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Dansk Byggeri og Dansk Formands Forening har indgået nærvæ-rende\naftale ud fra et fælles ønske om at udøve ledelsesretten til størst mulig\ngavn for virksomhederne.\u003C\u002Fp>\n\n\u003Cp>De af aftalen omfattede betroede funktionærer herefter benævnt formændene\n– har en central rolle i den daglige ledelse af virksom-hederne, og aftalen\ner derfor også udtryk for et ønske om at styrke og udvikle det naturlige\ntillidsforhold mellem arbejdsgiverne og for-mændene.\u003C\u002Fp>\n\n\u003Cp>For at fastholde dette tillidsforhold er parterne derfor også enige om, at\nuoverensstemmelser, der udspringer af forståelsen af For-mandsoverenskomsten\neller af en af parternes ønske om en gen-forhandling af overenskomsten eller\ndele heraf, ikke kan føre til strejke, lockout eller andre kollektive\nkampskridt.\u003C\u002Fp>\n\n\u003Cp>2. Denne aftale har således til formål at understøtte den individuelle\nansættelseskontrakt bl.a. ved at pege på en række temaer, der konkret skal\ntages stilling til i det enkelte ansættelsesforhold.\u003C\u002Fp>\n\n\u003Cp>3. Parterne er enige om, at man ved fastlæggelsen af de konkrete\nan-sættelsesvilkår, herunder ved fastsættelse af løn m.v., skal tage hensyn\ntil formændenes særlige placering i virksomheden med det ansvar,\nforpligtelser og muligheder, dette indebærer.\u003C\u002Fp>\n\n\u003Cp>4. Formændenes ansættelsesforhold fastsættes primært i en individu-el\naftale mellem arbejdsgiveren og den enkelte formand.\u003C\u002Fp>\n\n\u003Ch3>§ 2 Gyldighedsområde\u003C\u002Fh3>\n\n\u003Cp>1. Aftalen er gældende for de nævnte organisationer og deres enkelte\nmedlemmer, for så vidt de nedenfor nævnte betingelser stedse er opfyldt.\u003C\u002Fp>\n\n\u003Cp>2. Aftalen vedrører ansættelsesforhold for funktionærer, som\u003C\u002Fp>\n\n\u003Cp>a. enten helt eller delvis har fået overdraget ret til at lede og for-dele\narbejdet og\u002Feller til at anvende passende arbejdskraft,\u003C\u002Fp>\n\n\u003Cp>b. og\u002Feller er tillagt dispositionsret eller andre beføjelser, som\nfor-pligter arbejdsgiveren og\u002Feller virksomheden,\u003C\u002Fp>\n\n\u003Cp>c. og\u002Feller udfører arbejdsfunktioner, der på grund af arbejdsop-gavernes\nkarakter er forbundet med et særligt ansvar, og som aftalens parter af den\ngrund er enige om er omfattet af over-enskomsten,\u003C\u002Fp>\n\n\u003Cp>men som ikke er anmeldt som direktører til Erhvervs- og\nSelskabs-styrelsen.\u003C\u002Fp>\n\n\u003Cp>Note til § 2\u003C\u002Fp>\n\n\u003Cp>Bestemmelsen indebærer, at aftalen kun er gældende for de funkti-onærer,\nder dels i henhold til denne aftale anses for at være for-mænd, og dels er\nmedlemmer af Dansk Formands Forening.\u003C\u002Fp>\n\n\u003Cp>De pågældende formænd opfordres til ved udnævnel-sen\u002Fansættelsen at\noplyse arbejdsgiveren om medlemskab af de ovenfor i noten nævnte\norganisationer, ligesom der opfordres til, at arbejdsgiveren påtegner\nbegæring om optagelse i den pågældende organisation.\u003C\u002Fp>\n\n\u003Cp>Der er enighed om, at arbejdsgiveren ikke er ansvarlig for en even-tuel\novertrædelse af formandsoverenskomsten, såfremt det godtgø-res, at\narbejdsgiveren ikke vidste eller burde vide, at den pågæl-dende formand\nretteligt er omfattet af Formandsoverenskomsten.\u003C\u002Fp>\n\n\u003Ch3>§ 3 Organisationsforhold\u003C\u002Fh3>\n\n\u003Cp>1. Formændene er arbejdsgivernes tillidsmænd, bl.a. i forholdet over for\narbejderne. Formændene kan således ikke omfattes af virksom-hedens kollektive\noverenskomster for menige medarbejdere.\u003C\u002Fp>\n\n\u003Cp>2. Når der begæres forhandling i henhold til nærværende aftale, er den\nbegærende organisation pligtig at oplyse pågældende virk-somhed om, hvilke\nmedlemmer, der ønskes forhandling for.\u003C\u002Fp>\n\n\u003Cp>Hvis arbejdsgiveren mener, at nogle af de funktionærer, han får op-givet,\nikke opfylder betingelserne for at være anerkendt som for-mand, skal\narbejdsgiveren fremsætte indsigelse inden 1 måned.\u003C\u002Fp>\n\n\u003Cp>3. I tilfælde af, at formandens ansættelsesforhold ændrer sig på en\nsådan måde, at formanden ikke længere opfylder betingelserne for at være\nomfattet af denne aftale, skal arbejdsgiveren hurtigst muligt efter\ngennemførelse af ændringen give formanden skriftlig medde-lelse herom. En\ntilsvarende pligt påhviler formanden over for ar-bejdsgiveren, såfremt den\npågældende udmelder sig af sin organi-sation. Indsigelse efter modtagelse af\nsådan meddelelse skal rejses i løbet af 1 måned.