[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fda-dk\u002Farbejde-i-danmark\u002Fkollektiv-overenskomst\u002Fcba_dansk-erhverv-arbejdsgiver-hk-handel_2014-2017":3,"sites:htmlblocks":107,"menu:\u002Fda-dk:":1306,"subsites":1476,"cite-subsites":5041,"footer:root":5518,"suggested:root":5616,"cite-footer:root":5620},{"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":87,"content_type_view":88,"extra_breadcrumbs":89,"body":91,"body_blocks":102,"related_pages":106},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":85,"translations":86},{"id":31,"uid":32,"url":33,"name":34,"locale":11,"override_title":8,"title":35,"browser_title":36,"browser_description":37,"text":38},"cba_dansk-erhverv-arbejdsgiver-hk-handel_2014-2017","c89471b0-7e4c-11e6-bf72-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fdenmark\u002Fdansk-erhverv-arbejdsgiver-hkhandel_2014-2017\u002Fcba_dansk-erhverv-arbejdsgiver-hk-handel_2014-2017\u002F","CBA_Dansk Erhverv Arbejdsgiver-HK Handel_2014-2017","DNK Danish Business Employer - 2014","Denmark - DNK Danish Business Employer - 2014","DNK Danish Business Employer - 2014 - Detailhandel",{"name":39,"data":40},"denmark_butik.html","\n              \n              \n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>denmark_butik\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cp>2014\u002F2017\u003C\u002Fp>\n\n\u003Ch1>LANDSOVERENSKOMST\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbamemtrad\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbasignmultiple\">\u003Cp>For butikker mellem Dansk Erhverv Arbejdsgiver og HK HANDEL\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>§ 1 ARBEJDSTID\u003C\u002Fh2>\n\n\u003Ch3>1.Arbejdstidens planlægning m.v.\u003C\u002Fh3>\n\n\u003Ch4>A.TIMETAL\u003C\u002Fh4>\n\n\u003Cp>1.1.Timetal fuldtidsbeskæftigelse\u003C\u002Fp>\n\n\u003Cp>Den normale effektive arbejdstid er 37 timer pr. uge svarende til 160,33\ntimer pr. måned. Arbejdstiden kan tilrettelægges med 37 timer i den enkelte\nuge eller som et gennemsnit over 16 uger i fast plan - i alt 592 timer.\u003C\u002Fp>\n\n\u003Cp>Arbejdstid ud over 37 timer i gennemsnit i 16-ugers perioden aflønnes som\noverarbejde efter § 1, stk. 6.\u003C\u002Fp>\n\n\u003Cp>1.2.Timetal deltidsbeskæftigelse\u003C\u002Fp>\n\n\u003Cp>Ved ansættelse af deltidsansatte aftales i hvert enkelt tilfælde\nnormalar-bejdstiden (længde og placering). Arbejdstiden kan tilrettelægges\nsom et gennemsnit over 16 uger i fast plan.\u003C\u002Fp>\n\n\u003Cp>Det kan dog undtagelsesvist aftales, at deltidsansatte deltager i mer- og\noverarbejde.\u003C\u002Fp>\n\n\u003Ch4>B.ARBEJDSTIDSPLANER\u003C\u002Fh4>\n\n\u003Cp>Der udarbejdes for hver enkelt medarbejder en skriftlig arbejdstidsplan med\nangivelse af arbejdstidens længde og placering.\u003C\u002Fp>\n\n\u003Cp>Såfremt der ikke foreligger en arbejdstidsplan, aflønnes arbejdstimer ud\nover 37 timer pr. uge som overarbejde efter § 1, stk. 6.\u003C\u002Fp>\n\n\u003Cp>Arbejdstidsplanen tilrettelægges sådan, at den faktiske arbejdstid i en\nenkelt uge ikke overstiger 45 timer. Såfremt der undtagelsesvis i\narbejdstidspla¬nen er placeret mere end 45 arbejdstimer i den enkelte uge,\nskal sådanne arbejdstimer aflønnes efter reglerne om overarbejde i § 1, stk.\n6. Disse regler er ikke til hinder for, at der yderligere udføres\noverarbejde.\u003C\u002Fp>\n\n\u003Cp>Den gennemsnitlige ugentlige arbejdstid beregnet over en 16-ugers periode\nmå ikke overstige 48 timer inklusiv overarbejde, jf.\nEU-arbejdstidsdirektivet.\u003C\u002Fp>\n\n\u003Ch4>C.REGLER FOR ARBEJDETS PLACERING\u003C\u002Fh4>\n\n\u003Cp>Arbejdstiden skal tilrettelægges under hensyn til medarbejderens og\nvirksom¬hedens behov, og skal i videst muligt omfang placeres på 5 af ugens\ndage.\u003C\u002Fp>\n\n\u003Cp>Arbejdstiden tilrettelægges således, at der ikke arbejdes mere end 2 dage\npr. uge efter kl. 17.45 og ikke mere end hver anden lørdag efter kl. 14.15.\nDisse regler kan fraviges ved aftale mellem medarbejderen og virksomheden.\u003C\u002Fp>\n\n\u003Cp>For medarbejdere, der er beskæftiget i butikker, der har søndagsåbent,\nskal arbejdstiden som hovedregel tilrettelægges således, at medarbejderen har\nfri 9 weekender, fra arbejdstids ophør fredag til arbejdstids begyndelse\nman¬dag, over en 16-ugers periode.\u003C\u002Fp>\n\n\u003Cp>Friweekenderne tilstræbes så vidt muligt placeret således, at der\nmaksimalt arbejdes 2 på hinanden følgende søndage. Der er enighed om, at\nweekendfri¬hed skal fordeles passende over planperioden, og således at to på\nhinanden følgende arbejdsweekender, så vidt det er muligt under hensyn til\nvirksom¬hedens drift, skal følges af 2 på hinanden følgende\nfriweekender.\u003C\u002Fp>\n\n\u003Cp>Hvor det er rimeligt begrundet i virksomhedens forhold, kan arbejdstiden\ntilrettelægges således, at der i stedet for nævnte weekendfrihed\u003C\u002Fp>\n\n\u003Cp>•ydes frihed på et andet tidspunkt i planperioden med 20 min. for hver\ntimes effektive arbejdstid, der udføres på søndage, eller\u003C\u002Fp>\n\n\u003Cp>•der betales et særligt tillæg svarende til 1\u002F3 af medarbejderens\npersonlige timeløn pr. time for hver times effektiv arbejdstid, der\nudføres.\u003C\u002Fp>\n\n\u003Cp>Kompenserende frihed eller betaling ydes kun for arbejde på det antal ar-\nbejdssøndage, som overstiger 7 beregnet over en 16-ugers periode.\u003C\u002Fp>\n\n\u003Cp>For medarbejdere, der er beskæftiget i butikker, der ikke har\nsøndagsåbent, skal arbejdstiden som hovedregel tilrettelægges således, at\nmedarbejderen har fri 9 weekender, fra arbejdstids ophør fredag til\narbejdstids begyndelse mandag, over en 16-ugers periode, jf. tillige litra c,\n3. afsnit. Fravigelse af denne hovedregel kan ske ved aftale mellem\nmedarbejderen og virksom-heden. Bestemmelserne i dette afsnits 1. og 2. punktum\nfinder tilsvarende anvendelse for medarbejdere, der er beskæftiget i butikker,\nder har søndags¬åbent, men hvor medarbejderen ikke arbejder om søndagen.\u003C\u002Fp>\n\n\u003Ch4>D.SÆRLIGE REGLER - ARBEJDSTID\u003C\u002Fh4>\n\n\u003Cp>Reglerne for arbejdets placering, jf. litra c, gælder ikke i ugen før jul,\npåske- og pinselørdag samt for udsalg af 14-dages varighed - henholdsvis\nvinter og sommer.\u003C\u002Fp>\n\n\u003Cp>Reglerne for arbejdets placering, jf. litra c, gælder heller ikke i\nfølgende situationer:\u003C\u002Fp>\n\n\u003Cp>Salg af automobiler\u003C\u002Fp>\n\n\u003Cp>Salg fra butikker på campingpladser\u003C\u002Fp>\n\n\u003Cp>Salg af lystbåde, campingvogne, telte og lejrudstyr\u003C\u002Fp>\n\n\u003Cp>Salg af planter, blomster, kranse, samt havebrugsvarer\u003C\u002Fp>\n\n\u003Cp>Salg af husdyr\u003C\u002Fp>\n\n\u003Cp>Salg af varer fra dyreparker\u003C\u002Fp>\n\n\u003Cp>Salg fra forlystelseshaver\u003C\u002Fp>\n\n\u003Cp>Salg fra butikker i tilknytning til udstillinger\u003C\u002Fp>\n\n\u003Cp>Salg fra serviceanlæg beliggende på motorvejsnettet\u003C\u002Fp>\n\n\u003Cp>Salg fra butikker i stationsbygninger\u003C\u002Fp>\n\n\u003Cp>Salg fra butikker i lufthavne og trafikcentre\u003C\u002Fp>\n\n\u003Cp>Salg fra butikker ved havnearealer\u003C\u002Fp>\n\n\u003Cp>Salg fra bagerforretninger, der holder søndagsåbent\u003C\u002Fp>\n\n\u003Cp>Salg fra butikker på skibe, der besejler internationalt farvand\u003C\u002Fp>\n\n\u003Cp>Salg fra sortimentsbutikker, jf. lov om butikstid fra 1994\u003C\u002Fp>\n\n\u003Ch4>E.PAUSER\u003C\u002Fh4>\n\n\u003Cp>Medarbejderen har krav på mindst 1\u002F2 times pause, når arbejdstiden\nover-stiger 5 timer. Den daglige tid til pauser kan ikke overstige 1 time, dog\n1 1\u002F2 time på dage, hvor den daglige arbejdstid overstiger 7,5 timer eksklusiv\npauser.\u003C\u002Fp>\n\n\u003Cp>På lørdage med lukketid kl. 14.00 og andre dage af lignende længde kan\ndet lokalt aftales, at der ikke holdes pause.\u003C\u002Fp>\n\n\u003Ch4>F.ÆNDRINGER I ARBEJDSTIDSPLANEN\u003C\u002Fh4>\n\n\u003Cp>Arbejdstidsplanen kan løbende ændres med 4 ugers varsel, dog således at\nmedarbejderen altid kender sin arbejdstidsplan minimum 16 uger frem.\u003C\u002Fp>\n\n\u003Cp>I de tilfælde, hvor medarbejderen ved væsentlige ændringer ikke kan\nacceptere den varslede arbejdstidsændring, henvises til Funktionærlovens\nbestemmelser.\u003C\u002Fp>\n\n\u003Cp>For ikke-funktionærer skal ændringer, der er væsentlige for den enkelte\nmedarbejder, varsles i henhold til § 11, stk. 2.\u003C\u002Fp>\n\n\u003Cp>Ved enighed mellem medarbejderen og virksomheden kan regler om vars-ling af\narbejdstiden fraviges.\u003C\u002Fp>\n\n\u003Ch3>2.Søgnehelligdage\u003C\u002Fh3>\n\n\u003Cp>I uger med søgnehelligdage reduceres arbejdstiden for den enkelte\nmedarbejder med et antal timer for hver søgnehelligdag (nytårsdag,\nskærtorsdag, langfredag, påskedag, 2. påskedag, st. bededag, kr.\nhimmelfartsdag, pinsedag, 2. pinsedag,\u003C\u002Fp>\n\n\u003Cp>1. juledag og 2. juledag samt grundlovsdag og juleaftensdag).\u003C\u002Fp>\n\n\u003Cp>Reduktionen sker i forhold til medarbejderens gennemsnitlige ugentlige\narbejds¬tid, således at medarbejdere med en gennemsnitlig ugentlig arbejdstid\npå:\u003C\u002Fp>\n\n\u003Cp>over 10 timer reduceres med 3,5 timer over 20 timer reduceres med 4,5 timer\nover 25 timer reduceres med 5,5 timer over 30 timer reduceres med 7,0 timer 37\ntimer reduceres med 7,5 timer\u003C\u002Fp>\n\n\u003Cp>pr. søgnehelligdag, grundlovsdag eller juleaftensdag i den pågældende uge\neller planperiode.\u003C\u002Fp>\n\n\u003Cp>Hvis butikken lukker tidligere end normalt nytårsaftensdag, skal\narbejdstiden for den enkelte medarbejder reduceres med det antal timer,\nbutikken måtte lukke tidligere end normalt på denne ugedag.\u003C\u002Fp>\n\n\u003Cp>For så vidt angår reduktion af arbejdstiden for fleksjobansatte henvises\ntil Aftale om søgnehelligdagsregler for fleksjobansatte, jf. side 51.\u003C\u002Fp>\n\n\u003Ch3>3.Sygdom og ferie\u003C\u002Fh3>\n\n\u003Cp>Frihed, der ikke benyttes på grund af sygdom eller ferie, berettiger ikke\ntil frihed på et andet tidspunkt.\u003C\u002Fp>\n\n\u003Ch3>4.Arbejdstid, midlertidige assistancer og vikarer\u003C\u002Fh3>\n\n\u003Cp>For midlertidige assistancer og vikarer, der antages for en periode på ikke\nover 1 måned, jf. funktionærlovens § 2, stk. 4, gælder følgende:\u003C\u002Fp>\n\n\u003Cp>Såfremt andet ikke er aftalt i forvejen ydes betaling for mindst 4 timer\ndagligt.\u003C\u002Fp>\n\n\u003Cp>Der betales for søgnehelligdage i de tilfælde, hvor disse falder inden for\nde fast aftalte beskæftigelsestidspunkter.\u003C\u002Fp>\n\n\u003Ch3>5.Forskudttidstillæg\u003C\u002Fh3>\n\n\u003Cp>For arbejde inden for normal effektiv ugentlig arbejdstid på 37 timer\nbetales følgende tillæg pr. time:\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"DA\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"224\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"DA\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"119\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">1.\n        marts 2014\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"119\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">1.\n        marts 2015\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"122\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">1.\n        marts 2016\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"224\" valign=\"bottom\">\u003Cp class=\"Bodytext20\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">Hverdage kl. 18.00-06.00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"119\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">24,40 kr.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"119\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">24,80 kr.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"122\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">2 5,20 kr.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"224\" valign=\"bottom\">\u003Cp class=\"Bodytext20\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">Lørdage kl. 15.00-24.00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"119\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">43,30 kr.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"119\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">44,00 kr.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"122\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">44,75 kr.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"224\" valign=\"bottom\">\u003Cp class=\"Bodytext20\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">Søn-\n        og helligdage kl. 00.00-24.00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"119\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">49,00 kr.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"119\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">49,80 kr.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"122\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">50,60 kr.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003Cspan> \u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp>Tillægget ydes ikke ved overarbejde og fridage, og der regnes ved\nudbetaling af tillægget med kvarte timer.\u003C\u002Fp>\n\n\u003Cp>For unge under 18 år og elever er tillægget det halve af ovennævnte\nsatser.\u003C\u002Fp>\n\n\u003Cp>For unge under 25 år, der er beskæftiget højst 15 timer om ugen, og som\ngen-nemfører en statsanerkendt heltidsundervisning, er tillæggene ligeledes\ndet halve af ovennævnte satser under forudsætning af, at der ikke i den\nenkelte virksomhed sker en forskydning i opadgående retning i beskæftigelse\naf denne gruppe i forhold til den hidtidige beskæftigelse i virksomheden.\nOverstiger be-skæftigelsen for den enkelte 15 timer om ugen, udbetales hele\nsatser for samtlige timer.\u003C\u002Fp>\n\n\u003Cp>Til voksenelever, der påbegynder uddannelsen efter det fyldte 25. år,\nbetales dog fulde forskudttidstillæg.\u003C\u002Fp>\n\n\u003Cp>Tillæg ydes dog ikke ved flextidsordninger, hvor flextidsmtervallet er\nfastsat således, at det strækker sig ud over tidsrummet kl. 06.00 til kl.\n17.45, samt til personer der specielt er antaget til at arbejde på bestemte\ntidspunkter uden for den i virksomheden gældende arbejdstid.\u003C\u002Fp>\n\n\u003Ch3>6.Overarbejde\u003C\u002Fh3>\n\n\u003Cp>Der er mellem parterne enighed om, at overarbejde skal begrænses mest\nmuligt med behørig hensyntagen til virksomhedens behov.\u003C\u002Fp>\n\n\u003Cp>Overarbejdsbetaling ydes kun, når arbejdet er udført efter ordre fra\nvirksomhe-den eller dennes stedfortræder på arbejdsstedet. Overarbejde skal\nså vidt muligt varsles senest dagen før. For varslet overarbejde, hvor ingen\ndel kommer til ud-førelse, og som ikke er afvarslet senest 4 timer før\noverarbejdet skulle have været iværksat, betales 1 timeløn + 50 pct.\u003C\u002Fp>\n\n\u003Ch4>A.BETALING - OVERARBEJDE\u003C\u002Fh4>\n\n\u003Cp>Overarbejde, for hvilket der kan kræves tillæg, jf. § 1, stk. 1, beregnes\nmed timeløn + 50 pct. for de 3 første overarbejdstimer og derefter, samt for\nalt overarbejde på søn- og helligdage, 100 pct.\u003C\u002Fp>\n\n\u003Cp>Bliver medarbejderen uden forudgående varsel tilkaldt til overarbejde,\nefter at medarbejderen ved normal arbejdstids ophør har forladt virksomheden,\nudgør overarbejdstillægget 100 pct.\u003C\u002Fp>\n\n\u003Cp>Timelønnen beregnes som den pågældende medarbejders samlede måneds-løn\ndivideret med 160,33.\u003C\u002Fp>\n\n\u003Cp>Når overarbejde finder sted, regnes betalingen fra tidspunktet for\noverarbej¬dets begyndelse, jf. 1. afsnit. Overarbejde, der udføres mellem kl.\n24.00 og kl. 06.00, betales med timeløn + 100 pct.\u003C\u002Fp>\n\n\u003Cp>Der regnes med halve timer.\u003C\u002Fp>\n\n\u003Ch4>B.AFSPADSERING\u003C\u002Fh4>\n\n\u003Cp>Såfremt medarbejderen ønsker det, og virksomheden accepterer det, kan\noverarbejde afspadseres således, at 50 pct. timer afspadseres med 11\u002F2 time,\nog 100 pct. timer afspadseres med 2 timer for hver overarbejdstime.\u003C\u002Fp>\n\n\u003Cp>Fritidens placering aftales mellem virksomheden og den enkelte medarbej-der\nmed normalt 1 uges varsel. Fritiden skal så vidt muligt gives som hele eller\nhalve fridage og være afviklet inden 2 måneder efter overarbejdets\nudførelse.\u003C\u002Fp>\n\n\u003Ch3>7.Fleksibel arbejdstid\u003C\u002Fh3>\n\n\u003Cp>Bestemmelserne i denne paragraf er ikke til hinder for, at der kan aftales\nflex- tidsordninger.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_selected_comments_txt\">\u003Ch2>§ 2 LØN\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>1.Personlig løn\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_comments_txt\">\u003Cp>A.Lønnen for den enkelte medarbejder aftales i hvert enkelt tilfælde\ndirekte mellem virksomheden og medarbejderen. Vurdering og eventuel regulering\naf lønforhold sker individuelt mindst en gang om året.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>B.Virksomheden bør lægge en systematisk vurdering til grund ved\nfastsættelse af den personlige løn.\u003C\u002Fp>\n\n\u003Cp>C.Lønnen skal give udtryk for den enkeltes indsats, kvalifikationer,\ndygtighed, jobfleksibilitet, stillingens indhold og ansvar samt eventuel\nuddannelse.\u003C\u002Fp>\n\n\u003Cp>D.Såfremt der i det enkelte tilfælde er enighed herom mellem virksomheden\nog medarbejderen\u002Fmedarbejderne, kan forhandlingerne føres under medvirken af\ntillidsrepræsentanten.\u003C\u002Fp>\n\n\u003Cp>E.Parterne har, i tilfælde hvor misforhold på dette område som helhed\ntaget skønnes at være til stede, påtaleret over for hinanden i henhold til\nreglerne for behandling af uoverensstemmelser, jf. § 9.\u003C\u002Fp>\n\n\u003Cp>F.Såfremt fastsættelsen af den personlige løn for den enkelte medarbejder\ner i åbenbar strid med forudsætningen i litra c, kan hver af parterne begære\nen forhandling.\u003C\u002Fp>\n\n\u003Cp>G.Personlig løn skal forhandles og fastsættes under hensyntagen til\nligelønslo-vens principper.\u003C\u002Fp>\n\n\u003Cp>H.Lønnen for den enkelte medarbejder kan eventuelt fastsættes helt eller\ndelvist som resultatløn, bonus, provision m.v., jf. stk. 13.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_payscale1_selected_end\">\u003Ch3>2.Løn, faglært\u003C\u002Fh3>\n\n\u003Cp>Medarbejdere med faglig uddannelse inden for handelsområdet aflønnes\nsåledes:\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"105\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"DA\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">1. marts 2014\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">1. marts 2015\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"162\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">1. marts 2016\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"105\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"DA\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">kr. pr. md\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">kr. pr. md\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"162\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">kr. pr. md\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"105\">\u003Cp class=\"Bodytext20\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">Minimalløn\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">18.970,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">19.235,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"162\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">19.524,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\u003Ctbody>\u003Ctr>\u003Ctd width=\"162\">\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003Cspan> \u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3>3.Løn, butiksmedhjælper\u003C\u002Fh3>\n\n\u003Cp>Butiksmedhjælpere aflønnes i henhold til butiksoverenskomstens almindelige\nlønbestemmelse for ufaglærte, idet der dog betales et særligt\nbutiksmedhjælper-tillæg på 750,00 kr. pr. md. med virkning fra den 1. i den\nmåned, hvor uddannel-sen afsluttes.\u003C\u002Fp>\n\n\u003Cp>Der henvises i øvrigt til Aftale om aflønning af butiksmedhjælperelever\nog butiksmedhjælpere, jf. side 61.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_payscale1_selected_start\">\u003Ch3>4.Løn, ufaglært\u003C\u002Fh3>\n\n\u003Cp>Ufaglærte medarbejdere aflønnes således:\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"105\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"DA\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\" valign=\"top\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">1.\n        marts 2014\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\" valign=\"top\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">1.\n        marts 2015\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"162\" valign=\"top\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">1.\n        marts 2016\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"105\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"DA\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\" valign=\"top\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">kr.\n        pr. md.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\" valign=\"top\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">kr.\n        pr. md.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"162\" valign=\"top\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">kr.\n        pr. md\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"105\" valign=\"top\">\u003Cp class=\"Bodytext20\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">Minimalløn\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\" valign=\"top\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">17.470,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\" valign=\"top\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">17.735,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"162\" valign=\"top\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">18.024,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\u003Ctbody>\u003Ctr>\u003Ctd width=\"162\" valign=\"top\">\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003Cspan> \u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3>5.Anciennitetstillæg\u003C\u002Fh3>\n\n\u003Cp>Medarbejdere med faglig uddannelse inden for handelsområdet med 1 års\nan-ciennitet i virksomheden aflønnes med et tillæg på 2,90 kr.\u002Ftime.\u003C\u002Fp>\n\n\u003Cp>Butiksmedhjælpere med 1 års anciennitet i virksomheden aflønnes med et\ntillæg på 2,90 kr.\u002Ftime.\u003C\u002Fp>\n\n\u003Cp>Ufaglærte medarbejdere med 1 års anciennitet i virksomheden aflønnes med\net tillæg på 2,90 kr.\u002Ftime.\u003C\u002Fp>\n\n\u003Ch3>2.Løn, deltid\u003C\u002Fh3>\n\n\u003Cp>A.Deltidsansatte medarbejdere indplaceres efter samme regler som\nfuldtids-ansatte, og lønnen beregnes efter forholdet mellem pågældendes\nugentlige arbejdstid og den for virksomheden eller afdelingen gældende normale\nugentlige arbejdstid.\u003C\u002Fp>\n\n\u003Cp>B.Når en fuldtidsbeskæftiget medarbejder fortsætter i virksomheden som\ndeltidsansat, beregnes lønnen som ovenfor anført, men i forhold til den\npågældendes hidtidige løn.\u003C\u002Fp>\n\n\u003Cp>C.Der betales for søgnehelligdage i de tilfælde, hvor disse falder inden\nfor de aftalte beskæftigelsestidspunkter.\u003C\u002Fp>\n\n\u003Cp>D.Arbejder den deltidsansatte ud over den normale arbejdstid, aflønnes\nsådan-ne ekstratimer med vedkommendes normale timeløn. Såfremt den\ndeltids-ansatte er omfattet af en 16-ugers plan, ydes overarbejdsbetaling, hvis\nden deltidsansatte i den enkelte uge har merarbejdstimer, som betyder, at de 37\ntimer i gennemsnit overskrides.\u003C\u002Fp>\n\n\u003Ch3>3.Løn, midlertidige assistancer og vikarer\u003C\u002Fh3>\n\n\u003Cp>For midlertidige assistancer og vikarer, der antages for en periode på ikke\nover 1 måned, jf. funktionærlovens § 2, stk. 4, gælder, at de aflønnes i\noverensstem-melse med stk. 1, 2, 3 og 4. Der ydes betaling for mindst 4 timer\ndagligt, såfremt andet ikke er aftalt i forvejen.\u003C\u002Fp>\n\n\u003Cp>Der betales for søgnehelligdage i de tilfælde, hvor disse falder inden for\nde fast aftalte beskæftigelsestidspunkter.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_table_selection_txt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-lowwagetxt\">\u003Ch3>4.Løn, unge under 18 år\u003C\u002Fh3>\n\n\u003Cp>A.Alle unge under 18 år aflønnes således:\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"105\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"DA\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">1. marts 2014\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">1. marts 2015\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"162\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">1. marts 2016\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"105\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"DA\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">kr. pr. md.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">kr. pr. md.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"162\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">kr. pr. md.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"105\">\u003Cp class=\"Bodytext20\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">Minimalløn\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">9.918,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">10.071,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"162\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">10.239,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\u003Ctbody>\u003Ctr>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\u003Ctbody>\u003Ctr>\u003Ctd width=\"162\">\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003Cspan> \u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp>B.For deltidsansatte og midlertidigt ansatte unge under 18 år beregnes\nlønnen forholdsmæssigt.\u003C\u002Fp>\n\n\u003Cp>Timelønnen findes ved at dividere månedslønnen med 160,33.\u003C\u002Fp>\n\n\u003Cp>C.Fra den første i den måned, medarbejderen fylder 18 år, aflønnes efter\nreg-lerne i § 2, stk. 4.\u003C\u002Fp>\n\n\u003Cp>D.Nærværende bestemmelse anvendes bl.a. for alle hjælpefunktioner på\nbu-tiksområdet og de dertil knyttede lagerfunktioner etc.\u003C\u002Fp>\n\n\u003Ch3>5.Løn, elever\u003C\u002Fh3>\n\n\u003Ch4>A.MINIMALLØN\u003C\u002Fh4>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"105\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"DA\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">1. marts 2014 kr. pr. md.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">1. marts 2015 kr. pr. md.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"162\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">1. marts 2016 kr. pr. md.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"105\" valign=\"bottom\">\u003Cp class=\"Bodytext20\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">1.\n        år\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">10.232,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">10.386,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"162\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">10.541,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"105\">\u003Cp class=\"Bodytext20\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">2.\n        år\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">11.418,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">11.589,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"162\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">11.763,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"105\">\u003Cp class=\"Bodytext20\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">3.\n        år\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">12.562,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">12.750,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"162\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">12.941,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"105\">\u003Cp class=\"Bodytext20\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">4.\n        år\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">13.608,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">13.812,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"162\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">14.019,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003Cspan> \u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp>Aflønning af erhvervsgrunduddannelseselever sker efter første års\nelevsats.\u003C\u002Fp>\n\n\u003Cp>Elever, der inden uddannelsesforholdets start har bestået højere\nhandels-eksamen, studentereksamen eller højere teknisk eksamen, ydes et\ntillæg til de ovennævnte lønninger på 805,00 kr. pr. md.\u003C\u002Fp>\n\n\u003Cp>Er en uddannelsesaftale afsluttet på mindre end 4 år, afkortes antallet af\nlønsatser tilsvarende, således at de sidste satser er gældende.\u003C\u002Fp>\n\n\u003Cp>Er en uddannelsesaftale fx indgået på 2 år og 6 måneder, aflønnes i 6\nmåne-der med 2. sats og derefter med henholdsvis 3. og 4. sats.\u003C\u002Fp>\n\n\u003Cp>Forlænges uddannelsestiden, fordi den teoretiske uddannelse ikke kan\nafsluttes inden for den aftalte uddannelsestid, uden at eleven er årsag\nhertil, betales i den forlængede periode den for faget faglærte minimalløn,\njf. stk. 2.\u003C\u002Fp>\n\n\u003Ch4>B.ELEVER, OVER 21 ÅR\u003C\u002Fh4>\n\n\u003Cp>Hvis en elev påbegynder den praktiske uddannelse efter det fyldte 21. år,\naftales lønnen i hvert enkelt tilfælde på baggrund af den pågældendes\nhid-tidige beskæftigelse og uddannelse. Hvis virksomheden eller eleven ønsker\ndet, kan lønforholdet aftales under parternes medvirken.