[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fda-dk\u002Farbejde-i-danmark\u002Fkollektiv-overenskomst\u002Fcollective-agreement-between-hilfr-aps-and-3f-private-service-hotel-and-restaurant-2018---2019":3,"sites:htmlblocks":128,"menu:\u002Fda-dk:":1327,"subsites":1497,"footer:root":5062,"cite-subsites":5160,"suggested:root":5637,"cite-footer:root":5641},{"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":108,"content_type_view":109,"extra_breadcrumbs":110,"body":112,"body_blocks":123,"related_pages":127},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":106,"translations":107},{"id":31,"uid":32,"url":33,"name":34,"locale":11,"override_title":8,"title":35,"browser_title":36,"browser_description":37,"text":38},"collective-agreement-between-hilfr-aps-and-3f-private-service-hotel-and-restaurant-2018---2019","30c914c6-4307-11e9-bb3c-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fdenmark\u002Fcollective-agreement-between-hilfr-aps-and-3f-private-service-hotel-and-restaurant-2018---2019\u002Fcollective-agreement-between-hilfr-aps-and-3f-private-service-hotel-and-restaurant-2018---2019\u002F","Collective Agreement Between Hilfr ApS and 3F Private Service, Hotel and Restaurant, 2018 - 2019","DNK Hilfr ApS. - 2018","Denmark - DNK Hilfr ApS. - 2018","DNK Hilfr ApS. - 2018 - Overvågning, rengøring, hjemmearbejde",{"name":39,"data":40},"Hilfr collective agreement 2018.html","\n              \n              \n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch1>Collective agreement\u003C\u002Fh1>\n\n\u003Ch1>\u003C\u002Fh1>\n\n\u003Ch1>Between\u003C\u002Fh1>\n\n\u003Ch1>Hilfr ApS. CBR.no.: 37297267\u003C\u002Fh1>\n\n\u003Ch1>and\u003C\u002Fh1>\n\n\u003Ch1>3F Private Service, Hotel and Restaurant\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 1 Scope\u003C\u002Fh3>\n\n\u003Ch3>Scope for the work performed\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coverunion_trigger\">\u003Cp>The collective agreement covers cleaning assistants who perform cleaning\nwork in private households facilitated by the digital platform Hilfr ApS.\n(hereinafter Hilfr). The collective agreement covers cleaning assistants who\nare employees, not freelancers.\u003C\u002Fp>\n\n\u003Cp>Personal scope\u003C\u002Fp>\n\n\u003Cp>Freelancers automatically obtain employee status after 100 hours' work via\nthe platform and are subsequently covered by this collective agreement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Early transfer to the collective agreement\u003C\u002Fp>\n\n\u003Cp>Freelancers who wish to transfer their status from freelancer to employee\nbefore having worked 100 hours must notify Hilfr of this. In this case, the\ncollective agreement will cover new work assignments agreed after the time of\nnotification.\u003C\u002Fp>\n\n\u003Cp>Hilfr reserves the right to reject a request for early transfer based on\nfactual and objective criteria. Freelancers\u003C\u002Fp>\n\n\u003Cp>Freelancers who wish to remain freelancers after 100 hours' work facilitated\nby the platform must inform Hilfr of this decision well in advance of the\nexpiry of the 100 hours. They will then not obtain employee status and will not\nbe covered by the collective agreement.\u003C\u002Fp>\n\n\u003Cp>Employees who wish to work as freelancers must notify Hilfr of this. In this\ncase, the collective agreement will not cover new work assignments agreed after\nthe employee has notified Hilfr.\u003C\u002Fp>\n\n\u003Cp>Notification\u003C\u002Fp>\n\n\u003Cp>Notification under this provision must be in writing in accordance with\nprotocol 2.\u003C\u002Fp>\n\n\u003Ch3>§ 2 Employers' liability\u003C\u002Fh3>\n\n\u003Cp>Hilfr is the employer and has the responsibility for the payment of wages,\nholiday pay and pension contributions etc. for the employees.\u003C\u002Fp>\n\n\u003Ch3>§ 3 Employment Employment contract\u003C\u002Fh3>\n\n\u003Cp>The Danish Act on an Employer's Obligation to Inform Employees of the\nConditions Applicable to the Employment in force at any time constitutes an\nagreement concluded in accordance with this collective agreement.