[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fda-dk\u002Farbejde-i-danmark\u002Fkollektiv-overenskomst\u002Fcollective-agreement-financial-sector-2022-2024":3,"menu:\u002Fda-dk:":283,"sites:htmlblocks":453,"subsites":1652,"cite-subsites":5217,"footer:root":5694,"suggested:root":5792,"cite-footer:root":5796},{"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":263,"content_type_view":264,"extra_breadcrumbs":265,"body":267,"body_blocks":278,"related_pages":282},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":261,"translations":262},{"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-financial-sector-2022-2024","e94eb184-2d64-11ef-bfb3-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fdenmark\u002Fcollective-agreement-financial-sector-2022-2024\u002Fcollective-agreement-financial-sector-2022-2024\u002F","Collective Agreement Financial Sector 2022_2024","DNK Employers Employers Association -","Denmark - DNK Employers Employers Association -","DNK Employers Employers Association - - Bankvæsen, finansiel- og forsikringsvirksomhed",{"name":39,"data":40},"standard-collective-agreement_Financial_Sector_2022_2024.html","\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New12\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>Standard collective agreement between the Danish Employers’ Association\nfor the Financial Sector (FA) and the Financial Services Union on salary and\nworking conditions in the banking and mortgage credit sector\u003C\u002Fh1>\n\n\u003Cdiv class=\"toc\">\n\u003Cul>\n  \u003Cli>\u003Ca href=\"#L25\">Part I- Scope of application\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L27\">1 Scope of the standard agreement\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L41\">Part II- Working hours\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L43\">2 Implementation of the working time directive\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L45\">General provisions\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L53\">3 Length of working hours\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L55\">Annual norm\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L71\">4 Weekday holidays and comparable days\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L83\">5 Working hours determined by the company\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L103\">6 Agreed working hours\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L113\">7 Extended agreed working hours\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L141\">8 Fixed salary and independent work\n      organisation\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L175\">9 Agreements and supplements\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L201\">10 Breaks and rests periods\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L213\">11 Time bank\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L267\">12 Flexitime\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L275\">13 Shift work laid down by the company\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L279\">Stipulation of shift work\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L287\">Changes to the shift rota system\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L327\">Payment for shift work\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L335\">14 Special conditions in the IT field\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L337\">Lone working\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L345\">15 Scaling down and setting off (in respect of\n        additional remuneration)\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L365\">16 Additional work\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L377\">Local agreement on additional work\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L385\">Notification of ordered additional work\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L393\">17 Machine-\u002Fsystem-dependent additional work\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L427\">18 On-call duty, call-in and consultation\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L429\">Group of persons and scope of application\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L441\">On-call duty\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L471\">Notice\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L479\">Payment for on-call duty\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L563\">Call-in\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L577\">IT work\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L727\">Alarms, filling of ATMs, servicing of ATMs\n            etc.\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L797\">Consultation\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L803\">Payment for consultations\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L906\">Local agreement\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L912\">19 Duty terminals\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L914\">Definitions\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L926\">Costs\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L930\">Liability\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L940\">20 Attendance at meetings and course events\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L964\">21 Business trips\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L978\">22 Travelling expenses\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L990\">Part III - Salary\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L992\">23 Salary\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1047\">24 Local salary pool\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1080\">25 Job functions\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1151\">26 Remuneration of trainees\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1548\">27 Payment of salaries\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1558\">28 Function-based allowances\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L1560\">Area\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1584\">Payment and pension\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1588\">29 Specialist allowances\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L1590\">Area\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1606\">Scaling down\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1627\">Payment and pension\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1631\">Contract employees\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1635\">30 Pension contributions\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1647\">31 Transfer to or from IT work\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L1649\">Transfer from IT work\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1653\">Transfer to IT work\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1657\">Part IV - Special employee groups\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L1659\">32 Temporary workers and students working\n        part-time\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1701\">33 Employees employed temporarily for up to one\n        month\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1725\">34 Call-in staff\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1747\">35 Employees with working hours of 8 hours or less\n        weekly or 34.7 hours monthly\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1799\">Part V - Other employment provisions\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L1801\">36 Proof of employment certificate etc.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1805\">37 Transfers\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1809\">38 Medical certificate\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1815\">Part VI - Holiday\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L1817\">39 Holiday allowance\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1829\">40 Days of holiday determined under the collective\n        agreement\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1847\">41 Agreement options for holidays\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1859\">42 Trainees’ holiday\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1891\">43 Holiday during the holiday year when the\n        traineeship is completed or during the first holiday year\n      thereafter\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1895\">Part VII - Training\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L1897\">44 Trainees’ appointment\u002Ftermination\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1905\">45 Trainees’ working hours\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1909\">46 Trainees’ school time\u002Ftravelling time\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1915\">Financial trainees\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1917\">47 Employment\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1921\">48 Trainee period\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1953\">49 Theoretical and practical training\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1963\">Office trainees\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1965\">50 Scope of application\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1971\">51 Appointment\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1985\">52 Trainee period\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2003\">53 Theoretical and practical training\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2013\">54 Approval of placement venue\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2019\">55 Employment and terms\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2039\">Probationers and trainees\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2041\">56 IT probationers\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2057\">57 Financial economists undergoing\n      traineeship\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L2061\">Part VIII - Skills enhancement\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L2063\">58 Skills enhancement\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2073\">59 The financial training\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2081\">60 Akademiuddannelsen i finansiel rådgivning\n        (“Academy Profession Programme in Financial Consultancy”)\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2087\">61 Statutory certifications and examinations\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2091\">62 The employee’s development plan\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2125\">63 Time-off for training\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L2133\">Part IX - Social provisions\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L2135\">64 Care days\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2143\">65 Pregnancy and maternity\u002Fpaternity leave\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2189\">66 Adoption\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2199\">67 Part-time employment for parents of small\n        children\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2207\">68 Time-off in the event of a child’s\n      sickness\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2233\">69 Leave to care for a disabled, seriously ill or\n        dying close relative or friend in the home\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2247\">70Time-off due to force majeure\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2257\">71 Leave\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2265\">72 Return after leave\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2275\">73 Part-time employment for seniors\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2297\">74 Psychological assistance and insurance\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2309\">75 Redeployment of employees after sickness\n        absence\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L2313\">Part X - Dismissal and severance pay\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L2315\">76 Dismissals\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L2349\">6. Group life insurance regulations between the Danish\n    Employers’ Association for the Financial Sector (FA) and the Financial\n    Services Union\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L2353\">A. GROUP LIFE INSURANCE SCHEMES\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L2357\">Death benefit\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2361\">Certain critical illnesses\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2415\">Cover of certain critical illnesses in\n            children\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2449\">Waiver of premium\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2453\">B. ESTABLISHMENT OF GROUP LIFE INSURANCE\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2459\">C. PAYMENT PROVISIONS\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2465\">D. PREMIUM PAYMENT\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2469\">E. BONUS\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2473\">F. TREATMENTFOR TAXPURPOSES\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2477\">G. INSURANCE CONTRACT\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L2483\">7. Health insurance between the FA and the Financial\n    Services Union\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L2525\">8. Protocol on dental insurance between the FA and the\n    Financial Services Union\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L2555\">9.Employment agreements\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L2595\">Framework agreement on remote working\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2693\">Agreement between the Danish Employers’\n        Association for the Financial Sector (FA) and the Financial Services\n        Union on rules for the settlement of industrial disputes\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2777\">Agreement between the Danish Employers’\n        Association for the Financial Sector (FA) and the Danish Financial\n        Services Union concerning union-related work\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L2779\">1. Purpose\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2803\">2. The union representative’s tasks\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2821\">3. Pay cuts, dismissals, summary dismissals and\n            cautionary interviews\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2847\">4. Education\u002Ftraining\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2895\">6. Eligibility\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2901\">7. Election time\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2917\">8. Election procedure\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2941\">9. Consultation meeting\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2951\">10. Relationship with consultation\n          committees\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2955\">11. Union-related staff association\u002FSenior union\n            representative\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2977\">12. Supplementary time-off and\n            education\u002Ftraining\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2981\">13. Stepping down as a member of the executive\n            committee of a union branch\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2987\">14. Time-off for organisational work\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L3055\">15 Obligation to keep the employer\n          informed\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L3061\">16 Protection of employee\n          representatives\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L3093\">17 Other persons protected against\n          dismissal\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L3097\">18 Information provided by the Financial\n            Services Union\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L3105\">Appendix 1\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L3107\">Description of functional duties for a union\n        representative\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L3159\">Appendix 2\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L3161\">Points for discussion at the annual consultation\n        meeting between the union representative and his\u002Fher manager.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L3205\">Appendix 3\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L3207\">Points for discussion with an executive committee\n        member, the relevant company, the Danish Employers’ Association for\n        the Financial Sector (FA) and the Danish Financial Services\n      Union\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L3225\">Part 9 - Transitional provisions to the standard\n    collective agreement (2020)\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L3227\">Employees employed before 1 April 2020 are subject\n        to the rules below in connection with the transition from\n        seniority-based salary systems to a new salary system under the 2020\n        collective agreement.\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n\u003C\u002Ful>\n\u003C\u002Fdiv>\n\n\u003Ch2 id=\"L25\">Part I- Scope of application\u003C\u002Fh2>\n\n\u003Ch3 id=\"L27\">1 Scope of the standard agreement\u003C\u002Fh3>\n\n\u003Cp>(1)This collective agreement covers employees working within the area of the\nFinancial Services Union in companies that are members of FA (Danish Employers'\nAssociation for the Financial Sector) unless such employees are covered by\nanother collective agreement between the FA and the Financial Services Union on\nsalary and working conditions or by a company collective agreement.\u003C\u002Fp>\n\n\u003Cp>(2)All employees under this collective agreement are covered by the Danish\nSalaried Employees Act.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tempagencytxt\">\u003Cp>(3)This agreement does not cover the following categories of employee:\u003C\u002Fp>\n\n\u003Cp>(a)employees engaged for temporary work not exceeding one month; and\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-minijobs_excluded\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-part_time_excludedtxt\">\u003Cp>(b)employees whose working hours do not exceed 8 hours a week or 34.7 hours\na month.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>See articles 42 and 44 with regard to remuneration etc. for these employee\ngroups.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch2 id=\"L41\">Part II- Working hours\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L43\">2 Implementation of the working time directive\u003C\u002Fh3>\n\n\u003Ch4 id=\"L45\">General provisions\u003C\u002Fh4>\n\n\u003Cp>(1)The average weekly working hours, calculated over a period of 13 weeks,\nmay not exceed 48 hours, including overtime\u002Fadditional work.\u003C\u002Fp>\n\n\u003Cp>(2)The right to breaks and rest periods is described in article 10.\u003C\u002Fp>\n\n\u003Cp>(3)Please refer to the working time directive, see article 8.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspyear\">\u003Ch3 id=\"L53\">3 Length of working hours\u003C\u002Fh3>\n\n\u003Ch4 id=\"L55\">Annual norm\u003C\u002Fh4>\n\n\u003Cp>(1)The effective number of working hours for full-time employees is 1,924\nannually. For full-time IT employees, however, the effective working time is\n1,872 hours annually. Effective working hours must be understood to mean\nexcluding breaks and any other time off.\u003C\u002Fp>\n\n\u003Cp>Locally, it can be agreed that IT employees’ annual norm be raised to\n1,924 hours, so that the transition from 36 to 37 hours a week is remunerated\nwith payment for 1.5 hours.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Employees with working hours averaging less than 37, IT employees less\nthan36, hours a week, see above (parttime employees), are to be treated\nproportionately with regard to working hours.\u003C\u002Fp>\n\n\u003Cp>Employees working in accordance with the rules on agreed working hours and\nextended agreed working hours, shifts and part-time employees will have an\nannual norm equal to employees on normal working hours and are therefore\nentitled to compensatory time-off when a planned day off coincides with a\nweekday holiday. The way in which this entitlement is administered is agreed\nlocally.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cp>Length of working hours\u003C\u002Fp>\n\n\u003Cp>(2)Working hours for full-time employees during any single week are 37\nhours. For full-time IT employees, however, working hours during any single\nweek are 36 hours, see (1) above.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(3)Part-time employees’ salaries are calculated on the basis of the ratio\nbetween the annual number of hours agreed and 1,924; for the IT field, 1872,\nsee (1) above. Calculation of the annual number of hours is based on 52\nweeks.\u003C\u002Fp>\n\n\u003Ch3 id=\"L71\">4 Weekday holidays and comparable days\u003C\u002Fh3>\n\n\u003Cp>(1)Where working hours have been agreed on a weekday holiday, employees are\ngiven equivalent compensatory time-off.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>(2)Work performed on the Friday after Ascension Day, Constitution Day,\nChristmas Eve or 31 December is treated as work performed on weekday\nholidays.\u003C\u002Fp>\n\n\u003Cp>(3)In the case of overtime\u002Fadditional work on weekday holidays and Saturdays\nand\u002For Sundays during Easter and Whitsun, equivalent compensatory time-off must\nbe given.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(4)Under the provisions governing non-working days, remuneration must be\npaid until the day after a non- working day at 06:00 am.\u003C\u002Fp>\n\n\u003Cp>(5)Where weekday holidays fall within fixed, agreed working hours, payment\nwill be as for an ordinary working day. The same applies in case of holiday and\nsickness.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Ch3 id=\"L83\">5 Working hours determined by the company\u003C\u002Fh3>\n\n\u003Cp>(1)Financial and IT employees may have their working hours for any single\nweek fixed by the company on Monday to Friday. For full-time employees, the\nnumber of effective working hours may vary between six and ten hours a day.\u003C\u002Fp>\n\n\u003Cp>(2)For full-time employees, working hours commence between 08:00 am and\n10:00 am and may be arranged by the company in one of the following ways:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a.every day until17:00 pm\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">b.four days until 17:00 pm and one day until 19:15\npm.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(3)Working hours must be arranged with the greatest possible due regard for\nemployees who have problems in connection with the care and collection of small\nchildren.\u003C\u002Fp>\n\n\u003Cp>(4)For service staff\u002Ftechnicians, the daily working hours are between 06:00\nam and 17:00 pm. During individual weeks, working hours may vary during this\nperiod, and for full-timer employees the effective daily working time must be\nat least six hours. Where work is performed on weekday holidays during the\nworking hours determined for the employee, equivalent time-off must be given.\nNo allowance will be given on weekdays between 06:00- 08:00 am.\u003C\u002Fp>\n\n\u003Cp>(5)Where work assignments for service staff\u002Ftechnicians naturally fall\noutside of the availability period in (4), or if work assignments are planned\nand performed individually, this can be done without paying a supplement. Such\nwork assignments refer primarily to cleaning, window-cleaning and janitorial\ntasks.\u003C\u002Fp>\n\n\u003Cp>(6)Any change in daily working hours is subject to four weeks’ notice. In\nthe event of shorter notice being given, an additional amount of 50% of the\nhourly salary for the working hours exceeding the previous number of daily\nworking hours will be payable until the four-week period expires.\u003C\u002Fp>\n\n\u003Cp>(7)A “long day”, see (2)b above, falling on a holiday or weekday holiday\ncannot be moved to another weekday.\u003C\u002Fp>\n\n\u003Ch3 id=\"L103\">6 Agreed working hours\u003C\u002Fh3>\n\n\u003Cp>(1)Between manager and employee, a written agreement can be made to arrange\nworking hours within the period 06:00 am to 20:00 pm on the five weekdays.\u003C\u002Fp>\n\n\u003Cp>(2)Weekly working hours can vary between 20 and 43 hours over 2, 3, 4 or 5\ndays. Calculation of the average weekly working hours of 37 or 36 hours,\nrespectively, can be done over a period of up to four weeks.\u003C\u002Fp>\n\n\u003Cp>(3)The arrangement of the working hours must be agreed with the individual\nemployee so that the arrangement is known at least four weeks in advance. If\nthe written agreement is concluded at the initiative of the company, a\nsupplement under article 9(4) is payable for the periods included. If the\nagreement is concluded solely on the basis of the employees’ needs and at\ntheir initiative, no supplement is payable.\u003C\u002Fp>\n\n\u003Cp>(4)Both the employee and the company can terminate the agreement giving\nthree months’ notice.\u003C\u002Fp>\n\n\u003Ch3 id=\"L113\">7 Extended agreed working hours\u003C\u002Fh3>\n\n\u003Cp>(1)Between the company and the union representative an agreement can be\nconcluded on the options for an arrangement of working hours that departs from\nthe provisions above. The working hours can be arranged around the clock on all\nseven days of the week within the following limits:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Calculation of the agreed average weekly working\nhours can be done over a period of 26 weeks at most\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Working hours can be placed on 2, 3, 4, 5 or 6\ndays a week\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-The individual working day can be at least 4 hours\nand at most 12 hours\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-The agreed weekly working hours can be a maximum\nof 42.5 hours\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hoursovertimemax\">\u003Cp style=\"margin-left:2em;\">-During any single week, the working hours\nincluding overtime\u002Fadditional work can be 48 hours at most. In special\nsituations, the company and the union representative can agree to depart from\nthis restriction.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(2)An agreement according to (1) must contain:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-commencement date\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-period of notice of six months to the end of the\nmonth\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-work assignments, departments and\u002For functions\ncovered, e.g. tele-concepts, Saturday work, shopping centres and the like.\u003C\u002Fp>\n\n\u003Cp>(3)If the union representative and the company have concluded an agreement\nunder (1), employees can enter into an agreement in writing to work within the\nlimits agreed. The arrangement of the working hours must be agreed with the\nindividual employee so as to be known at least four weeks in advance.\u003C\u002Fp>\n\n\u003Cp>(4)If the written agreement is concluded at the initiative of the company, a\nsupplement is payable under article 9(4) for the periods covered. If the\nagreement is concluded at the initiative of the employee, these supplements\nwill be halved.\u003C\u002Fp>\n\n\u003Cp>(5)Both the employee and the company can terminate the agreement giving\nthree months’ notice.\u003C\u002Fp>\n\n\u003Ch3 id=\"L141\">8 Fixed salary and independent work organisation\u003C\u002Fh3>\n\n\u003Cp>(1)Employees with a fixed monthly salary of DKK 54,050 or more excluding\nemployer’s pension contribution as of 1 April 2023 and with independent work\norganisation are employed on a fixed salary basis. During the term of the\ncollective agreement, the limit for employees employed on a fixed salary basis\nwith independent work organisation will be adjusted as follows:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">o DKK 56,050 as of 1 July 2024\u003C\u002Fp>\n\n\u003Cp>This means that employees and management jointly organise working hours,\ntaking into account the smooth and efficient execution of tasks and considering\nthe individual employee’s need for flexibility.\u003C\u002Fp>\n\n\u003Cp>(2)Independent work organisation means that employees have a say in the\nperformance of the work as well as in the planning and execution of tasks in\nterms of time. Subsequently, the employees organise their own working time\nconsidering the tasks. Independent work organisation does not affect the duty\nto participate in necessary meetings, training or departmental or group-related\nactivities.\u003C\u002Fp>\n\n\u003Cp>(3)It is up to the manager and employee jointly and on an ongoing basis to\ndiscuss whether the relation between working hours and the scope of tasks is\nsensible.\u003C\u002Fp>\n\n\u003Cp>(4)The agreed salary reflects the independent work organisation and mutual\nflexibility. Consequently, additional work is not paid for separately.\u003C\u002Fp>\n\n\u003Cp>(5)A local agreement is entered into between the head of local union and the\ncompany based on the following:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•The transition is compensated based on the\namount of historical overtime\u002Fadditional work and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">hardship allowances in the last 24 months or a\ncorresponding representative period which, however, must give a true and fair\nview constituting a reasonable basis for calculation of compensation.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•The final implementation will take place based\non the locally agreed framework upon discussion\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">with the individual.\u003C\u002Fp>\n\n\u003Cp>No pooled funds established under a collective agreement may be used to\nfinance compensation to the employee for the transition to fixed salary.\u003C\u002Fp>\n\n\u003Cp>It must generally be cost-neutral for both the company and the employee.\nThis means that the employee is to carry out the same amount of work as carried\nout before.\u003C\u002Fp>\n\n\u003Cp>(6)Employees receiving a monthly salary of more than DKK 45,900 excluding\nthe employer’s pension contribution as of 1 April 2023 may enter into an\nagreement on employment on a fixed salary basis, see above. The company and the\nunion representative may conclude a local agreement on the work\nfunctions\u002Fpositions for which it is possible to agree employment on a fixed\nsalary basis and independent work organisation. In the term of the collective\nagreement, the limit is adjusted as follows:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">o DKK 47,600 as of 1 July 2024\u003C\u002Fp>\n\n\u003Cp>(7)Employees whose range of duties are not compatible with the rules on\nemployment on a fixed salary basis and independent work organisation are not\ncovered by article 8.\u003C\u002Fp>\n\n\u003Ch3 id=\"L175\">9 Agreements and supplements\u003C\u002Fh3>\n\n\u003Cp>(1)Agreements, see articles 6(1) and 7(3), must specify on whose initiative\nthey are concluded. The employee is entitled to assistance from the union\nrepresentative when formulating the agreement.\u003C\u002Fp>\n\n\u003Cp>(2)When agreements under articles 6(1) and 7(1) and (3) are terminated, the\nemployees concerned are covered by article 5 at the expiry of the notice\nperiod.\u003C\u002Fp>\n\n\u003Cp>(3)If, at the company’s initiative, a change in the arrangement of the\nworking hours is agreed at a notice shorter than four weeks, a supplement must\nbe paid of 50% of the hourly salary for working hours outside the working hours\nplanned to date. If the agreed change to the arrangement of working hours\ninvolves work on planned work- free days, a supplement of 66.66% of the hourly\nsalary must be paid instead.\u003C\u002Fp>\n\n\u003Cp>(4)For working hours agreed at special times, the following supplements must\nbe paid:\u003C\u002Fp>\n\n\u003Cp>For work on weekdays:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-during the period 06:00-07:00 am and 18:00 and\n20:00 pm, a supplement of 45% of the hourly salary\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-during the period 20:00 pm and 06:00 am, a\nsupplement of 65% of the hourly salary\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-during the period 07:00-08:00 am, a supplement of\n25% of the hourly salary.\u003C\u002Fp>\n\n\u003Cp>For work on Saturdays, Sundays and holidays:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-during the period 06:00 am-22:00 pm, a supplement\nof 65% of the hourly salary\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-during the period 22:00 pm-06:00 am, a supplement\nof 75% of the hourly salary.\u003C\u002Fp>\n\n\u003Cp>The usual additional amount must be paid in connection with sickness,\nholidays etc.\u003C\u002Fp>\n\n\u003Ch3 id=\"L201\">10 Breaks and rests periods\u003C\u002Fh3>\n\n\u003Cp>Where daily working hours exceed four hours, employees must have a break of\nat least 30 minutes. On days with long opening hours, the employee must have an\nadditional 15-minute break. In cases where the employee must remain available\nduring breaks or where, due to his\u002Fher work, the employee cannot enjoy a\ncontinuous break, such a break must be considered working hours.\u003C\u002Fp>\n\n\u003Cp>The break will be placed at a time which fits in with the performance of the\nwork.\u003C\u002Fp>\n\n\u003Cp>The company does not pay salary for breaks during working hours.\u003C\u002Fp>\n\n\u003Cp>If new breaks are introduced, the time will be included in the employee’s\nworking hours. If existing breaks are extended, the time will be included in\nthe working hours.\u003C\u002Fp>\n\n\u003Cp>In the event of overtime\u002Fadditional work exceeding three hours, the company\nmust arrange for food. The meal break must be included in the working hours.\u003C\u002Fp>\n\n\u003Ch3 id=\"L213\">11 Time bank\u003C\u002Fh3>\n\n\u003Cp>(1)The time bank is a statement of the employee’s balance of time off or\nworking hours owed. An account is kept for each employee.\u003C\u002Fp>\n\n\u003Cp>(2)The company makes a registration system available. The system must enable\nthe employees to track hours earned or spent, and how hours spent are\ndistributed on time off and payment in cash, respectively.\u003C\u002Fp>\n\n\u003Cp>(3)The individual employee must have access to time bank balance\ninformation. A local agreement must be concluded between the union\nrepresentative and the company ensuring that management and the elected\nrepresentatives have an ongoing dialogue about the development of the time bank\nand that, as need may arise, the company supplies statistical data in\nanonymised form on the development and use of the time bank.