\u003C\u002Fp>\n\n\u003Cp>4. Som følge af, at formanden er arbejdsgiverens tillidsmand over for\narbejderne, kan han ikke deltage i akkorder.\u003C\u002Fp>\n\n\u003Cp>Note til § 3\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om, at § 3, stk. 1, er ændret som følge af\nfor-eningsfrihedsloven, jf. lov nr. 359 af 26. april 2006. Parterne har\nno-teret sig motiverne for lovændringen, herunder L 153, bilag 7, og\nbesvarelsen på spørgsmål 6.\u003C\u002Fp>\n\n\u003Cp>Parterne er på denne baggrund enige om at fastholde den praksis, der har\nudviklet sig vedrørende lederbegrebet og forholdet til kollek-tive\noverenskomster for menige medarbejdere.\u003C\u002Fp>\n\n\u003Ch2>Kapitel 2 Ansættelsesforholdet\u003C\u002Fh2>\n\n\u003Ch3>§ 4 Kontrakt m.m.\u003C\u002Fh3>\n\n\u003Cp>1. Ved ansættelse af medarbejdere ud over 1 måned med en ugentlig\narbejdstid på over 8 timer skal arbejdstageren skriftligt gives oplys-ninger\nom vilkårene for ansættelsen.\u003C\u002Fp>\n\n\u003Cp>Oplysningerne skal indeholde mindst samme oplysninger, som er fremhævet i\nden optrykte ansættelseskontrakt på side 22, og par-terne anbefaler, at denne\nbliver anvendt.\u003C\u002Fp>\n\n\u003Cp>Oplysningerne skal udleveres til arbejdstageren senest 1 måned ef-ter\nansættelsesforholdets begyndelse.\u003C\u002Fp>\n\n\u003Cp>Rejse og arbejde i udlandet\u003C\u002Fp>\n\n\u003Cp>2. Når medarbejdere udsendes til arbejde i udlandet, skal der forud for\nrejsens påbegyndelse gives arbejdstageren oplysninger om ar-bejdstid, løn- og\narbejdsvilkår, befordring (ved befordring forstås ud- og hjemtransport samt\neventuel lokaltransport), den valuta hvori lønnen udbetales, eventuelle\ntillæg i form af kontanter eller natura-lier under opholdet, herunder kost og\nlogi, varigheden af det arbej-de der skal udføres i udlandet, eventuelle\nforsikringer der er tegnet for medarbejderen, hvorvidt der er taget skridt til\nat få udstedt de nødvendige attester i forbindelse med udstationeringen samt\nvilkår ved eventuelt efterfølgende fortsættelse af ansættelsen i\nDanmark.\u003C\u002Fp>\n\n\u003Cp>Ændringer i ansættelsesforholdet\u003C\u002Fp>\n\n\u003Cp>3. Hvis der sker ændringer af de i ansættelsesbeviset fremhævede forhold,\nskal der, hurtigst muligt og senest 1 måned efter ændringen er trådt i\nkraft, skriftligt gives arbejdstageren oplysninger herom - dog ikke hvis der er\ntale om ændringer i love, administrative eller vedtægtsmæssige bestemmelser\neller kollektive overenskomster, som vedrører ansættelsesforholdet.\u003C\u002Fp>\n\n\u003Cp>Manglende overholdelse af oplysningspligten\u003C\u002Fp>\n\n\u003Cp>4. Hvis arbejdstageren ikke har modtaget oplysninger om\nansættel-sesforholdet, jf. stk. 1 og 2 i forbindelse med udløbet af de\nanførte tidsfrister, kan spørgsmålet behandles efter overenskomstens reg-ler\nom behandling af faglig strid.\u003C\u002Fp>\n\n\u003Cp>Er de ovennævnte oplysninger udleveret til arbejdstageren senest 15 dage\nefter, at berettiget krav herom er rejst overfor arbejdsgive-ren, kan bod ikke\npålægges arbejdsgiveren, med mindre der fore-ligger systematisk brud på\naftalen om arbejdsgiverens oplysnings-pligt.\u003C\u002Fp>\n\n\u003Cp>Ansat før 1. april 1998\u003C\u002Fp>\n\n\u003Cp>5. Hvis en medarbejder, der er ansat før 1. april 1998, måtte ønske\noplysninger om ansættelsesforholdet, jf. stk. 1 og 2, og medarbej-deren pr. 1.\naugust 1998 fremsætter anmodning herom, skal ar-bejdsgiveren inden 2 måneder\nefter anmodningen meddele ar-bejdstageren de ønskede oplysninger.\u003C\u002Fp>\n\n\u003Ch3>§ 5 Løn\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>1. Lønnen for formanden aftales individuelt mellem arbejdsgiveren og den\nenkelte formand.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2. Lønnen for formænd, holdledere eller teamledere skal ved udnæv-nelsen\ntil – eller ansættelsen som – formand fastsættes således i forhold til\nlønnen for virksomhedens øvrige ansatte, at den giver ud-tryk for stillingens\nindhold og art samt formandens kvalifikationer, uddannelse, anciennitet, ansvar\nog indsats.\u003C\u002Fp>\n\n\u003Cp>3. Vurdering og eventuel regulering af lønnen drøftes 1 gang årligt\nmellem formanden og arbejdsgiveren. Der kan mellem parterne indgås aftale om\nbonusordning og\u002Feller resultatløn.