\u003C\u002Fp>\n\n\u003Cp>Commitment agreement\u003C\u002Fp>\n\n\u003Cp>A commitment agreement is concluded between Hilfr and the employee using the\ntemplate agreed by the parties. This collective agreement forms part of the\nemployment contract.\u003C\u002Fp>\n\n\u003Cp>Job confirmation\u003C\u002Fp>\n\n\u003Cp>For every job requested, a job confirmation is concluded, which will be\nforwarded to the employee digitally. The job confirmation includes a start\ntime, the agreed number of hours,\u003C\u002Fp>\n\n\u003Cp>the agreed hourly wage, the description of the job and the address where the\njob is to be performed.\u003C\u002Fp>\n\n\u003Cp>The commitment contract and the job confirmation for the individual job\nconstitute an employment contract.\u003C\u002Fp>\n\n\u003Ch3>§ 4 Wages\u003C\u002Fh3>\n\n\u003Cp>Reference is made to the wage appendix in force at any given time (appendix\n1).\u003C\u002Fp>\n\n\u003Cp>The wages must be made available to the employee on the last working day of\neach month to the bank chosen by the employee.\u003C\u002Fp>\n\n\u003Cp>The pay period is monthly and runs from the 15th to the 14th.\u003C\u002Fp>\n\n\u003Cp>Via the platform, the employee can set his\u002Fher individual wage. Meanwhile,\nit can never be lower than the wage stipulated in this collective agreement.\u003C\u002Fp>\n\n\u003Ch3>§ 5 Salary statement\u003C\u002Fh3>\n\n\u003Cp>Before the end of each month, a salary statement will be forwarded to the\nemployee containing the hours worked, the hourly pay and other allowances,\nincluding pension, accrued holidays, holiday pay, etc.\u003C\u002Fp>\n\n\u003Cp>Salary statements will be forwarded electronically, cf. Protocol 2 \u003C\u002Fp>\n\n\u003Ch3>§ 6 Cancellation of jobs\u003C\u002Fh3>\n\n\u003Cp>If the customer cancels a confirmed job less than 36 hours prior to the\nagreed start time for the job, the customer must pay a cancellation fee\namounting to 50% of the agreed pay unless the cancellation is caused by the\nemployee.\u003C\u002Fp>\n\n\u003Cp>The rules on working time, rest periods and 24-hour rest periods in force at\nany time constitute an agreement in accordance with this collective agreement.\nDisputes are settled in the industrial relations' system.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-unemploymentfund\">\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Ch3>§ 7 Unemployment benefit during sickness\u003C\u002Fh3>\n\n\u003Cp>The company will pay unemployment benefit during unfitness for work due to\nsickness, including industrial injury, from day two for confirmed jobs in\naccordance with the unemployment benefit legislation in force at any time. New\njobs via the platform cannot be agreed on while the employee is sick.\u003C\u002Fp>\n\n\u003Cp>Holiday pay and pension are calculated on the basis of unemployment benefits\npaid.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Ch3>§ 8 Pension- and health care plans\u003C\u002Fh3>\n\n\u003Cp>8.15% of the taxable income (including holiday pay) must be paid in pension\ncontributions from the day the employee turns 20 years. Hilfr's contribution\nconstitutes 4.15% (including health care plan) and the employee's contribution\nconstitutes 4%. This amount is paid monthly to PensionDanmark.\u003C\u002Fp>\n\n\u003Cp>All employees covered by the pension plan in PensionDanmark are covered by\nthe PensionDanmark health care plan. The contribution to the health care plan\nconstitutes 0.15% and Hilfr pays the contribution as well as the employers'\npension contribution, cf. above.\u003C\u002Fp>\n\n\u003Cp>Pension contributions are only paid if the employee has had paid employment\ni Hilfr amounting to a minimum of 320 hours within a 3-year period or if the\nemployee already has an occupational pension plan.\u003C\u002Fp>\n\n\u003Cp>Escalation of pension plan\u003C\u002Fp>\n\n\u003Cp>See Protocol 9 (escalation of the pension plan is postponed for any\nrenegotiation of the collective agreement).\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Ch3>§ 9 Dismissal\u003C\u002Fh3>\n\n\u003Cp>Deletion or other depersonalization of the employee's profile on the\nplatform shall be considered as dismissal.\u003C\u002Fp>\n\n\u003Cp>Deletion or other depersonalization of the employee's profile on the\nplatform must not take place before the employee has been notified of this in\nwriting.