\u003C\u002Fp>\n\n\u003Ch4>C.ELEVER, 25 ÅR ELLER DEROVER\u003C\u002Fh4>\n\n\u003Cp>Elever, der ved uddannelsens start er fyldt 25 år, aflønnes efter satserne\nfor ufaglærte, jf. stk. 4.\u003C\u002Fp>\n\n\u003Ch3>6.Løn, butiksmedhjælperelever\u003C\u002Fh3>\n\n\u003Cp>Elever aflønnes i henhold til butiksoverenskomstens elevsatser 1. og 2.\når.\u003C\u002Fp>\n\n\u003Cp>Elever uden forudgående uddannelsesmæssige forudsætninger aflønnes det\n1. år i henhold til butiksoverenskomstens § 2, stk. 9, litra a, 1. år, og 2.\når i henhold til butiksoverenskomstens § 2, stk. 9, litra a, 2. år.\u003C\u002Fp>\n\n\u003Cp>Elever med forudgående uddannelsesmæssige forudsætninger aflønnes i\nhenhold til butiksoverenskomstens § 2, stk. 9, 2. år.\u003C\u002Fp>\n\n\u003Cp>Til elever, der inden uddannelsesforholdet start, har bestået højere\nhandelseksa¬men, studentereksamen eller højere teknisk eksamen, ydes et\ntillæg, der udgør 805,00 kr. pr. md.\u003C\u002Fp>\n\n\u003Cp>Der henvises i øvrigt til Aftale om aflønning af butiksmedhjælperelever\nog bu-tiksmedhjælpere, jf. side 61.\u003C\u002Fp>\n\n\u003Ch3>7.Løn, KVU-studerende\u003C\u002Fh3>\n\n\u003Cp>KVU’ere aflønnes i praktikperioden med:\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"196\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">1. marts 2014\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"193\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">1. marts 2015\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"196\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">1. marts 2016\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"196\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">kr. pr. md.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"193\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">kr. pr. md.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"196\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">kr. pr. md.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"196\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">14.107,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"193\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">14.319,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"196\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">14.534,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003Cspan> \u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp>Lønnen betales for den tid af uddannelsen, der udgør praktikperioden.\nDenne udbetales månedsvis. Virksomheden og den studerende kan dog aftale, at\nden samlede løn for praktikperioden i virksomheden, inklusive\noverenskomstmæs-sige stigninger, fordeles over hele uddannelsesperioden\n(praktik og teori) og kommer til udbetaling med samme beløb pr. måned uanset\nskoleophold.\u003C\u002Fp>\n\n\u003Ch3>8.Fritvalgs Lønkonto\u003C\u002Fh3>\n\n\u003Cp>For at imødekomme individuelle ønsker om frit valg mellem fritid, pension\neller løn, får den enkelte medarbejder sin egen Fritvalgs Lønkonto.\u003C\u002Fp>\n\n\u003Ch4>INDBETALING\u003C\u002Fh4>\n\n\u003Cp>Der afsættes 1,3 pct. af den ferieberettigede løn på Fritvalgs\nLønkontoen. Pr.\u003C\u002Fp>\n\n\u003Cp>1.marts 2015 afsættes der i alt 1,7 pct. af den ferieberettigede løn på\nFritvalgs Lønkontoen. Pr. 1. marts 2016 afsættes der i alt 2,0 pct. af den\nferieberettigede løn på Fritvalgs Lønkontoen.\u003C\u002Fp>\n\n\u003Ch4>FERIEFRIDAGE OG PENSION\u003C\u002Fh4>\n\n\u003Cp>Medarbejderen kan hvert år i marts måned, hvis medarbejderen på det\ntidspunkt har erhvervet ret til feriefridage, ved skriftlig meddelelse til\nvirksomheden vælge, at en eller flere af feriefridagene i det kommende\nferieår i stedet for afholdelse skal konverteres til indbetaling på Fritvalgs\nLønkontoen. En feriefridag kan konverteres til 0,5 pct. af den\nferieberettigede løn.\u003C\u002Fp>\n\n\u003Cp>Al opsparing til Fritvalgs Lønkontoen indeholder feriegodtgørelse samt\nferie-tillæg af opsparingen.\u003C\u002Fp>\n\n\u003Cp>Medarbejdere, som efter overenskomstens regler har ret til\narbejdsmarkedspen-sion på valgtidspunktet, kan hvert år i marts måned\nmeddele, at hele eller en del af opsparingen til Fritvalgs Lønkontoen skal\nindbetales til pensionsordningen i det kommende ferieår. Virksomheden kan\nfastsætte mindstegrænser for indbeta¬ling af månedlige pensionsbidrag på\n75 kr. Hvis beløbet pr. måned er mindre end dette mindstebidrag, kan\nvirksomheden bestemme, at bidragene for 2 måneder slås sammen.\u003C\u002Fp>\n\n\u003Cp>Indbetaling af ekstra pensionsbidrag udløser ikke arbejdsgiverbidrag af\nindbeta-lingen.\u003C\u002Fp>\n\n\u003Ch4>UDBETALING\u003C\u002Fh4>\n\n\u003Cp>Medarbejderen kan vælge at få et beløb udbetalt fra sin Fritvalgs\nLønkonto via lønudbetalingen i forbindelse med, at medarbejderen holder fri,\nfx ved ferie, feriefridage eller overenskomstmæssige fridage, dog maksimalt 2\ngange årligt.\u003C\u002Fp>\n\n\u003Cp>Medarbejderen skal give virksomheden besked, når der skal ske udbetaling\nfra kontoen. Beskeden skal gives senest den 10. i den måned, hvor udbetalingen\nskal ske. Medarbejderen vælger selv, hvor stor udbetalingen skal være, idet\nder dog aldrig kan udbetales større beløb end det til enhver tid\nindestående.\u003C\u002Fp>\n\n\u003Ch4>RESTOPSPARING PÅ FRITVALGS LØNKONTOEN\u003C\u002Fh4>\n\n\u003Cp>Hvis der er overskud på Fritvalgs Lønkontoen ved ferieårets udløb,\nvidereføres beløbet til udbetaling i det efterfølgende ferieår.\u003C\u002Fp>\n\n\u003Cp>Ved fratrædelse opgøres Fritvalgs Lønkontoen, og evt. overskud udbetales\nsam-men med sidste lønudbetaling fra virksomheden.\u003C\u002Fp>\n\n\u003Ch4>LOKALAFTALE\u003C\u002Fh4>\n\n\u003Cp>Virksomheden kan med tillidsrepræsentanten indgå aftaler om udbetaling,\nherunder aftale, at der udbetales beløb, uden at medarbejderen holder fri. Der\nkan dog ikke indgås lokalaftale om, at indeståendet på Fritvalgs Lønkontoen\nudbetales løbende sammen med den øvrige løn.\u003C\u002Fp>\n\n\u003Ch3>9.Lønsystemer (bonus, provision, resultatløn m.v.)\u003C\u002Fh3>\n\n\u003Cp>A.Med det formål at styrke den enkelte virksomheds konkurrenceevne og\nudvikling, er parterne enige om at anbefale, at det lokalt aftales, at der\ngøres forsøg med eller indføres aflønningsformer, der er\nkonkurrenceforbedrende til fordel for såvel virksomheden som de ansatte.\u003C\u002Fp>\n\n\u003Cp>B.Sådanne lønformer eller -systemer kan bygge på eksempelvis\nresultatvur¬dering efter bonus-, provisions- eller merpræstationsprincipper,\nstillings- og\u002Feller meritvurdering, og\u002Feller kvalifikationsfaktorer, som\neksempelvis uddannelse, ansvar, anciennitet, arbejdskendskab og\nfleksibilitet.\u003C\u002Fp>\n\n\u003Cp>C.Såfremt virksomheden eller den pågældende gruppe af medarbejdere\nønsker indført sådanne lønsystemer, optages der lokalt forhandlinger herom.\nSåfremt virksomheden eller medarbejderne ønsker det, kan der eventuelt\nindhentes den fornødne bistand fra parterne.\u003C\u002Fp>\n\n\u003Cp>D.Der er mellem parterne enighed om det hensigtsmæssige i at anbefale, at\nforsøg med nye lønsystemer iværksættes efter nedenstående\nretningslinjer:\u003C\u002Fp>\n\n\u003Cp>Ved beslutning om udvikling og indførelse af et lønsystem nedsættes et\nlønsystemudvalg. Det er naturligt, hvor tillidsrepræsentanter findes, at\ndisse inddrages. Udvalget tilrettelægger selv sin arbejdsform. Hvor det måtte\nvære relevant for udvalgets arbejde, kan der iværksættes fornøden\nuddannelse.\u003C\u002Fp>\n\n\u003Cp>Det anbefales, at et lønsystem baseres på gennemskuelige og åbne\nprin-cipper. Et lønsystem skal være funktionsdygtigt, herunder overskueligt\nat indføre, nemt at administrere og let at tilpasse til ændrede\nforudsætninger, herunder regler for opsigelse. Stillingsvurdering, personlige\nkvalifikationer, uddannelse, resultatløn, bonus m.v. kan indgå som elementer\ni lønsystemet.\u003C\u002Fp>\n\n\u003Ch3>10.Forskudt lønudbetaling\u003C\u002Fh3>\n\n\u003Cp>Der er adgang til at udskyde afregning af over- og merarbejde,\nforskudttidstillæg og eventuelle andre varierende løndele, fra en given dato\ni en måned til samme dato den følgende måned, dog tidligst fra den 15. i en\nmåned, til udbetaling ved den følgende måneds udgang.\u003C\u002Fp>\n\n\u003Cp>For så vidt angår deltidsansatte medarbejdere, der er ansat til højst 15\ntimer om ugen i gennemsnit, herunder ansatte med variabel arbejdstid, er der\ntillige adgang til at forskyde afregning af medarbejderens løn, som ovenfor\nanført.\u003C\u002Fp>\n\n\u003Ch3>11.Lønberegning for brudte måneder\u003C\u002Fh3>\n\n\u003Cp>A.Når lønnen for enkelte dage skal beregnes ved til- eller fratræden i\nmåne-dens løb, beregnes denne som fuldtidsmånedslønnen divideret med 160,33\ngange de effektive arbejdstimer, den pågældende skal være i arbejde.\u003C\u002Fp>\n\n\u003Cp>Nævnte betaling ydes også for søgnehelligdage, i det omfang disse falder\npå medarbejderens normale arbejdsdage.\u003C\u002Fp>\n\n\u003Cp>B.Tilsvarende gælder ved fravær på grund af ferie, for hvilken der ikke\ner optjent løn\u002Fferiepenge, samt ved fridage uden løn.\u003C\u002Fp>\n\n\u003Ch3>12.Kontingenttræk\u003C\u002Fh3>\n\n\u003Cp>Virksomheden kan efter lokal aftale trække kontingentet til HK i de\norganiserede\u003C\u002Fp>\n\n\u003Cp>medarbejderes løn og videresende dette til HK.\u003C\u002Fp>\n\n\u003Ch2>§ 3 MELLEMLEDERE\u003C\u002Fh2>\n\n\u003Cp>1.Denne bestemmelse omfatter mellemledere, som uden at være omfattet af\noverenskomstens § 12, stk. 2, litra c, 2. afsnit, har et særligt ansvar i\nbutikken.\u003C\u002Fp>\n\n\u003Cp>2.Mellemledere behandles efter §§ 1, 3 og 4 i Funktionæroverenskomsten\nfor Handel, Viden og Service mellem Dansk Erhverv Arbejdsgiver og HK HAN¬DEL\nog HK\u002FPrivat. Disse bestemmelser er optrykt i Aftale om forståelse af Aftale\nom mellemledere, side 62.\u003C\u002Fp>\n\n\u003Cp>3.Mellemledere kan ansættes i henhold til nedenstående regler:\u003C\u002Fp>\n\n\u003Cp>I butikker med mindst 4 medarbejdere omfattet af overenskomsten kan én af\ndisse ansættes som mellemleder. Herudover kan der ansættes yderligere én\nmellemleder i butikker med mindst 12 medarbejdere.\u003C\u002Fp>\n\n\u003Cp>Derefter kan ansættes yderligere én mellemleder for hver yderligere 9\nmed¬arbejdere i butikken. Der kan dog altid ansættes én mellemleder, hvor\nder hverken er ansat en butikschef, som holdes uden for overenskomsten, eller\nen ejer, som i væsentlig omfang arbejder i butikken.\u003C\u002Fp>\n\n\u003Cp>Antallet af medarbejdere beregnes svarende til antallet af fuldtidsansatte i\nbutikken opgjort i henhold til grundlaget for ATP-bidrag, gældende pr.\u003C\u002Fp>\n\n\u003Cp>1. marts 2004:\u003C\u002Fp>\n\n\u003Cp>•Medarbejdere med mindst 117 timer pr. måned medregnes fuldt\u003C\u002Fp>\n\n\u003Cp>•Medarbejdere med under 117 timer - men mindst 78 - pr. måned med-regnes\nmed 2\u002F3\u003C\u002Fp>\n\n\u003Cp>•Medarbejdere med under 78 timer - men mindst 39 - pr. måned med-regnes\nmed 1\u002F3\u003C\u002Fp>\n\n\u003Cp>•Medarbejdere med under 39 timer pr. måned medregnes ikke\u003C\u002Fp>\n\n\u003Cp>4.Såfremt særlige forhold er til stede, kan der, i videre omfang end i\nstk. 3, ansættes mellemledere. Dette kan ske efter aftale med HK HANDEL.\u003C\u002Fp>\n\n\u003Cp>5.Aftale om ansættelse som mellemleder indgås mellem mellemlederen og\nvirksomheden.\u003C\u002Fp>\n\n\u003Cp>6.Allerede ansatte, som overgår til ansættelse efter denne bestemmelse,\nbevarer den opnåede anciennitet i butikken. Det samme er tilfældet, hvor en\nmedarbejder overgår fra ansættelse som mellemleder til almindelige\nvilkår.\u003C\u002Fp>\n\n\u003Cp>Allerede ansatte pr. 1. marts 2004 kan ikke pålægges ansættelse som\nmel¬lemleder uden aftale herom.\u003C\u002Fp>\n\n\u003Cp>7.Parterne anbefaler, at mellemledere deltager i relevant efter- og\nvidereud-dannelse, fx grundlæggende lederuddannelse eller på højere\nniveau.\u003C\u002Fp>\n\n\u003Ch2>§ 4 PENSION\u003C\u002Fh2>\n\n\u003Ch3>1.Pensionssatser\u003C\u002Fh3>\n\n\u003Cp>Der opkræves et bidrag på 11,5 pct. af den a-skattepligtige løn, jf. stk.\n2. Heraf udgør virksomhedens bidrag 7,7 pct. og medarbejderens bidrag udgør\n3,8 pct.\u003C\u002Fp>\n\n\u003Ch3>2.Beregningsgrundlag\u003C\u002Fh3>\n\n\u003Cp>Følgende elementer indgår i grundlaget for beregning af pensionsbidrag:\u003C\u002Fp>\n\n\u003Cp>•Arbejdsgiverbetalt løn under voksenuddannelse\u003C\u002Fp>\n\n\u003Cp>•Feriegodtgørelse, månedslønnede og funktionærlignende ansatte\u003C\u002Fp>\n\n\u003Cp>•Feriegodtgørelse, timelønnede\u003C\u002Fp>\n\n\u003Cp>•Forskudttidstillæg\u003C\u002Fp>\n\n\u003Cp>•Fritvalgs Lønkontoen\u003C\u002Fp>\n\n\u003Cp>•Gratialer (dog ikke fødselsdags-, jubilæumsgratialer o.l.)\u003C\u002Fp>\n\n\u003Cp>•Løn under barselsorlov\u003C\u002Fp>\n\n\u003Cp>•Månedsløn (inklusiv personlige tillæg)\u003C\u002Fp>\n\n\u003Cp>•Overskudsdeling, der udbetales kontant\u003C\u002Fp>\n\n\u003Cp>•Merarbejde og overtidsbetaling\u003C\u002Fp>\n\n\u003Cp>•Resultatløn, provision og bonus\u003C\u002Fp>\n\n\u003Cp>•Sygedagpenge betalt af arbejdsgiveren\u003C\u002Fp>\n\n\u003Cp>•Sygeferiepenge\u003C\u002Fp>\n\n\u003Cp>•Timeløn\u003C\u002Fp>\n\n\u003Cp>•Med virkning fra 1. maj 2014: Ferietillæg\u003C\u002Fp>\n\n\u003Cp>Der er enighed om, at som a-skattepligtig lønindkomst betragtes samme\nløndele som på industriens funktionærområde pr. den 1. marts 2012.\u003C\u002Fp>\n\n\u003Ch3>3.Betingelser for at have ret til pension\u003C\u002Fh3>\n\n\u003Cp>Alle medarbejdere skal have en pensionsordning, når følgende betingelser\ner opfyldt:\u003C\u002Fp>\n\n\u003Cp>•Ordningen omfatter medarbejdere, der er fyldt 20 år, dog ikke elever.\u003C\u002Fp>\n\n\u003Cp>•Medarbejderen skal uden afbrydelse have været i ansættelse i 3 måneder\nhos én eller flere virksomheder omfattet af overenskomsten. Der ses bort fra\ndette anciennitetskrav i tilfælde, hvor medarbejderen ved ansættelsen i\nforvejen er omfattet af en arbejdsmarkedspensionsordning, som er baseret på en\nkollek¬tiv aftale.\u003C\u002Fp>\n\n\u003Cp>•For medarbejdere, som opfylder ovennævnte betingelser, gælder\nendvidere, at de mellem parterne i øvrigt aftalte betingelser for at kunne\nopnå risikodæk¬ning og modtage forsikringsydelser skal være opfyldt.\u003C\u002Fp>\n\n\u003Cp>•For medarbejdere, der har nået pensionsalderen, og hvor det ikke er\nmuligt at indbetale præmie til risikoforsikringer, anvendes hele\npensionsbidraget til alderspension.\u003C\u002Fp>\n\n\u003Cp>•For medarbejdere, der får udbetalt alderspension, men som fortsat er på\narbejdsmarkedet, og som opfylder betingelserne for ret til pensionsord¬ning,\nanvendes virksomhedens pensionsbidrag til en livrente\u002Fophørende alderspension\nuden forsikringselementer. Der kan mellem virksomheden og medarbejderen indgås\naftale om udbetaling af virksomhedsbidraget som et ikke ferieberettiget\ntillæg, der udbetales årligt sammen med det i ferieloven gældende\nferietillæg, jf. ferielovens § 23, stk. 2. Ved fratrædelse sammen med sidste\nlønudbetaling.\u003C\u002Fp>\n\n\u003Cp>Medarbejdere, der er fyldt 60 år, og som ikke allerede er omfattet af en\npensi-onsordning, skal ikke have oprettet arbejdsmarkedspensionsordning. Til\ndisse medarbejdere udbetales virksomhedens pensionsbidrag sammen med\nferietil¬lægget, jf. ferielovens § 23, stk. 2.\u003C\u002Fp>\n\n\u003Ch3>4.Skift af pensionsleverandør\u003C\u002Fh3>\n\n\u003Cp>Pensionsordningen skal, medmindre andet fremgår af denne aftale, etableres\ni:\u003C\u002Fp>\n\n\u003Cp>Pension for Funktionærer - PFA Pension Sundkrogsgade 4 2100 København Ø\nTelefon: 39175000\u003C\u002Fp>\n\n\u003Cp>Overenskomstdækkede virksomheder, der ønsker at foretage skift af\npensions- leverandør, kan gøre dette. Dette gælder dog ikke virksomheder,\nder tidligere har haft pensionsaftale med FunktionærPension eller som i\nøvrigt er omfattet af FunktionærPension bestanden i Pension for Funktionærer\n- PFA Pension. En-delig kan virksomheder, der forud for indgåelsen af\noverenskomst ikke allerede har indgået en pensionsordning, og dermed i\nforbindelse med overenskomst- tiltrædelsen bliver omfattet af Pension for\nFunktionærer, ikke fortage skrift af pensionsleverandør, medmindre parterne\ner enige herom.\u003C\u002Fp>\n\n\u003Cp>Følgende betingelser skal opfyldes ved skift af pensionsleverandør:\u003C\u002Fp>\n\n\u003Cp>•Der skal blandt de pensionsberettigede medarbejdere på virksomheden\nfinde en afstemning sted om skiftet af pensionsleverandør. Virksomheden\ninforme¬rer medarbejderne om det nærmere indhold og konsekvenser af et\neventuelt skift. Hvis et flertal af de afgivne stemmer er for et\nleverandørskift, kan dette finde sted.\u003C\u002Fp>\n\n\u003Cp>•Ved skift af leverandør skal de overenskomstmæssige fastsatte\nbetingelser være opfyldt.\u003C\u002Fp>\n\n\u003Cp>•Overførsel af medarbejdernes depoter i forbindelse med et skift skal ske\nuden omkostninger for medarbejderne. Der må således ikke ske fradrag i\ndepotet, hverken hos det afgivende eller modtagende selskab.\u003C\u002Fp>\n\n\u003Cp>•Der henvises til vejledning om skift af pensionsleverandør, side 72.\u003C\u002Fp>\n\n\u003Cp>Der henvises endvidere til Aftale om pensionsordninger, side 68, samt\nFritvalgs Lønkonto, jf. § 2, stk. 12.\u003C\u002Fp>\n\n\u003Ch3>5.Forsikring - elever\u003C\u002Fh3>\n\n\u003Cp>Elever, der ikke allerede er omfattet af en arbejdsgiverbetalt pensions-\neller forsikringsordning, har krav på følgende forsikringsydelser:\u003C\u002Fp>\n\n\u003Cp>a.Invalidepension\u003C\u002Fp>\n\n\u003Cp>b.Invalidesum\u003C\u002Fp>\n\n\u003Cp>c.Forsikring ved kritisk sygdom\u003C\u002Fp>\n\n\u003Cp>d.Dødsfaldssum\u003C\u002Fp>\n\n\u003Cp>Ordningen placeres i et pensions- eller forsikringsselskab efter\nvirksomhedens valg, ligesom Dansk Erhverv Arbejdsgiver er berettiget til at\noprette en gruppe- livslignende ordning.\u003C\u002Fp>\n\n\u003Cp>Omkostningerne ved ordningen afholdes af virksomheden.\u003C\u002Fp>\n\n\u003Cp>Såfremt medarbejderen overgår til at være omfattet af en anden\narbejdsgiverbetalt pensionsordning, ophører virksomhedens forpligtelse efter\ndenne bestemmelse.\u003C\u002Fp>\n\n\u003Cp>Forsikringssummerne andrager følgende beløb:\u003C\u002Fp>\n\n\u003Cp>•Invalidepension på 60.000 kr. årligt\u003C\u002Fp>\n\n\u003Cp>•Invalidesum på 100.000 kr.\u003C\u002Fp>\n\n\u003Cp>•Forsikring ved kritisk sygdom på 100.000 kr.\u003C\u002Fp>\n\n\u003Cp>•Dødsfaldssum på 300.000 kr.\u003C\u002Fp>\n\n\u003Ch2>§ 5 FRAVÆR\u003C\u002Fh2>\n\n\u003Ch3>1.Ferie\u003C\u002Fh3>\n\n\u003Cp>A.Ferieloven er gældende\u003C\u002Fp>\n\n\u003Cp>B.Hvor der ikke holdes samlet ferielukning, skal virksomheden senest den\u003C\u002Fp>\n\n\u003Cp>1. april indhente oplysninger om, på hvilket tidspunkt den enkelte\nmedarbej¬der ønsker hovedferien lagt fx ved fremlæggelse af ferielister.\u003C\u002Fp>\n\n\u003Cp>C.Med hensyn til mulighederne for at overføre ferie fra et ferieår til et\nandet henvises til Aftale om ferie, side 52.\u003C\u002Fp>\n\n\u003Cp>D.Virksomheden kan anvende det af parterne godkendte feriekort i stedet for\nferiekontosystemet. Dansk Erhverv Arbejdsgiver afgiver garanti for penge¬nes\ntilstedeværelse.\u003C\u002Fp>\n\n\u003Cp>Der henvises endvidere til Aftale om ferie, side 52.\u003C\u002Fp>\n\n\u003Ch3>2.Feriefridage\u003C\u002Fh3>\n\n\u003Cp>A.Medarbejdere, der har været beskæftiget i virksomheden uafbrudt i 9\nmåne-der, er berettigede til 5 feriefridage.\u003C\u002Fp>\n\n\u003Cp>B.Feriefridagene omregnes til og afvikles som timer inden for ferieåret.\u003C\u002Fp>\n\n\u003Cp>C.Feriefridagene betales som ved sygdom.\u003C\u002Fp>\n\n\u003Cp>D.Feriefridagene placeres efter samme regler som restferie, jf. ferieloven.\nFeriefridage kan dog ikke varsles til afholdelse i en opsigelsesperiode efter\nvirksomhedens opsigelse af medarbejderen.\u003C\u002Fp>\n\n\u003Cp>E.Holdes feriefridagene ikke inden ferieårets udløb, kan medarbejderen\ninden 3 uger efter ferieårets udløb rejse krav om kompensation svarende til\nløn under sygdom for hver feriefridag, der ikke er blevet afholdt.\nKompensation udbetales senest sammen med lønnen for juni måned.\u003C\u002Fp>\n\n\u003Cp>F.Der betales ikke feriegodtgørelse og ferietillæg af løn under\nferiefridage eller kompensation herfor.\u003C\u002Fp>\n\n\u003Cp>G.Der kan uanset jobskifte ikke afholdes mere end 5 feriefridage i hvert\nferieår.\u003C\u002Fp>\n\n\u003Cp>H.Ved fratræden skal virksomheden skriftligt oplyse, hvor mange\nferiefridage\u002F feriefridagstimer medarbejderen har til gode. Den fratrådte\nmedarbejder kan rejse krav om kompensation for ikke afholdte feriefridage i\nperioden fra den 1. maj til 30. september.\u003C\u002Fp>\n\n\u003Cp>Der henvises endvidere til Frivalgs Lønkonto, jf. § 2, stk. 12.\u003C\u002Fp>\n\n\u003Ch3>3.Sygdom\u003C\u002Fh3>\n\n\u003Cp>A.Sygdom skal meddeles virksomheden hurtigst muligt.\u003C\u002Fp>\n\n\u003Cp>B.Virksomheden kan forlange dokumentation for sygdommen enten i form af en\nlægeattest eller en tro og loveerklæring. Virksomheden betaler lægeattest i\nhenhold til gældende regler.\u003C\u002Fp>\n\n\u003Cp>C.Lægeattest kan dog først kræves udstedt ved sygdom af over 3 dages\nva-righed. Endvidere kan lægeattest kræves ved hyppigt, kortvarigt fravær\npå 1 eller 2 dage.\u003C\u002Fp>\n\n\u003Ch3>4.Barsel (graviditet, adoption og orlov)\u003C\u002Fh3>\n\n\u003Cp>A.Der henvises til gældende lovgivning.\u003C\u002Fp>\n\n\u003Cp>B.Virksomheden betaler til medarbejdere, der på det forventede\nfødselstids-punkt har 9 måneders anciennitet, løn under barsel fra 4 uger\nfør forventet fødselstidspunkt (graviditetsorlov) og indtil 14 uger efter\nfødslen (barsels-orlov). En medarbejder, der føder på et senere tidspunkt\nend forventet af lægen\u002Fjordemoderen, har således alene ret til løn under\ngraviditetsorlov i op til 4 uger.\u003C\u002Fp>\n\n\u003Cp>Til adoptanter, der på modtagelsestidspunktet har 9 måneders anciennitet,\nbetales løn i 14 uger fra barnets modtagelse (barselsorlov).\u003C\u002Fp>\n\n\u003Cp>Lønnen svarer til den løn, den pågældende ville have oppebåret i\nperioden. Beløbet indeholder den ved lovgivningen fastsatte maksimale\ndagpengesats.\u003C\u002Fp>\n\n\u003Cp>Under samme betingelser betales der i indtil 2 uger løn under\nfædreorlov.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cp>C.Virksomheden yder betaling under forældreorlov i indtil 11 uger.\u003C\u002Fp>\n\n\u003Cp>Af disse 11 uger har hver af forældrene ret til at holde 4 uger.\u003C\u002Fp>\n\n\u003Cp>Holdes orloven, der er reserveret den enkelte forælder ikke, bortfalder\nbeta¬lingen.\u003C\u002Fp>\n\n\u003Cp>Betalingen i de resterende 3 uger ydes enten til den ene eller den anden\nforælder.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Betalingen i disse 11 uger svarer til den løn, den pågældende ville have\noppe-båret i perioden, dog maks. 135 kr. pr. time.\u003C\u002Fp>\n\n\u003Cp>De 11 uger skal afholdes inden for 52 uger efter fødslen.\u003C\u002Fp>\n\n\u003Cp>Medmindre andet aftales, skal medarbejderen af hensyn til lønbogholderiet\ngive meddelelse derom 3 uger i forvejen, når medarbejderen ønsker at holde\nsin orlov med løn. Der sker hermed ingen ændring af varslingsreglerne i\nbarsellovens § 15.\u003C\u002Fp>\n\n\u003Cp>Hver af forældrenes orlov kan maksimalt deles i to perioder, medmindre\nandet aftales.\u003C\u002Fp>\n\n\u003Cp>Det er en forudsætning for betalingen, at arbejdsgiveren er berettiget til\nre¬fusion svarende til den maksimale dagpengesats. Såfremt refusionen måtte\nvære mindre, nedsættes betaling til medarbejderen tilsvarende.\u003C\u002Fp>\n\n\u003Cp>D.Pr. 1. juli 2014 yder virksomheden betaling under forældreorlov i indtil\n13 uger.\u003C\u002Fp>\n\n\u003Cp>Af disse 13 uger har hver af forældrene ret til at holde 5 uger.\u003C\u002Fp>\n\n\u003Cp>Holdes orloven, der er reserveret den enkelte forælder ikke, bortfalder\nbeta¬lingen.\u003C\u002Fp>\n\n\u003Cp>Betalingen i de resterende 3 uger ydes enten til den ene eller den anden\nforælder.\u003C\u002Fp>\n\n\u003Cp>Betalingen i disse 13 uger svarer til den løn, den pågældende ville have\noppe¬båret i perioden, dog maks. 140,00 kr. pr. time.\u003C\u002Fp>\n\n\u003Cp>De 13 uger skal afholdes inden for 52 uger efter fødslen.\u003C\u002Fp>\n\n\u003Cp>Medmindre andet aftales, skal medarbejderen af hensyn til lønbogholderiet\ngive meddelelse derom 3 uger i forvejen, når medarbejderen ønsker at holde\u003C\u002Fp>\n\n\u003Cp>sin orlov med løn. Der sker hermed ingen ændring af varslingsreglerne i\nbarsellovens § 15.\u003C\u002Fp>\n\n\u003Cp>Hver af forældrenes orlov kan maksimalt deles i to perioder, medmindre\nandet aftales.\u003C\u002Fp>\n\n\u003Cp>Det er en forudsætning for betalingen, at arbejdsgiveren er berettiget til\nre-fusion svarende til den maksimale dagpengesats. Såfremt refusionen måtte\nvære mindre, nedsættes betaling til medarbejderen tilsvarende.\u003C\u002Fp>\n\n\u003Cp>Ændringerne har virkning for medarbejdere med børn, for hvilke der\npåbe-gyndes forældreorlov den 1. juli 2014 eller senere.\u003C\u002Fp>\n\n\u003Cp>E.Det præciseres, at såfremt dagpengesatsen nedsættes, reguleres den\nudbetal-te løn tilsvarende.\u003C\u002Fp>\n\n\u003Cp>Lønforpligtelse:\u003C\u002Fp>\n\n\u003Cp>4 uger med fuld løn 14 uger med fuld løn 2 uger med fuld løn\u003C\u002Fp>\n\n\u003Cp>11 uger med fuld løn, dog maks. 135,00 kr. pr. time. Af disse 11 uger har\nhver af for¬ældrene ret til betaling i 4 uger.\u003C\u002Fp>\n\n\u003Cp>Holdes orloven, der er reserveret til den enkelte forælder ikke, bortfalder\nbetalingen. Betalingen i de resterende 3 uger ydes til enten den ene eller den\nanden forælder.\u003C\u002Fp>\n\n\u003Cp>For forældreorlov, der påbegyndes 1. juli 2014 eller senere, gælder\nfølgende:\u003C\u002Fp>\n\n\u003Cp>Lønforpligtelse:\u003C\u002Fp>\n\n\u003Cp>4 uger med fuld løn 14 uger med fuld løn 2 uger med fuld løn\u003C\u002Fp>\n\n\u003Cp>13 uger med fuld løn, dog maks. 140,00 kr. pr. time. Af disse 13 uger har\nhver af for¬ældrene ret til betaling i 5 uger.\u003C\u002Fp>\n\n\u003Cp>Holdes orloven, der er reserveret til den enkelte forælder ikke, bortfalder\nbetalingen. Betalingen i de resterende 3 uger ydes til enten den ene eller den\nanden forælder. \u003C\u002Fp>\n\n\u003Cp>F.Under de 14 ugers barselsorlov indbetales et ekstra pensionsbidrag til\nmed¬\u003C\u002Fp>\n\n\u003Cp>arbejdere med 9 måneders anciennitet på det forventede\nfødselstidspunkt:\u003C\u002Fp>\n\n\u003Cp>Pensionsbidraget udgør:\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"122\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"DA\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"153\" valign=\"bottom\">\u003Cp class=\"Bodytext20\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">Arbejdsgiverbidrag\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"153\" valign=\"bottom\">\u003Cp class=\"Bodytext20\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">Arbejdstagerbidrag\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"157\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">Samlet bidrag\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"122\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"DA\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"153\" valign=\"top\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">kr.\n        pr. md\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"153\" valign=\"top\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">kr.\n        pr. md\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"157\" valign=\"top\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">kr.\n        pr. md\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"122\">\u003Cp class=\"Bodytext20\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">Indtil\n        1. juli 2014\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"153\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">1.120,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"153\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">560,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"157\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">1.680,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"122\">\u003Cp class=\"Bodytext20\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">Fra 1.\n        juli 2014\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"153\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">1.360,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"153\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">680,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"157\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">2.040,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003Cspan> \u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp>Til deltidsansatte indbetales et forholdsmæssigt bidrag.\u003C\u002Fp>\n\n\u003Ch3>5.Barns første sygedag\u003C\u002Fh3>\n\n\u003Cp>A.Medarbejdere, med mindst 6 måneders anciennitet i virksomheden, har ret\ntil frihed med løn, når friheden er nødvendig af hensyn til pasning af\nmedar¬bejderens syge, hjemmeværende barn\u002Fbørn under 14 år.\u003C\u002Fp>\n\n\u003Cp>B.Frihed gives kun til den ene af barnets forældre, og kun indtil anden\npasningsmulighed etableres, og kan højst omfatte barnets første sygedag.\nVirksomheden kan kræve dokumentation - fx i form af tro og loveerklæring.\u003C\u002Fp>\n\n\u003Ch3>6.Børns sygdom\u002Fhospitalsindlæggelse\u003C\u002Fh3>\n\n\u003Cp>A.Til medarbejdere, der har været beskæftiget i virksomheden uafbrudt i\u003C\u002Fp>\n\n\u003Cp>9 måneder, indrømmes der frihed, når det er nødvendigt, at medarbejderen\nindlægges på hospital sammen med et barn under 14 år.\u003C\u002Fp>\n\n\u003Cp>B.Denne frihed gælder alene den ene indehaver af forældremyndigheden, og\nder er maksimalt ret til frihed i sammenlagt 1 uge pr. barn inden for en\n12-måneders periode.