[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fda-dk\u002Farbejde-i-danmark\u002Fkollektiv-overenskomst\u002Felectricians-collective-agreement-2020-2023":3,"menu:\u002Fda-dk:":163,"sites:htmlblocks":333,"subsites":1532,"cite-subsites":5097,"footer:root":5574,"suggested:root":5672,"cite-footer:root":5676},{"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":143,"content_type_view":144,"extra_breadcrumbs":145,"body":147,"body_blocks":158,"related_pages":162},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":141,"translations":142},{"id":31,"uid":32,"url":33,"name":34,"locale":11,"override_title":8,"title":35,"browser_title":36,"browser_description":37,"text":38},"electricians-collective-agreement-2020-2023","d92105ba-7b56-11ef-b55c-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fdenmark\u002Felectricians-collective-agreement-2020-2023\u002Felectricians-collective-agreement-2020-2023\u002F","Electricians_Collective_Agreement_2020-2023","DNK TEKNIQ - 2020","Denmark - DNK TEKNIQ - 2020","DNK TEKNIQ - 2020 - Bygge- og anlægsvirksomhed, teknisk rådgivning",{"name":39,"data":40},"Electricians_Collective_Agreement_2020-2023.html","\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New5\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>\u003C\u002Fh1>\n\n\u003Ch1>Electricians’ Collective Agreement 2020-2023\u003C\u002Fh1>\n\n\u003Cp>DANSK EL-FORBUND \u003C\u002Fp>\n\n\u003Cp>TEKNIQ. ARBEJDSGIVERNE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003Cbr>\nPreface\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nThe Danish Union of Electricians and TEKNIQ Arbejdsgiverne (The Danish\nmechanical and electrical contractors association) agree that working\nconditions being governed by collective agreements is the foundation of the\nDanish labour market model. The purpose of the Electricians’ Collective\nAgreement is to ensure that workers are employed on the agreed terms and\nconditions, and to prevent competition for labour on unfair terms. The parties\nagree, therefore, to combat circumvention of the Collective Agreement involving\nsocial dumping or by underpayment of foreign labour.\u003C\u002Fp>\n\n\u003Cp>The minimum payment rules are established by negotiations, and a minimum\npayment level has thus been agreed. Nevertheless, the parties recognise it as a\nprerequisite that there can and will be deviations from the minimum payment\nrate laid down in the Collective Agreement, as this is a “moveable” pay\nsystem. With that in mind, it has been agreed that pay negotiations can take\nplace once a year, and that, in setting pay, account must be taken of the\nprofessional level of skill, the type of work as well as the scope of piecework\nin respect of the electrician in question.\u003C\u002Fp>\n\n\u003Cp>It is a prerequisite that wage formation is handled locally without\ninterference from the organisations. However, it is only natural for the local\nparties to seek advice and guidance from the Danish Union of Electricians and\nTEKNIQ Arbejdsgiverne respectively, in connection with the local pay\nnegotiations.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nCooperation, local union branches and electronic documents\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.\u003C\u002Fp>\n\n\u003Cp>The parties agree that good cooperation between management and employees in\na company is a significant prerequisite for the competitiveness and development\nopportunities of the company. For this reason, cooperation between management\nand trade union representatives\u002Fshop stewards) is of major importance. On\nrequest, electricians must identify themselves with a valid membership card or\nworker’s time card.\u003C\u002Fp>\n\n\u003Cp>In the event of redundancy, which can only be executed in person by the\nemployer or the employer’s representative, the party executing the redundancy\nshall sign the workers’ time card, indicating the date of the start and end\nof the work.\u003C\u002Fp>\n\n\u003Cp>2.\u003C\u002Fp>\n\n\u003Cp>If the electricians in a company join together in a local union branch, the\ntrade union representa- tive\u002Fshop steward shall be the chairperson.\u003C\u002Fp>\n\n\u003Cp>3.\u003C\u002Fp>\n\n\u003Cp>Local union branch bylaws and internal agreements among the electricians or\namong the companies must not conflict with the provisions of the collective\nagreement.\u003C\u002Fp>\n\n\u003Cp>4.\u003C\u002Fp>\n\n\u003Cp>Works Committees shall be set up in accordance with the rules adopted among\nthe main unions in companies with 35 or more employees.\u003C\u002Fp>\n\n\u003Cp>The unions recommend that a Works Committee be set up in every company in\nwhich electricians have formed a local union branch and selected a trade union\nrepresentative\u002Fshop steward. A prerequisite for setting this up is for the\nemployer and electricians to agree on the matter.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.\u003C\u002Fp>\n\n\u003Cp>Where no such Works Committee is set up, the main unions also recommend\nthat, once each quarter, the employer summons the trade union\nrepresentative\u002Fshop steward and informs him\u002Fher of the company’s future work\nopportunities, etc.\u003C\u002Fp>\n\n\u003Cp>6.\u003C\u002Fp>\n\n\u003Cp>Companies may, with discharging effect, issue payslips, including holiday\nallowances and possibly other documents to be exchanged during or after ongoing\nemployment via whatever electronic postal solutions may be available, e.g.\ne-Boks [digital inbox for official communications] or via personal e-mail. The\nelectronic solution is not used if the employee is exempt from receiving\ndigital mail from the public authorities.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nNote: See also the record relating to the trade union representatives\u002Fshop\nstewards and local cooperation in TEKNIQ Arbejdsgiverne’s companies – Annex\n17.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nSection 1 Election of a trade union representative\u002Fshop steward\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nFor each company that employs at least 5 electricians (or in each department in\nthe case of large companies), the electricians shall, if one of the parties so\nrequests, elect one among them as a trade union representative\u002Fshop steward,\nwho will be their spokesperson and present their views to the employer or the\nemployer’s representative.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.Fitness to stand for election\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe trade union representative\u002Fshop steward shall be elected from among\nelectricians recognised for their skill (members of the Danish Union of\nElectricians – Dansk El-Forbund) who have been working for the company in\nquestion for at least 1 year during the past 2 years. Where there are fewer\nthan 5 such individuals, their number shall be supplemented to this level by\ndrawing on the members who have worked there the longest. However, at least 6\nmonths’ seniority is required for eligibility. Dispensation may be granted\nfrom this rule if the employer and the electricians are in agreement on this.\nNo trade union representative\u002Fshop steward will be elected at companies with 4\nor fewer electricians.\u003C\u002Fp>\n\n\u003Cp>Election of a trade union representative\u002Fshop steward is undertaken by those\nelectricians who, at the time the voting takes place, are employed by the\ncompany or department in question. The company may insist that the election can\nonly be deemed to be valid if more than one-half of the electricians working\nthere have participated in the vote. If so, the company must, however, help to\nfacilitate the election process in practice, including by giving the employees\nthe opportunity to participate in the vote.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3.Approval\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe election is not valid until it has been approved by the Danish Union of\nElectricians, and until the Danish Union of Electricians has reported it to\nTEKNIQ Arbejdsgiverne. It is the responsibility of the Danish Union of\nElectricians to ensure that the terms and conditions of subsection 2 of this\nSection are fulfilled.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n4.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIf TEKNIQ Arbejdsgiverne receives objections to the election of the trade union\nrepresenta- tive\u002Fshow steward, and finds these to be justified, TEKNIQ\nArbejdsgiverne is entitled to lodge a protest against the election with the\nDanish Union of Electricians within 3 weeks of the announcement of the election\nresults by the Danish Union of Electricians.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n5.Spokesperson\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIn companies that do not have awny electricians with the required seniority as\nset out above, and where it is therefore not possible to elect a trade union\nrepresentative\u002Fshop steward, the parties agree on the appropriateness of the\nelectricians employed there – if there are 5 or more – electing a\nspokesperson from among their number to negotiate with the company on behalf of\nthe electricians.\u003C\u002Fp>\n\n\u003Cp>Any such spokesperson will not have the benefit of protection under the\nprovisions applicable to trade union representatives\u002Fshop stewards.\u003C\u002Fp>\n\n\u003Cp>When the conditions are in place for electing a trade union\nrepresentative\u002Fshop steward at such a company, the election and announcement of\nthe trade union representative\u002Fshop steward will proceed in the usual way.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n6.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe Danish Union of Electricians consents that electricians who are elected as\ntrade union repre- sentatives\u002Fshop stewards, and who have not undergone a\ncourse for trade union representa- tives\u002Fshop stewards prior to their election,\nshall undertake training of this nature as soon as possible after the election\nhas taken place. TEKNIQ Arbejdsgiverne agrees to assist in ensuring that the\nnewly elected trade union representative\u002Fshop steward is given the necessary\ntime off to undertake the training course.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nWith effect from 1 June 2020, the following applies:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe trade union representative\u002Fshop steward must have the necessary access to\nIT facilities, including Internet, to carry out his\u002Fher duties. This also\napplies to the safety representative.\u003C\u002Fp>\n\n\u003Cp>Moreover, by agreement with the employer, the safety representative can be\ngiven the necessary freedom to participate in the Danish Union of\nElectricians’ relevant working environment courses.\u003C\u002Fp>\n\n\u003Cp>The right to participate in the Danish Union of Electricians’ working\nenvironment courses affects neither rights nor obligations in relation to the\nworking environment training laid down in the legistlation.¬islation.\u003C\u002Fp>\n\n\u003Cp>The Parties agree that participation in the Danish Union of Electricians’\noptional working environment courses does not attract payment pursuant to\nSection 10(1) of the Danish Working Environment Act.¬ment courses does not\nattract payment pursuant to Section 10(1) of the Danish Working Environ¬ment\nAct.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nNote: See also Annex 17 on provision of training courses for new trade union\nrepresentatives.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n7.Senior trade union representatives\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIn companies with more than one department where each department has elected a\ntrade union representative\u002Fshop steward and where there are three or more trade\nunion representatives\u002Fshop stewards, a senior trade union representative can be\nelected to act for all departments, if the local parties so agree.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n8.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe senior trade union representative cannot participate in the consideration\nof issues concerning the individual shop stewards’ normal functions within\ntheir respective departments, unless the employer and shop stewards affected\nagree to this.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nSection 2 The trade union representative’s\u002Fshop stewards’ activities\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Both the trade union representative\u002Fshop steward and the employer or the\nemployer’s representative are obliged to promote amicable and positive\ncooperation in relation to TEKNIQ Arbejdsgiverne or the Danish Union of\nElectricians respectively, as well as between the local parties in the\nworkplace.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>When one or more electricians so request, either because they feel they have\nbeen aggrieved or for other reasons, the trade union representative\u002Fshop\nsteward has a duty to present their complaints or recommendations to the\nemployer, but only in cases where the matter has not been satisfactorily\nresolved by the employer’s representative.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The trade union representative\u002Fshop steward can also present complaints or\nmake recommendations to the employer in respect of hygiene issues and safety\nprecautions.\u003C\u002Fp>\n\n\u003Cp>In addition, the labour market organisations agree that issues relating to\nthe working environment, including complaints from electricians, should be\npresented to the organisations for discussion.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n4.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Furthermore, the trade union representative\u002Fshop steward has a duty, within\nhis\u002Fher area, to contribute to resolving issues concerning training and working\nconditions for apprentices according to Section 17, subsection 1.2. In the same\nway, once a year, the trade union representative\u002Fshop steward may initiate\ndiscussions with the employer regarding the number of apprentices engaged in\nrelation to the number of electricians engaged.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n5.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If the trade union representative’s\u002Fshop stweard’s enquiry with the\nemployer does not result in a satisfactory arrangement, the trade union\nrepresentative is free to ask the Danish Union of Electricians to deal with the\nmatter, but the work must continue unabated until the union management has\ndecided otherwise.¬cians to deal with the matter, but the work must continue\nunabated until the union management has decided otherwise.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n6.1\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The trade union representative\u002Fshop steward is to be informed of new\nelectricians recruited, and the trade union representative\u002Fshop steward has the\nright to protest if there is anything unreasonable about engagements or\ndismissals.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nNote: TEKNIQ Arbejdsgiverne agrees to discuss with the Danish Union of\nElectricians any such matters arising pursuant to subsection 6 when the Danish\nUnion of Electricians perceives that this would be reasonable given the\ncircumstances.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n6.2 The trade union representative’s access to clarification of the\nconditions of subcontractors’ collective agreements\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\na.Companies are encouraged, before engaging foreign subcontractors to carry out\nwork at the company’s workplaces\u002Fworksites in Denmark, to inform the trade\nunion representative\u002Fshop steward and present all relevant background\ninformation about the subcontractors, such as the work they are to undertake\nand the expected duration.\u003C\u002Fp>\n\n\u003Cp>Notwithstanding the above encouragement, the trade union representative\u002Fshop\nsteward in a TEKNIQ Arbejdsgiverne member company may – with a view to prompt\nclarification as to whether subcontracting is involved in specific cases, and\nregarding the conditions of the subcontractor’s collective agreement – ask\nfor information from the member company regarding subcontractors\u002Fexternal\ncompanies undertaking work that is covered by the Electricians’ Collective\nAgreement for the member company and that would be natural for the company’s\nown employees to perform.\u003C\u002Fp>\n\n\u003Cp>b.The request must be made in the context of one or more external companies\nundertaking such work for a TEKNIQ Arbejdsgiverne member company.\u003C\u002Fp>\n\n\u003Cp>c.If, after the local exchange of information and discussion, the trade\nunion representative\u002Fshop steward is still of the opinion that he\u002Fshe has not\nbeen fully informed about the conditions of the subcontractor’s collective\nagreement, the case can be passed to a meeting pursuant to Annex 23. Minutes of\nthe local discussions must be included with the request for a meeting.\u003C\u002Fp>\n\n\u003Cp>d.In companies where no trade union representative\u002Fshop steward has been\nelected, the Danish Union of Electricians may ask TEKNIQ Arbejdsgiverne for a\nclarification meeting in cases where the union considers it likely that a\nsubcontractor carrying out electrical work is not covered by the\nElectricians’ Collective Agreement, or is non-compliant with the Collective\nAgreement.\u003C\u002Fp>\n\n\u003Cp>e.Accourding to Annex 23, a clarification meeting must take place as soon as\npossible after TEKNIQ Arbejdsgiverne receives the request. The meeting takes\nplace at the TEKNIQ Arbejdsgiverne member company, unless otherwise agreed\nbetween the parties.\u003C\u002Fp>\n\n\u003Cp>f.The following information, as a minimum, must be given at the meeting:\u003C\u002Fp>\n\n\u003Cp>•The subcontractor’s name and CVR number (P-number [production unit\nno.]) or RUT number [from the Registration of Foreign Service Providers in\nDenmark].\u003C\u002Fp>\n\n\u003Cp>•The name of the TEKNIQ Arbejdsgiverne member company’s contact at the\nsubcontractor’s business\u003C\u002Fp>\n\n\u003Cp>•Description of the subcontractor’s assignments in the TEKNIQ\nArbejdsgiverne’s member company and the expected timetable for their\ncompletion\u003C\u002Fp>\n\n\u003Cp>•Description of the TEKNIQ Arbejdsgiverne member company’s possible\nmanagement and powers to exercise control over the subcontractor’s\nemployees\u003C\u002Fp>\n\n\u003Cp>The information could be presented verbally at the clarification meeting.\nMinutes of the meeting must be taken.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n7.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If the trade union representative\u002Fshop steward has to be absent from work to\nattend to his\u002Fher duties as trade union representative\u002Fshop steward, he\u002Fshe\nmust notify the employer or the employer’s representative to this effect\nbefore being absent from work.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n8.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If a meeting takes place within working hours at the request of the\nemployer, the trade union rep- resentative\u002Fshop steward must be paid for the\ntime spent at the meeting at the average rate of earnings for piece work and\nhourly pay combined. Outside working hours, an overtime supplement is payable\nin accordance with Section 13.\u003C\u002Fp>\n\n\u003Cp>The time required for the trade union representative’s\u002Fshop steward’s\nunion work can be agreed locally. Where relevant, this should be established\ntaking due account of the number of electricians the trade union representative\nhas been elected to represent.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n9.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In companies with no elected trade union representative\u002Fshop steward, an\nagreement can be entered into between the employer and employees to involve the\nlocal branch of the union in discussions prior to entering into local\nagreements on flexible working hours and employment conditions similar to a\nsalaried position.\u003C\u002Fp>\n\n\u003Cp>The company may require a representative from TEKNIQ Arbejdsgiverne to\nparticipate in any such negotiations.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nNote: See also the protocol relating to the trade union representatives and\nlocal cooperation in TEKNIQ Arbejdsgiverne’s companies – Annex 17.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nSection 3 Dismissal of a trade union representative\u002Fshop steward, etc.\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Dismissal of a trade union representative\u002Fshop steward must be for\ncompelling reasons, and the employer is obliged to give the individual\nconcerned 5 months’ notice of termination.\u003C\u002Fp>\n\n\u003Cp>If a trade union representative\u002Fshop steward has served as such for a\ncontinuous period of at least 5 years, that individual is entitled to 6\nmonths’ notice, however.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If the reason for dismissal is shortage of work, the duty to give notice\npursuant to subsection 1 of the present Section does not apply. In such cases,\nthe trade union representative\u002Fshop steward is entitled to 56 calendar days’\nnotice of termination unless the individual is entitled to a longer period of\nnotice according to Section 6, which rules the individual concerned is also\nsubject to.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If an employer finds that there are compelling reasons pursuant to\nsubsection 1 of the present Section, to terminate a trade union\nrepresentative\u002Fshop steward elected according to the rules in Section 1, the\nemployer must contact TEKNIQ Arbejdsgiverne, which can then deal with the issue\nin accordance with the rules of industrial arbitration.\u003C\u002Fp>\n\n\u003Cp>In such cases, a mediation meeting must take place no later than 14 calendar\ndays after the request for mediation, and the industrial procedure must also be\npromoted as much as possible.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n4.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>When a trade union representative\u002Fshop steward has been elected pursuant to\nSection 1, that person’s employment cannot be disrupted during the period of\nnotice until the justification of grounds for termination has been reviewed by\nmeans of industrial arbitration.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n5.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The labour market organisations agree that the industrial arbitration in the\nevent of dismissal of trade union representatives\u002Fshop stewards due to shortage\nof work must be advanced as much as possible so that the industrial arbitration\ncan be concluded prior to expiry of the period of notice, if at all\npossible.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n6.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A trade union representative\u002Fshop steward elected during a period with a\nlarge number of electricians will cease to be a trade union representative\u002Fshop\nsteward if the number of electricians has decreased to 4 or fewer during a\nperiod of 3 months, and the employer states in writing that it is not desirable\nfor the position of trade union representative\u002Fshop steward to be preserved.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n7.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An electrician who ceases to be a trade union representative\u002Fshop stewant\nafter having held this position for at least 1 year, and who continues to work\nfor the company, is, if terminated by the company, entitled to 6 weeks’\nadditional notice of termination in addition to notice as per Section 6, for 1\nyear after stepping down as trade union representative. This rule only applies\nto trade union representatives\u002Fshop stewants who have stepped down.\nNevertheless, this longer notice cannot equate to more than the notice of\ntermination for a trade union representative\u002Fshop stewant.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n8.Continuing professional development of trade union representatives\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAn electrician who ceases to be a trade union representative\u002Fshop stewant after\nhaving served in this capacity for a continuous period of at least 3 years, and\nwho is still employed by the company, is entitled to a discussion with the\ncompany regarding the electrician’s need for continuing professional\ndevelopment. Such discussion must take place no later than one month prior to\ncessation of activities as a trade union representative\u002Fshop stewant and at the\nelectrician’s initiative. As part of the discussion, clarification is\nrequired as to any need for continuing professional development, and how this\nshould be arranged.\u003C\u002Fp>\n\n\u003Cp>If it is not possible to reach an agreement, the electrician is entitled to\n3 weeks of continuing professional development. After 6 years of continuous\nservice as a trade union representative\u002Fshop steward, the electrician is\nentitled to 6 weeks’ continuing professional development.\u003C\u002Fp>\n\n\u003Cp>The electrician receives ordinary hourly pay for the normal weekly working\nhours spent on continuing professional development. It is a prerequisite that\nstatutory compensation for loss of pay be granted for the training programme.\nCompensation for loss of pay is payable to the company.\u003C\u002Fp>\n\n\u003Cp>The Electrical Industry Skills Development Fund may award a grant for\ncontinuing professional development.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\nSection 4 In-service training\u003C\u002Fdiv>\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.Training plans\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.\u003C\u002Fh3>\n\n\u003Cp>The parties to the collective agreement agree that companies and employees\nalike have an obligation to provide for continuing skills development.\nCompanies should offer employees the necessary training opportunities, and\nemployees should undertake the necessary training. For this reason, companies\nand employees are encouraged to discuss the need for training and skills\ndevelopment, including undertaking systematic planning of training and skills\ndevelopment. The focus must be both on the employee’s need for skills\ndevelopment and on the company’s need in relation to technology, market\ndevelopment and strategic objectives.\u003C\u002Fp>\n\n\u003Cp>To facilitate opportunities to meet these obligations, the Electrical\nIndustry Skills Development Fund has been established.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.In-service training\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.Training planned by the company\u003C\u002Fh3>\n\n\u003Cp>The organisations agree that electricians must be able to have the necessary\ntime off to participate in technical in-service training courses, taking due\naccount of the company’s work situation. Once the employer has approved an\nelectrician’s participation in a technical in-service training programme as\nbeing relevant to the company, the ordinary hourly wage is payable in respect\nof hours spent on the course during normal weekly working hours. Thus, any\ncompensation for loss of earnings is payable to the company.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.Self-selected courses of training\u003C\u002Fh3>\n\n\u003Cp>Employees with a minimum of 9 months’ seniority are granted a maximum of 2\nweeks off per year to pursue a training course of their choice of general\nrelevance to the industry.\u003C\u002Fp>\n\n\u003Cp>This time off could, for example, be spent on basic or advanced training\ncourses, general or specialised advanced in-service training, as well as on\nparticipating in skills assessment by the public authorities or relevant\nprivate bodies.\u003C\u002Fp>\n\n\u003Cp>With effect from 1 January 2013, employees are entitled to use up any time\noff allowed for training under this subsection that they have not used up\nduring the preceding two calendar years. The earliest unused time off must be\ntaken first.\u003C\u002Fp>\n\n\u003Cp>If the employee is employed under notice, this applies only if the company\nand the employee had agreed the training period before notice of termination\nwas given.\u003C\u002Fp>\n\n\u003Cp>It is agreed that the accumulated training entitlement will be arranged in\nconsideration of the company’s work situation.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3.Agreed training\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The company may apply to The Electrical Industry Skills Development Fund for\na grant for agreed training. On this basis, an employee can agree a training\nplan with the company that incorporates non-utilised training pursuant to\nSection 4.2.2. The plan is to be agreed and submitted to The Electrical\nIndustry Skills Development Fund under the rules laid down in Annex 11, which\nalso contains more detailed rules regarding agreed, grant-funded training.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3.In-service training in connection with termination\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.\u003C\u002Fh3>\n\n\u003Cp>Employees who have been in continuous employment with the company for at\nleast 2 years, and who are dismissed due to restructuring, cut-backs, closure\nof the company or other matters affecting the company are entitled, on request,\nto participate in a course relevant to the employee of up to 2 weeks’\nduration, for example under the auspices of AMU vocational training centres or\nother training provision for which public compensation for loss of earnings is\npayable at unemployment benefit level, unless the employee has completed a\n2-week course of in-service training or further education within the previous\ntwo years.\u003C\u002Fp>\n\n\u003Cp>Remuneration relating to the participant is payable to the company if the\nemployee is paid a wage during the training course.\u003C\u002Fp>\n\n\u003Cp>The employer meets the costs with a payment per participant of up to a\nmaximum of DKK 1,500.\u003C\u002Fp>\n\n\u003Cp>The course must be taken during the notice period.\u003C\u002Fp>\n\n\u003Cp>If it is not possible to complete the course before leaving the company, it\ncan be completed during a period of up to 3 months after leaving, with a grant\nfrom the Skills Development Fund of the Electrical Industry.\u003C\u002Fp>\n\n\u003Cp>It is a prerequisite that this activity be completed with a public grant and\nremuneration (VEU remu-neration). The provision only takes effect once this\ncondition has been met.\u003C\u002Fp>\n\n\u003Cp>It is agreed that the Skills Development Fund will provide support, within a\nmaximum annual frame of DKK 500,000. The maximum support that can be provided\nis an amount corresponding to the difference between 85% of previous pay and\nthe public remuneration.\u003C\u002Fp>\n\n\u003Cp>These rules are not applicable, however, in respect of employees who are\nentitled to early retirement benefits or a pension from the employer or from\nthe State.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.\u003C\u002Fh3>\n\n\u003Cp>Training in connection with dismissal\u003C\u002Fp>\n\n\u003Cp>Employees who are dismissed with the notice period stated in the collective\nagreement due to re-structuring, cut-backs, company closure or other matters\naffecting the company are entitled to time off with pay for up to two hours to\nseek guidance from an unemployment fund (“A-kasse”)\u002Fthe trade union. Such\ntime off must be deployed soonest possible after dismissal with due regard for\nthe company’s production conditions.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nComment:\u003C\u002Fp>\n\n\u003Cp>Reference is made to the Protocol on The Electrical Industry Skills\nDevelopment Fund – Annex 11\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nSection 5 Local agreements and customary arrangements\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>1.\u003C\u002Fh3>\n\n\u003Cp>Local agreements and customary arrangements must not conflict with existing\ncollective agreements.\u003C\u002Fp>\n\n\u003Ch3>2.\u003C\u002Fh3>\n\n\u003Cp>Selected provisions from the Electricians’ Collective Agreement may,\nhowever, be adapted\u002Fdevi- ated from by local agreement. It is a prerequisite\nthat the local agreement is entered into with a trade union representative\u002Fshop\nstewant elected in accordance with the current rules contained in the\ncollective agreement.\u003C\u002Fp>\n\n\u003Cp>Where a local consensus exists and this is expressed in a local agreement,\nthe section on Cooperation and Local Union Branches and Sections 1, 2, 3, 7,\n7a, 7b, 7c and 13 of the Electricians’ Collective Agreement may be adapted to\nlocal conditions.\u003C\u002Fp>\n\n\u003Cp>Local agreements entered into in accordance with the above must respect\nrelevant, applicable legislation.\u003C\u002Fp>\n\n\u003Cp>Section 20 of the Electricians’ Collective Agreement on rules for dealing\nwith labour disputes are applicable to any such local agreements.\u003C\u002Fp>\n\n\u003Cp>Local agreements entered into in accordance with the above rules must be\nsent to the parties to the collective agreement for their information.\u003C\u002Fp>\n\n\u003Ch3>3.\u003C\u002Fh3>\n\n\u003Cp>Local agreements and trade practices may be terminated by either party on\ngiving 2 months’ notice with expiry on the 1st of any month – unless\notherwise agreed.\u003C\u002Fp>\n\n\u003Ch3>4.\u003C\u002Fh3>\n\n\u003Cp>In the event of any such termination, the party giving notice of termination\nis obliged to instigate local negotiations and, if consensus is not reached,\nsubsequently to take the matter to a mediation meeting, possibly a ten-delegate\nmeeting, see the provisions of Section 20.2.4.\u003C\u002Fp>\n\n\u003Ch3>5.\u003C\u002Fh3>\n\n\u003Cp>The parties are not released from the terminated local agreement or\ncustomary arrangement until these general rules have been observed,\nirrespective of whether the expiry date has passed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003C\u002Fh2>\n\n\u003Ch2>\u003Cbr>\nWorking hours\u003C\u002Fh2>\n\n\u003Ch2>\u003Cbr>\nSection 6 Employment and termination\u003C\u002Fh2>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.Employment form\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>1.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>At the time of engagement, the electrician must be informed in writing of\nthe employment conditions.\u003C\u002Fp>\n\n\u003Ch3>2.\u003C\u002Fh3>\n\n\u003Cp>The employment form is issued at the time of engagement or no later than by\nthe 5th day of employment.\u003C\u002Fp>\n\n\u003Ch3>3.\u003C\u002Fh3>\n\n\u003Cp>As a minimum requirement, the employment form must contain the same\ninformation that is marked with an asterisk *).\u003C\u002Fp>\n\n\u003Ch3>4.\u003C\u002Fh3>\n\n\u003Cp>The organisations have prepared an employment form that may be used.\u003C\u002Fp>\n\n\u003Cp>The form is shown in Annex 3.\u003C\u002Fp>\n\n\u003Ch3>5\u003C\u002Fh3>\n\n\u003Cp>.\u003C\u002Fp>\n\n\u003Cp>The electricians must be notified immediately in writing of any change to\ninformation marked with an asterisk *) on the employment form, as stated in\nsubsection 1.2 of this Section.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nComment:\u003C\u002Fp>\n\n\u003Cp>Reference is made to the special rules in Section 19 concerning conditions\nsimilar to those of a salaried employee, and in Annex 1 for a monthly-paid\nelectrician.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n6.Lack of an employment form\u003C\u002Fh3>\n\n\u003Cp>If the employment form is not issued to the electrician prior to expiry of\nthe time limits set out in subsections 1.2 and 1.5 of this Section and the\nnotes, the issue may be dealt with in accordance with the rules of the\ncollective agreement for handling industrial disputes. Similarly, questions\nabout incorrect or inadequate employment forms can be dealt with in accordance\nwith this provision.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n7.Penalties\u003C\u002Fh3>\n\n\u003Cp>Penalties cannot be imposed on an employer who has complied with this\nrequirement within 5 days after a meeting between the organisations at which\nthe employer has been instructed to issue employment forms or to correct\nincorrect or inadequate employment forms, unless there are repeated reports of\nbreaches of the provisions of this subsection, or any shortcomings or errors\nhave affected the employee’s employment negatively.\u003C\u002Fp>\n\n\u003Cp>Note: If an electrician who was employed before 1 July 1993 asks for\ninformation about the terms and conditions of employment, the employer must\ncomply with this request within 2 months of the electrician’s making this\nrequest known.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.Employment and notices of termination\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.Engagement\u003C\u002Fh3>\n\n\u003Cp>Electricians should preferably commence employment at the start of working\nhours on a Monday.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.Duration\u003C\u002Fh3>\n\n\u003Cp>No electrician can be engaged to work for less than one normal working\nday.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3.\u003C\u002Fh3>\n\n\u003Cp>If an electrician leaves the job without agreeing this with the employer\nbefore having completed one normal working day, he forfeits the right to\npayment for the day.\u003C\u002Fp>\n\n\u003Cp>Residual pay is payable by the company in the usual way and according to\nSection 9, see the paragraph about payroll periods and wage payments.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n4.Dismissal\u003C\u002Fh3>\n\n\u003Cp>An electrician’s employment can be terminated with notice to any day of\nthe week.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n5.\u003C\u002Fh3>\n\n\u003Cp>Dismissal must always be in writing. It is advisable to use the dismissal\nform prepared by the organisations.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n6.\u003C\u002Fh3>\n\n\u003Cp>When an electrician is terminated, wages are payable up until the end of\nnormal working hours. Wages are payable by the company in the usual way and\naccording to Section 9, payroll periods and wage payments.\u003C\u002Fp>\n\n\u003Cp>Otherwise, the company must pay him for the time and any travel expenses\nassociated with subsequent collection of pay due to him.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n7.Notice of termination\u003C\u002Fh3>\n\n\u003Cp>For electricians who have been employed at the same company for the periods\nof time specified (including any time spent serving the company as an\napprentice), the following periods of notice of\u003C\u002Fp>\n\n\u003Cp>termination apply:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nNotice given by the employer:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nafter 3 months’ employment ..................................5 working\ndays\u003C\u002Fp>\n\n\u003Cp>after 2 years’ employment ...................................15 working\ndays\u003C\u002Fp>\n\n\u003Cp>after 5 years’ employment ...................................20 working\ndays\u003C\u002Fp>\n\n\u003Cp>after 8 years’ employment ...................................25 working\ndays\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nNotice given by the electrician:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nafter ½ year’s employment ....................................2 working\ndays\u003C\u002Fp>\n\n\u003Cp>after 2 years’ employment .....................................5 working\ndays\u003C\u002Fp>\n\n\u003Cp>after 5 years’ employment ...................................10 working\ndays\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nSeniority at the time notice is given is the decisive factor in determining the\nperiods of notice specified.\u003C\u002Fp>\n\n\u003Cp>Accrued seniority lapses upon cessation of employment.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nFootnote: No notice of termination is required for the expiry of a training\ncontract.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n8.Piecework\u003C\u002Fh3>\n\n\u003Cp>In the case of piecework, both the employer and the pieceworker shall have\nfreedom of discretion in relation to the above periods of notice, provided that\nthis is stated in the piecework contract.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nComment: Reference is also made to the special rules for the termination of\npiecework employment, as stated in Section 12(3).\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n9.Termination during illness or injury\u003C\u002Fh3>\n\n\u003Cp>An electrician who has been employed at a company for an uninterrupted\nperiod of at least 1 year cannot be dismissed during the first 3 months of a\nperiod of absence caused by illness or injury.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe following applies to electricians with less than 1 year’s seniority:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIf the lack of availability for work is caused by a work-related injury\nincurred during work for the company, including occupational illnesses caused\nby work for the company, the employee cannot be dismissed during the first 5\nweeks of the period of absence.\u003C\u002Fp>\n\n\u003Cp>A prerequisite for this is that the employee is entitled to benefits under\nthe Sickness and Maternity Benefits Act during the period of absence.\u003C\u002Fp>\n\n\u003Cp>In case of mass terminations, termination may take place during illness. It\nis a prerequisite, how¬ever, that the terminations are subject to the\napplicable law at any time in force on terminations, etc., in connection with\nmass terminations.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\n10.Compensation\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIf an electrician entitled to a notice period is dismissed without the required\nnotice period for a reason unrelated to the electrician, the company is obliged\nto pay compensation.\u003C\u002Fp>\n\n\u003Cp>The amount of compensation shall correspond to the electrician’s normal\nhourly pay for the number of working days encompassed by the infringement.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n11.\u003C\u002Fh3>\n\n\u003Cp>If an electrician leaves a company without giving the required notice, he is\nobliged to pay compen¬sation to the company.\u003C\u002Fp>\n\n\u003Cp>The amount of compensation must correspond to the electrician’s normal\nhourly pay for the number of working days encompassed by the infringement.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n12.\u003C\u002Fh3>\n\n\u003Cp>Irrespective of the electrician’s obligation to give notice, the employer\nshould not refuse to reach agreement with the electrician to leave the place of\nwork immediately.\u003C\u002Fp>\n\n\u003Cp>The prerequisite for this shall be that the electrician can demonstrate an\noffer of permanent employment or the like, as a result of which it is not\npossible for the electrician to observe the period of notice.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n13.Rehiring\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIf an electrician is rehired before the expiry of the notice period, and has\nreceived or paid compensation for lack of notice, the party which has paid the\ncompensation is entitled to demand repayment.\u003C\u002Fp>\n\n\u003Cp>The amount repaid may not exceed an amount corresponding to the remainder of\nthe notice period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003Cbr>\nSection 7 Normal working hours\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.General information\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAll companies must issue a notice stating when normal working hours begin and\nend.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.\u003C\u002Fh3>\n\n\u003Cp>The stated working hours are the actual hours worked. Rest and meal breaks\nmust as far as possible be concentrated in a single break. In total, the break\nmay not last more than one hour or less than half an hour per day.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\n3.Normal daily and weekly working hours\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nNormal daily working hours shall be arranged between 6 am. and 6 pm. Saturdays\nbetween 6 am. and 1 pm.\u003C\u002Fp>\n\n\u003Cp>The normal working week is 37 working hours.\u003C\u002Fp>\n\n\u003Cp>At companies where the weekly working hours are distributed over 5 days, no\nworking day may be shorter than 7 hours. In case of 6-day working weeks, no\nworking day may be shorter than 7 hours on 5 days of the week.\u003C\u002Fp>\n\n\u003Cp>Working hours may be arranged in such a way that 5 of the working days are\nof the same length.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n4.Varying weekly working hours\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nVarying weekly working hours may be implemented if both the employer and the\nelectricians agree to this.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hoursovertimemax\">\u003Cp>The average weekly working hours must be at least 37 hours and may not\nexceed 46 working hours a week.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>This furthermore requires written agreement in advance on how the working\nhours are to be distributed across the calendar year.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n5.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Working hours exceeding the above number are to be remunerated with overtime\npayment in accordance with Section 13.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n6.Staggered working hours\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\nStaggered working hours can be established wholly or partly outside the\nframework of the individual electrician’s daily working hours.\u003C\u002Fp>\n\n\u003Cp>The staggered working hours can be regarded as the electrician’s normal,\nfixed working hours.\u003C\u002Fp>\n\n\u003Cp>Overtime in this regard is remunerated with a surcharge for staggered hours\nas well as the usual supplement for overtime.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n7.Notice of staggered working hours\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe company must provide notice of at least 3 x 24 hours. Weekends (Saturdays\nand Sundays) and public holidays cannot be considered part of the period.\u003C\u002Fp>\n\n\u003Cp>If adequate notice fails to be provided, an overtime payment must be paid\nfor the period falling outside the relevant electrician’s defined working\nhours.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n8.Duration of staggered working hours\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nWork in staggered hours must have a duration of at least one week.\u003C\u002Fp>\n\n\u003Cp>The working hours are to be staggered in relation to normal working hours in\nsuch a way that there are at least 5 consecutive working days with staggered\nhours for the individual electrician. These 5 working days may be placed in\nmore than one calendar week, such that the staggered hours may be notified to\ncommence on a particular day in the course of a calendar week.\u003C\u002Fp>\n\n\u003Cp>If an electrician is ordered to work on the basis of staggered hours but is\nprevented from working the staggered hours for at least 1 week, and it is not\nthe electrician’s own fault but caused by the employer, the hours worked\nfalling outside the electrician’s normal working hours is subject to overtime\npay.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n9.Overtime pay for staggered working hours\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nNo overtime pay is to be paid for that part of the staggered working hours\noccurring between 6 am and 6 pm.\u003C\u002Fp>\n\n\u003Cp>If the working hours are staggered in such a way that they end after 6 pm or\nbegin before 6 am, the hourly overtime pay paid shall be:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAs of 1 March 2020 ............................DKK 49.00\u003C\u002Fp>\n\n\u003Cp>As of 1 March 2021 ............................DKK 49.80\u003C\u002Fp>\n\n\u003Cp>As of 1 March 2022 ............................DKK 50.60\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nComment: Effective date – see Annex 15.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n10.Fewer daily working hours or days\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe provision on the length of normal working hours does not preclude the\npossibility that working hours at certain or several workplaces may be reduced\nto fewer daily working hours or fewer working days per week, provided that\nagreement is reached on this with the electricians at these workplaces.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n11.\u003C\u002Fh3>\n\n\u003Cp>In connection with the pro rata reduction arising from public holidays,\nextra days off and days off as per the collective agreement, if there are any\nmissing or surplus hours because working hours on the day in question are\nshorter or longer than 1\u002F5 of the average weekly working hours, these will be\ndeployed on other working days.\u003C\u002Fp>\n\n\u003Cp>In that connection, the parties to the collective agreement recommend that a\nwritten local agreement should determine how a pro rata reduction arising from\npublic holidays, extra days off and days off as per the collective agreement\nshould be managed in practice, including managing missing or surplus hours in a\ntimebank.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>12.\u003C\u002Fh3>\n\n\u003Cp>At places where this collective agreement, by its nature, cannot determine\nthe normal working hours, the working hours shall be defined as corresponding\nto those which have hitherto applied to other employees at the company in\nquestion.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n13.\u003C\u002Fh3>\n\n\u003Cp>A different distribution of the normal working hours on the various days of\nthe week, or in the various seasons – for example due to a lack of daylight\n– may only occur with the approval of the organisations.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n14.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In the event that the Confederation of Danish Employers and the Danish\nConfederation of Trades Unions should adopt a different standard for normal\nworking hours, TEKNIQ Arbejdsgiverne and the Danish Union of Electricians agree\nthat this shall also apply to this agreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nNote: The implementation of the EU Working Time Directive is described in Annex\n7a.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nSection 7a Flexible working hours\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.\u003C\u002Fh3>\n\n\u003Cp>By local agreement, flexible weekly working hours may be arranged for a\nworking period of no less than 2 weeks and no more than 52 weeks, excluding\nholidays.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.\u003C\u002Fh3>\n\n\u003Cp>The average weekly working hours during the period must be at least 37 hours\nand may not exceed 46 working hours a week.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3.\u003C\u002Fh3>\n\n\u003Cp>Daily working hours shall be at least 6 hours and no more than 10 hours.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n4.\u003C\u002Fh3>\n\n\u003Cp>Notice of at least 5 working days shall be provided in the case of varying\nweekly working hours.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n5.\u003C\u002Fh3>\n\n\u003Cp>If the working hours or portions of these fall outside the normal daily\nworking hours as defined in Section 7, subsection 3 (i.e. between 6 am and 6\npm), an hourly bonus shall be paid:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAs of 1 March 2020 .............................DKK 49.75\u003C\u002Fp>\n\n\u003Cp>As of 1 March 2021 .............................DKK 50.55\u003C\u002Fp>\n\n\u003Cp>As of 1 March 2022 .............................DKK 51.35\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nComment: Effective date – see Annex 15.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n6.\u003C\u002Fh3>\n\n\u003Cp>If the working hours or parts thereof are deployed on Saturdays after 1 pm,\nSundays or local holidays, an hourly surcharge is payable\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAs of 1 March 2020 .............................DKK 85.15\u003C\u002Fp>\n\n\u003Cp>As of 1 March 2021 .............................DKK 86.50\u003C\u002Fp>\n\n\u003Cp>As of 1 March 2022 .............................DKK 87.90\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nComment: Effective date – see Annex 15.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n7.\u003C\u002Fh3>\n\n\u003Cp>In the case of work performed outside the notified working hours, an\novertime bonus must be paid in accordance with Section 13.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nNote: The implementation of the EU Working Time Directive is described in Annex\n7a.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nSection 7b Weekend work\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>By local agreement, weekend work may be arranged.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.\u003C\u002Fh3>\n\n\u003Cp>Up to 24 hours of weekend work may be arranged – normally 12 hours per day\non Saturday and Sunday. The arrangement of the working hours may be agreed\nlocally, but the work may not normally commence before 6 am on Saturday\nmorning.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3.\u003C\u002Fh3>\n\n\u003Cp>Payment corresponding to a normal week’s work, i.e. 37 hours, shall be\npaid.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n4.\u003C\u002Fh3>\n\n\u003Cp>Working hours shall be arranged in advance of the commencement of the work,\nclearly specifying which days (Saturdays\u002FSundays) shall be free of work. If\nwork-free days have been arranged, an amount shall be paid from the individual\nelectrician’s public holidays account corresponding to the individual\nelectrician’s average pay for the number of hours that would have been worked\non the days in question. The amounts paid shall however not exceed the amount\ncontained at any given time in the individual electrician’s public holidays\naccount.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n5.\u003C\u002Fh3>\n\n\u003Cp>Normal wages only shall be paid in this case for work on public holidays,\ni.e. without advance payment for public holidays.¬ment for public holidays.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n6.\u003C\u002Fh3>\n\n\u003Cp>Holiday leave and holiday allowance shall be provided in accordance with the\nDanish Holidays with Pay Act and Section 16 of the Electricians’ Collective\nAgreement. In the case of full employment in the qualifying year, the holiday\nleave shall amount to five Saturdays and Sundays.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n7.\u003C\u002Fh3>\n\n\u003Cp>Contributions to the Danish Labour Market Supplementary Pension Scheme (ATP)\nshall be paid with full contributions.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n8.\u003C\u002Fh3>\n\n\u003Cp>In the case of illness, the company shall pay the current maximum hourly pay\ndetermined by the Danish Sickness and Maternity Benefits Act during the period\nof employment, such that 24 hours of performed weekend work shall correspond to\na full normal working week.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n9.\u003C\u002Fh3>\n\n\u003Cp>The individual company is entitled to transfer its employees to other\nworking hours if this is necessitated by a shortage of manpower, lack of\norders, capacity adjustment problems, etc.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n10.\u003C\u002Fh3>\n\n\u003Cp>Electricians who agree to carry out weekend work under this agreement must\nnot have any other paid employment at the same time. Electricians employed in\nweekend work may only exceptionally work on the first five days of the week,\nand only with the approval of the organisations.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n11.\u003C\u002Fh3>\n\n\u003Cp>When employees engaged in weekend work are paid fixed monthly salaries, they\nare entitled to 2 weekends off with normal wages in the case of weekend work\nlasting one whole year. In the case of shorter periods of weekend work, the\namount of time off shall be calculated proportionately.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nNote: The implementation of the EU Working Time Directive is described in Annex\n7a.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nSection 7c Working shifts; shift work\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Shift work may be established by local agreement at companies which provide\nservices for companies already operating shift work.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.\u003C\u002Fh3>\n\n\u003Cp>The agreement must adhere to the relevant shift work agreement of the\nConfederation of Danish Industries and CO-Industri (The Central Organisation of\nIndustrial Employees in Denmark).\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3.\u003C\u002Fh3>\n\n\u003Cp>In connection with the pro rata reduction arising from public holidays,\nextra days off and days off as per the collective agreement, if there are any\nmissing or surplus hours because working hours on the day in question are\nshorter or longer than 1\u002F5 of the average weekly working hours, these will be\ndeployed on other working days.\u003C\u002Fp>\n\n\u003Cp>In that connection, the parties to the collective agreement recommend that a\nwritten local agreement should determine how a pro rata reduction arising from\npublic holidays, extra days off and days off as per the collective agreement\nshould be managed in practice, including managing missing or surplus hours in a\ntimebank.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nNote: The implementation of the EU Working Time Directive is described in Annex\n7a. Provisions on health checks are set out in Annex 7b, subsection 2.4 and\nAnnex 7a.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nSection 8 Compliance with the working hours regulations\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Electricians must not be absent from work without a valid reason.\u003C\u002Fp>\n\n\u003Cp>The established working hours, as negotiated between the employers’ and\nworkers’ organisations for the various workplaces, must be adhered to.\u003C\u002Fp>\n\n\u003Ch3>2.\u003C\u002Fh3>\n\n\u003Cp>Electricians must comply with measures imposed by the company to monitor the\nstart of, interruptions to, and conclusion of working hours.\u003C\u002Fp>\n\n\u003Cp>Electricians are entitled to object in the case of waste of time or\ninconvenience.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nPay conditions\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe Parties agree that the use of time-based pay or productivity-enhancing pay\nsystems should occur in a manner which best enhances the individual company’s\nproductivity and competitiveness, and thereby its employment opportunities.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-LOWWAGE_trigger\">\nSection 9 Ordinary hourly pay and pension provisions\u003C\u002Fdiv>\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The minimum wage, i.e. the smallest payment that can be made for hourly-paid\nwork, as of 1 March\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n2020, per hour, is\n................................................................DKK 121.00.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe minimum wage shall be increased as follows:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nFrom 1 March 2021, per hour ...........................................DKK\n123.50\u003C\u002Fp>\n\n\u003Cp>From 1 March 2022, per hour ...........................................DKK\n126.00\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nComment: Effective date – see Annex 15.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.\u003C\u002Fh3>\n\n\u003Cp>Where the work cannot be carried out as piecework according to the schedules\nof wages, or in accordance with the agreement on mixed piecework or another\nform of piecework agreement, an hourly productivity-enhancing bonus shall be\npaid of DKK 12.70\u003C\u002Fp>\n\n\u003Cp>The minimum hourly pay in the case of work with hourly pay shall thus\ncomprise:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nFrom 1 March 2020, per hour ..........................................DKK\n133.70\u003C\u002Fp>\n\n\u003Cp>From 1 March 2021, per hour ..........................................DKK\n136.20\u003C\u002Fp>\n\n\u003Cp>From 1 March 2022, per hour ..........................................DKK\n138.70\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nComment: Effective date – see Annex 15.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe service bonus may be offset in a personal bonus, if any, in accordance with\nsubsections 3 and 5 of this Section. The service bonus may not be paid for\nhourly-paid work in connection with piecework of any category.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3.\u003C\u002Fh3>\n\n\u003Cp>The wages for skilled electricians and those with more responsibility may be\nagreed in each individual instance between the employer or his representative\nand the electrician, without interference from the organisations or their\nmembers. In wage determination, account must be taken of the professional level\nof skill and type of work, as well as the amount of piecework performed by the\nelectrician in question.\u003C\u002Fp>\n\n\u003Cp>It seems natural to the parties to the collective agreement to include, for\nexample, the pay rises proceeding from any increases in the free choice scheme\nin connection with the local pay negotiations.\u003C\u002Fp>\n\n\u003Cp>Wage negotiations must not take place more than once per income year.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n4.\u003C\u002Fh3>\n\n\u003Cp>Wage subsidies agreed as bonus payments to be made at particular times\ninclude holiday allowance and public holidays payments.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n5.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>When the payment for hourly pay exceeds the minimum wage as stated in clause\n1 of this Section, the excess amount shall be regarded as a personal bonus, in\naccordance with subsection 3 of this Section.\u003C\u002Fp>\n\n\u003Cp>The increases in the minimum wage of 1 March 2020, 2021 and 2022 shall not\nentail regulation of the personal wages provided for hourly-paid work, except\nwhen an increase is required to meet the new minimum wage level.\u003C\u002Fp>\n\n\u003Cp>Increases in the minimum wage shall thus be offset in personal bonuses.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n6.\u003C\u002Fh3>\n\n\u003Cp>The parties agree that when inequity appears to be present in this area as a\nwhole, both organisations are entitled to institute proceedings towards each\nother in conformity with the current rules for the conduct of industrial\nconflicts.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n7.