\u003C\u002Fp>\n\n\u003Cp>4. Ved lønfastsættelsen skal der endvidere tages stilling til de for\nan-sættelsesforholdet gældende vilkår for arbejde på skiftehold, arbej-de\npå forskudte tidspunkter samt for over- og\u002Feller merarbejde, der er pålagt\neller ligger ud over det for stillingens varetagelse påregne-lige, jf. §\n7.\u003C\u002Fp>\n\n\u003Cp>5. Hvor der på virksomheden findes en talsmand, kan de generelle kri-terier\nog principper for lønfastsættelse og –regulering på virksom-heden drøftes\nmellem arbejdsgiveren og talsmanden, jf. § 14.\u003C\u002Fp>\n\n\u003Ch3>§ 6 Pension\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>1. Pensionsbidraget udgør 12,0 % af den ansattes ferieberettigede løn plus\nferie- og søgnehelligdagsbetaling.\u003C\u002Fp>\n\n\u003Cp>Den ansatte betaler 1\u002F3, og arbejdsgiveren betaler 2\u002F3 af bidraget.\u003C\u002Fp>\n\n\u003Cp>2. Pensionsordningen etableres som udgangspunkt i PFA. Eksiste-rende eller\nkommende firmapensionsordninger kan dog erstatte PFA. Såfremt virksomhedens\ntimelønnede ansatte er omfattet af en pensionsordning i PensionDanmark, kan\nder lokalt indgås aftale om, at formænd også er omfattet af denne\nordning.\u003C\u002Fp>\n\n\u003Cp>Dansk Byggeri og Dansk Formands Forening anbefaler, at pensi-onsordningen\netableres i PFA.\u003C\u002Fp>\n\n\u003Cp>3. Der kan lokalt indgås aftale om højere bidrag fra såvel arbejdsgiver\nsom formanden.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>§ 7 Arbejdstid\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-hourspmonth_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>1. Formandens arbejdstid følger den for virkeområdet gældende\nar-bejdstid, medmindre andet aftales, idet overarbejde i et vist omfang i kraft\naf ledelsesfunktionen må påregnes.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>2. Honorering eller kompensation for arbejde på skiftehold, arbejde på\nforskudte tidspunkter samt for over- og\u002Feller merarbejde, der er på-lagt eller\nligger ud over det for stillingens varetagelse påregnelige, aftales i\nforbindelse med lønfastsættelsen, jf. § 5.\u003C\u002Fp>\n\n\u003Cp>3. Den for virkeområdet gældende aftale om implementering af\nEF-arbejdstidsdirektivet er gældende.\u003C\u002Fp>\n\n\u003Cp>Der henvises til ansættelseskontrakten, jf. § 4.\u003C\u002Fp>\n\n\u003Ch3>§ 8 Andre ansættelsesmæssige forhold\u003C\u002Fh3>\n\n\u003Cp>Med hensyn til andre ansættelsesmæssige forhold end de i\nFormands-overenskomsten regulerede, herunder ret til frihed og barsel, følger\nfor-manden det for virkeområdet gældende, medmindre andet er gældende\nifølge virksomhedens personalepolitik eller aftales særskilt mellem\nfor-manden og arbejdsgiveren.\u003C\u002Fp>\n\n\u003Cp>Note til § 8\u003C\u002Fp>\n\n\u003Cp>Parterne har med denne bestemmelse aftalt, at formanden som ud-gangspunkt\nfølger det for virkeområdet gældende i relation til andre\nan-sættelsesmæssige forhold end de i Formandsoverenskomsten regulere-de. Der\ntænkes eksempelvis på forhold i forbindelse med frihed (herun-der\nkutymebestemt), barns sygdom, barsel m.v. Bestemmelsen – der ik-ke er\nudtømmende – er ikke til hinder for, at disse forhold reguleres i\nvirksomhedens personalepolitik, ligesom der mellem formanden og ar-bejdsgiveren\nkan træffes særskilt aftale vedrørende disse forhold.\u003C\u002Fp>\n\n\u003Ch3>§ 9 Seniorordning\u003C\u002Fh3>\n\n\u003Cp>De lokale parter kan ved skriftlig lokalaftale åbne for, at virksomheden og\nden enkelte medarbejder kan aftale en seniorordning efter følgende\nret-ningslinjer:\u003C\u002Fp>\n\n\u003Cp>1. Medarbejderen og virksomheden kan aftale reduceret arbejdstid. Parterne\nfastlægger selv med udgangspunkt i den enkeltes ønsker og virksomhedens\ndriftsmæssige behov den konkrete udformning af arbejdstidsreduktionen i form\naf f.eks. længere sammenhængen-de arbejdsfri perioder, fast reduktion i den\nugentlige arbejdstid eller andet.\u003C\u002Fp>\n\n\u003Cp>2. Seniorordninger kan etableres for medarbejderen fra 5 år før den til\nenhver tid gældende folkepensionsalder.