[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fda-dk\u002Farbejde-i-danmark\u002Fkollektiv-overenskomst\u002Fmadudbringningsoverenskomst-food-delivery-agreement-2023-2025":3,"menu:\u002Fda-dk:":250,"sites:htmlblocks":420,"subsites":1619,"cite-subsites":5184,"footer:root":5661,"suggested:root":5759,"cite-footer:root":5763},{"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":230,"content_type_view":231,"extra_breadcrumbs":232,"body":234,"body_blocks":245,"related_pages":249},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":40,"details":228,"translations":229},{"id":31,"uid":32,"url":33,"name":31,"locale":11,"override_title":8,"title":34,"browser_title":35,"browser_description":36,"text":37},"madudbringningsoverenskomst-food-delivery-agreement-2023-2025","ce777a68-775a-11ef-abb1-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fdenmark\u002Fmadudbringningsoverenskomst-food-delivery-agreement-2023-2025\u002Fmadudbringningsoverenskomst-food-delivery-agreement-2023-2025\u002F","DNK Danish Business Employer - 2023","Denmark - DNK Danish Business Employer - 2023","DNK Danish Business Employer - 2023 - Hotel og restauration, cateringvirksomhed, turisme",{"name":38,"data":39},"madudbringningsoverenskomsten-2023-2025.html","\n\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New20\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>Madudbringningsoverenskomst \u003C\u002Fh1>\n\n\u003Cdiv class=\"toc\">\n\u003Cul>\n  \u003Cli>\u003Ca href=\"#L45\">§ 1 Overenskomstens dækningsområde\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L49\">§ 2 Løn\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L81\">§ 3 Arbejdstid\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L111\">§ 4 Ansættelsesbevis\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L123\">§ 5 Ubekvem arbejdstid\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L196\">§ 6 Overarbejde\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L212\">§ 7Køretøj, transportkasser og\n  smartphones\u002Fdevices\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L228\">§ 8 Særlig opsparing\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L244\">§ 9 Lønperiode og lønafregning\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L256\">§ 10 Arbejdstøj og værnemidler\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L260\">§ 11a. Kompetenceudviklingsfond\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L268\">§ 11b. Udviklingsfonde\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L282\">§ 12 Opsigelsesvarsler\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L320\">§ 13 Fratrædelsesgodtgørelse\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L344\">§ 14 Ferie og feriefridage\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L356\">§ 15 Sygdom og tilskadekomst\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L398\">§ 16 Barsel-\u002Ffædreorlov\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L473\">§ 17 Børns sygdom og børneomsorgsdage\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L493\">§ 18 Børns sygdom\u002Fhospitalsindlæggelse\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L505\">§ 19 Hovedaftale\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L509\">§ 20 Tillidsrepræsentanter\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L513\">§ 21 Pension\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L646\">§ 22 Seniorordning\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L650\">§ 23 Faglig strid\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L654\">§ 24 Nyoptagne virksomheder\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L668\">§ 25 Overenskomstens varighed\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L678\">Bilag 1. Protokollat om overgang til\n    Madudbringningsoverenskomsten\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L688\">Bilag 2. Protokollat om lokalløn\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L714\">Bilag 3. Protokollat om tillidsrepræsentanter\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L894\">Bilag 4. Protokollat om seniorordning\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L918\">Bilag 5. Protokollat om adgang til\n  lønoplysninger\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L944\">Bilag 6. Protokollat om overførsel af anciennitet fra\n    vikarbureau til brugervirksomhed\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L956\">Bilag 7. Protokollat om underleverandører og\n  vikarer\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L998\">Bilag 8. Protokollat om vikarer fra overenskomstdækkede\n    vikarbureauer\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1004\">Bilag 9. Protokollat om Retningslinjer for afspadsering\n    af overarbejde\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1032\">Bilag 10. Protokollat om retningslinjer for\n    arbejdsfordeling\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1054\">Bilag 11. Protokollat om regler for behandling af faglig\n    strid mellem Dansk Erhverv Arbejdsgiver og 3F\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1160\">Bilag 12. Aftale om social ansvarlighed\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1182\">Bilag 13. Protokollat om seniorpolitik\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1194\">Bilag 14. Protokollat om nyoptagne virksomheder -\n    pension og særlig opsparing\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1258\">Bilag 15. Protokollat om ferie\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1326\">Bilag A. Aftale om ferieoverførsel\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1368\">Bilag B. Eksempler på overførsel af feriedage\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1394\">Bilag 16. Protokollat om generelle retningslinjer for\n    etablering af forsøgsordninger\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1424\">Bilag 17. Protokollat om implementering af direktiv om\n    tidsbegrænset ansættelse\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1510\">Bilag 18. Protokollat om implementering af\n    ligelønsloven mv.\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1576\">Bilag 19. Protokollat om pension for personer ansat i\n    fleksjob\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1590\">Bilag 20. Organisationsaftale om\n  feriegarantiordning\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1642\">Bilag 21. Protokollat om natarbejde og\n    helbredskontrol\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1726\">Bilag 22. Protokollat om elektroniske dokumenter\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1732\">Bilag 23. Organisationsaftale om håndtering af sager om\n    manglende indbetaling og indberetning af pensionsbidrag\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1764\">Bilag 24. Organisationsaftale om samarbejde på\n    virksomheder af alle størrelser\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1786\">Bilag 25. Organisationsaftale om omkostninger i\n    firmapensionsordninger\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1808\">Bilag 26. Organisationsaftale om databeskyttelse\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1816\">Bilag 27. Fagretlig behandling af sager om chikane,\n    mobning og andre krænkende handlinger\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1824\">Bilag 28. Protokollat om kompetenceudvikling og\n    uddannelse\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1954\">Bilag 29. Protokollat om Transport- og Lagerområdets\n    Kompetenceudviklingsfond\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L2032\">Bilag 30. Udviklings- og Samarbejdsfond for transport-\n    og lagerområdet\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L2060\">Bilag 31. Protokollat om bidrag til Udviklings- og\n    Samarbejdsfond for transport- og lagerområdet\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L2074\">Bilag 32. Forslag til standard\n  ansættelseskontrakt\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L2220\">Bilag 33. Parternes fælles forståelse af bestemmelsen\n    om fratrædelsesgodtgørelse\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L2252\">Bilag 34. Uddannelsesrepræsentant\u003C\u002Fa>\u003C\u002Fli>\n\u003C\u002Ful>\n\u003C\u002Fdiv>\n\n\u003Cp>2023\u002F2025\u003C\u002Fp>\n\n\u003Cp>Madudbringningsoverenskomst Madudbringningsoverenskomsten\u003C\u002Fp>\n\n\u003Cp>mellem\u003C\u002Fp>\n\n\u003Cp>DANSK ERHVERV Arbejdsgiver\u003C\u002Fp>\n\n\u003Cp>og\u003C\u002Fp>\n\n\u003Cp>3F Fagligt Fælles Forbund, Transportgruppen\u003C\u002Fp>\n\n\u003Cp>2023 - 2025\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"font-size: 10pt\">3F-varenummer: 3008\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch2 id=\"L45\">§ 1 Overenskomstens dækningsområde\u003C\u002Fh2>\n\n\u003Cp>Denne overenskomst er gældende for medarbejdere i virksomheder, der for\ntredjemand (fremmed regning) udbringer færdigproduceret mad, herunder\nmadvarer, der efter lettere bearbejdning er egnet til fortæring, og\ndrikkevarer, samt naturligt tilhørende varer fra restauranter, pizzeriaer,\nfastfoodkæder, bagerier og andre, der tilbyder takeaway- måltider.\nUdbringning kan fx foregå på cykel, løbehjul, knallert, scooter, motorcykel,\nbil under 2.000 kg og tilsvarende køretøjer.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch2 id=\"L49\">§ 2 Løn\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>\u003Cstrong>Stk. 1.\u003C\u002Fstrong> Den garanterede normaltimebetaling udgør:\u003C\u002Fp>\n\n\u003Cp>1.marts 2023: 133,35 kr.\u003C\u002Fp>\n\n\u003Cp>1. marts 2024: 139,10 kr.\u003C\u002Fp>\n\n\u003Cp>For ekstravagter udgør normaltimebetalingen:\u003C\u002Fp>\n\n\u003Cp>1.marts 2023: 138,35 kr.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cp>1. marts 2024: 144,10 kr.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Den garanterede normaltimebetaling er inklusive søgnehelligdagsbetaling og\nbetaling for feriefridage.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 2\u003C\u002Fstrong> Lønnen for medarbejdere under 18 år fastsættes\ntil følgende procentdel af de til enhver tid gældende normaltimebetalinger\nfor voksne medarbejdere:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•17-årige 80%\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Andre 60%\u003C\u002Fp>\n\n\u003Cp>De anførte procentsatser anvendes som aflønningsgrundlag ved\noverenskomstfastsatte tillæg.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 3\u003C\u002Fstrong> Der kan på virksomheden indgås aftaler om\nlokalløn, jf. Bilag 2 (Protokollat om lokalløn).\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Ch2 id=\"L81\">§ 3 Arbejdstid\u003C\u002Fh2>\n\n\u003Cp>\u003Cstrong>Stk. 1\u003C\u002Fstrong> Den normale effektive ugentlige arbejdstid er mindst\n8 timer og op til 37 timer. Ved vagter på mere end 5 timer har medarbejderen\nret til at afholde ^ times ulønnet pause.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbejdstidens start- og sluttid beregnes fra medarbejderen til- og afmelder\nsig vagten. Der afregnes dog ikke løn i tidsrum, hvor medarbejderen ikke står\ntil rådighed for arbejdets udførelse i løbet af vagten.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-flexible_work_options\">\u003Cp>\u003Cstrong>Stk. 2 \u003C\u002Fstrong>Såvel fuldtids- som deltidsansættelse kan finde\nsted.\u003C\u002Fp>\n\n\u003Cp>Vagterne for såvel fuldtids- som deltidsansatte medarbejdere skal være på\nmindst 4 timer.\u003C\u002Fp>\n\n\u003Cp>Medarbejderen skal løbende have kendskab til sin vagtplan 4 uger frem.\u003C\u002Fp>\n\n\u003Cp>Der kan etableres ekstravagter. Sådanne vagter skal være på mindst 2\ntimer. Ekstravag- ter er frivillige for medarbejderen.\u003C\u002Fp>\n\n\u003Cp>Arbejdstiden kan fastsættes med varierende ugentlig arbejdstid. Den\nvarierende ugentlige arbejdstid må ikke overstige 44 normaltimer pr. uge. I\nopgørelsen af normaltimer skal ekstravagter medtælles.\u003C\u002Fp>\n\n\u003Cp>Opgørelsesperioden følger lønningsperiodens start, og opgøres over en af\nvirksomheden fastlagt 3 måneders referenceperiode. Referenceperioden skal\nmeddeles medarbejderen.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cp>Medarbejderen har ret til to fridage pr. uge.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>Stk. 3\u003C\u002Fstrong> Deltidsansatte medarbejdere er garanteret mindst 104\nnormaltimer over referenceperioden.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Fuldtidsansatte medarbejdere er garanteret mindst 481 timer over\nreferenceperioden.\u003C\u002Fp>\n\n\u003Ch2 id=\"L111\">§ 4 Ansættelsesbevis\u003C\u002Fh2>\n\n\u003Cp>Virksomheden skal senest anden hverdag efter ansættelsesforholdet er\npåbegyndt, give medarbejderen oplysninger om ansættelsesvilkårene i henhold\ntil oplysningspligten i ansættelsesbevisloven. \u003C\u002Fp>\n\n\u003Cp>Parterne anbefaler, at der anvendes en af den mellem parterne godkendt\nansættelseskontrakt.\u003C\u002Fp>\n\n\u003Cp>Eventuelle uoverensstemmelser om oplysningspligt og\nansættelseskontrakter\u002Fansæt- telsesbeviser behandles efter de fagretlige\nregler, der gælder mellem overenskomstparterne.\u003C\u002Fp>\n\n\u003Cp>Såfremt ansættelsesbeviset ikke er udleveret til medarbejderen i\noverensstemmelse med de gældende tidsfrister, kan godtgørelse ikke pålægges\nden arbejdsgiver, der senest 8 dage efter, at medarbejderen eller dennes\norganisation har rejst krav om manglende ansættelsesbevis, efterkommer kravet,\nmedmindre der foreligger systematisk brud på bestemmelsen om\nansættelsesbeviser.\u003C\u002Fp>\n\n\u003Cp>Anmærkning: Henvisningen til lov om arbejdsgivers pligt til at underrette\nlønmodtageren om vilkår for ansættelsesforholdet (ansættelsesbevisloven),\nvil fra den dato, hvor den danske lovgivning, der implementerer\narbejdsvilkårsdirektivet, træder i kraft, blive ændret, således at der fra\nden pågældende dato henvises til den kommende implementeringslov, for så\nvidt angår arbejdsgivers oplysningspligt.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch2 id=\"L123\">§ 5 Ubekvem arbejdstid\u003C\u002Fh2>\n\n\u003Cp>\u003Cstrong>Stk. 1\u003C\u002Fstrong> Der aflønnes med følgende tillæg til\nnormaltimebetalingen for såvel deltids- som fuldtidsbeskæftigede:\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003C\u002Fdiv>\u003Ctable cellpadding=\"0\" cellspacing=\"0\" align=\"left\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"103\" height=\"0\">\u003C\u002Ftd>\n      \u003Ctd width=\"332\">\u003C\u002Ftd>\n      \u003Ctd width=\"50\">\u003C\u002Ftd>\n      \u003Ctd width=\"138\">\u003C\u002Ftd>\n      \u003Ctd width=\"49\">\u003C\u002Ftd>\n      \u003Ctd width=\"138\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd height=\"113\">\u003C\u002Ftd>\u003Ctd height=\"113\">\u003C\u002Ftd>\n      \u003Ctd rowspan=\"2\" align=\"left\" valign=\"top\">\u003Cimg width=\"266\" height=\"91\" src=\"..\u002F..\u002F..\u002Ftáblázatok\u002FDok1_elemei\u002Fimage001.png\" alt=\"Tidsrum         Hele ugen kl. 18.00 til kl. 23.00         Hele ugen kl. 23.00 til kl. 06.00         På helligdage kl. 00.00 til kl. 24.00         \">\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd align=\"left\" valign=\"top\">\u003Cimg width=\"110\" height=\"90\" src=\"..\u002F..\u002F..\u002Ftáblázatok\u002FDok1_elemei\u002Fimage002.png\" alt=\"1. marts 2023         10,62 kr.         21,23 kr.         21,23 kr.         \">\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd align=\"left\" valign=\"top\">\u003Cimg width=\"110\" height=\"90\" src=\"..\u002F..\u002F..\u002Ftáblázatok\u002FDok1_elemei\u002Fimage003.png\" alt=\"1. marts 2024         10,99 kr.         21,98 kr.         21,98 kr.         \">\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"WordSection1\">\u003Ctable cellpadding=\"0\" cellspacing=\"0\" align=\"left\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd height=\"1\">\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp>Følgende dage betragtes som helligdage:\u003C\u002Fp>\n\n\u003Cp>Nytårsdag, skærtorsdag, langfredag, påskedag, 2. påskedag, store\nbededag, Kristi himmelfartsdag, pinsedag, 2. pinsedag, juleaftensdag, juledag,\n2. juledag, nytårsaftensdag.\u003C\u002Fp>\n\n\u003Cp>Se i øvrigt Bilag 21 om natarbejde.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch2 id=\"L196\">§ 6 Overarbejde\u003C\u002Fh2>\n\n\u003Cp>Som overarbejde betragtes arbejde, der overstiger 37 timer om ugen i\ngennemsnit over referenceperioden, jf. § 3 stk. 2.\u003C\u002Fp>\n\n\u003Cp>Som overarbejde betragtes endvidere pålagt arbejde efter planlagt vagts\nafslutning og arbejde pålagt udført på fridage.\u003C\u002Fp>\n\n\u003Cp>Overarbejde betales med følgende tillæg:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cp>For de første tre timers overarbejde pr. dag betales et tillæg på 50 pct.\nAf normaltimebetaling. For alle øvrige timer betales et tillæg på 100 pct.\nAf normaltimebetaling.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Ved overarbejde på fridage betales for mindst 4 timer.\u003C\u002Fp>\n\n\u003Cp>Overarbejde beregnes i påbegyndte kvarte timer (15 minutter).\u003C\u002Fp>\n\n\u003Cp>Der beregnes ikke overarbejde for ture, der er påbegyndt inden\nsluttidspunktet, og som ikke overskrider sluttidspunktet med mere end 15\nminutter. I stedet afregnes med den aftalte timeløn oprundet til hel kvart\ntime (15 minutter).\u003C\u002Fp>\n\n\u003Ch2 id=\"L212\">§ 7Køretøj, transportkasser og smartphones\u002Fdevices\u003C\u002Fh2>\n\n\u003Cp>Virksomheden stiller køretøj og transportkasser til rådighed.\u003C\u002Fp>\n\n\u003Cp>Hvis virksomheden ikke stiller køretøjer til rådighed, skal denne udrede\nfølgende tillæg til medarbejderen for brug af eget køretøj:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•For bil og motorcykel ydes kilometerbetaling\nefter statens takster.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•For knallert, scooter og cykel, løbehjul, mv.\nydes et tillæg på kr. 10,00 pr. time.\u003C\u002Fp>\n\n\u003Cp>Foranstående betaling for egne køretøjer medfører, at det er\nmedarbejderens forpligtelse, at køretøjet er i lovmæssig forsvarlig\nstand.\u003C\u002Fp>\n\n\u003Cp>Medarbejderen anvender egen smartphone eller device, der kan fungere med\nvirksomhedens platform.\u003C\u002Fp>\n\n\u003Cp>Virksomheden skal sikre, at der ikke sker overvågning eller tracking af\nsmartphonen eller pågældende device i fritiden.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Ch2 id=\"L228\">§ 8 Særlig opsparing\u003C\u002Fh2>\n\n\u003Cp>Medarbejdere opsparer pr. 1. marts 2023 7 pct. af den ferieberettigede løn\nsom særlig opsparing. Pr. 1. marts 2024 udgør den særlige opsparing 9 pct.\naf den ferieberettigede løn.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>I beløbet er indeholdt feriegodtgørelse og ferietillæg.\u003C\u002Fp>\n\n\u003Cp>Ved udgangen af maj måned og november måned opgøres saldoen, og beløbet\nudbetales. Ved ophør af ansættelsesforholdet udbetales hele saldoen.\u003C\u002Fp>\n\n\u003Cp>Nyoptagne virksomheder der forinden indmeldelsen ikke har etableret særlig\nopsparing eller lignende ordning, kan ved indmeldelsen indtræde i\noptrapningsordning, jf. Bilag 14 (Protokollat om nyoptagne virksomheder -\npension og særlig opsparing).\u003C\u002Fp>\n\n\u003Cp>Medarbejdere omfattet af overenskomsten kan anmode om, at virksomheden\nløbende foretager indbetaling hidrørende fra den særlige opsparing af et\nekstra lønmodtagerbidrag til pensionsordningen. Anmodning, herunder anmodning\nom ophør\u002Fændring af ekstra indbetaling af lønmodtagerbidrag, kan ske én\ngang årligt med virkning fra 1. december.\u003C\u002Fp>\n\n\u003Cp>Eventuelle administrative omkostninger i forbindelse hermed er medarbejderen\nuvedkommende. Den ekstra indbetaling anvendes alene til at øge opsparingen.\u003C\u002Fp>\n\n\u003Cp>Dansk Erhverv Arbejdsgiver garanterer for beløbenes udbetaling.\u003C\u002Fp>\n\n\u003Ch2 id=\"L244\">§ 9 Lønperiode og lønafregning\u003C\u002Fh2>\n\n\u003Cp>Lønperioden opgøres fra den 16. til den 15. i hver måned. Alternativt\nopgøres lønperioden i kalendermåneder.\u003C\u002Fp>\n\n\u003Cp>Lønnen skal være til rådighed senest 15 kalenderdage efter lønperiodens\nafslutning.\u003C\u002Fp>\n\n\u003Cp>Normaltimer, overarbejdstillæg, genetillæg og timerne for ekstravagter\nopgøres særskilt på lønsedlen.\u003C\u002Fp>\n\n\u003Cp>Lønafregningen skal foretages på formularer, som angiver arbejdsgiverens\nCVR-nr., navn og adresse, lønmodtagerens medarbejder-nr. og navn samt antallet\naf normaltimer, ekstratimer og antallet af timer med genetillæg og\noverarbejdstimer i forbindelse med indtjeningen.\u003C\u002Fp>\n\n\u003Cp>Medarbejderen er efter anmodning berettiget til at få adgang til en\nlønspecifikation, der indeholder oplysninger om arbejdstidens begyndelse og\nafslutning de enkelte dage i en lønperiode.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch2 id=\"L256\">§ 10 Arbejdstøj og værnemidler\u003C\u002Fh2>\n\n\u003Cp>Virksomheden udleverer passende arbejdstøj, cykelhjelm samt øvrige\npersonlige værnemidler, jf. arbejdsmiljøloven.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Ch2 id=\"L260\">§ 11a. Kompetenceudviklingsfond\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>Nærværende overenskomstområde tilsluttes Transport- og Lagerområdets\nKompetenceudviklingsfond.\u003C\u002Fp>\n\n\u003Cp>Virksomheder omfattet af denne overenskomst betaler et årligt bidrag til\nfonden på 780,00 kr. pr. fuldtidsansat medarbejder.\u003C\u002Fp>\n\n\u003Cp>De nærmere regler for kompetenceudvikling og uddannelse følger af Bilag 28\n(Protokollat om kompetenceudvikling og uddannelse) og Bilag 29 (Protokollat om\nTransportog Lagerområdets Kompetenceudviklingsfond).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2 id=\"L268\">§ 11b. Udviklingsfonde\u003C\u002Fh2>\n\n\u003Cp>\u003Cstrong>Stk. 1\u003C\u002Fstrong> Udviklings- og Samarbejdsfond\u003C\u002Fp>\n\n\u003Cp>Nærværende overenskomstområde tilsluttes Udviklings- og Samarbejdsfonden\nfor Transport- og Lagerområdet. De nærmere regler fremgår af Bilag 30\n(Udviklings- og Samarbejdsfond for transport- og lagerområdet) og Bilag 31\n(Protokollat om bidrag til Udviklings- og Samarbejdsfond for transport- og\nlagerområdet). Fonden tilføres 0,35 kr. pr. præsteret arbejdstime. Fra 2.\nkvartal 2023 tilføres kr. 0,45 pr. præsteret arbejdstime.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 2\u003C\u002Fstrong> DA\u002FLO Udviklingsfond\u003C\u002Fp>\n\n\u003Cp>Til den af hovedorganisationerne (DA og LO) etablerede Udviklingsfond\nbetaler arbejdsgiver kr. 0,47 pr. præsteret arbejdstime.\u003C\u002Fp>\n\n\u003Ch2 id=\"L282\">§ 12 Opsigelsesvarsler\u003C\u002Fh2>\n\n\u003Cp>\u003Cstrong>Stk. 1\u003C\u002Fstrong> De første 14 dage kan opsigelse af\nansættelsesforholdet ske fra begge parter med dags varsel.\u003C\u002Fp>\n\n\u003Cp>Efter 14 dages ansættelse kan begge parter opsige ansættelsesforholdet med\net varsel på én uge til udgangen af en arbejdsuge.\u003C\u002Fp>\n\n\u003Cp>Efter 6 måneders ansættelse kan virksomheden opsige ansættelsesforholdet\nmed et varsel på to uger til udgangen af en arbejdsuge.\u003C\u002Fp>\n\n\u003Cp>Efter 12 måneders ansættelse kan virksomheden opsige ansættelsesforholdet\nmed et varsel på tre uger til udgangen af en arbejdsuge.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 2\u003C\u002Fstrong> Medarbejdere, som afskediges på grund af\nomstruktureringer, nedskæringer, virksomhedslukning eller andre på\nvirksomheden beroende forhold, har ret til nedennævnte rettigheder, afhængig\naf anciennitet.\u003C\u002Fp>\n\n\u003Cp>Alle medarbejdere har ret til frihed med løn i op til to timer - placeret\nhurtigst muligt efter afskedigelsen, under fornødent hensyn til virksomhedens\nproduktionsforhold - til at søge vejledning i A-kassen\u002Ffagforeningen.\u003C\u002Fp>\n\n\u003Cp>Hvis medarbejderen ikke allerede har gennemført en realkompetencevurdering\npå opsigelsesdatoen, har medarbejderen, der har mindst et års uafbrudt\nanciennitet i virksomheden, ret til at gennemføre en kompetencevurdering efter\nBilag 28 (Protokollat om kompetenceudvikling og uddannelse), stk. 4, litra A,\npunkt b. Medarbejderen har ret til frihed med løn i op til en arbejdsdag,\ninkl. ovennævnte to timer, hvis det er nødvendigt for at gennemføre denne\nkompetencevurdering.\u003C\u002Fp>\n\n\u003Cp>Medarbejdere, der har mindst et års uafbrudt anciennitet i virksomheden,\nhar ret til at deltage i uddannelse efter eget valg i op til 2 uger i den\nperiode, der ligger mellem opsigelse og fratrædelse. Det er en\nforudsætning,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•at medarbejderne vælger AMU, FVU eller andre\nuddannelsestilbud, hvortil der gives offentlig løntabsgodtgørelse, og\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•at kursusdeltagelsen finder sted i\nopsigelsesperioden.\u003C\u002Fp>\n\n\u003Cp>Medarbejderne har desuden under samme forudsætninger ret til at deltage i\nop til to ugers uddannelse i umiddelbar forlængelse af den oprindelige\nopsigelsesperiode. I den forbindelse kan deres opsigelsesvarsel forlænges med\nkursusperioden, dog højst to uger, såfremt de dokumenterer, at\nkursusdeltagelsen ikke kan gennemføres i det oprindelige opsigelsesvarsel.\nMedarbejderne skal som en betingelse for denne ret hurtigst muligt og senest\nindenfor den første uge efter opsigelsen skriftligt meddele virksomheden, om\nretten til disse op til to ugers uddannelse ønskes benyttet.\u003C\u002Fp>\n\n\u003Cp>Virksomheden skal ikke afgive fornyet opsigelsesvarsel ved udskydelsen af\nfratrædelsen.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 3\u003C\u002Fstrong> Medarbejdere med 9 måneders anciennitet kan ikke\nopsiges indenfor de første 3 måneder, hvori de er dokumenteret\nuarbejdsdygtige på grund uforskyldt tilskadekomst ved arbejde for\nvirksomheden.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 4\u003C\u002Fstrong> Medarbejdere med 3 års anciennitet på virksomheden\nkan ikke opsiges i den periode, som medarbejderen har ret til sygeløn, jf.\n§15, stk. 3. Denne bestemmelse finder kun anvendelse, såfremt medarbejderen\ner uden egen skyld i den påtænkte opsigelse.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Ch2 id=\"L320\">§ 13 Fratrædelsesgodtgørelse\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cstrong>Stk. 1\u003C\u002Fstrong> Såfremt en medarbejder, der har været uafbrudt\nbeskæftiget i 3, 6 eller 8 år, uden egen skyld bliver opsagt, skal\nvirksomheden ved medarbejderens fratræden betale henholdsvis 1, 2 eller 3\ngange en særlig fratrædelsesgodtgørelse, der udgør kr. 5.000.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 2\u003C\u002Fstrong> Bestemmelsen i stk. 1 finder ikke anvendelse,\nsåfremt medarbejderen ved fratrædelsen har opnået anden ansættelse,\noppebærer pension, eller af andre årsager ikke oppebærer dagpenge. Endelig\nudbetales godtgørelsen ikke, hvis medarbejderen er funktionærlignende ansat\neller i forvejen har krav på fratrædelsesgodtgørelse, forlænget\nopsigelsesvarsel eller lignende vilkår, der giver en bedre ret end\noverenskomstens almindelige opsigelsesregler.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 3\u003C\u002Fstrong> Medarbejdere, der oppebærer godtgørelse i henhold\ntil stk. 1, og i forbindelse med genansættelse indtræder i deres optjente\nanciennitet, opnår først på ny ret til godtgørelse i henhold til denne\nbestemmelse, når betingelserne i stk. 1 er opfyldte i relation til den nye\nansættelse.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 4\u003C\u002Fstrong> Såfremt medarbejderen er på deltid, ændres\nfratrædelsesgodtgørelsen, jf. stk. 1, forholdsmæssigt.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 5\u003C\u002Fstrong> Der er enighed om, at bestemmelsen ikke finder\nanvendelse i forbindelse med hjemsendelse. Dette gælder uanset hvilken\nterminologi der konkret anvendes, så længe der er tale om en afbrydelse af\nansættelsesforholdet, der efter sin karakter er midlertidig. Såfremt en\nafbrydelse, der først var midlertidig, senere måtte vise sig at være\npermanent, aktualiseres virksomhedens forpligtelse efter bestemmelsen.\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Anmærkning: Der henvises til bilag 33 (Parternes fælles forståelse af\nbestemmelsen om fratrædelsesgodtgørelse).\u003C\u002Fem>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysweeks\">\u003Ch2 id=\"L344\">§ 14 Ferie og feriefridage\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>Vedrørende ferie henvises til ferieloven.\u003C\u002Fp>\n\n\u003Cp>Dansk Erhverv Arbejdsgiver garanterer for udbetalingen af optjent ferie, jf.\nBilag 20 (Organisationsaftale om feriegarantiordning).\u003C\u002Fp>\n\n\u003Cp>Medarbejdere har ret til 5 feriefridage i hvert kalenderår uden betaling,\nda denne er indregnet i normaltimebetalingssatsen. Såfremt medarbejderen ikke\ner beskæftiget hele året, beregnes feriefridagene forholdsmæssigt, hvor 5\nferiefridage sættes i forhold til 12 måneders beskæftigelse.\u003C\u002Fp>\n\n\u003Cp>Der kan uanset jobskifte ikke afholdes mere end 5 feriefridage i hvert\nkalenderår.\u003C\u002Fp>\n\n\u003Cp>Feriefridagene placeres efter samme regler som placering af restferie, jf.\nferieloven. Feriefridage kan dog ikke varsles til afholdelse i en\nopsigelsesperiode efter virksomhedens opsigelse af medarbejderen.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2 id=\"L356\">§ 15 Sygdom og tilskadekomst\u003C\u002Fh2>\n\n\u003Cp>\u003Cstrong>Stk. 1\u003C\u002Fstrong> Virksomheden betaler fuld løn under sygdom og\ntilskadekomst til ansatte, der har været uafbrudt beskæftiget i den\npågældende virksomhed i mindst 6 måneder. Medarbejderen skal opfylde\nbetingelserne for ret til sygedagpenge fra virksomheden i medfør af\nsygedagpengelovens regler.