\u003C\u002Fh3>\n\n\u003Cp>Waiting time and moving time which falls within normal working hours shall\nbe remunerated at the individual hourly pay of the electrician concerned.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n8.\u003C\u002Fh3>\n\n\u003Cp>When an electrician is re-employed at a company in the same work for which\nhe was previously employed, and less than 1 year has elapsed since his last\nperiod of employment at the company, he shall be employed at the hourly pay\nthat he previously received, though taking account of any general wage rises\nwhich may have occurred in the meantime.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nWage periods and wage payment\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n9.Two-week pay period\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe wage period is 2 weeks and is calculated from the beginning of a week.\u003C\u002Fp>\n\n\u003Cp>Wage payment shall occur on the first Thursday following the conclusion of\nthe wage period.\u003C\u002Fp>\n\n\u003Cp>Wage payment may be made on the second Thursday following the conclusion of\nthe wage period if the company and a majority of the electricians so agree.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n10.Monthly pay\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPay can be converted into a monthly wage payment. The transition to monthly pay\nmust be notified at least 2 months in advance.\u003C\u002Fp>\n\n\u003Cp>The employee’s pay is available on the last banking day of the month.\u003C\u002Fp>\n\n\u003Cp>Unless otherwise agreed in a local agreement, hours, supplementary payments,\netc., will be settled up to and including the pay week that includes the 20th\nof each month, so that payment can be made as set out above.\u003C\u002Fp>\n\n\u003Cp>The employee will be informed with regard to accrual of the pay\ncalculation.\u003C\u002Fp>\n\n\u003Cp>Nevertheless, piecework bonuses shall always be paid in accordance with\nSection 12.1 and 12.2 of the collective agreement.\u003C\u002Fp>\n\n\u003Cp>In connection with the transition to monthly wage payment, the employee can\nask for an advance corresponding to the net pay he\u002Fshe would have received in\nthe subsequent pay period, unless otherwise agreed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The time of paying the requested amount on account is the first time the\n14-day pay is not paid in full. This amount will be repaid by wage deduction\nover the subsequent 12 months at 1\u002F12 per month of the amount on account,\nunless otherwise agreed. The monthly wage deduction must be shown on the\npayslip. However, if the employee leaves, the remainder will be deducted from\nthe last wages.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n11.\u003C\u002Fh3>\n\n\u003Cp>If the payday falls on a public holiday, the wages shall be paid on the\npreceding weekday. In such cases, the companies are entitled to pay a\nreasonable advance on the day before the public holiday and the remainder on\nthe next ordinary payday.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n12.\u003C\u002Fh3>\n\n\u003Cp>The wages shall be paid in cash or by direct transfer into the\nelectrician’s bank account. Cash payment shall take place during working\nhours, or immediately following the conclusion of working hours. In the case of\ntransfer into the electrician's bank account, the wages shall be available at\nthe conclusion of working hours on the payday.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n13.\u003C\u002Fh3>\n\n\u003Cp>The payslip must contain information on how the payment is distributed\nbetween piecework, timebased pay, overtime payments, public holiday payments,\nholiday pay, etc., as well as which deductions are made for tax, ATP, AMB, AMP,\netc.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n14.\u003C\u002Fh3>\n\n\u003Cp>The company must be in receipt of timesheets by the beginning of working\nhours each Monday morning. If the timesheets have not been submitted on time\nMonday morning, the company is entitled to make a suitable part payment, with\nfinal settlement taking place at the next subsequent wage payment.\u003C\u002Fp>\n\n\u003Cp>Objections to the calculation of the timesheets shall be lodged by the\ncompany no later than at the time of wage payment.\u003C\u002Fp>\n\n\u003Cp>If working hours are reported electronically, a copy of the employee’s\nreport must be sent to the email address that the employee has made known to\nthe employer, or sent via e-Boks.\u003C\u002Fp>\n\n\u003Cp>The electronic report must include options for reporting all elements of\npay, including nuisance compensation, payment for travel time, etc. This can\nalso be facilitated with tick-boxes and free text fields.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nNote: Both parties agree that Section 9 of this Agreement shall not be\nunderstood to mean that the individual wages at the individual workshops, or in\nthe trade in general, shall be at the same level, for which reason an\norganisational intervention which aims to raise all wages by a uniform\nsupplement, or to the same level, is not in accordance with the collective\nagreement. The parties are moreover in agreement that electricians are entitled\nto freely seek work at the individual companies without interference from the\norganisations or their members.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\n15.Labour market supplementary pension (AMP)\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPurpose\u003C\u002Fp>\n\n\u003Cp>The purpose of the pension scheme is to provide security for the member and\nany surviving relatives of the member, in the event of the member’s death,\ndisability or retirement.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPension\u003C\u002Fp>\n\n\u003Cp>Wage earners employed pursuant to the Electricians’ Collective Agreement\nare covered by the labour market pension scheme with PensionDanmark when they\nare engaged.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAge and seniority requirements\u003C\u002Fp>\n\n\u003Cp>The employer pays pension contributions for wage earners who are over the\nage of 18 and who have been working for 6 months under the collective agreement\nfor electricians or who have been engaged in the trade for a similar period.\u003C\u002Fp>\n\n\u003Cp>If the employee is admitted to this pension scheme or in a similar\ncollectively agreed occupational pension scheme in a previous employment\nrelationship, the employee is entitled to pension contributions from the first\nday of employment.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nRegistration and documentation\u003C\u002Fp>\n\n\u003Cp>The employer must register when the employed wage earner reaches the\nrequired level of seniority. With effect from the first pay period thereafter,\nthe collectively agreed pension contributions will be paid in respect of that\nindividual.\u003C\u002Fp>\n\n\u003Cp>If necessary, the wage earner shall document employment within the industry\nor previous employment. This documentation can take the form of payslips or\ndeclarations from previous employers.\u003C\u002Fp>\n\n\u003Cp>If the wage earner is able to produce such documentation, the employer must\npay the collectively agreed pension contributions for the individual with\neffect from the time of employment, or no later than when the necessary\nseniority has been attained.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPension contributions\u003C\u002Fp>\n\n\u003Cp>The pension contribution is determined as a percentage of the taxable wage\nincome of the wage earner. The employer shall pay 2\u002F3 of the contribution, and\nthe wage earner shall pay 1\u002F3.\u003C\u002Fp>\n\n\u003Cp>The employer must withhold the employee’s own contribution and pay the\ntotal pension contribution to PensionDanmark once monthly, no later than on the\n10th day of the following month.\u003C\u002Fp>\n\n\u003Cp>The individual has the opportunity to increase his own pension\ncontribution.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe contribution comprises:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nEmployer’s contribution: .........................................8.0%\u003C\u002Fp>\n\n\u003Cp>Employee’s contribution: ........................................4.0%\u003C\u002Fp>\n\n\u003Cp>The total contribution comprises: ........................12.0%\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPension in respect of holiday and public holiday compensation during illness\u003Cbr>\n\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPension is calculated in respect of holiday and public holiday compensation\nduring illness for employees who are entitled to a pension, see this provision.\nBoth the employer’s contribution and the employee’s own contribution are\ncalculated in respect of holiday illness allowance and paid into the pension\nscheme.\u003C\u002Fp>\n\n\u003Cp>The employer’s share is provided by the employer over and above sick-pay\nholiday allowance. The employee’s share is deducted in the holiday allowance\nprior to final settlement of this.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\nSection 10 Injury, illness and maternity leave\u003C\u002Fdiv>\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In the case of injury at the workplace, in connection with which the\nelectrician is absent from the workplace by arrangement with the employer, the\nnormal hourly pay shall be paid, in the case of hourly-paid work, for the\nmissing hours on the day in question.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.\u003C\u002Fh3>\n\n\u003Cp>In the case of absence due to injury or illness which is reported and\ndocumented in a timely manner, the employer shall pay an amount corresponding\nto the electrician’s normal hourly pay for a period of up to 9 weeks. A\nprerequisite for this is that the employee in question is entitled to 5 or more\nworking days’ notice in accordance with Section 6, subsection 2.7.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>In the case of absence due to injury incurred while performing work for the\ncompany, including work-related illness caused by work for the company in\nquestion, the employer shall pay an amount corresponding to the normal hourly\npay to the electrician in question for a period of up to 9 weeks.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>In the case of recurrence of the same illness within two weeks of the end of\nthe period of absence, the employer shall calculate the payment period from the\nfirst day of absence in the first period of absence.\u003C\u002Fp>\n\n\u003Cp>Payment during absence from work due to injury or illness shall be made at\nthe applicable hourly rate, in accordance with the Danish Sickness and\nMaternity Benefits Act.\u003C\u002Fp>\n\n\u003Cp>This is contingent on the employee being entitled to unemployment benefits\npursuant to the Danish Sickness and Maternity Benefits Act during the period of\nabsence.\u003C\u002Fp>\n\n\u003Cp>Where an agreement has been entered into in accordance with Section 56 of\nthe Danish Sickness and Maternity Benefits Act, the employer shall pay sick pay\nin accordance with the Danish Sickness and Maternity Benefits Act.\u003C\u002Fp>\n\n\u003Cp>Sick-period holiday allowance is calculated in accordance with Section 16 of\nthe collective agreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3.Child’s illness\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nWhen necessary, electricians may take time off to look after (a) sick\nchild\u002Fchildren living at home under the age of 14.\u003C\u002Fp>\n\n\u003Cp>This release only applies to one of the child’s parents and only on the\nfirst full day of the child’s illness.\u003C\u002Fp>\n\n\u003Cp>If the child falls ill during the electrician’s working day, and the\nelectrician has to leave work as a result, the right exists furthermore to take\nthe remaining hours off work on the day in question.\u003C\u002Fp>\n\n\u003Cp>Payment shall be made corresponding to the relevant electrician’s usual\nhourly pay for hourly-paid work, although no more than a maximum hourly rate of\nDKK 127.35\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAs of 1 July 2020 .................. no more than a maximum of DKK 129.85\u003C\u002Fp>\n\n\u003Cp>As of 1 July 2021 .................. no more than a maximum of DKK 132.35\u003C\u002Fp>\n\n\u003Cp>As of 1 July 2022 .................. no more than a maximum of DKK 134.85\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nA prerequisite for payment is that the documentation demanded by the company is\nmade available.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If the child is still ill after the first full sick day, the employee is\nentitled to another 1 day off. This day off is taken without pay, but the\nemployee can receive an advance from his\u002Fher public holi- days\u002Fextra days off\nand free choice scheme.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nWith effect from 1 May 2020, the following applies:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nEmployees with at least 9 months’ seniority are entitled to time off to\nattend medical appointments with the child.\u003C\u002Fp>\n\n\u003Cp>Employees wishing to take time off for medical appointments must notify the\ncompany to this effect at the earliest opportunity.\u003C\u002Fp>\n\n\u003Cp>Time off for medical appointments is taken without pay, but the employee can\nreceive an advance from his\u002Fher public holidays\u002Fextra days off and free choice\nscheme.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nComment: Effective date – see Annex 15.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n4.Time off in connection with the hospitalisation of a child\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nElectricians are allowed the freedom, when necessary, for the employee to be\nadmitted to hospital together with the child, also including when\nhospitalisation is partially or wholly at home. This rule shall apply to\nchildren under 14 years of age. It is a prerequisite that the employee has at\nleast 9 months’ seniority at the company.\u003C\u002Fp>\n\n\u003Cp>This entitlement shall only apply to one of the persons with rights of\ncustody over the child, and the time off cannot exceed a total of 1 week per\nchild within a 12-month period.\u003C\u002Fp>\n\n\u003Cp>The electrician must produce documentation of hospitalisation on request.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPayment shall be made corresponding to the relevant electrician’s usual\nhourly pay for hourly-paid work, although:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAs of 01\u002F03\u002F2020 .......................... no more than a maximumo f DKK\n146.50\u003C\u002Fp>\n\n\u003Cp>As of 01\u002F03\u002F2021 .......................... no more than a maximum of DKK\n149.00\u003C\u002Fp>\n\n\u003Cp>As of 01\u002F03\u002F2022 .......................... no more than a maximum of DKK\n151.50\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIn the event that the company is not entitled to reimbursement from the\nemployee’s municipality of residence, TEKNIQ Arbejdsgiverne may decide to\nrefund the company’s expenses.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nComment: Effective date – see Annex 15.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\n5.Maternity and paternity leave\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe employer shall pay wages to employees absent from work due to the birth of\na child, and who at the time of the birth possess 9 months’ seniority, from 4\nweeks before the anticipated time of birth and until 14 weeks after the birth\n(pregnancy leave\u002Fmaternity leave).\u003C\u002Fp>\n\n\u003Cp>Adoptive parents are entitled to maternity leave for 14 weeks from the time\nof reception of the child.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPay shall be made corresponding to the relevant usual hourly pay for\nhourly-paid work, although:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAs of 01\u002F03\u002F2020 ........................ no more than a maximum of DKK\n151.50\u003C\u002Fp>\n\n\u003Cp>As of 01\u002F03\u002F2021 ........................ no more than a maximum of DKK\n154.00\u003C\u002Fp>\n\n\u003Cp>As of 01\u002F03\u002F2022 ........................ no more than a maximum of DKK\n156.50\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe sum shall include the statutory maximum benefits rate.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>Under the same conditions, up to 2 weeks’ wages may be paid out during\npaternity leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nParental leave\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe employer also makes payment during parental leave for employees with 9\nmonths’ seniority at the company by the expected date of birth, see below.\u003C\u002Fp>\n\n\u003Cp>It is a prerequisite for payment that the employer is entitled to\nreimbursement corresponding to the maximum benefits rate. If the reimbursement\navailable is less than this amount, the payment made to the employee must be\nreduced correspondingly.\u003C\u002Fp>\n\n\u003Cp>Expenses for maternity leave in the individual companies shall be\nrecompensed via the maternity fund established by TEKNIQ Arbejdsgiverne.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nPayment during parental leave commencing in the period 1 July 2017 to 30 June\n2020:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nFor employees who commence parental leave in the above period, the employer\nmakes payment during parental leave of up to 13 weeks. The payment is an hourly\nsum corresponding to the usual hourly pay for hourly-paid work.\u003C\u002Fp>\n\n\u003Cp>Each of the parents is entitled to take 5 of these 13 weeks.\u003C\u002Fp>\n\n\u003Cp>The remaining 3 weeks’ leave of absence is granted to one parent or the\nother.\u003C\u002Fp>\n\n\u003Cp>The 13 weeks must be taken within 52 weeks after the birth.\u003C\u002Fp>\n\n\u003Cp>Unless otherwise agreed, 3 weeks’ notice is required for the 13 weeks.\u003C\u002Fp>\n\n\u003Cp>If the leave of absence reserved for the individual parent is not taken, the\npayment shall lapse.\u003C\u002Fp>\n\n\u003Cp>Unless otherwise agreed, each instance of parental leave can be divided into\na maximum of two periods.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nPayment during parental leave commencing 1 July 2020 or later:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nFor employees who commence parental leave on 1 July 2020 or later, the employer\nmakes payment during parental leave of up to 16 weeks. The payment is an hourly\nsum corresponding to the usual hourly pay for hourly-paid work.\u003C\u002Fp>\n\n\u003Cp>Of these 16 weeks, the parent taking maternity leave is entitled to take 5\nweeks, and the other parent is entitled to take 8 weeks.\u003C\u002Fp>\n\n\u003Cp>The remaining 3 weeks’ leave of absence is granted to one parent or the\nother.\u003C\u002Fp>\n\n\u003Cp>The 16 weeks must be taken within 52 weeks after the birth.\u003C\u002Fp>\n\n\u003Cp>Unless otherwise agreed, 3 weeks’ notice is required for the 16 weeks.\u003C\u002Fp>\n\n\u003Cp>If the leave of absence reserved for the individual parent is not taken, the\npayment shall lapse.\u003C\u002Fp>\n\n\u003Cp>Unless otherwise agreed, each instance of parental leave can be divided into\na maximum of two periods.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nComment: Effective date – see Annex 15.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nPension contribution during maternity leave\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nWith a view to increasing the total pension payments of women employees, the\npension contribution shall be increased during maternity leave.\u003C\u002Fp>\n\n\u003Cp>During the 14 weeks of maternity leave, an extra pension contribution shall\nbe made for staff who possess nine months' seniority at the anticipated time of\nbirth.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe pension contribution comprises:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nEmployer’s contribution, hourly\n............................................DKK 8.50\u003C\u002Fp>\n\n\u003Cp>Employee’s contribution, hourly\n............................................DKK 4.25\u003C\u002Fp>\n\n\u003Cp>The total contribution comprises hourly ...............................DKK\n12.75\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nComment: Effective date – see Annex 15.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n6.Childcare days\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAnnex 26 applies in the transitional period from 1 May 2020 to 31 December\n2020.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\nAs of 1 January 2021, the following applies:\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nElectricians with at least 9 months’ seniority are entitled to 2 childcare\ndays per calendar year. The electrician can take a maximum of 2 childcare days\nper calendar year, irrespective of the number of children he\u002Fshe has. This rule\nshall apply to children under 14 years of age.\u003C\u002Fp>\n\n\u003Cp>These days shall be deployed by agreement with the company and the employee,\ntaking due account of the interests of the company.\u003C\u002Fp>\n\n\u003Cp>The childcare days must be taken unpaid, but the employee may receive an\namount from his\u002Fher free choice account, see Section 15, subsection 3, if there\nare sufficient funds on the account.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nSection 10a Senior policy and recruitment under special conditions\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.Senior agreement\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.1\u003C\u002Fh3>\n\n\u003Cp>The parties to the collective agreement concur that the individual\nelectrician may choose to enter into a senior agreement scheme. During an\nannual appraisal, a discussion must take place of how best to implement senior\nyears for the electrician.\u003C\u002Fp>\n\n\u003Cp>The electrician is entitled to take 32 senior days off per calendar year. If\nmore days can be financed as a result of increased savings in the public\nholiday\u002Ffree choice scheme, this can be agreed with the company. Unless\notherwise agreed, senior days off must be taken as full days.\u003C\u002Fp>\n\n\u003Cp>Unless otherwise agreed, deployment of senior days follows the same rules as\ndeployment of residual holiday.\u003C\u002Fp>\n\n\u003Cp>This option is open starting 5 years before the statutory retirement age for\nindividual electricians from time to time in effect.\u003C\u002Fp>\n\n\u003Cp>If a trade union representative\u002Fshop steward has been elected for the\ncompany, the trade union representative\u002Fshop steward may attend the\ndiscussion.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.2\u003C\u002Fh3>\n\n\u003Cp>By mutual agreement, the electrician and the company may enter into a\nwritten individual agreement concerning reduced weekly or monthly working hours\nat the expense of the electrician.\u003C\u002Fp>\n\n\u003Cp>In conjunction with any such reduction in working hours, the electrician may\nchoose to convert accruing pension savings, see Section 9(15), into a pay\nsupplement. The maximum proportion of pension contributions that can be\nconverted must be calculated to allow for the insurance scheme and\nadministrative costs still to be covered.\u003C\u002Fp>\n\n\u003Cp>Unless otherwise agreed between the electrician and the company, the\nfollowing model will be used for payment in respect of reduced working\nhours:\u003C\u002Fp>\n\n\u003Cp>The converted pension contributions are accrued continuously in the public\nholiday\u002Ffree choice account to cover the agreed reduction in working hours.\u003C\u002Fp>\n\n\u003Cp>When taking time off under the senior agreement, pay will be docked\ncorrespondingly, and an amount from the public holiday\u002Ffree choice account will\nbe paid out instead.\u003C\u002Fp>\n\n\u003Cp>When taking a whole day off under the senior agreement, a sum shall be\npayable corresponding to daily pay of 7.4 hours per day. The payout must never\nexceed the amount saved up at any given time, however.\u003C\u002Fp>\n\n\u003Cp>In all other respects, the public holiday\u002Ffree choice account is handled in\naccordance with Section 15 and Annex 1(6)(6) of the Electricians’ Collective\nAgreement.\u003C\u002Fp>\n\n\u003Cp>When an agreement has been entered into regarding reduced working hours, the\nelectrician must give the company written notification by 1 November as to\nwhether, in the upcoming calendar year, the electrician wishes to have pension\ncontributions and accrued savings in the public holiday\u002Ffree choice account\nconverted into ongoing payouts, including the number of senior days off. This\nchoice is binding on the employee and will also apply to future calendar years.\nNevertheless, the employee has the opportunity to inform the company by 1\nNovember each year whether any changes are desired for the upcoming calendar\nyear.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This conversion does not change the existing basis for calculation as per\nthe collective agreement and is thus cost-neutral as far as the company is\nconcerned.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.3\u003C\u002Fh3>\n\n\u003Cp>At the annual discussion, the electrician and the company furthermore have\nthe opportunity to discuss and enter into a written individual agreement to\nestablish how the electrician’s work tasks could be arranged with a view to\nretaining the electrician in the labour market.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.4Employees on an old-age pension or early retirement benefits\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIn order to give employees on an old-age pension or early retirement benefits\nthe opportunity to maintain their link with the labour market by working to a\nlimited extent or working occasionally, an individual written agreement can be\nentered into by the company and the electrician regarding the electrician’s\nterms and conditions of employment, regulating aspects such as\u003C\u002Fp>\n\n\u003Cp>•Working hours\u003C\u002Fp>\n\n\u003Cp>•Avoiding accrual of pension contributions so that these can instead be\npaid out continuously as wages\u003C\u002Fp>\n\n\u003Cp>•Avoiding accrual of public holiday\u002Ffree choice payments so that these can\ninstead be paid out continuously as wages\u003C\u002Fp>\n\n\u003Cp>•Termination of the agreement\u003C\u002Fp>\n\n\u003Cp>This conversion does not change the existing basis for calculation as per\nthe collective agreement and is thus cost-neutral as far as the company is\nconcerned.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.Employment on special conditions\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIn the case of impaired working capacity due to illness or disablement, the\norganisations may, at the request of the electrician and the company in\nquestion, grant an exemption from the provisions of the collective\nagreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nNote: The organisations appoint a committee to review guidance on “Policy on\nsenior workers” during the life of the collective agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nSection 11 Productivity-enhancing pay systems\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The organisations agree that all work suitable for categorisation as\npiecework should be carried out and paid for as piecework according to the\nPiecework system for the electrical industry (EBA) or another form of piece\nwork agreement in accordance with Sections 12.1, 12.2 and 12.3, or via a\nproductivity-enhancing pay system in accordance with this Section. Where this\nis not possible, reference is made to the provisions laid down in Section 9.2\nand 9.3.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.\u003C\u002Fh3>\n\n\u003Cp>The Piecework system for the electrical industry (EBA) is applicable to\ninstallation work carried out for members of TEKNIQ Arbejdsgiverne, and both\nparties commit themselves to observing this. The National Schedule of Wages\nshall run in parallel with the collective agreement, and shall terminate at the\nsame time as the collective agreement.\u003C\u002Fp>\n\n\u003Cp>Similarly, the adopted Schedule of Wages for Overhead Cable Work shall run\nparallel to the collective agreement and shall terminate at the same time.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3.\u003C\u002Fh3>\n\n\u003Cp>In the event that local agreement exists to develop and utilise a\nproductivity-enhancing pay system at a company, or for groups within a company,\nthere may not be concomitant use of piecework in accordance with the Piecework\nsystem for the electrical industry (EBA) once the new pay system has been\nintroduced, or where there is agreement to test such a system for a particular\nperiod of time. Sections 12.1, 12.2 and 12.3 of the Electricians’ Collective\nAgreement as well as the Piecework system for the electrical industry (EBA)\nshall not apply to such pay systems unless otherwise agreed.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n4.\u003C\u002Fh3>\n\n\u003Cp>It is recommended that such pay systems should be based on open and\ntransparent principles. A pay system should be simple to introduce, easy to\nadminister and easily adapted to altered conditions, and should encompass rules\nfor giving notice, see Section 5 of the Electricians’ Collective\nAgreement.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n5.\u003C\u002Fh3>\n\n\u003Cp>Position assessment, personal qualifications, training, result-based pay,\nbonuses, project pay, etc., are elements that may be included in a pay\nsystem.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n6.\u003C\u002Fh3>\n\n\u003Cp>Payment via such pay systems may be altered once per collective agreement\nyear at most. This provision does not cover existing local wage agreements for\ndefined projects, which by their nature cannot be terminated or cease before\nthe work is completed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nSection 12.1 – The Piecework system for the electrical industry (EBA)\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nGeneral information\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe provisions laid down in Sections 12.1 and 12.3 shall apply to work carried\nout and paid for as piecework in accordance with the Piecework system for the\nelectrical industry (EBA).\u003C\u002Fp>\n\n\u003Cp>At the commencement of all piecework done in accordance with EBA, piecework\ncontracts shall be issued specifying the type and extent of the work, etc.,\nusing the form compiled by TEKNIQ Arbejds- giverne and the Danish Union of\nElectricians. The piecework contract shall be provided in two copies, both of\nwhich shall be signed by the employer – or his representative – and the\npieceworker. The piecework contracts shall be supplied by the company.\u003C\u002Fp>\n\n\u003Cp>Upon entering into the piecework agreement, the basis on which the combined\npiecework time is to be settled must be agreed.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe time is settled in one of the following ways:\u003C\u002Fp>\n\n\u003Cp>a.The company’s measurement in accordance with EBA is ascribed to the\npiecework contract. In the event of changes in the course of the work\npertaining to the project measured by the company, adjustment of the\ncompany’s measurement will be agreed.\u003C\u002Fp>\n\n\u003Cp>b.The pieceworker measures the project in accordance with EBA during the\nwork or upon completion.\u003C\u002Fp>\n\n\u003Cp>c.The pieceworker and the company each measure their agreed part of the\nproject in accordance with EBA during the work or upon completion.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nComment: For reasons of the Parties’ overview of project implementation, the\nprofessional bodies recommend that measuring should be done while the work is\nbeing completed.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe piecework contract shall furthermore include agreement on additions for\nindirect work operations as well as workplace-specific additional time, adapted\nto the specific type of construction. If different additions are used in\nconstruction, these must be documented as annexes to the piecework contract.\u003C\u002Fp>\n\n\u003Cp>Furthermore, the professional bodies agreed to fixed additions for personal\ntime.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.\u003C\u002Fh3>\n\n\u003Cp>For materials or work operations not found in EBA, operational times or\nworking periods are agreed locally, as are any agreements on the use of\ncombined performance and\u002For modules.\u003C\u002Fp>\n\n\u003Cp>This could happen, for example, if the pieceworker adopts the company’s\nmeasurement after reviewing it, or if the working period is established\ncollaboratively by agreement on the matter or as agreed in any other way. If\nmeasurement of operational times is required, please refer to the guide\nprepared by the professional bodies.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3.\u003C\u002Fh3>\n\n\u003Cp>In all piecework, the pieceworker (the signatory of the piecework contract)\nshall be responsible for ensuring that the work is carried out in accordance\nwith the drawings and descriptions, as well as other instructions – which\nshould as far as possible be given in writing – for the relevant work.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n4.\u003C\u002Fh3>\n\n\u003Cp>For piecework, each electrician shall receive his normal hourly pay, paid in\nadvance (for overtime, see Section 13.4).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n5.\u003C\u002Fh3>\n\n\u003Cp>In the case of large piecework contracts, the electrician shall be entitled\nafter 6 weeks of work to demand a further advance payment, provided that the\nemployer and the electrician agree that the piecework carried out can support a\nfurther advance payment. Apprentices can participate in piecework bonuses\nagreed individually with the pieceworker.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n6.\u003C\u002Fh3>\n\n\u003Cp>If the prerequisites for the piecework contract change significantly or are\nbreached, the pieceworker and the company may enter into negotiations to change\nthe fundamental prerequisites concerning piecework. This could come about\nthrough a temporary or permanent change in the above percentage additions, or\nby some other method agreed between the Parties.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n7.\u003C\u002Fh3>\n\n\u003Cp>If time is wasted for the electrician, inevitably and through no fault of\nthe electrician’s own, through the late delivery of materials which were\nrequisitioned by the electrician in writing and at least 24 hours in advance,\nthe electrician shall be reimbursed at the applicable hourly pay of the\nelectrician in question, provided that the late delivery has verifiably delayed\nthe implementation of the work and that the electrician has not been assigned\nother work in the interim.\u003C\u002Fp>\n\n\u003Cp>The time wasted for the electrician by being required to wait for punctually\nrequisitioned materials, or orders from the senior fitter or another\nrepresentative of the employer, shall be reimbursed at the applicable hourly\npay of the electrician in question, provided that other work has not been\navailable at the same workplace which could have been carried out in the\ninterim.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n8.\u003C\u002Fh3>\n\n\u003Cp>If an electrician is moved to another job unrelated to the agreed project\nduring normal working hours, the time involved shall be paid at the hourly pay\napplicable to the electrician unless a different payment agreement is in\nplace.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n9.\u003C\u002Fh3>\n\n\u003Cp>If, in connection with piecework, the company requires the pieceworker and\nany piecework participants to attend site meetings, access courses for access\nto building sites and special requirements for courses in connection with the\nwork involved in the piecework, the time thus involved shall be paid as day\nwage hours unless the Parties have specified in connection with the piecework\nthat the time thus spent is included in the agreed additions to the piecework\nfor indirect or workplace-specific time.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n10.Conclusion of the piecework\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nOnce the work is completed, the piecework must be settled.\u003C\u002Fp>\n\n\u003Cp>The professional bodies have prepared a form for use in completing and\nsettling piecework.\u003C\u002Fp>\n\n\u003Cp>If agreement cannot be reached as to when the piecework was completed, both\nParties have the opportunity to present a claim in an industrial procedure via\na mediation meeting held no later than on the 3rd working day after receipt of\nthe request for mediation in the respective professional bodies.\u003C\u002Fp>\n\n\u003Cp>In the measurement of piecework covered by the EBA, both employers and\nelectricians who feel they lack sufficient familiarity with the EBA may demand\nthat the measurement be undertaken with the assistance of experienced\npersons.\u003C\u002Fp>\n\n\u003Cp>In the measurement of work in which one party has requested assistance, the\ncounterparty or his representative is entitled to be present.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Payment for assistance requested by one of the parties shall not be the\nconcern of the counterparty.\u003C\u002Fp>\n\n\u003Cp>Negotiations on measurement shall occur directly between the company and the\npieceworker, and neither of the parties shall be obliged to negotiate with the\nother party’s advisor, who shall only be present to provide assistance for\nthe party who has contacted him.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n11.Settlement of piecework\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe piecework contract must specify how the piecework is to be measured.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSettlement of piecework contracts entered into in accordance with Section 12,\nsubsection 1a:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nFor piecework where the company’s measurement in accordance with EBA was the\nbasis of the piecework contract, the company shall prepare a draft statement of\nthe work done. Changes, additions and cancelled work agreed between the Parties\nduring completion of the work shall be shown on this statement. The statement\nshall include a statement and specification by the metre and by each item of\nmaterials, and labour expended and the measurement shall be divided into\nappropriate sections, e.g. by building sections, floors, types of installation,\nbill of quantities, etc., so as to achieve a proper overview of the project\nthus measured. In addition, hourly accounts, distribution list, help with the\nproject from apprentices, etc., shall be stated on the measurement\u002Fstatement\nprepared.\u003C\u002Fp>\n\n\u003Cp>The statement shall be issued to the pieceworker as soon as possible after\ncompletion of the work so that discussions with the pieceworker about the final\nsettlement can take place before the deadline below.\u003C\u002Fp>\n\n\u003Cp>The company and the pieceworker shall use the company’s draft statement as\nthe starting point for their discussion with a view to reaching agreement on a\nfinal statement to conclude the piecework. These discussions must be brought to\nan end no later than 15 working days after the conclusion of the piecework*),\nunless otherwise agreed in writing in the specific instance.\u003C\u002Fp>\n\n\u003Cp>\u003Csub>*) Reference is made to the form relating to completing and settling\npiecework; see page 124.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fsub>\u003Cbr>\nIf the above deadlines – either 15 working days or another time limit agreed\nin writing – are not adhered to, the pieceworker is entitled to demand that\nthe matter be submitted to industrial arbitration, with a mediation meeting\nheld no later than the 3rd working day after receipt of the mediation request\nby TEKNIQ Arbejdsgiverne.\u003C\u002Fp>\n\n\u003Cp>If the conclusion of the industrial procedure is that the company has been\nresponsible for failing to meet the above deadline, the company may be required\nto partially or wholly reimburse the pieceworker’s pay for settlement of the\nwork.¬worker’s pay for settlement of the work.\u003C\u002Fp>\n\n\u003Cp>Where there is agreement concerning the statement, any discrepancy must be\nsettled, as far as possible, on the first subsequent payday, but no later than\nthe 15th working day after agreement has been reached, unless otherwise agreed\nin writing in the specific instance.\u003C\u002Fp>\n\n\u003Cp>If agreement cannot be reached in the matter of settling the piecework,\nincluding the work done, adjustments, additional works, hourly accounts as well\nas distribution lists, etc., the company shall settle any difference in respect\nof the part of the work where there is agreement in accordance with the above\ndeadline. The pieceworker then has the opportunity to bring the dispute before\nan industrial procedure in accordance with the rules of Section 20 of the\nElectricians’ Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSettlement of piecework contracts entered into in accordance with Section 12,\nsubsection 1b:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nFor piecework where the pieceworker measures the project in accordance with\nEBA, the measure- ment\u002Fsettlement shall be submitted to the company no later\nthan 15 working days after the completion of the work*) unless otherwise agreed\nin writing in the specific instance. The measurement shall include settlement\nand specification by the metre and by each piece of materials and labour\nexpended, and the measurement shall be divided into appropriate sections, e.g.\nby building sections, floors, types of installation, bill of quantities, etc.,\nso as to achieve a proper overview of the project thus measured. In addition,\nhourly accounts, distribution list, help with the project from apprentices,\netc., shall be stated on the measurement\u002Fstatement submitted.\u003C\u002Fp>\n\n\u003Cp>\u003Csub>*) Reference is made to the form relating to completing and settling\npiecework; see page 122.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIf the deadlines – either 15 working days or another time limit agreed in\nwriting – are not adhered to, the company is entitled to demand that the\nmatter be submitted to industrial arbitration, with a mediation meeting held no\nlater than the 3rd working day after receipt of the mediation request by the\nDanish Union of Electricians.\u003C\u002Fp>\n\n\u003Cp>If the conclusion of the industrial arbitration is that the pieceworker has\nbeen responsible for failing to meet the appointed deadline, he may be required\nto partially or wholly reimburse the company’s expenses for the measurement\nwork.\u003C\u002Fp>\n\n\u003Cp>Once the company has received the piecework measurement\u002Fstatement, any\ndifference shall as far as possible be settled on the following payday, but no\nlater than the 15th working day after the electrician has submitted the\nmeasurement, unless otherwise agreed in the specific instance.\u003C\u002Fp>\n\n\u003Cp>If doubt arises concerning the correctness of parts of the content on the\nmeasurement, settlement shall however take place in accordance with the above\nfor that part of the work for which there is agreement.\u003C\u002Fp>\n\n\u003Cp>The employer shall define its criticism of the content into parts of the\nmeasurement that cannot be recognised.\u003C\u002Fp>\n\n\u003Cp>When several individuals take part in the piecework, they shall be given the\nopportunity to familiarise themselves with the measurement and any corrections\nundertaken.\u003C\u002Fp>\n\n\u003Cp>In the event that the above rules for payment and criticism fail to be\nobserved, the company’s right to object shall cease, and payment shall take\nplace in accordance with the measurement submitted by the pieceworker.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSettlement of piecework contracts entered into in accordance with Section 12,\nsubsection 1c:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nFor piecework where the pieceworker and the company each measure their part of\nthe project in accordance with EBA, the pieceworker’s measurement\u002Fsettlement\nshall be submitted to the company as soon as possible and no later than 15\nworking days after the completion of the work*) unless otherwise agreed in\nwriting in the specific instance. Similarly, the company’s measure-\nment\u002Fstatement shall be submitted to the pieceworker.\u003C\u002Fp>\n\n\u003Cp>Common to both Parties’ statements is that they contain a specification by\nthe metre and by each item of materials, and the labour and measurement shall\nbe divided into appropriate sections, e.g. by building sections, floors, types\nof installation, bill of quantities, etc., so as to achieve a proper overview\nof the project thus measured. Furthermore, hourly accounts and a distribution\nlist shall be prepared in the same way, and due account shall be taken of any\nhelp with the piecework from apprentices, etc.\u003C\u002Fp>\n\n\u003Cp>The company and the pieceworker shall use the company’s and the\npieceworker’s draft statements as the starting points for their discussion\nwith a view to reaching agreement on a final statement to conclude the\npiecework. These discussions must be brought to an end no later than 15 working\ndays after the conclusion of the piecework*), unless otherwise agreed in\nwriting in the specific instance.\u003C\u002Fp>\n\n\u003Cp>\u003Csub>*) Reference is made to the form relating to completing and settling\npiecework; see page 123.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIf the above deadlines – either 15 working days or another time limit agreed\nin writing – are not adhered to by one of the Parties, the second Party may\nbe entitled to demand that the matter be submitted to an industrial procedure,\nwith a mediation meeting held no later than the 3rd working day after receipt\nof the mediation request by the Danish Union of Electricians\u002FTEKNIQ Arbejds-\ngiverne.\u003C\u002Fp>\n\n\u003Cp>If the conclusion of the industrial procedure is that the pieceworker has\nbeen responsible for failing to meet the above deadline, the pieceworker may be\nrequired to partially or wholly pay the company’s expenses for the\nmeasurement work.¬pany’s expenses for the measurement work.\u003C\u002Fp>\n\n\u003Cp>If the conclusion of the industrial procedure is that the company has been\nresponsible for failing to meet the above deadline, the company may be required\nto partially or wholly reimburse the pieceworker’s pay for settlement of the\nwork.¬worker’s pay for settlement of the work.\u003C\u002Fp>\n\n\u003Cp>Where there is agreement concerning the statement, any discrepancy must be\nsettled, as far as possible, on the first subsequent payday, but no later than\nthe 15th working day after agreement has been reached, unless otherwise agreed\nin the specific instance.\u003C\u002Fp>\n\n\u003Cp>If agreement cannot be reached in the matter of settling the piecework,\nincluding the work done, adjustments, additional works, hourly accounts as well\nas distribution lists, etc., the company shall settle any difference in respect\nof the part of the work where there is agreement in accordance with the above\ndeadline. The pieceworker then has the opportunity to bring the dispute before\nan industrial procedure in accordance with the rules of Section 20 of the\nElectricians’ Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nGeneral information\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAgreements for deadlines shall be drawn up in writing and signed by the company\nand the pieceworker.\u003C\u002Fp>\n\n\u003Cp>In the event of difficulties in complying with time limits due to unforeseen\nevents, e.g. illness, etc., there will be an opportunity to obtain a further\ndeadline with the participation of the professional bodies. This possibility\napplies to all piecework types in accordance with Section 12.1.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n12.Guarantee payment and sharing the piecework bonus\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n“Hourly piecework earnings” means the combined piecework total (including\npayment for the company’s hours and customer hours) which – after deduction\nof payment for apprentices helping with the piecework – is divided by the\ntotal number of journeyman hours (including the company’s hours and customer\nhours) involved in the piecework.\u003C\u002Fp>\n\n\u003Cp>As a basis for earnings in piecework projects, the individual electrician\nmust be guaranteed a payment that at least equates to his personal hourly pay\n– capped at 1.5 x the minimum payment rate.¬ment that at least equates to\nhis personal hourly pay – capped at 1.5 x the minimum payment rate.\u003C\u002Fp>\n\n\u003Cp>For hourly earnings within 2.0 x the minimum payment, the entire earnings go\nto the piecework participants.\u003C\u002Fp>\n\n\u003Cp>If the piecework attracts payment in excess of 2.0 x the minimum payment per\nhour, the company is given a 12.5% share of this additional income, and the\nremainder is paid to the piecework participants.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If the piecework attracts payment in excess of 2.25 x the minimum payment,\nthe firm’s share is 25% of the additional income, and the remainder is paid\nto the piecework participants.\u003C\u002Fp>\n\n\u003Cp>If the payment exceeds 2.5 x the minimum payment, the firm’s share is\n37.5% of the additional income, while the remainder is paid to the piecework\nparticipants.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cstrong>\u003Cbr>\n\u003Cbr>\n\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"597\" colspan=\"5\" valign=\"top\" style=\"width:448.1pt;padding:0cm .5pt 0cm .5pt;   height:17.3pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Calibri",sans-serif\">In\n        the period from 1 March 2020\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:29.75pt\">\n      \u003Ctd width=\"221\" valign=\"top\" style=\"width:165.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:29.75pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" valign=\"top\" style=\"width:48.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:29.75pt\">\u003Cp class=\"MsoNormal\" style=\"line-height:14.65pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">DKK\n        per hour\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"312\" colspan=\"3\" rowspan=\"2\" valign=\"top\" style=\"width:234.25pt;   border:solid windowtext 1.0pt;border-bottom:none;padding:0cm .5pt 0cm .5pt;   height:29.75pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:45.6pt\">\n      \u003Ctd width=\"221\" valign=\"top\" style=\"width:165.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:45.6pt\">\u003Cp class=\"MsoNormal\" style=\"line-height:14.65pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">Guaranteed\n        payment, personal hourly pay, capped at\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" valign=\"bottom\" style=\"width:48.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:45.6pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">181.50\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:37.45pt\">\n      \u003Ctd width=\"221\" style=\"width:165.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:37.45pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">For\n        piecework income exceeding\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" style=\"width:48.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:37.45pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">242.00\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"130\" valign=\"top\" style=\"width:97.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:37.45pt\">\u003Cp class=\"MsoNormal\" style=\"line-height:14.4pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">the\n        company’s share\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\" style=\"width:40.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:37.45pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">12.5%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"128\" valign=\"top\" style=\"width:96.0pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:37.45pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:3.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">of\n        the additional in­\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">come\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:37.45pt\">\n      \u003Ctd width=\"221\" style=\"width:165.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:37.45pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">For\n        piecework income exceeding\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" style=\"width:48.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:37.45pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">272.25\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"130\" valign=\"top\" style=\"width:97.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:37.45pt\">\u003Cp class=\"MsoNormal\" style=\"line-height:14.4pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">the\n        company’s share\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\" style=\"width:40.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:37.45pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">25.0%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"128\" valign=\"top\" style=\"width:96.0pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:37.45pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:3.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">of\n        the additional in­\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">come\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:37.7pt\">\n      \u003Ctd width=\"221\" style=\"width:165.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:37.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">For\n        piecework income exceeding\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" style=\"width:48.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:37.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">302.50\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"130\" valign=\"top\" style=\"width:97.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:37.7pt\">\u003Cp class=\"MsoNormal\" style=\"line-height:14.4pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">the\n        company’s share\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\" style=\"width:40.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:37.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">37.5%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"128\" valign=\"top\" style=\"width:96.0pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:37.7pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:3.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">of\n        the additional in­\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">come\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:34.1pt\">\n      \u003Ctd width=\"597\" colspan=\"5\" valign=\"bottom\" style=\"width:448.1pt;border:none;   border-top:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;height:34.1pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Calibri",sans-serif\">In\n        the period from 1 March 2021\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:29.5pt\">\n      \u003Ctd width=\"221\" valign=\"top\" style=\"width:165.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:29.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" valign=\"top\" style=\"width:48.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:29.5pt\">\u003Cp class=\"MsoNormal\" style=\"line-height:14.4pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">DKK\n        per hour\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"312\" colspan=\"3\" rowspan=\"2\" valign=\"top\" style=\"width:234.25pt;   border:solid windowtext 1.0pt;border-bottom:none;padding:0cm .5pt 0cm .5pt;   height:29.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:46.1pt\">\n      \u003Ctd width=\"221\" valign=\"top\" style=\"width:165.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:46.1pt\">\u003Cp class=\"MsoNormal\" style=\"line-height:14.65pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">Guaranteed\n        payment, personal hourly pay, capped at\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" valign=\"bottom\" style=\"width:48.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:46.1pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">185.25\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:37.45pt\">\n      \u003Ctd width=\"221\" style=\"width:165.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:37.45pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">For\n        piecework income exceeding\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" style=\"width:48.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:37.45pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">247.00\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"130\" valign=\"top\" style=\"width:97.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:37.45pt\">\u003Cp class=\"MsoNormal\" style=\"line-height:14.65pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">the\n        company’s share\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\" style=\"width:40.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:37.45pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">12.5%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"128\" valign=\"top\" style=\"width:96.0pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:37.45pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:3.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">of\n        the additional in­\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">come\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:37.45pt\">\n      \u003Ctd width=\"221\" style=\"width:165.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:37.45pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">For\n        piecework income exceeding\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" style=\"width:48.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:37.45pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">277.90\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"130\" valign=\"top\" style=\"width:97.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:37.45pt\">\u003Cp class=\"MsoNormal\" style=\"line-height:14.65pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">the\n        company’s share\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\" style=\"width:40.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:37.45pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">25.0%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"128\" valign=\"top\" style=\"width:96.0pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:37.45pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:3.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">of\n        the additional in­\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">come\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:37.45pt\">\n      \u003Ctd width=\"221\" style=\"width:165.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:37.45pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">For\n        piecework income exceeding\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" style=\"width:48.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:37.45pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">308.75\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"130\" valign=\"top\" style=\"width:97.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:37.45pt\">\u003Cp class=\"MsoNormal\" style=\"line-height:14.4pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">the\n        company’s share\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\" style=\"width:40.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:37.45pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">37.5%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"128\" valign=\"top\" style=\"width:96.0pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:37.45pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:3.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">of\n        the additional in­\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">come\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:33.85pt\">\n      \u003Ctd width=\"597\" colspan=\"5\" valign=\"bottom\" style=\"width:448.1pt;border:none;   border-top:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;height:33.85pt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Calibri",sans-serif\">In\n        the period from 1 March 2022\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:29.5pt\">\n      \u003Ctd width=\"221\" valign=\"top\" style=\"width:165.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:29.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" valign=\"top\" style=\"width:48.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:29.5pt\">\u003Cp class=\"MsoNormal\" style=\"line-height:14.4pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">DKK\n        per hour\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"312\" colspan=\"3\" rowspan=\"2\" valign=\"top\" style=\"width:234.25pt;   border:solid windowtext 1.0pt;border-bottom:none;padding:0cm .5pt 0cm .5pt;   height:29.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:46.1pt\">\n      \u003Ctd width=\"221\" valign=\"top\" style=\"width:165.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:46.1pt\">\u003Cp class=\"MsoNormal\" style=\"line-height:14.65pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">Guaranteed\n        payment, personal hourly pay, capped at\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" valign=\"bottom\" style=\"width:48.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:46.1pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">189.00\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:37.45pt\">\n      \u003Ctd width=\"221\" style=\"width:165.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:37.45pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">For\n        piecework income exceeding\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" style=\"width:48.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:37.45pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">252.00\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"130\" valign=\"top\" style=\"width:97.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:37.45pt\">\u003Cp class=\"MsoNormal\" style=\"line-height:14.65pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">the\n        company’s share\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\" style=\"width:40.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:37.45pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">12.5%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"128\" valign=\"top\" style=\"width:96.0pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:37.45pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:3.