\u003C\u002Fp>\n\n\u003Cp>Moreover, the agreement must include information about the form and level of\nthe statistics, which gives the local Union representative steward an overview\nof the use of the time bank.\u003C\u002Fp>\n\n\u003Cp>(4)All hours earned into the time bank are converted to time in accordance\nwith the current salary at the time earned. The company and the union\nrepresentative agree that the following will be earned into the time bank:\u003C\u002Fp>\n\u003Cul>\n  \u003Cli style=\"margin-left:0em\">additional working hours\u003C\u002Fli>\n  \u003Cli style=\"margin-left:0em\">system-dependent additional work\u003C\u002Fli>\n  \u003Cli style=\"margin-left:0em\">compensatory time-off for weekday holidays\u003C\u002Fli>\n  \u003Cli style=\"margin-left:0em\">time and cash supplements for call-in, on-call\n    duty and consultation\u003C\u002Fli>\n  \u003Cli style=\"margin-left:0em\">supplements for work performed between 18:00 pm\n    and 08:00 am and supplements for work on Saturdays, Sundays and weekday\n    holidays\u003C\u002Fli>\n  \u003Cli style=\"margin-left:0em\">supplements for changes to agreed working\n  hours\u003C\u002Fli>\n  \u003Cli style=\"margin-left:0em\">supplements for changes in shift rota plans\u003C\u002Fli>\n  \u003Cli style=\"margin-left:0em\">flexitime\u003C\u002Fli>\n  \u003Cli style=\"margin-left:0em\">scaling-down additional remuneration.\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Cp>(5)Care days and holidays laid down in the collective agreement are earned\ninto the time bank when granted. Before an employee’s resignation, the\ncompany may give notice that hours corresponding to the holidays laid down in\nthe collective agreement must be taken during the notice period.\u003C\u002Fp>\n\n\u003Cp>(6)The balance may total a maximum of 400 hours in surplus and 21 hours in\ndeficit, unless some other limit has been agreed between the company and the\nunion representative. In special cases, a higher maximum more suited to the\npurpose may be individually agreed. The balance movements must be discussed by\nemployee and manager at least once each year. Moreover, the balance must be\ntaken into account for employees who switch to a new position.\u003C\u002Fp>\n\n\u003Cp>(7)The employee may choose whether to have the credit balance paid out in\ncash or by way of time-off in lieu, reduced hours or leave. Cash payments are\neffected together with the payment of salary and at the current hourly rate\nincluding pension. Surplus hours in relation to the applicable maximum are paid\nout automatically with the next payment of salary using the current hourly rate\nincluding pension, but see (8) below.\u003C\u002Fp>\n\n\u003Cp>Flexitime saved into the time bank may only be taken as time off in lieu,\nunless otherwise agreed. If the balance is used for time off, such time-off\nmust be taken with salary compensation at the current hourly rate including\npension. The time off must be agreed with the company, taking balanced\nconsideration of the company’s and the employee’s requirements.\u003C\u002Fp>\n\n\u003Cp>Time off in lieu must be taken chiefly as half or whole consecutive days.\nThe employee is entitled to take time off for up to five consecutive days. Time\noff in lieu must be taken no later than three months after making such request.\nReduced hours and leave must have been planned within three months after the\nrequest was made.\u003C\u002Fp>\n\n\u003Cp>(8)Employees with a balance exceeding 400 hours or other locally agreed\nmaximum may until 30 November 2023 either agree a higher individual maximum or\nagree to bring down the surplus hours by way of time off in lieu, reduced hours\nor leave.\u003C\u002Fp>\n\n\u003Cp>(9)Set-offs against the hours earned into the time bank account cannot be\nmade in connection with garden leave\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-flexible_work_options\">\u003Ch3 id=\"L267\">12 Flexitime\u003C\u002Fh3>\n\n\u003Cp>(1)Flexitime provides the employee with the possibility of organising his or\nher own daily working hours— responsibly, and taking into account the running\nof the company.\u003C\u002Fp>\n\n\u003Cp>(2)Employees are entitled to flex up two hours either side of core time.\nCore time is the period of the day when the individual employee\u002Fall employees\nhave to be present. If core time is not usable as a starting point for\nflexitime, the company can choose instead to give employees the right to flex\nup to two hours either side of starting or leaving time respectively.\u003C\u002Fp>\n\n\u003Cp>Where appropriate, a local agreement can be concluded on extended scope for\nflexitime. The company can oppose flexitime for individuals or groups of\nemployees if the work is incompatible with flexitime. The local union\nrepresentative steward must be given objective reasons why this is not\nfeasible. In the event of disagreement, the case can be pursued with the union\nrepresentative. If agreement cannot be reached, the talks will be carried on\nbetween the organisations.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L275\">13 Shift work laid down by the company\u003C\u002Fh3>\n\n\u003Cp>(1)Full-time IT employees whose weekly working hours have been scheduled\nusing a pre-stipulated rota involving shift working are covered by the\nprovisions in (2) to (6) below on shift work.\u003C\u002Fp>\n\n\u003Ch4 id=\"L279\">Stipulation of shift work\u003C\u002Fh4>\n\n\u003Cp>(2)The effective weekly working hours constitute up to 32% hours divided\nbetween a maximum of 5 successive work periods. Daily working hours cannot be\nstipulated as more than 10 hours - though on Saturdays, Sundays and weekday\nholidays 12 hours.\u003C\u002Fp>\n\n\u003Cp>(3)The rota plan is to be published no later than four weeks before coming\ninto effect and must include scheduling of working hours for a period of 13\nweeks.\u003C\u002Fp>\n\n\u003Cp>(4)The rota plan must be organised so as to divide the individual shifts\n(evening shift, night shift etc.) equally between employees forming part of the\nsame rota plan, giving each individual employee 13 contiguous periods of time-\noff with an average duration of at least 60 hours. For each weekday holiday\nincluded in the working hours stipulated for the employee, equivalent\ncompensatory time-off must be given.\u003C\u002Fp>\n\n\u003Ch4 id=\"L287\">Changes to the shift rota system\u003C\u002Fh4>\n\n\u003Cp>(5)If, in special instances, the company has to change the rota plan for the\nindividual employee, a one-off amount of:\u003C\u002Fp>\n\u003Cul>\n  \u003Cli style=\"margin-left:0em\">DKK610 as of 1 July 2022\u003C\u002Fli>\n  \u003Cli style=\"margin-left:0em\">DKK 635 as of 1 July 2023\u003C\u002Fli>\n  \u003Cli style=\"margin-left:0em\">DKK 660 as of 1 July 2024\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Cp>If notice of the change is given less than two weeks beforehand, the amount\nwill be:\u003C\u002Fp>\n\u003Cul>\n  \u003Cli style=\"margin-left:0em\">DKK 815 as of 1 July 2022\u003C\u002Fli>\n  \u003Cli style=\"margin-left:0em\">DKK 850 as of 1 July 2023\u003C\u002Fli>\n  \u003Cli style=\"margin-left:0em\">DKK 880 as of 1 July 2024\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>If the change includes a Saturday\u002FSunday or holiday within the two-week\nperiod, the amount will be:\u003C\u002Fp>\n\u003Cul>\n  \u003Cli style=\"margin-left:0em\">DKK 1,085 as of 1 July 2022\u003C\u002Fli>\n  \u003Cli style=\"margin-left:0em\">DKK 1,135 as of 1 July 2023\u003C\u002Fli>\n  \u003Cli style=\"margin-left:0em\">DKK 1,175 as of 1 July 2024\u003C\u002Fli>\u003C\u002Ful>\u003C\u002Fdiv>\u003Cul>\n\u003C\u002Ful>\n\n\u003Cp>If notice is simultaneously given that the employee is being moved back to\nthe original rota or the change is made due to unforeseeable events such as\nillness, the payment will also cover the move back.\u003C\u002Fp>\n\n\u003Ch4 id=\"L327\">Payment for shift work\u003C\u002Fh4>\n\n\u003Cp>(6)In the case of shift work, a supplement of 25% of the salary must be\npaid. The supplement must be paid monthly in advance and together with\nsalary.\u003C\u002Fp>\n\n\u003Cp>For shift work during the period Saturday 06:00 am to Monday 06:00 am and on\nweekday holidays between 12:00 am and 24:00 pm, an extra supplement of 40% of\nthe hourly salary is payable.\u003C\u002Fp>\n\n\u003Cp>The calculation is based on quarters of an hour and fractions thereof, and\nthe hourly salary is calculated by dividing the annual salary, excluding the\n25% shift supplement, by 1,872. In the event of illness, time-off for a sick\nchild, holiday and care days, the usual supplement will be paid. The supplement\nis pensionable.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-newtech_aiam\">\u003Ch3 id=\"L335\">14 Special conditions in the IT field\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-newtech_topics\">\u003Ch4 id=\"L337\">Lone working\u003C\u002Fh4>\n\n\u003Cp>(1)For IT employees, the company’s safety and operating conditions as well\nas the working environment should be taken into consideration when fixing rotas\nfor employees on shifts. Efforts must be made to include such considerations\nwhen the company has initiated or is planning to initiate activities where the\nemployee will be alone at the work place.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Time-off for training\u003C\u002Fp>\n\n\u003Cp>(2)If an IT employee on agreed working hours, extended agreed working hours\nor shifts wishes to take part in supplementary or further training in\naccordance with technological developments, the company should take this into\naccount when fixing the rota.\u003C\u002Fp>\n\n\u003Ch3 id=\"L345\">15 Scaling down and setting off (in respect of additional\nremuneration)\u003C\u002Fh3>\n\n\u003Cp>(1)Employees, who for more than two years have received additional\nremuneration for work under article 9(4) or shift work under article 13(6)\nequivalent to at least 10% of the yearly salary (calculated excluding the\nsupplement but including the shift work supplement) and\u003C\u002Fp>\n\n\u003Cp>- whose working hours are converted into normal working hours at the\ncompany’s request, or - if this is done for medically documented,\nhealth-related reasons, will receive during:\u003C\u002Fp>\n\n\u003Cp>Year 1: %\u003C\u002Fp>\n\n\u003Cp>Year 2: %\u003C\u002Fp>\n\n\u003Cp>Year 3: %\u003C\u002Fp>\n\n\u003Cp>of the additional remuneration received during the twelve months preceding\nthe conversion.\u003C\u002Fp>\n\n\u003Cp>(2)Salary increases given in addition to general salary increases and salary\nincreases financed by the salary pool may be offset, see article 24.\nSeniority-based salary increases following from the provisions for transition\nto a new pay and working hours system may not be offset.\u003C\u002Fp>\n\n\u003Cp>In addition, for IT employees working shifts in accordance with article\n13(6), set-offs can be made for new supplements linked to the work function.\u003C\u002Fp>\n\n\u003Cp>Moreover, for service staff\u002Ftechnicians, set-offs to the tapered-off\nsupplement can be made by paying a special- duty allowance. For employees who\nhave received a supplement in the form of wholly or partly reduced working\nhours, a conversion must be carried out on the basis of (1) above.\u003C\u002Fp>\n\n\u003Ch3 id=\"L365\">16 Additional work\u003C\u002Fh3>\n\n\u003Cp>(1)Additional work should be limited to the employee’s job area, wherever\npossible.\u003C\u002Fp>\n\n\u003Cp>(2)Employees cannot be ordered to perform work on work-free days.\u003C\u002Fp>\n\n\u003Cp>(3)The company is responsible for ensuring that procedures are set up to\nrecord additional work ordered.\u003C\u002Fp>\n\n\u003Cp>(4)Additional work must be limited wherever possible. Additional work must\nnot be made systematic for any one individual employee.\u003C\u002Fp>\n\n\u003Cp>Additional work is systematic if, as part of its daily organisation of work,\nthe company counts on a certain number of additional hours being worked and\nthis is not due to temporary peak loads.\u003C\u002Fp>\n\n\u003Ch4 id=\"L377\">Local agreement on additional work\u003C\u002Fh4>\n\n\u003Cp>(5)The prohibition against systematic additional work does not prevent\nmanagement and the union representative from agreeing on additional work\nlocally in connection with projects. However, this does not apply to additional\nwork resulting from the employee being available during his\u002Fher lunch break.\nAny agreement on additional work must include provisions on how and when such\nemployee’s working hours are reduced to the employee’s standard working\nhours. Employees must subsequently be informed about this. If the agreement\ncovers the area of representation of multiple union representatives, it must be\nconcluded between the management and the union representative.\u003C\u002Fp>\n\n\u003Cp>(6)In case of additional work ordered in relation to working hours for which\na supplement is payable under article 9(4) or article 13(6), the supplement is\npaid out.\u003C\u002Fp>\n\n\u003Cp>(7)Additional work is remunerated at a ratio of 1:1.\u003C\u002Fp>\n\n\u003Ch4 id=\"L385\">Notification of ordered additional work\u003C\u002Fh4>\n\n\u003Cp>(8)Additional work in weekends\u002Fon weekday holidays must be notified four\ndays in advance.\u003C\u002Fp>\n\n\u003Cp>In the event of an acute need for employees performing additional work, no\nnotification is given. When notice is given of overtime, the expected starting\nand leaving time must be stated.\u003C\u002Fp>\n\n\u003Cp>If notified additional work is cancelled later than 16:00 pm on the working\nday before the additional work should have been commenced, the company must pay\nfor the notified time, but not for more than two hours’ additional work.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-HARDSHIP_trigger\">\u003Ch3 id=\"L393\">17 Machine-\u002Fsystem-dependent additional work\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hardshipallowancetype2\">\u003Cp>(1)For IT employees, machine-\u002Fsystem-dependent additional work, ordered to\nbe carried out during the following hours:\u003C\u002Fp>\u003C\u002Fdiv>\n\u003Cul>\n  \u003Cli style=\"margin-left:0em\">From 20:00 pm to 06:00 am on weekdays\u003C\u002Fli>\n  \u003Cli style=\"margin-left:0em\">From Saturday 00:00 am to Sunday 24:00 pm\u003C\u002Fli>\n  \u003Cli style=\"margin-left:0em\">Weekday holidays from 00:00 am to 24:00 pm\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Cp>is paid at an hourly rate of:\u003C\u002Fp>\n\u003Cul>\n  \u003Cli style=\"margin-left:0em\">DKK 535 as of 1 July 2022\u003C\u002Fli>\n  \u003Cli style=\"margin-left:0em\">DKK 560 as of 1J uly 2023\u003C\u002Fli>\n  \u003Cli style=\"margin-left:0em\">DKK 580 as of 1 July 2024\u003C\u002Fli>\u003C\u002Ful>\u003C\u002Fdiv>\u003Cul>\u003C\u002Ful>\u003Cul>\n\u003C\u002Ful>\n\n\u003Cp>If such additional workis notdirectly in continuation of normal working\nhours, employees will be paid from the\u003C\u002Fp>\n\n\u003Cp>time they leave home until they have returned to their home address, but not\nfor less than two hours.\u003C\u002Fp>\n\n\u003Cp>The amounts set out in the provision are converted into hours by dividing\nthem by the relevant employee’s hourly pay, excluding any supplements.\u003C\u002Fp>\n\n\u003Cp>(2)See Part IX Transitional provisions.\u003C\u002Fp>\n\n\u003Ch3 id=\"L427\">18 On-call duty, call-in and consultation\u003C\u002Fh3>\n\n\u003Ch4 id=\"L429\">Group of persons and scope of application\u003C\u002Fh4>\n\n\u003Cp>(1)The provisions set out below in (3)-(8) concerning on-call duty, call-in\nand consultation apply to:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a.IT and financial employees in the central IT\ndepartment and in the IT centres. According to a local agreement between the\nmanagement the union representative, other financial employees may also be\ncovered by the provisions on on-call duty, call-in and consultation if they\nwork with similar project assignments, or if the company is subject to\nstatutory requirements that necessitate that these employees form part of the\non-duty schedule.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">b.Employees’ work checking system changes, e.g.\nuser tests, and checking output by testing and implementation as well as\ndecentralised installation and maintenance of software and hardware.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">c.However, the provision in (6)b concerning call-in\napplies only to financial employees working at least 37 hours per week.\u003C\u002Fp>\n\n\u003Cp>(2)For service staff\u002Ftechnicians, the company and the union representative\nmay agree on on-call duty, call-in and consultation. Skilled service\nstaff\u002Ftechnicians are paid for on-call duty, call-in and consultation according\nto the provisions in (6)b, (3), (4) and (7) below.\u003C\u002Fp>\n\n\u003Ch4 id=\"L441\">On-call duty\u003C\u002Fh4>\n\n\u003Cp>(3)On on-call duty, employees are, within a fixed period outside the\nemployee’s working hours, obliged to be available for answering inquiries,\nconsultations and call-ins.\u003C\u002Fp>\n\n\u003Cp>Employees not on on-call duty are not obliged to be enlisted for call-in or\nconsultation. If an employee who is not on on-call duty is contacted, the\nemployee must be paid for call-in or consultation, since inquiries can only be\nmade during an on-call duty period.\u003C\u002Fp>\n\n\u003Cp>Call-ins and consultations are paid separately, see (6) and (7) below.\nInquiries do not trigger separate payment.\u003C\u002Fp>\n\n\u003Cp>The definitions of call-ins, consultations and inquiries are as follows\u003C\u002Fp>\n\u003Cul>\n  \u003Cli style=\"margin-left:0em\">\u003Cstrong>Call-ins\u003C\u002Fstrong> are tasks that cannot\n    be solved on the telephone, but require that the employee must log on to a\n    system to perform the task. It is irrelevant whether the employee logs on\n    from his\u002Fher home address or in the workplace.\u003C\u002Fli>\n  \u003Cli style=\"margin-left:0em\">\u003Cstrong>Consultations\u003C\u002Fstrong> are\n    questions\u002Ftasks which the employee can answer\u002Fperform within a short time\n    frame on the telephone or otherwise without logging on to any systems.\u003C\u002Fli>\n  \u003Cli style=\"margin-left:0em\">\u003Cstrong>Inquiries\u003C\u002Fstrong> are questions\u002Ftasks\n    which the employee on call can answer\u002Fperform immediately.\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Cp>Employees may only be on on-call duty 40 times per year - however, not\nexceeding 480 hours per year. The company and the union representative may\nlocally agree on more than 40 on-call duty periods or 480 hours per year.\nIndividual employees must, however, also accept to take on the additional duty\nperiods\u002Fhours.\u003C\u002Fp>\n\n\u003Cp>Employees cannot be ordered to take on-call duty on work-free days leading\nup to a holiday period.\u003C\u002Fp>\n\n\u003Ch4 id=\"L471\">Notice\u003C\u002Fh4>\n\n\u003Cp>(4)Insofar as possible, on-call duty periods must be distributed evenly\namong the individual employees, and notice of on-call duty must be given as\nearly as possible and at the latest 24 hours in advance.\u003C\u002Fp>\n\n\u003Cp>If a scheduled on-duty call is cancelled less than 48 hours before its\nstart, 50% of the pay for the on-call duty is payable. However, if more than\ntwo consecutive, notified on-call duty periods during Easter and Whitsun are\ncancelled, the employee will receive pay for the cancellation of two single\nduty periods.\u003C\u002Fp>\n\n\u003Cp>To the extent possible, notice and notice of cancellation must be given\nduring the employee’s working hours.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CONSIGN_trigger\">\u003Ch4 id=\"L479\">Payment for on-call duty\u003C\u002Fh4>\n\n\u003Cp>(5)An on-call duty period can last for one to 24 hours and is paid per\nsix-hour period or part of such period at the following rates:\u003C\u002Fp>\n\n\u003Cp>From Monday 06:00 am to Friday 18:00 pmSix hours are wholly or partly in the\nperiod from Friday 18:00 pm to Monday 06:00 am and weekday holidays\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Cdiv align=\"center\">\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-standbyallowanceamount1\">\u003C\u002Fdiv>\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"104\" style=\"width:78.25pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"DA\" style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"236\" style=\"width:177.35pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#001969\">From\n        Monday 06:00 am to Friday 18:00 pm\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"237\" style=\"width:177.6pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#001969\">Six\n        hours are wholly or partly in the period from Friday 18:00 pm to Monday\n        06:00 am and weekday holidays\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"104\" style=\"width:78.25pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">1\n        July 2022\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"236\" style=\"width:177.35pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">%\n        hour’s compensatory time off and DKK 305\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"237\" style=\"width:177.6pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">1\n        hour’s compensatory time off and DKK 605\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"104\" style=\"width:78.25pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">1\n        July 2023\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"236\" style=\"width:177.35pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">%\n        hour’s compensatory time off and DKK 320\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"237\" style=\"width:177.6pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">1\n        hour’s compensatory time off and DKK 630\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"104\" style=\"width:78.25pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003C\u002Ftd>\u003Ctd width=\"104\" style=\"width:78.25pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">1\n        July 2024\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"236\" style=\"width:177.35pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">%\n        hour’s compensatory time off and DKK 330\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"237\" style=\"width:177.6pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">1\n        hour’s compensatory time off and DKK 655\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"WordSection1\">\u003Cdiv align=\"center\">\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\u003Ctbody>\u003Ctr style=\"height:1.0pt\">\u003Ctd width=\"237\" style=\"width:177.6pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:1.0pt\">\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\u003Ch4 id=\"L563\">Call-in\u003C\u002Fh4>\n\n\u003Cp>(6)There are two types of call-in.\u003C\u002Fp>\n\n\u003Cp>Payment for call-in for IT work is governed by (6)a below. Payment for\ncall-in for work with alarms, filling of ATMs, servicing of ATMs or call-in\naccording to agreement between the company and the union representative is\ngoverned by (6)b below.\u003C\u002Fp>\n\n\u003Cp>Work performed during a call-in is paid according to (6)a or (6)b, but only\nfrom the time the employee is called in to the time when the employee’s\nnormal working hours begin.\u003C\u002Fp>\n\n\u003Cp>The payment must at most be for the number of call-ins corresponding to the\nhours of the call-in, however no less than for time spent.\u003C\u002Fp>\n\n\u003Cp>The hourly pay is calculated by dividing the annual salary, including\nallowances, by 1,924, or, for IT employees, by 1872, see article 3(1).\u003C\u002Fp>\n\n\u003Cp>Transport costs are paid by the company subject to agreement.\u003C\u002Fp>\n\n\u003Ch4 id=\"L577\">IT work\u003C\u002Fh4>\n\n\u003Cp>(6)a. All call-ins outside normal working hours are paid by the hourly rate\n+ 100% from the time the employee is called in until he\u002Fshe has returned to\nhis\u002Fher home address or has completed the work assignment in the home.\nCalculations are based on 15-minute intervals.\u003C\u002Fp>\n\n\u003Cp>Payment for call-ins according to (6)a\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Cdiv align=\"center\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"236\" style=\"width:177.35pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#001969\">Period\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"170\" style=\"width:127.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#001969\">With\n        on-call duty\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"171\" style=\"width:128.15pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#001969\">Without\n        on-call duty\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"236\" style=\"width:177.35pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Monday-Thursday\n        from 06:00 am to 24:00 pm\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"170\" style=\"width:127.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">1\n        hour\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"171\" style=\"width:128.15pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">2\n        hours\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"236\" style=\"width:177.35pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Monday\n        from 24:00 pm to 06:00 am\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"170\" style=\"width:127.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">2%\n        hours\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"171\" style=\"width:128.15pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">3%\n        hours\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"236\" style=\"width:177.35pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Tuesday\n        to Friday from 24:00 pm to 06:00 am\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"170\" style=\"width:127.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">1%\n        hours\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"171\" style=\"width:128.15pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">2%\n        hours\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"236\" style=\"width:177.35pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Friday\n        from 06:00 am to 18:00 pm\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"170\" style=\"width:127.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">1\n        hour\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"171\" style=\"width:128.15pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">2\n        hours\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"236\" style=\"width:177.35pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Friday\n        from 18:00 pm to 24:00 pm\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"170\" style=\"width:127.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">2\n        hours\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"171\" style=\"width:128.15pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">3\n        hours\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"236\" style=\"width:177.35pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Saturdays,\n        Sundays and weekday holidays from 06:00 am to 24:00 pm\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"170\" style=\"width:127.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">2\n        hours\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"171\" style=\"width:128.15pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">3\n        hours\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"236\" style=\"width:177.35pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Saturdays,\n        Sundays and weekday holidays from 24:00 pm to 06:00 am\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"170\" style=\"width:127.7pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">2%\n        hours\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"171\" style=\"width:128.15pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">3%\n        hours\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\u003Ch4 id=\"L727\">Alarms, filling of ATMs, servicing of ATMs etc.\u003C\u002Fh4>\n\n\u003Cp>(6)b. All call-ins outside normal working hours are paid by the hourly rate\n+ 100% from the time the employee is called in until he\u002Fshe has returned to\nhis\u002Fher home address. Calculations are based on 15-minute intervals.\u003C\u002Fp>\n\n\u003Cp>Payment for call-ins according to (6)b\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Cdiv align=\"center\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"236\" style=\"width:177.35pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#001969\">Period\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"170\" style=\"width:127.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#001969\">With\n        on-call duty\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"161\" style=\"width:120.95pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#001969\">Without\n        on-call duty\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"236\" style=\"width:177.35pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Monday-Sunday\n        from 06:00 am to 24:00 pm\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"170\" style=\"width:127.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">2\n        hours\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"161\" style=\"width:120.95pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">3\n        hours\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"236\" style=\"width:177.35pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Monday\n        to Sunday from 24:00 pm to 06:00 am\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"170\" style=\"width:127.7pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">2%\n        hours\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"161\" style=\"width:120.95pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">3%\n        hours\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\u003Ch4 id=\"L797\">Consultation\u003C\u002Fh4>\n\n\u003Cp>(7)Consultation means that employees are contacted by telephone or otherwise\nby the company outside of their working hours and in this context provide\nassistance in clarifying a work-related problem. Employees who are contacted\nwithout being on-call duty are remunerated for a consultation, whether or not\nthey provide assistance in clarifying a work-related problem.\u003C\u002Fp>\n\n\u003Cp>Several consultations within the same half hour are considered as one\nconsultation. In case of consultations lasting for more than half an hour,\npayment is made for a new consultation for each half hour commenced.\u003C\u002Fp>\n\n\u003Ch4 id=\"L803\">Payment for consultations\u003C\u002Fh4>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Cdiv align=\"center\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"144\" style=\"width:108.25pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"DA\" style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"144\" style=\"width:108.25pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:115%\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;line-height:115%;font-family:"Times New Roman",serif;   color:#001969\">Monday\n        to Friday 06:00 am to 24:00 pm\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"144\" style=\"width:108.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:117%\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;line-height:117%;font-family:"Times New Roman",serif;   color:#001969\">Monday\n        to Friday from 24:00 pm to 06:00 am\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"145\" style=\"width:108.7pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:117%\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;line-height:117%;font-family:"Times New Roman",serif;   color:#001969\">Saturdays,\n        Sundays and weekday holidays\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"144\" style=\"width:108.25pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">As\n        of 1 July 2022\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"144\" style=\"width:108.25pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">DKK\n        360\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"144\" style=\"width:108.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">DKK\n        525\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"145\" style=\"width:108.7pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">DKK\n        760\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"144\" style=\"width:108.25pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">As\n        of 1 July 2023\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"144\" style=\"width:108.25pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">DKK\n        375\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"144\" style=\"width:108.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">DKK\n        550\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"145\" style=\"width:108.7pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">DKK\n        795\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"144\" style=\"width:108.25pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">As\n        of 1 July 2024\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"144\" style=\"width:108.25pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">DKK\n        390\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"144\" style=\"width:108.0pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">DKK\n        570\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"145\" style=\"width:108.7pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">DKK\n        825\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\u003Ch4 id=\"L906\">Local agreement\u003C\u002Fh4>\n\n\u003Cp>(8)The company and the union representative may conclude an agreement on\nrules for further flexibility and\u002For schemes not provided for in (4) and (5)\nabove. The agreement may include deviations from the provisions on\nconsultation, see (7) above.\u003C\u002Fp>\n\n\u003Cp>In overall terms, employees may not be placed at a disadvantage relative to\nthe above provisions - neither financially nor in terms of safety.\u003C\u002Fp>\n\n\u003Ch3 id=\"L912\">19 Duty terminals\u003C\u002Fh3>\n\n\u003Ch4 id=\"L914\">Definitions\u003C\u002Fh4>\n\n\u003Cp>(1)In relation to IT employees, duty terminals and their application are\ndefined as follows:\u003C\u002Fp>\n\n\u003Cp>A duty terminal is a terminal used for error correction during on-call duty\nand consultation.