[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fda-dk\u002Farbejde-i-danmark\u002Fkollektiv-overenskomst\u002Fcollective-agreement-hilfr-aps-2024":3,"menu:\u002Fda-dk:":125,"sites:htmlblocks":295,"footer:root":1494,"cite-subsites":1592,"subsites":5157,"cite-footer:root":5634,"suggested:root":5673},{"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":105,"content_type_view":106,"extra_breadcrumbs":107,"body":109,"body_blocks":120,"related_pages":124},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":103,"translations":104},{"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-hilfr-aps-2024","b1e4505e-df17-11ef-a20f-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fdenmark\u002Fcollective-agreement-hilfr-aps-2024\u002Fcollective-agreement-hilfr-aps-2024\u002F","Collective agreement Hilfr ApS_2024","Collective agreement Hilfr ApS_2024 - 2024","Denmark - Collective agreement Hilfr ApS_2024 - 2024","Collective agreement Hilfr ApS_2024 - 2024 - Overvågning, rengøring, hjemmearbejde",{"name":39,"data":40},"3F-Hilfr Collective Agreement 240701 - 250331 ORI.html","\n\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New21\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>Collective agreement Between Hilfr ApS, Central Business Register (CVR) No.\n37297262 and United Federation of Danish Workers (3F Private Service, Hotel and\nRestaurant)\u003C\u002Fh1>\n\n\u003Cdiv class=\"toc\">\n\u003Cul>\n  \u003Cli>\u003Ca href=\"#L106\">§ 1Scope of the agreement\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L108\">Scope of application\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L114\">§ 2Employers' liability\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L118\">§ 3Employment\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L120\">Employment contract\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L126\">Affiliation agreement\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L130\">Confirmation of tasks\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L136\">§ 4Salary\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L156\">§ 5Salary statement\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L164\">§ 6Tasks and cancellation of tasks\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L174\">§ 7Unemployment benefit during sickness\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L180\">§ 8Pension and health care plan\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L188\">§ 9Dismissal\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L204\">§ 10Notice periods\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L224\">§ 11Holidays and floating holidays\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L226\">Holidays\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L238\">Payment\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L246\">Floating holidays\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L256\">§ 12Rules on the settlement of disputes\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L260\">§ 13Digital local union club\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L272\">§ 14Non-compete clauses\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L276\">§ 15Fair terms and conditions\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L284\">§ 16Health and safety at work and work-life\n  balance\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L294\">§ 17Artificial intelligence, algorithm management and\n    learning algorithms\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L308\">Transparency\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L314\">Data collection\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L318\">Disclosure to third parties\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L328\">Waiver of rights\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L332\">§ 18The employee’s profile on the platform\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L340\">§ 19Conditions underlying the collective\n  agreement\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L350\">§ 20Accession to the agreements between LO (FH) and DA\n    in force at any time.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L354\">§ 21Entry into force and duration\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L364\">PROTOCOLS\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L366\">Protocol 1. Digital address - correspondence\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L372\">Protocol 2. Digital address - illness, notice of\n        fitness for work\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L376\">Protocol 3. Rules on union representatives\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L380\">Protocol 4. Salary components and free-choice\n        account\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L384\">Protocol 5. pension scheme\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L388\">ANNEX\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L390\">Annex 1.Pay\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L400\">Annex 2.Affiliation agreement\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L426\">Annex 3.Declaration on waiver of individual\n      rights\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n\u003C\u002Ful>\n\u003C\u002Fdiv>\n\n\u003Cp>Hilfr 2\u003C\u002Fp>\n\n\u003Cp>COLLECTIVE AGREEMENT\u003C\u002Fp>\n\n\u003Ch2 id=\"L106\">§ 1Scope of the agreement\u003C\u002Fh2>\n\n\u003Ch3 id=\"L108\">Scope of application\u003C\u002Fh3>\n\n\u003Cp>This collective agreement applies to service assistants who perform cleaning\nwork in private homes facilitated by the digital platform Hilfr ApS\n(hereinafter Hilfr).