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 2\u003C\u002Fstrong> Ancienniteten i virksomheden anses ikke for afbrudt\nunder\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Sygdom i op til 3 måneder;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Indkaldelse til militærtjeneste i op til 3\nmåneder;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Orlov i forbindelse med graviditet og barsel;\nog\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Afbrydelse af arbejdet på grund af\nmaskinstandsning, materialemangel eller lignende, såfremt medarbejderen\ngenoptager arbejdet, når dette tilbydes denne.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cstrong>Stk. 3\u003C\u002Fstrong> Sygeløn til medarbejdere ydes af virksomheden i\nindtil 70 dage, regnet fra 1. hele fraværsdag. Ved tilbagefald på grund af\nsamme sygdom inden for 14 kalenderdage fra og med 1. arbejdsdag efter den\nforegående fraværsperiodes udløb, regnes virksomhedens betalingsperiode fra\n1. fraværsdag i den første fraværsperiode.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cstrong>Stk. 4\u003C\u002Fstrong> Sygelønnen består af det berettigede\ndagpengebeløb suppleret op til fuld løn.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Beregningsgrundlaget for sygelønnen er medarbejderens forventede\nindtjeningstab pr. arbejdstime, inklusive systematisk forekommende genetillæg\ni sygdomsperioden. Hvis dette ikke kendes, er beregningsgrundlaget\nmedarbejderens indtjening pr. arbejdstime i de sidste 4 uger før fraværet,\ninklusive systematisk forekommende genetillæg og eksklusive uregelmæssige\nbetalinger, der ikke har relation til de i perioden udførte arbejdstimer.\u003C\u002Fp>\n\n\u003Cp>Såfremt det præsterede antal arbejdstimer i den forudgående 4 ugers\nperiode, ikke er kendt, beregnes timetallet efter reglerne i sygedagpengeloven\n(ATP-reglerne), og syge- løn for indtil 37 timer om ugen beregnes som det\nopgjorte timetal ganget med medarbejderens fulde løn, jf. ovenfor.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 5\u003C\u002Fstrong> Feriegodtgørelse af sygeløn beregnes i henhold til\nferielovens bestemmelser.\u003C\u002Fp>\n\n\u003Cp>Hvor der er indgået en aftale i henhold til sygedagpengelovens § 56,\nbetaler virksomheden alene sygedagpenge i henhold til regler herom i\nsygedagpengeloven, medmindre fraværet skyldes anden sygdom end den, som ligger\ntil grund for § 56-aftalen.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 6\u003C\u002Fstrong> Sygdom betragtes som en afspadseringshindring,\nforudsat medarbejderen melder sig syg inden normal arbejdstids begyndelse den\ndag, hvor afspadseringen skulle have fundet sted. Er der planlagt flere dages\nafspadsering, gælder afspadseringshindringen også for sygdom på eventuelle\nefterfølgende dage.\u003C\u002Fp>\n\n\u003Cp>Det er en forudsætning, at medarbejderen anmelder sygdommen i\noverensstemmelse med virksomhedens regler.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Ch2 id=\"L398\">§ 16 Barsel-\u002Ffædreorlov\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>For forældre til børn født eller modtaget før 1. juli 2023 gælder\nfølgende:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cp>\u003Cstrong>Stk. 1\u003C\u002Fstrong> Lov om barselsorlov er gældende i forbindelse med\nfødsel.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cp>Virksomheden udbetaler til medarbejdere, der på det forventede\nfødselstidspunkt har 9 måneders uafbrudt beskæftigelse i virksomheden, fuld\nløn under fravær på grund af barsel fra 4 uger før forventet\nfødselstidspunkt (graviditetsorlov) og indtil 14 uger efter fødslen\n(barselsorlov).\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Til adoptanter udbetales fuld løn under barsel i 14 uger fra barnets\nmodtagelse.\u003C\u002Fp>\n\n\u003Cp>Beløbet indeholder den ved lovgivningen fastsatte maksimale\ndagpengesats.\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Note: For perioden frem til 1.juli 2023 følges principperne i\novergangsordningen for løn under barsel på\nDA\u002FFH-overenskomstområdet.\u003C\u002Fem>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cstrong>Stk. 2\u003C\u002Fstrong> Under samme betingelser betales der i indtil 2 uger\nfuld løn under ”fædreorlov”.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepayperc\">\u003Cstrong>Stk. 3\u003C\u002Fstrong> Virksomheden yder endvidere fuld løn under\nforældreorlov i indtil 16 uger.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Betalingen i disse 16 uger svarer til den løn, den pågældende ville have\noppebåret i perioden.\u003C\u002Fp>\n\n\u003Cp>Af disse 16 uger har den forælder, der afholder barselsorloven, ret til at\nholde 5 uger og den anden forælder ret til at holde 8 uger.\u003C\u002Fp>\n\n\u003Cp>Holdes orloven, der er reserveret den enkelte forælder ikke, bortfalder\nbetalingen.\u003C\u002Fp>\n\n\u003Cp>Betalingen i de resterende 3 uger ydes enten til den ene eller anden\nforælder.\u003C\u002Fp>\n\n\u003Cp>De 16 uger skal afholdes indenfor 52 uger efter fødslen.\u003C\u002Fp>\n\n\u003Cp>Medmindre andet aftales, skal medarbejderen af hensyn til lønbogholderiet\ngive meddelelse derom 3 uger i forvejen, når medarbejderen ønsker at holde\nsin orlov med løn. Der sker hermed ingen ændring af varslingsreglerne i\nbarselsloven § 15.\u003C\u002Fp>\n\n\u003Cp>Hver af forældrenes orlov kan maksimalt deles i to perioder, medmindre\nandet aftales.\u003C\u002Fp>\n\n\u003Cp>Det er en forudsætning for betalingen, at arbejdsgiveren er berettiget til\nrefusion svarende til den maksimale dagpengesats. Såfremt refusionen måtte\nvære mindre, nedsættes betaling til medarbejderen tilsvarende.\u003C\u002Fp>\n\n\u003Cp>Bemærkning: Under de 14 ugers barselsorlov ydes forhøjet pensionsbidrag,\njf. § 21, stk. 3.\u003C\u002Fp>\n\n\u003Cp>For forældre til børn født eller modtaget 1. juli 2023 eller senere\ngælder følgende:\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 4.\u003C\u002Fstrong> Lov om barselsorlov er gældende i forbindelse med\nfødsel.\u003C\u002Fp>\n\n\u003Cp>Virksomheden udbetaler til medarbejdere, der på det forventede\nfødselstidspunkt har 9 måneders uafbrudt beskæftigelse i virksomheden, fuld\nløn under fravær på grund af graviditet i op til 4 uger før forventet\nfødselstidspunkt (før: graviditetsorlov). Endvidere betales til samme\nmedarbejder løn under fravær i indtil 10 uger efter fødslen (før:\nbarselsorlov).\u003C\u002Fp>\n\n\u003Cp>Til adoptanter udbetales fuld løn under orlov i op til 10 uger fra barnets\nmodtagelse.\u003C\u002Fp>\n\n\u003Cp>Det er en forudsætning for betalingen, at arbejdsgiveren er berettiget til\nrefusion svarende til den maksimale dagpengesats. Såfremt refusionen måtte\nvære mindre, nedsættes betaling til medarbejderen tilsvarende.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 5.\u003C\u002Fstrong> Under samme betingelser som i stk. 4 betales der\nfuld løn til den anden forælder i op til 2 uger i forbindelse med fødslen\n(før: fædreorlov)\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 6\u003C\u002Fstrong>. Under samme betingelser som i stk. 4 betaler\narbejdsgiveren herudover fuld løn under orlov i indtil 24 uger (før:\nforældreorlov).\u003C\u002Fp>\n\n\u003Cp>Af disse 24 uger har den forælder, der afholder orlov efter stk. 4, ret til\nat holde 9 uger, og den anden forælder har ret til at holde 10 uger.\u003C\u002Fp>\n\n\u003Cp>Holdes orloven, der er reserveret den enkelte forælder, ikke, bortfalder\nbetalingen.\u003C\u002Fp>\n\n\u003Cp>De resterende 5 ugers orlov ydes enten til den ene eller anden forælder\neller deles mellem dem.\u003C\u002Fp>\n\n\u003Cp>De 24 uger skal afholdes inden for 52 uger efter fødslen. Hver af\nforældrenes orlov kan maksimalt deles i 2 perioder, medmindre andet\naftales.\u003C\u002Fp>\n\n\u003Cp>Anmærkning: Under de 10 ugers orlov efter stk. 4 ydes forhøjet\npensionsbidrag, jf. § 21, stk. 3.\u003C\u002Fp>\n\n\u003Cp>Medmindre andet aftales, skal orlov med løn efter stk. 4, 5 og 6 varsles\nmed 3 uger.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Ch2 id=\"L473\">§ 17 Børns sygdom og børneomsorgsdage\u003C\u002Fh2>\n\n\u003Cp>\u003Cstrong>Stk. 1.\u003C\u002Fstrong> Medarbejdere, med mindst 9 måneders anciennitet i\nvirksomheden, har ret til frihed med løn, når friheden er nødvendig af\nhensyn til pasning af medarbejderens syge, hjemmeværende barn\u002Fbørn under 14\når. Betalingen sker som under sygdom, jf. § 15.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cp>Frihed gives kun til den ene af barnets forældre, og kun indtil anden\npasningsmulighed etableres, og kan højst omfatte barnets første hele sygedag.\nSåfremt barnet bliver sygt i løbet af medarbejderens arbejdsdag, og\nmedarbejderen må forlade arbejdet som følge heraf, er der endvidere ret til\nfrihed med løn de resterende arbejdstimer den pågældende dag. Betaling sker\nsom under sygdom, jf. § 15. Virksomheden kan kræve dokumentation - f.eks. i\nform af tro og love-erklæring.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>Stk. 2.\u003C\u002Fstrong> Medarbejderen har desuden ret frihed uden løn til\nafholdelse af barnets anden sygedag samt til lægebesøg med barnet.\nMedarbejderen kan få udbetalt et beløb fra særlig opsparing, jf. § 8, til\ndækning af friheden.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 3.\u003C\u002Fstrong> Medarbejdere der har ret til at holde barns første\nsygedag har ret til 2 børneom- sorgsdage pr. kalenderår, uanset hvor mange\nbørn medarbejderen har. Reglen vedrører børn under 14 år.\u003C\u002Fp>\n\n\u003Cp>Dagene placeres efter aftale mellem virksomheden og medarbejderen under\nhensyntagen til virksomhedens tarv.\u003C\u002Fp>\n\n\u003Cp>Børneomsorgsdagene afholdes uden løn, men medarbejderen kan få udbetalt\net beløb fra den særlige opsparing, jf. § 8.\u003C\u002Fp>\n\n\u003Ch2 id=\"L493\">§ 18 Børns sygdom\u002Fhospitalsindlæggelse\u003C\u002Fh2>\n\n\u003Cp>Til medarbejdere, der har været beskæftiget i virksomheden uafbrudt i 9\nmåneder, indrømmes der frihed, når det er nødvendigt, at medarbejderen\nindlægges på hospital sammen med et barn under 14 år. Dette gælder også,\nnår indlæggelsen sker helt eller delvist i hjemmet.\u003C\u002Fp>\n\n\u003Cp>Denne frihed gælder alene den ene indehaver af forældremyndigheden, og der\ner maksimalt ret til frihed i sammenlagt 1 uge pr. barn inden for en\n12-måneders periode.\u003C\u002Fp>\n\n\u003Cp>Medarbejderen skal på opfordring fremlægge dokumentation for\nhospitalsindlæggelsen.\u003C\u002Fp>\n\n\u003Cp>Der ydes løn under fraværet som under sygdom, jf. § 15.\u003C\u002Fp>\n\n\u003Cp>Såfremt medarbejderen er dagpengeberettiget, indtræder virksomheden i\ndenne ret.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2 id=\"L505\">§ 19 Hovedaftale\u003C\u002Fh2>\n\n\u003Cp>Hovedaftalen mellem LO og DA og den senest vedtagne norm for behandling af\nfaglig strid er gældende.\u003C\u002Fp>\n\n\u003Ch2 id=\"L509\">§ 20 Tillidsrepræsentanter\u003C\u002Fh2>\n\n\u003Cp>Tillidsrepræsentantbestemmelserne i Lageroverenskomsten mellem 3F\nTransportgruppen og Dansk Erhverv Arbejdsgiver er gældende.\nTillidsrepræsentantbestemmelserne er optrykt i Bilag 3 (Protokollat om\ntillidsrepræsentanter).\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003Ch2 id=\"L513\">§ 21 Pension\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>\u003Cstrong>Stk. 1\u003C\u002Fstrong> Medarbejdere der er fyldt 22 år, er efter 12\nmåneders ansættelse i virksomheden omfattet af pensionsordning i\nPensionDanmark.\u003C\u002Fp>\n\n\u003Cp>Der ses bort fra anciennitetskravet, hvis medarbejderen i forvejen er\nomfattet af en arbejdsmarkedspensionsordning, eller har arbejdet under en\noverenskomst med 3F som part i mindst 2 måneder inden for de sidste 2 år.\u003C\u002Fp>\n\n\u003Cp>Det kan skriftligt aftales, senest ved underskrivelse af\nansættelseskontrakten, at det samlede pensionsbidrag, både arbejdsgiver- og\nmedarbejderbidrag, de første 9 måneder kan opspares og registreres på\nlønsedlen, uden indbetaling til Pension Danmark. Senest én måned inden\nudløbet af denne periode, skal medarbejderen, skriftligt meddele hvis beløbet\nønskes udbetalt. Gives meddelelsen ikke igangsættes pensionsordningen\nautomatisk, og det allerede opsparede beløb indbetales til Pension Danmark.\u003C\u002Fp>\n\n\u003Cp>Fratræder medarbejderen inden udgangen af de 9 måneder, udbetales det\nopsparede pensionsbidrag med den sidste lønudbetaling.\u003C\u002Fp>\n\n\u003Cp>Bidraget udgør følgende procentsatser af den skattepligtige indkomst når\npensionen er fuldt indfaset: \u003C\u002Fp>\n\n\u003Cp>Arbejdsgiverbidrag 8 pct. + Medarbejderbidrag 4 pct. = Pensionsbidrag i alt\n12 pct. \u003C\u002Fp>\n\n\u003Cp>Pr. 1. juni 2023 udgør procentsatserne følgende, når pensionen er fuldt\nindfaset:\u003C\u002Fp>\n\n\u003Cp>Arbejdsgiverbidrag 10pct. + Medarbejderbidrag 2pct. = Pensionsbidrag i alt\n12pct.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>Stk. 2\u003C\u002Fstrong>. Medarbejdere, der har nået folkepensionsalderen,\nkan vælge om opsparing til pension skal forsætte eller vælge at få bidraget\nudbetalt som løn.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 3.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>For børn født eller modtaget før den 1. juli 2023 gælder følgende:\u003C\u002Fp>\n\n\u003Cp>Under de 14 ugers barselsorlov, jf. § 16, stk.1, indbetales et ekstra\npensionsbidrag til medarbejdere, der på det forventede fødselstidspunkt, er\npensionsberettigede:\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoTableGrid\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse;border:none\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"201\" style=\"width:151.0pt;padding:0cm 5.4pt 0cm 5.4pt\">\u003Cp class=\"Szvegtrzs1\" style=\"margin-bottom:0cm;line-height:105%\">\u003Cspan class=\"Szvegtrzs\">\u003Cb>Pensionsbidraget udgør: Arbejdsgiverbidrag\n        \u003C\u002Fb>kr. pr. time\u002Fkr. pr. md. 8,50 \u002F 1.360,00\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"201\" valign=\"top\" style=\"width:151.0pt;padding:0cm 5.4pt 0cm 5.4pt\">\u003Cp class=\"Cmsor70\" style=\"page-break-after:avoid\">\u003Ca name=\"bookmark15\" id=\"bookmark15\">\u003Cspan class=\"Cmsor7\">\u003Cspan style=\"color:black\">Medarbejderbidrag\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fa>\u003C\u002Fp>\n\n        \u003Cp class=\"Szvegtrzs1\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Szvegtrzs\">Kr. pr. time\u002Fkr. pr. md. 4,25 \u002F 680,00\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\"> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"201\" valign=\"top\" style=\"width:151.0pt;padding:0cm 5.4pt 0cm 5.4pt\">\u003Cp class=\"Cmsor70\" style=\"page-break-after:avoid\">\u003Ca name=\"bookmark17\" id=\"bookmark17\">\u003Cspan class=\"Cmsor7\">\u003Cspan style=\"color:black\">Pensionsbidrag i alt\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fa>\u003C\u002Fp>\n\n        \u003Cp class=\"Szvegtrzs1\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Szvegtrzs\">Kr. pr. time\u002Fkr. pr. md. 12,75\u002F2.040,00\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp class=\"MsoNormal\">For børn født eller modtaget den 1. juli 2023 eller\nsenere gælder følgende:\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoTableGrid\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse;border:none\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"201\" valign=\"top\" style=\"width:151.0pt;padding:0cm 5.4pt 0cm 5.4pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Szvegtrzs\">\u003Cb>\u003Cspan style=\"font-size:14.0pt\">Arbejdsgiverbidrag\n        \u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003Cspan class=\"Szvegtrzs\">\u003Cspan style=\"font-size:14.0pt\">kr. pr. time\u002Fkr. pr. md. 18,45 \u002F\n        2.957,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"201\" valign=\"top\" style=\"width:151.0pt;padding:0cm 5.4pt 0cm 5.4pt\">\u003Cp class=\"Cmsor70\" style=\"line-height:105%;page-break-after:avoid\">\u003Ca name=\"bookmark106\" id=\"bookmark106\">\u003Cspan class=\"Cmsor7\">\u003Cspan style=\"color:black\">Medarbejderbidrag\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fa>\u003C\u002Fp>\n\n        \u003Cp class=\"Szvegtrzs1\" style=\"margin-bottom:0cm;line-height:105%\">\u003Cspan class=\"Szvegtrzs\">Kr. pr. time\u002Fkr. pr. md. 3,69 \u002F 592,00\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\"> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"201\" valign=\"top\" style=\"width:151.0pt;padding:0cm 5.4pt 0cm 5.4pt\">\u003Cp class=\"Cmsor70\" style=\"page-break-after:avoid\">\u003Ca name=\"bookmark108\" id=\"bookmark108\">\u003Cspan class=\"Cmsor7\">\u003Cspan style=\"color:black\">Pensionsbidrag i alt\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fa>\u003C\u002Fp>\n\n        \u003Cp class=\"Szvegtrzs1\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Szvegtrzs\">Kr. pr. time\u002Fkr. pr. md.\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Szvegtrzs1\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Szvegtrzs\">22,14\u002F3.549,00\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp class=\"MsoNormal\">Under de 10 ugers orlov efter fødslen (tidl.\nbarselsorlov), jf. § 16, stk. 4, indbetales et ekstra pensionsbidrag til\nmedarbejdere med 9 måneders anciennitet på det forventede\nfødselstidspunkt.\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>Stk. 4\u003C\u002Fstrong> Der beregnes pension af feriegodtgørelse til\nmedarbejdere, der er berettiget til pension.\u003C\u002Fp>\n\n\u003Cp>Pension af feriegodtgørelse omfattet af feriegarantiordning beregnes i takt\nmed, at feriegodtgørelsen optjenes.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 5\u003C\u002Fstrong> Medarbejdere der vælger at forlade Danmark, kan\nefter ansøgning hos pensionsselskabet, få udbetalt pensionsopsparingen.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 6\u003C\u002Fstrong> Nyoptagne medlemmer af Dansk Erhverv Arbejdsgiver,\nder forinden indmeldelsen ikke har etableret en pensionsordning for\nmedarbejdere omfattet af overenskomsterne mellem Dansk Erhverv Arbejdsgiver og\n3F Transportgruppen, eller som for disse medarbejdere har en pensionsordning\nmed lavere pensionsbidrag, kan kræve at bidraget til Pension Danmark\nfastsættes i overensstemmelse med optrapningsordningen beskrevet i Bilag 14\n(Protokollat om nyoptagne virksomheder - pension og særlig opsparing).\u003C\u002Fp>\n\n\u003Ch2 id=\"L646\">§ 22 Seniorordning\u003C\u002Fh2>\n\n\u003Cp>Medarbejderen og virksomheden kan indgå aftale om en seniorordning fra 5\når før den til enhver tid gældende folkepensionsalder for medarbejderen, jf.\nBilag 4 (Protokollat om seniorordning).\u003C\u002Fp>\n\n\u003Ch2 id=\"L650\">§ 23 Faglig strid\u003C\u002Fh2>\n\n\u003Cp>Behandling af eventuelle faglige stridigheder sker i henhold til Bilag 11\n(Protokollat om regler for behandling af faglig strid mellem Dansk Erhverv\nArbejdsgiver og 3F).\u003C\u002Fp>\n\n\u003Ch2 id=\"L654\">§ 24 Nyoptagne virksomheder\u003C\u002Fh2>\n\n\u003Cp>\u003Cstrong>Stk. 1\u003C\u002Fstrong> Virksomheder, som ved deres optagelse i Dansk\nErhverv Arbejdsgiver har overenskomst med 3F’s Transportgruppe eller en af\nforbundets afdelinger inden for Madudbringningsoverenskomstens\ndækningsområde, hvad enten overenskomsten er en særoverenskomst, en\ntiltrædelsesoverenskomst eller en lokalaftale, omfattes, uden særlig\nopsigelse af en sådan overenskomst, af Madudbringningsoverenskomsten fra\ntidspunktet for optagelsen.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 2\u003C\u002Fstrong> Der optages snarest, efter virksomhedens optagelse i\nDansk Erhverv Arbejdsgiver, tilpasningsforhandlinger med det formål at udforme\neventuelle lokale aftaler på en sådan måde, at bestående\noverenskomstforhold ikke forrykkes som helhed. Sådanne forhandlinger sker på\nDansk Erhverv Arbejdsgivers foranledning.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 3\u003C\u002Fstrong> Virksomheder inden for overenskomstens\ndækningsområde, som ved deres optagelse i Dansk Erhverv Arbejdsgiver ingen\noverenskomst eller lokalaftale har med \u003C\u002Fp>\n\n\u003Cp>3F’s Transportgruppe eller en af forbundets afdelinger, omfattes af\nMadudbringningsoverenskomsten fra optagelsestidspunktet.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 4\u003C\u002Fstrong> Uden for denne bestemmelse falder virksomheder hvis\nstruktur, produktion og arbejdsform på væsentlige punkter, adskiller sig fra\nde øvrige af Madudbringningsoverenskomsten omfattede virksomheder.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 5\u003C\u002Fstrong> For så vidt angår virksomheder, der 1. marts 2021\nvar medlem af Dansk Erhverv Arbejdsgiver henvises der til Bilag 1 (Protokollat\nom overgang til Madudbringningsoverenskomsten).\u003C\u002Fp>\n\n\u003Ch2 id=\"L668\">§ 25 Overenskomstens varighed\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end_date\">\u003Cp>Overenskomsten kan tidligst opsiges til ophør den 1. marts 2025.\nOpsigelsesfristen er 3 måneder, medmindre andet er aftalt mellem\norganisationerne.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start_date\">\u003Cp>København,20. marts 2023\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>For Dansk Erhverv Arbejdsgiver Morten Schønning Madsen\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Bilag til overenskomsten\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Ch2 id=\"L678\">Bilag 1. Protokollat om overgang til\nMadudbringningsoverenskomsten\u003C\u002Fh2>\n\n\u003Cp>Mellem nedenstående parter er opnået enighed om følgende:\u003C\u002Fp>\n\n\u003Cp>1.Nuværende medlemmer af Dansk Erhverv Arbejdsgiver, der er omfattet af en\nvirksomhedsoverenskomst eller tiltrædelsesoverenskomst med særlige vilkår\nmed 3F eller afdelinger af 3F, kan omfattes af Madudbringningsoverenskomsten,\nsåfremt der er enighed mellem overenskomstens parter.\u003C\u002Fp>\n\n\u003Cp>2.Virksomheder, som senest 1. marts 2021 er optaget som medlem af Dansk\nErhverv Arbejdsgiver, er ikke umiddelbart omfattet af\nMadudbringningsoverenskomsten, bortset fra den under punkt 1 beskrevne\nsituation. 3F’s Transportgruppe kan efter de almindelige fagretlige regler\nkræve, at Madudbringningsoverenskomsten skal være gældende over for en\nvirksomhed omfattet af punkt 2, 1. pkt. Virksomheden er således ikke\nforpligtet til at indgå overenskomst, idet 3F dog under iagttagelse af de\nalmindelige arbejdsretlige regler, herunder Hovedaftalen, vil være berettiget\ntil at iværksætte konflikt med henblik på at indgå overenskomst.\u003C\u002Fp>\n\n\u003Cp>3.Virksomheder, som er optaget som medlem af Dansk Erhverv Arbejdsgiver\nefter 1. marts 2021, er omfattet af Madudbringningsoverenskomsten efter\nreglerne om ny- optagne virksomheder, jf. § 24.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Ch2 id=\"L688\">Bilag 2. Protokollat om lokalløn\u003C\u002Fh2>\n\n\u003Cp>Der kan på virksomheden indgås aftaler om lokalløn:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>a.Timeløn med lokalløn\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Lokalløn kan pr. time udgøre op til kr. 2,50.\u003C\u002Fp>\n\n\u003Cp>På virksomheder, hvor der er etableret lokalløn, reduceres\nnormaltimebetalingen efter §2, stk. 1 tilsvarende. Beregningsgrundlaget for\noverarbejde er fortsat normaltimebetalingen efter §2, stk. 1.\u003C\u002Fp>\n\n\u003Cp>Lokalløn kan inden for overenskomstens område etableres for alle\nmedarbejdere, grupper af medarbejdere eller enkelte medarbejdere.\u003C\u002Fp>\n\n\u003Cp>Aftalen kan indgås mellem tillidsrepræsentanten på virksomheden og\nvirksomhedens ledelse. Er der ikke valgt en tillidsrepræsentant, kan aftalen\nindgås med den lokale afdeling af 3F. Hvis der er indgået en aftale med en\ntillidsrepræsentant, og der på et tidspunkt ikke er valgt\ntillidsrepræsentant, indtræder den lokale afdeling af 3F som aftalepart.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>b.Årlig opgørelse og udbetaling\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Ved udgangen af overenskomståret eller ved aftalens ophør udarbejder\nvirksomheden en opgørelse over lokallønnens størrelse og den samlede\nudbetalte lokalløn for de medarbejdere, som i løbet af overenskomståret har\nværet omfattet af lokallønnen.\u003C\u002Fp>\n\n\u003Cp>Såfremt lokallønnen på opgørelsestidspunktet ikke er fuldt udbetalt,\nfordeles det resterende beløb mellem de pr. 1. marts ansatte medarbejdere i\nordningen. Fordelingen sker forholdsmæssigt på baggrund af de individuelt\npræsterede løntimer i det forgangne overenskomstår, medmindre andet aftales\nlokalt. Udbetaling af et eventuelt resterende beløb sker i forbindelse med\nførstkommende lønningsperiode efter 1. marts, medmindre andet aftales\nlokalt.\u003C\u002Fp>\n\n\u003Cp>Såfremt tillidsrepræsentanten anmoder virksomheden om dokumentation for,\nat lokallønnen er udbetalt som aftalt, skal virksomheden fremlægge den\nfornødne dokumentation herfor.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>c.Opsigelse af lokallønsordning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Lokalaftalen kan opsiges med minimum 6 måneders varsel til udgangen af en\nlønningsperiode.\u003C\u002Fp>\n\n\u003Ch2 id=\"L714\">Bilag 3. Protokollat om tillidsrepræsentanter\u003C\u002Fh2>\n\n\u003Cp>\u003Cstrong>Stk. 1. Hvor vælges en tillidsrepræsentant\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>I enhver virksomhed - eller for større virksomheders vedkommende i enhver\nafdeling af denne - med 5 arbejdere eller derover, vælger de dér\nbeskæftigede arbejdere af deres midte en arbejder til at være\ntillidsrepræsentant over for ledelsen eller dennes repræsentant. I\nvirksomheder eller afdelinger med under 5 arbejdere vælges ingen\ntillidsrepræsentant, medmindre begge parter ønsker det.\u003C\u002Fp>\n\n\u003Cp>Valg af tillidsrepræsentanter foregår i arbejdstiden. De nærmere\nomstændigheder for valghandlingen aftales lokalt mellem ledelsen og\nmedarbejderne.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 2. Hvem kan vælges til tillidsrepræsentant\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Tillidsrepræsentanten skal vælges blandt de anerkendt dygtige organiserede\narbejdere, der har arbejdet mindst 1 år på den pågældende virksomhed.\u003C\u002Fp>\n\n\u003Cp>Hvor sådanne ikke findes i et antal af mindst fem, suppleres dette tal\nblandt de arbejdere, der har arbejdet der længst.\u003C\u002Fp>\n\n\u003Cp>Ved en virksomhed forstås i denne forbindelse en geografisk afgrænset\nenhed.\u003C\u002Fp>\n\n\u003Cp>Anmærkning: En tillidsrepræsentant, der indgår uddannelsesaftale med\nvirksomheden efter erhvervsuddannelsesloven, kan fortsætte med at være\ntillidsrepræsentant. Det er dog en forudsætning, at vedkommende i eventuelle\npraktikperioder arbejder sammen med sit valggrundlag.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 3. Valg af tillidsrepræsentant\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Valget af tillidsrepræsentant skal finde sted på en sådan måde, at alle\norganiserede arbejdere, som er beskæftiget i virksomheden eller afdelingen på\nvalgtidspunktet, sikres mulighed for at kunne deltage i valget, der kun er\ngyldigt, når mindst en tredjedel af de dér beskæftigede organiserede\narbejdere har stemt for vedkommende.\u003C\u002Fp>\n\n\u003Cp>Valget er i øvrigt ikke gyldigt, før det er blevet godkendt af 3F’s\nTransportgruppe og meddelt Dansk Erhverv Arbejdsgiver for de pågældende\nvirksomheder, der dog er berettiget til at gøre indsigelse mod valget over for\n3F’s Transportgruppe.\u003C\u002Fp>\n\n\u003Cp>3F’s Transportgruppe giver tilsagn om, at arbejdere, der vælges til\ntillidsrepræsentanter, og som ikke forud for valget har gennemgået et kursus\nfor tillidsrepræsentanter, hurtigst muligt efter valget gennemgår en sådan\nuddannelse. Fra Dansk Erhverv Arbejdsgivers side giver man tilsagn om at\nmedvirke til, at den nyvalgte tillidsrepræsentant får den fornødne frihed\ntil at deltage i kurset.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 4. Stedfortræder for tillidsrepræsentant\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Hvor en tillidsrepræsentant er fraværende på grund af sygdom, ferie,\ndeltagelse i kursus eller lignende, kan der efter aftale med arbejdsgiveren\nudpeges en stedfortræder for tillidsrepræsentanten. En således udpeget\nstedfortræder har i den periode, hvori vedkommende fungerer, den samme\nbeskyttelse som den valgte tillidsrepræsentant, såfremt vedkommende opfylder\nbetingelserne for at blive valgt til tillidsrepræsentant i henhold til stk.\n2.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 5. Fællestillidsrepræsentant\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>På virksomheder, hvor der er valgt 3 eller flere tillidsrepræsentanter,\nkan disse heriblandt vælge en fællestillidsrepræsentant.\nFællestillidsrepræsentantens arbejdsopgaver er at koordinere de faglige\nspørgsmål fra tillidsrepræsentanterne, og bistå dem i sager af faglig\ninteresse. Det kan eksempelvis være faglige sager vedrørende lokalaftaler,\nvelfærdsforhold, større afskedigelser og lønsystemer. Ligeledes kan ledelsen\nanmode fællestillidsrepræsentanten om at koordinere spørgsmål af samme\nkarakter, rejst af ledelsen.\u003C\u002Fp>\n\n\u003Cp>Valget af fællestillidsrepræsentant meddeles skriftligt til ledelsen.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 6. Andre muligheder for valg\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Ved lokal enighed kan der aftales andre muligheder for valg af\ntillidsrepræsentant\u002Ftil- lidsrepræsentanter end i de i stk. 1, 3, 4 og 5.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 7. Samarbejde og opgaver\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Det er tillidsrepræsentantens - såvel som arbejdsgiverens og dennes\nrepræsentants - pligt at gøre sit bedste for at vedligeholde og fremme et\ngodt samarbejde på arbejdsstedet, og ikke lægge hindringer i vejen for\nvirksomhedens eller medarbejdernes organisering.