[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fda-dk\u002Farbejde-i-danmark\u002Fkollektiv-overenskomst\u002Fcba_dansk-erhverv-arbejdsgiver-hk-privat-hk-handel_2014-2017":3,"menu:\u002Fda-dk:":113,"sites:htmlblocks":283,"subsites":1482,"cite-subsites":5047,"footer:root":5524,"suggested:root":5622,"cite-footer:root":5626},{"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":93,"content_type_view":94,"extra_breadcrumbs":95,"body":97,"body_blocks":108,"related_pages":112},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":91,"translations":92},{"id":31,"uid":32,"url":33,"name":34,"locale":11,"override_title":35,"title":35,"browser_title":36,"browser_description":37,"text":38},"cba_dansk-erhverv-arbejdsgiver-hk-privat-hk-handel_2014-2017","7ea5cfda-7e4d-11e6-b36c-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fdenmark\u002Fdansk-erhverv-arbejdsgiver-hk-privat-hk-handel_2014-2017\u002Fcba_dansk-erhverv-arbejdsgiver-hk-privat-hk-handel_2014-2017\u002F","CBA_Dansk Erhverv Arbejdsgiver-HK Privat-HK Handel_2014-2017","Dansk Erhverv Arbejdsgiver-HK Privat-HK Handel_2014-2017","Denmark - Dansk Erhverv Arbejdsgiver-HK Privat-HK Handel_2014-2017","Dansk Erhverv Arbejdsgiver-HK Privat-HK Handel_2014-2017 - Detailhandel",{"name":39,"data":40},"DK_dva.html","\n              \n              \n              \n              \n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>DK_dva\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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbasignmultiplesignatory\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbamemtrad\">\u003Ch1>LANDSOVERENSKOMST\u003C\u002Fh1>\n\n\u003Cp>Funktionæroverenskomst for Handel, Viden og Service 2014\u003C\u002Fp>\n\n\u003Cp>mellem\u003C\u002Fp>\n\n\u003Cp>Dansk Erhverv Arbejdsgiver og HK\u002FPrivat og HK HANDEL\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>§ 1 ARBEJDSTID\u003C\u002Fh2>\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. Endvidere har medarbejderen ret til\nfrihed med løn Grundlovsdag.\u003C\u002Fp>\n\n\u003Cp>Hvis der arbejdes på fridagen, ydes til medarbejdere, der ikke er ansat på\nfunktionsløn, sædvanlig overarbejdsbetaling, medmindre fridagen falder på en\nsøndag. I sidstnævnte tilfælde ydes overarbejdsbetaling med 100 pct.\u003C\u002Fp>\n\n\u003Cp>Virksomhed og medarbejder kan aftale, at der gives en anden fridag.\u003C\u002Fp>\n\n\u003Ch2>§ 2 FAST DELTIDSANSÆTTELSE\u003C\u002Fh2>\n\n\u003Cp>1.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>2.Når en fuldtidsansat medarbejder fortsætter i virksomheden som\ndeltidsan-sat, beregnes lønnen som ovenfor anført, men i forhold til den\npågældendes hidtidige løn.\u003C\u002Fp>\n\n\u003Cp>3.Ved ansættelse af deltidsansatte aftales i hvert enkelt tilfælde\nnormalar-bejdstiden (længde og placering). Ændring af denne normalarbejdstid\nkan kun ske med funktionærlovens varsel, dog for ikke-funktionærer med\nvarsel, jf. § 9, stk. 2. Det kan dog undtagelsesvis aftales, at deltidsansatte\ndeltager i mer- og overarbejde.\u003C\u002Fp>\n\n\u003Cp>4.Der betales for søgnehelligdage i de tilfælde, hvor disse falder inden\nfor de aftalte beskæftigelsestidspunkter.\u003C\u002Fp>\n\n\u003Cp>5.Arbejder den deltidsansatte ud over den aftalte arbejdstid, aflønnes\nsådanne ekstratimer med vedkommendes normale timeløn, dog således at for\ndeltids¬ansatte, som er omfattet af arbejdstidsplanlægningen over 26 uger,\nvil timer ud over 45 pr. uge skulle betales med overarbejdstillæg, jf. § 3,\nselv om den gennemsnitlige ugentlige arbejdstidsnorm for perioden ikke er\noverskredet, jf. § 1, stk. 3.\u003C\u002Fp>\n\n\u003Cp>6.Der ydes pension af deltidsansattes merarbejde.\u003C\u002Fp>\n\n\u003Cp>7.Deltidsansatte med en arbejdstid på 8 timer pr. uge eller derunder er\nikke omfattet af funktionærloven.\u003C\u002Fp>\n\n\u003Ch2>§ 3 OVERARBEJDE\u003C\u002Fh2>\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\u003Ch3>1.Betaling\u003C\u002Fh3>\n\n\u003Cp>A.Overarbejde, for hvilket der kan kræves tillæg, jf. §§ 1 og 2, betales\nmed timeløn + 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 plus 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\u003Ch3>2.Afspadsering\u003C\u002Fh3>\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\u003Ch2>§ 4 LØN\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_comments_txt\">\u003Ch3>1.Lønnens fastsættelse\u003C\u002Fh3>\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>\u003C\u002Fdiv>\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\u003Ch3>2.Fritvalgs Lønkonto\u003C\u002Fh3>\n\n\u003Ch4>A.INDLEDNING\u003C\u002Fh4>\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>B.INDBETALING\u003C\u002Fh4>\n\n\u003Cp>Der afsættes 1,3 pct. af den ferieberettigede løn på Fritvalgs\nLønkontoen.\u003C\u002Fp>\n\n\u003Cp>Pr. 1. marts 2015 afsættes der i alt 1,7 pct. af den ferieberettigede løn\npå Fritvalgs Lønkontoen. Pr. 1. marts 2016 afsættes der i alt 2,0 pct. af\nden ferieberettigede løn på Fritvalgs Lønkontoen.\u003C\u002Fp>\n\n\u003Ch4>C.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\nvirk-somheden vælge, at en eller flere af feriefridagene i det kommende\nferieår i stedet for afholdelse skal konverteres til indbetaling på Fritvalgs\nLønkonto-en. 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\nferietillæg af opsparingen.\u003C\u002Fp>\n\n\u003Cp>Medarbejdere, som efter overenskomstens regler har ret til\narbejdsmar-kedspension 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 indbetaling af månedlige pensionsbidrag på 75\nkr. 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\nindbetalingen.\u003C\u002Fp>\n\n\u003Ch4>D.UDBETALING\u003C\u002Fh4>\n\n\u003Cp>Medarbejderen kan vælge at få et beløb udbetalt fra sin Fritvalgs\nLønkon¬to via lønudbetalingen i forbindelse med, at medarbejderen holder\nfri, fx ved ferie, feriefridage eller overenskomstmæssige fridage, dog\nmaksimalt 2 gange 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\nudbe-talingen skal ske. Medarbejderen vælger selv, hvor stor udbetalingen skal\nvære, idet der dog aldrig kan udbetales større beløb end det til enhver tid\nindestående.\u003C\u002Fp>\n\n\u003Ch4>E.RESTOPSPARING PÅ FRITVALGS LØNKONTOEN\u003C\u002Fh4>\n\n\u003Cp>Hvis der er overskud på Fritvalgs Lønkontoen ved ferieårets udløb,\nviderefø¬res beløbet til udbetaling i det efterfølgende ferieår.\u003C\u002Fp>\n\n\u003Cp>Ved fratrædelse opgøres Fritvalgs Lønkontoen, og evt. overskud udbetales\nsammen med sidste lønudbetaling fra virksomheden.\u003C\u002Fp>\n\n\u003Ch4>F.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\nLøn-kontoen udbetales 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>§ 5 PENSION OG SUNDHEDSORDNING\u003C\u002Fh2>\n\n\u003Ch3>1.Pensionssatser\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause focus highlight\" id=\"clause-pensionfund\">\u003Cp>A.Det samlede pensionsbidrag udgør 12 pct. af den A-skattepligtige\nlønind-komst, jf. stk. 2.\u003C\u002Fp>\n\n\u003Cp>B.Virksomheden bidrag er 2\u002F3 og medarbejderens bidrag er 1\u002F3.\u003C\u002Fp>\u003C\u002Fdiv>\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>A. Ordningen omfatter medarbejdere, der er fyldt 18 år.\u003C\u002Fp>\n\n\u003Cp>Alderskravet for elever er dog 20 år.\u003C\u002Fp>\n\n\u003Cp>b. Medarbejderen skal uden afbrydelse have været i ansættelse i 3 måneder\nhos én eller flere virksomheder omfattet af overenskomsten.\u003C\u002Fp>\n\n\u003Cp>Der ses bort fra dette anciennitetskrav i tilfælde, hvor medarbejderen ved\nansættelsen i forvejen er omfattet af en arbejdsmarkedspensionsordning, som er\nbaseret på en kollektiv aftale.\u003C\u002Fp>\n\n\u003Cp>C.Medarbejderen må ikke være fyldt 67 år.\u003C\u002Fp>\n\n\u003Cp>D.For medarbejdere, som opfylder ovennævnte betingelser, gælder endvidere,\nat de mellem parterne i øvrigt aftalte betingelser for at kunne opnå\nrisiko-dækning og modtage forsikringsydelser skal være opfyldt.\u003C\u002Fp>\n\n\u003Cp>E.For medarbejdere, der er fyldt 60 år, når den overenskomstmæssige\npensi-onsforpligtelse indtræder, videreføres en eventuelt eksisterende\npensions-ordning, ellers etableres en ophørende alderspension.\u003C\u002Fp>\n\n\u003Cp>Medarbejdere, der er fyldt 60 år, og som ikke allerede er omfattet af en\npensionsordning, skal ikke have oprettet arbejdsmarkedspensionsord¬ning. Til\ndisse medarbejdere udbetales virksomhedens pensionsbidrag sammen med den\nsærlige feriegodtgørelse i ferielovens § 23, stk. 2, eller i tilfælde af\nfratrædelse sammen med feriegodtgørelsen, i henhold til ferielo¬vens §\n24.\u003C\u002Fp>\n\n\u003Cp>Pensionsordningen skal, medmindre andet fremgår af Aftale om\npensions-ordninger, jf. side 62 eller Aftale om skift af pensionsleverandør,\njf. side 63, etableres i:\u003C\u002Fp>\n\n\u003Cp>Pension for Funktionærer - PFA Pension Sundkrogsgade 4 2100 København Ø\nTelefon: 39175000\u003C\u002Fp>\n\n\u003Ch3>4.Sundhedsordning\u003C\u002Fh3>\n\n\u003Cp>A.Medarbejdere, som har 9 måneders uafbrudt lønnet beskæftigelse i samme\nvirksomhed, og som gennemsnitligt beskæftiges mere end 8 timer ugentligt,\nomfattes af en forebyggende sundhedsordning.\u003C\u002Fp>\n\n\u003Cp>B.Ordningen skal minimum omfatte tværfaglig behandling hos kiropraktor,\nfysioterapeut, zoneterapeut og massør af arbejdsrelaterede skader.\u003C\u002Fp>\n\n\u003Cp>C.Virksomheden betaler et bidrag på op til 400,00 kr. pr. år pr.\nmedarbejder, der er indtrådt i ordningen.\u003C\u002Fp>\n\n\u003Ch3>5.Visse forsikringsydelser til elever\u003C\u002Fh3>\n\n\u003Cp>Elever, der ikke allerede er omfattet af en arbejdsgiverbetalt pensions-\neller\u003C\u002Fp>\n\n\u003Cp>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.Dødfaldssum\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\narbejdsgiverbe-talt pensionsordning, ophører virksomhedens forpligtelse efter\ndenne bestem-melse.\u003C\u002Fp>\n\n\u003Cp>Forsikringssummerne andrager følgende beløb:\u003C\u002Fp>\n\n\u003Cp>Invalidepension på 60.000 kr. årligt 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>§ 6 UNGE UNDER 18 ÅR\u003C\u002Fh2>\n\n\u003Ctable class=\"MsoNormalTable\" style=\"border-collapse:collapse\" cellspacing=\"0\" cellpadding=\"0\" border=\"0\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:9.85pt\">\n      \u003Ctd style=\"border:none;border-top:solid windowtext 1.0pt;   background:white;padding:0cm .5pt 0cm .5pt;height:9.85pt\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:5.0pt;line-height:107%\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border-top:solid windowtext 1.0pt;border-left:solid windowtext 1.0pt;   border-bottom:none;border-right:none;background:white;padding:0cm .5pt 0cm .5pt;   height:9.85pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">1.\n        marts 2014\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border-top:solid windowtext 1.0pt;border-left:solid windowtext 1.0pt;   border-bottom:none;border-right:none;background:white;padding:0cm .5pt 0cm .5pt;   height:9.85pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">1.\n        marts 2015\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border-top:solid windowtext 1.0pt;border-left:solid windowtext 1.0pt;   border-bottom:none;border-right:none;background:white;padding:0cm .5pt 0cm .5pt;   height:9.85pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">1.\n        marts 2016\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:9.6pt\">\n      \u003Ctd style=\"background:white;padding:0cm .5pt 0cm .5pt;height:9.6pt\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:5.0pt;line-height:107%\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border:none;border-left:solid windowtext 1.0pt;   background:white;padding:0cm .5pt 0cm .5pt;height:9.6pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">kr.\n        pr. md\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border:none;border-left:solid windowtext 1.0pt;   background:white;padding:0cm .5pt 0cm .5pt;height:9.6pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">kr.\n        pr. md.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border:none;border-left:solid windowtext 1.0pt;   background:white;padding:0cm .5pt 0cm .5pt;height:9.6pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">kr.\n        pr. md.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:13.2pt\">\n      \u003Ctd style=\"border-top:solid windowtext 1.0pt;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:none;background:white;padding:0cm .5pt 0cm .5pt;   height:13.2pt\">\u003Cp class=\"Bodytext20\" style=\"text-align:left;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"left\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">Minimalløn\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border:solid windowtext 1.0pt;border-right:none;background:white;   padding:0cm .5pt 0cm .5pt;height:13.2pt\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">9.918,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border:solid windowtext 1.0pt;border-right:none;background:white;   padding:0cm .5pt 0cm .5pt;height:13.2pt\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">10.071,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border:solid windowtext 1.0pt;border-right:none;background:white;   padding:0cm .5pt 0cm .5pt;height:13.2pt\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">10.239,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Cp>2.For deltidsbeskæftigede og midlertidigt ansatte unge under 18 år\nberegnes lønnen forholdsmæssigt.\u003C\u002Fp>\n\n\u003Cp>Timelønnen findes ved at dividere månedslønnen med 160,33.\u003C\u002Fp>\n\n\u003Cp>3.Fra den første i den måned, medarbejderen fylder 18 år, aflønnes efter\nreg-lerne i § 4.\u003C\u002Fp>\n\n\u003Ch2>§ 7 LØN- OG ARBEJDSFORHOLD FOR ELEVER\u003C\u002Fh2>\n\n\u003Ch3>1.Område\u003C\u002Fh3>\n\n\u003Cp>Denne bestemmelse gælder elever omfattet af bekendtgørelserne om\nhandels-uddannelse, kontoruddannelse, kundekontaktcenteruddannelse,\nkontorservice- uddannelse, eventkoordinator og eventassistentuddannelserne samt\nelever i individuel erhvervsuddannelse inden for overenskomstens\ndækningsområde, jf. erhvervsuddannelsesloven.\u003C\u002Fp>\n\n\u003Ch3>2.Formkrav\u003C\u002Fh3>\n\n\u003Cp>Uddannelsesaftalen skal være underskrevet af virksomheden og eleven. Den\nskal være indsendt til erhvervsskolen, hvor den bør være registreret,\nforinden uddan¬nelsesforholdet kan indledes.\u003C\u002Fp>\n\n\u003Cp>Uddannelsesaftalen er kun gyldig, hvis virksomheden er godkendt som\nuddan-nelsessted 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, meddelelsesblanketter\nog skoleindmeldelse fås på den lokale erhvervsskole.\u003C\u002Fp>\n\n\u003Cp>Længden af praktiktiden fremgår af bekendtgørelserne om\nengroshandelsuddan¬nelse og kontoruddannelse.\u003C\u002Fp>\n\n\u003Cp>Senest ved prøvetidens udløb udarbejder virksomhedens\nuddannelsesansvarlige, i samarbejde med eleven, en skriftlig uddannelsesplan i\noverensstemmelse med praktikuddannelsens mål. Uddannelsesplanen underskrives\naf begge parter.\u003C\u002Fp>\n\n\u003Ch3>3.Prøvetid\u003C\u002Fh3>\n\n\u003Cp>Prøvetiden er 3 måneder for elever.\u003C\u002Fp>\n\n\u003Cp>Eventuelle skoleophold medregnes ikke i prøvetiden, som forlænges\ntilsvarende, og den nye dato for prøvetidens udløb meddeles eleven skriftligt\nhurtigst muligt. I prøvetiden kan uddannelsesaftalen hæves af begge parter\nuden begrundelse og uden varsel.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Ch3>4.Mindstebetalingssats\u003C\u002Fh3>\n\n\u003Ctable class=\"MsoNormalTable\" style=\"border-collapse:collapse\" cellspacing=\"0\" cellpadding=\"0\" border=\"0\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:19.45pt\">\n      \u003Ctd style=\"border:none;border-top:solid windowtext 1.0pt;   background:white;padding:0cm .5pt 0cm .5pt;height:19.45pt\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:5.0pt;line-height:107%\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border-top:solid windowtext 1.0pt;border-left:solid windowtext 1.0pt;   border-bottom:none;border-right:none;background:white;padding:0cm .5pt 0cm .5pt;   height:19.45pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:8.65pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">1.\n        marts 2014 kr. pr. md.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border-top:solid windowtext 1.0pt;border-left:solid windowtext 1.0pt;   border-bottom:none;border-right:none;background:white;padding:0cm .5pt 0cm .5pt;   height:19.45pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:8.65pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">1.\n        marts 2015 kr. pr. md.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border-top:solid windowtext 1.0pt;border-left:solid windowtext 1.0pt;   border-bottom:none;border-right:none;background:white;padding:0cm .5pt 0cm .5pt;   height:19.45pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:8.65pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">1.\n        marts 2016 kr. pr. md.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:12.5pt\">\n      \u003Ctd style=\"border:none;border-top:solid windowtext 1.0pt;   background:white;padding:0cm .5pt 0cm .5pt;height:12.5pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:left;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"left\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">1.\n        år\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border-top:solid windowtext 1.0pt;border-left:solid windowtext 1.0pt;   border-bottom:none;border-right:none;background:white;padding:0cm .5pt 0cm .5pt;   height:12.5pt\" valign=\"bottom\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-lowwageamount\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">10.273,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border-top:solid windowtext 1.0pt;border-left:solid windowtext 1.0pt;   border-bottom:none;border-right:none;background:white;padding:0cm .5pt 0cm .5pt;   height:12.5pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">10.468,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border-top:solid windowtext 1.0pt;border-left:solid windowtext 1.0pt;   border-bottom:none;border-right:none;background:white;padding:0cm .5pt 0cm .5pt;   height:12.5pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">10.677,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:12.7pt\">\n      \u003Ctd style=\"border:none;border-top:solid windowtext 1.0pt;background:white;   padding:0cm .5pt 0cm .5pt;height:12.7pt\">\u003Cp class=\"Bodytext20\" style=\"text-align:left;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"left\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">2.\n        år\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border-top:solid windowtext 1.0pt;border-left:solid windowtext 1.0pt;   border-bottom:none;border-right:none;background:white;padding:0cm .5pt 0cm .5pt;   height:12.7pt\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">11.463,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border-top:solid windowtext 1.0pt;border-left:solid windowtext 1.0pt;   border-bottom:none;border-right:none;background:white;padding:0cm .5pt 0cm .5pt;   height:12.7pt\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">11.681,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border-top:solid windowtext 1.0pt;border-left:solid windowtext 1.0pt;   border-bottom:none;border-right:none;background:white;padding:0cm .5pt 0cm .5pt;   height:12.7pt\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">11.902,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:12.95pt\">\n      \u003Ctd style=\"border:none;border-top:solid windowtext 1.0pt;background:white;   padding:0cm .5pt 0cm .5pt;height:12.95pt\">\u003Cp class=\"Bodytext20\" style=\"text-align:left;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"left\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">3.