\u003C\u002Fp>\n\n\u003Cp>The agreement only covers salaried employees.\u003C\u002Fp>\n\n\u003Ch2 id=\"L114\">§ 2Employers' liability\u003C\u002Fh2>\n\n\u003Cp>Hilfr is the hiring company and is responsible for the payment of salaries,\nholiday pay, pension contributions etc. to the employees and for withholding\nand paying tax.\u003C\u002Fp>\n\n\u003Ch2 id=\"L118\">§ 3Employment\u003C\u002Fh2>\n\n\u003Ch3 id=\"L120\">Employment contract\u003C\u002Fh3>\n\n\u003Cp>The Employment Contracts Act ( ans^ttelsesbevisloven ) in force at any time\nis to be regarded as an agreement entered into in accordance with this\ncollective agreement.\u003C\u002Fp>\n\n\u003Cp>The parties agree that Hilfr has a duty to ensure that all communication,\ngiven orders and instructions are given to the company’s foreign workers in a\nlanguage they can understand. This also applies to employment and dismissal\nconditions.\u003C\u002Fp>\n\n\u003Ch3 id=\"L126\">Affiliation agreement\u003C\u002Fh3>\n\n\u003Cp>An affiliation agreement is concluded between Hilfr and the employee using\nthe template agreed by the parties (Annex 2). The affiliation agreement forms\npart of the employment contract.\u003C\u002Fp>\n\n\u003Ch3 id=\"L130\">Confirmation of tasks\u003C\u002Fh3>\n\n\u003Cp>For every task obtained, a confirmation will be forwarded to the employee\ndigitally. The confirmation of the task includes information on when the task\nis scheduled to begin, the agreed number of hours, the agreed hourly salary, a\ntask description and the address at which the job is to be performed.\u003C\u002Fp>\n\n\u003Cp>The affiliation agreement and the job confirmation for the individual task\nconstitute an employment contract.\u003C\u002Fp>\n\n\u003Ch2 id=\"L136\">§ 4Salary\u003C\u002Fh2>\n\n\u003Cp>Subsection 1. Reference is made to the Pay Annex in force at any given time\n(Annex 1).\u003C\u002Fp>\n\n\u003Cp>The salary must be paid to the employee's account at a bank designated by\nthe employee on the last working day of each month.\u003C\u002Fp>\n\n\u003Cp>The pay period runs from the 16th to the 15th of the following month.\u003C\u002Fp>\n\n\u003Cp>The employee can set his\u002Fher individual salary via the platform. Meanwhile,\nit can never be lower than the pay stipulated in this collective agreement.\u003C\u002Fp>\n\n\u003Cp>Subsection 2. The service fee payable to Hilfr is included in the salary\ndisclosed to the customer on the platform.\u003C\u002Fp>\n\n\u003Cp>The employee must always be informed of the amount of the service fee and of\nhis or her own salary.\u003C\u002Fp>\n\n\u003Cp>Subsection 3. Notice of changes to the service fee must be given with at\nleast 3 months’ notice. Changes to the service fee cannot be made in relation\nto agreements already concluded with users.\u003C\u002Fp>\n\n\u003Cp>Subsection 4. The salary due to the employee, with the deduction of the\nservice fee, cannot be lower than the salary under the Pay Annex in force at\nany time (Annex 1).\u003C\u002Fp>\n\n\u003Cp>Subsection 5. Salary is provided for the hours worked. Any calculation of or\npayment for piecework are of no concern to the employee.\u003C\u002Fp>\n\n\u003Ch2 id=\"L156\">§ 5Salary statement\u003C\u002Fh2>\n\n\u003Cp>By the end of each month, a salary statement will be forwarded to employees\nshowing the hours worked, the hourly pay and other allowances, including\npension, accrued holidays, holiday pay, etc.\u003C\u002Fp>\n\n\u003Cp>The service fee is not declared as taxable income.\u003C\u002Fp>\n\n\u003Cp>Salary statements are forwarded digitally, cf. Protocol 1\u003C\u002Fp>\n\n\u003Ch2 id=\"L164\">§ 6Tasks and cancellation of tasks\u003C\u002Fh2>\n\n\u003Cp>Subsection 1. The employee decides how many tasks to accept and when to\nperform the tasks as agreed with the customer.\u003C\u002Fp>\n\n\u003Cp>Subsection 2. The employee is responsible for keeping and updating his or\nher calendar on the platform, which shows the hours when the employee is\navailable for accepting tasks.\u003C\u002Fp>\n\n\u003Cp>Subsection 3. To the extent possible, the employee must accept booking\nrequests from customers within those hours, unless specific conditions apply.\nEmployees must reply to messages from customers as soon as possible.\u003C\u002Fp>\n\n\u003Cp>Subsection 4. If the customer cancels a task for which the employee has\nreceived a confirmation, the employee must receive a fee amounting to 50% of\nthe agreed pay if the cancellation is made with less than 36 hours’ notice\ncalculated from the time when the task was scheduled to start unless the\ncancellation can be attributed to the employee.