Personal pay shall be negotiated and determined on the principles laid\ndown in the Danish Equal Pay Act.\u003C\u002Fp>\n\n\u003Cp>14.Where appropriate, pay for the individual employee may be determined\nwholly or partly as performance- related pay, bonuses, commission, etc., cf.\nsubsection 13.\u003C\u002Fp>\n\n\u003Cp>1.The parties have discussed the local wage formation. The pay increases\nthat are, for example, a result of increases in the free-choice account can be\nincluded in connection with the individual assessment of pay.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Ch3 id=\"L537\">2.Pay, skilled workers\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_payscale1_selected_end\">\u003C\u002Fdiv>\u003Ctable border=\"1\">\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>1 March 2020 DKK\u002Fmonth\u003C\u002Ftd>\n      \u003Ctd>1 March 2021 DKK\u002Fmonth\u003C\u002Ftd>\n      \u003Ctd>1 March 2022 DKK\u002Fmonth\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Minimum wage\u003C\u002Ftd>\n      \u003Ctd>20,888.00\u003C\u002Ftd>\n      \u003Ctd>21,289.00\u003C\u002Ftd>\n      \u003Ctd>21,690.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Employees with vocational training within the retail sector are paid as\nfollows:\u003C\u002Fp>\n\n\u003Ch3 id=\"L547\">3.Pay, shop assistants\u003C\u002Fh3>\n\n\u003Cp>Shop assistants are paid in accordance with the general pay provision for\nunskilled workers in the Shop Workers’ Collective Agreement, although a\nspecial shop assistant supplement of DKK 750.00 per month is paid with effect\nfrom the first of the month in which the training ends.\u003C\u002Fp>\n\n\u003Cp>Please also refer to the Agreement on the pay of shop assistants, cf. page\n51.\u003C\u002Fp>\n\n\u003Ch3 id=\"L553\">4.Pay, unskilled workers\u003C\u002Fh3>\n\n\u003Cp>Unskilled workers are paid as follows:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_payscale1_selected_start\">\u003C\u002Fdiv>\u003Ctable border=\"1\">\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>1 March 2020 DKK\u002Fmonth\u003C\u002Ftd>\n      \u003Ctd>1 March 2021 DKK\u002Fmonth\u003C\u002Ftd>\n      \u003Ctd>1 March 2022 DKK\u002Fmonth\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Minimum wage\u003C\u002Ftd>\n      \u003Ctd>19,388.00\u003C\u002Ftd>\n      \u003Ctd>19,789.00\u003C\u002Ftd>\n      \u003Ctd>20,190.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ch3 id=\"L563\">5.Length of service supplement\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cp>Employees with vocational training within the retail sector and a year’s\nservice with the enterprise receive a supplement of DKK 2.90 per hour.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Shop assistants with a year’s service with the enterprise receive a\nsupplement of DKK 2.90 per hour.\u003C\u002Fp>\n\n\u003Cp>Unskilled workers with a year’s service with the enterprise receive a\nsupplement of DKK 2.90 per hour.\u003C\u002Fp>\n\n\u003Ch3 id=\"L571\">6.Pay, part time\u003C\u002Fh3>\n\n\u003Cp>A.Part-time employees are graded according to the same rules as full-time\nemployees, and their wages are calculated using the ratio between the\nindividual’s weekly working hours and the applicable normal weekly working\nhours of the enterprise or the department.\u003C\u002Fp>\n\n\u003Cp>B.When a full-time employee continues to work at the enterprise as a\npart-time employee, their pay is calculated as indicated above, but in relation\nto the individual’s previous pay.\u003C\u002Fp>\n\n\u003Cp>C.Weekday holidays are paid in cases where these fall within the dates of\nemployment that have been agreed.\u003C\u002Fp>\n\n\u003Cp>D.If the part-time employee works outside of their normal working hours,\nsuch extra hours will be paid at the normal hourly rate for the employee\nconcerned. Where the part-time employee is covered by a 16-week schedule,\novertime shall be paid if the part-time employee works extra hours in the\nindividual week which mean that the average of 37 hours is exceeded.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tempagency\">\u003Ch3 id=\"L581\">7.Pay, temporary employees and agency staff\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Temporary employees and agency staff hired for a period of no more than a\nmonth, cf. section 2(4) of the Danish Salaried Employees Act, are paid in\naccordance with subsections (1), (2), (3) and (4): Payment is rendered for at\nleast four hours of work per day, unless otherwise agreed in advance.\u003C\u002Fp>\n\n\u003Cp>Weekday holidays shall be paid in cases where these fall within the fixed\ndates of employment that have been agreed.\u003C\u002Fp>\n\n\u003Ch3 id=\"L587\">8.Pay, young people under 18\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>A.All young people under 18 are paid as follows:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>1 March 2020 DKK\u002Fmonth\u003C\u002Ftd>\n      \u003Ctd>1 March 2021 DKK\u002Fmonth\u003C\u002Ftd>\n      \u003Ctd>1 March 2022 DKK\u002Fmonth\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Minimum wage\u003C\u002Ftd>\n      \u003Ctd>11,023.00\u003C\u002Ftd>\n      \u003Ctd>11,255.00\u003C\u002Ftd>\n      \u003Ctd>11,479.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>B.Pay for part-time and temporary employees under the age of 18 is\ncalculated pro rata.\u003C\u002Fp>\n\n\u003Cp>The hourly rate is determined by dividing the monthly wage by 160.33.\u003C\u002Fp>\n\n\u003Cp>C.From the first day of the month in which the employee reaches the age of\n18, payment shall be rendered according to the rules in section 2(4).\u003C\u002Fp>\n\n\u003Cp>D.This provision applies, among other things, to all auxiliary jobs in the\nshop area and associated warehouse jobs etc.\u003C\u002Fp>\n\n\u003Ch3 id=\"L605\">9.Pay, trainees\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprentices_excluded\">\u003Cp>A.The following applies for trainees who have completed the basic training\ncourse in accordance with the Danish Act on Vocational Training applicable from\n1 August 2015:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ctable border=\"1\">\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>1 March 2020 DKK\u002Fmonth\u003C\u002Ftd>\n      \u003Ctd>1March 2021 DKK\u002Fmonth\n      \u003C\u002Ftd>\n      \u003Ctd>1 March 2022 DKK\u002Fmonth\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1st year \u003C\u002Ftd>\n      \u003Ctd>11,929.00\u003C\u002Ftd>\n      \u003Ctd>12,132.00\u003C\u002Ftd>\n      \u003Ctd>12,33800\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2nd year\u003C\u002Ftd>\n      \u003Ctd>13,214.00\u003C\u002Ftd>\n      \u003Ctd>13,439.00\u003C\u002Ftd>\n      \u003Ctd>13,66700\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3rd year\u003C\u002Ftd>\n      \u003Ctd>14,420.00\u003C\u002Ftd>\n      \u003Ctd>14,665.00\u003C\u002Ftd>\n      \u003Ctd>14,914.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Remuneration for trainees on basic vocational courses follows the first-year\ntrainee rate.\u003C\u002Fp>\n\n\u003Cp>Trainees who have passed the higher commercial examination programme, upper\nsecondary school leaving certificate, higher preparatory examination, higher\ntechnical examination programme as well as EUX before the start of the training\nprogramme shall be paid a supplement to the aforementioned pay of DKK 1,045.00\nper month.\u003C\u002Fp>\n\n\u003Cp>If a training agreement is set to be completed in less than three years, the\nnumber of pay rates shall be reduced accordingly so that the latter rates are\napplicable.\u003C\u002Fp>\n\n\u003Cp>If a training agreement is entered into for e.g. one year and six months,\nthe first six months will be paid at the second rate and then at the third\nrate.\u003C\u002Fp>\n\n\u003Cp>Should the training period be extended because the theoretical training\ncannot be completed within the agreed training period, without the trainee\nbeing at fault, the minimum wage for a skilled worker in this sector will be\npaid for the extended period, cf. subsection 2.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>B.TRAINEES, OVER 21 YEARS\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>If a trainee starts the practical training after reaching the age of 21, pay\nwill be agreed in each individual case on the basis of the individual’s\nprevious employment and training. If the enterprise or trainee so wish, the pay\ncan be agreed with the assistance of the parties.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>C.TRAINEES, 25 YEARS OR OVER\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Trainees who have reached the age of 25 at the start of the training will be\npaid according to the rates for unskilled workers, cf. subsection 4.\u003C\u002Fp>\n\n\u003Ch3 id=\"L639\">10.Pay, retail training programme step 2\u003C\u002Fh3>\n\n\u003Cp>Trainees who commence the retail training programme step 2 (retail manager),\ncf. section 1(5) of Executive Order no. 475 of 26\u002F04\u002F2019, are paid during the\ntraining according to the rate for skilled workers, cf. subsection 2.\u003C\u002Fp>\n\n\u003Ch3 id=\"L643\">11.Pay, students on short-cycle higher education programmes\u003C\u002Fh3>\n\n\u003Cp>Students on short-cycle higher education programmes are paid as follows\nduring the placement period:\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>1 March 2020 DKK\u002Fmonth\u003C\u002Ftd>\n      \u003Ctd>1 March 2021 DKK\u002Fmonth\u003C\u002Ftd>\n      \u003Ctd>1 March 2022 DKK\u002Fmonth\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>15,548.00\u003C\u002Ftd>\n      \u003Ctd>15,812.00\u003C\u002Ftd>\n      \u003Ctd>16,081.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Payment is rendered for the part of the training constituting the placement\nperiod. This is paid monthly. However, the enterprise and the student may agree\nthat the total pay for the placement period at the enterprise, including rises\nenforced under the collective agreement, be distributed equally across the\nentire training period (placement and theory) and the same amount paid out each\nmonth regardless of any time spent at college.\u003C\u002Fp>\n\n\u003Ch3 id=\"L655\">12.Free-choice account\u003C\u002Fh3>\n\n\u003Cp>To address individual wishes for a choice between time off, pension or pay,\nthe individual employee shall be given their own free-choice account.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>DEPOSITS\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>5.0 per cent of the holiday entitlement pay shall be deposited in the\nfree-choice account.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>As of 1 March 2021, 6.0 per cent of the holiday entitlement pay shall be\ndeposited in the free-choice account. As of 1 March 2022, 7.0 per cent of the\nholiday entitlement pay shall be deposited in the free-choice account.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>EXTRA HOLIDAY DAYS AND PENSION\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Transitional scheme\u003C\u002Fp>\n\n\u003Cp>If the employee has accrued extra holiday entitlement as of 1 May 2020, the\nemployee may choose, by means of written notification before 1 June 2020 to the\nenterprise, to convert one or more of the extra holiday days in the period 1\nMay 2020 to 31 August 2021 to a deposit in the free-choice account rather than\ntaking them as holiday. For extra holiday days for the period from 1 May 2020\nto 31 August 2021, a total of 6.67 extra holiday days, applies that one extra\nholiday day can be converted to 0.375 per cent of the pay entitled to a holiday\nin the period from 1 May 2020 to 31 August 2021. If all 6.67 extra holiday days\nare converted to a deposit in the free-choice account, 2.5 per cent will thus\nbe paid on an ongoing basis in the period from 1 May 2020 to 31 August 2021.\u003C\u002Fp>\n\n\u003Cp>The above paragraph about transitional scheme will be deleted as of 1\nSeptember 2020 and be replaced by the following paragraph:\u003C\u002Fp>\n\n\u003Cp>Each year in May (from 2021), if the employee has accrued extra holiday\nentitlement as of 1 September, the employee may choose, by means of written\nnotification to the enterprise, to convert one or more of the extra holiday\ndays in the next holiday year to a deposit in the free-choice account rather\nthan taking them as holiday. An extra holiday day can be converted to 0.5 per\ncent of the holiday entitlement pay. If all five extra holiday days are\nconverted to a deposit in the free-choice account, 2.5 per cent will thus be\npaid on an ongoing basis within the holiday year.\u003C\u002Fp>\n\n\u003Cp>All savings deposits placed in the free-choice account include holiday pay\nas well as holiday allowance for the deposit even though they are paid as\nwages.\u003C\u002Fp>\n\n\u003Cp>Employees who are entitled to an occupational pension under the rules of the\ncollective agreement when making their decision can inform the enterprise each\nyear in May (from 2021) that all or part of the savings deposit to the\nfree-choice account is to be paid into the pension scheme in the next holiday\nyear (1 September - 31 August). In 2020, the choice must be made on 1 June at\nthe latest and will apply to the period from 1 May 2020 to 31 August 2021.\u003C\u002Fp>\n\n\u003Cp>The enterprise may set minimum limits for the deposit of monthly pension\ncontributions of DKK 75. Ifthe amount per month is less than this minimum\ncontribution, the enterprise may decide to combine the contributions for two\nmonths.\u003C\u002Fp>\n\n\u003Cp>The deposit of extra pension contributions does not trigger an employer’s\ncontribution for the deposit.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>PAYOUT\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Employees can opt to have an amount from their free-choice account paid out\nvia their wage payment by way of time off, e.g. holiday, extra holiday days,\ntime off for dependants or days off and children’s second full day of illness\nunder the collective agreement, but no more than twice a year.\u003C\u002Fp>\n\n\u003Cp>From 1 May 2020, the above also applies to doctor visits in connection with\nchildren’s illness.\u003C\u002Fp>\n\n\u003Cp>The employee must notify the enterprise when a payout transaction is to be\nmade from the account. Notice shall be given no later than the 10th of the\nmonth in which the payout is to take place. The employee decides the size of\nthe payout, but amounts larger than the current balance cannot be paid out.\u003C\u002Fp>\n\n\u003Cp>For employees who take days off for senior employees in accordance with the\nrules on this, cf. Agreement on retirement scheme, the balance on the\nfree-choice account will be reduced by the wages paid out plus any holiday\nallowance\u002Fholiday pay.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>ONGOING PAYOUT OPTION\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>If the employee does not have the entire free-choice account at their\ndisposal in connection with their free choice before 1 June, cf. the above, the\nenterprise can pay the remaining contribution as an ongoing payment together\nwith the employee’s wages. It is a condition for the payout that the\nenterprise is able to document that the employee has been asked to make a\nchoice.\u003C\u002Fp>\n\n\u003Cp>The parties to the collective agreement encourage the enterprises to take\nsteps to inform the employees about the possibilities of the free-choice\naccount, and the parties to the collective agreement will prepare information\nmaterial to support this practice.\u003C\u002Fp>\n\n\u003Cp>The enterprise can conclude a local agreement with the local trade union\nrepresentative about ongoing contributions together with the pay of up to the\nentire contribution into the free-choice account, cf. section 2(12), 2.\nparagraph (\"CONTRIBUTIONS”). If there is no local trade union representative,\nthe local agreement is concluded with the local HK branch. For groups and\nchains, an agreement can only be concluded with HK HANDEL.\u003C\u002Fp>\n\n\u003Cp>The enterprise cannot set down separate terms and conditions of employment\nfor ongoing payout.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>SURPLUS SAVING WITH THE FREE-CHOICE ACCOUNT\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>If there is a surplus in the free-choice account at the end of the holiday\nperiod (in 2002: the end of the holiday year), the amount is carried over to\nthe next holiday period for payment then.\u003C\u002Fp>\n\n\u003Cp>If the employee leaves, the free-choice account will be closed and any\nsurplus paid together with the last wage payment from the enterprise.\u003C\u002Fp>\n\n\u003Ch3 id=\"L709\">13.Pay systems (bonus, commission, performance-related pay,\netc.)\u003C\u002Fh3>\n\n\u003Cp>A.With a view to strengthening the individual enterprise’s competitiveness\nand development, the parties agree to recommend that local agreements be put in\nplace to carry out trials of or to introduce types of pay that improve\ncompetition so that both the enterprise and the employees’ benefit.\u003C\u002Fp>\n\n\u003Cp>B.Such types or systems of pay may be based on e.g. performance appraisals\nin accordance with bonus, commission or extra performance principles, position\nand\u002For personal assessment, and\u002For qualification factors such as training,\nresponsibility, length of service, vocational studies and flexibility.\u003C\u002Fp>\n\n\u003Cp>C.If the enterprise or relevant group of employees wishes to introduce such\npay systems, local negotiations on this matter will take place. If the\nenterprise or employees so wish, the necessary assistance may be obtained from\nthe parties.\u003C\u002Fp>\n\n\u003Cp>D.The parties have agreed that it is appropriate to recommend that trials of\nnew pay systems be initiated according to the guidelines set out below:\u003C\u002Fp>\n\n\u003Cp>When making a decision on the development and introduction of a pay system,\na pay system committee should be appointed. Where there are trade union\nrepresentatives, it is standard practice for them to be involved. The committee\nshall organise its own way of working. Where it may be relevant for the\ncommittee’s work, the necessary training can be organised.\u003C\u002Fp>\n\n\u003Cp>It is recommended that a pay system be based on transparent and open\nprinciples. A pay system shall be fit for purpose, simple to introduce and easy\nto administer and adapt to changed circumstances, including rules for\ntermination. Job assessment, personal qualifications, training,\nperformance-related pay, bonus, etc. may be included as elements in the pay\nsystem.\u003C\u002Fp>\n\n\u003Ch3 id=\"L723\">14.Deferred payment of wages\u003C\u002Fh3>\n\n\u003Cp>It should be possible to defer payment for overtime work and extra work,\npayment of shift allowance and payment of any other variable wage components\nfrom a given date in a month to the same date in the next month, but no earlier\nthan from the 15th day of a month for payment at the end of the next month.\u003C\u002Fp>\n\n\u003Cp>With regard to part-time employees hired to work no more than 15 hours a\nweek on average, including employees with variable working hours, it should\nalso be possible to defer payment of the employee’s wages as set out\nabove.\u003C\u002Fp>\n\n\u003Ch3 id=\"L729\">15.Wage calculation for incomplete months\u003C\u002Fh3>\n\n\u003Cp>A.When the pay for individual days is calculated for someone who joined or\nleft the enterprise part of the way through a month, this is calculated as the\nfull-time monthly pay divided by 160.33 and then multiplied by the effective\nworking hours when the person concerned is due to be working. The\naforementioned payment is also made for weekday holidays where these fall on\nthe employee’s normal working days.\u003C\u002Fp>\n\n\u003Cp>B.The same applies to absences due to holiday for which pay\u002Fholiday pay has\nnot been accrued, and also for unpaid days off.\u003C\u002Fp>\n\n\u003Ch3 id=\"L735\">16.Subscription deduction\u003C\u002Fh3>\n\n\u003Cp>According to the local agreement, the enterprise can deduct subscription\nfees for HK from the pay of unionised employees and forward these to HK.\u003C\u002Fp>\n\n\u003Ch2 id=\"L739\">Section 3.Middle managers\u003C\u002Fh2>\n\n\u003Cp>1.This provision covers middle managers who have special responsibility in\nthe shop without being covered by section 12(2), point c, paragraph 2 of the\ncollective agreement.\u003C\u002Fp>\n\n\u003Cp>2.Middle managers are dealt with in accordance with sections 1, 3 and 4 of\nthe Salaried Employees’ Collective Agreement for Trade, Knowledge and Service\nbetween Dansk Erhverv Arbejdsgiver and HK HANDEL and HK\u002FPrivat. These\nprovisions can be found in the Agreement on the understanding of the Agreement\non middle managers, page 76.\u003C\u002Fp>\n\n\u003Cp>3.Middle managers can be hired in accordance with the rules set out\nbelow:\u003C\u002Fp>\n\n\u003Cp>In shops with at least four employees covered by the collective agreement,\none of these can be appointed as a middle manager. In addition to this, a\nfurther middle manager may be appointed in shops with at least 12 employees.\u003C\u002Fp>\n\n\u003Cp>Another middle manager may subsequently be appointed for each additional\nnine employees in the shop. However, it is always possible to appoint a middle\nmanager where there is neither a shop manager outside the collective agreement\nnor an owner who works in the shop to any significant extent.\u003C\u002Fp>\n\n\u003Cp>The number of employees is calculated to be equivalent to the number of\nfull-time employees in the shop according to the basic calculation data for ATP\npension contributions valid as of 1 March 2004:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Employees working at least 117 hours per month\nare included in full\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Employees working less than 117 hours - but at\nleast 78 - per month are included using a factor of 2\u002F3\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Employees working less than 78 hours - but at\nleast 39 - per month are included using a factor of 1\u002F3\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Employees working less than 39 hours per month\nare not included\u003C\u002Fp>\n\n\u003Cp>4.Where there are special circumstances, middle managers can be appointed to\na greater extent than that stated in subsection 3. This is subject to agreement\nwith HK HANDEL. Such agreements may also include an entire group of\nenterprises.\u003C\u002Fp>\n\n\u003Cp>5.An agreement on appointment as a middle manager is entered into between\nthe middle manager and the enterprise.\u003C\u002Fp>\n\n\u003Cp>6.Existing employees whose employment conditions change under this provision\nretain the length of service that they have accrued at the shop. The same\napplies where an employee who was employed as a middle manager switches to\ngeneral conditions.\u003C\u002Fp>\n\n\u003Cp>Employees already in place on 1 March 2004 cannot be ordered to take on the\nrole of middle manager without an agreement to this effect.\u003C\u002Fp>\n\n\u003Cp>7.The parties recommend that middle managers participate in relevant\ncontinuing vocational training, e.g. basic or advanced management training.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Ch2 id=\"L771\">Section 4.Pension\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L773\">1.Pension rates\u003C\u002Fh3>\n\n\u003Cp>A contribution of 11.5 per cent of the pay-as-you-earn wages will be\ncollected, cf. subsection 2. Of this figure, the enterprise’s contribution is\n7.7 per cent and the employee’s contribution is 3.8 per cent.\u003C\u002Fp>\n\n\u003Ch3 id=\"L777\">2.Basis for calculation\u003C\u002Fh3>\n\n\u003Cp>The following elements are included in the basis for calculating pension\ncontributions:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Pay from employer during adult education\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Holiday pay for monthly-paid workers and those\nsimilar to salaried workers\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Holiday pay for hourly-paid workers\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Shift allowance\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Free-choice account\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Bonuses (although not birthday or anniversary\nbonuses etc.)\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Pay during pregnancy leave\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Monthly pay (including personal supplements)\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Profit sharing, paid in cash\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Extra work and overtime work\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Performance-related pay, commission and bonus\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Sick pay paid by the employer\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Sickness holiday pay\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Hourly pay\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Holiday allowance\u003C\u002Fp>\n\n\u003Cp>It is agreed that as of 1 March 2012, pay-as-you-earn wages shall be\nconsidered the same as those earned by salaried workers in the industry.\u003C\u002Fp>\n\n\u003Ch3 id=\"L813\">3.Conditions for entitlement to a pension\u003C\u002Fh3>\n\n\u003Cp>All employees shall have a pension scheme in place once the following\nconditions have been met:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•The scheme covers employees who have reached the\nage of 20, but not trainees. However, trainees in the retail training programme\nstep 2 (retail manager), cf. section 1(5) in Executive Order no. 475 of\n26\u002F04\u002F2019, who have reached the age of 20 on 1 July 2020, are entitled to\npension.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•The employee must have been employed\ncontinuously for three months at one or more enterprises covered by the\ncollective agreement. This length of service requirement is set aside in cases\nwhere the employee was already covered by an occupational pension scheme based\non a collective agreement when they were hired.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•For employees who fulfil the aforementioned\nconditions, it is also the case that other conditions agreed between the\nparties to achieve risk coverage and receive insurance benefits must be met.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•For employees who have reached retirement age\nand where it is not possible to pay premiums for risk insurance, the full\npension contribution goes to the old age pension.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•For employees who receive old age pension\nbenefits but are still active on the labour market and fulfil the conditions\nfor entitlement to the pension scheme, the enterprise’s pension contributions\ngo to an annuity\u002Fearly retirement pension without insurance elements. The\nenterprise and the employee may enter into an agreement on the enterprise’s\ncontribution being paid out as an allowance that does not give entitlement to\nholiday and which is paid out together with the holiday allowance stipulated in\nthe Danish Holiday Act. When the employee leaves, this will be paid together\nwith the final wage payment. If it has been agreed between the enterprise and\nthe employee that the enterprise’s contribution is to be paid together with\nthe holiday allowance, the enterprise may instead from 1 May 2020 opt to pay\nthe enterprise’s pension contribution on an ongoing basis together with the\npay as an allowance that does not give entitlement to holiday.\u003C\u002Fp>\n\n\u003Cp>Note:\u003C\u002Fp>\n\n\u003Cp>If the Danish Parliament should accommodate the requirements of the parties\nto finance pension to trainees, who have reached the age of 25 at the beginning\nof the training, the collective agreement is amended in accordance with\nagreement between the parties to this effect. The amended text will then appear\nfrom the wording of the collective agreements on the websites of the\norganisations.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Change as of 1 May 2020\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>For employees who reach the retirement age on 1 May 2020 or later, the\nfollowing applies: If the employee is still employed after having reached the\nretirement age, the employee must choose in advance if accrued pension\ncontributions are to continue (if this is possible), or if the pension\ncontribution is to be paid on an ongoing basis as a supplement not entitled to\nholiday. The insurance cover will cease when the employee reaches the\nretirement age. If the employee does not make a choice, the enterprise will\ncontinue to pay contributions to the pension scheme.\u003C\u002Fp>\n\n\u003Cp>Employees who have reached the age of 60 and are not already covered by a\npension scheme will not be enrolled in an occupational pension scheme. The\nenterprise’s pension contribution shall be paid to these employees together\nwith their holiday allowance. From 1 May 2020, the enterprise may choose to pay\nthe enterprise’s pension contributions on an ongoing basis together with the\npay as a supplement that is not entitled to holiday.\u003C\u002Fp>\n\n\u003Ch3 id=\"L837\">4.Change of pension provider\u003C\u002Fh3>\n\n\u003Cp>Unless otherwise stated in this agreement, the pension scheme shall be set\nup with:\u003C\u002Fp>\n\n\u003Cp>Pension for salaried employees - PFA Pension\u003C\u002Fp>\n\n\u003Cp>Sundkrogsgade 4\u003C\u002Fp>\n\n\u003Cp>DK-2100 Copenhagen Ø\u003C\u002Fp>\n\n\u003Cp>Tel.: +45 3917 5000\u003C\u002Fp>\n\n\u003Cp>Enterprises covered by the collective agreement that wish to change their\npension provider are permitted to do so. However, this does not apply to\nenterprises which have previously had pension agreements with\nFunktionærPension, or which are otherwise covered by the FunktionærPension\nportfolio in Pension for salaried employees - PFA Pension. Ultimately,\nenterprise which have already entered into a pension scheme before entering\ninto the collective agreement, and which will therefore be covered by the\nPension for salaried employees on entering into the collective agreement,\ncannot change pension provider unless the parties come to an agreement on\nthis.\u003C\u002Fp>\n\n\u003Cp>The following conditions shall be met when there is a change of pension\nprovider:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•A ballot on the change of pension provider shall\nbe held among the employees at the enterprise who are entitled to a pension.\nThe enterprise will inform the employees of the details and consequences of any\nchange. If a majority of the votes cast are in favour of a change in provider,\nthen this can take place.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•The conditions set out in the collective\nagreement for a change of provider must be met.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•The transfer of the employees’ deposits in\nconjunction with a change must take place at no cost to the employees. No\ndeductions may therefore be made from the deposits by either the ceding\nenterprise or the receiving enterprise.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Please refer to the guidance on change of\npension provider, page 61.\u003C\u002Fp>\n\n\u003Cp>Please also refer to the Agreement on pension schemes, page 84, and the\nfree-choice account, cf. section 2(12).\u003C\u002Fp>\n\n\u003Ch3 id=\"L863\">5.Insurance - trainees\u003C\u002Fh3>\n\n\u003Cp>Trainees who are not already covered by an employer contribution pension or\ninsurance scheme are entitled to the following insurance benefits:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a.Disability pension\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">b.Disability lump sum\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">c.Critical illness insurance\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">d.Death lump sum\u003C\u002Fp>\n\n\u003Cp>The scheme is placed with a pension or insurance company of the\nenterprise’s choice, just as Dansk Erhverv Arbejdsgiver is entitled to set up\nsomething akin to a group life insurance scheme.\u003C\u002Fp>\n\n\u003Cp>The costs of the scheme are covered by the enterprise.\u003C\u002Fp>\n\n\u003Cp>If the employee transfers to another employer’s contribution pension\nscheme, the enterprise’s obligation under this provision comes to an end.\u003C\u002Fp>\n\n\u003Cp>The insurance sums come to the following amounts:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Disability pension of DKK 60,000 per annum\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Disability lump sum of DKK 100,000\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Critical illness insurance cover of DKK\n100,000\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Death lump sum of DKK 300,000\u003C\u002Fp>\n\n\u003Ch2 id=\"L891\">Section 5.Absence\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Ch3 id=\"L893\">1.Holiday\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>A.The Danish Holiday Act applies.\u003C\u002Fp>\n\n\u003Cp>B.Where there is no complete shutdown for the holidays, the enterprise shall\nfind out no later than 1 April which dates the individual employee wishes to\ntake as their main holiday, e.g. by handing out holiday lists.\u003C\u002Fp>\n\n\u003Cp>C.Please refer to the Agreement on holidays for information on the\npossibility of transferring holiday from one holiday year to another, page\n67.\u003C\u002Fp>\n\n\u003Cp>As of 1 September 2020, the above paragraph is replaced by: Please refer to\nthe Agreement on holidays, page 67, for information on the possibility of\ntransferring holiday from one holiday period to another.\u003C\u002Fp>\n\n\u003Cp>D.The enterprise may use the holiday guarantee scheme of the collective\nagreement instead of the holiday card system. Dansk Erhverv Arbejdsgiver\nguarantees that the money will be in place.\u003C\u002Fp>\n\n\u003Cp>Please also refer to the Agreement on holidays, page 46.\u003C\u002Fp>\n\n\u003Ch3 id=\"L907\">2.Extra days off\u003C\u002Fh3>\n\n\u003Cp>2.1.EXTRA HOLIDAY DAYS UNTIL 1 MAY 2020\u003C\u002Fp>\n\n\u003Cp>A.Employees who have been continuously employed in the enterprise for nine\nmonths are entitled to five extra holiday days.\u003C\u002Fp>\n\n\u003Cp>B.Theextraholiday days areconverted to and takenas hours within the\nholidayyear.\u003C\u002Fp>\n\n\u003Cp>C.Theextraholiday days arepaid in the same way asabsence due to illness.\u003C\u002Fp>\n\n\u003Cp>D.Theextraholiday days areallocated in accordancewith the same rules as\noutstandingholiday,cf.theDanish\u003C\u002Fp>\n\n\u003Cp>Holiday Act. However, notice to take extra holidaydays during a notice\nperiodcannotbegivenfollowingthe\u003C\u002Fp>\n\n\u003Cp>enterprise’s dismissal of the employee. Illness prior to a planned extra\nholiday day does not entitle to a replacement holiday day.\u003C\u002Fp>\n\n\u003Cp>E.If the extra holiday days are not taken before the end of the holiday\nyear, the employee may, within three weeks of the end of the holiday year,\nclaim for compensation equivalent to sick pay for every extra holiday day not\ntaken. The compensation will be paid together with the wages for June at the\nlatest.\u003C\u002Fp>\n\n\u003Cp>F.No holiday pay and holiday allowance of pay during extra holiday days or\ncompensation for these will be paid, and pension will not be allowed of the\ncompensation amount.\u003C\u002Fp>\n\n\u003Cp>G.Regardless of any job change, no more than five extra holiday days can be\ntaken in each holiday year.\u003C\u002Fp>\n\n\u003Cp>H.When someone leaves, the enterprise must provide a written record of how\nmany extra holiday days\u002Fextra holiday hours the employee is due. The employee\nwho has left may claim compensation for extra holiday days not taken in the\nperiod from 1 May to 30 September.\u003C\u002Fp>\n\n\u003Cp>Please also refer to the free-choice account, cf. section 2(12).\u003C\u002Fp>\n\n\u003Cp>2.2.EXTRA HOLIDAY DAYS TRANSITIONAL RULES\u003C\u002Fp>\n\n\u003Cp>With effect from 1 May 2020, the following applies:\u003C\u002Fp>\n\n\u003Cp>A.On 1 May 2020, employees, who have been continuously employed in the\nenterprise for nine months, are entitled to 6.67 extra holiday days to be taken\nin the period from 1 May 2020 to 31 December 2021. Employees, who reach nine\nmonths’ service in the period from 1 May to 31 August 2020, are entitled to\n6.67 extra holiday days at the time when this length of service is reached.