\u003C\u002Fp>\n\n\u003Cp>C.Medarbejderen skal på opfordring fremlægge dokumentation for\nhospitals-indlæggelsen.\u003C\u002Fp>\n\n\u003Cp>D.Der ydes fuld løn, dog maks. 130,00 kr. pr. time.\u003C\u002Fp>\n\n\u003Cp>E.Såfremt medarbejderen er dagpengeberettiget, indtræder virksomheden i\ndenne ret.\u003C\u002Fp>\n\n\u003Ch3>7.Arbejdsfrihed som følge af force majeure\u003C\u002Fh3>\n\n\u003Cp>A.I overensstemmelse med Forældreorlovsdirektivet har medarbejderen ret til\narbejdsfrihed uden løn som følge af force majeure i overensstemmelse med\nnational praksis, når tvingende familiemæssige årsager gør sig gældende i\ntilfælde af sygdom eller ulykker, der gør den ansattes umiddelbare\ntilstede¬værelse for påtrængende nødvendig.\u003C\u002Fp>\n\n\u003Cp>B.Bestemmelsen berører ikke anvendelsen af øvrige regler om fravær med\nløn.\u003C\u002Fp>\n\n\u003Ch2>§ 6 ELEVER\u003C\u002Fh2>\n\n\u003Cp>Vedrørende elevers lønsatser henvises til § 2, stk. 9 og 10.\u003C\u002Fp>\n\n\u003Ch3>1.Elever\u003C\u002Fh3>\n\n\u003Ch4>A.OMRÅDE\u003C\u002Fh4>\n\n\u003Cp>Denne bestemmelse gælder for elever omfattet af bekendtgørelse om\ndetail¬handelsuddannelser samt elever i individuel erhvervsuddannelse inden\nfor overenskomstens dækningsområde, jf. erhvervsuddannelsesloven.\u003C\u002Fp>\n\n\u003Ch4>B.FORMKRAV\u003C\u002Fh4>\n\n\u003Cp>Uddannelsesaftalen skal være underskrevet af virksomheden og eleven. Den\nskal være indsendt til erhvervsskolen, hvor den bør være registreret,\nforin¬den uddannelsesforholdet kan indledes.\u003C\u002Fp>\n\n\u003Cp>Uddannelsesaftalen er kun gyldig, hvis virksomheden er godkendt som\nuddannelsessted på det pågældende uddannelsesområde.\u003C\u002Fp>\n\n\u003Cp>Er eleven under 18 år, skal aftalen også underskrives af den eller de, der\nhar forældremyndigheden.\u003C\u002Fp>\n\n\u003Cp>Uddannelsesaftalen med tilhørende uddannelsesregler,\nmeddelelsesblanket¬ter og skoleindmeldelse fås på den lokale\nerhvervsskole.\u003C\u002Fp>\n\n\u003Cp>Længden af praktiktiden fremgår af bekendtgørelse om\ndetailhandelsuddan¬nelser.\u003C\u002Fp>\n\n\u003Cp>Senest ved prøvetidens udløb udarbejder virksomhedens\nuddannelsesan-svarlige efter aftale med eleven en skriftlig uddannelsesplan i\noverensstem-melse med praktikuddannelsens mål.\u003C\u002Fp>\n\n\u003Ch4>C.PRØVETID\u003C\u002Fh4>\n\n\u003Cp>Prøvetiden for elever er 3 måneder, jf. erhvervsuddannelsesloven.\u003C\u002Fp>\n\n\u003Cp>Eventuelle skoleophold medregnes ikke i prøvetiden, som forlænges\ntil-svarende, og den nye dato for prøvetidens udløb meddeles skriftligt\neleven hurtigst muligt.\u003C\u002Fp>\n\n\u003Ch4>D.SYGDOM, GRAVIDITET OG BARSEL\u003C\u002Fh4>\n\n\u003Cp>Der henvises til gældende lovgivning samt til overenskomstens § 5.\u003C\u002Fp>\n\n\u003Ch4>E.FERIE EFTER AFSLUTTET UDDANNELSE\u003C\u002Fh4>\n\n\u003Cp>Forbliver eleven i virksomheden efter afsluttet uddannelse, ydes der ferie\nmed den aktuelle løn.\u003C\u002Fp>\n\n\u003Ch4>F.ARBEJDSSKADER\u003C\u002Fh4>\n\n\u003Cp>Elever er omfattet af virksomhedens arbejdsskadeforsikring under hele\nuddannelsen, både den praktiske og den teoretiske del.\u003C\u002Fp>\n\n\u003Ch4>G.ARBEJDSTID - ELEVER\u003C\u002Fh4>\n\n\u003Cp>Arbejdstiden for elever under 18 år reguleres af arbejdsmiljøloven.\u003C\u002Fp>\n\n\u003Cp>Elever kan deltage i eventuelt overarbejde, som dog ikke må overstige det\ngennemsnitlige overarbejdstidsforbrug for øvrige medarbejdere i samme fag i\nvirksomheden.\u003C\u002Fp>\n\n\u003Cp>I arbejdstiden medregnes undervisningstid og den hertil knyttede\ntransport¬tid, der ligger inden for normal arbejdstid.\u003C\u002Fp>\n\n\u003Cp>Ved deltagelse i dag- og ugekurser ydes der arbejdsfrihed i hele den eller\nde pågældende dage eller uge\u002Fuger.\u003C\u002Fp>\n\n\u003Ch4>H.BEFORDRING - ELEVER\u003C\u002Fh4>\n\n\u003Cp>Eleven har ret til at få dækket befordringsudgifter i forbindelse med\nskoleop¬hold, når den samlede vejlængde er mindst 20 km pr. dag.\u003C\u002Fp>\n\n\u003Cp>Eleven skal i videst muligt omfang benytte offentlige befordringsmidler.\u003C\u002Fp>\n\n\u003Cp>Hvis dette medfører urimeligt store ulemper for eleven, kan eget\nbefor-dringsmiddel bruges.\u003C\u002Fp>\n\n\u003Cp>Ved offentlig befordring ydes godtgørelse for faktisk afholdte udgifter.\nBefordringen skal foretages på den billigste og mest hensigtsmæssige måde,\nog hvor dette er muligt, skal der anvendes abonnementskort, klippekort o.l.\u003C\u002Fp>\n\n\u003Cp>Anvendes eget befordringsmiddel, ydes en befordringsgodtgørelse i henhold\ntil Undervisningsministeriets regler, når den samlede skolevej er 20 km eller\nderover.\u003C\u002Fp>\n\n\u003Cp>Efter ovennævnte regler ydes der til indkvarterede elever\nbefordringstilskud for rejse mellem sædvanlig bopæl og indkvarteringssted.\nDette gælder også i forbindelse med weekend samt påske- og juleferie.\u003C\u002Fp>\n\n\u003Cp>Virksomheden betaler altid elevens transport, hvis virksomheden efter aftale\nmed eleven vælger en anden skole end den, der ligger nærmest\narbejdsplad¬sen, og rejselængden ikke overstiger 20 km.\u003C\u002Fp>\n\n\u003Cp>I øvrigt gælder regler fastsat af Arbejdsgivernes Uddannelsesbidrag\n(AUB).\u003C\u002Fp>\n\n\u003Ch4>I.REFUSION AF UDGIFTER I FORBINDELSE MED SKOLEFORLØB\u003C\u002Fh4>\n\n\u003Cp>Virksomheden refunderer eleven udgifter til undervisningsmaterialer for op\ntil 600,00 kr. for det samlede uddannelsesforløb samt udgifter i forbindelse\nmed fagprøve.\u003C\u002Fp>\n\n\u003Cp>Beordres en elev til skoleophold efter erhvervsuddannelseslovens regler om\nfrit skolevalg, skal elevens udgifter hertil afholdes af virksomheden.\u003C\u002Fp>\n\n\u003Cp>Ved elevens ophold på handelskostskole betaler virksomheden de af skolen\nopkrævede udgifter til kost og logi, dog det af Undervisningsministeriet\nfastsatte beløb (pr. 1. januar 2014 490,00 kr. pr. uge).\u003C\u002Fp>\n\n\u003Ch4>J.PRAKTIK I UDLANDET - ELEVER\u003C\u002Fh4>\n\n\u003Cp>Udstationerede elever er omfattet af lov om erhvervsuddannelser.\u003C\u002Fp>\n\n\u003Cp>Den danske virksomhed betaler forskellen mellem praktikløn i udlandet og\ndansk elevløn efter denne overenskomst.\u003C\u002Fp>\n\n\u003Cp>Den danske virksomhed betaler for eventuel flytning og rejse ved\nudstatio-nering.\u003C\u002Fp>\n\n\u003Ch4>K.SELVVALGT UDDANNELSE\u003C\u002Fh4>\n\n\u003Cp>Med virkning fra 1. maj 2014 har elever efter 6 måneders beskæftigelse i\nsamme virksomhed (inkl. eventuelle skoleophold) ret til at søge støtte fra\nHandlens Kompetenceudviklingsfond. Støtten ydes til deltagelse i\nfritids-uddannelse i samme omfang og på samme vilkår som øvrige medarbejdere\nunder overenskomsten. Elever betragtes ikke som opsagt, selv om\nuddannel¬sesaftalen er tidsbegrænset.\u003C\u002Fp>\n\n\u003Ch4>L.OPLÆRINGSANSVARLIGE\u003C\u002Fh4>\n\n\u003Cp>Der skal i den praktiske uddannelsestid være knyttet en eller flere\nfaglærte personer eller personer med tilsvarende kvalifikationer til eleven\nsom oplæ-ringsansvarlige. Den oplæringsansvarlige medvirker til, at eleven\noplæres efter praktikreglerne og elevens uddannelsesplan.\u003C\u002Fp>\n\n\u003Cp>Det anbefales, at den oplæringsansvarlige har de fornødne kvalifikationer\ntil at forestå oplæringen af elever. Disse kan om nødvendigt tilegnes gennem\ndeltagelse i det af parterne udviklede coachingkursus eller lignende.\u003C\u002Fp>\n\n\u003Ch4>M.UOVERENSSTEMMELSER\u003C\u002Fh4>\n\n\u003Cp>Uoverensstemmelser mellem elever og virksomhederne søges forligt ved\nforhandling under medvirken af parterne inden eventuel indbringelse for\nTvistighedsnævnet.\u003C\u002Fp>\n\n\u003Ch4>N.ANCIENNITET\u003C\u002Fh4>\n\n\u003Cp>Forbliver elever i virksomheden efter afsluttet uddannelse, beregnes\nancien¬nitet ved senere opsigelse fra tidspunktet for uddannelsens start.\u003C\u002Fp>\n\n\u003Ch4>O.I ØVRIGT\u003C\u002Fh4>\n\n\u003Cp>I øvrigt henvises til uddannelsesbekendtgørelser og overenskomstens\nøvrige bestemmelser.\u003C\u002Fp>\n\n\u003Cp>Vedrørende KVU-studerendes lønsatser henvises til § 2, stk. 11.\u003C\u002Fp>\n\n\u003Ch3>2.KVU-studerende\u003C\u002Fh3>\n\n\u003Ch4>A.OMRÅDE\u003C\u002Fh4>\n\n\u003Cp>De i denne paragraf anførte bestemmelser gælder for studerende, der er\nom¬fattet af bekendtgørelse om kortere videregående uddannelser på\nhandels¬skoler.\u003C\u002Fp>\n\n\u003Ch4>B.ANSÆTTELSESVILKÅR\u003C\u002Fh4>\n\n\u003Cp>For de studerendes praktiske uddannelse udfærdiges en ansættelsesaftale,\nder ud over ansættelsesvilkår beskriver indholdet i den praktiske del af\nuddannelsen.\u003C\u002Fp>\n\n\u003Cp>Ansættelsesforholdet er omfattet af den almindelige ansættelseslovgivning,\nherunder funktionærlovens og ferielovens bestemmelser. I øvrigt gælder\noverenskomstens generelle bestemmelser vedrørende arbejdstid, overarbej¬de og\npension.\u003C\u002Fp>\n\n\u003Ch2>§ 7 UDDANNELSE\u003C\u002Fh2>\n\n\u003Ch3>1.Efteruddannelse\u003C\u002Fh3>\n\n\u003Ch4>A.KOMPETENCEUDVIKLING\u003C\u002Fh4>\n\n\u003Cp>Medarbejderne har ret og pligt til kompetenceudvikling afpasset efter\nforholdene i den enkelte virksomhed for herigennem at styrke konkurrence¬evnen\nsamt virksomhedernes og medarbejdernes udviklingsmuligheder.\u003C\u002Fp>\n\n\u003Cp>Med det formål at fremme virksomhedens samlede kompetencer og\nmedarbejdernes faglige, almene og personlige udvikling, anbefales det, at\nvirksomheden og medarbejderne arbejder systematisk med såvel formel uddannelse\nsom kompetenceudvikling på arbejdspladsen, både gennem det daglige arbejde,\ngennem opkvalificering og nye arbejdsorganiseringsformer samt gennem efter- og\nvidereuddannelsesaktiviteter. Heri indgår, at der skal gives medarbejderen en\nrimelig mulighed for at ajourføre sin uddannelse.\u003C\u002Fp>\n\n\u003Cp>Både virksomhed og medarbejder opfordres til at tage et fælles ansvar for\nat fremme kompetenceudviklingen med henblik på at sikre en sammenhæng mellem\nvirksomhedens kompetencebehov og medarbejderens mulighed for at opfylde\nnutidige og fremtidige jobkrav.\u003C\u002Fp>\n\n\u003Cp>I det omfang medarbejderen og virksomheden er enige herom, anbefales\ndeltagelse i længerevarende efter- og videreuddannelsesforløb. I sådanne\nsituationer anbefaler parterne, at virksomhederne overvejer, om der bør\nansættes vikarer.\u003C\u002Fp>\n\n\u003Ch4>B.PLANLÆGNING AF KOMPETENCEUDVIKLING\u003C\u002Fh4>\n\n\u003Cp>Parterne anbefaler, at medarbejderudvikling planlægges i forbindelse med\nregelmæssige medarbejdersamtaler.\u003C\u002Fp>\n\n\u003Cp>Medarbejdersamtaler kan med fordel planlægges og gennemføres ved at\nanvende www.samtalens123.dk, der er udviklet af parterne i regi af\nUddan-nelses- og samarbejdsfond for Detailområdet.\u003C\u002Fp>\n\n\u003Cp>Parterne anbefaler, at der for ufaglærte medarbejdere med mere end 4 års\nanciennitet i detailhandel gennemføres en Individuel Kompetence Afklaring\n(IKA) på en erhvervsskole som forberedelse til en medarbejdersamtale.\u003C\u002Fp>\n\n\u003Cp>Det anbefales ligeledes, at der ved planlægningen af\nkompetenceudviklin¬gen tages udgangspunkt i medarbejderens jobmæssige\nsituation, alder og anciennitet, og det anbefales, at der opstilles personlige\nudviklingsmål for den enkelte medarbejder.\u003C\u002Fp>\n\n\u003Cp>Medarbejderen kan få attesteret sin deltagelse i virksomhedsinterne kurser\nog anden kvalificerende aktivitet.\u003C\u002Fp>\n\n\u003Cp>I virksomhedens samarbejdsudvalg kan der drøftes rammer og princip¬per for\nuddannelse og udvikling. Sådanne rammer og principper bør også fastlægges i\nvirksomheder uden samarbejdsudvalg, hvilket fx kan ske ved nedsættelse af et\nuddannelsesudvalg.\u003C\u002Fp>\n\n\u003Ch4>C.BRANCHE- ELLER VIRKSOMHEDSRELEVANT EFTER- OG VIDEREUDDANNELSE\u003C\u002Fh4>\n\n\u003Cp>Deltager medarbejderen i branche- og virksomhedsrelevante efter- og\nvidereuddannelser, har medarbejderen under fornødent hensyn til\nvirksom¬hedens behov ret til én uges frihed pr. år uden løn, når\nmedarbejderen har været uafbrudt beskæftiget i samme virksomhed i mindst 6\nmåneder.\u003C\u002Fp>\n\n\u003Cp>Har medarbejderen været uafbrudt beskæftiget i samme virksomhed i 2 år,\nafholder virksomheden kursusafgifter, transport og eventuelt løntab, i det\nomfang det offentlige ikke dækker udgifterne til relevante efter- og\nvidereud¬dannelseskurser, der er anerkendt af overenskomstparterne.\u003C\u002Fp>\n\n\u003Cp>Parterne anbefaler, at der gives medarbejderne passende frihed til\ndeltagelse i sådanne kurser.\u003C\u002Fp>\n\n\u003Cp>Deltager en medarbejder i anerkendt efteruddannelse med\nløntabsgodtgø-relse uden for normal arbejdstid, medregnes uddannelsestiden\nsom arbejds¬tid, såfremt uddannelsen på forhånd er aftalt med\nvirksomheden.\u003C\u002Fp>\n\n\u003Cp>Deltager medarbejderen i sin fritid i efter- og videreuddannelseskurser,\nbe¬taler virksomheden evt. deltagergebyr og undervisningsmaterialer, såfremt\ndet på forhånd er aftalt med virksomheden.\u003C\u002Fp>\n\n\u003Cp>Deltager medarbejderen i fjernundervisning aftalt med virksomheden,\nanbefales det, at det ved aftalens indgåelse fastlægges, hvorvidt og i\nhvilket omfang forberedelse og gennemførelse sker i arbejdstiden eller\nfritiden.\u003C\u002Fp>\n\n\u003Ch4>D.SELVVALGT UDDANNELSE\u003C\u002Fh4>\n\n\u003Cp>Den enkelte medarbejder har efter 9 måneders beskæftigelse ret til 2 ugers\nfrihed om året - placeret under fornødent hensyn til virksomhedens forhold -\ntil efter- eller videreuddannelse, der er relevant for beskæftigelse under\nbutiksoverenskomstens dækningsområde, forudsat der er meddelt tilsagn om\ntilskud til uddannelsen, eller for virksomheden. Pr. 1. maj 2014 ændres\nanciennitetskravet fra 9 måneder til 6 måneder.\u003C\u002Fp>\n\n\u003Cp>Med virkning fra 1. maj 2014 har medarbejdere, som opsiges på grund af\nomstruktureringer, nedskæringer, virksomhedslukning eller andre på\nvirksomheden beroende forhold, og som har mindst 6 måneders anciennitet i\nvirksomheden, ret til yderligere en uges frihed i opsigelsesperioden med\ntilskud efter reglerne i 1. afsnit. Under samme betingelser har medarbejde¬ren\nendvidere ret til at benytte ikke-forbrugt frihed med støtte fra Handlens\nKompetenceudviklingsfond i op til 2 uger.\u003C\u002Fp>\n\n\u003Cp>Medarbejderen har ret til at opspare retten til frihed ved selvvalgt\nuddan-nelse i op til 3 år. De ældste uger forbruges først. Det gælder dog\nikke, hvis medarbejderen er i opsagt stilling, medmindre virksomheden og\nmedarbej-deren før opsigelsen har aftalt perioden for uddannelsen.\u003C\u002Fp>\n\n\u003Cp>Muligheden for længerevarende selvvalgt uddannelsesforløb forudsætter, at\nder er midler til stede i kompetenceudviklingsfonden. Nærværende regler\nfinder ligeledes anvendelse i virksomheder, der selvadministrerer\nkompe-tencefondsmidlerne, jf. pkt. 5 i Aftale om Kompetenceudviklingsfond, side\n82. Opsparingen af retten til selvvalgt uddannelse videreføres ikke til andet\nansættelsesforhold.\u003C\u002Fp>\n\n\u003Cp>Virksomheden betaler et beløb svarende til 400,00 kr. pr. år pr.\nfuldtidsan-sat medarbejder omfattet af overenskomsten, efter nærmere\nretningslinjer i Aftale om Kompetenceudviklingsfond. For deltidsansatte\nreduceres beløbet forholdsmæssigt.\u003C\u002Fp>\n\n\u003Cp>Medarbejdere kan ansøge Handlens Kompetenceudviklingsfond om støtte til\nuddannelse. Der kan ikke ydes støtte til uddannelse, såfremt medarbejderen\nhelt eller delvist modtager løn.\u003C\u002Fp>\n\n\u003Cp>Virksomheder, som har uddannelsesudvalg, kan etablere en udviklingsfond i\nvirksomheden efter de nærmere retningslinier i Aftale om\nKompetenceud¬viklingsfond.\u003C\u002Fp>\n\n\u003Ch4>E.FAGLIG KVALIFICERING\u003C\u002Fh4>\n\n\u003Cp>For at sikre den nødvendige opkvalificering af medarbejderne i\ndetailhan-delen, og derigennem forbedre detailhandelsvirksomhedernes\nkonkurren-ceevne, opfordrer overenskomstens parter ufaglærte medarbejdere og\nderes virksomheder til at tilrettelægge en uddannelsesplan, der fører frem\ntil faglært uddannelse, for medarbejderen.\u003C\u002Fp>\n\n\u003Cp>Med henblik på at opnå en faglig uddannelse inden for detailhandelen gives\nder den enkelte medarbejder ret til 5 ugers frihed pr. år, inden for en\nperiode på 3 år, til at deltage i de af parterne anerkendte meritgivende\nkurser\u002Fkur- susforløb under forudsætning af:\u003C\u002Fp>\n\n\u003Cp>•Medarbejderen er fyldt 25 år.\u003C\u002Fp>\n\n\u003Cp>•Medarbejderen har 4 års faglig anciennitet inden for detailhandlen,\nheraf 2 år i nuværende virksomhed.\u003C\u002Fp>\n\n\u003Cp>•Medarbejderen kan opnå merit til, hvad der svarer til min. 3\u002F4 af den\npraktiske del.\u003C\u002Fp>\n\n\u003Cp>•Medarbejderen har et teoretisk efterkvalificeringsbehov på højst 15\nuger, fx opgjort via individuelt kompetenceafklarende forløb.\u003C\u002Fp>\n\n\u003Cp>•Uddannelsesforløbet aftales med virksomheden (både den praktiske og\nteoretiske del samt fagprøve).\u003C\u002Fp>\n\n\u003Cp>I perioden, hvor medarbejderen deltager i faglig kvalificering, er der ingen\nøvrig frihed til efter- og videreuddannelse.\u003C\u002Fp>\n\n\u003Ch3>2.Dansk Erhverv Arbejdsgiver og HK HANDELs uddannelses- og\nsamarbejdsfond\u003C\u002Fh3>\n\n\u003Cp>A.Parterne har etableret en Uddannelses- og samarbejdsfond for\nDetailområdet. Fondens formål er:\u003C\u002Fp>\n\n\u003Cp>•at fremme og udvikle uddannelse og uddannelsesniveauet inden for\nde¬tailområdet med særligt henblik på at sikre virksomhederne en\narbejds¬kraft med tilstrækkelige faglige kvalifikationer,\u003C\u002Fp>\n\n\u003Cp>•at udvikle og afprøve uddannelser, der endnu ikke eksisterer i det\ntraditi¬onelle uddannelsessystem, og\u003C\u002Fp>\n\n\u003Cp>•at finansiere vederlag til tillidsrepræsentanterne.\u003C\u002Fp>\n\n\u003Cp>Der henvises i øvrigt til fondens vedtægter.\u003C\u002Fp>\n\n\u003Ch4>B.FINANSIERING\u003C\u002Fh4>\n\n\u003Cp>Virksomhederne indbetaler et beløb svarende til 473,50 kr. pr. år pr.\nfuld-tidsansat, der er omfattet af overenskomsten. Beløbet reguleres den 1.\nmarts 2015 til 556,00 kr. og den 1. marts 2016 til 638,50 kr. For\ndeltidsansatte reduceres beløbet forholdsmæssigt.\u003C\u002Fp>\n\n\u003Cp>Fondens bestyrelse bemyndiges til at regulere bidraget, såfremt fondens\nopgaver nødvendiggør dette.\u003C\u002Fp>\n\n\u003Cp>Indbetaling af bidrag til fonden sker til Dansk Erhverv Arbejdsgiver, hos\nhvem beløbene beror.\u003C\u002Fp>\n\n\u003Ch3>3.DA\u002FLO Udviklingsfonden\u003C\u002Fh3>\n\n\u003Cp>Til DA\u002FLO Udviklingsfonden ydes fra virksomhedens side 40 øre pr.\npræsteret arbejdstime. Med virkning fra første lønningsuge efter 1. januar\n2015 forhøjes beløbet til 42 øre pr. præsteret arbejdstime. Beløbets\nopkrævning sker i henhold til hovedorganisationernes bestemmelse.\u003C\u002Fp>\n\n\u003Ch2>§ 8 TILLIDSREPRÆSENTANTER\u003C\u002Fh2>\n\n\u003Ch3>1.Hvor kan tillidsrepræsentanten vælges?\u003C\u002Fh3>\n\n\u003Ch4>A.MINDST 6 ORGANISEREDE MEDARBEJDERE\u003C\u002Fh4>\n\n\u003Cp>I virksomheder, samt i særskilt beliggende afdelinger eller filialer, kan\nde organiserede medarbejdere af deres midte vælge én til at være deres\ntillids-repræsentant over for virksomheden eller dennes stedfortræder.\u003C\u002Fp>\n\n\u003Ch4>B.INDTIL 5 ORGANISEREDE MEDARBEJDERE\u003C\u002Fh4>\n\n\u003Cp>I virksomheder, samt i særskilt beliggende afdelinger eller filialer, hvor\nder beskæftiges 5 organiserede medarbejdere eller derunder under\noverenskom¬stens område, kan der dog kun vælges tillidsrepræsentant,\nsåfremt der lokalt er enighed herom, og denne aftale kan kun igen bortfalde,\nsåfremt der er enighed herom.\u003C\u002Fp>\n\n\u003Ch4>C.MINDST 35 ORGANISEREDE MEDARBEJDERE\u003C\u002Fh4>\n\n\u003Cp>Virksomheder, hvor der på hver enkelt arbejdsplads beskæftiges 35\norgani-serede medarbejdere eller derover under overenskomstens område, kan der\nvælges en stedfortrædende tillidsrepræsentant til at virke under den\nordinæ¬re tillidsrepræsentants fravær af længere varighed på grund af\nsygdom, ferie, kursusdeltagelse eller lignende.\u003C\u002Fp>\n\n\u003Cp>Stedfortræderen skal opfylde de samme betingelser for valg som\ntillidsre-præsentanten. Den stedfortrædende tillidsrepræsentant er under sit\nvirke som fungerende tillidsrepræsentant omfattet af samme beskyttelsesregler,\nsom er gældende for den ordinære tillidsrepræsentant.\u003C\u002Fp>\n\n\u003Cp>Der henvises endvidere til Aftale om regionale tillidsrepræsentanter side\n81.\u003C\u002Fp>\n\n\u003Ch3>2.Valget til tillidsrepræsentant\u003C\u002Fh3>\n\n\u003Cp>A.Tillidsrepræsentanten og eventuelt stedfortrædende tillidsrepræsentant,\nder begge kan være deltidsansatte, vælges blandt de organiserede, anerkendt\ndygtige medarbejdere, der har været ansat mindst et år i den pågældende\nvirksomhed; hvor sådanne ikke findes i et antal af mindst 5, suppleres dette\ntal med de organiserede medarbejdere, der har arbejdet der længst. En elev\neller medarbejder under 18 år kan ikke vælges som tillidsrepræsentant.\u003C\u002Fp>\n\n\u003Cp>B.I en virksomhed med filialer eller geografisk adskilte afdelinger kan en\nmed-arbejder kun vælges som tillidsrepræsentant for det sted, hvor\npågældende er beskæftiget.\u003C\u002Fp>\n\n\u003Cp>C.Valget er ikke gyldigt, før det er godkendt af HK HANDEL og meddelt Dansk\nErhverv Arbejdsgiver.\u003C\u002Fp>\n\n\u003Cp>D.Denne meddelelse skal ske hurtigst muligt og senest 14 dage efter\nvalget.\u003C\u002Fp>\n\n\u003Cp>E.Eventuel indsigelse fra virksomhedens side mod det foretagne valg skal\nvære forbundet i hænde senest 14 dage efter modtagelsen af meddelelsen om\nvalget.\u003C\u002Fp>\n\n\u003Cp>F.Flest mulige stemmeberettigede bør deltage i valget af\ntillidsrepræsentant.\u003C\u002Fp>\n\n\u003Cp>G.Ved sin godkendelse garanterer HK HANDEL, at alle stemmeberettigede har\nværet sikret mulighed for at deltage i valget.\u003C\u002Fp>\n\n\u003Cp>H.Tillidsrepræsentanten må ikke som følge af sit tillidshverv sættes i\nstå i sin lønudvikling.\u003C\u002Fp>\n\n\u003Ch3>3.Tillidsrepræsentantens opgaver\u003C\u002Fh3>\n\n\u003Cp>A.Det er tillidsrepræsentantens pligt, såvel over for sine kolleger og sin\nor-ganisation som over for virksomheden, at gøre sit bedste for at fremme og\nvedligeholde rolige og gode arbejdsforhold.\u003C\u002Fp>\n\n\u003Cp>B.Når en sag kun berører en enkelt eller enkelte medarbejderes personlige\nanliggender, bør medarbejderen drøfte dette direkte med ledelsen.\u003C\u002Fp>\n\n\u003Cp>C.I anliggender vedrørende løn- og arbejdsforhold kan\ntillidsrepræsentanten, når det ønskes, forelægge klager eller henstillinger\nfor ledelsen.\u003C\u002Fp>\n\n\u003Cp>D.Er tillidsrepræsentanten ikke tilfreds med virksomhedens afgørelse, kan\ntillidsrepræsentanten anmode sin organisation om at tage sig af sagen, men det\ner tillidsrepræsentantens og medarbejdernes pligt at fortsætte arbejdet\nuforstyrret, indtil anden bestemmelse træffes af forbundets ledelse.\u003C\u002Fp>\n\n\u003Cp>E.Udførelsen af de tillidsrepræsentanten påhvilende hverv skal ske på en\nsådan måde, at det er til mindst mulig gene for dennes arbejde. Såfremt\ntillidsrepræsentanten for at opfylde sine forpligtelser må forlade sit\narbejde, må dette kun ske efter forudgående aftale med ledelsen.\u003C\u002Fp>\n\n\u003Cp>F.Efter aftale med ledelsen skal der, i den udstrækning arbejdets art og\u003C\u002Fp>\n\n\u003Cp>omfang tillader det, gives tillidsrepræsentanten den nødvendige frihed til\nat deltage i relevante kurser.\u003C\u002Fp>\n\n\u003Ch3>4.Vederlag til valgte tillidsrepræsentanter\u003C\u002Fh3>\n\n\u003Cp>A.Tillidsrepræsentanter valgt i henhold til stk. 2 vil modtage et årligt\nvederlag, som udbetales med en 1\u002F4 pr. kvartal. Vederlaget udbetales som\nkompen-sation for tillidsrepræsentantens varetagelse af sit hverv uden for\ndennes arbejdstid.\u003C\u002Fp>\n\n\u003Cp>B.Vederlaget er ikke pensionsgivende eller feriepengeberettiget.\u003C\u002Fp>\n\n\u003Cp>C.Valggrundlaget opgøres ved nyvalg af tillidsrepræsentanten og\nefterfølgende én gang årligt ved udgangen af august. Ved bortfald af\ntillidsrepræsentant-hvervet bortfalder vederlaget.\u003C\u002Fp>\n\n\u003Cp>D.Vederlaget udgør:\u003C\u002Fp>\n\n\u003Cp>Tillidsrepræsentanter med et valggrundlag op til og med 49 personer vil\nmodtage et årligt vederlag på 8.000 kr.\u003C\u002Fp>\n\n\u003Cp>Tillidsrepræsentanter med et valggrundlag fra og med 50 og op til og med 99\npersoner vil modtage et årligt vederlag på 15.000 kr.\u003C\u002Fp>\n\n\u003Cp>Tillidsrepræsentanter med et valggrundlag på 100 personer eller derover\nvil modtage et årligt vederlag på 30.000 kr.\u003C\u002Fp>\n\n\u003Cp>Hvor der allerede er truffet aftale om aflønning\u002Fvederlag til\ntillidsrepræsen-tanten, modregnes dette i ovenstående vederlag.\u003C\u002Fp>\n\n\u003Cp>Vederlaget udbetales fra Dansk Erhverv Arbejdsgiver og HK HANDELS\nUddannelses- og samarbejdsfond for Detailområdet, jf. § 7, stk. 2, litra\na.\u003C\u002Fp>\n\n\u003Ch3>5.Adgang til it og internet\u003C\u002Fh3>\n\n\u003Cp>Såfremt der er it og internetadgang på tillidsrepræsentantens\narbejdsplads, skal tillidsrepræsentanten til udførelse af sit hverv have den\nnødvendige adgang hertil.\u003C\u002Fp>\n\n\u003Ch3>6.Klubber, opslag\u003C\u002Fh3>\n\n\u003Cp>A. Hvis de organiserede medarbejdere i en virksomhed, henholdsvis en\naf¬deling heraf, slutter sig sammen i en klub, skal tillidsrepræsentanten\nvære formand.\u003C\u002Fp>\n\n\u003Cp>B.I det omfang arbejdet tillader det, kan ledelsen efter anmodning give\ntilla-delse til fornøden frihed for medlemmer af klubbens bestyrelse til at\ndeltage i relevante kurser.\u003C\u002Fp>\n\n\u003Cp>C.På et for medarbejderne tilgængeligt sted kan klubben opslå faglige\nmedde-lelser til medlemmerne. Stedet aftales med ledelsen, som samtidig\nmodtager et eksemplar af de meddelelser, der opsættes.\u003C\u002Fp>\n\n\u003Cp>D.Hvor der er mulighed herfor, stiller virksomheden lokaler til rådighed\nfor klubbens mødevirksomhed.\u003C\u002Fp>\n\n\u003Ch3>7.Afskedigelse af tillidsrepræsentant\u003C\u002Fh3>\n\n\u003Cp>A.Såfremt en virksomhed finder, at der foreligger tvingende årsager til at\nopsige en tillidsrepræsentant, jf. litra b, skal virksomheden rette\nhenvendel-se til Dansk Erhverv Arbejdsgiver, der herefter skal underrette HK,\nder kan anmode om et organisationsmøde.\u003C\u002Fp>\n\n\u003Cp>Organisationsmødet skal i så fald afholdes senest 7 kalenderdage efter\nun-derretningens fremkomst.\u003C\u002Fp>\n\n\u003Cp>Fastholder virksomheden opsigelsen efter organisationsmødet, betragtes\nopsigelsesvarslet som afgivet ved underretningens fremkomst.\u003C\u002Fp>\n\n\u003Cp>B.En tillidsrepræsentants afskedigelse skal begrundes i tvingende\nårsager.\u003C\u002Fp>\n\n\u003Cp>Det er en selvfølge, at den omstændighed, at en medarbejder fungerer som\ntillidsrepræsentant, aldrig må give anledning til, at den pågældende\nafskedi-ges, eller at den pågældendes stilling forringes.\u003C\u002Fp>\n\n\u003Cp>C.Tillidsrepræsentantens ansættelsesforhold kan ikke afbrydes inden for\nopsigelsesperioden, og inden HK HANDEL har haft mulighed for at få\nafskedigelsens berettigelse gjort til genstand for fagretlig behandling,\nmed-mindre der lokalt er enighed herom. Det bør tilstræbes, at sagens\nfagretlige behandling fremmes mest muligt, således at afgørelsen foreligger\ninden opsigelsesperiodens udløb.\u003C\u002Fp>\n\n\u003Cp>D.Disse regler gælder dog ikke, dersom virksomheden foretager en berettiget\nbortvisning af tillidsrepræsentanten i medfør af funktionærlovens § 4.\u003C\u002Fp>\n\n\u003Cp>E.Fastholder virksomheden sin afskedigelse af tillidsrepræsentanten, efter\nat afskedigelsen er kendt uberettiget ved den fagretlige behandling, er\nvirksom¬heden ud over lønnen i opsigelsesperioden pligtig at betale en\ngodtgørelse,\u003C\u002Fp>\n\n\u003Cp>hvis størrelse skal være afhængig af sagens omstændigheder. Denne\ngodtgø¬relse er endelig, således at der ikke tillige kan kræves\ngodtgørelse efter regler om urimelig afskedigelse.\u003C\u002Fp>\n\n\u003Cp>F.Spørgsmålet om berettigelsen af en tillidsrepræsentants afskedigelse og\nstørrelsen af den tillidsrepræsentanten eventuelt tilkommende godtgørelse\nafgøres endeligt ved faglig voldgift.\u003C\u002Fp>\n\n\u003Cp>G.Foreligger der i sagen sådanne særlige forhold, som klart giver udtryk\nfor, at der har foreligget organisationsforfølgelse, kan dette spørgsmål\nindbringes for Arbejdsretten.\u003C\u002Fp>\n\n\u003Cp>H.Såfremt forbundet hævder, at afskedigelse af en tillidsrepræsentant er\nurimelig, kan der fremsættes krav om erstatning, respektive genansættelse i\nhenhold til Hovedaftalens § 4, stk. 3. Dette spørgsmål kan sammen med\nspørgsmålet, om hvorvidt der foreligger tvingende årsager til afskedigelsen,\nbehandles under en og samme sag ved en faglig voldgift.\u003C\u002Fp>\n\n\u003Ch2>§ 9 UOVERENSSTEMMELSER\u003C\u002Fh2>\n\n\u003Ch3>1.Uoverensstemmelser\u003C\u002Fh3>\n\n\u003Cp>Ved behandling af uoverensstemmelser mellem parterne vedrørende\noverens-komstens forståelse henvises til “Norm for regler for behandling af\nfaglig strid”.\u003C\u002Fp>\n\n\u003Cp>Hvis en faglig uoverensstemmelse eller uoverensstemmelse vedrørende\nlovgiv-ning om ansættelses- og arbejdsforhold m.v. ikke er løst lokalt på\nden enkelte virksomhed, kan uoverensstemmelsen forhandles under medvirken af\nparterne efter nedenstående regler, såfremt der ikke i overenskomsten, i\nHovedaftalen eller andetsteds er fastsat andre regler.\u003C\u002Fp>\n\n\u003Cp>Henvendelse rettes til den modstående part. I henvendelsen skal nærmere\nangives de berørte parter og de forhold, uoverensstemmelsen drejer sig om,\nsamt den pågældende sagsbehandler. Sagen skal fremstilles således, at en\neventuel afgørelse vil kunne træffes på grundlag af oplysningerne i\nhenvendelsen.\u003C\u002Fp>\n\n\u003Ch3>2.Organisationsmøde\u003C\u002Fh3>\n\n\u003Cp>Såfremt uoverensstemmelsen ikke kan løses på grundlag af foreliggende op-\nlysninger m.v., kan hver af parterne anmode om afholdelse af et organisations-\nmøde. Tid og sted herfor skal være aftalt hurtigst muligt og senest 14 dage\nefter modtagelse af begæring herom, idet mødet skal finde sted senest 4 uger\nefter aftaletidspunktet, medmindre ferie eller særlige forhold gør sig\ngældende.