\u003C\u002Fp>\n\n\u003Cp>Information about an upcoming deletion or other depersonalization can only\nbe made to a digital address1 specified by the employee and can only be\nconsidered to have arrived in due time the day after reception.\u003C\u002Fp>\n\n\u003Cp>The dismissal must be based on a substantial reason, either pertaining to\nthe company or the employee, in accordance with the rules of the General\nagreement.\u003C\u002Fp>\n\n\u003Cp>Any claim that a dismissal is unfair is determined by the General Agreement\nbetween LO and DA in force at any time.\u003C\u002Fp>\n\n\u003Cp>Fundamental breach of contract\u003C\u002Fp>\n\n\u003Cp>The above rules on dismissal do not alter Hilfr's right to a justified\ndismissal in case of fundamental breach of contract on the part of the\nemployee.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 10 Notice periods\u003C\u002Fh3>\n\n\u003Cp>The notice periods are:\u003C\u002Fp>\n\n\u003Cp>_______________For Hilfr; For the employee:\u003C\u002Fp>\n\n\u003Cp>First 6 months: 2 weeks; 2 weeks\u003C\u002Fp>\n\n\u003Cp>After 6 months: 2 months; 2 weeks\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Notice periods on the part of the employee only apply to the job\nconfirmations that the employee has accepted prior to his\u002Fher resignation. The\nemployee is not under an obligation to take on new jobs after giving notice.\u003C\u002Fp>\n\n\u003Cp>The employee must have unhindered access to take on jobs during the notice\nperiod. The employee cannot take on jobs that extend beyond the duration of the\nnotice period.\u003C\u002Fp>\n\n\u003Cp>During the notice period, no changes can be made to the profile of the\nemployee on the platform that prevent or restrict the employee from taking on\njobs.\u003C\u002Fp>\n\n\u003Cp>The notice period on the part of Hilfr only applies to the jobs that the\nemployee obtains via the platform. Hilfr is not under an obligation to provide\nnew jobs in addition to these.\u003C\u002Fp>\n\n\u003Cp>During the notice period, work for the customer continues unless Hilfr and\nthe customer agree to discontinue it. If Hilfr and the customer agree to cease\ncooperation with the employee during the notice period, the employee must\nreceive wages that correspond to the amount to be paid for the confirmed jobs\nuntil the expiry of the notice period, cf. however § 6.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch3>§ 11 Holidays\u003C\u002Fh3>\n\n\u003Cp>The Danish Holiday Act in force at any time constitutes an agreement in\naccordance with this collective agreement.\u003C\u002Fp>\n\n\u003Cp>Disputes regarding the Danish Holiday Act are settled in the industrial\nrelations' system\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 12 Industrial disputes regulation \u003C\u002Fh3>\n\n\u003Cp>Cf. protocol 11. \u003C\u002Fp>\n\n\u003Ch3>§ 13 DA\u002FLO Development Fund\u003C\u002Fh3>\n\n\u003Cp>(Postponed until any renegotiation of the collective agreement).\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Ch3>§ 14 Training and education\u003C\u002Fh3>\n\n\u003Cp>(Postponed until any renegotiation of the collective agreement).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Ch3>§ 15 Maternity\u002FPaternity\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Ch3> leave\u003C\u002Fh3>\n\n\u003Cp>(Postponed until any renegotiation of the collective agreement). \u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>§ 16 Coming force and duration\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Cp>The collective agreement is in force from 1 August 2018 to 31 July 2019\nwhere it ultimately expires unless the parties to the agreement agree to\nprolong it following renegotiations.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>During the collective agreement period, both parties may terminate the\nagreement definitely with 3 months' notice.\u003C\u002Fp>\n\n\u003Cp>If the collective agreement has expired, the normative provisions of the\ncollective agreement still apply as individual agreements for the individual\nemployees until they may be terminated with the individual notice period of the\nemployee.