\u003C\u002Fp>\n\n\u003Cp>Tillidsrepræsentanten repræsenterer samtlige arbejdere i virksomheden\neller afdelingen, som er omfattet af overenskomstens dækningsområde. Ved\nlokale forhandlinger og ved indgåelse af lokalaftaler, skal såvel\ntillidsrepræsentanten som ledelsen være bemyndiget til at indgå bindende\naftaler for samtlige arbejdere.\u003C\u002Fp>\n\n\u003Cp>Tillidsrepræsentanten forelægger dog alene forslag, henstillinger og\nklager fra medlemmer af 3F for ledelsen.\u003C\u002Fp>\n\n\u003Cp>Opnås der ikke ved tillidsrepræsentantens henvendelse til ledelsen en\ntilfredsstillende ordning, kan denne frit anmode sin organisation om at tage\nsig af sagen, men arbejdet skal fortsættes uforstyrret og afvente resultatet\naf organisationernes behandling af sagen.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 8. Talsmand\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>På virksomheder med holddriftsarbejde kan tillidsrepræsentanten på de\nskift, hvor vedkommende ikke arbejder, og som omfatter mindst fire arbejdere,\nudpege en talsmand til på sine vegne at søge eventuelle uoverensstemmelser\noplyst og ordnet eller, såfremt omstændighederne stiller sig hindrende for en\nordning, bringe sagen videre til tillidsrepræsentanten.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 9. Funktion i arbejdstiden\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>A. Tillidsrepræsentanten skal have den nødvendige tid til at varetage sit\narbejde som tillidsrepræsentant. Det skal dog ske, så det er til mindst mulig\ngene for vedkommendes produktive arbejde.\u003C\u002Fp>\n\n\u003Cp>Dersom det er nødvendigt, at vedkommende for at opfylde sine forpligtelser\nsom tillidsrepræsentant på virksomheden må forlade sit arbejde i\narbejdstiden, skal denne forud herfor underrette arbejdsgiveren eller dennes\nrepræsentant.\u003C\u002Fp>\n\n\u003Cp>Tillidsrepræsentanter der er beskæftiget som chauffører skal senest dagen\nfør underrette arbejdsgiveren eller dennes repræsentant, med angivelse af\ntidspunkt og varighed.\u003C\u002Fp>\n\n\u003Cp>B. En kan repræsentant fra den lokale afdeling efter forudgående\nhenvendelse komme på virksomheden og drøfte lokale forhold med ledelsen.\u003C\u002Fp>\n\n\u003Cp>C. Tillidsrepræsentanten skal ved forestående ansættelser og\nafskedigelser bedst muligt holdes orienteret herom og har i øvrigt påtaleret\ni henhold til regler for behandling af faglig strid, ved eventuelt forekommende\nurimeligheder ved ansættelser og afskedigelser.\u003C\u002Fp>\n\n\u003Cp>Tillidsrepræsentanten gives mulighed for i arbejdstiden at mødes med\nnyansatte medarbejdere. Formålet med mødet er at orientere om\ntillidsrepræsentantens samarbejde med virksomheden og muligheden for\nmedlemskab af 3F. På virksomheder med skiftende arbejdssteder eller mobile\nmedarbejdere tilstræbes det, at nye medarbejdere får lejlighed til at møde\ntillidsrepræsentanten. Kan dette ikke lade sig gøre, kan mødet afholdes\ndigitalt. Der kan træffes lokalaftale om andre ordninger.\u003C\u002Fp>\n\n\u003Cp>Mødet planlægges i øvrigt under hensyn til virksomhedens driftsmæssige\nforhold.\u003C\u002Fp>\n\n\u003Cp>Hvis arbejdsgiveren efter anmodning orienterer tillidsrepræsentanten om en\ngennemført ansættelse eller afskedigelse, kan arbejdsgiveren ikke pålægges\nat udrede en bod, medmindre der foreligger systematisk brud på\nbestemmelsen.\u003C\u002Fp>\n\n\u003Cp>D. Tillidsrepræsentanten skal til udførelse af sit hverv have den\nnødvendige adgang til IT-faciliteter, herunder internet.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 10. Aflønning og vederlag\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>A. Aflønning\u003C\u002Fp>\n\n\u003Cp>Hvis underretning i henhold til stk. 9, litra A er sket, eller hvis der på\nledelsens foranledning i øvrigt lægges beslag på tillidsrepræsentanten i\narbejdstiden i spørgsmål, som angår virksomheden og arbejderne, skal\nvedkommende for den tid, der medgår hertil, aflønnes med sin\ngennemsnitsfortjeneste for det sidste kalenderkvartal.\u003C\u002Fp>\n\n\u003Cp>Ved møder uden for arbejdstiden på arbejdsgivers foranledning betales som\nfor overarbejde for den tid, der måtte ligge ud over den pågældendes daglige\narbejdstid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-direct_participation_trigger\">Ved samarbejdsudvalgsmøder følges Samarbejdsnævnets retningslinjer.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B. Vederlag\u003C\u002Fp>\n\n\u003Cp>Tillidsrepræsentanter valgt under overenskomsten modtager et årligt\nvederlag, som udbetales med 50% pr. halvår. Vederlaget udbetales som\nkompensation for dennes varetagelse af sit hverv uden for dennes arbejdstid.\nVederlaget er ikke pensionsgivende eller feriepengeberettigende.\u003C\u002Fp>\n\n\u003Cp>Valggrundlaget opgøres ved nyvalg af tillidsrepræsentanten og\nefterfølgende én gang årligt. Ved bortfald af tillidsrepræsentanthvervet\nbortfalder vederlaget.\u003C\u002Fp>\n\n\u003Cp>Det er en forudsætning for udbetaling af vederlag, at\ntillidsrepræsentanten har gennemført 3F’s Transportgruppes grunduddannelse,\nsom pt. er af 4 ugers varighed.\u003C\u002Fp>\n\n\u003Cp>Vederlaget udgør\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•ved et valggrundlag op til og med 49 personer\nkr. 9.000 pr. år,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•ved et valggrundlag mellem 50 og 99 personer kr.\n16.500 pr. år,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•ved et valggrundlag på 100 personer eller\nderover kr. 33.000 pr. år.\u003C\u002Fp>\n\n\u003Cp>For fællestillidsrepræsentanter opgøres antallet som summen af de\nrepræsenterede.\u003C\u002Fp>\n\n\u003Cp>Hvor der allerede er truffet aftale om vederlag til tillidsrepræsentanten i\nvirksomheden, kan dette modregnes i ovenstående vederlag.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 11. Klubformand\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Hvis medarbejderne på en virksomhed, henholdsvis en afdeling heraf, slutter\nsig sammen i en faglig klub eller lignende, skal tillidsrepræsentanten være\nformand.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 12. Afskedigelse af tillidsrepræsentant\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>En tillidsrepræsentants afskedigelse skal begrundes i tvingende årsager,\nog ledelsen har pligt til at give vedkommende et opsigelsesvarsel på i alt 5\nmåneder. Såfremt en tillidsrepræsentant har fungeret som sådan i en\nsammenhængende periode på mindst 5 år, har vedkommende dog krav på 6\nmåneders varsel.\u003C\u002Fp>\n\n\u003Cp>Er afskedigelsen begrundet i arbejdsmangel, bortfalder varselspligten i\nhenhold til denne bestemmelse.\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Anmærkning: Parterne er fortsat enige om, at en tillidsrepræsentant\naldrig opsiges med kortere varsel end dennes individuelle\nopsigelsesvarsel.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 13. Fremgangsmåde ved afskedigelse\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Hvis en arbejdsgiver finder, at der foreligger tvingende årsager efter stk.\n12, afsnit 1, til at opsige en tillidsrepræsentant, der er valgt efter\nreglerne i stk. 1 til 3, skal denne rette henvendelse til Dansk Erhverv\nArbejdsgiver, der derefter kan rejse spørgsmålet i henhold til reglerne for\nbehandling af faglig strid.\u003C\u002Fp>\n\n\u003Cp>Mæglingsmøde skal i så fald afholdes senest 7 kalenderdage efter\nmæglingsbegæringens fremkomst, og den fagretlige behandling skal i øvrigt\nfremmes mest muligt.\u003C\u002Fp>\n\n\u003Cp>En tillidsrepræsentants arbejdsforhold kan normalt ikke afbrydes i\nvarselsperioden, før 3F har fået lejlighed til at prøve afskedigelsens\nberettigelse ved fagretlig behandling.\u003C\u002Fp>\n\n\u003Cp>Fastslås det ved den fagretlige behandling, at der foreligger tvingende\nårsager til afskedigelse af tillidsrepræsentanten, betragtes\nopsigelsesvarslet som afgivet ved mæglingsbegæringens fremkomst.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 14. Opsigelsesvarsel efter ophør\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>En tillidsrepræsentant, der ophører med hvervet efter at have virket som\nsådan mindst 1 år, og som fortsat beskæftiges på virksomheden, har inden\nfor 1 år efter fratræden som tillidsrepræsentant ved afskedigelse fra\nvirksomheden krav på 8 ugers opsigelsesvarsel udover varslet i henhold til §\n12\u003C\u002Fp>\n\n\u003Cp>Denne regel gælder alene fratrådte tillidsrepræsentanter.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 15. Faglig opdatering af ophørte\ntillidsrepræsentanter\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>En medarbejder, der ophører med at være tillidsrepræsentant efter at have\nvirket som sådan i en sammenhængende periode på mindst 3 år, og som fortsat\ner beskæftiget på virksomheden, har ret til en drøftelse med virksomheden om\nmedarbejderens behov for\u003C\u002Fp>\n\n\u003Cp>faglig opdatering. Drøftelsen afholdes senest inden for en måned fra\nophøret af tillidsrepræsentanthvervet og på medarbejderens foranledning. Som\nled i drøftelsen afklares det, om der foreligger et behov for faglig\nopdatering, og hvordan denne opdatering skal finde sted. Såfremt der ikke kan\nopnås enighed, har medarbejderen ret til 3 ugers faglig opdatering. Efter 6\nårs sammenhængende hverv som tillidsrepræsentant har medarbejderen ret til 6\nugers faglig opdatering.\u003C\u002Fp>\n\n\u003Cp>Medarbejderen modtager fuld løn under den faglige opdatering. Det er en\nforudsætning, at der kan ydes lovbestemt løntabsgodtgørelse (f.eks.\nVEU-godtgørelse) til uddannelsen. Løntabsgodtgørelse tilfalder\nvirksomheden.\u003C\u002Fp>\n\n\u003Cp>Ved faglig opdatering kan der ydes støtte fra TLK-fonden som ved aftalt\nuddannelse jf. bilag 28, stk. 4, litra C.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 16. Arbejdsmiljørepræsentanter\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>A. Beskyttelse\u003C\u002Fp>\n\n\u003Cp>For arbejdsmiljørepræsentanter gælder samme beskyttelse som for\ntillidsrepræsentanter.\u003C\u002Fp>\n\n\u003Cp>B. Opgaver\u003C\u002Fp>\n\n\u003Cp>Arbejdsmiljørepræsentanten skal medvirke til at skærpe kollegernes og\nledelsens fokus på alle aspekter af arbejdsmiljøet.\u003C\u002Fp>\n\n\u003Cp>Arbejdsmiljørepræsentanten skal i samarbejde med ledelse og\ntillidsrepræsentanten holde fast i, at de strategiske opgaver løses i regi af\narbejdsmiljøorganisationen alternativt et særligt samarbejdsfora.\nArbejdsmiljørepræsentanten skal være omdrejningspunktet for det systematiske\narbejdsmiljøarbejde i udviklingen af arbejdspladsvurderingen (APV). Der er et\nfælles ansvar for, at sygefravær indgår i APV-arbejdet.\nArbejdsmiljørepræsentanten skal herunder drøfte arbejdsmiljøet på baggrund\naf eksisterende, relevant statistisk materiale.\u003C\u002Fp>\n\n\u003Cp>Arbejdsmiljørepræsentanten skal inddrages i forebyggelse af ulykker gennem\nanalyser og læring. Arbejdsmiljørepræsentanten er desuden ambassadør for\nmedarbejdernes inddragelse i den gennemgribende omstilling i at nå målet på\nnye ambitiøse klima mål.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetytraining\">\u003Cp>C. Deltagelse i relevante arbejdsmiljøkurser\u003C\u002Fp>\n\n\u003Cp>Arbejdsmiljørepræsentanten kan efter aftale med arbejdsgiveren få den\nnødvendige frihed til deltagelse i forbundenes relevante\narbejdsmiljøkurser.\u003C\u002Fp>\n\n\u003Cp>Adgangen til deltagelse i forbundenes arbejdsmiljøkurser påvirker hverken\nrettigheder eller pligter i forhold til den i lovgivning fastsatte\narbejdsmiljøuddannelse.\u003C\u002Fp>\n\n\u003Cp>Deltagelse i forbundenes frivillige arbejdsmiljøkurser udløser ikke\nbetaling efter arbejdsmiljølovens § 10, stk. 1.\u003C\u002Fp>\n\n\u003Cp>3F’s Transportgruppe giver tilsagn om, at arbejdere, der vælges til\narbejdsmiljørepræsentanter, og som ikke forud for valget har gennemgået et\nkursus for arbejdsmiljørepræsentanter, hurtigst muligt efter valget\ngennemgår en sådan uddannelse. Fra Dansk Erhverv Arbejdsgivers side giver man\ntilsagn om at medvirke til, at den nyvalgte arbejdsmiljørepræsentant får den\nfornødne frihed til deltagelse i kurset.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>D. Adgang til IT-faciliteter\u003C\u002Fp>\n\n\u003Cp>Arbejdsmiljørepræsentanten skal til udførelse af sit hverv have samme\nadgang til IT- faciliteter som tillidsrepræsentanterne i henhold til stk. 9,\nlitra D.\u003C\u002Fp>\n\n\u003Cp>E. Tid til opgaver\u003C\u002Fp>\n\n\u003Cp>Arbejdsmiljørepræsentanten skal have den tid til rådighed til at varetage\nsine pligter, der er rimelig i forhold til den pågældende virksomheds art og\ndens sikkerheds- og sundhedsmæssige standard. Det skal dog ske, så det er til\nmindst mulig gene for vedkommendes produktive arbejde.\u003C\u002Fp>\n\n\u003Cp>Dette betyder, at arbejdsmiljørepræsentanten skal have frihed til at\nopfylde sine pligter efter arbejdsmiljøreglerne, herunder deltagelse i møder\nog uddannelse.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 17. Europæiske samarbejdsudvalg\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>For medlemmer af europæiske samarbejdsudvalg gælder samme beskyttelse som\nfor tillidsrepræsentanter.\u003C\u002Fp>\n\n\u003Ch2 id=\"L894\">Bilag 4. Protokollat om seniorordning\u003C\u002Fh2>\n\n\u003Cp>Medarbejdere kan vælge at indgå i en seniorordning fra 5 år før den til\nenhver tid gældende folkepensionsalder.\u003C\u002Fp>\n\n\u003Cp>I seniorordningen kan medarbejderen vælge at anvende indbetalingen til\nsærlig opsparing til finansiering af seniorfridage.\u003C\u002Fp>\n\n\u003Cp>Såfremt medarbejderen ønsker yderligere seniorfridage, kan dette ske ved\nat konvertere hele eller en del af pensionsbidraget, jf. § 21, til\nseniorfridage.\u003C\u002Fp>\n\n\u003Cp>Der kan maksimalt konverteres så stor en andel af pensionsbidraget, at\nforsikringsordningen, bidrag til sundhedsordning og\nadministrationsomkostningerne fortsat dækkes.\u003C\u002Fp>\n\n\u003Cp>Det konverterede pensionsbidrag indsættes på medarbejderens særlige\nopsparing.\u003C\u002Fp>\n\n\u003Cp>Medarbejderens indtræden i en seniorordning ændrer ikke på bestående\noverenskomstmæssige beregningsgrundlag og er således omkostningsneutral for\nvirksomheden.\u003C\u002Fp>\n\n\u003Cp>Medarbejderen skal senest 1. november give virksomheden skriftlig meddelelse\nom, hvorvidt medarbejderen ønsker at indgå i en seniorordning i det kommende\nkalenderår og i så fald, hvor stor en andel af særlig opsparing og det\nkonverterede pensionsbidrag vedkommende ønsker at opspare. Endvidere skal\nmedarbejderen give besked om, hvor mange seniorfridage medarbejderen ønsker at\nafholde i det følgende kalenderår. Disse valg er bindende for medarbejderen\nog vil fortsætte i de følgende kalenderår. Medarbejderen kan dog hvert år\ninden 1. november meddele virksomheden om der ønskes ændringer for det\nkommende kalenderår.\u003C\u002Fp>\n\n\u003Cp>Ved seniorordningens første år sker konverteringen fra og med den\nlønningsperiode, hvori medarbejderen er 5 år fra den til enhver tid gældende\nfolkepensionsalder.\u003C\u002Fp>\n\n\u003Cp>Der kan maksimalt afholdes 32 seniorfridage pr. kalenderår, hvad enten\nfinansieringen sker via særlig opsparing eller konvertering af pensionsmidler,\nog at den øgede fleksibilitet i ordningen skal være omkostningsneutral for\nvirksomhederne.\u003C\u002Fp>\n\n\u003Cp>Placeringen af seniorfridage sker under hensyntagen til virksomhedens\ndrift.\u003C\u002Fp>\n\n\u003Cp>Dansk Erhverv Arbejdsgiver garanterer for beløbenes udbetaling.\u003C\u002Fp>\n\n\u003Ch2 id=\"L918\">Bilag 5. Protokollat om adgang til lønoplysninger\u003C\u002Fh2>\n\n\u003Cp>\u003Cstrong>Stk. 1\u003C\u002Fstrong>. Bestemmelsen tager sigte på at modvirke\nløndumping. Bestemmelsen kan ikke benyttes til at kræve lønoplysninger\nudleveret med henblik på en overordnet eller generel belysning af\nlønforholdene i virksomheden, herunder til generel afdækning af muligheder\nfor at rejse fagretlige sager mod virksomheden.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 2\u003C\u002Fstrong>. I de situationer, hvor en tillidsrepræsentant på\ntro og love erklærer at have oplysninger, der giver anledning til at formode,\nat der finder løndumping sted i relation til en enkelt ansat eller en konkret\nafgrænset gruppe af ansatte på virksomheden, har tillidsrepræsentanten ret\ntil at få udleveret de oplysninger, der er fornødne for at vurdere, om der\nforekommer løndumping, jf. dog stk. 4.\u003C\u002Fp>\n\n\u003Cp>Tillidsrepræsentanten skal forinden fremsættelse af kravet selv forgæves\nhave forsøgt at tilvejebringe lønoplysningerne.\u003C\u002Fp>\n\n\u003Cp>3F’s Transportgruppe kan under samme betingelser som\ntillidsrepræsentanten kræve lønoplysningerne udleveret.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 3\u003C\u002Fstrong>. Angår kravet en enkelt ansat forudsætter\nudleveringen af lønoplysninger den ansattes samtykke.\u003C\u002Fp>\n\n\u003Cp>Når kravet om udlevering af lønsedler vedrører en medarbejdergruppe,\nudleveres disse uden samtykke, dog således at hensynet til anonymitet\nsikres.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 4\u003C\u002Fstrong>. Er der på en medlemsvirksomhed ikke enighed om\nudlevering af oplysningerne, eller har 3F’s Transportgruppe rejst krav om\nudlevering af oplysninger overfor Dansk Erhverv Arbejdsgiver, skal der på\n3F’s Transportgruppes begæring omgående afholdes møde mellem\norganisationerne med henblik på at drøfte sagen, herunder hvilke oplysninger\nder skal fremskaffes.\u003C\u002Fp>\n\n\u003Cp>Når oplysningerne er tilvejebragt fra virksomheden, træder\norganisationerne på ny sammen, og hvis det her konstateres, at overenskomstens\nbestemmelser er overholdt, er sagen slut.\u003C\u002Fp>\n\n\u003Cp>Konstateres det, at overenskomstens bestemmelser ikke er overholdt, skal\nDansk Erhverv Arbejdsgiver på 3F’s Transportgruppes begæring rette\nhenvendelse til virksomheden med henblik på at pålægge virksomheden at rette\nforholdene. Dansk Erhverv Arbejdsgiver sender en kopi af denne henvendelse til\n3F’s Transportgruppe. Hvis forholdene ikke snarest bringes i orden, kan\n3F’s Transportgruppe videreføre sagen.\u003C\u002Fp>\n\n\u003Cp>Hvis der under forhandlingerne ikke kan opnås enighed om, hvorvidt\noverenskomsten er overholdt, kan 3F’s Transportgruppe videreføre sagen\ndirekte til faglig voldgift eller fællesmøde.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 5.\u003C\u002Fstrong> De udleverede lønoplysninger skal behandles\nfortroligt og kan alene anvendes som led i en fagretlig behandling af\nspørgsmålet om løndumping og må ikke gøres til genstand for nogen form for\noffentliggørelse, medmindre sagen er afsluttet ved faglig voldgift eller\nArbejdsretten.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 6.\u003C\u002Fstrong> Parterne er enige om løbende i\noverenskomstperioden at drøfte effekten af denne aftale.\u003C\u002Fp>\n\n\u003Ch2 id=\"L944\">Bilag 6. Protokollat om overførsel af anciennitet fra\nvikarbureau til brugervirksomhed\u003C\u002Fh2>\n\n\u003Cp>Så længe en vikar er ansat hos et vikarbureau, optjener vikaren alene\nanciennitet hos vikarbureauet, og ikke hos brugervirksomheden.\u003C\u002Fp>\n\n\u003Cp>Såfremt vikarbureauvikaren imidlertid har arbejdet hos brugervirksomheden i\nmindst 3 måneder uden afbrydelse, overføres ancienniteten fra vikarbureauet\ntil brugervirksomheden, på vikarens anmodning, i følgende tilfælde:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Vikararbejdet på brugervirksomheden ophører\npå grund af arbejdsmangel på brugervirksomheden, og inden 10 arbejdsdage\nefter ophør bliver vikaren fastansat på brugervirksomheden eller\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•vikarbureauvikaren ansættes på\nbrugervirksomheden i direkte forlængelse af vikararbejdet.\u003C\u002Fp>\n\n\u003Cp>Det er alene anciennitet fra det seneste arbejdsforhold i brugervirksomheden\nder overføres.\u003C\u002Fp>\n\n\u003Ch2 id=\"L956\">Bilag 7. Protokollat om underleverandører og vikarer\u003C\u002Fh2>\n\n\u003Cp>\u003Cstrong>Stk. 1.\u003C\u002Fstrong> Ikke-overenskomstdækkede virksomheder\u003C\u002Fp>\n\n\u003Cp>På anmodning fra deres tillidsrepræsentant eller 3F’s Transportgruppe\nskal virksomheden oplyse, hvilke underleverandører, der udfører opgaver for\nvirksomheden indenfor overenskomstens faglige gyldighedsområde. I\noplysningerne skal indgå virksomhedsnavnet og adressen, som underleverandøren\nhar oplyst til virksomheden. Ingen af de udleverede oplysninger om\nunderleverandører kan videregives eller gøres til genstand for nogen form for\noffentliggørelse.\u003C\u002Fp>\n\n\u003Cp>Hvis en ikke-overenskomstdækket virksomhed, der arbejder som\nunderleverandør for en Dansk Erhverv Arbejdsgiver-medlemsvirksomhed, er ramt\naf en lovlig varslet eller iværksat hovedkonflikt til støtte for et krav om\nen kollektiv overenskomst, og der er varslet en lovlig sympatikonflikt mod en\nmedlemsvirksomhed, kan 3F’s Transportgruppe rette henvendelse til Dansk\nErhverv Arbejdsgiver med en anmodning om et møde til drøftelse af sagen. På\nmødet kan bl.a. drøftes de sympatikonfliktramte arbejdsopgaver. Tilsvarende\nkan Dansk Erhverv Arbejdsgiver rette henvendelse til 3F’s Transportgruppe.\nAlle relevante baggrundsoplysninger fremlægges på mødet eller tilsendes den\nmodstående overenskomstpart så hurtigt som muligt.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 2.\u003C\u002Fstrong> Optagelse i Dansk Erhverv Arbejdsgiver\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om i sådanne situationer, at underleverandørvirksomheden\nkan optages i Dansk Erhverv Arbejdsgiver og overenskomstdækkes, selvom en\nkonflikt er varslet eller iværksat.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 3.\u003C\u002Fstrong> Vikarer fra vikarbureauer\u003C\u002Fp>\n\n\u003Cp>På anmodning fra deres tillidsrepræsentant eller 3F’s Transportgruppe\nskal virksomheden oplyse, hvilke vikarbureauer der udfører opgaver på\nvirksomheden indenfor overenskomstens faglige gyldighedsområde. I\noplysningerne skal indgå virksomhedsnavnet og adressen, som vikarbureauet har\noplyst til virksomheden.\u003C\u002Fp>\n\n\u003Cp>Hvis et vikarbureau, der udlejer vikarer til en Dansk Erhverv Arbejdsgiver\nmedlemsvirksomhed, er ramt af en lovligt varslet eller iværksat hovedkonflikt\ntil støtte for et krav om overenskomst, og der er varslet en lovlig\nsympatikonflikt mod en medlemsvirksomhed, kan hver af overenskomstparterne\nbegære et møde svarende til det, som er beskrevet i stk. 1.\u003C\u002Fp>\n\n\u003Cp>På mødet søges tilvejebragt en forhandlingsmæssig løsning for at\nundgå, at kollektive kampskridt iværksættes. I sådanne situationer kan\nvikarbureauet optages i Dansk Erhverv Arbejdsgiver og overenskomstdækkes,\nselvom en konflikt er varslet eller iværksat.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 4.\u003C\u002Fstrong> Afklaring af om en udefrakommende virksomhed\nudfører vikararbejde Med henblik på hurtig afklaring af, om der i konkrete\ntilfælde er tale om vikararbejde, kan tillidsrepræsentanten på\nbrugervirksomheden anmode om at få oplysninger fra brugervirksomheden om\nudefrakommende virksomheder, der udfører arbejde for brugervirksomheden, som\nellers naturligt kunne udføres af brugervirksomhedens ansatte medarbejdere.\u003C\u002Fp>\n\n\u003Cp>Anmodningen skal ske i tilknytning til en eller flere udefrakommende\nvirksomheders arbejde for brugervirksomheden.\u003C\u002Fp>\n\n\u003Cp>Hvis der efter den lokale informationsudveksling og drøftelse fortsat er\nuenighed om, hvorvidt der er tale om vikararbejde, kan 3F’s Transportgruppe\nbegære et afklarende møde overfor Dansk Erhverv Arbejdsgiver. Referat af de\nlokale drøftelser fremsendes sammen med mødebegæringen.\u003C\u002Fp>\n\n\u003Cp>3F’s Transportgruppe kan ligeledes begære et afklarende møde overfor\nDansk Erhverv Arbejdsgiver i de tilfælde, hvor der ikke har kunnet ske en\nlokal drøftelse af en udefrakommende virksomheds arbejde for\nbrugervirksomheden, fordi der ikke er valgt tillidsrepræsentant på\nbrugervirksomheden.\u003C\u002Fp>\n\n\u003Cp>Et afklarende møde skal afholdes hurtigst muligt og senest 7 arbejdsdage\nefter modtagelse af begæringen hos Dansk Erhverv Arbejdsgiver. Mødet afholdes\npå brugervirksomheden, medmindre andet aftales imellem parterne.\u003C\u002Fp>\n\n\u003Cp>På mødet skal der som minimum oplyses om følgende:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Den udefrakommende virksomheds navn og\nCVR-nummer (P-nummer) eller RUTnummer.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Navnet på brugervirksomhedens kontaktperson hos\nden udefrakommende virksomhed.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Beskrivelse af den udefrakommende virksomheds\nopgaver i brugervirksomheden og den forventede tidsplan for deres løsning.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Beskrivelse af ledelses- og\ninstruktionsbeføjelserne over for den udefrakommende virksomheds\nmedarbejdere.\u003C\u002Fp>\n\n\u003Cp>Oplysningerne vil kunne fremlægges mundtligt på det afklarende møde. Der\nskrives et referat af mødet.\u003C\u002Fp>\n\n\u003Ch2 id=\"L998\">Bilag 8. Protokollat om vikarer fra overenskomstdækkede\nvikarbureauer\u003C\u002Fh2>\n\n\u003Cp>Hvor en fagretlig sag om vikarbureauvikarer er indledt imod et vikarbureau,\nsom er omfattet af en kollektiv overenskomst, skal brugervirksomheden, som\nvikaren har været udsendt til, på anmodning fra en af overenskomstparterne\ninformere om relevante lokalaftaler og kutymer angående løn og arbejdstid,\nsom virksomheden har meddelt, at vikarbureauet skal overholde for de\narbejdsfunktioner, vikarerne udfører på virksomheden.\u003C\u002Fp>\n\n\u003Cp>Bestemmelsen ændrer ikke på, at alene vikarbureauet er ansvarligt for\nvikarernes ansættelsesforhold. Brugervirksomheden kan ikke drages til ansvar\nfor vikarbureauets eventuelle overtrædelser af disse.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1004\">Bilag 9. Protokollat om Retningslinjer for afspadsering af\noverarbejde\u003C\u002Fh2>\n\n\u003Cp>Mellem Dansk Erhverv Arbejdsgiver og 3F’s Transportgruppe er der truffet\naftale om følgende rammeaftale for afspadsering af overarbejde, der ikke\nhidrører fra varslet opsparing af systematisk overarbejde til senere\nafspadsering:\u003C\u002Fp>\n\n\u003Cp>1.Ved lokal aftale med medarbejderne på den enkelte virksomhed kan der\ntræffes aftale om afspadsering af overarbejde.\u003C\u002Fp>\n\n\u003Cp>2.Aftaler om afspadsering af overarbejde skal i enhver henseende respektere\nde gældende arbejdsmiljøregler om daglig hviletid og ugentligt fridøgn samt\nde overenskomstmæssige regler om varsling af og betaling for overarbejde.\u003C\u002Fp>\n\n\u003Cp>3.Aftalerne skal klart markere de nærmere regler for afspadseringens\ngennemførelse, herunder:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a.Om afspadseringen omfatter alt overarbejde eller\nalene overarbejde over et vist, nærmere angivet maksimum, herunder om\nafspadsering kun skal gennemføres, såfremt den omfatter en eller flere hele\nfridage.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">b.Om afspadseringen skal være gennemført inden\nfor et nærmere angivet tidsrum.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">c.Om afspadseringen sker efter en på forhånd lagt\nplan eller efter aftale mellem vedkommende medarbejder og arbejdsledelsen.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">d.Om afspadseringen sker med 1,0 time for hver\nudført overarbejdstime - eller med 1,5 time for hver udført overarbejdstime\nmed et tillæg på 50% og med 2,0 timer for hver udført overarbejdstime med et\ntillæg på 100%.\u003C\u002Fp>\n\n\u003Cp>Såfremt afspadseringen sker time for time, forudsættes det, at\nvirksomheden udbetaler de optjente overarbejdstillæg for den lønperiode, hvor\noverarbejdet er udført, medens lønnen for overarbejdstimerne hensættes,\nsåledes at den udbetales for den lønperiode, hvor afspadseringen finder\nsted.\u003C\u002Fp>\n\n\u003Cp>Såfremt afspadseringen sker med 1,5 time - respektive med 2,0 time - pr.\nudført overarbejdstime, forudsættes det, at såvel de optjente\noverarbejdstillæg som den optjente løn for overarbejdet hensættes, således\nat beløbene udbetales for den lønperiode, hvor afspadseringen finder sted.\u003C\u002Fp>\n\n\u003Cp>I sidstnævnte tilfælde kan der træffes aftale om en beregnet timesats,\nder udbetales for hver afspadseringstime af det samlede hensatte beløb.\u003C\u002Fp>\n\n\u003Cp>4.Lokalt aftalte afspadseringsordninger kan af enhver af parterne til enhver\ntid opsiges med 3 måneders varsel til udgangen af en lønningsperiode. Når\nopsigelsesfristen er udløbet, udbetales afspadseringsbeløb til de\npågældende medarbejdere.\u003C\u002Fp>\n\n\u003Cp>5.Nærværende retningslinjer kan af enhver af organisationerne til enhver\ntid opsiges med 3 måneders varsel. Ved opsigelsesfristens udløb ophører\nenhver i henhold til retningslinjerne indgået lokal aftale om afspadsering med\nvirkning fra udløbet af den nærmest følgende hele lønningsperiode.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1032\">Bilag 10. Protokollat om retningslinjer for arbejdsfordeling\u003C\u002Fh2>\n\n\u003Cp>Dansk Erhverv Arbejdsgiver og 3F’s Transportgruppe er enige om, at\nbeskæftigelsessituationen i konkrete situationer med føje kan foranledige\nvirksomheder til at anvende arbejdsfordeling for at undgå afskedigelser som\nfølge af midlertidig produktionsnedgang.\u003C\u002Fp>\n\n\u003Cp>På denne baggrund er organisationerne enige om nedenstående retningslinjer\nfor indførelse af arbejdsfordelingsordninger inden for de mellem Dansk Erhverv\nArbejdsgiver og 3F’s Transportgruppe bestående overenskomstområder:\u003C\u002Fp>\n\n\u003Cp>1.Arbejdsfordeling skal være begrundet i driftsmæssige årsager af\nforventelig kortvarig karakter.