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-unemploymentfund\">\u003Ch2 id=\"L174\">§ 7Unemployment benefit during sickness\u003C\u002Fh2>\n\n\u003Cp>The company must pay unemployment benefit for already confirmed tasks during\nunfitness for work due to illness, including industrial injury, in accordance\nwith the Sickness Benefit Act (sygedagpengeloven) in force at any time.\nAgreements on new tasks via the platform cannot be made while the employee is\nill.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Holiday pay and pension are calculated on the basis of unemployment benefit\npaid.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003Ch2 id=\"L180\">§ 8Pension and health care plan\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>12.15% of the taxable income (including holiday pay) must be paid in pension\ncontributions to employees from the day when the employee turns 20 years of\nage. Hilfr’s contribution constitutes 10.15% of this amount (including health\ncare plan) and the employee's contribution constitutes 2 %. This amount is paid\nmonthly to PensionDanmark.\u003C\u002Fp>\n\n\u003Cp>All employees covered by the pension scheme in PensionDanmark are also\ncovered by PensionDanmark's health care plan. The contribution to the health\ncare scheme constitutes 0.15% which Hilfr pays in addition to the employer's\npension contributions, cf. above.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Pension contributions are only paid if the employee has had paid employment\ni Hilfr amounting to a minimum of 320 hours within a 3-year period or if the\nemployee already belongs to an occupational pension scheme.\u003C\u002Fp>\n\n\u003Ch2 id=\"L188\">§ 9Dismissal\u003C\u002Fh2>\n\n\u003Cp>Deletion or other depersonalization of the employee’s profile on the\nplatform is considered dismissal.\u003C\u002Fp>\n\n\u003Cp>Deletion or other depersonalization of the employee’s profile on the\nplatform cannot be carried out before the employees has been notified of this\nin writing.\u003C\u002Fp>\n\n\u003Cp>The forwarding of information about an upcoming deletion or other\ndepersonalization can only be made to a digital address designated by the\nemployee and is considered to have arrived in good time on the day after\nreceipt.\u003C\u002Fp>\n\n\u003Cp>Dismissal must be objectively justified in either the company’s or the\nemployee’s circumstances under the rules on the General agreement. The notice\nof dismissal must contain a full statement of the reasons on which it is based\nand must contain a description of all facts, assessments and considerations\nrelied on and how they have been weighed.\u003C\u002Fp>\n\n\u003Cp>Claims of unjustified dismissal shall be dealt with in accordance with the\nrules of the General Agreement between LO and DA in force at any time.\u003C\u002Fp>\n\n\u003Cp>Gross misconduct\u003C\u002Fp>\n\n\u003Cp>The above rules on dismissal do not affect Hilfr's right to make a justified\ndismissal in the event of the employee’s gross misconduct.\u003C\u002Fp>\n\n\u003Ch2 id=\"L204\">§ 10Notice periods\u003C\u002Fh2>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>The notice periods are:\u003C\u002Ftd>\n      \u003Ctd>Notice Hilfr must give\u003C\u002Ftd>\n      \u003Ctd>the Notice the employee must give\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>First 6 months\u003C\u002Ftd>\n      \u003Ctd>2 weeks\u003C\u002Ftd>\n      \u003Ctd>2 weeks\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>After 6 months\u003C\u002Ftd>\n      \u003Ctd>2 months\u003C\u002Ftd>\n      \u003Ctd>2 weeks\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The notices given by the employee only apply to the booking confirmations\nthat the employee accepted prior to resignation. The employee is not under the\nobligation to take on any new tasks.\u003C\u002Fp>\n\n\u003Cp>The employee must have unhindered access to take on tasks during the notice\nperiod. The employee cannot take on tasks that extend beyond the duration of\nthe notice period.\u003C\u002Fp>\n\n\u003Cp>During the notice period, no changes can be made to the employee’s profile\non the platform that prevent or reduce the employee’s ability to take on\ntasks.\u003C\u002Fp>\n\n\u003Cp>The notice given by Hilfr only applies to the tasks obtained by the employee\nvia the platform. Hilfr is under no obligation to provide further tasks.\u003C\u002Fp>\n\n\u003Cp>During the notice period, the work performed for the customer continues\nunless Hilfr and the customer agree otherwise. If Hilfr and the customer agree\nto cease cooperation during the notice period of the employee, the employee\nmust receive a salary that corresponds to the amount of the booking\nconfirmation until the expiry of the notice period, without prejudice to §\n6.