\u003C\u002Fp>\n\n\u003Cp>Organisationsmødet afholdes på virksomheden, medmindre andet aftales.\nNor-malt udfærdiges der referat af organisationsmødet.\u003C\u002Fp>\n\n\u003Ch3>3.Generelle spørgsmål\u003C\u002Fh3>\n\n\u003Cp>Dansk Erhverv Arbejdsgiver og HK HANDEL kan i spørgsmål af generel\nkarakter om forståelsen af overenskomsten anmode om, at der direkte mellem\ndisse par-ter afholdes møde på Dansk Erhverv Arbejdsgivers kontor til\ndrøftelse heraf. Et sådant møde skal normalt være afholdt senest 4 uger\nefter begæring herom.\u003C\u002Fp>\n\n\u003Cp>Uoverensstemmelser vedrørende reglerne i denne paragraf, herunder om\nover-holdelsen af tidsfristerne, skal indbringes til behandling i\nHovedudvalget.\u003C\u002Fp>\n\n\u003Ch3>4.Gyldighedsperiode\u003C\u002Fh3>\n\n\u003Cp>Nærværende regler kan af hver af parterne opsiges med 3 måneders\nvarsel.\u003C\u002Fp>\n\n\u003Ch2>§ 10 ARBEJDSMILJØ\u003C\u002Fh2>\n\n\u003Cp>Der henvises til bestemmelserne i lovgivningen om arbejdsmiljø.\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om, at der, ved tastearbejde og arbejde ved udgangskasser\ni butikker, med jævne intervaller skal gives passende tid til afslapning af\nbelastede muskler.\u003C\u002Fp>\n\n\u003Cp>I virksomheder, hvor der ikke findes arbejdsmiljøorganisation, kan den i\nhenhold til § 8 valgte tillidsrepræsentant rette henstillinger eller rejse\nklager til virksom¬heden vedrørende arbejdsmiljøspørgsmål. Hvor der findes\narbejdsmiljøorganisa¬tion, skal henstillinger eller klager behandles af\nvirksomhedens arbejdsmiljøor¬ganisation.\u003C\u002Fp>\n\n\u003Cp>Efter aftale med ledelsen kan der, i den udstrækning arbejdets art og\nomfang til¬lader det, gives arbejdsmiljørepræsentanten den nødvendige\nfrihed til at deltage i relevante arbejdsmiljøkurser.\u003C\u002Fp>\n\n\u003Cp>Denne frihed er uden løn, med mindre andet er bestemt i\narbejdsmiljøloven.\u003C\u002Fp>\n\n\u003Cp>Såfremt der er it- og internetadgang på arbejdsmiljørepræsentantens\narbejds¬plads, skal arbejdsmiljørepræsentanten til udførelse af sit hverv\nhave den nød¬vendige adgang hertil.\u003C\u002Fp>\n\n\u003Cp>Parterne er i øvrigt enige om, at sager vedrørende denne paragraf og\narbejds-miljølovgivningen bør indbringes til behandling mellem parterne, hvis\nder ikke lokalt er opnået enighed.\u003C\u002Fp>\n\n\u003Ch2>§ 11 PERSONLIG OPSIGELSE\u003C\u002Fh2>\n\n\u003Ch3>1.Funktionærer\u003C\u002Fh3>\n\n\u003Cp>For medarbejdere, der er funktionærer, henvises til funktionærlovens\nbestem¬melser.\u003C\u002Fp>\n\n\u003Ch3>2.Ikke-funktionærer\u003C\u002Fh3>\n\n\u003Cp>For medarbejdere, der ikke er omfattet af funktionærloven, fastsættes\nfølgende opsigelsesvarsler:\u003C\u002Fp>\n\n\u003Cp>I de første 3 måneder efter ansættelsen kan opsigelse fra begge sider ske\nuden varsel, således at fratræden sker ved normal arbejdstids ophør den\npågældende dag.\u003C\u002Fp>\n\n\u003Cp>Fra medarbejderside:\u003C\u002Fp>\n\n\u003Cp>•Efter 3 måneders uafbrudt beskæftigelse: 1 måned til udgangen af en\nmåned. Fra arbejdsgiverside:\u003C\u002Fp>\n\n\u003Cp>•Efter 3 måneders uafbrudt beskæftigelse: 1 måned til udgangen af en\nmåned.\u003C\u002Fp>\n\n\u003Cp>• Efter 2 års uafbrudt beskæftigelse: 2 måneder til udgangen af en\nmåned.\u003C\u002Fp>\n\n\u003Cp>• Efter 3 års uafbrudt beskæftigelse: 3 måneder til udgangen af en\nmåned.\u003C\u002Fp>\n\n\u003Ch3>3.Frihed ved opsigelse\u003C\u002Fh3>\n\n\u003Cp>Med virkning fra 1. maj 2014 har medarbejdere, som opsiges på grund af\nom-struktureringer, nedskæringer, virksomhedslukning eller andre på\nvirksomheden beroende forhold, ret til frihed med løn i op til 2 timer,\nplaceret hurtigst muligt efter opsigelsen under fornødent hensyn til\nvirksomhedens drift, til at søge vej¬ledning i a-kassen\u002Ffagforeningen.\u003C\u002Fp>\n\n\u003Ch2>§ 12 IKRAFTTRÆDEN OG OPSIGELSE AF OVERENSKOMSTEN\u003C\u002Fh2>\n\n\u003Ch3>1. 50 pct.-reglen\u003C\u002Fh3>\n\n\u003Ch4>A.BETINGELSER\u003C\u002Fh4>\n\n\u003Cp>HK HANDEL kan kun indgå overenskomst med medlemmer af Dansk Er¬hverv\nArbejdsgiver gennem Dansk Erhverv Arbejdsgiver.\u003C\u002Fp>\n\n\u003Cp>Det er en betingelse, at HK HANDEL, på tidspunktet for kravets\nfremsæt¬telse, som medlemmer har mindst 50 pct. af de beskæftigede inden for\ndet område, overenskomsten tilsigter at omfatte.\u003C\u002Fp>\n\n\u003Cp>Dansk Erhverv Arbejdsgiver vil ikke kræve 50 pct.-reglen opfyldt i\ntilfælde, hvor en virksomhed selv ønsker overenskomst oprettet for\nmedarbejderne, såfremt det i øvrigt i det konkrete tilfælde findes rimeligt,\nat en overens-komst indgås.\u003C\u002Fp>\n\n\u003Cp>Et overenskomstkrav kan fremsættes over for enkelte afdelinger, såfremt\nde, som følge af væsentlig geografisk adskillelse eller væsentlig\nadskillelse med hensyn til arbejdsvilkår, kan betragtes som selvstændige\nafdelinger.\u003C\u002Fp>\n\n\u003Cp>Spørgsmålet om afgrænsningen af den enkelte arbejdsplads afgøres i\nover-ensstemmelse med den hidtil anvendte praksis ved afslutning af\noverens-komster.\u003C\u002Fp>\n\n\u003Cp>Selv om foranstående vilkår for oprettelse af overenskomst ikke er\nop¬fyldt, er HK HANDEL forhandlingsberettiget for sine medlemmer over for\nvirksomheder, der disponerer i strid med væsentlige principper i\nover-enskomsten eller andre lignende uoverensstemmelser, fx ved at aflønne\nunder denne overenskomst, samt hvor der foreligger problemer vedrørende\nlovgivning om ansættelses- og arbejdsforhold. Forhandlingerne kan, hvis en af\nparterne ønsker det, føres videre til forhandling under\nhovedorganisatio¬nernes medvirken.\u003C\u002Fp>\n\n\u003Cp>De på virksomheden beskæftigede medlemmer af HK kan endvidere ved\nafgivelse af fuldmagt bemyndige en kollega (talsrepræsentant) til på\nmed-lemmernes vegne at kræve en forhandling med virksomheden om de i det\nforegående afsnit nævnte forhold. Talsrepræsentanten skal være medlem af HK\nog have modtaget fuldmagt fra over halvdelen af medlemmerne inden for\noverenskomstens dækningsområde i den relevante virksomhed, jf.\nover-enskomstens § 12.\u003C\u002Fp>\n\n\u003Ch4>B.FREMGANGSMÅDE\u003C\u002Fh4>\n\n\u003Cp>Ved fremsættelse af krav om overenskomst skal HK HANDEL over for Dansk\nErhverv Arbejdsgiver oplyse, hvor mange ud af det samlede antal an-satte inden\nfor det område, kravet vedrører, der er medlem af HK HANDEL.\u003C\u002Fp>\n\n\u003Cp>Er der uenighed om antallet af medarbejdere, der skal indgå i beregningen\naf, om 50 pct.-reglen er opfyldt, skal HK HANDEL og virksomheden over for Dansk\nErhverv Arbejdsgiver nærmere angive, hvilke medarbejdere man anser som\nhørende under overenskomstens område. Er der herefter fortsat uenighed om,\nhvorvidt HK HANDEL opfylder betingelserne for oprettelse af overenskomst, kan\nHK HANDEL fremsætte krav om forhandling mellem organisationerne.\u003C\u002Fp>\n\n\u003Cp>Tidspunktet for forhandlingen skal være aftalt inden 14 dage efter kravets\nfremsættelse.\u003C\u002Fp>\n\n\u003Cp>Opnås der ikke enighed ved denne forhandling, kan spørgsmålet afgøres\nved faglig voldgift.\u003C\u002Fp>\n\n\u003Cp>Dokumenterer HK HANDEL, at betingelserne for oprettelse af overens-komst er\nopfyldt, træder overenskomsten i kraft den førstkommende 1. i en måned,\nsåfremt kravet er fremsat senest den 15. i en måned. Er overens-komstkravet\nfremsat efter den 15. i en måned, træder overenskomsten i kraft den 1. i den\nnæstfølgende måned.\u003C\u002Fp>\n\n\u003Cp>I tilfælde, hvor der træffes aftale om særbestemmelser i henhold til §\n12, stk. 2, litra a, 2. afsnit, skal der samtidig træffes aftale om\noverenskomstens ikrafttrædelsestidspunkt.\u003C\u002Fp>\n\n\u003Ch3>2. Overenskomstens område\u003C\u002Fh3>\n\n\u003Ch4>A.LANDSOVERENSKOMST ELLER SÆRBESTEMMELSER\u003C\u002Fh4>\n\n\u003Cp>Såfremt HK HANDEL opfylder vilkårene i stk. 1 for at kunne rejse krav om\noverenskomst, træder overenskomsten i kraft, medmindre den pågældende\nvirksomhed udøves i henhold til en af offentlig myndighed udfærdiget\nkon¬cession eller under forhold, der kan sidestilles hermed.\u003C\u002Fp>\n\n\u003Cp>Parterne kan rejse krav om særbestemmelser, hvis der i en virksomhed er\ntale om arbejdsforhold eller arbejdsfunktioner, der ikke er dækket af\nover-enskomstens bestemmelser.\u003C\u002Fp>\n\n\u003Ch4>B.OMSKRIVNING AF OVERENSKOMSTER TIL LANDSOVERENSKOMSTEN\u003C\u002Fh4>\n\n\u003Cp>En overenskomst mellem HK HANDEL og en virksomhed, der indmelder sig i Dansk\nErhverv Arbejdsgiver, omskrives fra overenskomstens udløbstid til nærværende\noverenskomst, medmindre betingelserne i stk. 2, litra a,\u003C\u002Fp>\n\n\u003Cp>2.afsnit, for krav om særbestemmelser er opfyldt.\u003C\u002Fp>\n\n\u003Cp>Omskrivningen skal ske således, at lønsatser, der ligger under eller over\noverenskomstens, ændres til dennes satser, og der gives medarbejdere, hvis\nløn ifølge de eventuelle højere satser ligger over overenskomstens,\nper-sonlige tillæg, i hvilke der ikke kan modregnes, og som mindst skal svare\ntil forskellen mellem overenskomstens satser og den højere sats, hvorefter\npågældende var aflønnet.\u003C\u002Fp>\n\n\u003Ch4>C.LANDSOVERENSKOMSTENS VIRKEOMRÅDE\u003C\u002Fh4>\n\n\u003Cp>De i nærværende overenskomst fastsatte vilkår gælder for samtlige\nmedar-bejdere inden for det arbejdsområde, overenskomsten i øvrigt\nomfatter.\u003C\u002Fp>\n\n\u003Cp>Funktionærer, der indtager ledende stillinger, eller hvis dispositionsret i\nudstrakt grad forpligter firmaet, eller hvis hverv, fordi det har en særlig\nfortrolig karakter, gør dem til arbejdsgivernes tillidsmænd, falder dog uden\nfor overenskomstens område.\u003C\u002Fp>\n\n\u003Cp>Medarbejdere i butiksvirksomheder, som er ansat udelukkende til\nbeskæf-tigelse på kontorer og lagre, betragtes som værende omfattet af\nFunktio-næroverenskomsten for Handel, Viden og Service mellem Dansk Erhverv\nArbejdsgiver og HK HANDEL \u002F HK\u002FPrivat. Medarbejderne kan dog undta-gelsesvis,\nmen ikke i fast arbejdsplan, afløse i butikken.\u003C\u002Fp>\n\n\u003Cp>Såfremt arbejdstidens tilrettelæggelse og placering følger det for\nvirksom-hedens butiksansatte gældende, kan der træffes aftale om, at\nbutiksoverens¬komsten gælder.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end\">\u003Ch3>3.Overenskomstens varighed\u003C\u002Fh3>\n\n\u003Cp>Overenskomsten kan tidligst opsiges til ophør den 1. marts 2017.\nOpsigelsesfri-sten er 3 måneder, medmindre andet er aftalt mellem\nhovedorganisationerne.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>København, februar 2014\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbasignmultiplesignatory\">\u003Cp>Dansk Erhverv ArbejdsgiverHK HANDEL\u003C\u002Fp>\n\n\u003Cp>Michael KjærPer Tønnesen\u003C\u002Fp>\n\n\u003Cp>Laurits Rønn\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ANSÆTTELSESBEVISER\u003C\u002Fh2>\n\n\u003Ch3>Aftale om ansættelsesbeviser\u003C\u002Fh3>\n\n\u003Cp>Der henvises til den til enhver tid gældende lov om arbejdsgiverens pligt\ntil at underrette lønmodtageren om vilkårene for ansættelsesforholdet\n(ansættelsesbe- visloven).\u003C\u002Fp>\n\n\u003Cp>Parterne har i medfør af ansættelsesbevislovens § 1, stk. 3, aftalt\nnedenstående fravigelser af loven.\u003C\u002Fp>\n\n\u003Cp>Såfremt ansættelsesbeviset ikke er udleveret til medarbejderen rettidigt,\neller hvis ansættelsesbeviset er mangelfuldt, kan virksomheden pålægges at\nudrede en bod\u002Fgodtgørelse, medmindre manglen er undskyldelig og ikke har haft\nkonkret betydning for ansættelsesforholdet.\u003C\u002Fp>\n\n\u003Cp>Overtrædelse skal påtales over for virksomheden. Er det påtalte forhold\nikke bragt i orden inden 5 arbejdsdage, skal der herefter straks skriftligt\nrejses sag over for Dansk Erhverv Arbejdsgiver med præcis angivelse af, hvilke\nmangler der er tale om. Hvis mangler ved ansættelsesbeviset herefter er\nrettet, eller manglen¬de ansættelsesbevis er udleveret, inden 5 arbejdsdage\nfra modtagelsen af kravet i Dansk Erhverv Arbejdsgiver, kan virksomheden ikke\npålægges at udrede en bod\u002Fgodtgørelse, medmindre der foreligger systematisk\nbrud på bestemmelsen om ansættelsesbeviser.\u003C\u002Fp>\n\n\u003Cp>Medarbejderen skal i alle tilfælde have udleveret ovennævnte oplysninger\nom ansættelsesforholdet senest 15 dage efter, at kravet er rejst. Sker dette\nikke, kan virksomheden pålægges at udrede en bod\u002Fgodtgørelse.\u003C\u002Fp>\n\n\u003Cp>Sager om, hvorvidt virksomheden har overholdt sin oplysningspligt, kan\nrejses efter de fagretlige regler.\u003C\u002Fp>\n\n\u003Cp>Hvis en medarbejder ansat før 1. juli 1993 måtte ønske et\nansættelsesbevis, jf. stk. 1, og medarbejderen fremsætter anmodning herom,\nskal virksomheden, inden 2 måneder efter anmodningen, fremkomme med de\nbehørige oplysninger.\u003C\u002Fp>\n\n\u003Ch2>ARBEJDSMILJØ\u003C\u002Fh2>\n\n\u003Ch3>Aftale om natarbejde og helbredskontrol\u003C\u002Fh3>\n\n\u003Cp>NATARBEJDE\u003C\u002Fp>\n\n\u003Cp>Natarbejdere er medarbejdere, der inden for natperioden kl. 23.00 til kl.\n06.00:\u003C\u002Fp>\n\n\u003Cp>a)Normalt udfører mindst 3 timer af sin daglige arbejdstid i natperioden\neller,\u003C\u002Fp>\n\n\u003Cp>b)Udfører mindst halvdelen af sin årlige arbejdstid i natperioden\u003C\u002Fp>\n\n\u003Cp>HYPPIGHED\u003C\u002Fp>\n\n\u003Cp>Medarbejderne skal tilbydes gratis helbredskontrol, inden de påbegynder\nbe-skæftigelse som natarbejder.\u003C\u002Fp>\n\n\u003Cp>Parterne er endvidere enige om, at medarbejdere, der efter aftalen bliver\nklas-sificeret som natarbejder, skal tilbydes helbredskontrol inden for\nregelmæssige tidsrum på højest 2 år.\u003C\u002Fp>\n\n\u003Cp>HVORNÅR SKAL HELBREDSKONTROLLEN FOREGÅ\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om, at såfremt helbredskontrollen finder sted uden for\nden pågældende medarbejders arbejdstid, kompenserer arbejdsgiveren herfor.\u003C\u002Fp>\n\n\u003Cp>HVEM FORESTÅR HELBREDSKONTROLLEN\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om, at helbredskontrollen skal forestås af en læge, der\nbesidder viden om sammenhængen mellem natarbejde og helbredsproblemer.\u003C\u002Fp>\n\n\u003Cp>RAPPORT TIL SIKKERHEDSUDVALGET PÅ STORE VIRKSOMHEDER\u003C\u002Fp>\n\n\u003Cp>Parterne finder det naturligt, at sikkerhedsudvalget på virksomheden på\neget initiativ fører kontrol med, om helbredskontrollen gennemføres i\noverensstem-melse med reglerne.\u003C\u002Fp>\n\n\u003Ch2>ARBEJDSTID\u003C\u002Fh2>\n\n\u003Ch3>Aftale om implementering af arbejdstidsdirektivet (Rådets Direktiv af 23.\nnovember 1993)\u003C\u002Fh3>\n\n\u003Cp>Der er mellem Dansk Erhverv Arbejdsgiver og HK HANDEL, efter gennemgang af\nden gældende arbejdsmiljølovgivning, ferielovgivning og den mellem parterne\nindgåede overenskomst, opnået enighed om, at ovennævnte direktiv kan anses\nsom implementeret i relation til de medarbejdere, der er omfattet både af\nover-enskomsten og af direktivet, med undtagelse af nedenstående punkter,\nhvorom der er aftalt følgende:\u003C\u002Fp>\n\n\u003Cp>1.Den gennemsnitlige ugentlige arbejdstid inden for butiksområdet, jf.\u003C\u002Fp>\n\n\u003Cp>overenskomstens § 1, beregnet over en 16-ugers periode, må ikke overstige\n48 timer inklusive overarbejde.\u003C\u002Fp>\n\n\u003Cp>Overenskomstens bestemmelse om begrænsning af overarbejde er i øvrigt\nfortsat gældende.\u003C\u002Fp>\n\n\u003Cp>Når den daglige arbejdstid overstiger 6 timer, har arbejdstagerne ret til\n1\u002F2 times samlet pause i arbejdstiden.\u003C\u002Fp>\n\n\u003Cp>2.Ved natperiode forstås tidsrummet fra kl. 23.00-06.00.\u003C\u002Fp>\n\n\u003Cp>Ved natarbejder forstås en arbejdstager, der normalt udfører mindst 3\ntimer af sin daglige arbejdstid i natperioden eller mindst halvdelen af sin\nårlige arbejdstid i natperioden.\u003C\u002Fp>\n\n\u003Cp>Den normale gennemsnitlige arbejdstid for natarbejdere, beregnet over en\n26-ugers periode, må ikke i gennemsnit overstige 8 timer pr. 24-timers\nperiode. Ved beregning indgår det ugentlige fridøgn ikke.\u003C\u002Fp>\n\n\u003Cp>Ved særlig risikofyldt beskæftigelse eller beskæftigelse, der indebærer\nen betydelig fysisk eller psykisk belastning, jf. arbejdsmiljølovens § 57,\nmå natarbejdere ikke arbejde mere end 8 timer i løbet af en periode på 24\ntimer, i hvilken de udfører natarbejde.\u003C\u002Fp>\n\n\u003Cp>Natarbejdere, der lider af helbredsproblemer, som påviseligt skyldes, at de\nudfører natarbejde, overføres, når det er muligt, til dagarbejde, som passer\ntil dem.\u003C\u002Fp>\n\n\u003Cp>3.Uoverensstemmelser vedrørende nærværende aftale skal afgøres endeligt\nved faglig voldgift, jf. overenskomstens § 9. Der er enighed om, at den\nfaglige voldgiftsret, der nedsættes til afgørelse af en sådan\nuoverensstemmelse, er kompetent til at pålægge passende sanktion.\u003C\u002Fp>\n\n\u003Cp>I tilfælde af opsigelse af overenskomsten er parterne forpligtet til at\nover-holde bestemmelserne i nærværende aftale vedrørende implementering af\narbejdstidsdirektivet, indtil anden aftale træder i stedet.\u003C\u002Fp>\n\n\u003Cp>Nærværende aftale kan af begge parter opsiges med 3 måneders varsel når\nsom helst med henblik på tilpasning, såfremt der sker ændringer i\noven-nævnte direktiv. Hvor overenskomstens regulering giver et bedre generelt\nbeskyttelsesniveau af medarbejderne end direktivets, finder\nimplemente-ringsaftalen ikke anvendelse, jf. direktivets artikel 18, stk. 3.\u003C\u002Fp>\n\n\u003Cp>4.Hvis direktivændringer indebærer bristede forudsætninger for indgåelse\naf denne aftale, så optager parterne forhandling herom.\u003C\u002Fp>\n\n\u003Ch3>Aftale om implementering af direktivet om deltidsarbejde (Rådets direktiv\naf 15. december 1997 om deltidsarbejde)\u003C\u002Fh3>\n\n\u003Cp>Med henvisning til hovedorganisationernes generelle aftale om procedure for\nim¬plementering af EF-direktiver af 1. juli 1996, er der indgået følgende\nsupplerende aftale for at implementere Rådets direktiv om deltidsarbejde\n(“deltidsdirektivet”).\u003C\u002Fp>\n\n\u003Cp>§1 GYLDIGHEDSOMRÅDE\u003C\u002Fp>\n\n\u003Cp>Denne aftale omfatter deltidsansatte på DA\u002FLO-området, som er omfattet af\nen kollektiv overenskomst inden for dette område, og som ikke ved gyldig\naftale er eller måtte blive sikret de rettigheder, der følger af\ndirektivet.\u003C\u002Fp>\n\n\u003Cp>Aftalen gælder med forbehold for mere specifikke fællesskabsbestemmelser\nog i særdeleshed fællesskabsbestemmelser vedrørende ligebehandling af eller\nlige muligheder for mænd og kvinder.\u003C\u002Fp>\n\n\u003Cp>§2 AFTALENS FORMÅL\u003C\u002Fp>\n\n\u003Cp>Aftalens formål er:\u003C\u002Fp>\n\n\u003Cp>a.at skabe grundlag for fjernelse af forskelsbehandling og en forbedring af\nkvaliteten af deltidsarbejde\u003C\u002Fp>\n\n\u003Cp>b.at lette udviklingen af deltidsarbejde på frivillig basis og bidrage til\nen fleksibel tilrettelæggelse af arbejdstiden på en måde, der tager hensyn\ntil behovene hos virksomheder og arbejdstagere.\u003C\u002Fp>\n\n\u003Cp>§3 DEFINITIONER\u003C\u002Fp>\n\n\u003Cp>I denne aftale forstås ved\u003C\u002Fp>\n\n\u003Cp>a.“deltidsansat”: En ansat, hvis normale arbejdstid, beregnet på en\nugentlig basis eller i gennemsnit over en ansættelsesperiode på op til et\når, er lavere end den normale arbejdstid for en sammenlignelig\nfuldtidsansat\u003C\u002Fp>\n\n\u003Cp>b.“en sammenlignelig fuldtidsansat”: En fuldtidsansat i samme\nvirksomhed, der har samme type ansættelseskontrakt eller ansættelsesforhold,\nog som er involveret i samme eller tilsvarende arbejde\u002Fbeskæftigelse.\u003C\u002Fp>\n\n\u003Cp>Der tages ved sammenligningen hensyn til andre forhold, der kan omfatte\nanciennitet, kvalifikationer\u002Ffærdigheder.\u003C\u002Fp>\n\n\u003Cp>Hvor der ikke findes nogen sammenlignelig fuldtidsansat i samme\nvirksom¬hed, skal sammenligningen ske ved henvisning til den kollektive\naftale, der finder anvendelse, eller - hvis en sådan ikke foreligger - i\noverensstemmelse med national lovgivning, kollektive aftaler eller praksis.\u003C\u002Fp>\n\n\u003Cp>§4 PRINCIPPET OM IKKE-FORSKELSBEHANDLING\u003C\u002Fp>\n\n\u003Cp>Hvad angår ansættelsesvilkår må deltidsansatte ikke behandles på en\nmindre gunstig måde end sammenlignelige fuldtidsansatte, udelukkende fordi de\nar-bejder på deltid, medmindre forskelsbehandlingen er begrundet i objektive\nforhold.\u003C\u002Fp>\n\n\u003Cp>§5 MULIGHEDER FOR DELTIDSARBEJDE\u003C\u002Fp>\n\n\u003Cp>Princippet om forholdsmæssig aflønning og forholdsmæssige rettigheder,\njf. princippet om pro rata temporis, anvendes i forhold til de rettigheder, som\nfølger af kollektive overenskomster.\u003C\u002Fp>\n\n\u003Cp>Når det er hensigtsmæssigt og berettiget af objektive grunde, kan\noverenskomst¬parterne gøre adgangen til særlige ansættelsesvilkår\nafhængig af betingelser som anciennitet, arbejdstid og indtjening.\u003C\u002Fp>\n\n\u003Cp>Betingelser i relation til deltidsansattes adgang til særlige\nansættelsesvilkår skal under hensyntagen til princippet om\nikkeforskelsbehandling som anført i 1. af-snit, tages op til overvejelse med\njævne mellemrum.\u003C\u002Fp>\n\n\u003Cp>§6 IKRAFTTRÆDEN\u003C\u002Fp>\n\n\u003Cp>I forhold til denne aftales formål, jf. § 2, og princippet om\nikke-forskelsbehand- ling, jf. § 4, er der enighed om følgende:\u003C\u002Fp>\n\n\u003Cp>Hvis overenskomstparterne identificerer hindringer, der kan begrænse\nmulig-hederne for deltidsarbejde, bør disse tages op til overvejelse med\nhenblik på en eventuel fjernelse heraf.\u003C\u002Fp>\n\n\u003Cp>En arbejdstagers afvisning af at blive overført fra fuldtids- til\ndeltidsarbejde eller omvendt bør ikke i sig selv repræsentere en gyldig\nbegrundelse for afskedigelse, uden at dette berører muligheden for\nafskedigelse i overensstemmelse med nati¬onal lovgivning, kollektive aftaler\neller praksis af andre årsager, såsom dem der måtte opstå som følge af den\nberørte virksomheds driftskrav.\u003C\u002Fp>\n\n\u003Cp>Med forbehold for kollektiv overenskomst, praksis m.v. bør virksomheden\ninden for rammerne af bestemmelser om deltidsansatte i den for\nansættelsesforholdet gældende kollektive overenskomst så vidt muligt tage\nfølgende op til overvejelse:\u003C\u002Fp>\n\n\u003Cp>a.anmodninger fra arbejdstagere om overførsel fra fuldtids- til\ndeltidsarbejde, der bliver ledig i virksomheden,\u003C\u002Fp>\n\n\u003Cp>b.anmodninger fra arbejdstagere om overførsel fra deltids- til\nfuldtidsarbejde eller om forøgelse af deres arbejdstid, hvis muligheden\nopstår,\u003C\u002Fp>\n\n\u003Cp>c.tilvejebringelse af rettidig information om ledige deltids- og\nfuldtidsstillin-ger i virksomheden med henblik på at lette overførsel fra\nfuld tid til deltid eller omvendt,\u003C\u002Fp>\n\n\u003Cp>d.foranstaltninger til lettelse af adgangen til deltidsarbejde for\narbejdstage¬re omfattet af denne aftale, og hvor det er hensigtsmæssigt til\nlettelse af deltidsansattes adgang til erhvervsfaglig uddannelse med henblik\npå at øge deres karrieremuligheder og erhvervsfaglige mobilitet,\u003C\u002Fp>\n\n\u003Cp>e.tilvejebringelse af hensigtsmæssig information om deltidsarbejde i\nvirksom¬heden til eksisterende organer, der repræsenterer arbejdstagerne.\u003C\u002Fp>\n\n\u003Cp>§7 OPHØR\u003C\u002Fp>\n\n\u003Cp>Aftalen kan opsiges med 6 måneders varsel til en 1. juli. Ønsker en af\norganisa-tionerne ændringer i aftalen, skal den 6 måneder forud for\nopsigelsen under-rette den anden aftalepart herom, hvorefter der uden\nkonfliktadgang optages forhandlinger herom med det formål at opnå enighed og\nderved undgå opsigelse af aftalen.\u003C\u002Fp>\n\n\u003Cp>Selvom aftalen er opsagt, er parterne forpligtet til at overholde dens\nbestemmel-ser, indtil anden aftale træder i stedet, eller direktivet\nændres.\u003C\u002Fp>\n\n\u003Cp>§8 BESTEMMELSER I KOLLEKTIVE OVERENSKOMSTER\u002F IMPLEMENTERINGSAFTALER\u003C\u002Fp>\n\n\u003Cp>Bestemmelser i kollektive overenskomster og aftaler i henhold til disse samt\nbe¬stemmelser i implementeringsaftaler har virkning forud for denne aftale,\nsåfremt de gyldigt implementerer bestemmelserne i deltidsdirektivet.\u003C\u002Fp>\n\n\u003Cp>Nærværende aftale berører ikke den beskyttelse, som deltidsansatte har\nefter de mellem parterne gældende overenskomster.\u003C\u002Fp>\n\n\u003Cp>§9 FAGRETLIG BEHANDLING\u003C\u002Fp>\n\n\u003Cp>Såfremt der opstår en uoverensstemmelse om adgangen til de rettigheder,\nder fremgår af nærværende aftale, behandles sådanne uoverensstemmelser\nefter de sædvanlige fagretlige og arbejdsretlige regler. Hvor sådanne regler\nikke fore-ligger, gælder princippet i Arbejdsretslovens § 33, hvorefter den\ntil enhver tid mellem DA og LO gældende Norm for regler for behandling af\nfaglig strid finder anvendelse.\u003C\u002Fp>\n\n\u003Ch3>Aftale om seniorordning\u003C\u002Fh3>\n\n\u003Cp>Virksomheden og den enkelte medarbejder kan aftale en seniorordning efter\nfølgende retningslinjer:\u003C\u002Fp>\n\n\u003Cp>•Medarbejderen og virksomheden kan aftale reduceret arbejdstid. Parterne\nfastlægger selv med udgangspunkt i den enkeltes ønsker og virksomhedens\ndriftsmæssige behov den konkrete udformning af arbejdstidsreduktionen i form\naf fx længere sammenhængende arbejdsfri perioder, fast reduktion i den\nugentlige arbejdstid eller andet.\u003C\u002Fp>\n\n\u003Cp>•Seniorordninger kan etableres for medarbejderen fra 5 år før den til\nenhver tid gældende folkepensionsalder.\u003C\u002Fp>\n\n\u003Cp>•Medarbejderen og virksomheden kan i forbindelse med en sådan\narbejds-tidsreduktion aftale at konvertere indbetalinger på Fritvalgs\nLønkontoen, så de kan anvendes til finansiering af lønnedgang som følge af\narbejdstidsre-duktionen i form af løbende månedlige udbetalinger.\nKonverteringen ændrer ikke på bestående overenskomstmæssige\nberegningsgrundlag og er således omkostningsneutral for virksomheden, herunder\ner parterne enige om, at de konverterede midler ikke er\nferiepengeberettiget.\u003C\u002Fp>\n\n\u003Cp>Parterne er endvidere enige om, at medarbejderen og virksomheden kan aftale,\nat medarbejderen, fra 5 år før seniorordningen kan iværksættes, kan opspare\nværdien af ikke afholdte feriefridage. Medarbejderen kan inden 3 uger efter\nferieårets udløb anmode om, at ikke afholdte feriefridage hensættes til\nopsparing i stedet for udbetaling, jf. § 5, stk. 2, litra e. Værdien heraf\nkan, eventuelt sam¬men med øvrige indbetalinger på Fritvalgs Lønkontoen,\nkomme til udbetaling i forbindelse med en seniorordning. Denne ordning kan\nindsættes i ovenstående overenskomsttekst, forudsat at de opsparede midler\nkan sikres i tilfælde af kon¬kurs. Såfremt der er sikkerhed for, at LG\ndækker de akkumulerede midler, vil Dansk Erhverv Arbejdsgiver kunne dække\ntilgodehavendet via feriepenge¬garantien.\u003C\u002Fp>\n\n\u003Ch3>Aftale om søgnehelligdagsregler for fleksjobansatte\u003C\u002Fh3>\n\n\u003Cp>1.Fleksjob etableret i henhold til reglerne før 1. januar 2013 Reduktionen\nsker i forhold til medarbejderens faktiske arbejdstid, sat i forhold til en 37\ntimers fuldtidsstilling. Der vil hermed ske en forholdsmæs¬sig reduktion af\nhelligdagsreduktionen for fuldtidsansatte på 7,50 time pr. søgnehelligdag.\u003C\u002Fp>\n\n\u003Cp>Eks. fleksjobber ansat til at arbejde 15 timer om ugen:\u003C\u002Fp>\n\n\u003Cp>15\u002F37 * 7,5 = 3,04 time pr. helligdag\u003C\u002Fp>\n\n\u003Cp>2.Fleksjob etableret i henhold til reglerne efter 1. januar 2013 Reduktionen\nydes i henhold til den mellem virksomheden og den enkelte medarbejder aftalte\nfaktiske arbejdstid, hvorfor der ikke skal ske reduktion for nedsat intensitet.\nReduktionen ydes i henhold til gældende skema for deltidsansatte, jf. § 1,\nstk. 2.\u003C\u002Fp>\n\n\u003Ch3>Aftale om øget beskæftigelse\u003C\u002Fh3>\n\n\u003Cp>Med henblik på at imødekomme et gensidigt ønske om at øge\nbeskæftigelsen og fleksibiliteten samt styrke den enkelte lønmodtagers\ntilknytning til arbejds-markedet, er parterne enige om, at dette kan ske ved en\nøget opmærksomhed omkring:\u003C\u002Fp>\n\n\u003Cp>a)En rettidig og hensigtsmæssig information om ledige deltids- og\nfuldtids-stillinger i den enkelte virksomhed.\u003C\u002Fp>\n\n\u003Cp>b)Lønmodtagernes individuelle ønsker om ned- eller opnormering af den\naftalte arbejdstid.\u003C\u002Fp>\n\n\u003Cp>c)Udbud af ledige timer til ansatte på virksomheden under hensyn til\nvirksom¬hedens drift samt fleksibel tilrettelæggelse af arbejdstiden.\u003C\u002Fp>\n\n\u003Ch2>ELEKTRONISKE DOKUMENTER\u003C\u002Fh2>\n\n\u003Ch3>Aftale om elektroniske dokumenter\u003C\u002Fh3>\n\n\u003Cp>Virksomhederne kan med frigørende virkning aflevere feriekort, lønsedler\nog eventuelle andre dokumenter, der skal udveksles under eller efter det\nløbende ansættelsesforhold, via de elektroniske postløsninger, som måtte\nvære til rådig-hed, fx e-Boks, eller via e-mail.\u003C\u002Fp>\n\n\u003Cp>Lønsedlen kan i det løbende ansættelsesforhold bruges som feriekort. Ved\nfra-trædelsen udstedes feriekort efter gældende regler.\u003C\u002Fp>\n\n\u003Cp>Såfremt virksomhederne vil benytte sig af denne mulighed, skal\nmedarbejderne varsles herom 3 måneder før, medmindre andet aftales. Efter\nudløb af varslet kan medarbejdere, som ingen mulighed har for at anvende den\nelektroniske løs-ning, få udleveret de pågældende dokumenter ved\nhenvendelse til virksomheden.\u003C\u002Fp>\n\n\u003Ch2>FERIE\u003C\u002Fh2>\n\n\u003Ch3>Aftale om ferie\u003C\u002Fh3>\n\n\u003Cp>Nærværende aftale er indgået i medfør af ferieloven og medfører, at der\ngælder nedenstående fravigelser fra ferieloven og tilhørende\nbekendtgørelse.\u003C\u002Fp>\n\n\u003Ch4>FAGRETLIG BEHANDLING\u003C\u002Fh4>\n\n\u003Cp>Uoverensstemmelser vedrørende de i denne aftale indeholdte bestemmelser\nskal afgøres fagretligt. Uoverensstemmelser om andre dele af ferieloven kan\nbehand¬les fagretligt, såfremt der i det enkelte tilfælde er enighed\nherom.