\u003C\u002Fp>\n\n\u003Cp>Employees, who reach nine months’ service in the period from 1 September\nto 31 August 2021, are entitled to 5 extra holiday days at the time when this\nlength of service is reached.\u003C\u002Fp>\n\n\u003Cp>B.The extra holiday days are converted to and taken as hours in the period\nfrom 1 May 2020 to 31 December 2021.\u003C\u002Fp>\n\n\u003Cp>C.The extra holiday days are paid in the same way as absence due to\nillness.\u003C\u002Fp>\n\n\u003Cp>D.Extra holiday days are allocated in accordance with the same rules as\noutstanding holiday, cf. the Danish Holiday Act. However, notice to take extra\nholiday days during a notice period cannot be given following the\u003C\u002Fp>\n\n\u003Cp>enterprise’s dismissal of the employee. Illness prior to a planned extra\nholiday day does not entitle to a replacement holiday day.\u003C\u002Fp>\n\n\u003Cp>E.If the extra holiday days are not taken before 31 December 2021, the\nemployee may, within three weeks, claim for compensation equivalent to sick pay\nfor every extra holiday day not taken. The compensation will be paid together\nwith the wages for February at the latest.\u003C\u002Fp>\n\n\u003Cp>F.No holiday pay and holiday allowance of pay during extra holiday days or\ncompensation for these will be paid, and pension will not be allowed of the\ncompensation amount.\u003C\u002Fp>\n\n\u003Cp>G.Regardless of any job change, no more than 6.67 extra holiday days can be\ntaken from the allocation on 1 May 2020 in the period from 1 May 2020 to 31\nDecember 2021.\u003C\u002Fp>\n\n\u003Cp>H.When someone leaves, the enterprise must provide a written record of how\nmany extra holiday days\u002Fextra holiday hours the employee is due. The employee\nwho has left may claim compensation for extra holiday days not taken in the\nperiod from 1 January 2022 to 31 May 2022.\u003C\u002Fp>\n\n\u003Cp>Please also refer to the free-choice account, cf. section 2(12).\u003C\u002Fp>\n\n\u003Cp>2.3.EXTRA HOLIDAY DAYS\u003C\u002Fp>\n\n\u003Cp>With effect from 1 September 2021, the following applies:\u003C\u002Fp>\n\n\u003Cp>The employee is entitled to 5 extra holiday days within a holiday year.\u003C\u002Fp>\n\n\u003Cp>The following applies to the right to take the extra holiday days:\u003C\u002Fp>\n\n\u003Cp>A.Employees are entitled to 5 extra holiday days from the time when the\nemployee has been continuously employed in the enterprise for nine months.\u003C\u002Fp>\n\n\u003Cp>B.The extra holiday days are converted to and taken as hours within the\nholiday period.\u003C\u002Fp>\n\n\u003Cp>C.The extra holiday days are paid in the same way as absence due to\nillness.\u003C\u002Fp>\n\n\u003Cp>D.Extra holiday days are allocated in accordance with the same rules as\noutstanding holiday, cf. the Danish Holiday Act. However, notice to take extra\nholiday days during a notice period cannot be given following the\nenterprise’s dismissal of the employee. Illness prior to a planned extra\nholiday day does not entitle to a replacement holiday day.\u003C\u002Fp>\n\n\u003Cp>E.If the extra holiday days are not taken before the end of the holiday\nperiod, the employee may, within three weeks hereafter, claim for compensation\nequivalent to sick pay for every extra holiday day not taken. The compensation\nwill be paid together with the wages for February at the latest.\u003C\u002Fp>\n\n\u003Cp>F.No holiday pay and holiday allowance of pay during extra holiday days or\ncompensation for these will be paid, and pension will not be allowed of the\ncompensation amount.\u003C\u002Fp>\n\n\u003Cp>G.Regardless of any job change, no more than five extra holiday days can be\ntaken in each holiday period in relation to the allocated extra holiday\ndays.\u003C\u002Fp>\n\n\u003Cp>H.When someone leaves, the enterprise must provide a written record of how\nmany extra holiday days\u002Fextra holiday hours the employee is due. The employee\nwho has left may claim compensation for extra holiday days not taken in the\nperiod from 1 January to 31 May after the end of the holiday period.\u003C\u002Fp>\n\n\u003Cp>Please also refer to the free-choice account, cf. section 2(12).\u003C\u002Fp>\n\n\u003Ch3 id=\"L985\">3.Illness\u003C\u002Fh3>\n\n\u003Cp>A.The enterprise must be informed of illness as soon as possible.\u003C\u002Fp>\n\n\u003Cp>B.The enterprise may request documentation of illness in the form of either\na doctor’s note or a solemn declaration. The enterprise will pay for the\ndoctor’s note in accordance with the applicable rules.\u003C\u002Fp>\n\n\u003Cp>C.However, a doctor’s note may only be issued for illness lasting more\nthan three days. A doctor’s note may also be requested for frequent absences\nlasting one or two days.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Ch3 id=\"L993\">4.Childbirth (pregnancy, adoption and leave)\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>A.Please refer to the applicable legislation.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp>B.The enterprise will pay maternity pay from four weeks before the expected\ndate of delivery ((pregnancy leave) until 14 weeks after the birth (maternity\nleave) to employees who on their expected date of delivery have completed nine\nmonths’ service. An employee who gives birth at a later date than expected by\nthe doctor\u002Fmidwife is thus only entitled to pay during pregnancy leave for up\nto four weeks.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Adoptive parents who have completed nine months’ service when they take\ncustody of the child shall be paid wages for 14 weeks from the day on which the\nchild enters their custody (parental leave).\u003C\u002Fp>\n\n\u003Cp>The pay corresponds to the wages that the individual would have received\nduring this period. The amount includes the maximum rate of state benefit laid\ndown in legislation.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>Under the same conditions, benefits are paid during paternity leave for up\nto two weeks.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>C.The enterprise pays full pay for parental leave of up to 13 weeks.\u003C\u002Fp>\n\n\u003Cp>Of these 13 weeks, each of the parents is entitled to take five weeks.\u003C\u002Fp>\n\n\u003Cp>If the leave of absence reserved for the individual parent is not taken, the\npayment will not be made.\u003C\u002Fp>\n\n\u003Cp>The payment for the remaining three weeks is made to the nominated\nparent.\u003C\u002Fp>\n\n\u003Cp>The 13 weeks must be taken within 52 weeks of the birth.\u003C\u002Fp>\n\n\u003Cp>Unless otherwise agreed, the employee shall give three weeks’ notice out\nof consideration for the payroll department when they wish to take their paid\nleave. As a result of this, there is no change of the notice rules set out in\nsection 15 of the Danish Parental Leave Act.\u003C\u002Fp>\n\n\u003Cp>The leave of each of the parents can be divided into a maximum of two\nperiods, unless otherwise agreed.\u003C\u002Fp>\n\n\u003Cp>It is a prerequisite for the payment that the employer be entitled to\nreimbursement corresponding to the maximum rate of state benefit. If the\nreimbursement has to be less, the payment to the employee will be reduced\naccordingly.\u003C\u002Fp>\n\n\u003Cp>D.As of 1 July 2020, the enterprise pays full pay for parental leave of up\nto 16 weeks. The change applies to employees with children where the parental\nleave is beginning on 1 July 2020 or later.\u003C\u002Fp>\n\n\u003Cp>Of these 16 weeks, the parent who has taken the up to 14 weeks of parental\nleave is entitled to take 5 weeks and the other parent is entitled to take 8\nweeks.\u003C\u002Fp>\n\n\u003Cp>If the leave of absence reserved for the individual parent is not taken, the\npayment will not be made.\u003C\u002Fp>\n\n\u003Cp>The payment for the remaining three weeks is made to the nominated\nparent.\u003C\u002Fp>\n\n\u003Cp>The 16 weeks must be taken within 52 weeks of the birth.\u003C\u002Fp>\n\n\u003Cp>Unless otherwise agreed, the employee must give three weeks’ notice out of\nconsideration for the payroll department when they wish to take their paid\nleave. As a result of this, there is no change of the notice rules set out in\nsection 15 of the Danish Parental Leave Act.\u003C\u002Fp>\n\n\u003Cp>The leave of each of the parents can be divided into a maximum of two\nperiods, unless otherwise agreed.\u003C\u002Fp>\n\n\u003Cp>It is a prerequisite for the payment that the employer be entitled to\nreimbursement corresponding to the maximum rate of state benefit. If the\nreimbursement has to be less, the payment to the employee will be reduced\naccordingly.\u003C\u002Fp>\n\n\u003Cp>E.\u003C\u002Fp>\n\n\u003Cp>Note that if the rate of state benefit is reduced, the wages paid must be\nadjusted accordingly.\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Leave periods:\u003C\u002Ftd>\n      \u003Ctd>Pay commitment:\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Pregnancy leave\u003C\u002Ftd>\n      \u003Ctd>4 weeks with full pay\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Maternity leave\u003C\u002Ftd>\n      \u003Ctd>14 weeks with full pay\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Paternity leave\u003C\u002Ftd>\n      \u003Ctd>2 weeks with full pay\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Parental leave no later than week 52\u003C\u002Ftd>\n      \u003Ctd>13 weeks with full pay. Of these 13 weeks, each of the parents is\n        entitled to payment for five weeks.\n\n        \u003Cp>If the leave of absence reserved for the individual parent is not\n        taken, the payment\u003C\u002Fp>\n\n        \u003Cp>is not made. The payment for the remaining three weeks is made to\n        the nominated parent.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>For parental leave beginning on 1 July 2020 or later, the following\napplies:\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Pregnancy leave\u003C\u002Ftd>\n      \u003Ctd>Pay commitment:\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Pregnancy leave\u003C\u002Ftd>\n      \u003Ctd>4 weeks with full pay\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Maternity leave\u003C\u002Ftd>\n      \u003Ctd>14 weeks with full pay\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Paternity leave\u003C\u002Ftd>\n      \u003Ctd>Paternity leave\n\n        \u003Cp>2 weeks with full pay\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Parental leave no later than week 52\u003C\u002Ftd>\n      \u003Ctd>16 weeks with full pay. Of these 16 weeks, the parent who has taken\n        the up to 14 weeks of parental leave is entitled to 5 weeks and the\n        other parent is entitled to 8 weeks.If the leave of absence reserved\n        for the individual parent is not taken, the payment will not be made.\n        The payment for the remaining three weeks is made to the nominated\n        parent.\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>F.During the 14 weeks of maternity leave, an extra pension contribution will\nbe paid for employees with nine months’ service on the expected date of\ndelivery:\u003C\u002Fp>\n\n\u003Cp>The pension contribution consists of:\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Employer’s contribution DKK\u002Fmonth\u003C\u002Ftd>\n      \u003Ctd>Employee’s contribution DKK\u002Fmonth\u003C\u002Ftd>\n      \u003Ctd>Total contribution DKK\u002Fmonth\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>From 1 July 2014\u003C\u002Ftd>\n      \u003Ctd>1,360.00\u003C\u002Ftd>\n      \u003Ctd>680.00\u003C\u002Ftd>\n      \u003Ctd>2,040.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>A pro rata contribution will be paid for part-time employees.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Ch3 id=\"L1085\">5.Children’s illness\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>A.Employees with at least six months’ service with the enterprise are\nentitled to time off with pay when the time off is necessary to take care of\nthe employee’s sick child at home or children under the age of 14.\u003C\u002Fp>\n\n\u003Cp>B.Time off is only given to one of the child’s parents, only until another\nchildcare solution can be arranged, and can extend no longer than the child’s\nfirst day of illness. If the child falls ill during the course of the\nemployee’s work day, and the employee must leave work as a result of this,\nthere is also an entitlement to time off with pay for the remaining working\nhours on the day in question. The enterprise may request documentation, e.g. in\nthe form of a solemn declaration.\u003C\u002Fp>\n\n\u003Cp>C.If the child is still ill after the first full day of illness, the\nemployee is entitled to one further day off. This day off is taken without pay\nbut the employee may be paid an amount from his or her free-choice account, cf.\nsection 2(12).\u003C\u002Fp>\n\n\u003Ch3 id=\"L1093\">6.Children’s admission to hospital\u003C\u002Fh3>\n\n\u003Cp>A.Time off is granted to employees who have been continuously employed with\nthe enterprise for nine months when it is necessary for the employee to stay in\nhospital together with a child under the age of 14.\u003C\u002Fp>\n\n\u003Cp>B.Time off is granted to employees who have been continuously employed with\nthe enterprise for nine months when it is necessary for the employee to stay in\nhospital, including when the admission takes place partially or entirely at\nhome. The rule applies to children under the age of 14.\u003C\u002Fp>\n\n\u003Cp>C.This time off applies only to one parent, and the total maximum\nentitlement to time off is one week per child within a 12-month period.\u003C\u002Fp>\n\n\u003Cp>D.The employee shall produce documentation of the hospital stay when\nrequested to do so.\u003C\u002Fp>\n\n\u003Cp>E.Full pay is paid, up to max. DKK 130.00 per hour.\u003C\u002Fp>\n\n\u003Cp>F.If the employee is entitled to state benefit, the enterprise takes over\nthis entitlement.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1107\">7.1.TIME OFF FOR DEPENDANTS UNTIL 1 MAY 2020\u003C\u002Fh3>\n\n\u003Cp>A.Employees with at least nine months’ service are entitled to take two\ndays off for dependants per holiday year. The employee can take a maximum of\ntwo days off for dependants per holiday year, regardless of how many children\nthe employee has. The rule applies to children under the age of 14.\u003C\u002Fp>\n\n\u003Cp>B.The days are taken as agreed between the enterprise and the employee in\nrespect of the needs of the enterprise.\u003C\u002Fp>\n\n\u003Cp>C.Time off for dependants are taken without pay but the employee may be paid\nan amount from his or her free-choice account, cf. section 2(12).\u003C\u002Fp>\n\n\u003Ch3 id=\"L1115\">7.2.TIME OFF FOR DEPENDANTS TRANSITIONAL RULES\u003C\u002Fh3>\n\n\u003Cp>With effect from 1 May 2020, the following applies:\u003C\u002Fp>\n\n\u003Cp>A.As of 1 May, employees with at least nine months’ service and who are\nentitled to take child’s first day of illness are allocated 2.66 days off for\ndependants to be taken in the period from 1 May 2020 to 31 August 2021. The\nemployee can take a maximum of 2.66 days off for dependants for the period,\nregardless of how many children the employee has. The rule applies to children\nunder the age of 14.\u003C\u002Fp>\n\n\u003Cp>B.The days are taken as agreed between the enterprise and the employee in\nrespect of the needs of the enterprise.\u003C\u002Fp>\n\n\u003Cp>C.Time off for dependants is taken without pay but the employee may be paid\nan amount from his or her free- choice account, cf. section 2(12).\u003C\u002Fp>\n\n\u003Ch3 id=\"L1125\">7.3.TIME OFF FOR DEPENDANTS\u003C\u002Fh3>\n\n\u003Cp>With effect from 1 September 2021, the following applies:\u003C\u002Fp>\n\n\u003Cp>A.Employees with at least nine months’ service and who are entitled to\ntake child’s first day of illness are entitled to take two days off for\ndependants per holiday period. The employee can take a maximum of two days off\nfor dependants per holiday period, regardless of how many children the employee\nhas. The rule applies to children under the age of 14.\u003C\u002Fp>\n\n\u003Cp>B.The days are taken as agreed between the enterprise and the employee in\nrespect of the needs of the enterprise.\u003C\u002Fp>\n\n\u003Cp>C.Time off for dependants is taken without pay but the employee may be paid\nan amount from his or her free- choice account, cf. section 2(12).\u003C\u002Fp>\n\n\u003Ch3 id=\"L1135\">8.Time off for children’s doctor visits\u003C\u002Fh3>\n\n\u003Cp>A.With effect from 1 May 2020, the following applies:\u003C\u002Fp>\n\n\u003Cp>Employees with at least nine months’ service and who are entitled to take\nchild’s first day of illness are entitled to time off in connection with\ndoctor visits with the child.\u003C\u002Fp>\n\n\u003Cp>B.Employees who wish to take time off for doctor visits must inform the\nenterprise hereof as quickly as possible.\u003C\u002Fp>\n\n\u003Cp>C.Time off for doctor visits is taken without pay but the employee may be\npaid an amount from his or her free- choice account, cf. section 2(12).\u003C\u002Fp>\n\n\u003Ch3 id=\"L1145\">9.Time off due to force majeure\u003C\u002Fh3>\n\n\u003Cp>A.Under the EU Parental Leave Directive, the employee is entitled to time\noff work without pay as a result of a force majeure situation in accordance\nwith national practice when compelling family reasons arise in cases of illness\nor accidents that urgently require the employee’s immediate presence.\u003C\u002Fp>\n\n\u003Cp>B.This provision does not affect the application of other rules on absence\nwith pay.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1151\">Section 6. Trainees\u003C\u002Fh2>\n\n\u003Cp>For details of pay rates for trainees, please refer to section 2(9) and\n(10).\u003C\u002Fp>\n\n\u003Ch3 id=\"L1155\">1.Trainees\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>A.SCOPE\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>This provision applies to trainees covered by the Executive Order on Retail\nTraining Programmes and trainees enrolled in individual vocational training\nwithin the scope of the collective agreement, cf. the Danish Act on Vocational\nTraining.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>B.FORMAL REQUIREMENTS\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The training agreement shall be signed by the enterprise and the trainee.\nThis must be submitted to the vocational college, where it should be registered\nbefore the training programme can begin.\u003C\u002Fp>\n\n\u003Cp>The training agreement is only valid if the enterprise is approved as a\ntraining centre for the relevant training area.\u003C\u002Fp>\n\n\u003Cp>If the trainee is under the age of 18, the agreement must also be signed by\ntheir guardian(s).\u003C\u002Fp>\n\n\u003Cp>The training agreement and associated training rules, notification forms and\ncollege enrolment form can be obtained from the local vocational college.\u003C\u002Fp>\n\n\u003Cp>The length of the placement is set out in the Executive Order on Retail\nTraining Programmes.\u003C\u002Fp>\n\n\u003Cp>No later than at the end of the probationary period, the enterprise’s\ntraining manager should draw up a written training plan as agreed with the\ntrainee in accordance with the goals of the placement.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>C.PROBATIONARY PERIOD\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The probationary period for trainees is three months, cf. the Danish Act on\nVocational Training.\u003C\u002Fp>\n\n\u003Cp>Any time spent at college is not included in the probationary period, which\nis extended accordingly, and the trainee should be notified in writing of the\nnew last day of the probationary period as soon as possible.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>D.ILLNESS, PREGNANCY AND CHILDBIRTH\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Please refer to the applicable legislation and to section 5 of the\ncollective agreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>E.HOLIDAY AFTER COMPLETED TRAINING\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Should the trainee remain with the enterprise after completing the training,\nholiday will be paid with the relevant wage.\u003C\u002Fp>\n\n\u003Cp>F.OCCUPATIONAL INJURIES\u003C\u002Fp>\n\n\u003Cp>Trainees are covered by the enterprise’s occupational injury insurance\nthroughout the training period, for both the practical and theory parts.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>G.WORKING HOURS - TRAINEES\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The working hours for trainees under the age of 18 are governed by the\nDanish Working Environment Act.\u003C\u002Fp>\n\n\u003Cp>Trainees may take on any overtime work, but this may not exceed the average\novertime performed by other employees doing the same job at the enterprise.\u003C\u002Fp>\n\n\u003Cp>The teaching time and associated travel time within normal working hours are\nnot included in the working hours.\u003C\u002Fp>\n\n\u003Cp>Where there is participation in all-day and all-week courses, time off work\nshall be paid for the full day(s) or week(s) concerned.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>H.TRAVEL - TRAINEES\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The trainee is entitled to reimbursement for travel expenses incurred in\nconnection with the time spent at college when the total distance there and\nback is at least 20 km per day.\u003C\u002Fp>\n\n\u003Cp>The trainee shall use public transport wherever possible. If this leads to\nunreasonable inconvenience for the trainee, their own means of transport can be\nused.\u003C\u002Fp>\n\n\u003Cp>When public transport is used, the actual expenses incurred will be\nreimbursed. Travel shall be undertaken in the cheapest and most suitable way\nand where possible a season ticket, discount card, etc. must be used.\u003C\u002Fp>\n\n\u003Cp>If own transport is used, a mileage allowance will be paid in accordance\nwith the rules of the Danish Ministry of Education when the total distance to\nand from college is 20 km or more.\u003C\u002Fp>\n\n\u003Cp>Under the aforementioned rules, trainees staying in accommodation will be\ngiven travel grants for travel between their usual residence and their\naccommodation. This also applies to travel at weekends and during the Easter\nand Christmas holidays.\u003C\u002Fp>\n\n\u003Cp>The enterprise will always pay for the trainee’s transport if the\nenterprise, in agreement with the trainee, chooses another college than the one\nlocated closest to the workplace and the travel distance does not exceed 20\nkm.\u003C\u002Fp>\n\n\u003Cp>Rules issued by the Employers’ Training Contribution Scheme apply\notherwise.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>I.REIMBURSEMENT OF EXPENDITURE ASSOCIATED WITH COURSE\u003C\u002Fstrong>S\u003C\u002Fp>\n\n\u003Cp>The enterprise will reimburse the trainee for expenditure associated with\ncourse materials up to DKK 600.00 for the entire training course and for\nexpenditure associated with the final examination.\u003C\u002Fp>\n\n\u003Cp>If a trainee travels to college under the rules of the Danish Act on\nVocational Training on free choice of college, the trainee’s expenses for\nthis will be paid by the enterprise.\u003C\u002Fp>\n\n\u003Cp>Where the trainee attends a residential business college, the enterprise\nwill pay the fees charged by the college for board and lodging according to the\ncurrent rules set by the Danish Ministry of Education.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>J.PLACEMENT ABROAD - TRAINEES\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Trainees on placement abroad are covered by the Danish Act on Vocational\nTraining.\u003C\u002Fp>\n\n\u003Cp>The Danish enterprise pays the difference between the placement wage abroad\nand the Danish trainee wage under this collective agreement.\u003C\u002Fp>\n\n\u003Cp>The Danish enterprise will pay for any relocation and travel required for\nplacement abroad.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>K.SELF-SELECTED TRAINING\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>After six months’ employment in the same enterprise (incl. any time spent\nat college), trainees are entitled to apply for a grant from the HK Handel\nSkills Development Fund. Grants are awarded for participation in training\noutside working hours to the same extent and under the same conditions as other\nemployees covered by the collective agreement. Trainees are not considered to\nbe under notice of termination, even if the training agreement has a fixed\nterm.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>L.TRAINING OFFICERS\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>During the practical training period there shall be one or more skilled\nworkers, or people with equivalent qualifications, linked to the trainee in the\ncapacity of training officer. This training officer will make sure that the\ntrainee is trained in accordance with the rules for the placement and the\ntrainee’s training plan.\u003C\u002Fp>\n\n\u003Cp>It is recommended that the training officer have the requisite\nqualifications for supervising the training of trainees. These can, if\nnecessary, be gained by attending the coaching course or similar courses\ndesigned by the parties.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>M. DISPUTES\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Attempts are made to resolve disputes between trainees and the enterprise\nthrough negotiation with the assistance of the parties before any complaint is\nlodged with the Dispute Board.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1249\">N. LENGTH OF SERVICE\u003C\u002Fh3>\n\n\u003Cp>Should trainees remain at the enterprise once training is complete, length\nof service will be calculated from the date on which training started in the\nevent of notice of termination at later date.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1253\">O. OTHER\u003C\u002Fh3>\n\n\u003Cp>For all other information, please refer to the Executive Orders on Education\nand Training and the other provisions of the collective agreement.\u003C\u002Fp>\n\n\u003Cp>For pay rates for trainees on short-cycle higher education programmes,\nplease refer to section 2(11).\u003C\u002Fp>\n\n\u003Ch3 id=\"L1259\">2.Students on short-cycle higher education programmes\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>A.SCOPE\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The provisions laid down in this section apply to students covered by the\nDanish Executive Order on Short- Cycle Higher Education Programmes at Business\nColleges.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>B.TERMS AND CONDITIONS OF EMPLOYMENT\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>An employment contract will be issued for the practical training of the\nstudents. In addition to the terms and conditions of employment, this contract\nwill describe what the practical part of the training involves.\u003C\u002Fp>\n\n\u003Cp>The terms and conditions of employment are covered by general employment\nlegislation, including the provisions of the Danish Salaried Employees Act and\nthe Danish Holiday Act. The general provisions of the collective agreement\nregarding working hours, overtime and pension apply otherwise.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1271\">Section 7.Training\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1273\">1.Continuing training\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>A.SKILLS DEVELOPMENT\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Employees are entitled to and liable for skills development adapted to the\nconditions of each individual enterprise in order to increase competitiveness\nand development opportunities for the enterprises and employees.\u003C\u002Fp>\n\n\u003Cp>With a view to enhancing the skills found throughout the enterprise and also\nthe employees’ vocational, general and personal development, it is\nrecommended that the enterprise and the employees work systematically on both\nformal training and skills development at the workplace, not only through daily\nwork, access courses and new methods of organising work, but also through\ncontinuing vocational training activities. This includes giving the employee a\nreasonable opportunity to update their training.\u003C\u002Fp>\n\n\u003Cp>Both the enterprise and the employee are encouraged to take joint\nresponsibility for promoting skills development with a view to matching the\nenterprise’s skills requirements and the employee’s potential for meeting\ncurrent and future job requirements.\u003C\u002Fp>\n\n\u003Cp>To the extent that the employee and the enterprise agree on the matter,\nparticipation in long-cycle continuing vocational training programmes is\nrecommended. In situations such as these, the parties recommend that the\nenterprises consider whether agency staff should be hired.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>B.PLANNING OF SKILLS DEVELOPMENT\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The parties recommend that employee development be planned in conjunction\nwith regular staff appraisals.\u003C\u002Fp>\n\n\u003Cp>It is a good idea to plan and hold staff appraisals using\nwww.samtalens123.dk, a tool developed by the parties under the auspices of the\nTraining and Cooperation Fund for the Retail Area.\u003C\u002Fp>\n\n\u003Cp>The parties recommend that an Individual Skills Assessment (ISA) be\nperformed at a vocational college as preparation for a staff appraisal for\nunskilled workers with more than four years’ service in the retail trade.\u003C\u002Fp>\n\n\u003Cp>It is also recommended that, when planning skills development, the starting\npoint should be the employee’s employment situation, age and length of\nservice, and it is recommended that personal development targets be set for the\nindividual employee.\u003C\u002Fp>\n\n\u003Cp>The employee may have their participation in internal courses and other\nqualifying activities recorded officially.\u003C\u002Fp>\n\n\u003Cp>The enterprise’s consultation committee can discuss frameworks and\nprinciples for training and development. Such frameworks and principles should\nalso be established at enterprises without a consultation committee; this may\ntake the form of e.g. appointing a training committee.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>C.SECTOR OR ENTERPRISE-RELATED CONTINUING VOCATIONAL\nTRAINING\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Ifthe employee attends sector and enterprise-related continuing vocational\ntraining, the employee is entitled to one unpaid week of time off work per\nyear, allowing for the needs of the enterprise, once the employee has been in\ncontinuous employment at the same enterprise for at least six months.\u003C\u002Fp>\n\n\u003Cp>If the employee has been in continuous employment at the same enterprise for\ntwo years, the enterprise will pay course fees, transport and any lost wages to\nthe extent that public funding does not cover the costs of relevant continuing\nvocational training courses recognised by the parties to the collective\nagreement.\u003C\u002Fp>\n\n\u003Cp>The parties recommend that the employees be given adequate time off to\nattend such courses.\u003C\u002Fp>\n\n\u003Cp>Where an employee attends recognised continuing training with compensation\nof lost wages outside of normal working hours, the training time will be\nincluded as working hours provided that the training is agreed in advance with\nthe enterprise.\u003C\u002Fp>\n\n\u003Cp>Where the employee attends continuing vocational training in their free\ntime, the enterprise pays for any attendance fee and course materials, provided\nthat this is agreed in advance with the enterprise.\u003C\u002Fp>\n\n\u003Cp>If the employee attends training with flexible meeting arrangements,\nincluding e-learning agreed with the enterprise, it is recommended that when\nthe agreement is reached it be determined whether and to what extent\npreparation and attendance should take place within working hours or free\ntime.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>D.SELF-SELECTED TRAINING\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>After nine months of employment, the individual employee is entitled to two\nweeks of time off per year - allocated with consideration for the needs of the\nenterprise - for continuing vocational training of relevance to employment\nwithin the scope of the Shop Workers’ Collective Agreement, provided that\nthere is a commitment for a grant for the training or for the enterprise.\u003C\u002Fp>\n\n\u003Cp>Employees whose employment is terminated due to restructuring, cut backs,\ncompany closures or other circumstances on the part of the enterprise and who\nhave at least six months’ service with the enterprise are entitled to an\nadditional week off during the notice period with grants in accordance with the\nrules in paragraph 1. Under the same conditions, the employee is also entitled\nto make use of remaining time off with support from the HK Handel Skills\nDevelopment Fund for up to two weeks. (See note, page 40)\u003C\u002Fp>\n\n\u003Cp>The employee is entitled to save the entitlement to time off for\nself-selected training for up to three years. However, the accumulated weeks\nmay not be used if the employee is under notice of termination, unless the\nenterprise and the employee have agreed this or agreed otherwise. The oldest\nweeks must be taken first.\u003C\u002Fp>\n\n\u003Cp>The opportunity to take long-cycle self-selected training courses is\nconditional on there being adequate resources in the skills development fund.\nThe current rules also apply to enterprises that administer their own skills\ndevelopment fund resources, cf. section 5 in the Agreement on the Skills\nDevelopment Fund, page 101. The accumulated entitlement to self-selected\ntraining cannot be carried over to another job.\u003C\u002Fp>\n\n\u003Cp>The enterprise shall pay a sum equivalent to DKK 400.00 per year per\nfull-time employee covered by the collective agreement in accordance with the\ndetailed guidelines in the Agreement on the Skills Development Fund. For\npart-time employees, this amount shall be reduced pro rata.\u003C\u002Fp>\n\n\u003Cp>Employees can apply to the HK Handel Skills Development Fund for a training\ngrant. Grant cannot be given for training if the employee receives a full or\npartial wage.\u003C\u002Fp>\n\n\u003Cp>Enterprises with training committees can set up a skills development fund at\nthe enterprise in accordance with the detailed guidelines in the Agreement on\nthe Skills Development Fund.\u003C\u002Fp>\n\n\u003Cp>Note:\u003C\u002Fp>\n\n\u003Cp>Course participation can be completed when the employee leaves if the Danish\nParliament should accommodate the requirements of the parties for amendments to\nthe legislation. The amended text will then appear from the wording of the\ncollective agreements on the websites of the organisations.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>E.VOCATIONAL QUALIFICATION\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>To ensure that employees in the retail sector have the necessary\nqualifications, thereby improving the competitiveness of the retail companies,\nthe parties to the collective agreement encourage unskilled workers and their\nenterprises to draw up a training plan which leads to skills development\ntraining for the employee.\u003C\u002Fp>\n\n\u003Cp>With a view to acquiring vocational training within the retail sector, the\nindividual employee is entitled to five weeks of time off per year, within a\nthree-year period, to attend the qualifying courses recognised by the parties,\nprovided that:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•The employee is aged 25 or over.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•The employee has four years of professional\nservice within the retail sector, two of which are at the present\nenterprise.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•The employee can gain qualifications equivalent\nto at least 3\u002F4 of the practical part.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•The employee has a theoretical\npost-qualification requirement of no more than 15 weeks, e.g. achieved via an\nindividual skills assessment procedure.