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbaratification\">\u003Cp>The parties agree that the above is subject to the approval of the competent\nassemblies.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Copenhagen on 2018\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3 F Service, Hotel and Restaurant\u003C\u002Fp>\n\n\u003Cp>Tina Moller Madsen\u003C\u002Fp>\n\n\u003Cp>Thorkild Holmboe- Hay\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Hilfr ApS.\u003C\u002Fp>\n\n\u003Cp>Steven Wegner Mortensen\u003C\u002Fp>\n\n\u003Cp>National Sondergard Kjaer\u003C\u002Fp>\n\n\u003Cp>Niels Martin Andersen\u003C\u002Fp>\n\n\u003Cp>Dennis True \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Protocols\u003C\u002Fp>\n\n\u003Cp>Protocol 1 - Personal data\u003C\u002Fp>\n\n\u003Cp>Consent to the registration and publication of personal data on the platform\nshould be given in the form a well-defined confirmation that contains\nvoluntary, specific, informed and unambiguous consent from the registered\nperson, including consent to the use and posting of his\u002Fher personal data on\nthe platform.\u003C\u002Fp>\n\n\u003Cp>In the absence of such consent, Hilfr is entitled not to employ an\napplicant. If the employee withdraws his\u002Fher consent entirely, the employment\nrelationship ends without prejudice to the text below.\u003C\u002Fp>\n\n\u003Cp>The parties have agreed that the employee may, at any time, request that\nderogatory, false and offensive comments, pictures or characters be removed\nfrom his\u002Fher profile and other places on the platform that can be associated-\nand clearly attributed to the employee. This cannot adversely affect the\nemployee's conditions of employment.\u003C\u002Fp>\n\n\u003Cp>The employee can request that unfavourable statements be removed from\nhis\u002Fher profile and all other places to which the employee is clearly\nlinked.\u003C\u002Fp>\n\n\u003Cp>The parties have agreed that this collective agreement cannot place the\nemployee in a less favourable position than the legislation in force at any\ntime on the processing of personal data etc.\u003C\u002Fp>\n\n\u003Cp>Protocol 2. Digital address - correspondence\u003C\u002Fp>\n\n\u003Cp>All correspondence between Hilfr and the employee is digital. There are no\nsituations that require Hilfr to forward regular mail, including offers and\norders, via the postal services.\u003C\u002Fp>\n\n\u003Cp>It is the responsibility of the employee to ensure that Hilfr is always\ninformed of a valid, digital address to which it can forward messages.\u003C\u002Fp>\n\n\u003Cp>Protocol 3. Digital address — sickness, statement of fitness for work\u003C\u002Fp>\n\n\u003Cp>It is the responsibility of Hilfr to ensure that the employee is informed of\nwhere he\u002Fshe can submit\u003C\u002Fp>\n\n\u003Cp>information on sickness and fitness for work and similar official\nannouncements digitally.\u003C\u002Fp>\n\n\u003Cp>Protocol 4. Shop steward rules\u003C\u002Fp>\n\n\u003Cp>(Postponed until any renegotiation of the collective agreement).\u003C\u002Fp>\n\n\u003Cp>Protocol 5. 3F PSHR\u002FHilfr — Skills Development Fund\u003C\u002Fp>\n\n\u003Cp>(Postponed until any renegotiation of the collective agreement).\u003C\u002Fp>\n\n\u003Cp>Protocol 6. Deduction of trade union membership fees\u003C\u002Fp>\n\n\u003Cp>Agreement on deduction of trade union membership fees, local union club fees\netc. will negotiated as an optional element during any renegotiation of the\ncollective agreement and before 1 January 2019.\u003C\u002Fp>\n\n\u003Cp>(In addition to this, any agreement on union membership fee, local union\nclub fee etc. is postponed for any future renegotiation of the collective\nagreement.)\u003C\u002Fp>\n\n\u003Cp>Protocol 7. Evaluation of the collective agreement\u003C\u002Fp>\n\n\u003Cp>The parties have agreed to evaluate the collective agreement before it\nexpires and, in this connection, allow for the 3F PSHR to meet with one or more\nemployees in order to carry out an evaluation. The parties will decide on this\nin more detail no later than end May 2019.