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysweeks\">\u003Ch2 id=\"L224\">§ 11Holidays and floating holidays\u003C\u002Fh2>\n\n\u003Ch3 id=\"L226\">Holidays\u003C\u002Fh3>\n\n\u003Cp>Subsection 1. The Holiday Act (ferieloven) in force at any time is to be\nregarded as an agreement entered into in accordance with this collective\nagreement.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Subsection 2. Holiday pay is provided in accordance with the provisions of\nthe Holiday Act.\u003C\u002Fp>\n\n\u003Cp>Subsection 3. The company must transfer the employee's holiday pay to 3F’s\nHoliday Fund once a month.\u003C\u002Fp>\n\n\u003Cp>Subsection 4. If 3F's Holiday Fund introduces a fee for use of its Holiday\nFund, such a fee may amount to a maximum amount corresponding to the fee set at\nany time for use of the\u003C\u002Fp>\n\n\u003Cp>Holiday Fund.\u003C\u002Fp>\n\n\u003Ch3 id=\"L238\">Payment\u003C\u002Fh3>\n\n\u003Cp>Subsection 5. The employee must request payment of holiday pay via borger.dk\nwhich will then forward the request to Hilfr or 3F’s Holiday Fund. Holiday\npay can be paid out one month prior to the date of the commencement of the\nholiday at the earliest.\u003C\u002Fp>\n\n\u003Cp>Reference is also made to the provisions of the Holiday Act.\u003C\u002Fp>\n\n\u003Cp>Subsection 6. Disputes regarding the Holiday Act are settled through\nindustrial arbitration.\u003C\u002Fp>\n\n\u003Ch3 id=\"L246\">Floating holidays\u003C\u002Fh3>\n\n\u003Cp>Subsection 7. The employee is entitled to five floating holidays\u003C\u002Fp>\n\n\u003Cp>Subsection 8. Accrual of floating holidays is set at 1,75% of the share of\nthe employee's salary used as a basis for calculating holiday payment.\u003C\u002Fp>\n\n\u003Cp>Subsection 9. Payment must be made in end-December and end-June of every\nyear or upon resignation with the final payment of salary.\u003C\u002Fp>\n\n\u003Cp>Subsection 10. Floating holidays can be taken subject to the same rules as\nresidual holiday. Floating holidays cannot be taken during a notice period.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-strikes_trigger\">\u003Ch2 id=\"L256\">§ 12Rules on the settlement of disputes\u003C\u002Fh2>\n\n\u003Cp>The General Agreement concluded between LO and DA concerning the settlement\nof industrial disputes (the Norm) in force at any time applies.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2 id=\"L260\">§ 13Digital local union club\u003C\u002Fh2>\n\n\u003Cp>Subsection 1. The union has access to place a link on the platform that is\nvisible and easily accessible to the employees.\u003C\u002Fp>\n\n\u003Cp>Subsection 2. Through this link, the employees have access to a website,\nfrom which they can elect union representatives, health and safety\nrepresentatives and other representatives, communicate with the union and each\nother, and hold ballots and similar union activities.\u003C\u002Fp>\n\n\u003Cp>Subsection 3. The link must contain the union's logo and name in letters.\u003C\u002Fp>\n\n\u003Cp>Subsection 4. The link can only be used by the employees.\u003C\u002Fp>\n\n\u003Cp>Subsection 5. The union is under the obligation to contribute to the conduct\nof statutory elections of health and safety representatives via the union’s\nwebsite.\u003C\u002Fp>\n\n\u003Ch2 id=\"L272\">§ 14Non-compete clauses\u003C\u002Fh2>\n\n\u003Cp>Non-compete clauses that prevent the employees from concluding private\nagreements with customers cannot be imposed on or agreed with the employees.\u003C\u002Fp>\n\n\u003Ch2 id=\"L276\">§ 15Fair terms and conditions\u003C\u002Fh2>\n\n\u003Cp>Subsection 1. Hilfr must ensure equal and fair conditions in all matters of\nimportance to the employee.\u003C\u002Fp>\n\n\u003Cp>Subsection 2. Hilfr must ensure equal and fair access to customers for all\nemployees. No direct or indirect obstacles must be placed to prevent individual\nemployees from performing as much and as good quality work as possible and to\nobtain as many customers through the platform as possible.\u003C\u002Fp>\n\n\u003Cp>Subsection 3. Hilfr must take all reasonable measures to prevent\ndiscrimination and bias among the users.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2 id=\"L284\">§ 16Health and safety at work and work-life balance\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>Subsection 1. Hilfr must ensure a good work environment, job satisfaction\nand well-being for its employees and must ensure appropriate solutions that\nreduce the risk of job dissatisfaction.\u003C\u002Fp>\n\n\u003Cp>Subsection 2. Hilfr must ensure that employees have co-influence and\nco-determination on matters concerning health and safety at work.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Cp>Subsection 3. The Acts in force at any time concerning working time, 24-hour\nrest periods, rest periods and recording of working time are to be regarded as\nagreements under this collective agreement. Disputes can be settled by\nindustrial arbitration or by the Labour Court.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">\u003Cp>Subsection 4. The Working Environment Act ( arbejdsmijoloven ) applies.