\u003C\u002Fp>\n\n\u003Cp>2.Arbejdsfordeling aftales mellem den lokale afdeling af 3F, medarbejderne\nog virksomheden.\u003C\u002Fp>\n\n\u003Cp>3.Arbejdsfordeling er en midlertidig foranstaltning og kan ikke aftales for\nlængere tid end 3 måneder.\u003C\u002Fp>\n\n\u003Cp>4.Ledighed som følge af arbejdsfordeling skal tilstræbes samlet i\nsammenhængende perioder fra en kalenderuges begyndelse. Der kan således ikke\ntræffes aftale om nedsættelse af den daglige arbejdstid.\u003C\u002Fp>\n\n\u003Cp>5.Afskedigelse af en medarbejder under en løbende arbejdsfordeling kan kun\nske af årsager, der kan henregnes til den pågældendes egne forhold.\u003C\u002Fp>\n\n\u003Cp>Er det bortset fra sådanne tilfælde nødvendigt at foretage yderligere\nafskedigelser, skal aftalen om arbejdsfordeling forinden tages op til ny lokal\ndrøftelse.\u003C\u002Fp>\n\n\u003Cp>6.Aftaler om arbejdsfordeling efter nærværende retningslinjer skal\ntilsendes Dansk Erhverv Arbejdsgiver og 3F’s Transportgruppe til orientering\nforud for iværksættelsen, idet virksomheden skal garantere, at krav i forhold\ntil Arbejdsformidlingen er opfyldte.\u003C\u002Fp>\n\n\u003Cp>7.Nærværende retningslinjer kan af enhver af organisationerne til enhver\ntid opsiges med 3 måneders varsel. Ved opsigelsesfristens udløb ophører\nenhver i henhold til retningslinjerne indgået lokal aftale om\narbejdsfordeling.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-strikes_trigger\">\u003Ch2 id=\"L1054\">Bilag 11. Protokollat om regler for behandling af faglig strid\nmellem Dansk Erhverv Arbejdsgiver og 3F\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>1.Lokal forhandling\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Opstår der på en virksomhed en retstvist, skal uoverensstemmelsen søges\nbilagt ved lokal forhandling mellem parterne på virksomheden. Forhandlingerne\ngennemføres hurtigst muligt.\u003C\u002Fp>\n\n\u003Cp>Opnås der ved forhandling på virksomheden ikke enighed, fortsætter\nforhandlingerne under medvirken af den lokale afdeling af 3F, samt en\nrepræsentant for Dansk Erhverv Arbejdsgiver. Forhandlingerne gennemføres så\nvidt muligt senest 3 uger efter at en af parterne har anmodet om møde.\u003C\u002Fp>\n\n\u003Cp>Der udarbejdes et referat af forhandlingerne, som skal indeholde følgende\noplysninger:\u003C\u002Fp>\n\n\u003Cp>•Virksomhedens navn, således at den klart kan identificeres.\u003C\u002Fp>\n\n\u003Cp>•Navnene på de personer, der deltager i forhandlingen, med angivelse af,\nom disse repræsenterer de ansatte eller virksomheden.\u003C\u002Fp>\n\n\u003Cp>•Beskrivelse af uoverensstemmelsens indhold og karakter.\u003C\u002Fp>\n\n\u003Cp>•Beskrivelse af den forhandlingsløsning, der opnås - eller en angivelse\naf hver parts hovedsynspunkter.\u003C\u002Fp>\n\n\u003Cp>•Referatet dateres og underskrives af tillidsrepræsentanten (hvor en\nsådan er valgt og har deltaget), den lokale 3F-afdelings repræsentant,\nrepræsentanten for virksomhedens ledelse samt hvor Dansk Erhverv Arbejdsgiver\nhar deltaget af repræsentanten herfra.\u003C\u002Fp>\n\n\u003Cp>Er parterne enige, kan mægling efter nedenstående pkt. 2 iværksættes\nuden forudgående lokal forhandling.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2.Mæglingsmøde\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Opnås der ikke enighed ved den lokale forhandling, kan de respektive\norganisationer - Dansk Erhverv Arbejdsgiver og 3F’s Transportgruppe - begære\nmægling i sagen. Mæglingsbegæringen skal være skriftlig og indeholde en\nkort beskrivelse af uoverensstemmelsen, således at temaet på mæglingsmødet\nklart fremgår af begæringen.\u003C\u002Fp>\n\n\u003Cp>Har der været lokale forhandlinger, jf. pkt. 1, skal referatet\nvedlægges.\u003C\u002Fp>\n\n\u003Cp>Mæglingsmøde skal, såfremt en af parterne kræver dette, eller såfremt\ndet er af betydning for sagens afklaring, holdes på den virksomhed, hvor\nuoverensstemmelsen er opstået.\u003C\u002Fp>\n\n\u003Cp>Mæglingsmødet skal afholdes hurtigst muligt og senest 3 uger efter\nmæglingsbegæringens modtagelse i den modstående organisation.\u003C\u002Fp>\n\n\u003Cp>Tidsfristen kan fraviges efter aftale mellem organisationerne.\u003C\u002Fp>\n\n\u003Cp>I sager vedrørende bortvisning skal mæglingsmøde afholdes senest 5\narbejdsdage efter mæglingsbegæringens modtagelse i den modstående\norganisation, medmindre andet aftales.\u003C\u002Fp>\n\n\u003Cp>På mæglingsmødet ledes forhandlingerne af organisationerne\nmæglingsmænd, der søger at tilvejebringe en løsning af\nuoverensstemmelsen.\u003C\u002Fp>\n\n\u003Cp>Mæglingsmændene udarbejder et referat af forhandlingerne, og dette\nunderskrives med bindende virkning for parterne og de respektive organisationer\naf mæglingsmændene.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>3.Faglig voldgift\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Opnås der ikke ved den forannævnte fagretlige behandling enighed om en\nløsning, og sagen angår forståelsen af en mellem parterne indgået\noverenskomst eller aftale, kan den, medmindre der i Hovedaftalen eller\nandetsteds er fastsat andre regler, henvises til afgørelse ved faglig\nvoldgift, såfremt en af organisationerne fremsætter begæring herom.\u003C\u002Fp>\n\n\u003Cp>Den organisation, der ønsker sagen videreført, skal, inden 14 arbejdsdage\nefter at forhandlingerne er endt uden enighed, skriftligt begære afholdelse af\nfaglig voldgift over for den modstående organisation.\u003C\u002Fp>\n\n\u003Cp>Denne tidsfrist kan fraviges efter aftale.\u003C\u002Fp>\n\n\u003Cp>Senest 25 hele arbejdsdage efter, der er begæret faglig voldgift,\nfremsender klager til modparten et klageskrift, bilagt kopi af de akter, der\nønskes fremlagt. Samtidig med fremsendelsen af klageskrift sendes meddelelse\ntil Arbejdsretten vedrørende udpegning af opmand i overensstemmelse med\nafsnittene nedenfor.\u003C\u002Fp>\n\n\u003Cp>Den indklagede organisation skal snarest og senest 15 hele arbejdsdage efter\nmodtagelse af klageskrift til den klagende organisation fremsende svarskrift,\nbilagt kopi af de akter, der ønskes fremlagt.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Voldgiftsretten består af 5 medlemmer:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1formand og 2 repræsentanter fra hver af\nparterne.\u003C\u002Fp>\n\n\u003Cp>Organisationerne anmoder i fællesskab en opmand uden for deres kreds om at\npåtage sig hvervet som formand for voldgiftsretten.\u003C\u002Fp>\n\n\u003Cp>Opnås der ikke mellem organisationerne enighed om en opmand, skal de\nsnarest anmode Arbejdsretten om at udpege en sådan. I henvendelsen skal det\noplyses, hvilke personer der ved forhandlingerne mellem organisationerne har\nværet bragt i forslag.\u003C\u002Fp>\n\n\u003Cp>Retsmøde skal afholdes snarest. Tidspunktet for mødet fastsættes ved\nforhandling mellem opmanden og organisationerne.\u003C\u002Fp>\n\n\u003Cp>Senest 25 hele arbejdsdage før retsmødet fremsender klageren til opmanden\nmed kopi til modparten et klageskrift, bilagt kopi af de akter, der ønskes\nfremlagt.\u003C\u002Fp>\n\n\u003Cp>Klageskriftet anses for at være rettidigt modtaget, såfremt det er den\nmodstående organisation i hænde inden kl. 16.00 senest 24 hele arbejdsdage\nfør retsmødet.\u003C\u002Fp>\n\n\u003Cp>Den indklagede organisation skal snarest og senest 15 hele arbejdsdage før\nretsmødet til opmanden fremsende sit svarskrift, bilagt kopi af de akter, der\nønskes fremlagt. Kopi sendes samtidig til den klagende organisation.\u003C\u002Fp>\n\n\u003Cp>Svarskriftet anses for at være rettidigt modtaget, såfremt det er den\nmodstående organisation i hænde inden kl. 16.00 senest 14 hele arbejdsdage\nfør retsmødet.\u003C\u002Fp>\n\n\u003Cp>Replik fremsendes til den indklagede organisation og opmanden og anses for\nat være rettidigt modtaget, såfremt den er den modstående organisation i\nhænde kl. 16.00 senest 9 hele arbejdsdage før retsmødet.\u003C\u002Fp>\n\n\u003Cp>Duplik fremsendes og anses for at være rettidigt modtaget, såfremt den er\nden modstående organisation og opmanden i hænde kl. 16.00 senest 6 hele\narbejdsdage før retsmødet.\u003C\u002Fp>\n\n\u003Cp>Hvis en af organisationerne ønsker at foretage afhøringer, skal det\nfremgå af processkrifterne, hvem der ønskes afhørt.\u003C\u002Fp>\n\n\u003Cp>Er klageskriftet ikke modtaget, betragtes sagen som afsluttet og kan ikke\nrejses igen.\u003C\u002Fp>\n\n\u003Cp>Påberåber en organisation sig forsinkelse med klageskriftet i en faglig\nvoldgift, skal dette meddeles modparten snarest muligt og senest kl. 12.00\narbejdsdagen før retsmødet.\u003C\u002Fp>\n\n\u003Cp>Er svarskriftet ikke modtaget rettidigt, afgøres sagen på grundlag af de\noplysninger, der fremgår af klageskriftet og referaterne fra den fagretlige\nbehandling.\u003C\u002Fp>\n\n\u003Cp>Under retsmødet procederes sagen mundtligt af en\norganisationsrepræsentant, der ikke samtidig kan være medlem af retten.\u003C\u002Fp>\n\n\u003Cp>Voldgiftsretten afgør selv alle spørgsmål vedrørende forretningsgang og\nforretningsorden, som ikke fremgår af nærværende regler.\u003C\u002Fp>\n\n\u003Cp>I afstemning herom deltager opmanden, og alle spørgsmål afgøres ved\nsimpelt flertal.\u003C\u002Fp>\n\n\u003Cp>Opnås der ikke under voteringen flertal for en afgørelse, skal opmanden\nalene afgøre sagen i en motiveret kendelse, i hvilken om nødvendigt også\nspørgsmålet om rettens kompetence afgøres.\u003C\u002Fp>\n\n\u003Cp>Opmandens kendelse bør så vidt muligt foreligge 14 arbejdsdage efter\nretsmødet og så vidt muligt elektronisk.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>4.Organisationsudvalg\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Dansk Erhverv Arbejdsgiver og 3F’s Transportgruppe nedsætter et stående\nudvalg, hvor de nedenfor under punkterne 1 til 3 anførte spørgsmål af hver\naf organisationerne kan begæres behandlet:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1.Uoverensstemmelser af principiel karakter\nvedrørende forståelse af overenskomster og dermed ligestillede aftaler\nindgået mellem organisationerne (Dansk Erhverv Arbejdsgiver og 3F’s\nTransportgruppe).\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">2.Sager i en lokal uoverensstemmelse, hvor\nafgørelsen skønnes at kunne få betydning for flere overenskomstområder.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">3.Sager hvor organisationerne har til hensigt at\ngøre organisationsansvar gældende. Den organisation, der har til hensigt at\ngøre organisationsansvar gældende, har pligt til at indbringe sagen for\nudvalget. Gøres organisationsansvar gældende i et fællesmøde, skal den\nklagende organisation forinden begære afholdt et plenummøde under\nfællesmødet. En eventuel videreførelse af en organisationsansvarspåstand i\net klageskrift forudsætter, at sagen forinden har været behandlet i\norganisationsudvalget. Såfremt tidsfristen ved Arbejdsretten hindrer dette,\nskal sagen behandles i organisationsudvalget, inden sagen domsforhandles.\u003C\u002Fp>\n\n\u003Cp>I udvalget deltager 2 faste medlemmer - 1 fra hver side. De to faste\nmedlemmer kan suppleres af 1 eller eventuelt flere fra hver side.\u003C\u002Fp>\n\n\u003Cp>Såfremt der ikke ved organisationsudvalgsmødet opnås enighed,\nvidereføres sagen ved fortsat mægling.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1160\">Bilag 12. Aftale om social ansvarlighed\u003C\u002Fh2>\n\n\u003Cp>Parterne er enige om, at virksomheder, medarbejdere og organisationer i den\ndanske transport- og logistikbranche bør være kendt for at udvise et højt\nniveau af social ansvarlighed.\u003C\u002Fp>\n\n\u003Cp>De daglige arbejdsopgaver i virksomhederne bør tilrettelægges således, at\nmedarbejderne ikke udsættes for sygdom eller nedslidning som følge heraf.\nOmgangsformer skal være således, at alle føler sig godt til rette i\nvirksomheden.\u003C\u002Fp>\n\n\u003Cp>Medarbejdere, der rammes af sygdom eller andre forhold, der medfører\nfravær, bør have størst mulig støtte med henblik på at kunne genoptage\nderes job. Støtten kan bl.a. bestå i regelmæssig opfølgning, støtte i\nforhold til at få den relevante hjælp fra det offentlige, gradvis\ntilbagevenden til jobbet mv.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longtermillness\">\u003Cp>Medarbejdere, der på grund af varig sygdom eller andre forhold ikke\nlængere kan varetage deres job, bør forsøges omplaceret til andet arbejde.\nEr dette ikke muligt, støttes vedkommende i revalidering. Hvis det er relevant\nfor vedkommende, forsøges flex- eller skånejob i virksomheden.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Medarbejdere, der kommer ud i misbrugs- eller afhængighedsproblemer, bør\nhurtigst muligt tilbydes samtale om de personlige, sociale, økonomiske og\njobmæssige konsekvenser af fortsat misbrug. I den forbindelse bør\nmedarbejderen tilbydes støtte til afvænning med genoptagelse af jobbet som\nmål. Afskedigelse bør ikke ske, uden at disse foranstaltninger har været\nforsøgt.\u003C\u002Fp>\n\n\u003Cp>Parterne opfordrer medlemsvirksomhederne\u002Fmedlemmerne til at medvirke\npositivt til, at ledige, revalidender, flygtninge m.fl. kommer i ustøttet\nbeskæftigelse, evt. via kort og målrettet aktivering.\u003C\u002Fp>\n\n\u003Cp>Parterne anbefaler, at virksomheder og ansatte, der indgår i arbejdet\nomkring aktiveringsaktiviteter, er opmærksomme på de elementer af\nkonkurrenceforvridning, der kan opstå i denne forbindelse.\u003C\u002Fp>\n\n\u003Cp>Parterne henstiller til virksomhederne og medarbejderne under denne\noverenskomst at være åbne overfor at medvirke til, at unge introduceres til\nbranchen. F.eks. i form af erhvervspraktik, skolekontaktarbejde, åbent\nhus-arrangementer o.l.\u003C\u002Fp>\n\n\u003Cp>Parterne vil støtte aktiviteter, der sigter mod en\nmedarbejdersammensætning i medlemsvirksomhederne, der afspejler det omgivende\nsamfund mht. alder, køn etnisk oprindelse mv.\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om, at der ved udformningen af virksomhedernes\npersonalepolitik, samt i afskedigelsessituationer, skal tages et særligt\nhensyn til de ældre medarbejdere.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1182\">Bilag 13. Protokollat om seniorpolitik\u003C\u002Fh2>\n\n\u003Cp>Dansk Erhverv Arbejdsgiver og 3F’s Transportgruppe er enige om vigtigheden\naf at sikre en høj grad af fleksibilitet på arbejdsmarkedet, således at så\nmange medarbejdere som muligt tilbydes beskæftigelse længst muligt på\narbejdsmarkedet.\u003C\u002Fp>\n\n\u003Cp>Der er enighed mellem parterne om, at der ikke i hverken overenskomsten\neller i gældende lovgivning er elementer, der hindrer målsætningen om at\nfastholde ældre medarbejdere i virksomhederne, eller som indebærer at\nvirksomhederne ikke kan indføre den ønskede seniorpolitik.\u003C\u002Fp>\n\n\u003Cp>Parterne anbefaler, at Samarbejdsaftalen anvendes, når parterne på\nvirksomheden ønsker at drøfte principper for seniorpolitik. I virksomheder,\nhvor der ikke findes samarbejdsudvalg, gennemfører de lokale parter\ndrøftelser til opfyldelse af intentionerne i Samarbejdsaftalen, herunder\nindførelse af seniorpolitik.\u003C\u002Fp>\n\n\u003Cp>Parterne anbefaler, at samarbejdsudvalget eller de lokale parter forud for\nindførelse af seniorpolitik søger inspiration via rådgivning hos\noverenskomstparterne.\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om fortsat at overvåge udviklingen på området med\nhenblik på evt. igangsætning af initiativer, der kan være med til at udbrede\nkendskabet til ordninger, der er udtryk for en aktiv senior- eller\nlivsfasepolitik.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1194\">Bilag 14. Protokollat om nyoptagne virksomheder - pension og\nsærlig opsparing\u003C\u002Fh2>\n\n\u003Cp>\u003Cstrong>Firmapensionsordning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Nyoptagne medlemmer af Dansk Erhverv Arbejdsgiver eller en af dens\nmedlemsforeninger, der forinden indmeldelsen for medarbejdere inden for\nMadudbringningsoverenskomsten har etableret en firmapensionsordning, kan\nkræve, at den eksisterende firmapensionsordning for de på\nindmeldelsestidspunktet ansatte medarbejdere træder i stedet for indbetaling\ntil PensionDanmark efter § 21. Firmapensionsordningens videreførelse skal\nsnarest efter indmeldelsen protokolleres mellem Dansk Erhverv Arbejdsgiver og\n3F’s Transportgruppe efter begæring, eventuelt i forbindelse med\ntilpasningsforhandlinger.\u003C\u002Fp>\n\n\u003Cp>Bidraget til firmapensionsordningen skal til enhver tid mindst svare til de\noverenskomstmæssige bidrag til PensionDanmark.\u003C\u002Fp>\n\n\u003Cp>Omkostningerne i en firmapensionsordning må ikke afvige væsentligt fra det\nalmindelige omkostningsniveau hos udbydere af firmapensionsordninger, jf. den\ntil enhver tid gældende ramme for omkostninger i firmapensionsordninger i\nPensionDanmark. Tilpasning hertil skal i givet fald ske inden 12 måneder fra\nindmeldelsen i Dansk Erhverv Arbejdsgiver.\u003C\u002Fp>\n\n\u003Cp>Firmapensionsordningen kan ikke udstrækkes til medarbejdere, der ansættes\nefter virksomhedens indmeldelse i Dansk Erhverv Arbejdsgiver. For disse\nmedarbejdere foretages indbetaling af de overenskomstmæssige pensionsbidrag\ntil PensionDanmark.\u003C\u002Fp>\n\n\u003Cp>Det er en forudsætning for videreførelse af en firmapensionsordning, at\nden har eksisteret i 3 år forud for meddelelsen til 3F’s Transportgruppe om\nvirksomhedens optagelse i Dansk Erhverv Arbejdsgiver.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Optrapningsordning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Nyoptagne medlemmer af Dansk Erhverv Arbejdsgiver eller en af dens\nmedlemsforeninger, der forinden indmeldelsen i Dansk Erhverv Arbejdsgiver ikke\nhar etableret en pensionsordning for medarbejdere omfattet af\nMadudbringningsoverenskomsten, eller som for disse medarbejdere har en\npensionsordning med lavere pensionsbidrag, kan kræve, at bidraget til\nPensionDanmark skal fastsættes således:\u003C\u002Fp>\n\n\u003Cp>Virksomheder uden pensionsordning på indmeldelsestidspunktet\u003C\u002Fp>\n\n\u003Cp>Fra tidspunktet for virksomhedens optagelse i Dansk Erhverv Arbejdsgiver\neller en af dens medlemsforeninger skal arbejdsgiverbidraget henholdsvis\nlønmodtagerbidraget udgøre mindst 25% af de overenskomstmæssige bidrag.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Senest 1 år efter skal bidragene udgøre mindst\n50% af de overenskomstmæssige bidrag.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Senest 2 år efter skal bidragene udgøre mindst\n75% af de overenskomstmæssige bidrag.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Senest 3 år efter skal bidragene udgøre mindst\nfuldt overenskomstmæssigt bidrag.\u003C\u002Fp>\n\n\u003Cp>Virksomheder med pensionsordning på indmeldelsestidspunktet\u003C\u002Fp>\n\n\u003Cp>For virksomheder, der på meddelelsestidspunktet er omfattet af en\narbejdsmarkedspensionsordning, gennemføres optrapningen således:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Pensionsbidraget på meddelelsestidspunktet er\ngældende i indtil et år efter indmeldelsen.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Senest et år efter indmeldelsen forhøjes\nbidraget til den nærmeste højere bidragssats, jf. ovennævnte\noptrapningsskala.\u003C\u002Fp>\n\n\u003Cp>Såfremt de overenskomstmæssige bidrag forhøjes inden for perioden, skal\nvirksomhedens bidrag forhøjes forholdsmæssigt, således at den oven for\nnævnte andel af de overenskomstmæssige bidrag til enhver tid indbetales til\npension.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Særlig opsparing\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.Nyoptagne medlemmer af Dansk Erhverv Arbejdsgiver, der forinden\nindmeldelsen ikke har etableret en særlig opsparing eller tilsvarende ordning,\neller som har en særlig opsparing eller tilsvarende ordning med lavere bidrag,\nkan indtræde i overenskomstens særlig opsparing efter nedenstående regler.\nVirksomheder, der forinden indmeldelsen har en særlig opsparing eller\ntilsvarende ordning med samme bidrag som § 8, er ikke omfattet af\nnedenstående punkt 2 til 4.\u003C\u002Fp>\n\n\u003Cp>2.Virksomhederne kan i lønnen, jf. § 2, fradrage det på\nindmeldelsestidspunktet gældende bidrag til særlig opsparing, jf. § 8,\nfraregnet 4,0 procentpoint (fra 1. marts 2024 6,0 procentpoint).\u003C\u002Fp>\n\n\u003Cp>3.Virksomhederne er fra indmeldelsen forpligtede til at betale bidrag til\nsærlig opsparing efter § 8, fraregnet 4,0 procentpoint (fra 1. marts 2024 6,0\nprocentpoint), samt bidrag efter nedenstående optrapningsordning. Såfremt\nvirksomheden ikke ønsker optrapning, betales det fulde bidrag efter § 8.\u003C\u002Fp>\n\n\u003Cp>4.For så vidt angår de 4,0 procentpoint (fra 1. marts 2024 6,0\nprocentpoint) kan nyoptagne medlemmer af Dansk Erhverv Arbejdsgiver kræve\noptrapning som følger:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Senest fra tidspunktet for Dansk\nErhverv-meddelelse til 3F Transport om virksomhedens optagelse i Dansk Erhverv\nArbejdsgiver skal virksomheden indbetale 1,0 pct. (fra 1. marts 2024 1,5 pct.)\ni bidrag til Særlig opsparing.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Senest 1 år efter skal virksomheden indbetale\n2,0 pct. (fra 1. marts 2024 3,0 pct.) i bidrag til Særlig opsparing.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Senest 2 år efter skal virksomheden indbetale\n3,0 pct. (fra 1. marts 2024 4,5 pct.) i bidrag til Særlig opsparing.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Senest 3 år efter skal virksomheden indbetale\n4,0 pct. (fra 1. marts 2024 6,0 pct.) i bidrag til Særlig opsparing.\u003C\u002Fp>\n\n\u003Cp>Bemærkning: Virksomheder, der i øvrigt opfylder de nævnte kriterier, har\nret til at fradrage de omkostningsstigninger til særlig opsparing, der på\ntidspunktet for indmeldelsen ligger ud over 4% (fra 1. marts 2024 6%), i\nmedarbejdernes løn. Fradraget i medarbejdernes løn godtgøres af en\ntilsvarende indbetaling til medarbejderens særlig opsparing. Medarbejderen\noplever således ikke nogen lønnedgang.\u003C\u002Fp>\n\n\u003Cp>Virksomheden kan endvidere optrappe de 4% (fra 1. marts 2024 6%) af\nmedarbejderens løn, som ligeledes pt. skal betales til særlig opsparing.\nOptrapningen sker over 3 år.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Protokollering af optrapningsordninger\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Optrapningsordninger på pension og\u002Feller særlig opsparing skal senest 2\nmåneder efter indmeldelsen protokolleres af parterne ved Dansk Erhverv\nArbejdsgivers fremsendelse af protokollat til 3F’s Transportgruppe.\nProtokollering kan ligeledes ske ved en eventuel tilpasningsforhandling.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1258\">Bilag 15. Protokollat om ferie\u003C\u002Fh2>\n\n\u003Cp>\u003Cstrong>§ 1Ny ferielov - fravigelser\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>For ansættelsesforhold omfattet af overenskomster mellem Dansk Erhverv\nArbejdsgiver og 3F’s Transportgruppe gælder nedenstående fravigelser fra\nferieloven.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 2Fagretlig behandling\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Tvistigheder, som måtte opstå som følge af denne aftale behandles\nfagretligt. Sager om brud på aftalen behandles efter de herfor gældende\nregler, herunder i Arbejdsretten.\u003C\u002Fp>\n\n\u003Cp>I forbindelse med ferieloven er det aftalt, at tvistløsning i det\nfagretlige system alene omhandler de aftalte fravigelser fra ferieloven.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 3Overførsel af ferie\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Medarbejder og arbejdsgiver kan aftale, at optjente og ikke afviklede\nferiedage ud over 20 dage kan overføres til det følgende ferieår den\nfølgende ferieafholdelsesperiode.\u003C\u002Fp>\n\n\u003Cp>Der kan maksimalt overføres sammenlagt 10 feriedage.\u003C\u002Fp>\n\n\u003Cp>Medarbejderen og arbejdsgiveren skal skriftligt indgå en aftale om\noverførsel af ferie inden 31. december ved ferieafholdelsesperiodens udløb.\nParterne anbefaler, at den som Bilag A optrykte aftale anvendes. Såfremt den\noptrykte aftale ikke anvendes (f.eks. hvis virksomheden ønsker at bruge samme\nblanket for alle medarbejdergrupper), skal aftalen mindst indeholde samme\npunkter som den optrykte aftale, som er godkendt af organisationerne.\u003C\u002Fp>\n\n\u003Cp>Ferie i et omfang svarende til overført ferie kan ikke pålægges afviklet\ni et opsigelsesvarsel, medmindre ferien i medfør af aftale, jf. ovenfor, er\nplaceret til afholdelse inden for varslingsperioden.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 4\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Der er adgang til ved lokalaftale at fravige ferielovens § 7 om ferie på\nforskud samt princippet i ferielovens § 15 om varsling af ferie, der ikke er\noptjent på afholdelsestidspunktet. En sådan lokalaftale skal være skriftlig\nog kan alene indgås med en tillidsrepræsentant, der er valgt efter de i\noverenskomsten gældende regler.\u003C\u002Fp>\n\n\u003Cp>Det kan således aftales, at:\u003C\u002Fp>\n\n\u003Cp>Medarbejderne tildeles op til 5 ugers ferie ved ferieårets start den 1.\nseptember. Medarbejdere, der tiltræder i løbet af ferieåret, tildeles antal\nferiedage forholdsmæssigt.\u003C\u002Fp>\n\n\u003Cp>Virksomheden kan varsle ferie til afholdelse på et tidspunkt, hvor ferien\nendnu ikke er optjent (varsle ”ferie på forskud”). Virksomheden kan ikke\nvarsle mere ferie, end medarbejderen kan nå at optjene inden ferieårets\nudløb.\u003C\u002Fp>\n\n\u003Cp>Fratræder en medarbejder i løbet af ferieåret, og har medarbejderen på\nfratrædelsestidspunktet brugt mere ferie end optjent, kan virksomheden\nmodregne i medarbejderens krav på løn og feriepenge.\u003C\u002Fp>\n\n\u003Cp>Hvor fratrædelsen skyldes virksomhedens opsigelse, kan virksomheden ikke\nmodregne for mere ferie, end medarbejderen kan nå at optjene inden dennes\nfratræden, medmindre opsigelsen skyldes medarbejderens væsentlige\nmisligholdelse.\u003C\u002Fp>\n\n\u003Cp>Hvor medarbejderen ophæver eller opsiger sit ansættelsesforhold på grund\naf virksomhedens væsentlige misligholdelse, kan der ikke ske modregning.\u003C\u002Fp>\n\n\u003Cp>Virksomheden skal opgøre og efterbetale feriegodtgørelse til\nmedarbejderen, hvis medarbejderen har fået udbetalt mindre feriegodtgørelse,\nend medarbejderen ville have fået, hvis medarbejderen ikke havde holdt\n”ferie på forskud”.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 5Ferie i hele uger\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Såfremt ferie afvikles i hele uger, ophører ferien ved normal arbejdstids\nbegyndelse første normale arbejdsdag efter feriens afslutning.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 6Afholdelse af ferie i timer.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Der kan lokalt træffes skriftlig aftale om, at ferie afholdes i timer.\u003C\u002Fp>\n\n\u003Cp>Det skal i den forbindelse sikres, at ferien ikke holdes i færre timer end\ndet planlagte antal arbejdstimer den pågældende dag, og at den samlede ferie\nikke bliver på mindre end 5 uger regnet i 25 hele dage, hvor arbejdsfri dage,\nder ikke er erstatningsfridage, og arbejdsdage, indgår forholdsmæssigt.\nFerien skal så vidt muligt afholdes i hele uger.\u003C\u002Fp>\n\n\u003Cp>Ferien skal afspejle arbejdsugen og må ikke udelukkende placeres på korte\neller lange arbejdsdage\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 7Raskmelding i forbindelse med kollektiv ferielukning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Såfremt en medarbejder, der er sygemeldt, inden ferien begynder, raskmelder\nsig under kollektiv ferielukning, og medarbejderen ønsker at genoptage\narbejdet, kan han hvis muligt genoptage arbejdet, og har så krav på at få\nferien placeret på et andet tidspunkt. Er det ikke muligt at tilbyde\nmedarbejderen beskæftigelse i perioden med den kollektive ferielukning,\nbetragtes ferien som påbegyndt på tidspunktet for raskmeldingen. Den ferie,\nsom pågældende medarbejder har været forhindret i at afholde på grund af\nsygdom, afvikles i forlængelse af den oprindeligt varslede ferie, medmindre\nandet aftales.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 8Udbetaling\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>a.Feriegodtgørelse svarende til feriens længde udbetales ved\nførstkommende lønudbetaling, efter virksomheden har modtaget medarbejderens\nanmodning om udbetaling fra Feriepengeinfo, dog tidligst en måned før ferien\nholdes.\u003C\u002Fp>\n\n\u003Cp>b.Ferietillæg, der udbetales til medarbejdere med løn under ferie, kan\nudbetales før ferien holdes. I så fald kan det kræves modregnet ved\nfratræden, i det omfang der er udbetalt ferietillæg for ikke afholdt\nferie.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 9Garanti\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Dansk Erhverv Arbejdsgiver garanterer for al optjent feriegodtgørelse,\nherunder for overført ferie.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1326\">Bilag A. Aftale om ferieoverførsel\u003C\u002Fh2>\n\n\u003Cp>_________________________________________gældende for ansættelsesforhold\nomfattet af overenskomster mellem Dansk Erhverv Arbejdsgiver og 3F’s\nTransportgruppe.\u003C\u002Fp>\n\n\u003Cp>Arbejdsgiver\u003C\u002Fp>\n\n\u003Cp>Medarbejder\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>1.Overført ferie\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Parterne har i overensstemmelse med nedenstående regler aftalt,\nat______________________ feriedage overføres til næste\nferieafholdelsesperiode.\u003C\u002Fp>\n\n\u003Cp>Der kan maksimalt overføres 10 feriedage. Feriedage, som medarbejderen er\nforhindret i at afvikle på grund af egen sygdom, barselsorlov, orlov til\nadoption eller andet fravær på grund af orlov, kan overføres uanset denne\nbegrænsning.