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•The training will be agreed with the enterprise\n(both the practical and theoretical parts and the final examination).\u003C\u002Fp>\n\n\u003Cp>During the period in which the employee works towards a vocational\nqualification, no other time off will be permitted for continuing vocational\ntraining.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1353\">2.Dansk Erhverv Arbejdsgiver and HK HANDEL Training and\nCooperation Fund\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>A.The parties have set up a Training and Cooperation Fund for the\nRetail Area.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The purpose of the fund is:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•to promote and develop training and the training\nlevel within the retail area with a view to ensuring that the enterprises have\na workforce with appropriate vocational qualifications;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•to develop and trial training programmes which\ndo not yet exist in the traditional education system; and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•to finance remuneration for the trade union\nrepresentatives.\u003C\u002Fp>\n\n\u003Cp>Please also refer to the fund’s statutes.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>B.FINANCING\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The enterprises must pay a sum equivalent to DKK 803.50 per year per\nfull-time employee covered by the collective agreement. This amount shall be\nadjusted on 1 January 2023 to DKK 886.00. For part-time employees, this amount\nshall be reduced pro rata.\u003C\u002Fp>\n\n\u003Cp>The fund’s board is authorised to adjust the contribution if the tasks of\nthe fund make this necessary.\u003C\u002Fp>\n\n\u003Cp>Contributions to the fund are paid to Dansk Erhverv Arbejdsgiver, which\nlooks after these sums.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1375\">3.DA\u002FLO Development Fund\u003C\u002Fh3>\n\n\u003Cp>DKK 0.45 per working hour completed will be paid by the enterprise to the\nDA\u002FLO Development Fund. As of 1 January 2022, the amount will be raised to DKK\n0.47 per working hour completed. The sum is collected in accordance with the\ndecision of the umbrella organisations.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1379\">Section 8.Trade union representatives\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1381\">1.Where can a trade union representative be elected?\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>A.AT LEAST SIX UNIONISED EMPLOYEES\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>At enterprises, and particularly in departments or branches in separate\nlocations, unionised employees may elect from among themselves someone to be\ntheir trade union representative in meetings with the enterprise or its\nrepresentative.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>B.UP TO FIVE UNIONISED EMPLOYEES\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>At enterprises, and particularly in departments or branches in separate\nlocations where five or fewer unionised employees are employed within the scope\nof the collective agreement; however, a trade union representative can only be\nelected if this is agreed locally, and this agreement may only lapse if this is\nalso agreed.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>C.AT LEAST 35 UNIONISED EMPLOYEES\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>At enterprises that employ 35 or more unionised employees within the scope\nof the collective agreement at every single workplace, a substitute trade union\nrepresentative may be elected to serve during prolonged absences of the\nordinary trade union representative due to illness, holiday, training, etc.\u003C\u002Fp>\n\n\u003Cp>The substitute must meet the same conditions for election as the trade union\nrepresentative. During their work as acting trade union representative, the\nsubstitute trade union representative is covered by the same rules of\nprotection as those which apply to the ordinary trade union representative.\u003C\u002Fp>\n\n\u003Cp>Please also refer to the Agreement on regional trade union representatives,\npage 66.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1399\">2.Election as trade union representative\u003C\u002Fh3>\n\n\u003Cp>A.The trade union representative and any substitute trade union\nrepresentative, both of whom may be parttime employees, are elected from among\nthe unionised, established and skilled employees who have been employed at the\nenterprise in question for at least a year; where a minimum number of five such\nemployees does not exist, this number will be supplemented with the unionised\nemployees who have worked there the longest. A trainee or employee under the\nage of 18 cannot be elected as a trade union representative.\u003C\u002Fp>\n\n\u003Cp>However, a trade union representative who enters into a training agreement\nwith the enterprise as an adult trainee after 1 May 2017 may continue to be a\ntrade union representative. It is a prerequisite that the trade union\nrepresentative, during any placement periods, works together with their\nelectorate.\u003C\u002Fp>\n\n\u003Cp>B.At an enterprise with branches or geographically separated departments, an\nemployee can only be elected as the trade union representative for the location\nat which that individual is employed.\u003C\u002Fp>\n\n\u003Cp>C.The election is not valid until it has been approved by HK HANDEL and\nDansk Erhverv Arbejdsgiver is notified of this.\u003C\u002Fp>\n\n\u003Cp>D.This notification shall take place as quickly as possible and no later\nthan 14 days after the election.\u003C\u002Fp>\n\n\u003Cp>E.Any objection from the enterprise’s side to the election shall be\nreceived by the trade union no later than 14 days after receipt of the\nnotification of the election.\u003C\u002Fp>\n\n\u003Cp>F.As many as possible of those entitled to vote should take part in the\nelection of the trade union representative.\u003C\u002Fp>\n\n\u003Cp>G.By virtue of its approval, HK HANDEL guarantees that all those entitled to\nvote will have the opportunity to take part in the election.\u003C\u002Fp>\n\n\u003Cp>H.The wage progression of the trade union representative may not be stopped\nas a result of their role as trade union representative.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1419\">3.Tasks of the trade union representative\u003C\u002Fh3>\n\n\u003Cp>A.It is the trade union representative’s duty with respect to both their\ncolleagues and their trade union, as well as to the enterprise, to do their\nbest to promote and maintain regular and good working conditions.\u003C\u002Fp>\n\n\u003Cp>B.When a case only concerns the personal circumstances of an individual\nemployee or employees, the employee should discuss this directly with the\nmanagement.\u003C\u002Fp>\n\n\u003Cp>C.In matters concerning pay and working conditions, the trade union\nrepresentative may, when so desired, present complaints or requests to the\nmanagement.\u003C\u002Fp>\n\n\u003Cp>D.Should the trade union representative not be satisfied with the\nenterprise’s decision, the trade union representative may ask the trade union\nto handle the case, but it is the duty of the trade union representative and\nthe employees to continue to work without interruption until another decision\nis reached by the trade union management.\u003C\u002Fp>\n\n\u003Cp>E.The execution of duties for which the trade union representative is\nresponsible shall take place in such a way that it causes as little disturbance\nas possible to their work. If the trade union representative has to leave their\nwork in order to fulfil their obligations, this may only take place after being\nagreed in advance with the management.\u003C\u002Fp>\n\n\u003Cp>F.Where agreed with the management, the trade union representative shall be\ngranted the time off necessary to attend relevant courses, to the extent\npermitted by the nature and scope of the work.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1433\">4.Remuneration of elected trade union representatives\u003C\u002Fh3>\n\n\u003Cp>A.Trade union representatives elected in accordance with subsection 2 will\nreceive an annual fee which is divided into four and then paid quarterly. The\nremuneration will be paid as compensation for the trade union representative\ntaking on this role outside of their working hours.\u003C\u002Fp>\n\n\u003Cp>B.This remuneration is not pensionable and does not give entitlement to\nholiday pay.\u003C\u002Fp>\n\n\u003Cp>C.The electorate is determined when a new trade union representative is\nelected and then afterwards once a year at the end of August. When there is no\nlonger a post for a trade union representative, the remuneration will no longer\nbe paid.\u003C\u002Fp>\n\n\u003Cp>D.The remuneration will be as follows:\u003C\u002Fp>\n\n\u003Cp>Trade union representatives with an electorate of up to 49 people will\nreceive an annual fee of DKK 9,000.\u003C\u002Fp>\n\n\u003Cp>Trade union representatives with an electorate of 50 to 99 people will\nreceive an annual fee of DKK 16,500.\u003C\u002Fp>\n\n\u003Cp>Trade union representatives with an electorate of 100 people or more will\nreceive an annual fee of DKK 33,000.\u003C\u002Fp>\n\n\u003Cp>Where an agreement on the pay\u002Fremuneration for the trade union\nrepresentative is already in place, this will be offset against the\naforementioned remuneration.\u003C\u002Fp>\n\n\u003Cp>The remuneration shall be paid by the Dansk Erhverv Arbejdsgiver and HK\nHANDEL Training and Cooperation Fund for the Retail Area, cf. point a of\nsection 7(2).\u003C\u002Fp>\n\n\u003Ch3 id=\"L1453\">5.Access to IT and the Internet\u003C\u002Fh3>\n\n\u003Cp>If there is IT and Internet access at the trade union representative’s\nworkplace, the trade union representative shall have the access required to\ncarry out their role.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1457\">6.Local trade union branches, notices\u003C\u002Fh3>\n\n\u003Cp>A.If the unionised employees of an enterprise or department thereof form a\nlocal union branch, the trade union representative shall be the chair.\u003C\u002Fp>\n\n\u003Cp>B.To the extent that the work permits this, the management may, when\nrequested to do so, grant permission for the time off necessary for members of\nthe board of the local union to attend relevant courses.\u003C\u002Fp>\n\n\u003Cp>C.The local union branch may put up union notices to the members in a place\naccessible by the employees. This place shall be agreed with the management,\nwhich will also receive a copy of the notices put up.\u003C\u002Fp>\n\n\u003Cp>D.Where possible, the enterprise will make a room available for the local\nunion branch’s meetings.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1467\">7.Refresher training on termination of trade union\nrepresentative duties\u003C\u002Fh3>\n\n\u003Cp>A.An employee who ceases to be a trade union representative after having\nworked as such for a consecutive period of at least three years, and who\ncontinues to work for the enterprise, is entitled to a discussion with the\nenterprise on the needs of the employee for refresher training. This discussion\nwill be held no later than within a month of the trade union representative\nduties ending and at the employee’s request. As part of the discussion, it is\nclarified whether there is a need for refresher training, and how the training\nshould take place.\u003C\u002Fp>\n\n\u003Cp>B.If agreement cannot be reached, the employee has the right to three\nweeks’ refresher training. After six continuous years of trade union\nrepresentative duties, the employee is entitled to six weeks’ refresher\ntraining.\u003C\u002Fp>\n\n\u003Cp>C.The employee will participate in the refresher training without any\ndeductions being made from their pay. It is a prerequisite that a statutory\nsystem of reimbursement of lost wages be provided for the training. The\nreimbursement of lost wages is the duty of the enterprise.\u003C\u002Fp>\n\n\u003Cp>When providing refresher training, support can be granted from the HK Handel\nSkills Development Fund in accordance with the applicable rules on this. The\nskills development fund will set aside the means necessary for this. Weeks of\nself-selected training are not part of the refresher training.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1477\">8.Dismissal of a trade union representative\u003C\u002Fh3>\n\n\u003Cp>A.Where an enterprise finds that there are compelling reasons to dismiss a\ntrade union representative, cf. point\u003C\u002Fp>\n\n\u003Cp>b, the enterprise shall approach Dansk Erhverv Arbejdsgiver, which will then\nnotify HK, which in turn can request an organisation meeting.\u003C\u002Fp>\n\n\u003Cp>The organisation meeting shall in such cases be held no later than seven\ncalendar days after notification.\u003C\u002Fp>\n\n\u003Cp>Should the enterprise stand by this dismissal after the organisation\nmeeting, the notice of termination will be considered to have been given when\nnotification took place.\u003C\u002Fp>\n\n\u003Cp>B.The dismissal of a trade union representative shall be based on compelling\nreasons. It goes without saying that the mere fact of an employee acting as a\ntrade union representative may never give rise to the individual being\ndismissed or their position being undermined.\u003C\u002Fp>\n\n\u003Cp>C.The terms and conditions of employment of the trade union representative\ncannot be suspended within the notice period or before HK HANDEL has had the\nopportunity to question the legitimacy of the dismissal via industrial dispute\nprocedures, unless this has been agreed locally. Every effort should be made\nfor the industrial dispute procedures to progress as quickly as possible so\nthat the decision is made before the end of the notice period.\u003C\u002Fp>\n\n\u003Cp>D.However, these rules do not apply if the enterprise legitimately dismisses\nthe trade union representative pursuant to section 4 of the Danish Salaried\nEmployees Act.\u003C\u002Fp>\n\n\u003Cp>E.If the enterprise stands by its dismissal of the trade union\nrepresentative after the dismissal is acknowledged to be illegitimate by the\nindustrial dispute procedures, the enterprise is obliged, in addition to the\nwages for the notice period, to pay compensation in an amount which shall\ndepend on the circumstances of the case. This compensation is final, meaning\nthat compensation cannot also be claimed under the rules on unfair\ndismissal.\u003C\u002Fp>\n\n\u003Cp>F.The question of the legitimacy of an trade union representative’s\ndismissal and the amount of any compensation due to the trade union\nrepresentative shall be determined by industrial arbitration.\u003C\u002Fp>\n\n\u003Cp>G.Should there be any special circumstances in the case which clearly\nindicate that anti-union behaviour has taken place, this question may be\nbrought before the Danish Labour Court.\u003C\u002Fp>\n\n\u003Cp>H.If the trade union alleges that the dismissal of a trade union\nrepresentative is unfair, a claim for compensation or reinstatement\nrespectively may be lodged pursuant to section 4(3) of the Main Agreement. This\nquestion may, together with the question of whether there are compelling\nreasons for the dismissal, be dealt with as a single case in the event of\nindustrial arbitration.\u003C\u002Fp>\n\n\u003Cp>I.A salaried employee, or an employee similar to a salaried worker, who\nceases to be a trade union representative after having worked as such for at\nleast one year, and who continues to be employed at the enterprise, is entitled\nto six weeks’ notice of termination in addition to the employee’s\nindividual notice, if the employee is dismissed within one year of the end of\nthe trade union representative duties.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1503\">Section 9.Disputes\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1505\">1.Disputes\u003C\u002Fh3>\n\n\u003Cp>When handling disputes between the parties regarding the interpretation of\nthe collective agreement, please refer to the “Standard rules for handling\nindustrial disputes”.\u003C\u002Fp>\n\n\u003Cp>If an industrial dispute or dispute over legislation on employment and\nworking conditions etc. cannot be resolved locally at the individual\nenterprise, the dispute can be negotiated with the assistance of the parties in\naccordance with the rules below, unless other rules are laid down in the\ncollective agreement, in the main agreement or elsewhere.\u003C\u002Fp>\n\n\u003Cp>Notice should be directed to the opposing party. This document should\nindicate the parties concerned and the circumstances of the dispute as well as\nthe case handler concerned. The case shall be presented in such a way that it\nwill be possible for any decision to be made on the basis of the information in\nthe document.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1513\">2.Organisation meeting\u003C\u002Fh3>\n\n\u003Cp>Where the dispute cannot be resolved on the basis of existing information\netc., either party may request that an organisation meeting be held. The time\nand place of this shall be agreed as quickly as possible and no later than 14\ndays after receipt of the request, since the meeting is to take place no later\nthan four weeks after the agreement was made, unless there are holidays or\nspecial circumstances.\u003C\u002Fp>\n\n\u003Cp>The organisation meeting shall be held at the enterprise unless otherwise\nagreed. Minutes of the organisation meeting are normally taken.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1519\">3.General questions\u003C\u002Fh3>\n\n\u003Cp>For questions of a general nature relating to the interpretation of the\ncollective agreement, Dansk Erhverv Arbejdsgiver and HK HANDEL may request that\na meeting be held immediately at Dansk Erhverv Arbejdsgiver’s offices so the\nmatter can be discussed between these parties. Such a meeting shall normally be\nheld no later than four weeks after the request is made.\u003C\u002Fp>\n\n\u003Cp>Disputes concerning the rules in this section, including compliance with the\ndeadlines, shall be brought before the main committee.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1525\">4.Term\u003C\u002Fh3>\n\n\u003Cp>The current rules can be terminated by either party with three months’\nnotice.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1529\">Section 10.Working Enviroment\u003C\u002Fh2>\n\n\u003Cp>Please refer to the provisions in the working environment legislation.\u003C\u002Fp>\n\n\u003Cp>The parties agree that for keyboard work and work at cash registers in\nshops, sufficient rest time for muscles under strain shall be given at regular\nintervals.\u003C\u002Fp>\n\n\u003Cp>At enterprises where there is no working environment organisation, the trade\nunion representative elected pursuant to section 8 may direct requests or bring\ncomplaints to the enterprise which relate to working environment issues. Where\nthere is a working environment organisation in place, requests or complaints\nshall be dealt with by the enterprise’s working environment organisation.\u003C\u002Fp>\n\n\u003Cp>Where agreed with the management, the working environment representative\nshall to the extent permitted by the nature and scope of the work be granted\nthe time off necessary to attend relevant health and safety courses.\u003C\u002Fp>\n\n\u003Cp>This time off is unpaid unless stated otherwise in the Danish Working\nEnvironment Act.\u003C\u002Fp>\n\n\u003Cp>If there is IT and Internet access at the working environment\nrepresentative’s workplace, the working environment representative shall have\nthe necessary access required to carry out their role.\u003C\u002Fp>\n\n\u003Cp>The parties otherwise agree that cases relating to this section and the\nworking environment legislation should be dealt with between the parties, if\nagreement cannot be reached locally.\u003C\u002Fp>\n\n\u003Cp>The parties recommend that the changing relevant information, tools and\nguidelines about working environment in the trade associations for working\nenvironment are used and that the enterprises find information on the websites\nof the trade associations about this.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1547\">Section 11.Personal notice periods\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1549\">1.Salaried employees\u003C\u002Fh3>\n\n\u003Cp>For employees who are salaried employees, please refer to the provisions of\nthe Danish Salaried Employees Act.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1553\">2.Non-salaried employees\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>A.NOTICE PERIODS\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>For employees who are not covered by the Danish Salaried Employees Act, the\nfollowing notice periods apply:\u003C\u002Fp>\n\n\u003Cp>In the first three months following appointment, both sides can terminate\nthe employment without notice, meaning that the employee leaves at the end of\nnormal working hours on the day concerned.\u003C\u002Fp>\n\n\u003Cp>From the employee’s side:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•After three months of continuous employment: one\nmonth to the end of a month.\u003C\u002Fp>\n\n\u003Cp>From the employer’s side:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•After three months of continuous employment: one\nmonth to the end of a month.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•After two years of continuous employment: two\nmonths to the end of a month.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•After three years of continuous employment:\nthree months to the end of a month.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>\u003Cstrong>B.SEVERANCE PAY\u003C\u002Fstrong>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>If an employee who has been continuously employed at the same enterprise for\nthree, six or eight years is dismissed through no fault of their own, the\nenterprise must in connection with the employee’s departure pay them one, two\nor three times a special severance pay amount of DKK 2,500.\u003C\u002Fp>\n\n\u003Cp>There will be no severance pay if the employee on their departure has found\nanother job, is receiving a pension or for other reasons is not receiving\nunemployment benefit. However, there will be severance pay if the employee is\non family leave granted according to section 118 of the Danish Social Services\nAct and for this reason alone does not receive unemployment benefit. Finally,\nthere will be no severance pay if the employee is in a role similar to that of\na salaried employee or is already entitled to severance pay, an extended period\nof notice or similar terms that give better rights than the general rules on\ntermination in the collective agreement.\u003C\u002Fp>\n\n\u003Cp>If the employee’s average weekly working hours are less than 37 hours, the\namount will be calculated pro rata.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1581\">3.Time off in the event of termination\u003C\u002Fh3>\n\n\u003Cp>Employees whose employment is terminated due to restructuring, cut backs,\ncompany closures or other circumstances on the part of the enterprise are\nentitled to time off with pay of up to two hours as soon as possible following\ntermination, allowing for the needs of the enterprise’s operations, to\nreceive guidance from an unemployment insurance fund\u002Ftrade union.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1585\">4.Training in the event of termination\u003C\u002Fh3>\n\n\u003Cp>Employees whose employment is terminated due to restructuring, cutbacks,\ncompany closures or other circumstances on the part of the enterprise and who\nhave at least six months’ service with the enterprise are entitled to\ntraining in accordance with the rules in point d of section 7(1).\u003C\u002Fp>\n\n\u003Ch2 id=\"L1589\">Section 12. Entry into force and termination of the collective\nagreement\u003C\u002Fh2>\n\n\u003Ch3 id=\"L5000\">1. 50 per cent rule \u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>A. CONDITIONS\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>HK HANDEL may only enter into a collective agreement with members of Dansk\nErhverv Arbejdsgiver through Dansk Erhverv Arbejdsgiver.\u003C\u002Fp>\n\n\u003Cp>It is a condition that, at the time of presentation of the request, HK\nHANDEL members account for at least 50 per cent of those employed within the\nintended scope of the collective agreement.\u003C\u002Fp>\n\n\u003Cp>Dansk Erhverv Arbejdsgiver shall not require the 50 per cent rule to be met\nin cases where an enterprise would like a collective agreement to be drawn up\nfor its employees, provided that in the specific case it is otherwise\nreasonable for a collective agreement to be entered into.\u003C\u002Fp>\n\n\u003Cp>A collective agreement request may be presented to individual departments if\nthey, as a result of significant geographic separation or significant\nseparation in terms of working conditions, can be considered to be independent\ndepartments.\u003C\u002Fp>\n\n\u003Cp>The question of the demarcation of the individual workplace is determined in\naccordance with the practice hitherto applied to the closing of collective\nagreements.\u003C\u002Fp>\n\n\u003Cp>Even if the above conditions for the creation of a collective agreement have\nnot been met, HK HANDEL is authorised to negotiate on behalf of its members\nwith enterprises that make arrangements breaching the fundamental principles of\nthe collective agreement or that commit other similar breaches, e.g. by paying\nless than this collective agreement, and also where there are problems relating\nto the legislation on employment\u003C\u002Fp>\n\n\u003Cp>and working conditions. The negotiations may, if one of the parties so\nwishes, take place with the assistance of the umbrella organisations.\u003C\u002Fp>\n\n\u003Cp>Members of HK employed at the enterprise may also, by authorising a\ncolleague (spokesperson) to represent them, allow this person, on behalf of the\nmembers, to request negotiations with the enterprise regarding the\ncircumstances mentioned in the previous paragraph. The spokesperson shall be a\nmember of HK and have been authorised by over half of the members within the\nscope of the collective agreement at the relevant enterprise, cf. section 12 of\nthe collective agreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>B.PROCEDURE\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>When presenting a collective agreement request, HK HANDEL shall inform Dansk\nErhverv Arbejdsgiver of how many of the total number of employees within the\narea that the request concerns are members of HK HANDEL.\u003C\u002Fp>\n\n\u003Cp>If there is a difference of opinion on the number of employees to be\nincluded in the calculation to determine whether the 50 per cent rule has been\nmet, HK HANDEL and the enterprise must indicate to Dansk Erhverv Arbejdsgiver\nwhich employees are considered to fall within the scope of the collective\nagreement. If there is still a difference of opinion on whether HK HANDEL meets\nthe conditions for creation of a collective agreement, HK HANDEL may present a\nrequest for negotiations between the organisations.\u003C\u002Fp>\n\n\u003Cp>The timing of the negotiations shall be agreed within 14 days of the request\nbeing made.\u003C\u002Fp>\n\n\u003Cp>If an agreement cannot be reached during these negotiations, the matter may\nbe settled by industrial arbitration.\u003C\u002Fp>\n\n\u003Cp>If HK HANDEL documents that the conditions for creation of a collective\nagreement have been met, the collective agreement shall enter into force on the\nfirst day of a month if the request is presented no later than the 15th day of\na month. If the collective agreement request is presented after the 15th day of\na month, the collective agreement shall enter into force on the first day of\nthe following month.\u003C\u002Fp>\n\n\u003Cp>In cases where an agreement is reached on special provisions pursuant to\nsection 12(2), point a, paragraph 2, an agreement shall also be reached on the\ndate of entry into force of the collective agreement.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1621\">2.Scope of the collective agreement\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>A.SCOPE OF COLLECTIVE AGREEMENT OR SPECIAL PROVISIONS\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>If HK HANDEL meets the conditions in subsection (1) enabling a request for a\ncollective agreement to be made, the collective agreement will enter into force\nunless the individual enterprise is run in accordance with a concession granted\nby a public authority or under conditions which are comparable to this.\u003C\u002Fp>\n\n\u003Cp>The parties can make a request for special provisions if an enterprise has\nworking conditions or jobs which are not covered by the provisions of the\ncollective agreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>B.TRANSPOSITION OF COLLECTIVE AGREEMENTS TO THE SHOP WORKERS’\nCOLLECTIVE AGREEMENT\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.An enterprise - including organisations and associations - that upon\njoining the Dansk Erhverv Arbejdsgiver has entered into a collective agreement\nwith HK HANDEL will be included from the time of joining and without any\nspecific termination of such collective agreement in the Shop Workers’\nCollective Agreement.\u003C\u002Fp>\n\n\u003Cp>2.As soon as possible after the enterprise has joined the Dansk Erhverv\nArbejdsgiver, negotiations about adjustments will be opened with the purpose of\ndrafting local agreements - or special provisions, if necessary in connection\nwith the inclusion of organisations and associations - in such a way that the\nexisting collective agreement is not transposed in its entirety.\u003C\u002Fp>\n\n\u003Cp>3.After the expiry of the period of the existing collective agreement, local\nagreements will be covered by\u003C\u002Fp>\n\n\u003Cp>sections 4 and 5.\u003C\u002Fp>\n\n\u003Cp>4.Local agreements concluded pursuant to section 2 may, after the expiry of\nthe collective agreement period in which they have been entered, be terminated\nby either party with two months’ notice at the end of a month, unless\notherwise agreed. In the event of termination of a local agreement, the\nterminating party has an obligation to provide for local negotiations, and if\nan agreement cannot be reached, to have the case discussed at a mediation\nmeeting, if necessary at an organisation meeting. The parties are not released\nfrom the terminated local agreement, custom or regulation until these general\nrules have been observed, even if the date of expiry has been passed.\u003C\u002Fp>\n\n\u003Cp>5.If the conclusion or termination of local agreements etc. results in\nchanges in the employees’ pay or working conditions, which according to the\nrules of the Danish Salaried Employees Act must be considered as material, the\nindividual employee’s notice of termination must be observed, unless\notherwise agreed. If special notice periods have been determined in accordance\nwith this collective agreement, the right to individual notice periods are\nsuperseded by these.\u003C\u002Fp>\n\n\u003Cp>6.An enterprise - including organisations and associations - that upon\njoining the Dansk Erhverv Arbejdsgiver does not have a collective agreement\nwith HK HANDEL in the area of the Shop Workers’ Collective Agreement will be\ncovered by the Shop Workers’ Collective Agreement from the time of joining.\nIf the enterprise does not have an agreement at the time of joining, it is a\nprerequisite that the conditions in section 12(1) (the 50 per cent rule) have\nbeen met.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>C.SCOPE OF THE NATIONAL COLLECTIVE AGREEMENT\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The terms and conditions laid down in this collective agreement apply to all\nemployees within the sphere of activity that the collective agreement generally\ncovers.\u003C\u002Fp>\n\n\u003Cp>Salaried employees who occupy executive posts, or whose authority binds the\nenterprise to a large extent, or whose duties, owing to their very confidential\nnature, make them the employer’s representatives, do not, however, fall\nwithin the scope of the collective agreement.\u003C\u002Fp>\n\n\u003Cp>Retail employees employed exclusively to work in offices and warehouses are\nconsidered to be covered by the Salaried Employees’ Collective Agreement for\nTrade, Knowledge and Service between Dansk Erhverv Arbejdsgiver and HK HANDEL \u002F\nHK\u002FPrivat. In exceptional cases, but not in fixed work schedules, these\nemployees may however provide relief cover in the shop.\u003C\u002Fp>\n\n\u003Cp>If the planning and timing of the working hours follow the rules applicable\nto the enterprise’s shop workers, it may be agreed that the Shop Workers’\nCollective Agreement applies.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1655\">3.Term of the collective agreement\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end_date\">\u003Cp>The earliest that notice of termination of the collective agreement can be\ngiven is 1 March 2023. The notice period is three months, unless otherwise\nagreed between the umbrella organisations.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Cp>Copenhagen, February 2020\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Dansk Erhverv Arbejdsgiver\u003C\u002Fp>\n\n\u003Cp>HK HANDEL\u003C\u002Fp>\n\n\u003Cp>Michael Kjær\u003C\u002Fp>\n\n\u003Cp>Per Tønnesen\u003C\u002Fp>\n\n\u003Cp>Laurits Rønn\u003C\u002Fp>\n\n\u003Ch2 id=\"L1667\">Employment contracts\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1669\">Agreement on employment contracts\u003C\u002Fh3>\n\n\u003Cp>Please refer to the current version of the Danish Act on the employer’s\nobligation to inform workers of the conditions of employment (the Danish\nEmployment Contract Act).\u003C\u002Fp>\n\n\u003Cp>Pursuant to section 1(3) of the Danish Employment Contract Act, the parties\nhave agreed the deviations from the Act which are set out below.\u003C\u002Fp>\n\n\u003Cp>If the employment contract is not received by the employee on time, or if it\ncontains errors, the enterprise can be ordered to pay a fine\u002Fcompensation\nunless the error is excusable and does not have any specific import on the\nemployment relationship.\u003C\u002Fp>\n\n\u003Cp>Any complaints of breaches shall be reported to the enterprise. If the\ncircumstance complained about has not been remedied within five working days, a\nwritten claim shall be lodged with Dansk Erhverv Arbejdsgiver without delay\nindicating exactly what the errors are. If errors in the employment contract\nare then remedied or the missing document is received within five working days\nof receipt of the claim at Dansk Erhverv Arbejdsgiver, the enterprise cannot be\nordered to pay a fine\u002Fcompensation unless there are systematic breaches of the\nprovision on employment contracts.\u003C\u002Fp>\n\n\u003Cp>In all cases, the employee must have received the aforementioned information\non the employment relationship no later than 15 days after the claim is lodged.\nIf this does not happen, the enterprise can be ordered to pay a\nfine\u002Fcompensation.\u003C\u002Fp>\n\n\u003Cp>Claims concerning whether the enterprise has met its obligation to provide\ninformation can be lodged in accordance with the rules on industrial\ndisputes.\u003C\u002Fp>\n\n\u003Cp>If an employee hired before 1 July 1993 would like an employment contract,\ncf. subsection (1), and the employee presents a request for such a document,\nthe enterprise shall produce the proper information within two months of the\nrequest.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1685\">Working enviroment\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1687\">Agreement on night work and health checks\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>NIGHT WORK\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Night workers are employees who in the period from 23:00 to 06:00:\u003C\u002Fp>\n\n\u003Cp>a)Normally carry out at least three hours of their daily working hours\nduring the night-time period or\u003C\u002Fp>\n\n\u003Cp>b)Perform night work for at least 300 hours within a period of 12 months\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>FREQUENCY\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Employees shall be offered free health checks before they start employment\nas night workers.