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">of\n        the additional in­\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">come\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:37.45pt\">\n      \u003Ctd width=\"221\" style=\"width:165.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:37.45pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">For\n        piecework income exceeding\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" style=\"width:48.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:37.45pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">283.50\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"130\" valign=\"top\" style=\"width:97.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:37.45pt\">\u003Cp class=\"MsoNormal\" style=\"line-height:14.4pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">the\n        company’s share\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\" style=\"width:40.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:37.45pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">25.0%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"128\" valign=\"top\" style=\"width:96.0pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:37.45pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:3.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">of\n        the additional in­\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">come\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:37.9pt\">\n      \u003Ctd width=\"221\" style=\"width:165.85pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:37.9pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">For\n        piecework income exceeding\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" style=\"width:48.0pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:37.9pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">315.00\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"130\" valign=\"top\" style=\"width:97.7pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:37.9pt\">\u003Cp class=\"MsoNormal\" style=\"line-height:14.4pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">the\n        company’s share\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\" style=\"width:40.55pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:37.9pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">37.5%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"128\" valign=\"top\" style=\"width:96.0pt;border:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:37.9pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:3.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">of\n        the additional in­\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">come\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003Cspan> \u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n13.Apprentices helping with piecework\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPayment rates for apprentices helping with piecework.\u003C\u002Fp>\n\n\u003Cp>If apprentices, apprentice electricians or adult apprentices are used to\nprovide assistance, they are included in the piecework at the payment rates\nbelow in Danish kroner per hour calculated from the date of qualification\nspecified in the training contract. Apprentices can participate in piecework\nbonuses, see subsection 5.\u003C\u002Fp>\n\n\u003Cp>The rates are established at the minimum payment rate from time to time\napplicable to the apprentice in question in accordance with the collective\nagreement with an addition of 33 1\u002F3%.\u003C\u002Fp>\n\n\u003Cp>For apprentice electricians (adult training programme) and adult\napprentices, however, the addition is capped at 33 1\u002F3% of the apprentice rate\nfor the 4th year of apprenticeship, see Section 17 of the Electricians’\nCollective Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cstrong>\u003Cbr>\nPayment rates for apprentices helping with piecework are as\nfollows:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:27.6pt\">\n      \u003Ctd width=\"45\" style=\"width:34.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:27.6pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Calibri",sans-serif\">Rate\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"107\" style=\"width:80.15pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:27.6pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Calibri",sans-serif\">Wage\n        periods\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\" style=\"width:71.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:27.6pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Calibri",sans-serif\">1\n        March 2020\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\" style=\"width:70.8pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:27.6pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Calibri",sans-serif\">1\n        March 2021\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\" style=\"width:71.5pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:27.6pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">1\n        March 2022\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:23.5pt\">\n      \u003Ctd width=\"45\" valign=\"top\" style=\"width:34.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:23.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"107\" valign=\"top\" style=\"width:80.15pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:23.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">0–1\n        years\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\" valign=\"top\" style=\"width:71.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:23.5pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:25.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">86.95\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\" valign=\"top\" style=\"width:70.8pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:23.5pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">88.40\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\" valign=\"top\" style=\"width:71.5pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:23.5pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">89.85\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:23.5pt\">\n      \u003Ctd width=\"45\" valign=\"top\" style=\"width:34.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:23.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"107\" valign=\"top\" style=\"width:80.15pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:23.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">1–2\n        years\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\" valign=\"top\" style=\"width:71.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:23.5pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:25.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">99.25\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\" valign=\"top\" style=\"width:70.8pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:23.5pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:20.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">100.95\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\" valign=\"top\" style=\"width:71.5pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:23.5pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">102.65\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:23.5pt\">\n      \u003Ctd width=\"45\" valign=\"top\" style=\"width:34.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:23.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"107\" valign=\"top\" style=\"width:80.15pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:23.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">2–3\n        years\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\" valign=\"top\" style=\"width:71.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:23.5pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:21.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">117.95\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\" valign=\"top\" style=\"width:70.8pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:23.5pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:20.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">119.95\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\" valign=\"top\" style=\"width:71.5pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:23.5pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">121.95\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:23.5pt\">\n      \u003Ctd width=\"45\" valign=\"top\" style=\"width:34.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:23.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"107\" valign=\"top\" style=\"width:80.15pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:23.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">3–4\n        years\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\" valign=\"top\" style=\"width:71.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:23.5pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:21.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">140.80\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\" valign=\"top\" style=\"width:70.8pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:23.5pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:20.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">143.20\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\" valign=\"top\" style=\"width:71.5pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:23.5pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">145.65\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:23.3pt\">\n      \u003Ctd width=\"45\" valign=\"top\" style=\"width:34.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:23.3pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">5\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"107\" valign=\"top\" style=\"width:80.15pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:23.3pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">Over\n        4 years:\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\" valign=\"top\" style=\"width:71.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:23.3pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:21.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">163.00\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\" valign=\"top\" style=\"width:70.8pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:23.3pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:20.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">165.75\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\" valign=\"top\" style=\"width:71.5pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:23.3pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">168.60\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:24.25pt\">\n      \u003Ctd width=\"152\" colspan=\"2\" valign=\"top\" style=\"width:114.25pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:24.25pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">Adult\n        apprentices\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\" valign=\"top\" style=\"width:71.05pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:24.25pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:21.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">157.35\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\" valign=\"top\" style=\"width:70.8pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:24.25pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:20.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">160.45\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\" valign=\"top\" style=\"width:71.5pt;border:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:24.25pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">163.55\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n14.Disputes\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Any disputes shall be dealt with in accordance with Section 20 of the\nElectricians’ Collective Agreement, “Rules for the conduct of industrial\nconflicts”. Nevertheless, cases relating to questions of contractually agreed\nwork studies shall be handled by work studies committees appointed jointly by\nthe professional bodies.\u003C\u002Fp>\n\n\u003Cp>2.The professional bodies have entered into an agreement on guidelines for\nthe application of work studies. These lay down basic rules for the application\nof work studies.\u003C\u002Fp>\n\n\u003Cp>3.The professional bodies appoint a work studies committee consisting of 6\nmembers, 3 of whom are chosen by TEKNIQ Arbejdsgiverne and 3 by the Danish\nUnion of Electricians.\u003C\u002Fp>\n\n\u003Cp>The committee is tasked with managing, coordinating and developing the new\ntime-based piecework system, and to help disseminate knowledge of work studies\nso that companies and employees will have greater awareness of these with a\nview to promoting mutual collaboration.\u003C\u002Fp>\n\n\u003Cp>The committee shall thus be the processing organ for the professional bodies\nin all matters pertaining to work studies and the piecework system.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nSection 12.2 Other type of piecework\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nGENERAL\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe provisions laid down in Section 12.2 and 12.3 shall apply to work carried\nout and paid for as piecework as another piecework agreement type.\u003C\u002Fp>\n\n\u003Cp>1.At the commencement of piecework carried out according to a different type\nof piecework agreement, piecework contracts shall be issued specifying the type\nand extent of the work, etc., using the form compiled by TEKNIQ Arbejdsgiverne\nand the Danish Union of Electricians.\u003C\u002Fp>\n\n\u003Cp>The piecework contract shall be provided in two copies, both of which shall\nbe signed by the employer – or his representative – and the pieceworker.\nThe piecework contracts shall be supplied by the company.\u003C\u002Fp>\n\n\u003Cp>2.In all piecework, the pieceworker (the signatory of the piecework\ncontract) shall be responsible for ensuring that the work is carried out in\naccordance with the drawings and descriptions, as well as other instructions\n– which should as far as possible be given in writing – for the relevant\nwork.\u003C\u002Fp>\n\n\u003Cp>3.For piecework, each electrician shall receive his normal hourly pay, paid\nin advance (for overtime, see Section 13.4).\u003C\u002Fp>\n\n\u003Cp>4.In the case of large piecework contracts, the electrician shall be\nentitled after 6 weeks of work to demand a further advance payment, provided\nthat the employer and the electrician agree that the piecework carried out can\nsupport a further advance payment. Apprentices can participate in piecework\nbonuses agreed individually with the pieceworker.\u003C\u002Fp>\n\n\u003Cp>5.Negotiations on measurement shall occur directly between the company and\nthe relevant electrician or electricians who carried out the piecework, and\nneither of the parties shall be obliged to negotiate with the other party’s\nadvisor, who shall only be present to provide assistance for the party who has\ncontacted him. Payment for assistance requested by one of the parties shall not\nbe the concern of the counterparty.\u003C\u002Fp>\n\n\u003Cp>6.If time is wasted for the electrician, inevitably and through no fault of\nthe electrician’s own, through the late delivery of materials which were\nrequisitioned by the electrician in writing and at least 24 hours in advance,\nthe electrician shall be reimbursed at the applicable hourly pay of the\nelectrician in question, provided that the late delivery has verifiably delayed\nthe implementation of the work and that the electrician has not been assigned\nother work in the interim.\u003C\u002Fp>\n\n\u003Cp>The time wasted for the electrician by being required to wait for punctually\nrequisitioned materials, or orders from the senior fitter or another\nrepresentative of the employer, shall be reimbursed at the applicable hourly\npay of the electrician in question, provided that other work has not been\navailable at the same workplace which could have been carried out in the\ninterim.\u003C\u002Fp>\n\n\u003Cp>7.If an electrician is moved to another job away from the site, unrelated to\nthe agreed project during normal working hours, the time involved shall be paid\nat the hourly pay applicable to the electrician unless a different payment\nagreement is in place.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSETTLEMENT OF THE PIECEWORK AND PAYMENT OF BONUS\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n8.Once the work is completed, the piecework must be settled. The professional\nbodies have prepared a form for use in completing*) and settling piecework.\u003C\u002Fp>\n\n\u003Cp>\u003Csub>*) Reference is made to the form relating to completing and settling\npiecework; see page 122.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIf agreement cannot be reached as to when the piecework was completed, both\nParties have the opportunity to present a claim in an industrial procedure via\na mediation meeting held no later than on the 3rd working day after receipt of\nthe request for mediation in the respective professional bodies.\u003C\u002Fp>\n\n\u003Cp>Unless otherwise agreed, the accounts shall be submitted to the company\nwithin 15 working days following completion of the piecework in question.\u003C\u002Fp>\n\n\u003Cp>These accounts shall include inter alia hourly accounts, distribution list,\nstatement of any apprentices helping with piecework, etc.\u003C\u002Fp>\n\n\u003Cp>9.After the company has received the piecework measurement\u002Fstatement, any\ndifference shall be settled no later than 15 working days after the electrician\nhas submitted the measurement, whereby the deadline for criticism expires\nunless otherwise agreed in the specific instance.\u003C\u002Fp>\n\n\u003Cp>Agreements for deadlines shall be drawn up in writing and signed by the\ncompany and the pieceworker.\u003C\u002Fp>\n\n\u003Cp>In the event of difficulties in complying with time limits due to unforeseen\nevents, there will be an opportunity to obtain a further deadline with the\norganisations’ participation.\u003C\u002Fp>\n\n\u003Cp>If doubt arises concerning the correctness of one or more points in the\naccounting, settlement shall however take place in accordance with the above\nfor that part of the work for which there is agreement.\u003C\u002Fp>\n\n\u003Cp>The pieceworker then has the opportunity to bring the dispute before an\nindustrial procedure in accordance with the rules of Section 20 of the\nElectricians’ Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>When several individuals take part in the piecework, they shall be given the\nopportunity to familiarise themselves with the accounting and any corrections\nundertaken.\u003C\u002Fp>\n\n\u003Cp>In the event that the above rules for payment and any objections to\nindividual points fail to be observed, the company’s right to object shall\ncease, and payment shall take place in accordance with the accounting submitted\nby the pieceworker.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nAPPRENTICES HELPING WITH PIECEWORK\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPayment rates for apprentices helping with piecework.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n10.If apprentices, apprentice electricians or adult apprentices are used to\nprovide assistance, they are included in the piecework at the payment rates\nbelow in Danish kroner per hour calculated from the date of qualification\nspecified in the training contract, but do not participate in the piecework\nbonus. Apprentices can participate in piecework bonuses agreed individually\nwith the pieceworker.\u003C\u002Fp>\n\n\u003Cp>The rates are established at the minimum payment rate from time to time\napplicable to the apprentice in question in accordance with the collective\nagreement with an addition of 33 1\u002F3%.\u003C\u002Fp>\n\n\u003Cp>For apprentice electricians (adult training programme) and adult\napprentices, however, the addition is capped at 33 1\u002F3% of the apprentice rate\nfor the 4th year of apprenticeship, see Section 17 of the Electricians’\nCollective Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cstrong>\u003Cbr>\nPayment rates for apprentices helping with piecework are as\nfollows:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"42\" valign=\"top\" style=\"width:31.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Calibri",sans-serif\">Rate\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"100\" valign=\"top\" style=\"width:75.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Calibri",sans-serif\">Wage\n        periods\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"93\" valign=\"top\" style=\"width:69.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Calibri",sans-serif\">1\n        March 2020\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"93\" valign=\"top\" style=\"width:69.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Calibri",sans-serif\">1\n        March 2021\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\" valign=\"top\" style=\"width:70.8pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Calibri",sans-serif\">1\n        March 2022\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"42\" valign=\"bottom\" style=\"width:31.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"100\" valign=\"bottom\" style=\"width:75.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">0–1\n        years\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"93\" valign=\"bottom\" style=\"width:69.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:25.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">86.95\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"93\" valign=\"bottom\" style=\"width:69.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">88.40\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\" valign=\"bottom\" style=\"width:70.8pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">89.85\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"42\" valign=\"bottom\" style=\"width:31.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"100\" valign=\"bottom\" style=\"width:75.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">1–2\n        years\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"93\" valign=\"bottom\" style=\"width:69.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:25.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">99.25\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"93\" valign=\"bottom\" style=\"width:69.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:21.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">100.95\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\" valign=\"bottom\" style=\"width:70.8pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:17.3pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:21.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">102.65\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.8pt\">\n      \u003Ctd width=\"42\" valign=\"bottom\" style=\"width:31.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"100\" valign=\"bottom\" style=\"width:75.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">2–3\n        years\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"93\" valign=\"bottom\" style=\"width:69.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:20.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">117.95\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"93\" valign=\"bottom\" style=\"width:69.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:21.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">119.95\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\" valign=\"bottom\" style=\"width:70.8pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:16.8pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:21.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">121.95\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"42\" valign=\"bottom\" style=\"width:31.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"100\" valign=\"bottom\" style=\"width:75.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">3–4\n        years\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"93\" valign=\"bottom\" style=\"width:69.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:20.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">140.80\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"93\" valign=\"bottom\" style=\"width:69.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:21.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">143.20\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\" valign=\"bottom\" style=\"width:70.8pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:21.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">145.65\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"42\" valign=\"bottom\" style=\"width:31.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">5\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"100\" valign=\"bottom\" style=\"width:75.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">Over\n        4 years:\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"93\" valign=\"bottom\" style=\"width:69.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:20.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">163.00\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"93\" valign=\"bottom\" style=\"width:69.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:21.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">165.75\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\" valign=\"bottom\" style=\"width:70.8pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:21.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">168.60\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.5pt\">\n      \u003Ctd width=\"142\" colspan=\"2\" valign=\"bottom\" style=\"width:106.8pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:17.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">Adult\n        apprentices\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"93\" valign=\"bottom\" style=\"width:69.85pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:17.5pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:20.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">157.35\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"93\" valign=\"bottom\" style=\"width:69.85pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:17.5pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:21.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">160.45\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\" valign=\"bottom\" style=\"width:70.8pt;border:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:17.5pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;text-indent:21.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">163.55\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nSection 12.3 Termination of work contract during piecework\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.General information\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAs far as possible, staffing for piecework should be agreed between the company\nand the pieceworker with a view to achieving appropriate and effective staffing\nlevels. In the event of any dispute, the employer may increase or reduce the\nnumber of piecework participants where there are objective reasons for doing\nso. If the pieceworker finds the level of staffing unreasonable, the matter can\nbe dealt with by industrial arbitration at a mediation meeting to be held no\nlater than the 3rd working day after TEKNIQ Arbejdsgiverne receives the request\nfor mediation.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.Pieceworker\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe pieceworker cannot be dismissed unless this is required by unforeseen\ncircumstances. Unforeseen circumstances may for example include the\ncancellation of the work or its delay for a long period of time, or a work\nstoppage approved by the organisations.\u003C\u002Fp>\n\n\u003Cp>In the case of cancellation of the work, the work carried out shall be\nmeasured up, and any bonus paid out in accordance with the number of hours of\nwork spent on the piecework.\u003C\u002Fp>\n\n\u003Cp>In the case of delay of the work, it shall be agreed in each individual\ninstance whether the work carried out is to be measured and any bonus paid\nout.\u003C\u002Fp>\n\n\u003Cp>Such delays must not exceed 14 days, unless otherwise agreed in writing. The\nParties may renew the contract if the delay in the work lasts longer than\nagreed.\u003C\u002Fp>\n\n\u003Cp>Measurement is not usually carried out in the case of organisation-approved\nwork stoppages, as it is assumed that the work will continue once the conflict\nhas been resolved.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3.\u003C\u002Fh3>\n\n\u003Cp>In the case of wrongful dismissal of the pieceworker, the latter is entitled\nto that part of the piecework sum to which he is entitled in relation to the\nnumber of hours he has worked. He is also entitled to payment of an amount\ncorresponding to the entire remaining part of the piecework at the time of\ndismissal – however, not exceeding 1 month’s earnings on the piecework in\nquestion.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n4.\u003C\u002Fh3>\n\n\u003Cp>The pieceworker may not abandon his work before it is completed unless by\nprior previous agreement with the employer or his representative, unless forced\nto do so by unforeseen circumstances. Unforeseen circumstances may for example\ninclude illness, military service or a work stoppage approved by the\norganisations.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n5.\u003C\u002Fh3>\n\n\u003Cp>If the pieceworker leaves the piecework without due cause, he or she shall\nforfeit the right to the remaining wages, however not exceeding 9 working days,\nand the share of the bonus from the piecework not yet concluded*); however, the\ntotal of this forfeiture shall not exceed an amount corresponding to 1\nmonth’s earnings on the relevant piecework.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n6.\u003C\u002Fh3>\n\n\u003Cp>If the pieceworker abandons the piecework by arrangement with the employer\nor his representative, he shall retain the right to a share of the bonus in\nrelation to the number of hours he has worked. The bonus shall however not be\npaid out until the work is concluded and measurements calculated. This shall\nalso apply to any other piecework in which the individual has participated.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The person concerned is entitled to advance payment on a par with the other\npiecework participants, in proportion to the number of hours he has worked.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n7.Other pieceworker participants\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nWhen a piecework participant is transferred by the employer or his\nrepresentative to other work, or is dismissed due to a lack of work or other\nunforeseen circumstances, he shall retain the right to a share in the bonus\npaid out in proportion to the number of hours he has worked, though not until\nthe work in question has been concluded and measurements calculated.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n8.\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\nIf a piecework participant abandons the work without due cause and without\nprior agreement, or without giving at least 14 days’ written notice, he shall\nforfeit his right to the remaining wages, though no more than for 9 working\ndays, as well as the share in the bonus arising from the piecework not yet\nconcluded*); however, the total shall not exceed an amount corresponding to 1\nmonth’s earnings on the work in question. The share in the bonus shall be\npayable to the other piecework participants.\u003C\u002Fp>\n\n\u003Cp>\u003Csub>*) Concluded piecework is defined as piecework for which measurement\nhas been submitted to the company in a timely manner.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nNote: In relation to the provisions laid down in Section 12.3, it is noted that\nif an electrician wishes to abandon his piecework due to an offer of permanent\nemployment or the like, the employer should not decline to reach agreement with\nthe electrician concerning the right to retain a share in the bonus\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\nSection 13 Overtime\u003C\u002Fdiv>\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>When an electrician is required to work overtime, this shall be paid at the\nfollowing supplementary rates per hour of overtime:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nStarting 1 March 2020, the supplementary rate per hour of overtime shall be:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nFirst and second hour after normal working hours\n.......................................................DKK 88.35\u003C\u002Fp>\n\n\u003Cp>All overtime beyond this\n...................................................................................................DKK\n132.30\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nStarting 1 March 2021, the supplementary rate per hour of overtime shall be:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nFirst and second hour after normal working hours\n.......................................................DKK 89.75\u003C\u002Fp>\n\n\u003Cp>All overtime beyond this\n...................................................................................................DKK\n134.40\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nStarting 1 March 2022, the supplementary rate per hour of overtime shall be:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nFirst and second hour after normal working hours\n.......................................................DKK 91.20\u003C\u002Fp>\n\n\u003Cp>All overtime beyond this\n...................................................................................................DKK\n136.55\u003C\u002Fp>\n\n\u003Cp>\u003Csub>\u003Cbr>\nComment: Effective date – see Annex 15.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.\u003C\u002Fh3>\n\n\u003Cp>At companies where the electrician goes home during the lunch break, notice\nof overtime on the relevant day shall be provided before the lunch break.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3.\u003C\u002Fh3>\n\n\u003Cp>In the case of work on local public holidays, 1 May, 5 June (Constitution\nDay in Denmark) and 24 December (Christmas Eve), normal hourly pays shall be\npaid as well as the supplementary overtime rate in accordance with subsection 1\nof this Section.\u003C\u002Fp>\n\n\u003Cp>(Advance payment for public holidays shall be paid in accordance with\nSection 15, even if work is done during all or part of the holiday.)\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n4.\u003C\u002Fh3>\n\n\u003Cp>Overtime supplementary rates paid for piecework shall not be included in the\npiecework calculations.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n5.\u003C\u002Fh3>\n\n\u003Cp>Time spent on meals and breaks shall not be included in the calculation of\novertime.\u003C\u002Fp>\n\n\u003Cp>Absence during normal weekly working hours shall be deducted from overtime\ncalculations, unless the absence was not the fault of the electrician. Any such\nabsence shall however be reported to and approved by the employer in a timely\nmanner.\u003C\u002Fp>\n\n\u003Cp>Time off which has been agreed upon in advance shall not be considered\nabsence from work.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n6.\u003C\u002Fh3>\n\n\u003Cp>TEKNIQ Arbejdsgiverne and the Danish Union of Electricians agree that within\nTEKNIQ Arbejdsgiverne’s area it is inevitable that situations will arise\nwhich necessitate overtime in the course of a company’s normal operations, or\nin order to fulfil agreed orders, commitments etc. in a timely manner.¬ner.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n7.Time off in lieu (applicable to time off in lieu not derived from systematic\novertime, cf. subsection 13)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe parties agree to limit overtime as far as possible. Time off in lieu shall\nnot be provided for overtime, provided the overtime of an individual\nelectrician does not exceed a total of 8 hours within 2 consecutive wage\nperiods, unless otherwise agreed by the electrician and the employer.\u003C\u002Fp>\n\n\u003Cp>Existing options for initiating overtime pursuant to the other rules of the\nElectricians’ Collective Agreement are unaffected by the option of notifying\nsystematic overtime.\u003C\u002Fp>\n\n\u003Cp>Attention is however drawn to Section 50 of the Danish Working Environment\nAct.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n8.\u003C\u002Fh3>\n\n\u003Cp>Overtime exceeding the above-mentioned limit shall be compensated for with\ntime off in lieu, which may be provided within a period of up to 3 months after\nthe performance of the overtime, though always before the electrician’s\ndeparture from the company.\u003C\u002Fp>\n\n\u003Cp>The overtime supplementary rate for all overtime hours shall be paid on the\nfirst subsequent payday.\u003C\u002Fp>\n\n\u003Cp>The hourly payment for overtime hours qualifying the electrician for time\noff in lieu shall be deposited until the time off is taken, and shall be\ncalculated at the hourly pay applicable to the person concerned at the time of\ntaking the time off.\u003C\u002Fp>\n\n\u003Cp>Illness is regarded as an obstacle to taking time off in lieu, provided that\nthe electrician calls in sick at the start of normal working hours on the day\non which time off in lieu was to have been taken. If more than one day of time\noff in lieu was planned, the obstacle to taking time off in lieu also applies\nto illness on any subsequent days of time off in lieu.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n9.\u003C\u002Fh3>\n\n\u003Cp>At companies where a trade union representative\u002Fshop steward is elected, the\nlocal parties may decide whether the overtime worked – besides that mentioned\nin subsection 7 – is to be compensated for with time off in lieu.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n10.\u003C\u002Fh3>\n\n\u003Cp>Applications for exemptions are to be forwarded no more than 8 days after\nthe commencement of the extended overtime.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n11.\u003C\u002Fh3>\n\n\u003Cp>When the national rate of unemployment for electricians is 2 per cent or\nless, all obligation to take time off in lieu of overtime shall cease.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n12.\u003C\u002Fh3>\n\n\u003Cp>When the aforesaid rate of unemployment is 3 per cent or more, the\nprovisions of subsections 8, 9 and 10 of this Section shall again enter into\nforce.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n13.Systematic overtime\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAt companies with variable production needs, and where the local parties have\nsought in vein to achieve a local agreement on varying weekly working hours,\nsee Section 7a, the company may notify systematic overtime. Systematic overtime\nmay not exceed 5 hours per calendar week and 1 hour per day and must be added\nto the individual employee’s normal working hours.\u003C\u002Fp>\n\n\u003Cp>Systematic overtime must be notified no later than by the end of normal\nworking hours 4 calendar days before the week in which systematic overtime is\nto be carried out.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Unless otherwise agreed between the company’s management and the trade\nunion representa- tive\u002Fshop steward, systematic overtime must be\ncounterbalanced with time off in lieu as whole days off within a period of 12\nmonths afterwards. Surplus house that do not give entitlement to a whole day\noff will be carried forward.\u003C\u002Fp>\n\n\u003Cp>The deployment of time off in lieu must be established by the employer\nfollowing local negotiation between the parties, although the employee must be\ngiven notification of at least 6 x 24 hours.\u003C\u002Fp>\n\n\u003Cp>Time off in lieu derived from systematic overtime cannot be deployed within\na period of notice unless the company and the employee agree to this.\u003C\u002Fp>\n\n\u003Cp>\u003Csub>\u003Cbr>\nNote: See also the protocol on access to further time overtime free of time off\nin lieu in special cases – Annex 10.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>\u003Cbr>\nNote: The implementation of the EU Working Time Directive is described in Annex\n7a.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>\u003Cbr>\nNote: Protocol on unemployment percentages – see Annex 12.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n14.Emergency cover\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIf an electrician is called into work from home outside normal working hours,\nthe electrician, in addition to the normal hourly pay and overtime bonus for\nthe hours worked and the transport time to and from work, shall be paid an\nemergency cover supplement, which is\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAs of 1 March 2020\n...................................................................................\nDKK 132.30\u003C\u002Fp>\n\n\u003Cp>As of 1 March 2021\n...................................................................................\nDKK 134.40\u003C\u002Fp>\n\n\u003Cp>As of 1 March 2022\n...................................................................................\nDKK 136.55\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe emergency cover supplement shall not, however, be paid in the case of\nstandby shifts; see subsection 14 of this Section.\u003C\u002Fp>\n\n\u003Cp>\u003Csub>\u003Cbr>\nNote: See Annex 7a on “Protocol on the EU Working Time Directive” regarding\nthe option of locally agreeing postponement of the rest period in connection\nwith standby shifts.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>\u003Cbr>\nComment: Effective date – see Annex 15.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CONSIGN_trigger\">\n15.Standby shifts\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nWhen an electrician, by agreement, is obliged to remain at home while on call,\nor in the vicinity of home, where he can be contacted, a payment shall be made\nfor standby shifts.\u003C\u002Fp>\n\n\u003Cp>During on-call shifts which solely encompass public holidays and\u002For the\nperiod from the end of normal working hours on Saturday (or Friday, if a free\nSaturday scheme has been introduced) until the start of normal working hours on\nthe following Monday, the rate paid is\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1 March 2020 hourly\n............................................................................................................................................................DKK\n21.60\u003C\u002Fp>\n\n\u003Cp>For standby shifts outside the above-mentioned periods, the hourly rate\nshall be ........................................................DKK 16.50\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIf someone is called in to work during a standby shift, the standby shift\npayment shall cease, and payment shall be made at the normal hourly pay, plus a\nsupplement in accordance with subsection 1 of this Section.\u003C\u002Fp>\n\n\u003Cp>\u003Csub>\u003Cbr>\nNote: See Annex 7a on “Protocol on the EU Working Time Directive” regarding\nthe option of locally agreeing postponement of the rest period in connection\nwith standby shifts.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>Comment: Effective date – see Annex 15.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003Cbr>\nSection 14 Off-site work and external service\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>Working\u003C\u002Fh3>\n\n\u003Ch3>\u003Cbr>\n\u003Cbr>\n1.Working\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\nWork in Denmark is paid in accordance with Sections 9, 11, 12 and 13.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.Meals and accommodation\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIf overnight accommodation is required, the employer must:\u003C\u002Fp>\n\n\u003Cp>•provide accommodation at a recognised hotel, guest house, etc., or pay\nfor accommodation on production of an approved invoice\u003C\u002Fp>\n\n\u003Cp>•pay for meals on production of an approved invoice.\u003C\u002Fp>\n\n\u003Cp>A part-payment shall be provided as an advance payment to cover expenses for\naccommodation and meals.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3.Local arrangements\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nOff-site work and external service (excluding accommodation and meals) shall be\nremunerated according to the local agreement.\u003C\u002Fp>\n\n\u003Cp>Where no such agreement exists, off-site work and external service shall be\nremunerated in accordance with subsections 4–14 of this Section.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n4.Distance in km – up to and including 14 km\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nWith the company’s registered office (permanent address) as the\nstarting-point, the following shall apply:\u003C\u002Fp>\n\n\u003Cp>For distances to the workplace up to and including 14 km as a straight line\nthrough the air, travel time and transport expenses shall not be paid if the\nelectrician, by arrangement, is required to arrive at the workplace at a time\ndetermined by the company.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n5.\u003C\u002Fh3>\n\n\u003Cp>If geographical factors mean that the nearest route is more than 16 km,\npayment shall be made in accordance with subsection 6 of this Section.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n6.Over 14 km up to and including 40 km\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nWhen the distance from the company’s registered office is more than 14 km as\na straight line through the air, the company shall pay the electrician’s\ntravel time and transport expenses.\u003C\u002Fp>\n\n\u003Cp>The distance shall be calculated in both directions from the company’s\naddress to the workplace, and by the cheapest route for the company,\nirrespective of the location of the electrician’s place of residence.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nTravel time\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTravel time is paid for before the electrician’s normal working hours at the\nhourly pay applicable to the electrician.\u003C\u002Fp>\n\n\u003Cp>Outside normal working hours, the hourly rate payable is\n..............................................................................................................\nDKK 46.40\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nTransport costs\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe company shall reimburse the electrician’s expenses for second-class rail\nand sea transport, or other public transport, to the extent that no advance\nagreement has been concluded between the company and the electrician concerning\nanother mode of transport.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nCompany’s vehicles\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIf the electricians utilise the company’s vehicles, no compensation\n(transport expenses) shall be provided. The companies shall be obliged to\nsupply electricians with the necessary vehicle equipment for such travel.\u003C\u002Fp>\n\n\u003Cp>Travel time shall be paid in accordance with the above. However, in the case\nof the driver, a payment shall be made outside normal working hours at the\nhourly pay for the electrician concerned, as well as any applicable overtime\nsupplement in accordance with Section 13.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n7.Over 40 km\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nWhen the distance from the company to the workplace is more than 40 km as a\nstraight line through the air, the electricians thus dispatched shall be paid\naccommodation expenses in accordance with subsection 2 of this Section, as well\nas for travel time and transport expenses in this connection, in accordance\nwith subsection 6 of this Section.\u003C\u002Fp>\n\n\u003Cp>If travel time outside normal working hours amounts to less than 3 hours per\nday, payment may only be made in accordance with item 6 of this Section.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n8.Own means of transport\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe parties agree that the employer cannot demand that the electrician shall\nmake his own transport available.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n9.Bicycles and mopeds\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIf the employer makes bicycles or mopeds available for use within working\nhours, the electrician cannot demand compensation for utilising these.\u003C\u002Fp>\n\n\u003Cp>If the electricians make bicycles or mopeds available, compensation shall be\npaid for these.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n10.Call-out\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIn the case of call-out from the workplace to either the company’s registered\noffice (permanent address) or to another workplace, the company shall pay the\nelectrician’s travel time and transport expenses.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n11.Engagement at the workplace\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nDirect engagement of new electricians at the workplace – without payment of\naccommodation expenses – may occur when the distance from the company to the\nworkplace is more than 40 km as a straight line through the air.\u003C\u002Fp>\n\n\u003Cp>In the case of the transfer of directly-engaged electricians to other\nworkplaces outside the same area, or back to the company, payment shall be made\nin accordance with subsection 12 of this Section.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n12.Transfer of electricians\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nElectricians who by arrangement are transferred from one department or branch\nof a company to another are for the first month following the transfer entitled\nto receive the same mileage allowance, travel time compensation or\naccommodation expenses as an electrician dispatched from the original\ndepartment.\u003C\u002Fp>\n\n\u003Cp>The same rules shall apply to any renewed transfer.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n13.Disputes\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIf there is disagreement at a workplace between the company and one or more\nelectricians concerning the correct payment according to this Section, and a\ncase is brought before the counterpart organisation concerning this matter, the\norganisational decision shall apply only to those electri¬cians recruited\nafter this matter was raised, or who at that time had been employed at the\nwork¬place in question for no more than two months.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n14.Work on board ships\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIn the case of work on board ships plying between Danish ports, ship trials or\nreturn trips between Danish and foreign ports, hourly payment shall be made for\nwork outside normal working hours, at the rate of DKK 46.40. To this must be\nadded any expenses for meals and accommodation.\u003C\u002Fp>\n\n\u003Cp>For sailing on Sundays, public holidays and previously arranged free\nweekdays, payment shall however always be made for at least 8 hours of work\nwith public holiday supplement, irrespective of the number of hours worked.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nSection 14a Off-site work abroad\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The Danish Union of Electricians and TEKNIQ Arbejdsgiverne agree that the\napplicable Electricians’ Collective Agreement between the parties, and the\nassociated piecework systems, shall not apply to work abroad, including\nGreenland and the Faroe Islands.\u003C\u002Fp>\n\n\u003Cp>When electricians are sent to work abroad, including Greenland and the Faroe\nIslands, special individual agreements must be concluded between the\nelectricians and the employer prior to the commencement of the journey.¬vidual\nagreements must be concluded between the electricians and the employer prior to\nthe com¬mencement of the journey.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe Danish Union of Electricians and TEKNIQ agree that these special agreements\nshall encompass:\u003C\u002Fp>\n\n\u003Cp>1.Pay and working conditions.\u003C\u002Fp>\n\n\u003Cp>2.Working hours\u003C\u002Fp>\n\n\u003Cp>Normal working hours may be determined by individual agreement between the\nelectrician and the electrical contractor.\u003C\u002Fp>\n\n\u003Cp>3.Travel and transport\u003C\u002Fp>\n\n\u003Cp>4.Meals and accommodation\u003C\u002Fp>\n\n\u003Cp>5.Provisions on the handling of disputes\u003C\u002Fp>\n\n\u003Cp>6.The duration of the work to be performed abroad\u003C\u002Fp>\n\n\u003Cp>7.The currency in which payment for the work is to be made\u003C\u002Fp>\n\n\u003Cp>8.If relevant, the advantages in cash expenses and payment in kind\nassociated with the foreign trip\u003C\u002Fp>\n\n\u003Cp>9.The conditions applying to any subsequent continuation of the employment\nin Denmark\u003C\u002Fp>\n\n\u003Cp>10.Information on insurance policies taken out for the electrician\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n– as well as, as a minimum, the information described in Section 6,\nsubsection 1 of the Electricians’ Collective Agreement regarding the\nimplementation of EC Directive 91\u002F533 on an employer’s obligation to inform\nemployees of the conditions applicable to the contract or employment\nrelationship.\u003C\u002Fp>\n\n\u003Cp>Reference is made to the guidelines compiled by TEKNIQ Arbejdsgiverne and\nthe Danish Union of Electricians on working abroad. These guidelines include an\nexample of an employment contract which fulfils the minimum conditions set out\nin the aforesaid EC Directive.\u003C\u002Fp>\n\n\u003Cp>\u003Csub>Note: The implementation of the EU Working Time Directive is described\nin Annex 7a.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003Cbr>\nSection 15 Payment for public holidays, extra days off and free choice\nscheme\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Electricians are paid for public holidays, 1 May, 5 June (Constitution Day\nin Denmark) and 24 December (Christmas Eve) if these occur on a working day.\u003C\u002Fp>\n\n\u003Cp>Extra days off shall similarly be paid via the public holidays account, and\npayment shall be made for a total of 5 extra days off.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTo finance public holidays, extra days off and the free choice scheme etc., the\nemployer shall deposit 7.2% of the employee’s pay qualifying as holiday\nentitlement:\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:15.85pt\">\n      \u003Ctd width=\"265\" valign=\"top\" style=\"width:198.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.85pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\" valign=\"bottom\" style=\"width:71.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.85pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Calibri",sans-serif\">1\n        March 2020\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\" valign=\"bottom\" style=\"width:70.8pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.85pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">1\n        March 2021\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"93\" valign=\"bottom\" style=\"width:70.1pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:15.85pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">1\n        March 2022\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:46.8pt\">\n      \u003Ctd width=\"265\" style=\"width:198.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:46.8pt\">\u003Cp class=\"MsoNormal\" style=\"line-height:105%\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;line-height:105%;font-family:"Calibri",sans-serif\">Public\n        holidays, days off as per the collec­tive agreement and extra days\n        off\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\" valign=\"bottom\" style=\"width:71.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:46.8pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">6.20%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\" valign=\"bottom\" style=\"width:70.8pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:46.8pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">6.20%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"93\" valign=\"bottom\" style=\"width:70.1pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:46.8pt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">6.20%\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:23.05pt\">\n      \u003Ctd width=\"265\" valign=\"top\" style=\"width:198.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:23.05pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">Free\n        choice scheme:\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\" valign=\"top\" style=\"width:71.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:23.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">5.00%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\" valign=\"top\" style=\"width:70.8pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:23.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">6.00%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"93\" valign=\"top\" style=\"width:70.1pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:23.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">7.00%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:23.5pt\">\n      \u003Ctd width=\"265\" valign=\"top\" style=\"width:198.7pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:23.5pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Calibri",sans-serif\">Overall\n        accrual in total:\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\" valign=\"top\" style=\"width:71.05pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:23.5pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">11.20%\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\" valign=\"top\" style=\"width:70.8pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:23.5pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">12.20%\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"93\" valign=\"top\" style=\"width:70.1pt;border:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:23.5pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">13.20%\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003Cbr>\nThe sum shall include holiday allowance for public holidays\u002Fextra days off and\nthe free choice scheme.\u003C\u002Fp>\n\n\u003Cp>Agreement can be reached with individual employees for the annual increase\nof 1% in the free choice scheme to be paid out continuously with wages.\nHowever, as a prerequisite, the company must be able to document that a\ndialogue has taken place about continuous payment. The parties to the\ncollective agreement encourage the company to take the initiative in a dialogue\nwith the employees about the options for the free choice scheme. If there is\ncontinuous payout of contributions to the free choice scheme, holiday\nallowance\u002Fholiday bonus will not be calculated in respect of these\ncontributions.\u003C\u002Fp>\n\n\u003Cp>Annex 26 applies in the transitional period from 1 May 2020 to 31 December\n2020 in relation to extra days off.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAs of 1 January 2021, the following applies to extra days off:\u003C\u002Fp>\n\n\u003Cp>The employee is entitled to take 5 extra days off per calendar year. Extra\ndays off are scheduled by agreement or notification can be given in accordance\nwith the rules of the Danish Holidays with Pay Act governing residual holiday.\nThe electrician is entitled to payment for public holiday payment\u002Fex- tra days\noff immediately from the commencement of employment.\u003C\u002Fp>\n\n\u003Cp>Irrespective of changes in job, no more than 5 extra days off may be taken\nin any one calendar year.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.\u003C\u002Fh3>\n\n\u003Cp>Advance payment shall be made of the individual electrician’s deposited\nholiday entitlement at the same time as payment of the wages for the week which\ncontains a public holiday or extra days off. The advance payout must never\nexceed the amount accrued at any given time, however.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3.\u003C\u002Fh3>\n\n\u003Cp>The advance payments referred to in subsection 2 amount to:\n...................................................DKK 1,300.00 per day.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1 May, 5 June (Constitution Day in Denmark) and 24 December (Christmas Eve) are\nregarded as full public holidays.\u003C\u002Fp>\n\n\u003Cp>In the same way, by agreement, payment can be made when taking childcare\ndays, for absence to attend medical appointments with a child and for a\nchild’s second day of illness, as well as for senior days off, if the\nemployee so desires.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n4.\u003C\u002Fh3>\n\n\u003Cp>The individual electrician’s account for public holidays\u002Fextra days off,\nand the free choice scheme, shall be settled, and the remaining amount paid,\neach year in the final wage payment of the calendar year, unless the individual\nelectrician submits a request prior to 30 November for the remaining amount –\nor part thereof – to take the form of an extraordinary pension contribution.\nThis includes the public holiday payment for the public holidays at Christmas\nand the subsequent New Year’s Day.\u003C\u002Fp>\n\n\u003Cp>In the case of resignation, the calculation and payment of the remaining\namount shall occur at the next payday.\u003C\u002Fp>\n\n\u003Cp>For salaried electricians, see Annex 1, electricians employed under Section\n19, and apprentice electricians employed under Section 17, reference is made to\nthe respective sections.\u003C\u002Fp>\n\n\u003Cp>TEKNIQ Arbejdsgiverne shall guarantee the payment of remaining amounts in\nthe same way as holiday allowances, in accordance with Section 16, subsection\n6.\u003C\u002Fp>\n\n\u003Cp>\u003Csub>Comment: See Annex 14 on the payment of bonus from the public holidays\naccount.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n5.\u003C\u002Fh3>\n\n\u003Cp>It shall in all cases be a condition for the payment of the advance payment\nfor public holidays mentioned in subsection 3 of this Section that the relevant\nelectrician is at work on the final working day before and – provided the\nemployer is willing to employ the person concerned – on the first working day\nafter the public holiday(s), and possibly other private holidays and\u002For closing\ndays.\u003C\u002Fp>\n\n\u003Cp>Documented illness or absence from work due to no fault on the part of the\nelectrician, and which has been approved by the employer, shall not be\nconsidered absence from work provided that the electrician contacts the\nemployer on the first working day after the absence to obtain such approval.