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-newtech_trigger\">\u003Ch2 id=\"L294\">§ 17Artificial intelligence, algorithm management and learning\nalgorithms\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-newtech_aiam\">\u003Cp>Subsection 1. Hilfr is a digital workplace platform that uses artificial\nintelligence, algorithm management and learning algorithms\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Subsection 2. For any decision of importance to the employee, the employee\nmust be made aware that one or more algorithms in unison (algorithmic decision)\nhave made the decision.\u003C\u002Fp>\n\n\u003Cp>Subsection 3. Algorithmic decisions affecting employees must be open to\nchallenge before the relevant trade union, labour law and civil law bodies as\nif they had been made by a human.\u003C\u002Fp>\n\n\u003Cp>Subsection 4. The circumstance that a decision has been made by an algorithm\ncannot give rise to procedural prejudice to the employee's disadvantage.\u003C\u002Fp>\n\n\u003Cp>Subsection 5. Any algorithmic decision significantly affecting an employees,\nincluding dismissal, must contain a full statement of the reasons on which it\nis based and must contain a description of all facts, assessments and\nconsiderations relied on and how they have been weighed. Failure to observe\nthis invalidates the decision.\u003C\u002Fp>\n\n\u003Ch3 id=\"L308\">Transparency\u003C\u002Fh3>\n\n\u003Cp>Subsection 6. When the employment relationship is established and\nsubsequently, in the event of any change, the employee must be informed of the\nareas in which algorithmic decisions have been used and the areas in which\nalgorithms have been used to make estimates and assessments for use in human\ndecisions with significance to the employee.\u003C\u002Fp>\n\n\u003Cp>Subsection 7. When the employment relationship is established and\nsubsequently, in the event of any change, the employee must be informed of the\ndata collected on the employee and from which sources.\u003C\u002Fp>\n\n\u003Ch3 id=\"L314\">Data collection\u003C\u002Fh3>\n\n\u003Cp>Subsection 8. Collection of data about the employee must have a reasoned\nmanagement objective.\u003C\u002Fp>\n\n\u003Ch3 id=\"L318\">Disclosure to third parties\u003C\u002Fh3>\n\n\u003Cp>Subsection 9. Data on the employee cannot be collected by a third party. Tax\ninformation is excluded from this.\u003C\u002Fp>\n\n\u003Cp>Apps installed on the employee’s mobile phone, PC or similar\u003C\u002Fp>\n\n\u003Cp>Subsection 10. Apps that are required to be installed on the employee’s\nuser interface (such as mobile phone, PC or similar) may not collect or\ntransmit data from the device.\u003C\u002Fp>\n\n\u003Cp>Communication from the employee to the platform is exempt from this\nrequirement.\u003C\u002Fp>\n\n\u003Ch3 id=\"L328\">Waiver of rights\u003C\u002Fh3>\n\n\u003Cp>Subsection 11. Any individual waiver of rights in relation to the\ncollection, transmission, use and retention of employee data is void unless the\nwaiver is entered into with the individual employee and is covered by the\nagreement between the parties to that effect which is part of this collective\nagreement, cf. Annex 3.\u003C\u002Fp>\n\n\u003Ch2 id=\"L332\">§ 18The employee’s profile on the platform\u003C\u002Fh2>\n\n\u003Cp>Subsection 1. The employee can, at any time, request that derogatory, false\nand offensive statements, images or signs be removed from his\u002Fher profile and\nother places on the platform that can be associated with the employee and where\nthe employee can be clearly identified without adversely affecting the\nemployment relationship.\u003C\u002Fp>\n\n\u003Cp>Subsection 2. The employee can, at any time, request that unfavourable\nstatements be removed from his\u002Fher profile and other places where the employee\nis clearly associated with such statements. Hilfr may, however, convert the\ncustomers' unfavourable statements into a rating system.\u003C\u002Fp>\n\n\u003Cp>Subsection 3. The parties have agreed that this collective agreement cannot\nplace the employee at a disadvantage to the legislation in force at any time in\nrelation to the collection, dissemination, use and storage of data about the\nemployee. \u003C\u002Fp>\n\n\u003Ch2 id=\"L340\">§ 19Conditions underlying the collective agreement\u003C\u002Fh2>\n\n\u003Cp>Subsection 1. The current collective agreement is based on Hilfr’s\nbusiness model at the time of the conclusion of the collective agreement and it\nis therefore closely linked to that business model.\u003C\u002Fp>\n\n\u003Cp>Subsection 2. Should Hilfr consider making substantial amendments to\nconditions upon which provisions in this agreement are based which are\nsignificant to the employee, the parties must resume negotiations of the\nrelevant provisions in the collective agreement with a view to reach an\nagreement thereof.\u003C\u002Fp>\n\n\u003Cp>Subsection 3. Significant amendments affecting the employee cannot be\nimplemented unless agreement is reached.