\n        år\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border-top:solid windowtext 1.0pt;border-left:solid windowtext 1.0pt;   border-bottom:none;border-right:none;background:white;padding:0cm .5pt 0cm .5pt;   height:12.95pt\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">12.611,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border-top:solid windowtext 1.0pt;border-left:solid windowtext 1.0pt;   border-bottom:none;border-right:none;background:white;padding:0cm .5pt 0cm .5pt;   height:12.95pt\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">12.851,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border-top:solid windowtext 1.0pt;border-left:solid windowtext 1.0pt;   border-bottom:none;border-right:none;background:white;padding:0cm .5pt 0cm .5pt;   height:12.95pt\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">13.095,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:13.2pt\">\n      \u003Ctd style=\"border-top:solid windowtext 1.0pt;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:none;background:white;padding:0cm .5pt 0cm .5pt;   height:13.2pt\">\u003Cp class=\"Bodytext20\" style=\"text-align:left;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"left\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">4.\n        år\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border:solid windowtext 1.0pt;border-right:none;background:white;   padding:0cm .5pt 0cm .5pt;height:13.2pt\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">13.662,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border:solid windowtext 1.0pt;border-right:none;background:white;   padding:0cm .5pt 0cm .5pt;height:13.2pt\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">13.921,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border:solid windowtext 1.0pt;border-right:none;background:white;   padding:0cm .5pt 0cm .5pt;height:13.2pt\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">14.186,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\u003C\u002Fdiv>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Cp>De nævnte lønsatser er mindstebetalingssatser, og der kan individuelt\naftales højere satser.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-lowwagetxt\">\u003Cp>Aflønning af erhvervsgrunduddannelseselever sker efter første års\nelevsats.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Elever i uddannelserne til kontorservice- og kundekontaktcentermedarbejdere\nsamt uddannelsen til eventassistent aflønnes efter kontor- og\nlageroverenskom-stens elevsatser for 1. og 2. år.\u003C\u002Fp>\n\n\u003Cp>Elever, der forud for uddannelsens start har gennemført HG 1 eller HG 2,\nafløn¬nes med elevsatsen for 2. år.\u003C\u002Fp>\n\n\u003Cp>Til elever, der inden uddannelsesforholdets start har bestået højere\nhandelsek-samen, studentereksamen, højere forberedelseseksamen eller højere\nteknisk eksamen, betales et tillæg til de ovennævnte lønninger:\u003C\u002Fp>\n\n\u003Cp>1. marts 2014 815,00 kr. pr. md\u003C\u002Fp>\n\n\u003Cp>Elever, med studentereksamen eller HTX, som indgår en uddannelsesaftale med\nen virksomhed, inden de har gennemført de 18 ugers handelsskoleophold, jf. de\ngældende uddannelsesbekendtgørelsers § 4, er berettiget til gældende\nelevløn fra uddannelsesaftalens ikrafttræden.\u003C\u002Fp>\n\n\u003Cp>Er en uddannelsesaftale afsluttet på mindre end 4 år, afkortes antallet af\nlønsat¬ser tilsvarende, således at de sidste satser er gældende.\u003C\u002Fp>\n\n\u003Cp>Er en uddannelsesaftale fx indgået på 3 år og 6 måneder, aflønnes i 6\nmåneder med 1. sats og derefter med henholdsvis 2., 3. og 4. sats.\u003C\u002Fp>\n\n\u003Cp>Er en uddannelsesaftale indgået som en afstigningsuddannelse fra en fuld\nelev¬uddannelse, jf. uddannelsesbekendtgørelserne, aflønnes eleven efter\nelevlønsat¬serne i denne paragraf. Eleven indplaceres i elevlønsatserne uden\nafkortning, så eleven slutter sin uddannelse på det løntrin, der svarer til\nafstigningsuddannel¬sens samlede længde.\u003C\u002Fp>\n\n\u003Cp>For elever, som ikke består fagprøven, kan uddannelsesaftalen forlænges,\nindtil ny fagprøve kan afholdes.\u003C\u002Fp>\n\n\u003Cp>Hvis den manglende beståelse af fagprøven skyldes manglende oplæring i\nvirk-somheden, betales der i forlængelsen løn i henhold til § 4.\u003C\u002Fp>\n\n\u003Ch3>5.Voksenuddannelse\u003C\u002Fh3>\n\n\u003Cp>Begynder en elev den praktiske uddannelse efter det fyldte 21. år, aftales\nlønnen i hvert enkelt tilfælde på baggrund af den pågældendes hidtidige\nbeskæftigelse og uddannelse. Hvis elev eller arbejdsgiver ønsker det, kan\nlønforholdet aftales under parternes medvirken.\u003C\u002Fp>\n\n\u003Cp>Elever, der ved uddannelsesaftalens start er fyldt 25 år, og som indgår i\net særligt tilrettelagt voksenforløb, jf. uddannelsesbekendtgørelserne,\naflønnes efter prin-cipperne i overenskomstens § 4.\u003C\u002Fp>\n\n\u003Ch3>6.Sygdom, graviditet og barsel\u003C\u002Fh3>\n\n\u003Cp>Der henvises til gældende lovgivning samt overenskomstens § 10.\u003C\u002Fp>\n\n\u003Ch3>7.Ferie efter afsluttet uddannelse\u003C\u002Fh3>\n\n\u003Cp>Elever er omfattet af ferielovens regler.\u003C\u002Fp>\n\n\u003Cp>Forbliver elever i virksomheden efter afsluttet uddannelse, ydes der ferie\nmed den aktuelle løn.\u003C\u002Fp>\n\n\u003Ch3>8.Arbejdsskader\u003C\u002Fh3>\n\n\u003Cp>Elever er omfattet af virksomhedens arbejdsskadeforsikring under hele\nuddan¬nelsesperioden, både den praktiske og den teoretiske del.\u003C\u002Fp>\n\n\u003Ch3>9.Arbejdstid\u003C\u002Fh3>\n\n\u003Cp>Arbejdstiden for elever under 18 år reguleres af arbejdsmiljøloven og\nBeskæfti¬gelsesministeriets bekendtgørelse herom.\u003C\u002Fp>\n\n\u003Cp>Elever under 18 år må ikke beskæftiges mere end i alt 8 timer pr. dag, og\nden normale ugentlige arbejdstid for elever må ikke overstige den sædvanlige\nar-bejdstid for voksne, der er beskæftiget i samme fag.\u003C\u002Fp>\n\n\u003Cp>Elever kan undtagelsesvis arbejde i tidsrum, der ligger uden for fagets\nnormale arbejdstid, dog således at arbejde uden for normal arbejdstid ikke\noverstiger det omfang, der er normalt for faget og inden for den pågældende\nbranche.\u003C\u002Fp>\n\n\u003Cp>Vurderingen skal ske eksklusiv ansatte på funktionsløn.\u003C\u002Fp>\n\n\u003Cp>Ved deltagelse i dag- og ugekurser i henhold til de pågældende\nuddannelsesbe-kendtgørelser, ydes der arbejdsfrihed i hele den eller de\npågældende dage\u002Fuger.\u003C\u002Fp>\n\n\u003Ch3>10.Befordring\u003C\u002Fh3>\n\n\u003Cp>Eleven har ret til at få dækket befordringsudgifter i forbindelse med\nskoleophold, når den samlede vejlængde er mindst 20 km pr. dag.\u003C\u002Fp>\n\n\u003Cp>Elever skal i videst muligt omfang benytte offentlig transport. Ved\noffentlig befordring ydes godtgørelse for faktiske afholdte udgifter.\nBefordringen skal foretages på den billigste og mest hensigtsmæssige\nmåde.\u003C\u002Fp>\n\n\u003Cp>Hvis det medfører urimeligt store ulemper for eleven at benytte offentlig\ntrans-port, kan eget befordringsmiddel bruges. Anvendes eget befordringsmiddel,\nydes befordringsgodtgørelse pr. kørt km efter Ministeriet for Børn og\nUndervisnings regler, når den samlede skolevej er 20 km eller derover.\u003C\u002Fp>\n\n\u003Cp>Efter ovennævnte regler ydes der til indkvarterede elever\nbefordringstilskud for rejse mellem bopæl og indkvarteringssted. Dette gælder\nogså for rejser i forbin¬delse med weekend, 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 arbejdspladsen,\nog rejselængden ikke overstiger 20 km.\u003C\u002Fp>\n\n\u003Cp>I øvrigt gælder regler fastsat af Arbejdsgiverens Elevrefusion i henhold\ntil den til enhver tid gældende bekendtgørelse.\u003C\u002Fp>\n\n\u003Ch3>11.Refusion af udgifter i forbindelse med skoleforløb\u003C\u002Fh3>\n\n\u003Cp>Virksomheden refunderer eleven udgifter til undervisningsmateriale for op\ntil 800,00 kr. for det samlede uddannelsesforløb. Derudover refunderer\nvirksomhe¬den udgifter i forbindelse med fagprøven.\u003C\u002Fp>\n\n\u003Cp>Tilmelder virksomheden eleven en bestemt skole efter reglerne om frit\nskolevalg efter erhvervsuddannelseslovens regler, skal elevens udgifter hertil\nafholdes af virksomheden.\u003C\u002Fp>\n\n\u003Cp>Ved elevers ophold på handelskostskole betaler virksomheden de af skolen\nopkrævede udgifter til kost og logi fastsat i den til enhver tid gældende\nbekendt-gørelse.\u003C\u002Fp>\n\n\u003Ch3>12.Praktik i udlandet\u003C\u002Fh3>\n\n\u003Cp>Ved udstationering i udlandet som led i uddannelsen og anført i\nuddannelsesaf-talen eller tillæg hertil er den danske virksomhed\nuddannelsesansvarlig.\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\nudstationering.\u003C\u002Fp>\n\n\u003Ch3>13.Selvvalgt uddannelse\u003C\u002Fh3>\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 om støtte fra\nKontor- og Lagerområdets Kompetenceudviklingsfond. Støtten ydes til\ndeltagelse i fritids¬uddannelse i samme omfang og på samme vilkår som\nøvrige medarbejdere under overenskomsten. Elever betragtes ikke som opsagt,\nselv om uddannelsesaftalen er tidsbegrænset.\u003C\u002Fp>\n\n\u003Ch3>14.Oplærings- og uddannelsesansvarlige\u003C\u002Fh3>\n\n\u003Cp>Den uddannelsesansvarlige har ansvaret for, at den praktiske del af\nuddannelses¬forholdet forløber som fastsat i uddannelsesbekendtgørelserne.\nDen uddannel¬sesansvarlige kan udpege en eller flere oplæringsansvarlige, der\nskal være fagligt og personligt kvalificeret til at påtage sig arbejdet med\nat oplære elever. Den uddannelsesansvarlige har ligeledes ansvaret for i\nsamarbejde med elev og skole, at fagprøve gennemføres i henhold til\nuddannelsesbekendtgørelsen.\u003C\u002Fp>\n\n\u003Cp>Der skal i den praktiske uddannelsestid være knyttet en eller flere\nfaglærte perso¬ner eller personer med tilsvarende kvalifikationer til eleven\nsom oplæringsan¬svarlige. Den oplæringsansvarlige medvirker til, at eleven\noplæres efter prakti¬kreglerne og elevens uddannelsesplan.\u003C\u002Fp>\n\n\u003Cp>Det anbefales, at den oplæringsansvarlige har de nødvendige\nkvalifikationer til at forestå oplæring af elever. Disse kan om nødvendigt\ntilegnes gennem deltagelse i det af parterne udviklede coaching kursus eller\nlignende.\u003C\u002Fp>\n\n\u003Ch3>15.uoverensstemmelser\u003C\u002Fh3>\n\n\u003Cp>Uoverensstemmelser mellem eleven og virksomheden søges forligt ved\nforhand-ling under medvirken af overenskomstparterne inden eventuel\nindbringelse for Tvistighedsnævnet.\u003C\u002Fp>\n\n\u003Ch3>16.Anciennitet\u003C\u002Fh3>\n\n\u003Cp>Forbliver eleven i virksomheden efter afsluttet uddannelse, beregnes\nanciennite¬ten fra uddannelsens start.\u003C\u002Fp>\n\n\u003Ch3>17.I øvrigt\u003C\u002Fh3>\n\n\u003Cp>I øvrigt henvises til uddannelsesbekendtgørelser og overenskomstens\nøvrige bestemmelser.\u003C\u002Fp>\n\n\u003Ch2>§ 8 MIDLERTIDIGE ASSISTANCER OG VIKARER\u003C\u002Fh2>\n\n\u003Cp>Midlertidige assistancer og vikarer, der antages for en periode på ikke\nover 1 må-ned, jf. funktionærlovens § 2, stk. 4, aflønnes i henhold til §\n4.\u003C\u002Fp>\n\n\u003Cp>Timelønnen findes ved at dividere månedslønnen med 160,33.\u003C\u002Fp>\n\n\u003Cp>Såfremt andet ikke er aftalt i forvejen, ydes betaling for mindst 4 timer\ndaglig.\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\u003Ch2>§ 9 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.\u003C\u002Fp>\n\n\u003Cp>Fra virksomhedsside:\u003C\u002Fp>\n\n\u003Cp>Efter 3 måneders uafbrudt beskæftigelse: 1 måned til udgangen af en\nmåned. 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.rådgivning ved afskedigelse\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\u003Cp>Ved større afskedigelsesrunder kan såvel virksomheden som HK\u002FPrivat og HK\nHANDEL gennem Dansk Erhverv Arbejdsgiver tage kontakt til modparten med henblik\npå at aftale, at vejledningen for medlemmer af disse organisationer, under\nsamme betingelser, i stedet kan foregå på virksomheden.\u003C\u002Fp>\n\n\u003Ch2>§ 10 FRAVÆR VED SYGDOM OG BARSEL\u003C\u002Fh2>\n\n\u003Ch3>1.Sygdom\u003C\u002Fh3>\n\n\u003Cp>A.Sygdom skal meddeles virksomheden hurtigst muligt.\u003C\u002Fp>\n\n\u003Cp>B.Virksomheden kan forlange dokumentation.\u003C\u002Fp>\n\n\u003Cp>Parterne anbefaler, at der ved fravær på grund af sygdom anvendes en\nsyge-meldingsblanket (”tro og loveerklæring”), som er godkendt af\nparterne.\u003C\u002Fp>\n\n\u003Cp>c. Lægeattest kan først kræves udstedt ved sygdom af over 3 dages\nvarighed. Endvidere kan lægeattest kræves ved hyppigt, kortvarigt fravær på\n1 eller 2 dage. I henhold til gældende lov betaler virksomheden\nlægeattesten.\u003C\u002Fp>\n\n\u003Ch3>2.barnets 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, hjemmeboende barn\u002Fbørn under 14 år.\u003C\u002Fp>\n\n\u003Cp>B.Frihed gives kun til den ene af barnets forældre, og kun indtil anden\npas-ningsmulighed etableres, og kan højst omfatte barnets første sygedag.\nVirk-somheden kan kræve dokumentation - fx i form af en tro og\nloveerklæring.\u003C\u002Fp>\n\n\u003Ch3>3.børns sygdom\u002Fhospitalsindlæggelse\u003C\u002Fh3>\n\n\u003Cp>A.Til medarbejdere, der har været beskæftiget i virksomheden uafbrudt i 6\nmåneder, 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, som løn under sygdom.\u003C\u002Fp>\n\n\u003Cp>E.Såfremt medarbejderen er dagpengeberettiget, indtræder virksomheden i\ndenne ret.\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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\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 (barselsor-lov).\u003C\u002Fp>\n\n\u003Cp>Til adoptanter, der på modtagelsestidspunktet har 9 måneders\nancienni¬tet, betales løn fra 4 uger før modtagelsen af barnet og indtil 14\nuger efter modtagelsen, i det omfang der i henhold til barselslovens § 8 er\nret til fravær i perioden.\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\n”fædreorlov”.\u003C\u002Fp>\n\n\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>\u003C\u002Fdiv>\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 11 uger svarer til den løn, den pågældende ville have\noppe-båret i perioden, dog maks. 140 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\nbarselloven § 15.\u003C\u002Fp>\n\n\u003Cp>Hver af forældrenes orlov kan maksimalt deles i 2 perioder, medmindre andet\naftales.\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. 145,00 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\nsin orlov med løn. Der sker hermed ingen ændring af varslingsreglerne i\nbarselloven § 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>\u003C\u002Fp>\n\n\u003Cp>E.Det præciseres, at såfremt dagpengesatsen nedsættes, reguleres den\nudbetal-te løn tilsvarende.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable class=\"MsoTableGrid\" style=\"width:632.75pt;border-collapse:collapse;border:none;  margin-left:7.5pt;margin-right:7.5pt\" width=\"1266\" cellspacing=\"0\" cellpadding=\"0\" border=\"1\" align=\"left\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd style=\"width:316.45pt;border:solid windowtext 1.0pt;   padding:0cm 5.4pt 0cm 5.4pt\" width=\"633\" valign=\"top\">\u003Cp class=\"MsoNormal\" style=\"margin-top:0cm;margin-right:0cm;margin-bottom:0cm;   margin-left:17.0pt;margin-bottom:.0001pt;line-height:normal\">\u003Cspan class=\"Bodytext275pt\">\u003Cspan style=\"font-size:10.0pt;font-family:"Calibri",sans-serif\" lang=\"DA\">Orlovsperioder:\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-top:0cm;margin-right:0cm;margin-bottom:0cm;   margin-left:17.0pt;margin-bottom:.0001pt;line-height:normal\">\u003Cspan class=\"Bodytext2\">\u003Cspan style=\"font-size:10.0pt;font-family:"Calibri",sans-serif\" lang=\"DA\">Graviditetsorlov\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-top:0cm;margin-right:0cm;margin-bottom:0cm;   margin-left:17.0pt;margin-bottom:.0001pt;line-height:normal\">\u003Cspan class=\"Bodytext2\">\u003Cspan style=\"font-size:10.0pt;font-family:"Calibri",sans-serif\" lang=\"DA\">Barselsorlov\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-top:0cm;margin-right:0cm;margin-bottom:0cm;   margin-left:17.0pt;margin-bottom:.0001pt;line-height:normal\">\u003Cspan class=\"Bodytext2\">\u003Cspan style=\"font-size:10.0pt;font-family:"Calibri",sans-serif\" lang=\"DA\">Fædreorlov\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan class=\"Bodytext2\">\u003Cspan style=\"font-size:10.0pt;   font-family:"Calibri",sans-serif\" lang=\"DA\">Forældreorlov\n        senest uge 52\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"width:316.3pt;border:solid windowtext 1.0pt;   border-left:none;padding:0cm 5.4pt 0cm 5.4pt\" width=\"633\" valign=\"top\">\u003Cp class=\"MsoNormal\" style=\"margin-top:0cm;margin-right:0cm;margin-bottom:0cm;   margin-left:11.0pt;margin-bottom:.0001pt;line-height:normal\">\u003Cspan class=\"Bodytext275pt\">\u003Cspan style=\"font-size:10.0pt;font-family:"Calibri",sans-serif\" lang=\"DA\">Lønforpligtelse:\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-top:0cm;margin-right:0cm;margin-bottom:0cm;   margin-left:11.0pt;margin-bottom:.0001pt;line-height:normal\">\u003Cspan class=\"Bodytext2\">\u003Cspan style=\"font-size:10.0pt;font-family:"Calibri",sans-serif\" lang=\"DA\">4\n        uger med fuld løn 14 uger med fuld løn 2 uger med fuld\n        løn\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan class=\"Bodytext2\">\u003Cspan style=\"font-size:10.0pt;   font-family:"Calibri",sans-serif\" lang=\"DA\">11\n        uger med fuld løn, dog maks. 140,00 kr. pr. time. Af disse 11 uger har\n        hver af foræl­drene ret til betaling i 4 uger.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:10.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd style=\"width:316.45pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 5.4pt 0cm 5.4pt\" width=\"633\" valign=\"top\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:10.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"width:316.3pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 5.4pt 0cm 5.4pt\" width=\"633\" valign=\"top\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan class=\"Bodytext2\">\u003Cspan style=\"font-size:10.0pt;   font-family:"Calibri",sans-serif\" lang=\"DA\">Holdes\n        orloven, der er reserveret til den enkelte forælder ikke, bortfalder\n        betalin­gen. Betalingen i de resterende 3 uger ydes til enten den ene\n        eller den anden forælder.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n\n\u003Ctable class=\"MsoTableGrid\" style=\"border-collapse:collapse;border:none\" cellspacing=\"0\" cellpadding=\"0\" border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd style=\"width:239.4pt;border:solid windowtext 1.0pt;   padding:0cm 5.4pt 0cm 5.4pt\" width=\"479\" valign=\"top\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan class=\"Bodytext275pt\">\u003Cspan style=\"font-size:10.0pt;font-family:   "Calibri",sans-serif;color:windowtext;font-style:normal\">Orlovsperioder:\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan class=\"Bodytext2\">\u003Cspan style=\"font-size:10.0pt;font-family:"Calibri",sans-serif;   color:windowtext\">Graviditetsorlov\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan class=\"Bodytext2\">\u003Cspan style=\"font-size:10.0pt;font-family:"Calibri",sans-serif;   color:windowtext\">Barselsorlov\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan class=\"Bodytext2\">\u003Cspan style=\"font-size:10.0pt;font-family:"Calibri",sans-serif;   color:windowtext\">Fædreorlov\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan class=\"Bodytext2\">\u003Cspan style=\"font-size:10.0pt;font-family:"Calibri",sans-serif;   color:windowtext\">Forældreorlov\n        senest uge 52\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"width:239.4pt;border:solid windowtext 1.0pt;   border-left:none;padding:0cm 5.4pt 0cm 5.4pt\" width=\"479\" valign=\"top\">\u003Cp class=\"MsoNormal\" style=\"margin-top:0cm;margin-right:0cm;margin-bottom:0cm;   margin-left:11.0pt;margin-bottom:.0001pt;line-height:normal\">\u003Cspan class=\"Bodytext275pt\">\u003Cspan style=\"font-size:10.0pt;font-family:"Calibri",sans-serif;   font-style:normal\" lang=\"DA\">Lønforpligtelse:\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-top:0cm;margin-right:0cm;margin-bottom:0cm;   margin-left:11.0pt;margin-bottom:.0001pt;line-height:normal\">\u003Cspan class=\"Bodytext2\">\u003Cspan style=\"font-size:10.0pt;font-family:"Calibri",sans-serif\" lang=\"DA\">4\n        uger med fuld løn 14 uger med fuld løn 2 uger med fuld\n        løn\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan class=\"Bodytext2\">\u003Cspan style=\"font-size:10.0pt;   font-family:"Calibri",sans-serif\" lang=\"DA\">13\n        uger med fuld løn, dog maks. 145,00 kr. pr. time. Af disse 13 uger har\n        hver af foræl­drene ret til betaling i 5 uger.