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n6.\u003C\u002Fh3>\n\n\u003Cp>If the employer refrains from approving the reasons stated by the\nelectrician for the absence, he or she shall immediately inform the electrician\nof this, so that the electrician, in consultation with the Danish Union of\nElectricians, may have an opportunity to consider whether the employer’s\nrefusal to approve the absence is reasonable. Disputes on such questions may\ncomprise grounds for industrial arbitration.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n7.\u003C\u002Fh3>\n\n\u003Cp>If work is done on a public holiday, the electrician, in addition to the\npayment determined by the collective agreement for work on such a day, is also\nentitled to the advance payment determined by the above scheme.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n8.\u003C\u002Fh3>\n\n\u003Cp>In the event of the death of the employee, the saved-up payments for public\nholidays and extra days off shall be paid to the estate of the deceased.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003Cbr>\nSection 16 Holiday\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nThe Danish Holidays Act from time to time in force applies to the employment\nrelationship.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.Holiday year and accrual of holiday\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nHoliday accrued in 2018 is taken in the holiday year up to and including 30\nApril 2020. Holiday accrued in the first 8 months of 2019 is taken in the short\nholiday year 1 May 2020 – 31 August 2020.¬crued in the first 8 months of\n2019 is taken in the short holiday year 1 May 2020 – 31 August 2020.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\nAs of 1 September 2020, the following applies:\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nDuring the holiday year, the employee accrues entitlement to 5 weeks’ paid\nholiday. The holiday year runs from 1 September to 31 August.\u003C\u002Fp>\n\n\u003Cp>Entitlement to paid holiday accrues at the rate of 2.08 days per month of\nemployment during the holiday year.\u003C\u002Fp>\n\n\u003Cp>An employee is entitled to take 5 weeks’ holiday in each holiday period\nwhether or not entitlement to paid holiday has accrued.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.Holiday leave and the holiday period\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAccrued holiday with pay is taken during the holiday period, which includes the\nholiday year plus 4 months such that holiday can be taken in the period 1\nSeptember to 31 December the year after.\u003C\u002Fp>\n\n\u003Cp>The employee is entitled to take at least 3 weeks’ accrued holiday with\npay (main holiday) continuously in the period from 1 May to 30 September (the\nmain holiday period). Other holiday days shall also be granted in a consecutive\nblock of at least 5 days’ duration. Where operational considerations make\nthis desirable, however, the other days may be granted in the form of\nindividual days off.¬ously in the period from 1 May to 30 September (the main\nholiday period). Other holiday days shall also be granted in a consecutive\nblock of at least 5 days’ duration. Where operational considera¬tions make\nthis desirable, however, the other days may be granted in the form of\nindividual days off.\u003C\u002Fp>\n\n\u003Cp>Individual companies may implement holidays either by closure of the company\nor by granting holidays to the employees in succession. If the latter procedure\nis chosen, the company shall, no later than 1 February, present a sign-up list\non which the individual employees may indicate the time at which they wish to\ntake their summer holidays.\u003C\u002Fp>\n\n\u003Cp>Following negotiation with the employee, the company establishes when\nholidays are to be taken in the holiday period. Taking due account of the\ncompany’s operations, the company shall as far as possible accommodate the\nwishes of the employees regarding when they wish to take their holidays,\nincluding whether the main holiday is to be held during the school summer\nholidays of the employee’s children.\u003C\u002Fp>\n\n\u003Cp>The company must inform the employee as early as possible about when\nholidays must be taken. The company must give notification no later than 3\nmonths before the main holiday begins, and no later than 1 month before the\nholiday begins for other holiday days unless extenuating circumstances prevent\nthis.\u003C\u002Fp>\n\n\u003Cp>When the holiday amounts to one half-day or more, a whole day’s time off\nshall be granted, though only with the earned holiday payment. When the holiday\nentitlement amounts to less than one half-day, the right to time off shall be\nvoid, but the payment shall be made.\u003C\u002Fp>\n\n\u003Cp>In companies where holidays are taken by the employees in succession, an\nemployee who has not been fully employed in the holiday year may demand that\nthe number of holiday days be reduced in relation to the smaller payment.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3.Taking holiday in hours\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nA written local agreement can be concluded to allow holiday to be taken in\nhours.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In that regard, it must be ensured that the holiday does not amount to fewer\nhours than the planned number of working hours on the day in question, and that\nthe total holiday is not less than 5 weeks counted as 25 full days, where\nwork-free days that are not days off in lieu and working days are included pro\nrata. As far as possible, holidays must be taken as full weeks.\u003C\u002Fp>\n\n\u003Cp>The holiday must reflect the working week and must not be deployed\nexclusively on short or long working days.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n4.Holiday allowance, holiday bonus and payout\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nHoliday allowance shall comprise 12.5% of the total wage. The calculation of\nthe holiday allowance shall disregard public holiday payments and similar\nsupplements paid on wages or wage-shares which are not liable to income tax.\u003C\u002Fp>\n\n\u003Cp>Holiday allowance corresponding to the length of the holiday is payable on\nthe first pay day after the company has received the employees’ request for a\npayout from Feriepengeinfo, but no earlier than one month before the holiday is\nto be taken.\u003C\u002Fp>\n\n\u003Cp>Holiday supplements payable to employees with paid holidays may be paid out\nbefore the holiday is taken. In such cases it may be demanded that the amount\nbe repaid if, on resignation or retirement, holiday supplements have been paid\nfor holidays which have not been taken.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n5.Calculation of holiday allowance in the case of illness and injury\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIn the event of illness, holiday allowance is payable during absence as of the\n2nd day of absence, irrespective of whether the sick leave is due to ordinary\nillness or results from an injury, see however the exception below.\u003C\u002Fp>\n\n\u003Cp>Holiday illness allowance is 12.5% of pay that is calculated based on the\nemployee’s usual pay during the last quarter prior to absence. For an\nemployee who is entitled to partial pay during illness, holiday illness\nallowance makes up the difference between holiday illness allowance as per the\n1st point and holiday allowance from partial pay. “Usual pay” is understood\nto mean in accordance with the concept set out in the Danish Holidays with Pay\nAct.¬ing the last quarter prior to absence. For an employee who is entitled to\npartial pay during illness, holiday illness allowance makes up the difference\nbetween holiday illness allowance as per the 1st point and holiday allowance\nfrom partial pay. “Usual pay” is understood to mean in accordance with the\nconcept set out in the Danish Holidays with Pay Act.\u003C\u002Fp>\n\n\u003Cp>If the employee has been employed throughout the accrual year with the same\ncompany, then notwithstanding the general rule above, the employee is entitled\nto holiday illness allowance as of the 1st day of sick leave if the employee\nhas had more than 52 periods of sick leave during the accrual year. If the\nemployee has not been employed throughout the accrual year with the same\ncompany, the employee accrues holiday entitlement with holiday illness\nallowance from the 1st day of sick leave after a proportionately fewer number\nof periods of sick leave.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n6.Transfer of holidays\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAside from instances where holiday days are automatically transferred or the\nemployee is entitled to carry forward holiday days to the next holiday year\npursuant to the Danish Holiday Act, the employee and the employer may agree\nthat any holiday days over and above 20 days which have been earned and not yet\ntaken may be transferred to the following holiday period.\u003C\u002Fp>\n\n\u003Cp>A maximum of ten holiday days may be transferred in this manner, and all\nholiday time owing must be taken no later than the second subsequent holiday\nperiod.\u003C\u002Fp>\n\n\u003Cp>In this case the employee and the employer must enter into a written\nagreement prior to 31 December (up to 1 January 2021: prior to 30 September\nafter the end of the holiday year).\u003C\u002Fp>\n\n\u003Cp>The parties recommend that the model agreement included in Annex 18 is\nused.\u003C\u002Fp>\n\n\u003Cp>If the employee is prevented from taking a holiday due to an employee’s\nown illness, maternity leave, adoption leave, or other leave of absence, the\nemployee and the employer may agree that the holiday can be transferred to the\nfollowing holiday period. Such a transfer of holiday time may be agreed\nirrespective of the number of holiday days transferred. The agreement shall be\nentered according to the same rules as above.\u003C\u002Fp>\n\n\u003Cp>Holiday time corresponding to a transferred holiday cannot be required to be\ntaken during notice, unless an agreement exists, see the above, to allocate the\nholiday within the period of notice.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n7.Holiday guarantee scheme\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe employer reports the employee’s holiday allowance and accrued holiday\ndays to Feriepenge- info in accordance with Danish Holidays Act.\u003C\u002Fp>\n\n\u003Cp>The parties to the collective agreement agree that the holiday guarantee\nscheme shall be utilised by members of the Danish Union of Electricians\nemployed at companies which are members of TEKNIQ Arbejdsgiverne, and TEKNIQ\nArbejdsgiverne guarantees the payment of the holiday allowance under this\nscheme.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n8.Holiday account\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIf individual companies should wish to use the Holiday Account, the\nprofessional bodies nevertheless agree that this may be done. Under this\nscheme, TEKNIQ Arbejdsgiverne acts as guarantor for the company’s payments\ninto the Holiday Account.\u003C\u002Fp>\n\n\u003Cp>If the company chooses to pay in to the Holiday Account, the company must\ninform the employees in writing to this effect before switching to the Holiday\nAccount. If switching back to the holiday guarantee scheme, the employees must\nbe similarly notified.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n9.General provisions\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nHoliday money payments form part of the wages of the employee concerned, and in\nthe case of the failure of the employer to pay, they may be recovered through\nlegal proceedings against the employer in question, in the same way as unpaid\nwages.\u003C\u002Fp>\n\n\u003Cp>Any disputes which may arise as a consequence of holiday rules which are\nexclusive to this collective agreement may be handled according to the existing\nrules for the conduct of industrial conflicts. Construction of the provisions\nof the Danish Holidays with Pay Act shall be in accordance with this.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n10.Local arrangements\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe aforesaid provisions must not diminish existing holiday schemes. Any\nalterations in local holiday schemes shall occur according to the rules set out\nin Section 5 of this collective agreement.¬day schemes shall occur according\nto the rules set out in Section 5 of this collective agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003C\u002Fh2>\n\n\u003Ch2>\u003Cbr>\nTraining\u003C\u002Fh2>\n\n\u003Ch2>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprenticeships\">\n17.Apprentice electricians\u003C\u002Fdiv>\u003C\u002Fh2>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.Training\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.1 The company’s obligations\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe company must ensure that apprentices receive all-round training in\naccordance with applicable training rules within the company’s areas of\nwork.\u003C\u002Fp>\n\n\u003Cp>After each training process, the company can also discuss the progress of\ntraining with the apprentice. This discussion may also include elective\nspecialisations as well as any commercial and study-oriented supplementary\nstudies. The discussion may be based on the statement of practice.¬tice. This\ndiscussion may also include elective specialisations as well as any commercial\nand study- oriented supplementary studies. The discussion may be based on the\nstatement of practice.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.2 Electricians’ involvement\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe electricians are required to contribute to the vocational training of\napprentices.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.3 Time off for union work\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIt is recommended that the company should give apprentices access to\nparticipate in local training committees within the framework of the commercial\ntraining programme.\u003C\u002Fp>\n\n\u003Cp>Time off must be agreed in advance and absences for this work are not\npaid.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.4 Subsidy for release study programme\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAfter 6 months’ employment in the same company (including any college\nattendance), apprentices are entitled to apply for a subsidy from The\nElectrical Industry Skills Development Fund. The subsidy is provided for\nparticipation in release study programmes to the same extent and on the same\nterms as for other employees under the Electricians’ Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>Release study programmes are established by the Board of The Electrical\nIndustry Skills Development Fund.\u003C\u002Fp>\n\n\u003Cp>Apprentices can apply for a subsidy to participate in a supported release\nstudy programme as long as the training contract remains in effect in the\ncompany.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2. Commercial college\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.1 Rules while attending college\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nDuring the time that apprentices participate in periods at a commercial\ncollege, they are basically subject to the college during college time.\u003C\u002Fp>\n\n\u003Cp>Therefore, apprentices are not obliged to work at the company before or\nafter the end of the daily period at college, and also not on individual days\noff, which must be made up for by extra teaching during the rest of their\ncollege time.\u003C\u002Fp>\n\n\u003Cp>During any holidays in college time, such as Christmas, Easter and Whitsun,\nif apprentices are working at the company, their attendance is required on any\nintervening weekdays during the holiday, as these days are added to the\nteaching time.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.2 Home preparation\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nDuring the periods when apprentices are being taught at commercial college,\nthey must prepare in advance at home if this is required.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.3 Residential college\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nWhen an apprentice attends a course at a residential college whereby the\napprentice is entitled to reside at the college*), pursuant to the applicable\nrules relating to more than one hour and 15 minutes of journey time each way\nbetween home and the nearest college, the company shall pay the cost of\nresidence.\u003C\u002Fp>\n\n\u003Cp>If the company requires an apprentice to stay at a residential college in\naccordance with the rules relating to free choice of colleges*), whereas it\nwould have been possible to use another geographically closer college under\ncurrent rules, the company shall reimburse the apprentice in respect of the\nincreased expenses in total for college residence and transportation.\u003C\u002Fp>\n\n\u003Cp>The company pays the necessary deposit before the start of the residential\nperiod at the college.\u003C\u002Fp>\n\n\u003Cp>If an apprentice chooses voluntarily to undertake college residency, whereas\nit would otherwise have been possible to attend another college closer to home,\nin accordance with applicable rules the apprentice pays the costs of residence,\netc., as well as transport. Expenses incurred by the company can be deducted\nfrom the apprentice’s pay.\u003C\u002Fp>\n\n\u003Cp>Residential school expenses are reimbursed via AUB wage reimbursement for\ntrainees.\u003C\u002Fp>\n\n\u003Cp>\u003Csub>*) The rules regarding residential school and free choice of school\nfollow Executive Order no. 290 of 1 April 2009.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3.Reimbursement of travel expenses for apprentices while attending college\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3.1Distance – route to college\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe company accepts the apprentice’s travel expenses where the route to the\ncollege is 20 km or more. The total route to college is the nearest route from\nhome\u002Faccommodation to college and back home\u002Fto the accommodation.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3.2Condition for reimbursement of travel expenses\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nA prerequisite for reimbursement is that the apprentice was unable to\nparticipate in teaching at a college geographically closer to the\napprentice’s home than the college the apprentice attends.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3.3Condition relating to means of transport\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPublic transport must be used as far as at all possible. If the use of such\nmeans of transport would be unreasonably inconvenient to the apprentice in\nquestion, a personal means of transportation can be used by agreement with the\ncompany.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3.4 Public transport\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nFor the use of public transport a reimbursement is provided for the actual\nexpenses incurred. Trans-portation shall be by the cheapest and most\nappropriate means according to local conditions and, if possible, a travel\npass, season tickets, etc., shall be used.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3.5 Own means of transport\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIf a personal means of transport is used, a travel allowance will be payable in\naccordance with the rate from time to time in effect, currently DKK 0.98 per km\ntravelled, where the route to the college is 20 km or more.\u003C\u002Fp>\n\n\u003Cp>\u003Csub>* The rate follows the rate established by the Danish Ministry of\nEducation for access to labour market training programmes for people in\nemployment.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3.6 Apprentices living in accommodation\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nFor apprentices living in accommodation, reimbursement of travel expenses is\npayable for the journey to and from their place of accommodation and for the\njourney between there and their usual residence for weekends, Easter and\nChristmas holidays, provided that the distance criterion set out in subsection\n3.1 of this Section is fulfilled.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The provisions of subsections 3.2 and 3.3 of this Section are similarly\napplicable to reimbursement of travel expenses in accordance with this\nsubsection.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3.7 More than one teaching department\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIf travel between more than one teaching department of a college is necessary\non the same day, reimbursement is payable notwithstanding the distance criteria\nset out in subsection 3.1 of this Section.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3.8 Prerequisite for payout\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPayout of travel expenses while attending college is contingent on the ability\nto cover the firm’s actual expenses in whole or in part pursuant to the Act\nrelating to Employers’ Reimbursement System (Lov om Arbejdsgivernes\nUddannelsesbidrag – AUB).\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3.9 Dealing with disputes\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nDisputes relating to reimbursement of travel expenses for apprentices while\nattending college can be dealt with under union legislation pursuant to Section\n20 of the collective agreement for electricians.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n4. Working hours\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n4.1 Normal working hours\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAn apprentice’s normal working hours are the same as those established for\nelectricians.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n4.2Staggered working hours\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nApprentices over the age of 18 can be allowed to work staggered hours in line\nwith the same guidelines and to the same extent as qualified tradesman\nelectricians.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAs of 1 March 2020, an hourly surcharge is payable of\n................................................... DKK 33.40\u003C\u002Fp>\n\n\u003Cp>As of 1 March 2021, an hourly surcharge is payable of\n................................................... DKK 33.90\u003C\u002Fp>\n\n\u003Cp>As of 1 March 2022, an hourly surcharge is payable of\n................................................... DKK 34.45\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAn apprentice’s work during staggered hours is required to be carried out\nalongside a qualified electrician, possibly the employer.\u003C\u002Fp>\n\n\u003Cp>\u003Csub>\u003Cbr>\nComment: Effective date – see Annex 15.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n4.3Flexible working hours\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nApprentices can be allowed to work flexible hours in line with the same\nguidelines and to the same extent as qualified tradesman electricians.\u003C\u002Fp>\n\n\u003Cp>If the working hours or parts thereof are deployed outside normal working\nhours (6 am to 6 pm), an hourly surcharge is payable in respect of these\nhours.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAs of 1 March 2020, an hourly surcharge is payable of\n................................................... DKK 33.40\u003C\u002Fp>\n\n\u003Cp>As of 1 March 2021, an hourly surcharge is payable of\n................................................... DKK 33.90\u003C\u002Fp>\n\n\u003Cp>As of 1 March 2022, an hourly surcharge is payable of\n................................................... DKK 34.45\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIf the working hours orparts thereof aredeployed on Saturdays after 1 pm,\nSundays or local holidays, an hourly surcharge is payable in respect of these\nhours.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAs of 1 March 2020, an hourly surcharge is payable of\n................................................... DKK 56.80\u003C\u002Fp>\n\n\u003Cp>As of 1 March 2021, an hourly surcharge is payable of\n................................................... DKK 57.70\u003C\u002Fp>\n\n\u003Cp>As of 1 March 2022, an hourly surcharge is payable of\n................................................... DKK 58.65\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nFor apprentices under the age of 18, normal daily working hours arranged as\nflexible working hours cannot exceed 8 hours per day and 40 hours per week.\u003C\u002Fp>\n\n\u003Cp>\u003Csub>Comment: Effective date – see Annex 15.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n4.4 Overtime\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nApprentices over the age of 18 can be allowed to undertake overtime in line\nwith the same guidelines and to the same extent as qualified tradesman\nelectricians.\u003C\u002Fp>\n\n\u003Cp>For works undertaken outside the normal daily working hours established for\na given week, the following surcharges are payable per hour of overtime:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAs of 1 March 2020, the supplementary rate per hour of overtime shall be:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nFirst and second hour after normal working hours\n.................................................. DKK 55.30\u003C\u002Fp>\n\n\u003Cp>All overtime beyond this\n..............................................................................................\nDKK 88.35\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAs of 1 March 2021, the supplementary rate per hour of overtime shall be:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nFirst and second hour after normal working hours\n.................................................. DKK 56.20\u003C\u002Fp>\n\n\u003Cp>All overtime beyond this\n..............................................................................................\nDKK 89.75\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAs of 1 March 2022, the supplementary rate per hour of overtime shall be:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nFirst and second hour after normal working hours\n.................................................. DKK 57.10\u003C\u002Fp>\n\n\u003Cp>All overtime beyond this\n..............................................................................................\nDKK 91.20\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nWhen settling payment for overtime, deductions are made for eating and breaks\nin the time taken, and time missed from the normal working week is deducted\nfrom overtime unless this was missed for a reason not relating to the\napprentice, who was at the company’s premises on time and this was\nacknowledged by the company.\u003C\u002Fp>\n\n\u003Cp>\u003Csub>Comment: Effective date – see Annex 15.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n4.5 Call-outs\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIf an apprentice – within the last 2 years of the apprentice’s time to be\nserved – with the company is called from home outside normal working hours, a\ncall-out surcharge is payable.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAs of 1 March 2020, the supplementary rate per hour of call-out shall be\n.......................................... DKK 88.35\u003C\u002Fp>\n\n\u003Cp>As of 1 March 2021, the supplementary rate per hour of call-out shall be\n.......................................... DKK 89.75\u003C\u002Fp>\n\n\u003Cp>As of 1 March 2022, the supplementary rate per hour of call-out shall be\n.......................................... DKK 91.20\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nCall-out before the last 2 years is not allowed. In addition, the time spent\ncounts as overtime.\u003C\u002Fp>\n\n\u003Cp>The apprentice cannot be included in standby shifts.\u003C\u002Fp>\n\n\u003Cp>\u003Csub>Comment: Effective date – see Annex 15.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n5.Pay conditions\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n5.1Duration of training and deployment in wage periods\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cstrong>Electrician 1:\u003C\u002Fstrong> 4-year training with 4 modules. If the\napprentice has previously completed basic vocational education (GF2) prior to\nthe start of the apprenticeship, the training programme is shortened to 3½\nyears, and the apprentice is deployed on rate 1 for the first 6 months.\nSubsequent deployment is for a full year each on rates 2, 3 and 4. Where the\nbasic amount is not implemented prior to the start of the apprenticeship, the\napprentice will be put on rate 1 for one full year, and will then be deployed\nfor 1 year on the other rates (2–4).¬cational education (GF2) prior to the\nstart of the apprenticeship, the training programme is short¬ened to 3½\nyears, and the apprentice is deployed on rate 1 for the first 6 months.\nSubsequent de¬ployment is for a full year each on rates 2, 3 and 4. Where the\nbasic amount is not implemented prior to the start of the apprenticeship, the\napprentice will be put on rate 1 for one full year, and will then be deployed\nfor 1 year on the other rates (2–4).\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Electrician 2:\u003C\u002Fstrong> 4½-year training with 5 modules. If the\napprentice has previously completed basic vocational education (GF2) prior to\nthe start of the apprenticeship, the training programme is shortened to 4\nyears, and the apprentice is deployed on rate 1 for the first 6 months.\nSubsequent deployment is for a full year each on rates 2, 3 and 4, and 6 months\non rate 5. Where the basic amount¬ened to 4 years, and the apprentice is\ndeployed on rate 1 for the first 6 months. Subsequent de¬ployment is for a\nfull year each on rates 2, 3 and 4, and 6 months on rate 5. Where the basic\namount is not implemented prior to the start of the apprenticeship, the\napprentice will be put on rate 1 for one full year, and will then be deployed\nfor 1 year on the other rates (2–4) and the last 6 months on rate 5.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>EUX electrician:\u003C\u002Fstrong> 5-year training programme. If the\napprentice has previously completed basic vocational education (EUX basic\ntraining) prior to the start of the apprenticeship, the training programme is\nshortened to 4 years, and the apprentice is deployed on rate 1 for the first 6\nmonths. Subsequent deployment is for a full year each on rates 2, 3 and 4, and\n6 months on rate 5. Where the basic amount is not implemented prior to the\nstart of the apprenticeship, the apprentice will be put on rate 1 for eighteen\nmonths, and will then be deployed for 1 year on rates 2–4 and the last 6\nmonths on rate 5.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Training as an electrician for students awarded credits according to\nthe Executive Order for electricians, Annex 1(3):\u003C\u002Fstrong> The duration of the\nbasic course for students (GF2) varies depending on which school leaving exam\nthe apprentice has passed. The duration of the training programme on the main\ncourse is 3 years with 4 modules (Electrician 1), or 3.5 years with 5 modules\n(Electrician 2).\u003C\u002Fp>\n\n\u003Cp>If the apprentice has previously completed basic student vocational\neducation (GF2) prior to the start of the apprenticeship, the apprentice is\ndeployed on rate 2 for the first year. Subsequent deployment is for a full year\non rates 3 and 4. It is similar for apprentices with 5 modules (Electrician 2),\nalthough the apprentice is deployed on rate 5 for the last 6 months.\u003C\u002Fp>\n\n\u003Cp>Where the basic course was not completed prior to the start of the\napprenticeship, the apprentice is deployed on rate 1 for that part of the\napprenticeship falling outside the specified time for the main course.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nElectrician training for other students\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nStudents who do not meet the criteria for the above-mentioned application of\ncredits are placed on the pay levels applicable for general training courses,\nElectrician 1 or Electrician 2 respectively, unless the training course is\nshortened for other reasons. See subsection 5.4 regarding shortened\ntraining.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cstrong>\u003Cbr>\nMinimum payment per hour:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:15.85pt\">\n      \u003Ctd width=\"42\" valign=\"top\" style=\"width:31.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.85pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Calibri",sans-serif\">Rate\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"139\" valign=\"top\" style=\"width:104.15pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.85pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Calibri",sans-serif\">Wage\n        periods\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"127\" colspan=\"2\" valign=\"top\" style=\"width:95.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.85pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">1\n        March 2020\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"144\" colspan=\"2\" valign=\"top\" style=\"width:108.2pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.85pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">1\n        March 2021\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\" colspan=\"2\" valign=\"top\" style=\"width:97.9pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:15.85pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">1\n        March 2022\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:19.45pt\">\n      \u003Ctd width=\"42\" valign=\"top\" style=\"width:31.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:19.45pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"139\" valign=\"top\" style=\"width:104.15pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:19.45pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">0–1\n        year*)\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\" valign=\"top\" style=\"width:40.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:19.45pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:17.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">DKK\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\" valign=\"top\" style=\"width:55.2pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:19.45pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:8.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">65.20\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\" valign=\"top\" style=\"width:43.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:19.45pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:21.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">DKK\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"86\" valign=\"top\" style=\"width:64.3pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:19.45pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:8.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">66.30\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\" valign=\"top\" style=\"width:42.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:19.45pt\">\u003Cp class=\"MsoNormal\" align=\"right\" style=\"text-align:right\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">DKK\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" valign=\"top\" style=\"width:55.9pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:19.45pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:8.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">67.40\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:19.7pt\">\n      \u003Ctd width=\"42\" valign=\"top\" style=\"width:31.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:19.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"139\" valign=\"top\" style=\"width:104.15pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:19.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">1–2\n        years\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\" valign=\"top\" style=\"width:40.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:19.7pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:17.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">DKK\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\" valign=\"top\" style=\"width:55.2pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:19.7pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:8.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">74.45\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\" valign=\"top\" style=\"width:43.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:19.7pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:21.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">DKK\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"86\" valign=\"top\" style=\"width:64.3pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:19.7pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:8.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">75.70\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\" valign=\"top\" style=\"width:42.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:19.7pt\">\u003Cp class=\"MsoNormal\" align=\"right\" style=\"text-align:right\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">DKK\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" valign=\"top\" style=\"width:55.9pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:19.7pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:8.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">77.00\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:19.45pt\">\n      \u003Ctd width=\"42\" valign=\"top\" style=\"width:31.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:19.45pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"139\" valign=\"top\" style=\"width:104.15pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:19.45pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">2–3\n        years\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\" valign=\"top\" style=\"width:40.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:19.45pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:17.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">DKK\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\" valign=\"top\" style=\"width:55.2pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:19.45pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:8.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">88.45\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\" valign=\"top\" style=\"width:43.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:19.45pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:21.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">DKK\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"86\" valign=\"top\" style=\"width:64.3pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:19.45pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:8.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">89.95\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\" valign=\"top\" style=\"width:42.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:19.45pt\">\u003Cp class=\"MsoNormal\" align=\"right\" style=\"text-align:right\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">DKK\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" valign=\"top\" style=\"width:55.9pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:19.45pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:8.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">91.45\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:19.45pt\">\n      \u003Ctd width=\"42\" valign=\"top\" style=\"width:31.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:19.45pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"139\" valign=\"top\" style=\"width:104.15pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:19.45pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">3–4\n        years\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\" valign=\"top\" style=\"width:40.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:19.45pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:17.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">DKK\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\" valign=\"top\" style=\"width:55.2pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:19.45pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">105.60\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\" valign=\"top\" style=\"width:43.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:19.45pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:21.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">DKK\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"86\" valign=\"top\" style=\"width:64.3pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:19.45pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">107.40\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\" valign=\"top\" style=\"width:42.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:19.45pt\">\u003Cp class=\"MsoNormal\" align=\"right\" style=\"text-align:right\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">DKK\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" valign=\"top\" style=\"width:55.9pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:19.45pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">109.25\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:19.45pt\">\n      \u003Ctd width=\"42\" valign=\"top\" style=\"width:31.7pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:19.45pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">5\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"139\" valign=\"top\" style=\"width:104.15pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:19.45pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">Over\n        4 years:\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"54\" valign=\"top\" style=\"width:40.3pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:19.45pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:17.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">DKK\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\" valign=\"top\" style=\"width:55.2pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:solid windowtext 1.0pt;border-right:none;   padding:0cm .5pt 0cm .5pt;height:19.45pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">122.25\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\" valign=\"top\" style=\"width:43.9pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:19.45pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:21.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">DKK\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"86\" valign=\"top\" style=\"width:64.3pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:solid windowtext 1.0pt;border-right:none;   padding:0cm .5pt 0cm .5pt;height:19.45pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">124.30\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\" valign=\"top\" style=\"width:42.0pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:19.45pt\">\u003Cp class=\"MsoNormal\" align=\"right\" style=\"text-align:right\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">DKK\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\" valign=\"top\" style=\"width:55.9pt;border:solid windowtext 1.0pt;   border-left:none;padding:0cm .5pt 0cm .5pt;height:19.45pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">126.45\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>*) See above regarding placement on rate 1.\u003C\u002Fp>\n\n\u003Cp>\u003Csub>\u003Cbr>\nComment: Effective date – see Annex 15.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIf, as a result of the apprentice’s previous training\u002Femployment (merit), it\nis possible to shorten the apprenticeship, please refer to subsections 5.3 and\n5.4.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n5.2 Pay for adult EUV apprentices\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAdult apprentices are apprentices aged 25 or above at the time of entering into\nthe training contract. During their training course, adult apprentices are\ncovered by Section 17 of the Electricians’ Collective Agreement, including\nother elements of pay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nHourly pay for adult apprentices throughout their training period comprises the\nminimum payment for unskilled electrical workers.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAs of 1 March 2020 ...................................... DKK 122.15\u003C\u002Fp>\n\n\u003Cp>As of 1 March 2021 ...................................... DKK 124.65\u003C\u002Fp>\n\n\u003Cp>As of 1 March 2022 ...................................... DKK 127.15\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe above hourly pay is contingent on the company receiving a partial or full\nsubsidy under the Ministry of Employment executive order relating to subsidies\nfor companies that enter into agreement with adults, as well as increased pay\nreimbursement during college attendance from AUB wage reimbursement for\ntrainees (Arbejdsgivernes Uddannelsesbidrag).\u003C\u002Fp>\n\n\u003Cp>\u003Csub>Comment: Effective date – see Annex 15.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n5.3 Residual apprenticeships\u002Fshort training contracts\u002Fsub-agreements\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIf the apprentice has previously completed part of the study programme, the\napprentice is deployed on the appropriate rate of pay for the remainder of the\napprenticeship.\u003C\u002Fp>\n\n\u003Cp>Method: In case of doubt regarding deployment, this could be calculated\nusing the end-date of the apprenticeship as the starting point. In addition,\nclarification is needed as to how far through the course the apprentice has\nprogressed, and whether the training course is 4 or 4½ years, for example.\nContact the apprentice’s college to check.\u003C\u002Fp>\n\n\u003Cp>Example 1: If the apprentice has previously completed a basic programme,\ne.g. GF2, and a short 1- year training contract, the apprentice should be\ndeployed on rate 2 for the first 6 months, and then be paid at the subsequent\nrates. If the apprentice has also had a sub-agreement, e.g. 3 months over and\nabove the short 1-year training contract, the apprentice should be deployed on\nrate 2 for 3 months and then be paid at the subsequent rates.\u003C\u002Fp>\n\n\u003Cp>Example 2: An apprentice who is short of 2 years, 9 months and 20 days from\ncompleting the Electrician 2 programme should be deployed for the last 6 months\non rate 5 and for the preceding 12 months on rate 4 and another 12 months on\nrate 3 and the first 3 months and 20 days on rate 2.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n5.4 Curtailment of the apprenticeship\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nWhere a training contract previously entered into is curtailed, the payment\nwill be curtailed at the pay rates most recently applicable to the training\nprogramme in question, corresponding to the curtailed apprenticeship.\u003C\u002Fp>\n\n\u003Cp>Where a training contract is entered into involving a shorter apprenticeship\nperiod due to the apprentice’s prior training or employment, payment will be\ncurtailed at the initial pay rates for the training programme in question,\ncorresponding to the shorter apprenticeship period.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n5.5 Extension of the apprenticeship\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIf the apprenticeship is extended due to illness pursuant to Act relating to\nSection 58 of the commercial training act (Lov om Erhvervsuddannelse) or for\nother reasons, the apprentice shall be paid during the extended apprenticeship\nat the rate of the most recently applicable pay period for the current training\nprogramme.¬mercial training act (Lov om Erhvervsuddannelse) or for other\nreasons, the apprentice shall be paid during the extended apprenticeship at the\nrate of the most recently applicable pay period for the current training\nprogramme.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n5.6 Changes to the training contract\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAny changes to dates specified in the training contract for the progression of\nthe training course in connection with subsection 12.1 of this Section can give\nrise to backdating of the start date.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n5.7 Work experience placement contract\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe parties have entered into an agreement relating to a work experience\nplacement for young people under the age of 18 on the same terms as for\napprentices, except for subsection 5 (pay), subsection 9 (holiday) and\nsubsection 12 (disputes) of this Section.\u003C\u002Fp>\n\n\u003Cp>The rate of pay during the work experience placement is agreed as\nfollows:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAs of 1March 2020 hourly .................................. DKK 70.35\u003C\u002Fp>\n\n\u003Cp>As of 1March 2021 hourly .................................. DKK 71.80\u003C\u002Fp>\n\n\u003Cp>As of 1March 2022 hourly .................................. DKK 73.20\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nFurther reference is made to Annex 19 – Agreement relating to work experience\nplacements in the electrical industry, which must be used and submitted to EVU\nfor registration.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n5.8 Other employment relationships with a training element\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n5.8.1 EGU\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nEGU, Danish basic vocational training\u003C\u002Fp>\n\n\u003Cp>Trainees on work experience during basic vocational training are paid the\nminimum rates for 1st and 2nd year apprentices, subsection 5.1. As regards all\nother elements of pay, the rules of Section 17 also apply to EGU trainees,\napart from subsection 9 (holiday) and subsection 12 (disputes). Holiday pay\naccrues according to the rules in the Electricians’ Collective Agreement\nSection 16 and disputes are handled in accordance with Section 20.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n5.8.2 IGU\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIGU, Integrational basic training\u003C\u002Fp>\n\n\u003Cp>Trainees on integrational basic training are paid the minimum rates for 1st\nand 2nd year apprentices, subsection 5.1.\u003C\u002Fp>\n\n\u003Cp>Other rates and provisions follow the provisions of the Electricians’\nCollective Agreement for journeymen. Any disputes are dealt with in accordance\nwith Section 20.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n5.9 Free choice scheme for apprentices\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n(This scheme ceases on 31 December 2020 and is replaced by a new joint scheme\nforthe free choice scheme and saving for extra days off. See Section\n17.10.2)\u003C\u002Fp>\n\n\u003Cp>Apprentices accrue their pay qualifying as holiday entitlement in a free\nchoice account.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAs of 1 March 2020:......................................................\n5.25%\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nHoliday allowance is not to be paid out of free choice savings, as this\nincludes holiday allowance.\u003C\u002Fp>\n\n\u003Cp>The amount accrued in the account is payable annually on the last wage\npayment of the qualifying year. Before 30 November, apprentices who are covered\nby the labour market pension, see subsection 5.10 of this Section, can make a\nrequest for the accrued amount – or a portion thereof – to be paid as an\nextraordinary pension scheme contribution instead of having it paid out to\nthem.\u003C\u002Fp>\n\n\u003Cp>When taking childcare days off, a sum may be paid from the free choice\naccount if the apprentice so desires. The payout must never exceed the amount\nsaved up, however.\u003C\u002Fp>\n\n\u003Cp>At the end of the training contract, the accrued amount will be paid out\nwith the subsequent wage payment.\u003C\u002Fp>\n\n\u003Cp>\u003Csub>Comment: Effective date – see Annex 15.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>5.10. Pensions\u003C\u002Fh3>\n\n\u003Ch3>\u003Cbr>\n\u003Cbr>\n5.10.1Pension\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\nPensions for apprentices over the age of 18 (this rule applies from 1 September\n2020)\u003C\u002Fp>\n\n\u003Cp>A rule is being introduced with effect from 1 September 2020 about pensions\nfor apprentices aged 18 and 19. The provisions for such a scheme are found in\nAnnex 20a.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPensions for apprentices over the age of 20\u003C\u002Fp>\n\n\u003Cp>With effect from the pay period in which the apprentice turns 20 and has\nattained 6 months’ seniority under the Electricians’ Collective Agreement\nor during a corresponding period of having had commercial work, the pension\nrates in Section 9 subsection 15 apply, i.e. 8% from the company and 4% from\nthe employee respectively, totalling 12%. If the apprentice starts his\u002Fher\ntraining agreement after turning 20, and if the individual was previously\nincluded in the Electricians’ Collective Agreement’s pension scheme or in a\nsimilar collectively agreed occupational pension scheme or company pension\nscheme from a previous employment relationship, the employee is entitled to\npension contributions from the first day of employment.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nRegistration and documentation\u003C\u002Fp>\n\n\u003Cp>The employer must register when the employed apprentice reaches the required\nlevel of seniority. With effect from the first pay period thereafter, the\ncollectively agreed pension contributions will be paid in respect of that\nindividual.\u003C\u002Fp>\n\n\u003Cp>If necessary, the apprentice shall document employment within the industry\nor previous employment. This documentation can take the form of payslips or\ndeclarations from previous employers.\u003C\u002Fp>\n\n\u003Cp>If the apprentice can produce such documentation, the employer must pay the\ncollectively agreed pension contributions for the individual with effect from\nthe time of employment, or no later than when the necessary seniority has been\nattained.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPension contributions\u003C\u002Fp>\n\n\u003Cp>The pension contribution is determined as a percentage of the taxable wage\nincome of the wage earner. The employer shall pay 2\u002F3 of the contribution, and\nthe apprentice shall pay 1\u002F3.\u003C\u002Fp>\n\n\u003Cp>The employer shall deduct the apprentice’s contributions from the\napprentice’s wage and pay the total pension contribution to PensionDanmark\nonce each month, and no later than the 10th of the subsequent month.\u003C\u002Fp>\n\n\u003Cp>The individual has the opportunity to increase his own pension\ncontribution.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe contribution comprises:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nEmployer’s contribution ............................................ 8.0%\u003C\u002Fp>\n\n\u003Cp>Employee’s contribution ...........................................\n4.0%\u003C\u002Fp>\n\n\u003Cp>The total contribution comprises ........................... 12.0%\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n5.10.2 Insurance for apprentices\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nApprentices who are not already covered by an employer-sponsored pension or\ninsurance scheme are entitled to insurance cover with PensionDanmark comprising\nthe following insurance benefits:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nHealth insurance scheme\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPermanent disability sum DKK 100,000\u003C\u002Fp>\n\n\u003Cp>Critical illness insurance DKK 100,000\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Death in service DKK 100,000\u003C\u002Fp>\n\n\u003Cp>TEKNIQ Arbejdsgiverne is responsible for funding the scheme, and the\nbenefits are as per the terms of PensionDanmark, see Annex 20.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n5.10.3 ATP\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nApprentices are covered by the ATP Act.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n6.Sickness and parental leave\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n6.1 Sick pay\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPayment for days off sick, which may require documentation by a doctor’s\ncertificate, at no cost to the apprentice – or as otherwise agreed with the\ncompany, is as set out in subsection 5 of this Section (pay)\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n6.2 Sick child\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nWhen necessary, apprentices may take time off to look after a sick\nchild\u002Fchildren living at home under the age of 14.\u003C\u002Fp>\n\n\u003Cp>This release only applies to one of the child’s parents and only on the\nfirst full day of the child’s illness.\u003C\u002Fp>\n\n\u003Cp>If the child falls ill during the apprentice’s working day, and the\napprentice has to leave work as a result, the right exists furthermore to take\nthe remaining hours off work on the day in question.\u003C\u002Fp>\n\n\u003Cp>Payment is made corresponding to the apprentice’s sick pay per hour\nprovided that the company is given the required documentation.\u003C\u002Fp>\n\n\u003Cp>If the child is still ill after the first full sick day, the apprentice is\nentitled to another 1 day off. This day off is unpaid, but the apprentice can\nreceive a payout on account corresponding to a day’s pay from his\u002Fher extra\nholidays\u002Ffree choice scheme.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nWith effect from 1 May 2020, the following applies:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nApprentices with at least 9 months’ seniority are entitled to time off to\nattend medical appointments with the child.\u003C\u002Fp>\n\n\u003Cp>Apprentices wishing to take time off for medical appointments must notify\nthe company to this effect at the earliest opportunity.\u003C\u002Fp>\n\n\u003Cp>Time off for medical appointments is taken without pay, but the apprentice\ncan receive an amount on account from his\u002Fher extra holidays\u002Ffree choice\nscheme.\u003C\u002Fp>\n\n\u003Cp>Absence due to a sick child is counted as the apprentice’s own sick leave\nwhen extending the training period pursuant to Section 58 of the commercial\ntraining act (Lov om Erhvervsuddannelse).¬ing period pursuant to Section 58 of\nthe commercial training act (Lov om Erhvervsuddannelse).\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nTime off in connection with the hospitalisation of a child\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nApprentices are allowed the freedom, when necessary, for the employee to be\nadmitted to hospital together with the child, including when hospitalisation is\npartially or wholly at home. This rule shall apply to children under 14 years\nof age. It is a prerequisite that the employee has at least 9 months’\nseniority at the company.\u003C\u002Fp>\n\n\u003Cp>This entitlement shall only apply to one of the persons with rights of\ncustody over the child, and the time off cannot exceed a total of 1 week per\nchild within a 12-month period.\u003C\u002Fp>\n\n\u003Cp>The apprentice must produce documentation of hospitalisation on request.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Payment shall be made corresponding to the relevant apprentice’s personal\nhourly pay, see subsection 5.\u003C\u002Fp>\n\n\u003Cp>If the company is not entitled to reimbursement from the employee’s\nmunicipality of residence, TEKNIQ Arbejdsgiverne may decide to refund the\ncompany’s expenses.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n6.3 Maternity leave\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nDuring pregnancy, maternity leave, paternity leave and parental leave,\napprentices are covered by applicable law relating to the right to leave of\nabsence and subsistence allowance during maternity leave.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n6.4 Childcare days\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAnnex 26 applies in the transitional period from 1 May 2020 to 31 December\n2020.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAs of 1 January 2021, the following applies:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nApprentices with at least 9 months’ seniority are entitled to 2 childcare\ndays per calendar year. The apprentice may take a maximum of 2 childcare days\nper calendar year, irrespective of the number of children the employee has.\nThis rule shall apply to children under 14 years of age.\u003C\u002Fp>\n\n\u003Cp>These days shall be deployed by agreement with the company and the employee,\ntaking due account of the interests of the company.\u003C\u002Fp>\n\n\u003Cp>Childcare days must be taken unpaid, but the apprentice may receive an\namount from his\u002Fher free choice\u002Fextra days off account, see Section 17.10.2, if\nthere are sufficient funds in the account.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>7.External service\u003C\u002Fh3>\n\n\u003Ch3>\u003Cbr>\n\u003Cbr>\n7.1 Works outside the company\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\nUsing the company’s domicile (permanent address) as the starting point for\nthe calculation of works outside the company, the following applies:\u003C\u002Fp>\n\n\u003Cp>For distances to the workplace up to and including 14 km in a straight line\nthrough the air from the company, travel time and travel expenses will not be\npaid when apprentices, by agreement, are to attend the place of work at the\ntime agreed by the company as the start of work.\u003C\u002Fp>\n\n\u003Cp>Where geographical factors dictate that a shorter distance from the company\nto the place of work is increased by more than 2 km compared to the route in a\nstraight line through the air and by the shortest route, the distance shall be\nmeasured along the nearest usable highway between the company and the place of\nwork.\u003C\u002Fp>\n\n\u003Cp>For call-outs from the place of work – to the company's domicile or\nanother place of work – the company shall pay the costs of time and\ntransportation. When the distance from the company to the place of work is more\nthan 14 km in a straight line through the air, travel time and travel expenses\n(irrespective of the apprentice’s home base) shall be paid for by the company\n– in all cases calculated from the company’s address to the place of work\nand along the cheapest route for the company with reimbursement of public\ntransport and with payment for the travel time.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nDuring the final 3 half-years of the training period, hourly\n............................................ DKK 28.80\u003C\u002Fp>\n\n\u003Cp>In the preceding portion of the training period, hourly\n.................................................. DKK 17.80\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n8.Bicycles, motor vehicles\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n8.1Use of own vehicle\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe provisions as set out in Section 14, subsection 6 (company’s vehicle), 8\nand 9 also apply to apprentices.