\u003C\u002Fp>\n\n\u003Cp>The scheme is voluntary, and the company decides whether an employee needs a\nduty terminal. Connections to the company via a duty terminal may only be done\nfor the purpose of rectifying a production problem, not for ordinary\ndevelopment work. Thus, access may only be established if the employee is\ncontacted by the company or has agreed the activity with his\u002Fher manager in\nadvance.\u003C\u002Fp>\n\n\u003Cp>The company has full responsibility for the safety routines associated with\nconnection to the employee’s duty terminal, just as it is incumbent on the\ncompany to register all necessary information relating to connection.\u003C\u002Fp>\n\n\u003Cp>The employee is bound to document what has been done while connected in\naccordance with the company’s guidelines.\u003C\u002Fp>\n\n\u003Ch4 id=\"L926\">Costs\u003C\u002Fh4>\n\n\u003Cp>(2)All costs relating to setting up and taking down IT equipment as well as\nany furniture at the employee’s premises will be paid by the company. If,\nfollowing a concrete evaluation, a phone connection is to be set up, this will\nbe paid for by the company.\u003C\u002Fp>\n\n\u003Ch4 id=\"L930\">Liability\u003C\u002Fh4>\n\n\u003Cp>(3)It is incumbent on the company to arrange for any necessary insurance for\nthe equipment on loan. Any damage to equipment or IT installations is no\nconcern of the employee’s.\u003C\u002Fp>\n\n\u003Cp>The employee is obliged to comply with the safety provisions laid down in\nthe company’s rules of procedure for using IT equipment and systems.\u003C\u002Fp>\n\n\u003Cp>It is the company’s responsibility to ensure that IT equipment on loan\ncomplies with the technical, safety and working environment standards\nstipulated.\u003C\u002Fp>\n\n\u003Cp>The employee must familiarise him\u002Fherself with the company’s rules for\nprivate use of the equipment, safety provisions for using and connecting the\nequipment and business routines for registering use of the equipment.\u003C\u002Fp>\n\n\u003Ch3 id=\"L940\">20 Attendance at meetings and course events\u003C\u002Fh3>\n\n\u003Cp>(1)Attendance is compulsory if the company arranges briefings, courses or\nother training activities necessary for the employee to perform his\u002Fher\nassignments. This applies to training relating to, for example:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-products\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-new work processes\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-new technology\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-team-building\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-budget or planning meetings\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-sales and marketing\u003C\u002Fp>\n\n\u003Cp>The time spent on such activities is considered working hours, and article\n21 on business trips also applies.\u003C\u002Fp>\n\n\u003Cp>In connection with notices to convene the above meetings, at which\nattendance is compulsory, this obligation must be made plain in the notice.\nFailing this, participation must be voluntary in practice.\u003C\u002Fp>\n\n\u003Cp>(2)How (1) is to be practised within the company must be subject to local\nagreement.\u003C\u002Fp>\n\n\u003Cp>(3)The provision in (1) above does not apply to employees employed on a\nfixed salary basis with independent work organisation, see article 8.\u003C\u002Fp>\n\n\u003Ch3 id=\"L964\">21 Business trips\u003C\u002Fh3>\n\n\u003Cp>(1)The rules apply to business trips agreed in the service of the company in\nthe form of:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-business trips in Denmark and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-business trips to European destinations\u003C\u002Fp>\n\n\u003Cp>Travelling time is considered part of working hours, in so far as the part\nof the travelling time taking place outside agreed\u002Ffixed working hours exceeds\nthe time the employee usually spends on transportation between his\u002Fher home and\nthe workplace. The rules also apply to transportation between two day-to-day\nworkplaces.\u003C\u002Fp>\n\n\u003Cp>For business trips overseas where the departure\u002Freturn trip falls on a\nSaturday\u002FSunday\u002Fweekday holiday\u002Fday off, a day off in lieu must be given.\u003C\u002Fp>\n\n\u003Cp>(2)In respect of trips to European and overseas destinations, the provision\nset out in (1) above does not apply to employees who are employed on a fixed\nsalary basis with independent work organisation, see article 8.\u003C\u002Fp>\n\n\u003Ch3 id=\"L978\">22 Travelling expenses\u003C\u002Fh3>\n\n\u003Cp>Travelling expenses will be refunded:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-for travelling by rail, air, sea, bus or taxi upon\npresentation of vouchers according to the employer’s guidelines; or\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-for the use of the employee’s own car as per\nagreement between the company and the employee in accordance with the\ngovernment’s mileage allowance rates for public officers; or\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-as per agreement between the company and the\nemployee by way of other reimbursement if the number of kilometres driven by\nthe employee is unusually high.\u003C\u002Fp>\n\n\u003Cp>Necessary expenses for meals and hotel accommodation must be reimbursed\naccording to vouchers and according to specific agreements between the company\nand the employee.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch2 id=\"L990\">Part III - Salary\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Ch3 id=\"L992\">23 Salary\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>(1)Salaries are agreed on an individual basis between the company and the\nemployee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(2)The salary should reflect the efforts, qualifications, education and\nskills of the individual, as well as the content and responsibility of the\nposition.\u003C\u002Fp>\n\n\u003Cp>(3)All employees are entitled to an annual salary review.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_table_selection_txt\">\u003Cp>(4)The minimum monthly salary excluding employer’s pension contribution\nis:\u003C\u002Fp>\n\u003Cul>\n  \u003Cli style=\"margin-left:0em\">DKK25,500asof1April 2023\u003C\u002Fli>\n  \u003Cli style=\"margin-left:0em\">DKK26,650asof1July 2023\u003C\u002Fli>\n  \u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_payscale1_selected_start\">\u003Cli style=\"margin-left:0em\">DKK27,650asof1July 2024\u003C\u002Fli>\u003C\u002Fdiv>\n\u003C\u002Ful>\n\n\u003Cp>(5)Employees who organise their work independently may be employed on a\nfixed salary basis if their monthly salary excluding employer’s pension\ncontribution is at least:\u003C\u002Fp>\n\u003Cul>\n  \u003Cli style=\"margin-left:0em\">DKK54,050asof1April 2023\u003C\u002Fli>\n  \u003Cli style=\"margin-left:0em\">DKK54,050asof1July 2023\u003C\u002Fli>\n  \u003Cli style=\"margin-left:0em\">DKK56,050asof1July 2024\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Cp style=\"margin-left:0em\">(6)Employees may be employed on an individual\ncontract if their monthly salary excluding employer’s pension contribution,\ncare days, the sixth holiday week and special holiday supplement is at\nleast:\u003C\u002Fp>\n\u003Cul>\n  \u003Cli style=\"margin-left:0em\">DKK71,400asof1April 2023\u003C\u002Fli>\n  \u003Cli style=\"margin-left:0em\">DKK74,600asof1July 2023\u003C\u002Fli>\n  \u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_payscale1_selected_end\">\u003Cli style=\"margin-left:0em\">DKK77,350asof1July 2024\u003C\u002Fli>\u003C\u002Fdiv>\u003C\u002Ful>\u003C\u002Fdiv>\u003Cul>\n\u003C\u002Ful>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coveragegroup2\">\u003Cp>(7)Young people under the age of 18 are remunerated with at least 60% of the\nminimum salary. Remuneration is made in accordance with the general rules of\nthe collective agreement from the first day of the month in which the employee\nturns 18.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(8)The following general salary increases have been agreed for the term of\nthe collective agreement:\u003C\u002Fp>\n\u003Cul>\n  \u003Cli style=\"margin-left:0em\">4.50% in 2023\u003C\u002Fli>\n  \u003Cli style=\"margin-left:0em\">2.70% in 2024\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch3 id=\"L1047\">24 Local salary pool\u003C\u002Fh3>\n\n\u003Cp>In connection with each renewal of the collective agreement, the parties to\nthe collective agreement will agree how fixed rates should be adjusted in the\nnext term of the collective agreement.\u003C\u002Fp>\n\n\u003Cp>Moreover, the parties to the collective agreement will agree on the size of\nthe share to be used for a local salary pool in the company.\u003C\u002Fp>\n\n\u003Cp>The following local salary pools have been agreed for the term of the\ncollective agreement:\u003C\u002Fp>\n\u003Cul>\n  \u003Cli style=\"margin-left:0em\">0.00% in 2023\u003C\u002Fli>\n  \u003Cli style=\"margin-left:0em\">1.00% in 2024\u003C\u002Fli>\u003C\u002Ful>\u003C\u002Fdiv>\u003Cul>\n\u003C\u002Ful>\n\n\u003Cp>Contract employees are not included in the local salary pools.\u003C\u002Fp>\n\n\u003Cp>(2)The local salary distribution is made on the basis of:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1.A local agreement on salary principles.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">2.Negotiations between the local parties on the\ndistribution of the salary pool.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">3.In the event of agreement on the distribution,\nthe company implements the agreed distribution of the salary pool.\u003C\u002Fp>\n\n\u003Cp>(3)If there is no union representative in the company, the employees’\nsalaries are generally adjusted by the full salary regulation.\u003C\u002Fp>\n\n\u003Cp>(4)The company may at any time choose, instead of the local salary pool, to\nimplement the salary pool as general salary increases for all employees.\u003C\u002Fp>\n\n\u003Cp>(5)In the event that an agreement on the distribution of the salary pool\ncannot be reached between the local parties, mediation will be conducted with\nrepresentatives of the FA and the Financial Services Union. The result of the\nmediation will be put to the vote among the members of the Financial Services\nUnion in the company. If the members reject the result of the mediation, the\nsalary pool will be distributed in the form of general salary increases for all\nemployees.\u003C\u002Fp>\n\n\u003Cp>(6)With the exception of contract employees, the agreed general salary\nregulation and the local salary pool will be implemented on the basis of the\ncompany’s salary bill with effect from 1 July each year. The company provides\ndocumentation to the union representative that the local salary pool has been\nused in accordance with the agreed distribution.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTITLE_trigger\">\u003Ch3 id=\"L1080\">25 Job functions\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Cp>All employees, except trainees and special employee groups will be placed in\none of the following job functions:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTYPE_descriptions\">\u003Cp>1.Financial employees are employees who do not belong in group 1 or 2\nbelow\u003C\u002Fp>\n\n\u003Cp>2.IT employees are employees who:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-perform IT work.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-are employed in the company’s central IT\ndepartment, meaning all IT-related functions within the IT department’s\norganisational domain, irrespective of geographical location, or employed in an\nindependent IT company, and who have one of the following DISCO codes from\nStatistics Denmark:\u003C\u002Fp>\n\u003Cul>\n  \u003Cli>133010Management of principal activity in IT (Business to Business)\u003C\u002Fli>\n  \u003Cli>133020Management of in-house IT\u003C\u002Fli>\n  \u003Cli>251110Work on overarching IT architecture\u003C\u002Fli>\n  \u003Cli>251210IT project management\u003C\u002Fli>\n  \u003Cli>251300Web and multimedia development\u003C\u002Fli>\n  \u003Cli>252100Design and administration of databases\u003C\u002Fli>\n  \u003Cli>251120Design of IT systems and analysis ofbusiness processes\u003C\u002Fli>\n  \u003Cli>251220Consultancy and programming in software development\u003C\u002Fli>\n  \u003Cli>251400Maintenance and documentation of software\u003C\u002Fli>\n  \u003Cli>251900Other work on software, includingtesting and quality assurance\u003C\u002Fli>\n  \u003Cli>252200Systems administration\u003C\u002Fli>\n  \u003Cli>252300Work on computer networks\u003C\u002Fli>\n  \u003Cli>252900Other work on databases andnetworks\u003C\u002Fli>\n  \u003Cli>351300 Network and systems technical work\u003C\u002Fli>\n  \u003Cli>351400Internet technician work\u003C\u002Fli>\n  \u003Cli>351100Operations engineer work\u003C\u002Fli>\n  \u003Cli>351200User support work\u003C\u002Fli>\n  \u003Cli>413200Data registration work\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Cp>3.Service staff\u002Ftechnicians are employees who perform canteen, cleaning,\ncraft, technical or other service- oriented work.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>If the company requires specific workwear, such clothing is made available\nby the company.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1151\">26 Remuneration of trainees\u003C\u002Fh3>\n\n\u003Cp>(1)\u003Cstrong>Financial trainees\u003C\u002Fstrong> are paid as follows:\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Cdiv align=\"center\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"111\" style=\"width:83.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"DA\" style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"121\" style=\"width:90.95pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif;color:#001969\">Monthly\n        salary\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"121\" style=\"width:90.95pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"DA\" style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\" style=\"width:84.25pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"DA\" style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"111\" style=\"width:83.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">Salary\n        grade\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"121\" style=\"width:90.95pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">1\n        July 2022\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"121\" style=\"width:90.95pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">1\n        July 2023\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\" style=\"width:84.25pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">1\n        July 2024\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"111\" style=\"width:83.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">1\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"121\" style=\"width:90.95pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">17,242.17\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"121\" style=\"width:90.95pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">18,018.08\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\" style=\"width:84.25pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">18,684.75\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"111\" style=\"width:83.05pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">2\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"121\" style=\"width:90.95pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">18,804.42\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"121\" style=\"width:90.95pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">19,650.58\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\" style=\"width:84.25pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">20,377.67\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\u003Cp>Trainees with more than two years’ traineeship are not promoted to grade 2\nuntil they have one year of traineeship left.\u003C\u002Fp>\n\n\u003Cp>(2) \u003Cstrong>Office trainees\u003C\u002Fstrong> are paid as follows:\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Cdiv align=\"center\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"114\" style=\"width:85.2pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"DA\" style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"121\" style=\"width:90.95pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif;color:#001969\">Monthly\n        salary\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\" style=\"width:85.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"DA\" style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"115\" style=\"width:85.9pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"DA\" style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"114\" style=\"width:85.2pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">Salary\n        grade\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"121\" style=\"width:90.95pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">1\n        July 2022\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\" style=\"width:85.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">1\n        July 2023\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"115\" style=\"width:85.9pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">1\n        July 2024\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"114\" style=\"width:85.2pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">1\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"121\" style=\"width:90.95pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">16,588.42\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\" style=\"width:85.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">17,334.92\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"115\" style=\"width:85.9pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">17,976.33\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"114\" style=\"width:85.2pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">2\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"121\" style=\"width:90.95pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">17,855.75\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\" style=\"width:85.7pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">18,659.25\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"115\" style=\"width:85.9pt;border:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">19,349.67\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\u003Cp>(3)Annual advancement to a higher salary grade is effective 12 months after\ncommencement of employment. If the trainee commenced his\u002Fher employment on the\n15th day of a month or earlier, the advancement will be effective on the 1st\nday of the same month. If the trainee commenced his\u002Fher employment on the 16th\nday of a month or later, the advancement will be effective on the 1st day of\nthe following month.\u003C\u002Fp>\n\n\u003Cp>(4)In the event of an extension of the trainee period, see article 48(2) or\narticle 52(2), the annual grade advancement is postponed by a time period of\nthe same duration as the absence causing the extension.\u003C\u002Fp>\n\n\u003Cp>(5)\u003Cstrong>IT trainees\u003C\u002Fstrong> on EUD level\u003C\u002Fp>\n\n\u003Cp>IT trainees are paid as follows:\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Cdiv align=\"center\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"116\" style=\"width:86.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"DA\" style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"121\" style=\"width:90.95pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif;color:#001969\">Monthly\n        salary\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\" style=\"width:86.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"DA\" style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\" style=\"width:86.9pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"DA\" style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"116\" style=\"width:86.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">Salary\n        grade\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"121\" style=\"width:90.95pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">1\n        July 2022\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\" style=\"width:86.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">1\n        July 2020\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\" style=\"width:86.9pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">1\n        July 2021\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"116\" style=\"width:86.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">1\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"121\" style=\"width:90.95pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">12,016.67\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\" style=\"width:86.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">12,557.42\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\" style=\"width:86.9pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">13,022.00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"116\" style=\"width:86.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">2\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"121\" style=\"width:90.95pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">13,630.33\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\" style=\"width:86.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">14,243.67\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\" style=\"width:86.9pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">14,770.67\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"116\" style=\"width:86.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">3\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"121\" style=\"width:90.95pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">14,640.00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\" style=\"width:86.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">15,298.83\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\" style=\"width:86.9pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">15,864.92\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"116\" style=\"width:86.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">4\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"121\" style=\"width:90.95pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">16,947.92\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\" style=\"width:86.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">17,710.58\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\" style=\"width:86.9pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">18,365.83\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"116\" style=\"width:86.65pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">5\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"121\" style=\"width:90.95pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">20,490.67\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\" style=\"width:86.65pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">21,412.75\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\" style=\"width:86.9pt;border:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">22,205.00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\u003Cp>(6)In respect of other trainees, salary is fixed individually. However, the\nsalary must correspond at least to the salary stipulated by the collective\nagreement in the field of education, see the provisions of section 55(2) of the\nDanish Act on Vocational Education and Training.\u003C\u002Fp>\n\n\u003Cp>The concept of salary within the meaning of section 55(2) of the Act on\nVocational Education and Training includes money or benefits of economic value\nto an employee as consideration in an employment relationship. Apart from pay\nconditions, trainees are covered by the collective agreement between the FA and\nthe Financial Services Union.\u003C\u002Fp>\n\n\u003Cp>Trainees can only be hired if the company has been approved to train the\nspecific type of trainee.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1548\">27 Payment of salaries\u003C\u002Fh3>\n\n\u003Cp>Salaries are payable monthly in advance and must be available on or before\nthe last day of the month before the pay period, unless otherwise specifically\nstated above.\u003C\u002Fp>\n\n\u003Cp>It may be agreed between the company and the head of local union that the\ncompany pays salaries monthly in arrears. If so, salaries must be available no\nlater than on or before the last day of the month of the pay period in\nquestion.\u003C\u002Fp>\n\n\u003Cp>Changing the time of salary payment is permanent and may not be changed,\nunless by way of a separately concluded agreement. Agreements to change the\ntime of salary payment are therefore not affected if the local\nagreement\u002Fcollective agreement is terminated.\u003C\u002Fp>\n\n\u003Cp>If a local agreement for salary payment in arrears is entered into on behalf\nof existing employees, a transitional scheme must be agreed at the same time to\nensure that employees have the financial means needed during the transitional\nperiod.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1558\">28 Function-based allowances\u003C\u002Fh3>\n\n\u003Ch4 id=\"L1560\">Area\u003C\u002Fh4>\n\n\u003Cp>(1)For the purpose of remunerating employees for temporarily performing\ntasks that are either more complex or involve more responsibility than other\ntasks performed by the employee, function-based allowances may - for a period\nnot exceeding two years - be given to financial and IT employees receiving a\nmonthly salary of:\u003C\u002Fp>\n\u003Cul>\n  \u003Cli>DKK 36,297.92 as of 1 April 2023\u003C\u002Fli>\n  \u003Cli>DKK 37,931.33 as of 1 July 2023\u003C\u002Fli>\n  \u003Cli>DKK 38,955.50 as of 1July 2024 ormore,\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Cp style=\"margin-left:2em;\">-who perform special job functions, or\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-who perform job functions that must be considered\nto last for only a limited period of time.\u003C\u002Fp>\n\n\u003Cp>(2)The function-based allowance may be given to service staff\u002Ftechnicians\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-who perform special job functions, or\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-who perform job functions that must be considered\nto last for only a limited period of time.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1584\">Payment and pension\u003C\u002Fh4>\n\n\u003Cp>(3)Function-based allowances are given as an annual or monthly supplement to\nsalary. Function-based allowances are pensionable payments.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1588\">29 Specialist allowances\u003C\u002Fh3>\n\n\u003Ch4 id=\"L1590\">Area\u003C\u002Fh4>\n\n\u003Cp>(1)Specialist allowances may be given to financial employees receiving a\nmonthly salary of:\u003C\u002Fp>\n\u003Cul>\n  \u003Cli>DKK 42,342.67 as of 1 April 2023\u003C\u002Fli>\n  \u003Cli>DKK 44,248.08 as of 1 July 2023\u003C\u002Fli>\n  \u003Cli>DKK 45,442.75 as of 1 July 2024\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Cp>who work as specialists in special areas. The allowance cannot exceed 50% of\nsalary.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1606\">Scaling down\u003C\u002Fh4>\n\n\u003Cp>(2)Financial employees having received a specialist allowance for more\nthan:\u003C\u002Fp>\n\u003Cul>\n  \u003Cli>two years and who, by order of the company, are transferred to another\n    job, will maintain their allowance for a period of six months from the date\n    of transfer,\u003C\u002Fli>\n  \u003Cli>five years and who, by order of the company, are transferred to another\n    job, will receive\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Cp>3\u002F4 in year 1\u003C\u002Fp>\n\n\u003Cp>1\u002F2 in year 2\u003C\u002Fp>\n\n\u003Cp>1\u002F4 in year 3\u003C\u002Fp>\n\n\u003Cp>of the allowance received during the last 12 months prior to the\ntransfer.\u003C\u002Fp>\n\n\u003Cp>The ‘scaled down’ specialist allowance may be set off against\nextraordinary salary increases given in addition to general salary increases\nand salary increases financed by the salary pool, see article 24, and new\nallowances.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1627\">Payment and pension\u003C\u002Fh4>\n\n\u003Cp>(3)Specialist allowances are given as an annual or monthly supplement to\nsalary. Specialist allowances are pensionable payments.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1631\">Contract employees\u003C\u002Fh4>\n\n\u003Cp>(4)Employees who due to function-based allowances and\u002For specialist\nallowances, see article 28(1) and article 29(1), receive a total remuneration\nas set out in article 23(6) may be employed on an individual contract, see the\nrules in the Protocol on contract employees in Section 2.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003Ch3 id=\"L1635\">30 Pension contributions\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>Employees covered by collective agreements concluded between the Danish\nEmployers’ Association for the Financial Sector (FA) and the Financial\nServices Union or a company collective agreement according to the general\nagreement between the FA and the Financial Services Union are entitled to a\npension scheme on the first day of the month after the employee turned 18.\u003C\u002Fp>\n\n\u003Cp>The pension contribution is at least 16.90%, 11.65% of which from the\ncompany.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Employees who were offered a pension scheme before 1 April 1992 but who\nchose to receive a higher gross salary instead are not covered by the\nprovisions of the collective agreement on pension schemes.\u003C\u002Fp>\n\n\u003Cp>The establishment of a new pension scheme cannot impair an already existing\npension scheme.\u003C\u002Fp>\n\n\u003Cp>The provision also covers employees covered by an interim arrangement from\nthe savings bank wage system.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1647\">31 Transfer to or from IT work\u003C\u002Fh3>\n\n\u003Ch4 id=\"L1649\">Transfer from IT work\u003C\u002Fh4>\n\n\u003Cp>(1)Employees transferred by the company from IT work to other work with a\nhigher annual norm are entitled to be compensated for the transfer by the\nhourly pay including allowances being adjusted by the changed annual number of\nhours, so that the hourly pay corresponds at least to the hourly pay before the\ntransfer. Such employees retain their seniority.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1653\">Transfer to IT work\u003C\u002Fh4>\n\n\u003Cp>(2)Employees transferred by the company to IT work are graded according to\nthe job functions in article 25. If an employee’s annual norm is reduced\nbecause of the transfer, the company may adjust the monthly salary including\nallowances in relation to the changed annual number of hours. Such employees\nretain their seniority.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1657\">Part IV - Special employee groups\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1659\">32 Temporary workers and students working part-time\u003C\u002Fh3>\n\n\u003Cp>(1)Temporary workers employed to perform the function of another employee\nfor up to 12 months are not covered by the provision in article 62 on the\ndevelopment plan.\u003C\u002Fp>\n\n\u003Cp>(2)Students with a student ID card from a further educational institution\nwho are employed as part- time workers with a minimum of 8 working hours weekly\nor 34.7 working hours monthly are not covered by clause 5, Severance terms, of\nthe Protocol on mitigating measures.\u003C\u002Fp>\n\n\u003Cp>The company and the union representative can agree locally that such\nstudents can be employed on conditions differing from the conditions of the\ncollective agreement subject to the terms below:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em\">a.Article62onthe development plan\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em\">b.Article65onthe right to full salary during\nabsencedueto pregnancy,protectionfromdismissaletc.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em\">c.Article66onleave to employees adopting a child\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em\">d.Article68(5)on the right to leave under section\n26ofthe DanishMaternityLeaveActconcerningseverely sick children\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em\">e.Article 68(6) on the right to leave under section\n42 of the Danish Social Services Act, concerning a disabled child\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em\">f.Article 69 on leave to take care of close friends\nor relatives\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em\">g.The pensions protocol\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em\">h.Article 64. Instead of the right to take care\ndays, the following applies: The main rule is that the care days will be paid\nout according to the provisions\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em\">i.Article 5(1) Working hours are to be agreed\nbetween the students and the employer with consideration for their studies\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em\">j.Article 3(1) on compensatory time-off\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em\">k.Article 27, salary being paid in arrears. \u003C\u002Fp>\n\n\u003Cp style=\"margin-left:0em\">It can be agreed that the following will be paid as\na supplement to the salary:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em\">- care days\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em\">- employer’s pension contribution.\u003C\u002Fp>\n\n\u003Cp>(3)The arrangement of working hours will be agreed with due regard for\nstudies. The working hours can vary. A supplement is payable under article 9(4)\nif the working hours are arranged at special times at the request of the\ncompany. In addition, the company and the union representative can enter into\nagreements on the arrangement of working hours.\u003C\u002Fp>\n\n\u003Cp>Temporary employment etc.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1701\">33 Employees employed temporarily for up to one month\u003C\u002Fh3>\n\n\u003Cp>(1)Employees over the age of 18 in temporary employment are remunerated at\nleast in accordance with article 23(4).\u003C\u002Fp>\n\n\u003Cp>(2)Employees under the age of 18 in temporary employment are remunerated by\nat least 60% of the minimum salary, see article 23(7).\u003C\u002Fp>\n\n\u003Cp>(3)Employees employed according to this provision whose working hours exceed\nan average of 37 hours per week, calculated on the basis of over no more than\nfour weeks, are remunerated in accordance with article 16(7).\u003C\u002Fp>\n\n\u003Cp>(4)\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a.Temporarily appointed employees working at\nspecial times are paid an allowance according to article 9(4) of the standard\ncollective agreement.