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd style=\"width:239.4pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 5.4pt 0cm 5.4pt\" width=\"479\" valign=\"top\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:10.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"width:239.4pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 5.4pt 0cm 5.4pt\" width=\"479\" valign=\"top\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan class=\"Bodytext2\">\u003Cspan style=\"font-size:10.0pt;   font-family:"Calibri",sans-serif\" lang=\"DA\">Holdes\n        orloven, der er reserveret til den enkelte forælder ikke, bortfalder\n        betalin­gen. Betalingen i de resterende 3 uger ydes til enten den ene\n        eller den anden forælder.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>F.Under de 14 ugers barselsorlov indbetales et ekstra pensionsbidrag til\nmed-arbejdere med 9 måneders anciennitet på det forventede\nfødselstidspunkt.\u003C\u002Fp>\n\n\u003Cp>Det samlede pensionsbidrag udgør 1.680,00 kr. pr. md.\u003C\u002Fp>\n\n\u003Cp>Heraf udgør virksomhedens bidrag 1.120,00 kr. og medarbejderens bidrag\u003C\u002Fp>\n\n\u003Cp>560.0kr. pr. md.\u003C\u002Fp>\n\n\u003Cp>Pr. 1. juli 2014 udgør det samlede pensionsbidrag 2.040,00 kr. pr. md.\nHeraf udgør virksomhedens bidrag 1.360,00 kr. pr. md. og medarbejderens\nbidrag\u003C\u002Fp>\n\n\u003Cp>680.0kr. pr. md.\u003C\u002Fp>\n\n\u003Cp>Til deltidsansatte indbetales et forholdsmæssigt bidrag.\u003C\u002Fp>\n\n\u003Ch3>5.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>§ 11 FERIE\u003C\u002Fh2>\n\n\u003Cp>1.Ferieloven er gældende.\u003C\u002Fp>\n\n\u003Cp>2.Hvor der ikke holdes samlet ferielukning, skal virksomheden senest den 1.\napril indhente oplysninger om, på hvilket tidspunkt den enkelte medarbej¬der\nønsker hovedferien lagt fx ved fremlæggelse af ferielister.\u003C\u002Fp>\n\n\u003Cp>3.Med hensyn til mulighederne for at overføre ferie fra et ferieår til et\nandet, henvises til Aftale om ferie s. 50.\u003C\u002Fp>\n\n\u003Cp>4.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\u003Ch2>§ 12 FERIEFRIDAGE\u003C\u002Fh2>\n\n\u003Cp>1.Medarbejdere, der har været beskæftiget i virksomheden uafbrudt i 9\nmåne-der, er berettigede til 5 feriefridage.\u003C\u002Fp>\n\n\u003Cp>2.Feriefridagene omregnes til og afvikles som timer inden for ferieåret.\u003C\u002Fp>\n\n\u003Cp>3.Feriefridagene betales som ved sygdom.\u003C\u002Fp>\n\n\u003Cp>4.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>5.Holdes feriefridagene ikke inden ferieårets udløb, kan medarbejderen\ninden 3 uger rejse krav om kompensation svarende til løn under sygdom for hver\nferiefridag, der ikke er blevet afholdt. Kompensation udbetales senest sam-men\nmed lønnen for juni måned.\u003C\u002Fp>\n\n\u003Cp>6.Der betales ikke feriegodtgørelse og ferietillæg af løn under\nferiefridage eller kompensation herfor.\u003C\u002Fp>\n\n\u003Cp>7.Der kan uanset jobskifte ikke afholdes mere end 5 feriefridage i hvert\nferieår.\u003C\u002Fp>\n\n\u003Cp>8.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\u003Ch2>§ 13 REGLER FOR TILLIDSREPRÆSENTANTER\u003C\u002Fh2>\n\n\u003Ch3>1.generelle bemærkninger\u003C\u002Fh3>\n\n\u003Cp>Virksomhederne inden for overenskomstens område er forskellige, og de\nlokale krav til arbejdsindhold og samarbejdsformer er forskellige. Reglerne for\ntillidsre¬præsentanter er udformet, så de tager højde herfor.\u003C\u002Fp>\n\n\u003Cp>Det er vigtigt, at der er et godt og tillidsfuldt samarbejde imellem ledelse\nog med¬arbejdere, og tillidsrepræsentanten er en nøgleperson i dette\nsamarbejde.\u003C\u002Fp>\n\n\u003Cp>Tillidsrepræsentanterne har hidtil været de ansattes talerør, men i takt\nmed udviklingen i arbejdsopgaver og arbejdsformer er kravene til\ntillidsrepræsen-tanterne ændret, og tillidsrepræsentanterne vil i fremtiden\ni højere grad være dialog- og sparringspartner for virksomheden.\u003C\u002Fp>\n\n\u003Ch3>2.Hvor kan tillidsrepræsentanten vælges\u003C\u002Fh3>\n\n\u003Ch4>A.MINDST 6 ORGANISEREDE MEDARBEJDERE\u003C\u002Fh4>\n\n\u003Cp>I enhver virksomhed, der har kollektiv overenskomst, samt i særskilt\nbe-liggende afdelinger eller filialer, der enten selvstændigt eller sammen med\nhovedfirmaet er omfattet af kollektiv overenskomst, kan de organiserede\nmedarbejdere af deres midte vælge én til at være deres tillidsrepræsentant\nover for ledelsen.\u003C\u002Fp>\n\n\u003Ch4>B.INDTIL 5 ORGANISEREDE MEDARBEJDERE\u003C\u002Fh4>\n\n\u003Cp>I virksomheder, hvor der på hver enkelt arbejdsplads beskæftiges 5\norgani-serede medarbejdere eller derunder under overenskomstens område, kan\nder dog kun vælges tillidsrepræsentant, såfremt parterne er enige herom, og\ndenne aftale kan kun igen bortfalde, såfremt parterne er enige herom.\u003C\u002Fp>\n\n\u003Ch4>C.MINDST 20 ORGANISEREDE MEDARBEJDERE\u003C\u002Fh4>\n\n\u003Cp>I virksomheder, hvor der på hver enkelt arbejdsplads beskæftiges 20\norgani¬serede medarbejdere eller derover under overenskomstens område, kan\nder\u003C\u002Fp>\n\n\u003Cp>vælges 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, jf. stk. 3. Den stedfortrædende tillidsrepræsentant\ner under sit virke som fungerende tillidsrepræsentant omfattet af samme\nbeskyttel-sesregler, som er gældende for den ordinære\ntillidsrepræsentant.\u003C\u002Fp>\n\n\u003Ch4>D.MINDST 50 ORGANISEREDE MEDARBEJDERE\u003C\u002Fh4>\n\n\u003Cp>I virksomheder, hvor der på hver enkelt arbejdsplads beskæftiges mindst 50\nmedarbejdere, skal der, hvis en af parterne på virksomheden ønsker det,\nlo-kalt optages drøftelser om tillidsrepræsentantstrukturen. Kan der ikke\nopnås enighed, kan overenskomstparterne inddrages.\u003C\u002Fp>\n\n\u003Cp>Stk. 2, litra d, er gældende i overenskomstperioden og bortfalder uden\nyder-ligere varsel den 28. februar 2017.\u003C\u002Fp>\n\n\u003Ch3>3.Valget til tillidsrepræsentant\u003C\u002Fh3>\n\n\u003Cp>A.Tillidsrepræsentanten og eventuelt stedfortrædende tillidsrepræsentant,\nder kan være deltidsansat, såfremt særlige forhold taler derfor, vælges\nblandt de organiserede, anerkendt dygtige medarbejdere, der har været ansat\nmindst 1 år i den pågældende virksomhed. På virksomheder, hvor der ikke er\nmindst 5 medarbejdere med 1 års anciennitet, suppleres dette tal med de\norganise¬rede medarbejdere, der har arbejdet der længst. En elev eller\nungarbejder 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 den\npågæl-dende er beskæftiget.\u003C\u002Fp>\n\n\u003Cp>c. Beskyttelse af enhver tillidsrepræsentant indtræder, når valget er\nkommet til ledelsens kundskab. Valget er dog ikke gyldigt, før det er godkendt\naf forbundet og meddelt Dansk Erhverv 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 ledelsens side mod det foretagne valg skal være\nHK i hænde senest 14 dage efter modtagelsen af meddelelsen om valget.\u003C\u002Fp>\n\n\u003Cp>F.Parterne er enige om, at flest mulige stemmeberettigede bør deltage i\nvalg af tillidsrepræsentant.\u003C\u002Fp>\n\n\u003Cp>G.Ved sin godkendelse garanterer forbundet, at alle stemmeberettigede har\nværet sikret mulighed for at deltage i valget.\u003C\u002Fp>\n\n\u003Ch3>4.Tillidsrepræsentantens opgaver\u003C\u002Fh3>\n\n\u003Cp>A.Det er tillidsrepræsentantens pligt såvel over for sine kolleger og sin\norgani-sation som over for ledelsen at gøre sit bedste for at fremme og\nvedligeholde rolige og gode arbejdsforhold.\u003C\u002Fp>\n\n\u003Cp>B.Når en sag kun vedrører en enkelt eller enkelte medarbejderes personlige\nanliggender, bør disse løses direkte med ledelsen.\u003C\u002Fp>\n\n\u003Cp>I anliggender vedrørende løn- og arbejdsforhold kan\ntillidsrepræsentanten, når det ønskes, forelægge klager eller henstillinger\nfor ledelsen.\u003C\u002Fp>\n\n\u003Cp>Er tillidsrepræsentanten ikke tilfreds med ledelsens afgørelse, kan\ntillidsre-præsentanten anmode sin organisation om at tage sig af sagen, men\ndet er tillidsrepræsentantens og kollegernes pligt at fortsætte arbejdet\nuforstyrret, indtil anden bestemmelse træffes af organisationens ledelse.\u003C\u002Fp>\n\n\u003Cp>C.Udførelsen af tillidsrepræsentantens hverv skal ske på en sådan måde,\nat 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>D.Efter aftale med ledelsen skal der, i den udstrækning arbejdets art og\nomfang tillader det, gives tillidsrepræsentanten den nødvendige frihed til at\ndeltage i relevante kurser.\u003C\u002Fp>\n\n\u003Cp>E.Parterne anbefaler, at en nyvalgt tillidsrepræsentant, som ikke forud for\nvalget har gennemgået kursus for tillidsrepræsentanter, hurtigst muligt efter\nvalget gennemgår en sådan uddannelse.\u003C\u002Fp>\n\n\u003Cp>F.Tillidsrepræsentanten må ikke som følge af sit tillidshverv sættes i\nstå i sin lønudvikling.\u003C\u002Fp>\n\n\u003Ch3>5.vederlag til valgte tillidsrepræsentanter\u003C\u002Fh3>\n\n\u003Cp>A.Tillidsrepræsentanter valgt i henhold til stk. 3 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 mellem 50 og 99 personer vil\nmodtage 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 uddannelses- og samarbejdsfond for kontor- og\nlagerområdet, jf. aftale om uddannelses- og samarbejdsfond.\u003C\u002Fp>\n\n\u003Cp>HK\u002FPrivat - HK HANDEL forestår udbetalingen af vederlaget.\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 ledelsen lokaler til rådighed for\nklubbens mødevirksomhed.\u003C\u002Fp>\n\n\u003Ch3>7.Adgang til it og internet\u003C\u002Fh3>\n\n\u003Cp>Såfremt der er it og internetadgang på tillidsrepræsentantens virksomhed,\nskal tillidsrepræsentanten til udførelse af sit hverv have den nødvendige\nadgang hertil.\u003C\u002Fp>\n\n\u003Ch3>8.Afskedigelse af en 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>Organisationsmøde skal i så fald afholdes senest 7 kalenderdage efter\nunder¬retningens 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 har haft mulighed for at få afskedigelsen\nprøvet ved fagretlig behandling, medmindre der er lokal enighed herom. Det\nbør tilstræbes, at sagens fagretlige behandling fremmes mest muligt, således\nat afgørelsen foreligger inden opsigelsesperiodens udløb.\u003C\u002Fp>\n\n\u003Cp>D.Disse regler gælder dog ikke, dersom ledelsen foretager en berettiget\nbort-visning af tillidsrepræsentanten i medfør af funktionærlovens § 4.\u003C\u002Fp>\n\n\u003Cp>E.Fastholder ledelsen afskedigelsen af en tillidsrepræsentant, efter at\nafskedi-gelsen er kendt uberettiget ved den fagretlige behandling, er\nvirksomheden ud over lønnen i opsigelsesperioden pligtig at betale en\ngodtgørelse, hvis størrelse skal være afhængig af sagens omstændigheder.\nDenne godtgørelse 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\nstør¬relsen af tillidsrepræsentantens eventuelle godtgørelse afgøres\nendeligt 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 HK 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>§ 14 ARBEJDSMILJØ\u003C\u002Fh2>\n\n\u003Cp>I.Der henvises til bestemmelserne i lovgivningen om arbejdsmiljø.\u003C\u002Fp>\n\n\u003Cp>2.Parterne er enige om, at der ved tastearbejde med jævne intervaller skal\ngives passende tid til afslapning af belastede muskler.\u003C\u002Fp>\n\n\u003Cp>3.I virksomheder, hvor der ikke findes arbejdsmiljøorganisation, kan den i\nhenhold til § 13 valgte tillidsrepræsentant rette henstillinger eller rejse\nklager til virksomheden vedrørende arbejdsmiljøspørgsmål. Hvor der findes\narbejdsmiljøorganisation, skal henstillinger eller klager behandles af\nvirk¬somhedens arbejdsmiljøorganisation.\u003C\u002Fp>\n\n\u003Cp>Parterne er i øvrigt enige om, at sager vedrørende denne paragraf og\nar-bejdsmiljølovgivningen bør indbringes til behandling mellem parterne, hvis\nder ikke lokalt er opnået enighed.\u003C\u002Fp>\n\n\u003Cp>4.Efter aftale med ledelsen kan der, i den udstrækning arbejdets art og\nomfang tillader det, gives arbejdsmiljørepræsentanten den nødvendige frihed\ntil 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\nar-bejdsplads, skal arbejdsmiljørepræsentanten til udførelse af sit hverv\nhave den nødvendige adgang hertil.\u003C\u002Fp>\n\n\u003Ch2>§ 15 UDVIKLINGSFONDEN\u003C\u002Fh2>\n\n\u003Cp>Til DA\u002FLO-Udviklingsfonden indbetaler virksomheden 40 øre pr. præsteret\narbejdstime. Med virkning fra første lønningsperiode efter 1. januar 2015\nforhø-jes beløbet til 42 øre pr. præsteret arbejdstime. Beløbets\nopkrævning sker efter hovedorganisationernes bestemmelse.\u003C\u002Fp>\n\n\u003Cp>Fondens midler anvendes til:\u003C\u002Fp>\n\n\u003Cp>a)Effektivisering og videreudvikling af samarbejds- og\nkonfliktløsningssyste¬met på hovedorganisationsniveau inden for\nDA\u002FLO-området samt opfølg¬ning på især EU og globale udviklingstendenser,\nder udfordrer den danske model.\u003C\u002Fp>\n\n\u003Cp>b)Oplysnings- og uddannelsesformål, herunder for tillids- og\narbejdsmiljøre-præsentanter på DA\u002FLO-området.\u003C\u002Fp>\n\n\u003Ch2>§ 16 EFTERUDDANNELSE OG KOMPETENCE-uDvIKLING\u003C\u002Fh2>\n\n\u003Ch3>1.uddannelse og kompetenceudvikling\u003C\u002Fh3>\n\n\u003Cp>Med det formål at fremme virksomhedens samlede kompetencer og\nmedarbej-dernes 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,\ngen-nem opkvalificering og nye arbejdsorganiseringsformer samt gennem efter- og\nvidereuddannelsesaktiviteter.\u003C\u002Fp>\n\n\u003Cp>Både virksomhed og medarbejder opfordres til at tage et fælles ansvar for\nat fremme kompetenceudviklingen for derigennem at sikre en sammenhæng mellem\nvirksomhedens kompetencebehov og medarbejderens mulighed for at opfylde\nnutidige og fremtidige jobkrav.\u003C\u002Fp>\n\n\u003Ch3>2.Planlægning af kompetenceudvikling\u003C\u002Fh3>\n\n\u003Cp>Parterne anbefaler, at medarbejderudvikling planlægges i forbindelse med\nregel-mæssige 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 Uddannelses-\nog Samarbejdsfonden.\u003C\u002Fp>\n\n\u003Cp>Det anbefales ligeledes, at der ved planlægningen af kompetenceudviklingen\ntages udgangspunkt i medarbejderens jobmæssige situation, alder og\nancienni-tet, og det anbefales, at der opstilles personlige udviklingsmål for\nden 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>Rammer og principper for en systematisk uddannelsesplanlægning og\nkompe-tenceudvikling kan drøftes på en eller flere af følgende måder:\u003C\u002Fp>\n\n\u003Cp>•mellem den enkelte medarbejder og virksomheden\u003C\u002Fp>\n\n\u003Cp>•i samarbejde med en uddannelseskontaktperson udpeget blandt\nmedarbej-derne\u003C\u002Fp>\n\n\u003Cp>•i et paritetisk sammensat uddannelsesudvalg\u003C\u002Fp>\n\n\u003Cp>•i samarbejdsudvalget\u003C\u002Fp>\n\n\u003Ch3>3.Betaling til kompetenceudviklingsfond\u003C\u002Fh3>\n\n\u003Cp>Virksomheden betaler et beløb svarende til 820,00 kr. pr. år pr.\nfuldtidsansat medarbejder omfattet af overenskomsten, efter nærmere\nretningslinjer i Aftale om kompetenceudviklingsfond, s. 72. For deltidsansatte\nreduceres beløbet for-holdsmæssigt.\u003C\u002Fp>\n\n\u003Ch3>4.Branche- eller virksomhedsrelevant efter- og videreuddannelse\u003C\u002Fh3>\n\n\u003Cp>Deltager medarbejderen i branche- eller virksomhedsrelevant efter- og\nvidere-uddannelse, har medarbejderen under fornødent hensyn til virksomhedens\ntarv ret til op til 2 ugers frihed pr. år uden løn, når medarbejderen har\nværet uafbrudt beskæftiget i virksomheden i mindst 6 måneder. I sådanne\nuddannelsesaktivi¬teter kan indgå op til én uges virksomhedsinterne\naktiviteter og anden form for systematisk kompetenceudvikling, der kan\nsidestilles med ekstern uddannelse. Virksomhedsinterne kurser, hvor der ikke er\nmødepligt, anses ikke for arbejds¬tid.\u003C\u002Fp>\n\n\u003Cp>Har medarbejderen været uafbrudt beskæftiget i samme virksomhed i 1 år,\nafhol¬der virksomheden kursusafgifter, transport og eventuelt løntab i det\nomfang, det offentlige ikke dækker udgifterne til relevante efter- og\nvidereuddannelseskurser, der er anerkendt af parterne.\u003C\u002Fp>\n\n\u003Cp>Deltager en medarbejder i anerkendt efteruddannelse med\nløntabsgodtgørel¬se uden for normal arbejdstid, medregnes uddannelsestiden\nsom arbejdstid, såfremt uddannelsen på forhånd er aftalt med\nvirksomheden.\u003C\u002Fp>\n\n\u003Cp>Deltager medarbejderen i sin fritid i efter- og videreuddannelseskurser,\nbetaler 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 forbe-redelse og gennemførelse sker i arbejdstiden eller\nfritiden.\u003C\u002Fp>\n\n\u003Cp>Parterne anbefaler, at der gives medarbejderne passende frihed til\ndeltagelse i sådanne kurser.\u003C\u002Fp>\n\n\u003Ch3>5.Selvvalgt uddannelse\u003C\u002Fh3>\n\n\u003Cp>Den enkelte medarbejder har efter 9 måneders beskæftigelse ret til 2 uges\nfrihed om året - placeret under fornødent hensyn til virksomhedens forhold -\ntil efter- eller videreuddannelse, der er relevant for beskæftigelse under\nkontor- og lageroverenskomstens dækningsområde, forudsat der er meddelt\ntilsagn om tilskud til uddannelsen, eller for virksomheden. Pr. 1. maj 2014\nændres ancienni¬tetskravet fra 9 måneder til 6 måneder.\u003C\u002Fp>\n\n\u003Cp>Note: Der henvises i øvrigt til Aftale om fravigelse af Aftale om\nkompetenceud-viklingsfond s. 76, hvor der i overenskomstperioden 1. marts 2014\ntil og med den 28. februar 2017 bl.a. er aftalt fravigelse fra 9 måneders\nanciennitetskravet.\u003C\u002Fp>\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, og som har mindst 6 måneders anciennitet i\nvirksomheden, ret til yderligere 1 uges frihed i opsigelsesperioden med tilskud\nefter reglerne i 1. afsnit. Under samme betingelser har medarbejderen endvidere\nret til at benytte ikke-forbrugt frihed med støtte fra Kontor- og\nLagerområdets Kompetenceudvik¬lingsfond i op til 2 uger.\u003C\u002Fp>\n\n\u003Cp>Medarbejderen har ret til at opspare retten til frihed ved selvvalgt\nuddannelse i op til 3 år. De ældste uger forbruges først. Det gælder dog\nikke, hvis medar-bejderen er i opsagt stilling, medmindre virksomheden og\nmedarbejderen 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\nkompetencefonds-midlerne, jf. pkt. 5 i Aftale om kompetenceudviklingsfond, s.\n72.\u003C\u002Fp>\n\n\u003Cp>Opsparingen af retten til selvvalgt uddannelse videreføres ikke til andet\nansæt-telsesforhold.\u003C\u002Fp>\n\n\u003Cp>Medarbejdere kan søge Kontor- og Lagerområdets Kompetenceudviklingsfond om\nstøtte til uddannelse. Der kan ikke ydes støtte til uddannelse, såfremt\nmedar¬bejderen helt eller delvist modtager løn.\u003C\u002Fp>\n\n\u003Cp>Virksomheder, som har uddannelsesudvalg og mindst 80 ansatte, kan etablere\nen udviklingsfond i virksomheden efter de nærmere retningslinjer i Aftale om\nkompetenceudviklingsfond, side 72.\u003C\u002Fp>\n\n\u003Cp>6.Realkompetenceudvikling\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om, i regi af uddannelses- og samarbejdsfonden, at fremme\nrealkompetencevurdering, herunder også vurdering af, hvordan\nvirksomheds¬intern uddannelsesindsats kan bedømmes og sidestilles med ekstern\nuddannelse.\u003C\u002Fp>\n\n\u003Ch2>§ 17 AFGØRELSE AF TVISTIGHEDER\u003C\u002Fh2>\n\n\u003Cp>Hvis en uoverensstemmelse af faglig art eller vedrørende lovgivning om\nansæt-telses- og arbejdsforhold m.v. ikke er løst lokalt på den enkelte\nvirksomhed, kan overensstemmelsen forhandles under medvirken af parterne efter\nnedenstående regler, såfremt der ikke i overenskomsten, i Hovedaftalen eller\nandetsteds 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>1.Organisationsmøde\u003C\u002Fh3>\n\n\u003Cp>Såfremt uoverensstemmelsen ikke kan løses på grundlag af foreliggende\nop-lysninger m.v., kan hver af parterne anmode om afholdelse af et\norganisations-møde. Tid og sted herfor skal være aftalt hurtigst muligt og\nsenest 14 dage efter modtagelse af begæring herom, idet mødet skal finde sted\nsenest 4 uger efter aftaletidspunktet, medmindre ferie eller særlige forhold\ngør sig gældende.