\u003C\u002Fp>\n\n\u003Cp>3. Medarbejderen kan i forbindelse med en sådan arbejdstidsredukti-on\nvælge at konvertere løbende pensionsopsparing, jf. § 6 til et til-læg til\nlønnen. Der kan maksimalt konverteres så stor en andel af pensionsbidraget,\nat forsikringsordningen og administrationsom-kostningerne fortsat dækkes. De\nfrigjorte midler skal anvendes til fi-nansiering af lønnedgang som følge af\narbejdstidsreduktionen. Konverteringen ændrer ikke på bestående\noverenskomstmæssige beregningsgrundlag og er således omkostningsneutral for\nvirksom-heden.\u003C\u002Fp>\n\n\u003Ch3>§ 10 Uddannelse\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>1. Formanden har – afpasset efter forholdene i virksomheden – ret og\npligt til at deltage i den nødvendige uddannelse, såvel fagligt som\nledelsesmæssigt. Nyudnævnte formænd har – afpasset efter for-holdene i\nvirksomheden – ret og pligt til at erhverve sig de nødven-dige\nuddannelsesmæssige forudsætninger for varetagelsen af for-mandsfunktionen.\u003C\u002Fp>\n\n\u003Cp>2. Med henblik herpå skal der efter nærmere aftale gennemføres en\nplanlægning af formandens uddannelse. Planen for uddannelsen bør en gang\nårligt drøftes og aftales mellem formanden og arbejds-giveren. Drøftelsen\nkan eventuelt indgå i den årlige løndrøftelse, jf. § 5, stk. 3.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>§ 11 Opsigelsesvarsler\u003C\u002Fh3>\n\n\u003Cp>1. Ved opsigelse gælder funktionærlovens opsigelsesvarsler, jf. dog stk.\n2.\u003C\u002Fp>\n\n\u003Cp>2. I tilfælde, hvor en ansat udnævnes til formand på samme virksom-hed,\nog hvor opsigelsesvarslet i den tidligere stilling var længere end efter\nfunktionærloven, bevares det opsigelsesvarsel, der var gældende på\noverflytningstidspunktet, indtil den pågældende i hen-hold til\nfunktionærloven opnår mindst samme opsigelsesvarsel.\u003C\u002Fp>\n\n\u003Ch3>§ 12 Godtgørelse ved afsked\u003C\u002Fh3>\n\n\u003Cp>Opsiges en Formand, der er fyldt 50 år, men som på\nfratrædelses-tidspunktet ikke er fyldt 65 år, og om har været uafbrudt\nbeskæftiget i den pågældende virksomhed som formand i mindst 10 år, skal\nar-bejdsgiveren betale en godtgørelse svarende til 3 måneders løn.\u003C\u002Fp>\n\n\u003Cp>Kommentar til § 12\u003C\u002Fp>\n\n\u003Cp>Bestemmelsen er uændret i forhold til Almindelige Bestemmelser.\u003C\u002Fp>\n\n\u003Cp>Det er en forudsætning for retten til godtgørelsen, at opsigelsen er\nafgivet efter formandens fyldte 50. år. Betingelsen om10 års ansæt-telse som\nformand skal ligeledes være opfyldt på opsigelsestids-punktet. Dette vil\nbl.a. indebære, at en eventuel senere kontraopsi-gelse fra formandens side\neller dødsfald i opsigelsesperioden ikke vil medføre bortfald af retten til\ngodtgørelsen. Såfremt opsigelsen er afgivet medberegnet\nfratrædelsestidspunkt efter formandens fyldte 65. år, skal der ikke udbetales\ngodtgørelse. Såfremt virksomheden kutyme- eller aftalemæssigt udbetaler et\nstørre beløb ved fratræ-den, anmodes virksomheden om, for at undgå senere\nmisforståel-ser, at præcisere, hvorvidt ovennævnte godtgørelse er indeholdt\nheri.\u003C\u002Fp>\n\n\u003Cp>Bestemmelsen om godtgørelse ved afskedigelse er et supplement til de\ngældende regler i funktionærloven. Funktionærlovens regler påvirkes altså\nikke heraf.\u003C\u002Fp>\n\n\u003Cp>Afskrift af funktionærlovens § 2 a\u003C\u002Fp>\n\n\u003Cp>1. Såfremt en funktionær, der har været uafbrudt beskæftiget i samme\nvirksomhed i 12, 15 eller 18 år, opsiges, skal arbejdsgiveren ved\nfunktionærens fratræden udrede et beløb svarende til henholdsvis 1, 2 eller\n3 måneders løn.\u003C\u002Fp>\n\n\u003Cp>2. Bestemmelsen i stk. 1 finder ikke anvendelse, såfremt funktionæren ved\nfratrædelsen vil oppebære folkepension.\u003C\u002Fp>\n\n\u003Cp>3. Hvis funktionæren ved fratrædelsen vil oppebære en alderspension fra\narbejdsgiveren, og hvis funktionæren er indtrådt i den pågæl-dende\npensionsordning før det fyldte 50. år, bortfalder\nfratrædel-sesgodtgørelsen.\u003C\u002Fp>\n\n\u003Cp>4. Bestemmelsen i stk. 3 finder ikke anvendelse, hvis der den 1. juli 1996\nved kollektiv overenskomst er taget stilling til spørgsmålet om nedsættelse\neller bortfald af fratrædelsesgodtgørelsen som følge af alderspension fra\narbejdsgiveren.\u003C\u002Fp>\n\n\u003Cp>5. Bestemmelsen i stk. 1 finder tilsvarende anvendelse i tilfælde af\nuberettiget bortvisning.\u003C\u002Fp>\n\n\u003Ch3>§ 13 Anvendelse af feriekort ved fratræden\u003C\u002Fh3>\n\n\u003Cp>Ferieloven\u003C\u002Fp>\n\n\u003Cp>1. Den til enhver tid gældende ferielov finder anvendelse på\nansættel-sesforholdet.