\u003C\u002Fp>\n\n\u003Cp>The parties have also agreed that employees who are classified as night\nworkers under this agreement shall be offered health checks at regular\nintervals not exceeding two years.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>WHEN THE HEALTH CHECK WILL TAKE PLACE\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The parties agree that, where the health check takes place outside the\nrelevant employee’s normal working hours, the employee will be compensated\nfor this.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>WHO PERFORMS THE HEALTH CHECK\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The parties agree that the health check shall be carried out by a doctor\nwith an understanding of the connection between night work and health\nproblems.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>REPORT TO THE SAFETY COMMITTEE AT LARGE ENTERPRISES\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The parties consider it natural that the enterprise’s safety committee\nshould verify on its own initiative that the health check has been carried out\nin accordance with the rules.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1715\">Working Hours\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1717\">Agreement on implementing the EU Working Time Directive (Council\nDirective of 23 November 1993)\u003C\u002Fh3>\n\n\u003Cp>Following a review of the applicable working environment and holiday\nlegislation and the collective agreement entered into between the parties,\nDansk Erhverv Arbejdsgiver and HK HANDEL have agreed that the above Directive\nmay be deemed to have been implemented in relation to employees covered both by\nthe collective agreement and by the Directive, with the exception of the points\nbelow, for which the following is agreed:\u003C\u002Fp>\n\n\u003Cp>1.The average weekly working hours within the retail area calculated over a\n16-week period may not exceed 48 hours including overtime, cf. section 1 of the\ncollective agreement.\u003C\u002Fp>\n\n\u003Cp>The provision in the collective agreement on limiting overtime work remains\nin effect.\u003C\u002Fp>\n\n\u003Cp>Where the daily working time exceeds six hours, employees are entitled to a\ntotal of 30 minutes in breaks during this time.\u003C\u002Fp>\n\n\u003Cp>2.The night-time period is defined as the time from 23:00 to 06:00.\u003C\u002Fp>\n\n\u003Cp>Night workers are defined as employees who normally carry out at least three\nhours of their daily working time during the night-time period or work at night\nfor at least 300 hours within a 12-month period.\u003C\u002Fp>\n\n\u003Cp>The normal average working hours for night workers, calculated over a\n26-week period, may not exceed eight hours per 24-hour period on average. The\nweekly day off is not included in this calculation.\u003C\u002Fp>\n\n\u003Cp>In the event of particularly risky work or work that involves significant\nphysical or mental stress, cf. section 57 of the Danish Working Environment\nAct, night workers may not work more than eight hours in any 24- hour period in\nwhich they do night work.\u003C\u002Fp>\n\n\u003Cp>Night workers who suffer from health problems demonstrably attributable to\nthe fact that they do night work shall be transferred where possible to daytime\nwork that suits them.\u003C\u002Fp>\n\n\u003Cp>3.Any disputes concerning the present agreement shall be finally decided by\nindustrial arbitration, cf. section 9 of the collective agreement. It is agreed\nthat the industrial arbitral tribunal appointed to decide upon any such dispute\nshall be competent to impose appropriate sanctions.\u003C\u002Fp>\n\n\u003Cp>In the event of termination of the collective agreement, the parties are\nobliged to comply with the provisions of this agreement relating to the\nimplementation of the EU Working Time Directive until another agreement takes\nits place.\u003C\u002Fp>\n\n\u003Cp>The present agreement may be terminated by either party giving three\nmonths’ notice at any time, with a view to amendment where changes are made\nto the above Directive. Where the provision in the collective agreement\nprovides a better level of protection for employees than the Directive, the\nimplementation agreement shall not apply, cf. Article 18(3) of the\nDirective.\u003C\u002Fp>\n\n\u003Cp>4.If amendments to the Directive remove the prerequisites for entering into\nthis agreement, the parties shall initiate negotiations on this.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1745\">Agreement on implementing the EU Part-time Work Directive\n(Council Directive of 15 December 1997 on part-time work)\u003C\u002Fh3>\n\n\u003Cp>With reference to the general agreement between the umbrella organisations\non procedures for implementing EC Directives of 1 July 1996, the following\nsupplementary agreement has been entered into to implement the Council\nDirective on part-time work (the EU Part-time Work Directive).\u003C\u002Fp>\n\n\u003Ch4 id=\"L1749\">SECTION 1 SCOPE\u003C\u002Fh4>\n\n\u003Cp>This agreement covers part-time employees within the scope of the\nConfederation of Danish Employers (DA)\u002FLO who are covered by a collective\nagreement within this area and who are not or may not be assured of the rights\nlaid down in the Directive under any existing agreement.\u003C\u002Fp>\n\n\u003Cp>The agreement shall apply subject to more specific Community provisions,\nparticularly any Community provisions concerning equal treatment or equal\nopportunities for men and women.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1755\">SECTION 2 PURPOSE OF THE AGREEMENT\u003C\u002Fh4>\n\n\u003Cp>The purpose of the agreement is:\u003C\u002Fp>\n\n\u003Cp>a.to provide for the removal of discrimination against part-time workers and\nto improve the quality of parttime work.\u003C\u002Fp>\n\n\u003Cp>b.to facilitate the development of part-time work on a voluntary basis and\nto contribute to the flexible organisation of working time in a manner which\ntakes into account the needs of employers and workers.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1763\">SECTION 3 DEFINITIONS\u003C\u002Fh4>\n\n\u003Cp>For the purpose of this agreement:\u003C\u002Fp>\n\n\u003Cp>a.“part-time worker”: means an employee whose normal hours of work,\ncalculated on a weekly basis or on average over a period of employment of up to\none year, are less than the normal hours of work of a comparable full-time\nworker.\u003C\u002Fp>\n\n\u003Cp>b.“comparable full-time worker”: means a full-time worker in the same\nestablishment having the same type of employment contract or relationship, who\nis engaged in the same or similar work\u002Foccupation.\u003C\u002Fp>\n\n\u003Cp>Due regard will be given to other considerations which may include seniority\n(length of service) and qualifications\u002Fskills.\u003C\u002Fp>\n\n\u003Cp>Where there is no comparable full-time 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=\"L1775\">SECTION 4 PRINCIPLE OF NON-DISCRIMINATION\u003C\u002Fh4>\n\n\u003Cp>In respect of employment conditions, part-time workers shall not be treated\nin a less favourable manner than comparable full-time workers solely because\nthey work part-time unless different treatment is justified on objective\ngrounds.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1779\">SECTION 5 OPPORTUNITIES FOR PART-TIME WORK\u003C\u002Fh4>\n\n\u003Cp>The principle of proportionate pay and proportionate rights, cf. the “pro\nrata temporis” principle, shall apply to rights arising from collective\nagreements.\u003C\u002Fp>\n\n\u003Cp>Where appropriate and justified on objective grounds, the parties to the\ncollective agreement may make access to particular conditions of employment\nsubject to length of service, working hours or earnings.\u003C\u002Fp>\n\n\u003Cp>Qualifications relating to access by part-time workers to particular\nconditions of employment should be reviewed periodically in accordance with the\nprinciple of non-discrimination set out in the first paragraph.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1787\">SECTION 6 ENTRY INTO FORCE\u003C\u002Fh4>\n\n\u003Cp>In view of the purpose of this agreement, cf. section 2, and the principle\nof non-discrimination, cf. section 4, the following is agreed:\u003C\u002Fp>\n\n\u003Cp>If the parties to the collective agreement should identify obstacles which\nmay limit the opportunities for parttime work, these should be raised for\ndiscussion with a view to eliminating them.\u003C\u002Fp>\n\n\u003Cp>A worker’s refusal to transfer from full-time to part-time work or vice\nversa should not in itself constitute a valid reason for termination of\nemployment, without prejudice to termination in accordance with national law,\ncollective agreements and practice, for other reasons such as may arise from\nthe operational requirements of the establishment concerned.\u003C\u002Fp>\n\n\u003Cp>Subject to collective agreements, practice, etc., employers should as far as\npossible within the framework of the provisions on part-time employees in the\ncollective agreement applicable to the employment give consideration to the\nfollowing:\u003C\u002Fp>\n\n\u003Cp>a.requests by workers to transfer from full-time to part-time work that\nbecomes available in the establishment;\u003C\u002Fp>\n\n\u003Cp>b.requests by workers to transfer from part-time to full-time work or to\nincrease their working time should the opportunity arise;\u003C\u002Fp>\n\n\u003Cp>c.the provision of timely information on the availability of part-time and\nfull-time positions in the establishment in order to facilitate transfers from\nfull-time to part-time or vice versa;\u003C\u002Fp>\n\n\u003Cp>d.measures to facilitate access to part-time work for workers covered by\nthis agreement and, where appropriate, to facilitate access by part-time\nworkers to vocational training to enhance career opportunities and occupational\nmobility;\u003C\u002Fp>\n\n\u003Cp>e.the provision of appropriate information to existing bodies representing\nemployees about part-time work in the enterprise.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1807\">SECTION 7 TERMINATION\u003C\u002Fh4>\n\n\u003Cp>The agreement may be terminated by giving six months’ notice to 1 July of\nany year. If one of the organisations desires any changes to the agreement, it\nshall inform the other party of this six months prior to termination, whereupon\nnegotiations shall be entered into without recourse to arbitration in order to\nreach a consensus and so avoid termination of the agreement.\u003C\u002Fp>\n\n\u003Cp>Even if the agreement is terminated, the parties are obliged to comply with\nits provisions until another agreement takes its place or the Directive is\namended.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1813\">SECTION 8 PROVISIONS IN COLLECTIVE AGREEMENTS\u002F IMPLEMENTING\nAGREEMENTS\u003C\u002Fh4>\n\n\u003Cp>Provisions in collective agreements and other agreements pursuant to these,\nand provisions in implementing agreements, shall take precedence over this\nagreement where they correctly implement provisions of the EU Part-time Work\nDirective.\u003C\u002Fp>\n\n\u003Cp>This agreement shall not affect the protection given to part-time employees\nby existing collective agreements between the parties.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1819\">SECTION 9 INDUSTRIAL DISPUTE PROCEDURES\u003C\u002Fh4>\n\n\u003Cp>Where there is any disagreement on exercising the rights laid down in this\nagreement, this shall be handled according to the normal rules of industrial\ndisputes and employment law. Where there are no such rules, the principle set\nout in section 33 of the Danish Labour Court Act shall apply, according to\nwhich the standard rules in place between DA and LO at any given time for\nhandling industrial disputes shall apply.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1823\">Agreement on retirement scheme\u003C\u002Fh3>\n\n\u003Cp>The employee may be included in a retirement scheme from five years before\nthe applicable retirement age for the employee.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1827\">FREE-CHOICE ACCOUNT\u003C\u002Fh4>\n\n\u003Cp>In the retirement scheme, the employee may choose to utilise the payment to\nthe free-choice account to finance days off for senior employees.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1831\">PENSION CONTRIBUTIONS\u003C\u002Fh4>\n\n\u003Cp>If the employee would like to take additional days off for senior employees,\nthis can be achieved by converting regular pension contributions, cf. section\n4. The converted pension contribution can also be added to the employee’s\nfree-choice account.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1835\">UNTAKEN EXTRA HOLIDAY DAYS\u003C\u002Fh4>\n\n\u003Cp>The employee and the enterprise may agree that the employee can save up the\nvalue of extra holiday days not taken from five years before the retirement\nscheme can be implemented, cf. section 5(2), and accumulate this.\u003C\u002Fp>\n\n\u003Cp>The value of this may be paid out in connection with taking additional days\noff for senior employees.\u003C\u002Fp>\n\n\u003Cp>According to this provision, the maximum number of extra holiday days that\ncan be taken shall correspond to the accrued amount, cf. the payment below.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1843\">TAKING DAYS OFF FOR SENIOR EMPLOYEES\u003C\u002Fh4>\n\n\u003Cp>When taking days off for senior employees, the free-choice account will be\nreduced by an amount corresponding to sick pay. Illness prior to a planned day\noff for senior employees does not entitle to a replacement day off for senior\nemployees.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1847\">CHOICE REGARDING RETIREMENT SCHEME\u003C\u002Fh4>\n\n\u003Cp>Unless otherwise agreed, the employee must provide the enterprise with\nwritten notification no later than in May (in 2020 no later than 1 June) of\nwhether the employee wishes to be included in a retirement scheme with days off\nfor senior employees in the coming holiday period, and in which case, what\nproportion of the pension contribution the employee wishes to convert to pay.\nThe employee shall also give notice of how many days off for senior employees\nthe employee wishes to take in the coming holiday period. This choice is\nbinding for the employee and will continue in subsequent holiday periods.\nHowever, the employee may each year in May (in 2020 no later than 1 June)\ninform the enterprise if changes are requested for the coming holiday\nperiod.\u003C\u002Fp>\n\n\u003Cp>In the first year of the retirement scheme, the conversion will take place\nfrom the wage period in which the employee is five years from the retirement\nage in effect at any given time.\u003C\u002Fp>\n\n\u003Cp>Unless otherwise agreed, days off for senior employees shall be taken\naccording to the same rules applicable for taking extra holiday days, cf.\nsection 5(2).\u003C\u002Fp>\n\n\u003Ch4 id=\"L1855\">TRANSITION TO NEW HOLIDAY YEAR\u003C\u002Fh4>\n\n\u003Cp>The number of days off for senior employees, about which the employee must\nmake a decision before 1 June 2020, can be taken in the period from 1 May 2020\nto 31 December 2021. The employee must make a new choice about days off for\nsenior employees in May 2021 with effect for the holiday period starting on 1\nSeptember 2021.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1859\">OTHER FORMS OF REDUCTION IN WORKING HOURS\u003C\u002Fh4>\n\n\u003Cp>As an alternative to days off for senior employees, the employee and\nenterprise may agree on a reduction in working hours in the form of e.g.\nperiods of consecutive days off, permanent reduction in the weekly working\nhours or some other approach.\u003C\u002Fp>\n\n\u003Cp>In the event of an agreement on permanent reduction in the weekly working\nhours, converted pension contributions may be paid regularly as a supplement to\npay.\u003C\u002Fp>\n\n\u003Cp>The conversion will not affect the basis for calculation laid down in the\ncollective agreement, so it is cost-neutral to the enterprise.\u003C\u002Fp>\n\n\u003Cp>Agreement on weekday holiday rules for flex job employees\u003C\u002Fp>\n\n\u003Cp>1.Flex jobs set up in accordance with the rules before 1 January 2013\u003C\u002Fp>\n\n\u003Cp>The reduction shall be proportionate to the employee’s actual working\nhours relative to a 37-hour full-time post. A relative reduction of the weekday\nholiday reduction shall be implemented for full-time employees on the basis of\n7.5 hours per weekday holiday.\u003C\u002Fp>\n\n\u003Cp>For example, flex job employees who work 15 hours per week:\u003C\u002Fp>\n\n\u003Cp>15\u002F37 x 7.5 = 3.04 hours per weekday holiday\u003C\u002Fp>\n\n\u003Cp>2.Flex jobs set up in accordance with the rules after 1 January 2013\u003C\u002Fp>\n\n\u003Cp>The reduction is paid in accordance with the actual working hours agreed\nbetween the individual employee and the enterprise, which is why there shall be\nno reduction for reduced intensity. The reduction is paid in accordance with\nthe relevant schedule for part-time employees, cf. section 1(2).\u003C\u002Fp>\n\n\u003Ch3 id=\"L1881\">Agreement on increased working hours\u003C\u002Fh3>\n\n\u003Cp>The parties have agreed that the accommodation of a mutual desire to\nincrease employment and flexibility as well as to strengthen each employee’s\nconnection to the labour market can be achieved through an increased awareness\nof:\u003C\u002Fp>\n\n\u003Cp>a) Timely and appropriate information on the availability of part-time and\nfull-time positions in each enterprise. b) Employees’ individual wishes as\nregards reducing or increasing their agreed working hours.\u003C\u002Fp>\n\n\u003Cp>c) The availability of hours for enterprise employees based on the\nenterprise’s operational needs and the flexible organisation of working\nhours.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1889\">Agreement on night work\u003C\u002Fh3>\n\n\u003Ch3 id=\"L5128\">The parties are aware that the\u003C\u002Fh3>\n\n\u003Cp> development trends within the scope of the collective agreement may mean\nthat there is a higher incidence of night work. Throughout the period the\nparties will therefore carefully monitor and discuss the development of night\nwork within the scope of the collective agreement, including the planning of\nnight work.\u003C\u002Fp>\n\n\u003Cp>The parties agree that it may be appropriate to discuss this with the trade\nunion representative, and where there is no trade union representative, with\nany consultation committee, before the enterprise introduces night work.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1895\">SUSTAINABILITY AND DIGITISATION\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes_green\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-green_trigger\">\u003Ch3 id=\"L1897\">Agreement on sustainability\u003C\u002Fh3>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>In order to meet the demand for relevant training in sustainable trade the\nparties agree to ensure during the next collective agreement period the\ndevelopment of training with focus on sustainable trade within the scope of the\nShop Workers’ Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>The above includes training at basic training level courses as well as\ncontinuing vocational training.\u003C\u002Fp>\n\n\u003Cp>The parties agree that this should imply e.g.:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•That the need for setting up a new area of\nspecialisation in the retail training programme in sustainable trade must be\nclarified and if required, be developed.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•That adjustments in the existing retail training\nprogramme should be made to strengthen the focus of the training programme on\nsustainable trade.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•That new continuing vocational training\nprogrammes in sustainable trade should be developed.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•That needs assessments should be implemented\nwith the aim of providing concrete knowledge about the\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">need for training in sustainable trade for the\npurpose of the above.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•That the parties are to strengthen the joint\nmedia coverage effort with a view to positioning the distributive trades in the\ngreen transition and the climate agenda.\u003C\u002Fp>\n\n\u003Cp>The parties also agree to join forces concerning marketing of the new\ntraining programmes that are developed.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1919\">Agreement on establishment of knowledge centre for digital trade\nand sustainability\u003C\u002Fh3>\n\n\u003Ch4 id=\"L5148\">JOINT EFFORT FOR ENTERPRISES AND EMPLOYEES\u003C\u002Fh4>\n\n\u003Cp>The retail sector is undergoing a gradual but important technological\ntransition and innovation. Major changes are necessary in order to preserve the\ncompetitive strength and guarantee the sector’s approximately 400,000 private\njobs in an ever-stronger global competition.\u003C\u002Fp>\n\n\u003Cp>Dansk Erhverv Arbejdsgiver and HK HANDEL see it as an important and common\ntask to support this development. We therefore agree to strengthen the already\nwell-functioning joint effort in order to contribute still more to preparing\nenterprises as well as employees for a future with new and considerably higher\nrequirements.\u003C\u002Fp>\n\n\u003Cp>The technological development and the resulting changes in consumer\nbehaviour, preferences and buying patterns hold immense potential for the\nretail sector - but also constitute great challenges. We therefore need a\nstronger effort in this area and we need for Dansk Erhverv Arbejdsgiver and HK\nHANDEL to significantly step up efforts in this area.\u003C\u002Fp>\n\n\u003Cp>In general, the sector has the strength and the preconditions to seize the\nnew digitisation opportunities, but innovation will not happen by itself. It\nwill require knowledge, a broad perspective and inspiration to undergo change.\nIf Denmark as a whole is to adapt, we will need to learn from each other’s\ngood experiences, and as a country we have to provide reasonable framework\nconditions for this transition - otherwise we will make things difficult for\nourselves and will not succeed. The joint efforts of HK HANDEL and Dansk\nErhverv Arbejdsgiver are to contribute to both.\u003C\u002Fp>\n\n\u003Cp>Transition is not a new phenomenon in the retail sector but changes occur\nmore frequently and faster than before. Today, competition not only comes from\nshops on the other side of the street but also from e-commerce companies on the\nother side of the world. Today, consumers not only look to the latest fashion\ntrends but also to what influencers display at Instagram. Today, not only sound\nbusiness acumen and flair for business but also big amounts of data decide\nwhich products are to be on offer or where in the shop the products are to be\nplaced in order to achieve optimum sales.\u003C\u002Fp>\n\n\u003Cp>Over the last decade the online trade’s share of the total turnover of\ntrade has doubled. In the USA, this figure has almost trebled. Smartphones and\nthe ability to check prices and reviews have become an integral part of the\nentire purchase event. Virtual or augmented reality has turned shopping into an\nexperience far exceeding the actual transaction of a product and the payment\nthereof. We buy things via a subscription that we previously bought on\noccasion, and in particular young consumers are increasingly governed by\nidentity and whether a product matches the culture of which they are a part or\nwish to become a part. When our values, attitudes and dreams for the future\nbecome increasingly important for our shopping patterns, sustainability also\nbecomes of far greater importance.\u003C\u002Fp>\n\n\u003Cp>Digitisation and new technology have helped to improve the efficiency in a\nwide range of areas. Warehouse functions have become automated. The consumers\ncan choose, order and pay the products online by themselves. Software robots\ncontribute to automating processes that used to be manual. At the supermarket,\nit is becoming increasingly common to use self-service and pay via mobile phone\nor just to receive an automatic receipt when we leave the shop. This is also\npart of the development but it also means that we must ensure that employees,\nwho are no longer needed on the supermarket checkout, can create value for the\ncustomers and the business in another way.\u003C\u002Fp>\n\n\u003Cp>Despite voice-controlled digital shop assistants, automatic shelf fronts,\nautomotive trucks and self-served consumers, we still need people in the retail\ntrade sector. We need them because we still need skills such as business\nacumen, business sense and the ability to relate to the customer and create the\nright experience around the purchase.\u003C\u002Fp>\n\n\u003Cp>We can introduce many automatic working procedures but it is still difficult\nto teach an algorithm to only wrap lettuce that is sufficiently fresh for you\nto want to eat it. It is more important for us that a person tells us if the\njacket fits and is the right size than if a robot were to persuade us that this\nwas the case. We can analyse gigabyte after gigabyte of data but it is still\ndifficult to replace the human flair for business necessary to ask the right\nquestions - let alone the practical and aesthetic sense required to change the\nfitting-out of the shop if this is what is necessary based on for example the\nfigures.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes_newtech\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-newtech_trigger\">\u003Ch4 id=\"L1941\">THE NEED FOR BETTER AND WIDER SKILLS\u003C\u002Fh4>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Employees in the retail trade sector must be able to utilise the technology,\nunderstand the possibilities and challenges of digitisation and meet the\ncustomers and the consumers with even more prerequisites than before. In recent\nyears, a number of new training programmes have emerged combining trade with\ndigitisation and technology in several different stages of education. This is\ngreat and it will be interesting to see the effects of this as more and more\nfully trained people are employed in the retail trade sector. We must support\nand contribute to more people starting training programmes and continuing\ntraining and education that combine trade with digitisation and technology.\u003C\u002Fp>\n\n\u003Cp>Politically, there is huge focus on the importance of skills in science,\ntechnology, engineering and math (STEM) but we also greatly need commercial\nunderstanding, business skills and a highly developed customer service gene. We\nneed employees who are able to use the knowledge we can gain from artificial\nintelligence and use it in the shop so that it makes a concrete difference for\nthe customers and the bottom line. We need employees who can understand and\njoin in the talk when highly specialised colleagues share databased insights.\nWe need employees who can present campaigns and offers convincingly, not only\nin the shop window but also on the shop’s social platforms with all the\nresulting unique targeting opportunities. We need employees who can combine it\nall in a coherent experience of good customer service.\u003C\u002Fp>\n\n\u003Cp>Technological understanding and digital skills are important but also new\nknowledge and training that can make newly qualified employees well prepared to\nfulfil increasing customer expectations for e.g. knowledge about the origin,\nconditions of production or climate impact of the products. Sustainability will\nbecome more and more important as we move from customer service towards\ncustomer guidance and creating an experience for the customer.\u003C\u002Fp>\n\n\u003Cp>Furthermore, technology and sustainability are closely related -\ntechnological solutions will often be one of the ways to achieve greener or\nmore responsible products, and digital developments also provide the consumers\nwith far better access to knowledge about the sustainability of a certain\nproduct or brand.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1951\">THE NEED FOR MORE POLITICAL ATTENTION\u003C\u002Fh4>\n\n\u003Cp>Even though we still need human skills, the future will be challenging for\nthe retail trade sector. Increased global competition, high local costs, rapid\ninnovation, changing consumption patterns and new and more complex consumer\npreferences create an increasing need for change.\u003C\u002Fp>\n\n\u003Cp>Greater political attention to the retail trade sector is required and a\ngreater consideration to the need for suitable framework conditions if this\ntransition is to succeed to full extent.\u003C\u002Fp>\n\n\u003Cp>We must strengthen young people’s STEM competences but we must also\nintegrate business sense and business acumen in the competence equation of the\nfuture. We must have uniform conditions to avoid that Danish enterprises have\ndifficulties competing under unfair conditions. We must ensure the best\npossible opportunities for investing in innovation, skills development and\ngrowth.\u003C\u002Fp>\n\n\u003Ch4 id=\"L5152\">CONCRETE INITIATIVES\u003C\u002Fh4>\n\n\u003Cp>In order to strengthen the dialogue with the politicians and to enhance the\ndigital and technological skills of the employees as well as the enterprises,\nHK HANDEL and Dansk Erhverv Arbejdsgiver agree about increasing the already\nexisting joint effort significantly.\u003C\u002Fp>\n\n\u003Cp>The effort is financed though funds that have already been allocated in the\ncollective agreement.\u003C\u002Fp>\n\n\u003Cp>Significantly increased efforts and resources will prepare the parties’\njoint digitisation secretariat for strengthening the capacity to become a\nknowledge and power centre for the digital development in the retail trade\nsector. This investment must increase the possibility of accumulating important\nknowledge, research and statistics. This applies to knowledge about the\ndirection of the development, how the enterprises can adjust to the future in\nthe best way, which initiatives work in relation to technological innovation in\nthe retail trade sector and what the best framework conditions are for\ntransition in the sector.\u003C\u002Fp>\n\n\u003Cp>The knowledge and power centre must head the agenda in relation to the\nsocial and political dialogue about the needs and the future of the retail\ntrade sector. This may help the politicians and other decision-makers to make\nforward-looking and appropriate decisions for the benefit of the economy, the\nexport and the employment and constitute a constructive and useful resource for\nenterprises, decision-makers and educational institutions.\u003C\u002Fp>\n\n\u003Cp>The concrete activities in the next term of the collective agreement may\ninclude:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Analysis in relation to developing trends and the\nresulting competence requirements\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Research, development and demonstration projects\nwith new technology\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Development of relevant training programmes and\npromoting the use of training\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Joint media and communication efforts\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Collaboration with related projects\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Joint image and branding activities\u003C\u002Fp>\n\n\u003Cp>Moreover, the secretariat should make use of the increased resources to\nexplore the possibilities of gaining access to further financial resources, for\nexample from big funds.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1985\">Organisation agreement on data protection\u003C\u002Fh3>\n\n\u003Cp>Dansk Erhverv Arbejdsgiver and HK HANDEL agree that provisions in collective\nagreements and the related case administration must be interpreted and\nprocessed in accordance with the General Data Protection Regulation (EU\n2016\u002F679) that has been applicable in Denmark from 25 May 2018.\u003C\u002Fp>\n\n\u003Cp>Dansk Erhverv Arbejdsgiver and HK HANDEL agree that in implementing the\nGeneral Data Protection Regulation it must be ensured that the present practice\nfor collecting, storing and processing of shared personal data in accordance\nwith obligations relating to employment law can continue.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1991\">Agreement on electronic documents\u003C\u002Fh3>\n\n\u003Cp>The enterprises can effectively supply wage slips and any other documents\nwhich shall be exchanged according to the ongoing employment relationship via\nthe electronic post solutions that may be available, e.g. e-Boks, or via\ne-mail.\u003C\u002Fp>\n\n\u003Cp>When the employee has opted out of receiving digital mail from public\nauthorities, electronic solutions will not be used.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1997\">Trainees\u003C\u002Fh2>\n\n\u003Ch3 id=\"L5240\">Agreement on grants for trainees with EUX in main courses of the\nretail training programme\u003C\u002Fh3>\n\n\u003Cp>With the aim of ensuring that more trainees with EUX continue in the main\ncourse and obtain a traineeship in the retail training programme, a pilot\nscheme is introduced in the term of the collective agreement with the\npossibility that enterprises may apply for grants for training from the\nIndustry Competence Development Fund for trainees with EUX who are in the main\ncourse of the retail training programme. Applications can be made for grants\nfor costs in relation to the trainees’ study tours during training and for\npayment of private student examinations at a business academy based on\ncompleted modules on similar level in the vocational training programme.\u003C\u002Fp>\n\n\u003Cp>The enterprise may apply for grants for up to DKK 7,500 per trainee.\u003C\u002Fp>\n\n\u003Cp>The agreement takes effect on 1 May 2020. The pilot scheme will expire on 28\nFebruary 2023.\u003C\u002Fp>\n\n\u003Cp>During the pilot scheme period, a maximum of DKK 750,000 from the Industry\nCompetence Development Fund can be used each year for the completion of\n”Agreement on grants for trainees with EUX in main courses of the retail\ntraining programme. This only applies to employees who are covered by the\ncentral Industry Competence Development Fund.\u003C\u002Fp>\n\n\u003Cp>For self-governing funds in enterprises applies that a maximum of 10 per\ncent of the annual payments can be used, however, at least DKK 7,500.\u003C\u002Fp>\n\n\u003Ch2 id=\"L2009\">\u003Cspan style=\"font-size: 14pt\">Holiday\u003C\u002Fspan>\u003C\u002Fh2>\n\n\u003Ch3 id=\"L2011\">Agreement on holidays\u003C\u002Fh3>\n\n\u003Cp>This agreement has been entered into pursuant to the Danish Holiday Act and\nmeans that the deviations from said Act and associated Executive Order set out\nbelow shall apply.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2015\">INDUSTRIAL DISPUTE PROCEDURES\u003C\u002Fh4>\n\n\u003Cp>Disputes concerning the provisions of this agreement shall be settled by\nindustrial dispute procedures. Disputes concerning other parts of the Danish\nHoliday Act may be settled by industrial dispute procedures provided that this\nhas been agreed in the individual case.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2019\">EARNING AND TAKING HOLIDAYS IN HOURS ETC.\u003C\u002Fh4>\n\n\u003Cp>Holiday can be earned and taken in other ways, including in hours, than\nstipulated in the Danish Holiday Act.\u003C\u002Fp>\n\n\u003Cp>If an enterprise decides that holiday is to be earned and taken in six-day\nholiday weeks, it shall be ensured that employees who work five days a week are\nnot worse off than if they had taken holiday in a six-day holiday week.\u003C\u002Fp>\n\n\u003Cp>If the holiday is earned in hours, a full-time employee shall earn 185 hours\nof holiday per holiday year, equivalent to five weeks x 37 hours.\u003C\u002Fp>\n\n\u003Cp>Part-time employees earn a proportional number of hours of holiday per\nholiday year.\u003C\u002Fp>\n\n\u003Cp>In this connection it must be ensured that the holiday is not taken as less\nhours than the planned number of hours on the day in question and that the\ntotal holiday is not less than five weeks calculated in 25 whole days including\ndays off that are not replacement days off and working days pro rata. To the\nextent possible, the holiday must be taken in whole weeks.