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Where it is agreed that apprentices with the company use their own bicycles,\nand where an agreement with the company has been arranged with the electricians\nregarding the use of bicycles, any such agreement shall also apply to\napprentices unless the company undertakes the maintenance of the bicycles.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n9.Holiday\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe Danish Holidays Act from time to time in force applies to the\napprenticeship.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n9.1Holiday with pay and holiday supplement\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe apprentice takes holiday with pay pursuant to Section 17(5) with the\naddition of a holiday bonus of 1% of pay earned during the holiday year.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n9.1.1Holiday allowance when leaving\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIf holiday bonus is paid to the apprentice before the holiday is taken and the\napprentice leaves, this may have to be offset if a holiday bonus has been paid\nout for holiday that has not been taken.\u003C\u002Fp>\n\n\u003Cp>At the time of leaving, holiday allowance is 12.5% of total pay. The\ncalculation ignores extra days off and free choice scheme saving and any such\nsupplements to pay or salary components that are not subject to income tax or\nthat are not remuneration for work done.\u003C\u002Fp>\n\n\u003Cp>The basis for calculating holiday bonus otherwise follows the provisions of\nthe Danish Holiday Act.\u003C\u002Fp>\n\n\u003Cp>Holiday allowance is reported to Feriepengeinfo in accordance with The\nDanish Holiday Act or paid into the Holiday Account pursuant to Section 16\nsubsections 7 and 8.\u003C\u002Fp>\n\n\u003Cp>TEKNIQ Arbejdsgivernes is responsible for payment ofthe holiday allowance in\naccordance with the holiday guarantee scheme.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n9.2Holiday year and accrual of holiday\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nValid until 31 August 2020:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nHoliday that the apprentice has accrued in 2018 as well as from 1 January 2019\nto 31 August 2019 or which has been allocated pursuant to Section 9 of the\nDanish Holiday Act must be taken in accordance with the rules of the Danish\nHoliday Act as well as ECA 2017 – 2020.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe following applies as of 1 September 2020:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nDuring the holiday year, the apprentice accrues entitlement to 5 weeks’ paid\nholiday. Entitlement to paid holiday accrues at the rate of 2.08 days per month\nof employment during the holiday year.\u003C\u002Fp>\n\n\u003Cp>The holiday year runs from 1 September to 31 August.\u003C\u002Fp>\n\n\u003Cp>Holiday can be taken during the holiday period, which is the holiday year\nplus 4 months, whereby the holiday period runs from 1 September to 31 December\nthe year after, see Section 16(2).\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n9.2.1Special holiday entitlement for apprentices\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nApprentices are entitled to paid holiday of 5 weeks corresponding to the first\n25 holiday days in the first and second whole holiday period after the start of\nthe apprenticeship. The company pays wages during the holiday to the extent\nthat the apprentice has not accrued entitlement to holiday pay or holiday\nbonus.\u003C\u002Fp>\n\n\u003Cp>If the apprenticeship commenced in the period 2 September to 31 October, the\napprentice has a corresponding right to 5 weeks’ paid holiday during the\nperiod for taking holiday associated with the holiday year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If the apprenticeship commenced in the period from 1 November to 30 June,\nthe apprentice is similarly entitled to 3 weeks’ paid main holiday during the\nmain holiday period and 5 days’ paid holiday where the company is closed\nbefore the main holiday period.\u003C\u002Fp>\n\n\u003Cp>The main holiday period comprises the period 1 May to 30 September.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n9.3Taking holiday\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe apprentice is entitled to take at least 3 weeks’ accrued holiday with pay\n(main holiday) continuously in the main holiday period.\u003C\u002Fp>\n\n\u003Cp>Other holiday days shall also be granted in a consecutive block of at least\n5 days’ duration. Where operational considerations make this desirable,\nhowever, the other days may be granted in the form of individual days off.\u003C\u002Fp>\n\n\u003Cp>Individual companies may implement holidays either by closure of the company\nor by granting holidays to the apprentices in succession. If the latter\nprocedure is chosen, the company shall, no later than 1 February, present a\nsign-up list on which the individual apprentices may indicate the time at which\nthey wish to take their summer holidays.\u003C\u002Fp>\n\n\u003Cp>Following negotiation with the apprentice, the company establishes when\nholidays are to be taken in the holiday period. Taking due account of the\ncompany’s operations, the company shall as far as possible accommodate the\nwishes of the apprentices regarding when they wish to take their holidays,\nincluding whether the main holiday is to be held during the school summer\nholidays of the apprentice’s children.\u003C\u002Fp>\n\n\u003Cp>The company must inform the apprentice as early as possible as to when\nholidays must be taken. The company must give notification no later than 3\nmonths before the main holiday begins, and no later than 1 month before the\nholiday begins for other holiday days unless extenuating circumstances prevent\nthis.\u003C\u002Fp>\n\n\u003Cp>In companies where holidays are taken by the employees in succession, an\napprentice who has not been fully employed in the holiday year may demand that\nthe number of holiday days be reduced in relation to the smaller payment.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n9.4Transfer of holiday\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe apprentice and the company can agree to transfer accrued holiday to the\nnext holiday year pursuant to Section 16(6).\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n10.Other days off\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>10.1 Local holidays, and public holidays:\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\n5 June [Constitution Day in Denmark] and 24 December 1 May, 5 June\n(Constitution Day in Denmark) and 24 December are days off for apprentices.\u003C\u002Fp>\n\n\u003Cp>Payment for public holidays 1 May, 5 June (Constitution Day in Denmark) and\n24 December (Christmas Eve) – if these occur on a working day – are as set\nout in item 5 (pay) of this Section.\u003C\u002Fp>\n\n\u003Cp>There is no pay for local holidays occurring on days that would not normally\nbe working days for the company, and which therefore do not give rise to\ncurtailment of normal pay for the week in question.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n10.2 Extra days off and the free choice scheme for apprentices\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAnnex 26 applies in the transitional period from 1 May 2020 to 31 December\n2020.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nAs of 1 January 2021, the following applies:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nFree choice scheme\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nFrom holiday-eligible pay, apprentices save the following percentages of\nsavings into a free choice and extra days off account.\u003C\u002Fp>\n\n\u003Cp>The aim of the savings scheme is to give apprentices an opportunity to\nchoose between higher pension payments or wages, as well to finance extra days\noff.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nExtra days off\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIn each calendar year, the individual apprentice shall have the right to up to\n5 extra days off, with payment from the savings account corresponding to normal\nwages, provided that there are sufficient funds in the account. Earnings in\nthis account are accrued during the calendar year.\u003C\u002Fp>\n\n\u003Cp>Extra days off are scheduled by agreement or notification are given in\naccordance with the rules of the Danish Holidays with Pay Act governing\nresidual holiday. Regardless of any job change, it is not permitted to take\nmore than 5 extra days off per calendar year.\u003C\u002Fp>\n\n\u003Cp>If the employed apprentice does not work for the company for the full\ncalendar year, due to recruitment or resignation, the extra days off shall be\ncalculated pro rata in relation to employment in the calendar year.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nSavings accounts shall be created for all apprentices, into which the employer\nshall add, of wages giving rise to holiday entitlement at each wage payment:\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:17.5pt\">\n      \u003Ctd width=\"151\" valign=\"top\" style=\"width:113.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" valign=\"bottom\" style=\"width:73.2pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.5pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">1\n        January 2021\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\" valign=\"bottom\" style=\"width:70.8pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:17.5pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Calibri",sans-serif\">1\n        March 2021\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\" valign=\"bottom\" style=\"width:71.5pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:17.5pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">1\n        March 2022\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:20.15pt\">\n      \u003Ctd width=\"151\" valign=\"top\" style=\"width:113.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:20.15pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">Extra\n        days off\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" valign=\"top\" style=\"width:73.2pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:20.15pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">2.25%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\" valign=\"top\" style=\"width:70.8pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:20.15pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:22.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">2.25%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\" valign=\"top\" style=\"width:71.5pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:20.15pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">2.25%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:20.4pt\">\n      \u003Ctd width=\"151\" valign=\"top\" style=\"width:113.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:20.4pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">Free\n        choice scheme:\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" valign=\"top\" style=\"width:73.2pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:20.4pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">5.25%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\" valign=\"top\" style=\"width:70.8pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:20.4pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:22.0pt\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">6.25%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\" valign=\"top\" style=\"width:71.5pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:20.4pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">7.25%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:20.65pt\">\n      \u003Ctd width=\"151\" valign=\"top\" style=\"width:113.5pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:20.65pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Calibri",sans-serif\">Overall\n        accrual in total:\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" valign=\"top\" style=\"width:73.2pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:20.65pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">7.50%\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\" valign=\"top\" style=\"width:70.8pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:20.65pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:22.0pt\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">8.50%\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\" valign=\"top\" style=\"width:71.5pt;border:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:20.65pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">9.50%\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nHoliday allowance is not to be paid out of the savings, as this includes\nholiday allowance.\u003C\u002Fp>\n\n\u003Cp>When taking extra days off, an on-account payment per day is provided, which\ncorresponds to a day’s pay.\u003C\u002Fp>\n\n\u003Cp>Where absence is agreed for childcare days, to attend medical appointments\nwith a child and for a child’s second day of illness, an amount will be paid\nout on account from the free choice\u002Fextra days off account if the apprentice so\nwishes. The payout must never exceed the amount saved up, however.\u003C\u002Fp>\n\n\u003Cp>The individual apprentice’s extra days off account and the free choice\nscheme shall be settled, and the remaining amount paid, each year in the final\nwage payment of the qualifying year, unless the individual apprentice submits a\nrequest prior to 30 November for the remaining amount – or part thereof –\nto take the form of an extraordinary pension contribution, instead of being\npaid out.\u003C\u002Fp>\n\n\u003Cp>If the apprentice resigns or switches to other employment in the same\ncompany, the remaining amount shall be calculated and paid out with the next\nwage payment.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n10.3 Session\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe company gives the apprentice the necessary access to participate in the\nsession. The apprentice is obliged to inform the company immediately as to the\ntiming of the session upon being called to a session. Payment for time spent on\nthis, which must be restricted to a minimum, is as set out in item 5 (pay) of\nthis Section.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>11. Tools, protective footwear\u003C\u002Fh3>\n\n\u003Ch3>\u003Cbr>\n\u003Cbr>\n11.1 Tools and protective gear\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\nThe provisions set out in Section 18 also apply to apprentices.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>12. Disputes – rules of negotiation\u003C\u002Fh3>\n\n\u003Ch3>\u003Cbr>\n\u003Cbr>\n12.1 Dealing with disputes\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\nTEKNIQ Arbejdsgiverne and the Danish Union of Electricians (the Danish Union of\nElectricians) have agreed that solutions to any disagreements between the\napprentice and the company in relation to training conditions or provisions\nrelating to apprentices in general, and which are brought by an apprentice or\ncompany or presented to the special committee of the electricians’ union,\nshould be sought in cooperation with the organisations before the case comes\nbefore the appeals board, see the Danish commercial training act\n(Erhvervsuddannelsesloven) and the executive order relating to the appeals\nboard.\u003C\u002Fp>\n\n\u003Cp>The case shall be dealt with between the professional bodies and unions,\npossibly by a meeting of the parties to the apprenticeship and representatives\nof the professional bodies or unions.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003C\u002Fh2>\n\n\u003Ch2>\u003Cbr>\nMiscellaneous provisions\u003C\u002Fh2>\n\n\u003Ch2>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\nSection 18 Tools, protective footwear\u003C\u002Fdiv>\u003C\u002Fh2>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The company is obligated to make available the necessary tools. The tools\nmust be in good condition. The electricians must look after and maintain the\ntools, including ensuring that damaged tools are returned for repair as\nrequired. The companies will provide toolboxes for hand tools for the\nelectricians during repair works.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.\u003C\u002Fh3>\n\n\u003Cp>The company provides protective footwear – safety shoes or safety clogs\n– for electricians and apprentices and pays the associated costs.\nElectricians and apprentices are to look after the footwear and undertake\nnormal cleaning and maintenance. Repairs are paid for by the company by prior\nagreement.\u003C\u002Fp>\n\n\u003Cp>Where there is a risk of foot injuries, see the Danish Executive Order on\nthe use of personal protective gear of 15 December 2010, employees are obliged\nto wear the protective footwear provided.\u003C\u002Fp>\n\n\u003Cp>Renewal of worn out or damaged protective footwear no longer fit for its\npurpose must be agreed with the company. Worn out or damaged footwear must be\nhanded in to the company for destruction.\u003C\u002Fp>\n\n\u003Cp>Protective footwear in accordance with the present agreement shall not be\nreturned when the employee leaves the company, but footwear is required to be\nworn in subsequent employment.\u003C\u002Fp>\n\n\u003Cp>During the first 3 months of an employment contract, the company is not\nobliged to provide protective footwear unless thus prescribed by the above\nExecutive Order on the use of protective footwear where there is a risk of foot\ninjuries.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003Cbr>\nSection 18a Recently included companies\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Companies which have an existing collective agreement with the Danish Union\nof Electricians at the time of their acceptance into TEKNIQ Arbejdsgiverne, no\nmatter whether the collective agreement is a special agreement, an admission\nagreement or a local agreement, shall be subject to the Electricians’\nCollective Agreement from the moment the transitional negotiations have been\nconcluded, see subsection 2, without separate termination of any such\npre-existing collective agreement.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.\u003C\u002Fh3>\n\n\u003Cp>Transitional negotiations can only be included after the company has been\naccepted into TEKNIQ Arbejdsgiverne, for the purpose of drawing up any local\nagreements in such a way as to avoid interfering with the conditions of\nexisting overall collective agreements. Transitional negotiations must be\nconcluded no later than 2 months after TEKNIQ Arbejdsgiverne has notified the\nDanish Union of Electricians of acceptance for membership.\u003C\u002Fp>\n\n\u003Cp>After expiry of the previous agreement, local agreements – entered into in\nconnection with transitional negotiations – will be covered by Section 5 of\nthe Electricians’ Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>Other local agreements will be covered by Section 5 of the Electricians’\nCollective Agreement from the outset.\u003C\u002Fp>\n\n\u003Cp>If the parties to the agreement do not instigate transitional negotiations,\nthe Electricians’ Collective Agreement will apply in its entirety from expiry\nof the deadline.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3.\u003C\u002Fh3>\n\n\u003Cp>Companies that do not have a collective agreement or local agreement with\nthe Danish Union of Electricians when admitted to TEKNIQ Arbejdsgiverne are\nsubject to the Electricians’ Collective Agreement with effect from their date\nof admission; cf. however special rules regarding pension provisions.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n4.Pension boost\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nNew members of TEKNIQ Arbejdsgiverne who prior to admission to TEKNIQ\nArbejdsgiverne have not established a pension scheme for employees covered by\nthe Electricians’ Collective Agreement, or who have a different pension\nscheme with lower pension contributions for these employees, may demand that\ntheir contribution to PensionDanmark be determined as follows:\u003C\u002Fp>\n\n\u003Cp>No later than from the time that TEKNIQ Arbejdsgiverne notifies the Danish\nUnion of Electricians of the company’s inclusion in TEKNIQ Arbejdsgiverne,\nthe employer contribution or wage-earner’s contribution respectively shall\ncomprise at least 25% of the contribution as per the collective agreement –\nsee Section 9.\u003C\u002Fp>\n\n\u003Cp>No later than 1 year subsequently, contributions shall comprise at least 50%\nof the contribution as per the collective agreement.\u003C\u002Fp>\n\n\u003Cp>No later than 2 years subsequently, contributions shall comprise at least\n75% of the contribution as per the collective agreement.\u003C\u002Fp>\n\n\u003Cp>No later than 3 years subsequently, contributions shall comprise the full\ncontribution as per the collective agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If the contribution as per the collective agreement is increased within the\nperiod, the company’s contribution shall be increased proportionately such\nthat the aforesaid portion of the contributions as per the collective agreement\nis payable into the pension scheme at all times.\u003C\u002Fp>\n\n\u003Cp>The scheme shall be entered into a protocol between TEKNIQ Arbejdsgiverne\nand the Danish Union of Electricians as soon as possible after admission, at\nthe request of TEKNIQ Arbejdsgiverne, and possibly in connection with\nadjustment negotiations.\u003C\u002Fp>\n\n\u003Cp>In the event that the company already has a company pension scheme, this\nshall be phased out at the same rate as the PensionDanmark pension scheme is\nintroduced.\u003C\u002Fp>\n\n\u003Cp>The employment form must show that pension payments are subject to an\nescalation arrangement.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n5.Contributions to the free choice scheme, gradual increase\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.\u003C\u002Fp>\n\n\u003Cp>The contribution established in Section 15 subsection 1 for the public\nholiday\u002Ffree choice account is composed in the following manner:\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:41.05pt\">\n      \u003Ctd width=\"120\" valign=\"top\" style=\"width:90.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:41.05pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\" valign=\"top\" style=\"width:98.15pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:41.05pt\">\u003Cp class=\"MsoNormal\" style=\"line-height:97%\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;line-height:97%;font-family:"Calibri",sans-serif\">Public\n        holidays and extra days off\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"165\" valign=\"top\" style=\"width:123.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:41.05pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Calibri",sans-serif\">Free\n        choice scheme\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"140\" valign=\"bottom\" style=\"width:104.65pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:41.05pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">Total\n        public holi- day\u002Ffree choice ac­count\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.95pt\">\n      \u003Ctd width=\"120\" valign=\"top\" style=\"width:90.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:18.95pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">1\n        March 2020\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\" valign=\"top\" style=\"width:98.15pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:18.95pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">6.2%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"165\" valign=\"top\" style=\"width:123.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:18.95pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">4.0+1%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"140\" valign=\"top\" style=\"width:104.65pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:18.95pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">11.2%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.95pt\">\n      \u003Ctd width=\"120\" valign=\"top\" style=\"width:90.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:18.95pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">1\n        March 2021\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\" valign=\"top\" style=\"width:98.15pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:18.95pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">6.2%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"165\" valign=\"top\" style=\"width:123.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:18.95pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">4.0+2%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"140\" valign=\"top\" style=\"width:104.65pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:18.95pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">12.2%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:19.45pt\">\n      \u003Ctd width=\"120\" valign=\"top\" style=\"width:90.0pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:19.45pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">1\n        March 2022\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\" valign=\"top\" style=\"width:98.15pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:19.45pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">6.2%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"165\" valign=\"top\" style=\"width:123.85pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:19.45pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">4.0+3%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"140\" valign=\"top\" style=\"width:104.65pt;border:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:19.45pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">13.2%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003Cbr>\n2.\u003C\u002Fp>\n\n\u003Cp>Newly admitted members of TEKNIQ Arbejdsgiverne who prior to joining did not\nhave an established free choice scheme or similar scheme, or who have a free\nchoice scheme or similar scheme with lower contributions, can enter into the\nfree choice scheme under the collective agreement in accordance with the rules\nbelow. Companies that, prior to joining, already have a free choice scheme or\nsimilar scheme with the same contributions as in Section 15 subsection 1 are\nnot included in 2-4 below.\u003C\u002Fp>\n\n\u003Cp>3.\u003C\u002Fp>\n\n\u003Cp>At the time of joining, with reference to Section 9, companies can deduct\nfrom pay the relevant contribution to the free choice scheme, Section 15(1),\nminus 4.0 percentage points.\u003C\u002Fp>\n\n\u003Cp>4.\u003C\u002Fp>\n\n\u003Cp>From the time of joining, companies are obliged to pay contributions to the\npublic holidays\u002Ffree choice account pursuant to Section 15 subsection 1, with a\ndeduction for current savings for public holidays and extra days off of 6.2\npercentage points, together with contributions according to the graduated\nincrease scheme below. If the company does not want a graduated increase, the\nfull contribution is payable pursuant to Section 15 subsection 1.\u003C\u002Fp>\n\n\u003Cp>5.\u003C\u002Fp>\n\n\u003Cp>With regard to the 4.0 percentage points, newly admitted members of TEKNIQ\nArbejdsgiverne may claim a gradual increase as follows:\u003C\u002Fp>\n\n\u003Cp>No later than the time of notification issued by TEKNIQ Arbejdsgiverne to\nthe Danish Union of Electricians regarding the company’s inclusion in TEKNIQ\nArbejdsgiverne, the company must pay in 25% of this contribution to the public\nholiday\u002Ffree choice scheme.¬tricians regarding the company’s inclusion in\nTEKNIQ Arbejdsgiverne, the company must pay in 25% of this contribution to the\npublic holiday\u002Ffree choice scheme.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>No later than 1 year subsequently, the company must pay 50% of this\ncontribution to the public holidays\u002Ffree choice scheme.\u003C\u002Fp>\n\n\u003Cp>No later than 2 year subsequently, the company must pay 75% of the\ncontribution to the public holidays\u002Ffree choice scheme.\u003C\u002Fp>\n\n\u003Cp>No later than 3 year subsequently, the company must pay 100% of the\ncontribution to the public holidays\u002Ffree choice scheme.\u003C\u002Fp>\n\n\u003Cp>The graduated increase scheme shall be entered into a protocol between\nTEKNIQ Arbejdsgiverne and the Danish Union of Electricians within 2 months\nafter admission, at the request of TEKNIQ Arbejdsgiverne, and possibly in\nconnection with adjustment negotiations.\u003C\u002Fp>\n\n\u003Cp>6.\u003C\u002Fp>\n\n\u003Cp>Any free choice scheme or similar scheme that existed at the time ofjoining\nceases and is replaced by the free choice scheme of the collective\nagreement.\u003C\u002Fp>\n\n\u003Cp>7.\u003C\u002Fp>\n\n\u003Cp>If a graduated increase scheme is adopted, an addendum must be added to the\nemployee’s employment contract describing the impact on pay of the graduated\nincrease scheme. This also applies to any pension-related graduated\nincrease.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n6.Contributions to the Electrical Installation Industry’s Training and\nCooperation Fund, graduated increase\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nNewly admitted members of TEKNIQ Arbejdsgiverne can require that the\ncontribution to the Electrical Installation Industry’s Training and\nCooperation Fund be established as follows, cf. Annex 21:\u003C\u002Fp>\n\n\u003Cp>No later than the time of notification issued by TEKNIQ Arbejdsgiverne to\nthe Danish Union of Electricians regarding the company’s inclusion in TEKNIQ\nArbejdsgiverne, the company must pay in 25% of the contribution as per the\ncollective agreement.¬tricians regarding the company’s inclusion in TEKNIQ\nArbejdsgiverne, the company must pay in 25% of the contribution as per the\ncollective agreement.\u003C\u002Fp>\n\n\u003Cp>No later than 1 year subsequently, the company must pay 50% of the\ncontribution as per the collective agreement.\u003C\u002Fp>\n\n\u003Cp>No later than 2 year subsequently, the company must pay 75% of the\ncontribution as per the collective agreement.\u003C\u002Fp>\n\n\u003Cp>No later than 3 years subsequently, contributions shall comprise at least\nthe full contribution as per the collective agreement.\u003C\u002Fp>\n\n\u003Cp>The graduated increase scheme shall be entered into a protocol between\nTEKNIQ Arbejdsgiverne and the Danish Union of Electricians within 2 months\nafter admission, at the request of TEKNIQ Arbejdsgiverne, and possibly in\nconnection with adjustment negotiations.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003Cbr>\nSection 19 Local agreement on conditions of employment similar to those of\nsalaried employees\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nThe Agreement is entered into as an independent supplementary local agreement\nwhich replaces the “normal” hourly pay agreement between TEKNIQ\nArbejdsgiverne and the Danish Union of Electricians.\u003C\u002Fp>\n\n\u003Cp>The Agreement adheres to certain provisions of the Danish Employers and\nSalaried Employees (Legal Relationship) Act and selected provisions of the\nElectricians’ Collective Agreement. The Agreement does not imply that the\nelectricians become salaried employees.\u003C\u002Fp>\n\n\u003Cp>The Agreement must apply to the entire company or to geographically separate\nbranches, cf. prior industrial arbitration practice.\u003C\u002Fp>\n\n\u003Cp>Similarly, after discussions with the trade union representative\u002Fshop\nsteward, the Agreement may be entered into for independent departments of the\ncompany in which at least 5 electricians are employed. If it is desired that\nthe Agreement should apply to departments with less than 5 electricians, a\ndispensation may be sought from the organisations.\u003C\u002Fp>\n\n\u003Cp>The Agreement covers all those who have been employed at the company\u002Fin the\ndepartment for at least 12 months. Electricians with less than 12 months’\nseniority are similarly covered by the local agreement, but with periods of\nnotice in accordance with Section 6, subsections 2.7 and 8 of the\nElectricians’ Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>In companies with fewer than 5 electricians and no trade union\nrepresentative\u002Fshop steward, efforts have to be made to ensure that all are\ncovered by a valid local agreement on conditions of employment similar to those\nof salaried employees. On recruitment, an individual agreement shall be made\nstating whether the new employee is covered by the local agreement or by the\ngeneral regulations of the Electricians’ Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>The agreement may be terminated by either party on giving 6 months’ notice\nto the end of a month. After expiry of notice, the ordinary rules of the\nElectricians’ Collective Agreement governing employment shall apply.\u003C\u002Fp>\n\n\u003Cp>Issues regarding the introduction or abolition of agreements regarding\nconditions of employment similar to those of salaried employees may be grounds\nfor industrial arbitration, though only for a negotiation meeting.\u003C\u002Fp>\n\n\u003Cp>The organisations shall jointly compile a form to be used in the case of\nemployment contracts on conditions of employment similar to those of salaried\nemployees (Annex 5).\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>Cooperation\u003C\u002Fh3>\n\n\u003Ch3>\u003Cbr>\n\u003Cbr>\nCooperation and local union branches\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\nIdentical to the section on cooperation and local union branches\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nElection of a trade union representative\u002Fshop steward\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIdentical to Section 1 of the Electricians’ Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nThe trade union representative’s activities\u002Fshop steward\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIdentical to Section 2 of the Electricians’ Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nDiscontinuation: trade union representative\u002Fshop steward\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIdentical to Section 3 of the Electricians’ Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe longer period of notice deviates from Section 2 of the Employers’ and\nSalaried Employees’ (Legal Relationship) Act in that the salaried employee\nleaves at the end of a month, and that this is in the electrician’s\nfavour.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nLocal agreements and trade practices\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nOther local agreements and trade practices not covered by this local agreement\nmay be terminated according to Section 5, items 3, 4 and 5 of the\nElectricians’ Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nRecruitment and duration of employment\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nEmployment form: content as Section 6, subsection 1 of the Electricians’\nCollective Agreement. Duration of employment – periods of notice in Section 2\nof the Danish Employers and Salaried Employees (Legal Relationship) Act, except\nfor subsections 4 and 5. Seniority is calculated only after 12 months’\nemployment, and shall apply from the first day of a calendar month.\u003C\u002Fp>\n\n\u003Cp>In the transition to a local agreement on conditions of employment similar\nto those of salaried employees, the periods of notice of individual\nelectricians may not become shorter than they would otherwise have been under\nSection 6, subsection 2 of the Electricians’ Collective Agreement, or under\nindividual monthly salary agreements.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nThe Employers and Salaried Employees (Legal Relationship) Act, Section 2\n(reproduced here).\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nSection 2. The employment contract between the employer and the salaried\nemployee may only be terminated after prior notice has been given in accordance\nwith the rules referred to below. The same applies upon cessation of a\nfixed-term work contract prior to expiry of the contract of employment.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nSubsection 2. Termination on the part of the employer shall be at least\u003C\u002Fp>\n\n\u003Cp>1) with 1 month’s notice to quit to the end of a month within the first 6\nmonths after the employee is taken on;\u003C\u002Fp>\n\n\u003Cp>2) with 3 months’ notice to quit to the end of a month after 6 months’\nemployment.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nSubsection 3. The period of notice in subsection 2(2) shall be increased by 1\nmonth for every 3 years of service, subject to a maximum of 6 months.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nSubsection 4. If the employer can substantiate that it has been agreed that the\nwork is of a purely temporary nature and that the employment relationship is\nnot to exceed a period of 1 month, the rule laid down in subsection (2)(1)\nshall not apply.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nSubsection 5. If the employer can substantiate that the employment is\nprobationary and that the employment relationship does not exceed a period of 3\nmonths, termination on the part of the employer shall take place by giving\nnotice of at least 14 days.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nSubsection 6. The employee may give notice of termination of one month to the\nend of a month, unless it has been agreed that the work is of a purely\ntemporary nature and does not last more than 1 month or the work is for a\nprobationary period and the employment relationship does not exceed a period of\n3 months. However, it may be agreed in writing that a longer period of notice\nshall be given by the employee provided that the period of notice to be given\nby the employer is extended correspondingly.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nSubsection 7. The notice shall be given so early that the resignation with the\nnotice prescribed for the period of employment can take place before the expiry\nof that period. Notice under subsections 2, 3 and 6 shall be given in writing\nno later than on the last day of the month from the end of which the period of\nnotice begins. At the request of the salaried employee, the employer shall\nstate the reason for dismissal in writing.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nSubsection 8. If a salaried employee continues to work in an enterprise after a\nchange of ownership, the period during which he was employed in the enterprise\nas a salaried employee before the change of ownership shall be taken into\naccount in connection with the calculation of the period of employment.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nSubsection 9. If the enterprise provides residential accommodation for the use\nof the salaried employee and his\u002Fher family as part of the contract of\nemployment, the period of notice on the part of the employer shall be at least\n3 months. The employee is entitled to occupy the dwelling together with his or\nher family on payment of the agreed rent (or rent-free, as the case may be) for\nup to 1 month after termination of the employment relationship, and the\nemployee’s family shall have the same right in the event of his or her death.\nIf the employer considers it necessary – for operational reasons – the\nemployer is however entitled to claim immediate possession of the premises –\nagainst payment of costs relating to the removal.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nSubsection 10. In the event of a lawfully notified work stoppage, the rules of\nthe labour market organisations concerning notice shall prevail over the above\nprovisions.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nMinimum compensation\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe Employers and Salaried Employees (Legal Relationship) Act, section 3\n(reproduced here)\u003C\u002Fp>\n\n\u003Cp>If the employer refuses without good cause to accept the services of the\nsalaried employee or dismisses him without good cause and if the employee has\nat the time when the relationship is severed a right to not more than 3\nmonths’ notice under Section 2, the employer shall be liable to pay\ncompensation corresponding to the employee’s salary up to the date on which\nhe or she could have been lawfully dismissed or – if he or she has already\nbeen dismissed – up to the expiry of the period of notice, provided that no\nhigher amount of damages is payable under general rules of law. This is\nsimilarly applicable if the salaried employee is in fixed-term employment with\n3 or more months of this employment remaining. If the salaried employee has a\nright to more than 3 months’ notice at the time when the relationship is\nsevered without good cause by the employer, the amount of damages shall be\nfixed in accordance with general rules of law. This is similarly applicable if\nthe salaried employee is in fixed-term employment with 3 months or less of this\nemployment remaining.\u003C\u002Fp>\n\n\u003Cp>Subsection 2. If, at the time of being dismissed by the employer without\ngood cause, the salaried employee is entitled to more than 3 months’ notice,\nthe amount of damages shall be fixed in accordance with the general rules of\ncompensation. This is similarly applicable if the salaried employee is in\nfixed-term employment with more than 3 months of this employment remaining.\nHowever, the employee shall, as a minimum, have a right to an amount of\ncompensation corresponding to his or her salary up to the date of termination\nof the employment relationship with 3 months’ notice in accordance with\nSection 2.\u003C\u002Fp>\n\n\u003Cp>Subsection 3. The provisions of this Section shall also apply if a salaried\nemployee terminates the employment relationship due to gross default on the\npart of the employer.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nThe wage earner’s duty of compensation in the case of abandonment of the\nwork\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe Employers and Salaried Employees (Legal Relationship) Act, Section 4\n(reproduced here).\u003C\u002Fp>\n\n\u003Cp>If a salaried employee fails without good cause to perform his or her duties\nor abandons his or her work, or if the employer terminates the employment\nrelationship due to gross default on the part of the employee, the employer is\nentitled to compensation for any resultant loss. In the event of unlawful\nabsence from work or desertion, the employer shall, as a minimum, be entitled\nto compensation corresponding to half a month’s salary, in the absence of\nspecial circumstances.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nWage determination\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe wages of the individual electrician shall be agreed in each individual\ninstance between the employer and the electrician, in accordance with Section\n9, subsections 1, 2 and 3 of the Electricians’ Collective Agreement.¬ployer\nand the electrician, in accordance with Section 9, subsections 1, 2 and 3 of\nthe Electricians’ Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>Pay must reflect the effort, qualifications and skill of the individual.\nFurthermore, a stance must be taken as to whether pay includes payment for\novertime, off-site work and external service as well as standby shifts and if,\ntherefore, in real terms, a pay agreement for a permanent position has been\nconcluded.\u003C\u002Fp>\n\n\u003Cp>Negotiations and any adjustments take place once a year for each person\nindividually.\u003C\u002Fp>\n\n\u003Cp>The conversion factor from the monthly salary to the hourly pay shall be\n160.33 hours for an electrician employed on a full-time basis.\u003C\u002Fp>\n\n\u003Cp>There shall be no wage deductions for public holidays that occur on the\nnormal working days of electricians. The same applies to 1 May, 5 June\n(Constitution Day in Denmark) and 24 December (Christmas Eve).\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nExtra days off\u002FFree choice scheme\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAnnex 26 applies in the transitional period from 1 May 2020 to 31 December\n2020.\u003C\u002Fp>\n\n\u003Cp>The aim of the savings scheme is to give employees an opportunity to choose\nbetween higher pension payments or wages, as well to finance extra days off.\u003C\u002Fp>\n\n\u003Cp>In each calendar year, the individual employee shall have the right to up to\n5 extra days off, with payment from the savings account corresponding to normal\nwages, provided that there are sufficient funds in the account. Savings in this\naccount are accrued during the calendar year.\u003C\u002Fp>\n\n\u003Cp>Extra days off are scheduled by agreement or notification can be given in\naccordance with the rules of the Danish Holidays with Pay Act governing\nresidual holiday. The extra days off are converted into and taken as hours\nduring the calendar year. Regardless of any job change, it is not permitted to\ntake more than 5 extra days off per calendar year.\u003C\u002Fp>\n\n\u003Cp>If the employee is not employed in the company for the entire calendar year,\ndue to recruitment or resignation, the extra days off shall be calculated pro\nrata in relation to employment in the calendar year.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nSavings accounts shall be created for all persons employed under conditions of\nemployment similar to those of salaried employees and who are covered by\ncollective agreements, into which the employer shall add, of wages giving rise\nto holiday entitlement at each wage payment:\u003C\u002Fp>\n\n\u003Cp> \u003Cbr>\n\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:27.6pt\">\n      \u003Ctd width=\"263\" valign=\"top\" style=\"width:197.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:27.6pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"86\" valign=\"bottom\" style=\"width:64.8pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:27.6pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center;line-height:97%\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;line-height:97%;font-family:"Calibri",sans-serif\">1\n        March 2020\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\" valign=\"bottom\" style=\"width:65.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:27.6pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center;line-height:97%\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;line-height:97%;font-family:"Calibri",sans-serif\">1\n        March 2021\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\" valign=\"bottom\" style=\"width:65.5pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:27.6pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center;line-height:97%\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;line-height:97%;font-family:"Calibri",sans-serif\">1\n        March 2022\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.35pt\">\n      \u003Ctd width=\"263\" valign=\"bottom\" style=\"width:197.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">Extra\n        days off\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"86\" valign=\"bottom\" style=\"width:64.8pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">2.50%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\" valign=\"bottom\" style=\"width:65.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">2.50%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\" valign=\"bottom\" style=\"width:65.5pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">2.50%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"263\" valign=\"bottom\" style=\"width:197.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">Free\n        choice scheme\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"86\" valign=\"bottom\" style=\"width:64.8pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">5.00%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\" valign=\"bottom\" style=\"width:65.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">6.00%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\" valign=\"bottom\" style=\"width:65.5pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">7.00%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.85pt\">\n      \u003Ctd width=\"263\" valign=\"top\" style=\"width:197.3pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:15.85pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Calibri",sans-serif\">Overall\n        accrual in total\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"86\" valign=\"top\" style=\"width:64.8pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:15.85pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">7.50%\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\" valign=\"top\" style=\"width:65.05pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:15.85pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">8.50%\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\" valign=\"top\" style=\"width:65.5pt;border:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:15.85pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">9.50%\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003Cbr>\nHoliday allowance is not to be paid out of the savings, as this includes\nholiday allowance.\u003C\u002Fp>\n\n\u003Cp>When taking extra days off, an on-account payment per day is provided, which\ncorresponds to a day’s pay.\u003C\u002Fp>\n\n\u003Cp>Agreement can be reached with individual employees for the annual increase\nof 1% in the free choice scheme to be paid out continuously with wages.\nHowever, as a prerequisite, the company must be able to document that a\ndialogue has taken place about continuous payment. The parties to the\ncollective agreement encourage the company to take the initiative in a dialogue\nwith the employees about the options for the free choice scheme. If there is\ncontinuous payout of contributions to the free choice scheme, holiday\nallowance\u002Fholiday bonus will not be calculated in respect of these\ncontributions.\u003C\u002Fp>\n\n\u003Cp>The individual electrician’s extra days off account and the free choice\nscheme shall be settled, and the remaining amount paid, each year in the final\nwage payment of the calendar year, unless the individual electrician submits a\nrequest prior to 30 November for the remaining amount – or part thereof –\nto take the form of an extraordinary pension contribution, instead of being\npaid out.\u003C\u002Fp>\n\n\u003Cp>If the electrician resigns or switches to employment on an hourly pay in the\nsame company, the remaining amount shall be calculated and paid out with the\nnext wage payment.\u003C\u002Fp>\n\n\u003Cp>TEKNIQ Arbejdsgiverne shall act as guarantor for the payment of the sum in\naccordance with the holiday guarantee scheme.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nPension\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nProvision in accordance with the pension rules of the Electricians’\nCollective Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nWorking hours\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe normal effective working week shall be 37 working hours. If it is desired\nto allocate working hours outside the normal framework of the provisions of the\nElectricians’ Collective Agreement on the allocation of daily working hours,\nthis must be agreed locally.\u003C\u002Fp>\n\n\u003Cp>Weekend work may be established in accordance with the Electricians’\nCollective Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nOvertime\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe parties agree that overtime shall be restricted as far as possible.\nRemuneration\u002Ftime off in lieu of overtime shall be agreed locally.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nOff-site work and external service\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nOff-site work and external service is arranged and remunerated in accordance\nwith the local agreement. In the case of off-site work abroad, reference is\nmade to Section 14a of the Electricians’ Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nStandby shifts\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nEstablishment\u002Fremuneration of standby shifts shall be agreed locally.\u003C\u002Fp>\n\n\u003Cp>\u003Csub>Note: The implementation of the EU Working Time Directive is described\nin Annex 7.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nIllness\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIdentical to Section 5 of the Employers and Salaried Employees (Legal\nRelationship) Act, except for the addition of a provision on child illness in\naccordance with Section 10, subsection 3 of the Electricians’ Collective\nAgreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nThe Employers and Salaried Employees (Legal Relationship) Act, Section 5\n(reproduced here).\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIf a salaried employee becomes unable to carry out his work due to illness, the\nresulting absence from work shall be deemed to be a lawful absence unless he or\nshe has contracted the disease intentionally or by gross negligence during the\nperiod of employment or if he or she has fraudulently failed to disclose – at\nthe time when he or she commenced employment – that he or she was suffering\nfrom the disease in question.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Subsection 2. However, it may be stipulated by written agreement in each\nparticular case that the salaried employee may be dismissed with one month’s\nnotice for expiry of the employment relationship at the end of a month, if the\nemployee has received his salary during periods of illness for a total period\nof 120 days during any period of twelve consecutive months. The validity of the\nnotice of dismissal shall be dependent on it being given immediately on the\nexpiry of the 120 days of illness and while the employee is still ill, but its\nvalidity shall not be affected by the fact that the employee has returned to\nhis\u002Fher work after the notice of dismissal has been given.\u003C\u002Fp>\n\n\u003Cp>Subsection 3. If the employer provides board and lodging for the employee as\npart of his salary, the employer shall be required to provide for the necessary\ncare of the employee during illness, so long as the employee stays in the\nlodging of the employer.\u003C\u002Fp>\n\n\u003Cp>Subsection 4. In the case of illness lasting for more than 14 days, the\nemployer shall be entitled, without expense to the salaried employee, to\nrequest further information as to the duration of the employee’s illness from\nthe attending medical practitioner or from a specialist chosen by the employee.\nIf the employee fails to comply with this requirement without good cause, the\nemployer is entitled to terminate the employment relationship without\nnotice.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nMaternity leave\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIdentical to Section 10(5) of the Electricians’ Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nHoliday\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nEmployees shall be covered by the current Danish Holidays with Pay Act as well\nas by the deviations set out in Section 16 of the Electricians’ Collective\nAgreement (according to which the electrician is generally entitled to holidays\nwith wages).\u003C\u002Fp>\n\n\u003Cp>When employees who receive wages during their holiday, but have not accrued\nwages\u002Fholiday pay, are absent due to holidays, their wages shall be calculated\nby deducting an amount corresponding to 1\u002F160.33 of the employee’s monthly\nfull-time wages (corresponding to 37 weekly working hours) per actual hour of\nabsence. In the event that the average number of weekly working hours is other\nthan 37 hours, for example in the case of shift work, the pro rata figure shall\nbe adjusted accordingly.\u003C\u002Fp>\n\n\u003Cp>TEKNIQ Arbejdsgiverne’s holiday guarantee scheme shall be utilised, in\naccordance with Section 16, subsection 6 of the collective agreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nProject work\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nElectricians may be employed for specific limited projects, with right of\nnotice in accordance with Section 6, subsections 2.7 and 2.8 of the\nElectricians’ Collective Agreement, but in all other respects covered by the\nrelevant local agreement. For project work, special conditions may also be\nagreed.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nPiecework\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPiecework and piecework agreements shall be covered by Sections 12 and 12a of\nthe Electricians’ Collective Agreement, as well as by the local agreements\napplicable to the company. The periods of notice during piecework shall be\nthose applicable to the individual employee.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nTools, protective footwear\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIdentical to Section 18, subsections 1 and 2 of the Electricians’ Collective\nAgreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nBicycles, motor vehicles\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIdentical to Section 14, subsections 8 and 9 of the Electricians’ Collective\nAgreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nFurther training and in-service training\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIdentical to the provisions set out in the section on Cooperation and Local\nUnion Branches, as well as Section 4 of the Electricians’ Collective\nAgreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nConflict rules\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIdentical to Section 20 of the Electricians’ Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nProvisions concerning apprentices\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIdentical to the provisions concerning apprentices set out in Section 17 of the\nElectricians’ Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003C\u002Fh2>\n\n\u003Ch2>\u003Cbr>\n\u003Cbr>\nRules of negotiation\u003C\u002Fh2>\n\n\u003Ch2>\u003Cbr>\n\u003Cbr>\nSection 20 Rules for the conduct of industrial conflicts\u003C\u002Fh2>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.Local negotiations\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.\u003C\u002Fp>\n\n\u003Cp>If a dispute of an industrial nature arises in a company covered by the\ncollective agreement between TEKNIQ Arbejdsgiverne and the Danish Union of\nElectricians, efforts shall be made to settle the dispute as soon as possible\nthrough local negotiation between the parties at the company.\u003C\u002Fp>\n\n\u003Cp>2.\u003C\u002Fp>\n\n\u003Cp>If the representatives of the electricians so desire, the employer shall\ninform the representatives as to which persons have powers of proxy to enter\ninto binding agreements with the electricians on behalf of the company.\u003C\u002Fp>\n\n\u003Cp>3.\u003C\u002Fp>\n\n\u003Cp>It is a prerequisite for bringing a dispute to industrial arbitration with\nthe participation of the organisations that a report of the result of the local\nnegotiations on the matter is written up and signed by both parties before the\nlocal negotiations are concluded. The forms compiled by TEKNIQ Arbejdsgiverne\nand the Danish Union of Electricians, and placed at the disposal of the\ncompanies by TEKNIQ Arbejdsgiverne, should be utilised for this purpose.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.Mediation meeting\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.\u003C\u002Fp>\n\n\u003Cp>If local negotiations do not result in a consensus, the respective\norganisations may ask for mediation in the matter with the assistance of one\nmediator each from TEKNIQ Arbejdsgiverne and the Danish Union of Electricians.\nThe demand for mediation must be presented to the other organisation no later\nthan 6 weeks after the local negotiations have concluded without a consensus\nhaving been reached.\u003C\u002Fp>\n\n\u003Cp>2.\u003C\u002Fp>\n\n\u003Cp>The written report mentioned in subsection 1.3 of this Section shall\naccompany the report of the complainant party to its organisation.\u003C\u002Fp>\n\n\u003Cp>3.\u003C\u002Fp>\n\n\u003Cp>The organisation which submits a request for mediation to the counterpart\norganisation shall at the same time indicate which matters are in dispute, as\nfar as possible via the report mentioned in subsection 2.2 of this Section,\nand, where possible, state who will participate in the mediation on behalf of\nthe organisation. Similarly, the counterpart organisation shall then inform the\ncomplainant organisation of the name of its representative at the mediation\nmeeting.\u003C\u002Fp>\n\n\u003Cp>The time and place of the mediation meeting shall be agreed by the offices\nof the organisations.\u003C\u002Fp>\n\n\u003Cp>4.\u003C\u002Fp>\n\n\u003Cp>If the mediation meeting has been requested pursuant to the provisions laid\ndown in Section 5 of the collective agreement on notice of termination of local\nagreements, trade practices or schemes, the counterpart organisation must be in\nreceipt of the request for a mediation meeting within the time limits stated in\nSection 5.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.\u003C\u002Fp>\n\n\u003Cp>The mediation meeting shall as far as possible be held at the workplace\nwhere the dispute has arisen.\u003C\u002Fp>\n\n\u003Cp>6.\u003C\u002Fp>\n\n\u003Cp>The mediation meeting shall take place without undue delay and no later than\nthe 15th working day following receipt of the mediation request by the\ncounterpart organisation.\u003C\u002Fp>\n\n\u003Cp>Note: For cases involving dismissal, reference is made to Section 20(6).\u003C\u002Fp>\n\n\u003Cp>7.\u003C\u002Fp>\n\n\u003Cp>Negotiations shall be resumed at the mediation meeting with the assistance\nof the organisations’ mediators, who will subsequently seek to resolve the\ndispute through direct reciprocal negotiations.\u003C\u002Fp>\n\n\u003Cp>Each of the organisations may call to plenary session those persons they\nregard as being of interest to shed light on the case. These persons shall have\nthe right to speak at the meeting.\u003C\u002Fp>\n\n\u003Cp>8.\u003C\u002Fp>\n\n\u003Cp>The mediators shall draw up a report of the result of negotiations and sign\nthis with binding effect for the parties at the company, and shall send a copy\nof the report to each of these parties, as well as to the organisations\ninvolved.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3.Ten-delegate meeting\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.\u003C\u002Fp>\n\n\u003Cp>If the dispute remains unresolved despite mediation efforts, either of the\norganisations are entitled to demand that the case be referred to a\nten-delegate meeting, consisting of 3–5 representatives of TEKNIQ\nArbejdsgiverne and 3–5 representatives of the Danish Union of\nElectricians.\u003C\u002Fp>\n\n\u003Cp>2.\u003C\u002Fp>\n\n\u003Cp>Unless otherwise agreed at the mediation meeting, the counterpart\norganisation shall be in receipt of the request for a ten-delegate meeting no\nlater than the 20th working day after the mediation meeting.