\u003C\u002Fp>\n\n\u003Cp>Protocol 8. Wage components and free-choice account\u003C\u002Fp>\n\n\u003Cp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">The basic wage includes compensation for service allowance, allowance for\nweekday holidays and work- free days, \u003Cmark data-markjs=\"true\" class=\"keyword highlight focus\">senior\u003C\u002Fmark>ity allowance and free-choice\nallowance (4%) and is based on an estimated average.\u003C\u002Fdiv>\u003C\u002Fp>\n\n\u003Cp>In connection with a renegotiation of the hourly wage of the collective\nagreement, the parties agree that it should be taken into account that\nallowances have been included in the calculation of wages that stem from wage\ncomponents that are adjusted as percentages.\u003C\u002Fp>\n\n\u003Cp>Protocol 9. Increases in pension contributions\u003C\u002Fp>\n\n\u003Cp>The parties agree that the assumption underlying the pension component in\nthis collective agreement is that the employer's share of the pensions should\nbe escalated during a 3-year period: \u003C\u002Fp>\n\n\u003Cp>1st year 4.15%\u003C\u002Fp>\n\n\u003Cp>2nd year 6.15%\u003C\u002Fp>\n\n\u003Cp>3rd year 8.15%\u003C\u002Fp>\n\n\u003Cp>The parties agree that this is the point of departure for the negotiations\nin connection with any extension of the collective agreement in July 2019.\u003C\u002Fp>\n\n\u003Cp>Protocol 10. Assumptions underlying the collective agreement\u003C\u002Fp>\n\n\u003Cp>The current collective agreement is based on the Hilfr business model at the\ntime of the\u003C\u002Fp>\n\n\u003Cp>conclusion of the collective agreement and is therefore closely linked to\nits business model.\u003C\u002Fp>\n\n\u003Cp>Should Hilfr make considerable changes to conditions upon which provisions\nin this collective agreement rest, the parties must resume collective\nbargaining on the relevant provisions in the collective agreement.\u003C\u002Fp>\n\n\u003Cp>Protocol 11. Industrial disputes regulation\u003C\u002Fp>\n\n\u003Cp>The General Agreement and the Norm, concluded between LO and DA, apply with\nthe amendments below.\u003C\u002Fp>\n\n\u003Cp>In the case of a claim that there is a breach of this collective agreement,\na mediation meeting with the participation of the collective agreement partners\nwill be summoned.\u003C\u002Fp>\n\n\u003Cp>If agreement is not reached on the mediation meeting, the case will be\nsubject to industrial arbitration.\u003C\u002Fp>\n\n\u003Cp>Mediation meetings are held as soon as possible and no later than 7 weekdays\nafter a request for a mediation meeting has been submitted unless the alleged\nbreach of agreement has ceased before the mediation meeting has been held.\u003C\u002Fp>\n\n\u003Cp>In case of a disagreement on the interpretation of this collective\nagreement, a mediation meeting with the participation of the collective\nagreement partners will be summoned.\u003C\u002Fp>\n\n\u003Cp>If agreement is not reached during the mediation meeting, the case will be\nsubject to industrial arbitration.\u003C\u002Fp>\n\n\u003Cp>Each party appoints two members of the Court of Arbitration. Together, they\nappoint an Arbitrator. If they cannot reach agreement on an Arbitrator, one\nwill be appointed by the President of the Labour Court.\u003C\u002Fp>\n\n\u003Cp>The Arbitrator presides over the negotiations in the Court of Arbitration.\nIf it is not possible to obtain a majority among the members of the Court of\nArbitration, the Arbitrator will have the final say. The Court of Arbitration\ndecides which of the parties will pay the costs of the case.\u003C\u002Fp>\n\n\u003Cp>The remaining rules regarding the exchange of written pleadings and the\nconduct of industrial arbitration agreed between LO and DA (the Confederation\nof Danish Employers) apply.\u003C\u002Fp>\n\n\u003Cp>Breach of the collective agreement cannot be brought before the Danish\nLabour Court for and in industrial arbitration, the parties can only seek\nback-payment and not a penalty.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Joint declaration\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The parties hereby jointly declare that this trial collective agreement is\nan attempt to build a bridge between digital platforms and the Danish labour\nmarket model.