\u003C\u002Fp>\n\n\u003Cp>The holiday must reflect the working week and must not be placed entirely on\nshort or long working days.\u003C\u002Fp>\n\n\u003Cp>When the employee leaves, the accrued holiday entitlement in hours is\nconverted into days.\u003C\u002Fp>\n\n\u003Cp>An agreement on earning and taking holiday in hours can only be entered into\nif the holiday guarantee scheme is used.\u003C\u002Fp>\n\n\u003Cp>The enterprise shall, provided the holiday is earned and taken in hours,\ninform the employees of this before the start of the holiday year.\u003C\u002Fp>\n\n\u003Cp>If the holiday guarantee scheme is not used, local written agreement can\nalso be concluded for taking holiday in hours.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2041\">HOLIDAY WITHOUT PAY\u003C\u002Fh4>\n\n\u003Cp>Please refer to section 2(15) of the collective agreement.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2045\">CARRYING OVER HOLIDAY\u003C\u002Fh4>\n\n\u003Cp>The enterprise and the employee can enter into an agreement to carry over\nany accrued holiday entitlement in excess of four weeks to the following\nholiday period.\u003C\u002Fp>\n\n\u003Cp>It is a prerequisite that the agreement be made in writing. The agreement\nshall be entered into before the end of the holiday period (in 2020: before 30\nSeptember). The enterprise shall also within the same deadline give written\nnotice to whoever is paying the holiday pay that the holiday is being carried\nover.\u003C\u002Fp>\n\n\u003Cp>If an employee who has carried over holiday leaves before taking all the\nholiday, they will be paid for holiday in excess of five weeks. Holiday pay is\ncalculated for monthly-paid workers at 12.5 per cent of the holiday entitlement\npay at the leaving date. If, however, the employee has earned holiday pay at a\nprevious employer, the holiday pay is paid out from the holiday account\n(“FerieKonto”) or from the previous employer, if the holiday guarantee\nscheme has been used.\u003C\u002Fp>\n\n\u003Cp>Dansk Erhverv Arbejdsgiver guarantees holiday carried over where the holiday\nguarantee scheme of the collective agreement is used.\u003C\u002Fp>\n\n\u003Cp>Notice can be given that holiday carried over is to be taken within a month,\nsince the holiday is considered to be outstanding holiday.\u003C\u002Fp>\n\n\u003Cp>However, any holiday corresponding to holiday carried over can only be\nordered to be taken in a notice period if the holiday has already been\nallocated to this period or if the parties agree otherwise on this.\u003C\u002Fp>\n\n\u003Cp>Any holiday corresponding to holiday carried over cannot be considered as\ntaken during a dismissal period unless this has been agreed.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2061\">OFFSETTING HOLIDAY ALLOWANCE\u003C\u002Fh4>\n\n\u003Cp>The holiday allowance laid down in the Danish Holiday Act will be paid out\nat the same time as the beginning of the corresponding holiday or when the\nholiday allowance for the period from 1 September to 31 May is paid together\nwith the pay for May, whereas the holiday allowance for the remaining part of\nthe holiday year is paid out together with the pay for August. If the holiday\nallowance is paid out before the holiday begins, this may be offset when the\nemployee leaves.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2065\">ENTRY INTO FORCE\u003C\u002Fh4>\n\n\u003Cp>This agreement enters into force on 1 September 2020 and will replace the\nprevious Agreement on holidays printed on page 57 of the Shop Workers’\nCollective Agreement 2017\u002F2020.\u003C\u002Fp>\n\n\u003Ch2 id=\"L2069\">\u003Cspan style=\"font-size: 14pt\">Entry into force and termination\nof collective agreement etc.\u003C\u002Fspan>\u003C\u002Fh2>\n\n\u003Ch3 id=\"L2071\">Agreement on the understanding of the 50 per cent rule\u003C\u002Fh3>\n\n\u003Ch4 id=\"L5186\">WHEN SHOULD THE RULE BE FOLLOWED?\u003C\u002Fh4>\n\n\u003Cp>The calculation to determine whether the 50 per cent rule has been met is\nbased on the employment position in the week in which the request for a\ncollective agreement was received by Dansk Erhverv Arbejdsgiver.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2077\">WHICH EMPLOYEES ARE INCLUDED?\u003C\u002Fh4>\n\n\u003Cp style=\"margin-left:2em;\">a.Only employees within the scope of the collective\nagreement are included.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">b.Employees covered by section 12(2), point c,\nparagraph 2 of the collective agreement cannot be included.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">c.Spouses, parents, children, siblings and other\nclose family and relations by marriage are not included.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">d.Those who are ill or absent (holiday, days off,\nmaternity leave) are included if they are still employed by the enterprise, but\ntemporary replacements for such people are not included even if the period of\ncover exceeds three months.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">e.Employees under notice of termination are\nincluded if they can still be regarded as being employed by the enterprise.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Employees who leave in the relevant week are only\nincluded if they have been employed for the whole week.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Employees who join in the relevant week are\nincluded as if they had been employed by the enterprise for the whole week.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">f.Extra staff who are not employed for more than\nthree months are not included.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">g.Agency staff are not included.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">h.Home workers are not included.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">i.Union representatives are not included.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2101\">FULL-TIME\u002FPART-TIME\u003C\u002Fh4>\n\n\u003Cp>a.Full-time employees, including trainees, count in full.\u003C\u002Fp>\n\n\u003Cp>b.Part-time employees are included as follows:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Under 15 hours\u002Fweek: not included\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">From 15 hours to 30 hours\u002Fweek: included at 50 per\ncent\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">30 hours\u002Fweek and over: included in full\u003C\u002Fp>\n\n\u003Cp>c.In the case of a split post, i.e. where an employee works both within and\noutside of the scope of the collective agreement, the work carried out within\nthe scope of the collective agreement will be included according to the rules\nfor part-time employees.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2115\">Agreement on non-standard agreements\u003C\u002Fh3>\n\n\u003Cp>It is agreed that it is appropriate to build up experience of non-standard\nagreements (those deviating from the collective agreement).\u003C\u002Fp>\n\n\u003Cp>The parties therefore agree that, within the scope of the collective\nagreement, non-standard agreements may be entered into, including agreements to\nwaive the rules laid down in the collective agreement on wages and\u002For working\nhours and on matters such as chain cooperation in the self-administration of\nskills development funds.\u003C\u002Fp>\n\n\u003Cp>Such agreements shall be entered into locally between the enterprise or\ngroups of enterprises and the employee(s) covered by the agreement. Before the\nagreement can enter into force, it must be approved by the parties to the\ncollective agreement.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-GENEQ_trigger\">\u003Ch2 id=\"L5269\">Equalpay\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L2125\">Agreement on equal pay\u003C\u002Fh3>\n\n\u003Cp>The parties wish to create the best conditions for women and men within the\nscope of the collective agreement so that they enjoy equal rights and\nconditions based on their individual situations and wishes - and hence also\nequal opportunities.\u003C\u002Fp>\n\n\u003Cp>The parties therefore intend to maintain and expand a high level of\nparticipation by both men and women in the Danish labour market, where the rate\nof employment among women is among the highest in the world.\u003C\u002Fp>\n\n\u003Cp>Equal pay is a natural part of a modern and dynamic labour market.\u003C\u002Fp>\n\n\u003Cp>It is therefore agreed that gender may not have any bearing on the\ndetermination of employees’ wages by the individual enterprise.\u003C\u002Fp>\n\n\u003Cp>With this agreement, the parties wish to focus more strongly on ensuring\nthat men and women receive equal pay for the same work or work that can be\nassigned the same value.\u003C\u002Fp>\n\n\u003Cp>It has therefore been agreed to support the individual enterprises and\nemployees in their ongoing work to assure adherence to the principles of equal\npay.\u003C\u002Fp>\n\n\u003Cp>The parties have therefore entered into the following agreement:\u003C\u002Fp>\n\n\u003Ch3 id=\"L2141\">Agreement on implementing the Danish Equal Pay Act\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>SECTION 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>There may not be any wage discrimination on grounds of sex in conflict with\nthe rules set out in this agreement. This applies to both direct discrimination\nand indirect discrimination.\u003C\u002Fp>\n\n\u003Cp>(2)Every enterprise must pay equal wages to men and women, with respect to\nall wage elements and conditions, for the same work or work that is assigned\nthe same value. Particularly where a vocational classification system is used\nto set wages, this system must be based on the same criteria for male and\nfemale employees and set up in such a way that it rules out discrimination on\ngrounds of sex.\u003C\u002Fp>\n\n\u003Cp>(3)The assessment of the value of the work shall be based on an overall\nevaluation of relevant qualifications and other factors.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>SECTION 2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydiscrimination\">\u003Cp>Direct discrimination occurs when one employee is treated less favourably,\non grounds of sex, than another employee in a comparable situation. Any form of\nless favourable treatment of a female employee in connection with pregnancy and\nduring women’s 14 weeks’ absence after the birth shall be regarded as\ndirect discrimination.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(2)Indirect discrimination occurs when a provision, criterion or practice\nwhich is apparently neutral treats employees of one gender less favourably than\nemployees of the other gender, unless the provision, condition or practice has\nan objective basis in a practical purpose and the means of fulfilling it are\nproportionate and necessary.\u003C\u002Fp>\n\n\u003Cp>(3)Pay comprises the general basic or minimum wage and all other benefits\nthat the employee receives directly or indirectly from the enterprise in money\nor in kind as a result of the employment relationship.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>SECTION 3\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>An employee whose pay is lower than another, contrary to section 1, shall be\nentitled to the difference.\u003C\u002Fp>\n\n\u003Cp>(2)An employee whose rights have been violated as a result of wage\ndiscrimination on grounds of sex may be granted compensation. The compensation\nshall be based on the employee’s length of service and the general facts of\nthe case. The compensation will normally be exhaustive. However, the parties\nhave also agreed that the Equal Pay Board established between Dansk Erhverv\nArbejdsgiver and HK HANDEL may impose fines when there is a breach of the rules\non the preparation of equal pay statistics\u002Freports broken down by gender, cf.\nsection 6 below, or where there are specific circumstances.\u003C\u002Fp>\n\n\u003Cp>Demands for fines, cf. subsection 2, must be raised no later than the\norganisation meeting, cf. rules on industrial disputes. After this, there may\nbe no demand for a fine to be paid unless there have been new breaches of\nsection 6 or there is new information to support the presumption of systematic\nviolations.\u003C\u002Fp>\n\n\u003Cp>(3)Where a disagreement involves elements dealt with under the rules set out\nin the Cooperation Agreement, cf. section 6(4) below, this can be addressed in\nits entirety by the Equal Pay Board instead of the Cooperation Board in\naccordance with the principle of a single system of sanctions.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>SECTION 4\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>An employee is entitled to disclose details of their own wage level. These\ndetails may be passed on to anybody.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>SECTION 5\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>An enterprise may not dismiss or suspend an employee, including a staff\nrepresentative, for any other unfavourable treatment by the enterprise in\nresponse to a complaint or because the employee or staff representative has\nsubmitted a claim for equal pay, including equal wage conditions, or because\nthe employee has passed on details of their pay. An enterprise may not dismiss\nan employee or a staff representative because they have submitted a claim\npursuant to section 7(1).\u003C\u002Fp>\n\n\u003Cp>(2)It is up to the enterprise to prove that a dismissal is not in conflict\nwith the rules given in subsection (1). If the dismissal takes place more than\na year after the employee submitted a claim for equal pay, the first sentence\nwill only apply, however, if the employee can show objective circumstances to\nindicate that the dismissal was undertaken contrary to subsection 1.\u003C\u002Fp>\n\n\u003Cp>(3)A dismissed employee may submit a claim for compensation or\nreinstatement. Any reinstatement must be in accordance with the principles laid\ndown in the main agreement. The compensation shall be based on the employee’s\nlength of service and the general facts of the case.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>SECTION 6\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>An enterprise with at least 35 employees shall produce annual pay statistics\nbroken down by gender for groups of at least 10 employees of each gender\ngrouped by the six-digit DISCO code for use in consultation and information to\nemployees on pay differences between men and women at the enterprise. This\nshall not apply, however, to enterprises in the agriculture, horticulture,\nforestry and fishing industries. If the pay statistics broken down by gender\nare regarded as confidential with respect to the enterprise’s legitimate\ninterests, the details may not be passed on.\u003C\u002Fp>\n\n\u003Cp>(2)The pay statistics broken down by gender pursuant to subsection (1) shall\nbe drawn up for groups of employees with a level of detail corresponding to the\n6-digit DISCO code. The enterprise is also obliged to explain the make-up of\nthe statistics and the definition of “pay” used.\u003C\u002Fp>\n\n\u003Cp>(3)Enterprises that report annual pay statistics to the Confederation of\nDanish Employers may request pay statistics broken down by gender according to\nsubsection (1) from Dansk Erhverv Arbejdsgiver free of charge. Enterprises may\nalso request pay statistics broken down by gender free of charge according to\nsubsection (1) from Statistics Denmark.\u003C\u002Fp>\n\n\u003Cp>(4)The enterprise’s obligation to produce pay statistics broken down by\ngender according to subsection (1) shall lapse if the enterprise enters into an\nagreement with the employees of the enterprise to produce a report. The report\nshall include a description of conditions that have a bearing on the pay of men\nand women in the enterprise, and any concrete action initiatives that may last\nup to three years, along with the detailed monitoring of these in the reporting\nperiod. The report must cover all the enterprise’s employees and must be\nhandled in accordance with the rules laid down in the Cooperation Agreement.\nThe report must be produced by the end of the calendar year in which the\nobligation to draw up pay statistics broken down by gender was in place.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>SECTION 7\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>An employee who does not believe that the enterprise is meeting its\nobligation to pay equal wages, including equal wage conditions, under this\nagreement may apply to have the claim examined as an industrial dispute.\u003C\u002Fp>\n\n\u003Cp>(2)If an employee who feels that their rights have been violated, cf.\nsection 1, can show objective circumstances to indicate that direct or indirect\ndiscrimination has taken place, it is up to the enterprise to prove that the\nprinciple of equal treatment has not been violated.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>SECTION 8\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Where HK Handel finds grounds for an equal pay case, an inspection of the\nenterprise by the parties may be arranged before negotiations begin.\u003C\u002Fp>\n\n\u003Cp>(2)In connection with the inspection\u002Forganisation negotiations, it shall be\nagreed what pay details are required for use in a possible case.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>SECTION 9\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Infringements of sections 1-5 and section 7(2) of this implementing\nagreement may be brought before either the Equal Pay Board set up between the\nparties or the civil courts. HK HANDEL has chosen the forum to be used when a\ncomplaint\u002Fwrit is lodged. Regardless of the choice of forum, the normal\npossibilities of negotiation shall be exhausted, cf. section 9(1) and (2) of\nthe collective agreement. Other matters concerning the interpretation,\nunderstanding and breach of the Danish Equal Pay Act or equivalent implementing\nagreements shall be brought before the Equal Pay Board set up between DA and\nLO\u002Fthe parties.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>SECTION 10\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The parties have agreed that the Danish Equal Pay Act will not then apply to\nemployment relationships covered by the collective agreement, and that any\ndisputes concerning equal pay shall be resolved within the industrial disputes\nsystem, but cf. section 9 of this agreement.\u003C\u002Fp>\n\n\u003Cp>The parties have also agreed to incorporate any amendments to the Danish\nEqual Pay Act into this agreement, as a consequence of possible changes to\nobligations under EU law.\u003C\u002Fp>\n\n\u003Ch2 id=\"L2213\">\u003Cspan style=\"font-size: 14pt\">Pay\u003C\u002Fspan>\u003C\u002Fh2>\n\n\u003Ch3 id=\"L2215\">Agreement on the pay of shop assistants\u003C\u002Fh3>\n\n\u003Cp>It is agreed that trained shop assistants are covered by the rules of the\nShop Workers’ Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>For details of the pay of trained shop assistants, please refer to section\n2(3).\u003C\u002Fp>\n\n\u003Ch4 id=\"L2221\">SHOP ASSISTANTS\u003C\u002Fh4>\n\n\u003Cp>Trained shop assistants are paid in accordance with the general pay\nprovision for unskilled workers in the Shop Workers’ Collective Agreement,\nalthough a special shop assistant supplement of DKK 750.00 per month is paid\nwith effect from the first of the month in which the training ends.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2225\">DOCUMENT OF MUTUAL UNDERSTANDING\u003C\u002Fh4>\n\n\u003Cp>In connection with entering into an agreement on the pay of trained shop\nassistants, it has been agreed that the special shop assistant supplement of\nDKK 750.00 per month to the minimum wage rate applicable at any time for\nunskilled workers shall not be offset.\u003C\u002Fp>\n\n\u003Cp>The supplement for trained shop assistants does not alter the principle that\npersonal pay shall be agreed pursuant to the rules on this in the Shop\nWorkers’ Collective Agreement. The non-offset shop assistant supplement is\nnot included in the assessment of the personal pay.\u003C\u002Fp>\n\n\u003Cp>It is agreed that the separate time off granted for obtaining a vocational\nqualification, cf. point e of section 7(1) of the Shop Workers’ Collective\nAgreement, can also be used to achieve the status of shop assistant.\u003C\u002Fp>\n\n\u003Cp>It is also agreed that an employee is only entitled to the total 3 x 5 weeks\nof time off once, in other words the time that may be granted for achieving the\nstatus of shop assistant is withdrawn if the employee subsequently wishes to\nmake use of point d of section 7(1) to achieve the status of sales\nassistant.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2235\">Agreement on phasing in free-choice account contributions\u003C\u002Fh3>\n\n\u003Cp>A.New members of Dansk Erhverv Arbejdsgiver, who have joined the Shop\nWorkers’ Collective Agreement no later than three months after becoming a\nmember, may opt to phase in free-choice account contributions of the collective\nagreement under the following conditions if, after joining, the enterprise has\nnot already set up a free-choice account or similar scheme, or if the\nenterprise has a free-choice account or similar scheme with lower\ncontributions. Enterprises that before joining have a free-choice account or\nsimilar scheme with the same contributions as the contributions applicable at\nthe time of joining are not included in the below points B-D.\u003C\u002Fp>\n\n\u003Cp>B.According to section 2(1-11) and (13), the enterprise may deduct the\ncontributions into the free-choice account applicable at the time of joining,\ncf. section 2(12), paragraph 2, exclusive of 4.0 percentage points. However, it\nis not possible to deduct more than the individual employee will still be able\nto receive the minimum wage rate, shift allowance, length of service supplement\nand other mandatory wage components laid down in the collective agreement.\u003C\u002Fp>\n\n\u003Cp>C.From the joining, the enterprise is under the obligation to pay\ncontributions to the free-choice account according to section 2(12), paragraph\n2, exclusive of 4 percentage points, and contributions according to the\u003C\u002Fp>\n\n\u003Cp>below phasing-in scheme in point D. If the enterprise does not want phasing\nin, the full contribution is paid according to section 2(12), paragraph 2.\u003C\u002Fp>\n\n\u003Cp>D.With respect to the 4.0 percentage points, new members of the Dansk\nErhverv Arbejdsgiver may require phasing as follows:\u003C\u002Fp>\n\n\u003Cp>No later than three months after becoming a member of Dansk Erhverv\nArbejdsgiver, but with effect from the first of a month, the enterprise must\npay 1.0 per cent in contribution to the free-choice account.\u003C\u002Fp>\n\n\u003Cp>No later than one year after joining, 2.0 per cent must be paid in\ncontribution to the free-choice account.\u003C\u002Fp>\n\n\u003Cp>No later than two years after joining, 3.0 per cent must be paid in\ncontribution to the free-choice account.\u003C\u002Fp>\n\n\u003Cp>No later than three years after joining, 4.0 per cent must be paid in\ncontribution to the free-choice account.\u003C\u002Fp>\n\n\u003Cp>E.The manner in which the phase-in is to take place shall be specified in\neach case when an enterprise joins the collective agreement.\u003C\u002Fp>\n\n\u003Cp>F.Any existing free-choice account or similar scheme at the date of entry\ninto force of the collective agreement will expire and be replaced by the\nfree-choice account of the collective agreement.\u003C\u002Fp>\n\n\u003Cp>G.Phasing-in schemes set up before 1 March 2020 will continue unchanged.\u003C\u002Fp>\n\n\u003Cp>With effect form 1 June 2020, HK HANDEL will, no later than on the 20th of\neach month, receive an updated list of new members of the Dansk Erhverv\nArbejdsgiver for the previous month.\u003C\u002Fp>\n\n\u003Ch2 id=\"L2263\">Middle managers\u003C\u002Fh2>\n\n\u003Ch3 id=\"L2265\">Agreement on the understanding of the Agreement on middle\nmanagers\u003C\u002Fh3>\n\n\u003Cp>1.When the collective agreement was renewed on 1 March 2004, it was made\npossible for middle managers to be hired according to the pay and working hours\nrules in the Salaried Employees’ Collective Agreement for Trade, Knowledge\nand Service. It is, however, agreed that middle managers may not be ordered to\nwork more than an average of 45 hours a week over 13 weeks.\u003C\u002Fp>\n\n\u003Cp>It is also agreed that where there is an agreement on function-based pay for\nmiddle managers, there shall be a fair relationship between the wage and the\noverall content of the post. In addition to the general principles pursuant to\nsection 4 of the Salaried Employees’ Collective Agreement for Trade,\nKnowledge and Service, consideration should also be given to whether the agreed\nwage is reasonable in relation to the wage that a skilled worker receiving the\nShop Workers’ Collective Agreement’s minimum payment rate would earn with\nthe payment of standard supplements for work at specific times and payment for\novertime work.\u003C\u002Fp>\n\n\u003Cp>It is agreed that this assessment in itself shall not form the basis for\nback pay claims, but over a suitable period shall merely serve as an indication\nof the total assessment of the fairness of the agreed wage.\u003C\u002Fp>\n\n\u003Cp>A difference of opinion over the wage determination may also be settled in\naccordance with the general provisions of the Salaried Employees’ Collective\nAgreement for Trade, Knowledge and Service.\u003C\u002Fp>\n\n\u003Cp>Paragraph 4 above shall not be understood as implying any restriction to the\nemployee’s right to have their wage determination reviewed in accordance with\nthe rules in the Salaried Employees’ Collective Agreement for Trade,\nKnowledge and Service.\u003C\u002Fp>\n\n\u003Cp>2.Where a shop wishes to hire additional middle managers beyond the starting\npoint set out in the collective agreement, this requires an agreement with HK\nHANDEL, cf. section 3(4) of the collective agreement. In such an agreement,\nemphasis shall be placed on whether the appointment of middle managers\nfollowing a complete assessment is justifiable given the shop’s\ncircumstances.\u003C\u002Fp>\n\n\u003Cp>3.In the event of a temporary reduction in staff, the middle manager may\nretain their position as middle manager.\u003C\u002Fp>\n\n\u003Cp>4.Current practice concerning the distinction between managers\u002Fspecially\ntrusted employees will not change when the agreement on middle managers is\nentered into.\u003C\u002Fp>\n\n\u003Cp>5.The provisions in sections 1, 3 and 4 of the Salaried Employees’\nCollective Agreement for Trade, Knowledge and Service read as follows:\u003C\u002Fp>\n\n\u003Ch4 id=\"L2285\">SECTION 1 WORKING HOURS\u003C\u002Fh4>\n\n\u003Cp>”1. The normal weekly effective working time constitutes up to 37\nhours.\u003C\u002Fp>\n\n\u003Cp>2.The working hours are set locally at the individual enterprise taking into\nconsideration the interests of the employee and the enterprise.\u003C\u002Fp>\n\n\u003Cp>3.The working hours of both full-time and part-time employees can be\narranged using variable weekly working hours within a period not exceeding 26\nweeks. If the working hours for the period are planned in such a way that they\nexceed 45 hours per week in one or more of these weeks, hours in excess of 45\nhours should be paid with an overtime supplement, cf. section 3, even if the\naverage weekly working hours for the period have not been exceeded.\u003C\u002Fp>\n\n\u003Cp>All hours up to 37 hours in the individual week, cf. subsection (1), or as\nan average for a period, cf. paragraph 1 of the current provision, are paid for\nboth full-time and part-time employees at the normal wage.\u003C\u002Fp>\n\n\u003Cp>4.The average weekly working hours calculated over a 26-week period may not\nexceed 48 hours including overtime work, cf. EU Directive 93\u002F104\u002FEC of 23\nNovember 1993 concerning certain aspects of the organisation of working\ntime.\u003C\u002Fp>\n\n\u003Cp>5.For on-call shifts, telephone answering shifts and work in continuous\noperation, negotiations shall be opened locally on shift plans and payment\nrules. Where agreement cannot be reached, either party can request that the\nparties be involved.\u003C\u002Fp>\n\n\u003Cp>Please also refer to Agreement on on-call shifts.\u003C\u002Fp>\n\n\u003Cp>6.Employees must have an aggregate break of at least 30 minutes per day,\nunless otherwise agreed. The total break time per day may not exceed one hour.\nOn days where the working hours end before 14:00, it may be agreed between the\nparties that breaks will not be taken.\u003C\u002Fp>\n\n\u003Cp>7.The provisions do not prevent flexitime schemes being agreed.\u003C\u002Fp>\n\n\u003Cp>8.The employee is entitled to a day off with pay on either 24 December or 31\nDecember, as chosen by the enterprise. Furthermore, the employee is entitled to\ntime off with pay on Constitution Day.\u003C\u002Fp>\n\n\u003Cp>Employees who work on a day off, and who are not employed on a\nfunction-based pay basis, are paid normal overtime pay, unless the day off\nfalls on a Sunday. In the latter case, overtime is paid at a rate of 100 per\ncent.\u003C\u002Fp>\n\n\u003Cp>The enterprise and employee may agree to another day off being granted.\u003C\u002Fp>\n\n\u003Cp>9.Local agreements for increased variable working hours\u003C\u002Fp>\n\n\u003Cp>At each workplace, as a pilot scheme in the collective agreement period, a\nwritten local agreement can be entered into with the trade union representative\nfor a working hours schedule period of up to 52 weeks, provided that the\naverage working hours are 37 hours over the working hours schedule period. If\nthere is no trade union representative at the workplace, the agreement will be\nentered into with the local HK branch.\u003C\u002Fp>\n\n\u003Cp>The agreement determines the framework for the increased variable working\nhours. Lack of consensus on understanding of the local agreement may be subject\nto industrial dispute procedures, cf. Section 17.\u003C\u002Fp>\n\n\u003Cp>It is assumed that part-time employees who would like more hours\u002Fto work\nfull-time will be accommodated in connection with the conclusion of the local\nagreement on changing the working hours schedule period.\u003C\u002Fp>\n\n\u003Cp>Agreements on the timing of the working hours will be made with the\nindividual employee or groups of employees.\u003C\u002Fp>\n\n\u003Cp>It must be ensured that the local agreement will contain rules on\ntermination.”\u003C\u002Fp>\n\n\u003Ch4 id=\"L2323\">SECTION 3 OVERTIME WORK\u003C\u002Fh4>\n\n\u003Cp>”The parties have agreed that overtime shall be restricted as much as\npossible with due consideration for the interests of the enterprise.\u003C\u002Fp>\n\n\u003Cp>Overtime is only paid when the work is done on the orders of the employer or\nits representative at the workplace.\u003C\u002Fp>\n\n\u003Cp>Where possible, notice of overtime work shall be given no later than the\npreceding day. For overtime work of which notice was given, but no part was\nactually done, and where notice of this change was given less than four hours\nbefore the overtime work was due to have started, 1 hourly rate + 50 per cent\nis paid.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>1.Payment\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>A.The rate for overtime work for which supplements can be claimed, cf.\nsections 1 and 2, is calculated at the hourly rate + 50 per cent for the first\nthree overtime hours. Thereafter, and for all overtime worked on Sundays and\nweekday holidays, it is calculated at the hourly rate + 100 per cent.\u003C\u002Fp>\n\n\u003Cp>Overtime work done between 00:00 and 06:00 is paid at the hourly rate + 100\nper cent.\u003C\u002Fp>\n\n\u003Cp>The calculation is based on half hours.\u003C\u002Fp>\n\n\u003Cp>The payment is calculated from the time at which the overtime work began.\u003C\u002Fp>\n\n\u003Cp>B.If the employee is called in to work overtime without prior notice, after\nleaving work at the end of normal working hours, the overtime supplement shall\nbe 100 per cent.\u003C\u002Fp>\n\n\u003Cp>C.The hourly rate shall be calculated as the relevant employee’s total\nmonthly wage divided by 160.33.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2.Time off in lieu\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>A.Time off in lieu of overtime may be agreed, such that 50 per cent hours\nare exchanged for 1.5 hours off and 100 per cent hours are exchanged for 2\nhours off for every hour of overtime worked.\u003C\u002Fp>\n\n\u003Cp>B.The timing of the time off in lieu shall be agreed between the enterprise\nand the individual employee, normally with one week’s notice. The time off in\nlieu shall where possible be granted as full or half days off and taken within\ntwo months of working the overtime.\u003C\u002Fp>\n\n\u003Cp>C.If the employee has reported sick to the enterprise before the start of\nthe normal working hours on the day on which they were due to take agreed time\noff in lieu, the illness shall be considered to be an impediment to taking the\ntime off in lieu. If the employee has planned several days of time off in lieu,\nthe time off in lieu impediment will also apply to illness on any subsequent\nday off in lieu.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2353\">SECTION 4 PAY\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>1.Determination of pay\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>A.Pay shall be agreed directly between the enterprise and the employee in\neach individual case. Wage levels, including any agreements on function-based\npay, shall be reviewed and adjusted where necessary at least once a year on an\nindividual basis.\u003C\u002Fp>\n\n\u003Cp>B.The pay should reflect the employee’s performance, qualifications,\nability, flexibility and work at specific times, the nature and\nresponsibilities of the post, and any training received. The pay should reflect\nthe employee’s performance, qualifications, ability, flexibility and work at\nspecific times, the nature and responsibilities of the post, and any training\nreceived and if agreement on function-based pay has been concluded, cf. section\n4(1), point F.\u003C\u002Fp>\n\n\u003Cp>C.Pay systems may be introduced in the individual enterprise with the aim of\nenhancing the enterprise’s competitiveness and development and also employee\ndevelopment.\u003C\u002Fp>\n\n\u003Cp>D.An employee is entitled to request negotiations with the enterprise where\nthe pay differs significantly from the starting level for comparable groups of\nemployees at the enterprise or comparable enterprises within the sector.\u003C\u002Fp>\n\n\u003Cp>Where the pay determined for the individual employee is in obvious conflict\nwith the condition set out in subsection (1), point b, either party may request\nnegotiations involving both organisations.\u003C\u002Fp>\n\n\u003Cp>E.Where disparities are considered to be present in the area as a whole, the\nparties have a right to institute proceedings according to the rules in effect\nat any given time for the handling of industrial disputes, cf. rules below on\nthe bargaining committee.\u003C\u002Fp>\n\n\u003Cp>F.When determining wage levels, agreements may be concluded on\nfunction-based pay, taking into account the principles set out in subsection\n(1), point b. Such an agreement may stipulate that the pay should also include\npayment for overtime work and any other inconvenience, with the effect that no\novertime payments are made, cf. section 3.\u003C\u002Fp>\n\n\u003Cp>Any disagreements on wage levels for individuals for whom function-based pay\nhas been agreed may be brought before a bargaining committee, if it is clear\nthat there is a significant disparity between the pay and the overall content\nof the post, cf. subsection (1), point b.\u003C\u002Fp>\n\n\u003Cp>The bargaining committee shall be made up of two representatives of each of\nthe parties, with a view to preventing function-based pay resulting in a large\nnumber of cases.\u003C\u002Fp>\n\n\u003Cp>If a majority of the members of the bargaining committee cannot agree upon a\ngiven case, the committee shall be extended to include an impartial arbitrator\nappointed jointly by the parties. In the event of continued disagreement, the\ndecision of the arbitrator shall be final.