\u003C\u002Fp>\n\n\u003Cp>3.\u003C\u002Fp>\n\n\u003Cp>The ten-delegate meeting shall be held in Copenhagen as soon as convenient,\nand no later than the 10th working day after the receipt of the request. The\nten-delegate meeting may be held at the workplace if TEKNIQ Arbejdsgiverne and\nthe Danish Union of Electricians agree that this may be of importance to the\ncase.\u003C\u002Fp>\n\n\u003Cp>4.\u003C\u002Fp>\n\n\u003Cp>At the ten-delegate meeting the case shall normally be presented by the\nmediators, supplemented by representatives of the employer and the company’s\nelectricians, who must be represented at the meeting.\u003C\u002Fp>\n\n\u003Cp>Once the matter has been sufficiently described in plenary session, the\nten-man delegation shall seek to resolve the dispute.\u003C\u002Fp>\n\n\u003Cp>If the ten-man delegation can reach agreement on a suitable solution, this\nsolution shall be binding on the parties.\u003C\u002Fp>\n\n\u003Cp>5.\u003C\u002Fp>\n\n\u003Cp>A report shall be compiled on the result of the meeting, which shall be\nsigned by the organisations’ negotiators.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003Cbr>\nDisputes of general importance between TEKNIQ Arbejdsgiverne and the Danish\nUnion of Electricians concerning collective agreements.\u003C\u002Fh3>\n\n\u003Ch3>\u003Cbr>\n\u003Cbr>\n4.Organisation meeting\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\n1.\u003C\u002Fp>\n\n\u003Cp>Disputes between TEKNIQ Arbejdsgiverne and the Danish Union of Electricians\nconcerning interpretation of the collective agreement and other agreements of\nequal status and importance entered into by TEKNIQ Arbejdsgiverne and the\nDanish Union of Electricians may be directly negotiated at organisation\nmeetings between representatives of the leadership of TEKNIQ Arbejdsgiverne and\nthe Danish Union of Electricians.\u003C\u002Fp>\n\n\u003Cp>2.\u003C\u002Fp>\n\n\u003Cp>If TEKNIQ Arbejdsgiverne or the Danish Union of Electricians deems that a\nlocal conflict of the type referred to in item 4.1 of this Section is a matter\nof general public importance to warrant that a ruling on the matter could be\ndecisive for the entire area of the collective agreement that the case\nconcerns, this organisation may propose that the case be dealt with according\nto the rules set out in this Section, instead of by mediation or by a\nten-delegate meeting. If the request cannot be approved by the counterparty, it\nshall be regarded and treated as a request for mediation.\u003C\u002Fp>\n\n\u003Cp>3.\u003C\u002Fp>\n\n\u003Cp>Minutes shall be kept on the results of the organisation meeting.\u003C\u002Fp>\n\n\u003Cp>4.\u003C\u002Fp>\n\n\u003Cp>Agreements made at organisation meetings, unless otherwise agreed, may at\nthe earliest terminate at the time of expiry of the relevant collective\nagreement.\u003C\u002Fp>\n\n\u003Cp>5.\u003C\u002Fp>\n\n\u003Cp>An organisation which, after 1 July 2007, wishes to make a claim of\ncorporate liability against the counterpart organisation shall request that the\nmatter be dealt with at an organisation meeting. The matter must be considered\nin this way before proceedings in Labour Court.\u003C\u002Fp>\n\n\u003Cp>If the complainant party fails to request that an organisation meeting be\nheld, the claim of corporate liability shall be void and may not be raised\nagain at a later date on the same basis.¬rate liability shall be void and may\nnot be raised again at a later date on the same basis.\u003C\u002Fp>\n\n\u003Cp>The parties may enter into ad hoc agreement that cases with a claim of\norganisational responsibility can be considered in a different forum. It is\nessential that both parties are represented at a level that can sign with\nbinding effect on behalf of the two organisations.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n5.Industrial arbitration\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.\u003C\u002Fp>\n\n\u003Cp>In the event that the aforementioned industrial proceedings fail to procure\nan agreed solution, and the case concerns the interpretation of an existing\ncollective agreement or other agreement between the parties, a ruling may be\nsought from an industrial arbitration tribunal, provided that both TEKNIQ\nArbejdsgiverne and the Danish Union of Electricians are in agreement on such a\nprocedure.\u003C\u002Fp>\n\n\u003Cp>2.\u003C\u002Fp>\n\n\u003Cp>The organisation that wishes a current, unresolved question to be referred\nto the ruling of an arbitration tribunal shall be obliged to send notice to\nthis effect to the counterpart organisation, such that notice is received no\nlater than the 15th working day following unsuccessful negotiation at the last\ninstance of the procedure described in subsections 1–4 of this Section.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The counterpart organisation shall thereafter be obliged to state its\nposition on this, so that the requesting organisation is in receipt of the\nresponse no later than the 15th working day after the receipt of notice.\u003C\u002Fp>\n\n\u003Cp>3.\u003C\u002Fp>\n\n\u003Cp>The arbitration tribunal shall comprise 5 members: 1 presiding judge, and 2\nrepresentatives of each of the contending parties.\u003C\u002Fp>\n\n\u003Cp>4.\u003C\u002Fp>\n\n\u003Cp>When agreement has been reached to bring the matter before an arbitration\ntribunal, the organisations shall each select their representatives and\nthereafter immediately communicate the names of these representatives to each\nother.\u003C\u002Fp>\n\n\u003Cp>5.\u003C\u002Fp>\n\n\u003Cp>The organisations shall then jointly appoint an impartial presiding judge.\nIf agreement cannot be reached between the organisations concerning the\npresiding judge, the Danish Labour Court must be asked as soon as possible to\nappoint one. The request must also state which persons have been suggested for\nthis role during negotiations between the organisations.\u003C\u002Fp>\n\n\u003Cp>6.\u003C\u002Fp>\n\n\u003Cp>The selected or appointed presiding judge willing to take on the position\nshall function as the chairperson of the tribunal and shall manage its\nnegotiations.\u003C\u002Fp>\n\n\u003Cp>7.\u003C\u002Fp>\n\n\u003Cp>If, before or during the tribunal’s deliberations, a member of the\ntribunal is found to be a party to the case, he or she shall resign from the\ntribunal, and shall be replaced by a deputy.\u003C\u002Fp>\n\n\u003Cp>8.\u003C\u002Fp>\n\n\u003Cp>The hearing shall be held as soon as possible, though no earlier than on the\n10th working day following the appointment of the tribunal’s members. The\ndate of the hearing shall be arranged by negotiation between the presiding\njudge and the organisations.\u003C\u002Fp>\n\n\u003Cp>9.\u003C\u002Fp>\n\n\u003Cp>During the hearing, the case shall be presented verbally by a representative\nof each organisation, who must not also be a member of the tribunal.\u003C\u002Fp>\n\n\u003Cp>10.\u003C\u002Fp>\n\n\u003Cp>The arbitration tribunal shall itself determine all questions of procedure\nnot defined in these rules. The chairperson shall participate in the ballot on\nthe matter, and all questions shall be decided by a simple majority of\nvotes.\u003C\u002Fp>\n\n\u003Cp>11.\u003C\u002Fp>\n\n\u003Cp>If the ballot fails to result in a majority decision on the case, the\npresiding judge, as the umpire in the case, shall determine the issue alone,\nproviding reasons for the ruling, and if necessary also dealing with the\nquestion of the competence of the tribunal.\u003C\u002Fp>\n\n\u003Cp>In the ruling, the umpire shall be limited to a decision which lies within\nthe deliberations of the other tribunal members, as well as within the scope of\nthe claims.\u003C\u002Fp>\n\n\u003Cp>12.\u003C\u002Fp>\n\n\u003Cp>The umpire’s decision should in general be made available 1 week after the\ncase has been sent for a ruling, and no later than 14 days after this date.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>13.\u003C\u002Fp>\n\n\u003Cp>Each of the organisations are entitled to allow a secretary to attend any\nmeeting requested by the organisations.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n6.Cases concerning dismissal\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIn cases concerning dismissal, the mediation meeting shall take place no later\nthan 5 working days after the request for a mediation meeting has been received\nby the counterpart organisation, unless otherwise agreed.\u003C\u002Fp>\n\n\u003Cp>If agreement is not reached at the mediation meeting in cases concerning\ndismissal, the respective parties may ask for the case to be settled by\narbitration.\u003C\u002Fp>\n\n\u003Cp>In situations where a request has been made for the case to be taken to an\nindustrial arbitration tribunal, the respective parties may also ask for an\norganisation meeting, provided that the meeting can take place without\nrescheduling the industrial arbitration tribunal.\u003C\u002Fp>\n\n\u003Cp>The organisation that asks for the case concerning dismissal to be escalated\nhas 10 working days from the date of the mediation meeting to file a written\nrequest for the matter to be taken to an industrial arbitration tribunal. This\ndeadline may be waived by agreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n7.Work stoppage\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.\u003C\u002Fp>\n\n\u003Cp>Until the procedure laid down in these rules for handling conflicts arising\nbetween the organisations or their members has taken place, neither of the\nparties shall initiate a work stoppage of any kind (blockade, lockout or\nstrike).\u003C\u002Fp>\n\n\u003Cp>2.\u003C\u002Fp>\n\n\u003Cp>These rules shall not hinder the right of the 2 organisations or their\nmembers to participate in a legally constituted sympathy strike or sympathy\nlockout without prior mediation or arbitration. The same shall apply to the\nright to undertake the work stoppages dealt with in “Rules for the Conduct of\nIndustrial Conflicts” (the Standard), Section 17.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n8.Other provisions\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Circumvention of the collective agreement\u003C\u002Fp>\n\n\u003Cp>The parties agree that it may be regarded as circumvention of the collective\nagreement if independent commercial companies undertake specifically defined\nwork in a work relationship similar to salaried employment (known as “arms\nand legs enterprises”).¬ent commercial companies undertake specifically\ndefined work in a work relationship similar to salaried employment (known as\n“arms and legs enterprises”).\u003C\u002Fp>\n\n\u003Cp>However, it is not considered to be a circumvention of the collective\nagreement when two or more companies in an actual business relationship enter\ninto an agreement on a specific job, or where a subcontractor or a specialist\ncompany engages employees to perform the work.\u003C\u002Fp>\n\n\u003Cp>Any disputes about the possible existence of circumvention of the collective\nagreement may be dealt with in accordance with the rules on industrial\ndisputes.\u003C\u002Fp>\n\n\u003Cp>The organisations agree that these provisions do not alter legal practice in\nthis field.\u003C\u002Fp>\n\n\u003Cp>In assessing whether there is a circumvention of the provisions of the\ncollective agreement, guiding elements include whether the independent company\nexercises the right of management for performance of the work, whether the\nindependent company is responsible for the quality of the work, and whether the\nindependent company is financially liable and bears the financial risk of the\nwork, and if the independent company participates in the statutory working\nenvironment organisation at the worksite\u002Fworkplace.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Where it is unclear whether the relationship is one of a subcontractor or\nwhether the relationship is similar to salaried employment, the Danish Union of\nElectricians may be given the name and CVR no. of the individual\nsubcontractor(s), and, if possible, details of any agreement that is applicable\nto the subcontractor.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nSubsection 2. Subcontracts\u003C\u002Fp>\n\n\u003Cp>Companies should always introduce provisions in their construction contracts\nto the effect that subcontractors must be covered by the individual Danish\nConfederation of Trade Unions association’s collective agreements relevant to\nthe trade in respect of the employees undertaking the work.\u003C\u002Fp>\n\n\u003Cp>It is agreed that the above contractual provision means that work stoppages\nwith a view to fulfilment of the collective agreement are avoided, as the\nsubcontractor is thus covered by a collective agreement.\u003C\u002Fp>\n\n\u003Cp>The Danish Union of Electricians must, on request, be informed as to whether\nthis provision has been included in the subcontracting agreement. The Danish\nUnion of Electricians may be given the name and CVR no. of the individual\nsubcontractor(s), and, if possible, details of any agreement that is applicable\nto the subcontractor.\u003C\u002Fp>\n\n\u003Cp>If the Danish Union of Electricians ascertains that there has been an\nattempt to circumvent this provision, that matter will be addressed by the\ncommittee referred to in subsection 8.4.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nSubsection 3. Employment code\u003C\u002Fp>\n\n\u003Cp>The parties to the collective agreement agree that it must be voluntary for\nthe employees to enter into an agreement with the company on the purchase of\nservices related to the employment relationship and that, in the understanding\nof the parties, it would be in violation of the collective agreement to make an\nemployment relationship conditional upon the conclusion of such an agreement by\nthe employees.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nSubsection 4. Social dumping\u003C\u002Fp>\n\n\u003Cp>The parties have appointed a committee to continually monitor and discuss\nthe use of foreign labour in the electrical industry. A mandate has been\nprepared for the committee to ensure followup of the aforesaid provisions (see\nAnnex 23).\u003C\u002Fp>\n\n\u003Cp>The committee will follow the cases dealt with under this agreement, in\norder to assess whether the rules fulfil their objective, and the committee can\nalso take the initiative to conduct meetings, information campaigns or other\nactivities relating to foreign labourers.\u003C\u002Fp>\n\n\u003Cp>The parties to the collective agreement recognise the need to give foreign\ncompanies a thorough introduction to the Danish labour market and to “the\nDanish model”. Accordingly, there is a consensus to offer a joint briefing\nfor foreign companies and their employees – preferably before they begin\noperating in Denmark.\u003C\u002Fp>\n\n\u003Cp>Where possible, the meeting may take place on the site. Otherwise, one of\nthe parties will find suitable premises.\u003C\u002Fp>\n\n\u003Cp>However, this agreement does not release either of the parties to the\ncollective agreement from arranging meetings with their own side.\u003C\u002Fp>\n\n\u003Cp>\u003Csub>Note: The parties agree to revise Annex 23 in the light of the renewal\nof the collective agreement.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\nSection 21 Duration of the Collective Agreement\u003C\u002Fdiv>\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This collective agreement shall enter into force on 1 March 2020 and shall\nbe binding on the under¬signed organisations, irrespective of whether their\nmembers are members of any other organisa¬tion, until one of the parties, in\naccordance with the applicable rules, issues notice of termination of the\nagreement to the following 1 March, however at the earliest 1 March 2023.\u003C\u002Fp>\n\n\u003Ch3>2.\u003C\u002Fh3>\n\n\u003Cp>For as long as this agreement remains in force, neither of the undersigned\norganisations or their members, individually or jointly, may attempt by any\nmeans, open or hidden, to counteract its provisions or compel any change in\nthem.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nOn behalf of TEKNIQ Arbejdsgiverne \u003Cbr>\nHenrik Fugmann\u003Cbr>\n\u003Cbr>\nOn behalf of the Danish Union of Electricians\u003C\u002Fp>\n\n\u003Cp>Jørgen Juul Rasmussen\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003Cbr>\nAnnexes\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nAnnex 1 Framework agreement\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSalaried electricians\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nEmployment as a salaried electrician is intended to give the electrician\nincreased security of employment, and at the same time bind the person\nconcerned more closely to the company.\u003C\u002Fp>\n\n\u003Cp>Employment as a salaried electrician may be agreed with any electrician who\nhas shown a special interest in the company’s operations, and who has\ncontributed to strengthening the company via his professional qualifications\nand other qualities.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.Agreement Conditions\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.\u003C\u002Fp>\n\n\u003Cp>This agreement is a supplement to the Collective Agreement between TEKNIQ\nArbejdsgiverne and the Danish Union of Electricians from time to time in\neffect.\u003C\u002Fp>\n\n\u003Cp>The provisions of the Electricians’ Collective Agreement shall apply to\nall matters not dealt with in this agreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n2.Individual employment similar to that of a salaried employee\u003C\u002Fp>\n\n\u003Cp>As an addition to employment as a salaried electrician as per the present\nAnnex, individual employment similar to that of a salaried employee may be\nagreed as per Annex 1a.¬ment similar to that of a salaried employee may be\nagreed as per Annex 1a.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.Contract of employment\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.\u003C\u002Fp>\n\n\u003Cp>Employment as a salaried electrician shall be agreed between the individual\nelectrician and his employer, without interference from the\norganisations.¬ployer, without interference from the organisations.\u003C\u002Fp>\n\n\u003Cp>The electrician in question shall have been employed as an electrician under\nthe electricians’ collective agreement at the company for an uninterrupted\nperiod of at least 1 year before an agreement can be entered into for\nemployment as a salaried electrician.¬lective agreement at the company for an\nuninterrupted period of at least 1 year before an agree¬ment can be entered\ninto for employment as a salaried electrician.\u003C\u002Fp>\n\n\u003Cp>2.\u003C\u002Fp>\n\n\u003Cp>An agreement on employment as a salaried electrician shall be entered into\nusing the written employment contract compiled by the organisations for this\npurpose (Annex 4). If such an employment contract is not available, the\nordinary provisions of the Electricians’ Collective Agreement relating to\nconditions of employment shall apply.\u003C\u002Fp>\n\n\u003Cp>\u003Csub>Note: The parties agree that the seniority requirement applies in\nrelation to work under the Electricians' Collective Agreement; accordingly, all\nprevious commercial work under the Electricians' Collective Agreement is\nincluded in the calculation of seniority – not just the current company\nemployment.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>Note: In the case of off-site work abroad a special agreement shall be\ndrawn up, cf. the Electricians’ Collective Agreement, Section 14a.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>Note: The implementation of the EU Working Time Directive is described\nin Annex 7.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3.Terms of employment\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.\u003C\u002Fp>\n\n\u003Cp>The electrician shall enter into the salaried position with effect from the\nfirst day of a calendar month.\u003C\u002Fp>\n\n\u003Cp>2.Termination\u003C\u002Fp>\n\n\u003Cp>Seniority shall be calculated from the time of entering into the agreement\nas a salaried electrician. Accordingly, any periods of apprenticeship or\nemployment as an hourly-paid electrician cannot be included in the calculation\nof seniority.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.\u003C\u002Fp>\n\n\u003Cp>In the transition to salaried electrician, the length of notice may not\nbecome shorter for the relevant electrician than it was under Section 6 of the\ncollective agreement.\u003C\u002Fp>\n\n\u003Cp>4.\u003C\u002Fp>\n\n\u003Cp>If the contract of the salaried electrician is terminated, but the person in\nquestion remains employed with the company as an hourly-paid electrician, the\nelectrician’s seniority shall thereafter be calculated from the time of\ncommencement of employment with the company, in accordance with Section 6 of\nthe collective agreement.\u003C\u002Fp>\n\n\u003Cp>5.\u003C\u002Fp>\n\n\u003Cp>The provisions set out in Sections 2, 2b and 4 of the Employers and Salaried\nEmployees (Legal Rela¬tionship) Act are applicable to the conditions of\nemployment of salaried electricians, and are repro¬duced here:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSection 2.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe employment contract between the employer and the salaried employee may only\nbe terminated after prior notice has been given in accordance with the rules\nreferred to below. The same applies upon cessation of a fixed-term work\ncontract prior to expiry of the contract of employment.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nSubsection 2. Termination on the part of the employer shall be at least\u003C\u002Fp>\n\n\u003Cp>1)With 1 month’s notice to quit to the end of a month within the first 6\nmonths after the employee is taken on;\u003C\u002Fp>\n\n\u003Cp>2)With 3 months’ notice to quit to the end of a month after 6 months’\nemployment.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nSubsection 3. The period of notice in subsection 2(2) shall be increased by 1\nmonth for every 3 years of service, subject to a maximum of 6 months.\u003C\u002Fp>\n\n\u003Cp>Subsection 4. If the employer can substantiate that it has been agreed that\nthe work is of a purely temporary nature and that the employment relationship\nis not to exceed a period of 1 month, the rule laid down in subsection (2)(1)\nshall not apply.\u003C\u002Fp>\n\n\u003Cp>Subsection 5. If the employer can substantiate that the employment is\nprobationary and that the employment relationship does not exceed a period of 3\nmonths, termination on the part of the employer shall take place by giving\nnotice of at least 14 days.\u003C\u002Fp>\n\n\u003Cp>Subsection 6. The employee may give notice of termination of one month to\nthe end of a month, unless it has been agreed that the work is of a purely\ntemporary nature and does not last more than 1 month or the work is for a\nprobationary period and the employment relationship does not exceed a period of\n3 months. However, it may be agreed in writing that a longer period of notice\nshall be given by the employee provided that the period of notice to be given\nby the employer is extended correspondingly.\u003C\u002Fp>\n\n\u003Cp>Subsection 7. The notice shall be given so early that the resignation with\nthe notice prescribed for the period of employment can take place before the\nexpiry of that period. Notice under subsections 2, 3 and 6 shall be given in\nwriting no later than on the last day of the month from the end of which the\nperiod of notice begins. At the request of the salaried employee, the employer\nshall state the reason for dismissal in writing.\u003C\u002Fp>\n\n\u003Cp>Subsection 8. If a salaried employee continues to work in an enterprise\nafter a change of ownership, the period during which he was employed in the\nenterprise as a salaried employee before the change of ownership shall be taken\ninto account in connection with the calculation of the period of employment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Subsection 9. If the enterprise provides residential accommodation for the\nuse of the salaried employee and his\u002Fher family as part of the contract of\nemployment, the period of notice on the part of the employer shall be at least\n3 months. The employee is entitled to occupy the dwelling together with his or\nher family on payment of the agreed rent (or rent-free, as the case may be) for\nup to 1 month after termination of the employment relationship, and the\nemployee’s family shall have the same right in the event of his or her death.\nIf the employer considers it necessary – for operational reasons – it\nshall, however, be entitled to claim immediate possession of the premises –\nagainst payment of costs relating to the removal.\u003C\u002Fp>\n\n\u003Cp>Subsection 10. In the event of a lawfully notified work stoppage, the rules\nof the labour market organisations concerning notice shall prevail over the\nabove provisions.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSection 2b\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIn the event that the issuing of notice to a salaried employee who has been in\nthe uninterrupted employ of the relevant company for at least 1 year before the\nissuing of notice cannot be considered reasonably justified in the affairs of\nthe salaried employee or the company, the employer shall provide compensation.\nThe size of this compensation shall be established taking account of the length\nof employment of the salaried employee and the other circumstances of the case,\nbut cannot exceed the employee’s salary for a period corresponding to half\nthe period of notice to which the employee in question is entitled in\naccordance with Section 2, subsections 2 and 3. If at the time of issuing\nnotice the salaried employee is aged 30 years or more, the compensation may\nhowever amount to up to 3 months’ salary.\u003C\u002Fp>\n\n\u003Cp>Subsection 2. If, at the time of issuing of notice, the salaried employee\nhas been employed at the relevant company for an uninterrupted period of at\nleast 10 years, the compensation described in subsection 1 may amount to up to\n4 months’ wages. After 15 years of uninterrupted employment with the company,\nthe compensation may amount to up to 6 months’ wages.\u003C\u002Fp>\n\n\u003Cp>Subsection 3. The provisions laid down in sections 1 and 2 shall apply\ncorrespondingly in the event of unjustified termination of employment.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSection 4.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIf a salaried employee fails without good cause to perform his or her duties or\nabandons his or her work, or if the employer terminates the employment\nrelationship due to gross default on the part of the employee, the employer is\nentitled to compensation for any resultant loss. In the event of unlawful\nabsence from work or desertion, the employer is, as a minimum, entitled to\ncompensation corresponding to half a month’s salary, in the absence of\nspecial circumstances.\u003C\u002Fp>\n\n\u003Cp>Longer period of notice for former trade union representatives\u002Fshop\nstewards\u003C\u002Fp>\n\n\u003Cp>Regarding ceasing to be a trade union representative\u002Fshop steward, please\nrefer to Section 3 subsection 7 of the Electricians' Collective Agreement –\nwhereby the longer period of notice deviates from Section 2 of the Employers’\nand Salaried Employees’ (Legal Relationship) Act in that the salaried\nemployee leaves at the end of a month, and that this is in the electrician's\nfavour.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n4.Remuneration\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.Wage determination\u003C\u002Fp>\n\n\u003Cp>The wages of salaried electricians shall be agreed in each individual\ninstance between the employer or its representative and the electrician,\nwithout interference from the organisations or their members. In wage\ndetermination, account must be taken of the professional level of skill and\ntype of work, as well as the amount of piecework performed by the person in\nquestion.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.Wage payment\u003C\u002Fp>\n\n\u003Cp>The wages shall be paid monthly and retrospectively, and shall be deposited\nin the employee’s bank account no later than the last weekday in the wages\nperiod. Saturdays are not counted as working days in this connection. The wages\nshall be paid by direct transfer into the electrician’s bank account.\u003C\u002Fp>\n\n\u003Cp>3.Payslip\u003C\u002Fp>\n\n\u003Cp>The payslip shall contain information on how the payment is distributed\nbetween piecework, timebased pay, overtime payments, etc., as well as which\ndeductions are made for tax, ATP, AMB, AMP, etc.\u003C\u002Fp>\n\n\u003Cp>4.Timesheets\u003C\u002Fp>\n\n\u003Cp>The company must be in receipt of timesheets by the beginning of working\nhours each Monday morning. If the timesheets have not been submitted by Monday\nmorning in a timely manner, the company is entitled to make a suitable part\npayment, with final settlement taking place at the next subsequent wage\npayment.\u003C\u002Fp>\n\n\u003Cp>5.Supplementary payments\u003C\u002Fp>\n\n\u003Cp>Supplementary payments, such as the overtime bonus earned during the week in\nwhich wage payment is made and the week before, shall be made at the next\nsubsequent wage payment. Nevertheless, piecework bonuses shall always be paid\nin accordance with Section 12.1 and 12.2 of the collective agreement.\u003C\u002Fp>\n\n\u003Cp>6.Objections\u003C\u002Fp>\n\n\u003Cp>Objections to the calculation of the timesheets shall be made by the company\nno later than at the time of payment of wages.\u003C\u002Fp>\n\n\u003Cp>7.Conversion factor from monthly salaried to hourly pay\u003C\u002Fp>\n\n\u003Cp>The conversion factor from monthly wages to hourly pay shall be 160.33.\u003C\u002Fp>\n\n\u003Cp>Wages for incomplete months of work, e.g. due to absence because of holidays\nor time off, shall be calculated as a deduction in wages using the stated\nconversion factor for each hour of absence.\u003C\u002Fp>\n\n\u003Cp>8.Pay adjustments\u003C\u002Fp>\n\n\u003Cp>The wages of salaried electricians shall be regulated in accordance with the\nprovisions of the collective agreement.¬lective agreement.\u003C\u002Fp>\n\n\u003Cp>9.Rehiring\u003C\u002Fp>\n\n\u003Cp>The employment contracts of salaried electricians shall cease when the\nrelevant person leaves the company. Accrued seniority lapses upon cessation of\nemployment. In the case of rehiring, the relevant person shall be employed as\nan hourly-paid electrician.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n5.Piecework\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.\u003C\u002Fp>\n\n\u003Cp>The calculated hourly pay shall be utilised in the calculation of piecework\nbonuses. The conversion factor from monthly wages to hourly pay shall be\n160.33.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n6.Holidays, public holidays and extra days off\u002Ffree choice scheme\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.\u003C\u002Fp>\n\n\u003Cp>Salaried electricians shall be paid for public holidays, calculated on the\nbasis of the normal monthly wages.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.\u003C\u002Fp>\n\n\u003Cp>Salaried electricians shall be paid for holidays, calculated on the basis of\nthe normal monthly wages. In addition, a holiday bonus is payable of 1% of pay\naccrued during the holiday year and is paid out in accordance with the Danish\nHoliday Act and Section 16(3) of the collective agreement.\u003C\u002Fp>\n\n\u003Cp>3.\u003C\u002Fp>\n\n\u003Cp>When employees who receive wages during their holiday, but have not accrued\nwages\u002Fholiday pay, are absent due to holidays, their wages shall be calculated\nby deducting an amount corresponding to 1\u002F160.33 of the employee’s monthly\nfull-time wages (corresponding to 37 weekly working hours) per actual hour of\nabsence. In the event that the average number of weekly working hours is other\nthan 37 hours, for example in the case of shift work, the pro rata figure shall\nbe adjusted accordingly.\u003C\u002Fp>\n\n\u003Cp>4.\u003C\u002Fp>\n\n\u003Cp>Salaried electricians may, prior to the commencement of a qualifying year,\ndemand holiday allowance on their wages in this qualifying year, although only\nat 12%.\u003C\u002Fp>\n\n\u003Cp>5.\u003C\u002Fp>\n\n\u003Cp>On resignation, holiday allowance is calculated in accordance with the\napplicable rules. TEKNIQ Ar- bejdsgiverne’s holiday guarantee scheme shall be\nutilised, in accordance with Section 16, subsection 6 of the collective\nagreement.\u003C\u002Fp>\n\n\u003Cp>6.\u003C\u002Fp>\n\n\u003Cp>Annex 26 applies in the transitional period from 1 May 2020 to 31 December\n2020.\u003C\u002Fp>\n\n\u003Cp>The aim of the savings scheme is to give employees an opportunity to choose\nbetween higher pension payments or wages, as well to finance extra days off.\u003C\u002Fp>\n\n\u003Cp>In each calendar year, the individual employee shall have the right to up to\n5 extra days off, with payment from the savings account corresponding to normal\nwages, provided that there are sufficient funds in the account. Savings in this\naccount are accrued during the calendar year.\u003C\u002Fp>\n\n\u003Cp>Extra days’ holiday are scheduled by agreement in accordance with the\nrules of the Danish Holidays with Pay Act governing residual holiday. The extra\ndays off are converted into and taken as hours during the calendar year.\nRegardless of any job change, it is not permitted to take more than 5 extra\ndays off per calendar year.\u003C\u002Fp>\n\n\u003Cp>If the employee is not employed in the company for the entire calendar year,\ndue to recruitment or resignation, the extra days off shall be calculated pro\nrata in relation to employment in the calendar year.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nSavings accounts shall be created for all persons employed under conditions of\nemployment similar to those of salaried employees and who are covered by\ncollective agreements, into which the employer shall add, of wages giving rise\nto holiday entitlement at each wage payment:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:27.6pt\">\n      \u003Ctd width=\"263\" valign=\"top\" style=\"width:197.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:27.6pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"86\" valign=\"bottom\" style=\"width:64.8pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:27.6pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">1\n        March 2020\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\" valign=\"bottom\" style=\"width:65.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:27.6pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">1\n        March 2021\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\" valign=\"bottom\" style=\"width:65.5pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:27.6pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">1\n        March 2022\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.35pt\">\n      \u003Ctd width=\"263\" valign=\"bottom\" style=\"width:197.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">Extra\n        days off\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"86\" valign=\"bottom\" style=\"width:64.8pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">2.50%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\" valign=\"bottom\" style=\"width:65.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">2.50%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\" valign=\"bottom\" style=\"width:65.5pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:15.35pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">2.50%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"263\" valign=\"bottom\" style=\"width:197.3pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">Free\n        choice scheme\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"86\" valign=\"bottom\" style=\"width:64.8pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">5.00%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\" valign=\"bottom\" style=\"width:65.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">6.00%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\" valign=\"bottom\" style=\"width:65.5pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">7.00%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.85pt\">\n      \u003Ctd width=\"263\" valign=\"top\" style=\"width:197.3pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:15.85pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:   "Calibri",sans-serif\">Overall\n        accrual in total\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"86\" valign=\"top\" style=\"width:64.8pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:15.85pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">7.50%\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\" valign=\"top\" style=\"width:65.05pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:15.85pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">8.50%\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\" valign=\"top\" style=\"width:65.5pt;border:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:15.85pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-size:11.0pt;font-family:"Calibri",sans-serif\">9.50%\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nHoliday allowance is not to be paid out of the savings, as this includes\nholiday allowance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>When taking extra days off, an on account payment per day is provided, which\ncorresponds to a day’s pay.\u003C\u002Fp>\n\n\u003Cp>Agreement can be reached with individual employees for the annual increase\nof 1% in the free choice scheme to be paid out continuously with wages.\nHowever, as a prerequisite, the company must be able to document that a\ndialogue has taken place about continuous payment. The parties to the\ncollective agreement encourage the company to take the initiative in a dialogue\nwith the employees about the options for the free choice scheme. If there is\ncontinuous payout of contributions to the free choice scheme, holiday\nallowance\u002Fholiday bonus will not be calculated in respect of these\ncontributions.\u003C\u002Fp>\n\n\u003Cp>The individual electrician’s extra days off account and the free choice\nscheme shall be settled, and the remaining amount paid, each year in the final\nwage payment of the calendar year, unless the individual electrician submits a\nrequest prior to 30 November for the remaining amount – or part thereof –\nto take the form of an extraordinary pension contribution, instead of being\npaid out.\u003C\u002Fp>\n\n\u003Cp>If the electrician resigns or switches to employment on an hourly pay in the\nsame company, the remaining amount shall be calculated and paid out with the\nnext wage payment.\u003C\u002Fp>\n\n\u003Cp>TEKNIQ Arbejdsgiverne shall act as guarantor for the payment of the sum in\naccordance with the holiday guarantee scheme.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n7.Illness\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.\u003C\u002Fp>\n\n\u003Cp>Salaried electricians are entitled to wage payments during absence due to\nillness, calculated on the basis of the normal wages.\u003C\u002Fp>\n\n\u003Cp>2.\u003C\u002Fp>\n\n\u003Cp>However, the salaried employee may be dismissed at 1 month’s notice to the\nend of a calendar month if the employee has received wages during periods of\nillness for a total period of 120 days during any period of 12 consecutive\nmonths.\u003C\u002Fp>\n\n\u003Cp>Notice must be issued in immediate association with the expiry of the 120\ndays lost due to illness, and while the salaried electrician is still ill. The\ntermination shall be valid even if the relevant person has returned to work\nprior to the expiry of the period of notice.\u003C\u002Fp>\n\n\u003Cp>3.\u003C\u002Fp>\n\n\u003Cp>Notice of termination may be issued during a period of illness. Section 6,\nsubsection 2.9 of the collective agreement shall not apply to agreements for\nsalaried electricians.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n8.Rules for the conduct of industrial conflicts\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.\u003C\u002Fp>\n\n\u003Cp>Entering into an employment contract as a salaried electrician presupposes\nthat the parties are in agreement on the matter. No demand to enter into an\nemployment contract as a salaried electrician can therefore be the subject of\nindustrial proceedings.\u003C\u002Fp>\n\n\u003Cp>2.\u003C\u002Fp>\n\n\u003Cp>When the employment contract has been entered into, disputes, if one of the\nparties so demands, shall be subject to industrial proceedings in accordance\nwith the provisions of the collective agreement on the conduct of industrial\nconflicts.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003Cbr>\nAnnex 1a Individual employment similar to that of a salaried employee\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nEmployment may be agreed between the individual electrician and the company\nwithout interference from the professional organisations. In order to be\nemployed as an individual similar to that of a salaried employee pursuant to\nAnnex 1a, the electrician must have at least 1 year’s seniority in the\ncompany, and must have been employed under the Electricians’ Collective\nAgreement for at least 4 years within the last 5 years.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nStarting a new job at another company\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIf the electrician has been employed at a company for at least 1 year on\nindividual conditions similar to those of a salaried employee as per Annex 1a,\nthe electrician can be employed at another company on individual conditions\nsimilar to those of a salaried employee as per Annex 1a.\u003C\u002Fp>\n\n\u003Cp>The Employers’ and Salaried Employees’ (Legal Relationship) Act governs\nsuch employment.\u003C\u002Fp>\n\n\u003Cp>\u003Csub>Note: Sections 7.1 and 7.2 and 20 of the Employers’ and Salaried\nEmployees’ (Legal Relationship) Act do not apply.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>An agreement on employment for an electrician similar to that of a salaried\nemployee shall be entered into in accordance with Annex 1a using the written\nemployment contract compiled by the professional organisations for this purpose\n(Annex 4a).\u003C\u002Fp>\n\n\u003Cp>The following may be agreed when employing an individual electrician on\nterms similar to those of a salaried employee:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nWage determination\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPay as for a salaried employee\u002Fjob may be agreed. Pay must reflect the effort,\nqualifications and skill of the individual. It must also be stated whether pay\nincludes payment for overtime and standby shifts and if, therefore, a pay\nagreement for a permanent position has been concluded.\u003C\u002Fp>\n\n\u003Cp>The agreement must equate reasonably well to the previous pay, job content\nand extent of overtime and may be dealt with by industrial arbitration pursuant\nto Section 20 of the collective agreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nOff-site work and external service\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe parties agree that payment for travel time may be agreed between the\ncompany and the employee.\u003C\u002Fp>\n\n\u003Cp>Rescission\u002Ftermination of individual employment similar to that of a\nsalaried employee, whilst remaining with the company\u003C\u002Fp>\n\n\u003Cp>If the contract of the individual having employment similar to that of a\nsalaried employee is re- scinded\u002Fterminated, but the person in question remains\nemployed with the company as an hourly- paid electrician, the electrician’s\nseniority shall thereafter be calculated from the time of commencement of\nemployment with the company, in accordance with Section 6 of the collective\nagreement.\u003C\u002Fp>\n\n\u003Cp>If the contract of the individual having employment similar to that of a\nsalaried employee is re- scinded\u002Fterminated, but the person in question remains\nemployed with the company as a salaried electrician or remains in employment\nsimilar to that of a salaried employee pursuant to Section 19 of the\nElectricians' Collective Agreement, seniority for the uninterrupted period of\nemployment is calculated in respect of the unbroken employment relationship\nwhere the employment relationship was governed by employment similar to that of\na salaried employee pursuant to Section 19 or a salaried electrician.\u003C\u002Fp>\n\n\u003Cp>\u003Csup>Note: Accordingly, any periods of apprenticeship or employment as an\nhourly-paid electrician cannot be included in the calculation of\nseniority.\u003C\u002Fsup>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nTermination\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTermination leading to leaving is as per Section 2 of the Employers’ and\nSalaried Employees’ (Legal Relationship) Act, and both parties must have this\nin writing.\u003C\u002Fp>\n\n\u003Cp>Remuneration pursuant to Section 2a of the Employers’ and Salaried\nEmployees’ (Legal Relationship) Act\u003C\u002Fp>\n\n\u003Cp>Entitlement to severance pay pursuant to Section 2a of the Employers’ and\nSalaried Employees’ (Legal Relationship) Act is accrued based solely on\nseniority acquired after employment, covered by Annex 1a. If the conditions\nexist for payment of severance pay pursuant to Section 2a of the Employers’\nand Salaried Employees’ (Legal Relationship) Act at the time of transition\nfrom employment similar to that of a salaried employee to a different kind of\nemployment or leaving, payment must be made.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-GENEQ_trigger\">\nAnnex 2 Protocol on implementation of the Equal Pay Act\u003C\u002Fdiv>\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nImplementation of the Equal Pay Act\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe parties to the collective agreement agree to implement the Danish Equal Pay\nAct in the collective agreements.\u003C\u002Fp>\n\n\u003Cp>With this in mind, the parties have agreed on the following protocol\ntext:\u003C\u002Fp>\n\n\u003Cp>“Section 1. Pay discrimination on the basis of gender, in violation of the\nrules of this agreement, is not permitted. This applies to both direct and\nindirect discrimination.\u003C\u002Fp>\n\n\u003Cp>Subsection 2. All employers must provide equal pay to women and men in terms\nof all pay elements and pay conditions, for the same work or for work that is\nattributed the same value. Especially when a professional qualification system\nis used for determining pay, this system must be based on the same criteria for\nmale and female employees and so arranged as to exclude any discrimination on\ngrounds of gender.\u003C\u002Fp>\n\n\u003Cp>Subsection 3. The assessment of the value of labour must be based on an\noverall assessment of relevant qualifications and other relevant factors.\u003C\u002Fp>\n\n\u003Cp>Section 1 a. Direct discrimination exists when a person, on the grounds of\ngender, is treated less favourably than another person has been or would be\ntreated in a comparable situation. Any less favourable treatment of a woman in\nconnection with pregnancy and during women’s 14-week leave after birth is\nconsidered to be direct discrimination.\u003C\u002Fp>\n\n\u003Cp>Subsection 2. Indirect discrimination exists when a provision, a criteria or\na practice that is apparently neutral would put persons of one gender in a less\nfavourable position than those of another gender, unless the provision,\ncondition or practice in question is objectively based on a legitimate aim and\nthe means for fulfilling this aim are appropriate and necessary.\u003C\u002Fp>\n\n\u003Cp>Subsection 3. Pay is the standard base or minimum wage and all other\nbenefits that the employee receives as result of the employment relationship,\ndirectly or indirectly from the employer, in the form of cash or in kind.\u003C\u002Fp>\n\n\u003Cp>Section 2. An employee whose pay is in violation of Section 1 is lower than\nthat of others, is entitled to the difference.\u003C\u002Fp>\n\n\u003Cp>Subsection 2. An employee whose rights have been violated as a result of\nwage discrimination based on gender, can be awarded compensation. The\ncompensation will be determined with consideration of the employee’s length\nof employment and the other circumstances of the case.\u003C\u002Fp>\n\n\u003Cp>Section 2 a. An employee is entitled to disclose information about his or\nher pay conditions. This information may be disclosed to anyone.\u003C\u002Fp>\n\n\u003Cp>Section 3. An employer must not dismiss a wage earner or subject a wage\nearner – including a wage earners’ representative – to unfavourable\ntreatment by the employer in response to a complaint, or because the wage\nearner or the wage earners’ representative has submitted a demand for equal\npay, including equal pay conditions, or because the latter has passed on\ninformation about pay. An employer may not dismiss an employee or an employee\nrepresentative due to the lodging of a claim pursuant to Section 4(1).\u003C\u002Fp>\n\n\u003Cp>Subsection 2. It is incumbent on the employer to prove that a dismissal is\nnot in violation of the rules of subsection (1). However, if the dismissal\ntakes place more than one year after the employee has lodged a claim for equal\npay, Section 1 only applies if the employee proves actual circumstances that\ngive rise to a presumption that the dismissal is in violation of subsection\n(1).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Subsection 3. A dismissed employee can assert a claim for compensation or\nreinstatement. Any reinstatement must be carried out in accordance with the\nprinciples of the Main Agreement. The compensation will be determined with\nconsideration of the employee’s length of employment and the other\ncircumstances of the case.\u003C\u002Fp>\n\n\u003Cp>Section 4. An employer with at least 35 employees must annually prepare pay\nstatistics by gender for groups with at least 10 people of each gender included\nin the calculation according to the 6digit DISCO code for the purpose of\nconsulting and informing the employees on pay differences between men and women\nat the company. However, this does not apply for companies in the industries of\nagriculture, gardening, forestry and fishing. If, due to the company’s\nlegitimate interests, the gender-specific pay statistics are provided as\nconfidential, the information may not be disclosed.\u003C\u002Fp>\n\n\u003Cp>Subsection 2. The gender-specific pay statistics stipulated by subsection\n(1) must be calculated for employee groups with a degree of detail\ncorresponding to the 6-digit DISCO code. The employer is also obliged to\naccount for the statistical design and for the applied definition of pay.\u003C\u002Fp>\n\n\u003Cp>Subsection 3. Companies that report to the annual pay statistics from\nStatistics Denmark can, at no charge, request pay statistics by gender, in\naccordance with subsection (1), from Statistics Denmark.\u003C\u002Fp>\n\n\u003Cp>Subsection 4. The employer’s obligation to prepare gender-specific pay\nstatistics under subsection (1) become void if the employer enters into an\nagreement with the employees at the company on the preparation of a report. The\nreport must include a description of conditions of importance for the\nremuneration of men and women at the company, specific action-oriented\ninitiatives that can have a duration of up to 3 years, and the specific\nfollow-up on these activities during the period covered by the report. The\nreport must cover all of the company’s employees and is treated in accordance\nwith the rules of the Cooperation Agreement. The report must be completed\nbefore the end of the calendar year in which the obligation to prepare\ngender-specific pay statistics applied.\u003C\u002Fp>\n\n\u003Cp>Section 5.An employee who does not believe that the employer is complying\nwith its obligation to provide equal pay, including equal pay conditions, can,\nunder this agreement, request that the claim be decided through the labour law\nsystem.\u003C\u002Fp>\n\n\u003Cp>Subsection 2. If a person who considers himself\u002Fherself wronged pursuant to\nSection 1 proves actual circumstances that give rise to the presumption that\ndirect or indirect discrimination has taken place, it is incumbent on the other\nparty to prove that the equal treatment principle has not been violated.\u003C\u002Fp>\n\n\u003Cp>Section 6.In cases where the unions find a reason to present a claim in an\nindustrial procedure via a mediation meeting in accordance with the above\nrules, an inspection can be conducted at the company with the participation of\nthe organisations before proceedings in the case.\u003C\u002Fp>\n\n\u003Cp>subsection 2. In the event of cases based on labour law, an agreement is\nmade at the mediation meeting, or before this meeting, about what information\nwill be provided to the union for the purpose of assessing the case.\u003C\u002Fp>\n\n\u003Cp>The parties agree that the Danish Equal Pay Act does not subsequently apply\nto the employment relationship covered by the collective agreement between\nthem, and that disputes regarding equal pay must be resolved in the labour law\nsystem.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The parties also agree to incorporate changes in the Equal Pay Act, arising\nfrom any changes to EU law obligations, into this agreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nGlostrup, date: 10 March 2010\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe Danish Union of Electricians\u003C\u002Fp>\n\n\u003Cp>TEKNIQ\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nAnnex 2a Protocol on establishment of the Equal Pay Committee\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nThe parties to the collective agreement agree to recommend to DA (the\nConfederation of Danish Employers) and LO (Danish Confederation of Trade\nUnions) that the main organisations establish an equal pay board.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe parties to the collective agreement recommend that the committee be\nestablished within the following:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nOverarching framework\u003C\u002Fp>\n\n\u003Cp>The Equal Pay Board will be established according to the model known from\nthe Dismissals Board.\u003C\u002Fp>\n\n\u003Cp>The Committee shall be empowered to decide in matters concerning the\nconstruction and understanding of, as well as any violations of, the Equal Pay\nAct or the implementation of the provisions of the Act into the collective\nagreement. Cases that relate to implementation shall be brought before the\nCommittee unless already covered by the rule in Section 11(2) and Section 22(1)\nof the Labour Court Act.\u003C\u002Fp>\n\n\u003Cp>The Board must initially be able to decide disputes regarding the central\nprovisions of the act, namely Section 1(1) to 1(3) and Section 3.\u003C\u002Fp>\n\n\u003Cp>Matters regarding Section 5a(4) of the act and similar agreement provisions\nmust be primarily resolved in accordance with the rules of the Cooperation\nAgreement. Only legal disputes in the form of disputes regarding breaches or\ninterpretation of the provision may be brought before the Board.\u003C\u002Fp>\n\n\u003Cp>The parties agree to seek to establish a unified system of sanctions.\u003C\u002Fp>\n\n\u003Cp>If a case contains elements that concern both a violation and interpretation\nof the equal pay rules and other elements of the collective agreement at the\nsame time, the Board can also consider these other elements of the collective\nagreement. If such other elements of the collective agreement require a very\nspecific knowledge of the collective agreement, they can, upon demand, be\nreferred to independent handling in the labour court system.\u003C\u002Fp>\n\n\u003Cp>Cases cannot be brought before the Board until the usual avenues for\nnegotiation in the labour law system have been exhausted. This means that a\nlocal negotiation, mediation meeting and organisation meeting must have been\ncompleted. In addition, a preparatory meeting should be held under the auspices\nof the Board, corresponding to the meeting that is known from the Dismissals\nBoard.\u003C\u002Fp>\n\n\u003Cp>The parties to the collective agreement agree that the deadlines applying\nfor case handling in the Dismissals Board are not expedient in equal pay cases,\nwhich often entail a large amount of facts. Therefore, there is agreement that\nit is expedient to utilise different deadlines, which better balance the need\nfor a quick decision and the need for appropriate consideration of the\ncases.\u003C\u002Fp>\n\n\u003Cp>The parties agree to seek to clarify whether DA and LO will undertake to\nestablish an Equal Pay Committee along the same lines as the Dismissal\nCommittee and, if so, whether the main organisations would decide on the other\nnecessary aspects such as the function, terms of business, etc., of the\nCommittee.\u003C\u002Fp>\n\n\u003Cp>If by 1 October 2010 it has not proved feasible to make the decision to\nestablish an Equal Pay Committee under the auspices of DA and LO, the parties\nagree to set up their own committee.¬mittee under the auspices of DA and LO,\nthe parties agree to set up their own committee.\u003C\u002Fp>\n\n\u003Cp>Such a board will be established in accordance with the above guidelines,\nwith the necessary adjustments.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nGlostrup, date: 10 March 2010\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nAnnex 3 Employment form\u003C\u002Fh2>\n\n\u003Cp>[...]\u003C\u002Fp>\n\n\u003Ch2>Annex 4 Contract of employment for salaried electrician\u003C\u002Fh2>\n\n\u003Cp>[...]\u003C\u002Fp>\n\n\u003Ch2>Annex 4a Contract of employment for individual electricians in employment\nsimilar to that of salaried employees\u003C\u002Fh2>\n\n\u003Cp>[...]\u003C\u002Fp>\n\n\u003Ch2>Annex 5 Employment form pursuant to Section 19 of the Electricians’\nCollective Agreement\u003C\u002Fh2>\n\n\u003Cp>[...]\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nAnnex 6 Protocol on equalisation scheme for maternity leave pay\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nOn the employer’s side, the right is reserved to establish a special scheme\nto equalise wage expenses during maternity leave between the companies in the\nindustry, such that the expenses may be distributed among the companies who are\nparty to the Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nCopenhagen, 9 April 1997\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nDanish Electrical Contractors’ Association ELFO\u003C\u002Fp>\n\n\u003Cp>Danish Union of Electricians\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nAnnex 7 Protocol on Standby service\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nWith reference to “Protocol on the EU Working Time Directive” and Section\n19 of Executive Order no. 324 of 23 May 2002, the parties to the collective\nagreement have entered into a framework agreement that makes it possible for\nthe parties locally to agree that, for the types of work not included in Annex\n1 to the Executive Order, the rest period may be postponed in connection with\nstandby service; cf. Section 3.2. of Annex 7a on “Daily rest period”.\u003C\u002Fp>\n\n\u003Cp>Work included in Annex 1 is not governed by this agreement, but only by the\nExecutive Order.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nAnnex 7a Protocol on the EU Working Time Directive\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nThe basis for this Annex is EC Council Directive no. 93\u002F104\u002FEC of 23 November\n1993 concerning certain aspects of the organisation of working time, as well as\nDanish legislation, particularly working environment legislation and the Danish\nHolidays with Pay Act.\u003C\u002Fp>\n\n\u003Cp>This protocol implements the above-mentioned directive.\u003C\u002Fp>\n\n\u003Cp>The parties to the collective agreement agree that where the Executive Order\non rest periods and 24-hour rest periods – section 5 – allows for entering\ninto an agreement between the “employer's side” and the “employees’\norganisation”, with reference to the Electricians’ Collective Agreement,\nthis means TEKNIQ Arbejdsgiverne and the Danish Union of Electricians.\u003C\u002Fp>\n\n\u003Cp>The parties to the collective agreement agree on the following\ndefinitions:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nArticle no. and title\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.1Working hours\u003C\u002Fh3>\n\n\u003Cp>The period during which the employee is present at work and at the service\nof the employer.\u003C\u002Fp>\n\n\u003Cp>Example: Standby shifts that become active time, for example via telephone\nservice, shall be considered working time.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.2Rest period\u003C\u002Fh3>\n\n\u003Cp>Any time which is not working time.\u003C\u002Fp>\n\n\u003Cp>Example: Standby shifts outside the workplace that do not result in work\nshall be considered a rest period.\u003C\u002Fp>\n\n\u003Cp>Travel time to and from a workplace other than the fixed workplace shall not\nbe considered a rest period if it exceeds the employee’s normal daily travel\ntime to and from the workplace. Breaks which are not paid for by the employer\nshall be considered rest periods.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.3Night work period\u003C\u002Fh3>\n\n\u003Cp>The night work period shall be agreed at the individual companies.\u003C\u002Fp>\n\n\u003Cp>The night work period consists of 7 hours and must include the period from\nmidnight to 5.00 am.\u003C\u002Fp>\n\n\u003Cp>In the absence of local agreement on this, the night work period shall be\ndefined as from 10.00 pm to 5.00 am.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.4Night worker\u003C\u002Fh3>\n\n\u003Cp>a) An employee who normally carries out 3 of his daily working hours during\nthe night work period.\u003C\u002Fp>\n\n\u003Cp>or,\u003C\u002Fp>\n\n\u003Cp>who carries out night work amounting to at least 300 hours within a period\nof 12 months.\u003C\u002Fp>\n\n\u003Cp>Example 1:An employee who takes on night work which is not fixed night work\nshall be considered a night worker if the work is carried out in the period\ndefined in subsection 2.4b) and shall be offered a medical examination before\nacquiring the status of a night worker.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Example 2:A newly-recruited employee who is either required to work on a\nfixed night shift, or who is employed in accordance with a work schedule that\nmakes the employee a night worker, shall be offered a medical examination\nbefore recruitment.\u003C\u002Fp>\n\n\u003Cp>As regards medical examinations and health checks – see Annex 7b.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.5Shift work\u003C\u002Fh3>\n\n\u003Cp>Shift work is work according to a work schedule in which work is performed\nin shift teams, with employees replacing one another at the same workplace, and\nin which the individual employee normally works at different times over a given\nperiod of days or weeks.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.6Shift worker\u003C\u002Fh3>\n\n\u003Cp>Any employee who participates in shift work shall be regarded as a shift\nworker.