\u003C\u002Fp>\n\n\u003Ch4>OPTJENING OG AFHOLDELSE AF FERIE I TIMER M.V.\u003C\u002Fh4>\n\n\u003Cp>Ferien kan optjenes og afholdes på anden måde, herunder i timer, end\nanført i ferieloven.\u003C\u002Fp>\n\n\u003Cp>Hvis en virksomhed vælger at optjene og afvikle ferie i 6-dages ferieuger,\nskal det sikres, at den lønmodtager, der arbejder 5 dage om ugen, ikke stilles\nringere, end hvis lønmodtageren havde holdt ferie i en 6-dages ferieuge.\u003C\u002Fp>\n\n\u003Cp>Såfremt ferien optjenes i timer, optjener en fuldtidsansat medarbejder 185\ntimers ferie pr. optjeningsår, svarende til 5 uger x 37 timer.\u003C\u002Fp>\n\n\u003Cp>Deltidsansatte optjener et forholdsmæssigt antal timers ferie pr.\noptjeningsår.\u003C\u002Fp>\n\n\u003Cp>En medarbejder, der har optjent ferie gennem et helt optjeningsår, har dog\nmindst ret til at holde 4 ugers betalt ferie.\u003C\u002Fp>\n\n\u003Cp>Ved medarbejderens fratrædelse omregnes ferie, som er optjent i timer, til\ndage.\u003C\u002Fp>\n\n\u003Cp>Der kan kun indgås aftale om optjening og afholdelse i timer, hvis der\nbenyttes feriekortordning.\u003C\u002Fp>\n\n\u003Cp>Virksomheden skal, såfremt ferien optjenes og afholdes i timer, orientere\nmedar¬bejderne herom forud for optjeningsårets start.\u003C\u002Fp>\n\n\u003Ch4>FERIE UDEN LØN\u003C\u002Fh4>\n\n\u003Cp>Der henvises til overenskomstens § 2, stk. 15.\u003C\u002Fp>\n\n\u003Ch4>OVERFØRSEL AF FERIE\u003C\u002Fh4>\n\n\u003Cp>Virksomheden og medarbejderen kan indgå aftale om at overføre optjent\nferie ud over 4 uger til det efterfølgende ferieår.\u003C\u002Fp>\n\n\u003Cp>Det er en forudsætning, at aftalen indgås skriftligt. Aftalen skal være\nindgået inden den 30. september efter ferieårets udløb. Virksomheden skal\nendvidere inden samme tidsfrist give skriftlig meddelelse til den, der\nudbetaler feriegodtgø¬relsen, at ferien overføres.\u003C\u002Fp>\n\n\u003Cp>Hvis en medarbejder, der har overført ferie, fratræder, inden al ferie er\nafviklet, udbetales ferie ud over 5 uger. Feriepenge beregnes for\nmånedslønnede med 12,5 pct. af den ferieberettigede løn på\nfratrædelsestidspunktet. Har medarbej-deren imidlertid optjent\nferiegodtgørelse hos en tidligere arbejdsgiver, udbetales feriegodtgørelsen\nfra FerieKonto eller fra den tidligere arbejdsgiver, hvis der er benyttet\nferiekort.\u003C\u002Fp>\n\n\u003Cp>Dansk Erhverv Arbejdsgiver afgiver garanti for overført ferie, som\nindestår på feriekort udstedt af Dansk Erhverv Arbejdsgiver.\u003C\u002Fp>\n\n\u003Cp>Overført ferie kan varsles til afholdelse med 1 måned, idet ferien\nbetragtes som restferie.\u003C\u002Fp>\n\n\u003Cp>Ferie, i et omfang svarende til eventuelt overført ferie, kan dog kun\npålægges afholdt i en opsigelsesperiode, hvis ferien allerede er placeret i\ndenne periode, eller såfremt parterne i øvrigt er enige herom.\u003C\u002Fp>\n\n\u003Cp>Ferie, i et omfang svarende til eventuelt overført ferie, kan ikke\nbetragtes som afviklet i en fritstillingsperiode, medmindre det er aftalt.\u003C\u002Fp>\n\n\u003Cp>Hvis en medarbejder på grund af sygdom, barselsorlov eller anden lovlig\nferie-hindring har været forhindret i at holde ferie, kan medarbejderen og\narbejds-giveren indgå aftale om, at ferie overføres til efterfølgende\nferieår. Overførsel af sådan ferie kan aftales uanset antallet af overførte\nferiedage i øvrigt. Aftalen indgås efter de samme regler som ovenfor.\u003C\u002Fp>\n\n\u003Ch4>MODREGNING I FERIETILLÆG\u003C\u002Fh4>\n\n\u003Cp>Ferietillæg på 1 pct. af optjeningsårets løn udbetales senest samtidig\nmed, at den dertil svarende ferie begynder. Hvis ferietillægget er udbetalt,\nfør ferien begyn-der, kan der ske modregning ved medarbejderens fratræden.\u003C\u002Fp>\n\n\u003Ch4>FERIEKORT\u003C\u002Fh4>\n\n\u003Cp>Bevis for, at medarbejderen skal have ferie, sker ved attestation af\nferiekortet eventuelt elektronisk. Attestationen sker til enhver tid efter\nsamme regler som ferielovens for attestation af feriekontobevis.\u003C\u002Fp>\n\n\u003Cp>Medarbejderen attesterer selv feriekortet med anførsel af feriedage samt\ndato for feriens begyndelse. Såfremt medarbejderen modtager ydelser fra en\na-kasse eller kommune, skal a-kassen eller kommunen attestere kortet, når\nmedarbejderen holder ferie.\u003C\u002Fp>\n\n\u003Cp>I stedet for at udstede feriekort umiddelbart efter en medarbejders\nfratræden, kan virksomheden vælge at udstede et feriekort efter\noptjeningsårets udløb og senest den 15. marts.\u003C\u002Fp>\n\n\u003Cp>I givet fald skal den medarbejder, som i det løbende optjeningsår skifter\nar-bejdssted, ved sin fratræden have udleveret en meddelelse - eventuelt på\nsidste lønseddel - fra virksomheden om, at medarbejderen har feriegodtgørelse\ntil gode. Meddelelsen skal indeholde oplysninger om beskæftigelsesperioden og\nen opfordring til medarbejderen om at meddele virksomheden eventuel\nadressefor¬andring. Såfremt virksomheden ikke ved fremsendelse af feriekortet\numiddelbart er i besiddelse af medarbejderens adresse, har virksomheden pligt\ntil at gøre en ekstra indsats for at finde frem til medarbejderen - eventuelt\nved kontakt til den lokale HK-afdeling, der vil være behjælpelig med søgning\naf adressen.\u003C\u002Fp>\n\n\u003Cp>Har den fratrædende medarbejder feriegodtgørelse til gode for indeværende\nferieår, udsteder virksomheden feriekort for denne periode som hidtil.\u003C\u002Fp>\n\n\u003Ch2>IKRAFTTRÆDEN OG OPSIGELSE AF OVERENSKOMST MV.\u003C\u002Fh2>\n\n\u003Ch3>Aftale om forståelse af 50 pct.-reglen\u003C\u002Fh3>\n\n\u003Ch4>HVORNÅR SKAL REGLEN VÆRE OPFYLDT?\u003C\u002Fh4>\n\n\u003Cp>Beregningen af, hvorvidt 50 pct.-reglen er opfyldt, foretages på grundlag\naf beskæftigelsesforholdene i den uge, hvor overenskomstkravet modtages i\nDansk Erhverv Arbejdsgiver.\u003C\u002Fp>\n\n\u003Ch4>HVILKE MEDARBEJDERE MEDREGNES?\u003C\u002Fh4>\n\n\u003Cp>a.Kun ansatte inden for overenskomstens område tæller med.\u003C\u002Fp>\n\n\u003Cp>b.Medarbejdere, der er omfattet af overenskomstens § 12, stk. 2, litra c,\n2. afsnit, kan ikke medregnes.\u003C\u002Fp>\n\n\u003Cp>c.Ægtefælle, forældre, børn, søskende, o.l. nær familie og besvogrede\nmedreg-nes ikke.\u003C\u002Fp>\n\n\u003Cp>d.Syge og fraværende (ferie, fridage, barselsorlov) medregnes, såfremt de\nstadig er at betragte som ansatte i virksomheden, og således at vikarer for\nsådanne ikke medregnes, selv om vikarperioden går ud over 3 måneder.\u003C\u002Fp>\n\n\u003Cp>e.Medarbejdere i opsagt stilling medregnes, såfremt de stadig kan betragtes\nsom ansatte i virksomheden.\u003C\u002Fp>\n\n\u003Cp>Medarbejdere, der fratræder i den relevante uge, medregnes kun, hvis de har\nværet beskæftiget i hele ugen.\u003C\u002Fp>\n\n\u003Cp>Medarbejdere, der tiltræder i den relevante uge, medregnes, som om de havde\nværet ansat i virksomheden i hele ugen.\u003C\u002Fp>\n\n\u003Cp>f.Ekstrahjælp, der ikke beskæftiges ud over 3 måneder, medregnes ikke.\u003C\u002Fp>\n\n\u003Cp>g.Vikarer antaget gennem vikarbureau medregnes ikke.\u003C\u002Fp>\n\n\u003Cp>h.Hjemmearbejdende medregnes ikke.\u003C\u002Fp>\n\n\u003Cp>i.Repræsentanter medregnes ikke.\u003C\u002Fp>\n\n\u003Ch4>FULDTID\u002FDELTID\u003C\u002Fh4>\n\n\u003Cp>a.Fuldtidsansatte, herunder elever, tæller helt.\u003C\u002Fp>\n\n\u003Cp>b.Deltidsansatte medregnes således:\u003C\u002Fp>\n\n\u003Cp>Under 15 timer ugentlig:medregnes ikke\u003C\u002Fp>\n\n\u003Cp>Fra 15 timer og indtil 30 timer ugentlig:medregnes halvt\u003C\u002Fp>\n\n\u003Cp>30 timer ugentlig eller derover:medregnes helt\u003C\u002Fp>\n\n\u003Cp>c.Ved delt arbejdsområde, det vil sige hvor en medarbejder både arbejder\ninden for og uden for overenskomstens område, medregnes det arbejde, der\nudføres inden for overenskomstens område, efter reglerne for\ndeltidsansatte.\u003C\u002Fp>\n\n\u003Ch3>Aftale om overenskomstfravigende aftaler\u003C\u002Fh3>\n\n\u003Cp>Der er enighed om det hensigtsmæssige i, at der opbygges erfaring med\noverens- komstfravigende aftaler.\u003C\u002Fp>\n\n\u003Cp>Der er derfor enighed om, at der på overenskomstens område kan indgås\nover- enskomstfravigende aftaler, herunder bl.a. om fravigelse af\noverenskomstens regler om løn og\u002Feller arbejdstid samt om eksempelvis\nkædesamarbejde ved selvadministration af kompetencefonde.\u003C\u002Fp>\n\n\u003Cp>Sådanne aftaler indgås lokalt mellem virksomheden, respektive grupper af\nvirk-somheder, og den eller de medarbejdere, der omfattes af aftalen. Før\naftalen kan træde i kraft, skal den godkendes af overenskomstens parter.\u003C\u002Fp>\n\n\u003Ch2>LIGELØN\u003C\u002Fh2>\n\n\u003Ch3>Aftale om ligeløn\u003C\u002Fh3>\n\n\u003Cp>Parterne ønsker at skabe de bedste rammer for kvinder og mænd på\noverens¬komstområdet, således at de ud fra deres individuelle\nforudsætninger og ønsker har lige rettigheder og vilkår - og dermed også\nlige muligheder.\u003C\u002Fp>\n\n\u003Cp>Parterne ønsker således at fastholde og udbygge en høj deltagelse af\nbåde mænd og kvinder på det danske arbejdsmarked, hvor erhvervsfrekvensen\nfor kvinder internationalt set er blandt de højeste.\u003C\u002Fp>\n\n\u003Cp>Ligeløn er en naturlig del af et moderne og dynamisk arbejdsmarked.\u003C\u002Fp>\n\n\u003Cp>Der er således enighed om, at køn ikke må tillægges betydning ved den\nenkelte virksomheds fastsættelse af medarbejdernes løn.\u003C\u002Fp>\n\n\u003Cp>Parterne ønsker med aftalen, at der skabes øget fokus på at sikre, at\nmænd og kvinder får ligeløn for samme arbejde eller arbejde, der kan\ntillægges samme værdi.\u003C\u002Fp>\n\n\u003Cp>Der er derfor enighed om at understøtte de enkelte virksomheder og\nmedarbej¬deres stadige arbejde med at sikre ligelønsprincippernes\nefterlevelse.\u003C\u002Fp>\n\n\u003Cp>Parterne har derfor indgået følgende aftale:\u003C\u002Fp>\n\n\u003Ch3>Aftale om implementering af ligelønsloven\u003C\u002Fh3>\n\n\u003Cp>§ 1\u003C\u002Fp>\n\n\u003Cp>Der må ikke på grund af køn finde lønmæssig forskelsbehandling sted i\nstrid med reglerne i denne aftale. Dette gælder både direkte\nforskelsbehandling og indirek¬te forskelsbehandling.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Enhver virksomhed skal yde kvinder og mænd lige løn, for så vidt\nangår alle lønelementer og lønvilkår, for samme arbejde eller for arbejde,\nder tillægges samme værdi. Især når et fagligt klassifikationssystem\nanvendes for lønfast¬sættelsen, bygges dette system på samme kriterier for\nmandlige og kvindelige medarbejdere og indrettes således, at det udelukker\nforskelsbehandling med hensyn til køn.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. Bedømmelsen af arbejdets værdi skal ske ud fra en helhedsvurdering\naf relevante kvalifikationer og andre relevante faktorer.\u003C\u002Fp>\n\n\u003Cp>Der foreligger direkte forskelsbehandling, når en medarbejder på grund af\nkøn behandles ringere, end en anden medarbejder bliver, er blevet eller ville\nblive behandlet i en tilsvarende situation. Enhver form for dårligere\nbehandling af en kvindelig medarbejder i forbindelse med graviditet og under\nkvinders 14 ugers fravær efter fødslen betragtes som direkte\nforskelsbehandling.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Der foreligger indirekte forskelsbehandling, når en bestemmelse, et\nkrite¬rium eller en praksis, der tilsyneladende er neutral, vil stille\nmedarbejdere af det ene køn ringere end medarbejdere af det andet køn,\nmedmindre den pågældende bestemmelse, betingelse eller praksis er objektivt\nbegrundet i et sagligt formål, og midlerne til at opfylde det er\nhensigtsmæssige og nødvendige.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. Løn er den almindelige grund- eller minimumsløn og alle andre\nydelser, som medarbejderen som følge af arbejdsforholdet modtager direkte\neller indi¬rekte fra virksomheden i penge eller naturalier.\u003C\u002Fp>\n\n\u003Cp>§ 3\u003C\u002Fp>\n\n\u003Cp>En medarbejder, hvis løn i strid med § 1 er lavere end andres, har krav\npå for¬skellen.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. En medarbejder, hvis rettigheder er krænket som følge af\nlønmæssig for-skelsbehandling på grundlag af køn, kan tilkendes en\ngodtgørelse. Godtgørelsen fastsættes under hensyn til medarbejderens\nansættelsestid og sagens omstændig¬heder i øvrigt. Godtgørelsen er som\nudgangspunkt udtømmende. Parterne er dog yderligere enige om, at det mellem\nDansk Erhverv Arbejdsgiver og HK HANDEL etablerede Ligelønsnævn kan udmåle\nbod, hvor der foreligger brud på reglen om udarbejdelse af kønsopdelt\nligelønsstatistik\u002Fligelønsredegørelse, jf. neden for i § 6, eller såfremt\nder foreligger særlige omstændigheder.\u003C\u002Fp>\n\n\u003Cp>Krav om bod, jf. stk. 2, skal senest være rejst på organisationsmødet,\njf. de fagretlige regler. Herefter kan der ikke rejses krav om bod, medmindre\nder foreligger nye brud på § 6 eller foreligger nye oplysninger, der\nunderstøtter en antagelse om systematik.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. Såfremt en uenighed indeholder elementer, der behandles efter\nreglerne i Samarbejdsaftalen, jf. nedenfor i § 6, stk. 4, kan den behandles i\nLigelønsnævnet i sin helhed i stedet for i Samarbejdsnævnet i\noverensstemmelse med princippet om det enstrengede sanktionssystem.\u003C\u002Fp>\n\n\u003Cp>§ 4\u003C\u002Fp>\n\n\u003Cp>En medarbejder har ret til at videregive oplysninger om egne lønforhold.\nOplys¬ningerne kan videregives til enhver.\u003C\u002Fp>\n\n\u003Cp>En virksomhed må ikke afskedige eller udsætte en medarbejder, herunder en\nlønmodtagerrepræsentant, for anden ugunstig behandling fra virksomhedens\nside, som reaktion på en klage, eller fordi medarbejderen eller\nlønmodtagerre¬præsentanten har fremsat krav om lige løn, herunder lige\nlønvilkår, eller fordi denne har videregivet oplysninger om løn. En\nvirksomhed må ikke afskedige en medarbejder eller en\nlønmodtagerrepræsentant, fordi denne har fremsat krav efter § 7, stk. 1.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Det påhviler virksomheden at bevise, at en afskedigelse ikke er\nforetaget i strid med reglerne i stk. 1. Hvis afskedigelsen finder sted mere\nend et år efter, at medarbejderen har fremsat krav om lige løn, gælder 1.\npkt. dog kun, hvis medar¬bejderen påviser faktiske omstændigheder, som giver\nanledning til at formode, at afskedigelsen er foretaget i strid med stk. 1.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. En afskediget medarbejder kan nedlægge påstand om en godtgørelse\neller genansættelse. Eventuel genansættelse sker i overensstemmelse med\nprincipper¬ne i Hovedaftalen. Godtgørelsen fastsættes under hensyntagen til\nmedarbejde¬rens ansættelsestid og sagens omstændigheder i øvrigt.\u003C\u002Fp>\n\n\u003Cp>§ 6\u003C\u002Fp>\n\n\u003Cp>En virksomhed med mindst 35 medarbejdere skal hvert år udarbejde en køns-\nopdelt lønstatistik for grupper med mindst 10 medarbejdere af hvert køn\nopgjort efter den 6-cifrede DISCO-kode til brug for høring og information af\nmedarbej- derne om lønforskelle mellem mænd og kvinder på virksomheden.\nDette gælder dog ikke virksomheder i brancherne landbrug, gartneri, skovbrug\nog fiskeri. Hvis den kønsopdelte lønstatistik af hensyn til virksomhedens\nlegitime interesser er modtaget som fortrolig, må oplysningerne ikke\nvideregives.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Den kønsopdelte lønstatistik efter stk. 1 skal opgøres for\nmedarbejder¬grupper med en detaljeringsgrad svarende til den 6-cifrede\nDISCO-kode. Virk¬somheden har i øvrigt pligt til at redegøre for\nstatistikkens udformning og for det anvendte lønbegreb.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. Virksomheder, der indberetter til den årlige lønstatistik hos\nDansk Arbejdsgiverforening, kan uden beregning rekvirere en kønsopdelt\nlønstatistik efter stk. 1 fra Dansk Erhverv Arbejdsgiver. Virksomheder kan\nalternativt uden beregning rekvirere en kønsopdelt lønstatistik efter stk. 1\nfra Danmarks Statistik.\u003C\u002Fp>\n\n\u003Cp>Stk. 4. Virksomhedens forpligtelse til at udarbejde en kønsopdelt\nlønstatistik efter stk. 1 bortfalder, hvis virksomheden indgår aftale med\nmedarbejderne på virksomheden om at udarbejde en redegørelse. Redegørelsen\nskal både indehol¬de en beskrivelse af vilkår, der har betydning for\naflønning af mænd og kvinder\u003C\u002Fp>\n\n\u003Cp>på virksomheden, og konkrete handlingsorienterede initiativer, der kan have\net forløb på op til 3 års varighed, og den nærmere opfølgning herpå i\nredegørei¬sens periode. Redegørelsen skal omfatte alle virksomhedens\nmedarbejdere og behandles i overensstemmelse med reglerne i Samarbejdsaftalen.\nRedegørelsen skal senest være udarbejdet inden udgangen af det kalenderår,\nhvor pligten til at udarbejde kønsopdelt lønstatistik bestod.\u003C\u002Fp>\n\n\u003Cp>§ 7\u003C\u002Fp>\n\n\u003Cp>En medarbejder, som ikke mener, at virksomheden overholder pligten til at\nyde lige løn, herunder lige lønvilkår, efter denne aftale, kan søge kravet\nfastslået ved fagretlig behandling.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Hvis en medarbejder, der anser sig for krænket, jf. § 1, påviser\nfaktiske omstændigheder, som giver anledning til at formode, at der er udøvet\ndirekte eller indirekte forskelsbehandling, påhviler det virksomheden at\nbevise, at lige¬behandlingsprincippet ikke er blevet krænket.\u003C\u002Fp>\n\n\u003Cp>§ 8\u003C\u002Fp>\n\n\u003Cp>Hvor HK HANDEL finder baggrund for en ligelønssag, kan der inden\nforhandlin¬gen afholdes besigtigelse på virksomheden med deltagelse af\nparterne.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. I forbindelse med besigtigelse\u002Fforhandling aftales, hvilke\nlønoplysninger der er nødvendige til brug for en eventuel sag.\u003C\u002Fp>\n\n\u003Cp>§ 9\u003C\u002Fp>\n\n\u003Cp>Overtrædelse af §§ 1-5 og § 7, stk. 2, i nærværende\nimplementeringsaftale kan indbringes for enten det mellem det af parterne\noprettede ligelønsnævn\u002Fdet mel¬lem parterne oprettede ligelønsnævn eller\nved de civile domstole. HK HANDEL har valgt forum, når der er indgivet\nklageskrift\u002Fstævning. Uanset forumvalg skal de sædvanlige\nforhandlingsmuligheder være udtømte, jf. overenskomstens § 9, stk. 1 og 2.\nØvrige sager vedrørende fortolkning og forståelse af, samt brud på\nligelønsloven eller tilsvarende implementeringsaftaler skal føres ved det\nmellem DA og LO oprettede ligelønsnævn\u002Fdet mellem parterne oprettede\nligelønsnævn.\u003C\u002Fp>\n\n\u003Cp>§ 10\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om, at ligelønsloven herefter ikke finder anvendelse på\nansæt- telsesforhold omfattet af overenskomsten, og at tvister vedrørende\nligeløn skal løses i det fagretlige system, jf. dog denne aftales § 9.\u003C\u002Fp>\n\n\u003Cp>Parterne er endvidere enige om i denne aftale at indarbejde ændringer i\nligeløns¬loven, som følge af eventuelle ændringer af EU-retlige\nforpligtelser.\u003C\u002Fp>\n\n\u003Ch2>LØN\u003C\u002Fh2>\n\n\u003Ch3>Aftale om aflønning af butiksmedhjælperelever og butiks- medhjælpere\u003C\u002Fh3>\n\n\u003Cp>Uddannelsen som butiksmedhjælper, der en selvstændig uddannelse, er\nsamtidig\u003C\u002Fp>\n\n\u003Cp>1.del af uddannelsen til salgsassistent.\u003C\u002Fp>\n\n\u003Cp>Der er enighed om, at butiksmedhjælperelever og uddannede\nbutiksmedhjælpere omfattes af butiksoverenskomstens regler.\u003C\u002Fp>\n\n\u003Cp>Med hensyn til aflønning af butiksmedhjælperelever henvises til § 2, stk.\n10.\u003C\u002Fp>\n\n\u003Cp>Med hensyn til aflønning af uddannede butiksmedhjælpere henvises til § 2,\nstk. 3.\u003C\u002Fp>\n\n\u003Cp>Butiksoverenskomstens § 6 er i øvrigt gældende for uddannelsesforholdet.\nBUTIKSMEDHJÆLPERE\u003C\u002Fp>\n\n\u003Cp>Uddannede butiksmedhjælpere aflønnes i henhold til butiksoverenskomstens\nalmindelige lønbestemmelser for ufaglærte, idet der dog betales et særligt\nbu-tiksmedhjælpertillæg på 750,00 kr. pr. md. med virkning fra den 1. i den\nmåned, hvor uddannelsen afsluttes.\u003C\u002Fp>\n\n\u003Ch4>FORSTÅELSESPAPIR\u003C\u002Fh4>\n\n\u003Cp>I forbindelse med indgåelse af aftale om aflønning af uddannede\nbutiksmedhjæl¬pere er det aftalt, at det særlige butiksmedhjælpertillæg\npå 750,00 kr. pr. md., til den til enhver tid gældende minimallønssats for\nufaglærte, er modregningsfrit.\u003C\u002Fp>\n\n\u003Cp>Tillægget til uddannede butiksmedhjælpere ændrer ikke ved princippet om,\nat der skal aftales en personlig løn i henhold til reglerne herom i\nbutiksoverens-komsten. Det modregningsfrie butiksmedhjælpertillæg indgår\nikke i vurderingen af den personlige løn.\u003C\u002Fp>\n\n\u003Cp>Der er enighed om, at den særlige frihed til opnåelse af faglig\nkvalificering, jf. butiksoverenskomstens § 7, stk.1, litra e, også kan\nanvendes til opnåelse af status som butiksmedhjælper.\u003C\u002Fp>\n\n\u003Cp>Der er ligeledes enighed om, at en medarbejder kun har ret til den samlede\n3x5 ugers frihed én gang, således at forstå, at den tid, der måtte være\nmedgået til op-nåelse af status som butiksmedhjælper, fratrækkes, hvis\nmedarbejderen senere ønsker at gøre brug af § 7, stk.1, litra e, til\nopnåelse af status som salgsassistent.\u003C\u002Fp>\n\n\u003Ch2>MELLEMLEDERE\u003C\u002Fh2>\n\n\u003Ch3>Aftale om forståelse af Aftale om mellemledere\u003C\u002Fh3>\n\n\u003Cp>1.Ved overenskomstfornyelsen pr. 1. marts 2004 er der åbnet mulighed for,\nat der kan ansættes mellemledere efter løn- og arbejdstidsreglerne i\nFunktio-næroverenskomsten for Handel, Viden og Service. Dog er der enighed om,\nat mellemledere ikke må pålægges at arbejde ud over 45 timer om ugen i\ngennemsnit over 13 uger.\u003C\u002Fp>\n\n\u003Cp>Der er endvidere enighed om, at der ved aftale om funktionsløn for\nmellem¬ledere skal være en rimelig sammenhæng mellem aflønningen og\nstillingens samlede indhold. Ved denne vurdering skal der, udover de\nalmindelige principper i henhold til Funktionæroverenskomsten for Handel,\nViden og Service § 4, tillige henses til, om den aftalte løn er rimelig, set\ni forhold til den løn som en ansat faglært medarbejder på\nbutiksoverenskomstens mind- stebetalingssats ville oppebære med betaling af\nsædvanlige tillæg for arbejde på særlige tidspunkter og\noverarbejdsbetaling.\u003C\u002Fp>\n\n\u003Cp>Der er enighed om, at denne vurdering ikke i sig selv skal kunne begrunde\nefterbetalingskrav, men set over en passende periode, alene skal tjene som\nindikation for den samlede vurdering af rimeligheden af den aftalte løn.\u003C\u002Fp>\n\n\u003Cp>Uenighed om lønfastsættelsen kan i øvrigt prøves i henhold til\nFunktionær¬overenskomsten for Handel, Viden og Services almindelige\nbestemmelser.\u003C\u002Fp>\n\n\u003Cp>Ovenstående 4. afsnit skal ikke forstås som en begrænsning i\nmedarbejde-rens adgang til at få prøvet lønfastsættelsen i henhold til\nreglerne i Funktio¬næroverenskomsten for Handel, Viden og Service.\u003C\u002Fp>\n\n\u003Cp>2.Såfremt en butik ønsker at ansætte mellemledere ud over overenskomstens\nudgangspunkt, kræver dette aftale med HK HANDEL, jf. overenskomstens § 3,\nstk. 4. Ved en sådan aftale skal der lægges vægt på, om ansættelsen af\nmellemledere, efter en samlet vurdering, er rimeligt begrundet i butikkens\nforhold.\u003C\u002Fp>\n\n\u003Cp>3.Ved en midlertidig reduktion af medarbejderstaben kan mellemlederen\nopretholde sin ansættelse som mellemleder.\u003C\u002Fp>\n\n\u003Cp>4.Den nuværende praksis vedrørende lederafgrænsningen\u002Fsærligt betroede\nmedarbejdere ændres ikke ved indgåelsen af aftalen om mellemledere.\u003C\u002Fp>\n\n\u003Cp>5.Bestemmelserne i Funktionæroverenskomsten for Handel, Viden og Service\n§§ 1, 3 og 4 er sålydende:\u003C\u002Fp>\n\n\u003Ch4>§1 ARBEJDSTID\u003C\u002Fh4>\n\n\u003Cp>1.”Den normale ugentlige effektive arbejdstid udgør indtil 37 timer.\u003C\u002Fp>\n\n\u003Cp>2.Arbejdstiden fastlægges lokalt på den enkelte virksomhed under hensyn\ntil medarbejderens og virksomhedens tarv.\u003C\u002Fp>\n\n\u003Cp>3.Arbejdstiden kan for såvel fuldtids- som deltidsansatte tilrettelægges\nmed varierende ugentlige arbejdstider inden for en periode på højst 26 uger.\nSåfremt arbejdstiden i perioden er tilrettelagt således, at den i én eller\nflere uger overstiger 45 timer, vil timer ud over 45 pr. uge skulle betales med\noverarbejdstillæg, jf. § 3, selv om den gennemsnitlige ugentlige arbejdstid\nfor perioden ikke er overskredet.\u003C\u002Fp>\n\n\u003Cp>Alle timer indtil 37 timer i den enkelte uge, jf. stk. 1, eller som\ngennemsnit for en periode, jf. nærværende bestemmelses 1. afsnit, betales\nsåvel for fuld-tids- som for deltidsansatte med almindelig løn.\u003C\u002Fp>\n\n\u003Cp>4.Den gennemsnitlige ugentlige arbejdstid beregnet over en 26-ugers periode\nmå ikke overstige 48 timer inklusive overarbejde, jf. EU-direktiv nr. 93\u002F104\u002F\nEF af 23. november 1993 om visse aspekter i forbindelse med tilrettelæggel¬se\naf arbejdstiden.\u003C\u002Fp>\n\n\u003Cp>5.For rådighedsvagt, telefonvagt og arbejde i kontinuerlig drift optages\nforhandlinger lokalt om vagtplaner og betalingsregler. Hvor enighed ikke\nopnås, kan hver af parterne anmode om, at parterne inddrages.\u003C\u002Fp>\n\n\u003Cp>6.Medarbejderne skal have en samlet pause på mindst 1\u002F2 time pr. dag,\nmed-mindre andet er aftalt. Den daglige tid til pauser kan ikke overstige 1\ntime.\u003C\u002Fp>\n\n\u003Cp>På dage, hvor arbejdstiden slutter før kl. 14.00, kan det mellem parterne\naftales, at der ikke holdes pauser.\u003C\u002Fp>\n\n\u003Cp>7.Bestemmelserne er ikke til hinder for, at der kan aftales\nflextidsordninger.\u003C\u002Fp>\n\n\u003Cp>8.Medarbejderen har ret til en fridag med løn enten den 24. december eller\n31. december efter virksomhedens valg. (Det præciseres, at mellemledere ikke\nhar ret til en overenskomstmæssig fridag med løn enten den 24. december eller\n31. december.). Endvidere har medarbejderen ret til frihed med løn\ngrundlovsdag.\u003C\u002Fp>\n\n\u003Cp>Hvis der arbejdes på den aftalte fridag, ydes til medarbejdere, der ikke er\nansat på funktionsløn, sædvanlig overarbejdsbetaling, med mindre fridagen\nfalder på en søndag. I sidstnævnte tilfælde ydes overarbejdsbetaling med\n100 pct.\u003C\u002Fp>\n\n\u003Cp>Virksomhed og medarbejder kan aftale, at der gives en anden fridag.”\u003C\u002Fp>\n\n\u003Ch4>§3 OVERARBEJDE\u003C\u002Fh4>\n\n\u003Cp>\"Overarbejde skal begrænses mest muligt med behørig hensyntagen til\nvirksom¬hedens tarv.\u003C\u002Fp>\n\n\u003Cp>Overarbejdsbetaling ydes kun, når arbejdet er udført efter ordre fra\narbejdsgive-ren eller dennes stedfortræder på arbejdsstedet.\u003C\u002Fp>\n\n\u003Cp>Overarbejde skal så vidt muligt varsles senest dagen før. For varslet\noverarbejde, hvor ingen del kommer til udførelse, og som ikke er afvarslet\nsenest 4 timer før, overarbejdet skulle have været iværksat, betales 1\ntimeløn + 50 pct.\u003C\u002Fp>\n\n\u003Cp>1.Betaling\u003C\u002Fp>\n\n\u003Cp>A.Overarbejde, for hvilket der kan kræves tillæg, jf. § 1 og 2, betales\nmed time-løn + 50 pct. for de første 3 timer efter normal arbejdstids ophør\nog derefter, samt for alt overarbejde på søn- og helligdage, 100 pct.\u003C\u002Fp>\n\n\u003Cp>Overarbejde, der udføres mellem kl. 24.00 og kl. 06.00, betales med\ntimeløn + 100 pct.\u003C\u002Fp>\n\n\u003Cp>Der regnes med halve timer.\u003C\u002Fp>\n\n\u003Cp>Betalingen regnes fra tidspunktet for overarbejdets begyndelse.\u003C\u002Fp>\n\n\u003Cp>B.Bliver medarbejderen uden forudgående varsel tilkaldt til overarbejde,\nefter at medarbejderen ved normal arbejdstids ophør har forladt virksomheden,\nudgør overarbejdstillægget 100 pct.\u003C\u002Fp>\n\n\u003Cp>C.Timelønnen beregnes som den pågældende medarbejders samlede\nmåneds-løn divideret med 160,33.\u003C\u002Fp>\n\n\u003Cp>2.Afspadsering\u003C\u002Fp>\n\n\u003Cp>A.Der kan aftales afspadsering af overarbejde, således at 50 pct.-timer af-\nspadseres med 1,5 time, og 100 pct.-timer afspadseres med 2 timer for hver\noverarbejdstime.\u003C\u002Fp>\n\n\u003Cp>B.Fritidens placering aftales mellem virksomheden og den enkelte\nmedarbej-der med normalt 1 uges varsel. Fritiden skal så vidt muligt gives som\nhele eller halve fridage og være afviklet inden 2 måneder efter overarbejdets\nudførelse.”\u003C\u002Fp>\n\n\u003Ch4>§4 LØN\u003C\u002Fh4>\n\n\u003Cp>”1. Lønnens fastsættelse\u003C\u002Fp>\n\n\u003Cp>A.Lønnen aftales i hvert enkelt tilfælde direkte mellem virksomheden og\nmedarbejderen. Vurdering og eventuel regulering af lønforhold, herunder\nfunktionslønsaftaler, sker individuelt mindst en gang om året.\u003C\u002Fp>\n\n\u003Cp>B.Lønnen skal give udtryk for medarbejderens indsats, kvalifikationer,\ndygtig-hed, jobfleksibilitet, arbejde på særlige tidspunkter, stillingens\nindhold og ansvar samt eventuel uddannelse.\u003C\u002Fp>\n\n\u003Cp>C.Der kan på den enkelte virksomhed indføres lønsystemer med henblik på\nstyrkelse af virksomhedens konkurrenceevne og udvikling samt medarbejde¬rens\nudvikling.\u003C\u002Fp>\n\n\u003Cp>D.En medarbejder er berettiget til at kræve forhandling med virksomheden,\nsåfremt lønnen væsentligt afviger fra begyndelsesniveauet for\nsammenlig-nelige medarbejdergrupper på virksomheden, respektive\nsammenlignelige virksomheder inden for branchen.\u003C\u002Fp>\n\n\u003Cp>Såfremt fastsættelsen af lønnen for den enkelte medarbejder er i åbenbar\nstrid med forudsætningen i stk. 1, litra b, kan hver af parterne begære en\nforhandling under medvirken af begge organisationer.\u003C\u002Fp>\n\n\u003Cp>E.Parterne har, i tilfælde hvor misforhold på området som helhed taget\nskønnes at være til stede, påtaleret i henhold til de regler, som til enhver\ntid måtte være gældende for behandlingen af faglig strid, jf. reglerne\nnedenfor om paritetisk nævn.\u003C\u002Fp>\n\n\u003Cp>F.Der kan ved lønfastsættelsen indgås aftale om funktionsløn under\nbehørig iagttagelse af principperne i stk. 1, litra b. Ved sådan aftale kan\ndet bestem-mes, at lønnen også omfatter betaling for overarbejde og\neventuelle andre ulemper med den virkning, at der ikke ydes\noverarbejdsbetaling, jf. § 3.