\u003C\u002Fp>\n\n\u003Cp>Subsection 4. Disputes as to whether the intended amendments are significant\nto amendments which are prerequisites for provisions in this collective\nagreement and which are significant to the employee, must be settled by means\nof industrial arbitration.\u003C\u002Fp>\n\n\u003Ch2 id=\"L350\">§ 20Accession to the agreements between LO (FH) and DA in force\nat any time.\u003C\u002Fh2>\n\n\u003Cp>The agreements between LO (FH) and DA in force at any time apply.\u003C\u002Fp>\n\n\u003Ch2 id=\"L354\">§ 21Entry into force and duration\u003C\u002Fh2>\n\n\u003Cp>The collective agreement comes into force from 1 July 2024 and is in force\nuntil 1 March 2025 where it ultimately expires unless the parties agree on a\nrenewal following renegotiations.\u003C\u002Fp>\n\n\u003Cp>During the life of the collective agreement, both parties can terminate the\nagreement with 3 months’ notice whereupon it expires.\u003C\u002Fp>\n\n\u003Cp>If the collective agreement expires, the normative provisions of the\nagreement still apply as individual agreements for the individual employees\nuntil they may be terminated with the individual notices of the employees.\u003C\u002Fp>\n\n\u003Cp>The parties agree that the above is subject to the approval of the competent\nassemblies.\u003C\u002Fp>\n\n\u003Cp>Copenhagen, 28 May 2024 \u003C\u002Fp>\n\n\u003Ch2 id=\"L364\">PROTOCOLS\u003C\u002Fh2>\n\n\u003Ch3 id=\"L366\">Protocol 1. Digital address - correspondence\u003C\u002Fh3>\n\n\u003Cp>All correspondence between Hilfr and the employee is digital. There are no\nsituations in which Hilfr is required to forward mail, including the forwarding\nof offers and orders, by post.\u003C\u002Fp>\n\n\u003Cp>It is the responsibility of the employee to ensure that Hilfr is always\ninformed of a valid digital address to which it can forward messages to the\nemployee.\u003C\u002Fp>\n\n\u003Ch3 id=\"L372\">Protocol 2. Digital address - illness, notice of fitness for\nwork\u003C\u002Fh3>\n\n\u003Cp>Hilfr is required to ensure that the employee has been informed of the\ndigital address to which the employee must forward notices of sickness and\nfitness for work etc.\u003C\u002Fp>\n\n\u003Ch3 id=\"L376\">Protocol 3. Rules on union representatives\u003C\u002Fh3>\n\n\u003Cp>The rules in force at any time regarding union representatives, including\nelection and duties, in the collective agreement between 3F PSHR and the\nConfederation of Danish Industry\u002FSBA for the service area apply.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch3 id=\"L380\">Protocol 4. Salary components and free-choice account\u003C\u002Fh3>\n\n\u003Cp>The basic hourly pay includes compensation for weekday holidays and\nwork-free days, nuisance allowance, seniority allowance and free-choice\nallowance and is based on an estimated average.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L384\">Protocol 5. pension scheme\u003C\u002Fh3>\n\n\u003Cp>The pension provision in force at any time in the collective agreement\nrelationship between 3F PSHR and the Confederation of Danish Industry\u002FSBA for\nthe service area applies.\u003C\u002Fp>\n\n\u003Ch2 id=\"L388\">ANNEX\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch3 id=\"L390\">Annex 1.Pay\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>The fixed, pensionable hourly pay as of 1 July 2024 is DKK 175.00 per\nhour.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>The salary will be adjusted in future at the same krone\u002F0re- rate as the\nadjustments under the 3F - DI\u002FSBA collective agreement, hourly performance pay\nwith the addition of 3%, unless a different salary composition is agreed.\u003C\u002Fp>\n\n\u003Cp>This comes into force as from 1 March 2025.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L400\">Annex 2.Affiliation agreement\u003C\u002Fh3>\n\n\u003Cp>Once the employee registers on the platform, an affiliation agreement which\ncontains the following information as a minimum is forwarded digitally:\u003C\u002Fp>\n\n\u003Cp>1.The employer’s and the employee’s names and addresses.\u003C\u002Fp>\n\n\u003Cp>2.The location of the workplace. In the absence of a fixed place of work or\nlocation where the work is mainly performed, it must be stated that the\nemployee works at several different locations and the address of the head\noffice of the employer must also be stated.\u003C\u002Fp>\n\n\u003Cp>3.The description of the work contains normal cleaning work in private\nhomes.\u003C\u002Fp>\n\n\u003Cp>4.The date of commencement of the employment relationship.\u003C\u002Fp>\n\n\u003Cp>5.That the employment relationship is, generally, for an unlimited\nperiod.\u003C\u002Fp>\n\n\u003Cp>6.The employees’ rights with regard to holiday and payment thereof.\u003C\u002Fp>\n\n\u003Cp>7.The length of the periods of notice to be observed by the employee and the\nemployer or the rules thereon.\u003C\u002Fp>\n\n\u003Cp>8.The applicable minimum salary to which the employee is entitled at the\nstart of the employment relationship and allowances and other salary components\nnot contained therein, such as pension contributions. Further, information will\nbe provided about the salary payment dates.