\u003C\u002Fp>\n\n\u003Cp>The aim of the trial collective agreement is, in part, to gather experiences\nwith a view to establishing permanent collective bargaining relations.\u003C\u002Fp>\n\n\u003Cp>The parties have therefore agreed that none of them are bound by the\ncontents of this collective agreement after it has expired or has been\nterminated.\u003C\u002Fp>\n\n\u003Cp>The parties have also agreed that any renegotiation of the collective\nagreement must take place in light of the fact that the agreement is devised as\na 3-year escalation model.\u003C\u002Fp>\n\n\u003Cp>The parties also declare that a renegotiation of the collective agreement\npresupposes that Hilfr is a member of the Confederation of Danish Industries\n(DI) and, therefore, with the participation of the Confederation of Danish\nIndustries.\u003C\u002Fp>\n\n\u003Cp>With Hilfr's application for membership of the Confederation of Danish\nIndustries, reference is made to the agreement concluded between DI,\nOverenskomst II (SBA) and 3F Private Services,\u003C\u002Fp>\n\n\u003Cp>Hotel and Restaurant regarding the suspension of § 43 of the Collective\nAgreement for Services.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Appendices\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Appendix 1.Wages\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-lowwageamount\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-lowwageperiod\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_provision\">\u003Cp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">Fixed hourly pensionable wage as per 1 August 2018: DKK 141.21\u003C\u002Fdiv>\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>The wage is fixed during the life of the collective agreement. From 1 August\n2018 to 31 July 2019.\u003C\u002Fp>\n\n\u003Cp>Appendix 2 Commitment agreement template (Will follow)\u003C\u002Fp>\n\n\u003Cp>All protocols, declarations and appendices form part of the collective\nagreement and share the same termination clauses.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            ",{"sicknesspay":42,"disabilitypay":46,"lowwageamount":48,"LOWWAGE_provision":52,"lowwageperiod":54,"cbadate_end":56,"pensionfund":60,"cbaratification":64,"LOWWAGE_trigger":68,"SENIOR_trigger":70,"trainingprogrammes":74,"paidmaternityleave":78,"coverunion_trigger":82,"cbadate_start":86,"healthinsurance":88,"contractseverancepay":90,"PAIDLEAV_trigger":94,"paidpaternityleave":98,"unemploymentfund":102,"sicknessmaxdays":104},{"bindId":43,"name":44,"text":45},"sicknesspay","§ 7 Unemployment benefit during sickness","§ 7 Unemployment benefit during sickness\n\nThe company will pay unemployment benefit during unfitness for work due to\nsickness, including industrial injury, from day two for confirmed jobs in\naccordance with the unemployment benefit legislation in force at any time. New\njobs via the platform cannot be agreed on while the employee is sick.\n\nHoliday pay and pension are calculated on the basis of unemployment benefits\npaid.",{"bindId":47,"name":44,"text":45},"disabilitypay",{"bindId":49,"name":50,"text":51},"lowwageamount","Fixed hourly pensionable wage as per 1 A","Fixed hourly pensionable wage as per 1 August 2018: DKK 141.21",{"bindId":53,"name":50,"text":51},"LOWWAGE_provision",{"bindId":55,"name":50,"text":51},"lowwageperiod",{"bindId":57,"name":58,"text":59},"cbadate_end","The collective agreement is in force fro","The collective agreement is in force from 1 August 2018 to 31 July 2019\nwhere it ultimately expires unless the parties to the agreement agree to\nprolong it following renegotiations.",{"bindId":61,"name":62,"text":63},"pensionfund","§ 8 Pension- and health care plans 8.15%","§ 8 Pension- and health care plans\n\n8.15% of the taxable income (including holiday pay) must be paid in pension\ncontributions from the day the employee turns 20 years. Hilfr's contribution\nconstitutes 4.15% (including health care plan) and the employee's contribution\nconstitutes 4%. This amount is paid monthly to PensionDanmark.\n\nAll employees covered by the pension plan in PensionDanmark are covered by\nthe PensionDanmark health care plan. The contribution to the health care plan\nconstitutes 0.15% and Hilfr pays the contribution as well as the employers'\npension contribution, cf. above.