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2.Aftaler om afvikling\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>For den overførte ferie er følgende i øvrigt aftalt (sæt 1 kryds):\u003C\u002Fp>\n\n\u003Cp>2.1 □ Det er aftalt, at ferien skal afholdes i forbindelse med hovedferien\ni ferie\u003C\u002Fp>\n\n\u003Cp>afholdelsesperioden 20___.\u003C\u002Fp>\n\n\u003Cp>2.2 □ Det er aftalt, at den overførte ferie skal afholdes i følgende\nperiode(r):\u003C\u002Fp>\n\n\u003Cp>Fra og med den __\u002F__20__ til og med den __\u002F__ 20__.\u003C\u002Fp>\n\n\u003Cp>Fra og med den __\u002F__20__ til og med den __\u002F__ 20__.\u003C\u002Fp>\n\n\u003Cp>2.3 □ Anden eller supplerende aftale:__\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>3.Øvrige bestemmelser\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>3.1Aftaler om ferieoverførsel skal indgås inden 31. december.\u003C\u002Fp>\n\n\u003Cp>3.2Er eller bliver der ikke senere indgået aftale om feriens afholdelse,\nplaceres ferien som restferie.\u003C\u002Fp>\n\n\u003Cp>3.3Er der indgået en aftale om afvikling af den overførte ferie, kan en\nsådan aftale kun ændres ved en ny aftale.\u003C\u002Fp>\n\n\u003Cp>3.4Arbejdsgiveren har pligt til inden 31. december skriftligt at underrette\nden, der skal udbetale feriegodtgørelsen for den overførte ferie, om at\nferien er overført. Dette kan evt. ske ved fremsendelse af kopi af denne\naftale.\u003C\u002Fp>\n\n\u003Cp>Dato:\u003C\u002Fp>\n\n\u003Cp>Virksomhedens underskriftMedarbejderens underskrift\u003C\u002Fp>\n\n\u003Ch2 id=\"L1368\">Bilag B. Eksempler på overførsel af feriedage\u003C\u002Fh2>\n\n\u003Cp>\u003Cstrong>Ferieafholdelsesperiode 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Medarbejder har 25 feriedage. Medarbejder holder 20 feriedage i\nferieafholdelsesperioden. Medarbejder overfører 5 feriedage til næste\nferieafholdelsesperiode.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Ferieafholdelsesperiode 2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Medarbejder har 25 feriedage plus 5 overførte feriedage fra tidligere\nferieafholdelsesperiode, i alt 30 feriedage. Medarbejder holder 20 feriedage.\nMedarbejder har 10 feriedage til gode, som kan overføres til næste\nferieafholdelsesperiode.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Ferieafholdelsesperiode 3\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Medarbejder har 25 feriedage plus 10 overførte feriedage fra tidligere\nferieafholdelsesperioder, i alt 35 feriedage. Medarbejder holder 26 feriedage.\nMedarbejder har 9 feriedage til gode, som kan overføres til næste\nferieafholdelsesperiode.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Ferieafholdelsesperiode 4\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Medarbejder har 25 feriedage plus 9 overførte feriedage fra tidligere\nferieafholdelsesperioder, i alt 34 feriedage. Medarbejder holder 24 feriedage.\nMedarbejderen har igen 10 feriedage til gode, som kan overføres til næste\nferieafholdelsesperiode.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Ferieafholdelsesperiode 5\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Medarbejder har 25 feriedage plus 10 overførte feriedage fra tidligere\nferieafholdelsesperioder, i alt 35 feriedage. Medarbejder skal holde mindst 25\nferiedage, da der maksimalt kan akkumuleres 10 overførte feriedage.\nMedarbejderen bliver feriehindret som følge af egen sygdom, barselsorlov,\norlov til adoption eller andet fravær på grund af orlov i 2 dage op til\nferieafholdelsesperiodens udløb og afholder kun 23 feriedage. Medarbejderen\nkan derfor overføre 12 feriedage til næste ferieafholdelsesperiode.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Ferieafholdelsesperiode 6\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Medarbejder har 25 feriedage plus 12 feriedage overført fra tidligere\nferieafholdelsesperiode, fordi medarbejderen har været feriehindret som følge\naf egen sygdom, barselsorlov, orlov til adoption eller andet fravær på grund\naf orlov i 2 arbejdsdage op til ferieafholdelsesperiodens udløb, i alt 37\nferiedage. Medarbejder skal afholde mindst 27 feriedage, da der maksimalt kan\nakkumuleres 10 overførte feriedage.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1394\">Bilag 16. Protokollat om generelle retningslinjer for etablering\naf forsøgsordninger\u003C\u002Fh2>\n\n\u003Cp>De lokale parter har ofte ønske om at afprøve forskellige muligheder, som\noverenskomsterne mellem Dansk Erhverv Arbejdsgiver og 3F’s Transportgruppe\nikke tager højde for.\u003C\u002Fp>\n\n\u003Cp>Under forudsætning af lokal enighed er overenskomstparterne derfor enige\nom, at der åbnes mulighed for, at der kan gennemføres forsøg, som fraviger\noverenskomsternes bestemmelser.\u003C\u002Fp>\n\n\u003Cp>Forsøgsordninger af denne karakter forudsætter overenskomstparternes\ngodkendelse. Dette protokollat fastsætter retningslinjerne for\noverenskomstparternes behandling og godkendelse af forsøg.\u003C\u002Fp>\n\n\u003Cp>1.Forudsætning for indgåelse af aftaler er, at forsøgsordningen skal\netableres som en lokalaftale, og at lokalaftalen klart tilkendegiver:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a.Navn og titel på ledelsesrepræsentant,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">b.navnene på tillidsrepræsentanterne, og for\nhvilke områder og medlemsgrupper de er tillidsrepræsentanter. På\nvirksomheder uden tillidsrepræsentant skal navnene på de omfattede\nmedarbejdere fremgå,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">c.at det af aftalen fremgår, at den automatisk\nudløber ved udgangen af forsøgsperioden uden yderligere varsel, og\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">d.at opsigelse ikke kan medføre fagretlig\nbehandling, og opsigelse betyder, at aftalen umiddelbart bortfalder til udløb\n2 måneder efter opsigelsen.\u003C\u002Fp>\n\n\u003Cp>2.Ansøgning skal fremsendes til overenskomstparterne.\u003C\u002Fp>\n\n\u003Cp>3.Hvis en af parterne ønsker det, behandles ansøgningen om godkendelse på\net møde mellem overenskomstparterne.\u003C\u002Fp>\n\n\u003Cp>4.Overenskomstparterne skal snarest behandle sagen og orientere skriftligt\nom resultatet. Hvis der holdes møde, skal dette så vidt muligt aftales senest\n14 dage efter ansøgningens modtagelse. Afslag på forsøgsansøgninger skal\nbegrundes.\u003C\u002Fp>\n\n\u003Cp>5.Opsigelse tilsendes overenskomstparterne til orientering.\u003C\u002Fp>\n\n\u003Cp>6.I en forsøgsperiode vil det konkrete forholds uoverensstemmelser kunne\nfagretligt behandles i lighed med overenskomstens øvrige bestemmelser.\u003C\u002Fp>\n\n\u003Cp>7.Overenskomstparterne kan anmode de lokale parter om en skriftlig\nrapportering.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1424\">Bilag 17. Protokollat om implementering af direktiv om\ntidsbegrænset ansættelse\u003C\u002Fh2>\n\n\u003Cp>Implementering af Rådets direktiv 99\u002F70 EF af 28. juni 1999 om rammeaftalen\nvedrørende tidsbegrænset ansættelse, der er indgået mellem EFS, UNICE og\nCEEP.\u003C\u002Fp>\n\n\u003Cp>Dansk Erhverv Arbejdsgiver og 3F’s Transportgruppe har indgået\nnedenstående aftale med henblik på at implementere Rådets direktiv 99\u002F70\u002FEF\naf 28. juni 1999 om rammeaftalen vedrørende tidsbegrænset ansættelse.\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•at de mellem parterne gældende overenskomster\nikke strider mod nævnte direktivs bestemmelser, og\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•at organisationsaftalen implementerer nævnte\ndirektiv.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 1 Formål\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Aftalens formål er\u003C\u002Fp>\n\n\u003Cp>•at forbedre kvaliteten af tidsbegrænset ansættelse ved at undgå\nforskelsbehandling, og\u003C\u002Fp>\n\n\u003Cp>•at fastsætte rammer, der skal forhindre misbrug hidrørende fra flere\npå hinanden følgende tidsbegrænsede ansættelseskontrakter eller\nansættelsesforhold.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 2 Anvendelsesområde\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Denne aftale finder anvendelse på alle ansatte med tidsbegrænset\nansættelse, som er omfattet af de mellem parterne indgåede overenskomster.\u003C\u002Fp>\n\n\u003Cp>Aftalen finder ikke anvendelse på\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•ansatte, der er under erhvervsmæssig\ngrunduddannelse og lærlingeuddannelse eller ansatte, hvis ansættelsesforhold\ner indgået i forbindelse med offentlige eller offentligt støttede programmer\nmed henblik på uddannelse, integration og omskoling, og\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•personer, der af et af vikarbureau stilles til\nrådighed for en brugervirksomhed.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 3 Definitioner\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>I denne aftale forstås ved:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">• ”En person med tidsbegrænset\nansættelse”:\u003C\u002Fp>\n\n\u003Cp>En person, som har en ansættelseskontrakt, der er indgået direkte mellem\nden pågældende og en arbejdsgiver, eller som indgår i et\nansættelsesforhold, etableret direkte mellem den pågældende og en\narbejdsgiver, når tidspunktet for ansættelseskontraktens eller\nansættelsesforholdets udløb er fastsat ud fra objektive kriterier, som\nf.eks.\u003C\u002Fp>\n\n\u003Cp>en bestemt dato, fuldførelse af en bestemt opgave eller indtrædelsen af en\nbestemt begivenhed.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">• ”En sammenlignelig fastansat”:\u003C\u002Fp>\n\n\u003Cp>En fastansat i samme virksomhed, der har en tidsubegrænset\nansættelseskontrakt eller indgår i et tidsubegrænset ansættelsesforhold, og\nsom udfører samme eller tilsvarende arbejde\u002Fbeskæftigelse, idet der tages\nhensyn til kvalifikationer\u002Ffærdigheder.\u003C\u002Fp>\n\n\u003Cp>Hvor der ikke findes nogen sammenlignelig fastansat i samme virksomhed, skal\nsammenligning foretages med en fuldtidsansat omfattet af en af de mellem\nparterne gældende overenskomster.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 4 Princippet om ikke-forskelsbehandling\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Hvad angår ansættelsesvilkår, må personer med tidsbegrænset ansættelse\nikke behandles mindre gunstigt end sammenlignelige fastansatte, hvis dette\nudelukkende er begrundet i kontraktens tidsbegrænsede varighed, og\nforskelsbehandlingen ikke er begrundet i objektive forhold, eller at vilkårene\nud fra en samlet vurdering ikke er mindre gunstige end de, der gælder for\nsammenlignelige fastansatte.\u003C\u002Fp>\n\n\u003Cp>Princippet om forholdsmæssig aflønning og forholdsmæssige rettigheder\ngælder på nærværende aftales område.\u003C\u002Fp>\n\n\u003Cp>Bestemmelser i de mellem parterne gældende overenskomster, hvorefter der\nfor særlige ansættelsesvilkår kræves en bestemt anciennitet, er de samme\nfor personer med tidsbegrænset ansættelse som for fastansatte, medmindre\nkravet om forskellig anciennitet er begrundet i objektive forhold.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 5 Bestemmelser om misbrug\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>For at undgå misbrug af flere på hinanden følgende tidsbegrænsede\nansættelseskontrakter eller ansættelsesforhold skal fornyelser af sådanne\nkontrakter eller ansættelsesforhold være begrundet i objektive\nomstændigheder som f.eks. beror på virksomhedens forhold eller arbejdets art\neller branchespecifikke forhold eller medarbejderens forhold.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 6 Information og beskæftigelsesmuligheder\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Arbejdsgiveren skal informere sine ansatte med tidsbegrænset ansættelse\nom, hvilke stillinger der kan søges på virksomheden for at sikre, at de gives\nsamme mulighed for at få en fast stilling som andre.\u003C\u002Fp>\n\n\u003Cp>Information herom kan meddeles personligt, via den eller de relevante\ntillidsrepræsentanter på virksomheden eller ved opslag på et eller flere\npassende steder på virksomheden.\u003C\u002Fp>\n\n\u003Cp>Arbejdsgiveren skal, for så vidt det er muligt, gøre det lettere for sine\nansatte med tidsbegrænset ansættelse at få adgang til passende faglig\nuddannelse, således at de kan forbedre deres færdigheder, deres\nkarrieremuligheder og få større beskæftigelsesmæssig mobilitet.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 7 Information og høring\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Personer med tidsbegrænset ansættelse indgår fuldt ud ved beregningen af,\nom virksomheden ligger over den grænse, der er afgørende for, hvorvidt der i\nhenhold til kollektiv overenskomst, lov mv. kan oprettes organer til\nrepræsentation af arbejdstagerne som hjemlet ved nationale regler eller\nfællesskabsretten.\u003C\u002Fp>\n\n\u003Cp>Arbejdsgiveren skal, så vidt det er muligt, give passende information om\ntidsbegrænset ansættelse i virksomheden til de eksisterende organer til\nrepræsentation af arbejdstagerne.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 8 Fagretlig behandling\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Uoverensstemmelser vedrørende nærværende aftale behandles efter de\nsædvanlige fagretlige og arbejdsretlige regler.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 9 Afsluttende bemærkninger\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Der er mellem parterne enighed om, at denne aftale ikke berører den\nbeskyttelse, som tidsbegrænset ansatte har efter de mellem parterne gældende\nkollektive overenskomster, samt at der ikke er tilsigtet nogen ændring af\nregler og den retspraksis, der finder anvendelse på medarbejdere omfattet af\nde mellem parterne gældende overenskomster.\u003C\u002Fp>\n\n\u003Cp>Denne aftale finder anvendelse med forbehold for mere specifikke\nfællesskabsbestemmelser.\u003C\u002Fp>\n\n\u003Cp>Organisationsaftalen træder i kraft på underskrivelsestidspunktet. Der kan\nikke rejses fagretlige sager om forståelsen af denne aftale tidligere end\ndenne dato. Dette gælder dog ikke overtrædelse af\noverenskomstbestemmelser.\u003C\u002Fp>\n\n\u003Cp>I tilfælde af opsigelse af overenskomsterne, er parterne forpligtet til at\noverholde bestemmelserne vedrørende implementering af Direktiv 99\u002F70EF af 28.\njuni 1999 om rammeaftalen vedrørende tidsbegrænset ansættelse, der er\nindgået mellem EFS, UNICE og CEEP, indtil anden overenskomst træder i stedet,\neller direktivet ændres. Der er mellem parterne enighed om, at der ikke er\nkonfliktadgang i forbindelse med denne implementeringsaftale.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-GENEQ_trigger\">\u003Ch2 id=\"L1510\">Bilag 18. Protokollat om implementering af ligelønsloven\nmv.\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>Parterne er enige om at implementere ligelønsloven i overenskomsterne.\u003C\u002Fp>\n\n\u003Cp>Parterne er på den baggrund blevet enige om følgende protokollattekst:\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Der må ikke på grund af køn finde lønmæssig forskelsbehandling sted i\nstrid med reglerne i denne aftale. Dette gælder både direkte\nforskelsbehandling og indirekte forskelsbehandling.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-gender\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpay\">\u003Cp>Stk. 2. Enhver arbejdsgiver skal yde kvinder og mænd lige løn, for så\nvidt angår alle lønelementer og lønvilkår, for samme arbejde eller for\narbejde, der tillægges samme værdi. Især når et fagligt\nkvalifikationssystem anvendes for lønfastsættelsen, bygges dette system på\nsamme kriterier for mandlige og kvindelige lønmodtagere og indrettes således,\nat det udelukker forskelsbehandling med hensyn til køn.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>Stk. 3.\u003C\u002Fstrong> Bedømmelsen af arbejdets værdi skal ske ud fra en\nhelhedsvurdering af relevante kvalifikationer og andre relevante faktorer.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 2a.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Der foreligger direkte forskelsbehandling, når en person på grund af køn\nbehandles ringere, end en anden person bliver, er blevet eller ville blive\nbehandlet i en tilsvarende situation. Enhver form for dårligere behandling af\nen kvinde i forbindelse med graviditet og under kvinders 14 ugers fravær efter\nfødslen betragtes som direkte forskelsbehandling.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 2.\u003C\u002Fstrong> Der foreligger indirekte forskelsbehandling, når\nen bestemmelse, et kriterium eller en praksis, der tilsyneladende er neutral,\nvil stille personer af det ene køn ringere end personer af det andet køn,\nmedmindre den pågældende bestemmelse, betingelse eller praksis er objektivt\nbegrundet i et sagligt formål og midlerne til at opfylde det er\nhensigtsmæssige og nødvendige.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 3.\u003C\u002Fstrong> Løn er den almindelige grund- eller minimumsløn\nog alle andre ydelser, som lønmodtageren som følge af arbejdsforholdet\nmodtager direkte eller indirekte fra arbejdsgiveren i penge eller\nnaturalier.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 3\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>En lønmodtager, hvis løn i strid med § 1 er lavere end andres, har krav\npå forskellen.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 2.\u003C\u002Fstrong> En lønmodtager, hvis rettigheder er krænket som\nfølge af lønmæssig forskelsbehandling på grundlag af køn, kan tilkendes en\ngodtgørelse. Godtgørelsen fastsættes under hensyn til lønmodtagerens\nansættelsestid og sagens omstændigheder i øvrigt.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 4a.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>En lønmodtager har ret til at videregive oplysninger om egne lønforhold.\nOplysningerne kan videregives til enhver.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 5\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>En arbejdsgiver må ikke afskedige eller udsætte en lønmodtager, herunder\nen lønmodtagerrepræsentant, for anden ugunstig behandling fra arbejdsgiverens\nside som reaktion på en klage, eller fordi lønmodtageren eller\nlønmodtagerrepræsentanten har fremsat krav om lige løn, herunder lige\nlønvilkår, eller fordi denne har videregivet oplysninger om løn. En\narbejdsgiver må ikke afskedige en lønmodtager eller en\nlønmodtagerrepræsentant, fordi denne har fremsat krav efter § 4, stk. 1.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 2.\u003C\u002Fstrong> Det påhviler arbejdsgiveren at bevise, at en\nafskedigelse ikke er foretaget i strid med reglerne i stk. 1. Hvis\nafskedigelsen finder sted mere end et år efter, at lønmodtageren har fremsat\nkrav om lige løn, gælder første punktum dog kun hvis lønmodtageren påviser\nfaktiske omstændigheder, som giver anledning til at formode, at afskedigelsen\ner foretaget i strid med stk. 1.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 3\u003C\u002Fstrong>. En afskediget lønmodtager kan nedlægge påstand\nom en godtgørelse eller genansættelse. Eventuel genansættelse sker i\noverensstemmelse med principperne i Hovedaftalen. Godtgørelsen fastsættes\nunder hensyntagen til lønmodtagerens ansættelsestid og sagens omstændigheder\ni øvrigt.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 6\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>En arbejdsgiver med mindst 35 ansatte skal hvert år udarbejde en\nkønsopdelt lønstatistik for grupper med mindst 10 personer af hvert køn\nopgjort efter den 6-cifrede DISCO-kode til brug for høring og information af\nde ansatte om lønforskelle mellem mænd og kvinder på virksomheden. Dette\ngælder dog ikke virksomheder i brancherne landbrug, gartneri, skovbrug og\nfiskeri. Hvis den kønsopdelte lønstatistik af hensyn til virksomhedens\nlegitime interesser er modtaget som fortrolig, må oplysningerne ikke\nvideregives.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 2.\u003C\u002Fstrong> Den kønsopdelte lønstatistik efter stk. 1 skal\nopgøres for medarbejdergrupper med en detaljeringsgrad svarende til den\n6-cifrede DISCO-kode. Arbejdsgiveren har i øvrigt pligt til at redegøre for\nstatistikkens udformning og for det anvendte lønbegreb.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 3.\u003C\u002Fstrong> Virksomheder, der indberetter til den årlige\nlønstatistik hos Danmarks Statistik, kan uden beregning rekvirere en\nkønsopdelt lønstatistik efter stk. 1 fra Danmarks Statistik.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 4.\u003C\u002Fstrong> Arbejdsgiverens forpligtelse til at udarbejde en\nkønsopdelt lønstatistik efter afsnit 1 bortfalder, hvis arbejdsgiveren\nindgår aftale med de ansatte på virksomheden om at udarbejde en redegørelse.\nRedegørelsen skal både indeholde en beskrivelse af vilkår, der har betydning\nfor aflønning af mænd og kvinder på virksomheden, og konkrete\nhandlingsorienterede initiativer, der kan have et forløb på op til 3 års\nvarighed, og den nærmere opfølgning herpå i redegørelsens periode.\nRedegørelsen skal omfatte alle virksomhedens medarbejdere og behandles i\noverensstemmelse med reglerne Samarbejdsaftalen. Redegørelsen skal senest\nvære udarbejdet inden udgangen af det kalenderår, hvor pligten til at\nudarbejde kønsopdelt lønstatistik bestod.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 7\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>En lønmodtager, som ikke mener, at arbejdsgiveren overholder pligten til at\nyde lige løn, herunder lige lønvilkår, efter denne aftale, kan søge kravet\nfastslået ved fagretlig behandling.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 2.\u003C\u002Fstrong> Hvis en person, der anser sig for krænket, jf. §\n1, påviser faktiske omstændigheder, som giver anledning til at formode, at\nder er udøvet direkte eller indirekte forskelsbehandling, påhviler det\nmodparten at bevise, at ligebehandlingsprincippet ikke er blevet krænket.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 8\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Hvor forbundene finder baggrund for at rejse en fagretlig sag i henhold til\novenstående regler, kan der afholdes besigtigelse på virksomheden med\ndeltagelse af organisationerne, inden sagen behandles fagretligt.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 2.\u003C\u002Fstrong> Ved fagretlige sager om ligeløn aftales på\nmæglingsmødet, eller forud for dette, hvilke oplysninger, der vil blive\nudleveret til forbundet med henblik på en vurdering af sagen.\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om, at ligelønsloven herefter ikke finder anvendelse på\nansættelsesforhold omfattet af overenskomsterne imellem dem, og at tvister\nvedrørende ligeløn skal løses i det fagretlige system.\u003C\u002Fp>\n\n\u003Cp>Parterne er endvidere enige om i denne aftale at indarbejde ændringer i\nligelønsloven, som følge af eventuelle ændringer af EU-retlige\nforpligtelser.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1576\">Bilag 19. Protokollat om pension for personer ansat i\nfleksjob\u003C\u002Fh2>\n\n\u003Cp>Mellem Dansk Erhverv Arbejdsgiver og 3F’s Transportgruppe er der enighed\nom følgende gældende for ansættelsesforhold omfattet af overenskomster\nmellem Dansk Erhverv Arbejdsgiver og 3F’s Transportgruppe.\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om at fravige overenskomsternes obligatoriske bestemmelser\nom tilknytning til en bestemt pensionsordning for personer, der som følge af\nnedsat arbejds- evne\u002Ferhvervsevne beskæftiges i et tilskudsberettiget fleksjob\npå følgende måde.\u003C\u002Fp>\n\n\u003Cp>Medarbejdere, der er beskæftiget i et tilskudsberettiget fleksjob, og som\npå ansættelsestidspunktet er omfattet af\u002Fmedlem af én eller flere\npensionsordninger etableret ved kollektiv overenskomst, skal have\npensionsbidraget indbetalt til den pensionsordning, hvortil der senest er\nindbetalt bidrag.\u003C\u002Fp>\n\n\u003Cp>Det er en forudsætning for ovennævnte punkts ikrafttræden, at der mellem\nPensi- onDanmark og det\u002Fde andre relevante pensionsinstitutter træffes\nnærmere aftale herom.\u003C\u002Fp>\n\n\u003Cp>Vedrørende pensionsbidragets størrelse henvises til den overenskomst, der\ner gældende for ansættelsesforholdet.\u003C\u002Fp>\n\n\u003Cp>Hvis der ikke tidligere er indbetalt pensionsbidrag for medarbejderen, skal\npensionsbidraget indbetales til den pensionsordning, der er anført i den for\nansættelsesforholdet gældende overenskomst. Pensionsordningen skal i det\ntilfælde have særskilt besked om ansættelsesforholdet for medarbejderen.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1590\">Bilag 20. Organisationsaftale om feriegarantiordning\u003C\u002Fh2>\n\n\u003Cp>Idet ferieloven samt øvrige administrative bestemmelser knyttet hertil i\nøvrigt er gældende, er parterne enige om, at nedenstående regler træder i\nstedet for de i loven givne bestemmelser om feriekonto.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 1.\u003C\u002Fstrong> Nærværende ferieordning er gældende for\narbejdere beskæftiget på Dansk Erhverv Arbejdsgivers medlemsvirksomheder.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 2.\u003C\u002Fstrong> Medarbejderen vil både under ansættelsen og ved\nskift af arbejdssted kunne finde informationer om tilgodehavende\nferiegodtgørelse hos Feriepengeinfo.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 3.\u003C\u002Fstrong> Løsarbejdere eller arbejdere med flere\nkorterevarende ansættelser hos samme arbejdsgiver omfattes af stk. 4 og 5.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 4.\u003C\u002Fstrong> Ferieretten udgør 1 feriedag for hver 67 timers\nansættelse, dog højst 25 feriedage. Har det udførte arbejde været af\nkortere varighed, sættes ferieretten i forhold til beskæftigelsens længde.\nVed beregning af feriens længde regnes med halve dage, således at afrunding\nsker til nærmeste halve feriedag.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 5.\u003C\u002Fstrong> Medarbejderen har ret til feriegodtgørelse under\nfravær på grund af sygdom, jf. stk. 9, hvis denne kan dokumentere mindst\n1.864 timers arbejde inden for de sidste 24 måneder hos pågældende\narbejdsgiver.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 6.\u003C\u002Fstrong> Feriegodtgørelse beregnes efter ferielovens\nalmindelige regler, dog således at feriegodtgørelse under fravær på grund\naf sygdom eller tilskadekomst til medarbejdere over 18 år fastsættes på\ngrundlag af en indtjening på kr. 1.169,57, fra 1. marts 2024 kr 1.212,12.\nBeløbet udbetales uanset aflønningsforholdet og aflønningsformen og\nunderkastes sædvanlig regulering også med hensyn til generelle ændringer af\nlønnen i op- eller nedadgående retning.\u003C\u002Fp>\n\n\u003Cp>For medarbejdere under 18 år er beregningsgrundlaget følgende:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•17-årige80%\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Andre60%\u003C\u002Fp>\n\n\u003Cp>af ovennævnte sats.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 7.\u003C\u002Fstrong> Feriegodtgørelse svarende til feriens længde\nudbetales ved førstkommende lønudbetaling, efter virksomheden har modtaget\nmedarbejderens anmodning om udbetaling fra Feriepengeinfo, dog tidligst en\nmåned før ferien holdes.\u003C\u002Fp>\n\u003Cdl>\n  \u003Cdt>\u003Cstrong>Stk. 8.\u003C\u002Fstrong> Feriegodtgørelse, som ikke er hævet inden\n  udløbet af den ferieafholdelsesperiode, i hvilken ferien skulle have været\n  afholdt, tilfalder Feriefonden for Dansk Erhverv Arbejdsgiver og indbetales\n  til:\u003C\u002Fdt>\n    \u003Cdd>Feriefonden for Dansk Erhverv Arbejdsgiver\u003C\u002Fdd>\n    \u003Cdd>Børsen\u003C\u002Fdd>\n    \u003Cdd>1217 København K\u003C\u002Fdd>\n    \u003Cdd>Jyske Bank Kt. nr. 5078-101 660-0\u003C\u002Fdd>\n\u003C\u002Fdl>\n\n\u003Cp>Undtaget herfra er dog feriegodtgørelse, som er knyttet til den 5.\nferieuge, og feriegodtgørelse som er knyttet til feriedage, som er aftalt\nudskudt til afholdelse efter ferieafholdelsesperiodens udløb.\u003C\u002Fp>\n\u003Cdl>\n  \u003Cdt>For lønmodtagere, som ikke er omfattet af en feriekortordning i henhold\n  til en kollektiv overenskomst mellem nærværende parter, indbetales uhævet\n  feriegodtgørelse til\u003C\u002Fdt>\n    \u003Cdd>Arbejdsmarkedets Feriefond\u003C\u002Fdd>\n    \u003Cdd>Otto Mønsteds Gade 5\u003C\u002Fdd>\n    \u003Cdd>1571 København V\u003C\u002Fdd>\n\u003C\u002Fdl>\n\n\u003Cp>medmindre andet fremgår af en anden kollektiv overenskomst.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 9.\u003C\u002Fstrong> Dansk Erhverv Arbejdsgiver garanterer ved sin\nunderskrift på nærværende aftale for beløbenes udbetaling.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 10.\u003C\u002Fstrong> Tvistigheder, der måtte opstå som følge af\nforanstående regler, kan behandles efter de gældende regler for behandling af\nfaglig strid.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Ch2 id=\"L1642\">Bilag 21. Protokollat om natarbejde og helbredskontrol\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>Stk. 1.\u003C\u002Fstrong> \u003Cstrong>Forebyggende tiltag ved\nnatarbejde\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Følgende er gældende pr. 1. marts 2024\u003C\u002Fp>\n\n\u003Cp>Parterne har implementeret NFA’s anbefalinger om natarbejde:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Højst tre nattevagter i træk\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Højst 9 timer ad gangen\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Mindst 11 timer mellem to vagter\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Gravide normalt arbejder maksimalt 1 nattevagt\nom ugen for at mindske risiko for abort og andre graviditetskomplikationer.\u003C\u002Fp>\n\n\u003Cp>Virksomheder, der har natarbejdere, skal derfor gennemføre følgende\ntiltag:\u003C\u002Fp>\n\n\u003Cp>De lokale parter skal, eventuelt i samarbejde med\narbejdsmiljøorganisationen, drøfte, om man lever op til NFA’s anbefalinger\ni de områder af virksomheden, hvor der udføres natarbejde.