\u003C\u002Fp>\n\n\u003Cp>Organisationsmødet afholdes på virksomheden, medmindre andet aftales.\u003C\u002Fp>\n\n\u003Cp>Normalt udfærdiges der referat af organisationsmødet.\u003C\u002Fp>\n\n\u003Ch3>2.Faglig voldgift\u003C\u002Fh3>\n\n\u003Cp>Opnås der ikke ved mæglingsmødet\u002Forganisationsmødet en løsning af\nuoverens¬stemmelsen, og sagen angår forståelsen af overenskomsten eller en\naf parterne indgået aftale, kan hver af parterne begære sagen afgjort ved en\nfaglig voldgift.\u003C\u002Fp>\n\n\u003Cp>I forbindelse med fremsendelse af klageskrift fremsender parten ligeledes\nforslag til valg af opmand.\u003C\u002Fp>\n\n\u003Cp>Svarskrift skal være modparten i hænde senest 8 uger efter modtagelsen af\nklageskriftet. Senest samtidig med afgivelse af svarskrift, skal parterne opnå\nenighed om forslag til opmand, som herefter begæres udpeget af Arbejdsretten.\nKan parterne ikke opnå enighed herom, anmodes Arbejdsretten om at udpege en\nopmand.\u003C\u002Fp>\n\n\u003Cp>Berammelse af mødet til afholdelsen af den faglige voldgift aftales\nherefter med opmanden. Frister for den yderligere skriftveksling aftales af\nparterne, eventuelt med opmanden.\u003C\u002Fp>\n\n\u003Cp>Bevisførelsen skal være endeligt afsluttet senest 2 dage før voldgiftens\nafholdelse, herunder skal parterne senest 8 dage før voldgiftens afholdelse\ngive modparten besked om, hvem der skal afgive forklaringer.\u003C\u002Fp>\n\n\u003Cp>Der er enighed om, at tidsfristerne kan fraviges efter aftale.\u003C\u002Fp>\n\n\u003Ch3>3.Afskedigelsesnævnet\u003C\u002Fh3>\n\n\u003Cp>Tidsfrister for anlæggelse af sager i henhold til Hovedaftalens § 4, stk.\n3, for Afskedigelsesnævnet, kan fraviges efter aftale mellem\norganisationerne.\u003C\u002Fp>\n\n\u003Cp>Den organisation, der finder sagen egnet til prøvelse for\nAfskedigelsesnævnet, kan, efter aftale med den anden organisation, indbringe\nsagen ved Afskedigel¬sesnævnet, uanset at fristen for sagens behandling ved\nnævnet er overskredet. Tilsvarende aftaler kan indgås om senere\nprocesskrifter i sagen.\u003C\u002Fp>\n\n\u003Ch3>4.Generelle spørgsmål\u003C\u002Fh3>\n\n\u003Cp>Dansk Erhverv Arbejdsgiver og HK kan i spørgsmål af generel karakter om\nforståelsen af overenskomsten anmode om, at der afholdes møde på Dansk\nEr-hverv Arbejdsgivers kontor til drøftelse heraf. Et sådant\nhovedudvalgsmøde skal normalt være afholdt senest 4 uger efter begæring\nherom.\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>5.gyldighedsperiode\u003C\u002Fh3>\n\n\u003Cp>Nærværende regler kan af hver af parterne opsiges med 3 måneders\nvarsel.\u003C\u002Fp>\n\n\u003Ch2>§ 18 OPRETTELSE AF OVERENSKOMST\u003C\u002Fh2>\n\n\u003Ch3>1. Betingelser\u003C\u002Fh3>\n\n\u003Cp>A.HK kan kun slutte overenskomst med medlemmer af Dansk Erhverv\nAr-bejdsgiver gennem Dansk Erhverv Arbejdsgiver.\u003C\u002Fp>\n\n\u003Cp>B.Det er en betingelse, at HK på tidspunktet for kravets fremsættelse som\nmedlemmer har mindst 50 pct. af de beskæftigede inden for det område,\noverenskomsten 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, og såfremt det i øvrigt i det konkrete tilfælde findes\nrimeligt, at en overens¬komst indgås.\u003C\u002Fp>\n\n\u003Cp>C.Et overenskomstkrav kan fremsættes over for enkelte dele af kontor eller\nlager, såfremt de som følge af væsentlig geografisk adskillelse eller\nvæsentlig adskillelse med hensyn til arbejdsvilkår kan betragtes som\nselvstændige afdelinger.\u003C\u002Fp>\n\n\u003Cp>D.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>E.Selv om foranstående vilkår for oprettelse af overenskomst ikke er\nopfyldt, er HK forhandlingsberettiget for sine medlemmer over for virksomheder,\nder disponerer i strid med væsentlige principper i overenskomsten eller andre\nlignende uoverensstemmelser, fx ved at aflønne under denne over-enskomst, samt\nhvor der foreligger problemer vedrørende lovgivning om ansættelses- og\narbejdsforhold. Forhandlingerne kan, hvis en af parterne ønsker det, føres\nvidere til forhandling under parternes medvirken.\u003C\u002Fp>\n\n\u003Cp>Fra den 1. maj 2012 kan de på virksomheden beskæftigede medlemmer af HK\nendvidere ved afgivelse af fuldmagt bemyndige en kollega (talsrepræsentant)\ntil på medlemmernes vegne at kræve en forhandling med virksomheden om de i 1.\nafsnit nævnte forhold. Talsrepræsentanten skal være medlem af HK og have\nmodtaget fuldmagt fra over halvdelen af medlemmerne inden for over¬enskomstens\ndækningsområde i den relevante virksomhed, jf. overenskom¬stens § 18. Hvis\ntalsrepræsentanten opsiges af virksomheden, kan forbundet kræve en\nforhandling, der skal finde sted senest 7 dage efter begæringens modtagelse\nhos Dansk Erhverv Arbejdsgiver, medmindre andet aftales.\u003C\u002Fp>\n\n\u003Ch3>2. Fremgangsmåde\u003C\u002Fh3>\n\n\u003Cp>A.Ved fremsættelse af krav om overenskomst skal HK over for Dansk Erhverv\nArbejdsgiver oplyse, hvor mange ud af det samlede antal ansatte inden for det\nområde kravet vedrører, der er medlem af HK. Dansk Erhverv Arbejdsgi¬ver\nskal senest 4 uger, efter at krav om overenskomst er modtaget, meddele HK,\nhvorvidt 50 pct-kravet på det foreliggende grundlag kan anerkendes.\u003C\u002Fp>\n\n\u003Cp>Der er enighed om, at tidsfristen kan fraviges efter aftale.\u003C\u002Fp>\n\n\u003Cp>B.Er der uenighed om antallet af medarbejdere, der skal indgå i beregningen\naf, om 50 pct.-kravet er opfyldt, skal HK og virksomheden over for Dansk\nErhverv Arbejdsgiver nærmere angive, hvilke medarbejdere man anser som\nhørende under overenskomstens område.\u003C\u002Fp>\n\n\u003Cp>C.Er der herefter fortsat uenighed om, hvorvidt HK opfylder betingelserne\nfor oprettelse af overenskomst, kan HK fremsætte krav om forhandling parterne\nimellem. Tidspunktet for forhandlingen skal være aftalt inden 14 dage efter\ndette kravs fremsættelse.\u003C\u002Fp>\n\n\u003Cp>Opnås der ikke enighed ved denne forhandling, kan spørgsmålet afgøres\nved faglig voldgift.\u003C\u002Fp>\n\n\u003Cp>D.Dokumenterer HK, at betingelserne for oprettelse af overenskomst er\nopfyldt, træder overenskomsten i kraft den førstkommende 1. i en måned,\nsåfremt kravet er fremsat senest den 15. i en måned. Er overenskomstkravet\nfremsat efter den 15. i en måned, træder overenskomsten i kraft den 1. i den\nnæstfølgende måned.\u003C\u002Fp>\n\n\u003Cp>E.I tilfælde, hvor der træffes aftale om særbestemmelser i henhold til §\n19, stk. 1, litra b, skal der samtidig træffes aftale om overenskomstens\nikrafttræ-delsestidspunkt.\u003C\u002Fp>\n\n\u003Ch2>§ 19 FUNKTIONÆROVERENSKOMSTENS OMRÅDE\u003C\u002Fh2>\n\n\u003Ch3>1.Funktionæroverenskomst eller særoverenskomst\u003C\u002Fh3>\n\n\u003Cp>A.Såfremt HK opfylder vilkårene i § 18 for at kunne rejse krav om\noverens-komst, træder overenskomsten i kraft, medmindre den overenskomst\npågæl¬dende virksomhed udøves i henhold til en af offentlig myndighed\nudfærdiget koncession eller under forhold, der kan sidestilles hermed.\u003C\u002Fp>\n\n\u003Cp>B.Parterne kan rejse krav om særbestemmelser, hvis der i en virksomhed\u003C\u002Fp>\n\n\u003Cp>er tale om arbejdsforhold eller arbejdsfunktioner, der ikke er dækket af\nover¬enskomstens bestemmelser.\u003C\u002Fp>\n\n\u003Ch3>2.Omskrivning af overenskomster til Funktionæroverenskomsten\u003C\u002Fh3>\n\n\u003Cp>A. En overenskomst mellem HK og en virksomhed, der indmelder sig i Dansk\nErhverv Arbejdsgiver, erstattes fra overenskomstens udløbstid af nærvæ-rende\noverenskomst, medmindre betingelserne i stk. 1, litra b, for krav om\nsærbestemmelser er opfyldt. \u003C\u002Fp>\n\n\u003Ch3>3.Overenskomstens virkeområde\u003C\u002Fh3>\n\n\u003Cp>A.De i nærværende overenskomst fastsatte vilkår gælder for samtlige\nmedar-bejdere, herunder bachelorer inden for det arbejdsområde, overenskomsten\ni øvrigt omfatter.\u003C\u002Fp>\n\n\u003Cp>B.Medarbejdere, der udfører DTP-arbejde, er omfattet af overenskomsten.\u003C\u002Fp>\n\n\u003Cp>Medarbejdere, som udfører DTP-arbejde på reklamebureauer og forlag, og som\ner omfattet af den mellem Dansk Erhverv Arbejdsgiver og HK\u002FPrivat indgåede\noverenskomst for reklamebureauer og forlag, er ikke omfattet af nærværende\noverenskomst.\u003C\u002Fp>\n\n\u003Cp>C.Funktionærer, der indtager ledende stillinger, eller hvis dispositionsret\ni ud-strakt grad forpligter virksomheden, eller hvis hverv, fordi det har en\nsærlig fortrolig karakter, gør dem til virksomhedens tillidsmænd, falder dog\nuden for overenskomstens område.\u003C\u002Fp>\n\n\u003Ch2>§ 20 OVERENSKOMSTENS VARIGHED\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end\">\u003Cp>Overenskomsten kan tidligst opsiges til ophør den 1. marts 2017.\nOpsigelsesfristen er 3 måneder, medmindre andet er aftalt mellem parterne.\nKøbenhavn, marts 2014\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Dansk Erhverv ArbejdsgiverHK\u002FPrivat\u003C\u002Fp>\n\n\u003Cp>HK HANDEL\u003C\u002Fp>\n\n\u003Cp>Simon Tøgern Per Tønnesen\u003C\u002Fp>\n\n\u003Ch2>ANSÆTTELSESBEVISER\u003C\u002Fh2>\n\n\u003Ch3>Aftale om ansættelsesbeviser\u003C\u002Fh3>\n\n\u003Cp>1.Der henvises til den til enhver tid gældende lov om arbejdsgiverens pligt\ntil at underrette lønmodtageren om vilkårene for ansættelsesforholdet\n(ansæt- telsesbevisloven).\u003C\u002Fp>\n\n\u003Cp>Parterne har i medfør af ansættelsesbevislovens § 1, stk. 3, aftalt\nnedenstå-ende fravigelser af loven.\u003C\u002Fp>\n\n\u003Cp>2.Såfremt ansættelsesbeviset ikke er udleveret til medarbejderen\nrettidigt, eller hvis ansættelsesbeviset er mangelfuldt, kan virksomheden\npålægges at udrede en bod\u002Fgodtgørelse, medmindre manglen er undskyldelig og\nikke har haft konkret 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\nret¬tet, eller manglende 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\nsystema¬tisk brud 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>3.Sager om, hvorvidt virksomheden har overholdt sin oplysningspligt, kan\nrejses efter de fagretlige regler.\u003C\u002Fp>\n\n\u003Cp>4.Hvis en medarbejder ansat før 1. juli 1993 måtte ønske et\nansættelsesbevis, jf. stk. 1, og medarbejderen fremsætter anmodning herom,\nskal virksom-heden, inden 2 måneder efter anmodningen, fremkomme med de\nbehørige oplysninger.\u003C\u002Fp>\n\n\u003Ch2>ARBEJDSMILJØ\u003C\u002Fh2>\n\n\u003Ch3>Aftale om helbredskontrol ved natarbejde\u003C\u002Fh3>\n\n\u003Cp>Medarbejdere skal tilbydes gratis helbredskontrol, inden de påbegynder\nbeskæf-tigelse som natarbejder.\u003C\u002Fp>\n\n\u003Cp>Parterne er endvidere enige om, at medarbejdere, der bliver klassificeret\nsom natarbejdere, skal tilbydes helbredskontrol inden for regelmæssige tidsrum\npå højst 2 år.\u003C\u002Fp>\n\n\u003Cp>ARBEJDSTID\u003C\u002Fp>\n\n\u003Ch3>Aftale om distancearbejde\u003C\u002Fh3>\n\n\u003Cp>1.Parterne er enige om, at distancearbejde er et skridt i retning af mere\nfleksible ansættelsesformer og ændrede organiseringsformer, som præger\narbejdsmarkedet i servicesamfundet.\u003C\u002Fp>\n\n\u003Cp>Parterne finder, at arbejdsmarkedet i servicesamfundet er karakteriseret ved\nen høj grad af fleksibilitet og krav om selvstændighed, individualitet og\nomstillingsevne. Distancearbejde anses som et af midlerne til ændrede\nansættelsesformer og ændrede organiseringsformer i fremtidens\nservice-samfund.\u003C\u002Fp>\n\n\u003Cp>Med henblik på at fremme anvendelsen af distancearbejde som et af mid-lerne\ntil udviklingen af det fleksible arbejdsmarked iværksættes følgende\ninitiativer i overenskomstperioden:\u003C\u002Fp>\n\n\u003Cp>•Parterne vil følge udviklingen såvel nationalt som internationalt på\nområdet, således at parterne kontinuerligt kan rådgive medarbejdere og\nvirksomheder.\u003C\u002Fp>\n\n\u003Cp>•Parterne vil afholde en række fælles informationsmøder omkring\nramme¬aftalen og vejledningen vedrørende distancearbejde.\u003C\u002Fp>\n\n\u003Cp>2.Rammeaftale af den 16. december 1998 om distancearbejde bibeholdes\nuændret.\u003C\u002Fp>\n\n\u003Cp>3.Parterne har udarbejdet en fælles vejledning om distancearbejde.\u003C\u002Fp>\n\n\u003Cp>Der er enighed om, at vejledningen supplerer rammeaftalen.\u003C\u002Fp>\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, efter gennemgang af den\ngældende arbejdsmiljølovgivning, ferielovgivning og den mellem parterne\nind-gåede overenskomst, opnået enighed om, at ovennævnte direktiv kan anses\nsom implementeret i relation til de medarbejdere, der er omfattet både af\noverens-komsten og af direktivet, med undtagelse af nedenstående punkter,\nhvorom der er aftalt følgende:\u003C\u002Fp>\n\n\u003Cp>A.Den gennemsnitlige ugentlige arbejdstid inden for kontor- og\nlagerområdet, jf. overenskomstens § 1, stk. 1, beregnet over en 26-ugers\nperiode, må ikke overstige 48 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>B.Ved natperiode forstås tidsrummet fra kl. 23.00-06.00. Ved natarbejder\nforstås en arbejdstager, der normalt udfører mindst 3 timer af sin daglige\narbejdstid i natperioden eller mindst halvdelen af sin årlige arbejdstid i\nnatperioden.\u003C\u002Fp>\n\n\u003Cp>Den normale gennemsnitlige arbejdstid for natarbejdere, beregnet over en\n26-ugers periode, må i gennemsnit ikke 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>c. Uoverensstemmelser vedrørende nærværende aftale skal afgøres endeligt\nved faglig voldgift, jf. § 17. Den faglige voldgiftsret, der nedsættes til\nafgørel¬se af en sådan tvist, er kompetent til at pålægge passende\nsanktion.\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.\u003C\u002Fp>\n\n\u003Cp>Hvor overenskomstens regulering giver et bedre generelt beskyttelsesni-veau\naf medarbejderne end direktivets, finder implementeringsaftalen ikke\nanvendelse, jf. direktivets artikel 18, stk. 3.\u003C\u002Fp>\n\n\u003Cp>D.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 1. juli 1996)\u003C\u002Fh3>\n\n\u003Cp>Med henvisning til hovedorganisationernes generelle aftale om procedure for\nimplementering af EF-direktiver af 1. juli 1996, er der indgået følgende\nsupple-rende aftale for at implementere Rådets direktiv om deltidsarbejde\n(”deltidsdi- rektivet”).\u003C\u002Fp>\n\n\u003Ch4>§1 GYLDIGHEDSOMRÅDE\u003C\u002Fh4>\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\u003Ch4>§2 AFTALENS FORMÅL\u003C\u002Fh4>\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 arbejdsgivere og arbejdstagere.\u003C\u002Fp>\n\n\u003Ch4>§3 DEFINITIONER\u003C\u002Fh4>\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. Der\ntages 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\u003Ch4>§4 PRINCIPPET OM IKKE-FORSKELSBEHANDLING\u003C\u002Fh4>\n\n\u003Cp>Hvad angår ansættelsesvilkår må deltidsansatte ikke behandles på en\nmindre gunstig måde end sammenlignelige fuldtidsansatte, udelukkende fordi de\narbej-der på deltid, medmindre forskelsbehandlingen er begrundet i objektive\nforhold.\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\nikke-forskelsbehandling som anført i stk. 1, tages op til overvejelse med\njævne mellemrum.\u003C\u002Fp>\n\n\u003Ch4>§5 MULIGHEDER FOR DELTIDSARBEJDE\u003C\u002Fh4>\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 arbejdsgiveren\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\u003Ch4>§6 IKRAFTTRÆDEN\u003C\u002Fh4>\n\n\u003Cp>Aftalen træder i kraft den 20. januar 2001.\u003C\u002Fp>\n\n\u003Ch4>§7 OPHØR\u003C\u002Fh4>\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\u003Ch4>§8 BESTEMMELSER I KOLLEKTIVE OVERENSKOMSTER\u002F IMPLEMENTERINGSAFTALER\u003C\u002Fh4>\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\u003Ch4>§9 FAGRETLIG BEHANDLING\u003C\u002Fh4>\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 § 22, 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>Pr. 1. oktober 2012 kan de lokale parter ved skriftlig lokalaftale åbne\nfor, at virksomheden og den enkelte medarbejder kan aftale en seniorordning\nefter følgende retningslinjer:\u003C\u002Fp>\n\n\u003Cp>a.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>b.Seniorordninger kan etableres for medarbejderen fra 5 år før den til\nenhver tid gældende folkepensionsalder.\u003C\u002Fp>\n\n\u003Cp>c.Medarbejderen kan i forbindelse med en sådan arbejdstidsreduktion vælge\nat konvertere løbende pensionsopsparing i form af det arbejdsgiverbetal¬te\npensionsbidrag, samt indbetalinger på fritvalgslønkontoen, så de kan\nanvendes til finansiering af lønnedgang som følge af arbejdstidsredukti-onen.\nKonverteringen ændrer ikke på bestående overenskomstmæssige\nberegningsgrundlag og er således omkostningsneutral for virksomheden, herunder\ner parterne enige om, at de konverterede midler ikke er feriepen-geberettiget.\nDer kan ske ændringer i den fastsatte konvertering ved aftale mellem\nmedarbejderen og virksomheden.\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 hensæt¬tes til\nopsparing i stedet for udbetaling, jf. § 12, stk. 5. Værdien heraf kan,\neventuelt sammen med øvrige indbetalinger på fritvalgslønkontoen, komme til\nudbetaling i forbindelse med en seniorordning. Denne ordning kan indsættes i\novenstående overenskomsttekst, forudsat at de opsparede midler kan sikres i\ntilfælde af konkurs. Såfremt der er sikkerhed for, at LG dækker de\nakkumulerede midler, vil Dansk Erhverv Arbejdsgiver kunne dække\ntilgo¬dehavendet via feriepengegarantien.\u003C\u002Fp>\n\n\u003Ch2>DIVERSE AFTALER\u003C\u002Fh2>\n\n\u003Ch3>Aftale for lagerområdet\u003C\u002Fh3>\n\n\u003Cp>1.For medarbejdere, som er ansat udelukkende til beskæftigelse på lager,\nkan arbejdstiden for såvel fuldtids- som deltidsansatte tilrettelægges med\nvarie-rende ugentlige arbejdstider inden for en periode på højst 26 uger.\nSåfremt arbejdstiden i perioden er tilrettelagt således, at den i en eller\nflere uger overstiger 45 timer, vil timer ud over 45 pr. uge skulle betales med\noverar- bejdstillæg, jf. § 3, selvom den gennemsnitlige ugentlige\narbejdstidsnorm for perioden ikke er overskredet.\u003C\u002Fp>\n\n\u003Cp>Ved manglende lokal enighed kan varierende ugentlig arbejdstid, jf. 1.\nafsnit, kun indføres eller ændres med 8 ugers varsel, respektive med\nfunktionærlo¬vens eller for ikke-funktionærer med overenskomstens varsel.\u003C\u002Fp>\n\n\u003Cp>2.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>Såfremt virksomheden eller den pågældende gruppe af medarbejdere ønsker\nindført sådanne lønsystemer, optages der på virksomheden forhandlinger\nherom. Hvis en af parterne måtte ønske det, kan der indhentes den fornødne\nbistand fra parterne.\u003C\u002Fp>\n\n\u003Cp>3.For rådighedsvagt, telefonvagt og arbejde i kontinuerlig drift optages\nfor-handlinger lokalt om vagtplaner og betalingsregler. Hvor enighed ikke kan\nopnås, kan hver af parterne anmode om, at parterne inddrages.\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 HK-tillidsrepræsentanten. Før aftalen kan træde i kraft,\nskal den godkendes af overenskomstens parter.\u003C\u002Fp>\n\n\u003Cp>Denne aftale indgås som en prøveordning i overenskomstperioden og udgår\nved overenskomstperiodens udløb, medmindre parterne bliver enige om, at\naftalen skal gøres permanent.\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 og 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\u003Cp>ELEVER\u003C\u002Fp>\n\n\u003Ch3>Aftale om løn og arbejdsforhold for kvu-studerende\u003C\u002Fh3>\n\n\u003Ch4>1.OMRÅDE\u003C\u002Fh4>\n\n\u003Cp>De i denne paragraf anførte bestemmelser gælder for KVU-studerende, der er\nomfattet af bekendtgørelse om kortere videregående uddannelser på\nhandels¬skoler.\u003C\u002Fp>\n\n\u003Ch4>2.FORMKRAV OG ANSÆTTELSESVILKÅR\u003C\u002Fh4>\n\n\u003Cp>For studerende på KVU uddannelser med lønnet praktik udfærdiges en\nansættel¬sesaftale, der ud over ansættelsesvilkår beskriver indholdet i den\npraktiske del af uddannelsen.