\u003C\u002Fp>\n\n\u003Cp>9.That working hours vary.\u003C\u002Fp>\n\n\u003Cp>10.Information about the collective agreement which governs the employment\nrelationship and that the parties are 3F - Private Service, Hotel and\nRestaurant and Hilfr. ApS.\u003C\u002Fp>\n\n\u003Cp>11.That for every task, a written confirmation is forwarded which contains\nthe address at which the work is to be performed, the name of the customer, the\nagreed number of hours, the extent of the agreement with the customer and the\nagreed hourly pay.\u003C\u002Fp>\n\n\u003Ch3 id=\"L426\">Annex 3.Declaration on waiver of individual rights\u003C\u002Fh3>\n\n\u003Cp>The waiver of rights declaration concerning personal information on Hilfr's\ndigital platform\u003C\u002Fp>\n\n\u003Cp>By creating and sharing personal information on Hilfr's digital platform, I\nam aware that I am voluntarily sharing certain personal information and an\nimage of myself. I understand that this information will be available to\ncustomers, other employees and relevant parties within the company\u003C\u002Fp>\n\n\u003Cp>I hereby confirm that I have given my consent to share this information on\nthe platform and am aware of the following:\u003C\u002Fp>\n\n\u003Cp>1.Data controller: Hilfr ApS is the data controller for the processing of\nthe personal information I share on the platform.\u003C\u002Fp>\n\n\u003Cp>2.Purpose of data processing: The personal information I share will be\nprocessed by the company for purposes such as work-related communication,\ncollaboration and identification on the platform.\u003C\u002Fp>\n\n\u003Cp>3.Right to withdraw consent: I have the right to withdraw my consent to\nshare my personal information on the platform at any time. I understand that\nwithdrawal of consent may affect my use of the platform and certain\nwork-related activities\u003C\u002Fp>\n\n\u003Cp>4.Sharing of data: I agree that my personal information, including my image,\nmay be shared internally within the company and with relevant third parties to\nthe extent necessary to fulfil the purpose of the platform.\u003C\u002Fp>\n\n\u003Cp>5.Security and data retention: The company will take appropriate technical\nand organisational measures to protect my personal data against unauthorised\naccess, alteration, disclosure or destruction.\u003C\u002Fp>\n\n\u003Cp>I understand that it is my responsibility to update my personal information\non the platform and to respect all applicable guidelines and GDPR rules.\u003C\u002Fp>\n\n\u003Cp>With the exception of this declaration, I have not given permission to\ncollect, process and store any other personal information about me, including\nimages, tax information and information about my bank account number\nexcepted.\u003C\u002Fp>\n\n\u003Cp>I hereby release Hilfr ApS from any liability for sharing my personal\ninformation on the digital platform in accordance with applicable GDPR\nregulations.\u003C\u002Fp>\n\n\u003Cp>Signed:\u003C\u002Fp>\n\n\u003Cp>Date: \u003C\u002Fp>\n\n\u003Cp>All protocols, declarations and appendices form part of the collective\nagreement and share the same termination clauses.\u003C\u002Fp>\n\n\u003Cp>Copenhagen, 28 May 2024\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"SOCSEC_trigger":42,"pensionfund":45,"unemploymentfund":49,"healthandsafetypolicy":53,"code_application":57,"WORKHOURS_trigger":61,"holidaysdays":65,"holidaysweeks":69,"schedulesrestpw":71,"WAGES_trigger":73,"WAGES_determined":77,"LOWWAGE_trigger":81,"STRUCINCR_trigger":83,"SENIOR_trigger":87,"strikes_trigger":91,"newtech_trigger":95,"newtech_aiam":99},{"bindId":43,"name":44,"text":44},"SOCSEC_trigger","§ 8Pension and health care plan",{"bindId":46,"name":47,"text":48},"pensionfund","12.15% of the taxable income (including ","12.15% of the taxable income (including holiday pay) must be paid in pension\ncontributions to employees from the day when the employee turns 20 years of\nage. Hilfr’s contribution constitutes 10.15% of this amount (including health\ncare plan) and the employee's contribution constitutes 2 %. This amount is paid\nmonthly to PensionDanmark.\n\nAll employees covered by the pension scheme in PensionDanmark are also\ncovered by PensionDanmark's health care plan. The contribution to the health\ncare scheme constitutes 0.15% which Hilfr pays in addition to the employer's\npension contributions, cf. above.",{"bindId":50,"name":51,"text":52},"unemploymentfund","§ 7Unemployment benefit during sickness ","§ 7Unemployment benefit during sickness\n\nThe company must pay unemployment benefit for already confirmed tasks during\nunfitness for work due to illness, including industrial injury, in accordance\nwith the Sickness Benefit Act (sygedagpengeloven) in force at any time.