\u003C\u002Fp>\n\n\u003Cp>Drøftelsen skal:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a. gennemføres ved iværksættelse af natarbejde\nog derefter løbende en gang om året\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">b. dokumenteres ved udfyldelse af et af parterne\nudarbejdet skema som indeholder en gennemgang af anbefalingerne\u003C\u002Fp>\n\n\u003Cp>Hvis de lokale parter, eventuelt i samarbejde med\narbejdsmiljøorganisationen, vurderer, at NFA’s anbefalinger følges,\nanvendes almindelige regler i overenskomsten uændret, herunder reglerne om\nhelbredskontrol i stk. 3 - 6.\u003C\u002Fp>\n\n\u003Cp>Hvis de lokale parter, eventuelt i samarbejde med\narbejdsmiljøorganisationen, vurderer, at NFA’s anbefalinger ikke følges,\nsættes følgende særlige aktiviteter i værk for medarbejdere, hvis normale\narbejdstid om natten ikke er tilrettelagt i overensstemmelse med NFA’s\nanbefalinger:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a.Virksomheden skal tilbyde årlig helbredskontrol\ntil natarbejderne\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">1.Det er obligatorisk for natarbejderen at\ngennemføre helbredskontrollen hvert andet år\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">2.For de natarbejdere, der er fyldt 50 år, anvendes\nen udvidet helbredskontrol\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">b.Gennemførelse af en årlig særlig APV rettet\nmod natarbejde\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">1.Identifikation og kortlægning af risici ved\nnatarbejde\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">2.Vurdering af risici ved natarbejde\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">3.Prioritering og udarbejdelse af handlingsplan\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">4.Opfølgning på handlingsplan\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 2. Gravides natarbejde\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Følgende er gældende pr. 1. marts 2024, under forudsætning af, at\nArbejdstilsynet indarbejder NFA S anbefalinger om gravides natarbejde i f.eks.\nBekendtgørelse om arbejdets udførelse § 8, jf. bilag 2. Herudover\nforudsættes, at natarbejde ud over 1 nattevagt om ugen bliver omfattet af\nbarselslovens § 6, stk. 2, nr. 2 og at der således vil være adgang til\nrefusion.\u003C\u002Fp>\n\n\u003Cp>Når virksomheden er underrettet om eller på anden måde bliver bekendt\nmed, at en medarbejder er gravid, skal virksomheden hurtigst muligt og senest 2\nuger efter til en uges udgang omlægge medarbejderens arbejdstid eller\noverføre medarbejderen til andre arbejdsopgaver, så pågældende højst\narbejder en nattevagt om ugen.\u003C\u002Fp>\n\n\u003Cp>Hvis det ikke er muligt for arbejdsgiveren at omlægge arbejdstiden, så\npågældende medarbejder højst arbejder 1 nattevagt om ugen, eller overføre\nmedarbejderen til andre arbejdsopgaver, har medarbejderen ret til fravær for\nøvrige nattevagter ud over 1 om ugen med betaling som ved graviditetsorlov\nefter overenskomstens § 16, stk. 1. Der er udelukkende tale om en\nbetalingsregel, som gælder uanset medarbejderens anciennitet og uanset\nantallet af uger, medarbejderen har fravær for øvrige nattevagter ud over 1\nom ugen.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 3. Natarbejde\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Natarbejdere er medarbejdere, der inden for natperioden kl. 22.00 til kl.\n05.00\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">• normalt udfører mindst 3 timer af sin daglige\narbejdstid i natperioden eller, • udfører mindst 300 timer af sin årlige\narbejdstid i natperioden.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 4. Hyppighed\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Medarbejderne skal tilbydes gratis helbredskontrol inden de påbegynder\nbeskæftigelse som natarbejder.\u003C\u002Fp>\n\n\u003Cp>Parterne er endvidere enige om, at medarbejdere, der efter aftalen bliver\nklassificeret som natarbejder, skal tilbydes helbredskontrol inden for\nregelmæssige tidsrum på højest 2 år.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 5. Hvornår skal helbredskontrollen foregå\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om, at såfremt helbredskontrollen finder sted uden for\nden pågældende medarbejders arbejdstid, kompenserer arbejdsgiveren herfor.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 6. Model for helbredskontrollens gennemførelse\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Helbredskontrollen skal forestås af en læge, der besidder viden om\nsammenhængen mellem natarbejde og helbredsproblemer.\u003C\u002Fp>\n\n\u003Cp>Helbredskontrollen foretages på følgende måde:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1.Medarbejderen gennemgår en fysisk\nhelbredsundersøgelse.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">2.På baggrund af helbredsundersøgelsen samt en\ndialog med medarbejderen udarbejder lægen en samlet konklusion til\nmedarbejderen.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">3.De oplysninger, der fremkommer i forbindelse med\nhelbredskontrollen, er fortrolige og tilhører alene medarbejderen.\nOplysningerne kan først komme til arbejdsgiverens kendskab i det tilfælde at\nmedarbejderen selv tager initiativ hertil.\u003C\u002Fp>\n\n\u003Cp>Dokumentation for at medarbejderen tilbydes helbredskontrol\u003C\u002Fp>\n\n\u003Cp>Der skal udarbejdes en årligt tilbagevendende statistik over omfanget af\nnatarbejde, samt i hvor høj grad virksomheder med natarbejde tilbyder\nhelbredskontrol, jf. de eksisterende principper for natarbejde og\nhelbredskontrol samt de principper, der eventuelt aftales i\noverenskomstperioden.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1726\">Bilag 22. Protokollat om elektroniske dokumenter\u003C\u002Fh2>\n\n\u003Cp>Der indføres mulighed for, at virksomhederne med frigørende virkning kan\naflevere lønsedler og eventuelle andre dokumenter, der skal udveksles under\neller efter det løbende ansættelsesforhold, via de elektroniske\npostløsninger, som måtte være til rådighed, f.eks. e-Boks, eller via\ne-mail.\u003C\u002Fp>\n\n\u003Cp>Såfremt virksomhederne vil benytte sig af denne mulighed, skal\nmedarbejderne varsles herom 3 måneder før medmindre andet aftales. Efter\nudløb af varslet kan medarbejdere, som ingen mulighed har for at anvende den\nelektroniske løsning, få udleveret de pågældende dokumenter ved henvendelse\ntil virksomheden.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1732\">Bilag 23. Organisationsaftale om håndtering af sager om\nmanglende indbetaling og indberetning af pensionsbidrag\u003C\u002Fh2>\n\n\u003Cp>Med henblik på at få strammet op på proceduren for behandling af sager om\nmanglende indberetning og indbetaling af pensionsbidrag for virksomheder\nomfattet af overenskomster indgået mellem 3F’s Transportgruppe og Dansk\nErhverv Arbejdsgiver, har nedenstående parter indgået følgende aftale:\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Sagsbehandling i PensionDanmark\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Inden en sag overleveres til organisationerne sender PensionDanmark to\nrykkere til virksomheden.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Den første rykker sendes den 17. i måneden med\nen frist for betaling på tre dage, hvis virksomheden ikke senest den 10. i\nmåneden har indberettet eller indbetalt pensionsbidrag.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Den anden rykker sendes den 26. i måneden med\nen ny frist på 3 dage, hvis virksomheden fortsat hverken har indbetalt\npensionsbidrag eller indberettet, at man har nul ansatte.\u003C\u002Fp>\n\n\u003Cp>Hvis virksomheden inden ovennævnte frist indbetaler det skyldige\npensionsbidrag eller indberetter, at man ikke har nogen ansatte, lukkes sagen\nhos PensionDanmark.\u003C\u002Fp>\n\n\u003Cp>I modsat fald overleveres sagen til sagsbehandling i organisationerne.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Sagsbehandling i organisationerne\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Fra 3F’s Transportgruppe modtager Dansk Erhverv Arbejdsgiver en begæring\nom, hvilke virksomheder som ønskes sagsbehandlet, og samtidig aftales et\norganisationsmøde mellem parterne.\u003C\u002Fp>\n\n\u003Cp>Dansk Erhverv Arbejdsgiver orienterer skriftligt virksomheden om den\nforeliggende sag, og virksomheden pålægges at indbetale det skyldige\npensionsbidrag med en frist på 14 dage, eller - hvis ingen ansatte er i\nvirksomheden - at indberette nul ansatte.\u003C\u002Fp>\n\n\u003Cp>Hvis virksomheden inden organisationsmødet indbetaler eventuelt skyldige\npensionsbidrag eller indberetter nul ansatte, lukkes sagen og der sker ikke\nyderligere.\u003C\u002Fp>\n\n\u003Cp>Hvis virksomheden trods Dansk Erhverv Arbejdsgivers fornyede henvendelse\nfortsat ikke indbetaler skyldige pensionsbidrag eller indberetter nul ansatte,\novergår sagen til behandling på det aftalte organisationsmøde.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Betaling af bod\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>På organisationsmødet pålægges virksomheden at indbetale det skyldige\nbeløb.\u003C\u002Fp>\n\n\u003Cp>Virksomheden pålægges endvidere en bod, der i førstegangs tilfælde\nudgør 17% af det skyldige beløb - dog minimum 1.000 kroner.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-newtech_trigger\">\u003Ch2 id=\"L1764\">Bilag 24. Organisationsaftale om samarbejde på virksomheder af\nalle størrelser\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-green_trigger\">\u003Cp>Parterne anerkender, at virksomhederne står over for gennemgribende\nforandringer i forbindelse med den grønne omstilling, et arbejdsmarked i\nforandring med indførelse af blandt andet ny teknologi, fra selvkørende\nlastbiler til automatisering af lagre, og med senere tilbagetrækning.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>De mange nye udfordringer øger behovet for samarbejde på alle niveauer\nmellem ledere og medarbejdere og på alle former for virksomheder. Parterne er\nenige om det hensigtsmæssige i, at medarbejderne inddrages i at fastholde og\nudvikle virksomhedernes tilpasnings- og innovationsevne, herunder blandt andet\nved drøftelse af behovet for nye kompetencer og løbende opkvalificering.\nIndførelse af ny teknologi medfører øget fokus på efteruddannelse og\nomstillingsparathed.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>Arbejdsmiljørepræsentanternes rolle bliver i fremtiden mere og mere\nafgørende i samarbejdet for at sikre et godt arbejdsmiljø og produktive\nvirksomheder. Parterne er enige om, at arbejdsmiljørepræsentanten skal være\nomdrejningspunktet for det systematiske arbejdsmiljøarbejde, herunder blandt\nandet arbejdet med fastsættelse af mål, APV og ulykkesforebyggelse.\u003C\u002Fp>\n\n\u003Cp>Arbejdsmiljørepræsentanten skal blandt andet medvirke til at skærpe\nkollegernes og ledelsens fokus på alle aspekter af arbejdsmiljøet. Det er\ncentralt, at arbejdsmiljørepræsentanter i samarbejde med ledelse og\ntillidsrepræsentanter holder særligt fokus på de strategiske opgaver, som\nskal løses i regi af arbejdsmiljøorganisationen, samarbejdsudvalg eller andre\nsamarbejdsfora.\u003C\u002Fp>\n\n\u003Cp>Den senere tilbagetrækning øger behovet for kontinuerligt at skabe de\nbedste rammer omkring et godt arbejdsmiljø, hvilket bør ske med inddragelse\naf arbejdsmiljørepræsentanten. Parterne er enige om, at et godt arbejdsmiljø\nmedvirker til god produktivitet og en sund økonomi.\u003C\u002Fp>\n\n\u003Cp>For at virksomhederne kan stå godt rustet til også at udnytte mulighederne\ni den grønne omstilling, herunder de potentialer den grønne omstilling rummer\ni et globalt marked, øges behovet for, at virksomhedens medarbejdere\nkontinuerligt er på forkant med de arbejdsmiljømæssige udfordringer, som nye\narbejdsopgaver indeholder. Anvendelse og udvikling af ny teknologi er\nafgørende for virksomhedernes konkurrenceevne, beskæftigelse, samt\narbejdsmiljø og arbejdstilfredshed. Arbejdsmiljørepræsentanten er derfor en\nvigtig ambassadør for medarbejdernes inddragelse i blandt andet den\ngennemgribende omstilling i at opnå nye ambitiøse klimamål.\u003C\u002Fp>\n\n\u003Cp>I mindre virksomheder uden valgte medarbejderrepræsentanter i form af\narbejdsmiljørepræsentanter eller tillidsrepræsentanter vil det være\nnaturligt at anvende den årlige arbejdsmiljødrøftelse mellem ledelse og\nmedarbejdere til blandt andet at inddrage de nævnte arbejdsmiljømæssige\nudfordringer og i forlængelse heraf fastlægge, hvordan samarbejdet herom skal\nforegå i det kommende år.\u003C\u002Fp>\n\n\u003Cp>I virksomheder med valgte medarbejderrepræsentanter i form af\narbejdsmiljørepræsentanter eller tillidsrepræsentanter, men uden\narbejdsmiljøudvalg og samarbejdsudvalg, vil det være naturligt, at der sker\ndrøftelser mellem ledelse og medarbejderrepræsentanterne ved dedikerede\nmøder, ligesom der kan nedsættes udvalg eller arbejdsgrupper om særlige\ntemaer.\u003C\u002Fp>\n\n\u003Cp>Parterne er på baggrund af overenskomstområdets særlige arbejdsformer\nenige om, som forsøgsordning i overenskomstperioden, at anbefale, at der på\nvirksomheder med arbejdsmiljørepræsentanter eller tillidsrepræsentanter, men\nuden arbejdsmiljøudvalg og samarbejdsudvalg, etableres egentlige fora for\ndialog med deltagelse af ledelse, arbejdsmiljørepræsentanter og\ntillidsrepræsentanter. Virksomheder, der ønsker hjælp til at oprette et\nsådant forum for dialog, kan få bistand hertil i organisationerne.\u003C\u002Fp>\n\n\u003Cp>I virksomheder med arbejdsmiljøudvalg eller samarbejdsudvalg vil det være\nnaturligt, at ledelse og medarbejderrepræsentanterne jævnligt drøfter\ngrundlaget for et godt arbejdsmiljø, herunder i forbindelse med den grønne\nomstilling, nye teknogier og senere tilbagetrækning fra arbejdsmarkedet.\nParterne er enige om, at det er centralt at inddrage\narbejdsmiljørepræsentanterne i spørgsmål herom.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2 id=\"L1786\">Bilag 25. Organisationsaftale om omkostninger i\nfirmapensionsordninger\u003C\u002Fh2>\n\n\u003Cp>Overenskomstparterne, som har en fælles interesse i, at omkostningerne til\nfirmapensionsordningerne holdes på et passende lavt niveau, overvåger\nløbende omkostningsniveauet for firmapensionsordninger inden for\noverenskomstområderne.\u003C\u002Fp>\n\n\u003Cp>En gang årligt afholdes mellem 3F’s Transportgruppe og Dansk Erhverv\nArbejdsgiver et omkostningsmøde, som udgangspunkt i maj, hvor parterne\nudveksler oplysninger.\u003C\u002Fp>\n\n\u003Cp>Overenskomstparterne vil søge at udvikle en model til fremskaffelse af et\nfælles datagrundlag, der tilvejebringer parterne et grundlag, hvorpå det kan\nvurderes om omkostningerne i konkrete ordninger afviger væsentligt fra det\nalmindelige omkostningsniveau hos udbyderen af firmapensionsordninger.\u003C\u002Fp>\n\n\u003Cp>Såfremt det på mødet konstateres, at en eller flere ordninger giver\nanledning til at formode at omkostningerne i ordningen afviger væsentligt fra\ndet almindelige omkostningsniveau hos udbydere af firmapensionsordninger,\nkontakter Dansk Erhverv Arbejdsgiver virksomheden og\u002Feller\npensionsleverandøren med henblik på, at der inden måneden fra mødet\nfremsendes kommentarer, som overenskomstparterne herefter vurderer.\u003C\u002Fp>\n\n\u003Cp>Hvis parterne herefter er enige om, at omkostningsniveauet er væsentligt\nover det acceptable omkostningsniveau hos udbydere af firmapensionsordninger,\ngives virksomheden en frist på en måned til at meddele, hvorvidt:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Omkostningerne inden udgangen af seks fulde\nmåneder vil blive nedsat til et af virksomheden aftalt lavere, passende\nniveau, og dokumentation herfor vil blive fremsendt til parterne inden nævnte\nvarsel, eller\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Ordningen er opsagt med det for ordningen\ngældende frigørelsesvarsel (dokumentation vedlægges), således at der\nherefter vil ske indbetaling til den overenskomstbaserede pensionsordning eller\nen anden firmapensionsordning jf. reglerne om skift af pensionsleverandør.\u003C\u002Fp>\n\n\u003Cp>Hvis en virksomhed trods rykker herom ikke medvirker til belysning af sagen\neller foretager ét af ovennævnte tiltag, fratager parterne med tre fulde\nmåneders varsel virksomheden muligheden for, i en periode på tre år, at\nbenytte en firmapensionsordning til de overenskomstdækkede medarbejdere.\u003C\u002Fp>\n\n\u003Cp>Hvis der ikke på mødet opnås enighed om, hvorvidt omkostningsniveauet i\nen konkret virksomheds pensionsordning er på eller bliver nedsat til et\nacceptabelt niveau, behandles spørgsmålet efter overenskomstens fagretlige\nregler.\u003C\u002Fp>\n\n\u003Cp>Der er tale om en forsøgsordning, der løber i overenskomstperioden\n2020-2023. Hvis der ved udløb af denne er enighed om det, kan ordningen\nfortsætte, eventuelt med de ændringer, der opnås enighed om. I modsat fald\nudgår organisationsaftalen ordningen.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1808\">Bilag 26. Organisationsaftale om databeskyttelse\u003C\u002Fh2>\n\n\u003Cp>Parterne er enige om, at bestemmelser i overenskomster og den\nsagsbehandling, der knytter sig hertil, skal fortolkes og behandles i\noverensstemmelse med Databeskyttelsesforordningen (EU 2016\u002F679), der finder\nanvendelse i Danmark fra den 25. maj 2018.\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om, at det ved gennemførelsen af\nDatabeskyttelsesforordningen skal sikres, at den nuværende praksis for\nindsamling, opbevaring, behandling og udlevering af personoplysninger i henhold\ntil de ansættelses- og arbejdsretlige forpligtelser kan fortsætte.\u003C\u002Fp>\n\n\u003Cp>Organisationsaftalen gælder for alle overenskomster mellem parterne.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1816\">Bilag 27. Fagretlig behandling af sager om chikane, mobning og\nandre krænkende handlinger\u003C\u002Fh2>\n\n\u003Cp>Parterne har en fælles interesse i, at sager om chikane, mobning og andre\nkrænkende handlinger behandles så hurtigt og hensynsfuldt for de involverede\nlokale parter som muligt.\u003C\u002Fp>\n\n\u003Cp>Parterne er derfor enige om at nedsætte et udvalg i overenskomstperioden,\nder skal se på den eksisterende fagretlige håndtering og eventuelt anvise nye\nkonfliktløsningstiltag i sager af denne karakter.\u003C\u002Fp>\n\n\u003Cp>Udvalget vil i dets arbejde inddrage de erfaringer, der allerede er\noppebåret fra andre overenskomster inden for DA’s medlemsorganisationer.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1824\">Bilag 28. Protokollat om kompetenceudvikling og uddannelse\u003C\u002Fh2>\n\n\u003Cp>\u003Cstrong>Stk. 1. Styrkelse af uddannelsesarbejdet i virksomheden\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Parterne ønsker at styrke samarbejdet om uddannelse i virksomhederne med\nhenblik på at forbedre såvel medarbejdernes kompetencer som virksomhedernes\nkonkurrencekraft. En styrket og mere systematisk dialog om kompetenceudvikling\nvil være et element i at sikre større opmærksomhed, om behovet for til\nstadighed at være i stand til at møde de udfordringer, som opstår for\nmedarbejdere og virksomheder i branchen.\u003C\u002Fp>\n\n\u003Cp>For at understøtte dette samarbejde har parterne oprettet Transport- og\nLagerområdets Kompetenceudviklingsfond, jf. Bilag 29 (Protokollat om\nTransport- og Lagerområdets Kompetenceudviklingsfond).\u003C\u002Fp>\n\n\u003Cp>Fonden støtter uddannelsesaktiviteter i henhold til denne overenskomst.\u003C\u002Fp>\n\n\u003Cp>Fondens bestyrelse fastlægger de nærmere retningslinjer for dens virke.\u003C\u002Fp>\n\n\u003Cp>Virksomheder omfattet af denne overenskomst betaler et årligt bidrag til\nfonden på kr. 780,00 pr. fuldtidsansat medarbejder.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 2. Det lokale samarbejde\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Det anbefales, at der gennemføres en kontinuerlig og systematisk\nuddannelsesplanlægning for virksomhedens medarbejdere.\nUddannelsesplanlægningen bør rumme udarbejdelse af en\nkompetence-\u002Fuddannelsesplan for den enkelte medarbejder.\u003C\u002Fp>\n\n\u003Cp>Samarbejdsudvalget (sekundært tillidsrepræsentant\u002Fledelse) kan rekvirere\nbesøg af organisationernes konsulenter for bistand til at igangsætte\nuddannelsesdialogen. Besøget kan rekvireres, når en af parterne ønsker\ndet.\u003C\u002Fp>\n\n\u003Cp>Den enkelte medarbejders personlige uddannelsesplan kan indskrives på\nPensionDan- marks hjemmeside, og på medarbejderens foranledning deles mellem\nmedarbejder og virksomhed.\u003C\u002Fp>\n\n\u003Cp>Uddannelsesplanen danner baggrund for ansøgning om støtte i fonden.\u003C\u002Fp>\n\n\u003Cp>Hvis en medarbejder ønsker det, kan tillidsrepræsentanten bistå\nmedarbejderen i forbindelse med udviklingen af dennes\nkompetence-\u002Fuddannelsesplan.\u003C\u002Fp>\n\n\u003Cp>Hvis der ikke er valgt tillidsrepræsentant, har medarbejderen ret til at\nblive bistået af den lokale 3F-afdeling.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 3. Definition af sædvanlig overenskomstmæssig\nløn\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>I stk. 4 beskrives, hvornår medarbejderen har ret til at få fri med\nsædvanlig overenskomstmæssig løn.\u003C\u002Fp>\n\n\u003Cp>”Sædvanlig overenskomstmæssig løn” betyder i denne forbindelse den\nløn, som medarbejderen ville have optjent, hvis der havde været tale om\narbejde på samme tid, og af samme varighed som den pågældende uddannelse. I\n”sædvanlig overenskomstmæssig løn” medregnes personlige tillæg, men\nikke tillæg for gener og overtid.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 4. Medarbejdernes rettigheder og pligter vedrørende\nuddannelse\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>A.Realkompetencevurdering\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Alle medarbejdere har ret til at få fri - med sædvanlig\noverenskomstmæssig løn, jf. stk. 3 - til at deltage i realkompetencevurdering\nift. en relevant erhvervsuddannelse.\u003C\u002Fp>\n\n\u003Cp>Realkompetencevurderingen kan gennemføres på en af følgende måder:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a.Realkompetencevurdering på en erhvervsskole.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">b.Vejledende realkompetencevurdering gennemført\npå PensionDanmarks hjemmeside.\u003C\u002Fp>\n\n\u003Cp>Medarbejderen har ret til at gennemføre en realkompetencevurdering efter\nlitra A, senest seks måneder efter ønsket er fremsat skriftligt over for\nvirksomheden.\u003C\u002Fp>\n\n\u003Cp>Virksomheden kan betinge sig, at udgifterne hertil dækkes gennem støtte\nfra fonden og eventuel løntabsgodtgørelse (f.eks. VEU-godtgørelse), jf. stk.\n6.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>B.Almen kvalificering på grundlæggende niveau og\nscreening\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Alle medarbejdere har ret til at få fri - med sædvanlig\noverenskomstmæssig løn, jf. stk. 3 - til at deltage i almen kvalificering på\ngrundlæggende niveau i form af forberedende voksenundervisning (FVU),\nordblindeundervisning og dansk for indvandrere.\u003C\u002Fp>\n\n\u003Cp>Herudover har medarbejderne ret til at få fri i op til fire timer til at\ndeltage i vejledning og screening hos godkendte udbydere af uddannelserne forud\nfor opstart af de nævnte uddannelser. Der betales sædvanlig\noverenskomstmæssig løn, jf. stk. 3.\u003C\u002Fp>\n\n\u003Cp>Virksomheden kan betinge sig, at udgifterne hertil dækkes gennem støtte\nfra fonden og eventuel løntabsgodtgørelse (f.eks. SVU), jf. stk. 6.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>C.Erhvervsrettet efteruddannelse der er aftalt mellem virksomheden\nog medarbejderen\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Medarbejdere, der ved uddannelsens start har mindst 6 måneders uafbrudt\nanciennitet i virksomheden, har ret til at få fri - med sædvanlig\noverenskomstmæssig løn, jf. stk. 3, samt deltagerbetaling betalt - til\ndeltagelse i erhvervsrettet efteruddannelse, der er aftalt mellem virksomheden\nog medarbejderen.\u003C\u002Fp>\n\n\u003Cp>Det er en forudsætning, at de pågældende kurser er omfattet af en\nvirksomhedsuddannelsesplan aftalt mellem virksomhed og medarbejder, jf. stk. 2.\nDet er desuden en betingelse, at kurserne er optaget på den af fondens\nbestyrelse udarbejdede ”Positivliste A over aftalt uddannelse”.\nSidstnævnte betingelse kan fraviges, såfremt der er tale om kurser, der\nindgår på en uddannelsesplan som led i at opnå en relevant\nerhvervsuddannelse, jf. afsnit 3.\u003C\u002Fp>\n\n\u003Cp>For den ikke-erhvervsuddannede medarbejder er det en forudsætning for\neventuel støtte fra fonden, at uddannelsesaktiviteten indgår på\nvirksomhedsuddannelsesplanen. Virksomhedsuddannelsesplanen for den\nikke-erhvervsuddannede medarbejder udarbejdes på baggrund af en\nrealkompetencevurdering, jf. punkt A. Kompetencevurderingen skal afklare,\nhvilke kurser medarbejderen mangler for at nå en relevant erhvervsuddannelse.\nErhvervsskolens kompetencevurdering fører til en plan, der viser vejen til de\nkurser\u002Fuddannelses aktiviteter, der skal gennemføres for at nå frem til\nfaglært niveau. Denne kan anvendes både af medarbejderen selv i forbindelse\nmed selvvalgt uddannelse, og af virksomheden\u002Fmedarbejderen ved udarbejdelse af\nen virksomhedsuddannelsesplan. Kompetencevurderingen\u002Ferhvervsskolens plan samt\nvirksomhedsuddannelsesplanen skal registreres hos fondens administrator som\nforudsætning for bevilling af støtte fra fonden.\u003C\u002Fp>\n\n\u003Cp>For den erhvervsuddannede medarbejder er det en forudsætning for eventuel\nstøtte fra fonden, at uddannelsesaktiviteten indgår på\nvirksomhedsuddannelsesplanen, som beskriver relevante kurser for medarbejderens\nvaretagelse af sin funktion i virksomheden. Registrering af\nvirksomhedsuddannelsesplanen skal ske hos fondens administrator.\u003C\u002Fp>\n\n\u003Cp>Virksomheden kan betinge sig, at udgifterne hertil dækkes gennem støtte\nfra fonden og eventuel løntabsgodtgørelse (f.eks. VEU-godtgørelse), jf. stk.\n6.\u003C\u002Fp>\n\n\u003Cp>Denne betingelse kan ikke gøres gældende, når det drejer sig om den\nlovpligtige efteruddannelse for erhvervschauffører, som er nødvendig for, at\nmedarbejderen kan varetage sin jobfunktion.\u003C\u002Fp>\n\n\u003Cp>Uddannelsesaktiviteten efter dette punkt kan maksimalt udgøre 2 uger pr.\når.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>D.Uddannelse på medarbejdernes foranledning (selvvalgt\nuddannelse)\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Medarbejdere, der har mindst 6 måneders uafbrudt anciennitet i\nvirksomheden, har ret til at deltage i uddannelse efter eget valg (selvvalgt\nuddannelse) i op til 2 uger om året. Ved fortsat beskæftigelse i samme\nvirksomhed har medarbejderen ret til at akkumulere denne ret. Dog kan der\nmaksimalt opsamles 6 uger over 3 år. De først optjente uddannelsesuger\nforbruges først.\u003C\u002Fp>\n\n\u003Cp>Det er en forudsætning\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•at der tages fornødent hensyn til virksomhedens\nforhold,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•at de pågældende kurser er optaget på den af\nfondens bestyrelse udarbejdede ”Posi- tivliste B over selvvalgt\nuddannelse”, og\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•at virksomheden ikke supplerer den støtte, som\nopnås gennem fonden og VEU-godt- gørelsen\u002FSVU.\u003C\u002Fp>\n\n\u003Cp>Hvis virksomheden har mulighed for at hjemtage støtte fra fonden, jf. stk.\n6, betales op til 100% af sædvanlig overenskomstmæssig løn, jf. stk. 3, til\nmedarbejderen, idet betalingen til medarbejderen dækkes gennem tilskud fra\nfonden og eventuel løntabsgodtgørelse.\u003C\u002Fp>\n\n\u003Cp>Retten til uddannelse efter dette punkt gælder ikke for medarbejdere, der\ner i opsagt stilling. Disse medarbejderes rettigheder følger af § 12, stk.\n2.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>E.Støtte til EUV1- eller EUV2-forløb\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>En medarbejder med ret til 6 ugers uforbrugt frihed til selvvalgt uddannelse\nkan med virksomheden indgå en aftale, hvorefter medarbejderen bytter sine 6\nugers uforbrugte selvvalgte uddannelse til en uddannelsesaftale omfattet af\nerhvervsuddannelsesloven.\u003C\u002Fp>\n\n\u003Cp>Det er en forudsætning, at medarbejderen er realkompetencevurderet til at\ngennemføre erhvervsuddannelsen som et EUV1- eller EUV2-forløb. Medarbejderen\nmodtager under forløbet sædvanlig overenskomstmæssig løn, jf. stk. 3.\u003C\u002Fp>\n\n\u003Cp>Medarbejderen optjener igen ret til selvvalgt uddannelse fra førstkommende\nkalenderår efter uddannelsesaftalens afslutning.\u003C\u002Fp>\n\n\u003Cp>Virksomheden modtager støtte fra TLK-fonden til forløbet efter følgende\nretningslinjer:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1)De første 6 ugers skoleophold støttes efter\nreglerne i stk. 6, 4. afsnit.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">2)De næste 4 ugers skoleophold støttes efter\nreglerne i stk. 6, 3. afsnit.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">3)Det afsluttende skoleophold (svendeprøvemodul)\nstøttes efter reglerne i stk. 6, 3. afsnit, medmindre svendeprøvemodulet er\nen del af de første 6 ugers skoleophold, jf. punkt 1.\u003C\u002Fp>\n\n\u003Cp>Der kan alene opnås støtte til ovenstående uger én gang. Der kan\nsåledes maksimalt opnås støtte til 10 ugers skoleophold samt et eventuelt\nsvendeprøvemodul herudover.\u003C\u002Fp>\n\n\u003Cp>Forud for indgåelsen af uddannelsesaftalen ansøger virksomheden TLK-fonden\nom forhåndstilsagn til ovenstående støtte.