\n\nPension contributions are only paid if the employee has had paid employment\ni Hilfr amounting to a minimum of 320 hours within a 3-year period or if the\nemployee already has an occupational pension plan.\n\nEscalation of pension plan\n\nSee Protocol 9 (escalation of the pension plan is postponed for any\nrenegotiation of the collective agreement).",{"bindId":65,"name":66,"text":67},"cbaratification","The parties agree that the above is subj","The parties agree that the above is subject to the approval of the competent\nassemblies.",{"bindId":69,"name":50,"text":51},"LOWWAGE_trigger",{"bindId":71,"name":72,"text":73},"SENIOR_trigger","The basic wage includes compensation for","The basic wage includes compensation for service allowance, allowance for\nweekday holidays and work- free days, seniority allowance and free-choice\nallowance (4%) and is based on an estimated average.",{"bindId":75,"name":76,"text":77},"trainingprogrammes","§ 14 Training and education (Postponed u","§ 14 Training and education\n\n(Postponed until any renegotiation of the collective agreement).",{"bindId":79,"name":80,"text":81},"paidmaternityleave","§ 15 Maternity\u002FPaternity leave (Postpone","§ 15 Maternity\u002FPaternity leave\n\n(Postponed until any renegotiation of the collective agreement). ",{"bindId":83,"name":84,"text":85},"coverunion_trigger","The collective agreement covers cleaning","The collective agreement covers cleaning assistants who perform cleaning\nwork in private households facilitated by the digital platform Hilfr ApS.\n(hereinafter Hilfr). The collective agreement covers cleaning assistants who\nare employees, not freelancers.\n\nPersonal scope\n\nFreelancers automatically obtain employee status after 100 hours' work via\nthe platform and are subsequently covered by this collective agreement.",{"bindId":87,"name":58,"text":59},"cbadate_start",{"bindId":89,"name":62,"text":63},"healthinsurance",{"bindId":91,"name":92,"text":93},"contractseverancepay","§ 9 Dismissal Deletion or other deperson","§ 9 Dismissal\n\nDeletion or other depersonalization of the employee's profile on the\nplatform shall be considered as dismissal.\n\nDeletion or other depersonalization of the employee's profile on the\nplatform must not take place before the employee has been notified of this in\nwriting.\n\nInformation about an upcoming deletion or other depersonalization can only\nbe made to a digital address1 specified by the employee and can only be\nconsidered to have arrived in due time the day after reception.\n\nThe dismissal must be based on a substantial reason, either pertaining to\nthe company or the employee, in accordance with the rules of the General\nagreement.\n\nAny claim that a dismissal is unfair is determined by the General Agreement\nbetween LO and DA in force at any time.\n\nFundamental breach of contract\n\nThe above rules on dismissal do not alter Hilfr's right to a justified\ndismissal in case of fundamental breach of contract on the part of the\nemployee.",{"bindId":95,"name":96,"text":97},"PAIDLEAV_trigger","§ 11 Holidays The Danish Holiday Act in ","§ 11 Holidays\n\nThe Danish Holiday Act in force at any time constitutes an agreement in\naccordance with this collective agreement.\n\nDisputes regarding the Danish Holiday Act are settled in the industrial\nrelations' system",{"bindId":99,"name":100,"text":101},"paidpaternityleave"," leave (Postponed until any renegotiatio"," leave\n\n(Postponed until any renegotiation of the collective agreement). ",{"bindId":103,"name":44,"text":45},"unemploymentfund",{"bindId":105,"name":44,"text":45},"sicknessmaxdays","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>DNK Hilfr ApS. - 2018\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Startdato: → 2018-08-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Slutdato: → 2019-07-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratificeret af: → Other\u003C\u002Fdiv>\n                \n                \n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Navn på industri: → Overvågning, rengøring, hjemmearbejde\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Navn på industri: → Overvågning, rengøring, hjemmearbejde, Almindelig rengøring i bygninger  \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Offentlig\u002Fprivat sektor: → I den private sektor\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Indgået af:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Navn på virksomhed: → \n                        Hilfr ApS.