\u003C\u002Fp>\n\n\u003Cp>Feriekortordning\u003C\u002Fp>\n\n\u003Cp>2. Feriekortordningen finder anvendelse i de tilfælde, hvor ferieloven\ngiver formanden hjemmel til at kræve feriegodtgørelse af lønnen i stedet for\nløn under ferie samt ved fratræden. I disse tilfælde an-vendes de af de\nrespektive organisationer aftalte feriekort.\u003C\u002Fp>\n\n\u003Cp>3. For den i kalenderåret indtjente ferieberettigede løn udsteder\nar-bejdsgiveren senest den 15. februar for det forløbne optjeningsår et af\norganisationerne godkendt feriekort til formanden med angivelse af dennes navn\nog adresse, den løn han har fået udbetalt, den der-til svarende\nferiegodtgørelse og antal feriedage, samt hvor meget feriegodtgørelsen udgør\npr. feriedag.\u003C\u002Fp>\n\n\u003Cp>4. I tilfælde, hvor formanden ikke på anden måde modtager bevis for\nindtjent ferieløn og ferieret, er arbejdsgiveren pligtig i tilslutning til et\narbejdsforholds ophør at udstede et bevis, der tilkendegiver dels formandens\noptjente feriegodtgørelse, dels antal optjente feriedage.\u003C\u002Fp>\n\n\u003Cp>5. Det påhviler formanden, som har modtaget midlertidigt bevis for\ntil-godehavende ferieløn og ferieret, at meddele adresseforandring til den\npågældende arbejdsgiver.\u003C\u002Fp>\n\n\u003Cp>Attestation af feriekort\u003C\u002Fp>\n\n\u003Cp>6. Bevis for, at medarbejderen skal have ferie sker ved attestation af\nferiekortet eventuelt elektronisk. Attestationen sker til enhver tid ef-ter\nsamme regler som ferielovens regler for attestation af feriekon-tobeviser.\u003C\u002Fp>\n\n\u003Cp>7. Medarbejderen attesterer feriekortet med anførsel af feriedage samt dato\nfor feriens begyndelse. Såfremt medarbejderen modta-ger ydelser fra en a-kasse\neller kommune, skal a-kassen eller kommunen attestere kortet, når\nmedarbejderen holder ferie.\u003C\u002Fp>\n\n\u003Cp>Udstedelse af restferiekort\u003C\u002Fp>\n\n\u003Cp>8. Skal formanden ifølge attestationen ikke have hele den ham til-kommende\nferie i sammenhæng, udbetaler den arbejdsgiver, der har udstedt kortet, ham da\ndet beløb, der nu er forfalden til udbeta-ling, og udleverer et restferiekort\npå det resterende beløb i over-ensstemmelse med reglerne i stk. 2.\u003C\u002Fp>\n\n\u003Cp>Udbetaling af ferieløn\u003C\u002Fp>\n\n\u003Cp>9. Formanden kan kræve sig feriebetalingen udbetalt eller tilsendt af de\nvirksomheder, hvor han tidligere har været beskæftiget mod ind-levering eller\nindsendelse af de af den pågældende virksomhed til ham udstedte feriekort.\u003C\u002Fp>\n\n\u003Cp>10. Ferieløn kan udbetales eller fremsendes fra virksomheden 1 måned før\nferiens påbegyndelse og skal udbetales eller afsendes senest 14 dage før\nferiens påbegyndelse, forudsat formanden betids har indsendt eller indleveret\nbehørigt udfyldt og attesteret feriekort.\u003C\u002Fp>\n\n\u003Cp>Handel med feriekort samt kreditorforfølgning\u003C\u002Fp>\n\n\u003Cp>11. Aftaler om overdragelse af feriekort er ugyldige, ligesom sådanne kort\nikke kan gøres til genstand for retsforfølgning.\u003C\u002Fp>\n\n\u003Cp>Garanti\u003C\u002Fp>\n\n\u003Cp>12. Organisationerne er enige om, at feriebetalingen er en del af\nved-kommende formands løn, og i mangel af ydelse af feriegodtgørelse efter\nforgæves påkrav garanterer Dansk Byggeri for feriebeløbets betaling.\u003C\u002Fp>\n\n\u003Cp>13. Udbetaling foretages, så snart Dansk Byggeri modtager forfaldent krav\nvedlagt behørig dokumentation herfor, hvorefter Dansk For-mands Forening\ngaranterer for fremsendelse af gyldig transporter-klæring til Dansk\nByggeri.\u003C\u002Fp>\n\n\u003Cp>14. Tvistigheder, der måtte opstå som følge af feriereglerne, behandles\nefter gældende regler for behandling af faglig strid.\u003C\u002Fp>\n\n\u003Ch3>§ 14 Elektroniske dokumenter\u003C\u002Fh3>\n\n\u003Cp>1. Virksomhederne kan med frigørende virkning aflevere feriekort og\nlønsedler og eventuelle andre dokumenter, der skal udveksles un-der eller\nefter det løbende ansættelsesforhold, via de elektroniske postløsninger, som\nmåtte være til rådighed, f.eks. e-Boks, eller via e-mail.\u003C\u002Fp>\n\n\u003Cp>2. Virksomheden kan dog med den enkelte medarbejder aftale, at den\nelektroniske løsning ikke anvendes.\u003C\u002Fp>\n\n\u003Cp>3. Når medarbejderen er fritaget fra at modtage digital post fra det\nof-fentlige, anvendes den elektroniske løsning ikke.