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 5. Uddannelsesaktiviteter på virksomhedens\nforanledning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Såfremt virksomheden pålægger en medarbejder at deltage i uddannelse, der\nikke er omfattet af bestemmelserne i stk. 4, litra A, B og C, modtager\nmedarbejderen sædvanlig overenskomstmæssig løn, jf. stk. 3. Dog uden\neventuelt tillæg efter § 5.\u003C\u002Fp>\n\n\u003Cp>Deltager medarbejderen i lovpligtig efteruddannelse for erhvervschauffører\nsom en nødvendighed for at kunne varetage sin jobfunktion, modtager\nmedarbejderen sædvanlig overenskomstmæssig løn, jf. stk. 4, litra C.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 6. Støtte til virksomheder, hvor medarbejderne deltager i\nuddannelse\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Når virksomheden udbetaler sædvanlig overenskomstmæssig løn, eller op\ntil 100% af sædvanlig overenskomstmæssig løn, til medarbejdere, der deltager\ni uddannelse, jf. stk. 4 og 5, hjemtager virksomheden eventuel\nVEU-godtgørelse, Statens Voksenuddannelsesstøtte og lignende\ndeltagergodtgørelse, som den pågældende uddannelse berettiger til.\u003C\u002Fp>\n\n\u003Cp>Når medarbejderne deltager i uddannelse, jf. stk. 4, litra A og B og § 12,\nstk. 2, modtager virksomheden en refusion fra fonden, der sammen med den\nhjemtagne deltagergodtgørelse modsvarer udgiften til at udbetale sædvanlig\noverenskomstmæssig løn, jf. stk. 3.\u003C\u002Fp>\n\n\u003Cp>Når medarbejderne deltager i uddannelse, jf. stk. 4, litra C, modtager\nvirksomheden refusion fra fonden, der sammen med den hjemtagne\ndeltagergodtgørelse modsvarer udgiften til at udbetale op til 100% af\nsædvanlig overenskomstmæssig løn, jf. stk. 3. Dette desuagtet har\nmedarbejderen ret til sædvanlig overenskomstmæssig løn, jf. dog stk. 4,\nlitra C. Det er endvidere en forudsætning, at der foreligger en\nuddannelsesplan, jf. stk. 2, der omfatter den pågældende uddannelse.\u003C\u002Fp>\n\n\u003Cp>Når medarbejderne deltager i uddannelse, jf. stk. 4, litra D, modtager\nvirksomheden refusion fra fonden, der sammen med den hjemtagne\ndeltagergodtgørelse modsvarer udgiften til at udbetale op til 100% af\nsædvanlig overenskomstmæssig løn, jf. stk. 3.\u003C\u002Fp>\n\n\u003Cp>Der kan ikke udbetales støtte fra fonden, medmindre fonden har midler\nhertil.\u003C\u002Fp>\n\n\u003Cp>Se i øvrigt de supplerende bestemmelser i Bilag 29 (Protokollat om\nTransport- og Lagerområdets Kompetenceudviklingsfond).\u003C\u002Fp>\n\n\u003Ch2 id=\"L1954\">Bilag 29. Protokollat om Transport- og Lagerområdets\nKompetenceudviklingsfond\u003C\u002Fh2>\n\n\u003Cp>\u003Cstrong>Stk. 1. Formål\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Den mellem parterne indgåede Transport- og Lagerområdets\nKompetenceudviklingsfond (TLK) har til formål at sikre udviklingen af\nmedarbejdernes kompetencer med henblik på dels at bevare og styrke\nmedarbejdernes beskæftigelsesmuligheder, dels at bevare og styrke\nvirksomhedernes konkurrenceevne.\u003C\u002Fp>\n\n\u003Cp>Parterne ønsker med denne aftale at skabe et dynamisk grundlag for de\naktiviteter og midler til uddannelse, som virksomhederne afsætter hertil, jf.\n§ 11 a.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 2. Økonomisk grundlag\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Virksomhedernes bidrag kan beregnes og indbetales i forbindelse med de\ntilsvarende beregninger og indbetalinger af ATP for den anførte\nmedarbejdergruppe.\u003C\u002Fp>\n\n\u003Cp>Bidraget beregnes på baggrund af det antal medarbejdere, der er omfattet af\nde mellem parterne indgåede overenskomsters dækningsområde.\u003C\u002Fp>\n\n\u003Cp>Opkrævningerne til fonden forestås af administrator valgt af fondens\nbestyrelse, pt. PensionDanmark.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 3. Transport- og Lagerområdets\nKompetenceudviklingsfond\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Overenskomstens parter etablerer et sameje, som administrerer de i det\nforegående afsnit opgjorte bidrag.\u003C\u002Fp>\n\n\u003Cp>De nærmere retningslinjer herfor er fastlagt i vedtægter udarbejdet af\nfondens bestyrelse.\u003C\u002Fp>\n\n\u003Cp>Retningslinjerne skal indeholde følgende elementer:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Administration og opkrævning af bidrag for de\nenkelte overenskomstområder\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Retningslinjer for uddeling af midler til de\nenkelte medarbejderes og virksomhedsuddannelsesudvalgs aktiviteter, jf.\nnedenfor\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Regnskabsaflæggelse og revision\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Afrapporteringsretningslinjer for\nvirksomhedsuddannelsesudvalg\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Fastlæggelse og opkrævning af VEU-bidrag, hvis\ndenne opgave overdrages til arbejdsmarkedets parter\u003C\u002Fp>\n\n\u003Cp>Fonden ledes af en bestyrelse, der sammensættes paritetisk af\nrepræsentanter fra parterne.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 4. Ansøgninger\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Fondens midler kan søges af enten medarbejdere, der er ansat på en\nvirksomhed, der er omfattet af overenskomsterne mellem parterne, eller af et\nuddannelsesudvalg, der er nedsat på en virksomhed, der er omfattet af\nsamme.\u003C\u002Fp>\n\n\u003Cp>Hvis der er tale om en medarbejderfremsendt ansøgning, skal dette ske\ngennem virksomheden, som attesterer, at ansættelsen er omfattet af\noverenskomstområdet.\u003C\u002Fp>\n\n\u003Cp>Der skal ved tildelingen af støtte tilstræbes en rimelig balance mellem de\nenkelte overenskomsters medarbejdere set i forhold til indbetalingerne fra\ndisse.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 5. Anvendelse af fondens midler\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Fondens midler bør som udgangspunkt tildeles i henhold til Bilag 28 og §\n12, stk. 2.\u003C\u002Fp>\n\n\u003Cp>Ved afslag på ansøgning om midler fra fonden eller fra virksomhedens\nuddannelsesudvalg har medarbejderen ret til en skriftlig begrundelse.\u003C\u002Fp>\n\n\u003Cp>Fondens bestyrelse kan beslutte at anvende midler til andre aktiviteter, der\nforekommer relevante i forbindelse med intentionerne.\u003C\u002Fp>\n\n\u003Cp>Overenskomstparterne er enige om, at hvis TLK-fondens midler ikke rækker\ntil at dække virksomhedens udgift til betaling af sædvanlig\noverenskomstmæssig løn under selvvalgt uddannelse, vil en reduktion i fondens\nudgifter ske gennem en tilpasning af støtteniveauet til selvvalgt uddannelse.\nParterne er yderligere enige om, at tilpasningen sker, ved at selvvalgt\nuddannelse i så fald støttes med op til 85 % af sædvanlig\noverenskomstmæssig løn.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 6. Kompetenceudvikling administreret i virksomheden\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Medlemsvirksomheder og deres medarbejdere, der selv ønsker at administrere\nkompetenceudviklingsmidlerne svarende til egne indbetalinger, kan vælge at\ngøre dette.\u003C\u002Fp>\n\n\u003Cp>En virksomhed kan forlods disponere over et beløb, der svarer til de af\nvirksomheden i det pågældende kalenderår indbetalte beløb til fonden. Dette\nforudsætter dog, at der er valgt en tillidsrepræsentant i virksomheden, samt\nat der er nedsat et uddannelsesudvalg, hvoraf halvdelen er udpeget af 3F og\nhalvdelen af virksomheden - alle blandt de ansatte i virksomheden.\nTillidsrepræsentanten indgår på medarbejdersiden, medmindre han vælger at\nuddelegere sin udvalgsplads til en kollega. Uddannelsesudvalget skal endvidere\ngodkendes af fondens bestyrelse.\u003C\u002Fp>\n\n\u003Cp>Koncernvirksomheder med flere arbejdssteder kan vælge kun at have ét\nuddannelsesudvalg.\u003C\u002Fp>\n\n\u003Cp>Reglerne for tildeling af tilskud fra fondsmidler i virksomhedernes\nuddannelsesudvalg skal følge retningslinjerne fra fondens bestyrelse.\u003C\u002Fp>\n\n\u003Cp>Hvis et virksomhedsuddannelsesudvalg har disponeret alle ”egne midler”\nkan der søges om midler til yderligere aktiviteter i den centrale fond.\u003C\u002Fp>\n\n\u003Cp>Fonden støtter - inden for de økonomiske muligheder og efter ansøgning -\nkompetenceudviklingsaktiviteter som beskrevet ovenfor.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 7. Andre overenskomstområder og virksomheder med tiltrædelse\ntil en mellem parterne indgået overenskomst\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Fonden kan beslutte at lade andre overenskomstområder eller virksomheder\nindgå i den under stk. 3 etablerede ordning. Disse adskilles\nregnskabsmæssigt, så midler fra et område ikke bruges på et andet.\u003C\u002Fp>\n\n\u003Cp>Virksomheder, der følger bestemmelserne i en overenskomst indgået mellem\nparterne, uden at være medlem af Dansk Erhverv Arbejdsgiver, f.eks. ved\ntiltrædelsesoverenskomster, skal indbetale til fonden. Bestyrelsen kan\npålægge disse virksomheder et omkostningsbestemt administrationsgebyr for\nbehandlinger af ansøgninger fra disse virksomheders ansatte. Bestyrelsen\nsikrer, at ind- og udbetalinger af midler fra disse virksomheder og til deres\nmedarbejdere regnskabsmæssigt holdes adskilt fra Dansk Erhverv Arbejdsgivers\nmedlemsvirksomheders midler.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 8. Grundbetingelser for ordningen\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vedtægterne eller ændringer heri godkendes af parterne. Hvis Folketinget i\noverenskomstperioden vedtager regler, der på efteruddannelsesområdet\nfastsætter yderligere betalingsforpligtigelser eller forpligtigelser i øvrigt\nfor overenskomstparterne, medlemsvirksomhederne og\u002Feller medarbejderne,\nbortfalder nærværende aftale.\u003C\u002Fp>\n\n\u003Ch2 id=\"L2032\">Bilag 30. Udviklings- og Samarbejdsfond for transport- og\nlagerområdet\u003C\u002Fh2>\n\n\u003Cp>Parterne har oprettet en Udviklings- og Samarbejdsfond for transport- og\nlagerområdet. Fonden har til formål at styrke aktiviteter der udvikler og\nstyrker handels- og transportbranchen i det danske samfund - herunder\naktiviteter der styrker og udvider det organiserede arbejdsmarked. Begge parter\nhar et fælles ansvar for at understøtte dette arbejde.\u003C\u002Fp>\n\n\u003Cp>Dette kan eksempelvis ske ved at:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Styrke det lokale samarbejde mellem\nvirksomhederne og’3F's tillidsrepræsentanter.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Belyse de af fonden omfattede erhvervs betydning\nfor samfundsudviklingen.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Højne uddannelsesniveau og aktiviteter på\nDansk Erhverv Arbejdsgivers medlemsvirksomheder, herunder bl.a. gennem lokale\naktiviteter for at opnå:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Flere praktikpladser.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Øget indsats for at kvalifikationer og\nkompetencer vedligeholdes og udbygges.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Øget efter og videreuddannelse af ufaglærte\nmedarbejdere.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Øget indsats for at medarbejdere kan opnå\nfaglært status.\u003C\u002Fp>\n\n\u003Cp>Bidrag til fonden\u003C\u002Fp>\n\n\u003Cp>Fonden tilføres kr. 0,35 pr. præsteret arbejdstime. Fra 2. kvartal 2023\ntilføres kr. 0,45 pr. præsteret arbejdstime.\u003C\u002Fp>\n\n\u003Cp>Nyoptagne medlemmer af Dansk Erhverv Arbejdsgiver kan kræve, at bidraget\ntil fonden bortfalder det første år af medlemsskabet af Dansk Erhverv\nArbejdsgiver. Herefter betales normalt bidrag.\u003C\u002Fp>\n\n\u003Cp>Herudover henvises til Bilag 31 (Protokollat om bidrag til Udviklings- og\nSamarbejds- fond for transport- og lagerområdet).\u003C\u002Fp>\n\n\u003Ch2 id=\"L2060\">Bilag 31. Protokollat om bidrag til Udviklings- og\nSamarbejdsfond for transport- og lagerområdet\u003C\u002Fh2>\n\n\u003Cp>På baggrund af aftalerne om etablering af Udviklings- og Samarbejdsfond for\ntransport- og lagerområdet (fonden) og grundkapitalen til denne, Bilag 30, er\nparterne enige om, at fonden tilføres yderligere bidrag som følger:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Godstransportområdets Uddannelses- og\nUdviklingsfond (GUU) overfører årligt midler til Udviklings- og\nSamarbejdsfond for transport- og lagerområdet svarende til kr. 0,10 pr.\npræsteret arbejdstime hos medlemmer omfattet af GUU.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Virksomheder bidrager for medarbejdere omfattet\naf Transportoverenskomsten mellem DTLs arbejdsgiverforening og 3F’s\nTransportgruppe med kr. 0,25 pr. præsteret arbejdstime. Fra andet kvartal 2023\nudgør bidraget kr. 0,35 pr præsteret arbejdstime.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Virksomheder omfattet af de øvrige\noverenskomster dækket af fonden bidrager med kr. 0,35 pr. præsteret\narbejdstime. Fra andet kvartal 2023 udgør bidraget kr. 0,45 pr præsteret\narbejdstime.\u003C\u002Fp>\n\n\u003Cp>Bidragene til fonden opkræves sammen med bidragene til Transport- og\nLagerområdets Kompetenceudviklingsfond (TLK). Bidragene opgøres og opspares\nseparat fra de øvrige midler i (TLK).\u003C\u002Fp>\n\n\u003Cp>Ved regnskabsårets afslutning tilbageføres de uforbrugte bidrag i henhold\ntil dette protokollat til parterne, medmindre disse træffer aftale om en anden\nanvendelse af midlerne.\u003C\u002Fp>\n\n\u003Ch2 id=\"L2074\">Bilag 32. Forslag til standard ansættelseskontrakt\u003C\u002Fh2>\n\n\u003Cp>Ansættelseskontrakt\u003C\u002Fp>\n\n\u003Cp>Parterne\u003C\u002Fp>\n\n\u003Cp>Mellem\u003C\u002Fp>\n\n\u003Cp>[Virksomhedsnavn]\u003C\u002Fp>\n\n\u003Cp>CVR-nr. [xxxxxxxx]\u003C\u002Fp>\n\n\u003Cp>[Adresse]\u003C\u002Fp>\n\n\u003Cp>[Postnummer, by]\u003C\u002Fp>\n\n\u003Cp>(i det følgende kaldet Selskabet)\u003C\u002Fp>\n\n\u003Cp>og\u003C\u002Fp>\n\n\u003Cp>[fornavn] [efternavn]\u003C\u002Fp>\n\n\u003Cp>[Adresse]\u003C\u002Fp>\n\n\u003Cp>[Postnummer, by]\u003C\u002Fp>\n\n\u003Cp>(i det følgende kaldet Medarbejderen)\u003C\u002Fp>\n\n\u003Cp>Er d.d. oprettet følgende ansættelseskontrakt:\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Arbejdsbeskrivelse\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Medarbejderen er med virkning fra [ansættelsesdato] ansat som bud hos\nSelskabet.\u003C\u002Fp>\n\n\u003Cp>Anciennitet optjenes fra [ansættelsesdato].\u003C\u002Fp>\n\n\u003Cp>Medarbejderen har ansvaret for udbringning af mad. Medarbejderen forventes\nydermere at udføre diverse ad hoc-opgaver.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Arbejdssted\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Medarbejderen arbejder i [beskriv område så præcist som muligt, fx by\neller postnumre].\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Ansættelsesvilkår og løn\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Ansættelsesforholdet er omfattet af Madudbringningsoverenskomsten. \u003C\u002Fp>\n\n\u003Cp>Normaltimelønnen udgør p.t. kr. 133,35\u002Ftime. Betaling for eventuel overtid\nog ubekvem tid samt eventuelt tillæg for brug af eget køretøj sker efter\nMadudbringningsoverenskomstens bestemmelser.\u003C\u002Fp>\n\n\u003Cp>Udover normaltimelønnen opsparer Medarbejderen særlig opsparing i henhold\ntil Madudbringningsoverenskomsten.\u003C\u002Fp>\n\n\u003Cp>Evt. tilføjelse:\u003C\u002Fp>\n\n\u003Cp>Det bemærkes, at den særlige opsparing indfases i henhold til aftale\nmellem overenskomstparterne.\u003C\u002Fp>\n\n\u003Cp>Lønperioden går fra den 16. til den 15., og lønnen udbetales månedsvis\nbagud senest den sidste bankdag i måneden.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Pension\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Der etableres arbejdsmarkedspension i henhold til\nMadudbringningsoverenskomsten.\u003C\u002Fp>\n\n\u003Cp>Har Medarbejderen været tilsluttet arbejdsmarkedspension i tidligere\nansættelsesforhold?\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ja___ Nej___ Hvilken: ____________________________\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For dette ansættelsesforhold etableres\u002Fer pensionsordningen etableret\ni:____________\u003C\u002Fp>\n\n\u003Cp>Er det aftalt, at det samlede pensionsbidrag de første 9 måneder opspares\nog registreres på lønsedlen og udbetales automatisk til Medarbejderen\nherefter, medmindre Medarbejderen ønsker dem indbetalt på\npensionsordningen?\u003C\u002Fp>\n\n\u003Cp>Ja___Nej___\u003C\u002Fp>\n\n\u003Cp>Bidraget udgør, jf. Madudbringningsoverenskomsten, i alt 12% af den\nskattepligtige indkomst. Heraf udgør Selskabets bidrag 10% og Medarbejderens\nbidrag udgør 2%.\u003C\u002Fp>\n\n\u003Cp>Evt. tilføjelse:\u003C\u002Fp>\n\n\u003Cp>Det bemærkes, at pensionen indfases i henhold til aftale mellem\noverenskomstparterne.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Arbejdstid\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Alternativ 1\u003C\u002Fp>\n\n\u003Cp>Den normale ugentlige arbejdstid udgør [X timer] pr. uge og udføres i\nhenhold til den udleverede vagtplan.\u003C\u002Fp>\n\n\u003Cp>Alternativ 2 (varierende ugentlig arbejdstid):\u003C\u002Fp>\n\n\u003Cp>Den normale gennemsnitlige arbejdstid udgør [X timer] pr. uge og udføres i\nhenhold til den udleverede vagtplan.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Ferie og feriefridage\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Der tilkommer Medarbejderen feriegodtgørelse i overensstemmelse med\nferielovens §16, stk. 2.\u003C\u002Fp>\n\n\u003Cp>Der tilkommer Medarbejderen fem feriefridage pr. kalenderår i henhold til\nMadudbringningsoverenskomsten.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Sygdom og fravær\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Medarbejderen skal, uden ugrundet ophold, anmelde fravær på grund af\nsygdom overfor Selskabet. Anmeldelsen skal ske i overensstemmelse med den til\nenhver tid for Selskabets gældende personalehåndbog eller som instrueret af\nnærmeste leder.\u003C\u002Fp>\n\n\u003Cp>Ved fravær på grund af sygdom er Medarbejderen forpligtet til at\ndokumentere fraværets berettigelse ved afgivelse af tro og love-erklæring\neller ved lægeattest efter påkrav herom.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Smartphone\u002FDevice\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Medarbejderen skal benytte egen smartphone\u002Fdevice, der kan fungere med\nSelskabets platform, i forbindelse med arbejdets udførsel.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Opsigelse\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Der henvises til opsigelsesreglerne i Madudbringningsoverenskomsten.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Misligholdelse\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Såfremt en part gør sig skyldig i væsentlig misligholdelse, kan den anden\npart ophæve aftalen uden varsel.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Evt. tilføjelse\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Kørekort (hvis Medarbejderen kører i bil i forbindelse med arbejdet)\u003C\u002Fp>\n\n\u003Cp>Det er en betingelse for ansættelsesforholdet, at Medarbejderen til enhver\ntid har et gyldigt kørekort til personbil og kan dokumentere dette. Der\nhenvises til de enhver tid gældende regler for gyldigt kørekort i Danmark,\nherunder regler vedrørende kørekort udstedt uden for Danmark og Europa.\nFortaber Medarbejderen pga. egen skyld sin førerret, ophører\nansættelsesforholdet med øjeblikkelig virkning.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Evt. tilføjelse\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Bil til rådighed for Medarbejderen (hvis medarbejderen benytter Selskabets\nbil) Til brug for arbejdet stiller Selskabet en bil til rådighed. Bilen må\nkun anvendes i Selskabets tjeneste og efter Selskabets anvisninger.\u003C\u002Fp>\n\n\u003Cp>Der føres automatisk kørselsregnskab for hver eneste kørt kilometer,\nhvilket føres igennem GPS-systemet integreret i bilen.\u003C\u002Fp>\n\n\u003Cp>Selskabet forbeholder sig retten til at indhente data fra GPS- og\nlogistiksystemet, således at der kan kontrolleres, at bilen alene anvendes i\nSelskabets tjeneste og at nærværende kontrakts betingelser overholdes.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Øvrige bestemmelser\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>[Indsæt evt. ”egne” bestemmelser.]\u003C\u002Fp>\n\n\u003Cp>Selskabets personalehåndbog er udleveret samtidig med nærværende\nansættelseskontrakt og udgør del af nærværende ansættelseskontrakt.\nMedarbejderen bekræfter ved sin underskrift på nærværende\nansættelseskontrakt at have læst og accepteret de i personalehåndbogen\nbeskrevne regulativer. Der tages forbehold for løbende ændringer til\npersonalehåndbogen.\u003C\u002Fp>\n\n\u003Cp>Medarbejderen har til enhver tid pligt til at holde Selskabet underrettet om\nsin bopæl og sin private e-mailadresse. Selskabet kan med frigørende virkning\nsende lønsedler og meddelelser\u002F dokumenter vedrørende ansættelsesforholdet\ntil Medarbejderen via Medarbejderens private e-mail samt via en elektronisk\npostløsning, eksempelvis e- boks. Dette udelukker ikke andre sædvanlige\nfremsendelsesformer.\u003C\u002Fp>\n\n\u003Cp>Ved ansættelsesforholdets start, udleveres en startpakke indeholdende tøj\nog tasker som skal benyttes under arbejdets udførelse.\u003C\u002Fp>\n\n\u003Cp>Ved ophør af Medarbejderens ansættelsesaftale skal Medarbejderen - uanset\nårsagen til ophøret - straks aflevere samtlige effekter tilhørende\nSelskabet. Medarbejderen kan ikke udøve tilbageholdelsesret i effekter\ntilhørende Selskabet. Såfremt materialet ikke leveres tilbage på sidste\narbejdsdag, forbeholder Selskabet sig retten til at modregne dette i den sidste\nlønudbetaling.\u003C\u002Fp>\n\n\u003Cp>Undertegnede, der har modtaget et eksemplar af nærværende\nansættelseskontrakt, bekræfter ved min underskrift på denne genpart, at jeg\ner indforstået med de anførte ansættelsesvilkår i denne samt vedhæftede\npersonalehåndbog.\u003C\u002Fp>\n\n\u003Cp>[Sted]____________[Virksomhed]___________ [dato]___________\u003C\u002Fp>\n\n\u003Ch2 id=\"L2220\">Bilag 33. Parternes fælles forståelse af bestemmelsen om\nfratrædelsesgodtgørelse\u003C\u002Fh2>\n\n\u003Cp>Overenskomstparterne har i forbindelse med OK2023 drøftet forståelsen og\nfortolkningen af bestemmelsen om fratrædelsesgodtgørelse, jf. § 13. I den\nforbindelse er parterne enige om følgende fælles forståelse.\u003C\u002Fp>\n\n\u003Cp>Medarbejdere, der ikke på fratrædelsestidspunktet oppebærer dagpenge, som\ndet er anført i bestemmelsen om fratrædelsesgodtgørelse, har ret til\nfratrædelsesgodtgørelse, når følgende situationer foreligger:\u003C\u002Fp>\n\n\u003Cp>1)Medarbejderen opfylder de betingelser, der fremgår af bestemmelsen,\nbortset fra at vedkommende ikke de facto oppebærer dagpenge på\nfratrædelsestidspunktet.\u003C\u002Fp>\n\n\u003Cp>Baggrunden for, at medarbejderen ikke oppebærer dagpenge, er, at denne på\nfratrædelsestidspunktet er:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a.sygemeldt eller\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">b.afvikler ferie eller\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">c.er på plejeorlov bevilget efter servicelovens §\n118 eller\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">d.deltager i et kursus som omtalt i overenskomstens\nbestemmelser om afskedigelse pga. omstruktureringer, eller deltager i\nefteruddannelse og i den forbindelse modtager VEU-godtgørelse.\u003C\u002Fp>\n\n\u003Cp>Medarbejderen opfylder samtlige betingelser i bestemmelsen om\nfratrædelsesgodtgørelse, når sygefraværet, ferien eller kursusdeltagelsen\ner afsluttet.\u003C\u002Fp>\n\n\u003Cp>2)Medarbejderen har fast bopæl uden for Danmark og ellers ikke ville være\nberettiget til dagpenge, men:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a.Medarbejderen på grund af gældende regler er\nafskåret fra at være medlem af en dansk A-kasse og dermed ikke er omfattet af\nde danske dagpengeregler.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">b.Medarbejderen er eller har været medlem af en\ndansk A-kasse og på fratrædelsestidspunktet ville have oppebåret dagpenge,\nhvis medarbejderen fortsat var bosat i Danmark og stod til rådighed for det\ndanske arbejdsmarked, men medarbejderen ikke oppebærer dagpenge, alene fordi\nmedarbejderen er vendt tilbage til sin bopæl uden for Danmark.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">c.Medarbejderen under ansættelsen ikke har været\nmedlem af en dansk Akasse, men under ansættelsen i Danmark har været medlem\naf en A-kasse eller en tilsvarende forsikringsordning i et andet EU-land og\noppebærer forsikring svarende til danske dagpenge (A-kasse) i bopælslandet\nefter endt beskæftigelse i Danmark.\u003C\u002Fp>\n\n\u003Cp>Det er hertil en betingelse, at medarbejderen opfylder de øvrige\nbetingelser i bestemmelsen om fratrædelsesgodtgørelse for at modtage\nfratrædelsesgodtgørelsen.\u003C\u002Fp>\n\n\u003Ch2 id=\"L2252\">Bilag 34. Uddannelsesrepræsentant\u003C\u002Fh2>\n\n\u003Cp>Ved lokal enighed mellem virksomheden og tillidsrepræsentanten kan\ntillidsrepræsentanten udpege en fælles uddannelsesrepræsentant på\nvirksomheden.\u003C\u002Fp>\n\n\u003Cp>Uddannelsesrepræsentanten kan bistå virksomheden og medarbejdere med\nuddannelse efter overenskomstens bestemmelser, og herunder være\nsparringspartner for virksomheden og medarbejderne.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DANSK ERHVERV\u003C\u002Fp>\n\n\u003Cp>Arbejdsgiver\u003C\u002Fp>\n\n\u003Cp>Dansk Erhverv\u003C\u002Fp>\n\n\u003Cp>Arbejdsgiver\u003C\u002Fp>\n\n\u003Cp>Børsen\u003C\u002Fp>\n\n\u003Cp>1217 København K\u003C\u002Fp>\n\n\u003Cp>Telefon 3374 6000\u003C\u002Fp>\n\n\u003Cp>info@danskerhverv.dk\u003C\u002Fp>\n\n\u003Cp>www.danskerhverv.dk\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start_date":41,"cbadate_end_date":44,"TRAINING_trigger":48,"trainingfund":52,"SOCSEC_trigger":55,"pensionfund":58,"contractseverancepay":62,"contractseverancepay1":66,"sicknesspay":70,"maxsicknesspay":74,"maxsicknesspayperc":78,"sicknessmaxdaysnr":80,"longtermillness":82,"healthandsafetypolicy":86,"protectiveclothing":90,"healthandsafetytraining":94,"hivpolicy":98,"WORKFAM_trigger":102,"paidmaternityleave":105,"paidmaternityleaveduration":109,"paidmaternityleaveall":112,"paidmaternityleavepay":114,"paidmaternityleavepayperc":118,"paidpaternityleave":120,"paidpaternityleaveduration":124,"paidpaternityleavepay":126,"paidpaternityleavepayperc":130,"childcare":132,"childcareleave":136,"GENEQ_trigger":140,"eqpay":144,"gender":148,"hourspday":150,"hourspweek":154,"dayspweek":156,"holidaysdays":160,"holidaysweeks":164,"flexible_work_options":167,"WAGES_trigger":171,"WAGES_determined":175,"LOWWAGE_trigger":179,"STRUCINCR_trigger":182,"NOCTPREM_trigger":186,"ANNLEAVE_trigger":190,"OVERTIME_trigger":194,"overtimeallowancetype_general":198,"overtimeallowanceperc1_general":202,"overtimeallowancetype":204,"overtimeallowanceperc1":206,"SUNDAY_trigger":208,"direct_participation_trigger":212,"strikes_trigger":216,"newtech_trigger":220,"green_trigger":224},{"bindId":42,"name":43,"text":43},"cbadate_start_date","København,20. marts 2023",{"bindId":45,"name":46,"text":47},"cbadate_end_date","Overenskomsten kan tidligst opsiges til ","Overenskomsten kan tidligst opsiges til ophør den 1. marts 2025.\nOpsigelsesfristen er 3 måneder, medmindre andet er aftalt mellem\norganisationerne.",{"bindId":49,"name":50,"text":51},"TRAINING_trigger","§ 11a. Kompetenceudviklingsfond Nærværen","§ 11a. Kompetenceudviklingsfond\n\nNærværende overenskomstområde tilsluttes Transport- og Lagerområdets\nKompetenceudviklingsfond.\n\nVirksomheder omfattet af denne overenskomst betaler et årligt bidrag til\nfonden på 780,00 kr. pr. fuldtidsansat medarbejder.\n\nDe nærmere regler for kompetenceudvikling og uddannelse følger af Bilag 28\n(Protokollat om kompetenceudvikling og uddannelse) og Bilag 29 (Protokollat om\nTransportog Lagerområdets Kompetenceudviklingsfond).",{"bindId":53,"name":54,"text":54},"trainingfund","§ 11a. Kompetenceudviklingsfond",{"bindId":56,"name":57,"text":57},"SOCSEC_trigger","§ 21 Pension",{"bindId":59,"name":60,"text":61},"pensionfund","Stk. 1 Medarbejdere der er fyldt 22 år, ","Stk. 1 Medarbejdere der er fyldt 22 år, er efter 12\nmåneders ansættelse i virksomheden omfattet af pensionsordning i\nPensionDanmark.\n\nDer ses bort fra anciennitetskravet, hvis medarbejderen i forvejen er\nomfattet af en arbejdsmarkedspensionsordning, eller har arbejdet under en\noverenskomst med 3F som part i mindst 2 måneder inden for de sidste 2 år.\n\nDet kan skriftligt aftales, senest ved underskrivelse af\nansættelseskontrakten, at det samlede pensionsbidrag, både arbejdsgiver- og\nmedarbejderbidrag, de første 9 måneder kan opspares og registreres på\nlønsedlen, uden indbetaling til Pension Danmark. Senest én måned inden\nudløbet af denne periode, skal medarbejderen, skriftligt meddele hvis beløbet\nønskes udbetalt. Gives meddelelsen ikke igangsættes pensionsordningen\nautomatisk, og det allerede opsparede beløb indbetales til Pension Danmark.\n\nFratræder medarbejderen inden udgangen af de 9 måneder, udbetales det\nopsparede pensionsbidrag med den sidste lønudbetaling.\n\nBidraget udgør følgende procentsatser af den skattepligtige indkomst når\npensionen er fuldt indfaset: \n\nArbejdsgiverbidrag 8 pct. + Medarbejderbidrag 4 pct. = Pensionsbidrag i alt\n12 pct. \n\nPr. 1. juni 2023 udgør procentsatserne følgende, når pensionen er fuldt\nindfaset:\n\nArbejdsgiverbidrag 10pct. + Medarbejderbidrag 2pct. = Pensionsbidrag i alt\n12pct.",{"bindId":63,"name":64,"text":65},"contractseverancepay","§ 13 Fratrædelsesgodtgørelse Stk. 1 Såfr","§ 13 Fratrædelsesgodtgørelse\n\nStk. 1 Såfremt en medarbejder, der har været uafbrudt\nbeskæftiget i 3, 6 eller 8 år, uden egen skyld bliver opsagt, skal\nvirksomheden ved medarbejderens fratræden betale henholdsvis 1, 2 eller 3\ngange en særlig fratrædelsesgodtgørelse, der udgør kr. 5.000.