\u003C\u002Fp>\n\n\u003Cp>Ansættelsesforholdet er omfattet af den almindelige ansættelsesretlige\nlovgiv-ning, herunder funktionærlovens og ferielovens bestemmelser. I øvrigt\ngælder overenskomstens generelle bestemmelser vedrørende arbejdstid,\noverarbejde og pension.\u003C\u002Fp>\n\n\u003Ch4>3.AFLØNNING\u003C\u002Fh4>\n\n\u003Cp>A. KVU’ere med forudgående elevuddannelse inden for handels- og\nkontor-området aflønnes i praktikperioden således:\u003C\u002Fp>\n\n\u003Cp>Mindstebetalingssats:\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" style=\"border-collapse:collapse\" cellspacing=\"0\" cellpadding=\"0\" border=\"0\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:9.85pt\">\n      \u003Ctd style=\"border:none;border-top:solid windowtext 1.0pt;   background:white;padding:0cm .5pt 0cm .5pt;height:9.85pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">1.\n        marts 2014\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border-top:solid windowtext 1.0pt;border-left:solid windowtext 1.0pt;   border-bottom:none;border-right:none;background:white;padding:0cm .5pt 0cm .5pt;   height:9.85pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">1.\n        marts 2015\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border-top:solid windowtext 1.0pt;border-left:solid windowtext 1.0pt;   border-bottom:none;border-right:none;background:white;padding:0cm .5pt 0cm .5pt;   height:9.85pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">1.\n        marts 2016\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:9.6pt\">\n      \u003Ctd style=\"background:white;padding:0cm .5pt 0cm .5pt;   height:9.6pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">kr.\n        pr. md.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border:none;border-left:solid windowtext 1.0pt;   background:white;padding:0cm .5pt 0cm .5pt;height:9.6pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">kr.\n        pr. md.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border:none;border-left:solid windowtext 1.0pt;   background:white;padding:0cm .5pt 0cm .5pt;height:9.6pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">kr.\n        pr. md.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:13.2pt\">\n      \u003Ctd style=\"border-top:solid windowtext 1.0pt;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:none;background:white;padding:0cm .5pt 0cm .5pt;   height:13.2pt\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">19.565,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border:solid windowtext 1.0pt;border-right:none;background:white;   padding:0cm .5pt 0cm .5pt;height:13.2pt\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">19.937,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border:solid windowtext 1.0pt;border-right:none;background:white;   padding:0cm .5pt 0cm .5pt;height:13.2pt\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">20.315,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Cp>B. KVU’ere uden forudgående elevuddannelse inden for handels- og\nkontor-området aflønnes i praktikperioden således:\u003C\u002Fp>\n\n\u003Cp>Mindstebetalingssats:\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" style=\"border-collapse:collapse\" cellspacing=\"0\" cellpadding=\"0\" border=\"0\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:9.6pt\">\n      \u003Ctd style=\"border:none;border-top:solid windowtext 1.0pt;   background:white;padding:0cm .5pt 0cm .5pt;height:9.6pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">1.\n        marts 2014\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border-top:solid windowtext 1.0pt;border-left:solid windowtext 1.0pt;   border-bottom:none;border-right:none;background:white;padding:0cm .5pt 0cm .5pt;   height:9.6pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">1.\n        marts 2015\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border-top:solid windowtext 1.0pt;border-left:solid windowtext 1.0pt;   border-bottom:none;border-right:none;background:white;padding:0cm .5pt 0cm .5pt;   height:9.6pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">1.\n        marts 2016\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:9.6pt\">\n      \u003Ctd style=\"background:white;padding:0cm .5pt 0cm .5pt;   height:9.6pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">kr.\n        pr. md.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border:none;border-left:solid windowtext 1.0pt;   background:white;padding:0cm .5pt 0cm .5pt;height:9.6pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">kr.\n        pr. md.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border:none;border-left:solid windowtext 1.0pt;   background:white;padding:0cm .5pt 0cm .5pt;height:9.6pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">kr.\n        pr. md.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:13.2pt\">\n      \u003Ctd style=\"border-top:solid windowtext 1.0pt;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:none;background:white;padding:0cm .5pt 0cm .5pt;   height:13.2pt\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">14.799,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border:solid windowtext 1.0pt;border-right:none;background:white;   padding:0cm .5pt 0cm .5pt;height:13.2pt\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">15.080,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border:solid windowtext 1.0pt;border-right:none;background:white;   padding:0cm .5pt 0cm .5pt;height:13.2pt\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">15.367,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FERIE\u003C\u002Fp>\n\n\u003Ch3>Aftale om ferie\u003C\u002Fh3>\n\n\u003Cp>Nærværende aftale er indgået i medfør af den ferielov, som trådte i\nkraft 1. janu-ar 2001.\u003C\u002Fp>\n\n\u003Cp>Aftalen gælder for ansættelsesforhold omfattet af Funktionæroverenskomst\nfor Handel, Viden og Service mellem HK\u002FPrivat - HK HANDEL og Dansk Erhverv\nArbejdsgiver.\u003C\u002Fp>\n\n\u003Cp>Aftalen, som herefter indgår i overenskomstgrundlaget mellem Dansk Erhverv\nArbejdsgiver og HK\u002FPrivat - HK HANDEL, medfører, at der for de nævnte\nansættelsesforhold, gælder nedenstående fravigelser fra ferieloven og\ntilhørende bekendtgørelse.\u003C\u002Fp>\n\n\u003Cp>Aftalen træder i kraft 1. maj 2001.\u003C\u002Fp>\n\n\u003Ch4>1.FAGRETLIG BEHANDLING\u003C\u002Fh4>\n\n\u003Cp>Tvistigheder vedrørende de i denne aftale indeholdte bestemmelser skal\nafgøres i det fagretlige system og efter de herfor gældende regler.\nYderligere er parterne enige om, at tvistigheder om andre dele af ferieloven\nkan behandles fagretligt, såfremt der i det enkelte tilfælde er enighed\nherom.\u003C\u002Fp>\n\n\u003Ch4>2.OPTJENING OG AFHOLDELSE AF FERIE\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. Deltidsansatte\noptjener et forholdsmæssigt antal timers ferie pr. optjeningsår. En\nmedarbejder, der har optjent ferie gennem et helt optjeningsår, har dog mindst\nret 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>3.FERIE UDEN LØN\u003C\u002Fh4>\n\n\u003Cp>Der henvises til overenskomstens § 4.\u003C\u002Fp>\n\n\u003Ch4>4.OVERFØRSEL AF FERIE\u003C\u002Fh4>\n\n\u003Cp>Virksomheden og lønmodtageren 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 lønmodtager, 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.\u003C\u002Fp>\n\n\u003Cp>Har lønmodtageren imidlertid optjent feriegodtgørelse hos en tidligere\narbejds-giver, udbetales feriegodtgørelsen fra FerieKonto eller fra den\ntidligere arbejdsgi¬ver, hvis der er benyttet feriekort.\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 lønmodtager på grund af sygdom, barselsorlov eller anden lovlig\nferie-hindring har været forhindret i at holde ferie, kan lønmodtageren og\nvirksomhe¬den indgå aftale om, at ferie overføres til efterfølgende\nferieår.\u003C\u002Fp>\n\n\u003Cp>Overførsel af sådan ferie kan aftales uanset antallet af overførte\nferiedage i øv-rigt. Aftalen indgås efter de samme regler som ovenfor.\u003C\u002Fp>\n\n\u003Ch4>5.MODREGNING I FERIETILÆG\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 lønmodtagerens\nfratræden.\u003C\u002Fp>\n\n\u003Ch4>6.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 OVERENSKOMSTER\u003C\u002Fh2>\n\n\u003Ch3>Aftale om forståelse af 50 pct.-reglen\u003C\u002Fh3>\n\n\u003Ch4>1.HVORNÅR SKAL REGLEN VÆRE OPFYLDT?\u003C\u002Fh4>\n\n\u003Cp>Beregningen af, hvorvidt 50 pct.-reglen er opfyldt, foretages på grundlag\naf\u003C\u002Fp>\n\n\u003Cp>beskæftigelsesforholdene i den uge, hvor overenskomstkravet modtages i\u003C\u002Fp>\n\n\u003Cp>Dansk Erhverv Arbejdsgiver.\u003C\u002Fp>\n\n\u003Ch4>2.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 § 19, stk. 3, litra c,\nkan ikke medregnes.\u003C\u002Fp>\n\n\u003Cp>c.Ægtefælle, forældre, børn, søskende, o.l. nær familie og besvogrede\nmed-regnes 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\nbetrag-tes som 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>3.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, hvor en medarbejder både arbejder inden for og\nuden for overenskomstens område, medregnes det arbejde, der udføres inden for\noverenskomstens område, efter reglerne for deltidsansatte.\u003C\u002Fp>\n\n\u003Ch2>IT-OMRÅDET\u003C\u002Fh2>\n\n\u003Ch3>Aftale om særlige bestemmelser for it-området\u003C\u002Fh3>\n\n\u003Cp>Bestemmelserne supplerer overenskomsten og er gældende for samtlige\nmedar-bejdere inden for it-området med undtagelse af de medarbejdere, der\nfalder ind under overenskomstens § 19, stk. 3, litra c.\u003C\u002Fp>\n\n\u003Ch4>1.AFGRÆNSNING MELLEM IT-OMRÅDET OG KONTOROMRÅDET\u003C\u002Fh4>\n\n\u003Cp>A. Inden for it-området hører de funktioner, hvor medarbejderen har som\nspeciale at arbejde med it.\u003C\u002Fp>\n\n\u003Cp>Som eksempler på funktionsbeskrivelser inden for området kan nævnes:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-descripjobtype\">\u003Cp>1)Indtastning af data via terminal direkte til it-anlæg.\u003C\u002Fp>\n\n\u003Cp>2)Betjening af it-anlæg og servere samt perifere enheder til disse.\u003C\u002Fp>\n\n\u003Cp>3)Overvågning af it-anlæg, servere, internet og netværk, sikring af\npro¬duktionsafvikling, herunder afvikling af backup, ansvar for\nhensigts¬mæssig betjening og udnyttelse af it-produktionsudstyr.\u003C\u002Fp>\n\n\u003Cp>4)Driftsplanlægning, produktionsafvikling og kontrol af data.\u003C\u002Fp>\n\n\u003Cp>5)Design og analyse, programmering, implementering, fejl- og tilretning,\nsamt dokumentation af software.\u003C\u002Fp>\n\n\u003Cp>6)Installering, tilretning og implementering af tredjepart software,\nherun¬der arbejde med operativsystemer.\u003C\u002Fp>\n\n\u003Cp>7)Projektledelse, projektafgrænsning og projektimplementering.\u003C\u002Fp>\n\n\u003Cp>8)Konsulent-, hotline- og brugerservice i forbindelse med brugen af it.\u003C\u002Fp>\n\n\u003Cp>9)Databiblioteksarbejde, internet-, web-, multimedie- og\ndatabaseadmini¬stration.\u003C\u002Fp>\n\n\u003Cp>10)Arbejde med og ansvar for it-sikkerhed og it-sikkerhedsimplementering.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>B. Uden for it-området falder de funktioner, hvor medarbejderen i\nforbindelse med sit øvrige arbejde og på brugerniveau beskæftiger sig med fx\ntekstbe-handling, regneark, administrative systemer, CAD\u002FCAM, Desktop Publis-\nhing og internet.\u003C\u002Fp>\n\n\u003Ch4>2.AFLØNNING\u003C\u002Fh4>\n\n\u003Cp>Parterne anbefaler, at den personlige løn forhandles én gang årligt under\nhen-syntagen til de særlige krav, der stilles på it-området.\u003C\u002Fp>\n\n\u003Ch4>3.UDDANNELSE\u003C\u002Fh4>\n\n\u003Cp>På grund af udviklingen inden for it-området anbefaler parterne, at\nit-medarbej- dere gives mulighed for deltagelse i relevante efter- og\nvidereuddannelseskurser inden for dette område, jf. § 16.\u003C\u002Fp>\n\n\u003Ch4>4.ARBEJDSMILJØ\u003C\u002Fh4>\n\n\u003Cp>Parterne anbefaler, at de til enhver tid relevante BAR-vejledninger\nfølges.\u003C\u002Fp>\n\n\u003Ch4>5.RÅDIGHEDSVAGTER OG SKIFTEHOLDSARBEJDE\u003C\u002Fh4>\n\n\u003Cp>Ved indførelse af rådighedsvagtordninger og arbejde i kontinuerlig drift\noptages forhandlinger lokalt. Hver af parterne kan anmode om, at parterne\ninddrages.\u003C\u002Fp>\n\n\u003Ch4>6.OVERARBEJDE\u003C\u002Fh4>\n\n\u003Cp>Parterne er enige om, at overarbejde inden for it-området kan være et\nspecielt problem og anbefaler derfor, at overarbejde begrænses mest muligt med\nbehørig hensyntagen til virksomhedens tarv, samt at præsteret overarbejde\nafspadseres i videst muligt omfang.\u003C\u002Fp>\n\n\u003Ch2>LABORATORIEOMRÅDET\u003C\u002Fh2>\n\n\u003Ch3>Tiltrædelsesoverenskomst for laboratorieområdet\u003C\u002Fh3>\n\n\u003Cp>De nedenfor anførte bestemmelser supplerer Funktionæroverenskomsten for\nHandel, Viden og Service inden for laboratorieområdet.\u003C\u002Fp>\n\n\u003Ch4>1.LABORANTPRAKTIKANTER\u003C\u002Fh4>\n\n\u003Cp>Laborantpraktikanter uddannes i henhold til bekendtgørelse nr. 976 af 19.\nsep-tember 2009 om erhvervsakademiuddannelser inden for laboratorieområdet med\neventuelle senere ændringer.\u003C\u002Fp>\n\n\u003Cp>Ved ethvert uddannelsesforhold oprettes en skriftlig praktikaftale på den\naf parterne godkendte praktikaftale for laborantpraktikanter med eventuelle\nsenere ændringer.\u003C\u002Fp>\n\n\u003Cp>I øvrigt henvises til funktionærlovens regler.\u003C\u002Fp>\n\n\u003Cp>A. Praktikophold\u003C\u002Fp>\n\n\u003Cp>Praktikken gennemføres efter de bestemmelser, som fremgår af ovennævnte\nbekendtgørelse, samt efter de retningslinier, som er fastsat af de rådgivende\nudvalg, der dækker området. Praktikken tilrettelægges således, at\npraktikan¬ten får størst muligt indblik i virksomhedens\nlaboratoriearbejde.\u003C\u002Fp>\n\n\u003Ch4>2.LøN\u003C\u002Fh4>\n\n\u003Cp>A. Laborantpraktikanter\u003C\u002Fp>\n\n\u003Cp>Laborantpraktikanter, der uddannes i henhold til ovennævnte\nbekendtgørelse.\u003C\u002Fp>\n\n\u003Cp>Mindstebetalingssats:\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" style=\"border-collapse:collapse\" cellspacing=\"0\" cellpadding=\"0\" border=\"0\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:19.2pt\">\n      \u003Ctd style=\"border:none;border-top:solid windowtext 1.0pt;   background:white;padding:0cm .5pt 0cm .5pt;height:19.2pt\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:5.0pt;line-height:107%\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border-top:solid windowtext 1.0pt;border-left:solid windowtext 1.0pt;   border-bottom:none;border-right:none;background:white;padding:0cm .5pt 0cm .5pt;   height:19.2pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:8.65pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">1.\n        marts 2014 kr. pr. md.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border-top:solid windowtext 1.0pt;border-left:solid windowtext 1.0pt;   border-bottom:none;border-right:none;background:white;padding:0cm .5pt 0cm .5pt;   height:19.2pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:8.65pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">1.\n        marts 2015 kr. pr. md.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border-top:solid windowtext 1.0pt;border-left:solid windowtext 1.0pt;   border-bottom:none;border-right:none;background:white;padding:0cm .5pt 0cm .5pt;   height:19.2pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:8.65pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">1.\n        marts 2016 kr. pr. md.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:12.95pt\">\n      \u003Ctd style=\"border:none;border-top:solid windowtext 1.0pt;   background:white;padding:0cm .5pt 0cm .5pt;height:12.95pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:left;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"left\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">I\n        henhold til § 7, stk. 4, 4. år\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border-top:solid windowtext 1.0pt;border-left:solid windowtext 1.0pt;   border-bottom:none;border-right:none;background:white;padding:0cm .5pt 0cm .5pt;   height:12.95pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">13.662,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border-top:solid windowtext 1.0pt;border-left:solid windowtext 1.0pt;   border-bottom:none;border-right:none;background:white;padding:0cm .5pt 0cm .5pt;   height:12.95pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">13.921,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border-top:solid windowtext 1.0pt;border-left:solid windowtext 1.0pt;   border-bottom:none;border-right:none;background:white;padding:0cm .5pt 0cm .5pt;   height:12.95pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">14.186,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:12.7pt\">\n      \u003Ctd style=\"border:none;border-top:solid windowtext 1.0pt;   background:white;padding:0cm .5pt 0cm .5pt;height:12.7pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:left;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"left\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">Forhøjelse for praktikanter\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border-top:solid windowtext 1.0pt;border-left:solid windowtext 1.0pt;   border-bottom:none;border-right:none;background:white;padding:0cm .5pt 0cm .5pt;   height:12.7pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">1.520,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border-top:solid windowtext 1.0pt;border-left:solid windowtext 1.0pt;   border-bottom:none;border-right:none;background:white;padding:0cm .5pt 0cm .5pt;   height:12.7pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">1.549,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border-top:solid windowtext 1.0pt;border-left:solid windowtext 1.0pt;   border-bottom:none;border-right:none;background:white;padding:0cm .5pt 0cm .5pt;   height:12.7pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">1.579,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:12.95pt\">\n      \u003Ctd style=\"border-top:solid windowtext 1.0pt;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:none;background:white;   padding:0cm .5pt 0cm .5pt;height:12.95pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:left;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"left\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">Mindstebetalingssatsen i alt\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border:solid windowtext 1.0pt;border-right:none;   background:white;padding:0cm .5pt 0cm .5pt;height:12.95pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">15.182,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border:solid windowtext 1.0pt;border-right:none;   background:white;padding:0cm .5pt 0cm .5pt;height:12.95pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">15.470,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border:solid windowtext 1.0pt;border-right:none;   background:white;padding:0cm .5pt 0cm .5pt;height:12.95pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">15.765,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Cp>Aflønning af laborantpraktikanter sker efter fjerde års elevsats, jf. §\n7, stk. 4.\u003C\u002Fp>\n\n\u003Cp>B. Medarbejdere, der er uddannet som laboranter, laboratorie- og\nmiljøtek-nikere, professionsbachelorer i laboratorie-, fødevare- og\nprocesteknologi og diplomuddannede i bioteknologi, procesteknologi og kemi\neller udfører arbejde, som forudsætter samme faglige kvalifikationer samt\nlaboratorieas- sistenter m.v., aflønnes efter § 4.\u003C\u002Fp>\n\n\u003Ch4>3.FERIE\u003C\u002Fh4>\n\n\u003Cp>Laborantpraktikanter er omfattet af ferielovens § 9.\u003C\u002Fp>\n\n\u003Cp>Forbliver praktikanten i virksomheden efter afsluttet uddannelse, ydes der\nferie\u003C\u002Fp>\n\n\u003Cp>med den aktuelle løn.\u003C\u002Fp>\n\n\u003Ch4>4.ARBEJDSMILJØ\u003C\u002Fh4>\n\n\u003Cp>Parterne er enige om at anbefale,\u003C\u002Fp>\n\n\u003Cp>•at ensidigt belastende arbejde af længerevarende karakter søges\nbegrænset, fx ved afveksling med andet arbejde eller ved, at der gives\npassende tid til afspænding,\u003C\u002Fp>\n\n\u003Cp>•at såfremt gravide beskæftiges med et arbejde, der efter et lægeligt\nskøn kan medføre risiko for fosteret, skal virksomheden i videst muligt\nomfang sørge for omplacering i stedet for hjemsendelse.