\u003C\u002Fp>\n\n\u003Cp>Uoverensstemmelser om lønforhold for enkeltpersoner, hvor der er aftalt\nfunktionsløn, kan indbringes for et paritetisk nævn, hvis det er åbenbart,\nat der består et væsentligt misforhold mellem lønnen og stillingens samlede\nindhold, jf. stk. 1, litra b.\u003C\u002Fp>\n\n\u003Cp>Det paritetiske nævn nedsættes med to repræsentanter for hver af parterne\nmed det formål at forebygge, at funktionslønnen resulterer i et større antal\nsager.\u003C\u002Fp>\n\n\u003Cp>Såfremt der blandt medlemmerne af det paritetiske nævn ikke kan op¬nås\nflertal for afgørelse i en konkret sag, udvides nævnet med en uvildig opmand,\nsom udpeges af parterne i fællesskab. I tilfælde af fortsat uenighed bliver\nopmandens opfattelse herefter udslagsgivende.\u003C\u002Fp>\n\n\u003Cp>Ved udvidelse af nævnet finder almindelig praksis vedrørende faglig\nvoldgift anvendelse med de tillempelser, som følger af forholdets natur.\u003C\u002Fp>\n\n\u003Cp>Opmanden træffer dog, efter en konkret vurdering i det enkelte tilfælde,\nafgørelse om fastsættelse og fordeling af sagens omkostninger, ligesom\nopmanden ved unødig trætte af nævnet kan pålægge bod.\u003C\u002Fp>\n\n\u003Cp>Endelig kan opmanden træffe afgørelse om, at en konkret sag afgøres ved\nskriftlig behandling.\u003C\u002Fp>\n\n\u003Cp>G.Personlig løn skal forhandles og fastsættes under hensyntagen til\nligelønslo¬vens principper.\u003C\u002Fp>\n\n\u003Cp>2.Fritvalgs Lønkonto Indledning\u003C\u002Fp>\n\n\u003Cp>For at imødekomme individuelle ønsker om frit valg mellem fritid, pension\neller løn får den enkelte medarbejder sin egen Fritvalgs Lønkonto.\u003C\u002Fp>\n\n\u003Cp>Indbetaling\u003C\u002Fp>\n\n\u003Cp>Der afsættes 1,3 pct. af den ferieberettigede løn på Fritvalgs\nLønkontoen. Pr.\u003C\u002Fp>\n\n\u003Cp>1. marts 2015 afsættes der i alt 1,7 pct. af den ferieberettigede løn på\nFritvalgs Lønkontoen. Pr. 1. marts 2016 afsættes der i alt 2,0 pct. af den\nferieberettigede løn på Fritvalgs Lønkontoen.\u003C\u002Fp>\n\n\u003Cp>Feriefridage og pension\u003C\u002Fp>\n\n\u003Cp>Medarbejderen kan hvert år i marts måned, hvis medarbejderen på det\ntidspunkt har erhvervet ret til feriefridage, ved skriftlig meddelelse til\nvirksomheden vælge, at en eller flere af feriefridagene i det kommende\nferieår i stedet for afholdelse skal konverteres til indbetaling på Fritvalgs\nLønkontoen. En feriefridag kan konverteres til 0,5 pct. af den\nferieberettigede løn.\u003C\u002Fp>\n\n\u003Cp>Al opsparing til Fritvalgs Lønkontoen indeholder feriegodtgørelse samt\nferietil-læg af opsparingen.\u003C\u002Fp>\n\n\u003Cp>Medarbejdere, som efter overenskomstens regler har ret til\narbejdsmarkedspen-sion på valgtidspunktet, kan hvert år i marts måned\nmeddele, at hele eller en del af opsparingen til Fritvalgs Lønkontoen skal\nindbetales til pensionsordningen i det kommende ferieår. Virksomheden kan\nfastsætte mindstegrænser for indbeta¬ling af månedlige pensionsbidrag på\n75 kr. Hvis beløbet pr. måned er mindre end dette mindstebidrag, kan\nvirksomheden bestemme, at bidragene for 2 måneder slås sammen.\u003C\u002Fp>\n\n\u003Cp>Indbetaling af ekstra pensionsbidrag udløser ikke arbejdsgiverbidrag af\nindbeta-lingen.\u003C\u002Fp>\n\n\u003Cp>Udbetaling\u003C\u002Fp>\n\n\u003Cp>Medarbejderen kan vælge at få et beløb udbetalt fra sin Fritvalgs\nLønkonto via lønudbetalingen i forbindelse med, at medarbejderen holder fri,\nfx ved ferie, feriefridage eller overenskomstmæssige fridage, dog maksimalt 2\ngange årligt.\u003C\u002Fp>\n\n\u003Cp>Medarbejderen skal give virksomheden besked, når der skal ske udbetaling\nfra kontoen. Beskeden skal gives senest den 10. i den måned, hvor udbetalingen\nskal ske. Medarbejderen vælger selv, hvor stor udbetalingen skal være, idet\nder dog aldrig kan udbetales større beløb end det til enhver tid\nindestående.\u003C\u002Fp>\n\n\u003Cp>Restopsparing på Fritvalgs Lønkontoen\u003C\u002Fp>\n\n\u003Cp>Hvis der er overskud på Fritvalgs Lønkontoen ved ferieårets udløb,\nvidereføres beløbet til udbetaling i det efterfølgende ferieår.\u003C\u002Fp>\n\n\u003Cp>Ved fratrædelse opgøres Fritvalgs Lønkontoen, og evt. overskud udbetales\nsam-men med sidste lønudbetaling fra virksomheden.\u003C\u002Fp>\n\n\u003Cp>Lokalaftale\u003C\u002Fp>\n\n\u003Cp>Virksomheden kan med tillidsrepræsentanten indgå aftaler om udbetaling,\nherunder aftale, at der udbetales beløb, uden at medarbejderen holder fri. Der\nkan dog ikke indgås lokalaftale om, at indeståendet på Fritvalgs Lønkontoen\nudbetales løbende sammen med den øvrige løn.\u003C\u002Fp>\n\n\u003Cp>3.Beregning af løn for brudte måneder\u003C\u002Fp>\n\n\u003Cp>A.Når lønnen for enkelte dage skal beregnes ved til- eller fratræden i\nmå-nedens løb samt ved fravær på grund af ferie eller fridage uden ret til\nløn, beregnes den som månedslønnen med fratræk af 4,8 pct. pr. dag, den\npågæl¬dende medarbejder ikke har været i arbejde.\u003C\u002Fp>\n\n\u003Cp>B.Der betales for frilørdage og søgnehelligdage, der falder inden for\narbejdspe-rioden.\u003C\u002Fp>\n\n\u003Cp>C.Parterne er enige om, at § 4, stk. 3, litra a, ikke medfører, at der\nforetages løntræk, når en medarbejder på funktionsløn har kompenserende\nfrihed som en del af funktionslønsaftalen.”\u003C\u002Fp>\n\n\u003Ch2>PENSION\u003C\u002Fh2>\n\n\u003Ch3>Aftale om pensionsordninger\u003C\u002Fh3>\n\n\u003Ch4>1.RESPEKT FOR BESTÅENDE AFTALER\u003C\u002Fh4>\n\n\u003Cp>Eksisterende firmaordninger, som omfatter hele de af denne overenskomst\ndækkede medarbejdergrupper, kan træde i stedet for Pension for Funktionærer\n- PFA Pension på følgende betingelser:\u003C\u002Fp>\n\n\u003Cp>Bidraget i ordningen skal til stadighed mindst svare til det\noverenskomstaf¬talte bidrag, og der skal mindst sikres de forsikrede (eller\ndisses efterladte) en alderspension, jf. nedenfor, og en éngangssum på 60.000\nkr. ved død og invaliditet. Er disse betingelser ikke i forvejen opfyldt, skal\nvirksomheden drage omsorg for, at ordningen tilpasses. Virksomheden er i\nforbindelse med eventuel¬le fremtidige tilpasninger af bidragsniveauet\nberettiget til at tilbageholde et beløb i medarbejderens løn svarende til det\noverenskomstmæssigt aftalte lønmodtager¬bidrag til pensionsordningen.\u003C\u002Fp>\n\n\u003Cp>Mindst 50 pct. af pensionsbidraget til en pensionsordning skal anvendes til\nen livslang ydelse (livrente).\u003C\u002Fp>\n\n\u003Cp>Hvor der sker indfasning af pension, skal der dog forlods ske indbetaling\ntil de i overenskomsten fastsatte forsikringselementer, således at den andel\naf pensions¬bidraget, der skal anvendes til livrente, kan blive mindre end 50\npct.\u003C\u002Fp>\n\n\u003Cp>Ovennævnte krav gælder alle pensionsordninger omfattet af\nbutiksoverenskom-sten.\u003C\u002Fp>\n\n\u003Cp>Allerede indgåede pensionsaftaler i overenskomstdækkede virksomheder, hvor\npensionsbidraget til ratepension og\u002Feller kapitalpension overstiger 50 pct.,\nkan opretholdes. Ligeledes kan aftaler indgået med overenskomstdækkede dele\naf kapitalkæder, der er medlem af Dansk Erhverv Arbejdsgiver, der fraviger fra\novenstående, opretholdes ved efterfølgende indgåelse af overenskomst for\nikke i forvejen overenskomstdækkede butikker\u002Fafdelinger ejet af samme\nkapitalkæde.\u003C\u002Fp>\n\n\u003Cp>Virksomheder, der i fremtiden bliver omfattet af overenskomsten - det være\nsig nuværende eller kommende medlemmer af Dansk Erhverv Arbejdsgiver - får en\npensionsforpligtelse på det tidspunkt, hvor overenskomsten bliver gælden¬de.\nForudsætningerne for, at eksisterende pensionsaftaler indgået af sådanne\nvirksomheder kan anses for at opfylde de overenskomstmæssige\npensionsfor-pligtelser, er, at aftalerne er indgået, før kravet om\noverenskomst er rejst, at de ovenfor anførte betingelser for respekt af\naftalerne i øvrigt er opfyldt (kravene til ydelsesstrukturen), og at en\neventuel fornøden tilpasning af aftalerne er sket senest 6 måneder efter, at\noverenskomsten er blevet gældende.\u003C\u002Fp>\n\n\u003Cp>Ikoncerner gælder samme principper for respekt for eksisterende aftaler som\ni virksomhederne i øvrigt i henhold til denne aftale. Dog gælder herudover,\nat et selskab inden for en koncern, som er omfattet af overenskomsten, men som\nikke har en eksisterende pensionsaftale, kan løse overenskomstens\npensionsforplig¬telse via en eksisterende pensionsaftale, der anvendes\nandetsteds i koncernen. Det gælder dog kun, hvis denne aftale finder\nalmindelig anvendelse i koncernen, og hvis aftalen i det pågældende selskab\nomfatter samtlige lønmodtagere under overenskomsten i det pågældende\nselskab.\u003C\u002Fp>\n\n\u003Ch4>2. BRUTTOLØNAFTALER\u003C\u002Fh4>\n\n\u003Cp>Bruttolønaftaler, dvs. aftaler der indebærer, at lønnen er fastlagt under\nden forudsætning, at medarbejderen selv tager initiativ til etablering og ud\naf lønnen finansierer bidraget til en pensionsordning, respekteres i det\nomfang, de kan dokumenteres, og er indgået inden udgangen af december 1992 og\ni øvrigt under følgende forudsætninger:\u003C\u002Fp>\n\n\u003Cp>Med udgangspunkt i en bruttolønaftale skal der etableres en\npensionsordning, der opfylder de i nærværende aftale stillede krav til\neksisterende aftaler, jf. det ovenfor anførte om bidrag i eksisterende\nordninger. En bruttolønaftale, som lønmodtageren ikke har fulgt op med\netablering af pensionsordning inden den 1. november 1993 - for virksomheder,\nder fremtidigt bliver overenskomstdækket senest 3 måneder efter, at\noverenskomsten er blevet gældende - skal på virksom¬hedens foranledning\nfølges op, således at pensionsordning etableres.\u003C\u002Fp>\n\n\u003Cp>Virksomheden er i den forbindelse berettiget til at tilbageholde et beløb i\nmedar¬bejderens bruttoløn svarende til det overenskomstaftalte pensionsbidrag\n(sum¬men af det overenskomstaftalte lønmodtager- og arbejdsgiverbidrag). Er\ndette ikke sket inden for tidsfristen, skal pensionsordning for de pågældende\nmedarbej¬dere etableres i den af overenskomstparterne etablerede ordning. Det\nfulde bidrag tilbageholdes af virksomheden i bruttoløn og indbetales til\nselskabet.\u003C\u002Fp>\n\n\u003Cp>Bruttolønaftaler indgået i perioden fra 1. januar 1993 følges op med\netable¬ring af pensionsordning i den af parterne stiftede pensionsordning,\nligeledes således at arbejdsgiverne i den forbindelse er berettiget til at\ntilbageholde et beløb i medarbejderens bruttoløn svarende til det\noverenskomstmæssigt aftalte pensionsbidrag (summen af det overenskomstmæssigt\naftalte lønmodtager- og arbejdsgiverbidrag).\u003C\u002Fp>\n\n\u003Ch4>3.MODREGNING\u003C\u002Fh4>\n\n\u003Cp>I det omfang en virksomhed allerede opfylder sin pensionsforpligtelse i\nhenhold til det overenskomstaftalte, sker der som følge af det\noverenskomstaftalte, obli-gatoriske pensionsbidrag ingen ændringer i summen af\nden enkelte medarbej-ders løn og arbejdsgiverbidraget til pension, såfremt\nvirksomheden bruger sin modregningsadgang i henhold til overenskomsten.\u003C\u002Fp>\n\n\u003Ch4>4.INDFASNING AF PENSION\u003C\u002Fh4>\n\n\u003Cp>A.Kommende medlemmer af Dansk Erhverv Arbejdsgiver, som senest 3 måneder\nefter indmeldelsen har tiltrådt butiksoverenskomsten, kan vælge indfasning af\npensionsordningen på følgende vilkår. Undtaget herfra er dog virksomheder,\noverfor hvilke HK HANDEL inden indmeldelsen i Dansk Erhverv Arbejdsgiver har\nrejst krav om overenskomst.\u003C\u002Fp>\n\n\u003Cp>B.Pensionsordningen indfases således:\u003C\u002Fp>\n\n\u003Cp>Senest 3 måneder efter indmeldelsen i Dansk Erhverv Arbejdsgiver, dog med\nvirkning fra den første i en måned, betales 25 pct. af det på dette\ntids-punkt gældende pensionsbidrag.\u003C\u002Fp>\n\n\u003Cp>1år efter indmeldelsen forhøjes pensionsbidraget til 50 pct. af det på\ndette tidspunkt gældende pensionsbidrag.\u003C\u002Fp>\n\n\u003Cp>2år efter indmeldelsen forhøjes pensionsbidraget til 75 pct. af det på\ndette tidspunkt gældende pensionsbidrag.\u003C\u002Fp>\n\n\u003Cp>3år efter indmeldelsen forhøjes pensionsbidraget til det i overenskomsten\naftalte aktuelle pensionsbidrag.\u003C\u002Fp>\n\n\u003Cp>Heraf udgør virksomhedens bidrag 2\u002F3 og medarbejderens bidrag 1\u002F3.\u003C\u002Fp>\n\n\u003Cp>C.Det præciseres i hvert enkelt tilfælde i forbindelse med tiltrædelse af\nover-enskomsten, hvorledes indfasningen finder sted.\u003C\u002Fp>\n\n\u003Cp>D.Overenskomstens aftale om pensionsordninger er gældende.\u003C\u002Fp>\n\n\u003Ch4>5.BETINGELSER FOR AT HAVE RET TIL PENSION\u003C\u002Fh4>\n\n\u003Cp>Alle medarbejdere skal have en pensionsordning, når følgende betingelser\ner opfyldt:\u003C\u002Fp>\n\n\u003Cp>Ordningen omfatter medarbejdere, der er fyldt 20 år, dog ikke elever.\u003C\u002Fp>\n\n\u003Cp>Medarbejderen skal uden afbrydelse have været i ansættelse i 3 måneder\nhos én eller flere virksomheder omfattet af overenskomsten. Der ses bort fra\ndette anciennitetskrav i tilfælde, hvor medarbejderen ved ansættelsen i\nforvejen er omfattet af en arbejdsmarkedspensionsordning, som er baseret på en\nkollektiv aftale.\u003C\u002Fp>\n\n\u003Cp>For medarbejdere, som opfylder ovennævnte betingelser, gælder endvidere,\nat de mellem parterne i øvrigt aftalte betingelser for at kunne opnå\nrisikodækning og modtage forsikringsydelser skal være opfyldt.\u003C\u002Fp>\n\n\u003Cp>For medarbejdere, der har nået pensionsalderen, og hvor det ikke er muligt\nat indbetale præmie til risikoforsikringer, anvendes hele pensionsbidraget til\nalderspension.\u003C\u002Fp>\n\n\u003Cp>For medarbejdere, der får udbetalt alderspension, men som fortsat er på\narbejds¬markedet, og som opfylder betingelserne for ret til pensionsordning,\nanvendes virksomhedens pensionsbidrag til en livrente\u002Fophørende alderspension\nuden forsikringselementer. Der kan mellem virksomheden og medarbejderen indgås\naftale om udbetaling af virksomhedsbidraget som et ikke ferieberettiget\ntillæg, der udbetales årligt sammen med det i ferieloven gældende\nferietillæg, jf. ferielo¬vens § 23, stk. 2. Ved fratrædelse sammen med\nsidste lønudbetaling.\u003C\u002Fp>\n\n\u003Cp>Medarbejdere, der er fyldt 60 år, og som ikke allerede er omfattet af en\npensi-onsordning, skal ikke have oprettet arbejdsmarkedspensionsordning. Til\ndisse medarbejdere udbetales virksomhedens pensionsbidrag sammen med\nferietil-lægget, jf. ferielovens § 23, stk. 2.\u003C\u002Fp>\n\n\u003Cp>Pensionsordningen skal, medmindre andet fremgår af denne aftale, etableres\ni:\u003C\u002Fp>\n\n\u003Cp>Pension for Funktionærer - PFA Pension Sundkrogsgade 4 2100 København Ø\nTelefon: 39175000\u003C\u002Fp>\n\n\u003Ch4>6.SKIFT AF PENSIONSLEVERANDØR\u003C\u002Fh4>\n\n\u003Cp>Overenskomstdækkede virksomheder, der ønsker at foretage skift af\npensions¬leverandør, kan gøre dette.\u003C\u002Fp>\n\n\u003Cp>Følgende betingelser skal opfyldes ved skift af pensionsleverandør:\u003C\u002Fp>\n\n\u003Cp>• Der skal blandt de pensionsberettigede medarbejdere på virksomheden\nfinde en afstemning sted om skiftet af pensionsleverandør. Virksomheden\ninforme¬rer medarbejderne om det nærmere indhold og konsekvenser af et\neventuelt skift. Hvis et flertal af de afgivne stemmer er for et\nleverandørskift, kan dette finde sted.\u003C\u002Fp>\n\n\u003Cp>•Ved skift af leverandør skal de overenskomstmæssige fastsatte\nbetingelser være opfyldt.\u003C\u002Fp>\n\n\u003Cp>•Overførsel af medarbejdernes depoter i forbindelse med et skift skal ske\nuden omkostninger for medarbejderne. Der må således ikke ske fradrag i\ndepotet, hverken hos det afgivende eller modtagende selskab.\u003C\u002Fp>\n\n\u003Cp>Der henvises til vejledningen på side 72 om skift af\npensionsleverandør.\u003C\u002Fp>\n\n\u003Ch4>7.FRITVALGS LØNKONTO\u003C\u002Fh4>\n\n\u003Cp>Der henvises i øvrigt til de aftalte regler om Fritvalgs Lønkontoen, jf.\n§ 2, stk.12.\u003C\u002Fp>\n\n\u003Ch4>8.INDESTÅELSESERKLÆRING\u003C\u002Fh4>\n\n\u003Cp>Dokumentation, for at overenskomstdækkede virksomheder opfylder\noverens-komstens pensionsbestemmelser, kan ske ved erklæring fra\npensionsforsikrings¬selskabet om, at ordningen opfylder kravene til\npensionsordningen i overens¬komsten, og at pensionsselskabet indestår\nherfor.\u003C\u002Fp>\n\n\u003Ch4>9.RISIKOOVERSKUD\u003C\u002Fh4>\n\n\u003Cp>Risikooverskud i forbindelse med forsikringsdækninger anvendes til\nregulering af forsikringspræmien eller tilskrives de forsikredes depoter.\u003C\u002Fp>\n\n\u003Ch4>10.GENKØB AF PENSIONSORDNINGEN\u003C\u002Fh4>\n\n\u003Cp>Pensionsordningen kan alene genkøbes, såfremt den forsikrede tager varigt\nop¬hold i udlandet. Genkøb sker i overensstemmelse med gældende\nskatteregler.\u003C\u002Fp>\n\n\u003Cp>Mindre pensionsdepoter kan genkøbes i henhold gældende skatteregler.\nParter¬ne aftaler beløbsgrænsen for genkøb. Pr. den 1. marts 2014 er\ngrænsen aftalt til max. 8.000,00 kr.\u003C\u002Fp>\n\n\u003Ch3>Vejledning om skift af pensionsleverandør - butiksoverenskomsten og\nFunktionæroverenskomsten for Handel, Viden og Service\u003C\u002Fh3>\n\n\u003Ch4>DER GÆLDER FØLGENDE REGLER FOR SKIFT AF PENSIONSLEVERANDØR.\u003C\u002Fh4>\n\n\u003Cp>Reglerne er ens på butiksoverenskomstens og Funktionæroverenskomsten for\nHandel, Viden og Services områder og gælder for de medarbejdere, som\noverens¬komsterne vedrører.\u003C\u002Fp>\n\n\u003Cp>Overenskomstdækkede virksomheder, der ønsker at foretage skift af\npensions-leverandør, kan gøre dette. Dette gælder dog ikke virksomheder, der\ntidligere har haft pensionsaftale med Funktionær-Pension eller som i øvrigt\ner omfattet af FunktionærPension bestanden i Pension for Funktionærer - PFA\nPension. Endeligt kan virksomheder, der forud for indgåelsen af overenskomst\nikke allere¬de har indgået en pensionsordning, og dermed i forbindelse med\noverenskomst- tiltrædelsen bliver omfattet af Pension for Funktionærer, ikke\nfortage skrift af pensionsleverandør, medmindre parterne er enige herom.\u003C\u002Fp>\n\n\u003Cp>Betingelserne for at foretage et skift af pensionsleverandør er:\u003C\u002Fp>\n\n\u003Cp>•Der skal blandt de pensionsberettigede medarbejdere på virksomheden\nfinde en afstemning sted om skiftet af pensionsleverandør.\u003C\u002Fp>\n\n\u003Cp>•Virksomheden skal informere medarbejderne om det nærmere indhold og\nkonsekvenser af et eventuelt skift. Hvis et flertal af de afgivne stemmer er\nfor et leverandørskift, kan dette finde sted.\u003C\u002Fp>\n\n\u003Cp>•Ved skift af leverandør skal de overenskomstmæssige fastsatte\nbetingelser være opfyldt. Disse betingelser er, at der skal være en invalide-\nog dødsfalds- dækning på mindst 60.000,00 kr. samt en alderspension.\u003C\u002Fp>\n\n\u003Cp>•Overførsel af medarbejdernes depoter i forbindelse med et skift skal ske\nuden omkostninger for medarbejderne. Der må således ikke ske fradrag i\ndepotet - hverken hos det afgivende eller modtagende selskab.\u003C\u002Fp>\n\n\u003Cp>Det er ofte virksomheden, der tager initiativ til at skifte\npensionsleverandør, eventuelt efter opfordring fra medarbejderne. Det er i\nforhold til medarbejder¬ne vigtigt, at processen omkring skift af\npensionsleverandør gennemføres på betryggende vis.\u003C\u002Fp>\n\n\u003Cp>Samarbejdsudvalg\u003C\u002Fp>\n\n\u003Cp>Har virksomheden et samarbejdsudvalg, skal dette informeres om virksomhedens\nplaner om at skifte pensionsleverandør, inden den formelle proces sættes i\nværk.\u003C\u002Fp>\n\n\u003Cp>Hvem skal deltage i afstemningen?\u003C\u002Fp>\n\n\u003Cp>Afstemningen skal finde sted blandt de pensionsberettigede medarbejdere, der\ner omfattet af butiksoverenskomsten og\u002Feller Funktionæroverenskomsten for\nHandel, Viden og Service.\u003C\u002Fp>\n\n\u003Cp>Er virksomheden omfattet af såvel butiksoverenskomsten som\nFunktionærove-renskomsten for Handel, Viden og Service, skal der finde\nseparate afstemninger sted for hver overenskomst.\u003C\u002Fp>\n\n\u003Cp>Der bør derfor laves en liste over de pensionsberettigede medarbejdere, som\nskal deltage i afstemningen.\u003C\u002Fp>\n\n\u003Cp>For at være pensionsberettiget efter overenskomsten skal følgende\nbetingelser være opfyldt på afstemningsdagen:\u003C\u002Fp>\n\n\u003Cp>•Medarbejderen skal være fyldt 20 år. Elever er som udgangspunkt ikke\npensi-onsberettigede. Dog er elevforhold indgået efter den 1. juli 2006 på\nkontor- og lagerområdet pensionsberettigede.\u003C\u002Fp>\n\n\u003Cp>•Medarbejderen skal uden afbrydelse have været ansat i mindst 3 måneder\nhos én eller flere virksomheder omfattet af overenskomsten, medmindre\nmedar¬bejderen allerede ved ansættelsen er omfattet af en kollektiv\narbejdsmarkeds¬pensionsordning.\u003C\u002Fp>\n\n\u003Cp>Informationsmateriale\u003C\u002Fp>\n\n\u003Cp>Beslutningen om skift af pensionsleverandør kan medføre betydelige\nlangsigtede økonomiske konsekvenser for medarbejdernes forsikringsmæssige og\npensi¬onsmæssige vilkår. Beslutningen om eventuelt at skifte\npensionsleverandør bør derfor ske på et godt oplyst grundlag.\u003C\u002Fp>\n\n\u003Cp>Det er virksomhedens forpligtelse at informere medarbejderne om indhold og\nkonsekvenser af et eventuelt skift. Det kan derfor være relevant at lave en\nover-sigt over, hvilke forskelle der er i de relevante pensionsordninger.\nInformationen kan udarbejdes af de relevante pensionsleverandører.\u003C\u002Fp>\n\n\u003Cp>Informationen kan ske på mange måder.\u003C\u002Fp>\n\n\u003Cp>Parterne anbefaler, at pensionsleverandørerne udarbejder et let\nforståeligt og kortfattet informationsmateriale, som redegør for fordele og\nulemper ved de forskellige produkter, som selskaberne tilbyder. Det skriftlige\nmateriale bør sup-pleres med tilbud om et medarbejdermøde, hvor informationen\ngives, og hvor der er mulighed for at stille spørgsmål.\u003C\u002Fp>\n\n\u003Cp>Der bør gives medarbejderne en periode på mindst 14 dage til at søge råd\nog vejled¬ning, inden afstemningen om eventuelt skift af pensionsleverandør\nfinder sted.\u003C\u002Fp>\n\n\u003Cp>Ingen omkostninger for medarbejderne\u003C\u002Fp>\n\n\u003Cp>Et skift af pensionsleverandør skal ske uden omkostninger for de\nforsikrede. Det¬te betyder, at skift af pensionsleverandør ikke må medføre,\nat der sker et fradrag i de forsikredes depoter. Beregner den «gamle»\npensionsleverandør sig et gebyr i forbindelse med opgørelse af depotet, skal\nvirksomheden eller den nye pensions¬leverandør bære denne omkostning.\u003C\u002Fp>\n\n\u003Cp>Forsikringsmæglere\u003C\u002Fp>\n\n\u003Cp>Forsikringsmæglere er uafhængige personer eller virksomheder, der skal\nsikre kunderne det bedste forsikringsvilkår. Forsikringsmægleren er\nvirksomhedens rådgiver.\u003C\u002Fp>\n\n\u003Cp>Såfremt der i forbindelse med skiftet af pensionsleverandør medvirker en\nforsikringsmægler, anbefales det, at virksomheden oplyser medarbejderne om,\nhvordan forsikringsmægleren aflønnes. Oplysningen kan gives sammen med de\nandre informationer, som medarbejderne modtager i forbindelse med skiftet af\npensionsleverandør.\u003C\u002Fp>\n\n\u003Cp>Selve afstemningen\u003C\u002Fp>\n\n\u003Cp>Der er ikke i overenskomsten aftalt regler for, på hvilken måde\nafstemningen skal foregå.\u003C\u002Fp>\n\n\u003Cp>Afstemningen kan derfor ske på den måde, som virksomheden finder mest\nhensigtsmæssig.\u003C\u002Fp>\n\n\u003Cp>Hvis der bliver fremsat et ønske om en hemmelig afstemning, må\nvirksomheden overveje, om den vil imødekomme et sådant ønske.\u003C\u002Fp>\n\n\u003Cp>Hvis der efterfølgende bliver rejst tvivl om, at afstemningen er sket på\nen korrekt måde, er det virksomheden, som skal kunne dokumentere dette.\u003C\u002Fp>\n\n\u003Cp>Parterne anbefaler derfor, at afstemningen sker skriftligt. Virksomheden kan\neventuelt nedsætte et stemmeudvalg med en repræsentant fra ledelsen og en\nrepræsentant fra medarbejderne.\u003C\u002Fp>\n\n\u003Cp>Godkendelse er ikke en betingelse.\u003C\u002Fp>\n\n\u003Cp>Dansk Erhverv Arbejdsgiver eller HK skal ikke godkende et skift af\npensionsle-verandør.\u003C\u002Fp>\n\n\u003Ch3>Opsamlingsaftale om pensionsforhold for ansatte i fleksjob\u003C\u002Fh3>\n\n\u003Cp>For overenskomster på DA\u002FLO-området, herunder tiltrædelsesoverenskomster,\nder indeholder bestemmelser om medlemskab af en arbejdsmarkedspensions-ordning\nuden forudgående helbredsbedømmelse, og som ikke har eller senere måtte få\nsærlige bestemmelser om pensionsforhold for ansatte i fleksjob, jf. lov om\naktiv socialpolitik eller senere lovgivning om fleksjob, gælder følgende:\u003C\u002Fp>\n\n\u003Cp>Personer, som ved ansættelse i fleksjob i henhold til lov om aktiv\nsocialpolitik eller senere lovgivning om fleksjob allerede er omfattet af\u002Fer\nmedlem af en eller flere pensionsordninger oprettet som led i et\nansættelsesforhold, kan lade pensi¬onsbidraget tilgå den pensionsordning,\nder sidst er foretaget indbetalinger til.\u003C\u002Fp>\n\n\u003Cp>Personer, som ikke ved ansættelse i et fleksjob i henhold til lov om aktiv\nsocial-politik eller senere lovgivning om fleksjob allerede er omfattet af\u002F\nmedlem af en pensionsordning oprettet som led i et ansættelsesforhold, eller\nsom ikke ønsker at indbetale til en eksisterende pensionsordning, skal lade\npensionsbidraget ind¬betale til den i overenskomsten anførte pensionsordning.\nDisse personer vil blive optaget i den i overenskomsten anførte\npensionsordning i overensstemmelse med de på optagelsestidspunktet gældende\nforsikringsmæssige betingelser.\u003C\u002Fp>\n\n\u003Cp>§ 2\u003C\u002Fp>\n\n\u003Cp>Bestemmelser i kollektive overenskomster og aftaler i henhold til disse om\nsærli¬ge pensionsforhold for fleksjobbere har virkning forud for denne\naftale.\u003C\u002Fp>\n\n\u003Cp>§ 3\u003C\u002Fp>\n\n\u003Cp>Såfremt der opstår en uoverensstemmelse om adgangen til de rettigheder,\nder fremgår af nærværende aftale, behandles sådanne uoverensstemmelser\nefter de sædvanlige fagretlige og arbejdsretlige regler.\u003C\u002Fp>\n\n\u003Cp>§ 4\u003C\u002Fp>\n\n\u003Cp>Aftalen har virkning fra den 1. marts 2003.\u003C\u002Fp>\n\n\u003Cp>Aftalen kan opsiges med 6 måneders varsel til en 1. januar. Ønsker en af\norga-nisationerne ændringer i aftalen, skal den 6 måneder forud for\nopsigelsen un-derrette den anden aftalepart herom, hvorefter der uden\nkonfliktadgang optages forhandlinger herom med det formål at opnå enighed og\nderved undgå opsigelse af aftalen.\u003C\u002Fp>\n\n\u003Cp>Er forhandlingerne om en fornyelse efter stedfunden opsigelse ikke afsluttet\ntil den pågældende 1. januar, gælder aftalen, uanset opsigelsestidspunktet\nover-skrides, indtil de ikraftværende kollektive overenskomster afløses af\nnye, og den bortfalder da ved den nye kollektive overenskomsters\nikrafttræden.\u003C\u002Fp>\n\n\u003Ch2>RAMMEAFTALE OM CHIKANE OG VOLD\u003C\u002Fh2>\n\n\u003Ch3>Aftale om implementering af rammeaftalen om chikane og vold på\narbejdspladsen\u003C\u002Fh3>\n\n\u003Cp>HK HANDEL og Dansk Erhverv Arbejdsgiver har indgået følgende aftale for at\nimplementere Den europæiske rammeaftale mellem Businesseurope, UEAPME, CEEP og\nETUC om chikane og vold på arbejdspladsen af 26. april 2007.\u003C\u002Fp>\n\n\u003Cp>Der er enighed mellem parterne om, at det er en fælles opgave at arbejde\nfor at forebygge mobning og vold på arbejdspladsen, samt at følge op, når\nder opstår episoder, hvor medarbejdere, ledere eller arbejdsgivere udsættes\nfor mobning, chikane og vold.\u003C\u002Fp>\n\n\u003Cp>Formålet med aftalen er at øge opmærksomheden på og viden om mobning,\nchikane og vold på arbejdspladsen, samt at give arbejdspladserne en\nhand-lingsorienteret ramme til at identificere, forebygge og håndtere\nproblemer med mobning, chikane og vold på arbejdspladserne.\u003C\u002Fp>\n\n\u003Cp>Parterne vil i overenskomstperioden drøfte, inden for hvilke rammer\nproblemer med mobning, chikane og vold bedst kan løses.\u003C\u002Fp>\n\n\u003Cp>Parterne vil udvikle værktøjer, som arbejdspladserne kan bruge til\nforebyggelse og håndtering af mobning og vold. Udviklingen af værktøjer kan\neventuelt ske i regi af BAR Handel.\u003C\u002Fp>\n\n\u003Cp>Parterne vil ligeledes drøfte, hvordan formidlingen af viden om og\nhåndteringen af mobning, chikane og vold til henholdsvis arbejdsgivere, ledere\nog medarbejde¬re skal foregå.\u003C\u002Fp>\n\n\u003Ch2>TIDSBEGRÆNSET ANSÆTTELSE\u003C\u002Fh2>\n\n\u003Ch3>Aftale om implementering af direktiv om tidsbegrænset ansættelse (Rådets\ndirektiv af 28. juni 1999)\u003C\u002Fh3>\n\n\u003Ch4>§1 FORMÅL\u003C\u002Fh4>\n\n\u003Cp>Dansk Erhverv Arbejdsgiver og HK HANDEL har indgået nedenstående aftale\nmed henblik på at implementere Rådets direktiv om tidsbegrænset ansættelse\ni butiksoverenskomsten.\u003C\u002Fp>\n\n\u003Cp>Overenskomstparterne er enige om, at den mellem parterne gældende\nover-enskomst ikke strider mod nævnte direktivs bestemmelser, og at denne\naftale implementerer nævnte direktiv.\u003C\u002Fp>\n\n\u003Cp>Aftalens formål er,\u003C\u002Fp>\n\n\u003Cp>a.at forbedre kvaliteten af tidsbegrænset ansættelse ved at undgå\nforskelsbe-handling\u003C\u002Fp>\n\n\u003Cp>b.at fastsætte rammer, der skal forhindre misbrug hidrørende fra flere på\nhinanden følgende tidsbegrænsede ansættelseskontrakter eller\nansættelses¬forhold.\u003C\u002Fp>\n\n\u003Ch4>§2 ANVENDELSESOMRÅDE\u003C\u002Fh4>\n\n\u003Cp>Denne aftale finder anvendelse på alle ansatte med tidsbegrænset\nansættelse, som er omfattet af den mellem parterne indgåede overenskomst.\u003C\u002Fp>\n\n\u003Cp>Aftalen finder ikke anvendelse på\u003C\u002Fp>\n\n\u003Cp>a.ansatte, der er under erhvervsmæssig grunduddannelse og elevuddannelse\u003C\u002Fp>\n\n\u003Cp>b.personer, der af et vikarbureau stilles til rådighed for en\nbrugervirksomhed.\u003C\u002Fp>\n\n\u003Ch4>§3 DEFINITIONER\u003C\u002Fh4>\n\n\u003Cp>I denne aftale forstås ved\u003C\u002Fp>\n\n\u003Cp>a.