\u003C\u002Fp>\n\n\u003Ch2>Kapitel 3 Talsmænd, arbejdsforhold og samarbejde m.v.\u003C\u002Fh2>\n\n\u003Ch3>§ 15 Talsmænd\u003C\u002Fh3>\n\n\u003Cp>1. Såfremt der på en virksomhed er beskæftiget mindst 10 formænd, kan\ndisse, såfremt de eller arbejdsgiveren finder det ønskeligt, væl-ge en\ntalsmand. Såfremt der lokalt kan opnås enighed derom, kan der vælges flere\ntalsmænd.\u003C\u002Fp>\n\n\u003Cp>2. Arbejdsgiveren har påtaleret, såfremt han ikke kan anerkende en valgt\ntalsmand. Såfremt arbejdsgiveren ønsker at gøre brug af på-taleretten, skal\nindsigelse fremsættes over for Dansk Formands Forening hurtigst muligt – og\ninden 1 måned – efter arbejdsgiverens modtagelse af meddelelse om valg af\ntalsmand.\u003C\u002Fp>\n\n\u003Cp>3. Talsmænd kan på formændenes vegne med arbejdsgiveren kræve\nforhandling om spørgsmål af interesse for formændene som f.eks.\narbejdsforhold, ferielægning, generelle lønforhold samt ansættel-ses- og\nafskedigelsesprincipper for formændene.\u003C\u002Fp>\n\n\u003Cp>4. Den omstændighed, at en formand fungerer som talsmand, må i sig selv\naldrig give anledning til, at den pågældende afskediges, eller at den\npågældendes stilling forringes i væsentlig grad.\u003C\u002Fp>\n\n\u003Cp>5. Såfremt en arbejdsgiver agter at opsige en talsmand, er parterne enige\nom, at Dansk Formands Forening skal underrettes, forinden dette sker.\nFormændene har herefter ret til at begære forhandling om sagen. En sådan\nforhandling skal afholdes forinden opsigelsen afgives og inden 8 dage efter\nunderretningen af Dansk Formand Forening, medmindre andet aftales.\u003C\u002Fp>\n\n\u003Cp>6. Tvister vedrørende opsigelse af en talsmand skal behandles efter\ngældende regler for behandling af faglig strid.\u003C\u002Fp>\n\n\u003Cp>7. Afskedigelse i strid med stk. 4 betragtes som en skærpende\nom-stændighed\u003C\u002Fp>\n\n\u003Cp>8. Underretningspligten, jf. stk. 5, gælder ikke i tilfælde af bortvisning\naf talsmænd, idet tvister herom behandles efter gældende regler for\nbehandling af faglig strid.\u003C\u002Fp>\n\n\u003Cp>Kommentar til § 15\u003C\u002Fp>\n\n\u003Cp>Talsmænd, der er valgt før 1. april 2004 kan fortsætte som tals-mænd.\nTalsmænd, som vælges efter 1. april 2004, vælges efter nærværende\nbestemmelse.\u003C\u002Fp>\n\n\u003Cp>Ved opgørelse af de 10 formænd, jf. stk. 1, tages der udgangspunkt i\nvirksomhedens samlede aktiviteter indenfor overenskomstens om-råde i\nDanmark.\u003C\u002Fp>\n\n\u003Ch3>§ 16 Kontaktudvalg\u003C\u002Fh3>\n\n\u003Cp>1. Det anbefales, at spørgsmål af mere generel karakter i større\nvirk-somheder med flere talsmænd drøftes i et kontaktudvalg med lige-lig\nrepræsentation for talsmændene og arbejdsgiveren.\u003C\u002Fp>\n\n\u003Cp>2. Hvor der ikke er oprettet kontaktudvalg eller etableret andre\nsamar-bejdsformer, skal der til fremme af samarbejdet og til information af\nformændene afholdes kontaktmøder mellem arbejdsgiveren og formændene, hvor\naktuelle og fremtidige problemer kan drøftes.\u003C\u002Fp>\n\n\u003Cp>3. Møder afholdes, når begrundet ønske herom foreligger.\u003C\u002Fp>\n\n\u003Cp>Kommentar til § 16\u003C\u002Fp>\n\n\u003Cp>Denne bestemmelse omhandler samarbejdet internt på ledelsessi-den, medens\nSamarbejdsaftalen mellem LO og DA omhandler samarbejdet mellem ledelsessiden og\nde øvrige medarbejdere.\u003C\u002Fp>\n\n\u003Ch3>§ 17 Samarbejdet på virksomheden\u003C\u002Fh3>\n\n\u003Cp>Formændene og arbejdsgiveren samarbejder på virksomheden med henblik på\nat øge produktiviteten og fremme konkurrenceev-nen.\u003C\u002Fp>\n\n\u003Ch3>§ 18 Forhandlinger om arbejdsforhold\u003C\u002Fh3>\n\n\u003Cp>Ved forhandling mellem arbejdsgiver og arbejdere angående en enkelt eller\nflere formænds forhold, skal Dansk Formands Forening have lejlighed til at\nvære repræsenteret.\u003C\u002Fp>\n\n\u003Ch3>§ 19 Arbejdskonflikter\u003C\u002Fh3>\n\n\u003Cp>1. Under arbejdskonflikter mellem arbejdsgivere og arbejdere udfører\nformændene det arbejde, som de under normale forhold udfører.\u003C\u002Fp>\n\n\u003Cp>2. Hvor værdier står på spil, såfremt bestemte arbejder ikke foretages,\ner formændene dog pligtige at være behjælpelige med at redde så-danne\nværdier.\u003C\u002Fp>\n\n\u003Cp>3. Under en uvarslet arbejdsstandsning, og under en overenskomst-stridig\nkonflikt i øvrigt, medvirker formændene endvidere i det om-fang, det er\nmuligt, til at opretholde virksomhedens drift.