\u003C\u002Fp>\n\n\u003Ch2>LIGELØN\u003C\u002Fh2>\n\n\u003Ch3>Aftale om implementering af ligelønsloven\u003C\u002Fh3>\n\n\u003Ch4>§ 1\u003C\u002Fh4>\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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\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>\u003C\u002Fdiv>\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\u003Ch4>§ 2\u003C\u002Fh4>\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\u003Ch4>§ 3\u003C\u002Fh4>\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.\u003C\u002Fp>\n\n\u003Cp>Godtgørelsen er som udgangspunkt udtømmende. Parterne er dog yderlige¬re\nenige om, at det mellem Dansk Erhverv Arbejdsgiver og HK\u002FPrivat - HK HANDEL\netablerede Ligelønsnævn kan udmåle bod, hvor der foreligger brud på reglen\nom udarbejdelse af kønsopdelt ligelønsstatistik\u002Fligelønsredegørelse, jf.\nneden for i § 6, eller såfremt der 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. neden for i § 6, 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\u003Ch4>§ 4\u003C\u002Fh4>\n\n\u003Cp>En medarbejder har ret til at videregive oplysninger om egne lønforhold.\nOplys-ningerne kan videregives til enhver.\u003C\u002Fp>\n\n\u003Ch4>§ 5\u003C\u002Fh4>\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-\u003C\u002Fp>\n\n\u003Cp>præsentanten har fremsat krav om lige løn, herunder lige lønvilkår,\neller fordi denne har videregivet oplysninger om løn. En virksomhed må ikke\nafskedige en medarbejder eller en lønmodtagerrepræsentant, fordi denne har\nfremsat 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\u003Ch4>§ 6\u003C\u002Fh4>\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. Dette\ngælder dog ikke virksomheder i brancherne landbrug, gartneri, skovbrug og\nfiskeri. 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 på virksomheden, og konkrete\nhandlingsorienterede initiativer, der kan have et forløb på op til 3 års\nvarighed, og den nærmere opfølgning herpå i redegørel- sens periode.\nRedegørelsen skal omfatte alle virksomhedens medarbejdere og behandles i\noverensstemmelse med reglerne i Samarbejdsaftalen. Redegørelsen skal senest\nvære udarbejdet inden udgangen af det kalenderår, hvor pligten til at\nudarbejde kønsopdelt lønstatistik bestod.\u003C\u002Fp>\n\n\u003Ch4>§ 7\u003C\u002Fh4>\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\u003Ch4>§ 8\u003C\u002Fh4>\n\n\u003Cp>Hvor HK\u002FPrivat - HK HANDEL finder baggrund for en ligelønssag, kan der\nafholdes besigtigelse på virksomheden med deltagelse af parterne inden\nforhand¬lingen.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. I forbindelse med besigtigelse\u002Forganisationsforhandling aftales,\nhvilke lønoplysninger der er nødvendige til brug for en eventuel sag.\u003C\u002Fp>\n\n\u003Ch4>§ 9\u003C\u002Fh4>\n\n\u003Cp>Overtrædelse af §§ 1-5 og § 7, stk. 2, i nærværende\nimplementeringsaftale kan indbringes for enten det mellem DA og LO oprettede\nligelønsnævn\u002Fdet mellem parterne oprettede ligelønsnævn eller ved de civile\ndomstole. HK\u002FPrivat - HK HANDEL har valgt forum, når der er indgivet\nklageskrift\u002Fstævning. Uanset fo-rumvalg skal de sædvanlige\nforhandlingsmuligheder være udtømte, jf. overens-komstens § 17’s\nindledende afsnit og stk. 1. Øvrige sager vedrørende fortolkning og\nforståelse af, samt brud på ligelønsloven eller tilsvarende\nimplementerings-aftaler skal føres ved det mellem DA og LO oprettede\nligelønsnævn\u002Fdet mellem parterne oprettede ligelønsnævn.\u003C\u002Fp>\n\n\u003Ch4>§ 10\u003C\u002Fh4>\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 § 9 i nærværende\naftale.\u003C\u002Fp>\n\n\u003Ch2>LØN\u003C\u002Fh2>\n\n\u003Cp>Aftale om forskudttidstillæg\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om, at der på virksomhederne kan indgås frivillige\naftaler om betaling af forskudttidstillæg.\u003C\u002Fp>\n\n\u003Ch2>PENSION\u003C\u002Fh2>\n\n\u003Ch3>Aftale om indfasning af pension\u003C\u002Fh3>\n\n\u003Cp>1.Omfattet af ordningen er kommende medlemmer af Dansk Erhverv\nArbejds¬giver, som senest 3 måneder efter indmeldelsen har tilsluttet sig\nnærvæ¬rende ordning. Undtaget fra ordningen er virksomheder, over for hvilke\nHK inden indmeldelsen i Dansk Erhverv Arbejdsgiver har rejst krav om\noverenskomst.\u003C\u002Fp>\n\n\u003Cp>2.Disse virksomheder kan, uanset at 50 pct.-reglen ikke er opfyldt, vælge\nat tiltræde overenskomsten, bortset fra dennes bestemmelser om\npensionsbi-drag, hvor følgende er aftalt, jf. stk. 4.\u003C\u002Fp>\n\n\u003Cp>3.Det samme er gældende for nuværende ikke overenskomstdækkede medlemmer\naf Dansk Erhverv Arbejdsgiver. I den forbindelse kan en repræsentant for HK,\nefter aftale med virksomheden, besøge virksomheden med henblik på at drøfte\nmuligheden for oprettelse af overenskomst med virksomhedens ledelse. HK skal,\nsamtidig med at HK retter henvendelse til virksomheden, skriftligt orientere\nDansk Erhverv Arbejdsgiver herom.\u003C\u002Fp>\n\n\u003Cp>4.Pensionsordningen indfases således:\u003C\u002Fp>\n\n\u003Cp>Senest 3 måneder efter indmeldelsen i Dansk Erhverv Arbejdsgiver eller\ntiltrædelsen af overenskomsten, dog med virkning fra den første i en måned,\nbetales 20 pct. af det på dette tidspunkt gældende pensionsbidrag.\u003C\u002Fp>\n\n\u003Cp>1år efter indmeldelsen forhøjes pensionsbidraget til 40 pct. af det på\ndette tidspunkt gældende pensionsbidrag.\u003C\u002Fp>\n\n\u003Cp>2år efter indmeldelsen forhøjes pensionsbidraget til 60 pct. af det på\ndette tidspunkt gældende pensionsbidrag.\u003C\u002Fp>\n\n\u003Cp>3år efter indmeldelsen forhøjes pensionsbidraget til 80 pct. af det i\noverens¬komsten gældende pensionsbidrag.\u003C\u002Fp>\n\n\u003Cp>4år 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>5.Det præciseres i hvert enkelt tilfælde i forbindelse med tiltrædelse af\nover-enskomsten, hvorledes indfasningen finder sted.\u003C\u002Fp>\n\n\u003Cp>6.Overenskomstens aftale om pensionsordninger er gældende.\u003C\u002Fp>\n\n\u003Ch3>Aftale om pensionsordninger\u003C\u002Fh3>\n\n\u003Ch4>1.RESPEKT FOR BESTÅENDE AFTALER\u003C\u002Fh4>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Cp>Eksisterende firmaordninger, som omfatter hele den af denne overenskomst\ndækkede medarbejdergruppe, kan træde i stedet for Funktionær-Pension på\nfølgende 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 og en éngangssum på 60.000 kr. ved død\nog invaliditet.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Er disse betingelser ikke i forvejen opfyldt, skal virksomheden drage omsorg\nfor, at ordningen tilpasses, så betingelserne bliver opfyldt inden den 1.\nnovember 1993. Virksomheden er i forbindelse med eventuelle fremtidige\ntilpasninger af bidragsniveauet berettiget til at tilbageholde et beløb i\nmedarbejderens løn svarende til det overenskomstmæssigt aftalte\nlønmodtagerbidrag til pensions-ordningen.\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>I koncerner gælder samme principper for respekt for eksisterende aftaler\nsom i virksomhederne i øvrigt i henhold til denne aftale. Dog gælder\nherudover, at et selskab inden for en koncern, som er omfattet af\noverenskomsten, men som ikke har en eksisterende pensionsaftale, kan løse\noverenskomstens pensionsforplig¬telse via en eksisterende pensionsaftale, der\nanvendes andetsteds 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\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 i\nøvrigt under følgende forudsætninger: Med udgangspunkt i en bruttolønaftale\nskal der etableres en pensionsordning, der opfylder de i nærværende aftale\nstillede krav til eksisterende aftaler, jf. det ovenfor anførte om bidrag i\neksisterende ordnin-ger. En bruttolønaftale, som lønmodtageren ikke har fulgt\nop med etablering af pensionsordning inden den 1. november 1993 - for\nvirksomheder, der fremtidigt bliver overenskomstdækket senest 3 måneder\nefter, at overenskomsten er blevet gældende - skal på virksomhedens\nforanledning følges op, således at pensions¬ordning 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 virksomhedsbidrag). Er\ndette ikke sket inden for tidsfristen, skal pensionsordning for de pågældende\nmedar¬bejdere etableres i den af overenskomstparterne etablerede ordning. Det\nfulde bidrag tilbageholdes af virksomheden i bruttolønnen 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 virksomheden 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 virksomhedsbidrag).\u003C\u002Fp>\n\n\u003Ch4>2.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 virksomhedsbidraget til pension, såfremt\nvirksomheden bruger sin modregningsadgang i henhold til overenskomsten.\u003C\u002Fp>\n\n\u003Cp>Aftale om skift af pensionsleverandør\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. Endeligt kan virksomheder, der forud for indgåelsen af\noverenskomst ikke allere- de har indgået en pensionsordning, og dermed i\nforbindelse med overenskomst- tiltrædelsen bliver omfattet af Pension for\nFunktionærer, ikke foretage skift af pensionsleverandør.\u003C\u002Fp>\n\n\u003Cp>Følgende betingelser skal opfyldes ved skift af pensionsleverandør:\u003C\u002Fp>\n\n\u003Cp>1. Der skal blandt de pensionsberettigede medarbejdere på virksomheden\nfinde en afstemning sted om skiftet af pensionsleverandør. Virksomheden\ninformerer medarbejderne om det nærmere indhold og konsekvenser af et\u003C\u002Fp>\n\n\u003Cp>eventuelt skift. Hvis et flertal af de afgivne stemmer er for et\nleverandørskift, kan dette finde sted.\u003C\u002Fp>\n\n\u003Cp>2.Ved skift af leverandør skal de overenskomstmæssige fastsatte\nbetingelser være opfyldt.\u003C\u002Fp>\n\n\u003Cp>3.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>4.Såfremt administrationsomkostningerne fra pensionsleverandøren bliver\nforhøjet ekstraordinært i forhold til de generelle markedsvilkår, er\nparterne enige om, at pensionen kan overflyttes til en af virksomheden valgt\narbejds-markedspension med administrationsomkostninger svarende til de\ngenerelle markedsvilkår.\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\u002FPrivat, HK HANDEL og Dansk Erhverv Arbejdsgiver har indgået følgende\naftale for at implementere Den europæiske rammeaftale mellem Businesseurope,\nUEAPME, CEEP og ETUC om chikane og vold på arbejdspladsen af 26. april\n2007.\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. Der er enighed om,\nat parterne allerede har udarbejdet materiale vedrørende håndtering af\nmobning via samar-bejdet i BAR Privat Kontor.\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 undersøge, om der skal udvikles yderligere værktøjer, som\narbejds-pladserne kan bruge til forebyggelse og håndtering af mobning og vold.\nUdviklin¬gen af værktøjer kan eventuelt ske i regi af BAR Privat Kontor.\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\u003C\u002Fh3>\n\n\u003Cp>Implementering af Rådets direktiv 1999\u002F70\u002FEF af 28. juni 1999 om\nrammeafta-len vedrørende tidsbegrænset ansættelse, der er indgået mellem\nEFS, UNICE og CEEP.\u003C\u002Fp>\n\n\u003Cp>Dansk Erhverv Arbejdsgiver og HK\u002FPrivat - HK HANDEL har indgået\nneden-stående aftale med henblik på at implementere Rådets direktiv 99\u002F70\u002FEF\naf 28. juni 1999 om rammeaftalen vedrørende tidsbegrænset ansættelse i\nkontor- og lageroverenskomsten.\u003C\u002Fp>\n\n\u003Cp>Overenskomstparterne er enige om,\u003C\u002Fp>\n\n\u003Cp>•at de mellem parterne gældende overenskomster ikke strider mod nævnte\ndirektivs bestemmelser, og\u003C\u002Fp>\n\n\u003Cp>•at organisationsaftalen implementerer nævnte direktiv.\u003C\u002Fp>\n\n\u003Ch4>§1 FORMÅL\u003C\u002Fh4>\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 en af de mellem\nparterne gældende overenskomster.\u003C\u002Fp>\n\n\u003Ch4>§4 PRINCIPPET OM IKKE-FORSKELSBEHANDLING\u003C\u002Fh4>\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\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>Arbejdsgiveren skal informere sine ansatte med tidsbegrænset ansættelse\nom, hvilke 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>Arbejdsgiveren skal, for så vidt det er muligt, gøre det lettere for sine\nansatte med tidsbegrænset ansættelse at få adgang til passende faglig\nuddannelse, såle-des 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>Arbejdsgiveren 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 de mellem parterne gældende kollektive overenskomster.\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>Organisationsaftalen træder i kraft den 10. juli 2002. Der kan ikke rejses\nfagretli¬ge sager om forståelsen af denne aftale tidligere end denne dato.\u003C\u002Fp>\n\n\u003Cp>Det gælder dog ikke overtrædelse af overenskomstbestemmelser.\u003C\u002Fp>\n\n\u003Cp>I tilfælde af opsigelse af overenskomsten er parterne forpligtet til at\noverholde bestemmelserne vedrørende implementering af direktiv 99\u002F70\u002FEF af 28.\njuni 1999 om rammeaftalen vedrørende tidsbegrænset ansættelse, der er\nindgået mellem EFS, UNICE og CEEP, indtil anden overenskomst træder i stedet,\neller direktivet ændres. Der er mellem parterne enighed om, at der ikke er\nkonfliktad¬gang i forbindelse med denne implementeringsaftale.\u003C\u002Fp>\n\n\u003Ch2>TILLIDSREPRÆSENTANTER\u003C\u002Fh2>\n\n\u003Ch3>Aftale om afskedigelse af tillidsrepræsentanter m.v.\u003C\u002Fh3>\n\n\u003Cp>Parterne har aftalt, at Funktionæroverenskomst for Handel, Viden og Service\n§ 13, stk. 8, ligeledes gælder for medlemmer af HK\u002FPrivat eller HK HANDEL,\nder er valgt som tillidsrepræsentanter eller arbejdsmiljørepræsentanter,\nmedlemmer af Europæiske Samarbejdsudvalg, ansat i Danmark og medarbejdervalgte\nbesty¬relsesmedlemmer og suppleanter, på de virksomheder, hvor\nFunktionæroverens¬komst for Handel, Viden og Service ikke er sat i kraft.\u003C\u002Fp>\n\n\u003Ch3>Aftale om forsøgsordninger om faste træffetider for\ntillids-repræsentanter\u003C\u002Fh3>\n\n\u003Cp>Som en forsøgsordning kan der i overenskomstperioden efter nærmere aftale\nmellem parterne indgås frivillige aftaler mellem virksomheden og\ntillidsrepræ-sentanten om faste træffetider.\u003C\u002Fp>\n\n\u003Cp>Træffetid kan være, at tillidsrepræsentanten på faste tider får\nmulighed for at bevæge sig rundt og tale med kollegerne og holde\nmobiltelefonen åben.\u003C\u002Fp>\n\n\u003Cp>Såfremt der aftales træffetid, begrænser det ikke tillidsrepræsentantens\ngenerelle ret til den nødvendige frihed til udførelse af tillidshvervet.\u003C\u002Fp>\n\n\u003Cp>Aftale om regionale tillidsrepræsentanter\u003C\u002Fp>\n\n\u003Cp>Der kan i virksomheden efter aftale mellem HK\u002FPrivat - HK HANDEL og Dansk\nErhverv Arbejdsgiver indgås frivillige aftaler mellem virksomheden og de\nansatte om regionale 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\u003Cp>Den regionale tillidsrepræsentants opgaver, forpligtelser og\nafskedigelse\u003C\u002Fp>\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\u003Cp>Aftale om kodeks for aftaler med udenlandske medarbejdere\u003C\u002Fp>\n\n\u003Cp>Der er enighed om, at det for udenlandske medarbejdere kan være\nhensigtsmæs¬sigt, at virksomheden sørger for bolig, transport mv. 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 håndtering af manglende indberetning\u002Findbetaling til\nkompetenceudviklingsfond\u003C\u002Fh3>\n\n\u003Cp>I den aktuelle ordning forestår Kompetencefonde.dk på organisationernes\nvegne opkrævning af bidrag til Kompetencefonden. Kompetencefonde.dk udsender\ntil virksomhederne brev om, hvorledes der skal ske indberetning og\nindbetaling.\u003C\u002Fp>\n\n\u003Cp>MANGLENDE INDBERETNING\u003C\u002Fp>\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\u002F Privat - HK HANDEL over de virksomheder, der, efter rykkerprocedure fra\nDansk Erhverv Arbejdsgiver, stadigvæk ikke har indberettet til\nkompetencefon-den.\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\u002FPrivat - HK HANDEL over\nmedlemsvirksomheder, der ikke har indberettet.\u003C\u002Fp>\n\n\u003Cp>HK\u002FPrivat - HK HANDEL sender herefter sagerne til LO med henblik på\nindkal-delse til fællesmøde.\u003C\u002Fp>\n\n\u003Cp>MANGLENDE BETALING\u003C\u002Fp>\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 rykker 2.\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\u002F Privat - HK HANDEL over de virksomheder, der, efter rykkerprocedure fra\nDansk Erhverv Arbejdsgiver, stadigvæk ikke har indbetalt til\nkompetencefonden.\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\u002FPrivat - HK HANDEL over virksomheder,\nder ikke har indbetalt.\u003C\u002Fp>\n\n\u003Cp>HK\u002FPrivat - HK HANDEL sender herefter sagerne til LO med henblik på\nindkal-delse til fællesmøde.\u003C\u002Fp>\n\n\u003Cp>AFTALE OM BODSUDMÅLING\u003C\u002Fp>\n\n\u003Cp>Dansk Erhverv Arbejdsgiver og HK\u002FPrivat - HK HANDEL har aftalt følgende\nbodsudmåling i sager vedrørende Kompetencefonden, hvor indberetning\u002Findbe-\ntaling ikke er sket før oversendelse til HK\u002FPrivat - 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\u003Ctable class=\"MsoNormalTable\" style=\"border-collapse:collapse\" cellspacing=\"0\" cellpadding=\"0\" border=\"0\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:14.65pt\">\n      \u003Ctd style=\"border:none;border-top:solid windowtext 1.0pt;   background:white;padding:0cm .5pt 0cm .5pt;height:14.65pt\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:5.0pt;line-height:107%\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border-top:solid windowtext 1.0pt;border-left:solid windowtext 1.0pt;   border-bottom:none;border-right:none;background:white;padding:0cm .5pt 0cm .5pt;   height:14.65pt\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">1.\n        gang\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border-top:solid windowtext 1.0pt;border-left:solid windowtext 1.0pt;   border-bottom:none;border-right:none;background:white;padding:0cm .5pt 0cm .5pt;   height:14.65pt\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">2.\n        gang\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border-top:solid windowtext 1.0pt;border-left:solid windowtext 1.0pt;   border-bottom:none;border-right:none;background:white;padding:0cm .5pt 0cm .5pt;   height:14.65pt\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">3.\n        gang\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border-top:solid windowtext 1.0pt;border-left:solid windowtext 1.0pt;   border-bottom:none;border-right:none;background:white;padding:0cm .5pt 0cm .5pt;   height:14.65pt\">\u003Cp class=\"Bodytext20\" style=\"text-align:left;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"left\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">Flg.\n        gange\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:27.6pt\">\n      \u003Ctd style=\"border:none;border-top:solid windowtext 1.0pt;   background:white;padding:0cm .5pt 0cm .5pt;height:27.6pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:left;text-indent:0cm;   line-height:8.4pt;background:transparent\" align=\"left\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">Manglende indberetning Bodsforlig\n        udenretligt\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border-top:solid windowtext 1.0pt;border-left:solid windowtext 1.0pt;   border-bottom:none;border-right:none;background:white;padding:0cm .5pt 0cm .5pt;   height:27.6pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">2.000\n        kr.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border-top:solid windowtext 1.0pt;border-left:solid windowtext 1.0pt;   border-bottom:none;border-right:none;background:white;padding:0cm .5pt 0cm .5pt;   height:27.6pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">4.000\n        kr.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border-top:solid windowtext 1.0pt;border-left:solid windowtext 1.0pt;   border-bottom:none;border-right:none;background:white;padding:0cm .5pt 0cm .5pt;   height:27.6pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">6.500\n        kr.