“en person med tidsbegrænset ansættelse”: En person, som har en\nansættel-seskontrakt, der er indgået direkte mellem den pågældende og en\narbejds-giver, eller som indgår i et ansættelsesforhold, etableret direkte\nmellem den pågældende og en arbejdsgiver, når tidspunktet for\nansættelseskontraktens eller ansættelsesforholdets udløb er fastsat ud fra\nobjektive kriterier, såsom en bestemt dato, fuldførelsen af en bestemt opgave\neller indtrædelsen af en bestemt begivenhed.\u003C\u002Fp>\n\n\u003Cp>b.“en sammenlignelig fastansat”: En fastansat i samme virksomhed, der\nhar en tidsubegrænset ansættelseskontrakt eller indgår i et tidsubegrænset\nansættelsesforhold, og som udfører samme eller tilsvarende arbejde\u002Fbeskæf-\ntigelse, idet der tages hensyn til kvalifikationer\u002Ffærdigheder.\u003C\u002Fp>\n\n\u003Cp>Hvor der ikke findes nogen sammenlignelig fastansat i samme virksomhed, skal\nsammenligningen foretages med en fuldtidsansat omfattet af den mellem\nparter¬ne gældende overenskomst.\u003C\u002Fp>\n\n\u003Cp>Hvad angår ansættelsesvilkår, må personer med tidsbegrænset ansættelse\nikke behandles mindre gunstigt end sammenlignelige fastansatte, hvis dette\nudeluk¬kende er begrundet i kontraktens tidsbegrænsede varighed, og\nforskelsbehand¬lingen ikke er begrundet i objektive forhold.\u003C\u002Fp>\n\n\u003Ch4>§4 PRINCIPPET OM IKKE-FORSKELSBEHANDLING\u003C\u002Fh4>\n\n\u003Cp>Princippet om forholdsmæssig aflønning og forholdsmæssige rettigheder\ngælder på nærværende aftales område.\u003C\u002Fp>\n\n\u003Cp>Bestemmelser i den mellem parterne gældende overenskomst, hvorefter der for\nsærlige ansættelsesvilkår kræves en bestemt anciennitet, er de samme for\nper-soner med tidsbegrænset ansættelse som for fastansatte, medmindre kravet\nom forskellig anciennitet er begrundet i objektive forhold.\u003C\u002Fp>\n\n\u003Ch4>§5 BESTEMMELSER OM MISBRUG\u003C\u002Fh4>\n\n\u003Cp>For at undgå misbrug af flere på hinanden følgende tidsbegrænsede\nansættelses-kontrakter eller ansættelsesforhold skal fornyelser af sådanne\nkontrakter eller ansættelsesforhold være begrundet i objektive\nomstændigheder, som beror på virksomhedens forhold eller arbejdets art eller\nbranchespecifikke forhold eller medarbejderens forhold.\u003C\u002Fp>\n\n\u003Cp>Der er mellem parterne enighed om, at der med ovenstående tekst ikke er\ntilsigtet nogen ændring af de regler og den retspraksis, der finder anvendelse\npå medarbejdere omfattet af den mellem parterne gældende overenskomst.\u003C\u002Fp>\n\n\u003Ch4>§6 INFORMATION OG BESKÆFTIGELSESMULIGHEDER\u003C\u002Fh4>\n\n\u003Cp>Virksomheden skal informere sine ansatte med tidsbegrænset ansættelse om,\nhvilke stillinger der kan søges på virksomheden, for at sikre at de gives\nsamme mulighed for at få en fast stilling som andre.\u003C\u002Fp>\n\n\u003Cp>Information herom kan meddeles personligt via den eller de relevante\ntillidsre¬præsentanter på virksomheden eller ved opslag på et eller flere\npassende steder på virksomheden.\u003C\u002Fp>\n\n\u003Cp>Virksomheden skal, for så vidt det er muligt, gøre det lettere for sine\nansatte med tidsbegrænset ansættelse at få adgang til passende faglig\nuddannelse, således at de kan forbedre deres færdigheder, deres\nkarrieremuligheder og få større beskæftigelsesmæssig mobilitet.\u003C\u002Fp>\n\n\u003Ch4>§7 INFORMATION OG HØRING\u003C\u002Fh4>\n\n\u003Cp>Personer med tidsbegrænset ansættelse indgår fuldt ud ved beregningen af,\nom virksomheden ligger over den grænse, der er afgørende for, hvorvidt der i\nhen¬hold til kollektiv overenskomst, lov m.v. kan oprettes organer til\nrepræsentation af arbejdstagerne som hjemlet ved nationale regler eller\nfællesskabsretten.\u003C\u002Fp>\n\n\u003Cp>Virksomheden bør, så vidt det er muligt, overveje at give passende\ninformation om tidsbegrænset ansættelse i virksomheden til de eksisterende\nsamarbejdsor¬ganer.\u003C\u002Fp>\n\n\u003Ch4>§8 AFSLUTTENDE BESTEMMELSER\u003C\u002Fh4>\n\n\u003Cp>Denne aftale berører ikke den beskyttelse, som tidsbegrænsede ansatte har\nefter den mellem parterne gældende kollektive overenskomst.\u003C\u002Fp>\n\n\u003Cp>Denne aftale finder anvendelse med forbehold for mere specifikke\nfællesskabsbe¬stemmelser.\u003C\u002Fp>\n\n\u003Cp>Uoverensstemmelser vedrørende nærværende aftale behandles efter de\nsædvan-lige fagretlige og arbejdsretlige regler.\u003C\u002Fp>\n\n\u003Cp>I tilfælde af opsigelse af overenskomsten er parterne forpligtet til at\noverholde bestemmelserne vedrørende implementering af Rådets direktiv om\ntidsbegræn-set ansættelse, indtil anden overenskomst træder i stedet, eller\ndirektivet ændres. Der er mellem parterne enighed om, at der ikke er\nkonfliktadgang i forbindelse med denne implementeringsaftale.\u003C\u002Fp>\n\n\u003Ch3>Aftale om forståelse af aftale om implementering af direktiv om\ntidsbegrænset ansættelse (Rådet direktiv af 28. juni 1999)\u003C\u002Fh3>\n\n\u003Cp>Der har mellem Dansk Erhverv Arbejdsgiver og HK HANDEL været ført\nfor-handlinger om implementering af Rådets direktiv om tidsbegrænset\nansættelse.\u003C\u002Fp>\n\n\u003Cp>I forbindelse med forhandlingerne har der været enighed om, at såvel\nmidler-tidige ansatte som vikarer er omfattet af butiksoverenskomsten i sin\nhelhed, herunder reglerne om arbejdstid. Dog er det for så vidt angår\narbejdstidsplaner aftalt, at for såvel fuldtids- som deltidsansatte, som\nantages for en periode på mindre end 16 uger, tilrettelægges arbejdstiden som\net gennemsnit over det antal uger, de er ansat, idet denne gruppe ikke kan\nvære omfattet af en 16-ugers plan. Med denne undtagelse gælder de øvrige\nbestemmelser i § 1 om arbejdstid for midlertidige ansatte og vikarer.\u003C\u002Fp>\n\n\u003Cp>Der er ligeledes enighed om, at rettigheder som fx feriefridage, løn under\nbarsel, efteruddannelse, barns 1. sygedag m.v., som opnås efter 6\u002F9 måneders\nancienni-tet, opnås uanset om anciennitet er opnået gennem flere uafbrudte\ntidsbegræn-sede ansættelser eller et ansættelsesforhold.\u003C\u002Fp>\n\n\u003Cp>Personer, der af et vikarbureau stilles til rådighed for en\nbrugervirksomhed, er ikke omfattet af ovenstående.\u003C\u002Fp>\n\n\u003Ch2>TILLIDSREPRÆSENTANTER\u003C\u002Fh2>\n\n\u003Ch3>Organisationsaftale om afskedigelse af tillidsrepræsentanter m.v.\u003C\u002Fh3>\n\n\u003Cp>Parterne har aftalt, at Landsoverenskomsten for butik § 8, stk. 7,\nligeledes gælder for medlemmer af HK HANDEL, der er valgt som\ntillidsrepræsentanter eller ar¬bejdsmiljørepræsentanter, medlemmer af\nEuropæiske Samarbejdsudvalg, ansat i Danmark og medarbejdervalgte\nbestyrelsesmedlemmer og suppleanter, på de virksomheder, hvor\nLandsoverenskomsten for butik ikke er sat i kraft.\u003C\u002Fp>\n\n\u003Ch3>Aftale om regionale tillidsrepræsentanter\u003C\u002Fh3>\n\n\u003Cp>Der kan i virksomheden efter aftale mellem HK HANDEL og Dansk Erhverv\nArbejdsgiver indgås frivillige aftaler mellem virksomheden og de ansatte om\nregionale tillidsrepræsentanter.\u003C\u002Fp>\n\n\u003Ch4>VALGBARHED\u003C\u002Fh4>\n\n\u003Cp>Der gælder de samme regler for valgbarhed for en regional\ntillidsrepræsentant som efter de almindelige regler for\ntillidsrepræsentanter.\u003C\u002Fp>\n\n\u003Ch4>HVORDAN KAN EN REGIONAL TILLIDSREPRÆSENTANT VÆLGES?\u003C\u002Fh4>\n\n\u003Cp>De organiserede medarbejdere i regionen kan af deres midte vælge en\nregional tillidsrepræsentant for en region.\u003C\u002Fp>\n\n\u003Cp>Såfremt der vælges en regional tillidsrepræsentant, bortfalder valget af\nde hidti-dige tillidsrepræsentanter i den pågældende region.\u003C\u002Fp>\n\n\u003Ch4>VALGET TIL REGIONAL TILLIDSREPRÆSENTANT\u003C\u002Fh4>\n\n\u003Cp>Overenskomstens regler om valget til tillidsrepræsentant gælder\ntilsvarende for den regionale tillidsrepræsentant.\u003C\u002Fp>\n\n\u003Ch4>DEN REGIONALE TILLIDSREPRÆSENTANTS OPGAVER, FORPLIGTELSER OG\nAFSKEDIGELSE\u003C\u002Fh4>\n\n\u003Cp>Overenskomstens regler om tillidsrepræsentantens opgaver og forpligtelser\ngælder tilsvarende for den regionale tillidsrepræsentant.\u003C\u002Fp>\n\n\u003Cp>Overenskomstens regler om afskedigelse af en tillidsrepræsentant gælder\ntilsva-rende for den regionale tillidsrepræsentant.\u003C\u002Fp>\n\n\u003Ch4>OPSIGELSE\u003C\u002Fh4>\n\n\u003Cp>Indgåede virksomhedsaftaler om regionale tillidsrepræsentanter kan\ngensidigt opsiges til bortfald med 6 måneders varsel.\u003C\u002Fp>\n\n\u003Ch2>UDENLANDSKE MEDARBEJDERE\u003C\u002Fh2>\n\n\u003Ch3>Aftale om kodeks for aftaler med udenlandske medarbejdere\u003C\u002Fh3>\n\n\u003Cp>Der er enighed om, at det for udenlandske medarbejdere kan være\nhensigtsmæs¬sigt, at virksomheden sørger for bolig, transport m.v. for\nmedarbejderne under opholdet i Danmark.\u003C\u002Fp>\n\n\u003Cp>Der er endvidere enighed om, at det skal være frivilligt for medarbejderne\nat ind¬gå en aftale med virksomheden om køb af ydelser i tilknytning til\nansættelsesfor¬holdet, og at det efter parternes forståelse vil være i\nstrid med overenskomsten at betinge et ansættelsesforhold af, at medarbejderne\nindgår en sådan aftale.\u003C\u002Fp>\n\n\u003Cp>I forlængelse heraf er parterne enige om, at medarbejderne efter\nindgåelsen af en frivillig aftale med virksomheden om køb af serviceydelser\nskal have mulighed for at opsige aftalen med en måneds varsel til udgangen af\nen måned, medmin¬dre et andet, kortere varsel er aftalt.\u003C\u002Fp>\n\n\u003Cp>Såfremt Dansk Erhverv Arbejdsgivers medlemsvirksomheder indgår sådanne\nfrivillige aftaler med sine udenlandske medarbejdere, er der enighed mellem\npar¬terne om det naturlige i, at betalingen for ydelserne kan fratrækkes i\nforbindelse med lønudbetalingen.\u003C\u002Fp>\n\n\u003Ch2>UDDANNELSE MV.\u003C\u002Fh2>\n\n\u003Ch3>Aftale om kompetenceudviklingsfond\u003C\u002Fh3>\n\n\u003Ch4>1. FORMÅL\u003C\u002Fh4>\n\n\u003Cp>Handlens Kompetenceudviklingsfond har til formål at sikre udvikling af\nmed-arbejdernes kompetencer med henblik på at bevare og styrke virksomhedernes\nkonkurrencekraft i en globaliseret økonomi. Det er ligeledes fondens formål\nat understøtte udvikling af medarbejdernes kompetencer for at bevare og styrke\ndisses beskæftigelsesmuligheder.\u003C\u002Fp>\n\n\u003Cp>Med henblik på en yderligere styrkelse af indsatsen på dette felt har\nparterne etableret Handlens Kompetenceudviklingsfond, som har til formål at\nyde tilskud til medarbejdernes deltagelse i selvvalgt kompetenceudvikling.\u003C\u002Fp>\n\n\u003Cp>Parterne ønsker med denne aftale at skabe et dynamisk grundlag for\nanvendelse og administration af midler, som parterne aftaler at afsætte efter\nbutiksover-enskomstens § 7, stk. 1, litra d. Det er målet, at midlerne\nanvendes til gavn for medarbejderens beskæftigelsesmuligheder, såvel på\nkortere som på længere sigt. Samtidig skal handelssektorens konkurrenceevne\nbedst muligt tilgodeses.\u003C\u002Fp>\n\n\u003Ch4>2.FRIHED TIL UDDANNELSE\u003C\u002Fh4>\n\n\u003Cp>Overenskomsternes rettigheder til frihed til uddannelse er blevet udbygget,\nså der gives ret til frihed til selvvalgt uddannelse, som er relevant for\nbeskæftigelse inden for butiksoverenskomstens dækningsområde. Det er en\nbetingelse for at have ret til frihed til uddannelse, som ikke af virksomheden\nvurderes som rele-vant for virksomheden, at medarbejderen kan opnå tilskud til\ndenne uddannelse efter nedenstående regler for kompetenceudviklingsstøtte.\u003C\u002Fp>\n\n\u003Cp>Medarbejdere med minimum 9 måneders anciennitet gives årligt ret til op\ntil 2 ugers frihed til selvvalgt uddannelse, der er relevant i forhold til\nbeskæftigelse inden for overenskomstens dækningsområde. Pr. 1. maj 2014\nændres ancienni-tetskravet fra 9 måneder til 6 måneder.\u003C\u002Fp>\n\n\u003Cp>Friheden kan eksempelvis bruges til uddannelse på såvel grundlæggende som\nvideregående niveau, almen såvel som faglig efter- og videreuddannelse samt\ntil deltagelse i realkompetencevurdering i offentlig regi og relevante private\ntilbud.\u003C\u002Fp>\n\n\u003Cp>Medarbejdere, der indgår i et fagligt opkvalificeringsforløb, der fører\nfrem til en faglig uddannelse inden for detailhandelen, jf. overenskomstens §\n7, stk. 1, litra e, kan søge www.kompetencefonde.dk om støtte til\nkursusgebyr, transport, evt. kursusmaterialer samt løntabsgodtgørelse, til\ngennemførelse af den planlag¬te uddannelse på op til 5 uger om året, i den\nperiode hvor den faglige kvalifice¬ring gennemføres efter aftale med\nvirksomheden.\u003C\u002Fp>\n\n\u003Cp>Det er en betingelse for tildeling af støtte fra kompetencefonden, at\nmedarbejde-ren samtidig søger om VEU-godtgørelse eller om Statens\nVoksenuddannelses-støtte.\u003C\u002Fp>\n\n\u003Cp>Medarbejdere, ansat i virksomheder der selvadministrerer\nkompetencefonds-midlerne, kan ekstraordinært - og kun i forbindelse med en\nindgået aftale om faglig kvalificering, der fører til faglært uddannelse -\nligeledes søge kompetence-fonden om støtte.\u003C\u002Fp>\n\n\u003Cp>Der er enighed om, at ovennævnte er en forsøgsordning, der alene er\ngældende i overenskomstperioden. Forsøgsordningen bortfalder således pr. den\n28. februar 2017.\u003C\u002Fp>\n\n\u003Ch4>3.ØKONOMISK TILSKUD\u003C\u002Fh4>\n\n\u003Cp>A.Virksomheden betaler et beløb svarende til 400,00 kr. pr. år pr.\nfuldtidsan-sat medarbejder omfattet af overenskomsten. For deltidsansatte\nreduceres beløbet forholdsmæssigt.\u003C\u002Fp>\n\n\u003Cp>B.Beregningsgrundlag\u003C\u002Fp>\n\n\u003Cp>Bidraget beregnes på baggrund af det antal medarbejdere, der er omfattet af\nbutiksoverenskomsten.\u003C\u002Fp>\n\n\u003Cp>C.Medarbejdere under butiksoverenskomsten kan ansøge om tilskud efter\nnedenstående regler.\u003C\u002Fp>\n\n\u003Ch4>4.HANDLENS KOMPETENCEUDVIKLINGSFOND\u003C\u002Fh4>\n\n\u003Cp>A.Overenskomstens parter har etableret et sameje, som administrerer de efter\npkt. 3 opgjorte bidrag. De nærmere retningslinjer herfor er fastlagt i\nkompe¬tenceudviklingsfondens vedtægter. Parterne repræsenteres ligeligt i\nfondens bestyrelse.\u003C\u002Fp>\n\n\u003Cp>B.Fondens bestyrelse træffer nærmere beslutning om:\u003C\u002Fp>\n\n\u003Cp>•administration og opkrævning af bidrag,\u003C\u002Fp>\n\n\u003Cp>•retningslinier for uddeling, jf. pkt. d,\u003C\u002Fp>\n\n\u003Cp>•regnskab m.v., idet fondens regnskaber skal underkastes revision,\u003C\u002Fp>\n\n\u003Cp>•fastlæggelse og opkrævning af VEU-bidrag, i det omfang denne opgave\noverdrages til arbejdsmarkedets parter.\u003C\u002Fp>\n\n\u003Cp>Fondens bestyrelse kan yderligere fastlægge regningslinjer for\nafrappor-tering fra kompetenceudviklingsstøtte administreret i virksomheden,\nsom supplerer reglerne i pkt. 5.\u003C\u002Fp>\n\n\u003Cp>C.Ansøgninger\u003C\u002Fp>\n\n\u003Cp>Fondens midler kan søges af medarbejdere, som er ansat på en virksomhed\nunder butiksoverenskomsten, hvis virksomheden ikke har etableret egen\nkompetenceudviklingskonto m.v. jf. pkt. 5. Ansøgninger fremsendes gennem\nvirksomheden, som attesterer, at ansættelsen er omfattet af\nbutiksoverens¬komsten og oplyser samtidig, hvad medarbejderens løn udgør.\u003C\u002Fp>\n\n\u003Cp>D.Anvendelse\u003C\u002Fp>\n\n\u003Cp>Kompetenceudviklingsfonden kan inden for fondens økonomiske mulighe-der yde\ntilskud til medarbejderes uddannelsesaktiviteter, som er omhandlet i\nbutiksoverenskomstens § 7, stk. 1, litra c, d og e.\u003C\u002Fp>\n\n\u003Cp>E.Det er en betingelse for at være tilskudsberettiget, at virksomheden ikke\nhelt eller delvist betaler løn under uddannelsen.\u003C\u002Fp>\n\n\u003Cp>Midlerne kan anvendes til\u003C\u002Fp>\n\n\u003Cp>•tilskud til eksterne udgifter ved uddannelse (kursusgebyr,\nkursusmateria¬le, evt. transportudgifter m.v.)\u003C\u002Fp>\n\n\u003Cp>• tilskud til delvis dækning af medarbejdernes løntab ved uddannelsen,\ndog højst et beløb, som med tillæg af eventuel offentlig\nløntabsgodtgørel¬se udgør 85 pct. af den personlige løn eksklusive\nforskudttidstillæg.\u003C\u002Fp>\n\n\u003Cp>Der skal ved tildelingen af støtte tilstræbes en rimelig balance mellem de\nforskellige faggrupper under overenskomsten i forhold til indbetalingerne for\ndisse.\u003C\u002Fp>\n\n\u003Ch4>5.KOMPETENCE-UDVIKLINGSSTØTTE ADMINISTRERET I VIRKSOMHEDEN\u003C\u002Fh4>\n\n\u003Cp>A.Medlemsvirksomheder, som selv ønsker at administrere\nuddannelsesmidler¬ne, kan administrere og udbetale midlerne i pkt. 3 a. Det er\nen forudsætning, at virksomheden har etableret uddannelsesudvalg og har mindst\n80 medar¬bejdere opgjort efter pkt. 3 b.\u003C\u002Fp>\n\n\u003Cp>B.Er forudsætningen i pkt. a. ikke længere opfyldt, omfattes virksomheden\nmed virkning fra førstkommende kalenderår af pkt. 4. En eventuel restsal-do\nfra virksomhedens kompetenceudviklingskonto overføres til Handlens\nKompetenceudviklingsfond.\u003C\u002Fp>\n\n\u003Cp>C.Lokale rammer og planer\u003C\u002Fp>\n\n\u003Cp>Virksomheden skal tage initiativ til, at der i samarbejde med medarbejderne\nfastlægges overordnede rammer og prioriteringer for anvendelsen af midler¬ne\npå kompetenceudviklingskontoen.\u003C\u002Fp>\n\n\u003Cp>Det er virksomhedens uddannelsesudvalg, der fastlægger kriterierne for\ntildeling af tilskud. Tilskud kan kun ydes efter reglerne i pkt. 4d. Der kan\nsåledes ikke ydes tilskud til uddannelse, som efter virksomhedens beslutning\niværksættes efter butiksoverenskomstens § 7.\u003C\u002Fp>\n\n\u003Cp>Der skal ved planlægningen tages hensyn til, at der skal kunne ydes tilskud\ntil både kompetenceudvikling, som retter sig mod kvalificering af\nmedarbej-dere til andre funktioner i virksomheden, og til kompetenceudvikling,\nder styrker den enkelte medarbejders kvalifikationer og mulighed for\nbeskæfti-gelse inden for overenskomstens dækningsområde.\u003C\u002Fp>\n\n\u003Cp>Hvis der er lokal enighed, kan kompetenceudviklingskontoen benyttes til\nanden uddannelse i forbindelse med fratrædelse.\u003C\u002Fp>\n\n\u003Cp>D.Tildeling\u003C\u002Fp>\n\n\u003Cp>Inden for rammerne i pkt. c. kan medarbejderne ansøge om tilskud.\nUddan-nelsesudvalget bærer det overordnede ansvar for kriterierne for\nfordeling af midlerne, jf. pkt. c. Det er en forudsætning for, at der kan\ntildeles tilskud, at der er midler til rådighed på\nkompetenceudviklingskontoen. Uddannel-sesudvalget kan beslutte, at der opsamles\nmidler på kontoen til brug ved fremtidige uddannelsesaktiviteter. Med mindre\nandet aftales, overføres uforbrugte midler, der overstiger 1 års\nindbetalinger, til Handlens Kompe-tenceudviklingsfond. Virksomhedens\nuddannelsesansvarlige vurderer, om ansøgningen ligger inden for de af\nuddannelsesudvalget fastlagte kriterier og rammer, og tildeler på det grundlag\ntilskud. Hvis der gives afslag, har medarbejderen ret til at få en skriftlig\nbegrundelse, og tillidsrepræsentanten kan, efter at afslaget har været til\nhøring i uddannelsesudvalget, kræve sagen fagretligt behandlet. Sagen kan dog\nikke videreføres til faglig voldgift.\u003C\u002Fp>\n\n\u003Cp>E.Administration\u003C\u002Fp>\n\n\u003Cp>Virksomheden sørger for løbende at opgøre virksomhedens\nkompetenceud-viklingskonto. Virksomhedens revision attesterer i forbindelse med\nårsrap-porten, at der er hensat og anvendt eller overført midler i\noverensstemmelse med disse regler. Virksomhedens overholdelse af sin pligt til\nat beregne, ori¬entere og afregne kursuskonti håndhæves alene efter reglerne\nfor behandling af uoverensstemmelser, jf. § 9, herunder ved eventuel faglig\nvoldgift.\u003C\u002Fp>\n\n\u003Cp>Virksomheder, der selvadministrerer egne kompetencefondsmidler, kan en gang\nårligt udtage et administrationsbidrag til virksomheden svarende til den for\ndet foregående regnskabsår opgjorte administrationsprocent i Handlens\nKompetenceudviklingsfond. Udtagningen kan ske, når endeligt godkendt regnskab\nforeligger for Handlens Kompetenceudviklingsfond.\u003C\u002Fp>\n\n\u003Cp>Medarbejdere, der er repræsentanter i virksomhedens uddannelsesudvalg, har\nmulighed for frihed en dag om året til deltagelse i et erfa-møde, der\nafholdes af HK HANDEL. Medarbejderen modtager dækning for løntab og passende\nudgifter til transport fra virksomhedens kompetenceudviklingsfond.\u003C\u002Fp>\n\n\u003Ch4>6.ANDRE OVERENSKOMSTOMRÅDER\u003C\u002Fh4>\n\n\u003Cp>A.Dansk Erhverv Arbejdsgiver kan beslutte at lade andre\noverenskomstområ-der eller virksomheder indgå i den under pkt. 3 etablerede\nordning. Disse adskilles regnskabsmæssigt, så midler fra ét område ikke\nbruges på et andet.\u003C\u002Fp>\n\n\u003Cp>B.Virksomheder, der følger bestemmelserne i butiksoverenskomsten, uden at\nvære medlem af Dansk Erhverv Arbejdsgiver, fx ved\ntiltrædelsesoverens-komster, skal indbetale til Handlens\nKompetenceudviklingsfond. Fon¬dens bestyrelse kan pålægge disse virksomheder\net omkostningsbestemt administrationsgebyr for behandling af ansøgninger fra\ndisse virksomheders ansatte. Fondens bestyrelse sikrer, at ind- og udbetalinger\naf midler fra disse virksomheder og til deres medarbejdere regnskabsmæssigt\nholdes adskilt fra Dansk Erhverv Arbejdsgivers medlemsvirksomheders midler.\u003C\u002Fp>\n\n\u003Ch4>7.FORTOLKNINGSTVIVL\u003C\u002Fh4>\n\n\u003Cp>Er der en uoverensstemmelse mellem indholdet af overenskomsten og Aftale om\nkompetenceudviklingsfond, er det sidstnævnte, der gælder.\u003C\u002Fp>\n\n\u003Ch4>8.GRUNDBETINGELSER FOR ORDNINGEN\u003C\u002Fh4>\n\n\u003Cp>Hvis Folketinget i overenskomstperioden vedtager regler, der på\nefteruddannel-sesområdet fastsætter yderligere betalingsforpligtelser eller\nforpligtelser i øvrigt for overenskomstparterne, medlemsvirksomhederne\nog\u002Feller medarbejderne, bortfalder nærværende aftale.\u003C\u002Fp>\n\n\u003Ch3>Aftale om fravigelse af Aftale om Kompetenceudviklingsfond\u003C\u002Fh3>\n\n\u003Cp>Der er enighed om at fravige den i overenskomsten indgåede Aftale om\nKompe-tenceudviklingsfond på følgende punkter:\u003C\u002Fp>\n\n\u003Cp>1.Aftalens betingelse om 6 måneders anciennitet for at opnå ret til frihed\ntil selvvalgt uddannelse, jf. aftalens pkt. 2, 2. afsnit, gælder ikke i\noverens-komstperioden. Der er således intet anciennitetskrav i\noverenskomstperio-den.\u003C\u002Fp>\n\n\u003Cp>Dette gælder dog ikke retten til selvvalgt uddannelse i opsigelsesperioden,\njf. § 7, stk. 1, litra d, 2. afsnit, og elevers ret til støtte til\nfritidsuddannelse, jf.\u003C\u002Fp>\n\n\u003Cp>§ 6, stk. 1, litra k, hvor anciennitetskravet på 6 måneder\nopretholdes.\u003C\u002Fp>\n\n\u003Cp>2.Aftalens betingelse om, at tillæg til delvis dækning af medarbejdernes\nløntab ved uddannelsen højst kan udgøre et beløb, som med tillæg af\neventuel offentlig løntabsgodtgørelse udgør 85 pct. af den personlige løn,\njf. aftalens pkt. 4, ændres i overenskomstperioden, således at der gives 100\npct. dæk-ning af den personlige løn.\u003C\u002Fp>\n\n\u003Cp>Aftalen er gældende i overenskomstperioden og bortfalder uden yderligere\nvarsel den 28. februar 2017.\u003C\u002Fp>\n\n\u003Ch3>Aftale om håndtering af sager om manglende indberetning\u002F betaling til\nDansk Erhverv Arbejdsgiver og HK HANDELs Kompetenceudviklingsfond\u003C\u002Fh3>\n\n\u003Cp>I den aktuelle ordning forestår Kompetencefonde.dk på organisationernes\nvegne opkrævning af bidrag til Handlens Kompetenceudviklingsfond\n(\"Kompetence-fonden”). Kompetencefonde.dk udsender til virksomhederne brev\nom, hvorledes der skal ske indberetning og indbetaling.\u003C\u002Fp>\n\n\u003Ch4>MANGLENDE INDBERETNING\u003C\u002Fh4>\n\n\u003Cp>På baggrund af indberetningen til Kompetencefonde.dk, fra Dansk Erhverv\nArbejdsgiver, sender Kompetencefonde.dk besked til virksomheden om, at de skal\nindberette på kompetencefonde.dk. Såfremt virksomheden ikke indberetter,\nrykker Kompetencefonde.dk virksomheden 2 gange, forinden der sker overle-vering\naf data om de manglende indberetninger til Dansk Erhverv Arbejdsgiver.\nKompetencefonde.dk overleverer data om manglende indberetning til Dansk\nEr-hverv Arbejdsgiver 14 dage efter, at Kompetencefonde.dk har udsendt 2.\nrykker.\u003C\u002Fp>\n\n\u003Cp>Dansk Erhverv Arbejdsgiver har fra modtagelse af data fra Kompetencefonde.dk\nyderligere 6 uger til at sikre, at virksomheden indberetter til\nkompetencefonde.dk.\u003C\u002Fp>\n\n\u003Cp>Efter ovennævnte frist videresender Dansk Erhverv Arbejdsgiver en liste til\nHK HANDEL over de virksomheder der, efter rykkerprocedure fra Dansk Erhverv\nArbejdsgiver, stadigvæk ikke har indberettet til Kompetencefonden.\u003C\u002Fp>\n\n\u003Cp>På begæring af en af parterne skal der afholdes organisationsmøde.\nBegæring herom skal fremsættes senest 14 dage efter, at Dansk Erhverv\nArbejdsgiver har fremsendt liste til HK HANDEL over medlemsvirksomheder, der\nikke har indberettet.\u003C\u002Fp>\n\n\u003Cp>HK HANDEL sender herefter sagerne til LO med henblik på indkaldelse til\nfællesmøde.\u003C\u002Fp>\n\n\u003Ch4>MANGLENDE BETALING\u003C\u002Fh4>\n\n\u003Cp>På baggrund af indberetningen til kompetencefonde.dk fremsender Kompeten-\ncefonde.dk opkrævning til virksomheden. Såfremt virksomheden ikke indbetaler,\nrykker Kompetencefonde.dk virksomheden 2 gange, forinden der sker\noverleve¬ring til Dansk Erhverv Arbejdsgiver. Kompetencefonde.dk overleverer\ndata om manglende betaling til Dansk Erhverv Arbejdsgiver 14 dage efter, at\nKompeten- cefonde.dk har udsendt 2. rykker.\u003C\u002Fp>\n\n\u003Cp>Dansk Erhverv Arbejdsgiver har fra modtagelse af data fra Kompetencefonde.dk\nyderligere 6 uger til at sikre, at virksomheden betaler i henhold til\nopkrævningen.\u003C\u002Fp>\n\n\u003Cp>Efter ovennævnte frist videresender Dansk Erhverv Arbejdsgiver en liste til\nHK HANDEL over de virksomheder der, efter rykkerprocedure fra Dansk Erhverv\nArbejdsgiver, stadigvæk ikke har indbetalt til Kompetencefonden.\u003C\u002Fp>\n\n\u003Cp>På begæring af en af parterne skal der afholdes organisationsmøde.\nBegæring herom skal fremsættes senest 14 dage efter, at Dansk Erhverv\nArbejdsgiver har fremsendt liste til HK HANDEL over virksomheder, der ikke har\nindbetalt.\u003C\u002Fp>\n\n\u003Cp>HK HANDEL sender herefter sagerne til LO med henblik på indkaldelse til\nfællesmøde.\u003C\u002Fp>\n\n\u003Ch4>AFTALE OM BODSUDMÅLING\u003C\u002Fh4>\n\n\u003Cp>Dansk Erhverv Arbejdsgiver og HK HANDEL har aftalt følgende bodsudmåling i\nsager vedrørende Kompetencefonden, hvor indberetning\u002Findbetaling ikke er sket\nfør oversendelse til HK HANDEL:\u003C\u002Fp>\n\n\u003Cp>•Manglende eller for sen indberetning til kompetencefonden\u003C\u002Fp>\n\n\u003Cp>•Manglende eller for sen indbetaling af bidrag\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"173\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"DA\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"110\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">1. gang\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">2. gang\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"110\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">3. gang\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" valign=\"bottom\">\u003Cp class=\"Bodytext20\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">Flg.\n        gange\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"173\" valign=\"bottom\">\u003Cp class=\"Bodytext20\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">Manglende indberetning Bodsforlig\n        udenretligt\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"110\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">2.000 kr.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">4.000 kr.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"110\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">6.500 kr.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" valign=\"bottom\">\u003Cp class=\"Bodytext20\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">Samme\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"173\" valign=\"bottom\">\u003Cp class=\"Bodytext20\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">Manglende betaling Bodsforlig\n        udenretligt\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"110\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">Mindst 2.000 kr. eller 20 pct.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">Mindst 4.000 kr. eller 20 pct.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"110\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">Mindst 6.500 kr. eller 20 pct.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" valign=\"bottom\">\u003Cp class=\"Bodytext20\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">Samme\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"173\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"DA\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"110\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"DA\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"DA\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"110\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"DA\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"DA\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"173\" valign=\"bottom\">\u003Cp class=\"Bodytext20\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">Manglende indberetning Bodsforlig ved\n        fællesmøder\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"110\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">3.000 kr.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">5.500 kr.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"110\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">8.250 kr.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" valign=\"bottom\">\u003Cp class=\"Bodytext20\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">Samme\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"173\" valign=\"bottom\">\u003Cp class=\"Bodytext20\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">Manglende betaling Bodsforlig ved\n        fællesmøde\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"110\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">Mindst 3.000 kr. eller 2 5\n        pct.