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">b.Service staff\u002Ftechnicians are not paid an\nallowance on weekdays during the period from 06:00 to 08:00 am.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">c.No allowance is given to service\nstaff\u002Ftechnicians whose work assignments naturally fall outside of the\nperiod\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">in which an allowance is awarded or whose work\nassignments are planned and carried out individually. This refers primarily to\ncleaning, window cleaning and caretaker tasks.\u003C\u002Fp>\n\n\u003Cp>(5)Temporary employees continuously accumulate a holiday allowance equal to\n12.5% of their salary. In addition, 3.5% of their salary is paid by way of\ncompensation for weekday holidays, making the total allowance 16% of their\nsalary, including any bonuses.\u003C\u002Fp>\n\n\u003Cp>(6)Employees receive pay during illness.\u003C\u002Fp>\n\n\u003Cp>(7)Employees appointed in accordance with the above provisions can have a\nmaximum of three periods of employment unless otherwise agreed locally.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1725\">34 Call-in staff\u003C\u002Fh3>\n\n\u003Cp>(1)Call-in staff are employees appointed to meet a requirement for stand-ins\nduring illness, holidays and any other absence as well as larger work\nassignments of short duration.\u003C\u002Fp>\n\n\u003Cp>(2)The areas and functions covered are agreed locally between the company\nand the trade-union.\u003C\u002Fp>\n\n\u003Cp>(3)On appointment, the employee is given written confirmation of the\nappointment as well as the current salary and working conditions.\u003C\u002Fp>\n\n\u003Cp>(4)Employees over the age of 18 are paid at least in accordance with article\n23(4). Employees under the age of 18 are paid at least in accordance with\narticle 23(7).\u003C\u002Fp>\n\n\u003Cp>(5)The employee is not obliged to agree to be called in.\u003C\u002Fp>\n\n\u003Cp>(6)The company is not obliged to make use of the employee.\u003C\u002Fp>\n\n\u003Cp>(7)The employee has no pre-set working hours; these are determined by\nindividual agreement with the employee.\u003C\u002Fp>\n\n\u003Cp>(8)Remuneration is by means of an hourly salary for hours performed, and\nsalary is paid in arrears.\u003C\u002Fp>\n\n\u003Cp>(9)For work at special times an allowance is paid, see article 33(4).\u003C\u002Fp>\n\n\u003Cp>(10)The employee continuously accumulates holiday allowance equal to 12.5%\nof his\u002Fher salary. In addition, 3.5% of the salary is paid by way of\ncompensation for weekday holidays, making the total allowance 16% of the\nsalary, including any allowances.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1747\">35 Employees with working hours of 8 hours or less weekly or\n34.7 hours monthly\u003C\u002Fh3>\n\n\u003Cp>(1)In respect of employees working up to eight hours per week or 34.7 hours\nper month, respectively, corresponding provisions apply as those stipulated\nin:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Article 20 Attendance at meetings and course\nevents\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Article 23 Salary\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Article 25 Job functions\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Article 36 Proof of employment certificate etc.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Article 38 Medical certificate\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Article 39 Holiday allowance\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Article 64 Care days\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Article 68 Time-off in the event of a child’s\nsickness\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Article 74 Psychological assistance and\ninsurance\u003C\u002Fp>\n\n\u003Cp>(2)For financial employees covered by (1) above, the following also\napplies:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Article 18 (1) On-call duty, call-in and\nconsultation\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Article 27 Salary payment\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Article 28 (1) Function-based allowance\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Article 31 (1) Transfer from IT work\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:0em\">(3)For IT employees covered by (1) above, the\nfollowing also applies:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Article 18 On-call duty, call-in and\nconsultation\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Article 19 Duty terminals\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Article 27 Salary payment\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Article 28 (1) Function-based allowance\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Article 31 (2) Transfer to IT work\u003C\u002Fp>\n\n\u003Cp>(4)For service staff\u002Ftechnicians covered by (1) above, the following also\napplies:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Article 5( 4) Working hours determined by the\ncompany\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Article 10 Breaks and rest periods\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Article 28 (2) Function-based allowance\u003C\u002Fp>\n\n\u003Ch2 id=\"L1799\">Part V - Other employment provisions\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1801\">36 Proof of employment certificate etc.\u003C\u002Fh3>\n\n\u003Cp>Upon appointment, the employee must be given written confirmation of the\nsalary and working conditions applicable, issuing a copy of the collective\nagreement applicable to the company. See the Protocol on employment agreements\nin Section 2.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1805\">37 Transfers\u003C\u002Fh3>\n\n\u003Cp>The employer may not without the consent of the employee by notice shorter\nthan that stipulated by the Salaried Employees Act impose upon the employee any\ntransfer that necessitates a change of home address and is unconnected to the\npromotion of the employee in question. If the employer requires such a\ntransfer, the employer must pay any documented costs relating to the moving of\nfurniture and any other documented costs incidental to the relocation as such\nup to a maximum of DKK 10,000.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1809\">38 Medical certificate\u003C\u002Fh3>\n\n\u003Cp>If the employee is sick for more than three but less than 14 days, he\u002Fshe\nmust submit a solemn declaration as documentation instead of a medical\ncertificate.\u003C\u002Fp>\n\n\u003Cp>The company pays the total doctor’s fee for issuing a medical\ncertificate.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch2 id=\"L1815\">Part VI - Holiday\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Ch3 id=\"L1817\">39 Holiday allowance\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>(1)Employees are entitled to holidays with pay in accordance with the\nprovisions of the Danish Holiday Act.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-annleaveallowanceperc1\">\u003Cp>(2)Instead of the holiday allowance provided for by the Holiday Act, the\nemployer pays a special holiday allowance of 3.25%. The special holiday\nallowance is calculated on the basis of gross salary during the previous year\nof accrual with deduction of any special holiday allowance already paid out.\nThe special holiday allowance is paid on 1 May of each year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(3)An employee receiving holiday allowance during his\u002Fher holidays instead\nof paid holidays is entitled to a special holiday allowance of 2.25%.\u003C\u002Fp>\n\n\u003Cp>(4)Where the special holiday allowance is calculated in connection with\ntermination of employment, a special holiday allowance of 2.25% will be paid\nout unless it has already been paid.\u003C\u002Fp>\n\n\u003Cp>If the special holiday allowance has already been paid out, only the part\ncorresponding to the holiday allowance provided for by the Holiday Act may be\ndeducted when the holiday allowance is calculated in connection with the\ntermination of employment.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Ch3 id=\"L1829\">40 Days of holiday determined under the collective agreement\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysweeks\">\u003Cp>(1)In addition to the holidays laid down in the Holiday Act, employees are\nentitled to additionally five days of holiday with pay in the holiday-taking\nperiod relating to the holiday year. The days of holiday are allocated on 1\nSeptember, unless the employee’s employment begins or ends in the period set\nout in (2) below.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(2)If an employee has not been employed during the full holiday year,\nadditional days of holiday will be allocated according to the following\nrules:\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Employmentin the period from 1 September to 30 November\u003C\u002Ftd>\n      \u003Ctd>5 days of holiday\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Employmentbefore1March\u003C\u002Ftd>\n      \u003Ctd>4 days of holiday\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Employmentbefore1May\u003C\u002Ftd>\n      \u003Ctd>3 days of holiday\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Employmentbefore1July\u003C\u002Ftd>\n      \u003Ctd>2 days of holiday\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Employment on or after 1 July\u003C\u002Ftd>\n      \u003Ctd>1 day of holiday\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Employees not working every day will be given the additional holidays on a\npro rata basis.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L1847\">41 Agreement options for holidays\u003C\u002Fh3>\n\n\u003Cp>(1)The company and the individual employee may agree that holidays accrued\nin excess of 20 days - and holidays stipulated by the collective agreement -\nmay be carried forward to the following holiday year. Such agreement must be in\nwriting and executed before 31 December at the end of the holiday-taking\nperiod. An employee under notice who has carried forward holidays to the next\nholiday year by agreement may not be ordered to take such days during his\u002Fher\nnotice period.\u003C\u002Fp>\n\n\u003Cp>(2)The provisions of section 5(1) of the Holiday Act on holiday accrual and\nsection 6(2) on the taking of holiday may be disregarded according to agreement\nbetween the company and the union representative to the effect that holiday\nentitlement accrues on the basis of hours and\u002For is taken on the basis of\nhours.\u003C\u002Fp>\n\n\u003Cp>(3)Employees working 37 hours per week who have not accrued any holiday with\npay will receive a salary less an amount corresponding to 7.4 hours per day of\nholiday taken. If the employee’s working hours are not 37 hours, the\ndeduction will be adjusted on a pro rata basis. Employees who are covered by a\nlocal agreement on the accrual and taking of holidays on an hourly basis will\nreceive a salary less an amount corresponding to the salary for the hours\ntaken.\u003C\u002Fp>\n\n\u003Cp>(4)Holiday covered by section 12(1), section 13 or section 14 of the Holiday\nAct on ‘prevention from taking holiday due to special circumstances’, must\nbe taken in the following holiday year subject to agreement between the company\nand the employee, but see sections 22(2) and 25 of the Holiday Act.\u003C\u002Fp>\n\n\u003Cp>(5)It may be decided by local agreement that section 15(3) of the Holiday\nAct on ‘postponement\u002Fdisruption of holiday’ is not to apply to the\nemployees covered by the local agreement.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1859\">42 Trainees’ holiday\u003C\u002Fh3>\n\n\u003Cp>(1)The following rules apply to trainees’ holiday, trainees being\nunentitled to accrue and take more than 25 days of holiday in the same holiday\nyear, unless otherwise agreed or other rules apply:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a.Trainees are granted 25 days of holiday during\nthe holiday-taking period relating to the holiday year, provided that the\nemployment began in the period from 1 September to 30 November, see section 42\nof the Holiday Act. Holidays must be taken according to the provisions of the\nHoliday Act.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">b.In the case of employment in the period from 1\nDecember to 30 June, trainees are granted 15 days of main holiday in the main\nholiday period and:\u003C\u002Fp>\n\u003Cul>\n  \u003Cli>7 days of holiday before the main holiday period in case of employment in\n    December\u003C\u002Fli>\n  \u003Cli>6 days of holiday before the main holiday period in case of employment in\n    January\u003C\u002Fli>\n  \u003Cli>5 days of holiday before the main holiday period in case of employment in\n    February\u003C\u002Fli>\n  \u003Cli>4 days of holiday before the main holiday period in case of employment in\n    March\u003C\u002Fli>\n  \u003Cli>3 days of holiday before the main holiday period in case of employment in\n    April\u003C\u002Fli>\n  \u003Cli>2 days of holiday before the main holiday period in case of employment in\n    May\u003C\u002Fli>\n  \u003Cli>1 day of holiday before the main holiday period in case of employment in\n    June\u003C\u002Fli>\n  \u003Cli>1day of holiday before the main holiday period in case of employment in\n    June\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Cp>If a trainee takes up employment in the period from 1 July to 31 August, the\ntrainee accrues holiday according to the general provisions of the Holiday Act\nin the current holiday year.\u003C\u002Fp>\n\n\u003Cp>All trainees are granted 25 days of holiday during the holiday year\nfollowing the holiday year in which the trainee was employed, see section 42 of\nthe Holiday Act.\u003C\u002Fp>\n\n\u003Cp>(2)If the trainee has not accrued holiday pay for all days of holiday, the\ntrainee is granted holiday with pay during the remaining days of holiday.\nHoliday pay accrued through ‘leisure time work’ is thus excluded.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1891\">43 Holiday during the holiday year when the traineeship is\ncompleted or during the first holiday year thereafter\u003C\u002Fh3>\n\n\u003Cp>Holidays accrued during a trainee period and taken subsequent to the\nemployee having completed his\u002Fher trainee period with a financial company are\npaid at the current salary rate, regardless of whether immediately upon\ncompletion of the trainee period or at a later date the employee was employed\nwith a financial company other than the undertaking in which the trainee period\nwas completed.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Ch2 id=\"L1895\">Part VII - Training\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L1897\">44 Trainees’ appointment\u002Ftermination\u003C\u002Fh3>\n\n\u003Cp>Trainees have the status of salaried employees and appointment is normally\nwith a view to permanent employment.\u003C\u002Fp>\n\n\u003Cp>If the employment agreement makes reservation in respect of future\nemployment, the company must give the trainee written notice no later than the\nend of the traineeship whether the trainee can continue at the company.\nContinuation is subject to passing the examination.\u003C\u002Fp>\n\n\u003Cp>If the company does not judge that the trainee can be given a permanent\nemployment, the trainee must be advised of this with a minimum of three\nmonths’ notice for termination at the earliest three months after normal\ncompletion of the traineeship.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1905\">45 Trainees’ working hours\u003C\u002Fh3>\n\n\u003Cp>For trainees, the same working hour provisions apply as stated for financial\nemployees.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1909\">46 Trainees’ school time\u002Ftravelling time\u003C\u002Fh3>\n\n\u003Cp>When the trainee is called in for teaching or activities planned at school,\nin accordance with the schooling periods laid down in the Danish Executive\nOrder on Financial Training lasting full or several days, such days must be\nreckoned as working hours, when the trainee is not available to the company.\nOnly travelling time in connection with the trainee’s obligatory training\nabroad or away from home is covered by articles 20, 21 and 22.\u003C\u002Fp>\n\n\u003Cp>Remuneration for travelling time can be paid in cash.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1915\">Financial trainees\u003C\u002Fh3>\n\n\u003Ch3 id=\"L1917\">47 Employment\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprenticeships\">\u003Cp>Persons employed for general training in a bank or mortgage credit\ninstitution are employed as trainees. For employment of trainees for office\ntraining in companies, see article 50.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1921\">48 Trainee period\u003C\u002Fh3>\n\n\u003Cp>(1)The trainee period is two years for trainees who have passed one of the\nfollowing examinations:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-The two-year second period of schooling in the\ncommercial and clerical field:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Higher Commercial Examination\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Upper Secondary School-leaving Examination\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Higher Preparatory Examination\u003C\u002Fp>\n\n\u003Cp>The trainee period is four years for trainees with a final examination from\n10th grade, which in accordance with the Executive Order on Study Programmes\nintroduces the training at the placement company.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(2)If a trainee\u003C\u002Fp>\n\n\u003Cp>- is absent for more than 10% of the stipulated training time owing to\nillness, - is on maternity leave (before or after the birth) or adoption leave\nunder the legislation governing such, or - has reduced working hours or\nwork-free days owing to special circumstances,\u003C\u002Fp>\n\n\u003Cp>an agreement can be concluded between the trainee and the company to extend\nthe traineeship by a specific period.\u003C\u002Fp>\n\n\u003Cp>If the training period under the agreement is to be extended by more than\nthe period of absence, the agreement must be approved by the Specialist\nCommittee for the Financial Services Sector.\u003C\u002Fp>\n\n\u003Cp>If agreement cannot be reached between the trainee and the company to extend\nthe trainee period, the Specialist Committee for the Financial Services Sector\ncan extend the trainee period by a period determined by the committee at the\nrequest of the company or the trainee.\u003C\u002Fp>\n\n\u003Cp>(3)The first six months of the trainee period, see the second paragraph\nbelow, are a reciprocal probation period. Both the company and the trainee, if\nthe trainee is over the age of 18, or the legal custodian can demand that the\nemployment relationship be terminated at 1 month’s notice ending on expiry of\nthe probation period at the latest without stating any reason.\u003C\u002Fp>\n\n\u003Cp>Trainees who have entered into a training agreement with the company under\nthe Danish Act on Vocational Education and Training are covered during their\ntraineeship by the rules laid down in the Act. The first three months are a\nreciprocal probation period. Both the company and the trainee, if the trainee\nis over the age of 18, or the legal custodian can demand that the employment\nrelationship be terminated from day to day without stating any reason. Any\nschool time is not included in the probation period, and the probation period\nwill be extended accordingly.\u003C\u002Fp>\n\n\u003Cp>(4)During the probation period, ongoing evaluation of the trainee must take\nplace.\u003C\u002Fp>\n\n\u003Cp>By the end of the probation period a written assessment is drawn up, partly\non the basis of conversations with the trainee, which is then presented to and\nsigned by the trainee.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1953\">49 Theoretical and practical training\u003C\u002Fh3>\n\n\u003Cp>(1)During the trainee period, the trainee must complete the financial\ntraining programme in accordance with the guidelines agreed by the parties to\nthe collective agreement or corresponding to the Executive Order on Financial\nTraining valid from time to time.\u003C\u002Fp>\n\n\u003Cp>(2)Furthermore, the trainee must undergo proper practical training in\naccordance with the guidelines agreed.\u003C\u002Fp>\n\n\u003Cp>(3)On completion of the trainee period, written confirmation must be given\nthat the traineeship has been completed and the financial training passed. The\nemployee is then a financial assistant (bank, savings bank or mortgage bank\nassistant).\u003C\u002Fp>\n\n\u003Cp>For trainees with a training agreement, see article 48(3), second paragraph,\non completion of the placement period and after a declaration has been obtained\nfrom the educational establishment where the trainee has undergone the\ntheoretical part of the training, a certificate of completed vocational\neducation and training is issued.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Ch3 id=\"L1963\">Office trainees\u003C\u002Fh3>\n\n\u003Ch3 id=\"L1965\">50 Scope of application\u003C\u002Fh3>\n\n\u003Cp>(1)The company can appoint trainees for office training within the\nspecialist fields of administration or accounting if the company has been\napproved by the Trade Committee for Vocational Education and Training in the\nClerical Trade as a placement venue in accordance with the Act on Vocational\nEducation and Training.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(2)“Companies” means the members of the FA not entitled to train\nfinancial trainees.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1971\">51 Appointment\u003C\u002Fh3>\n\n\u003Cp>(1)Those appointable as office trainees are persons who\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-have undergone the two-year second period of\nschooling in the commercial and clerical field,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-have passed the Higher Commercial Examination\nor\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-by special permission (dispensation) have been\nallowed to enter into a training agreement.\u003C\u002Fp>\n\n\u003Cp>(2)A training agreement is entered into between the company and the trainee\nin accordance with the Act on Vocational Education and Training.\u003C\u002Fp>\n\n\u003Cp>(3)Trainees who have entered into a training agreement with the company in\naccordance with the Act on Vocational Education and Training are covered during\ntheir traineeship by the rules laid down in the Act. The first three months are\na reciprocal probation period. Both the company and the trainee, if the trainee\nis over the age of 18, or the legal custodian can demand that the employment\nrelationship be terminated from day to day without stating any reason. Any\nschool time is not included in the probation period, and the probation period\nwill be extended accordingly.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1985\">52 Trainee period\u003C\u002Fh3>\n\n\u003Cp>(1)The trainee period is two years, corresponding to the placement period in\nthe commercial and clerical training programmes.\u003C\u002Fp>\n\n\u003Cp>(2)If a trainee\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-is absent for more than 10% of the stipulated\ntraining period owing to illness,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-is on maternity leave (before or after the birth)\nor adoption leave under the legislation governing such, or\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-has reduced working hours or work-free days owing\nto special circumstances an agreement can be entered into between the trainee\nand the company to extend the trainee period by a specified period.\u003C\u002Fp>\n\n\u003Cp>If, according to the agreement, the trainee period is to be extended by more\nthan the period of absence, the agreement must be approved by the Trade\nCommittee for Vocational Education and Training in the Clerical Trade.\u003C\u002Fp>\n\n\u003Cp>If agreement cannot be reached between the trainee and the company to extend\nthe trainee period, the Trade Committee for Vocational Education and Training\nin the Clerical Trade can extend the trainee period at the request of the\ncompany or trainee by a period determined by the committee.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2003\">53 Theoretical and practical training\u003C\u002Fh3>\n\n\u003Cp>(1)During the traineeship, the trainee takes part in the school sessions\nlinked to the particular field of study at a business college.\u003C\u002Fp>\n\n\u003Cp>(2)During the traineeship, the company must provide the trainee with proper\npractical office training in accordance with current training rules in the\nspecialist fields of administration or accounting.\u003C\u002Fp>\n\n\u003Cp>(3)At the end of the traineeship the company must, once the trainee has\nundergone proper practical training, issue a training certificate on the basis\nof declarations from the college certifying completion of the theoretical\ntraining.\u003C\u002Fp>\n\n\u003Cp>Appointment and training of service\u002Ftechnician trainees\u003C\u002Fp>\n\n\u003Ch3 id=\"L2013\">54 Approval of placement venue\u003C\u002Fh3>\n\n\u003Cp>Companies which are a member of the FA can appoint and train\nservice\u002Ftechnician trainees if the company has been approved by the relevant\njoint consultation committee - alone or through combination agreements with\nother companies - as a placement venue in accordance with the Act on Vocational\nEducation and Training.\u003C\u002Fp>\n\n\u003Cp>Receptionist trainees can be appointed at course centres that are members of\nFA.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2019\">55 Employment and terms\u003C\u002Fh3>\n\n\u003Cp>(1)Appointable as service\u002Ftechnician trainees are persons who meet the\nconditions in the Executive Order or the training course in question.\u003C\u002Fp>\n\n\u003Cp>(2)Upon employment, the company must give the trainee written confirmation\nof the employment with particulars of the salary and working conditions\napplicable to the traineeship, including the duration of the traineeship, and\nissue a copy of the collective agreement.\u003C\u002Fp>\n\n\u003Cp>(3)Between the company and the trainee, a training agreement must also be\nconcluded under sections 52 and 53 of the Act on Vocational Education and\nTraining using the form approved by the ministry responsible for the Act.\u003C\u002Fp>\n\n\u003Cp>(4)The duration of the traineeship, school stays and practical training\nconform to the rules applicable to the training.\u003C\u002Fp>\n\n\u003Cp>(5)The trade-union representative is familiarised with the executive order\nand placement requirements applicable to the training and informed about the\ntraining schedule drawn up for the trainee.\u003C\u002Fp>\n\n\u003Cp>(6)Should any disagreement arise during the traineeship, the parties must\nseek to resolve it locally.\u003C\u002Fp>\n\n\u003Cp>(7)If agreement cannot be reached, the matter may be brought before the\nrelevant trade committee.\u003C\u002Fp>\n\n\u003Cp>(8)The time during which trainee receptionists and service\u002Ftechnical\ntrainees attend schooling sessions at a technical college connected to the\ntraining during normal working hours, or which the people in question have to\nspend during working hours getting to or from school or college, is reckoned as\nworking hours.\u003C\u002Fp>\n\n\u003Cp>(9)Receptionist and service\u002Ftechnical trainees are given holiday, see\narticles 42 and 43.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3 id=\"L2039\">Probationers and trainees\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Ch3 id=\"L2041\">56 IT probationers\u003C\u002Fh3>\n\n\u003Cp>(1)Employees taken on to do IT work without any prior IT experience are\nappointed as probationers. The probationer period is 6 months.\u003C\u002Fp>\n\n\u003Cp>(2)Employees who have undergone:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-the 2-year training to become an IT assistant,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-the systems programmer training,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-computer scientist training,\u003C\u002Fp>\n\n\u003Cp>are appointed without a probationer period.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(3)The first three months of the probationer period are a reciprocal\nprobation period. Both the company and the probationer, if the probationer is\nover the age of 18, or the legal custodian can demand that the employment\nrelationship be terminated from day to day without stating any reason.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2057\">57 Financial economists undergoing traineeship\u003C\u002Fh3>\n\n\u003Cp>For the first twelve months, newly trained financial economists can be\nemployed as trainees.\u003C\u002Fp>\n\n\u003Ch2 id=\"L2061\">Part VIII - Skills enhancement\u003C\u002Fh2>\n\n\u003Ch3 id=\"L2063\">58 Skills enhancement\u003C\u002Fh3>\n\n\u003Cp>Skills enhancement is significant for customers’ perception of the\nencounter with the company, the company’s value generation and the well-being\nand personal growth of the employee.\u003C\u002Fp>\n\n\u003Cp>Skill-sets make up the individual’s ability to translate knowledge and\nproficiency into action in present and future job situations. Competences are\ndeveloped in working life, leisure time and the training system. Competences\nare used when, in interaction with others, the employee uses these skills in a\nwork-related context that generates value for the company.\u003C\u002Fp>\n\n\u003Cp>Maintaining and developing competences is done on the basis of both the\ncompany’s strategic objectives and the employees’ need to develop their\nskill- sets and job flexibility both in practice and in modern learning\nenvironments, e.g. on-the-job learning, peer-to-peer (buddy) learning,\ncooperation, mentoring schemes, e- learning, courses, credit-bearing training\nmodules etc.\u003C\u002Fp>\n\n\u003Cp>Skills enhancement is always based on the individual employee’s needs and\njob function.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2073\">59 The financial training\u003C\u002Fh3>\n\n\u003Cp>(1)Assistants can be offered the chance to undergo the financial\ntraining\u002Fbasic financial training if they meet the conditions for admission.\u003C\u002Fp>\n\n\u003Cp>(2)An offer aimed at achieving credit-bearing basic training with relevance\nto the particular line of business is generally given to assistants who have\nbeen engaged on financial work during the previous two years. The offer is\ndiscussed during the employee’s performance review.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2081\">60 Akademiuddannelsen i finansiel rådgivning (“Academy\nProfession Programme in Financial Consultancy”)\u003C\u002Fh3>\n\n\u003Cp>(1)Financial assistants who have passed the examination set by the Financial\nTraining scheme are entitled, at the company’s expense, to undergo the\n“Academy Profession Programme in Financial Consultancy” in accordance with\nthe guidelines laid down by the parties to the agreement.\u003C\u002Fp>\n\n\u003Cp>(2)The company can grant dispensation from taking part in the “Academy\nProfession Programme in Financial Consultancy” even where the above\nconditions have not been met.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2087\">61 Statutory certifications and examinations\u003C\u002Fh3>\n\n\u003Cp>In case of statutory requirements for certifications and examinations, an\nemployee set to sit an examination is given the opportunity to enhance his or\nher skills during working hours to achieve the requisite level of knowledge.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2091\">62 The employee’s development plan\u003C\u002Fh3>\n\n\u003Cp>The theoretical and practical further and supplementary training of\nemployees is of major importance to the individual employee and the company\nalike.\u003C\u002Fp>\n\n\u003Cp>Employees’ training must therefore be continually adapted to both the\ncompany’s and the individual employee’s requirements, skills and wishes, so\nas to ensure the employee the wherewithal to maintain those skills already\nacquired but also the scope to actually enhance their current skills.\u003C\u002Fp>\n\n\u003Cp>The company must carry out a performance review with the employee, which\nincludes an evaluation of the employee’s growth and development.\u003C\u002Fp>\n\n\u003Cp>The company management and the union representative agree guidelines,\nincluding the frequency and criteria for reviews and the development plan, as\nwell as a system and method for clarification and documentation.\u003C\u002Fp>\n\n\u003Cp>The performance review should contain:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-evaluation of the employee’s development\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-dialogue on the development in the current job and\nfuture career opportunities\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-dialogue on the phases of life and in this\nconnection the employee’s and the company’s requests and needs\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-drafting of the development plan\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-discussion of real competences.\u003C\u002Fp>\n\n\u003Cp>The development plan must deal with:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-clarification of the employee’s skills (social,\nprofessional and personal)\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-plan for keeping up skills already acquired, but\nalso scope to actually enhance their current skills.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-dialogue on development in the current job and\nfuture career opportunities.\u003C\u002Fp>\n\n\u003Cp>The development plan will clearly define the terms governing the training\ncourses agreed in the plan, including the extent to which time-off is provided\nin addition to payment for training expenses, books and materials (e.g.\nteaching time, remote teaching, project assignments, preparations for\nexaminations and examinations), payment for transport etc. Both the company and\nthe employee are responsible for ensuring that these plans are adhered to.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2125\">63 Time-off for training\u003C\u002Fh3>\n\n\u003Cp>During years when not taking part in any other training, employees with more\nthan two years in the company’s employ have agreed with the company the right\nto time-off without pay for training for up to ten working days.\u003C\u002Fp>\n\n\u003Cp>When timetabling the time-off, necessary consideration must be given to the\nwork in the company.\u003C\u002Fp>\n\n\u003Cp>Seniority accrues for time-off earned under this provision.\u003C\u002Fp>\n\n\u003Ch2 id=\"L2133\">Part IX - Social provisions\u003C\u002Fh2>\n\n\u003Ch3 id=\"L2135\">64 Care days\u003C\u002Fh3>\n\n\u003Cp>Employees are entitled to up to five care days every year. Care days must be\ntaken with due regard for the running of the company.