\u003C\u002Fp>\n\n\u003Cp>When the committee is extended, the general practice relating to industrial\narbitration shall apply, with adjustments as required by the nature of the\ncase.\u003C\u002Fp>\n\n\u003Cp>The arbitrator shall however decide, after a concrete assessment of the\nindividual case, upon the level and allocation of the costs of the case, and\nmay impose fines for unnecessary recourse to the committee.\u003C\u002Fp>\n\n\u003Cp>Finally, the arbitrator may rule that a specific case should be decided by a\nwritten procedure.\u003C\u002Fp>\n\n\u003Cp>G.Personal pay shall be negotiated and determined on the principles laid\ndown in the Danish Equal Pay Act.\u003C\u002Fp>\n\n\u003Cp>H.The parties have discussed the local wage formation. The pay increases\nthat are, for example, a result of increases in the free-choice account can be\nincluded in connection with the individual assessment of pay.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2.Free-Choice Account\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>A. INTRODUCTION\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>To address individual wishes for a choice between time off, pension or pay,\nthe individual employee shall be given their own free-choice account.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>B.DEPOSITS\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>5.0 per cent of the holiday entitlement pay shall be deposited in the\nfree-choice account.\u003C\u002Fp>\n\n\u003Cp>As of 1 March 2021, 6.0 per cent of the holiday entitlement pay shall be\ndeposited in the free-choice account.\u003C\u002Fp>\n\n\u003Cp>As of 1 March 2022, 7.0 per cent of the holiday entitlement pay shall be\ndeposited in the free-choice account.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>C.EXTRA HOLIDAY DAYS AND PENSION\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Transitional scheme\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Ifthe employee has accrued extra holiday entitlement as of 1 May 2020, the\nemployee may choose, by means of written notification before 1 June 2020 to the\nenterprise, to convert one or more of the extra holiday days in the period 1\nMay 2020 to 31 August 2021 to a deposit in the free-choice account rather than\ntaking them as holiday. For extra holiday days for the period from 1 May 2020\nto 31 August 2021, a total of 6.67 extra holiday days, applies that one extra\nholiday day can be converted to 0.375 per cent of the pay entitled to a holiday\nin the period from 1 May 2020 to 31 August 2021. If all 6.67 extra holiday days\nare converted to a deposit in the free-choice account, 2.5 per cent will thus\nbe paid on an ongoing basis in the period from 1 May 2020 to 31 August 2021.\u003C\u002Fp>\n\n\u003Cp>The above paragraph about transitional scheme will be deleted as of 1\nSeptember 2020 and be replaced by the following paragraph:\u003C\u002Fp>\n\n\u003Cp>Each year in May (from 2021), if the employee has accrued extra holiday\nentitlement as of 1 September, the employee may choose, by means of written\nnotification to the enterprise, to convert one or more of the extra holiday\ndays in the next holiday year to a deposit in the free-choice account rather\nthan taking them as holiday. An extra holiday day can be converted into 0.5 per\ncent of the holiday entitlement pay. If all five extra holiday days are\nconverted to a deposit in the free-choice account, 2.5 per cent will thus be\npaid on an ongoing basis within the holiday year.\u003C\u002Fp>\n\n\u003Cp>All savings deposits placed in the free-choice account include holiday pay\nas well as holiday allowance for the deposit even though they are paid as\nwages.\u003C\u002Fp>\n\n\u003Cp>Employees who are entitled to an occupational pension under the rules of the\ncollective agreement when making their decision can inform the enterprise each\nyear in May (from 2021) that all or part of the savings deposit to the\nfree-choice account is to be paid into the pension scheme in the next holiday\nyear (1 September - 31 August). In 2020 the choice must be made on 1 June at\nthe latest and applies to the period from 1 May 2020 to 31 August 2021.\u003C\u002Fp>\n\n\u003Cp>The enterprise may set minimum limits for the deposit of monthly pension\ncontributions of DKK 75. If the amount per month is less than this minimum\ncontribution, the enterprise may decide to combine the contributions for two\nmonths.\u003C\u002Fp>\n\n\u003Cp>The deposit of extra pension contributions does not trigger an employer’s\ncontribution for the deposit.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>D.PAYOUT\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Employees can opt to have an amount from their free-choice account paid out\nvia their wage payment by way of time off, e.g. holiday, extra holiday days,\ntime off for dependants or days off and children’s second full day of illness\nunder the collective agreement, but no more than twice a year.\u003C\u002Fp>\n\n\u003Cp>From 1 May 2020, the above also applies to doctor visits in connection with\nchildren’s illness.\u003C\u002Fp>\n\n\u003Cp>The employee must notify the enterprise when a payout transaction is to be\nmade from the account. Notice shall be given no later than the 10th of the\nmonth in which the payout is to take place. The employee decides the size of\nthe payout, but amounts larger than the current balance cannot be paid out.\u003C\u002Fp>\n\n\u003Cp>For employees who take days off for senior employees in accordance with the\nrules on this, cf. Agreement on retirement scheme, the balance on the\nfree-choice account will be reduced by the wages paid out plus any holiday\nallowance\u002Fholiday pay.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>E.ONGOING PAYOUT OPTION\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>If the employee does not have the entire free-choice account at their\ndisposal in connection with their free choice before 1 June (in 2020: 1 April),\ncf. the above, the enterprise may pay the remaining contribution as an ongoing\npayment together with the employee’s wages. It is a condition for the payout\nthat the enterprise is able to document that the employee has been asked to\nmake a choice.\u003C\u002Fp>\n\n\u003Cp>The parties to the collective agreement encourage the enterprises to take\nsteps to inform the employees about the possibilities of the free-choice\naccount, and the parties to the collective agreement will prepare information\nmaterial to support this practice.\u003C\u002Fp>\n\n\u003Cp>The enterprise may enter into a local agreement with the local trade union\nrepresentative about ongoing payment together with the pay of up to the entire\ncontribution to the free-choice account, cf. section 4(2), point B\n(”CONTRIBUTIONS”). If there is no local trade union representative, the\nlocal agreement is concluded with the local HK branch. For groups and\nenterprises with several locations, an agreement can only be concluded with HK\nPrivat - HK HANDEL.\u003C\u002Fp>\n\n\u003Cp>The enterprise cannot set down separate terms and conditions of employment\nfor ongoing payout.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>F.SURPLUS SAVING WITH THE FREE-CHOICE ACCOUNT\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>If there is a surplus in the free-choice account at the end of the holiday\nperiod (in 2002: the end of the holiday year), the amount is carried over to\nthe next holiday period for payment then.\u003C\u002Fp>\n\n\u003Cp>If the employee leaves, the free-choice account will be closed and any\nsurplus paid together with the last wage payment from the enterprise.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>3.Calculation of pay for incomplete months\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>A.When the pay for individual days is calculated for a person who has joined\nor left the enterprise in the course of the month or has taken holiday or\nunpaid leave, it shall be calculated as the monthly wage minus 4.8 per cent for\neach day the relevant employee was not at work.\u003C\u002Fp>\n\n\u003Cp>B.Payment shall be made for Saturdays off and weekday holidays that fall\nwithin the work period.\u003C\u002Fp>\n\n\u003Cp>C.The parties agree that section 4(3), point a does not imply that\ndeductions should be made when an employee on function-based pay takes\ncompensatory leave as part of the agreement on function-based pay.”\u003C\u002Fp>\n\n\u003Ch2 id=\"L2453\">Pension\u003C\u002Fh2>\n\n\u003Ch3 id=\"L2455\">Agreement on pension schemes\u003C\u002Fh3>\n\n\u003Ch4 id=\"L2457\">1.RESPECT FOR EXISTING AGREEMENTS\u003C\u002Fh4>\n\n\u003Cp>Existing enterprise schemes that cover all groups of employees covered by\nthis collective agreement may take the place of Pension for salaried employees\n- PFA Pension under the following conditions:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Cp>Contributions to the scheme must always be at least equal to the\ncontribution stipulated in the collective agreement, and they must at least\nprovide the insured (or their dependants) with an old age pension, cf. below,\nand a one-off sum of DKK 60,000 in the event of death or disability. If these\nconditions are not satisfied at the outset, the enterprise must make efforts to\nensure that the scheme is modified. In connection with any future\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>modifications to contribution levels, the enterprise may withhold an amount\nof the employee’s pay equal to the employee’s contribution to the pension\nscheme stipulated in the collective agreement.\u003C\u002Fp>\n\n\u003Cp>At least 50 per cent of the contribution to a pension scheme shall be used\nfor a lifelong benefit (annuity).\u003C\u002Fp>\n\n\u003Cp>Where a pension is phased in, payments shall first be made to the insurance\nelements stipulated in the collective agreement, such that the proportion of\nthe pension contribution to be used for an annuity may be less than 50 per\ncent.\u003C\u002Fp>\n\n\u003Cp>The above requirement applies to all pension schemes covered by the Shop\nWorkers’ Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>Pension agreements already entered into at enterprises covered by the\ncollective agreement, where the pension contribution to an instalment and\u002For\ncapital pension exceeds 50 per cent, may be retained. Similarly, agreements\nentered into with parts of capital chains covered by the collective agreement\nand members of Dansk Erhverv Arbejdsgiver that differ from the above may be\nretained by shops\u002Fdepartments owned by the same capital chain that were not\ncovered by the collective agreement at the outset.\u003C\u002Fp>\n\n\u003Cp>Enterprises covered by the collective agreement in the future - whether they\nare current or future members of Dansk Erhverv Arbejdsgiver - will fall under a\npension obligation from the date on which the collective agreement comes into\nforce. The conditions under which existing pension agreements entered into for\nsuch enterprises may be considered to satisfy the pension obligations laid down\nin the collective agreement are that the agreements should have been entered\ninto before the request for a collective agreement was made, that the\nconditions listed above concerning compliance with other agreements should be\nsatisfied (requirements relating to the benefit structure), and that any\nmodification to the agreements that may be needed should be made no later than\nsix months after the collective agreement has entered into force.\u003C\u002Fp>\n\n\u003Cp>In groups, the same principles of compliance with existing agreements shall\napply as in enterprises in general in relation to this agreement. However, an\nenterprise within a group that is covered by the collective agreement but does\nnot have an existing pension agreement may meet the pension obligation set out\nin the collective agreement via an existing pension agreement applied elsewhere\nin the group. This shall only apply, however, if this agreement is generally\napplied within the group, and if the agreement in the enterprise concerned\ncovers all employees under the collective agreement in that enterprise.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2477\">2.GROSS PAY AGREEMENTS\u003C\u002Fh4>\n\n\u003Cp>Gross pay agreements, i.e. agreements that stipulate that the pay should be\ndetermined on the basis of the employee taking the initiative to establish a\npension scheme and finance the contributions from their pay, shall be respected\nprovided that they can be documented and were entered into before the end of\nDecember 1992, and on these further conditions:\u003C\u002Fp>\n\n\u003Cp>Under a gross pay agreement, a pension scheme has to be established that\nmeets the requirements for existing agreements laid down in the present\nagreement, cf. above concerning contributions to existing schemes. A gross pay\nagreement that the employee did not follow up by establishing a pension scheme\nbefore 1 November 1993 - or for enterprises covered by the collective agreement\nin the future, no later than three months after the collective agreement\nentered into force - must be followed up at the request of the enterprise to\nensure that a pension scheme is established.\u003C\u002Fp>\n\n\u003Cp>In this connection, the enterprise may withhold an amount of the\nemployee’s gross pay equal to the contribution to the pension scheme\nstipulated in the collective agreement (the sum of the agreed employee’s and\nemployer’s contributions). If this has not been done before the deadline, a\npension scheme for the employees concerned shall be established within the\nscheme established by the parties to the collective agreement. The full amount\nshall be withheld by the enterprise from the gross pay and paid to the pension\ncompany.\u003C\u002Fp>\n\n\u003Cp>Gross pay agreements entered into from 1 January 1993 onwards shall be\nfollowed up by establishing a pension scheme within the scheme founded by the\nparties, and again the enterprise may withhold an amount of the\u003C\u002Fp>\n\n\u003Cp>employee’s gross pay equal to the contribution to the pension scheme\nstipulated in the collective agreement (the sum of the agreed employee’s and\nemployer’s contributions).\u003C\u002Fp>\n\n\u003Ch4 id=\"L2489\">3.OFFSET\u003C\u002Fh4>\n\n\u003Cp>Where an enterprise is already meeting its pension obligations in accordance\nwith the collective agreement, no changes shall be made to the total of\nindividual employee’s pay and employer’s contribution to the scheme as a\nresult of the mandatory pension contribution under the collective agreement,\nprovided that the enterprise makes use of its offset facility under the\ncollective agreement.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2493\">4.PHASING IN OF PENSION\u003C\u002Fh4>\n\n\u003Cp>A.Future members of Dansk Erhverv Arbejdsgiver who have joined the Shop\nWorkers’ Collective Agreement no later than three months after becoming a\nmember may opt to phase in the pension scheme under the following conditions.\nHowever, this excludes enterprises which HK HANDEL required to join the\ncollective agreement before they became a member of Dansk Erhverv\nArbejdsgiver.\u003C\u002Fp>\n\n\u003Cp>B.The pension scheme shall be phased in as follows:\u003C\u002Fp>\n\n\u003Cp>No later than three months after becoming a member of Dansk Erhverv\nArbejdsgiver, but with effect from the first of a month, 25 per cent of the\npension contribution applicable on this date shall be paid.\u003C\u002Fp>\n\n\u003Cp>One year after joining, the pension contribution shall be increased to 50\nper cent of the pension contribution applicable on this date.\u003C\u002Fp>\n\n\u003Cp>Two years after joining, the pension contribution shall be increased to 75\nper cent of the pension contribution applicable on this date.\u003C\u002Fp>\n\n\u003Cp>Three years after joining, the pension contribution shall be increased to\nthe pension contribution stipulated in the collective agreement.\u003C\u002Fp>\n\n\u003Cp>The enterprise’s contribution represents 2\u002F3 and the employee’s\ncontribution 1\u002F3.\u003C\u002Fp>\n\n\u003Cp>C.The manner in which the phase-in is to take place shall be specified in\neach case when an enterprise joins the collective agreement.\u003C\u002Fp>\n\n\u003Cp>D.The agreement on pension schemes within the collective agreement shall\napply.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2513\">5.CONDITIONS OF ENTITLEMENT TO A PENSION\u003C\u002Fh4>\n\n\u003Cp>All employees shall have a pension scheme in place once the following\nconditions have been met:\u003C\u002Fp>\n\n\u003Cp>The scheme covers employees who have reached the age of 20, but not\ntrainees. However, trainees in the retail training programme step 2 (retail\nmanager), cf. section 1(5) in Executive Order no. 475 of 26\u002F04\u002F2019, who have\nreached the age of 20 on 1 July 2020, are entitled to pension.\u003C\u002Fp>\n\n\u003Cp>The employee must have been employed continuously for three months at one or\nmore enterprises covered by the collective agreement. This length of service\nrequirement is set aside in cases where the employee was already covered by an\noccupational pension scheme based on a collective agreement when they were\nhired.\u003C\u002Fp>\n\n\u003Cp>For employees who fulfil the aforementioned conditions, it is also the case\nthat other conditions agreed between the parties to achieve risk coverage and\nreceive insurance benefits must be met.\u003C\u002Fp>\n\n\u003Cp>For employees who have reached retirement age and where it is not possible\nto pay premiums for risk insurance, the full pension contribution goes to the\nold age pension.\u003C\u002Fp>\n\n\u003Cp>For employees who receive old age pension benefits but are still active on\nthe labour market and fulfil the conditions for entitlement to the pension\nscheme, the enterprise’s pension contributions go to an annuity\u002Fearly\u003C\u002Fp>\n\n\u003Cp>retirement pension without insurance elements. The enterprise and the\nemployee may enter into an agreement on the enterprise’s contribution being\npaid out as an allowance that does not give entitlement to holiday and which is\npaid out together with the holiday allowance stipulated in the Danish Holiday\nAct. When the employee leaves, this will be paid together with the final wage\npayment. If it has been agreed between the enterprise and the employee that the\nenterprise’s contribution is to be paid together with the holiday allowance,\nthe enterprise may from 1 May 2020 opt to pay the enterprise’s pension\ncontribution on an ongoing basis together with the pay as an allowance that\ndoes not give entitlement to holiday.\u003C\u002Fp>\n\n\u003Cp>Change as of 1 May 2020:\u003C\u002Fp>\n\n\u003Cp>For employees who reach the retirement age on 1 May 2020 or later, the\nfollowing applies:\u003C\u002Fp>\n\n\u003Cp>If the employee is still employed after having reached the retirement age,\nthe employee must choose in advance if accrued pension contributions are to\ncontinue (if this is possible), or if the pension contribution is to be paid on\nan ongoing basis as a supplement not entitled to holiday. The insurance cover\nwill cease when the employee reaches the retirement age. If the employee does\nnot make a choice, the enterprise will continue to pay contributions to the\npension scheme.\u003C\u002Fp>\n\n\u003Cp>Employees who have reached the age of 60 and are not already covered by a\npension scheme will not be enrolled in an occupational pension scheme. The\nenterprise’s pension contribution shall be paid to these employees together\nwith their holiday allowance. From 1 May 2020, the enterprise may choose to pay\nthe enterprise’s pension contributions on an ongoing basis together with the\npay as a supplement that is not entitled to holiday.\u003C\u002Fp>\n\n\u003Cp>Unless otherwise stated in this agreement, the pension scheme shall be set\nup with:\u003C\u002Fp>\n\n\u003Cp>Pension for salaried employees - PFA Pension\u003C\u002Fp>\n\n\u003Cp>Sundkrogsgade 4\u003C\u002Fp>\n\n\u003Cp>DK-2100 Copenhagen Ø\u003C\u002Fp>\n\n\u003Cp>Tel.: +45 3917 5000\u003C\u002Fp>\n\n\u003Ch4 id=\"L2547\">6.CHANGE OF PENSION PROVIDER\u003C\u002Fh4>\n\n\u003Cp>Enterprises covered by the collective agreement that wish to change their\npension provider are permitted to do so.\u003C\u002Fp>\n\n\u003Cp>The following conditions shall be met when there is a change of pension\nprovider:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•A ballot on the change of pension provider shall\nbe held among the employees at the enterprise who are entitled to a pension.\nThe enterprise will inform the employees of the details and consequences of any\nchange. If a majority of the votes cast are in favour of a change in provider,\nthen this can take place.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•The conditions set out in the collective\nagreement for a change of provider must be met.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•The transfer of the employees’ deposits in\nconjunction with a change must take place at no cost to the employees. No\ndeductions may therefore be made from the deposits by either the ceding\nenterprise or the receiving enterprise.\u003C\u002Fp>\n\n\u003Cp>Please refer to the guidance on page 89 on change of pension provider.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2561\">7.FREE-CHOICE ACCOUNT\u003C\u002Fh4>\n\n\u003Cp>Please also refer to the rules agreed on the free-choice account, cf.\nsection 2(12).\u003C\u002Fp>\n\n\u003Ch4 id=\"L2565\">8.INDEMNITY\u003C\u002Fh4>\n\n\u003Cp>Documentation to show that enterprises covered by the collective agreement\nare satisfying the pension provisions of the collective agreement may be\nprovided by way of a declaration from the pension insurance company confirming\nthat the scheme meets the requirements for pension schemes laid down in the\ncollective agreement and that the pension company vouches for this.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2569\">9.RISK SURPLUS\u003C\u002Fh4>\n\n\u003Cp>Any risk surpluses arising from insurance cover shall be used to adjust the\npremiums or paid into the funds of those insured.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2573\">10.REDEMPTION OF PENSION SCHEME\u003C\u002Fh4>\n\n\u003Cp>The pension scheme may only be redeemed if the insured takes up permanent\nresidence abroad. Redemption shall be subject to the applicable tax rules.\u003C\u002Fp>\n\n\u003Cp>Smaller pension funds may be redeemed in accordance with the applicable tax\nrules. The parties shall agree an upper limit for redemption. As of 1 March\n2014, this limit has been set at DKK 8,000.00.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2579\">11.ADMINISTRATION COSTS IN COMPANY PENSION SCHEMES\u003C\u002Fh4>\n\n\u003Cp>The parties agree that it is important that the administration costs in\ncompany pension schemes are reasonable and that the costs should be kept at an\nappropriately low level. The costs should therefore always correspond to the\nbenefits received by the individual employee\u002Fpensioner.\u003C\u002Fp>\n\n\u003Ch2 id=\"L2583\">Guidance on change of pension provider - Shop Workers’\nCollective Agreement and Salaried Employees’ Collective Agreement For Trade,\nKnowledge and Service\u003C\u002Fh2>\n\n\u003Cp>\u003Cstrong>THE FOLLOWING RULES SHALL APPLY WHEN THERE IS A CHANGE OF PENSION\nPROVIDER\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>These rules are the same within the scope of the Shop Workers’ Collective\nAgreement and Salaried Employees’ Collective Agreement for Trade, Knowledge\nand Services and apply to those employees who are covered by these\nagreements.\u003C\u002Fp>\n\n\u003Cp>Enterprises covered by the collective agreement that wish to change their\npension provider are permitted to do so. However, this does not apply to\nenterprises which have previously had pension agreements with\nFunktionærPension, or which are otherwise covered by the FunktionærPension\nportfolio in Pension for salaried employees - PFA Pension. Ultimately,\nenterprises which have already entered into a pension scheme before entering\ninto the collective agreement, and which will therefore be covered by the\nPension for salaried employees on entering into the collective agreement,\ncannot make a change of pension provider unless the parties come to an\nagreement on this.\u003C\u002Fp>\n\n\u003Cp>The conditions for changing pension provider are:\u003C\u002Fp>\n\n\u003Cp>•A ballot on the change of pension provider shall be held among the\nemployees at the enterprise who are entitled to a pension.\u003C\u002Fp>\n\n\u003Cp>•The enterprise must inform the employees of the details and consequences\nof any change. If a majority of the votes cast are in favour of a change in\nprovider, then this can take place.\u003C\u002Fp>\n\n\u003Cp>•The conditions set out in the collective agreement for a change of\nprovider must be met. These conditions are that there must be disability and\ndeath cover of at least DKK 60,000 and an old age pension.\u003C\u002Fp>\n\n\u003Cp>•The transfer of the employees’ deposits in conjunction with a change\nmust take place at no cost to the employees. No deductions may therefore be\nmade from the deposits by either the ceding enterprise or the receiving\nenterprise.\u003C\u002Fp>\n\n\u003Cp>It is often the enterprise that takes the initiative to change pension\nproviders, sometimes at the request of the employees. It is important for the\nemployees that the process for changing pension providers should be handled in\na satisfactory way.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Consultation committee\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>If the enterprise has a consultation committee, this must be informed of the\nenterprise’s plans to change pension providers before the formal process is\nset in motion.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Who should participate in the ballot?\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The ballot shall take in those employees eligible for a pension who are\ncovered by the Shop Workers’ Collective Agreement and Salaried Employees’\nCollective Agreement for Trade, Knowledge and Services.\u003C\u002Fp>\n\n\u003Cp>If the enterprise is covered by both the Shop Workers’ Collective\nAgreement and Salaried Employees’ Collective Agreement for Trade, Knowledge\nand Services, a separate ballot shall be held for each agreement.\u003C\u002Fp>\n\n\u003Cp>A list should therefore be produced of employees eligible for a pension who\nare to take part in the ballot.\u003C\u002Fp>\n\n\u003Cp>In order to be eligible for a pension under the collective agreement, the\nfollowing conditions must be satisfied on the date of the ballot:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•The employee must have reached the age of 20.\nTrainees are not generally eligible for a pension. Traineeships entered into\nafter 1 July 2006 in the office and warehouse sector are however eligible for a\npension.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•The employee must have been employed\ncontinuously for three months at one or more enterprises covered by the\ncollective agreement, unless the employee is already covered by a collective\noccupational pension scheme upon joining the enterprise.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Information material\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The decision to change pension providers may have significant long-term\nfinancial consequences for employees’ insurance and pension conditions. Any\ndecision to change pension provider should therefore be taken on a well-\ninformed basis.\u003C\u002Fp>\n\n\u003Cp>It is the enterprise’s duty to inform the employees of the details and\nconsequences of any change. It may therefore be helpful to produce an overview\nof the differences between the relevant pension schemes. The information may be\ndrawn up by the relevant pension providers.\u003C\u002Fp>\n\n\u003Cp>The information may be provided in various ways.\u003C\u002Fp>\n\n\u003Cp>The parties recommend that the pension providers should draw up an easily\nunderstandable and concise set of information material explaining the\nadvantages and drawbacks of the different products offered by the enterprises.\nThis written material should be supplemented by the provision of a staff\nmeeting at which information is given and employees have the opportunity to ask\nquestions.\u003C\u002Fp>\n\n\u003Cp>Employees should be given a period of at least 14 days to seek advice and\nguidance before the ballot on a possible change of pension provider is held.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>No costs to employees\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>A change of pension provider must not entail any costs to those insured.\nThis means that changes of pension provider must not involve any deduction from\nthe insured persons’ funds. If the “old” pension provider changes a fee\nfor winding up the fund, the enterprise or the new pension provider shall bear\nthe cost of this.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Insurance brokers\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Insurance brokers are independent persons or enterprises whose role is to\nobtain the best possible insurance conditions for their customers. Insurance\nbrokers are the enterprise’s advisors.\u003C\u002Fp>\n\n\u003Cp>Where an insurance broker is involved in the change of pension provider, it\nis recommended that the enterprise should inform employees of how the broker is\nto be paid. This information can be provided together with the other details\ngiven to employees in connection with the change of pension provider.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>The ballot itself\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>There are no rules laid down in the collective agreement for the way in\nwhich the ballot should be conducted.\u003C\u002Fp>\n\n\u003Cp>The ballot may therefore be handled in the way the enterprise finds most\nappropriate.\u003C\u002Fp>\n\n\u003Cp>If there is a request for a secret ballot, the enterprise must consider\nwhether to comply with this request.\u003C\u002Fp>\n\n\u003Cp>If doubts are subsequently raised as to whether the ballot was conducted\ncorrectly, the enterprise needs to be able to document this.\u003C\u002Fp>\n\n\u003Cp>The parties therefore recommend that the ballot should be held in writing.\nThe enterprise may establish a ballot committee with one representative from\nmanagement and one from the staff.\u003C\u002Fp>\n\n\u003Cp>No approval is required.\u003C\u002Fp>\n\n\u003Cp>Dansk Erhverv Arbejdsgiver or HK do not have to approve a change of pension\nprovider.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2659\">Collective agreement on pension conditions for employees in flex\njobs\u003C\u002Fh3>\n\n\u003Cp>For collective agreements within the DA\u002FLO area, including accession\nagreements, which contain provisions on membership of an occupational pension\nscheme without a prior health assessment, and which do not have and are\nunlikely later to include special provisions on pension conditions for\nemployees in flex jobs, cf. Danish Act on Active Social Policy or later\nlegislation on flex jobs, the following shall apply:\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>SECTION 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Persons who, when employed in flex jobs pursuant to the Danish Act on Active\nSocial Policy or later legislation on flex jobs, are already covered by or\nmembers of one or more pension schemes set up as part of an employment\nrelationship may arrange for their pension contributions to go to the pension\nscheme that they last paid into.\u003C\u002Fp>\n\n\u003Cp>Persons who, when employed in flex jobs pursuant to the Danish Act on Active\nSocial Policy or later legislation on flex jobs, are not already covered by or\nmembers of a pension scheme set up as part of an employment relationship or do\nnot wish to pay into an existing pension scheme may arrange for their pension\ncontributions to go to the pension scheme specified in the collective\nagreement. These persons shall be admitted to the pension scheme specified in\nthe collective agreement in accordance with the conditions of insurance in\nplace at the date of admission.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>SECTION 2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Provisions in collective agreements and other agreements pursuant to these\non special pension provisions for flex job holders shall take precedence over\nthis agreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>SECTION 3\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Where there is any disagreement on exercising the rights laid down in this\nagreement, this shall be handled according to the normal rules of industrial\ndisputes and employment law.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>SECTION 4\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>This agreement shall take effect from 1 March 2003.\u003C\u002Fp>\n\n\u003Cp>The agreement may be terminated by giving six months’ notice to 1 January\nany year. If one of the organisations desires any changes to the agreement, it\nshall inform the other party of this six months prior to termination, whereupon\nnegotiations shall be entered into without recourse to arbitration in order to\nreach a consensus and so avoid termination of the agreement.\u003C\u002Fp>\n\n\u003Cp>If the negotiations on a renewal after prior termination are not completed\nby 1 January of the year in question, the agreement shall apply even though the\ntermination date has been exceeded, until the current collective agreements are\nreplaced by new ones, and it shall then lapse when the new collective\nagreements enter into force.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2685\">Framework agreement on harassment and voilence\u003C\u002Fh3>\n\n\u003Cp>Agreement on implementing the framework agreement on harassment and violence\nat work HK HANDEL and Dansk Erhverv Arbejdsgiver have entered into the\nfollowing agreement to implement the European framework agreement between\nBusinesseurope, UEAPME, CEEP and ETUC on harassment and violence at work of 26\nApril 2007.\u003C\u002Fp>\n\n\u003Cp>The parties agree that it is a shared responsibility to work to prevent\nharassment and violence at work, and to follow up on any instances where\nemployees, managers or employers are subjected to bullying, harassment and\nviolence.\u003C\u002Fp>\n\n\u003Cp>The aim of the agreement is to increase awareness and knowledge of bullying,\nworkplace harassment and violence and to provide an action-oriented framework\nto identify, prevent and manage problems of bullying, harassment and violence\nat work.\u003C\u002Fp>\n\n\u003Cp>During the period of the collective agreement, the parties will discuss the\nframework within which problems of bullying, harassment and violence can best\nbe resolved.\u003C\u002Fp>\n\n\u003Cp>The parties intend to develop tools that workplaces can use to prevent and\nmanage bullying and violence. These tools may be developed under the auspices\nof BAR Handel.\u003C\u002Fp>\n\n\u003Cp>The parties also intend to discuss how knowledge of bullying, harassment and\nviolence can be disseminated to employers, managers and employees.\u003C\u002Fp>\n\n\u003Ch2 id=\"L2699\">Fixed-term employment\u003C\u002Fh2>\n\n\u003Ch3 id=\"L2701\">Agreement on implementing the EU Fixed-term Work Directive\n(Council Directive of 28 June 1999)\u003C\u002Fh3>\n\n\u003Ch4 id=\"L2703\">SECTION 1 PURPOSE\u003C\u002Fh4>\n\n\u003Cp>Dansk Erhverv Arbejdsgiver and HK HANDEL have entered into the following\nagreement in order to implement the Council Directive on Fixed-term Work in the\nShop Workers’ Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>The parties to the collective agreement agree that the existing agreement\nbetween the parties does not conflict with the provisions of the above\nDirective, and that this agreement implements the Directive.\u003C\u002Fp>\n\n\u003Cp>The purpose of the agreement is:\u003C\u002Fp>\n\n\u003Cp>a.to improve the quality of fixed-term work by ensuring the application of\nthe principle of non-discrimination;\u003C\u002Fp>\n\n\u003Cp>b.to establish a framework to prevent abuse arising from the use of\nsuccessive fixed-term employment contracts or relationships.