\n\nStk. 2 Bestemmelsen i stk. 1 finder ikke anvendelse,\nsåfremt medarbejderen ved fratrædelsen har opnået anden ansættelse,\noppebærer pension, eller af andre årsager ikke oppebærer dagpenge. Endelig\nudbetales godtgørelsen ikke, hvis medarbejderen er funktionærlignende ansat\neller i forvejen har krav på fratrædelsesgodtgørelse, forlænget\nopsigelsesvarsel eller lignende vilkår, der giver en bedre ret end\noverenskomstens almindelige opsigelsesregler.\n\nStk. 3 Medarbejdere, der oppebærer godtgørelse i henhold\ntil stk. 1, og i forbindelse med genansættelse indtræder i deres optjente\nanciennitet, opnår først på ny ret til godtgørelse i henhold til denne\nbestemmelse, når betingelserne i stk. 1 er opfyldte i relation til den nye\nansættelse.\n\nStk. 4 Såfremt medarbejderen er på deltid, ændres\nfratrædelsesgodtgørelsen, jf. stk. 1, forholdsmæssigt.\n\nStk. 5 Der er enighed om, at bestemmelsen ikke finder\nanvendelse i forbindelse med hjemsendelse. Dette gælder uanset hvilken\nterminologi der konkret anvendes, så længe der er tale om en afbrydelse af\nansættelsesforholdet, der efter sin karakter er midlertidig. Såfremt en\nafbrydelse, der først var midlertidig, senere måtte vise sig at være\npermanent, aktualiseres virksomhedens forpligtelse efter bestemmelsen.\n\nAnmærkning: Der henvises til bilag 33 (Parternes fælles forståelse af\nbestemmelsen om fratrædelsesgodtgørelse).",{"bindId":67,"name":68,"text":69},"contractseverancepay1","Stk. 1 Såfremt en medarbejder, der har v","Stk. 1 Såfremt en medarbejder, der har været uafbrudt\nbeskæftiget i 3, 6 eller 8 år, uden egen skyld bliver opsagt, skal\nvirksomheden ved medarbejderens fratræden betale henholdsvis 1, 2 eller 3\ngange en særlig fratrædelsesgodtgørelse, der udgør kr. 5.000.",{"bindId":71,"name":72,"text":73},"sicknesspay","Stk. 3 Sygeløn til medarbejdere ydes af ","Stk. 3 Sygeløn til medarbejdere ydes af virksomheden i\nindtil 70 dage, regnet fra 1. hele fraværsdag. Ved tilbagefald på grund af\nsamme sygdom inden for 14 kalenderdage fra og med 1. arbejdsdag efter den\nforegående fraværsperiodes udløb, regnes virksomhedens betalingsperiode fra\n1. fraværsdag i den første fraværsperiode.",{"bindId":75,"name":76,"text":77},"maxsicknesspay","Stk. 4 Sygelønnen består af det berettig","Stk. 4 Sygelønnen består af det berettigede\ndagpengebeløb suppleret op til fuld løn.",{"bindId":79,"name":76,"text":77},"maxsicknesspayperc",{"bindId":81,"name":72,"text":73},"sicknessmaxdaysnr",{"bindId":83,"name":84,"text":85},"longtermillness","Medarbejdere, der på grund af varig sygd","Medarbejdere, der på grund af varig sygdom eller andre forhold ikke\nlængere kan varetage deres job, bør forsøges omplaceret til andet arbejde.\nEr dette ikke muligt, støttes vedkommende i revalidering. Hvis det er relevant\nfor vedkommende, forsøges flex- eller skånejob i virksomheden.",{"bindId":87,"name":88,"text":89},"healthandsafetypolicy","Arbejdsmiljørepræsentanternes rolle bliv","Arbejdsmiljørepræsentanternes rolle bliver i fremtiden mere og mere\nafgørende i samarbejdet for at sikre et godt arbejdsmiljø og produktive\nvirksomheder. Parterne er enige om, at arbejdsmiljørepræsentanten skal være\nomdrejningspunktet for det systematiske arbejdsmiljøarbejde, herunder blandt\nandet arbejdet med fastsættelse af mål, APV og ulykkesforebyggelse.\n\nArbejdsmiljørepræsentanten skal blandt andet medvirke til at skærpe\nkollegernes og ledelsens fokus på alle aspekter af arbejdsmiljøet. Det er\ncentralt, at arbejdsmiljørepræsentanter i samarbejde med ledelse og\ntillidsrepræsentanter holder særligt fokus på de strategiske opgaver, som\nskal løses i regi af arbejdsmiljøorganisationen, samarbejdsudvalg eller andre\nsamarbejdsfora.\n\nDen senere tilbagetrækning øger behovet for kontinuerligt at skabe de\nbedste rammer omkring et godt arbejdsmiljø, hvilket bør ske med inddragelse\naf arbejdsmiljørepræsentanten. Parterne er enige om, at et godt arbejdsmiljø\nmedvirker til god produktivitet og en sund økonomi.\n\nFor at virksomhederne kan stå godt rustet til også at udnytte mulighederne\ni den grønne omstilling, herunder de potentialer den grønne omstilling rummer\ni et globalt marked, øges behovet for, at virksomhedens medarbejdere\nkontinuerligt er på forkant med de arbejdsmiljømæssige udfordringer, som nye\narbejdsopgaver indeholder. Anvendelse og udvikling af ny teknologi er\nafgørende for virksomhedernes konkurrenceevne, beskæftigelse, samt\narbejdsmiljø og arbejdstilfredshed. Arbejdsmiljørepræsentanten er derfor en\nvigtig ambassadør for medarbejdernes inddragelse i blandt andet den\ngennemgribende omstilling i at opnå nye ambitiøse klimamål.\n\nI mindre virksomheder uden valgte medarbejderrepræsentanter i form af\narbejdsmiljørepræsentanter eller tillidsrepræsentanter vil det være\nnaturligt at anvende den årlige arbejdsmiljødrøftelse mellem ledelse og\nmedarbejdere til blandt andet at inddrage de nævnte arbejdsmiljømæssige\nudfordringer og i forlængelse heraf fastlægge, hvordan samarbejdet herom skal\nforegå i det kommende år.\n\nI virksomheder med valgte medarbejderrepræsentanter i form af\narbejdsmiljørepræsentanter eller tillidsrepræsentanter, men uden\narbejdsmiljøudvalg og samarbejdsudvalg, vil det være naturligt, at der sker\ndrøftelser mellem ledelse og medarbejderrepræsentanterne ved dedikerede\nmøder, ligesom der kan nedsættes udvalg eller arbejdsgrupper om særlige\ntemaer.\n\nParterne er på baggrund af overenskomstområdets særlige arbejdsformer\nenige om, som forsøgsordning i overenskomstperioden, at anbefale, at der på\nvirksomheder med arbejdsmiljørepræsentanter eller tillidsrepræsentanter, men\nuden arbejdsmiljøudvalg og samarbejdsudvalg, etableres egentlige fora for\ndialog med deltagelse af ledelse, arbejdsmiljørepræsentanter og\ntillidsrepræsentanter. Virksomheder, der ønsker hjælp til at oprette et\nsådant forum for dialog, kan få bistand hertil i organisationerne.\n\nI virksomheder med arbejdsmiljøudvalg eller samarbejdsudvalg vil det være\nnaturligt, at ledelse og medarbejderrepræsentanterne jævnligt drøfter\ngrundlaget for et godt arbejdsmiljø, herunder i forbindelse med den grønne\nomstilling, nye teknogier og senere tilbagetrækning fra arbejdsmarkedet.\nParterne er enige om, at det er centralt at inddrage\narbejdsmiljørepræsentanterne i spørgsmål herom.",{"bindId":91,"name":92,"text":93},"protectiveclothing","§ 10 Arbejdstøj og værnemidler Virksomhe","§ 10 Arbejdstøj og værnemidler\n\nVirksomheden udleverer passende arbejdstøj, cykelhjelm samt øvrige\npersonlige værnemidler, jf. arbejdsmiljøloven.",{"bindId":95,"name":96,"text":97},"healthandsafetytraining","C. Deltagelse i relevante arbejdsmiljøku","C. Deltagelse i relevante arbejdsmiljøkurser\n\nArbejdsmiljørepræsentanten kan efter aftale med arbejdsgiveren få den\nnødvendige frihed til deltagelse i forbundenes relevante\narbejdsmiljøkurser.\n\nAdgangen til deltagelse i forbundenes arbejdsmiljøkurser påvirker hverken\nrettigheder eller pligter i forhold til den i lovgivning fastsatte\narbejdsmiljøuddannelse.\n\nDeltagelse i forbundenes frivillige arbejdsmiljøkurser udløser ikke\nbetaling efter arbejdsmiljølovens § 10, stk. 1.\n\n3F’s Transportgruppe giver tilsagn om, at arbejdere, der vælges til\narbejdsmiljørepræsentanter, og som ikke forud for valget har gennemgået et\nkursus for arbejdsmiljørepræsentanter, hurtigst muligt efter valget\ngennemgår en sådan uddannelse. Fra Dansk Erhverv Arbejdsgivers side giver man\ntilsagn om at medvirke til, at den nyvalgte arbejdsmiljørepræsentant får den\nfornødne frihed til deltagelse i kurset.",{"bindId":99,"name":100,"text":101},"hivpolicy","Bilag 21. Protokollat om natarbejde og h","Bilag 21. Protokollat om natarbejde og helbredskontrol",{"bindId":103,"name":104,"text":104},"WORKFAM_trigger","§ 16 Barsel-\u002Ffædreorlov",{"bindId":106,"name":107,"text":108},"paidmaternityleave","Stk. 1 Lov om barselsorlov er gældende i","Stk. 1 Lov om barselsorlov er gældende i forbindelse med\nfødsel.\n\nVirksomheden udbetaler til medarbejdere, der på det forventede\nfødselstidspunkt har 9 måneders uafbrudt beskæftigelse i virksomheden, fuld\nløn under fravær på grund af barsel fra 4 uger før forventet\nfødselstidspunkt (graviditetsorlov) og indtil 14 uger efter fødslen\n(barselsorlov).\n\nTil adoptanter udbetales fuld løn under barsel i 14 uger fra barnets\nmodtagelse.\n\nBeløbet indeholder den ved lovgivningen fastsatte maksimale\ndagpengesats.\n\nNote: For perioden frem til 1.juli 2023 følges principperne i\novergangsordningen for løn under barsel på\nDA\u002FFH-overenskomstområdet.",{"bindId":110,"name":107,"text":111},"paidmaternityleaveduration","Stk. 1 Lov om barselsorlov er gældende i forbindelse med\nfødsel.\n\nVirksomheden udbetaler til medarbejdere, der på det forventede\nfødselstidspunkt har 9 måneders uafbrudt beskæftigelse i virksomheden, fuld\nløn under fravær på grund af barsel fra 4 uger før forventet\nfødselstidspunkt (graviditetsorlov) og indtil 14 uger efter fødslen\n(barselsorlov).",{"bindId":113,"name":107,"text":111},"paidmaternityleaveall",{"bindId":115,"name":116,"text":117},"paidmaternityleavepay","Virksomheden udbetaler til medarbejdere,","Virksomheden udbetaler til medarbejdere, der på det forventede\nfødselstidspunkt har 9 måneders uafbrudt beskæftigelse i virksomheden, fuld\nløn under fravær på grund af barsel fra 4 uger før forventet\nfødselstidspunkt (graviditetsorlov) og indtil 14 uger efter fødslen\n(barselsorlov).",{"bindId":119,"name":116,"text":117},"paidmaternityleavepayperc",{"bindId":121,"name":122,"text":123},"paidpaternityleave","Stk. 2 Under samme betingelser betales d","Stk. 2 Under samme betingelser betales der i indtil 2 uger\nfuld løn under ”fædreorlov”.",{"bindId":125,"name":122,"text":123},"paidpaternityleaveduration",{"bindId":127,"name":128,"text":129},"paidpaternityleavepay","Stk. 3 Virksomheden yder endvidere fuld ","Stk. 3 Virksomheden yder endvidere fuld løn under\nforældreorlov i indtil 16 uger.",{"bindId":131,"name":128,"text":129},"paidpaternityleavepayperc",{"bindId":133,"name":134,"text":135},"childcare","§ 17 Børns sygdom og børneomsorgsdage St","§ 17 Børns sygdom og børneomsorgsdage\n\nStk. 1. Medarbejdere, med mindst 9 måneders anciennitet i\nvirksomheden, har ret til frihed med løn, når friheden er nødvendig af\nhensyn til pasning af medarbejderens syge, hjemmeværende barn\u002Fbørn under 14\når. Betalingen sker som under sygdom, jf. § 15.\n\nFrihed gives kun til den ene af barnets forældre, og kun indtil anden\npasningsmulighed etableres, og kan højst omfatte barnets første hele sygedag.\nSåfremt barnet bliver sygt i løbet af medarbejderens arbejdsdag, og\nmedarbejderen må forlade arbejdet som følge heraf, er der endvidere ret til\nfrihed med løn de resterende arbejdstimer den pågældende dag. Betaling sker\nsom under sygdom, jf. § 15. Virksomheden kan kræve dokumentation - f.eks. i\nform af tro og love-erklæring.\n\nStk. 2. Medarbejderen har desuden ret frihed uden løn til\nafholdelse af barnets anden sygedag samt til lægebesøg med barnet.\nMedarbejderen kan få udbetalt et beløb fra særlig opsparing, jf. § 8, til\ndækning af friheden.\n\nStk. 3. Medarbejdere der har ret til at holde barns første\nsygedag har ret til 2 børneom- sorgsdage pr. kalenderår, uanset hvor mange\nbørn medarbejderen har. Reglen vedrører børn under 14 år.\n\nDagene placeres efter aftale mellem virksomheden og medarbejderen under\nhensyntagen til virksomhedens tarv.\n\nBørneomsorgsdagene afholdes uden løn, men medarbejderen kan få udbetalt\net beløb fra den særlige opsparing, jf. § 8.\n\n§ 18 Børns sygdom\u002Fhospitalsindlæggelse\n\nTil medarbejdere, der har været beskæftiget i virksomheden uafbrudt i 9\nmåneder, indrømmes der frihed, når det er nødvendigt, at medarbejderen\nindlægges på hospital sammen med et barn under 14 år. Dette gælder også,\nnår indlæggelsen sker helt eller delvist i hjemmet.\n\nDenne frihed gælder alene den ene indehaver af forældremyndigheden, og der\ner maksimalt ret til frihed i sammenlagt 1 uge pr. barn inden for en\n12-måneders periode.\n\nMedarbejderen skal på opfordring fremlægge dokumentation for\nhospitalsindlæggelsen.\n\nDer ydes løn under fraværet som under sygdom, jf. § 15.\n\nSåfremt medarbejderen er dagpengeberettiget, indtræder virksomheden i\ndenne ret.",{"bindId":137,"name":138,"text":139},"childcareleave","Frihed gives kun til den ene af barnets ","Frihed gives kun til den ene af barnets forældre, og kun indtil anden\npasningsmulighed etableres, og kan højst omfatte barnets første hele sygedag.\nSåfremt barnet bliver sygt i løbet af medarbejderens arbejdsdag, og\nmedarbejderen må forlade arbejdet som følge heraf, er der endvidere ret til\nfrihed med løn de resterende arbejdstimer den pågældende dag. Betaling sker\nsom under sygdom, jf. § 15. Virksomheden kan kræve dokumentation - f.eks. i\nform af tro og love-erklæring.",{"bindId":141,"name":142,"text":143},"GENEQ_trigger","Bilag 18. Protokollat om implementering ","Bilag 18. Protokollat om implementering af ligelønsloven\nmv.",{"bindId":145,"name":146,"text":147},"eqpay","Stk. 2. Enhver arbejdsgiver skal yde kvi","Stk. 2. Enhver arbejdsgiver skal yde kvinder og mænd lige løn, for så\nvidt angår alle lønelementer og lønvilkår, for samme arbejde eller for\narbejde, der tillægges samme værdi. Især når et fagligt\nkvalifikationssystem anvendes for lønfastsættelsen, bygges dette system på\nsamme kriterier for mandlige og kvindelige lønmodtagere og indrettes således,\nat det udelukker forskelsbehandling med hensyn til køn.",{"bindId":149,"name":146,"text":147},"gender",{"bindId":151,"name":152,"text":153},"hourspday","§ 3 Arbejdstid Stk. 1 Den normale effekt","§ 3 Arbejdstid\n\nStk. 1 Den normale effektive ugentlige arbejdstid er mindst\n8 timer og op til 37 timer. Ved vagter på mere end 5 timer har medarbejderen\nret til at afholde ^ times ulønnet pause.",{"bindId":155,"name":152,"text":153},"hourspweek",{"bindId":157,"name":158,"text":159},"dayspweek","Medarbejderen har ret til to fridage pr.","Medarbejderen har ret til to fridage pr. uge.",{"bindId":161,"name":162,"text":163},"holidaysdays","§ 14 Ferie og feriefridage Vedrørende fe","§ 14 Ferie og feriefridage\n\nVedrørende ferie henvises til ferieloven.\n\nDansk Erhverv Arbejdsgiver garanterer for udbetalingen af optjent ferie, jf.\nBilag 20 (Organisationsaftale om feriegarantiordning).\n\nMedarbejdere har ret til 5 feriefridage i hvert kalenderår uden betaling,\nda denne er indregnet i normaltimebetalingssatsen. Såfremt medarbejderen ikke\ner beskæftiget hele året, beregnes feriefridagene forholdsmæssigt, hvor 5\nferiefridage sættes i forhold til 12 måneders beskæftigelse.\n\nDer kan uanset jobskifte ikke afholdes mere end 5 feriefridage i hvert\nkalenderår.\n\nFeriefridagene placeres efter samme regler som placering af restferie, jf.\nferieloven. Feriefridage kan dog ikke varsles til afholdelse i en\nopsigelsesperiode efter virksomhedens opsigelse af medarbejderen.",{"bindId":165,"name":166,"text":166},"holidaysweeks","§ 14 Ferie og feriefridage",{"bindId":168,"name":169,"text":170},"flexible_work_options","Stk. 2 Såvel fuldtids- som deltidsansætt","Stk. 2 Såvel fuldtids- som deltidsansættelse kan finde\nsted.\n\nVagterne for såvel fuldtids- som deltidsansatte medarbejdere skal være på\nmindst 4 timer.\n\nMedarbejderen skal løbende have kendskab til sin vagtplan 4 uger frem.\n\nDer kan etableres ekstravagter. Sådanne vagter skal være på mindst 2\ntimer. Ekstravag- ter er frivillige for medarbejderen.\n\nArbejdstiden kan fastsættes med varierende ugentlig arbejdstid. Den\nvarierende ugentlige arbejdstid må ikke overstige 44 normaltimer pr. uge. I\nopgørelsen af normaltimer skal ekstravagter medtælles.\n\nOpgørelsesperioden følger lønningsperiodens start, og opgøres over en af\nvirksomheden fastlagt 3 måneders referenceperiode. Referenceperioden skal\nmeddeles medarbejderen.\n\nMedarbejderen har ret til to fridage pr. uge.\n\nStk. 3 Deltidsansatte medarbejdere er garanteret mindst 104\nnormaltimer over referenceperioden.",{"bindId":172,"name":173,"text":174},"WAGES_trigger","§ 2 Løn Stk. 1. Den garanterede normalti","§ 2 Løn\n\nStk. 1. Den garanterede normaltimebetaling udgør:\n\n1.marts 2023: 133,35 kr.\n\n1. marts 2024: 139,10 kr.\n\nFor ekstravagter udgør normaltimebetalingen:\n\n1.marts 2023: 138,35 kr.\n\n1. marts 2024: 144,10 kr.\n\nDen garanterede normaltimebetaling er inklusive søgnehelligdagsbetaling og\nbetaling for feriefridage.\n\nStk. 2 Lønnen for medarbejdere under 18 år fastsættes\ntil følgende procentdel af de til enhver tid gældende normaltimebetalinger\nfor voksne medarbejdere:\n\n•17-årige 80%\n\n•Andre 60%\n\nDe anførte procentsatser anvendes som aflønningsgrundlag ved\noverenskomstfastsatte tillæg.\n\nStk. 3 Der kan på virksomheden indgås aftaler om\nlokalløn, jf. Bilag 2 (Protokollat om lokalløn).",{"bindId":176,"name":177,"text":178},"WAGES_determined","Bilag 2. Protokollat om lokalløn Der kan","Bilag 2. Protokollat om lokalløn\n\nDer kan på virksomheden indgås aftaler om lokalløn:",{"bindId":180,"name":181,"text":181},"LOWWAGE_trigger","1. marts 2024: 144,10 kr.",{"bindId":183,"name":184,"text":185},"STRUCINCR_trigger","Stk. 1. Den garanterede normaltimebetali","Stk. 1. Den garanterede normaltimebetaling udgør:\n\n1.marts 2023: 133,35 kr.\n\n1. marts 2024: 139,10 kr.\n\nFor ekstravagter udgør normaltimebetalingen:\n\n1.marts 2023: 138,35 kr.\n\n1. marts 2024: 144,10 kr.",{"bindId":187,"name":188,"text":189},"NOCTPREM_trigger","§ 5 Ubekvem arbejdstid Stk. 1 Der aflønn","§ 5 Ubekvem arbejdstid\n\nStk. 1 Der aflønnes med følgende tillæg til\nnormaltimebetalingen for såvel deltids- som fuldtidsbeskæftigede:\n\n\n\n\n  \n    \n      \n      \n      \n      \n      \n      \n    \n    \n      \n      \n      \n      \n      \n      ",{"bindId":191,"name":192,"text":193},"ANNLEAVE_trigger","§ 8 Særlig opsparing Medarbejdere opspar","§ 8 Særlig opsparing\n\nMedarbejdere opsparer pr. 1. marts 2023 7 pct. af den ferieberettigede løn\nsom særlig opsparing. Pr. 1. marts 2024 udgør den særlige opsparing 9 pct.\naf den ferieberettigede løn.",{"bindId":195,"name":196,"text":197},"OVERTIME_trigger","§ 6 Overarbejde Som overarbejde betragte","§ 6 Overarbejde\n\nSom overarbejde betragtes arbejde, der overstiger 37 timer om ugen i\ngennemsnit over referenceperioden, jf. § 3 stk. 2.\n\nSom overarbejde betragtes endvidere pålagt arbejde efter planlagt vagts\nafslutning og arbejde pålagt udført på fridage.\n\nOverarbejde betales med følgende tillæg:\n\nFor de første tre timers overarbejde pr. dag betales et tillæg på 50 pct.\nAf normaltimebetaling. For alle øvrige timer betales et tillæg på 100 pct.\nAf normaltimebetaling.",{"bindId":199,"name":200,"text":201},"overtimeallowancetype_general","For de første tre timers overarbejde pr.","For de første tre timers overarbejde pr. dag betales et tillæg på 50 pct.\nAf normaltimebetaling. For alle øvrige timer betales et tillæg på 100 pct.\nAf normaltimebetaling.",{"bindId":203,"name":200,"text":201},"overtimeallowanceperc1_general",{"bindId":205,"name":200,"text":201},"overtimeallowancetype",{"bindId":207,"name":200,"text":201},"overtimeallowanceperc1",{"bindId":209,"name":210,"text":211},"SUNDAY_trigger"," ","\n      \n      \n      \n      \n      ",{"bindId":213,"name":214,"text":215},"direct_participation_trigger","Ved samarbejdsudvalgsmøder følges Samarb","Ved samarbejdsudvalgsmøder følges Samarbejdsnævnets retningslinjer.",{"bindId":217,"name":218,"text":219},"strikes_trigger","Bilag 11. Protokollat om regler for beha","Bilag 11. Protokollat om regler for behandling af faglig strid\nmellem Dansk Erhverv Arbejdsgiver og 3F",{"bindId":221,"name":222,"text":223},"newtech_trigger","Bilag 24. Organisationsaftale om samarbe","Bilag 24. Organisationsaftale om samarbejde på virksomheder af\nalle størrelser",{"bindId":225,"name":226,"text":227},"green_trigger","Parterne anerkender, at virksomhederne s","Parterne anerkender, at virksomhederne står over for gennemgribende\nforandringer i forbindelse med den grønne omstilling, et arbejdsmarked i\nforandring med indførelse af blandt andet ny teknologi, fra selvkørende\nlastbiler til automatisering af lagre, og med senere tilbagetrækning.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>DNK Danish Business Employer - 2023\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Startdato: → 2023-03-20\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Slutdato: → 2025-03-01\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Navn på industri: → Hotel og restauration, cateringvirksomhed, turisme\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Navn på industri: → Restauranter og levering af mad ud af huset  \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: → Dansk Erhverv Arbejdsgiver\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Navne på fagforeninger: → \n\n                \n                    \n                    \u003Cspan>\n                        FH - 3F – Fagligt Fælles 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: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Lærlingeuddannelse: → Nej\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: → 70 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: → Nej\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: → Ja\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: → The relationship between work and health, Employee involvement in the monitoring\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Begravelseshjælp: → Nej\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">ARBEJDE- OG FAMILIEORDNINGER\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Betalt barselsorlov: → 18 uger\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Betalt barselsorlov begrænset til 100 % af grundløn\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Jobsikkerhed efter barselsorlov: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Forbud mod forskelsbehandling i forbindelse med barsel: → Nej\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Forbud mod at tvinge gravide eller ammende medarbejdere til at udføre farligt eller usundt arbejde: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">APV risikovurdering for sikkerhed og sundhed for gravide eller ammende kvinder: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Tilgængelighed af alternativer til farligt og usundt arbejde for gravide eller ammende kvinder: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Fravær i forbindelse med fødselsforberedelse: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Forbud mod at screene for graviditet før ansættelse af vikarer: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Forbud mod at screene for graviditet før forfremmelse: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Faciliteter til ammende mødre: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Børnepasningsfaciliteter anlagt af arbejdsgiver: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Børnepasningsfaciliteter med tilskud fra arbejdsgiver: → Nej\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetær undervisning\u002Ftilskud til børns uddannelse: → Nej\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Betalt orlov pr. år ved omsorgsarbejde for pårørende: → 1 dage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Betalt barselsorlov til fædre: → 16 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: → Nej\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: → Nej\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: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Lærlinge ekskluderet fra nogen bestemmelser: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijob\u002Fstudenterjob ekskluderet fra nogen bestemmelser: → 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: → 8.0\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            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Betalt årlig orlov: → -10.0 dage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Betalt årlig orlov: → -10.0 uger\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Betalt helligdage: → Nytårsdag (1. januar), Langfredag, Påske mandag, Påske søndag, Anden pinsedag (syvende mandag efter påske), Pinsedag (syv uger efter påske), Kristi himmelfartsdag (40 dage efter påske), Christmas Eve (24th December), Juledag (25. december), New Year's Eve \u002F Day of Solidarity of World Azerbaijanis (31st December)\n            \u003C\u002Fdiv>\n\n            \n\n            \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: → Ja\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">LØNNINGER\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Lønningerne bestemmes ud fra løntabeller: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Bestemmelse om mindsteløn, der er fastsat af regeringen, der skal overholdes: → Nej\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Aftalt mindsteløn pr.: → Hours\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Mindsteløn: → DKK 144.1\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Justering i henhold til stigende leveomkostninger: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Lønstigning\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Lønstigning begynder: → 2024-03\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Ekstrabetaling for aften- og natarbejde\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-shiftallowanceamount1\">\n                    Ekstrabetaling for aften- og natarbejde: → DKK  pr. måned\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-shiftallowancetype1\">Kun ekstrabetaling for natarbejde: → Ja\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Ekstrabetaling til årlig ferie\u003C\u002Fh4>\n                \u003Cdiv id=\"display-annleaveallowanceperc1\">\n                    Ekstrabetaling til årlig ferie: → 9.0 % af grundløn\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Ekstrabetaling for overarbejde\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Ekstrabetaling for overarbejde: → 200 % af grundløn\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Ekstrabetaling for søndagsarbejde\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-sundayallowanceamount1\">\n                    Ekstrabetaling for søndagsarbejde: → DKK 175.84 pr. søndag\n                \u003C\u002Fdiv>\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    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[233],{"title":34,"slug":31},[235],{"type":236,"data":237},"call_to_action_body_block",{"title":238,"description":239,"variant":240,"link":241},"Sammenlign kollektive aftaler","Sammenlign artiklerne om de kollektive overenskomster fra Danmark på tværs af sektorer, emner og lande","dark",{"title":238,"url":242,"description":238,"rel":243,"type":244},"\u002Fda-dk\u002Farbejde-i-danmark\u002Fkollektiv-overenskomst\u002Fsammenlign-kollektive-aftaler","follow","internal",[246],{"type":236,"data":247},{"title":238,"description":239,"variant":240,"link":248},{"title":238,"url":242,"description":238,"rel":243,"type":244},[],{"title":15,"seo_title":251,"description":7,"path":252,"redirect_url":7,"locale":16,"children":253},"Danmark: Lær mere om lønninger, arbejdsret og arbejde","\u002Fda-dk",[254,340,369],{"title":18,"seo_title":255,"description":7,"path":256,"redirect_url":7,"locale":16,"children":257},"Mindsteløn, Eksistensminimum, Arbejdsretten","\u002Fda-dk\u002Farbejde-i-danmark",[258,263,268,287,336],{"title":259,"seo_title":260,"description":7,"path":261,"redirect_url":7,"locale":16,"children":262},"Mindsteløn","Mindsteløn i Danmark: Få mere at vide","\u002Fda-dk\u002Farbejde-i-danmark\u002Fmindstelon",[],{"title":264,"seo_title":265,"description":7,"path":266,"redirect_url":7,"locale":16,"children":267},"Eksistensminimum","Eksistensminimum i Danmark","\u002Fda-dk\u002Farbejde-i-danmark\u002Feksistensminimum",[],{"title":269,"seo_title":8,"description":7,"path":270,"redirect_url":7,"locale":16,"children":271},"Løn","\u002Fda-dk\u002Farbejde-i-danmark\u002Floen",[272,277,282],{"title":273,"seo_title":274,"description":7,"path":275,"redirect_url":7,"locale":16,"children":276},"Lønundersøgelse","Lønundersøgelse i Danmark","\u002Fda-dk\u002Farbejde-i-danmark\u002Floen\u002Fundersoegelse",[],{"title":278,"seo_title":279,"description":7,"path":280,"redirect_url":7,"locale":16,"children":281},"Løntjek","Løntjek i Danmark","\u002Fda-dk\u002Farbejde-i-danmark\u002Floen\u002Ftjek",[],{"title":283,"seo_title":284,"description":7,"path":285,"redirect_url":7,"locale":16,"children":286},"VIP Løn Tjek","VIP-lønninger i Danmark og i verden","\u002Fda-dk\u002Farbejde-i-danmark\u002Floen\u002Fvip",[],{"title":288,"seo_title":289,"description":7,"path":290,"redirect_url":7,"locale":16,"children":291},"Arbejdsretten","Arbejdsret i Danmark","\u002Fda-dk\u002Farbejde-i-danmark\u002Farbejdsretten",[292,296,300,304,308,312,316,320,324,328,332],{"title":293,"seo_title":8,"description":7,"path":294,"redirect_url":7,"locale":16,"children":295},"Arbejde og Løn","\u002Fda-dk\u002Farbejde-i-danmark\u002Farbejdsretten\u002Farbejde-og-lon",[],{"title":297,"seo_title":8,"description":7,"path":298,"redirect_url":7,"locale":16,"children":299},"Kompensation og arbejdstid","\u002Fda-dk\u002Farbejde-i-danmark\u002Farbejdsretten\u002Fkompensation-og-arbejdstid",[],{"title":301,"seo_title":8,"description":7,"path":302,"redirect_url":7,"locale":16,"children":303},"Årlig Ferie og Helligdage","\u002Fda-dk\u002Farbejde-i-danmark\u002Farbejdsretten\u002Farlig-ferie-og-helligdage",[],{"title":305,"seo_title":8,"description":7,"path":306,"redirect_url":7,"locale":16,"children":307},"Kontrakter og afskedigelser","\u002Fda-dk\u002Farbejde-i-danmark\u002Farbejdsretten\u002Fkontrakter-og-afskedigelser",[],{"title":309,"seo_title":8,"description":7,"path":310,"redirect_url":7,"locale":16,"children":311},"Familiære 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