\u003C\u002Fp>\n\n\u003Cp>Part-time employees are granted care days in proportion to their working\nhours.\u003C\u002Fp>\n\n\u003Cp>By arrangement with the union representative, the company may agree to\nchoose the holiday year as the calculation period for care days. This agreement\nalso has to take into account a transitional scheme.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Ch3 id=\"L2143\">65 Pregnancy and maternity\u002Fpaternity leave\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp>(1)Before childbirth, a female employee (giving birth) is entitled to\npregnancy leave at full pay, however, at the earliest, four weeks prior to the\nexpected date of birth.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>After childbirth, the mother (giving birth) is entitled to maternity leave\nat full pay for up to ten weeks. It is compulsory for the mother to take two\nweeks’ leave after giving birth.\u003C\u002Fp>\n\n\u003Cp>In addition, the mother (giving birth) is entitled to parental leave at full\npay for up to 16 weeks.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\n\n\u003Cp>If an agreement is not reached on the timing of parental leave, the mother\n(giving birth) may time her parental leave in the 11 to 52-week period as one\ncontinuous period. The employee may also choose to time the parental leave as\ntwo equally long continuous periods within the above-mentioned period. The\nemployee is not entitled to full pay in connection with deferred leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave_father\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave_father\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cp>Fathers\u002FCo-mothers (not giving birth) are entitled to paternity leave at\nfull pay for up to 2 weeks. If an agreement is not reached on the timing of\npaternity leave, the paternity leave must be taken as one continuous period\nuntil week ten.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Fathers\u002FCo-mothers (not giving birth) are subsequently also entitled to\npaternity leave at full pay for up to 24 weeks.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>If an agreement is not reached on the timing of parental leave, the\nfather\u002Fco-mother may time their parental leave in the 11 to 52 week-period\nafter childbirth as one continuous period. The employee may also choose to time\nthe parental leave as two equally long continuous periods within the\nabove-mentioned period.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>The employee is not entitled to full pay in connection with deferred leave.\nIn addition, the employee may decide to time two weeks of the parental leave\nuntil week ten after childbirth.\u003C\u002Fp>\n\n\u003Cp>The notice rules follow the notices in force at any time stipulated in the\nDanish Maternity\u002FPaternity Leave Act.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cp>The employer’s obligation to pay full salary, as above, is conditional on\nthe employee being entitled to benefits according to the Danish\nMaternity\u002FPaternity Leave Act.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>The new rules on pregnancy, childbirth and leave apply to parents of\nchildren born on or after 1 April 2023.\u003C\u002Fp>\n\n\u003Cp>If maternity leave is prolonged because of the child’s hospitalisation,\nsee the Maternity Leave Act, salary will be paid in full. The parents choose\nwho is entitled to the extended leave. If the maternity leave is extended in\naccordance with this provision, the employee’s entitlement to time-off under\nparagraph (b) or (3) will be postponed by a similar number of weeks.\u003C\u002Fp>\n\n\u003Cp>Where a child dies, salary will be paid in full during the periods when\nbenefits are paid under the Maternity Leave Act. The father will also receive\nhis usual salary during such periods when he is entitled to benefits under\nsection 7(2) of the Maternity Leave Act (the mother’s illness within the\nfirst 14 weeks).\u003C\u002Fp>\n\n\u003Cp>In addition, salary will be paid in full during any absence caused by\ndocumented medical problems associated with the pregnancy.\u003C\u002Fp>\n\n\u003Cp>(2)A pregnant employee may not be dismissed by the company during the last\nthree months preceding the expected date of birth, unless special circumstances\non the part of the employee justify the dismissal.\u003C\u002Fp>\n\n\u003Cp>(3)For any employee wishing to exercise the right to maternity leave without\npay from the company, see the Maternity Leave Act, the company must pay both\nits own and the employee’s normal pension contributions during the leave\nperiod, subject to a maximum of 60 weeks after the birth. Pension contributions\nare also payable during the taking of deferred leave under section 11 of the\nMaternity Leave Act if the deferred leave is taken later than 60 weeks after\nthe date of birth.\u003C\u002Fp>\n\n\u003Cp>(4)An employee who has been absent under (1)(b) above is entitled to\npart-time employment up to and including the 60th week following the date of\nbirth. If negotiations at local level do not result in an agreement on the\nreduction of working hours, the employee will be entitled to half-time\nemployment during this period.\u003C\u002Fp>\n\n\u003Cp>The employee must notify the company within eight weeks of the birth if the\nemployee wishes to exercise this right.\u003C\u002Fp>\n\n\u003Cp>The company must pay both its and the employee’s normal pension\ncontributions during the period.\u003C\u002Fp>\n\n\u003Cp>(5)Childcare leave agreed with the employer counts as continuous employment\nfor seniority purposes.\u003C\u002Fp>\n\n\u003Cp>(6)The provisions in (1)-(5) above apply by analogy when an employee in a\nregistered (or civil) partnership adopts a child from birth in accordance with\nthe provisions of the Danish Adoption Act.\u003C\u002Fp>\n\n\u003Cp>(7)Parents with an intended parent-like relationship with the child,\nprimarily LGBT+ families who under the current legislation are granted\nmaternity\u002Fpaternity rights (sections 23a and b of the said Act), enjoy the same\nrights as above in (1) above.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2189\">66 Adoption\u003C\u002Fh3>\n\n\u003Cp>If the authority in charge of the adoption decides that the employee must be\nabsent from work at the time when the employee receives the child, the employee\nhas the same rights as biological parents as set out in article 65 from the\ntime of receipt.\u003C\u002Fp>\n\n\u003Cp>On receipt of an adoptive child outside Denmark, the employee is entitled to\nleave with full pay during the period in which the employee is entitled to\nbenefits, but not more than eight weeks prior to receipt of the child.\u003C\u002Fp>\n\n\u003Cp>On receipt of an adoptive child in Denmark, the employee is entitled to\nleave with full pay during the period in which the employee is entitled to\nbenefits, but not more than two weeks prior to receipt of the child.\u003C\u002Fp>\n\n\u003Cp>An employee who adopts a child is entitled to leave without pay for 14 weeks\nfrom the time the employee receives the child.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2199\">67 Part-time employment for parents of small children\u003C\u002Fh3>\n\n\u003Cp>Parents with children under the age of 12 are entitled to enter into a\nfixed-term agreement on reduced working hours. As a maximum, the working hours\ncan be cut to 30 hours a week excluding breaks. Part-time employment for\nparents of small children must be for a minimum of three months and a maximum\nof 12 months in total. The employee has the option of splitting such part-time\nemployment into up to four periods of three months’ duration, each subject to\nits own agreement.\u003C\u002Fp>\n\n\u003Cp>Following discussions with the union representative, the company may oppose\nany part-time arrangement the responsibility and commercial scope of which\n(e.g. customer, managerial and\u002For operational considerations) are incompatible\nwith such part-time arrangement.\u003C\u002Fp>\n\n\u003Cp>If part-time employment cannot be offered in the existing job, alternative\npossibilities must be examined.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Ch3 id=\"L2207\">68 Time-off in the event of a child’s sickness\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cp>(1)If necessary, an employee is entitled to time-off with pay for up to five\nworking days of the period of sickness of a child still at home (normally a\nchild under the age of 15) to make arrangements for suitable childcare or to\ncare him\u002Fherself for the child. If such absence lasts more than two working\ndays, the employee must give reasons why it is not possible to organise other\nsuitable childcare.\u003C\u002Fp>\n\n\u003Cp>(2)In the event of hospitalisation of a sick child under the age of 18\nrequiring the presence of the parents, leave on full pay will be given for up\nto two weeks.\u003C\u002Fp>\n\n\u003Cp>In the event of outpatient treatment of a sick child under the age of 18\nreplacing hospitalisation and requiring the presence of the parents, necessary\ntime off with full pay will be given for up to two weeks.\u003C\u002Fp>\n\n\u003Cp>The same applies if the child is discharged from the hospital or similar\noutpatient treatment and it still requires care in the home instead of\nhospitalisation. The company may require necessary documentation for this.\u003C\u002Fp>\n\n\u003Cp>The total period of time-off may not exceed two weeks.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(3)If sickness lasts for more than the five days stipulated or for more than\nthe two weeks on full pay, the employee will be entitled on request to leave\nwithout pay for a period long enough to permit the employee to take proper care\nof the sick child in practical terms.\u003C\u002Fp>\n\n\u003Cp>If such leave lasts for more than two weeks, the company is entitled to make\nthe granting of any further leave conditional on the production of a medical\ncertificate. The company must pay the total doctor’s fee for issuing such a\nmedical certificate.\u003C\u002Fp>\n\n\u003Cp>(4)The right to time-off according to (1), (2) and (3) above also applies if\nthe employee’s relation with the child is similar to that of parental\nresponsibility.\u003C\u002Fp>\n\n\u003Cp>(5)Employees with a seriously sick child under the age of 18 are entitled to\nfull or partial leave for up to 13 weeks, see section 26 of the Maternity Leave\nAct.\u003C\u002Fp>\n\n\u003Cp>The company must fully compensate the employee up to his\u002Fher usual salary\nduring such leave. Holiday entitlement accrues and pension contributions are\npayable on the basis of the full usual salary. The leave period counts as\ncontinuous employment for the purposes of seniority.\u003C\u002Fp>\n\n\u003Cp>(6)Employees providing for a physically or mentally disabled child under the\nage of 18 and living at home are entitled to the option of full or partial\nleave without pay, see section 42 of the Danish Social Services Act.\u003C\u002Fp>\n\n\u003Cp>The company must pay the company’s pension contributions during such\nleave.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2233\">69 Leave to care for a disabled, seriously ill or dying close\nrelative or friend in the home\u003C\u002Fh3>\n\n\u003Cp>(1)Employees wishing to care for a close relative or friend who is disabled,\ncritically, severely or terminally ill at home must be given the option of\ntaking leave from work. The detailed terms governing such leave may be agreed\nlocally between the company and the employee concerned. Where no agreement has\nbeen concluded or agreement cannot be reached on such terms, (2) and (3) below\nwill apply.\u003C\u002Fp>\n\n\u003Cp>(2)An employee wishing to care for a close relative or friend who is\ndisabled, or critically, severely or terminally ill at home is entitled to\ntime-off with pay from the company if the employee is either:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a.engaged by the municipal authority pursuant to\nsection 118 of the Social Services Act to care for a close relative or friend\nwith considerable and permanently impaired physical or mental function or an\ninvasively chronic disease or other illness of long duration, or\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">b.compensated for any loss of earnings (carer’s\nallowance) by the municipal authority for taking care of a close relative or\nfriend who wishes to die in his\u002Fher own home, pursuant to section 119 of the\nSocial Services Act.\u003C\u002Fp>\n\n\u003Cp>If the employee is engaged in accordance with (a), the company must\ncompensate the employee for the difference between the employee’s standard\npay with pension contributions and the amount paid by the municipal authority\nin wages etc., holiday allowance and pension contributions. If the employee is\nawarded a carer’s allowance in accordance with (b), the company must enter\ninto the employee’s right to a carer’s allowance and pay full earnings\nduring the period of leave when the employee is entitled to the allowance.\u003C\u002Fp>\n\n\u003Cp>(3)Holiday entitlement accrues and pension contributions are payable on the\nbasis of the usual salary during such leave. The leave period counts as\ncontinuous employment for seniority purposes.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2247\">70Time-off due to force majeure\u003C\u002Fh3>\n\n\u003Cp>(1)An employee is entitled to time-off from work due to force majeure in\nconnection with compelling family-related reasons in the form of sickness or\naccident making the immediate presence of the employee imperative.\u003C\u002Fp>\n\n\u003Cp>(2)This provision ensures that the employee is entitled to time-off from\nwork without pay due to force majeure in cases falling within Article 3 of the\nframework agreement (Council Directive 2010\u002F18\u002FEU of 8 March 2010).\u003C\u002Fp>\n\n\u003Cp>This provision does not affect the application of other rules relating to\npaid absence.\u003C\u002Fp>\n\n\u003Cp>Conditions governing the entitlement to and extent of time-off due to force\nmajeure are determined at local level.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2257\">71 Leave\u003C\u002Fh3>\n\n\u003Cp>An employee with five years’ seniority is entitled to leave without pay or\npension contributions for up to six months' notice of leave must be given no\nlater than three months in advance.\u003C\u002Fp>\n\n\u003Cp>Following discussions with the union representative, however, the company is\nentitled to refuse to grant if special work-related, practical or similar\nconsiderations speak against it.\u003C\u002Fp>\n\n\u003Cp>If the company opposes the leave, see above, other ways of meeting the\nemployee’s leave requirements should be considered.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2265\">72 Return after leave\u003C\u002Fh3>\n\n\u003Cp>As a general rule, the employer must inform the employee of his\u002Fher\norganisational position, including his\u002Fher department, no later than one month\nprior to the employee’s return from any leave lasting three months or\nmore.\u003C\u002Fp>\n\n\u003Cp>In the event of leave of six months or more, the above must be discussed\nbetween employer and employee.\u003C\u002Fp>\n\n\u003Cp>Wherever possible, the company must seek to ensure that the employee returns\nto his\u002Fher original department if he\u002Fshe so requests.\u003C\u002Fp>\n\n\u003Cp>This provision applies to all forms of leave.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2275\">73 Part-time employment for seniors\u003C\u002Fh3>\n\n\u003Cp>Employees who have been in the continuous service of the company for at\nleast five years and have reached the age of:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-60 are entitled to a reduction of their hours of\nwork, down to the equivalent of between 80% and 100% of full- time working\nhours\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-62 are entitled to a reduction of their hours of\nwork, down to the equivalent of between 70% and 100% of full- time working\nhours\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-64 are entitled to a reduction of their hours of\nwork, down to the equivalent of between 60% and 100% of full- time working\nhours\u003C\u002Fp>\n\n\u003Cp>After the reduction of working hours, both the company and the employee pay\npension contributions calculated on the basis of the previous level of\nemployment.\u003C\u002Fp>\n\n\u003Cp>This contribution is payable for a maximum of seven years, however.\u003C\u002Fp>\n\n\u003Cp>Employees who have turned 59 by 31 December 2012 are entitled to have their\nworking hours reduced to a percentage of between 80 and 100% of full\nemployment.\u003C\u002Fp>\n\n\u003Cp>Following discussions with the union representative, the company is entitled\nto oppose a part-time arrangement the responsibility and commercial scope of\nwhich (e.g. customer, managerial and\u002For operational considerations) are\nincompatible with a part-time arrangement.\u003C\u002Fp>\n\n\u003Cp>Employees working reduced hours according to this provision are entitled,\nafter consultation with their pension company, to deselect their own\ncontributions and choose to have the employer's contribution, calculated on the\nbasis of their former employment rate, paid out as a non-pensionable supplement\nto their salary. No holiday allowance or special holiday allowance is\ncalculated on pension contributions paid out.\u003C\u002Fp>\n\n\u003Cp>If part-time employment cannot be offered in the existing job, alternative\npossibilities for employment should be explored. If such part-time employment\nentails a change of job with a reduction in pay, the original pension\ncontribution (in Danish kroner) will be retained until the pension contribution\nin the new post converted to kroner is greater as a percentage.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2297\">74 Psychological assistance and insurance\u003C\u002Fh3>\n\n\u003Cp>(1)Employees who have experienced a robbery, attempted robbery, assault or\nthe like are entitled to an interview on that same day or within 24 hours with\na psychologist having qualified knowledge of the treatment of robbery\nvictims.\u003C\u002Fp>\n\n\u003Cp>(2)The employee is entitled to psychological assistance, or other relevant\nand professional treatment designed to counter the effects of the incident,\nwithin a period of twelve months after a robbery, attempted robbery, assault or\nthe like. The company must grant time-off with pay and cover any treatment\nexpenses. Based on a specific medical or psychological assessment, the period\nmay be extended.\u003C\u002Fp>\n\n\u003Cp>(3)To insure the employee in the event of work-related injuries, the company\nmust report any such injuries to its insurance company under the rules set out\nin section 33 of the Act on Industrial Injuries Insurance.\u003C\u002Fp>\n\n\u003Cp>(4)The employer must cover the employees’ risks in connection with\nrobbery, attempted robbery, assault and the like relating to the employment.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>Compensation in the event of death and complete disability is DKK 1,300,000\nand DKK 2,600,000, respectively.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longtermillness\">\u003Ch3 id=\"L2309\">75 Redeployment of employees after sickness absence\u003C\u002Fh3>\n\n\u003Cp>(1)If an employee is unable to perform the duties of his\u002Fher job after\nsickness absence, the company must offer the employee possible redeployment,\nfor instance by offering retraining and supplementary training.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Ch2 id=\"L2313\">Part X - Dismissal and severance pay\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L2315\">76 Dismissals\u003C\u002Fh3>\n\n\u003Cp>(1)Dismissal under section 5(2) of the Danish Salaried Employees Act (the\n120-day rule) is not permitted.\u003C\u002Fp>\n\n\u003Cp>(2)In the event that an arbitration tribunal set up in accordance with the\nrules on the settlement of industrial disputes finds that a dismissal is unfair\nand not justified by the circumstances of the salaried employee or the company,\nthe arbitration tribunal may, on the basis of a claim by the employee, set\naside the dismissal unless the cooperation between the company and the salaried\nemployee has deteriorated or is deemed likely to deteriorate if the employment\nis continued.\u003C\u002Fp>\n\n\u003Cp>If the arbitration tribunal finds that the dismissal is unfair but the\nemployment is not to continue in spite thereof, the tribunal may, on the basis\nof a claim by the employee, decide that the company has to pay compensation to\nthe employee in question.\u003C\u002Fp>\n\n\u003Cp>The amount of such compensation will depend on the circumstances of the case\nand on the salaried employee's seniority in the service of the company.\u003C\u002Fp>\n\n\u003Cp>(3)The setting aside of the dismissal or awarding of compensation is subject\nto the salaried\u002Fnon-salaried employee having been employed by the company for a\ncontinuous period of at least one year prior to the dismissal.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cp>(4)Where the employer dismisses an employee, who has been employed by the\ncompany for a continuous period of 12 years or more, the company must pay\nseverance pay in accordance with the rules set out in section 2a of the\nSalaried Employees Act and a special compensatory amount equivalent to:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">- 1 month’s salary for employees who have turned\n40\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">- 2 months’ salary for employees who have turned\n45\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">- 3 months’ salary for employees who have turned\n50\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">- 5 months’ salary for employees who have turned\n55\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">- 6 months’ salary for employees who have turned\n60.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>For employees who have turned 50 at the time of leaving the employer’s\nservice, the employer must - in addition to the special compensatory amount -\npay the employer’s and employee’s pension contributions to the previous\npension scheme or another pension scheme for eight months. If impossible, the\nemployer must pay the amount in cash together with the compensatory amount.\u003C\u002Fp>\n\n\u003Cp>For employees who have turned 55 at the time of leaving the employer’s\nservice, the employer must - in addition to the special compensatory amount -\npay the employer’s and employee’s pension contributions to the previous\npension scheme or another pension scheme for 20 months. If impossible, the\nemployer must pay the amount in cash together with the compensatory amount.\u003C\u002Fp>\n\n\u003Cp>(5)In the event of dismissals for disciplinary reasons, the company is not\nto pay special compensation or pension contribution under (4) above.\u003C\u002Fp>\n\n\u003Cp>(6)In the event of an employee dismissed due to the company’s\ncircumstances wishing to participate in job- related education\u002Ftraining\nactivities during the period of notice, the employee should be given time- off\nwith pay during the education\u002Ftraining period, subject to continuous employment\nfor a minimum of one year at the time of dismissal.\u003C\u002Fp>\n\n\u003Ch2 id=\"L2349\">6. Group life insurance regulations between the Danish\nEmployers’ Association for the Financial Sector (FA) and the Financial\nServices Union\u003C\u002Fh2>\n\n\u003Cp>\u003Cstrong>Coverage of the regulations:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Employees covered by a collective agreement concluded between the Danish\nEmployers’ Association for the Financial Sector (FA) and the Financial\nServices Union pursuant to the general agreement concluded by the FA and the\nFinancial Services Union.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2353\">A. GROUP LIFE INSURANCE SCHEMES\u003C\u002Fh3>\n\n\u003Cp>Group life insurance schemes apply from the date of employment and terminate\nwhen the group member resigns from his or her position. Cover will be\nmaintained during approved absence.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2357\">Death benefit\u003C\u002Fh4>\n\n\u003Cp>DKK 200,000\u003C\u002Fp>\n\n\u003Ch4 id=\"L2361\">Certain critical illnesses\u003C\u002Fh4>\n\n\u003Cp>If, during the insurance period, an employee contracts a critical illness,\nas stated in the special insurance conditions, a sum insured of DKK 200,000\nwill be paid.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Critical illness means:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Cancer\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Coronary thrombosis\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Bypass operation or angioplasty\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Cardiac valve surgery\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Cerebral haemorrhage or cerebral blood clot\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Saccular cerebral aneurysm or intracranial\narteriovenous malformation (AV malformation) as well as cavernous angioma of\nthe brain\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Certain benign brain and spinal cord tumours\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Disseminated sclerosis\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Motor neuron diseases (MND)\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Certain muscle and nerve diseases\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-HIV infection as a result of blood transfusion or\nwork-related infection\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-AIDS\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Chronic renal failure\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Major organ transplantations\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Parkinson’s disease\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Blindness\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Deafness\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Aortic disease\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Consequences of encephalitis or cerebrospinal\nmeningitis\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Consequences of Borrelia infection or Tick Borne\nEncephalitis (TBE)\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Major burns, frostbites or caustic burns\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Implantation of an ICD unit as secondary\nprophylaxis\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Chronic heart failure with implantation of an\nICD\u002FCRT unit or durable mechanical heart pump, e.g. Heartmate.\u003C\u002Fp>\n\n\u003Cp>If death occurs within three months after the sum insured in the event of\ncritical illness is due, the sum insured will be set off against the death\nbenefit.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2415\">Cover of certain critical illnesses in children\u003C\u002Fh4>\n\n\u003Cp>Children of employees are covered from birth and until they turn 18.\n“Children” mean the employee’s biological children and adopted children\nas well as the biological children and adopted children of the employee’s\nspouse\u002Fcohabitant. The sum insured is DKK 50,000.\u003C\u002Fp>\n\n\u003Cp>Special insurance conditions apply to children. The sum insured is paid to\nthe employee if the employee’s child is found to have one of the illnesses\nmentioned in the insurance conditions, provided that the conditions have been\nmet.\u003C\u002Fp>\n\n\u003Cp>The insurance covers the illnesses mentioned below, and the illness must be\ndiagnosed while the insurance is in force.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Illnesses covered\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Cancer\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Heart disease requiring operation\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Cerebral haemorrhage or cerebral blood clot\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Saccular cerebral aneurysm or intracranial\narteriovenous malformation (AV malformation) as well as cavernous angioma of\nthe brain\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Certain benign brain and spinal cord tumours\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Disseminated sclerosis\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Chronic renal failure\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Major organ transplantations\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Consequences of encephalitis or cerebrospinal\nmeningitis\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Consequences of Borrelia infection or Tick Borne\nEncephalitis (TBE)\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Major burns, frostbites or caustic burns\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Histiocytosis and fibromatosis.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2449\">Waiver of premium\u003C\u002Fh4>\n\n\u003Cp>A right to three years’ waiver of premium for death benefit is obtained\nif, in the insurance period, the employee’s earning capacity is reduced to\none third or less of full earning capacity solely because of illness or\naccident.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2453\">B. ESTABLISHMENT OF GROUP LIFE INSURANCE\u003C\u002Fh3>\n\n\u003Cp>The above group life insurance schemes are established by special agreements\nat the initiative of FA\u002Fthe Financial Services Union and is administered\nthrough FG.\u003C\u002Fp>\n\n\u003Cp>FA and the Financial Services Union may through FG and according to general\nrules enrol other groups of employees who are not covered by the collective\nagreements between the FA and the Financial Services Union.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2459\">C. PAYMENT PROVISIONS\u003C\u002Fh3>\n\n\u003Cp>Any payment in the event of an employee’s death is made to the “nearest\nrelatives” as defined in the Danish Insurance Contracts Act.\u003C\u002Fp>\n\n\u003Cp>The employee may insert different beneficiary provisions. The sum insured\npayable in the event of critical illness accrues to the member.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2465\">D. PREMIUM PAYMENT\u003C\u002Fh3>\n\n\u003Cp>The premium for the group life insurance schemes is paid by the company. The\npremium is included in the statementof anemployee’staxable income.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2469\">E. BONUS\u003C\u002Fh3>\n\n\u003Cp>Bonus isusedto reduce the premium.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2473\">F. TREATMENTFOR TAXPURPOSES\u003C\u002Fh3>\n\n\u003Cp>The group life insurance premium is covered by the provisions of Part II of\nthe Danish Taxation of Pensions Act. Form of taxation: “Tax code 5 - Life\ninsurance without right of deduction”.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2477\">G. INSURANCE CONTRACT\u003C\u002Fh3>\n\n\u003Cp>Sums insured and insurance conditions may be changed in the pay settlement\nperiod if the insurance contract is amended. In the event of inconsistency\nbetween group life insurance regulations and the\u003C\u002Fp>\n\n\u003Cp>insurance contract, the insurance contract applies. A copy of the insurance\ncontract in force from time to time can be obtained from the FA and the\nFinancial Services Union.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Ch2 id=\"L2483\">7. Health insurance between the FA and the Financial Services\nUnion\u003C\u002Fh2>\n\n\u003Cp>\u003Cstrong>Coverage\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Employees covered by the collective agreement concluded between the FA and\nthe Financial Services Union or a company collective agreement according to the\ngeneral agreement concluded between the FA and the Financial Services Union\nexcept companies that have established an employer-paid health insurance for\nthe employees before 1 April 2003.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Purpose\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The health insurance is mandatory and aims to ensure that the company’s\nemployees covered by the collective agreement can receive treatment in a\nprivate hospital as well as aftercare in the event of illness or accident.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Validity\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The health insurance is valid from the date of employment and terminates\nwhen the employee leaves his or her position.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Content\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The content of the health insurance is agreed locally between the company\nand the union representative. As a supplement to a mandatory scheme, an\nindividual, additional insurance may be agreed, which can be financed by the\ncompany and\u002For by deduction from the employee’s pay. The scheme must oblige\nthe insurance company to inform the company and the union representative once a\nyear about the financial state of affairs of the scheme and statistical\ndevelopments in claims performance.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Premium payment\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The premium for the mandatory health insurance is paid by the company.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>Inception\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The mandatory scheme must be taken out to commence on or before 1 July 2003\nand must as a minimum include:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Cover for both examinations and\noperations\u002Ftreatment performed on an outpatient basis\u002Fduring hospitalization -\nCover for treatment of mental disorders (including acute emergency relief, also\nin the event of private incidents) - There must be no limitations (number of\ntreatments or months) on the cover for treatment of mental disorders -\nTreatment by a physiotherapist or chiropractor\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-No waiting period for new illnesses\u002Faccidents\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-A maximum of two years’ waiting period for cover\nof existing disorders\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Cover continues in case the employee is posted\nabroad for the company\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Free hospital choice in the Nordic countries and\nat least one other country\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Option for the employee to supplement his or her\ngroup insurance contract with contracts for spouse and children\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Continuation option in the event of\nresignation\u002Fpensioning\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-The insured should be given an option of advice in\nconnection with the choice of place of examination\u002Ftreatment - As a declaration\nof intent, the aim should be for examination\u002Ftreatment to be performed within a\nmaximum of two weeks.