\u003C\u002Fp>\n\n\u003Cp>Kommentar til § 19\u003C\u002Fp>\n\n\u003Cp>Bestemmelsen omhandler såvel lovlige arbejdskonflikter som\nover-enskomststridige arbejdsstandsninger. Ved lovlige arbejdskonflikter skal\nledergruppen være neutral, dvs. udføre det arbejde, som de under normale\nforhold udfører. Herudover skal de, hvor værdier står på spil, være\nbehjælpelige med at redde disse. Såfremt der er tale om en uvarslet\narbejdsstandsning eller en overenskomststridig konflikt i øvrigt, har de\nbetroede funktionærer endvidere pligt til at medvirke til at opretholde\nvirksomhedens normale drift i det om-fang, hvor dette er muligt. Såfremt der\nopstår tvivl vedrørende ovennævnte, bør den enkelte virksomhed eller\nfunktionærgruppe rådføre sig med sin organisation.\u003C\u002Fp>\n\n\u003Ch3>§ 20 Faglig strid\u003C\u002Fh3>\n\n\u003Cp>1. Uoverensstemmelser af faglig karakter skal søges løst ved lokal\nforhandling.\u003C\u002Fp>\n\n\u003Cp>2. Opnås der ved denne forhandling ikke enighed, afholdes der mæg-ling,\nhvori parterne og en repræsentant for henholdsvis Dansk Byg-geri og Dansk\nFormands Forening deltager.\u003C\u002Fp>\n\n\u003Cp>Begæret mæglingsmøde skal afholdes uden unødig opsættelse in-den 3\nuger.\u003C\u002Fp>\n\n\u003Cp>Opnås der her enighed om løsning af uoverensstemmelsen, er denne bindende\nfor parterne.\u003C\u002Fp>\n\n\u003Cp>3. Såfremt enighed ikke opnås, kan sagen afgøres ved en i det enkel-te\ntilfælde nedsat voldgiftsret bestående af 4 medlemmer, udpeget med 2 fra\nDansk Byggeri og 2 fra Dansk Formands Forening samt en opmand, valgt af\naftaleparterne i fællesskab eller udpeget af Ar-bejdsretten.\u003C\u002Fp>\n\n\u003Ch3>§ 21 Overenskomstens varighed\u003C\u002Fh3>\n\n\u003Cp>Formandsoverenskomsten er gældende, indtil den enten af Dansk Formands\nForening eller af Dansk Byggeri opsiges til ophør og bortfald med 6 måneders\nvarsel til en 1. oktober.\u003C\u002Fp>\n\n\u003Cp>København, den 31. marts 2017\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Cp>Protokollater\u003C\u002Fp>\n\n\u003Cp>Protokollat om overenskomstens\u003C\u002Fp>\n\n\u003Cp>gyldighedsområde\u003C\u002Fp>\n\n\u003Cp>Undertegnede organisationer er enige om, at den mellem parterne ind-gåede\noverenskomst alene er gældende på dansk territorium.\u003C\u002Fp>\n\n\u003Cp>Ved arbejde i udlandet - herunder Færøerne og Grønland - må der\nindi-viduelt aftales gensidigt bindende normalt ugentligt timetal.\u003C\u002Fp>\n\n\u003Cp>København, den 8. september 1993\u003C\u002Fp>\n\n\u003Cp>For Dansk Formands Forening:\u003C\u002Fp>\n\n\u003Cp>For Byggeriets Arbejdsgivere:\u003C\u002Fp>\n\n\u003Cp>For Entreprenørforeningen:\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Cp>Protokollat om EU-direktiver\u003C\u002Fp>\n\n\u003Cp>Dansk Formands Forening og Dansk Byggeri er enige om i overens-komstperioden\naf gennemgå relevante EU-direktiver med henblik på eventuel\nimplementering.\u003C\u002Fp>\n\n\u003Cp>København, den 25.juni 2007\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Cp>Protokollat om seniorpolitik til formænd\u003C\u002Fp>\n\n\u003Cp>1. Parterne er enige om vigtigheden af at sikre en høj grad af\nfleksibili-tet på arbejdsmarkedet, således at flest mulige tilbydes\nbeskæfti-gelse igennem hele arbejdslivet og fastholdes længst muligt på\nar-bejdsmarkedet.\u003C\u002Fp>\n\n\u003Cp>Parterne ønsker derfor i fællesskab at fremme anvendelsen af se-niorernes\narbejdskraft, erfaring og ressourcer til gavn for såvel virk-somheden som den\nenkelte formand.\u003C\u002Fp>\n\n\u003Cp>Parterne anerkender at ældre formænd ikke er en samlet og ensar-tet\nmedarbejdergruppe, men derimod består af individuelle medar-bejdere med\nforskellige erfaringer, forudsætninger, ønsker, behov og forventninger.\u003C\u002Fp>\n\n\u003Cp>Parterne anbefaler på denne baggrund, at det som led i virksomhe-dens\ngenerelle personalepolitik, herunder i virksomhedens eventu-elle\nsamarbejdsudvalg, overvejes, om der er behov for særlige se-niorpolitiske\ninitiativer for formænd. I denne forbindelse – eller al-ternativt –\nanbefales det, at der inddrages talsmænd i disse overve-jelser, såfremt\nsådanne er valgt i henhold til Formandsoverenskom-stens § 14.\u003C\u002Fp>\n\n\u003Cp>2. En seniorpolitik for formænd kan både tilpasses forholdene og de\nkonkrete behov på den enkelte virksomhed og samtidig tage hen-syn til, at\nældre formænd skal behandles som individuelle medar-bejdere.