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2715\">SECTION 2 SCOPE\u003C\u002Fh4>\n\n\u003Cp>This agreement shall apply to all employees in fixed-term employment who are\ncovered by the collective agreement entered into between the parties.\u003C\u002Fp>\n\n\u003Cp>The agreement shall not apply to:\u003C\u002Fp>\n\n\u003Cp>a.employees on initial vocational training and apprenticeship schemes;\u003C\u002Fp>\n\n\u003Cp>b.persons supplied to a user enterprise by a temporary staff agency.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2725\">SECTION 3 DEFINITIONS\u003C\u002Fh4>\n\n\u003Cp>For the purpose of this agreement:\u003C\u002Fp>\n\n\u003Cp>a.“a fixed-term worker”: means a person having an employment contract or\nrelationship entered into directly between an employer and a worker where the\nend of the employment contract or relationship is determined by objective\nconditions such as reaching a specific date, completing a specific task, or the\noccurrence of a specific event.\u003C\u002Fp>\n\n\u003Cp>b.“a comparable permanent worker”: means a worker with an employment\ncontract or relationship of indefinite duration, in the same establishment,\nengaged in the same or similar work\u002Foccupation, due regard being given to\nqualifications\u002Fskills.\u003C\u002Fp>\n\n\u003Cp>Where there is no comparable permanent worker in the same enterprise, the\ncomparison shall be made with a full-time worker covered by one of the\ncollective agreements between the parties.\u003C\u002Fp>\n\n\u003Cp>In respect of employment conditions, fixed-term workers shall not be treated\nin a less favourable manner than comparable permanent workers solely because\nthey have a fixed-term contract or relationship unless different treatment is\njustified on objective grounds.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2737\">SECTION 4 PRINCIPLE OF NON-DISCRIMINATION\u003C\u002Fh4>\n\n\u003Cp>The principle of proportionate pay and proportionate rights shall apply to\nthe area covered by the present agreement.\u003C\u002Fp>\n\n\u003Cp>Length-of-service qualifications in the collective agreement between the\nparties relating to particular conditions of employment shall be the same for\nfixed-term workers as for permanent workers except where different\nlength-of-service qualifications are justified on objective grounds.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2743\">SECTION 5 PROVISIONS ON ABUSE\u003C\u002Fh4>\n\n\u003Cp>To prevent abuse arising from the use of successive fixed-term employment\ncontracts or relationships, the renewal of such employment contracts or\nrelationships shall be based on objective circumstances reflecting the\nsituation of the enterprise or the nature of the work or matters specific to\nthe industry or the employee.\u003C\u002Fp>\n\n\u003Cp>The parties agree that the above text is not intended to bring about any\nchange to the rules and legal practice applicable to workers covered by the\nexisting collective agreement between the parties.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2749\">SECTION 6 INFORMATION AND EMPLOYMENT OPPORTUNITIES\u003C\u002Fh4>\n\n\u003Cp>Employers shall inform fixed-term workers about vacancies which become\navailable at the enterprise to ensure that they have the same opportunity to\nsecure permanent positions as other workers.\u003C\u002Fp>\n\n\u003Cp>Such information may be provided personally via the relevant trade union\nrepresentatives or by way of a general announcement at a suitable place in the\nundertaking or establishment.\u003C\u002Fp>\n\n\u003Cp>As far as possible, employers should facilitate access by fixed-term workers\nto appropriate vocational training opportunities to enhance their skills,\ncareer development and occupational mobility.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2757\">SECTION 7 INFORMATION AND CONSULTATION\u003C\u002Fh4>\n\n\u003Cp>Fixed-term workers shall be taken into consideration in calculating the\nthreshold above which workers’ representative bodies provided for in national\nand Community law may be constituted in the undertaking as required by\ncollective agreements, Acts, etc.\u003C\u002Fp>\n\n\u003Cp>As far as possible, the enterprise should give consideration to the\nprovision of appropriate information to existing bodies representing workers\nabout fixed-term work at the enterprise.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2763\">SECTION 8 CONCLUDING PROVISIONS\u003C\u002Fh4>\n\n\u003Cp>This agreement shall not affect the protection given to fixed-term employees\nby the existing collective agreement between the parties.\u003C\u002Fp>\n\n\u003Cp>This agreement is subject to more specific community provisions.\u003C\u002Fp>\n\n\u003Cp>Disputes in relation to this agreement shall be handled according to the\nnormal rules of industrial disputes and employment law.\u003C\u002Fp>\n\n\u003Cp>In the event of termination of the collective agreement, the parties are\nobliged to comply with the provisions relating to the implementation of the\nCouncil Directive on fixed-term work until another agreement takes its place or\nthe Directive is amended. The parties agree that there should be no recourse to\narbitration in connection with this implementing agreement.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2773\">Agreement on the understanding of the Agreement on implementing\nthe EU Fixed-term Work Directive (Council Directive of 28 June 1999)\u003C\u002Fh3>\n\n\u003Cp>Dansk Erhverv Arbejdsgiver and HK HANDEL have entered into negotiations on\nimplementing the Council Directive on fixed-term work.\u003C\u002Fp>\n\n\u003Cp>In the course of the negotiations, it was agreed that both temporary\nemployees and agency staff are covered by the Shop Workers’ Collective\nAgreement in its entirety, including the rules on working hours. However, it is\nagreed that working time schedules for both full-time and part-time employees\nadopted for a period of less than 16 weeks should organise working hours as an\naverage over the number of weeks for which they are employed, as this group\ncannot be covered by a 16-week plan. With this exception, the general\nprovisions of section 1 on working hours shall apply to temporary employees and\nagency staff.\u003C\u002Fp>\n\n\u003Cp>It is also agreed that rights to e.g. extra holiday days,\nmaternity\u002Fpaternity pay, continuing training, child’s first day of illness,\netc. acquired after 6\u002F9 months’ service shall be acquired regardless of\nwhether the length of service has been achieved via several continuous\nfixed-term employment periods or relationships.\u003C\u002Fp>\n\n\u003Cp>Persons supplied to a user enterprise by a temporary staff agency are not\ncovered by the above.\u003C\u002Fp>\n\n\u003Ch2 id=\"L2783\">Trade union representatives\u003C\u002Fh2>\n\n\u003Ch3 id=\"L2785\">Trade union agreement on the dismissal of trade union\nrepresentatives etc.\u003C\u002Fh3>\n\n\u003Cp>The parties have agreed that section 8(8) of the National Collective\nAgreement for Shop Workers also applies to members of HK HANDEL who have been\nelected as trade union representatives or working environment representatives,\nmembers of the European Works Council employed in Denmark and board members and\nsubstitutes elected by employees at the enterprises where the national\ncollective agreement for shop workers has not entered into force.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2789\">Agreement on regional trade union representatives\u003C\u002Fh3>\n\n\u003Cp>Voluntary agreements on regional union representatives may be entered into\nbetween the enterprise and the employees where specifically agreed between HK\nHANDEL and Dansk Erhverv Arbejdsgiver.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>RIGHT TO STAND FOR ELECTION\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The same rules apply to the right to stand for election as a regional trade\nunion representative as under the general rules for trade union\nrepresentatives.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>HOW CAN A REGIONAL TRADE UNION REPRESENTATIVE BE\nELECTED?\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The unionised employees in the region can elect a regional union\nrepresentative from their number.\u003C\u002Fp>\n\n\u003Cp>Where a regional union representative is elected, the election of the\nexisting trade union representatives in the relevant region will lapse.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>ELECTION AS A REGIONAL UNION REPRESENTATIVE\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The rules in the collective agreement on the election of trade union\nrepresentatives also apply to the regional trade union representative.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>TASKS, OBLIGATIONS AND DISMISSAL OF THE REGIONAL UNION\nREPRESENTATIVE\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The rules in the collective agreement on the tasks and obligations of trade\nunion representatives also apply to the regional union representative.\u003C\u002Fp>\n\n\u003Cp>The rules in the collective agreement on the dismissal of trade union\nrepresentatives also apply to the regional union representative.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>TERMINATION\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Corporate agreements on regional trade union representatives may be\nterminated by either side giving six months’ notice.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>TIME OFF FOR UNION REPRESENTATIVE DUTIES\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The parties agree that the Dansk Erhverv Arbejdsgiver is to recommend to its\nmember companies that members of the HK HANDEL Industry Board, the Trade Union\nCommittee and HK’s Executive Committee are given the necessary time off for\nperforming these duties. HK HANDEL will inform Dansk Erhverv Arbejdsgiver about\nthe elections made.\u003C\u002Fp>\n\n\u003Ch2 id=\"L2821\">Training etc.\u003C\u002Fh2>\n\n\u003Ch3 id=\"L2823\">Agreement on the skills development fund\u003C\u002Fh3>\n\n\u003Ch4 id=\"L2825\">1.PURPOSE\u003C\u002Fh4>\n\n\u003Cp>The purpose of the HK Handel Skills Development Fund is to provide for the\ndevelopment of employees’ skills in order to maintain and enhance the\ncompetitiveness of enterprises in a globalised economy. The purpose of the fund\nis also to support the development of employees’ skills to maintain and\nenhance their employment opportunities.\u003C\u002Fp>\n\n\u003Cp>With a view to further increased efforts in this area, the parties have\nestablished the HK Handel Skills Development Fund, which is intended to provide\ngrants for employees to attend skills development activities of their\nchoice.\u003C\u002Fp>\n\n\u003Cp>With this agreement, the parties wish to create a dynamic basis for the use\nand administration of resources that the parties agree to allocate according to\nsection 7(1), point d of the Shop Workers’ Collective Agreement. The aim is\nfor these resources to be used for the benefit of employees’ employment\nopportunities, in both the short and the long term. At the same time, the\ncompetitiveness of the retail sector should be promoted in the best possible\nway.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2833\">2.TIME OFF FOR TRAINING\u003C\u002Fh4>\n\n\u003Cp>The entitlement to time off for training laid down in the collective\nagreements has been extended to allow time for self-selected training relevant\nto employment within the scope of the Shop Workers’ Collective Agreement. A\ncondition of entitlement to time off for training that the enterprise does not\nconsider relevant to the enterprise is that the employee can obtain a grant for\nthis training according to the rules for skills development support set out\nbelow.\u003C\u002Fp>\n\n\u003Cp>Employees with a minimum of nine months’ service shall be given an annual\nentitlement to two weeks’ time off for self-selected training relevant to\ntheir employment within the scope of the collective agreement.\u003C\u002Fp>\n\n\u003Cp>This time off may be used, for example, for training at both basic and\nadvanced levels, for both general and vocational continuing training and to\ntake part in an assessment of prior learning in the public sector and relevant\nprivate-sector schemes.\u003C\u002Fp>\n\n\u003Cp>Pilot scheme:\u003C\u002Fp>\n\n\u003Cp>Employees who enrol on a vocational training programme leading to a\ntechnical qualification within the retail sector, cf. section 7(1), point e of\nthe collective agreement, may apply to www.kompetencefonde.dk for assistance\nwith course fees, transport, any course materials and reimbursement for lost\nearnings for the completion of the planned training for up to five weeks a year\nin the period in which vocational training is undertaken by agreement with the\nenterprise.\u003C\u002Fp>\n\n\u003Cp>It is a condition of support from the skills development fund that the\nemployee should also apply for an adult education (VEU) grant or for state\neducational support for adults.\u003C\u002Fp>\n\n\u003Cp>Workers employed in enterprises that administer their own skills development\nfund resources - and only in connection with an agreement on vocational\ntraining that leads to a vocational qualification - may also apply to the\nskills development fund for support.\u003C\u002Fp>\n\n\u003Cp>It is agreed that the above is a pilot scheme applicable only in the period\nof the collective agreement. The pilot scheme will therefore lapse on 28\nFebruary 2023.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2851\">3.GRANT\u003C\u002Fh4>\n\n\u003Cp>A.The enterprise shall pay a sum equal to DKK 400.00 per year per full-time\nemployee covered by the collective agreement. For part-time employees, this\namount shall be reduced pro rata.\u003C\u002Fp>\n\n\u003Cp>B.Basis for calculation\u003C\u002Fp>\n\n\u003Cp>The contribution shall be calculated from the number of employees covered by\nthe Shop Workers’ Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>C.Employees covered by the Shop Workers’ Collective Agreement can apply\nfor a grant according to the rules set out below.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2861\">4.HK HANDEL SKILLS COMPETENCE FUND\u003C\u002Fh4>\n\n\u003Cp>A.The parties to the collective agreement have established a jointly-owned\nscheme to administer the contributions made according to section 3. The\nspecific guidelines for this are laid down in the statutes of the skills\ndevelopment fund. The parties shall be equally represented on the board of the\nfund.\u003C\u002Fp>\n\n\u003Cp>B.The board of the fund shall make specific decisions on:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•the administration and collection of\ncontributions;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•guidelines for allocation, cf. point d;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•accounts etc., as the fund’s accounts are\nsubject to auditing;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•the determination and collection of VEU\ncontributions, where this task is transferred to the parties in the labour\nmarket.\u003C\u002Fp>\n\n\u003Cp>The board of the fund can also define guidelines for reporting of skills\ndevelopment support administered within the enterprise, in addition to the\nrules in section 5.\u003C\u002Fp>\n\n\u003Cp>C.Requests for grants\u003C\u002Fp>\n\n\u003Cp>Resources from the fund can be applied for by employees who are employed in\nan enterprise covered by the Shop Workers’ Collective Agreement if the\nenterprise has not established its own skills development account etc., cf.\npoint (5). Applications shall be forwarded via the enterprise, which will\nconfirm that the employment is covered by the Shop Workers’ Collective\nAgreement and also provide details of the employee’s wages.\u003C\u002Fp>\n\n\u003Cp>D.Application\u003C\u002Fp>\n\n\u003Cp>Within the financial capacity of the fund, the Skills Development Fund may\nprovide grants for employees’ training activities covered by section 7(1),\npoints c, d and e of the Shop Workers’ Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>E.It is a condition of eligibility for a grant that the enterprise does not\npay all or part of the employee’s wages during the training.\u003C\u002Fp>\n\n\u003Cp>The resources may be used for\u003C\u002Fp>\n\n\u003Cp>•grants for external training costs (course fees and materials, travel\ncosts, etc.)\u003C\u002Fp>\n\n\u003Cp>•grants to cover part of employees’ lost wages during training, up to an\namount that, together with any public reimbursement of lost wages, makes up 85\nper cent of personal pay excluding shift allowance.\u003C\u002Fp>\n\n\u003Cp>In allocating support, a reasonable balance should be sought among the\ndifferent occupational groups covered by the collective agreement in relation\nto the payments made.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2895\">5.SKILLS DEVELOPMENT SUPPORT ADMINISTERED WITHIN THE\nENTERPRISE\u003C\u002Fh4>\n\n\u003Cp>A.Member enterprises that themselves wish to administer the training\nresources may administer and pay out the resources mentioned in point a of\nsection 3. The enterprise must have established a training committee and have\nat least 80 employees covered by point b of section 3.\u003C\u002Fp>\n\n\u003Cp>B.If the requirement laid down in point a is no longer satisfied, the\nenterprise will be covered by section 4 with effect from the next calendar\nyear. Any residual balance from the enterprise’s skills development account\nshall be transferred to the HK Handel Skills Development Fund.\u003C\u002Fp>\n\n\u003Cp>C.Local budgets and plans\u003C\u002Fp>\n\n\u003Cp>The enterprise shall take steps to ensure that high-level budgets and\npriorities for the use of skills development account resources are established\nin consultation with employees.\u003C\u002Fp>\n\n\u003Cp>It is the enterprise’s training committee that establishes the criteria\nfor awarding grants. Grants may only be paid according to the rules given in\npoint d of section 4. Grants cannot therefore be given for training that the\nenterprise decides to provide under section 7 of the Shop Workers’ Collective\nAgreement.\u003C\u002Fp>\n\n\u003Cp>The planning should take account of the possibility of awarding grants for\nboth skills development aimed at qualifying employees for other functions\nwithin the enterprise and skills development to enhance the individual\nemployee’s qualifications and opportunities for employment within the scope\nof the collective agreement.\u003C\u002Fp>\n\n\u003Cp>Where agreed locally, the skills development account may be used for other\ntraining when the employee leaves the enterprise.\u003C\u002Fp>\n\n\u003Cp>D.Allocation\u003C\u002Fp>\n\n\u003Cp>Employees can apply for a grant within the limits of point c. The training\ncommittee bears the overall responsibility for the criteria for allocating\nresources, cf. point c. It is a prerequisite for allocating a grant that\nresources must be available in the skills development account. The training\ncommittee may decide that resources should be collected in the account for use\nin future training activities. Unless otherwise agreed, any unused resources in\nexcess of one year’s payments shall be transferred to the HK Handel Skills\nDevelopment Fund. The enterprise’s training manager shall assess whether the\napplication meets the criteria and falls within the budgets defined by the\ntraining committee, and shall allocate grants on this basis. If a grant is\nrefused, the employee is entitled to receive a written explanation ofthe reason\nfor this, and the trade union representative may ask to have the matter\nexamined as an industrial dispute following consultation with the training\ncommittee. The matter cannot however be referred for industrial arbitration.\u003C\u002Fp>\n\n\u003Cp>E.Administration\u003C\u002Fp>\n\n\u003Cp>The enterprise shall ensure that its skills development account is kept\ntopped up. The enterprise’s audit function shall certify, along with the\nannual report, that resources have been allocated and used or transferred in\naccordance with these rules. The enterprise’s compliance with its obligation\nto calculate, direct and settle course accounts shall be handled solely\naccording to the rules for handling disputes, cf. section 9, including any\nindustrial arbitration.\u003C\u002Fp>\n\n\u003Cp>Once a year, enterprises that manage their own skills development funds may\nwithdraw an administration contribution for the enterprise corresponding to the\ncalculated administration percentage for the HK Handel Skills Development Fund\nfor the financial year in question. This withdrawal may take place when the HK\nHandel Skills Development Fund’s financial statements are completed and\napproved.\u003C\u002Fp>\n\n\u003Cp>Employees who are representatives in the enterprise’s training committee\nare permitted one day off per year to participate in an ERFA meeting held by HK\nHANDEL. The employee shall be compensated for lost wages and receive\nreimbursement for transport expenses from the enterprise’s skills development\nfund.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2923\">6.OTHER COLLECTIVE AGREEMENT AREAS\u003C\u002Fh4>\n\n\u003Cp>A.Dansk Erhverv Arbejdsgiver may decide to allow other collective agreement\nareas or other enterprises to be included in the scheme established under\nsection 3. The accounting shall be separate so that resources from one area\ncannot be used in another.\u003C\u002Fp>\n\n\u003Cp>B.Enterprises that follow the provisions in the Shop Workers’ Collective\nAgreement without being members of Dansk Erhverv Arbejdsgiver, e.g. in\naccession agreements, shall pay into the HK Handel Skills Development Fund. The\nboard of the fund may order these enterprises to pay a cost-based\nadministration charge for the processing of applications from these enterprises\nand their employees. The board of the fund shall ensure that payments into and\nout of the fund from these enterprises and to their employees are kept separate\nfrom the point of view of accounting from the resources of member enterprises\nof Dansk Erhverv Arbejdsgiver.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2929\">7.DOUBT REGARDING INTERPRETATION\u003C\u002Fh4>\n\n\u003Cp>If there is a discrepancy between the contents of the collective agreement\nand the Agreement on the Skills Development Fund, the latter shall take\nprecedence.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2933\">8.BASIC CONDITIONS OF THE SCHEME\u003C\u002Fh4>\n\n\u003Cp>If the Danish Parliament adopts rules in the period of the collective\nagreement that impose additional payment obligations or other obligations in\nthe area of continuing training on the parties to the collective agreement,\nmember enterprises and\u002For employees, the present agreement shall lapse.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2937\">Agreement on derogations from the Agreement on the skills\ndevelopment fund\u003C\u002Fh3>\n\n\u003Cp>An agreement has been made to deviate from the Agreement on the Skills\nDevelopment Fund that forms part of the collective agreement in the following\nareas:\u003C\u002Fp>\n\n\u003Cp>1.The condition in the agreement requiring six months’ service for\nentitlement to time off for self-selected training, cf. section 2(2) of the\nagreement, shall not apply in the period of the collective agreement. There is\ntherefore no length of service requirement in the collective agreement\nperiod.\u003C\u002Fp>\n\n\u003Cp>However, the right to self-selected training does not apply during the\nnotice period, cf. section 7(1), point d, paragraph 2, and trainees’ right to\nsupport for training outside working hours, cf. section 6(1), point k, where\nthe length of service requirement of six months is upheld.\u003C\u002Fp>\n\n\u003Cp>2.The condition in the agreement stating that grants to cover part of\nemployees’ lost wages during training cannot exceed an amount that, together\nwith any public reimbursement of lost wages, makes up 85 per cent of the\npersonal pay, cf. section 4 of the agreement, shall be amended in the\ncollective agreement period so as to cover 100 per cent of personal pay.\u003C\u002Fp>\n\n\u003Cp>The agreement shall apply in the collective agreement period and shall lapse\nwithout further notice on 28 February 2023.\u003C\u002Fp>\n\n\u003Cp>Agreement on handling failure to report to\u002Fpay into the Dansk Erhverv\nArbejdsgiver and HK HANDEL skills development fund\u003C\u002Fp>\n\n\u003Cp>In the current scheme, Kompetencefonde.dk is responsible for collecting\ncontributions to the HK Handel Skills Development Fund (“the skills\ndevelopment fund”) on behalf of the trade unions. Kompetencefonde.dk sends\nletters to the enterprises explaining how reporting and payment should be\nhandled.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2953\">FAILURE TO REPORT\u003C\u002Fh4>\n\n\u003Cp>Based on reports to Kompetencefonde.dk from Dansk Erhverv Arbejdsgiver,\nKompetencefonde.dk notifies the enterprises that they are required to report\nvia kompetencefonde.dk. If the enterprise does not report, Kompetencefonde.dk\nreminds the enterprise twice before forwarding details of the lack of reporting\nto Dansk Erhverv Arbejdsgiver. Kompetencefonde.dk supplies details of the\nfailure to report to Dansk Erhverv Arbejdsgiver 14 days after sending the\nsecond reminder.\u003C\u002Fp>\n\n\u003Cp>On receipt of these details from Kompetencefonde.dk, Dansk Erhverv\nArbejdsgiver has six weeks to ensure that the enterprise reports to\nKompetencefonde.dk.\u003C\u002Fp>\n\n\u003Cp>After this deadline, Dansk Erhverv Arbejdsgiver will forward a list of\nenterprises that have still not reported to the skills development fund to HK\nHANDEL in accordance with the reminder procedure from Dansk Erhverv\nArbejdsgiver.\u003C\u002Fp>\n\n\u003Cp>An organisation meeting shall be held at the request of either of the\nparties. This request shall be submitted no later than 14 days after Dansk\nErhverv Arbejdsgiver has sent HK HANDEL the list of member enterprises that\nhave not reported.\u003C\u002Fp>\n\n\u003Cp>HK HANDEL will then send the cases to the Danish Trade Union Confederation\n(FH) with a view to convening a joint meeting.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2965\">FAILURE TO PAY\u003C\u002Fh4>\n\n\u003Cp>Based on reports to Kompetencefonde.dk, Kompetencefonde.dk sends a bill to\nthe enterprise. If the enterprise does not pay, Kompetencefonde.dk reminds the\nenterprise twice before forwarding details of the failure to pay to Dansk\nErhverv Arbejdsgiver. Kompetencefonde.dk supplies details of the failure to pay\nto Dansk Erhverv Arbejdsgiver 14 days after sending the second reminder.\u003C\u002Fp>\n\n\u003Cp>On receipt of these details from Kompetencefonde.dk, Dansk Erhverv\nArbejdsgiver has six weeks to ensure that the enterprise pays the amount\nbilled.\u003C\u002Fp>\n\n\u003Cp>After this deadline, Dansk Erhverv Arbejdsgiver will forward a list of\nenterprises that still have not paid into the skills development fund to HK\nHANDEL in accordance with the reminder procedure from Dansk Erhverv\nArbejdsgiver.\u003C\u002Fp>\n\n\u003Cp>An organisation meeting shall be held at the request of either of the\nparties. This request shall be submitted no later than 14 days after Dansk\nErhverv Arbejdsgiver has sent HK HANDEL the list of member enterprises that\nhave not reported.\u003C\u002Fp>\n\n\u003Cp>HK HANDEL will then send the cases to the Danish Trade Union Confederation\n(FH) with a view to convening a joint meeting.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2977\">Agreement on the imposition of fines\u003C\u002Fh3>\n\n\u003Cp>Dansk Erhverv Arbejdsgiver and HK HANDEL have agreed the following system of\nfines in cases concerning the skills development fund, where reporting\u002Fpayment\nhas not taken place before the case was passed to HK HANDEL:\u003C\u002Fp>\n\n\u003Cp>•Failure to report or delayed reporting to the skills development fund\u003C\u002Fp>\n\n\u003Cp>•Failure to pay or delayed payment of contributions\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"176\" style=\"width:131.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"DA\" style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"97\" style=\"width:72.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   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;font-family:"Times New Roman",serif\">1st\n        time\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"97\" style=\"width:72.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   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;font-family:"Times New Roman",serif\">2nd\n        time\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"97\" style=\"width:72.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   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;font-family:"Times New Roman",serif\">3rd\n        time\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\" style=\"width:83.05pt;border:solid windowtext 1.0pt;border-bottom:   none;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;font-family:"Times New Roman",serif\">Subsequent\n        times\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"176\" style=\"width:131.75pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:13.0pt;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Failure\n        to report\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Out\n        of court fine\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"97\" style=\"width:72.5pt;border:solid windowtext 1.0pt;border-right:   none;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;font-family:"Times New Roman",serif\">DKK\n        2,000\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"97\" style=\"width:72.7pt;border:solid windowtext 1.0pt;border-right:   none;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;font-family:"Times New Roman",serif\">DKK\n        4,000\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"97\" style=\"width:72.5pt;border:solid windowtext 1.0pt;border-right:   none;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;font-family:"Times New Roman",serif\">DKK\n        6,500\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\" style=\"width:83.05pt;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\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Same\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"176\" style=\"width:131.75pt;border:none;border-left:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:13.0pt;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Failure\n        to pay\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Out\n        of court fine\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"97\" style=\"width:72.5pt;border:none;border-left: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;font-family:"Times New Roman",serif\">Min.\n        DKK 2,000 or 20 per cent\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"97\" style=\"width:72.7pt;border:none;border-left: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;font-family:"Times New Roman",serif\">Min.\n        DKK 4,000 or 20 per cent\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"97\" style=\"width:72.5pt;border:none;border-left: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;font-family:"Times New Roman",serif\">Min.\n        DKK 6,500 or 20 per cent\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\" style=\"width:83.05pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:none;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;font-family:"Times New Roman",serif\">Same\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"176\" style=\"width:131.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"DA\" style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"97\" style=\"width:72.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"DA\" style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"97\" style=\"width:72.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"DA\" style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"97\" style=\"width:72.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"DA\" style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\" style=\"width:83.05pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"DA\" style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"176\" style=\"width:131.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:13.0pt;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Failure\n        to report\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Fine\n        agreed at joint meetings\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"97\" style=\"width:72.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   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;font-family:"Times New Roman",serif\">DKK\n        3,000\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"97\" style=\"width:72.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   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;font-family:"Times New Roman",serif\">DKK\n        5,500\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"97\" style=\"width:72.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   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;font-family:"Times New Roman",serif\">DKK\n        8,250\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\" style=\"width:83.05pt;border:solid windowtext 1.0pt;border-bottom:   none;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;font-family:"Times New Roman",serif\">Same\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"176\" style=\"width:131.75pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:13.0pt;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Failure\n        to pay\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Fine\n        agreed at joint meeting\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"97\" style=\"width:72.5pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:105%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;line-height:   105%;font-family:"Times New Roman",serif\">Min.\n        DKK 3,000 or 25 per cent\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"97\" style=\"width:72.7pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:105%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;line-height:   105%;font-family:"Times New Roman",serif\">Min.\n        DKK 5,500 or 25 per cent\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"97\" style=\"width:72.5pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:105%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;line-height:   105%;font-family:"Times New Roman",serif\">Min.\n        DKK 8,250 or 25 per cent\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\" style=\"width:83.05pt;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\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Same\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp>The reference period for repeated instances is the preceding three years.\u003C\u002Fp>\n\n\u003Cp>The present agreement enters into force on 1 January 2012 for cases of\nfailure to report\u002Fpay from the 2012 payment and reporting year onwards. Either\nparty may terminate the agreement by giving three months’ notice, but no\nearlier than the end of the collective agreement period beginning on 1 March\n2012.\u003C\u002Fp>\n\n\u003Ch3 id=\"L3011\">Agreement on joint training and cooperation activities\u003C\u002Fh3>\n\n\u003Cp>With a view to strengthening continuing vocational education and cooperation\nin the retail sector, the parties have established a scheme involving outreach\ntraining ambassadors\u002Fparty consultants.\u003C\u002Fp>\n\n\u003Cp>The training ambassadors\u002Fparty consultants shall:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Visit enterprises which fall under the\ncollective agreement and inspire more continuing vocational training\nactivity.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Contribute to skills assessment and advise on\nthe planning of specific training opportunities.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Inform, guide and inspire in order to promote\ncooperation between enterprises.\u003C\u002Fp>\n\n\u003Cp>The training ambassadors\u002Fparty consultants shall work together closely, and\neach organisation shall hire the necessary staff.