\u003C\u002Fp>\n\n\u003Ch2 id=\"L2525\">8. Protocol on dental insurance between the FA and the Financial\nServices Union\u003C\u002Fh2>\n\n\u003Cp>The company is obliged to take out dental insurance for all employees\ncovered by the collective agreement as from 1 April 2020.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Dental treatment\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cul>\n  \u003Cli>Dental treatment with an annual excess of no more than DKK 995\u003C\u002Fli>\n  \u003Cli>An annual sum insured of up to DKK 30,000 per year\u003C\u002Fli>\n  \u003Cli>Free choice of dentist in Denmark and the EU.\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Cp>The dental insurance must as a minimum include cover for the following\nservices:\u003C\u002Fp>\n\u003Cul>\n  \u003Cli>Fillings\u003C\u002Fli>\n  \u003Cli>X-ray\u003C\u002Fli>\n  \u003Cli>Anaesthesia\u003C\u002Fli>\n  \u003Cli>Root treatments\u003C\u002Fli>\n  \u003Cli>Periodontal disease\u003C\u002Fli>\n  \u003Cli>SurgeryCover for prosthodontics\u003C\u002Fli>\n  \u003Cli>Bite plate\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Ch2 id=\"L2555\">9.Employment agreements\u003C\u002Fh2>\n\n\u003Cp>(1)An employment agreement must be prepared where employees are employed for\na period exceeding one month with average weekly working hours of more than\neight hours. The employee must receive the agreement no later than one month\nafter commencement of the employment. The employment agreement must state all\nmaterial terms applying to the employment, including at least the same\ninformation as emphasised in the agreement, appendix 1.\u003C\u002Fp>\n\n\u003Cp>(2)In the event of changes to the information emphasised in appendix 1, the\nemployee must be notified of such changes as soon as possible and in any event\nno later than one month after the change took effect.\u003C\u002Fp>\n\n\u003Cp>(3)The parties recommend that the employment agreement prepared by the\nparties is used.\u003C\u002Fp>\n\n\u003Cp>(4)If the employee has not received the employment agreement by the end of\nthe deadlines set out in (1) and (2) above, the matter may be reviewed\naccording to the rules of the collective agreement for settling industrial\ndisputes. An employer cannot be ordered to pay a penalty if no later than five\ndays after a meeting between the organisations at which the employer is ordered\nto provide the employee with the employment agreement, the employer complies\nwith such order, unless in the event of systematic breach of the provision\nconcerning employment agreements.\u003C\u002Fp>\n\n\u003Cp>(5)These provisions take effect on 1 July 2002.\u003C\u002Fp>\n\n\u003Cp>If an employee employed before 1 July 1993 wishes to have an employment\nagreement, see (1) above, and makes a request to that effect, the employer must\nprepare the agreement within two months of the request.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>The employment agreement must contain the following\ninformation:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1.The identity of the employer and the employee.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">2.The address of the workplace or, in the absence\nof a fixed place of work or a place where the work is mainly carried out,\ninformation to the effect that the employee is employed at different locations\nand about the employer’s head office or address.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">3.Description of the title, grade, nature or\ncategory of the work for which the employee is employed.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">4.The date of commencement of the employment.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">5.The expected duration of the employment where not\nfor an indefinite duration.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">6.The employee’s rights with respect to paid\nholiday, including whether the employee is eligible for pay during holiday.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">7.The length of the employee’s and the\nemployer’s notices of termination or the relevant rules in that respect.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">8.The existing or agreed salary to which the\nemployee is entitled on commencement of the employment as well as any\nsupplements and other salary components not included, e.g. pension\ncontributions and any meals and accommodation. Furthermore, the salary payment\ndates must be stated.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">9.The normal daily or weekly working hours.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">10.The terms applying to additional work.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">11.Information about which collective agreements or\narrangements govern the employment relationship.\u003C\u002Fp>\n\n\u003Cp>As regards paragraphs 6-9 above, the employer may refer to legislation and\nthe collective agreement.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2595\">Framework agreement on remote working\u003C\u002Fh3>\n\n\u003Cp>Remote working means work which, subject to prior agreement with the\ncompany, is carried out outside the company’s premises, e.g. from the\nemployee’s home address, within the scope of the collective agreement. The\nagreement does not include work carried out during posting and business trips\nor work in\u002Ffrom another country.\u003C\u002Fp>\n\n\u003Cp>Remote working does not include mobile work, i.e. work carried out by, for\nexample, sales staff and others with changing places of work. However, any\nagreements on the work of these employees in their homes are subject to this\nagreement.\u003C\u002Fp>\n\n\u003Cp id=\"L2601\">\u003Cstrong>General provisions\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>1. Collective agreement terms in general\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The provisions of the collective agreement, local agreements and legislation\ngenerally apply in full, subject to the modifications described in this\nagreement as well as in any local agreement, see article 9.\u003C\u002Fp>\n\n\u003Cp>The employee and the company are subject to the same rights and obligations\ntowards each other as if the work was carried out at the workplace.\u003C\u002Fp>\n\n\u003Cp>It is voluntary for the employee to engage in remote working, just as the\ncompany may deny requests for working remotely. In the event of extraordinary\nsituations, the company may request an employee to work remotely for short\nperiods of time.\u003C\u002Fp>\n\n\u003Cp>Remote working is established through dialogue and trust between the company\nand the employee. Remote working must always be carried out taking into account\nthe operation of the company and the job function of the employee. Thus, it is\na prerequisite for remote working that the work may be performed with the same\nefficiency and quality as if it was carried out at the workplace.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2. Working hours\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Standard working hours - daily working hours\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>11) The collective agreement’s provisions on working hours apply equally\nto work carried out at a place other than the company’s address. If employees\ndecide themselves when to carry out the work, no supplements are paid.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>The extent of remote working\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>22) Remote working must take place in a manner ensuring that contact with\nthe company is maintained, professionally and socially.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>3. Place of work\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The employee must have access to a place of work at the company address\nwhich is the employee’s primary place of work. The employee’s entitlement\nto a place of work at the company must be proportionate to the agreed extent of\nremote working.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>4. Working environment\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Remote working requires compliance with the occupational safety and health\nlegislation in force. Reference is also made to the Danish Working Environment\nAuthority’s guidance in the area applicable at any time.\u003C\u002Fp>\n\n\u003Cp>The company must inform the employee of the company’s policies on health\nand safety at the workplace.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>5. Data protection\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The employee is obliged to process customer or other data in a responsible\nmanner and in compliance with GDPR and the company's rules thereon.\u003C\u002Fp>\n\n\u003Cp>The employer must inform the employee of the relevant legislation and of the\ncompany’s data and GDPR rules.\u003C\u002Fp>\n\n\u003Cp>The company is responsible for taking appropriate measures, especially\nregarding software, with the purpose of protecting the data processed by the\nemployee in a work context.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>6. Equipment etc.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The company must arrange and pay for necessary equipment. An agreement may\nbe reached on the reasonable additional costs incurred by the employee as a\nresult of carrying out the work from a place other than the company’s\naddress.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>7. Insurance and security matters\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>It is the company’s responsibility to provide insurance cover for the\nemployee, the place of remote working and equipment as applicable, more\nspecifically:\u003C\u002Fp>\n\u003Cul>\n  \u003Cli>Contents insurance with off-premises coverage\u003C\u002Fli>\n  \u003Cli>IT\u002Ftechnical insurance\u003C\u002Fli>\n  \u003Cli>Occupational injury insurance\u003C\u002Fli>\n  \u003Cli>Professional liability insurance\u003C\u002Fli>\n  \u003Cli>Private accident insurance complementary to the occupational injury\n    insurance\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Cp>The company’s and the employee's usual responsibility to comply with\nsecurity-related routines apply also to remote working.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>8. General terms\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The fact that an employee is working remotely must in the aggregate not\nimpair his\u002Fher terms of work\u002Femployment.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>9. Local agreement\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>An agreement may be made between the company and the head of local union on\nremote working carried outside company premises.\u003C\u002Fp>\n\n\u003Cp>The following terms\u002Felements may be included or dealt with in the\nagreement:\u003C\u002Fp>\n\u003Cul>\n  \u003Cli>Tasks\u003C\u002Fli>\n  \u003Cli>Framework for the extent of remote working\u003C\u002Fli>\n  \u003Cli>Time registration systems\u003C\u002Fli>\n  \u003Cli>Office layout\u002Finstallation and service\u003C\u002Fli>\n  \u003Cli>Security routines and security matters\u003C\u002Fli>\n  \u003Cli>Access to the place of remote working by the management and security\n  group\u003C\u002Fli>\n  \u003Cli>Information to and from the company\u003C\u002Fli>\n  \u003Cli>Contact to the union representative and health and safety\n  representative\u003C\u002Fli>\n  \u003Cli>Payment or reimbursement of expenses for necessary equipment and\n    reasonable additional costs\u002F operational (renting of premises, telephone,\n    heating, electricity, etc.)\u003C\u002Fli>\n  \u003Cli>Employee’s place of work at the company\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Cp>The notice period for a local agreement, including the terms of\ndismantling\u002Freturning equipment and returning to the main workplace.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2693\">Agreement between the Danish Employers’ Association for the\nFinancial Sector (FA) and the Financial Services Union on rules for the\nsettlement of industrial disputes\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>1. Scope of the agreement\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>(1)The present “Rules for the settlement of industrial disputes” are to\nbe used in the event of:\u003C\u002Fp>\n\n\u003Cp>a.Disputes regarding the construction of collective agreements, agreements,\nor usage and practice entered into between the FA or a member of the FA and the\nFinancial Services Union, including corporate collective agreements entered\ninto between a member company of the FA and the Financial Services Union’s\ntrade- union representative at the company.\u003C\u002Fp>\n\n\u003Cp>b.Disputes between members of the FA and members of the Financial Services\nUnion in personal employment- law cases.\u003C\u002Fp>\n\n\u003Cp>c.Disputes relating to comprehension and breach of the Danish Act on Notices\netc. in connection with Collective Dismissals.\u003C\u002Fp>\n\n\u003Cp>d.Disputes between members of the FA and members of the Financial Services\nUnion in individual cases relating to employment law for contract employees\naccording to the Protocol on employment on an individual contract are settled\naccording to article 5.\u003C\u002Fp>\n\n\u003Cp>(2)Fundamental test cases and cases concerning interpretation of the law can\nbe brought before the ordinary courts of law. Other cases can be brought before\nthe ordinary courts of law further to agreement between the parties.\u003C\u002Fp>\n\n\u003Cp>(3)Cases involving breach of the collective agreement are to be lodged with\nthe Labour Court. Prior to lodging, a joint meeting must be held at the request\nof one of the organisations to discuss the case no later than 14 days after\nreceipt of the request. If an organisation is a member of a more comprehensive\norganisation, the action must be brought by and against the latter\norganisation.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2. Organisation meeting\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>(1)Prior to any meeting between the organisations in cases covered by\narticle 1(1)(a), (b) or (d), local negotiations must be conducted between the\nmanagement and the union representative in the company.\u003C\u002Fp>\n\n\u003Cp>(2)In notice\u002Fdismissal cases, such requests must be submitted as quickly as\npossible and no later than four weeks after notice\u002Fdismissal has been\nreceived.\u003C\u002Fp>\n\n\u003Cp>(3)In all cases, local negotiations must be completed as quickly as possible\nand no later than two weeks after the request has been received. The\nnegotiations must be rounded off by the local parties signing the minutes from\nthe meeting.\u003C\u002Fp>\n\n\u003Cp>(4)If negotiations pursuant to (1) above fail to produce an outcome, a\nrequest for an organisation meeting must be submitted no later than four weeks\nafter the date of the final minutes of the local negotiations. The organisation\nmeeting must be held without undue delay and within 14 days of the receipt of\nthe request. Minutes of the negotiations and results at the organisation\nmeeting must be prepared. The minutes must be signed at the organisation\nmeeting.\u003C\u002Fp>\n\n\u003Cp>(5)Local negotiations in accordance with (1)-(3) above are contingent on the\nunion representative having passed the Financial Services Union’s case-worker\ntraining, and on the member(s) involved not having opposed local negotiations.\nIf these conditions for local negotiations have not been met, the Financial\nServices Union may submit a request for an organisation meeting without local\nnegotiations having been held.\u003C\u002Fp>\n\n\u003Cp>(6)In cases covered by (5) above, the Financial Services Union must observe\nthe time-limits mentioned in (2) above in cases concerning notice\u002Fdismissal.\nHowever, this does not apply if invalid local negotiations have been\nimplemented, in which case a request for an organisation meeting on the grounds\nof the notice\u002Fdismissal must be presented as quickly as possible and no later\nthan four weeks after the Financial Services Union has been apprised of the\ninvalid local agreement.\u003C\u002Fp>\n\n\u003Cp>(7)Notification that an organisation wishes to lodge a test case or case-in-\nprinciple with the ordinary courts of law or have it heard by industrial\narbitration must be presented in writing to reach the opposing organisation no\nlater than four weeks after the organisation meeting at which the disagreement\nis ascertained\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>3. Arbitration tribunal\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>(1)If agreement is not reached between the organisations at the organisation\nmeeting, either of the organisations can request that the case be referred for\nfinal settlement at the industrial arbitration tribunal, see article 1.\u003C\u002Fp>\n\n\u003Cp>(2)The statement of claim must reach the defendant organisation no later\nthan one month after receipt of the request for arbitration.\u003C\u002Fp>\n\n\u003Cp>(3)The answer to the request must reach the plaintiff organisation no later\nthan one month after receipt of the statement of claim.\u003C\u002Fp>\n\n\u003Cp>(4)By way of exception, both organisations can submit a reply or rejoinder\nin the case, which must be submitted no later than 14 days after submitting the\nanswer to the request\u002Freply.\u003C\u002Fp>\n\n\u003Cp>(5)If one of the above time-limits is exceeded, the case can be rejected for\nconsideration by the arbitration tribunal after a claim to this effect. If one\nof the above time-limits is exceeded, either organisation can apply for a\njudgement in accordance with its claim, unless special conditions apply, see\nrules of the Danish Administration of Justice Act on non-appearance and\nresumption, sections 354 and 367.\u003C\u002Fp>\n\n\u003Cp>(6)The organisations are agreed that in cases concerning interpretation of\nthe law and otherwise by way of exception when special conditions apply, a\nwritten agreement can be concluded to derogate from the above timelimits and\nrules.\u003C\u002Fp>\n\n\u003Cp>(7)In cases involving notice in which the employee has a period of notice\nshorter than six months, an agreement must be made concerning shorter\ntime-limits for the purpose of ensuring that the arbitration procedure has been\nsettled and a ruling delivered as far as possible prior to the time of\nseverance.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>4. The composition and ruling of the arbitration\ntribunal\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>(1)The arbitration tribunal’s jurisdiction includes hearing and deciding\nthe cases referred to in article 1(1).\u003C\u002Fp>\n\n\u003Cp>(2)The arbitration tribunal normally consists of five members, of which each\norganisation appoints two. The parties jointly approach the Labour Court\nchairman with a view to designating an arbitrator. In this connection, the\nparties endeavour to submit a unanimous recommendation, see (4). By way of\nexception, the parties can agree that there are to be only two judges appointed\nby the organisations. In cases of a fundamental or landmark nature, the parties\ncan agree that the number of arbitrators be expanded to three.\u003C\u002Fp>\n\n\u003Cp>(3)Neither can be a member of the specialist arbitration tribunal where the\ncase pertains to work conditions in which the person in question has a personal\ninterest. The arbitrator is subject to the Danish Administration of Justice\nAct’s general rules concerning legal incapacity for judges. The judges who\nare to take part in adjudicating the individual case must of their own accord\ninvestigate whether there are any grounds that may give rise to incompetence.\nAny objection to a judge’s competence should, wherever possible, be presented\nimmediately after receiving the notice about the judges due to take part in the\ntrial proceedings, and should at any rate be presented before the beginning of\nthe arbitration negotiations. The decision concerning a judge’s competence\nmust be made by the arbitrator.\u003C\u002Fp>\n\n\u003Cp>(4)At the same time as and no later than the request for arbitration being\nsubmitted, the plaintiff must lodge an objection in writing about the choice of\narbitrator and, should it be wished to oppose the objection, the defendant must\nnotify the complainant thereof no later than one week later. When the\narbitrator has been appointed, the organisations must immediately agree a time\nfor the meeting at the arbitration tribunal.\u003C\u002Fp>\n\n\u003Cp>(5)If, during the voting, no majority is obtained in favour of a decision in\nthe case, the arbitrator must settle the disagreement in a reasoned ruling in\nwhich the question of the court’s competence is also decided, if\nnecessary.\u003C\u002Fp>\n\n\u003Cp>(6)In his ruling the arbitrator is confined to making a ruling that falls\nwithin the other arbitration judges’ deliberations and otherwise within the\nclaims set up.\u003C\u002Fp>\n\n\u003Cp>(7)Subject to the requisite adjustments, the arbitration negotiation will be\nsubject to the rules of the Danish Administration of Justice Act on the hearing\nof first-tier civil actions, including the rule that a witness may not hear\nevidence by other witnesses, expert witnesses or parties unless otherwise\ndetermined by the court. The proceedings take place in open court unless\notherwise determined by the parties or the arbitrator on account of the nature\nand circumstances of the case.\u003C\u002Fp>\n\n\u003Cp>(8)The ruling is adopted by a vote following prior consultation. The\nconsultation and the vote are done verbally, and the arbitrator always votes\nlast. In the voting, only those judges who have presided over the verbal\nproceedings in their entirety take part. The decision is taken by a majority\nvote. If a majority is not obtained in favour of a decision when voting, the\narbitrator settles the disagreement in a reasoned ruling, which must also\ndecide the matter of the court’s competence. The arbitration awards are\npublished in accordance with the parties’ joint understanding and current\nrules in depersonalised form.\u003C\u002Fp>\n\n\u003Cp>(9)Half the fee for the arbitrator\u002Farbitrators is defrayed by each of the\norganisations, which otherwise defray their own costs.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>5. Disputes in individual cases relating to employment law for\ncontract employees\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>(1)If an agreement has been concluded on private arbitration for employees\nemployed according to the Protocol on employment on an individual contract, the\nfollowing rules apply.\u003C\u002Fp>\n\n\u003Cp>(2)In the case of disputes covered by (1) above, local negotiations must\nfirst be held according to the rules in article 2(1)-(3).\u003C\u002Fp>\n\n\u003Cp>(3)If local negotiations do not lead to any result, an organisation meeting\nmay be requested according to the rules in article 2(4)-(7).\u003C\u002Fp>\n\n\u003Cp>(4)If the organisation meeting does not lead to any result, either party\nparties may request that the case be continued by means of private arbitration\naccording to the arbitration clause.\u003C\u002Fp>\n\n\u003Cp>(5)These cases are confidential if so requested by either party.\u003C\u002Fp>\n\n\u003Cp>(6)If no agreement has been made on private arbitration, the general rules\nof articles 2-4 apply.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2777\">Agreement between the Danish Employers’ Association for the\nFinancial Sector (FA) and the Danish Financial Services Union concerning\nunion-related work\u003C\u002Fh3>\n\n\u003Ch4 id=\"L2779\">1. Purpose\u003C\u002Fh4>\n\n\u003Cp>(1)The Danish Employers’ Association for the Financial Sector (FA) and the\nFinancial Services Union have entered into this agreement concerning\nunion-related work to lay down a framework for the activities of employee\nrepresentatives in a company. The employee representatives and the management\nshare the task of safeguarding the interests of the employees and the company\nalike and are meant to contribute to maintaining and promoting stable and\nbeneficial cooperation based on open dialogue and mutual trust.\u003C\u002Fp>\n\n\u003Cp>(2)For the purposes of this agreement employee representatives are:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Union representatives and senior union\nrepresentatives of the Financial Services Union\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-A number of executive committee members of\nunion-related staff associations, see article 11(1)\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Executive committee members of company union\nbranches\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Executive committee members of the finance\nbranches and the Executive Council of the Financial Services Union\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">In addition, the agreement lays down rules relating\nto:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Executive committee members elected by the\nemployees\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Members of the Assembly of Representatives of the\nFinancial Services Union and delegates to the National Congress of the\nFinancial Services Union\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Executive committee members of union-related staff\nassociations.\u003C\u002Fp>\n\n\u003Cp>(3)In the individual companies “the union representative” is synonymous\nwith the ultimate authority in union- related matters within the company. The\nunion representative is, in order of priority, one of the following: The\nexecutive committee of a company union branch, the executive committee of a\nunion-related staff association, a senior union representative or a union\nrepresentative.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2803\">2. The union representative’s tasks\u003C\u002Fh4>\n\n\u003Cp>(1)A smooth-functioning system of employee representatives is crucial to\nboth the companies and the employees. Together with the management, the union\nrepresentative must be able to organise such cooperation on the basis of the\ndescription of their functions, see Appendix 1.\u003C\u002Fp>\n\n\u003Cp>The union representatives’ rights and duties in general are set out in the\npresent agreement.\u003C\u002Fp>\n\n\u003Cp>(2)The union representative and the management of the company\u002Funit must keep\neach other informed of matters in the company\u002Funit that must be presumed to\naffect or will presumably affect working and staff conditions. This includes\ninformation about staff recruitment, redundancy and rotation. Agreement can be\nreached between the management and the union representative as to whether, and\nto what extent, the union representative must receive information regarding\nbalances for flexitime, additional work, overtime and transferred holiday\nwithin the unit.\u003C\u002Fp>\n\n\u003Cp>(3)The union representative must, without delay, be informed of any changes\nin the unit that must be presumed to affect or will presumably affect employee\nworking conditions, and he\u002Fshe given the opportunity to put forward his\u002Fher\nviews before the implementation of such changes.\u003C\u002Fp>\n\n\u003Cp>(4)Discussions must be held between the management of the unit and the union\nrepresentative when requested by one of the parties. The same applies to\ndiscussions between the company management and the senior union representative,\nsee article 11(2).\u003C\u002Fp>\n\n\u003Cp>(5)The union representative represents the members, and upon the request of\nan employee the union representative may submit enquiries, complaints or\nrecommendations to the management. If the union representative is not satisfied\nwith the management’s decision, he\u002Fshe may ask the union representative to\ndeal with the matter. If the union representative does not wish to take any\nfurther steps, the union representative may contact the Financial Services\nUnion about the matter.\u003C\u002Fp>\n\n\u003Cp>(6)In matters that concern only one or a few individual members of the\nFinancial Services Union, this\u002Fthese member(s) should themselves submit the\nmatter to the manager of the unit or the manager’s representative. The\nmember(s) may also ask the union representative to do so. The management of the\ncompany\u002Funit may always contact the individual member directly.\u003C\u002Fp>\n\n\u003Cp>Once the member has been informed of the circumstances relevant to the\nmatter, the member has the option of calling in the union representative.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2821\">3. Pay cuts, dismissals, summary dismissals and cautionary\ninterviews\u003C\u002Fh4>\n\n\u003Cp>(1)The local union representative and\u002For the union representative (depending\non the locally agreed procedure) must be notified prior to employees being\noffered a severance agreement on the company’s initiative; prior to any\nreduction of a member’s salary on the company’s initiative; and prior to\nany dismissal of a member of the Financial Services Union.\u003C\u002Fp>\n\n\u003Cp>The notification must be given in good time for the local union\nrepresentative and\u002For the union representative to prepare in the best possible\nway for safeguarding the member's interests and to consult the union\nrepresentative and the Financial Services Union. The notification must normally\nbe given one working day before - and preferably 48 hours before - the employee\nis notified. The notification should to the extent possible include the\ndocuments intended to be given to the employee.\u003C\u002Fp>\n\n\u003Cp>If management is aware that, within the union representative’s area, the\ncompany plans to make offers of severance agreements, reduce the salary of or\ndismiss more than one member, the company’s management must, in dialogue with\nthe union representative, ensure that the local union representative has the\nopportunity of being present at all interviews.\u003C\u002Fp>\n\n\u003Cp>In the event of summary dismissal, notification must be given as soon as\npossible.\u003C\u002Fp>\n\n\u003Cp>(2)In the event of dismissals, pay cuts and offers of severance agreements\non the company’s initiative, the local union representative or union\nrepresentative must be present at the start of the meeting. An agreement may be\nmade between the company and the union representative on how the situation can\nbe handled in cases concerning a manager with personnel responsibility. The\nmeeting is to be introduced by the company informing the employee about the\nnature of the meeting and the member’s option to choose not to have the union\nrepresentative present. Moreover, the employee must be informed that there will\nbe no negotiations about the case at the meeting, as any negotiations will\nsubsequently be conducted according to the procedure for the settlement of\nindustrial disputes.\u003C\u002Fp>\n\n\u003Cp>If the member does not wish the local union representative or union\nrepresentative to attend the meeting, the member must be briefed about the\noutcome of the meeting within two days.\u003C\u002Fp>\n\n\u003Cp>(3)In the event of a cautionary interview, the company must start the\nmeeting by informing the employee about the nature of the meeting and the\nmember’s option to have the union representative present.\u003C\u002Fp>\n\n\u003Cp>If the member does not wish the local union representative or union\nrepresentative to attend the meeting, the member must be briefed about the\noutcome of the meeting within two days.\u003C\u002Fp>\n\n\u003Cp>(4)Interviews with the purpose of discussing sickness absence exceeding four\nweeks may take place in the presence of the union representative if the member\nso requests.\u003C\u002Fp>\n\n\u003Cp>(5)The company must submit a copy of the notice concerning the pay cut,\ndismissal or summary dismissal to the union representative, or for want of a\nunion representative, to the Financial Services Union no later than fourteen\ndays after an employee has received such notice.\u003C\u002Fp>\n\n\u003Cp>Should the union representative not wish to receive the company’s copies\nof notices to this effect, an agreement may be made with the company that such\nnotices concerning pay cuts, dismissal or summary dismissal are to be forwarded\nto the Financial Services Union for an agreed period of time.\u003C\u002Fp>\n\n\u003Cp>(6)In the event of pay cuts, dismissals or summary dismissals, the Financial\nServices Union is entitled to take up the matter in accordance with the rules\ngoverning union-related disputes. If it is only a question of evaluating an\nindividual member’s personal performance, the matter may only be raised with\nthe written consent of the member.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2847\">4. Education\u002Ftraining\u003C\u002Fh4>\n\n\u003Cp>(1)Newly elected union representatives or newly elected union\nrepresentatives (see article 11(1), however) who have not previously completed\nthe basic shop-steward training course will, during their first two years,\ngenerally be entitled to time-off with pay for up to seventeen days to\nparticipate in the Financial Services Union’s basic shop-steward training\ncourse, and thereafter for three days per year for brush-up\u002Fsupplementary\ncourse activities.\u003C\u002Fp>\n\n\u003Cp>The date and time of the time-off for participation in the training course\nmust be agreed with the employee’s immediate superior.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tradeunleavdays\">\u003Cp>(2)Moreover, union representatives have three days off with pay a year to\nparticipate in the Financial Services Union’s review of new agreements and\ncollective agreements between the parties to this agreement or to hold meetings\nwith the executive committee of the union branch concerning union-related\nmatters.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(3)In addition to the time-off mentioned in (2), chairmen of union-related\nstaff associations, senior union representatives and area union representatives\nare, after completion of the basic training course, entitled to six days off\nwith pay a year to participate in the Financial Services Union’s courses.\u003C\u002Fp>\n\n\u003Cp>(4)In addition to the time-off mentioned in (2), members of the executive\ncommittees of the Financial Services Union’s branches are, after completion\nof the basic training course, entitled to six days off with pay a year to\nparticipate in the Financial Services Union’s courses.