\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Navne på fagforeninger: → \n\n                \n                    \n                    \u003Cspan>\n                        \n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SIKKERHED OG PENSIONER\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Arbejdsgiver bidrager til pensionskasse for medarbejdere: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Arbejdsgiver bidrager til en handicapfond for medarbejdere: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Arbejdsgiver bidrager til arbejdsløshedskasse for medarbejdere: → 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: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Lærlingeuddannelse: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Arbejdsgiver bidrager til en uddannelsesfond for medarbejdere: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SYGDOM OG HANDICAP\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Bestemmelser om tilbagevenden efter langtidssygdom, fx cancerbehandling: → Nej\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Betalt fravær på grund af menstruation: → Nej\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Betaling i tilfælde af invaliditet som følge af arbejdsulykke: → Ja\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SUNDHED OG SIKKERHED SAMT LÆGEHJÆLP\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Lægehjælp aftalt: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Hjælp fra pårørende aftalt: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Bidrag til sundhedsforsikring aftalt: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Sundhedsforsikring til pårørende aftalt: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Sundheds- og sikkerhedspolitik aftalt: → Nej\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: → Nej\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">ARBEJDSKONTRAKTER\u003C\u002Fh3>\n\n            \n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Medarbejdere på deltid ekskluderet fra nogen bestemmelser: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Bestemmelser for midlertidigt ansatte: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Lærlinge ekskluderet fra nogen bestemmelser: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijob\u002Fstudenterjob ekskluderet fra nogen bestemmelser: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">ARBEJDSTID, VAGTPLAN OG FERIE\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Betalt årlig orlov: →  dage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Betalt årlig orlov: →  uger\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Bestemmelser om fleksible arbejdsordninger: → Nej\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">LØNNINGER\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Lønningerne bestemmes ud fra løntabeller: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Bestemmelse om mindsteløn, der er fastsat af regeringen, der skal overholdes: → Nej\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Aftalt mindsteløn pr.: → Hours\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Mindsteløn: → DKK 141.21\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Justering i henhold til stigende leveomkostninger: → \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \n\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Godtgørelse for anciennitet\u003C\u002Fh4>\n\n                \n\n                \n\n                \n            \u003C\u002Fdiv>\n\n            \u003Ch4>Spisebilletter\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Spisebilletter forudsat: → Nej\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Gratis retshjælp: → Nej\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    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