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">Mindst 5.500 kr. eller 25 pct.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"110\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">Mindst 8.250 kr. eller 25 pct.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" valign=\"bottom\">\u003Cp class=\"Bodytext20\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan lang=\"DA\" style=\"font-size:5.5pt\">Samme\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003Cspan> \u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp>Referenceperioden for så vidt angår gentagelsestilfælde er forudgående 3\når.\u003C\u002Fp>\n\n\u003Cp>Nærværende aftale træder i kraft pr. 1. januar 2012 gældende for sager\nom mang¬lende indberetning\u002Fmanglende betaling fra og med indbetalings- og\nindberet¬ningsåret 2012. Hver part kan opsige aftalen med 3 måneders varsel\ndog tidligst til udgangen af den overenskomstperiode, der påbegyndes den 1.\nmarts 2012.\u003C\u002Fp>\n\n\u003Ch3>Aftale om fælles uddannelses- og samarbejdsaktiviteter\u003C\u002Fh3>\n\n\u003Cp>Med det formål at styrke efter- og videreuddannelsen og samarbejdet i\ndetail-handlen har parterne etableret en ordning med opsøgende\nuddannelsesambassa- dører\u002Fpartskonsulenter.\u003C\u002Fp>\n\n\u003Cp>Uddannelsesambassadørerne\u002Fpartskonsulenterne skal:\u003C\u002Fp>\n\n\u003Cp>•Opsøge virksomheder, der hører ind under overenskomsten og her\ninspirere til en øget efter- og videreuddannelsesaktivitet.\u003C\u002Fp>\n\n\u003Cp>•Medvirke til kompetenceafklaring og rådgive om tilrettelæggelse af\nkonkrete uddannelsesmuligheder.\u003C\u002Fp>\n\n\u003Cp>•Oplyse, vejlede og inspirere til fremme af samarbejdet i\nvirksomhederne.\u003C\u002Fp>\n\n\u003Cp>Uddannelsesambassadørerne\u002Fpartskonsulenterne skal arbejde tæt sammen, og\nhver organisation ansætter den nødvendige bemanding.\u003C\u002Fp>\n\n\u003Cp>Aftalen gælder for overenskomstperioden.\u003C\u002Fp>\n\n\u003Cp>Bestyrelsen for Uddannelses- og Samarbejdsfonden for Detailhandelsområdet\nfastlægger de nærmere regler for ordningen, herunder uddannelsesambassadø-\nrernes\u002Fpartskonsulenternes arbejdsfunktioner.\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om, at ordningen finansieres af Uddannelses- og\nSamarbejds- fonden.\u003C\u002Fp>\n\n\u003Cp>Der fastsættes et budget for hvert af de tre år, som aktiviteten løber i.\nBudgettet godkendes af overenskomstens parter.\u003C\u002Fp>\n\n\u003Ch3>Aftale om uddannelsesudvalg mv.\u003C\u002Fh3>\n\n\u003Ch3>(selvadministration af kompetencefonde)\u003C\u002Fh3>\n\n\u003Cp>Der er mellem parterne enighed om, at selvadministration af kompetencefonde\nsker ud fra følgende betingelser:\u003C\u002Fp>\n\n\u003Ch4>REPRÆSENTATION\u003C\u002Fh4>\n\n\u003Cp>I virksomheder, der selvadministrerer, skal der nedsættes et paritetisk\nsam-mensat uddannelsesudvalg, hvortil medarbejderne har mulighed for at vælge\nrepræsentanter.\u003C\u002Fp>\n\n\u003Cp>I de tilfælde, hvor medarbejderne på virksomheden har valgt en\ntillidsrepræsen-tant, indgår denne i uddannelsesudvalget. I virksomheder med\nflere tillidsrepræ¬sentanter vælger disse selv, hvem iblandt dem der skal\nvære overenskomstområ¬dets repræsentant(er).\u003C\u002Fp>\n\n\u003Cp>Alle medarbejdere, der vælges til uddannelsesudvalget, skal opfylde samme\nbetingelser som for at kunne vælges som tillidsrepræsentant inden for\noverens-komstområdet.\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om, at hvor der er samarbejdsudvalg, kan\nuddannelsesudvalget udgøres af et underudvalg hertil.\u003C\u002Fp>\n\n\u003Ch4>SAMADMINISTRATION\u003C\u002Fh4>\n\n\u003Cp>Der kan ske samadministration med et eller flere andre overenskomstområders\nkompetencefonde, forudsat at HK HANDEL er repræsenteret i\nuddannelsesud¬valget.\u003C\u002Fp>\n\n\u003Cp>Kun de repræsentanter, der repræsenterer medarbejdere med overenskomster\nmed kompetenceudviklingsfonde, der ”egenadministreres”, kan deltage i\nbeslut-ningsprocessen om midlernes disponering.\u003C\u002Fp>\n\n\u003Cp>Såfremt der sker samadministration med andre overenskomstområder, er en\nmedarbejdervalgt repræsentant for overenskomstens område berettiget til - via\nHK HANDEL - at begære organisationsmøde, hvis repræsentanten er af den\nopfattelse, at der sker en fordeling af midlerne til ugunst for medarbejderne\nomfattet af overenskomsten.\u003C\u002Fp>\n\n\u003Cp>Såfremt sagen ikke løses på mødet, kan overenskomstområdet udtræde af\nsamadministrationen i forlængelse af organisationsmødet med fremadrettet\nvirkning, således at der ved førstkommende opkrævning skal ske indbetaling\ntil den på overenskomstområdet værende kompetencefond.\u003C\u002Fp>\n\n\u003Ch2>VELFÆRD\u003C\u002Fh2>\n\n\u003Ch3>Aftale om velfærd\u003C\u002Fh3>\n\n\u003Cp>For at sikre virksomhederne arbejdskraft fremover og ikke mindst at\nunderstøtte den fortsatte udvikling af velfærden er der behov for at skabe et\narbejdsmarked med plads til alle.\u003C\u002Fp>\n\n\u003Cp>Parterne vil medvirke til at sikre, at udsatte grupper, herunder\nhandicappede, får plads på arbejdsmarkedet, og at seniorer bliver flere år\npå arbejdsmarkedet.\u003C\u002Fp>\n\n\u003Cp>Et stort frafald af elever fra erhvervsuddannelserne betyder, at mange unge\nfår en ringe tilknytning til arbejdsmarkedet. Parterne er derfor enige om\nbehovet for initiativer, der fremmer uddannelsen af elever, der har svært ved\nat klare den praktiske del af uddannelsen. Her vil parterne tage initiativer,\nder hjælper disse elever fx via etablering af et projekt om en mentorordning.\nErfaringerne på området drøftes løbende som udgangspunkt for eventuelle\nyderligere initiativer, der sikrer fastholdelse af elever på området.\u003C\u002Fp>\n\n\u003Cp>Parterne ønsker at nedbringe sygefraværet og sikre gravides tilknytning\ntil arbejdsmarkedet.\u003C\u002Fp>\n\n\u003Cp>For at nå disse mål er der behov for aftaler på arbejdsmarkedet om:\u003C\u002Fp>\n\n\u003Cp>•Et mere rummeligt arbejdsmarked\u003C\u002Fp>\n\n\u003Cp>•Seniorer\u003C\u002Fp>\n\n\u003Cp>•Nedbringelse af sygefravær\u003C\u002Fp>\n\n\u003Cp>•Plads til gravide på arbejdspladsen\u003C\u002Fp>\n\n\u003Cp>I takt med den demografiske udvikling, hvor der bliver flere ældre og\nfærre unge, vil det danske arbejdsmarked opleve et stigende behov for\narbejdskraft. Derfor er der behov for at sikre, at flere grupper i samfundet\nfår flere aktive år på arbejds¬markedet end i dag.\u003C\u002Fp>\n\n\u003Cp>Med disse aftaler åbner parterne op for et betydeligt mere rummeligt\narbejds-marked, der skaber plads til, at flere kan komme ind på\narbejdsmarkedet eller forblive på arbejdsmarkedet i flere år. Dermed\nmedvirker parterne på såvel kort som langt sigt til at øge beskæftigelsen i\nsamfundet.\u003C\u002Fp>\n\n\u003Cp>Mulighederne er beskrevet mere detaljeret inden for det enkelte område.\u003C\u002Fp>\n\n\u003Cp>Ønsket om at være med på arbejdsmarkedet er markant fra mange grupper i\ndag. Da der samtidig kan forudses mangel på arbejdskraft i fremtiden, er der\nen fælles interesse i, at flere grupper får en fast plads på\narbejdsmarkedet.\u003C\u002Fp>\n\n\u003Cp>Aftalerne har som mål, at seniorer naturligt forlænger tiden på\narbejdsmarke-det, og at der skabes plads til udsatte samfundsgrupper på et\nmere mangfoldigt arbejdsmarked.\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om, at arbejdskraftpotentialet er stort blandt indvandrere\nog deres efterkommere. Derfor har parterne som led i gennemførelsen af aftalen\nprioriteret modeller for bedre integration højt. En forlængelse af\nseniorernes tid på arbejdsmarkedet og en nedbringelse af sygefraværet vil\nligeledes medvirke til en forøgelse af arbejdsstyrken, samtidig med at den\nenkelte får mulighed for at få en fortsat tilknytning til arbejdsmarkedet.\nParterne finder også, at der skal være mere fokus på ansættelse af\nhandicappede.\u003C\u002Fp>\n\n\u003Cp>Parterne prioriterer derfor udvikling af modeller på disse områder.\u003C\u002Fp>\n\n\u003Cp>Det understreges, at aftaleområderne sikres bedst ved, at de drøftes på\nden en-kelte arbejdsplads tilpasset branchen, virksomhedens størrelse og andre\nforhold af betydning.\u003C\u002Fp>\n\n\u003Cp>Aftalen skal danne grundlaget for det videre arbejde i virksomhederne.\nParterne anbefaler, at området drøftes på den enkelte arbejdsplads med\nhenblik på at finde brugbare løsninger tilpasset den enkelte arbejdsplads.\u003C\u002Fp>\n\n\u003Cp>Parterne opfordrer til, at eventuelle politikker om velfærd udarbejdes i\nSU.\u003C\u002Fp>\n\n\u003Cp>I virksomheder uden SU, men hvor der er valgt en tillidsrepræsentant,\nopfordrer parterne til, at politikker om velfærd udarbejdes i samarbejde med\ntillidsrepræ-sentanten.\u003C\u002Fp>\n\n\u003Cp>I mindre virksomheder uden tillidsrepræsentant vil det være naturligt, at\nforhold omkring velfærd drøftes mellem den enkelte medarbejder og\nvirksomhedens ledelse.\u003C\u002Fp>\n\n\u003Ch4>DET RUMMELIGE ARBEJDSMARKED\u003C\u002Fh4>\n\n\u003Cp>Den demografiske udvikling med færre unge og flere ældre, betyder at der\ner brug for alle på arbejdsmarkedet.\u003C\u002Fp>\n\n\u003Cp>Det er vigtigt med en større fleksibilitet på arbejdsmarkedet, således at\nflest mulige, herunder udsatte grupper på arbejdsmarkedet, tilbydes\nbeskæftigelse igennem hele arbejdslivet uanset grader af midlertidig eller\npermanent nedsat arbejdsevne og derved gives muligheder for indgang til og\nforbliven på arbejds-markedet.\u003C\u002Fp>\n\n\u003Cp>Der opfordres til, at der udarbejdes en politik om det rummelige\narbejdsmarked som led i den generelle personalepolitik på virksomhederne.\u003C\u002Fp>\n\n\u003Cp>Målet er at fremme beskæftigelsen af udsatte grupper på\narbejdsmarkedet.\u003C\u002Fp>\n\n\u003Cp>Ved udsatte grupper forstås fx:\u003C\u002Fp>\n\n\u003Cp>•Nuværende ansatte, der på grund af nedsat erhvervsevne har behov for et\narbejde på særligt aftalte vilkår\u003C\u002Fp>\n\n\u003Cp>•Indvandrere og flygtninge, der har behov for integration i det danske\nsamfund\u003C\u002Fp>\n\n\u003Cp>•Personer, som er langtidsledige\u003C\u002Fp>\n\n\u003Cp>•Personer som i øvrigt er omfattet af lov om en aktiv\nbeskæftigelsesindsats, sociallovgivningen o.l.\u003C\u002Fp>\n\n\u003Cp>•Personer, som risikerer varig udstødelse af arbejdsmarkedet\u003C\u002Fp>\n\n\u003Cp>•Handicappede\u003C\u002Fp>\n\n\u003Cp>•Virksomhederne og deres medarbejdere opfordres til at give udsatte\ngrupper øgede muligheder for beskæftigelse.\u003C\u002Fp>\n\n\u003Cp>•Psykisk sårbare\u003C\u002Fp>\n\n\u003Cp>Konkrete ansættelsesformer kan fx være:\u003C\u002Fp>\n\n\u003Cp>•Jobtræning\u003C\u002Fp>\n\n\u003Cp>•Revalidering\u003C\u002Fp>\n\n\u003Cp>•Ansættelse med løntilskud\u003C\u002Fp>\n\n\u003Cp>•Fleksjob\u003C\u002Fp>\n\n\u003Cp>•Skånejob\u003C\u002Fp>\n\n\u003Cp>•Andre jobs med støtteordninger, fx gennem virksomhedspraktik, personlig\nmentor og introduktion til ordinær beskæftigelse\u003C\u002Fp>\n\n\u003Cp>•Førtidspensionister i særlige jobs\u003C\u002Fp>\n\n\u003Cp>•Jobrotation\u003C\u002Fp>\n\n\u003Cp>•Voksenlærlingeordningen\u003C\u002Fp>\n\n\u003Cp>•Opkvalificeringsforløb\u003C\u002Fp>\n\n\u003Cp>•Virksomhedsrevalidering\u003C\u002Fp>\n\n\u003Cp>Stillingerne skal som hovedregel fremme beskæftigelsen eller sikre, at de\nudsatte grupper bevarer beskæftigelsen i virksomheden.\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om, at der ikke i overenskomsten er bestemmelser, der\nforhin¬drer den enkelte virksomhed i at anvende lovhjemlede støtteordninger\nud fra ønsket om at fremme mulighederne for beskæftigelse af ledige og\nerhvervshæm¬mede på arbejdsmarkedet.\u003C\u002Fp>\n\n\u003Cp>Udsatte grupper, som er ansatte efter denne aftale, indgår i relevant\nomfang i virksomhedens forskellige uddannelsesforløb og -tilbud,\nkompetenceudvikling og opgradering af kvalifikationer.\u003C\u002Fp>\n\n\u003Cp>Det tilstræbes, at aftaler af ovennævnte art ikke medfører afskedigelser.\nSENIORPOLITIK\u003C\u002Fp>\n\n\u003Cp>Seniormedarbejderes viden og erfaring er en væsentlig ressource for\nvirksom-hederne. Derfor er det vigtigt, at seniormedarbejdere bliver længst\nmuligt på arbejdsmarkedet, således at deres viden og arbejdskraft kan\nanvendes i virksom-hederne.\u003C\u002Fp>\n\n\u003Cp>Det er vigtigt med en større fleksibilitet på arbejdsmarkedet, således at\nflest mu-lige tilbydes beskæftigelse igennem hele arbejdslivet og forbliver\nlængst muligt i arbejde.\u003C\u002Fp>\n\n\u003Cp>Aftalens formål er at fremme anvendelsen af seniorers arbejdskraft,\nerfaring og ressourcer til gavn for virksomheden og til gavn for den enkelte\nmedarbejder samt sikre fortsat udvikling for begge parter.\u003C\u002Fp>\n\n\u003Cp>Der opfordres til, at der udarbejdes en seniorpolitik på virksomhederne som\nled i den generelle personalepolitik.\u003C\u002Fp>\n\n\u003Cp>Målet med en seniorpolitik er:\u003C\u002Fp>\n\n\u003Cp>•at sikre fortsat udvikling for virksomhed og medarbejder,\u003C\u002Fp>\n\n\u003Cp>•at fremme arbejdsglæden for seniormedarbejdere,\u003C\u002Fp>\n\n\u003Cp>•at synliggøre seniormedarbejderes værdi til gavn for hele\narbejdspladsen,\u003C\u002Fp>\n\n\u003Cp>•at arbejdslivet bliver et godt udgangspunkt for livet efter\narbejdsophør.\u003C\u002Fp>\n\n\u003Cp>Konkrete redskaber i seniorpolitikken, hvor der tages hensyn til både\nvirksom- hedens og medarbejderens tarv, kan være: fleksibilitet i arbejdets\norganisering, omplacering\u002Fomrokering, mulighed for fleksible jobordninger\nog\u002Feller fratrædel- se, retrætestillinger, fleksibel arbejdstid, herunder\nnedsat arbejdstid, konsulent- opgaver\u002Fad hoc opgaver m.m.\u003C\u002Fp>\n\n\u003Cp>Virksomhedens og medarbejderens ønsker og behov i seniorperioden skal\ndrøf-tes på den årlige medarbejdersamtale, eller når en af parterne måtte\nønske det.\u003C\u002Fp>\n\n\u003Cp>Aftaler om ændringer i arbejdsforholdene vil ikke være en hindring for\nmedar-bejderens fortsatte muligheder for uddannelse.\u003C\u002Fp>\n\n\u003Cp>Virksomheden vil sikre, at arbejdsophøret sker på et afklaret og\nvelovervejet grundlag med hensyn til både de menneskelige og økonomiske\nressourcer.\u003C\u002Fp>\n\n\u003Ch4>SYGEFRAVÆR\u003C\u002Fh4>\n\n\u003Cp>Aftalens formål er at nedbringe sygefraværet og sikre medarbejderens\ntilknyt-ning til arbejdspladsen, herunder fremme initiativer, der muliggør\ntilbagevenden til arbejdspladsen hurtigst muligt.\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om, at initiativer, som fremmer sundheden hos den enkelte,\nkan medvirke til et lavere sygefravær. I det omfang, det er relevant i\nvirksomhe-derne, opfordrer parterne til drøftelse af sundhedsfremmende tiltag,\nsom fx sund kost, motionsfremmende aktiviteter samt ryge- og alkoholpolitik.\u003C\u002Fp>\n\n\u003Cp>Årsagerne til sygefravær er ofte meget komplekse og kan relateres til\nforhold både på og uden for arbejdspladsen. Det er derfor vigtigt, at man i\narbejdet med sygefravær får kortlagt mulige årsager til helt eller delvis\nsygefravær - og ud fra denne kortlægning søger sygefraværet nedbragt.\u003C\u002Fp>\n\n\u003Cp>Parterne understreger i den forbindelse behovet for dialog mellem den\nsyge-meldte og virksomheden om situationen på såvel kort som på langt sigt,\nsom et væsentligt værktøj.\u003C\u002Fp>\n\n\u003Cp>Der opfordres til, at der udarbejdes en sygefraværspolitik som led i den\nalminde-lige personalepolitik.\u003C\u002Fp>\n\n\u003Cp>Målet er:\u003C\u002Fp>\n\n\u003Cp>•at mindske sygefraværet,\u003C\u002Fp>\n\n\u003Cp>•at opfølge på sygefravær,\u003C\u002Fp>\n\n\u003Cp>•at opretholde medarbejderens tilknytning til virksomheden under\nsygdom,\u003C\u002Fp>\n\n\u003Cp>•at fremme hurtigst mulig tilbagevenden til virksomheden som delvis eller\nfuldt raskmeldt\u003C\u002Fp>\n\n\u003Cp>•at få fokus på mulighederne for nedbringelse af sygefravær.\u003C\u002Fp>\n\n\u003Cp>Konkrete redskaber kunne være: procedure for sygemelding, analyse af\nfra-værsårsager, sygefraværssamtaler, rundbordssamtaler m.v.\u003C\u002Fp>\n\n\u003Cp>Parterne anbefaler, at virksomhederne i samarbejde med læger og kommuner\nhar fokus på muligheden for at anvende delvis syge-\u002Fraskmelding og at indgå\nsåkaldte § 56-aftaler med kronisk syge medarbejdere og skabe åbenhed derom i\nvirksomhederne.\u003C\u002Fp>\n\n\u003Cp>Parterne anbefaler, at der fokuseres på sundhed og motion på\narbejdspladsen for at forebygge sygefravær.\u003C\u002Fp>\n\n\u003Ch4>GRAVIDE\u003C\u002Fh4>\n\n\u003Cp>Hensigten med denne aftale er at tilbyde flest mulige beskæftigelse, uanset\neven¬tuelle grader af nedsat erhvervsevne i forbindelse med graviditet, og at\ngravide som princip ikke udelukkes fra deres arbejde.\u003C\u002Fp>\n\n\u003Cp>Målet er:\u003C\u002Fp>\n\n\u003Cp>•at undgå unødige fraværsmeldinger i forbindelse med graviditet og\ndermed sikre fortsat beskæftigelse indtil graviditetsorlovens start,\u003C\u002Fp>\n\n\u003Cp>•at fremme fortsat beskæftigelse af gravide, evt. gennem anvendelse af\nmulig-hedserklæringer,\u003C\u002Fp>\n\n\u003Cp>•at fremme bevidstheden hos ledelse og medarbejdere om beskæftigelse af\ngravide,\u003C\u002Fp>\n\n\u003Cp>•at fremme muligheder for omplacering i graviditetsperioden eller i dele\nheraf,\u003C\u002Fp>\n\n\u003Cp>•at skabe holdninger hos alle medarbejdere, der sikrer gravide muligheder\nfor arbejde og fravær.\u003C\u002Fp>\n\n\u003Cp>Med det formål at fremme mulighederne for gravides beskæftigelse under\ngravi-diteten iværksættes en fælles oplysnings- og informationsindsats bl.a.\nbaseret på gode eksempler.\u003C\u002Fp>\n\n\u003Ch4>GENNEMFØRELSE\u003C\u002Fh4>\n\n\u003Cp>Parterne vil i overenskomstperioden på den mest hensigtsmæssige måde\noplyse om aftalen med henblik på at inspirere virksomheder og medarbejdere til\ndet videre arbejde i virksomhederne.\u003C\u002Fp>\n\n\u003Cp>Konkret vil parterne i overenskomstperioden drøfte aktiviteter for de\nenkelte politikområder:\u003C\u002Fp>\n\n\u003Cp>•Sygefravær\u003C\u002Fp>\n\n\u003Cp>•Seniorpolitik\u003C\u002Fp>\n\n\u003Cp>•Integration\u003C\u002Fp>\n\n\u003Cp>•Handicappede\u003C\u002Fp>\n\n\u003Cp>•Psykisk sårbare\u003C\u002Fp>\n\n\u003Cp>Parterne er i øvrigt enige om, at materialet offentliggøres mest\nhensigtsmæssigt på parternes hjemmesider m.v.\u003C\u002Fp>\n\n\u003Cp>Parterne vil medvirke til forbedring af den offentlige service på\nområderne ved kontakt og forslag til jobcentrene (KL), regionerne og staten,\nhvor dialogen mel-lem lønmodtager, arbejdsgiver og offentlig myndighed skal\nforbedres.\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om i overenskomstperioden at arbejde for at få udarbejdet\nen afdækning af mulige barrierer for fleksibel tilbagetrækning fra\narbejdsmarkedet\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om i overenskomstperioden at drøfte andre mulige\nbarrierer på områderne, ligesom parterne årligt drøfter udviklingen med\nhenblik på at fremme formålet om flere i beskæftigelse.\u003C\u002Fp>\n\n\u003Cp>Konsekvenser af ny lovgivning på området drøftes løbende mellem parterne\ni overenskomstperioden.\u003C\u002Fp>\n\n\u003Ch2>VIKARER\u003C\u002Fh2>\n\n\u003Ch3>Aftale om oplysninger ved brug af vikarer fra vikarbureauer\u003C\u002Fh3>\n\n\u003Cp>Hvor en fagretlig sag om vikarbureauvikarer er indledt mod et vikarbureau,\nsom ikke har tiltrådt en overenskomst (og derfor er omfattet af vikarloven),\nskal brugervirksomheden, som vikaren har været udsendt til, på anmodning fra\nen af overenskomstparterne informere om, hvilke lokalaftaler og kutymer\nvirksom-heden har meddelt, at vikarbureauet skal overholde for de\narbejdsfunktioner vikarerne udfører på virksomheden.\u003C\u002Fp>\n\n\u003Cp>Bestemmelsen ændrer ikke på, at alene vikarbureauer, der har tiltrådt\noverens-komsten, er ansvarlig for, at overenskomsten m.v. er overholdt for\nvikarerne.\u003C\u002Fp>\n\n\u003Cp>Brugervirksomheden hæfter ikke for vikarbureauets eventuelle\novertrædelser, men alene for overholdelse af oplysningspligten.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Cp>Nærværende aftale træder i kraft den 1. marts 2014 og gælder for sager,\nder er rejst efter denne dato.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>Dansk Erhverv Arbejdsgiver\u003C\u002Fh4>\n\n\u003Cp>Børsen\u003C\u002Fp>\n\n\u003Cp>1217 København K\u003C\u002Fp>\n\n\u003Cp>Telefon 3374 6000\u003C\u002Fp>\n\n\u003Cp>Fax 3374 6080\u003C\u002Fp>\n\n\u003Cp>E-mail info@danskerhverv.dk\u003C\u002Fp>\n\n\u003Cp>www.danskerhverv.dk\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lagernummer: 4405 0110 60\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            ",{"cbadate_end":42,"cbadate_start":46,"cbasignmultiple":50,"cbasignmultiplesignatory":54,"cbamemtrad":58,"paidpaternityleaveduration":60,"PAYSCALES_table_selection_txt":64,"WAGES_comments_txt":68,"WAGES_payscale1_selected_start":72,"WAGES_payscale1_selected_end":76,"PAYSCALES_selected_comments_txt":80,"lowwagetxt":83},{"bindId":43,"name":44,"text":45},"cbadate_end","3.Overenskomstens varighed Overenskomste","3.Overenskomstens varighed\n\nOverenskomsten kan tidligst opsiges til ophør den 1. marts 2017.\nOpsigelsesfri-sten er 3 måneder, medmindre andet er aftalt mellem\nhovedorganisationerne.",{"bindId":47,"name":48,"text":49},"cbadate_start","Nærværende aftale træder i kraft den 1. ","Nærværende aftale træder i kraft den 1. marts 2014 og gælder for sager,\nder er rejst efter denne dato.",{"bindId":51,"name":52,"text":53},"cbasignmultiple","For butikker mellem Dansk Erhverv Arbejd","For butikker mellem Dansk Erhverv Arbejdsgiver og HK HANDEL",{"bindId":55,"name":56,"text":57},"cbasignmultiplesignatory","Dansk Erhverv ArbejdsgiverHK HANDEL Mich","Dansk Erhverv ArbejdsgiverHK HANDEL\n\nMichael KjærPer Tønnesen\n\nLaurits Rønn",{"bindId":59,"name":52,"text":53},"cbamemtrad",{"bindId":61,"name":62,"text":63},"paidpaternityleaveduration","C.Virksomheden yder betaling under foræl","C.Virksomheden yder betaling under forældreorlov i indtil 11 uger.\n\nAf disse 11 uger har hver af forældrene ret til at holde 4 uger.\n\nHoldes orloven, der er reserveret den enkelte forælder ikke, bortfalder\nbeta¬lingen.\n\nBetalingen i de resterende 3 uger ydes enten til den ene eller den anden\nforælder.",{"bindId":65,"name":66,"text":67},"PAYSCALES_table_selection_txt","4.Løn, unge under 18 år A.Alle unge unde","4.Løn, unge under 18 år\n\nA.Alle unge under 18 år aflønnes således:\n\n \n\n\n  \n    \n       \n      \n      1. marts 2014\n      \n      1. marts 2015\n      \n      1. marts 2016\n      \n    \n    \n       \n      \n      kr. pr. md.\n      \n      kr. pr. md.\n      \n      kr. pr. md.\n      \n    \n    \n      Minimalløn\n      \n      9.918,00\n      \n      10.071,00\n      \n      10.239,00",{"bindId":69,"name":70,"text":71},"WAGES_comments_txt","A.Lønnen for den enkelte medarbejder aft","A.Lønnen for den enkelte medarbejder aftales i hvert enkelt tilfælde\ndirekte mellem virksomheden og medarbejderen. Vurdering og eventuel regulering\naf lønforhold sker individuelt mindst en gang om året.",{"bindId":73,"name":74,"text":75},"WAGES_payscale1_selected_start","4.Løn, ufaglært Ufaglærte medarbejdere a","4.Løn, ufaglært\n\nUfaglærte medarbejdere aflønnes således:\n\n\n  \n    \n       \n      \n      1.\n        marts 2014\n      \n      1.\n        marts 2015\n      \n      1.\n        marts 2016\n      \n    \n    \n       \n      \n      kr.\n        pr. md.\n      \n      kr.\n        pr. md.\n      \n      kr.\n        pr. md\n      \n    \n    \n      Minimalløn\n      \n      17.470,00\n      \n      17.735,00\n      \n      18.024,00",{"bindId":77,"name":78,"text":79},"WAGES_payscale1_selected_end","2.Løn, faglært Medarbejdere med faglig u","2.Løn, faglært\n\nMedarbejdere med faglig uddannelse inden for handelsområdet aflønnes\nsåledes:\n\n\n  \n    \n       \n      \n      1. marts 2014\n      \n      1. marts 2015\n      \n      1. marts 2016\n      \n    \n    \n       \n      \n      kr. pr. md\n      \n      kr. pr. md\n      \n      kr. pr. md\n      \n    \n    \n      Minimalløn\n      \n      18.970,00\n      \n      19.235,00\n      \n      19.524,00",{"bindId":81,"name":82,"text":82},"PAYSCALES_selected_comments_txt","§ 2 LØN",{"bindId":84,"name":66,"text":67},"lowwagetxt","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>DNK Danish Business Employer - 2014\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Startdato: → 2014-03-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Slutdato: → 2017-03-01\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            \n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Offentlig\u002Fprivat sektor: → I den private sektor\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Indgået af:\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Navn på foreninger: → Dansk Erhverv Arbejdsgiver\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Navne på fagforeninger: → \n\n                \n                    \n                    \u003Cspan>\n                        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: → Ja\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        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SYGDOM OG HANDICAP\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Bestemmelser om tilbagevenden efter langtidssygdom, fx cancerbehandling: → Nej\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Betalt fravær på grund af menstruation: → Nej\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Betaling i tilfælde af invaliditet som følge af arbejdsulykke: → Ja\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SUNDHED OG SIKKERHED SAMT LÆGEHJÆLP\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Lægehjælp aftalt: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Hjælp fra pårørende aftalt: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Bidrag til sundhedsforsikring aftalt: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Sundhedsforsikring til pårørende aftalt: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Sundheds- og sikkerhedspolitik aftalt: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Sundheds- og sikkerhedsuddannelse aftalt: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Beskyttelsestøj udleveret: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Jævnlig eller årlig helbredstjek eller besøg foranlediget af arbejdsgiver: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Overvågning af bevægeapparatet på arbejdspladser, professionel risici og\u002Feller forholdet mellem arbejde og sundhed: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Begravelseshjælp: → Ja\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Mindstebetaling fra virksomheden til dækning af udgifter til bisættelse\u002Fbegravelse: → DKK 60000.0\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">ARBEJDE- OG FAMILIEORDNINGER\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Betalt barselsorlov: → 18 uger\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Betalt barselsorlov begrænset til 100 % af grundløn\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Jobsikkerhed efter barselsorlov: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Forbud mod forskelsbehandling i forbindelse med barsel: → 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: → 7 dage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Betalt barselsorlov til fædre: → 20 dage\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Nogle dages orlov, når pårørende afgår ved døren: → No provision dage\n            \u003C\u002Fdiv>\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: → Ja\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Klausuler om vold på arbejdspladsen: → Ja\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            \u003Cdiv id=\"display-contracttrialperiod\">\n                Varighed af prøvetid: → 90 dage\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Medarbejdere på deltid ekskluderet fra nogen bestemmelser: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Bestemmelser for midlertidigt ansatte: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Lærlinge ekskluderet fra nogen bestemmelser: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijob\u002Fstudenterjob ekskluderet fra nogen bestemmelser: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">ARBEJDSTID, VAGTPLAN OG FERIE\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Arbejdstimer pr. uge: → 37.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Arbejdsdage pr. uge: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \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: → \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            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Bestemmelse om mindsteløn, der er fastsat af regeringen, der skal overholdes: → Nej\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Aftalt mindsteløn pr.: → Months\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Mindsteløn: → DKK 10239.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Justering i henhold til stigende leveomkostninger: → \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Ekstrabetaling for aften- og natarbejde\u003C\u002Fh4>\n                \n                \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            \u003Cdiv>\n                \u003Ch4 id=\"display-CONSIGN_trigger\">Betaling for at være til rådighed\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-standbyallowancetype1\">Kun betaling for at være til rådighed søndag: → Nej\u003C\u002Fdiv>\n                \u003Cdiv id=\"display-standbyallowancetype2\">Betaling for at være til rådighed alle ugens dage: → Ja\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n\n            \u003Cdiv>\n      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