\u003C\u002Fp>\n\n\u003Cp>(5)With the exception of one day a year to participate in the Financial\nServices Union’s review of new agreements and collective agreements, the\ncompany and the union representative may agree on a different way of\ndistributing the whole of such paid time-off, see (1) to (3), as granted to the\nFinancial Services Union’s employee representatives in the company.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(6)The union representative must regularly have the opportunity to\nparticipate in relevant professional education\u002Ftraining. This also applies in\nthe event of a change of jobs during his\u002Fher term as union representative. The\nunion representative must also have the opportunity to participate in\neducation\u002Ftraining that will allow him\u002Fher, upon leaving the position as union\nrepresentative, to take on a job at the same level as before becoming a union\nrepresentative.\u003C\u002Fp>\n\n\u003Cp>To whatever extent is needed to re-establish the level of post, the above\nalso applies after the cessation of the position.\u003C\u002Fp>\n\n\u003Cp>Prior to this post being coming to an end, talks must be held between the\nunion representative and the company as to how to meet the above\nrequirement.\u003C\u002Fp>\n\n\u003Cp>(7)Elected representatives taking part as representatives in transnational\ncooperation committees and similar bodies must be granted access to the\nnecessary linguistic and professional training.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>5. Election of union representatives\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>(1)Members of the Financial Services Union are entitled to elect one or more\nunion representatives from among their number in the company in accordance with\na local agreement or with the rules stated below.\u003C\u002Fp>\n\n\u003Cp>(2)The number of union representatives, their distribution between the\nindividual units in the company and their term of office may be laid down in a\nlocal agreement between the company management and the representatives elected\nby the employees\u002Fthe union representative.\u003C\u002Fp>\n\n\u003Cp>(3)In companies without a local agreement, union representatives may be\nelected in accordance with the following rules:\u003C\u002Fp>\n\n\u003Cp>(A)Only members of the Financial Services Union are electable as union\nrepresentatives.\u003C\u002Fp>\n\n\u003Cp>(B)In companies with at least three members, a union representative can be\nelected.\u003C\u002Fp>\n\n\u003Cp>(C)In companies made up of several units (offices\u002Fbranches\u002Fdepartments), a\nunion representative may be elected in accordance with the following rules:\nGeographically distinct units with at least ten members: one union\u003C\u002Fp>\n\n\u003Cp>representative. Geographically distinct units each with fewer than ten\nmembers may, together with other units in the same company, elect a union\nrepresentative when a total of at least ten members of the Financial Services\nUnion are employed in the units in question.\u003C\u002Fp>\n\n\u003Cp>(D)Head offices, regional head offices and administrative centres with at\nleast ten members may elect a union representative for each organisationally\nand managerially discrete area.\u003C\u002Fp>\n\n\u003Cp>Where there are fewer than ten members in the individual organisational\nunits, together with other units at head offices\u002Fregional head offices\u002Fthe\ncentre a union representative can be elected when a total of at least ten\nmembers of the Financial Services Union are employed in the units jointly.\u003C\u002Fp>\n\n\u003Cp>If, in accordance with this provision, an organisational unit includes more\nthan 50 employees and\u002For negotiations are initiated between managers in the\ndepartment and the union representative with an eye to electing one or more\nextra union representatives, so that at any given time the union representative\nstructure offers a true reflection of the managerial structure.\u003C\u002Fp>\n\n\u003Cp>\u003Cem>\u003Cstrong>Note\u003C\u002Fstrong>\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>The 10-member limit referred to in letter C was introduced at the time of\nrenewing the collective agreement in 2012. This limit will not enter into\neffect at the individual companies until the expiry of the present election\nperiod for union representatives.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2895\">6. Eligibility\u003C\u002Fh4>\n\n\u003Cp>The union representative must be elected from among members of the\nFinancial\u003C\u002Fp>\n\n\u003Cp>Services Union of recognised professional standing with experience in and\ninsight into company matters, and who have been employed with the company for\nat least six months at the time of election. A lower level of seniority can be\nagreed locally. Trainees, employees who have been dismissed and department\nmanagers cannot be elected as union representatives.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2901\">7. Election time\u003C\u002Fh4>\n\n\u003Cp>(1)Ordinary elections of union representatives are held every other year (in\nodd years) in November with commencement of service no later than 1 January the\nfollowing year, unless another term of office has been agreed upon locally, see\narticle 5(2). Union representatives may be re-elected.\u003C\u002Fp>\n\n\u003Cp>(2)In companies where an increase in the number of members of the Financial\nServices Union opens up the possibility of electing another union\nrepresentative during the current term of office, see article 5, a union\nrepresentative may be elected for the rest of the term.\u003C\u002Fp>\n\n\u003Cp>(3)If for some reason a union representative moves to another electoral area\nor becomes unable to carry out his\u002Fher duties, another union representative may\nbe elected for the rest of the term.\u003C\u002Fp>\n\n\u003Cp>In the event of long-term absence, a temporary union representative may be\nelected to fill in during the absence.\u003C\u002Fp>\n\n\u003Cp>(4)In companies with only one elected union representative, an alternate\nunion representative may be elected. The alternate takes the union\nrepresentative’s place if the union representative steps down or becomes\nunable to carry out his\u002Fher duties.\u003C\u002Fp>\n\n\u003Cp>The alternate does not obtain any rights or protection until he\u002Fshe takes up\nthe position as union representative.\u003C\u002Fp>\n\n\u003Cp>(5)If new companies or new company units are established, a union\nrepresentative may be elected in accordance with the rules in article 5.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2917\">8. Election procedure\u003C\u002Fh4>\n\n\u003Cp>(1)The Financial Services Union must take the initiative to hold elections\nas set out in article 5. The protection of union representatives becomes\neffective at the time the employer is informed in writing of the election\nresults.\u003C\u002Fp>\n\n\u003Cp>(2)The election is not valid until it has been approved by the Financial\nServices Union and the company has been notified in writing of the results,\nwhere appropriate by e-mail.\u003C\u002Fp>\n\n\u003Cp>The notice from the Financial Services Union must contain the following\ninformation:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-the election date\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-the name and occupation of the person elected\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-the unit(s) for which the person in question has\nbeen elected union representative\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-the number of members of the Financial Services\nUnion in the unit(s) in question\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-the number of participants in the election.\u003C\u002Fp>\n\n\u003Cp>(3)Any objections to the election must reach the Financial Services Union no\nlater than four weeks after receipt of the written notice from the Financial\nServices Union concerning its approval of the election.\u003C\u002Fp>\n\n\u003Cp>The employer’s objections to the election must be submitted to FA, which\nmust pass on the objections to the Financial Services Union within the four-\nweek period allowed for submitting objections.\u003C\u002Fp>\n\n\u003Cp>In the event of disagreement, the matter must be subject to negotiation\nbetween the parties to the agreement, and if no agreement can be reached, the\nmatter must be heard by an arbitration tribunal in accordance with the rules\ngoverning the handling of union-related disputes.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2941\">9. Consultation meeting\u003C\u002Fh4>\n\n\u003Cp>Every year a consultation meeting must be held between the union\nrepresentative and his\u002Fher immediate superior, who is the union\nrepresentative’s cooperation partner on the company side. It is agreed\nlocally between the union representative and the management how to ensure that\nthe consultation meetings are held and how to follow up on whether the meetings\nhave been held.\u003C\u002Fp>\n\n\u003Cp>The first meeting must take place no later than three months after the\nelection of the union representative. In the event of a change of superiors, a\nnew meeting must be held no later than three months after the arrival of the\nnew superior.\u003C\u002Fp>\n\n\u003Cp>These consultations are to be conducted in accordance with the points in\nAppendix 2, attached.\u003C\u002Fp>\n\n\u003Cp>The parties must jointly draft a set of minutes outlining their\nconclusions.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2951\">10. Relationship with consultation committees\u003C\u002Fh4>\n\n\u003Cp>The agreement does not cover the general matters dealt with by consultation\ncommittees.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2955\">11. Union-related staff association\u002FSenior union\nrepresentative\u003C\u002Fh4>\n\n\u003Cp>(1)In companies where no company union branch has been established under the\nFinancial Services Union, a union-related staff association may be set up.\u003C\u002Fp>\n\n\u003Cp>In companies with 20 to 100 employees having company collective agreements,\nthe members of the union-related staff association may elect, from among the\nexecutive committee members, an executive committee member who will have the\nsame rights to time-off and protection as union representatives.\u003C\u002Fp>\n\n\u003Cp>In companies with more than 100 employees, the chairmen of union-related\nstaff associations have the same rights as senior union representatives to\ntime-off and protection.\u003C\u002Fp>\n\n\u003Cp>In addition, an agreement may be made between the company and the\nunion-related staff association to the effect that one or more of the executive\ncommittee members who is\u002Fare not already union representatives will have the\nsame rights as union representatives to time-off and protection.\u003C\u002Fp>\n\n\u003Cp>The union-related staff association coordinates the cooperation between the\nemployee representatives and the company management.\u003C\u002Fp>\n\n\u003Cp>(2)In companies where no company union branch or union-related staff\nassociation has been established, see (1), and where more than one union\nrepresentative has been elected in accordance with article 5, the union\nrepresentatives elects a senior union representative from among their\nnumber.\u003C\u002Fp>\n\n\u003Cp>The senior union representative coordinates the cooperation between the\nindividual union representatives and the company management.\u003C\u002Fp>\n\n\u003Cp>In companies that have been divided into specific areas, the company\nmanagement and the union representative may make an agreement as to how to\nelect\u002Fappoint area union representatives.\u003C\u002Fp>\n\n\u003Cp>(3)Election of the senior union representative takes place immediately after\nall ordinary elections as set out in article 7 and after expiry of the period\nallowed for submitting objections, see article 8(3).\u003C\u002Fp>\n\n\u003Cp>(4)In companies with only one union representative, he or she will\nautomatically be the senior union representative, subject to the conditions\nthat entail s. If more union representatives are subsequently elected,\nelections must be conducted in accordance with (2) above.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2977\">12. Supplementary time-off and education\u002Ftraining\u003C\u002Fh4>\n\n\u003Cp>Before negotiations about a company collective agreement are embarked upon,\na training programme must, if necessary, be agreed upon and carried out for the\nrelevant union representatives to ensure that they possess the required\ncompetencies.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2981\">13. Stepping down as a member of the executive committee of a\nunion branch\u003C\u002Fh4>\n\n\u003Cp>When a member of the executive committee of a union branch steps down, an\neducation\u002Ftraining and personal development programme must be agreed on with\nthe company that enables the employee to take up a job at the same level as the\none he\u002Fshe held before becoming a member of the executive committee.\u003C\u002Fp>\n\n\u003Cp>The same applies to members of the Executive Council of the union.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2987\">14. Time-off for organisational work\u003C\u002Fh4>\n\n\u003Cp>(1)Employee representatives\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1.The tasks for which the employee representative\nis responsible may be carried out during working hours. However, endeavours\nshould always be made to minimise any inconvenience to the work of the company.\nActivities initiated by the company count as working time. The extent to which\ntime outside of normal working hours spent advising members on company-related\nissues counts as working time must be agreed locally.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">2.In companies with employee representatives who\nwork by rotation, have changing periods of duty, do shift work or have less\nthan 100% working hours, a local agreement must be made, defining how to\ninclude as working hours any activities arranged by the company during off-duty\nperiods\u002Fweeks- off and for which time- off is granted under this agreement.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:0em\">\u003Cstrong>(a)Union-related staff\nassociation\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:0em\">All executive committee members in a union-related\nstaff association are entitled to time-off with pay to participate in the\nassociation’s executive committee meetings. Up to two executive committee\nmembers who are not entitled to time-off by virtue of other provisions, see\narticle 4(1), are entitled to three days’ course activities per collective\nagreement period. Moreover, the executive committee members are entitled to\nthree days off a year under article 4(2) provided they are not similarly\nentitled by virtue of another provision in this agreement.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:0em\">\u003Cstrong>(b)Members of executive committees of union\nbranches\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Membersof the Financial Services Union’s branch executive committees are\nentitled to time-off with pay to participate in the following:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em\">\u003Cstrong>\u003C\u002Fstrong>1.executive committee meetings of\nthe union branch\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">2.union branch meetings, including meetings with\nunion representatives aimed at solving problems that the employer and other\nemployee representatives have not been able to solve themselves\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">3.committee work in up to three of the Financial\nServices Union’s committees\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">4.other necessary branch-related organisational\nwork, and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">5.meetings on permanent committees of the FTF\n(Salaried Employers’ and Civil Servants’ Confederation) and the like in\nwhich the persons in question have been elected\u002Fappointed as representatives\nfor the Financial Services Union.\u003C\u002Fp>\n\n\u003Cp>A consultation must be held between the executive committee member, the\ncompany, the Danish Employers’ Association for the Financial Sector (FA) and\nthe Financial Services Union following the election of a new member of the\nfinance union branches of the Financial Services Union.\u003C\u002Fp>\n\n\u003Cp>The conclusions of the consultation, which must be conducted in accordance\nwith the points in Appendix 3, must be minuted.\u003C\u002Fp>\n\n\u003Cp>If the company is subsequently dissatisfied with the executive committee\nmember’s level of absence or wishes to amend the range of the executive\ncommittee member’s tasks within the company, the company must discuss this\nwith the FA and the Financial Services Union before contacting the executive\ncommittee member.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>(c)Members of the Executive Council\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The members of the Executive Council of the Financial Services Union are\nentitled to time-off with pay to carry out the organisational work associated\nwith their position.\u003C\u002Fp>\n\n\u003Cp>“Organisational work” means:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1.meetings and committee work directly associated\nwith the Financial Services Union\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">2.other meetings for which the persons in questions\nhave been elected\u002Fappointed as representatives for the Financial Services\nUnion\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">3.participation in education\u002Ftraining activities\nnecessary for participants to carry out their duties.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>(d)Members of the Assembly of Representatives\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The members of the Assembly of Representatives of the Financial Services\nUnion are entitled to time-off with pay to participate in the union’s\nmeetings of representatives.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>(e)Delegates to the National Congress\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Delegates to the National Congress are entitled to time-off with pay to\nparticipate in the Financial Services Union’s National Congress and for the\nnecessary travel time to and from the National Congress. Delegates to the\nNational Congress who are not members of the executive committee of a union\nbranch are entitled to time-off with pay for up to one day to prepare for the\nNational Congress together with the union branch executive committee.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>(f)Regional work\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>During the collective agreement period 450 days may be spent on regional\nunion-related work according to instructions from the Financial Services\nUnion.\u003C\u002Fp>\n\n\u003Cp>At the end of every quarter, the total amount of time-off with pay spent on\nregional union-related work must be reported to the Financial Services Union\nand FA.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>(g)Executive committee members elected by the employees\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Executive committee members elected by the employees are entitled to three\ndays off a year to participate in education\u002Ftraining programmes.\u003C\u002Fp>\n\n\u003Cp>(3)Other union-related work\u003C\u002Fp>\n\n\u003Cp>Organisational work for which time-off with pay is not granted (see above)\nmay not be carried out during working hours except with the employer’s\nadvance consent.\u003C\u002Fp>\n\n\u003Ch4 id=\"L3055\">15 Obligation to keep the employer informed\u003C\u002Fh4>\n\n\u003Cp>(1)The employee must, without undue delay, and usually no later than\nfourteen days prior to his\u002Fher absence, inform the employer of participation in\nactivities for which time-off with pay is granted in accordance with the\nprovisions stated above. The absence must be planned in such a way as to cause\nas little inconvenience as possible to the work of the company.\u003C\u002Fp>\n\n\u003Cp>(2)It is up to the employer to determine the form and content of the\ninformation given.\u003C\u002Fp>\n\n\u003Ch4 id=\"L3061\">16 Protection of employee representatives\u003C\u002Fh4>\n\n\u003Cp>(1)Employee representatives may only be dismissed or have their pay reduced\nif this is considered absolutely unavoidable. Prior to any such dismissal\u002Fpay\nreduction, negotiations must be held between the organisations, unless\ncircumstances attributable to the employee representative warrant a summary\ndismissal. The request for negotiation between the organisations must be made\nno later than two weeks before the intended dismissal\u002Fpay reduction. The\nrequest must include a description of reasons for the contemplated act as well\nas the alternatives examined to avoid the act.\u003C\u002Fp>\n\n\u003Cp>When negotiation between the organisations has been requested, the employer\nmust inform the employee representative that such a request has been made. The\nemployer must at the same time hand over the above request to the employee\nrepresentative. However, this will not apply if the reason given for the\ndismissal was the employer’s circumstances for a plurality of employees,\nincluding one or more employee representatives, as in such cases the\norganisations must agree the process as soon as possible, including the\nframework for and the time of dismissal of employee representatives.\u003C\u002Fp>\n\n\u003Cp>(2)If, after the negotiations between the organisations, the employer still\ndeems dismissal\u002Fpay reduction to be necessary, notice of the dismissal\u002Fpay\nreduction may not be given until one week later or in accordance with the\nagreed process, see (1) above.\u003C\u002Fp>\n\n\u003Cp>The Financial Services Union may bring the matter before an arbitration\ntribunal in accordance with the established rules governing the handling of\nunion-related disputes.\u003C\u002Fp>\n\n\u003Cp>(3)If the dismissal of an employee representative or a reduction of his\u002Fher\npay is not considered absolutely unavoidable, the employer must pay\ncompensation to the employee representative. In the event of dismissal, the\ncompensation must be equivalent to at least twelve months’ pay.\u003C\u002Fp>\n\n\u003Cp>When determining the compensation amount, the employee representative’s\nage, seniority and any other circumstances relating to the matter must be taken\ninto account. Reference is also made to the provisions of the collective\nagreement authorising the overruling of a dismissal.\u003C\u002Fp>\n\n\u003Cp>(4)When a company implements organisational changes leading to one or more\nemployee representatives losing their electoral area, the company and the union\nrepresentative must discuss how such changes to the union representative\nstructure are most appropriately realised.\u003C\u002Fp>\n\n\u003Cp>(5)In special cases, the above provisions may be derogated from, although\nredeployment is a material change of position. The derogation can be made only\nin cases where the company has real intentions and possibilities of\nredeployment as an alternative to, for instance, dismissal.\u003C\u002Fp>\n\n\u003Cp>Before local negotiations can be conducted in such cases, the company must\nnotify the FA that such negotiations are desired, following which the FA will\ncontact the Financial Services Union with a request that the local parties\ndiscuss redeployment, before any organisation meeting is held.\u003C\u002Fp>\n\n\u003Cp>If the Financial Services Union grants the request, local negotiations will\ncommence. In cases where the negotiations lead to local agreement, the FA and\nthe Financial Services Union decide whether an organisation meeting is\nrequired. Both parties may demand such meeting.\u003C\u002Fp>\n\n\u003Cp>In cases where no agreement on redeployment can be reached locally, an\norganisation meeting is held under article 16(1) on the contemplated\nredeployment\u002Fdismissal, unless the company abandons the decision to\nredeploy\u002Fdismiss.\u003C\u002Fp>\n\n\u003Cp>(6)The above provisions will not apply to internal redeployments and similar\nchanges if the following conditions have been satisfied:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1.The change is made at the employee\nrepresentative’s own initiative; and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">2.an agreement has been concluded between the\ncompany, the employee representative and the company’s union\nrepresentative.\u003C\u002Fp>\n\n\u003Cp>Other changes of the terms for an employee representative, which are not\nessential or do not constitute a dismissal or pay reduction, must be negotiated\nlocally with the possibility of a final agreement in the company without the\nsubsequent approval of the organisations.\u003C\u002Fp>\n\n\u003Ch4 id=\"L3093\">17 Other persons protected against dismissal\u003C\u002Fh4>\n\n\u003Cp>The members of the Assembly of Representatives of the Financial Services\nUnion are covered by the provisions of article 16 of this agreement.\u003C\u002Fp>\n\n\u003Ch4 id=\"L3097\">18 Information provided by the Financial Services Union\u003C\u002Fh4>\n\n\u003Cp>Every year the Financial Services Union must inform the company of the\nfollowing:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1.which members hold seats on the union’s\nbodies\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">2.the nature of the members’ employee\nrepresentation duties.\u003C\u002Fp>\n\n\u003Ch2 id=\"L3105\">Appendix 1\u003C\u002Fh2>\n\n\u003Ch3 id=\"L3107\">Description of functional duties for a union representative\u003C\u002Fh3>\n\n\u003Cp>The description of duties serves to give the individual union representative\na better opportunity to organise his or her job as employee representative in\ncooperation with the management.\u003C\u002Fp>\n\n\u003Cp>Organisational basis:\u003C\u002Fp>\n\n\u003Cp>The union representative is elected from among their own number by employees\nof recognised professional standing with experience in and insight into company\nmatters, see the collective-agreement rules in the agreement on union work.\u003C\u002Fp>\n\n\u003Cp>The union representative’s principal tasks:\u003C\u002Fp>\n\n\u003Cp>In overall terms, the union representative is expected to be willing to make\na committed effort on behalf of colleagues and company alike, and to take\nresponsibility and make decisions.\u003C\u002Fp>\n\n\u003Cp>Cooperation with the management is about creating a balance between the\nmembers’ needs and the terms on which the company operates. As a result, the\nunion representative has the following key assignments:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-To represent the members in all cases of\nimportance to the management, including presenting enquiries, complaints and\nproblem s to the management with a view to resolving them at local level.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-To enter into a constructive dialogue with\nlocal-level management on current and future staffing conditions and situations\nof importance to working and employee conditions within the department and the\narea.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-The dialogue must take balanced consideration of\nthe employee, colleagues and the company\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-To give and receive information to\u002Ffrom the local\nmanager\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-To inform and advise on wages, salaries and\nworking conditions and convey relevant information to members\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-To act as a consultant for members\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-The union representative also doubles as the\nFinancial Services Union’s representative at the company and must ensure\ncompliance with the collective agreement.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">The union representative’s qualities:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Mustbeproficient, responsible and credible, and\nrespected by managementandemployees alike\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Mustbeproactive, taking responsibility for solving\njoint tasks of both a unionanda social nature\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Musttake both management and colleagues to task\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Mustbecapable of managing situations and problems\nthat have arisen in a manner positive andconstructive for all parties\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Mustbe geared to resolving situations\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Mustbe accessible and approachable\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Musthave a knowledge of collective agreements,the\ncompany's business strategy, organisational channels and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">paths of influence, conditions within the sector\nand society at large\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Muststrive for a good working environment\nwithinthe department\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Mustbe able to enter into negotiations with a\nconstructive approach.\u003C\u002Fp>\n\n\u003Ch2 id=\"L3159\">Appendix 2\u003C\u002Fh2>\n\n\u003Ch3 id=\"L3161\">Points for discussion at the annual consultation meeting between\nthe union representative and his\u002Fher manager.\u003C\u002Fh3>\n\n\u003Cp>The items for discussion must include, but not be restricted to, the\nfollowing issues:\u003C\u002Fp>\n\n\u003Cp>1.Cooperative relations\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-targets for and means of cooperation\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-meetings.\u003C\u002Fp>\n\n\u003Cp>2.Practice and agreements\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-agreements, practice and customary behaviour\nwithin the unit\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-procedure for dealing with human resource\nmatters\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-the union representative’s rights and duties.\u003C\u002Fp>\n\n\u003Cp>3.Mutual expectations\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-mutual expectations\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-information and knowledge\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-confidentiality issues\u003C\u002Fp>\n\n\u003Cp>4.The union representative’s duties and daily job assignments\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-expected time consumption\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-reduction of the union representative’s other\nduties, including adjustment of the scope, requirements and individual targets\nand targets for the department, if any, so that the union representative has\ntime for both work assignments and union representative duties\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-salary to the extent the interview is held with\nthe immediate staff manager. Alternatively, salary is discussed with the\nmanager with whom the union representative\u002Femployee usually discusses\nsalary.\u003C\u002Fp>\n\n\u003Cp>5.Information between the union representative and the members\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">- when and how are the members informed.\u003C\u002Fp>\n\n\u003Cp>6.Shop-steward training course\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">- basic shop-steward training course - content and\nbenefit.\u003C\u002Fp>\n\n\u003Cp>The consultation was held on:______________________________\u003C\u002Fp>\n\n\u003Ch2 id=\"L3205\">Appendix 3\u003C\u002Fh2>\n\n\u003Ch3 id=\"L3207\">Points for discussion with an executive committee member, the\nrelevant company, the Danish Employers’ Association for the Financial Sector\n(FA) and the Danish Financial Services Union\u003C\u002Fh3>\n\n\u003Cp>The consultation must, as a minimum, cover the following points:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-rights and duties\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-mutual expectations\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-expected time usage, taking into account both the\nsize of the company and the tasks entailed by the post of executive committee\nmember\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-any consequences of the post of executive\ncommittee member for the fixing of standard salaries and allowances etc. for\nthe unit\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-link with the employee’s other duties and work\nassignments, including scope, requirements and goals, if any\u003C\u002Fp>\n\n\u003Cp>The discussion should be resumed in the event of major changes to the\nexecutive committee member’s professional union duties.\u003C\u002Fp>\n\n\u003Cp>If disagreement arises within the company over the amount of time expected\nto be spent on such duties as an executive committee member, the matter can be\nraised with the Financial Services Union and FA.\u003C\u002Fp>\n\n\u003Ch2 id=\"L3225\">Part 9 - Transitional provisions to the standard collective\nagreement (2020)\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch3 id=\"L3227\">Employees employed before 1 April 2020 are subject to the rules\nbelow in connection with the transition from seniority-based salary systems to\na new salary system under the 2020 collective agreement.\u003C\u002Fh3>\n\n\u003Cp>The new salary system is implemented from 1 July 2021. This means that\nemployees who as of 1 July 2021 have not entered the final grade of the salary\nscale in question must be compensated for the seniority-based salary increases\nthey are missing as a result of the implementation of the new salary system.\u003C\u002Fp>\n\n\u003Cp>Compensation is calculated based on the seniority-based salary increases\nthat the employee is entitled to under the standard collective agreement but\nwill be missing when the new salary system is introduced.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>The implementation of the above is agreed locally.\u003C\u002Fp>\n\n\u003Cp>Extraordinary salary increases are set off.\u003C\u002Fp>\n\n\u003Cp>No pooled funds established under a collective agreement must be used to\nfinance the employee’s compensation for missed seniority-based salary\nincreases.\u003C\u002Fp>\n\n\u003Cp>Students employed according to article 32(2) are not covered by these\ntransitional provisions.