\u003C\u002Fp>\n\n\u003Cp>The agreement is valid for the duration of the collective agreement.\u003C\u002Fp>\n\n\u003Cp>The board of the Training and Cooperation Fund for Retail will set the\ndetailed rules for the scheme, including the training ambassadors’\u002Fparty\nconsultants’ tasks and terms and conditions of employment.\u003C\u002Fp>\n\n\u003Cp>The parties agree that the scheme will be financed by the Training and\nCooperation Fund.\u003C\u002Fp>\n\n\u003Cp>A budget shall be set for each of the three years that the activity will\nrun. The budget shall be approved by the parties to the collective\nagreement.\u003C\u002Fp>\n\n\u003Ch3 id=\"L3033\">Agreement on training committees etc. (self-administration of\nskills development funds)\u003C\u002Fh3>\n\n\u003Cp>The parties have agreed that self-administration of skills development funds\nshall be permitted on the following conditions:\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>REPRESENTATION\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>A joint training committee for which employees can elect representatives\nshall be established at enterprises that self-administrate.\u003C\u002Fp>\n\n\u003Cp>In the event that employees in the enterprise have elected a trade union\nrepresentative, this person is a member of the training committee. At\nenterprises with several trade union representatives, these must decide amongst\nthemselves who shall be the representative(s) for the area covered by the\ncollective agreement.\u003C\u002Fp>\n\n\u003Cp>All employees elected to the training committee shall satisfy the same\nconditions as those for being eligible for election as trade union\nrepresentative in the area covered by the collective agreement.\u003C\u002Fp>\n\n\u003Cp>The parties agree that where a consultation committee exists, the training\ncommittee may constitute a sub- committee of this.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>JOINT ADMINISTRATION\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Joint administration may take place between one of several other skills\ndevelopment funds in the areas of the collective agreement, on the condition\nthat HK HANDEL is represented in the training committee.\u003C\u002Fp>\n\n\u003Cp>Only representatives representing employees covered by collective agreements\nwith “self-administrated” skills development funds can participate in the\ndecision process for allocation of funds.\u003C\u002Fp>\n\n\u003Cp>If there is joint administration in other areas of the collective agreement,\nan employee-elected representative for the collective agreement area will be\nentitled - via HK HANDEL - to request organisation meetings if the\nrepresentative is of the opinion that there is a division of funds that does\nnot favour the employees covered by the collective agreement.\u003C\u002Fp>\n\n\u003Cp>If the matter is not resolved at the meeting, the collective agreement area\ncan be withdrawn from joint administration following the organisation meeting\nwith prospective effect so that the next payment will be made to the relevant\nskills development fund for the collective agreement area.\u003C\u002Fp>\n\n\u003Cp>Agreement on agreed qualification improvement\u003C\u002Fp>\n\n\u003Cp>Employees are entitled to qualification improvement up to full university\neducation level (60 ECTS credits) over a period of three years. This means that\nthey are free to enrol on a training course lasting no more than 12 weeks,\ncorresponding to 10 days of leave per academic module of 10 ECTS credits.\u003C\u002Fp>\n\n\u003Cp>Conditions of this improvement include:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•The training course having been agreed with the\nemployer\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•The employee exercising their right to no more\nthan six years of self-selected training, accumulated in the two years (years 1\nand 2) before the training starts and is completed (years 3, 4 and 5)\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•The 10 days of self-selected training earned in\nthe year following a completed university training course (year 6) shall also\nbe considered to have been used in connection with the training course\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•The employee will receive their usual wages\nduring training and course fees, materials, etc. will be covered as is\ncustomary for self-selected training\u003C\u002Fp>\n\n\u003Cp>To the extent the use of the skills development fund, cf. this agreement,\ncreates a lot of pressure on the fund’s resources, the parties agree that the\nBoard of Directors will set limits on its use for this purpose.\u003C\u002Fp>\n\n\u003Cp>The enterprise can apply to the skills development fund for 100 per cent\nsalary compensation for such agreements, assessed when calculating grants for\nself-selected training, offset by the State Educational Support for Adults\nscheme. This also applies to self-administrating enterprises.\u003C\u002Fp>\n\n\u003Cp>The board of the skills development fund shall determine the recommended\nacademic course on the basis of the existing positive list.\u003C\u002Fp>\n\n\u003Cp>The board of the skills development fund may recommend adjustments to the\nagreement during the collective agreement period.\u003C\u002Fp>\n\n\u003Cp>It is agreed that the above is a pilot scheme applicable only in the period\nof the collective agreement. The pilot scheme will therefore lapse on 28\nFebruary 2023.\u003C\u002Fp>\n\n\u003Cp>Agreement on phasing in contributions to the Training and Cooperation\nFund\u003C\u002Fp>\n\n\u003Cp>Members of the Dansk Erhverv Arbejdsgiver who, three months after joining at\nthe latest, have adopted the collective agreement may require that\ncontributions to the Training and Cooperation Fund for the Retail Area are not\ncontributed until one year and six months after joining.\u003C\u002Fp>\n\n\u003Cp>The beginning of the contribution must be specified in each case in\nconnection with the joining of the collective agreement.\u003C\u002Fp>\n\n\u003Ch3 id=\"L3087\">Agreement on professional recognition\u003C\u002Fh3>\n\n\u003Cp>An employee who has not completed the retail training programme may be\nrecommended for professional recognition in HK HANDEL and Dansk Erhverv\nArbejdsgiver provided the following conditions have been fulfilled:\u003C\u002Fp>\n\n\u003Cp>1.The employee has been employed within the scope of the collective\nagreement for at least six years.\u003C\u002Fp>\n\n\u003Cp>2.The employee has been employed in job functions corresponding to skilled\nshop work for at least four years. Skilled shop work is defined in detail by HK\nHANDEL and Dansk Erhverv Arbejdsgiver based on e.g. the targets for trainees of\nthe retail training programme.\u003C\u002Fp>\n\n\u003Cp>3.The employee indicates his or her intent to complete qualifying training\nat a higher level than the mandatory retail training programme. The training is\nagreed with the enterprise. HK HANDEL and Dansk Erhverv Arbejdsgiver will\nprepare a positive list of training programmes that give access to apply for\nprofessional recognition.\u003C\u002Fp>\n\n\u003Cp>4.The employee is entitled to up to three weeks of time off to achieve\nprofessional recognition within the scope of the collective agreement.\u003C\u002Fp>\n\n\u003Cp>The costs for training are paid by the HK Handel’s Industry Competence\nDevelopment Fund.\u003C\u002Fp>\n\n\u003Cp>During the period in which the employee is working towards a professional\nrecognition, no other time off will be permitted for continuing vocational\ntraining.\u003C\u002Fp>\n\n\u003Cp>Professional recognition can also be achieved by the employer in question\nand the enterprise’s trade union representative recommending the employee\ntowards HK HANDEL and Dansk Erhverv Arbejdsgiver. If a trade union\nrepresentative has not been elected at the enterprise, the employee in question\nand the employer will make the recommendation to HK HANDEL and Dansk Erhverv\nArbejdsgiver.\u003C\u002Fp>\n\n\u003Cp>Base on the recommendation, HK HANDEL and Dansk Erhverv Arbejdsgiver will\nthen decide whether the employee fulfils the conditions for granting\nprofessional recognition.\u003C\u002Fp>\n\n\u003Cp>Final professional recognition is achieved from the time when the employee\nhas completed and passed the agreed training. The training must be completed\nand passed within a period of two years from the time when HK HANDEL and Dansk\nErhverv Arbejdsgiver have informed that the above conditions for professional\nrecognition in points 1-3 have been fulfilled. When the training has been\ncompleted and passed, HK HANDEL and Dansk Erhverv Arbejdsgiver are notified and\nthey will then submit a certificate of achievement of professional recognition\nto the enterprise and the employee. From the next pay period after having\nreceived the certificate the employee is paid according to the rate for skilled\nworkers of the collective agreement.\u003C\u002Fp>\n\n\u003Cp>The agreement takes effect on 1 May 2020.\u003C\u002Fp>\n\n\u003Cp>The pilot scheme will expire on 28 February 2023.\u003C\u002Fp>\n\n\u003Ch2 id=\"L3113\">Foreign workers\u003C\u002Fh2>\n\n\u003Ch3 id=\"L3115\">Agreement on the code for agreements with foreign workers\u003C\u002Fh3>\n\n\u003Cp>It is agreed that it may be appropriate for the enterprise to take care of\nhousing, transport, etc. for foreign workers during their stay in Denmark.\u003C\u002Fp>\n\n\u003Cp>It is also agreed that these workers should be able to enter into a\nvoluntary agreement with the enterprise for the purchase of services in\nconnection with the employment relationship, and that in the parties’\nunderstanding, making the employment conditional on the workers entering into\nany such agreement would constitute a breach of the collective agreement.\u003C\u002Fp>\n\n\u003Cp>It is further agreed that these workers, after entering into a voluntary\nagreement with the enterprise for the purchase of services, shall be able to\nterminate the agreement by giving one month’s notice to the end of a month,\nunless a different, shorter notice period has been agreed.\u003C\u002Fp>\n\n\u003Cp>Where member companies of Dansk Erhverv Arbejdsgiver enter into such\nvoluntary agreements with their foreign workers, the parties have agreed that\nthe natural thing is for payment for these services to be deducted from their\nwages.\u003C\u002Fp>\n\n\u003Cp>When using foreign subcontractors, the parties to the collective agreement\nrecommend that enterprises covered by the collective agreement inform the trade\nunion representative before using foreign subcontractors to perform work at the\nenterprise’s locations in Denmark and submit all relevant background\ninformation about the subcontractors, e.g. the work they are to perform and the\nexpected duration of the work.\u003C\u002Fp>\n\n\u003Ch3 id=\"L3127\">Agreement on pay conditions for posted employees covered by the\ncollective agreement\u003C\u002Fh3>\n\n\u003Cp>This agreement applies to foreign companies that have acceded to the Shop\nWorkers’ Collective Agreement in relation to employees who are covered by the\nShop Workers’ Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>Based on a principle of equal treatment, the pay for posted employees\ncovered by the collective agreement must be determined according to the\nprovisions on pay in the collective agreement.\u003C\u002Fp>\n\n\u003Cp>Compensation received by posted employees to cover actual costs in\nconnection with the posting, for example travel, board and lodging, cannot be\nincluded in pay according to the collective agreement and the employee costs of\nthe posting enterprise.\u003C\u002Fp>\n\n\u003Cp>Posting supplements that have not been paid as compensation for the\nemployee’s costs in connection with the posting are included in the pay\naccording to the collective agreement and the total employee costs of the\nposting enterprise.\u003C\u002Fp>\n\n\u003Cp>If no further details or clarification have been provided about whether a\nservice has actually been paid as compensation for costs in connection with the\nposting or as a posting supplement, the entire service is regarded as being\npaid as compensation for costs, cf. Article 3(7) of the Directive on the\nPosting of Workers.\u003C\u002Fp>\n\n\u003Ch2 id=\"L3139\">Agency staff\u003C\u002Fh2>\n\n\u003Ch3 id=\"L3141\">Agreement on information relating to the use of temporary agency\nstaff\u003C\u002Fh3>\n\n\u003Cp>Where an industrial dispute case regarding temporary agency employees is\ninitiated against a temporary staff agency that has not adopted a collective\nagreement (and is therefore covered by the Danish Temporary Agency Workers\nAct), the user enterprise to which the agency staff have been sent, shall, upon\nrequest from one of the parties to the collective agreement, provide\ninformation on the local agreements and customs with which the enterprise\ninformed the temporary staff agency it must comply for the work functions\ncarried out by the agency staff at the enterprise.\u003C\u002Fp>\n\n\u003Cp>This provision does not change the fact that only temporary staff agencies\nwhich have adopted the collective agreement are responsible for ensuring that\nthe collective agreement etc. is observed in relation to agency staff.\u003C\u002Fp>\n\n\u003Cp>The user enterprise is not responsible for any breach of contract on the\npart of the temporary staff agency, only for ensuring compliance with the duty\nof disclosure.\u003C\u002Fp>\n\n\u003Cp>The current agreement entered into force on 1 March 2014 and applies to\ncases raised after this date.\u003C\u002Fp>\n\n\u003Ch3 id=\"L3151\">Agreement on temporary agency staff\u003C\u002Fh3>\n\n\u003Cp>This agreement is a supplement to the collective agreement, and thus also\napplies in full to agency staff.\u003C\u002Fp>\n\n\u003Cp>The following deviations from the general rules of the collective agreement\nshall apply with respect to the accrual by temporary agency staff of length of\nservice etc.\u003C\u002Fp>\n\n\u003Ch4 id=\"L3157\">1.PENSION\u003C\u002Fh4>\n\n\u003Cp>The rules below replace section 4(3), points 1 and 2:\u003C\u002Fp>\n\n\u003Cp>A pension is paid to agency staff who either have reached the age of 20 and\nbeen in paid employment for the same agency for a total of at least 1,443 hours\nduring the past three years, or have reached the age of 20 and are covered by\nan occupational pension scheme based on a collective agreement from a previous\nemployment relationship.\u003C\u002Fp>\n\n\u003Cp>A pension is also paid to agency staff who have reached the age of 20 and\nbeen in continuous employment for three months at one or more enterprises\ncovered by the collective agreement.\u003C\u002Fp>\n\n\u003Ch4 id=\"L5768\">2.PENSION PROVIDER\u003C\u002Fh4>\n\n\u003Cp>The rules below supplement the rules on pension providers in section 4(4) of\nthe collective agreement:\u003C\u002Fp>\n\n\u003Cp>Provided there is agreement between the temporary staff agency and the\nmember of agency staff, an agreement may be drawn up for the pension\ncontribution to be paid into a different scheme within the DA\u002FLO area instead.\nThe purpose of this is so that the temporary staff member can maintain a\npreviously established occupational pension scheme.\u003C\u002Fp>\n\n\u003Ch4 id=\"L3171\">3.CHILDBIRTH\u003C\u002Fh4>\n\n\u003Cp>The rules below replace section 5(4), point b:\u003C\u002Fp>\n\n\u003Cp>Agency staff who, on the expected date of delivery, have been in paid\nemployment with the same temporary staff agency for at least 1,443 hours within\nthe past three years, or who have completed nine months’ service, are\nentitled to maternity pay from four weeks before the expected date of delivery\n(pregnancy leave) and up to 14 weeks after the birth (maternity leave). An\nemployee who gives birth at a later date than expected by the doctor\u002Fmidwife is\nthus only entitled to pay during pregnancy leave for up to four weeks.\u003C\u002Fp>\n\n\u003Cp>Adoptive parents who have been in paid employment with the same temporary\nstaff agency for at least 1,443 hours within the past three years, or who have\ncompleted nine months’ service, are paid until 14 weeks after the child\nenters their custody.\u003C\u002Fp>\n\n\u003Cp>The pay corresponds to the wages that the individual would have received\nduring this period. The amount includes the maximum rate of state benefit laid\ndown in legislation.\u003C\u002Fp>\n\n\u003Cp>Under the same conditions, benefits are paid during paternity leave for up\nto two weeks.\u003C\u002Fp>\n\n\u003Cp>If the period between two temporary posts for the same temporary staff\nagency exceeds 12 months, all previously accrued service will lapse.\u003C\u002Fp>\n\n\u003Ch4 id=\"L3185\">4.CHILDBIRTH\u002FPENSION\u003C\u002Fh4>\n\n\u003Cp>The rules below replace the rules on length of service in section 5(4),\npoint e, for the accrual of entitlement to additional pension contributions\nduring maternity leave:\u003C\u002Fp>\n\n\u003Cp>During the 14-week period of maternity leave, the additional pension\ncontributions specified in section 5(4), point e, are paid for agency staff\nwho, on the expected date of delivery, have been in paid employment with the\nsame temporary staff agency for at least 1,443 hours within the past three\nyears, or who have completed nine months’ service at the temporary staff\nagency.\u003C\u002Fp>\n\n\u003Cp>If the period between two temporary posts for the same temporary staff\nagency exceeds 12 months, all previously accrued service will lapse.\u003C\u002Fp>\n\n\u003Ch4 id=\"L3193\">5.EXTRA HOLIDAY DAYS\u003C\u002Fh4>\n\n\u003Cp>The rules below replace section 5(2), point a:\u003C\u002Fp>\n\n\u003Cp>Agency staff who have been in paid employment with the same temporary staff\nagency for a total of at least 1,443 hours within the past three years, or who\nhave nine months’ continuous service in the temporary staff agency, are\nentitled to five extra holiday days.\u003C\u002Fp>\n\n\u003Cp>If the period between two temporary posts for the same temporary staff\nagency exceeds 12 months, all previously accrued service will lapse.\u003C\u002Fp>\n\n\u003Ch4 id=\"L3201\">6.CHILDREN’S ILLNESS\u003C\u002Fh4>\n\n\u003Cp>The rules below replace section 5(5), point a:\u003C\u002Fp>\n\n\u003Cp>Temporary agency staff who have been in paid employment with the same\ntemporary staff agency for at least 962 hours within the past three years, or\nwho have completed six months’ service at the temporary staff agency, are\nentitled to time off with pay when the time off is necessary to take care of\nthe employee’s sick child at home or children under the age of 14.\u003C\u002Fp>\n\n\u003Cp>If the period between two temporary posts for the same temporary staff\nagency exceeds 12 months, all previously accrued service will lapse.\u003C\u002Fp>\n\n\u003Ch4 id=\"L3209\">7.CHILDREN’S ADMISSION TO HOSPITAL\u003C\u002Fh4>\n\n\u003Cp>The rules below replace section 5(6), point a:\u003C\u002Fp>\n\n\u003Cp>Agency staff who have been in paid employment with the same temporary staff\nagency for a total of at least 1,443 hours within the past three years, or who\nhave nine months’ continuous service in the temporary staff agency, are\ngranted time off when it is necessary in connection with admission to hospital,\nincluding when the admission takes place wholly or partly at home. The rule\napplies to children under the age of 14.\u003C\u002Fp>\n\n\u003Cp>If the period between two temporary posts for the same temporary staff\nagency exceeds 12 months, all previously accrued service will lapse.\u003C\u002Fp>\n\n\u003Ch4 id=\"L3217\">8.WORK DISPUTES\u003C\u002Fh4>\n\n\u003Cp>When HK HANDEL has informed the temporary staff agency in writing that an\nenterprise is involved in a legal labour dispute, the temporary staff agency\nmust not supply a labour force to the retail area of this enterprise to carry\nout work affected by the dispute.\u003C\u002Fp>\n\n\u003Ch4 id=\"L3221\">9.STATE BENEFIT RULES\u003C\u002Fh4>\n\n\u003Cp>Temporary staff agencies must, when giving work to or signing up agency\nstaff, encourage these to find more information on the rules for state benefit\nfor when they are not working.\u003C\u002Fp>\n\n\u003Ch4 id=\"L3225\">10.REIMBURSEMENT OF TRANSPORT COSTS\u003C\u002Fh4>\n\n\u003Cp>Reimbursement of transport costs is agreed between agency staff and\ntemporary staff agencies.\u003C\u002Fp>\n\n\u003Cp>11.DISPUTES RELATING TO THE QUALITY OF WORK CARRIED OUT BY AGENCY STAFF\u003C\u002Fp>\n\n\u003Cp>In the event of any disputes between the temporary staff agency and user\nenterprise regarding the quality of work carried out by agency staff, the\nmember of agency staff is always entitled to the agreed wage.\u003C\u002Fp>\n\n\u003Ch4 id=\"L3233\">12.AFFILIATE AGREEMENT\u003C\u002Fh4>\n\n\u003Cp>The parties recommend that the temporary staff agency supplies an affiliate\nagreement to the member of agency staff as soon as possible after the member of\nagency staff starts at their first temporary post for the temporary\u003C\u002Fp>\n\n\u003Cp>staff agency. The Confederation of Danish Enterprise has prepared a standard\naffiliate agreement that the Confederation of Danish Enterprise members can\ndownload from www.danskerhverv.dk.\u003C\u002Fp>\n\n\u003Cp>If the temporary staff agency is obliged to prepare proof of employment in\naccordance with the Danish Employment Contract Act, this affiliate agreement\nand a job confirmation letter shall constitute the member of agency staff’s\nproof of employment.\u003C\u002Fp>\n\n\u003Ch4 id=\"L3241\">13.FREE-CHOICE ACCOUNT\u003C\u002Fh4>\n\n\u003Cp>The temporary staff agency may choose to pay the applicable percentage rate,\ncf. section 2(12), to the member of agency staff together with payment of wages\non an ongoing basis. It is an express requirement that this amount should\nappear separately on the member of agency staff’s wage slip.\u003C\u002Fp>\n\n\u003Ch4 id=\"L3245\">14.DURATION OF TEMPORARY POSTS\u003C\u002Fh4>\n\n\u003Cp>The parties recommend that the temporary staff agency, to the extent\npossible, offers temporary posts of a duration reflecting the agreement entered\ninto between the temporary staff agency and the user enterprise.\u003C\u002Fp>\n\n\u003Cp>In the event of an extension of the temporary post, the parties also\nrecommend that the temporary staff agency,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":42,"cbadate_end_date":45,"hourspweek":49,"CONSECUTVESUNDAYS_trigger":53,"consecutivesundays_exceptions":57,"NOCTPREM_trigger":61,"SUNDAY_trigger":65,"OVERTIME_trigger":69,"WAGES_trigger":72,"PAYSCALES_trigger":75,"WAGES_payscale1_selected_start":78,"WAGES_payscale1_selected_end":81,"SENIOR_trigger":84,"hourspmonth":88,"tempagency":92,"apprentices_excluded":96,"ANNLEAVE_trigger":100,"pensionfund":104,"holidaysdays":107,"paidmaternityleave":110,"paidpaternityleave":114,"childcare":118,"contractseverancepay":121,"green_trigger":124,"trainingprogrammes_green":127,"newtech_trigger":129,"trainingprogrammes_newtech":132,"GENEQ_trigger":134,"maternitydiscrimination":137,"disabilityfund":141,"paidmaternityleaveduration":145},{"bindId":43,"name":44,"text":44},"cbadate_start","Copenhagen, February 2020",{"bindId":46,"name":47,"text":48},"cbadate_end_date","The earliest that notice of termination ","The earliest that notice of termination of the collective agreement can be\ngiven is 1 March 2023. The notice period is three months, unless otherwise\nagreed between the umbrella organisations.",{"bindId":50,"name":51,"text":52},"hourspweek","1.1Number of hours per week for full-tim","1.1Number of hours per week for full-time employees",{"bindId":54,"name":55,"text":56},"CONSECUTVESUNDAYS_trigger","Every endeavour should be made to alloca","Every endeavour should be made to allocate these weekends off in such a way\nthat a maximum of two consecutive Sundays are worked. It is agreed that time\noff at weekends shall be distributed appropriately over the schedule period in\nsuch a way that two consecutive weekends worked, where possible given the\nenterprise’s operational needs, shall be followed by two consecutive weekends\noff.",{"bindId":58,"name":59,"text":60},"consecutivesundays_exceptions","The rules for the timing of work, cf. po","The rules for the timing of work, cf. point c, do not apply to the week\nbefore Christmas, Easter Saturday and Whit Saturday or to 14-day sales.",{"bindId":62,"name":63,"text":64},"NOCTPREM_trigger","DKK 37.25","DKK\n        37.25",{"bindId":66,"name":67,"text":68},"SUNDAY_trigger","DKK 54.35","DKK\n        54.35",{"bindId":70,"name":71,"text":71},"OVERTIME_trigger","A.PAYMENT - OVERTIME WORK",{"bindId":73,"name":74,"text":74},"WAGES_trigger","Section 2.Pay",{"bindId":76,"name":77,"text":77},"PAYSCALES_trigger","2.Pay, skilled workers",{"bindId":79,"name":80,"text":80},"WAGES_payscale1_selected_start","20,190.00",{"bindId":82,"name":83,"text":83},"WAGES_payscale1_selected_end","21,690.00",{"bindId":85,"name":86,"text":87},"SENIOR_trigger","Employees with vocational training withi","Employees with vocational training within the retail sector and a year’s\nservice with the enterprise receive a supplement of DKK 2.90 per hour.",{"bindId":89,"name":90,"text":91},"hourspmonth","The normal effective working time is 37 ","The normal effective working time is 37 hours per week, corresponding to\n160.33 hours per month. The working hours can be planned as 37 hours in each\nindividual week or as an average over 16 weeks in a fixed schedule - 592 hours\nin all.",{"bindId":93,"name":94,"text":95},"tempagency","7.Pay, temporary employees and agency st","7.Pay, temporary employees and agency staff",{"bindId":97,"name":98,"text":99},"apprentices_excluded","A.The following applies for trainees who","A.The following applies for trainees who have completed the basic training\ncourse in accordance with the Danish Act on Vocational Training applicable from\n1 August 2015:",{"bindId":101,"name":102,"text":103},"ANNLEAVE_trigger","As of 1 March 2021, 6.0 per cent of the ","As of 1 March 2021, 6.0 per cent of the holiday entitlement pay shall be\ndeposited in the free-choice account. As of 1 March 2022, 7.0 per cent of the\nholiday entitlement pay shall be deposited in the free-choice account.",{"bindId":105,"name":106,"text":106},"pensionfund","Section 4.Pension",{"bindId":108,"name":109,"text":109},"holidaysdays","1.Holiday",{"bindId":111,"name":112,"text":113},"paidmaternityleave","4.Childbirth (pregnancy, adoption and le","4.Childbirth (pregnancy, adoption and leave)",{"bindId":115,"name":116,"text":117},"paidpaternityleave","Under the same conditions, benefits are ","Under the same conditions, benefits are paid during paternity leave for up\nto two weeks.",{"bindId":119,"name":120,"text":120},"childcare","5.Children’s illness",{"bindId":122,"name":123,"text":123},"contractseverancepay","B.SEVERANCE PAY",{"bindId":125,"name":126,"text":126},"green_trigger","Agreement on sustainability",{"bindId":128,"name":126,"text":126},"trainingprogrammes_green",{"bindId":130,"name":131,"text":131},"newtech_trigger","THE NEED FOR BETTER AND WIDER SKILLS",{"bindId":133,"name":131,"text":131},"trainingprogrammes_newtech",{"bindId":135,"name":136,"text":136},"GENEQ_trigger","Equalpay",{"bindId":138,"name":139,"text":140},"maternitydiscrimination","Direct discrimination occurs when one em","Direct discrimination occurs when one employee is treated less favourably,\non grounds of sex, than another employee in a comparable situation. Any form of\nless favourable treatment of a female employee in connection with pregnancy and\nduring women’s 14 weeks’ absence after the birth shall be regarded as\ndirect discrimination.",{"bindId":142,"name":143,"text":144},"disabilityfund","Contributions to the scheme must always ","Contributions to the scheme must always be at least equal to the\ncontribution stipulated in the collective agreement, and they must at least\nprovide the insured (or their dependants) with an old age pension, cf. below,\nand a one-off sum of DKK 60,000 in the event of death or disability. If these\nconditions are not satisfied at the outset, the enterprise must make efforts to\nensure that the scheme is modified. In connection with any future",{"bindId":146,"name":147,"text":148},"paidmaternityleaveduration","B.The enterprise will pay maternity pay ","B.The enterprise will pay maternity pay from four weeks before the expected\ndate of delivery ((pregnancy leave) until 14 weeks after the birth (maternity\nleave) to employees who on their expected date of delivery have completed nine\nmonths’ service. An employee who gives birth at a later date than expected by\nthe doctor\u002Fmidwife is thus only entitled to pay during pregnancy leave for up\nto four weeks.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>CBA_for-shops-2020-2023 - 2020\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Startdato: → 2020-02-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Slutdato: → 2023-03-01\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Navn på industri: → Detailhandel\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Navn på industri: → Varehus, supermarked\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: → \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Navne på fagforeninger: → \n\n                \n                    \n                    \u003Cspan>\n                        HK HANDEL\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: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Arbejdsgiver bidrager til arbejdsløshedskasse for medarbejdere: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">UDDANNELSE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Uddannelsesprogrammer: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Lærlingeuddannelse: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Arbejdsgiver bidrager til en uddannelsesfond for medarbejdere: → Ja\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \n\n\n        \n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">ARBEJDE- OG FAMILIEORDNINGER\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Betalt barselsorlov: → 18 uger\n            \u003C\u002Fdiv>\n\n            \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: → Ja\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Forbud mod at tvinge gravide eller ammende medarbejdere til at udføre farligt eller usundt arbejde: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">APV risikovurdering for sikkerhed og sundhed for gravide eller ammende kvinder: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Tilgængelighed af alternativer til farligt og usundt arbejde for gravide eller ammende kvinder: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Fravær i forbindelse med fødselsforberedelse: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Forbud mod at screene for graviditet før ansættelse af vikarer: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Forbud mod at screene for graviditet før forfremmelse: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Faciliteter til ammende mødre: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Børnepasningsfaciliteter anlagt af arbejdsgiver: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Børnepasningsfaciliteter med tilskud fra arbejdsgiver: → Nej\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetær undervisning\u002Ftilskud til børns uddannelse: → Nej\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Betalt orlov pr. år ved omsorgsarbejde for pårørende: → 1 dage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Betalt barselsorlov til fædre: → 14 dage\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">LIGESTILLINGSANLIGGENDER\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Ligeløn for lige arbejde → Ja\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-gender\">\n                Særlig reference til køn ved løn mellem kønnene: → Ja\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-discrimination\">\nDiskriminering af arbejdsklausuler:\nLige muligheder for forfremmelse for kvinder:\nLige muligheder for uddannelse og omskoling for kvinder:\nLigestilling fagforening officer på arbejdspladsen:\nKlausuler om seksuel chikane på arbejdspladsen:\nKlausuler om vold på arbejdspladsen:\nSærlig orlov til arbejdstagere udsættes for indenlandsk eller vold i parforhold: → Ja\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Lige muligheder for forfremmelse for kvinder: → Nej\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Lige muligheder for uddannelse og omskoling for kvinder: → Nej\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Ligestilling i forbindelse med tillidsmænd på arbejdspladsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Klausuler om seksuel chikane på arbejdspladsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Klausuler om vold på arbejdspladsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Særlig orlov til medarbejdere, der har været udsat for vold i hjemmet eller partnervold: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Støtte til kvindelige medarbejdere med handicap: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Overvågning af ligeberettigelse: → Ja\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">ARBEJDSKONTRAKTER\u003C\u002Fh3>\n\n            \n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Medarbejdere på deltid ekskluderet fra nogen bestemmelser: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Bestemmelser for midlertidigt ansatte: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Lærlinge ekskluderet fra nogen bestemmelser: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijob\u002Fstudenterjob ekskluderet fra nogen bestemmelser: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">ARBEJDSTID, VAGTPLAN OG FERIE\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Arbejdstimer pr. uge: → 37.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspmonth\">\n                Arbejdstimer pr. uge: → 160.33\n            \u003C\u002Fdiv>\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            \u003Cdiv id=\"display-schedulesrestpw\"> Hvileperiode på mindst én dag pr. uge aftalt: → Nej\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maksimalt antal søndage \u002F helligdage, der kan arbejdes på et år: → \n            \u003C\u002Fdiv>\n            \n             \u003Cdiv id=\"display-consecutivesundays\">\n                Maksimalt antal efterfølgende søndage, der arbejdes inden for et år: → 2.0\n            \u003C\u002Fdiv>\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: → Yes, in more than one table\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Justering i henhold til stigende leveomkostninger: → \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Ekstrabetaling for aften- og natarbejde\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-shiftallowanceamount1\">\n                    Ekstrabetaling for aften- og natarbejde: → DKK  pr. måned\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-shiftallowancetype1\">Kun ekstrabetaling for natarbejde: → Ja\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Ekstrabetaling til årlig ferie\u003C\u002Fh4>\n                \u003Cdiv id=\"display-annleaveallowanceperc1\">\n                    Ekstrabetaling til årlig ferie: → 7.0 % af grundløn\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Ekstrabetaling for overarbejde\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Ekstrabetaling for overarbejde: → 200 % af grundløn\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Ekstrabetaling for søndagsarbejde\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-sundayallowanceamount1\">\n                    Ekstrabetaling for søndagsarbejde: → DKK 434.8 pr. søndag\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Godtgørelse for anciennitet\u003C\u002Fh4>\n\n                \n\n                \u003Cdiv id=\"display-longserviceallowanceamount1\">\n                    Godtgørelse for anciennitet: → DKK 464.9 pr. måned\n                \u003C\u002Fdiv>\n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Godtgørelse for anciennitet efter: → 1 års ansættelse\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Spisebilletter\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Spisebilletter forudsat: → Nej\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Gratis retshjælp: → Nej\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    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