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border-top:solid windowtext 1.0pt;border-left:solid windowtext 1.0pt;   border-bottom:none;border-right:none;background:white;padding:0cm .5pt 0cm .5pt;   height:27.6pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"margin-left:9.0pt;text-align:left;   text-indent:0cm;line-height:5.5pt;background:transparent\" align=\"left\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">Samme\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:27.6pt\">\n      \u003Ctd style=\"border:none;border-top:solid windowtext 1.0pt;   background:white;padding:0cm .5pt 0cm .5pt;height:27.6pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:left;text-indent:0cm;   line-height:8.4pt;background:transparent\" align=\"left\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">Manglende betaling Bodsforlig\n        udenretligt\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border-top:solid windowtext 1.0pt;border-left:solid windowtext 1.0pt;   border-bottom:none;border-right:none;background:white;padding:0cm .5pt 0cm .5pt;   height:27.6pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:8.4pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">Mindst\n        2.000 kr. eller 20 pct.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border-top:solid windowtext 1.0pt;border-left:solid windowtext 1.0pt;   border-bottom:none;border-right:none;background:white;padding:0cm .5pt 0cm .5pt;   height:27.6pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:8.4pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">Mindst\n        4.000 kr. eller 20 pct.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border-top:solid windowtext 1.0pt;border-left:solid windowtext 1.0pt;   border-bottom:none;border-right:none;background:white;padding:0cm .5pt 0cm .5pt;   height:27.6pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:8.4pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">Mindst\n        6.500 kr. eller 20 pct.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border-top:solid windowtext 1.0pt;border-left:solid windowtext 1.0pt;   border-bottom:none;border-right:none;background:white;padding:0cm .5pt 0cm .5pt;   height:27.6pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"margin-left:9.0pt;text-align:left;   text-indent:0cm;line-height:5.5pt;background:transparent\" align=\"left\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">Samme\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:12.7pt\">\n      \u003Ctd style=\"border:none;border-top:solid windowtext 1.0pt;   background:white;padding:0cm .5pt 0cm .5pt;height:12.7pt\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:5.0pt;line-height:107%\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border-top:solid windowtext 1.0pt;border-left:solid windowtext 1.0pt;   border-bottom:none;border-right:none;background:white;padding:0cm .5pt 0cm .5pt;   height:12.7pt\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:5.0pt;line-height:107%\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border-top:solid windowtext 1.0pt;border-left:solid windowtext 1.0pt;   border-bottom:none;border-right:none;background:white;padding:0cm .5pt 0cm .5pt;   height:12.7pt\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:5.0pt;line-height:107%\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border-top:solid windowtext 1.0pt;border-left:solid windowtext 1.0pt;   border-bottom:none;border-right:none;background:white;padding:0cm .5pt 0cm .5pt;   height:12.7pt\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:5.0pt;line-height:107%\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border-top:solid windowtext 1.0pt;border-left:solid windowtext 1.0pt;   border-bottom:none;border-right:none;background:white;padding:0cm .5pt 0cm .5pt;   height:12.7pt\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:5.0pt;line-height:107%\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:36.25pt\">\n      \u003Ctd style=\"border:none;border-top:solid windowtext 1.0pt;   background:white;padding:0cm .5pt 0cm .5pt;height:36.25pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:left;text-indent:0cm;   line-height:8.4pt;background:transparent\" align=\"left\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">Manglende indberetning Bodsforlig ved\n        fællesmøder\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border-top:solid windowtext 1.0pt;border-left:solid windowtext 1.0pt;   border-bottom:none;border-right:none;background:white;padding:0cm .5pt 0cm .5pt;   height:36.25pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">3.000\n        kr.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border-top:solid windowtext 1.0pt;border-left:solid windowtext 1.0pt;   border-bottom:none;border-right:none;background:white;padding:0cm .5pt 0cm .5pt;   height:36.25pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">5.500\n        kr.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border-top:solid windowtext 1.0pt;border-left:solid windowtext 1.0pt;   border-bottom:none;border-right:none;background:white;padding:0cm .5pt 0cm .5pt;   height:36.25pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:5.5pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">8.250\n        kr.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border-top:solid windowtext 1.0pt;border-left:solid windowtext 1.0pt;   border-bottom:none;border-right:none;background:white;padding:0cm .5pt 0cm .5pt;   height:36.25pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"margin-left:9.0pt;text-align:left;   text-indent:0cm;line-height:5.5pt;background:transparent\" align=\"left\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">Samme\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:27.85pt\">\n      \u003Ctd style=\"border-top:solid windowtext 1.0pt;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:none;background:white;   padding:0cm .5pt 0cm .5pt;height:27.85pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:left;text-indent:0cm;   line-height:8.65pt;background:transparent\" align=\"left\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">Manglende betaling Bodsforlig ved\n        fællesmøde\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border:solid windowtext 1.0pt;border-right:none;   background:white;padding:0cm .5pt 0cm .5pt;height:27.85pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:8.65pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">Mindst\n        3.000 kr. eller 2 5 pct.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border:solid windowtext 1.0pt;border-right:none;   background:white;padding:0cm .5pt 0cm .5pt;height:27.85pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:8.65pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">Mindst\n        5.500 kr. eller 25 pct.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border:solid windowtext 1.0pt;border-right:none;   background:white;padding:0cm .5pt 0cm .5pt;height:27.85pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"text-align:center;text-indent:0cm;   line-height:8.65pt;background:transparent\" align=\"center\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">Mindst\n        8.250 kr. eller 25 pct.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border:solid windowtext 1.0pt;border-right:none;   background:white;padding:0cm .5pt 0cm .5pt;height:27.85pt\" valign=\"bottom\">\u003Cp class=\"Bodytext20\" style=\"margin-left:9.0pt;text-align:left;   text-indent:0cm;line-height:5.5pt;background:transparent\" align=\"left\">\u003Cspan class=\"Bodytext2SegoeUI\">\u003Cspan style=\"font-size:5.5pt\" lang=\"DA\">Samme\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Cp>Aftalen træder i kraft pr. 1. marts 2012, gældende for sager om manglende\nindbe- retning\u002Fmanglende betaling fra og med indbetalings- og\nindberetningsåret 2012.\u003C\u002Fp>\n\n\u003Cp>Hver part kan opsige aftalen med 3 måneders varsel dog tidligst pr. 28.\nfebruar 2014.\u003C\u002Fp>\n\n\u003Ch3>Aftale om kompetenceudviklingsfond\u003C\u002Fh3>\n\n\u003Ch4>1.FORMÅL\u003C\u002Fh4>\n\n\u003Cp>Kontor- og Lagerområdets Kompetenceudviklingsfond har til formål at sikre\nudvikling af medarbejdernes kompetencer med henblik på at bevare og styrke\nvirksomhedernes konkurrencekraft i en globaliseret økonomi. Det er ligeledes\nfondens formål at understøtte udvikling af medarbejdernes kompetencer for at\nbevare og styrke disses beskæftigelsesmuligheder.\u003C\u002Fp>\n\n\u003Cp>Med henblik på en yderligere styrkelse af indsatsen på dette felt har\nparterne etableret Kontor- og Lagerområdets Kompetenceudviklingsfond, som har\ntil formål at yde tilskud til uddannelses- og kompetenceudvikling i den\nenkelte virksomhed, herunder at yde tilskud til medarbejdernes deltagelse i\nselvvalgt kompetenceudvikling.\u003C\u002Fp>\n\n\u003Cp>Parterne ønsker med denne aftale at skabe et dynamisk grundlag for\nanvendel¬se og administration af midler, som parterne aftaler at afsætte\nefter Funktio-næroverenskomsten for Handel, Viden og Service § 16, stk. 3.\nDet er målet, at midlerne anvendes til gavn for medarbejderens\nbeskæftigelsesmuligheder, såvel på kortere som på længere sigt, samt til\ngavn for virksomhedernes kompeten-ceudvikling. Samtidig skal kontor- og\nlagererhvervenes konkurrenceevne bedst 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 Funktionæroverenskomsten for Handel, Viden og\nServices dæknings-område. Det er en betingelse for at have ret til frihed til\nuddannelse, som ikke af virksomheden vurderes som relevant for virksomheden, at\nmedarbejderen kan opnå tilskud til denne uddannelse efter nedenstående regler\nfor kompetenceud-viklingsstøtte.\u003C\u002Fp>\n\n\u003Cp>Medarbejdere med minimum 9 måneders anciennitet gives årligt ret til op\ntil 2 uges 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\u003Ch4>3.ØKONOMISK TILSKUD\u003C\u002Fh4>\n\n\u003Cp>A. Virksomheden betaler et beløb svarende til 820,00 kr. pr. år pr.\nfuldtidsan¬sat medarbejder omfattet af overenskomsten. For deltidsansatte\nreduceres beløbet forholdsmæssigt.\u003C\u002Fp>\n\n\u003Cp>B. Beregningsgrundlag. Bidraget beregnes på baggrund af det antal\nmedarbej-dere, der er omfattet af Funktionæroverenskomsten for Handel, Viden\nog Service.\u003C\u002Fp>\n\n\u003Ch4>4.KONTOR- OG LAGEROMRÅDETS KOMPETENCEUDVIKLINGSFOND\u003C\u002Fh4>\n\n\u003Cp>A.Overenskomstens parter har etableret et sameje, som administrerer de efter\nstk. 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 mv., 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 virksom¬hed\nunder Funktionæroverenskomsten for Handel, Viden og Service, hvis virksomheden\nikke har etableret egen kompetenceudviklingskonto m.v., jf. pkt. 5.\nAnsøgninger fremsendes gennem virksomheden, som attesterer, at ansættelsen er\nomfattet af Funktionæroverenskomsten for Handel, Viden og Service, og samtidig\noplyser, hvad medarbejderens løn udgør. Fondens midler kan endvidere søges\naf virksomheder til brug for uddannelses- og kompetenceudvikling i den enkelte\nvirksomhed.\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\nFunktionæroverenskomsten for Handel, Viden og Service § 16, stk. 4 og 5.\nMidlerne kan anvendes til:\u003C\u002Fp>\n\n\u003Cp>•Tilskud til eksterne udgifter ved uddannelse (kursusgebyr,\nkursusmateri¬ale, 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.\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\u003Cp>Kompetenceudviklingsfonden kan endvidere, inden for fondens økonomiske\nmuligheder, yde tilskud til virksomheders kompetenceudvikling. Der kan blandt\nandet søges tilskud til:\u003C\u002Fp>\n\n\u003Cp>•Kompetence-\u002Fuddannelsesplanlægning\u003C\u002Fp>\n\n\u003Cp>•Omkostninger forbundet med ekstern uddannelse\u003C\u002Fp>\n\n\u003Cp>•Omkostninger forbundet med intern uddannelse, der kan sidestilles med\nekstern uddannelse\u003C\u002Fp>\n\n\u003Cp>•Uddannelse afholdt som E-læring\u003C\u002Fp>\n\n\u003Cp>•Dokumentation af realkompetencer samt udvikling af metoder hertil\u003C\u002Fp>\n\n\u003Cp>•Videnregnskaber med vægt på de ansattes kompetencer\u003C\u002Fp>\n\n\u003Cp>Ved tildeling skal minimum 55 pct. af fondens midler anvendes til selvvalgt\nuddannelse.\u003C\u002Fp>\n\n\u003Ch4>5.KOMPETENCEUDVIKLINGSSTØTTE 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. og b.\nDet er en forud¬sætning, at virksomheden har etableret uddannelsesudvalg og\nhar mindst 80 medarbejdere 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 Kontor- og\nLagerområdets Kompetenceudviklingsfond.\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. Det er virksomhedens uddannelsesud¬valg, der\nfastlægger kriterierne for tildeling af tilskud. Tilskud kan kun ydes efter\nreglerne i pkt. 4 d.\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, ligesom der skal\ntages hensyn til virksomhedens generelle behov for kompetenceudvikling.\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. Uddannelses-udvalget kan beslutte, at der opsamles\nmidler på kontoen til brug ved fremti¬dige uddannelsesaktiviteter. Med mindre\nandet aftales, overføres uforbrugte midler, der overstiger 1 års\nindbetalinger, til Kontor- og Lagerområdets Kompetenceudviklingsfond.\nVirksomhedens uddannelsesansvarlige vurde¬rer, om ansøgningen ligger inden\nfor de af uddannelsesudvalget fastlagte kriterier og rammer, og tildeler på\ndet grundlag tilskud.\u003C\u002Fp>\n\n\u003Cp>Hvis der gives afslag, har medarbejderen ret til at få en skriftlig\nbegrun-delse, 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, orientere og afregne kursuskonti håndhæves alene efter reglerne\nfor behand¬ling af uoverensstemmelser, jf. § 17, herunder ved eventuel faglig\nvoldgift.\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 Funktionæroverenskomsten for\nHandel, Viden og Service, uden at være medlem af Dansk Erhverv Arbejds-giver,\nfx ved tiltrædelsesoverenskomster, skal indbetale til Kontor- og\nLager¬områdets Kompetenceudviklingsfond. Fondens bestyrelse kan pålægge\ndisse virksomheder et omkostningsbestemt administrationsgebyr for behandling af\nansøgninger fra disse virksomheder og disse virksomheders ansatte. Fon¬dens\nbestyrelse sikrer, at midlerne fra disse virksomheder regnskabsmæssigt holdes\nadskilt fra Dansk Erhverv Arbejdsgivers medlemsvirksomheders midler.\u003C\u002Fp>\n\n\u003Ch4>7.OVERENSKOMSTBESTEMMELSER\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 kontor- og lageroverenskomsten indgåede\nAftale om Kompetenceudviklingsfond 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\noverenskomst¬perioden. Der er således intet anciennitetskrav i\noverenskomstperioden.\u003C\u002Fp>\n\n\u003Cp>Dette gælder dog ikke retten til selvvalgt uddannelse i opsigelsesperioden,\njf.\u003C\u002Fp>\n\n\u003Cp>§ 16, stk. 5, 3. afsnit, og elevers ret til støtte til fritidsuddannelse,\njf. § 7, stk.\u003C\u002Fp>\n\n\u003Cp>13, samt vikarbureauvikarer, hvor anciennitetskravet på 6 måneder\noprethol¬des.\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, litra d, ændres i overenskomstperioden, således at der\ngives 100 pct. dækning 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 medarbejderudviklingssamtaler (Mus)\u003C\u002Fh3>\n\n\u003Cp>For at fremme kompetenceudviklingen blandt alle medarbejdergrupper er\nparterne enige om en fælles indsats, der har til formål at udbrede brugen af\nmed¬arbejderudviklingssamtaler (MUS) i virksomhederne.\u003C\u002Fp>\n\n\u003Cp>Parterne forpligter sig til at arbejde for fortsat udbredelse af MUS i\nvirksomheder omfattet af overenskomsten, med udgangspunkt i markedsføring af\nwww.samta- lens123.dk.\u003C\u002Fp>\n\n\u003Cp>Parterne forpligter sig desuden til at følge udviklingen i udbredelsen og\nanven-delsen af MUS i overenskomstperioden, med henblik på evaluering af den\nfælles markedsføringsindsats.\u003C\u002Fp>\n\n\u003Cp>Tilrettelæggelse af markedsføringsindsatsen og opfølgningen foretages i\nregi af uddannelses- og samarbejdsfonden for kontor- og lagerområdet.\u003C\u002Fp>\n\n\u003Cp>Aftale om uddannelsesløft\u003C\u002Fp>\n\n\u003Cp>For at styrke virksomhedernes og medarbejdernes kompetenceudvikling er\nparter¬ne enige om i perioden at yde en fælles informationsindsats, der har\ntil hensigt at højne uddannelsesniveauet og dermed konkurrenceevnen i\nvirksomhederne.\u003C\u002Fp>\n\n\u003Cp>Parterne vil arbejde for en øget udbredelse af\u003C\u002Fp>\n\n\u003Cp>•individuel kompetencevurdering,\u003C\u002Fp>\n\n\u003Cp>•løft fra ufaglært til faglært status og\u003C\u002Fp>\n\n\u003Cp>•løft fra faglært til videregående uddannelsesniveau\u003C\u002Fp>\n\n\u003Cp>Tilrettelæggelse af indsatsen og opfølgningen foretages i regi af\nUddannelses- og Samarbejdsfonden for Kontor- og Lagerområdet, der ligeledes\nfinansierer indsat¬sen.\u003C\u002Fp>\n\n\u003Ch3>Aftale om uddannelses- og samarbejdsfond\u003C\u002Fh3>\n\n\u003Cp>Parterne har etableret en uddannelses- og samarbejdsfond for kontor- og\nlagerom¬rådet.\u003C\u002Fp>\n\n\u003Cp>Fondens formål er:\u003C\u002Fp>\n\n\u003Cp>•at fremme og udvikle uddannelse og uddannelsesniveau inden for kontor- og\nlagerområdet med særlig henblik på at sikre virksomhederne en kvalificeret\narbejdskraft\u003C\u002Fp>\n\n\u003Cp>•at udvikle og afprøve uddannelser der ikke eksisterer i det\ntraditionelle uddan¬nelsessystem\u003C\u002Fp>\n\n\u003Cp>•at finansiere vederlag til tillidsrepræsentanterne.\u003C\u002Fp>\n\n\u003Cp>Der henvises i øvrigt til fondens vedtægter fastlagt af overenskomstens\nparter. FINANSIERING\u003C\u002Fp>\n\n\u003Cp>Virksomhederne indbetaler et beløb svarende til 355,50 kr. pr. år. pr.\nfuldtids-ansat, der er omfattet af overenskomsten. Beløbet reguleres den 1.\nmarts 2015 til 438,00 kr. og den 1. marts 2016 til 520,50 kr. For\ndeltidsansatte reduceres beløbet forholdsmæssigt.\u003C\u002Fp>\n\n\u003Cp>Fondens bestyrelse bemyndiges til at regulere bidraget, såfremt fondens nye\nopga¬ver nødvendiggør dette.\u003C\u002Fp>\n\n\u003Cp>Regnskabsåret er kalenderåret.\u003C\u002Fp>\n\n\u003Cp>Indbetaling af bidrag til fonden sker til Dansk Erhverv Arbejdsgiver.\u003C\u002Fp>\n\n\u003Ch3>Aftale om uddannelsesudvalg mv.\u003C\u002Fh3>\n\n\u003Cp>(selvadministration af kompetencefonde - indskrivning af praksis)\u003C\u002Fp>\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\u002FPrivat - HK HANDEL er repræsenteret i\nuddannelsesudvalget.\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\u002FPrivat - HK HANDEL - at begære organisationsmøde, hvis repræsentanten er\naf den opfattelse, at der sker en fordeling af midlerne til ugunst for\nmedarbej-derne omfattet 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\u003Ch3>Aftale om uddannelses- og samarbejdsaktiviteter\u003C\u002Fh3>\n\n\u003Cp>Med det formål at styrke efter- og videreuddannelsen og samarbejdet på\nkontor- og lagerområdet har parterne etableret en ordning med opsøgende\nuddannelses- ambassadører\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 kontor- og\nlagerområdet fastlægger de nærmere regler for ordningen, herunder\nuddannelsesambassadø- rernes\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 3 år, som aktiviteten løber i.\nBudgettet godkendes af overenskomstens parter.\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\u003C\u002Fp>\n\n\u003Cp>området drøftes løbende som udgangspunkt for eventuelle yderligere\ninitiativer, 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\nde udsatte 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\nvirksomhe-derne. Derfor er det vigtigt, at seniormedarbejdere bliver længst\nmuligt på arbejds¬markedet, således at deres viden og arbejdskraft kan\nanvendes i virksomhederne.