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3.1Daily rest period\u003C\u002Fh3>\n\n\u003Cp>Covered by the existing rules set out in Section 9 of the Danish Working\nEnvironment Act, with the accompanying executive order no. 324 of 23 May\n2002.\u003C\u002Fp>\n\n\u003Cp>If the daily rest period is reduced, postponed or ceases under existing\nDanish rules, a com-pensatory rest period must be provided.\u003C\u002Fp>\n\n\u003Cp>This requirement shall be deemed to be satisfied if, within a period of 4\nmonths, the em-ployee has had at least 11 hours of time off, on average, in\neach working day.\u003C\u002Fp>\n\n\u003Cp>The calculation shall not include working days.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3.2Standby service\u003C\u002Fh3>\n\n\u003Cp>The parties locally can also conclude a local agreement to the effect that,\nwhen employees are called out to work when on standby, plus emergencies outside\nstandby, cf. Section 13(14), the daily rest period of 11 hours for work not\nincluded in the annex to Executive Order no. 324 of 23 May 2002 on rest periods\nand 24-hour rest periods may be postponed such that it is given directly after\nthe end of the last work period, and so that the rest period can be within\nstandby service. If this causes the 11 hours’ rest to extend into the next\n24- hour period, prior to that 24-hour period the employee must also have the\nordinary 11-hour rest period. This rest period, too, can be postponed.\u003C\u002Fp>\n\n\u003Cp>If the postponed rest period prevents the employee from working planned,\nnormal daily working hours, the working hours not worked will be paid out as\nfor illness.\u003C\u002Fp>\n\n\u003Cp>Where Section 8(1) of the Executive Order applies, the daily rest period can\nbe 8 hours.\u003C\u002Fp>\n\n\u003Cp>Maximum postponement of the rest period is for 10 days each calendar month\nup to a maximum of 45 twenty-four-hour periods per calendar year.\u003C\u002Fp>\n\n\u003Cp>In companies with no elected trade union representative\u002Fshop steward,\nnotification is given to the organisations that the agreement has been\nconcluded.\u003C\u002Fp>\n\n\u003Cp>Agreements pursuant to this provision can be terminated pursuant to Section\n5 of the Electricians’ Collective Agreement.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n4. Breaks\u003C\u002Fh3>\n\n\u003Cp>Arrangements of breaks is agreed locally. If the daily working hours exceed\n6 hours, either of the local parties may demand that a break is held on normal\nworking days. No break may be of a shorter duration than 10 minutes.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\n5.1Weekly rest period\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>Covered by the existing rules set out in Section 9 of the Danish Working\nEnvironment Act, with the accompanying executive order no. 324 of 23 May\n2002.\u003C\u002Fp>\n\n\u003Cp>If the weekly rest period of 24 hours is postponed or ceases under\napplicable Danish rules, a compensatory rest period of 24 hours shall be\nprovided.\u003C\u002Fp>\n\n\u003Cp>Local agreements may be concluded to relocate the weekly 24-hour rest\nperiod. However, no more than 7 days may elapse between two 24-hour rest\nperiods.\u003C\u002Fp>\n\n\u003Cp>The organisations, in accordance with the relevant provision in this matter,\nmay approve work schedules in which up to 12 days may elapse between two\n24-hour rest periods.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n5.2a Work on wind farms not near the coast *)\u003C\u002Fh3>\n\n\u003Cp>For work on wind farms not near the coast pursuant to Section 5 subsection\n2, the company and a trade union representative\u002Fshop steward can deviate from\nthe Electricians’ Collective Agreement such that working hours can be planned\nwith a working period of up to 14 days followed by 14 days ashore leave.\u003C\u002Fp>\n\n\u003Cp>The local agreement must state what has been decided regarding work periods\nand rest period. It may be possible to use Annex 22 point 2.0. of the\nElectricians' Collective Agreement regarding offshore work.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n5.3b Work on wind farms not near the coast *)\u003C\u002Fh3>\n\n\u003Cp>Where a company is given a dispensation by the Danish Working Environment\nAuthority to plan working hours with a working period of up to 14 days followed\nby 14 days ashore leave, for work on wind farms not near the coast, pursuant to\nthe rule in Section 5 subsection 2, the company and a trade union\nrepresentative\u002Fshop steward can deviate from the Electricians’ Collective\nAgreement such that working hours may be planned with a working period of up to\n14 days followed by 14 days’ ashore leave.\u003C\u002Fp>\n\n\u003Cp>\u003Csub>*) Comment: The use of sections 5.2a and 5.2b is contingent on the\nexistence of approval from the Danish Working Environment Authority to deviate\nfrom Section 4 of the Executive Order on rest periods and 24-hour rest periods,\netc., for an application for a derogation, applied for either by the\norganisations or applied for by the individual company.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n6.Maximum weekly working hours\u003C\u002Fh3>\n\n\u003Cp>The average weekly working time, including overtime, may not exceed 48 hours\nwithin a period of 4 months.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n7.Holiday\u003C\u002Fh3>\n\n\u003Cp>Holidays are covered by the existing Danish Holidays with Pay Act and the\nElectricians’ Col-lective Agreement.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n8.Duration of night work\u003C\u002Fh3>\n\n\u003Cp>The normal working hours for night workers may not exceed an average of 8\nhours per working day over a period of 3 months.\u003C\u002Fp>\n\n\u003Cp>The weekly rest period of 24 hours shall not be included in the\ncalculation.\u003C\u002Fp>\n\n\u003Cp>In the case of night work of an especially hazardous nature, cf. Section 57\nof the Danish Working Environment Act, working hours may not exceed 8 hours per\n24-hour period.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n9.Health checks\u003C\u002Fh3>\n\n\u003Cp>Staff must be offered free health checks before they commence employment\nwith night work, such as it is defined in this agreement, and subsequently at\nregular intervals of less than 3 years.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Where possible, workers suffering from health problems demonstrably caused\nby night work should be transferred to daytime work.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n10.Guarantees in connection with night work\u003C\u002Fh3>\n\n\u003Cp>Covered by existing legislation.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n11.Notification in the case of regular use of night workers\u003C\u002Fh3>\n\n\u003Cp>It is recommended that preparations be made to enable the collection of\nstatistical infor-mation regarding\u003C\u002Fp>\n\n\u003Cp>•the number of night workers employed\u003C\u002Fp>\n\n\u003Cp>•the number of hours worked annually by night workers\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n12.Safety and human health protection\u003C\u002Fh3>\n\n\u003Cp>Covered by the Danish Working Environment Act and accompanying executive\norders.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n13.Pattern of work\u003C\u002Fh3>\n\n\u003Cp>Covered by the Danish Working Environment Act and accompanying executive\norders and guidelines.\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n14.Specific provisions\u003C\u002Fh3>\n\n\u003Cp>The provisions of this protocol shall not apply where other Community\ninstruments contain more specific requirements concerning certain occupations\nor occupational activities, such as the rules for driving and rest times.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nRegarding the examples in the organisation agreement:\u003C\u002Fp>\n\n\u003Cp>The examples described in the agreement are for guidance purposes only and\nshould not therefore be considered exhaustive examples in relation to the\nindividual points.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003Cbr>\nAnnex 7b Medical examination and health checks, cf. Annex 7a, subsection\n2.4.\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\nHealth checks\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nEmployees shall be offered a medical examination before acquiring the status of\nnight worker.\u003C\u002Fp>\n\n\u003Cp>The parties further concur that, pursuant to Annex 7, subsection 2.4.,\nemployees classed as night workers shall be offered health checks at regular\nintervals of no more than 2 years.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nTiming of health checks\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe parties agree that, if health checks take place outside the person’s\nworking hours, the employer will give payment to compensate for this.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nModel for implementing health checks\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe parties agree that health checks will be implemented as follows:\u003C\u002Fp>\n\n\u003Cp>1.The employee completes a questionnaire prepared by one of the parties.\u003C\u002Fp>\n\n\u003Cp>2.In addition, the employee undergoes a physical health examination.\u003C\u002Fp>\n\n\u003Cp>3.Based on the above and on dialogue with the employee, a doctor will\nprepare an overall conclusion for the employee. The doctor must be qualified in\noccupational medicine.\u003C\u002Fp>\n\n\u003Cp>4.The information that comes to light in connection with the health check is\nconfidential and belongs solely to the employee. The information may only be\ndisclosed to the em-ployer if the employee personally takes the initiative to\ndo so.\u003C\u002Fp>\n\n\u003Cp>Where possible, workers suffering from health problems demonstrably caused\nby night work should be transferred to daytime work.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nReport to the safety committee\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIt seems natural to the parties for the safety organisation at individual\ncompanies to take the initiative to verify that health checks are carried out\nin accordance with the rules.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nGlostrup, date: 10 March 2010\u003C\u002Fp>\n\n\u003Cp>The Danish Union of Electricians\u003C\u002Fp>\n\n\u003Cp>TEKNIQ\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">\nAnnex 8 Protocol on EU implementation\u003C\u002Fdiv>\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nThe parties to the collective agreement concur that the requisite\nimplementation ofthe Framework Agreement on Telework concluded by UNICE and\nETUC on 16 July 2002 has been fulfilled by DA (the Confederation of Danish\nEmployers) and LO (the Danish Confederation of Trade Unions) through the\nexisting transposition.\u003C\u002Fp>\n\n\u003Cp>The parties moreover agree that Council Directive 99\u002F70\u002FEC of 28 June 1999\nconcerning the framework agreement on fixed-term work has been adequately\nfulfilled by the agreement on implementation concluded between DA and LO on 07\nAugust 2002.\u003C\u002Fp>\n\n\u003Cp>The parties to the collective agreement agree to undertake an evaluation of\nwhether the Frame-work Agreement on Harassment and Violence at Work concluded\nbetween CEEP, BusinessEurope (formerly UNICE), EAPME and ETUC on 14 December\n2006 should be implemented in the applicable collective agreements between the\nparties. In this connection, the parties agree to reach a decision no later\nthan 1 January 2009 on whether they will undertake such an implementation.\u003C\u002Fp>\n\n\u003Cp>It has similarly been agreed to assess whether the Framework Agreement on\nGuidelines for Workers’ Health Protection through the Good Handling and Use\nof Crystalline Silica, concluded between CEEMET and EMF on 25 April 2006,\nshould be implemented in the applicable collective agreements between the\nparties. In this connection, the parties agree to reach a decision no later\nthan 1 January 2009 on whether they will undertake such an implementation.\u003C\u002Fp>\n\n\u003Cp>The parties have moreover agreed that the requisite implementation of\nCouncil Directive no. 88 of 04 November 2003 concerning certain aspects of the\norganisation of working time has been implemented in the Framework Agreement\nfor Offshore Work on Mobile and Stationary Platforms.\u003C\u002Fp>\n\n\u003Cp>Finally, the parties agree that no further implementation is required of the\nCouncil Directive con-cerning the Framework Agreement on part-time work and the\nrelated secondary legislation, inas-much as the Electricians’ Collective\nAgreement encompasses the possibility of part-time employ-ment, and part-time\nemployees are not subject to discriminatory treatment in relation to full-time\nemployees.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nGlostrup, 02 March 2007\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTEKNIQ\u003C\u002Fp>\n\n\u003Cp>The Danish Union of Electricians\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003Cbr>\nAnnex 8a Protocol on committee work relating to pensions for employees seconded\nabroad\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nThe Parties agree that a working group will be set up to examine the impact on\nthe provisions on pension contributions in the collective agreement of\nDirective 98\u002F49\u002FEC on safeguarding the sup-plementary pension rights of\nemployed and self-employed persons moving within the Community in relation to\ndouble payment of pensions.\u003C\u002Fp>\n\n\u003Cp>Discussions will conclude in June 2015.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nGlostrup, date: 3 March 2014\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTEKNIQ\u003C\u002Fp>\n\n\u003Cp>The Danish Union of Electricians\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nAnnex 9 Forms for use with piecework in accordance with Sections 12.1 and\n12.2\u003C\u002Fh2>\n\n\u003Cp>[...]\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nAnnex 9a Protocol on productivity and co-operation in construction\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nThe organisations agree that possibilities exist for optimising the building\nprocesses and co-operation in the construction industry, and thereby achieve\nbenefits for all the parties involved in construction.\u003C\u002Fp>\n\n\u003Cp>Electrical installations play an increasingly important role in modern\nconstruction, and the organisations agree that in the coming collective\nagreement period, further work shall be performed to develop the industry’s\ncontribution towards an optimisation of the construction process and a\nstrengthening of productivity.\u003C\u002Fp>\n\n\u003Cp>In this connection, the organisations will focus on the necessary training\nat all levels and the development of pay systems, and on developing\nco-operation with the other parties in the construction industry. These\ninitiatives are intended to promote the creation of value in the construction\nprocess, and improve earnings for both the installation companies and the\nelectricians. Immediately following the collective agreement negotiations, the\norganisations shall set out a plan for the future work in this area.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nGlostrup, 06 February 2004\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTEKNIQ\u003C\u002Fp>\n\n\u003Cp>The Danish Union of Electricians\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nAnnex 9b Obsolete piecework provisions, etc.\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nThe provisions in Sections 11, 12 and 12a that applied to the Electricians'\nCollective Agreement 2014 shall be deleted, although these shall continue to\napply to existing piecework undertaken on the basis of projects that may have\nbeen calculated in accordance with the National Schedule of Wages for\nInstallation Work. For that reason, the obsolete provisions are reproduced\nbelow:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSection 11 Productivity-enhancing pay system\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.\u003C\u002Fp>\n\n\u003Cp>The organisations agree that all work should be carried out and paid for as\npiecework according to the schedules of wages, or in accordance with the\nagreement on “mixed piecework”, or another form of piece work agreement in\naccordance with Sections 12 and 12a, or via a productivity-en-hancing pay\nsystem in accordance with this Section. Where this is not possible, reference\nis made to the provisions laid down in Section 9.2 and 9.3. These provisions\nremain applicable until the Na-tional Schedule of Wages for Installation Work\nis phased out; cf. Annex 9 a.\u003C\u002Fp>\n\n\u003Cp>2.\u003C\u002Fp>\n\n\u003Cp>In the event that local agreement exists to develop and utilise a\nproductivity-enhancing pay system at a company, or for groups within a company,\nthere may not be concomitant use of piecework in accordance with the schedules\nof wages once the new pay system has been introduced, or where there is\nagreement to test such a system for a particular period of time. Sections 12\nand 12a of the Electricians’ Collective Agreement, and the National Schedule\nof Wages for Installation Work , shall not apply to such pay systems unless\notherwise agreed.\u003C\u002Fp>\n\n\u003Cp>3.\u003C\u002Fp>\n\n\u003Cp>It is recommended that such pay systems should be based on open and\ntransparent principles. A pay system should be simple to introduce, easy to\nadminister and easily adapted to altered condi-tions, and should encompass\nrules for giving notice, cf. Section 5 of the Electricians’ Collective\nAgreement.\u003C\u002Fp>\n\n\u003Cp>4.\u003C\u002Fp>\n\n\u003Cp>Position assessment, personal qualifications, training, result-based pay,\nbonuses, project pay, etc., are elements that may be included in a pay\nsystem.\u003C\u002Fp>\n\n\u003Cp>5.\u003C\u002Fp>\n\n\u003Cp>Payment via such pay systems may be altered once per collective agreement\nyear at most. This provision does not cover existing local wage agreements for\ndefined projects, which by their nature cannot be terminated or cease before\nthe work is completed.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nComment:\u003C\u002Fp>\n\n\u003Cp>The provisions of this Section are replaced by the EBA provisions in Annex\n9b when EBA takes effect – see Annex 9.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThis provision can however be used to complete existing projects as well as\nprojects calculated in accordance with the National Schedule of Wages for\nInstallation Work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSection 12 Piecework\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nGeneral information\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.\u003C\u002Fp>\n\n\u003Cp>The provisions laid down in Sections 12 and 12a shall apply to work carried\nout and paid for as piecework in accordance with the schedules of wages, or via\nan agreement on “mixed piecework” or other form of piecework agreement.\u003C\u002Fp>\n\n\u003Cp>2.\u003C\u002Fp>\n\n\u003Cp>At the commencement of all piecework, piecework contracts shall be issued\nspecifying the type and extent of the work, etc., using the form compiled by\nTEKNIQ and the Danish Union of Electricians. The piecework contract shall be\nprovided in two copies, both of which shall be signed by the employer or his\nrepresentative and the pieceworker. The piecework contracts shall be supplied\nby the company.\u003C\u002Fp>\n\n\u003Cp>3.\u003C\u002Fp>\n\n\u003Cp>In all piecework, the pieceworker (the signatory of the piecework contract)\nshall be responsible for ensuring that the work is carried out in accordance\nwith the drawings and descriptions, as well as other instructions – which\nshould as far as possible be given in writing – for the relevant work.\u003C\u002Fp>\n\n\u003Cp>4.\u003C\u002Fp>\n\n\u003Cp>The adopted National Schedule of Wages for Installation Work is applicable\nto work carried out for members of TEKNIQ Arbejdsgiverne, and both parties\ncommit themselves to observing this. The National Schedule of Wages shall run\nin parallel with the collective agreement, and shall terminate at the same time\nas the collective agreement.\u003C\u002Fp>\n\n\u003Cp>5.\u003C\u002Fp>\n\n\u003Cp>Similarly, the adopted Schedule of Wages for Overhead Cable Work shall run\nparallel to the collective agreement and shall terminate at the same time.\u003C\u002Fp>\n\n\u003Cp>6.\u003C\u002Fp>\n\n\u003Cp>In the case of work which is not included in the schedules of wages adopted\nby the organisations, the piecework rates shall be agreed through free\nnegotiation between the employer or his representative and the electrician or\nelectricians who are offered the work in question, without interference from\nthe organisations or their members and taking due account of the General\nRegulations of the schedules of wages. In the case of new materials or new\nconstruction methods, the problems shall be referred to the trade’s price\nlist committee, in accordance with the provisions laid down in the General\nRegulations of the National Schedules of Wages – Negotiation Rules.\u003C\u002Fp>\n\n\u003Cp>7.\u003C\u002Fp>\n\n\u003Cp>If questions arise regarding additions to or changes in piecework rates or\nthe schedules of wages originally established by negotiation between the\norganisations, the matter shall be referred to the organisations.\u003C\u002Fp>\n\n\u003Cp>8.\u003C\u002Fp>\n\n\u003Cp>For piecework, each electrician shall receive his normal hourly pay, paid in\nadvance (for overtime, see Section 13.4).\u003C\u002Fp>\n\n\u003Cp>9.\u003C\u002Fp>\n\n\u003Cp>In the case of large piecework contracts, the electrician shall be entitled\nafter 6 weeks of work to demand a further advance payment, provided that the\nemployer and the electrician agree that the piecework carried out can support a\nfurther advance payment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.\u003C\u002Fp>\n\n\u003Cp>If time is wasted for the electrician, inevitably and through no fault of\nthe electrician’s own, through the late delivery of materials which were\nrequisitioned by the electrician in writing and at least 24 hours in advance,\nthe electrician shall be reimbursed at the applicable hourly pay of the\nelectrician in question, provided that the late delivery has verifiably delayed\nthe implementation of the work and that the electrician has not been assigned\nother work in the interim.\u003C\u002Fp>\n\n\u003Cp>11.\u003C\u002Fp>\n\n\u003Cp>The time wasted for the electrician by being required to wait for punctually\nrequisitioned materials, or orders from the senior fitter or another\nrepresentative of the employer, shall be reimbursed at the applicable hourly\npay of the electrician in question, provided that other work has not been\navailable at the same workplace which could have been carried out in the\ninterim.\u003C\u002Fp>\n\n\u003Cp>12.\u003C\u002Fp>\n\n\u003Cp>The time spent by the electrician transferring from one building to another\nduring normal working hours shall be remunerated at the applicable hourly pay\nfor the electrician in question, unless agreement has been reached on another\npayment.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n13.Piecework measurement and objections\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe piecework contract shall specify how the piecework is to be measured.\u003C\u002Fp>\n\n\u003Cp>If the piecework is to be measured with the employer or his representative,\nthis shall occur at the same time as the conclusion of the piecework; however,\nthe electrician shall provide at least 1 week’s notice of this. If, despite\nthe issuing of notice, measurement is not done during the specified period, the\nelectrician is entitled to obtain payment at the hourly pay for the\nmeasurement.\u003C\u002Fp>\n\n\u003Cp>14.\u003C\u002Fp>\n\n\u003Cp>The pieceworker shall be provided with a copy of the measurement.\u003C\u002Fp>\n\n\u003Cp>15.\u003C\u002Fp>\n\n\u003Cp>When measurement is not done with the employer or his representative, the\npiecework measurement shall be submitted to the employer no more than fifteen\nworking days following the conclusion of the relevant piecework, unless\notherwise agreed in each individual instance.\u003C\u002Fp>\n\n\u003Cp>Agreements for deadlines longer than 15 working days shall be drawn up in\nwriting and signed by the company and the pieceworker. If the deadlines –\neither 15 working days or another time limit agreed in writing – are not\nadhered to, the company is entitled to demand that the matter be submitted to\nindustrial arbitration, with a mediation meeting held no later than the 3rd\nworking day after receipt of the mediation request by the Danish Union of\nElectricians.\u003C\u002Fp>\n\n\u003Cp>If the conclusion of the industrial arbitration is that the pieceworker has\nbeen responsible for failing to meet the appointed deadline, he may be required\nto partially or wholly reimburse the company’s expenses for the measurement\nwork.\u003C\u002Fp>\n\n\u003Cp>16.\u003C\u002Fp>\n\n\u003Cp>In the measurement of piecework covered by the National Schedule of Wages\nfor Installation Work, both employers and electricians who feel they lack\nsufficient familiarity with the schedule of wages may demand that the\nmeasurement be undertaken with the assistance of experienced persons.\u003C\u002Fp>\n\n\u003Cp>17.\u003C\u002Fp>\n\n\u003Cp>In the measurement of work in which one party has requested assistance, the\ncounterparty or his representative is entitled to be present.\u003C\u002Fp>\n\n\u003Cp>18.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Payment for assistance requested by one of the parties shall not be the\nconcern of the counter-party.\u003C\u002Fp>\n\n\u003Cp>19.\u003C\u002Fp>\n\n\u003Cp>Negotiations on measurement shall occur directly between the company and the\nrelevant electri-cian or electricians who carried out the piecework, and\nneither of the parties shall be obliged to negotiate with the other party’s\nadvisor, who shall only be present to provide assistance for the party who has\ncontacted him.\u003C\u002Fp>\n\n\u003Cp>20.\u003C\u002Fp>\n\n\u003Cp>When the work has been measured and accepted, any difference shall as far as\npossible be settled on the following payday, but no later than the 15th working\nday after the electrician has submitted the measurement, unless otherwise\nagreed in the specific instance.\u003C\u002Fp>\n\n\u003Cp>Agreements for deadlines longer than 15 working days shall, at the\ninstigation of the employer, be drawn up in writing and signed by the company\nand the pieceworker.\u003C\u002Fp>\n\n\u003Cp>In the event of difficulties in complying with this time limit due to\nunforeseen events, there will be an opportunity to obtain a further deadline\nwith the organisations’ participation.\u003C\u002Fp>\n\n\u003Cp>If doubt arises concerning the correctness of one or more points in the\nmeasurement, settlement shall however take place in accordance with the above\nfor that part of the work for which there is agreement. When several\nindividuals take part in the piecework, they shall be given the opportunity to\nfamiliarise themselves with the measurement and any corrections undertaken.\u003C\u002Fp>\n\n\u003Cp>In the event that the above rules for payment and any objections to\nindividual points fail to be observed, the company’s right to object shall\ncease, and payment shall take place in accordance with the measurement\nsubmitted by the pieceworker.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nComment:\u003C\u002Fp>\n\n\u003Cp>The provisions of this Section are replaced by the EBA provisions in Annex\n9b when EBA takes effect – see Annex 9.\u003C\u002Fp>\n\n\u003Cp>This provision can however be used to complete existing projects as well as\nprojects calculated in accordance with the National Schedule of Wages for\nInstallation Work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nSection 12a Termination of work contract during piecework\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n1.\u003C\u002Fp>\n\n\u003Cp>As far as possible, staffing for piecework should be agreed between the\ncompany and the piece-worker with a view to achieving appropriate and effective\nstaffing levels. In the event of any dis-pute, the employer may increase or\nreduce the number of piecework participants where there are objective reasons\nfor doing so. If the pieceworker finds the level of staffing unreasonable, the\nmatter can be dealt with by industrial arbitration at a mediation meeting to be\nheld no later than the 3rd working day after TEKNIQ Arbejdsgiverne receives the\nrequest for mediation.\u003C\u002Fp>\n\n\u003Cp>2.\u003C\u002Fp>\n\n\u003Cp>The pieceworker cannot be dismissed unless this is required by unforeseen\ncircumstances. Unforeseen circumstances may for example include the\ncancellation of the work or its delay for a long period of time, or a work\nstoppage approved by the organisations.\u003C\u002Fp>\n\n\u003Cp>In the case of cancellation of the work, the work carried out shall be\nmeasured up, and any bonus paid out in accordance with the number of hours of\nwork spent on the piecework.\u003C\u002Fp>\n\n\u003Cp>In the case of delay of the work, it shall be agreed in each individual\ninstance whether the work carried out is to be measured and any bonus paid\nout.\u003C\u002Fp>\n\n\u003Cp>Such delays must not exceed 14 days, unless otherwise agreed in writing.\nEach of the parties shall have the right to object if the work is delayed for a\nlonger period than agreed.\u003C\u002Fp>\n\n\u003Cp>Measurement is not usually carried out in the case of organisation-approved\nwork stoppages, as it is assumed that the work will continue once the conflict\nhas been resolved.\u003C\u002Fp>\n\n\u003Cp>3.\u003C\u002Fp>\n\n\u003Cp>In the case of wrongful dismissal, the pieceworker is entitled to that part\nof the piecework sum to which he is entitled in relation to the number of hours\nhe has worked. He shall also be entitled to payment of an amount corresponding\nto the entire remaining part of the piecework at the time of dismissal –\nhowever, not exceeding 1 month’s earnings on the piecework in question.\u003C\u002Fp>\n\n\u003Cp>4.\u003C\u002Fp>\n\n\u003Cp>The pieceworker may not abandon his work before it is completed unless by\nprior previous agreement with the employer or his representative, unless forced\nto do so by unforeseen circumstances. Unforeseen circumstances may for example\ninclude illness, military service or a work stoppage approved by the\norganisations.\u003C\u002Fp>\n\n\u003Cp>5.\u003C\u002Fp>\n\n\u003Cp>If the pieceworker leaves the piecework without due cause, he or she shall\nforfeit the right to the remaining wages, however not exceeding 9 days, and the\nshare of the bonus from the piecework not yet concluded*); however, the total\nof this forfeiture shall not exceed an amount corresponding to one month’s\nearnings on the relevant piecework.\u003C\u002Fp>\n\n\u003Cp>6.\u003C\u002Fp>\n\n\u003Cp>If the pieceworker abandons the piecework by arrangement with the employer\nor his representative, he shall retain the right to a share of the bonus in\nrelation to the number of hours he has worked. The bonus shall however not be\npaid out until the work is concluded and measurements calculated. This shall\nalso apply to any other piecework in which the individual has participated.\u003C\u002Fp>\n\n\u003Cp>The person concerned is entitled to advance payment on a par with the other\npiecework partici-pants, in proportion to the number of hours he has worked.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>7.Other pieceworker participants\u003C\u002Fp>\n\n\u003Cp>When a piecework participant is transferred by the employer or his\nrepresentative to other work, or is dismissed due to a lack of work or other\nunforeseen circumstances, he shall retain the right to a share in the bonus\npaid out in proportion to the number of hours he has worked, though not until\nthe work in question has been concluded and measurements calculated.\u003C\u002Fp>\n\n\u003Cp>8.\u003C\u002Fp>\n\n\u003Cp>If a piecework participant abandons the work without due cause and without\nprior agreement, or without giving at least 14 days’ written notice, he shall\nforfeit his right to the remaining wages, though no more than for nine days, as\nwell as the share in the bonus arising from the piecework not yet concluded*);\nhowever, the total shall not exceed an amount corresponding to one month’s\nearnings on the work in question. The share in the bonus shall be payable to\nthe other piecework participants.\u003C\u002Fp>\n\n\u003Cp>\u003Csub>*) Concluded piecework is defined as piecework for which measurement\nhas been submitted to the company in a timely manner.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>Note: In relation to the provisions laid down in Section 12a, it is\nnoted that if an electrician wishes to abandon his piecework due to an offer of\npermanent employment or the like, the employer should not decline to reach\nagreement with the electrician concerning the right to retain a share in the\nbonus\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nComment:\u003C\u002Fp>\n\n\u003Cp>The provisions of this Section are replaced by the EBA provisions in Annex\n9b when EBA takes effect – see Annex 9.\u003C\u002Fp>\n\n\u003Cp>This provision can however be used to complete existing projects as well as\nprojects calculated in accordance with the National Schedule of Wages for\nInstallation Work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nAnnex 9c Committee work relating to productivity development with a focus on\nthe Piecework system for the electrical industry (EBA)\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nUpon the introduction of EBA, the parties to the collective agreement reached\nconsensus that the system was intended to promote workplace cooperation and to\nensure continuing productivity development.\u003C\u002Fp>\n\n\u003Cp>To ensure there is mutual trust in EBA, a working group is appointed to\nfollow up during the collective agreement period on the initial joint\nawareness-raising originally undertaken. The basis for this can be a\nproductivity report prepared for the parties in 2017, with a particular focus\non the following points:\u003C\u002Fp>\n\n\u003Cp>1.planning of the contract works\u003C\u002Fp>\n\n\u003Cp>2.entering into a piecework agreement or local agreements\u003C\u002Fp>\n\n\u003Cp>3.communication and management\u003C\u002Fp>\n\n\u003Cp>4.collaboration\u003C\u002Fp>\n\n\u003Cp>5.joint training\u003C\u002Fp>\n\n\u003Cp>In order to promote common understanding of the digital tools used in the\nconstruction process, courses can be developed on the use and functionality of\n3-D drawing tools (BIM\u002FVDC) to ensure that there is no resultant unintended\nnegative impact on productivity.\u003C\u002Fp>\n\n\u003Cp>Furthermore, a training course can be offered to pieceworkers and project\nmanagers based on the Technical contract works and project management module in\nthe basic training programme.\u003C\u002Fp>\n\n\u003Cp>Finally, general and company-specific courses can be offered covering all 5\npoints. The courses can be offered as joint courses and as courses designed for\nproject managers and pieceworkers\u002Fline managers respectively.\u003C\u002Fp>\n\n\u003Cp>Courses can be developed, for example, based on the Technical contract works\nand project man-agement module in the basic training programme module.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nGlostrup, 7 March 2020\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe Danish Union of Electricians\u003C\u002Fp>\n\n\u003Cp>TEKNIQ Arbejdsgiverne\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nAnnex 9d Follow-up on EBA functionality\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nBased on discussions between the parties to the collective agreement up to the\nrenewal of the collective agreement in 2020, there is consensus that, during\nthe agreement period, monitoring is required to see whether income development\nin the piecework system matches general wage in-creases.\u003C\u002Fp>\n\n\u003Cp>If it emerges that piecework income is not in line with general pay\ndevelopment, and this cannot be explained by other developments in productivity\nor other specific reasons related to the piecework system, it is important to\nexamine whether there are errors or anything inappropriate in the system\ncausing abnormal pay development.\u003C\u002Fp>\n\n\u003Cp>If errors or anything inappropriate emerge, negotiations must be initiated\nto remedy this.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nGlostrup, 7 March 2020\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe Danish Union of Electricians\u003C\u002Fp>\n\n\u003Cp>TEKNIQ Arbejdsgiverne\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003Cbr>\nAnnex 10 Protocol on further overtime without compensatory time off\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n1.The parties agree that in the coming collective agreement period 1993–1995,\na committee shall be established to investigate the possible need for greater\nflexibility in the determina-tion of working time with respect to time off\ngranted as compensation for overtime.\u003C\u002Fp>\n\n\u003Cp>2.Until agreement has been achieved, overtime originating from unforeseeable\nnatural causes such as lightning strikes or gales, as well as serious damages\nto the electricity supply due to fire, explosion or traffic accidents, shall be\nexempted from time off for up to 6 hours in 2 consecutive wage periods.\u003C\u002Fp>\n\n\u003Cp>3.The overtime may only include the temporary rectification of damages.\u003C\u002Fp>\n\n\u003Cp>4.The employer shall state the number of overtime hours, in accordance with\nthe above, on pay slips, or if this is not possible, in writing on an ongoing\nbasis.\u003C\u002Fp>\n\n\u003Cp>5.There was moreover agreement that disputes arising in connection with the\nprovisions on compensatory time off for overtime, in accordance with the above,\nshall in the first instance be subject to industrial proceedings in accordance\nwith Section 20 of the Electricians’ Collective Agreement. The provision in\nsubsection 1(3) on local records, etc., shall not apply.\u003C\u002Fp>\n\n\u003Cp>6.The provision in subsection 5 shall cease as of 1 March 1995.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nCopenhagen, 28 February 1993\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe Danish Union of Electricians\u003C\u002Fp>\n\n\u003Cp>ELFO Danish Electrical Contractors’ Association ELFO\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nAnnex 11Protocol on the Electrical Industry Skills Development Fund\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nThe parties to the collective agreement concur that companies and employees\nalike have an obli-gation to provide for continuing skills development. This\nmeans that companies should offer em-ployees the necessary training\nopportunities, and employees should undertake the necessary training. Companies\nand their employees are therefore encouraged to undertake planning for training\nand skills development.\u003C\u002Fp>\n\n\u003Cp>To facilitate opportunities to meet these obligations, an Electrical\nIndustry Skills Development Fund.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nPurpose\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe Electrical Industry Skills Development Fund has been set up to ensure the\ndevelopment of employee skills with a view to preserving and enhancing the\ndevelopment potential of the companies in a technological world. The Fund is\nalso intended to support the development of employee skills in order to\npreserve and strengthen employment opportunities.\u003C\u002Fp>\n\n\u003Cp>This could, for example, be ensured through support for basic or advanced\ntraining courses, general or specialised advanced in-service training as well\nas on participating in skills assessment by the public authorities or relevant\nprivate bodies.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nThe Electrical Industry Skills Development Fund\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe parties to the collective agreement shall establish co-ownership to\nadminister the Fund’s contributions. The further guidelines for this work\nshall be set out in articles of association which the parties shall jointly\ncompile by 1 October 2007.\u003C\u002Fp>\n\n\u003Cp>The parties shall be equally represented on the Fund’s board. The post of\nchairperson of the Fund Board shall be alternately held by a representative\nfrom the wage earners’ and the employers’ side, respectively, for a period\nof office of 2 years at a time. The post of vice-chairperson shall be filled in\na corresponding manner. The employees’ side shall occupy the post of\nchairperson for the first two- year period, and the employers’ side shall\noccupy the post of vice-chairperson for the same period.\u003C\u002Fp>\n\n\u003Cp>The Fund’s board shall determine the courses for which grants may be\nsought, and the application procedures.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe parties agree that partial funding may be provided for:\u003C\u002Fp>\n\n\u003Cp>-Courses of training chosen by the employee which are relevant to the\nindustry, with “the industry” defined in a broad sense. Grants may be\nprovided for external expenses in connection with training (course fees, course\nmaterials and possible transport expenses, etc.) as well as grants to partially\noffset the employee’s loss of income in attending such training. Wage\nsubsidies, including possible public compensation for loss of pay, may at most\namount to 85% of the individual employee’s normal hourly wage.\u003C\u002Fp>\n\n\u003Cp>-The companies’ expenses for the training of staff covered by collective\nagreements, when this follows from planning for training and skills\ndevelopment.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe foundation board shall determine the scope of such support and its\ndistribution between selfselected courses of training and planned training by\nthe company.\u003C\u002Fp>\n\n\u003Cp>The parties agree that the Fund shall be administered by EVU – the\nTraining Secretariat of the Electrical Industry.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nPayment to the Fund\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAs of 1 April 2008, the companies shall pay an annual sum of DKK 260 per\nemployee covered by the collective agreement. The sum will be adjusted on 1\nApril 2009 to DKK 520 per employee. No fee shall be charged for apprentices.\nThe support can be provided from 1 January 2009 at the earliest.\u003C\u002Fp>\n\n\u003Cp>Billing of the fees shall be undertaken by TEKNIQ Arbejdsgiverne, which may\ncharge the fee as a percentage of the wage sum, such that the total proceeds\ncorrespond to the above-mentioned amount, per employee covered by the\ncollective agreement. In the case of employees covered by admission agreements,\nthe fees will be charged by the Union.\u003C\u002Fp>\n\n\u003Cp>This protocol shall be incorporated in the in-service training provisions of\nthe collective agreements.\u003C\u002Fp>\n\n\u003Cp>Collaboration shall be sought with the Skills Development Fund of the\nPlumbing and Heating Industry.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nGlostrup, 02 March 2007\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTEKNIQ\u003Cbr>\nThe Danish Union of Electricians\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>Protocol on:\u003C\u002Fh3>\n\n\u003Ch3>The Electrical Industry Skills Development Fund\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\nThe parties have discussed the activities of The Electrical Industry Skills\nDevelopment Fund. It has been agreed that, for the life of the forthcoming\ncollective agreement, the board will seek to sim-plify the applicable\nprocedures and make them easier to administer. The goal is to make better use\nof the monies in the Fund.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nGlostrup, 4 March 2012\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe Danish Union of Electricians\u003C\u002Fp>\n\n\u003Cp>TEKNIQ\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>Protocol on:\u003C\u002Fh3>\n\n\u003Ch3>Skills development fund\u002FAgreed training\u003C\u002Fh3>\n\n\u003Cp>\u003Cbr>\nThere is consensus that the Electrical Industry Skills Development Fund can\nprovide grants for agreed training for employees completing stand-alone modules\nor modules of an academic pro-gramme, cf. a particularly positive list.\u003C\u002Fp>\n\n\u003Cp>The subsidy covers 85% of gross pay, potentially with SVU offset and subsidy\nfrom the retraining fund, with 85% of tuition fees covered.\u003C\u002Fp>\n\n\u003Cp>Subsidies for stand-alone modules and modules on one of the academic\nprogrammes as established by the Board of the Electricians' Skills Development\nFund.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Grants for agreed programmes take the place of grants for self-selected\ncourses of training.\u003C\u002Fp>\n\n\u003Cp>The grant is contingent on the employee having accrued sufficient\nentitlement to self-selected courses of training at the time of applying for a\ngrant for the agreed training programme.\u003C\u002Fp>\n\n\u003Cp>Grants can be awarded for up to 2 modules per year (corresponding to a\nmaximum of 20 ECTS points).\u003C\u002Fp>\n\n\u003Cp>The purpose of an agreed programme is to give the company and the employee\nan incentive to jointly agree on the opportunity for an employee to undertake\nin-service training at academic level. The employee will thus be able to\ncomplete the entire programme in 3 years.\u003C\u002Fp>\n\n\u003Cp>The parties to the collective agreement agree that a prerequisite to the\ncontract is that the State does not reduce its funding of the adult training\nand in-service training system. Thus, it is proposed that there should be no\nreduction in access to compensation for loss of pay (SVU\u002FVEU). Conversely, the\nagreement governing agreed training lapses.\u003C\u002Fp>\n\n\u003Cp>It is further agreed that the fund’s board should continue to focus on\nmaking the application and payment process less bureaucratic at the Board of\nthe Electricians' Skills Development Fund's end, and the goal should be to ease\nthe administrative and case-processing burden involving applications to the\nFund, etc.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nGlostrup, 7 March 2020\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe Danish Union of Electricians\u003C\u002Fp>\n\n\u003Cp>TEKNIQ Arbejdsgiverne\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-green_trigger\">\nAnnex 11a – Green revolution\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nThe green revolution will imply major challenges for Danish society. The\nelectrical industry plays a central role in this development.\u003C\u002Fp>\n\n\u003Cp>Energy sources such as oil and natural gas must be replaced with green\nenergy. Energy consumption must be minimised and made more flexible. This\nrequires state-of-the-art installations. State-of- the-art technology makes it\npossible to usher in a more effective energy system in a way that addresses\nfinancial needs and the need for comfort.\u003C\u002Fp>\n\n\u003Cp>The Danish Union of Electricians and TEKNIQ Arbejdsgiverne will jointly\ncontinue policy work such that the green revolution will be about intelligent\ninstallations to ensure a flexible, energy-efficient installation with a focus\non customer needs. The greenest energy is energy that is not used; accordingly,\nthe electrical industry plays a key role in pushing this agenda.\u003C\u002Fp>\n\n\u003Cp>With the preparation of Vision 2025, both organisations painted a picture of\nthe challenges and opportunities facing the industry in the light of new\ntechnology, including computerisation.\u003C\u002Fp>\n\n\u003Cp>Both organisations seek to analyse whether this vision needs adjusting in\nthe light of the 70% target – especially with a view to answering the\nquestion of how to ensure we remain the customer’s technical partner and\ncreate an electrical industry at the cutting edge of green expertise that is\nalso an attractive industry to work in, and where we add value for the\nindustry.\u003C\u002Fp>\n\n\u003Cp>The electrical industry must therefore be ready for these tasks. This\nrequires the necessary skill-sets to be in place. Therefore, the need for\nfuture skill-sets both in training apprentices and in in-service training and\nfurther training could also be brought into the updated version for the\nelectrical industry.\u003C\u002Fp>\n\n\u003Cp>The electrical industry’s employer and wage-earner organisations will\ncontinue to strengthen their work to ensure that the industry is fit for\npurpose for tomorrow’s requirements. The organisations will furthermore use\ninformational activities to help raise awareness among companies and employees\nregarding future tasks and the skills required. The organisations will\nencourage discussion of these matters in the companies and at local\nactivities.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nGlostrup, 7 March 2020\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe Danish Union of Electricians\u003C\u002Fp>\n\n\u003Cp>TEKNIQ Arbejdsgiverne\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nAnnex 12 Protocol on unemployment rates\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nOn approximately the 20th of each month, the Danish Union of Electricians shall\nnotify TEKNIQ Arbejdsgiverne, by dated computer print-out, of the unemployment\nrate among electricians, as calculated by the electricians’ unemployment\ninsurance fund. This figure will be published in the members’ newsletter,\nElektrikeren, in the following month.\u003C\u002Fp>\n\n\u003Cp>When the unemployment rate for electricians across the whole of Denmark has\nfallen to 2% or less, the requirement to provide compensatory time off for\novertime shall cease with effect from a date 14 days earlier, i.e.\napproximately the sixth of the month.\u003C\u002Fp>\n\n\u003Cp>Overtime which entitles the employee to compensatory time off, and which is\ncarried out in ad-vance of this time, shall be taken in accordance with Section\n13, subsection 8 of the collective agreement, though in such a way that the\nstated 3-month time limit is altered to 6 months. When the aforementioned\nunemployment rate rises to 3% or more, the provisions on compensatory time off\nfor overtime shall once again come into effect, in accordance with Section 13,\nsubsection 12, starting with the 14-day wage period that commences after the\nnew unemployment rate has been communicated to TEKNIQ Arbejdsgiverne, on\napproximately the 20th of the month.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003Cbr>\nAnnex 13 Committee work relating to hiring out employees and identification of\nthe de-velopment of other ways of working\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nThe parties agree to appoint a committee which, during the agreement period,\nwill continuously discuss the market for hiring out employees and related\ntrends, and the development of other forms of working that differ from normal\nfull-time working.\u003C\u002Fp>\n\n\u003Cp>If situations arise in which one of the parties is of the view that\nemployees being hired out is an abuse of the Electricians’ Collective\nAgreement or the salaried electricians’ collective agreement, the committee\nwill convene with a view to clarifying the situation and, if possible, finding\na solution within the framework of the collective agreement.\u003C\u002Fp>\n\n\u003Cp>In relation to identifying trends in forms of working that differ from\nnormal full-time work, the parties may involve external partners if they deem\nthis necessary.\u003C\u002Fp>\n\n\u003Cp>The committee will be appointed as soon as possible after the collective\nagreement negotiations and will work through the period covered by the\ncollective agreement or until the parties resolve by consensus to conclude this\nwork.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nGlostrup, 7 March 2020\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe Danish Union of Electricians\u003C\u002Fp>\n\n\u003Cp>TEKNIQ Arbejdsgiverne\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nAnnex 14 Protocol on the payment of bonus from the public holidays account\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nThe Electricians’ Collective Agreement requires such bonuses to be calculated\nand paid together with the final wage payment in the calendar year. In some pay\nsystems it is impossible to calculate the total remaining amount, as the\ncalculation of public holiday payments for the wage period which forms the\nbasis for the final wage payment in the calendar year cannot automatically be\naugmented with the public holiday payments for the next wage period after the\nend of the year. As a result, there will be a balance due from the last wage\nperiod.\u003C\u002Fp>\n\n\u003Cp>It has therefore been agreed between the parties that the following methods\nof calculation shall be accepted for the payment of profits from the public\nholidays account:\u003C\u002Fp>\n\n\u003Cp>After the final payroll of the calendar year, the public holiday balance\nwill be calculated and taxed,\u003C\u002Fp>\n\n\u003Cp>0. The total taxed public holiday payments shall be paid out at the next\nwage payment in the New Year. This will ensure that the taxation of total\npublic holiday payments occurs in the calendar year, while the actual payment\noccurs in the New Year.\u003C\u002Fp>\n\n\u003Cp>The amount calculated in the public holidays account shall be authorised by\ncoding in the final wage period of the calendar year, with the possible\naddition of estimated residual savings in respect of the coded-in wage period.\nThis shall ensure that the majority of the earned compensation for public\nholidays is taxed in the qualifying year. Any remaining balance shall be\ntransferred to the following year’s total.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nGlostrup, 06 February 2004\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTEKNIQ\u003C\u002Fp>\n\n\u003Cp>The Danish Union of Electricians\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nAnnex 15 Protocol on dates of entry into force\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nAlterations in rates shall apply from the beginning of the wage period in which\nthe agreed date of entry into force falls.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nGlostrup, date: 4 March 2012\u003C\u002Fp>\n\n\u003Cp>TEKNIQ\u003C\u002Fp>\n\n\u003Cp>The Danish Union of Electricians\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nAnnex 16 Protocol on the prerequisites of the parties to the collective\nagreement for the renewal of the 2004 agreement\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nThe parties agree that in the event that future legislation intervenes in the\nparties’ provisions and thereby associated rights, it shall be the duty of\nthe parties to positively participate in restoring the original agreement,\ninsofar as this is technically and legally possible.\u003C\u002Fp>\n\n\u003Cp>The parties agree to convene if legislation is introduced concerning the\nemployer’s expenses in connection with maternity leave, including a central\nmaternity leave fund or other central equali-sation schemes.\u003C\u002Fp>\n\n\u003Cp>If the parties cannot in this situation agree on other solutions, they agree\nthat the provisions of the collective agreement on maternity leave shall be\nsuspended.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nGlostrup, 06 February 2004\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTEKNIQ\u003C\u002Fp>\n\n\u003Cp>The Danish Union of Electricians\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nAnnex 17 Protocol relating to the trade union representatives\u002Fshop stewards and\nlocal collaboration in TEKNIQ's companies\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nGood cooperation between the management and employees in the companies is an\nessential prerequisite for the companies’ productivity and competitiveness\nand for employees’ well-being and development opportunities.\u003C\u002Fp>\n\n\u003Cp>The Danish model is built both upon a professional and constructive\npartnership between the parties to the collective agreement, and upon\nwell-functioning local teamwork between managers and trade union\nrepresentatives\u002Fshop stewards. The basis for success is often decentralised\nagreements and a cooperation process characterised by mutual respect and\ntrust.\u003C\u002Fp>\n\n\u003Cp>The parties agree to carry out a joint project to strengthen the function of\nthe trade union repre- sentative\u002Fshop steward, and hence local cooperation. The\nparties will carry out this project jointly.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nCommon activities for newly-elected trade union representatives\u002Fshop\nstewards\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nConsequently, future newly-elected trade union representatives\u002Fshop stewards\nwill be offered one of the training and cooperation programmes, lasting twice 2\ndays, which have been developed by the parties to the collective agreement. The\ntrade union representative\u002Fshop steward is entitled to participate in such a\ncourse within the first 18 months of his or her term of office.\u003C\u002Fp>\n\n\u003Cp>The trade union representative’s\u002F shop steward’s participation in the\ncourse will be financed by the Training and Co-operation Fund.\u003C\u002Fp>\n\n\u003Cp>The training and co-operation course will include subjects that can\nstrengthen the trade union rep¬resentative’s knowledge of the company’s\ndevelopmental, production-related, financial and com¬petitive conditions, and\nunderstanding of the importance of a good psychological working environ¬ment\nand a high mutual level of information between the local parties.\u003C\u002Fp>\n\n\u003Cp>Furthermore, the trade union representatives\u002Fshop stewards will be informed\nabout the scope for local dialogue regarding in-service training and continuing\nprofessional development.\u003C\u002Fp>\n\n\u003Cp>The parties agree that the specific content and execution of the programme\nwill be determined jointly. A working group will therefore be established to\ncompile a complete programme for the joint activity by 1 January 2008.\u003C\u002Fp>\n\n\u003Cp>The parties agree that the future secretariat services for the initiated\nactivities can be in the auspices of EVU or as otherwise chosen by the\nparties.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nCommon efforts to ensure the election of a trade union representative\u002Fshop\nsteward where none presently exists\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nJoint efforts are moreover to be initiated to elect trade union\nrepresentatives\u002Fshop stewards in companies where no trade union\nrepresentative\u002Fshop steward has yet been elected.\u003C\u002Fp>\n\n\u003Cp>These efforts must clarify the advantages inherent in a structured, ongoing\nlocal partnership be-tween an elected trade union representative\u002Fshop steward\nand the company’s management.\u003C\u002Fp>\n\n\u003Cp>The parties agree that the further content and procedure of these efforts\nshall be determined by 1 January 2008 by a working group set up by the parties\nto the collective agreement.\u003C\u002Fp>\n\n\u003Cp>The joint effort is to be overseen by a body elected or established by one\nof the parties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nRemuneration of elected trade union representatives\u002Fshop stewards\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe parties agree that trade union representatives\u002Fshop stewards elected under\nthe Electricians’ Collective Agreement are entitled to an annual fee,\none-quarter of which is to be paid out each financial quarter. The fee is to be\npaid as compensation for the trade union representative’s\u002Fshop steward’s\nperformance of his or her tasks outside the trade union representative’s\u002Fshop\nsteward’s working hours.\u003C\u002Fp>\n\n\u003Cp>The remuneration is not pensionable or holiday eligible.\u003C\u002Fp>\n\n\u003Cp>The group entitled to vote in the election of a trade union\nrepresentative\u002Fshop steward is to be determined by the end of August 2007.\u003C\u002Fp>\n\n\u003Cp>Afterwards, the group entitled to vote will be decided in connection with\nre-election or new-elec- tion of a trade union representative\u002Fshop steward, and\nsubsequently the election will be held each year on 15 February at the latest.\nWhen a person ceases to be a trade union representative\u002Fshop steward, payment\nof the trade union representative fee to that person will stop.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nThe amount of the trade union representative’s fee shall be as follows:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\ntrade union representatives representing groups of up to and including 49\npersons shall from the 2nd quarter of 2017 receive an annual fee of DKK\n9,000.\u003C\u002Fp>\n\n\u003Cp>trade union representatives representing groups of between 50 and 99 persons\nshall from the 2nd quarter of 2017 receive an annual fee of DKK 16,500.\u003C\u002Fp>\n\n\u003Cp>trade union representatives representing groups of 100 persons or more shall\nfrom the 2nd quarter of 2017 receive an annual fee of DKK 33,000.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nFor joint trade union representatives, the size of the group is calculated as\nthe sum of all those represented.\u003C\u002Fp>\n\n\u003Cp>If an agreement on trade union representative remuneration\u002Ffees has already\nbeen concluded, this shall be offset in the above fee.\u003C\u002Fp>\n\n\u003Cp>Elinstallationsbranchens Uddannelsesfond (The Electrical Installation\nIndustry’s Training Fund) shall alter its name to Elinstallationsbranchens\nUddannelses- og Samarbejdsfond (The Electrical Installation Industry’s\nTraining and Co-operation Fund), and from 1 October 2007 it shall finance the\nabovementioned activities and fees, in addition to its former activities.\u003C\u002Fp>\n\n\u003Cp>As a consequence of this, it has been agreed that the contribution to the\nFund per completed working hour shall be increased to DKK 0.30 as of 1 July\n2007. The Fund’s board shall be empowered to regulate this contribution as of\n1 January 2009, to the extent that new tasks for the Fund necessitate this.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nGlostrup, 02 March 2007\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTEKNIQ\u003C\u002Fp>\n\n\u003Cp>The Danish Union of Electricians\u003C\u002Fp>\n\n\u003Cp>\u003Csub>\u003Cbr>\nNote: Change in contributions to the Electrical Installation Industry’s\nTraining and Co-operation Fund: see Annex 21.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nAnnex 18 Agreement on holiday transfer\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>[...]