\u003C\u002Fp>\n\n\u003Cp>Konkrete redskaber i en seniorpolitik for formænd tilrettelagt under\nhensyntagen til de ovennævnte forhold og hensyn kan eksempelvis være:\nseniorsamtaler, fleksibilitet i arbejdets organisering, herunder omplacering\ntil en anden type stilling eller mindre belastende stil-ling; nedsat\narbejdstid; kompetenceudvikling og andre tiltag der kan sikre den ældre\nformands fortsatte tilknytning til arbejdsmarkedet.\u003C\u002Fp>\n\n\u003Cp>Konkrete redskaber i en seniorpolitik for formænd kan endvidere være\ninitiativer, som udbreder ældre formænds erfaringer og kom-petencer til de\nøvrige medarbejdere i virksomheden, eksempelvis i form af erfaringsudveksling,\nmentorordninger og coachordninger.\u003C\u002Fp>\n\n\u003Cp>Derudover kan en seniorpolitik tage sigte på såvel eksisterende og\npotentielle barrierer for fastholdelse af ældre formænd som udbre-delse og\nanvendelse af ældre formænds erfaringer og kompeten-cer.\u003C\u002Fp>\n\n\u003Cp>3. Dette protokollat kan af hver af parterne opsiges med 6 måneders varsel\ntil bortfald til en 1. juni.\u003C\u002Fp>\n\n\u003Cp>København, den 25. juni 2007\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            ",{"WAGES_determined":42,"pensionfund":46,"hourspday_select":50,"hourspweek_select":54,"hourspmonth_select":56,"trainingprogrammes":58},{"bindId":43,"name":44,"text":45},"WAGES_determined","1. Lønnen for formanden aftales individu","1. Lønnen for formanden aftales individuelt mellem arbejdsgiveren og den\nenkelte formand.",{"bindId":47,"name":48,"text":49},"pensionfund","1. Pensionsbidraget udgør 12,0 % af den ","1. Pensionsbidraget udgør 12,0 % af den ansattes ferieberettigede løn plus\nferie- og søgnehelligdagsbetaling.\n\nDen ansatte betaler 1\u002F3, og arbejdsgiveren betaler 2\u002F3 af bidraget.\n\n2. Pensionsordningen etableres som udgangspunkt i PFA. Eksiste-rende eller\nkommende firmapensionsordninger kan dog erstatte PFA. Såfremt virksomhedens\ntimelønnede ansatte er omfattet af en pensionsordning i PensionDanmark, kan\nder lokalt indgås aftale om, at formænd også er omfattet af denne\nordning.\n\nDansk Byggeri og Dansk Formands Forening anbefaler, at pensi-onsordningen\netableres i PFA.\n\n3. Der kan lokalt indgås aftale om højere bidrag fra såvel arbejdsgiver\nsom formanden.",{"bindId":51,"name":52,"text":53},"hourspday_select","1. Formandens arbejdstid følger den for ","1. 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Drøftelsen\nkan eventuelt indgå i den årlige løndrøftelse, jf. § 5, stk. 3.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>FORMANDSOVERENSKOMSTEN MELLEM: DANSK BYGGERI OG DANSK FORMANDS FORENING - 2017 - 2017\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Startdato: → 2017-03-31\u003C\u002Fdiv>\n            \n            \n\n            \n            \n                \u003Cdiv id=\"display-end_date\">Slutdato: → Ikke specificeret\u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratificeret af: → Other\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratificeret den: → 2017-03-31\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Navn på industri: → Detailhandel\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Navn på industri: → Varehus, supermarked, Detailhandel med elektriske husholdningsapparater  \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: → \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Navne på fagforeninger: → \n\n                \n                    \n                    \u003Cspan>\n                        \n                    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id=\"display-trainingprogrammes\">Uddannelsesprogrammer: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Lærlingeuddannelse: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Arbejdsgiver bidrager til en uddannelsesfond for medarbejdere: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \n\n\n        \n\n        \n        \n        \n         \n\n        \n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">ARBEJDSTID, VAGTPLAN OG FERIE\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Bestemmelser om fleksible arbejdsordninger: → Nej\n            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