\u003C\u002Fp>\n\n\u003Cp>Shadow salary tables will be prepared during the term of the collective\nagreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"JOBTITLE_trigger":42,"JOBTYPE_descriptions":45,"jobclassifaction1":49,"TRAINING_trigger":53,"trainingprogrammes":56,"apprenticeships":60,"SOCSEC_trigger":64,"pensionfund":67,"contracttrial":71,"contracttrialperiod":74,"contractseverancepay":78,"contractseverancepay1":81,"part_time_excludedtxt":85,"tempagencytxt":89,"minijobs_excluded":93,"disabilitypay":95,"healthinsurance":99,"WORKFAM_trigger":103,"paidmaternityleave":107,"paidmaternityleave_father":111,"paidmaternityleaveduration":115,"paidmaternityleavepay":119,"paidmaternityleavepayperc":122,"paidmaternityleaveall":124,"paidpaternityleave":128,"paidpaternityleaveduration":131,"paidpaternityleavepay":134,"paidpaternityleavepayperc":136,"childcare":138,"childcareleave":142,"longtermillness":146,"WORKHOURS_trigger":150,"hourspyear":153,"hourspweek":157,"hoursovertimemax":161,"flexible_work_options":165,"PAIDLEAV_trigger":169,"holidaysdays":172,"holidaysweeks":176,"bankholidays1":180,"schedulesrestpw":184,"TRADEUNLEAV_trigger":188,"tradeunleavdays":192,"CONSIGN_trigger":195,"standbyallowanceamount1":199,"WAGES_trigger":203,"WAGES_determined":206,"PAYSCALES_table_selection_txt":210,"WAGES_payscale1_selected_start":214,"WAGES_payscale1_selected_end":217,"STRUCINCR_trigger":220,"ANNLEAVE_trigger":224,"annleaveallowanceperc1":227,"SUNDAY_trigger":231,"HARDSHIP_trigger":235,"hardshipallowancetype2":239,"PAYSCALES_trigger":243,"SENIOR_trigger":246,"newtech_aiam":250,"newtech_topics":253,"coveragegroup2":257},{"bindId":43,"name":44,"text":44},"JOBTITLE_trigger","25 Job functions",{"bindId":46,"name":47,"text":48},"JOBTYPE_descriptions","1.Financial employees are employees who ","1.Financial employees are employees who do not belong in group 1 or 2\nbelow\n\n2.IT employees are employees who:\n\n-perform IT work.\n\n-are employed in the company’s central IT\ndepartment, meaning all IT-related functions within the IT department’s\norganisational domain, irrespective of geographical location, or employed in an\nindependent IT company, and who have one of the following DISCO codes from\nStatistics Denmark:\n\n  133010Management of principal activity in IT (Business to Business)\n  133020Management of in-house IT\n  251110Work on overarching IT architecture\n  251210IT project management\n  251300Web and multimedia development\n  252100Design and administration of databases\n  251120Design of IT systems and analysis ofbusiness processes\n  251220Consultancy and programming in software development\n  251400Maintenance and documentation of software\n  251900Other work on software, includingtesting and quality assurance\n  252200Systems administration\n  252300Work on computer networks\n  252900Other work on databases andnetworks\n  351300 Network and systems technical work\n  351400Internet technician work\n  351100Operations engineer work\n  351200User support work\n  413200Data registration work\n\n\n3.Service staff\u002Ftechnicians are employees who perform canteen, cleaning,\ncraft, technical or other service- oriented work.",{"bindId":50,"name":51,"text":52},"jobclassifaction1","All employees, except trainees and speci","All employees, except trainees and special employee groups will be placed in\none of the following job functions:",{"bindId":54,"name":55,"text":55},"TRAINING_trigger","Part VII - Training",{"bindId":57,"name":58,"text":59},"trainingprogrammes","Office trainees 50 Scope of application ","Office trainees\n\n50 Scope of application\n\n(1)The company can appoint trainees for office training within the\nspecialist fields of administration or accounting if the company has been\napproved by the Trade Committee for Vocational Education and Training in the\nClerical Trade as a placement venue in accordance with the Act on Vocational\nEducation and Training.",{"bindId":61,"name":62,"text":63},"apprenticeships","Persons employed for general training in","Persons employed for general training in a bank or mortgage credit\ninstitution are employed as trainees. For employment of trainees for office\ntraining in companies, see article 50.\n\n48 Trainee period\n\n(1)The trainee period is two years for trainees who have passed one of the\nfollowing examinations:\n\n-The two-year second period of schooling in the\ncommercial and clerical field:\n\n-Higher Commercial Examination\n\n-Upper Secondary School-leaving Examination\n\n-Higher Preparatory Examination\n\nThe trainee period is four years for trainees with a final examination from\n10th grade, which in accordance with the Executive Order on Study Programmes\nintroduces the training at the placement company.",{"bindId":65,"name":66,"text":66},"SOCSEC_trigger","30 Pension contributions",{"bindId":68,"name":69,"text":70},"pensionfund","Employees covered by collective agreemen","Employees covered by collective agreements concluded between the Danish\nEmployers’ Association for the Financial Sector (FA) and the Financial\nServices Union or a company collective agreement according to the general\nagreement between the FA and the Financial Services Union are entitled to a\npension scheme on the first day of the month after the employee turned 18.\n\nThe pension contribution is at least 16.90%, 11.65% of which from the\ncompany.",{"bindId":72,"name":73,"text":73},"contracttrial","Probationers and trainees",{"bindId":75,"name":76,"text":77},"contracttrialperiod","56 IT probationers (1)Employees taken on","56 IT probationers\n\n(1)Employees taken on to do IT work without any prior IT experience are\nappointed as probationers. The probationer period is 6 months.\n\n(2)Employees who have undergone:\n\n-the 2-year training to become an IT assistant,\n\n-the systems programmer training,\n\n-computer scientist training,\n\nare appointed without a probationer period.",{"bindId":79,"name":80,"text":80},"contractseverancepay","Part X - Dismissal and severance pay",{"bindId":82,"name":83,"text":84},"contractseverancepay1","(4)Where the employer dismisses an emplo","(4)Where the employer dismisses an employee, who has been employed by the\ncompany for a continuous period of 12 years or more, the company must pay\nseverance pay in accordance with the rules set out in section 2a of the\nSalaried Employees Act and a special compensatory amount equivalent to:\n\n- 1 month’s salary for employees who have turned\n40\n\n- 2 months’ salary for employees who have turned\n45\n\n- 3 months’ salary for employees who have turned\n50\n\n- 5 months’ salary for employees who have turned\n55\n\n- 6 months’ salary for employees who have turned\n60.",{"bindId":86,"name":87,"text":88},"part_time_excludedtxt","(b)employees whose working hours do not ","(b)employees whose working hours do not exceed 8 hours a week or 34.7 hours\na month.",{"bindId":90,"name":91,"text":92},"tempagencytxt","(3)This agreement does not cover the fol","(3)This agreement does not cover the following categories of employee:\n\n(a)employees engaged for temporary work not exceeding one month; and",{"bindId":94,"name":87,"text":88},"minijobs_excluded",{"bindId":96,"name":97,"text":98},"disabilitypay","Compensation in the event of death and c","Compensation in the event of death and complete disability is DKK 1,300,000\nand DKK 2,600,000, respectively.",{"bindId":100,"name":101,"text":102},"healthinsurance","7. Health insurance between the FA and t","7. Health insurance between the FA and the Financial Services\nUnion\n\nCoverage\n\nEmployees covered by the collective agreement concluded between the FA and\nthe Financial Services Union or a company collective agreement according to the\ngeneral agreement concluded between the FA and the Financial Services Union\nexcept companies that have established an employer-paid health insurance for\nthe employees before 1 April 2003.\n\nPurpose\n\nThe health insurance is mandatory and aims to ensure that the company’s\nemployees covered by the collective agreement can receive treatment in a\nprivate hospital as well as aftercare in the event of illness or accident.\n\nValidity\n\nThe health insurance is valid from the date of employment and terminates\nwhen the employee leaves his or her position.\n\nContent\n\nThe content of the health insurance is agreed locally between the company\nand the union representative. As a supplement to a mandatory scheme, an\nindividual, additional insurance may be agreed, which can be financed by the\ncompany and\u002For by deduction from the employee’s pay. The scheme must oblige\nthe insurance company to inform the company and the union representative once a\nyear about the financial state of affairs of the scheme and statistical\ndevelopments in claims performance.\n\nPremium payment\n\nThe premium for the mandatory health insurance is paid by the company.",{"bindId":104,"name":105,"text":106},"WORKFAM_trigger","65 Pregnancy and maternity\u002Fpaternity lea","65 Pregnancy and maternity\u002Fpaternity leave",{"bindId":108,"name":109,"text":110},"paidmaternityleave","After childbirth, the mother (giving bir","After childbirth, the mother (giving birth) is entitled to maternity leave\nat full pay for up to ten weeks. It is compulsory for the mother to take two\nweeks’ leave after giving birth.\n\nIn addition, the mother (giving birth) is entitled to parental leave at full\npay for up to 16 weeks.\n\nIf an agreement is not reached on the timing of parental leave, the mother\n(giving birth) may time her parental leave in the 11 to 52-week period as one\ncontinuous period. The employee may also choose to time the parental leave as\ntwo equally long continuous periods within the above-mentioned period. The\nemployee is not entitled to full pay in connection with deferred leave.",{"bindId":112,"name":113,"text":114},"paidmaternityleave_father","Fathers\u002FCo-mothers (not giving birth) ar","Fathers\u002FCo-mothers (not giving birth) are entitled to paternity leave at\nfull pay for up to 2 weeks. If an agreement is not reached on the timing of\npaternity leave, the paternity leave must be taken as one continuous period\nuntil week ten.\n\nFathers\u002FCo-mothers (not giving birth) are subsequently also entitled to\npaternity leave at full pay for up to 24 weeks.",{"bindId":116,"name":117,"text":118},"paidmaternityleaveduration","(1)Before childbirth, a female employee ","(1)Before childbirth, a female employee (giving birth) is entitled to\npregnancy leave at full pay, however, at the earliest, four weeks prior to the\nexpected date of birth.\n\nAfter childbirth, the mother (giving birth) is entitled to maternity leave\nat full pay for up to ten weeks. It is compulsory for the mother to take two\nweeks’ leave after giving birth.\n\nIn addition, the mother (giving birth) is entitled to parental leave at full\npay for up to 16 weeks.",{"bindId":120,"name":105,"text":121},"paidmaternityleavepay","65 Pregnancy and maternity\u002Fpaternity leave\n\n(1)Before childbirth, a female employee (giving birth) is entitled to\npregnancy leave at full pay, however, at the earliest, four weeks prior to the\nexpected date of birth.\n\nAfter childbirth, the mother (giving birth) is entitled to maternity leave\nat full pay for up to ten weeks. It is compulsory for the mother to take two\nweeks’ leave after giving birth.\n\nIn addition, the mother (giving birth) is entitled to parental leave at full\npay for up to 16 weeks.",{"bindId":123,"name":105,"text":121},"paidmaternityleavepayperc",{"bindId":125,"name":126,"text":127},"paidmaternityleaveall","The employer’s obligation to pay full sa","The employer’s obligation to pay full salary, as above, is conditional on\nthe employee being entitled to benefits according to the Danish\nMaternity\u002FPaternity Leave Act.",{"bindId":129,"name":113,"text":130},"paidpaternityleave","Fathers\u002FCo-mothers (not giving birth) are entitled to paternity leave at\nfull pay for up to 2 weeks. If an agreement is not reached on the timing of\npaternity leave, the paternity leave must be taken as one continuous period\nuntil week ten.\n\nFathers\u002FCo-mothers (not giving birth) are subsequently also entitled to\npaternity leave at full pay for up to 24 weeks.\n\nIf an agreement is not reached on the timing of parental leave, the\nfather\u002Fco-mother may time their parental leave in the 11 to 52 week-period\nafter childbirth as one continuous period. The employee may also choose to time\nthe parental leave as two equally long continuous periods within the\nabove-mentioned period.",{"bindId":132,"name":113,"text":133},"paidpaternityleaveduration","Fathers\u002FCo-mothers (not giving birth) are entitled to paternity leave at\nfull pay for up to 2 weeks. If an agreement is not reached on the timing of\npaternity leave, the paternity leave must be taken as one continuous period\nuntil week ten.",{"bindId":135,"name":113,"text":133},"paidpaternityleavepay",{"bindId":137,"name":113,"text":133},"paidpaternityleavepayperc",{"bindId":139,"name":140,"text":141},"childcare","68 Time-off in the event of a child’s si","68 Time-off in the event of a child’s sickness",{"bindId":143,"name":144,"text":145},"childcareleave","(1)If necessary, an employee is entitled","(1)If necessary, an employee is entitled to time-off with pay for up to five\nworking days of the period of sickness of a child still at home (normally a\nchild under the age of 15) to make arrangements for suitable childcare or to\ncare him\u002Fherself for the child. If such absence lasts more than two working\ndays, the employee must give reasons why it is not possible to organise other\nsuitable childcare.\n\n(2)In the event of hospitalisation of a sick child under the age of 18\nrequiring the presence of the parents, leave on full pay will be given for up\nto two weeks.\n\nIn the event of outpatient treatment of a sick child under the age of 18\nreplacing hospitalisation and requiring the presence of the parents, necessary\ntime off with full pay will be given for up to two weeks.\n\nThe same applies if the child is discharged from the hospital or similar\noutpatient treatment and it still requires care in the home instead of\nhospitalisation. The company may require necessary documentation for this.\n\nThe total period of time-off may not exceed two weeks.",{"bindId":147,"name":148,"text":149},"longtermillness","75 Redeployment of employees after sickn","75 Redeployment of employees after sickness absence\n\n(1)If an employee is unable to perform the duties of his\u002Fher job after\nsickness absence, the company must offer the employee possible redeployment,\nfor instance by offering retraining and supplementary training.",{"bindId":151,"name":152,"text":152},"WORKHOURS_trigger","Part II- Working hours",{"bindId":154,"name":155,"text":156},"hourspyear","3 Length of working hours Annual norm (1","3 Length of working hours\n\nAnnual norm\n\n(1)The effective number of working hours for full-time employees is 1,924\nannually. For full-time IT employees, however, the effective working time is\n1,872 hours annually. Effective working hours must be understood to mean\nexcluding breaks and any other time off.\n\nLocally, it can be agreed that IT employees’ annual norm be raised to\n1,924 hours, so that the transition from 36 to 37 hours a week is remunerated\nwith payment for 1.5 hours.",{"bindId":158,"name":159,"text":160},"hourspweek","Length of working hours (2)Working hours","Length of working hours\n\n(2)Working hours for full-time employees during any single week are 37\nhours. For full-time IT employees, however, working hours during any single\nweek are 36 hours, see (1) above.",{"bindId":162,"name":163,"text":164},"hoursovertimemax","-During any single week, the working hou","-During any single week, the working hours\nincluding overtime\u002Fadditional work can be 48 hours at most. In special\nsituations, the company and the union representative can agree to depart from\nthis restriction.",{"bindId":166,"name":167,"text":168},"flexible_work_options","12 Flexitime (1)Flexitime provides the e","12 Flexitime\n\n(1)Flexitime provides the employee with the possibility of organising his or\nher own daily working hours— responsibly, and taking into account the running\nof the company.\n\n(2)Employees are entitled to flex up two hours either side of core time.\nCore time is the period of the day when the individual employee\u002Fall employees\nhave to be present. If core time is not usable as a starting point for\nflexitime, the company can choose instead to give employees the right to flex\nup to two hours either side of starting or leaving time respectively.\n\nWhere appropriate, a local agreement can be concluded on extended scope for\nflexitime. The company can oppose flexitime for individuals or groups of\nemployees if the work is incompatible with flexitime. The local union\nrepresentative steward must be given objective reasons why this is not\nfeasible. In the event of disagreement, the case can be pursued with the union\nrepresentative. If agreement cannot be reached, the talks will be carried on\nbetween the organisations.",{"bindId":170,"name":171,"text":171},"PAIDLEAV_trigger","Part VI - Holiday",{"bindId":173,"name":174,"text":175},"holidaysdays","40 Days of holiday determined under the ","40 Days of holiday determined under the collective agreement\n\n(1)In addition to the holidays laid down in the Holiday Act, employees are\nentitled to additionally five days of holiday with pay in the holiday-taking\nperiod relating to the holiday year. The days of holiday are allocated on 1\nSeptember, unless the employee’s employment begins or ends in the period set\nout in (2) below.\n\n(2)If an employee has not been employed during the full holiday year,\nadditional days of holiday will be allocated according to the following\nrules:\n\n\n  \n  \n  \n  \n    \n      Employmentin the period from 1 September to 30 November\n      5 days of holiday\n    \n    \n      Employmentbefore1March\n      4 days of holiday\n    \n    \n      Employmentbefore1May\n      3 days of holiday\n    \n    \n      Employmentbefore1July\n      2 days of holiday\n    \n    \n      Employment on or after 1 July\n      1 day of holiday\n    \n  \n\n\nEmployees not working every day will be given the additional holidays on a\npro rata basis.",{"bindId":177,"name":178,"text":179},"holidaysweeks","(1)In addition to the holidays laid down","(1)In addition to the holidays laid down in the Holiday Act, employees are\nentitled to additionally five days of holiday with pay in the holiday-taking\nperiod relating to the holiday year. The days of holiday are allocated on 1\nSeptember, unless the employee’s employment begins or ends in the period set\nout in (2) below.",{"bindId":181,"name":182,"text":183},"bankholidays1","(2)Work performed on the Friday after As","(2)Work performed on the Friday after Ascension Day, Constitution Day,\nChristmas Eve or 31 December is treated as work performed on weekday\nholidays.\n\n(3)In the case of overtime\u002Fadditional work on weekday holidays and Saturdays\nand\u002For Sundays during Easter and Whitsun, equivalent compensatory time-off must\nbe given.",{"bindId":185,"name":186,"text":187},"schedulesrestpw","5 Working hours determined by the compan","5 Working hours determined by the company\n\n(1)Financial and IT employees may have their working hours for any single\nweek fixed by the company on Monday to Friday. For full-time employees, the\nnumber of effective working hours may vary between six and ten hours a day.\n\n(2)For full-time employees, working hours commence between 08:00 am and\n10:00 am and may be arranged by the company in one of the following ways:\n\na.every day until17:00 pm\n\nb.four days until 17:00 pm and one day until 19:15\npm.",{"bindId":189,"name":190,"text":191},"TRADEUNLEAV_trigger","(2)Moreover, union representatives have ","(2)Moreover, union representatives have three days off with pay a year to\nparticipate in the Financial Services Union’s review of new agreements and\ncollective agreements between the parties to this agreement or to hold meetings\nwith the executive committee of the union branch concerning union-related\nmatters.\n\n(3)In addition to the time-off mentioned in (2), chairmen of union-related\nstaff associations, senior union representatives and area union representatives\nare, after completion of the basic training course, entitled to six days off\nwith pay a year to participate in the Financial Services Union’s courses.\n\n(4)In addition to the time-off mentioned in (2), members of the executive\ncommittees of the Financial Services Union’s branches are, after completion\nof the basic training course, entitled to six days off with pay a year to\nparticipate in the Financial Services Union’s courses.\n\n(5)With the exception of one day a year to participate in the Financial\nServices Union’s review of new agreements and collective agreements, the\ncompany and the union representative may agree on a different way of\ndistributing the whole of such paid time-off, see (1) to (3), as granted to the\nFinancial Services Union’s employee representatives in the company.",{"bindId":193,"name":190,"text":194},"tradeunleavdays","(2)Moreover, union representatives have three days off with pay a year to\nparticipate in the Financial Services Union’s review of new agreements and\ncollective agreements between the parties to this agreement or to hold meetings\nwith the executive committee of the union branch concerning union-related\nmatters.",{"bindId":196,"name":197,"text":198},"CONSIGN_trigger","Payment for on-call duty (5)An on-call d","Payment for on-call duty\n\n(5)An on-call duty period can last for one to 24 hours and is paid per\nsix-hour period or part of such period at the following rates:\n\nFrom Monday 06:00 am to Friday 18:00 pmSix hours are wholly or partly in the\nperiod from Friday 18:00 pm to Monday 06:00 am and weekday holidays\n\n\n\n\n\n\n  \n    \n       \n      \n      From\n        Monday 06:00 am to Friday 18:00 pm\n      \n      Six\n        hours are wholly or partly in the period from Friday 18:00 pm to Monday\n        06:00 am and weekday holidays\n      \n    \n    \n      1\n        July 2022\n      \n      %\n        hour’s compensatory time off and DKK 305\n      \n      1\n        hour’s compensatory time off and DKK 605\n      \n    \n    \n      1\n        July 2023\n      \n      %\n        hour’s compensatory time off and DKK 320\n      \n      1\n        hour’s compensatory time off and DKK 630\n      \n    \n    \n      1\n        July 2024\n      \n      %\n        hour’s compensatory time off and DKK 330\n      \n      1\n        hour’s compensatory time off and DKK 655",{"bindId":200,"name":201,"text":202},"standbyallowanceamount1","1 July 2024 % hour’s compensatory time o","1\n        July 2024\n      \n      %\n        hour’s compensatory time off and DKK 330\n      \n      1\n        hour’s compensatory time off and DKK 655",{"bindId":204,"name":205,"text":205},"WAGES_trigger","Part III - Salary",{"bindId":207,"name":208,"text":209},"WAGES_determined","23 Salary (1)Salaries are agreed on an i","23 Salary\n\n(1)Salaries are agreed on an individual basis between the company and the\nemployee.",{"bindId":211,"name":212,"text":213},"PAYSCALES_table_selection_txt","(4)The minimum monthly salary excluding ","(4)The minimum monthly salary excluding employer’s pension contribution\nis:\n\n  DKK25,500asof1April 2023\n  DKK26,650asof1July 2023\n  DKK27,650asof1July 2024\n\n\n(5)Employees who organise their work independently may be employed on a\nfixed salary basis if their monthly salary excluding employer’s pension\ncontribution is at least:\n\n  DKK54,050asof1April 2023\n  DKK54,050asof1July 2023\n  DKK56,050asof1July 2024\n\n\n(6)Employees may be employed on an individual\ncontract if their monthly salary excluding employer’s pension contribution,\ncare days, the sixth holiday week and special holiday supplement is at\nleast:\n\n  DKK71,400asof1April 2023\n  DKK74,600asof1July 2023\n  DKK77,350asof1July 2024",{"bindId":215,"name":216,"text":216},"WAGES_payscale1_selected_start","DKK27,650asof1July 2024",{"bindId":218,"name":219,"text":219},"WAGES_payscale1_selected_end","DKK77,350asof1July 2024",{"bindId":221,"name":222,"text":223},"STRUCINCR_trigger","24 Local salary pool In connection with ","24 Local salary pool\n\nIn connection with each renewal of the collective agreement, the parties to\nthe collective agreement will agree how fixed rates should be adjusted in the\nnext term of the collective agreement.\n\nMoreover, the parties to the collective agreement will agree on the size of\nthe share to be used for a local salary pool in the company.\n\nThe following local salary pools have been agreed for the term of the\ncollective agreement:\n\n  0.00% in 2023\n  1.00% in 2024",{"bindId":225,"name":226,"text":226},"ANNLEAVE_trigger","39 Holiday allowance",{"bindId":228,"name":229,"text":230},"annleaveallowanceperc1","(2)Instead of the holiday allowance prov","(2)Instead of the holiday allowance provided for by the Holiday Act, the\nemployer pays a special holiday allowance of 3.25%. The special holiday\nallowance is calculated on the basis of gross salary during the previous year\nof accrual with deduction of any special holiday allowance already paid out.\nThe special holiday allowance is paid on 1 May of each year.",{"bindId":232,"name":233,"text":234},"SUNDAY_trigger","If the change includes a Saturday\u002FSunday","If the change includes a Saturday\u002FSunday or holiday within the two-week\nperiod, the amount will be:\n\n  DKK 1,085 as of 1 July 2022\n  DKK 1,135 as of 1 July 2023\n  DKK 1,175 as of 1 July 2024",{"bindId":236,"name":237,"text":238},"HARDSHIP_trigger","17 Machine-\u002Fsystem-dependent additional ","17 Machine-\u002Fsystem-dependent additional work\n\n(1)For IT employees, machine-\u002Fsystem-dependent additional work, ordered to\nbe carried out during the following hours:\n\n  From 20:00 pm to 06:00 am on weekdays\n  From Saturday 00:00 am to Sunday 24:00 pm\n  Weekday holidays from 00:00 am to 24:00 pm\n\n\nis paid at an hourly rate of:\n\n  DKK 535 as of 1 July 2022\n  DKK 560 as of 1J uly 2023\n  DKK 580 as of 1 July 2024",{"bindId":240,"name":241,"text":242},"hardshipallowancetype2","(1)For IT employees, machine-\u002Fsystem-dep","(1)For IT employees, machine-\u002Fsystem-dependent additional work, ordered to\nbe carried out during the following hours:",{"bindId":244,"name":245,"text":245},"PAYSCALES_trigger","23 Salary",{"bindId":247,"name":248,"text":249},"SENIOR_trigger","Employees employed before 1 April 2020 a","Employees employed before 1 April 2020 are subject to the rules\nbelow in connection with the transition from seniority-based salary systems to\na new salary system under the 2020 collective agreement.\n\nThe new salary system is implemented from 1 July 2021. This means that\nemployees who as of 1 July 2021 have not entered the final grade of the salary\nscale in question must be compensated for the seniority-based salary increases\nthey are missing as a result of the implementation of the new salary system.\n\nCompensation is calculated based on the seniority-based salary increases\nthat the employee is entitled to under the standard collective agreement but\nwill be missing when the new salary system is introduced.",{"bindId":251,"name":252,"text":252},"newtech_aiam","14 Special conditions in the IT field",{"bindId":254,"name":255,"text":256},"newtech_topics","Lone working (1)For IT employees, the co","Lone working\n\n(1)For IT employees, the company’s safety and operating conditions as well\nas the working environment should be taken into consideration when fixing rotas\nfor employees on shifts. Efforts must be made to include such considerations\nwhen the company has initiated or is planning to initiate activities where the\nemployee will be alone at the work place.",{"bindId":258,"name":259,"text":260},"coveragegroup2","(7)Young people under the age of 18 are ","(7)Young people under the age of 18 are remunerated with at least 60% of the\nminimum salary. Remuneration is made in accordance with the general rules of\nthe collective agreement from the first day of the month in which the employee\nturns 18.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>DNK Employers Employers Association -\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n            \n                \u003Cdiv id=\"display-start_date\">Startdato: → Ikke specificeret\u003C\u002Fdiv>\n            \n\n            \n            \n                \u003Cdiv id=\"display-end_date\">Slutdato: → Ikke specificeret\u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratificeret af: → Court\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: → Bankvæsen, finansiel- og forsikringsvirksomhed\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: → Brugsforeningernes Arbejdsgiverforening\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Navne på fagforeninger: → \n\n                \n                    \n                    \u003Cspan>\n                        FTF - Finansforbundets\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SIKKERHED OG PENSIONER\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Arbejdsgiver bidrager til pensionskasse for medarbejdere: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Arbejdsgiver bidrager til en handicapfond for medarbejdere: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Arbejdsgiver bidrager til arbejdsløshedskasse for medarbejdere: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">UDDANNELSE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Uddannelsesprogrammer: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Lærlingeuddannelse: → Ja\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: → Ja\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Betalt fravær på grund af menstruation: → Nej\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Betaling i tilfælde af invaliditet som følge af arbejdsulykke: → Ja\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SUNDHED OG SIKKERHED SAMT LÆGEHJÆLP\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Lægehjælp aftalt: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Hjælp fra pårørende aftalt: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Bidrag til sundhedsforsikring aftalt: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Sundhedsforsikring til pårørende aftalt: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Sundheds- og sikkerhedspolitik aftalt: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Sundheds- og sikkerhedsuddannelse aftalt: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Beskyttelsestøj udleveret: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Jævnlig eller årlig helbredstjek eller besøg foranlediget af arbejdsgiver: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Overvågning af bevægeapparatet på arbejdspladser, professionel risici og\u002Feller forholdet mellem arbejde og sundhed: → Employee involvement in the monitoring\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Begravelseshjælp: → Nej\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">ARBEJDE- OG FAMILIEORDNINGER\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Betalt barselsorlov: → 30 uger\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Betalt barselsorlov begrænset til 100 % af grundløn\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Jobsikkerhed efter barselsorlov: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Forbud mod forskelsbehandling i forbindelse med barsel: → Nej\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Forbud mod at tvinge gravide eller ammende medarbejdere til at udføre farligt eller usundt arbejde: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">APV risikovurdering for sikkerhed og sundhed for gravide eller ammende kvinder: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Tilgængelighed af alternativer til farligt og usundt arbejde for gravide eller ammende kvinder: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Fravær i forbindelse med fødselsforberedelse: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Forbud mod at screene for graviditet før ansættelse af vikarer: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Forbud mod at screene for graviditet før forfremmelse: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Faciliteter til ammende mødre: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Børnepasningsfaciliteter anlagt af arbejdsgiver: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Børnepasningsfaciliteter med tilskud fra arbejdsgiver: → Nej\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetær undervisning\u002Ftilskud til børns uddannelse: → Nej\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Betalt orlov pr. år ved omsorgsarbejde for pårørende: → 5 dage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Betalt barselsorlov til fædre: → 2 dage\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \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: → 180 dage\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_perc\">\n                Fratrædelsesgodtgørelse efter 5 års ansættelse (procentdel af månedsløn): → Insufficient data %\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_perc_1_tenure\">\n                Fratrædelsesgodtgørelse efter et års ansættelse (procentdel af månedsløn): → The CBA explicitly refers to the law %\n            \u003C\u002Fdiv>\n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Medarbejdere på deltid ekskluderet fra nogen bestemmelser: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Bestemmelser for midlertidigt ansatte: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Lærlinge ekskluderet fra nogen bestemmelser: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijob\u002Fstudenterjob ekskluderet fra nogen bestemmelser: → Ja\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            \u003Cdiv id=\"display-hourspyear\">\n                Arbejdstimer pr. år: → 1924.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-hoursovertimemax\">\n                Maksimalt antal overarbejdstimer: → 11.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Betalt årlig orlov: → -10.0 dage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Betalt årlig orlov: → -10.0 uger\n    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løntabeller: → Yes, in more than one table\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Justering i henhold til stigende leveomkostninger: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Lønstigning\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Lønstigning: → 1.0 %\n                \u003C\u002Fdiv>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-CONSIGN_trigger\">Betaling for at være til rådighed\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-standbyallowanceamount1\">\n                    Betaling for at være til rådighed: → DKK 330.0\n                \u003C\u002Fdiv>\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            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Ekstrabetaling til årlig ferie\u003C\u002Fh4>\n                \u003Cdiv id=\"display-annleaveallowanceperc1\">\n                    Ekstrabetaling til årlig ferie: → 3.25 % af grundløn\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-HARDSHIP_trigger\">Betaling af hardship-tillæg\u003C\u002Fh4>\n\n                \n\n                \u003Cdiv id=\"display-hardshipallowanceamount1\">\n                    Betaling af hardship-tillæg: → DKK 580.0 pr. måned\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n    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