\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>\u003C\u002Fp>\n\n\u003Cp>\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 arbejdspladsen og uden for arbejdspladsen. Det er derfor\nvigtigt, at man i arbejdet med sygefravær får kortlagt mulige årsager til\nhelt eller delvis sygefra-vær - og ud fra denne kortlægning søger\nsygefraværet 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>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>1.Sygefravær\u003C\u002Fp>\n\n\u003Cp>2.Seniorpolitik\u003C\u002Fp>\n\n\u003Cp>3.Integration\u003C\u002Fp>\n\n\u003Cp>4.Handicappede\u003C\u002Fp>\n\n\u003Cp>5.Psykisk sårbare\u003C\u002Fp>\n\n\u003Cp>Parterne er i øvrigt enige om, at materialet offentliggøres mest\nhensigtsmæssigt på parternes hjemmesider mv.\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 Vikardirektivet\u003C\u002Fh3>\n\n\u003Ch3>(Europaparlamentets og rådets direktiv 2008\u002F104\u002FEF af 19. november 2008 om\nvikararbejde)\u003C\u002Fh3>\n\n\u003Cp>Dansk Erhverv Arbejdsgiver og HK\u002FPrivat - HK HANDEL har i forbindelse med\nforberedelsen af overenskomstforhandlingerne drøftet vikardirektivet og den\nkommende vikarlov.\u003C\u002Fp>\n\n\u003Cp>Parterne forventer, at den fremtidige implementeringslov vil indeholde\nhjemmel til, at implementering kan ske\u002Fer sket gennem kollektive\noverenskomster, jf. artikel 5, stk. 3. Derfor vil parterne, straks efter at\nlovforslaget er sendt i høring,\u003C\u002Fp>\n\n\u003Cp>fortsætte drøftelserne om, hvorvidt der kan konstateres normharmoni, eller\nom loven nødvendiggør ændringer i overenskomsten, samt - i bekræftende fald\n- optage forhandling herom med henblik på at sikre, at eventuelle ændringer\nkan træde i kraft samtidig med lovændringen.\u003C\u002Fp>\n\n\u003Ch3>Aftale om vikarbureauansatte vikarer\u003C\u002Fh3>\n\n\u003Cp>Vikarprotokollatet er et supplement til den øvrige overenskomst, der\nsåledes også er gældende for vikarer i sit fulde omfang.\u003C\u002Fp>\n\n\u003Cp>Der gælder følgende afvigelser fra overenskomstens almindelige regler i\nforhold til vikarbureauansatte vikarers optjening af anciennitet m.v.:\u003C\u002Fp>\n\n\u003Ch4>1.PENSION\u003C\u002Fh4>\n\n\u003Cp>Nedenstående regler erstatter § 5, stk. 3, litra a og b:\u003C\u002Fp>\n\n\u003Cp>Pension ydes til vikarer, der er fyldt 18 år, og som har haft lønnet\nbeskæftigelse i samme vikarbureau i sammenlagt mindst 1.443 timer inden for 3\når, eller som er fyldt 18 år og er optaget i en arbejdsmarkedspensionsordning\nbaseret på en kollektiv aftale fra et tidligere ansættelsesforhold.\u003C\u002Fp>\n\n\u003Cp>Pension ydes tillige til vikarer, som er fyldt 18 år og uden afbrydelse har\nværet i ansættelse i 3 måneder hos en eller flere virksomheder omfattet af\noverenskom-sten.\u003C\u002Fp>\n\n\u003Ch4>2.PENSIONSLEVERANDØR\u003C\u002Fh4>\n\n\u003Cp>Nedenstående regler supplerer reglerne om pensionsleverandør i\noverenskom-stens § 5, stk. 3, litra e:\u003C\u002Fp>\n\n\u003Cp>Såfremt der er enighed mellem vikarbureauet og vikaren, kan det aftales, at\npen¬sionsbidraget i stedet indbetales til en anden ordning inden for\nDA\u002FLO-området, med henblik på at vikaren kan opretholde en tidligere\netableret arbejdsmarkeds¬pensionsordning.\u003C\u002Fp>\n\n\u003Ch4>3.BARSEL\u003C\u002Fh4>\n\n\u003Cp>Nedenstående regler erstatter § 10, stk. 4, litra b:\u003C\u002Fp>\n\n\u003Cp>Vikarer, der på det forventede fødselstidspunkt har været i lønnet\nbeskæftigelse i samme vikarbureau i mindst 1.443 timer inden for 3 år eller\nhar 9 måneders anciennitet, er berettiget til løn under barsel fra 4 uger\nfør forventet fødselstids-punkt (graviditetsorlov) og indtil 14 uger efter\nfødslen (barselsorlov).\u003C\u002Fp>\n\n\u003Cp>Til adoptanter, der på modtagelsestidspunktet har været i lønnet\nbeskæftigelse i samme vikarbureau i mindst 1.443 timer inden for 3 år eller\nhar 9 måneders an-ciennitet, betales løn fra 4 uger før modtagelsen af\nbarnet og indtil 14 uger efter modtagelsen, i det omfang der i henhold til\nbarselslovens § 8 er ret til fravær i perioden.\u003C\u002Fp>\n\n\u003Cp>Lønnen svarer til den løn, den pågældende ville have oppebåret i\nperioden. Belø-bet indeholder den ved lovgivningen fastsatte maksimale\ndagpengesats.\u003C\u002Fp>\n\n\u003Cp>Under samme betingelser betales der i indtil 2 uger løn under\n”fædreorlov”.\u003C\u002Fp>\n\n\u003Cp>Overstiger perioden mellem 2 vikariater for samme vikarbureau 12 måneder,\nbortfalder al tidligere optjent anciennitet.\u003C\u002Fp>\n\n\u003Ch4>4.BARSEL\u002FPENSION\u003C\u002Fh4>\n\n\u003Cp>Nedenstående regler erstatter anciennitetsreglerne i § 10, stk. 4, litra\nf, for optje-ning af ret til ekstra pensionsbidrag under barsel:\u003C\u002Fp>\n\n\u003Cp>Under de 14 ugers barselsorlov indbetales de i § 10, stk. 4, litra f,\nomtalte ekstra pensionsbidrag til vikarer, der på det forventede\nfødselstidspunkt har været i lønnet beskæftigelse i det samme vikarbureau i\nmindst 1.443 timer inden for de seneste 3 år eller har 9 måneders anciennitet\ni vikarbureauet.\u003C\u002Fp>\n\n\u003Cp>Overstiger perioden mellem 2 vikariater for samme vikarbureau 12 måneder,\nbortfalder al tidligere optjent anciennitet.\u003C\u002Fp>\n\n\u003Ch4>5.FERIEFRIDAGE\u003C\u002Fh4>\n\n\u003Cp>Nedenstående regler erstatter § 12, stk. 1:\u003C\u002Fp>\n\n\u003Cp>Vikarer, der har haft lønnet beskæftigelse i samme vikarbureau i\nsammenlagt mindst 1.443 timer inden for 3 år eller har 9 måneders uafbrudt\nbeskæftigelse i vikarbureauet, er berettigede til 5 feriefridage.\u003C\u002Fp>\n\n\u003Cp>Overstiger perioden mellem 2 vikariater for samme vikarbureau 12 måneder,\nbortfalder al tidligere optjent anciennitet.\u003C\u002Fp>\n\n\u003Ch4>6.BARNS FØRSTE SYGEDAG\u003C\u002Fh4>\n\n\u003Cp>Nedenstående regler erstatter § 10, stk. 2, litra a:\u003C\u002Fp>\n\n\u003Cp>Vikarer, der har haft lønnet beskæftigelse i samme vikarbureau i\nsammenlagt mindst 962 timer inden for 3 år eller har 6 måneders anciennitet i\nvikarbureau-et, har ret til frihed med løn, når friheden er nødvendig af\nhensyn til pasning af medarbejderens syge, hjemmeboende barn\u002Fbørn under 14\når.\u003C\u002Fp>\n\n\u003Cp>Overstiger perioden mellem 2 vikariater for samme vikarbureau 12 måneder,\nbortfalder al tidligere optjent anciennitet.\u003C\u002Fp>\n\n\u003Ch4>7.BØRNS SYGDOM\u002FHOSPITALSINDLÆGGELSE\u003C\u002Fh4>\n\n\u003Cp>Nedenstående regler erstatter § 10, stk. 3, litra a:\u003C\u002Fp>\n\n\u003Cp>Vikarer, der har haft lønnet beskæftigelse i samme vikarbureau i\nsammenlagt mindst 962 timer inden for 3 år eller har 6 måneders uafbrudt\nbeskæftigelse i vikarbureauet, indrømmes frihed, når det er nødvendigt, at\nvikaren indlægges på hospital sammen med et barn under 14 år.\u003C\u002Fp>\n\n\u003Cp>Overstiger perioden mellem 2 vikariater for samme vikarbureau 12 måneder,\nbortfalder al tidligere optjent anciennitet.\u003C\u002Fp>\n\n\u003Ch4>8.SUNDHEDSORDNING\u003C\u002Fh4>\n\n\u003Cp>Nedenstående regler erstatter § 5, stk. 4, litra a:\u003C\u002Fp>\n\n\u003Cp>Pensionsberettigede vikarer, der har 9 måneders uafbrudt beskæftigelse i\nvikarbureauet, og som gennemsnitligt beskæftiges mere end 8 timer ugentligt,\nomfattes af en sundhedsordning.\u003C\u002Fp>\n\n\u003Ch4>9.ARBEJDSKONFLIKTER\u003C\u002Fh4>\n\n\u003Cp>Når HK\u002FPrivat - HK HANDEL skriftligt har meddelt vikarbureauet, at en\nvirksomhed er omfattet af en lovlig arbejdskonflikt, må vikarbureauet ikke\nsende arbejdskraft inden for handels- og kontorområdet til denne virksomhed\nmed henblik på at udføre konfliktramt arbejde.\u003C\u002Fp>\n\n\u003Ch4>10.DAGPENGEREGLER\u003C\u002Fh4>\n\n\u003Cp>Vikarbureauer skal ved ansættelsen eller tilknytningen af vikarer opfordre\ndisse til at søge nærmere oplysninger vedrørende dagpengereglerne i\ntilfælde af arbejdsløshed.\u003C\u002Fp>\n\n\u003Ch4>11.SØGNEHELLIGDAGE\u003C\u002Fh4>\n\n\u003Cp>Til vikarer ydes fuld løn for mellemliggende søgnehelligdage, der indgår\ni den aftalte arbejdsperiode.\u003C\u002Fp>\n\n\u003Ch4>12.TRANSPORTGODTGØRELSE\u003C\u002Fh4>\n\n\u003Cp>Mellem vikarer og vikarbureauer kan aftales transportgodtgørelse.\u003C\u002Fp>\n\n\u003Ch4>13.UOVERENSSTEMMELSER OM KVALITETEN AF VIKARENS ARBEJDE\u003C\u002Fh4>\n\n\u003Cp>Opstår der uoverensstemmelser mellem vikarbureauet og brugervirksomheden om\nkvaliteten af vikarens arbejde, er vikaren under alle omstændigheder\nberetti¬get til den aftalte løn.\u003C\u002Fp>\n\n\u003Ch4>14.TILKNYTNINGSAFTALE\u003C\u002Fh4>\n\n\u003Cp>Parterne anbefaler, at vikarbureauet udleverer en tilknytningsaftale til\nvikaren hurtigst muligt efter, at vikaren er påbegyndt sit første vikariat\nfor vikarbureau-et. Dansk Erhverv har udarbejdet en standard\ntilknytningsaftale, som Dansk Erhvervs medlemmer kan hente på\nwww.danskerhverv.dk.\u003C\u002Fp>\n\n\u003Cp>I det omfang vikarbureauet er forpligtet til at udarbejde et\nansættelsesbevis i henhold til ansættelsesbevisloven, udgør\ntilknytningsaftalen sammen med en jobbekræftelse vikarens\nansættelsesbevis.\u003C\u002Fp>\n\n\u003Ch4>15.FRITVALG\u003C\u002Fh4>\n\n\u003Cp>Vikarbureauet kan vælge løbende at udbetale den til enhver tid gældende\npro-centsats, jf. § 4, stk. 2, til vikaren med lønudbetalingen. Det er en\nudtrykkelig forudsætning, at beløbet fremgår separat af vikarens\nlønseddel.\u003C\u002Fp>\n\n\u003Ch4>16.VIKARIATERS LÆNGDE\u003C\u002Fh4>\n\n\u003Cp>Parterne anbefaler, at vikarbureauet så vidt muligt tilbyder vikariater af\nen længde, der afspejler den aftale, som vikarbureauet har indgået med\nbrugervirk-somheden.\u003C\u002Fp>\n\n\u003Cp>I tilfælde af en forlængelse af vikariatet anbefaler parterne også, at\nvikarbureau-et, såfremt det er muligt, oplyser vikaren om forlængelsen inden\nudløbet af den oprindeligt aftalte periode.\u003C\u002Fp>\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. 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\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>HK\u002FPrivat\u003C\u002Fh3>\n\n\u003Cp>Weidekampsgade 8 Postbox 0470 0900 København C Telefon 7011 4545 Fax 3330\n4499 E-mail hkprivat@hk.dk www.hk.dk\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>HK Handel\u003C\u002Fh3>\n\n\u003Cp>Weidekampsgade 8 Postbox 0470 0900 København C Telefon 7011 4545 Fax 3330\n4499 E-mail handel@hk.dk www.hk.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: 441 801 0011\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            \n            ",{"pensionfund":42,"descripjobtype":46,"cbadate_end":50,"cbadate_start":54,"cbasignmultiplesignatory":58,"jobclassifaction1":62,"disabilityfund":66,"cbamemtrad":70,"paidpaternityleaveduration":72,"WAGES_comments_txt":76,"LOWWAGE_trigger":80,"lowwagetxt":84,"lowwageamount":88},{"bindId":43,"name":44,"text":45},"pensionfund","A.Det samlede pensionsbidrag udgør 12 pc","A.Det samlede pensionsbidrag udgør 12 pct. af den A-skattepligtige\nlønind-komst, jf. stk. 2.\n\nB.Virksomheden bidrag er 2\u002F3 og medarbejderens bidrag er 1\u002F3.",{"bindId":47,"name":48,"text":49},"descripjobtype","1)Indtastning af data via terminal direk","1)Indtastning af data via terminal direkte til it-anlæg.\n\n2)Betjening af it-anlæg og servere samt perifere enheder til disse.\n\n3)Overvågning af it-anlæg, servere, internet og netværk, sikring af\npro¬duktionsafvikling, herunder afvikling af backup, ansvar for\nhensigts¬mæssig betjening og udnyttelse af it-produktionsudstyr.\n\n4)Driftsplanlægning, produktionsafvikling og kontrol af data.\n\n5)Design og analyse, programmering, implementering, fejl- og tilretning,\nsamt dokumentation af software.\n\n6)Installering, tilretning og implementering af tredjepart software,\nherun¬der arbejde med operativsystemer.\n\n7)Projektledelse, projektafgrænsning og projektimplementering.\n\n8)Konsulent-, hotline- og brugerservice i forbindelse med brugen af it.\n\n9)Databiblioteksarbejde, internet-, web-, multimedie- og\ndatabaseadmini¬stration.\n\n10)Arbejde med og ansvar for it-sikkerhed og it-sikkerhedsimplementering.",{"bindId":51,"name":52,"text":53},"cbadate_end","Overenskomsten kan tidligst opsiges til ","Overenskomsten kan tidligst opsiges til ophør den 1. marts 2017.\nOpsigelsesfristen er 3 måneder, medmindre andet er aftalt mellem parterne.\nKøbenhavn, marts 2014",{"bindId":55,"name":56,"text":57},"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":59,"name":60,"text":61},"cbasignmultiplesignatory","LANDSOVERENSKOMST Funktionæroverenskomst","LANDSOVERENSKOMST\n\nFunktionæroverenskomst for Handel, Viden og Service 2014\n\nmellem\n\nDansk Erhverv Arbejdsgiver og HK\u002FPrivat og HK HANDEL",{"bindId":63,"name":64,"text":65},"jobclassifaction1","Stk. 2. Enhver virksomhed skal yde kvind","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.",{"bindId":67,"name":68,"text":69},"disabilityfund","Eksisterende firmaordninger, som omfatte","Eksisterende firmaordninger, som omfatter hele den af denne overenskomst\ndækkede medarbejdergruppe, kan træde i stedet for Funktionær-Pension på\nfølgende betingelser:\n\nBidraget i ordningen skal til stadighed mindst svare til det\noverenskomstaf¬talte bidrag, og der skal mindst sikres de forsikrede (eller\ndisses efterladte) en alderspension og en éngangssum på 60.000 kr. ved død\nog invaliditet.",{"bindId":71,"name":60,"text":61},"cbamemtrad",{"bindId":73,"name":74,"text":75},"paidpaternityleaveduration","B.Virksomheden betaler til medarbejdere,","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 (barselsor-lov).\n\nTil adoptanter, der på modtagelsestidspunktet har 9 måneders\nancienni¬tet, betales løn fra 4 uger før modtagelsen af barnet og indtil 14\nuger efter modtagelsen, i det omfang der i henhold til barselslovens § 8 er\nret til fravær i perioden.\n\nLønnen svarer til den løn, den pågældende ville have oppebåret i\nperioden. Beløbet indeholder den ved lovgivningen fastsatte maksimale\ndagpengesats.\n\nUnder samme betingelser betales der i indtil 2 uger løn under\n”fædreorlov”.\n\nC.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.",{"bindId":77,"name":78,"text":79},"WAGES_comments_txt","1.Lønnens fastsættelse A.Lønnen aftales ","1.Lønnens fastsættelse\n\nA.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.",{"bindId":81,"name":82,"text":83},"LOWWAGE_trigger","4.Mindstebetalingssats 1. marts 2014 kr.","4.Mindstebetalingssats\n\n\n  \n    \n       \n      \n      1.\n        marts 2014 kr. pr. md.\n      \n      1.\n        marts 2015 kr. pr. md.\n      \n      1.\n        marts 2016 kr. pr. md.\n      \n    \n    \n      1.\n        år\n      \n      10.273,00\n      \n      10.468,00\n      \n      10.677,00\n      \n    \n    \n      2.\n        år\n      \n      11.463,00\n      \n      11.681,00\n      \n      11.902,00\n      \n    \n    \n      3.\n        år\n      \n      12.611,00\n      \n      12.851,00\n      \n      13.095,00\n      \n    \n    \n      4.\n        år\n      \n      13.662,00\n      \n      13.921,00\n      \n      14.186,00\n      \n    \n  \n",{"bindId":85,"name":86,"text":87},"lowwagetxt","Aflønning af erhvervsgrunduddannelsesele","Aflønning af erhvervsgrunduddannelseselever sker efter første års\nelevsats.",{"bindId":89,"name":90,"text":90},"lowwageamount","10.273,00","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Dansk Erhverv Arbejdsgiver-HK Privat-HK Handel_2014-2017\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, HK\u002FPrivat\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: → Ja\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: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Beskyttelsestøj udleveret: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Jævnlig eller årlig helbredstjek eller besøg foranlediget af arbejdsgiver: → \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        \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: → Ja\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">APV risikovurdering for sikkerhed og sundhed for gravide eller ammende kvinder: → Nej\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Tilgængelighed af alternativer til farligt og usundt arbejde for gravide eller ammende kvinder: → Ja\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Fravær i forbindelse med fødselsforberedelse: → Ja\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Forbud mod at screene for graviditet før ansættelse af vikarer: → Nej\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Forbud mod at screene for graviditet før forfremmelse: → Nej\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                        \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: → Ja\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: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Lærlinge ekskluderet fra nogen bestemmelser: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijob\u002Fstudenterjob ekskluderet fra nogen bestemmelser: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">ARBEJDSTID, VAGTPLAN OG FERIE\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Arbejdstimer pr. uge: → 37.0\n            \u003C\u002Fdiv>\n\n            \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            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Bestemmelser om fleksible arbejdsordninger: → Ja\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">LØNNINGER\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Lønningerne bestemmes ud fra løntabeller: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Bestemmelse om mindsteløn, der er fastsat af regeringen, der skal overholdes: → Ja\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 10.273\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Justering i henhold til stigende leveomkostninger: → \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Kun en ekstra betaling\u003C\u002Fh4>\n                \u003Cdiv id=\"display-incidentalbonusperc1\">\n                    Kun en ekstra betaling: → 1 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Kun en ekstra betaling i henhold til virksomhedens resultater: → Nej\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \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                \u003Ch4 id=\"display-OVERTIME_trigger\">Ekstrabetaling for overarbejde\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Ch4>Spisebilletter\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Spisebilletter forudsat: → Nej\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Gratis retshjælp: → Nej\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[96],{"title":35,"slug":31},[98],{"type":99,"data":100},"call_to_action_body_block",{"title":101,"description":102,"variant":103,"link":104},"Sammenlign kollektive aftaler","Sammenlign artiklerne om de kollektive overenskomster fra Danmark på tværs af sektorer, emner og lande","dark",{"title":101,"url":105,"description":101,"rel":106,"type":107},"\u002Fda-dk\u002Farbejde-i-danmark\u002Fkollektiv-overenskomst\u002Fsammenlign-kollektive-aftaler","follow","internal",[109],{"type":99,"data":110},{"title":101,"description":102,"variant":103,"link":111},{"title":101,"url":105,"description":101,"rel":106,"type":107},[],{"title":15,"seo_title":114,"description":7,"path":115,"redirect_url":7,"locale":16,"children":116},"Danmark: Lær mere om lønninger, arbejdsret og arbejde","\u002Fda-dk",[117,203,232],{"title":18,"seo_title":118,"description":7,"path":119,"redirect_url":7,"locale":16,"children":120},"Mindsteløn, Eksistensminimum, Arbejdsretten","\u002Fda-dk\u002Farbejde-i-danmark",[121,126,131,150,199],{"title":122,"seo_title":123,"description":7,"path":124,"redirect_url":7,"locale":16,"children":125},"Mindsteløn","Mindsteløn i Danmark: Få mere at vide","\u002Fda-dk\u002Farbejde-i-danmark\u002Fmindstelon",[],{"title":127,"seo_title":128,"description":7,"path":129,"redirect_url":7,"locale":16,"children":130},"Eksistensminimum","Eksistensminimum i Danmark","\u002Fda-dk\u002Farbejde-i-danmark\u002Feksistensminimum",[],{"title":132,"seo_title":8,"description":7,"path":133,"redirect_url":7,"locale":16,"children":134},"Løn","\u002Fda-dk\u002Farbejde-i-danmark\u002Floen",[135,140,145],{"title":136,"seo_title":137,"description":7,"path":138,"redirect_url":7,"locale":16,"children":139},"Lønundersøgelse","Lønundersøgelse i 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