\nAgreements on new tasks via the platform cannot be made while the employee is\nill.",{"bindId":54,"name":55,"text":56},"healthandsafetypolicy","§ 16Health and safety at work and work-l","§ 16Health and safety at work and work-life balance",{"bindId":58,"name":59,"text":60},"code_application","Subsection 4. The Working Environment Ac","Subsection 4. The Working Environment Act ( arbejdsmijoloven ) applies.",{"bindId":62,"name":63,"text":64},"WORKHOURS_trigger","Subsection 3. The Acts in force at any t","Subsection 3. The Acts in force at any time concerning working time, 24-hour\nrest periods, rest periods and recording of working time are to be regarded as\nagreements under this collective agreement. Disputes can be settled by\nindustrial arbitration or by the Labour Court.",{"bindId":66,"name":67,"text":68},"holidaysdays","§ 11Holidays and floating holidays Holid","§ 11Holidays and floating holidays\n\nHolidays\n\nSubsection 1. The Holiday Act (ferieloven) in force at any time is to be\nregarded as an agreement entered into in accordance with this collective\nagreement.",{"bindId":70,"name":67,"text":68},"holidaysweeks",{"bindId":72,"name":63,"text":64},"schedulesrestpw",{"bindId":74,"name":75,"text":76},"WAGES_trigger","Annex 1.Pay The fixed, pensionable hourl","Annex 1.Pay\n\nThe fixed, pensionable hourly pay as of 1 July 2024 is DKK 175.00 per\nhour.\n\nThe salary will be adjusted in future at the same krone\u002F0re- rate as the\nadjustments under the 3F - DI\u002FSBA collective agreement, hourly performance pay\nwith the addition of 3%, unless a different salary composition is agreed.\n\nThis comes into force as from 1 March 2025.",{"bindId":78,"name":79,"text":80},"WAGES_determined","The fixed, pensionable hourly pay as of ","The fixed, pensionable hourly pay as of 1 July 2024 is DKK 175.00 per\nhour.",{"bindId":82,"name":79,"text":80},"LOWWAGE_trigger",{"bindId":84,"name":85,"text":86},"STRUCINCR_trigger","The salary will be adjusted in future at","The salary will be adjusted in future at the same krone\u002F0re- rate as the\nadjustments under the 3F - DI\u002FSBA collective agreement, hourly performance pay\nwith the addition of 3%, unless a different salary composition is agreed.\n\nThis comes into force as from 1 March 2025.",{"bindId":88,"name":89,"text":90},"SENIOR_trigger","Protocol 4. Salary components and free-c","Protocol 4. Salary components and free-choice account\n\nThe basic hourly pay includes compensation for weekday holidays and\nwork-free days, nuisance allowance, seniority allowance and free-choice\nallowance and is based on an estimated average.",{"bindId":92,"name":93,"text":94},"strikes_trigger","§ 12Rules on the settlement of disputes ","§ 12Rules on the settlement of disputes\n\nThe General Agreement concluded between LO and DA concerning the settlement\nof industrial disputes (the Norm) in force at any time applies.",{"bindId":96,"name":97,"text":98},"newtech_trigger","§ 17Artificial intelligence, algorithm m","§ 17Artificial intelligence, algorithm management and learning\nalgorithms",{"bindId":100,"name":101,"text":102},"newtech_aiam","Subsection 1. Hilfr is a digital workpla","Subsection 1. Hilfr is a digital workplace platform that uses artificial\nintelligence, algorithm management and learning algorithms","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Collective agreement Hilfr ApS_2024 - 2024\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Startdato: &rarr;&nbsp;2024-06-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Slutdato: &rarr;&nbsp;2025-03-01\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Navn på industri: &rarr;&nbsp;Overvågning, rengøring, hjemmearbejde\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Offentlig\u002Fprivat sektor: &rarr;&nbsp;I den private sektor\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Indgået af:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Navn på virksomhed: &rarr;&nbsp;\n                        \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \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: &rarr;&nbsp;Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Arbejdsgiver bidrager til en handicapfond for medarbejdere: &rarr;&nbsp;Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Arbejdsgiver bidrager til arbejdsløshedskasse for medarbejdere: &rarr;&nbsp;Ja\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \n\n        \n\n\n        \n\n        \n        \n        \n         \n\n        \n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">ARBEJDSTID, VAGTPLAN OG FERIE\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Betalt årlig orlov: &rarr;&nbsp;-9.0 dage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Betalt årlig orlov: &rarr;&nbsp;-9.0 uger\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Hvileperiode på mindst én dag pr. uge aftalt: &rarr;&nbsp;Ja\u003C\u002Fdiv>\n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Bestemmelser om fleksible arbejdsordninger: &rarr;&nbsp;Nej\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">LØNNINGER\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Lønningerne bestemmes ud fra løntabeller: &rarr;&nbsp;No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Bestemmelse om mindsteløn, der er fastsat af regeringen, der skal overholdes: &rarr;&nbsp;Nej\u003C\u002Fdiv>\n\n            \u003Cdiv 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