\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nAnnex 19 Protocol on preliminary training for apprentice electricians\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nPurpose\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe organisations agree to establish a scheme whereby companies and young\npeople may enter into preliminary training agreements. The purpose of this\nscheme is\u003C\u002Fp>\n\n\u003Cp>•to give young people under the age of 18 a chance to test their interest\nand skill in the industry,\u003C\u002Fp>\n\n\u003Cp>•to give young people and companies better possibilities to test their\nmutual co-opera-tion,\u003C\u002Fp>\n\n\u003Cp>•to provide young people with a gradual transition to working life,\u003C\u002Fp>\n\n\u003Cp>•to reduce the drop-out rate in the actual training period, and\u003C\u002Fp>\n\n\u003Cp>•to create more training places in the companies for young people aged\nunder 18.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nFramework for the agreement\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe preliminary training agreement may be entered into by companies approved by\nthe profes-sional committee for the electrical industry to employ apprentices,\nand by young people who are not yet 18 years of age at the time of entering\ninto the agreement. The preliminary training agreement is entered into with the\nintention that the young people shall subsequently enter a normal training\ncontract.\u003C\u002Fp>\n\n\u003Cp>The young people shall be covered by the apprenticeship provisions in the\ncurrent collective agreement between TEKNIQ and the Danish Union of\nElectricians, with the exception of Sections 17.9 (Holidays) and 17.12\n(Disputes).¬ment between TEKNIQ and the Danish Union of Electricians, with the\nexception of Sections 17.9 (Holidays) and 17.12 (Disputes).\u003C\u002Fp>\n\n\u003Cp>Holidays shall conform to the rules of the Danish Holidays with Pay Act.\u003C\u002Fp>\n\n\u003Cp>The young people shall take part in the company’s normal production under\nthe same conditions as apply to the industry’s apprentices.\u003C\u002Fp>\n\n\u003Cp>The hourly rate during preliminary training shall accord with that of young\nworkers and is set out in Section 17.5.\u003C\u002Fp>\n\n\u003Cp>Preliminary training shall have a maximum length of 6 months, but may be\nshorter, if the company and the apprentice so wish.\u003C\u002Fp>\n\n\u003Cp>The agreement may be terminated at any time by either party without the need\nto provide justification. After 3 months’ employment, there shall be a period\nof notice of 5 days, although not at the expiry of the agreement.\u003C\u002Fp>\n\n\u003Cp>Any disagreements between the company and preliminary trainee shall be dealt\nwith by the organisations jointly.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nWorking hours\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIndividual agreements may be concluded which limit weekly working hours to less\nthan 37 hours per week. The organisations indicate that such reduced working\nhours may for example be utilised to:\u003C\u002Fp>\n\n\u003Cp>•provide an introduction to the cultural and working conditions at Danish\nworkplaces,\u003C\u002Fp>\n\n\u003Cp>•clarification of skill-sets,\u003C\u002Fp>\n\n\u003Cp>•provide an introduction to various industries and companies, and\u003C\u002Fp>\n\n\u003Cp>•linguistic and professional skills enhancement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nCompany’s liabilities\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe company shall ensure thorough instruction of the young person at the\ncommencement of the agreement in relation to the working environment.\u003C\u002Fp>\n\n\u003Cp>The company shall provide ongoing instruction and shall undertake checks to\nensure that the work carried out is responsible in terms of health and\nsafety.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nThe commitments of the young person\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nIt is required that the young person:\u003C\u002Fp>\n\n\u003Cp>•participates in the necessary safety instruction in the company at the\ncommencement of the agreement,\u003C\u002Fp>\n\n\u003Cp>•follows the instructions provided by the company and other employees with\nrespect to safety measures and tasks,\u003C\u002Fp>\n\n\u003Cp>•adheres to the company’s ordinary rules for reporting illness or other\nabsence, and other rules for personnel.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nTraining contract\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nWhen a training contract is entered into in continuation of a preliminary\ntraining agreement, the following shall apply:\u003C\u002Fp>\n\n\u003Cp>•The apprenticeship period (practical part) may be reduced by 1 month,\nprovided that the preliminary training has had a duration of 6 months, and the\naverage working hours have been at least 25 hours per week.\u003C\u002Fp>\n\n\u003Cp>•The normal trial period provisions in the Vocational Training Act may\nonly be applied if the apprentice’s execution of the basic course raises\ndoubts about the apprentice’s ability to complete the course.\u003C\u002Fp>\n\n\u003Cp>The organisations shall compile a guide for companies and trainees, as well\nas a standard contract.\u003C\u002Fp>\n\n\u003Cp>With a view to avoiding abuse of the agreement, the organisations have the\nright to object if a company repeatedly enters into preliminary training\nagreements which fail to lead to training contracts.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nExecutive Order on young workers\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nPreliminary trainees under 18 years of age are covered by the Danish Working\nEnvironment Au-thority’s Executive Order no. 239 of 6 April 2005, with\nappendices, in relation to which attention is drawn to the special provisions\nin Section 8 regarding authority and exemptions, etc.\u003C\u002Fp>\n\n\u003Cp>The parties agree that in relation to these provisions, preliminary trainees\nshall have the same status as young people with a training contract.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nDuration of the agreement\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThis agreement shall continue to apply unless otherwise agreed. The parties\nagree to work to en-sure that the new apprenticeship model is not introduced in\nthis area of training during this period.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nGlostrup, date: 10 March 2010\u003C\u002Fp>\n\n\u003Cp>The Danish Union of Electricians\u003C\u002Fp>\n\n\u003Cp>TEKNIQ\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nAnnex 20 Protocol on certain insurance benefits for apprentices\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nApprentices who are not already covered by an employer-sponsored pension or\ninsurance scheme are entitled to insurance cover with PensionDanmark comprising\nthe following insurance benefits:\u003C\u002Fp>\n\n\u003Cp>a.Health insurance scheme\u003C\u002Fp>\n\n\u003Cp>b.Permanent disability sum DKK 100,000\u003C\u002Fp>\n\n\u003Cp>c.Critical illness insurance DKK 100,000\u003C\u002Fp>\n\n\u003Cp>d.Death in service benefit DKK 100,000\u003C\u002Fp>\n\n\u003Cp>The scheme is established by PensionDanmark and the services follow\nPensionDanmark’s condi-tions, which are listed in their insurance package for\napprentices. PensionDanmark has stated that the premium is DKK 350 per year per\napprentice. If the expense per apprentice increases to more than DKK 400 per\nyear, the parties will engage in negotiations on adjusting the composition of\nthe insurance coverage.\u003C\u002Fp>\n\n\u003Cp>The parties agree that this scheme can be administered in collaboration with\nEVU. TEKNIQ provides financing of the scheme and independently determines any\nemployer contribution for this purpose.\u003C\u002Fp>\n\n\u003Cp>There is also agreement that EVU registers apprentices covered by this\ncollective agreement but employed in other companies. By agreement between the\norganisations, EVU can require contri-butions and administration fees for this\npurpose.\u003C\u002Fp>\n\n\u003Cp>If the apprentice transfers to covered by the pension scheme in\nPensionDanmark, the employer’s obligations under this provision become\nvoid.\u003C\u002Fp>\n\n\u003Cp>The scheme will take effect as of 1 March 2011.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nGlostrup, date: 10 March 2010\u003C\u002Fp>\n\n\u003Cp>The Danish Union of Electricians\u003C\u002Fp>\n\n\u003Cp>TEKNIQ\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nAnnex 20a Pensions for apprentices\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nThe parties agree that apprentices under the Electricians' Collective Agreement\nhave pension entitlement when the apprentice reaches the age of 18 and has also\nattained 6 months’ seniority.\u003C\u002Fp>\n\n\u003Cp>In the employee’s 18th and 19th year, the contribution rates are 4% from\nthe company and 2% from the apprentice, totalling 6%. Furthermore, the company\npays the costs of the insurance coverage of Section 17 subsection 5.10.2 in the\nelectricians’ collective agreement.\u003C\u002Fp>\n\n\u003Cp>The rates agreed in the electricians’ collective agreement for other\nemployees apply once the employee has reached age 20 and has attained 6\nmonths’ seniority.\u003C\u002Fp>\n\n\u003Cp>The parties desire the Danish government and the Danish Parliament to\nresolve that the pension costs for trainees and apprentices aged 18 and 19\nshould be financed by AUB through the funds accrued in this scheme so that\nreimbursement is financed within the present financial framework of AUB.\nReimbursement through AUB should apply to apprentices who are covered by\ncollective agreements that entail an obligation to pay into apprentices’\npension pots.\u003C\u002Fp>\n\n\u003Cp>The parties urge DA and the Danish Confederation of Trade Unions (FH) to\nwork towards this.\u003C\u002Fp>\n\n\u003Cp>If the Danish parliament resolves to establish financing of reimbursement\nthrough AUB with effect during the agreement period, the above-mentioned rates\nwill be raised from 4% or 2% respectively, to 8% or 4% respectively, totalling\n12%, whereupon the special insurance coverage for trainees and apprentices aged\n18 and 19 would cease. The parties are thus working on the assumption that this\nlegislation will take effect in the current agreement period and, when this\nhappens, will cooperate to establish the effective date for the higher pension\nrates. It is assumed that reimbursement through AUB will be at the agreed\nlevel, i.e. employer’s contribution of 8%.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nBased on the above text, a new subsection is inserted into Section 17 on\npensions for apprentices, as follows:\u003C\u002Fp>\n\n\u003Cp>“Apprentices are included in the pension scheme of the electricians’\ncollective agreement once they reach age 18 and have at least 6 months’\nseniority under the Electricians’ Collective Agreement or have been working\ncommercially for a corresponding period.\u003C\u002Fp>\n\n\u003Cp>In the apprentice’s 18th and 19th year, however, the contribution rates\nare 4% from the company and 2 % from the employee, i.e. a total of 6%.\u003C\u002Fp>\n\n\u003Cp>The rates are increased to those of Section 9 subsection 15 of the\nElectricians’ Collective Agreement if the pension payments for\n18–19-year-olds are reimbursed to the company via AUB. The insurance coverage\npursuant to Section 17.5.10.2 lapses simultaneously. The parties to the\ncollective agreement establish the month of coming into force, if\nrelevant.¬ment establish the month of coming into force, if relevant.\u003C\u002Fp>\n\n\u003Cp>With effect from the pay period in which the apprentice turns 20 and has\nattained 6 months’ seniority under the Electricians’ Collective Agreement\nor during a corresponding period of having had commercial work, the pension\nrates in Section 9 subsection 15 apply, i.e. 8% from the company and 4% from\nthe employee respectively, totalling 12%. If the apprentice starts his\u002Fher\ntraining agreement after turning 20, and if the individual was previously\nincluded in the Electricians’ Collective Agreement’s pension scheme or in a\nsimilar collectively agreed occupational pension scheme or company pension\nscheme from a previous employment relationship, the employee is entitled to\npension contributions from the first day of employment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Apprentices who commence vocational training and are under the age of 18 or\ndo not have 6 months’ seniority will be included in the insurance coverage\nset out in Section 17, subsection 5.10.2.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003Cbr>\nAnnex 21 Contributions to the training fund, etc.\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nThe Electrical Installation Industry’s Training and Co-operation Fund\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe employer’s contribution to The Electrical Installation Industry’s\nTraining and Co-operation Fund shall be increased as follows:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAs of 1 March 2020, the contribution is being increased by DKK 0.05 to DKK 0.65\nper hour.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nSee also Annex 17.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\nLO\u002FDA Development Fund\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe employer pays DKK 0.45 per hour worked into the LO\u002FDA Development Fund.\u003C\u002Fp>\n\n\u003Cp>With effect from the first payroll period after 1 January 2022, the amount\nwill rise to DKK 0.47.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nAnnex 22 Framework agreement for offshore work on mobile and stationary\nplatforms\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.1Scope of the agreement\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe Danish Union of Electricians and TEKNIQ concur that the present agreement\nfor working off-shore on mobile and stationary platforms deployed on the Danish\nContinental Shelf area exclud-ing the Faroe Islands and Greenland has been\nentered into in conjunction with the Electricians’ Collective Agreement\nextant between the organisations and with the Master Agreement from time to\ntime in effect between the Danish Confederation of Trades Unions (LO) and the\nConfederation of Danish Employers (DA).\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.2If the agreement does not cover\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe Danish Union of Electricians and TEKNIQ agree that aspects of offshore work\nthat are not covered by the present framework agreement may be included in\ndiscussions between the organisations at the request of one of the parties,\nand, if no agreement is reached, such matters may be dealt with pursuant to\nSection 20 of the Electricians’ Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.3Mobile and stationary platforms\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nMobile and stationary platforms shall be understood to refer to mobile and\nstationary platforms including those under construction, as well as any\nresearch platforms and associated accommodation areas.\u003C\u002Fp>\n\n\u003Cp>The present agreement covers work carried out by members of the Danish Union\nof Electricians for members of TEKNIQ.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.4Offshore\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nOffshore refers to work carried out on the aforesaid mobile and stationary\nplatforms deployed on the Danish Continental Shelf maritime area.\u003C\u002Fp>\n\n\u003Cp>The work is carried out under conditions that involve accommodation and\nstaying overnight at the place of work in the maritime area.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.5Inshore\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nInshore work refers to work on platforms that are anchored for short or\nextended periods a cer-tain distance from land, whereby maritime transport is\nrequired.\u003C\u002Fp>\n\n\u003Cp>Such work is not covered by the present agreement on working offshore, but\nis covered by the general provisions of the Electricians’ Collective\nAgreement.\u003C\u002Fp>\n\n\u003Cp>The Danish Union of Electricians and TEKNIQ agree that any special working\nconditions associated with inshore work can be taken up for discussion between\nthe organisations.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.6Onshore\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nOnshore work refers to work on platforms that are on solid ground in dock or\nfloating by the quayside.\u003C\u002Fp>\n\n\u003Cp>Such work is not covered by the present agreement on working offshore, but\nis covered by the general provisions of the Electricians’ Collective\nAgreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.7Place of attendance (point of embarkation)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe place of attendance\u002Fbase (e.g. Esbjerg) is the heliport, quay, base port or\nplace on land from which travel to the platform\u002Finstallation, work platform,\ncommences.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.0 Work period\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe work period is calculated from the time of attendance at the base port\n(agreed meeting point) until arrival at the base port, cf. point 1.7.\u003C\u002Fp>\n\n\u003Cp>The framework agreement takes account of work involving at least one full\nwork and rest period (4–6 weeks).\u003C\u002Fp>\n\n\u003Cp>For works of a duration shorter than a full period of work and time off,\nlocal agreements can be made in accordance with Section 14, Work travel and\nexternal service, of the Electricians’ Collec-tive Agreement. Working hours\nfor short-term projects may follow the daily and weekly working hours set out\nin subsection 2.0 a), b) and c), but weekly working hours established outside\nthe scope of “Section 7 Normal working hours of the Electricians’\nCollective Agreement” shall be set-tled and compensated for in accordance\nwith the rules of the collective agreement duly adjusted to take account of the\nspecial conditions applicable to the offshore sector.\u003C\u002Fp>\n\n\u003Cp>Normal everyday effective working hours are 12 hours every day of the week.\nThe ratio of work-ing days to rest days shall be 1:1.\u003C\u002Fp>\n\n\u003Cp>The work period can be changed as the management see fit, taking due account\nof the interests of the company.\u003C\u002Fp>\n\n\u003Cp>If employment is suspended, covering a full period of work and rest, prior\nto expiry of the period, the hours performed will be settled in accordance with\nsubsections 7.1, 7.2 and 7.3 as well as 7.5.\u003C\u002Fp>\n\n\u003Cp>Extra days off shall be taken in accordance with the rules of the\nElectricians’ Collective Agreement in this regard, although due consideration\nmust be given to the special conditions of the offshore sector.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nDetailed rules must be agreed locally in this regard.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAny decisions on setting up tours of duty of 6 weeks (2\u002F4) or, in special\ncases, tours of duty of 4 weeks (2\u002F2), must be made locally.\u003C\u002Fp>\n\n\u003Cp>Care must be taken to ensure compliance with working time standards for\noffshore work, with reference to the Executive Order on certain aspects in\nconnection with the allocation of working hours on offshore platforms,\nExecutive Order No. 1204 of 23 October 2015.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\na)The following applies to 2:3 tours of duty:\u003C\u002Fp>\n\n\u003Cp>The tour of duty is normally 5 weeks, whereby the work period on the\nplatform is 14 days, followed by 21 days off, to be taken as compensatory time\noff\u002Fholiday onshore.\u003C\u002Fp>\n\n\u003Cp>During the free period, time off shall be in the ratio of 1:1, compensatory\ntime in lieu of 20 hours (168–148) as well as holidays.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nb)The following applies to 2:4 tours of duty:\u003C\u002Fp>\n\n\u003Cp>If local agreement exists to this effect, it shall be possible to work a\ntour of duty of 6 weeks, whereby the work period on the platform is 14 days\nfollowed by 28 days of time off\u002Ftime in lieu\u002Fholiday onshore.\u003C\u002Fp>\n\n\u003Cp>During the free period, time off shall be in the ratio of 1:1, compensatory\ntime in lieu of 20 hours (168–148) as well as holidays. Local agreements can\nbe made concerning compensation for the shorter working hours per tour of\nduty.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nc)The following applies to 2:2 tours of duty:\u003C\u002Fp>\n\n\u003Cp>If local agreement exists to this effect, in special cases, it shall be\npossible to work a shorter tour of duty of 4 weeks, whereby the work period on\nthe platform is 14 days followed by 14 days of time off onshore.\u003C\u002Fp>\n\n\u003Cp>For each period, 20 hours of time off shall accrue. The time off thus\naccrued must be taken within 12 months (but always before leaving), and shall\nbe taken after consultation with the electricians and other installers, taking\ndue account of operational factors.\u003C\u002Fp>\n\n\u003Cp>Ten hours’ pay shall be allowed during the accrued time (hourly pay\nincluding offshore supplement) for each work period.\u003C\u002Fp>\n\n\u003Cp>If time in lieu is not taken by the 12 months’ time limit, the amount set\naside shall be paid out with the addition of 20 hours’ overtime payment per\nwork period.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nd)The present framework agreement is not covered by the common rules governing\nshift work that the main organisations have entered into.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\ne)Work plan\u003C\u002Fp>\n\n\u003Cp>Unless otherwise agreed locally, the following shall apply:\u003C\u002Fp>\n\n\u003Cp>A work plan shall be prepared by the firm for individual employees. The work\nplan shall take account of the fact that the individual is not allowed to work\n“nights” during two consecutive work periods. As far as possible, the work\nplan should include the time of embar-kation, disembarking, times of the day or\nnight shifts as well as time off.\u003C\u002Fp>\n\n\u003Cp>The firm is entitled to modify the work plan, cf. the above provisions.\u003C\u002Fp>\n\n\u003Cp>If the embarkation time is changed, the firm must give at least 24 hours’\nnotification of the change in the planned time of embarkation.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nf)Night work – health check\u003C\u002Fp>\n\n\u003Cp>Where “Executive Order no. 1204 of 23 October 2015 concerning certain\naspects of the or-ganisation of working time on offshore platforms” requires\na medical check-up for employees who work nights, the medical check-up and\nhealth check shall comply with the guidelines of Annex 7.a to the\nElectricians’ Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.1 Transport and travel time\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAn allowance shall be paid for transport time, counted from the established\nmeeting time at the base port (the agreed meeting place) until arrival at the\nplatform, and for disembarkation, from the established departure point on the\nplatform until arrival at the base port, cf. subsections 7.1 and 7.2.\u003C\u002Fp>\n\n\u003Cp>Travel from the firm’s place of business to the base port is settled in\naccordance with Section 14 of the Electricians’ Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.2 Waiting time in connection with embarkation and disembarkation\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nWhen the planned departure time from the base port\u002Fplatform is postponed,\npayment shall be made up to a max. of 12 hours of waiting time per 24 hours at\nthe offshore pay rate, cf. subsec-tions 7.1 and 7.2.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Waiting time in excess of 12 hours per 24 hours, whereby electricians are\ncontractually obliged to remain available at the place of attendance, cf.\nsubsection 1.7, shall be paid at the offshore pay rate, cf. subsections 7.1 and\n7.2.\u003C\u002Fp>\n\n\u003Cp>The firm is entitled to instruct work for the hours of waiting for which\npayment is made.\u003C\u002Fp>\n\n\u003Cp>When the departure time is delayed, the firm shall pay for food and any\naccommodation as agreed in more detail in the specific instance.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3.0 Rest and meal breaks\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nNormal everyday effective working hours are 12 hours including 1 hour of rest\nand meal breaks, included as working hours.\u003C\u002Fp>\n\n\u003Cp>For time in excess of 12 hours out of 24 spent working, waiting or in\ntransit, the firm‘s established and meal breaks shall also be included as\nworking hours.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n4.0 Holiday\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nWith effect from 1 September 2020, to the extent that insufficient holiday has\nbeen accrued to take during time off, the employee can take paid holiday in\nadvance, cf. Section 7 of the Danish Holiday Act.\u003C\u002Fp>\n\n\u003Cp>Holidays are to be taken in accordance with the applicable provisions of the\nElectricians’ Collec-tive Agreement, although holidays will have to be taken\nwith due regard for the special work periods.\u003C\u002Fp>\n\n\u003Cp>Holidays can be arranged in conjunction with accrued days off. Accrued days\noff cannot be in-cluded as days of holiday.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nComment: Special calculation for salaried employees:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nSee guidelines from The Danish Agency for Labour Market and Recruitment (the\nHoliday Office) with regard to calculating holidays in connection with work\ninvolving tours of duty.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n5.0 Public holidays\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\na)For work on public holidays as well as on 1 May, 5 June (Constitution Day in\nDenmark) and 24 December, an overtime supplement is included in the hourly\nsupplement established in present agreement in respect of offshore work.\u003C\u002Fp>\n\n\u003Cp>b)If public holidays or 1 May, 05 June or 24 December fall during holidays,\nthe public holiday amount shall be paid on account in accordance with the\nprovisions of Section 15 of the Elec-tricians’ Collective Agreement (as on\nworking days).\u003C\u002Fp>\n\n\u003Cp>c)For work on public holidays, i.e. days for which the public holiday\nallowance is paid on ac-count, a special supplement shall also be paid.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAs of 1 March 2020, the supplement is DKK 452.55.\u003C\u002Fp>\n\n\u003Cp>As of 1 March 2021, the supplement is DKK 459.75.\u003C\u002Fp>\n\n\u003Cp>As of 1 March 2022, the supplement is DKK 467.10.\u003C\u002Fp>\n\n\u003Cp>\u003Csub>\u003Cbr>\nComment: Effective date – see Annex 15 of the Electricians’ Collective\nAgreement.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n6.0 Accommodation on the platform\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe firm provides food and accommodation for those lodging on the platform, or\nin some other way as directed by the company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lodgings etc. must comply with conditions that are acceptable to the public\nauthorities. As far as possible, lodgings should be in single rooms.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n7.0 Pay conditions for offshore work\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n7.1Offshore pay\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nCombined offshore hourly pay comprises the minimum payment, service supplement,\noffshore supplement as well as an agreed personal supplement in accordance with\nSection 9 of the Electricians’ Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n7.2Offshore supplement\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAs of 1 March 2020, the supplement is DKK 35.60 per hour.\u003C\u002Fp>\n\n\u003Cp>As of 1 March 2021, the supplement is DKK 36.20 per hour.\u003C\u002Fp>\n\n\u003Cp>As of 1 March 2022, the supplement is DKK 36.75 per hour.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nApart from the night supplement, this supplement shall cover all supplements\nunder the collec-tive agreement as well as all special conditions attached to\noffshore work.\u003C\u002Fp>\n\n\u003Cp>Comment: Effective date – see Annex 15 of the Electricians’ Collective\nAgreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n7.3Overtime payment\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\na)Work in excess of 12 hours per 24 hours calculated from the start of work\nattracts an over-time supplement of 50% of the total offshore hourly pay. Time\noff in lieu is not available for these hours.\u003C\u002Fp>\n\n\u003Cp>b)If the work period on the platform is extended to more than 168 hours or\nbeyond the es-tablished disembarkation time, an overtime supplement of 50% of\ntotal offshore hourly pay shall be payable. Time off in lieu is not available\nfor these hours.\u003C\u002Fp>\n\n\u003Cp>c)The provisions of subsections 7.1, 7.2 and 7.3a) and b) do not apply to\nwork tasks of short duration where pay is awarded in accordance with subsection\n2.0, 2nd subsection.\u003C\u002Fp>\n\n\u003Cp>d)If a rest period is interrupted due to a major pre-planned shut-down, the\nnumber of hours served will be remunerated at the current work rate with\novertime payment.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n7.4Changing shifts (night\u002Fday or day\u002Fnight)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nUnless otherwise agreed locally, the following shall apply:\u003C\u002Fp>\n\n\u003Cp>In cases where the firm changes the work plan whilst giving less than 8\nhours’ notice that the op-posite shift is to be worked instead, a supplement\nof 50% of the total offshore pay rate shall be paid in respect of the first 4\nhours worked on the new shift.\u003C\u002Fp>\n\n\u003Cp>If, due to a change in shifts and statutory time off (8 hours’ rest)\nbetween shifts, a full shift or parts of a shift are lost during this period,\nthe offshore pay rate shall be payable for the time lost.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n7.5Suspension of shift (work period)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nUnless otherwise agreed locally, the following shall apply:\u003C\u002Fp>\n\n\u003Cp>If a person’s shift is suspended (work period) for a notified\u002Fplanned\n(14-day) period, and the employee is sent ashore, then the employee is assured\nthe offshore pay rate before the full period out on the platform has been\nserved, up to arrival at the base port.\u003C\u002Fp>\n\n\u003Cp>Cf. in addition subsections 2.1 and 2.2.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n7.6Commuting and unqualified rest\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nFor the time spent commuting, etc., between home and the work platform, payment\nshall be in accordance with section 7.0.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The individual must have 8 hours of effective, continuous work-free time off\nbetween any two work periods.\u003C\u002Fp>\n\n\u003Cp>Anyone who does not have a qualified rest period following the day\u002Fnight\nwork period on the work platform must be offered transportation to the\naccommodation platform to rest, and the offshore pay rate is payable for any\ntime lost.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n7.7Supplement for night work\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nLocal agreements can be entered into concerning payment of a night supplement\nfor hours worked offshore.\u003C\u002Fp>\n\n\u003Cp>If no such agreement has been entered into concerning payment of a night\nsupplement, a supplement will be payable per working hour of at least DKK 7.15\nwith effect from 1 March 2020.\u003C\u002Fp>\n\n\u003Cp>The night period shall be agreed locally. If no agreement has been entered\ninto concerning this, the night period will be between 7 pm and 7 am.\u003C\u002Fp>\n\n\u003Cp>Comment: Effective date – see Annex 15 of the Electricians’ Collective\nAgreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n8.0 Fire and rescue drills offshore\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nUnless otherwise agreed locally, the following shall apply:\u003C\u002Fp>\n\n\u003Cp>Employees are obliged to participate in fire and rescue drills offshore in\naccordance with applica-ble rules for the works site, in working hours and\nleisure time. Where this involves the use of lei-sure time, the offshore pay\nrate without any overtime supplement shall be payable.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n8.1Courses\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nUnless otherwise agreed locally, the following shall apply:\u003C\u002Fp>\n\n\u003Cp>Participation in courses held onshore in relation to safety, fire and rescue\nfor offshore work shall be remuneration in accordance with the generally\napplicable regulations for employees partici-pating in courses.\u003C\u002Fp>\n\n\u003Cp>Expenses involved in participating in these courses will be covered by the\ncompany.\u003C\u002Fp>\n\n\u003Cp>However, this shall be at least the ordinary hourly pay rate without the\noffshore supplement plus any food, accommodation and travel expenses.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n9.0 Equipment – working hours – tools\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nUnless otherwise agreed locally, the following shall apply:\u003C\u002Fp>\n\n\u003Cp>The firm shall provide the necessary equipment, tools and clothing. The\npractical regulations shall be agreed locally.\u003C\u002Fp>\n\n\u003Cp>Equipment destroyed in the course of work through no fault of the worker\nshall be replaced by the firm.\u003C\u002Fp>\n\n\u003Cp>The employee shall pay for any lost equipment at the second-hand value of\nthe equipment when lost.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n10.0 Provisions concerning trade union representatives\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe provisions set out in Sections 1, 2 and 3 of the Electricians’ Collective\nAgreement are applicable.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n11.0 Provisions concerning leave\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nUnless otherwise agreed locally, the following shall apply:\u003C\u002Fp>\n\n\u003Cp>Electricians may be granted leave as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>–in the event of a death, funeral, acute and serious illness in the\nimmediate family (grandpar-ents, parents, spouse\u002Flive-in partner,\nchildren\u002Fchild)\u003C\u002Fp>\n\n\u003Cp>–for a spouse\u002Flive-in partner when necessary in connection with a birth or\nhospitalisation.\u003C\u002Fp>\n\n\u003Cp>Payment shall be made in accordance with subsections 2.1 and 2.2.\u003C\u002Fp>\n\n\u003Cp>If the electrician should have known about the matter before departure, and\nhas not agreed the matter with the firm, the costs associated with leave shall\nbe at the expense of the electrician.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n12.0 Notice of termination\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nNotice can be served by either party in accordance with the Electricians’\nCollective Agreement.\u003C\u002Fp>\n\n\u003Cp>The employee may only leave after the rest period has been served.\u003C\u002Fp>\n\n\u003Cp>Time off in lieu must be taken before leaving the firm.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n13.0 Disputes\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAny disputes shall be settled in accordance with the rules of procedure for\nindustrial conflict pur-suant to Section 20 of the Electricians’ Collective\nAgreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n14.0 Duration\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThis framework agreement is regarded as a supplement to the Electricians’\nCollective Agreement between the Danish Union of Electricians and TEKNIQ\nArbejdsgiverne and runs concurrently.\u003C\u002Fp>\n\n\u003Cp>Existing agreements relating to this work area cannot be diminished by this\nagreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nTEKNIQ Arbejdsgiverne\u003C\u002Fp>\n\n\u003Cp>The Danish Union of Electricians\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nProtocol\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nAddendum to the framework agreement for offshore work on mobile and stationary\nplatforms.\u003C\u002Fp>\n\n\u003Cp>At a meeting on 28 February 1993 between The Danish Union of Electricians\nand ELFO, consensus was reached as follows, cf. the Ministry of Transport and\nEnergy’s Executive Order No. 711 of 16 November 1987*):\u003C\u002Fp>\n\n\u003Cp>1.The daily rest period may be delayed to a limited extent or reduced to 8\nhours.\u003C\u002Fp>\n\n\u003Cp>2.The work period between 2 rest periods may be extended by up to 28 days if\nthe individual employee and management so agree in writing.\u003C\u002Fp>\n\n\u003Cp>Unforeseen extensions (force majeure, etc.) may be cited by the management\nas and when necessary.\u003C\u002Fp>\n\n\u003Cp>3.Local agreements can be made concerning the inclusion of holiday and\naccrued hours with work periods and rest periods, e.g. such that 14 days of\nwork is followed by 21 days off, spent onshore.\u003C\u002Fp>\n\n\u003Cp>\u003Csub>*) The rules are now part of the Danish Ministry of Employment\nExecutive Order concerning certain aspects of the organisation of working time\non offshore platforms, Executive Order No. 1204 of 23 October 2015.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nAnnex 22a Committee work relating to the Electricians’ Collective Agreement\nAnnex 22 – Framework agreement for offshore work\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nIn connection with the discussions that have taken place, it was agreed that,\nduring the agreement period, a committee will be appointed comprising\nrepresentatives from the organisations, tasked with monitoring developments in\noffshore work with a view to assessing the need for any changes to the\nframework agreement.\u003C\u002Fp>\n\n\u003Cp>The parties have therefore agreed to monitor this area intensively during\nthe upcoming agreement period to clarify whether Annex 22, the offshore\nagreement, is fit for purpose. It is particularly desirable to monitor the\ntrend in “brief engagement\u002Ftrips”, fewer daily helicopter trips, which\noften results in long waiting times, as well as to examine opportunities for\nemployment pursuant to ECA Annex 1a.\u003C\u002Fp>\n\n\u003Cp>The committee will comprise representatives of TQ-A and DEF and potentially\nother parties as re-quired in relation to offshore activities. There is\nconsensus that the committee must agree a plan for the work before the end of\n2020.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nGlostrup, 7 March 2020\u003C\u002Fp>\n\n\u003Cp>The Danish Union of Electricians\u003C\u002Fp>\n\n\u003Cp>TEKNIQ Arbejdsgiverne\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nAnnex 22b Committee work relating to offshore wind farms\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nThe parties agree that a rapid-acting committee is to be appointed in the\nagreement period to bring in representatives from the industry with a view to\npreparing a framework agreement on pay and employment terms and conditions for\noffshore wind farms. This committee work must be completed by the end of\n2020.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nGlostrup, 7 March 2020\u003C\u002Fp>\n\n\u003Cp>The Danish Union of Electricians\u003C\u002Fp>\n\n\u003Cp>TEKNIQ Arbejdsgiverne\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nAnnex 23 Mandate for the committee on social dumping\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nIn the 2010 Collective Agreement negotiations, protocols were drawn up on\nsocial dumping, circumvention of the collective agreement and subcontracting.\nThe aim of these protocols is to avoid circumvention of the collective\nagreement, and for this reason a joint committee has been established to\nmonitor developments and ensure there is intervention in respect of any\ncompanies or employees entering into agreements that circumvent the collective\nagreement.\u003C\u002Fp>\n\n\u003Cp>The committee meets at least twice a year, or when either Party ascertains\nan instance of possible circumvention of the collective agreement. The\ntwice-yearly meetings are agreed as part of the normal meetings calendar\nbetween TEKNIQ and the Danish Union of Electricians, while ad hoc meetings to\nclarify specific matters are arranged at the earliest opportunity.\u003C\u002Fp>\n\n\u003Cp>There is consensus that the committee is to be summoned for an extraordinary\nmeeting in the following circumstances:\u003C\u002Fp>\n\n\u003Cp>•When either Party ascertains that non-Union companies\u002Femployees are\ncarrying out work covered by the collective agreement and the company\u002Femployee\nin question refuses to disclose information on the terms and conditions of\nemployment.\u003C\u002Fp>\n\n\u003Cp>•If either Party has grounds to suspect that the provisions of the\nElectricians’ Collective Agree-ment, including the aforesaid annexes, are\nbeing circumvented\u003C\u002Fp>\n\n\u003Cp>•If a TEKNIQ company contributes to social dumping\u003C\u002Fp>\n\n\u003Cp>If at a meeting of the professional bodies (possibly by telephone or e-mail)\nit is shown to be probable that a TEKNIQ company is involved in social dumping,\na fast-track procedure will be set in motion in the industrial procedure\nsystem, whereby a mediation meeting shall take place at the company’s address\nwithin 48 hours, unless otherwise agreed. If it is ascertained at the meeting\nthat social dumping is occurring, and agreement is not reached on how to bring\nthis to an end, there is a consensus that the matter can immediately be\nfast-tracked via industrial arbitration; ideally, this should take place within\n2 weeks after the mediation meeting.\u003C\u002Fp>\n\n\u003Cp>If it is a matter of social dumping committed by non-Union companies, TEKNIQ\nwill contact the company in question with a view to setting up a meeting with\nthe participation of TEKNIQ and the Danish Union of Electricians as well as to\ngive guidance and, if possible, include the company as a member and thus get\nthe work covered by the collective agreement. If the company fails to respond\nto TEKNIQ’s enquiry or fails to comply with the guidelines presented, TEKNIQ\nwill give its full backing to any militant action the Union side may take in\nthe matter.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nGlostrup, 23 June 2011\u003C\u002Fp>\n\n\u003Cp>TEKNIQ\u003C\u002Fp>\n\n\u003Cp>The Danish Union of Electricians\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nAnnex 23a Inequity in setting pay\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nThe parties agree that it is a prerequisite that there can and shall be\ndeviations from the minimum payment rate of the Collective Agreement, as this\nis a “moveable” pay system.\u003C\u002Fp>\n\n\u003Cp>Thus, it is natural in setting wages pursuant to Section 9 of the\nElectricians’ Collective Agreement that consideration shall be given to\nemployees’ specialist skills, the nature of the work as well as the scope of\npiecework in respect of the employee in question. Furthermore, consideration\nshall be given to the demands of the work on the person performing the task,\nincluding any discomfort associated with undertaking the work.\u003C\u002Fp>\n\n\u003Cp>The organisations have the right to object in cases where generalised\ninequity is deemed to exist.\u003C\u002Fp>\n\n\u003Cp>The Parties agree that one of the prerequisites for the existence of\ninequity is that the individual company’s pay level is considerably lower\nthan the pay level of comparable companies in the in-dustry.\u003C\u002Fp>\n\n\u003Cp>The Parties agree that, seen in isolation, a considerable deviation from the\ngeneral, average pay within the industry is not sufficient to establish\ninequity. It is a prerequisite that companies are comparable within the same\nindustry and geographical setting.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nDisputes\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nAny disputes in the matter of whether inequity is present can be dealt with in\naccordance with the rules on industrial disputes in the Mandate for the\ncommittee on social dumping in Annex 23. An ensuing industrial procedure case\nmay be introduced against the backdrop of a current works site.\u003C\u002Fp>\n\n\u003Cp>At a fast-track mediation meeting, the Parties seek to reach agreement\nregarding whether and, if so, to what extent inequity is present. The procedure\ncan be concluded if the Parties reach agree-ment.\u003C\u002Fp>\n\n\u003Cp>If it is not possible during the industrial procedure to reach agreement on\ninequity, the case can be passed to an industrial tribunal, which will take a\nstance on whether inequity is present. If possible, industrial arbitration\nshould take place within one month. If inequity is ascertained, the Parties may\nseek to negotiate, possibly with subsequent industrial procedure according to\nthe same principles as for local agreements, to reach agreement on how to end\nthe inequity.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nGlostrup, 7 March 2020\u003C\u002Fp>\n\n\u003Cp>The Danish Union of Electricians\u003C\u002Fp>\n\n\u003Cp>TEKNIQ Arbejdsgiverne\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-newtech_aiam\">\nAnnex 24 Organisation agreement on data protection\u003C\u002Fdiv>\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nThe parties agree to incorporate subsection D.4 from the mediation proposal of\n2017 as follows:\u003C\u002Fp>\n\n\u003Cp>As a consequence of the mediation proposal in 2017, TEKNIQ Arbejdsgiverne\nand the Danish Union of Electricians agree that the provisions of the\ncollective agreement and the associated procedure must be interpreted and dealt\nwith in accordance with the GDPR (EU 2016\u002F679).\u003C\u002Fp>\n\n\u003Cp>The parties agree that it is necessary to ensure that current practice\nbetween the parties for the collection, storage, processing and provision of\npersonal information pursuant to employment and labour law obligations can\ncontinue.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nGlostrup, 7 March 2020\u003C\u002Fp>\n\n\u003Cp>The Danish Union of Electricians\u003Cbr>\nTEKNIQ Arbejdsgiverne\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\nAnnex 25 Technical edits to the Electricians’ Collective Agreement Section 7b\nand 7c on weekend work and shift work respectively\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nThe parties agree that, in the upcoming agreement period, committee work will\nbe initiated for the purpose of implementing technical editing of the\nElectricians’ Collective Agreement Section 7b on weekend work, including any\nissues relating to weekend workers and shift workers on long-term sick\nleave.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nGlostrup, 7 March 2020\u003C\u002Fp>\n\n\u003Cp>The Danish Union of Electricians\u003C\u002Fp>\n\n\u003Cp>TEKNIQ Arbejdsgiverne\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003Cbr>\nAnnex 26 Transitional arrangements for the period 1 May 2020 to 31 December\n2020 re-garding extra days off and childcare days\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nBased on the changes to the Danish Holiday Act, including the scheduling of the\nholiday year as of 1 September 2020, the parties agree that Section 15(1),\nSection 17(10), Section 19 and Annex 1.6.6 will be changed, and that\ntransitional arrangements will be put in place for the period 1 May 2020 to 31\nDecember 2020, with the following implications:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nExtra days off\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nThe employee is allocated 3.33 extra days off as of 1 May 2020, which can be\ntaken before 31 De-cember 2020. Extra days off are paid via the public holidays\naccount with advance payment, cf. Section 15(3), with the usual hourly payment\nto apprentices, cf. Section 17.10. 2 or with daily payment on account\ncorresponding to a day’s pay, cf. Section 19 and Annex 1 subsection 6.6.\u003C\u002Fp>\n\n\u003Cp>The extra days off can be scheduled according to the same rules as for the\nscheduling of remaining holiday; see the Danish Holidays Act. Irrespective of\nchanges in job, no more than 3.33 extra days off may be taken in the\ntransitional period.\u003C\u002Fp>\n\n\u003Cp>Extra days off can be taken in hours in the transitional period.\u003C\u002Fp>\n\n\u003Cp>The individual employee’s account for public holidays\u002Fextra days off, and\nthe free choice scheme, shall be settled, and the remaining amount paid, in the\nfinal wage payment of the calendar year 2020, unless the individual employee\nsubmits a request prior to 30 November for the remaining amount – or part\nthereof – to take the form of an extraordinary pension contribution. This\nincludes the public holiday payment for the public holidays at Christmas and\nthe subsequent New Year’s Day. The transitional arrangements expire at the\nend of the calendar year 2020.\u003C\u002Fp>\n\n\u003Cp>For employees employed pursuant to Section 19 and Annex 1\u002F1a, if the\nemployee is not employed by the company throughout the transitional period,\neither due to hiring or resignation, the extra days off are calculated in\nproportion to the employment during the calendar year.\u003C\u002Fp>\n\n\u003Cp>If the employee resigns or an employee employed pursuant to Section 19 and\nAnnex 1\u002F1a switches to employment on an hourly pay in the same company, the\nremaining amount shall be calculated and paid out with the next wage\npayment.\u003C\u002Fp>\n\n\u003Cp>For apprentices, if extra days off are not taken before 31 December 2020,\nthe company will pay compensation corresponding to the current apprenticeship\npay during sick leave in respect of unused extra days off calculated as 7.4\nhours per day. Compensation is payable simultaneously with the last wage\npayment of the calendar year, but no later than 4 weeks after the end of the\ncalendar year. If compensation is not paid in a timely manner, penalties cannot\nbe imposed on an employer who, within 5 days after a meeting between the\norganisations, has instructed payout of the amount, unless there are repeated\nreports of breaches of this provision.\u003C\u002Fp>\n\n\u003Cp>At the expiry of the training contract, ordinary pay will be disbursed\nequivalent to sick pay for the apprentice in relation to unused extra days off,\nwhereby an extra day off is deemed to be a 7.4- hour day. The number of extra\ndays off at the time of leaving shall be calculated pro rata in relation to\noccupation during the calendar year.\u003C\u002Fp>\n\n\u003Cp>TEKNIQ Arbejdsgiverne shall act as guarantor for the payment of the sum in\naccordance with the holiday guarantee scheme.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\nChildcare days\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nEmployees with at least 9 months’ seniority are entitled to 1.66 childcare\ndays per calendar year from 1 May 2020 to 31 December 2020. The electrician can\nhave a maximum of 1.66 childcare days in the transitional period, irrespective\nof the number of children the employee has. This rule shall apply to children\nunder 14 years of age.\u003C\u002Fp>\n\n\u003Cp>Childcare days can be taken in hours in the transitional period.\u003C\u002Fp>\n\n\u003Cp>These days shall be deployed by agreement with the company and the employee,\ntaking due ac-count of the interests of the company.\u003C\u002Fp>\n\n\u003Cp>The childcare days must be taken unpaid, but the employee may receive an\namount from his\u002Fher free choice account, cf. Section 15, subsection 3 and\nSection 17 subsection 6 no. 4 if there are sufficient funds on the account.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nGlostrup, 7 March 2020\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\nTEKNIQ ARBEJDSGIVERNE\u003C\u002Fp>\n\n\u003Cp>TEKNIQ Arbejdsgiverne\u003C\u002Fp>\n\n\u003Cp>Paul Bergsøes Vej 6\u003C\u002Fp>\n\n\u003Cp>DK-2600 Glostrup\u003C\u002Fp>\n\n\u003Cp>T: 43 43 60 00\u003C\u002Fp>\n\n\u003Cp>E: tekniq@tekniq.dk\u003C\u002Fp>\n\n\u003Cp>www.tekniq.dk\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nDANSK EL-FORBUND |\u003C\u002Fp>\n\n\u003Cp>Dansk El-Forbund\u003C\u002Fp>\n\n\u003Cp>Nyropsgade 14\u003C\u002Fp>\n\n\u003Cp>DK-1602 Copenhagen\u003C\u002Fp>\n\n\u003Cp>T: 33 29 70 00\u003C\u002Fp>\n\n\u003Cp>E: def@def.dk\u003C\u002Fp>\n\n\u003Cp>www.def.dk\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"TRAINING_trigger":42,"contractseverancepay":46,"hourspday":50,"hoursovertimemax":54,"LOWWAGE_trigger":58,"pensionfund":62,"maxsicknesspay":66,"disabilitypay":70,"paidmaternityleave":74,"paidpaternityleave":78,"childcare":82,"OVERTIME_trigger":86,"CONSIGN_trigger":90,"SUNDAY_trigger":94,"holidaysdays":97,"apprenticeships":101,"protectiveclothing":105,"cbadate_start":109,"GENEQ_trigger":113,"violence":117,"schedulesrestpw":121,"hivpolicy":125,"green_trigger":129,"newtech_aiam":133,"PAYSCALES_trigger":137},{"bindId":43,"name":44,"text":45},"TRAINING_trigger"," Section 4 In-service training","\nSection 4 In-service training",{"bindId":47,"name":48,"text":49},"contractseverancepay"," 10.Compensation","\n10.Compensation",{"bindId":51,"name":52,"text":53},"hourspday"," 3.Normal daily and weekly working hours","\n3.Normal daily and weekly working hours",{"bindId":55,"name":56,"text":57},"hoursovertimemax","The average weekly working hours must be","The average weekly working hours must be at least 37 hours and may not\nexceed 46 working hours a week.",{"bindId":59,"name":60,"text":61},"LOWWAGE_trigger"," Section 9 Ordinary hourly pay and pensi","\nSection 9 Ordinary hourly pay and pension provisions",{"bindId":63,"name":64,"text":65},"pensionfund"," 15.Labour market supplementary pension ","\n15.Labour market supplementary pension (AMP)",{"bindId":67,"name":68,"text":69},"maxsicknesspay"," Section 10 Injury, illness and maternit","\nSection 10 Injury, illness and maternity leave",{"bindId":71,"name":72,"text":73},"disabilitypay","In the case of absence due to injury inc","In the case of absence due to injury incurred while performing work for the\ncompany, including work-related illness caused by work for the company in\nquestion, the employer shall pay an amount corresponding to the normal hourly\npay to the electrician in question for a period of up to 9 weeks.",{"bindId":75,"name":76,"text":77},"paidmaternityleave"," 5.Maternity and paternity leave","\n5.Maternity and paternity leave",{"bindId":79,"name":80,"text":81},"paidpaternityleave","Under the same conditions, up to 2 weeks","Under the same conditions, up to 2 weeks’ wages may be paid out during\npaternity leave.",{"bindId":83,"name":84,"text":85},"childcare"," As of 1 January 2021, the following app","\nAs of 1 January 2021, the following applies:",{"bindId":87,"name":88,"text":89},"OVERTIME_trigger"," Section 13 Overtime","\nSection 13 Overtime",{"bindId":91,"name":92,"text":93},"CONSIGN_trigger"," 15.Standby shifts","\n15.Standby shifts",{"bindId":95,"name":96,"text":96},"SUNDAY_trigger","6.20%",{"bindId":98,"name":99,"text":100},"holidaysdays"," As of 1 September 2020, the following a","\nAs of 1 September 2020, the following applies:",{"bindId":102,"name":103,"text":104},"apprenticeships"," 17.Apprentice electricians","\n17.Apprentice electricians",{"bindId":106,"name":107,"text":108},"protectiveclothing"," Section 18 Tools, protective footwear","\nSection 18 Tools, protective footwear",{"bindId":110,"name":111,"text":112},"cbadate_start"," Section 21 Duration of the Collective A","\nSection 21 Duration of the Collective Agreement",{"bindId":114,"name":115,"text":116},"GENEQ_trigger"," Annex 2 Protocol on implementation of t","\nAnnex 2 Protocol on implementation of the Equal Pay Act",{"bindId":118,"name":119,"text":120},"violence"," Annex 8 Protocol on EU implementation","\nAnnex 8 Protocol on EU implementation",{"bindId":122,"name":123,"text":124},"schedulesrestpw"," 5.1Weekly rest period","\n5.1Weekly rest period",{"bindId":126,"name":127,"text":128},"hivpolicy"," Health checks","\nHealth checks",{"bindId":130,"name":131,"text":132},"green_trigger"," Annex 11a – Green revolution","\nAnnex 11a – Green revolution",{"bindId":134,"name":135,"text":136},"newtech_aiam"," Annex 24 Organisation agreement on data","\nAnnex 24 Organisation agreement on data protection",{"bindId":138,"name":139,"text":140},"PAYSCALES_trigger","In the period from 1 March 2022","In\n        the period from 1 March 2022","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>DNK TEKNIQ - 2020\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Startdato: → 2020-03-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Slutdato: → 2023-03-01\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: → Bygge- og anlægsvirksomhed, teknisk rådgivning\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Navn på industri: → El-installation  \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Offentlig\u002Fprivat sektor: → I den private sektor\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Indgået af:\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Navn på foreninger: → TEKNIQ\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Navne på fagforeninger: → \n\n                \n                    \n                    \u003Cspan>\n                        FH - Dansk El-Forbund\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: → Ja\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SYGDOM OG HANDICAP\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maksimal sygefraværsbetaling (i 6 måneder): → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maksimal antal betalte sygeorlovsdage: → 63 dage\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Bestemmelser om tilbagevenden efter langtidssygdom, fx cancerbehandling: → Nej\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Betalt fravær på grund af menstruation: → Nej\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Betaling i tilfælde af invaliditet som følge af arbejdsulykke: → Ja\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SUNDHED OG SIKKERHED SAMT LÆGEHJÆLP\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Lægehjælp aftalt: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Hjælp fra pårørende aftalt: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Bidrag til sundhedsforsikring aftalt: → Nej\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: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Jævnlig eller årlig helbredstjek eller besøg foranlediget af arbejdsgiver: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Overvågning af bevægeapparatet på arbejdspladser, professionel risici og\u002Feller forholdet mellem arbejde og sundhed: → Professional risks\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: → 18 uger\n            \u003C\u002Fdiv>\n\n            \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: → 2 dage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Betalt barselsorlov til fædre: → 14 dage\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">LIGESTILLINGSANLIGGENDER\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Ligeløn for lige arbejde → Ja\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-gender\">\n                Særlig reference til køn ved løn mellem kønnene: → Ja\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-discrimination\">\nDiskriminering af arbejdsklausuler:\nLige muligheder for forfremmelse for kvinder:\nLige muligheder for uddannelse og omskoling for kvinder:\nLigestilling fagforening officer på arbejdspladsen:\nKlausuler om seksuel chikane på arbejdspladsen:\nKlausuler om vold på arbejdspladsen:\nSærlig orlov til arbejdstagere udsættes for indenlandsk eller vold i parforhold: → Ja\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Lige muligheder for forfremmelse for kvinder: → Ja\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Lige muligheder for uddannelse og omskoling for kvinder: → Nej\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Ligestilling i forbindelse med tillidsmænd på arbejdspladsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Klausuler om seksuel chikane på arbejdspladsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Klausuler om vold på arbejdspladsen: → Ja\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Særlig orlov til medarbejdere, der har været udsat for vold i hjemmet eller partnervold: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Støtte til kvindelige medarbejdere med handicap: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Overvågning af ligeberettigelse: → Ja\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">ARBEJDSKONTRAKTER\u003C\u002Fh3>\n\n            \n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Medarbejdere på deltid ekskluderet fra nogen bestemmelser: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Bestemmelser for midlertidigt ansatte: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Lærlinge ekskluderet fra nogen bestemmelser: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijob\u002Fstudenterjob ekskluderet fra nogen bestemmelser: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">ARBEJDSTID, VAGTPLAN OG FERIE\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Arbejdstimer pr. dag: → 7.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Arbejdstimer pr. uge: → 37.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Arbejdsdage pr. uge: → 5.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hoursovertimemax\">\n                Maksimalt antal overarbejdstimer: → 9.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Betalt årlig orlov: → 25.0 dage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Betalt årlig orlov: → 5.0 uger\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Hvileperiode på mindst én dag pr. uge aftalt: → Ja\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maksimalt antal søndage \u002F helligdage, der kan arbejdes på et år: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Bestemmelser om fleksible arbejdsordninger: → Nej\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">LØNNINGER\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Lønningerne bestemmes ud fra løntabeller: → Yes, in one table\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Bestemmelse om mindsteløn, der er fastsat af regeringen, der skal overholdes: → Nej\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Aftalt mindsteløn pr.: → Hours\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Mindsteløn: → DKK 126.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Justering i henhold til stigende leveomkostninger: → \u003C\u002Fdiv>\n\n            \n\n            \n\n            \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 21.6\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: → Nej\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Ekstrabetaling for overarbejde\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-overtimeallowanceamount1\">\n                    Ekstrabetaling for overarbejde: → DKK 136.55 pr. overtime\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Ekstrabetaling for søndagsarbejde\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Ekstrabetaling for søndagsarbejde: → 6 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Ch4>Spisebilletter\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Spisebilletter forudsat: → Nej\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Gratis retshjælp: → Nej\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    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