[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fda-dk\u002Farbejde-i-danmark\u002Fkollektiv-overenskomst\u002Fnational-collective-agreement-trade-knowledge-service-2020-2023":3,"menu:\u002Fda-dk:":213,"sites:htmlblocks":383,"subsites":1582,"cite-subsites":5147,"footer:root":5624,"suggested:root":5722,"cite-footer:root":5726},{"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":193,"content_type_view":194,"extra_breadcrumbs":195,"body":197,"body_blocks":208,"related_pages":212},4198,"kollektiv-overenskomst","Kollektiv overenskomst",null,"","\u002Fda-dk\u002Farbejde-i-danmark\u002Fkollektiv-overenskomst","collective_agreements.collectiveagreementoverview","da_DK","\u002Fcms\u002Fpages\u002F4198\u002Fedit\u002F",[14,17,20],{"title":15,"slug":16},"Danmark","da-dk",{"title":18,"slug":19},"Arbejde i Danmark","arbejde-i-danmark",{"title":6,"slug":5},{"title":6,"description":8,"image":22,"canonical":23,"robots":24,"og_type":25,"twitter_card":26,"locale":16,"created_at":27,"last_modified_at":28},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fda-dk\u002Farbejde-i-danmark\u002Fkollektiv-overenskomst\u002F","index, follow","website","summary_large_image","2025-09-05T18:54:37.511558+02:00","2026-04-01T20:37:29.800963+02:00",{"cba":30,"clauses":41,"details":191,"translations":192},{"id":31,"uid":32,"url":33,"name":34,"locale":11,"override_title":8,"title":35,"browser_title":36,"browser_description":37,"text":38},"national-collective-agreement-trade-knowledge-service-2020-2023","bb187fc2-2baf-11ef-b7fe-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fdenmark\u002Fnational-collective-agreement-trade-knowledge-service-2020-2023\u002Fnational-collective-agreement-trade-knowledge-service-2020-2023\u002F","National Collective Agreement_Trade_Knowledge_Service_2020_2023","DNK Danish Business Employers - 2020","Denmark - DNK Danish Business Employers - 2020","DNK Danish Business Employers - 2020 - Detailhandel, Ikt-tjenester, Handel med og reparation af motorkøretøjer, servicestationer",{"name":39,"data":40},"CBA_trade_knowledge_service-2020-2023.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>New11\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\n\u003Cdiv class=\"toc\">\n\u003Cul>\n  \u003Cli>\u003Ca href=\"#L26\">2020\u002F2023\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L28\">NATIONAL COLLECTIVE AGREEMENT\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L344\">Preable\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L358\">1.Working hours\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L384\">2.Permanent part-time employment\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L400\">3.OVERTIME\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L408\">1.Payment\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L422\">2.Time off in lieu\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L430\">4.Pay\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L432\">1.Determination of pay\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L464\">2.Free-choice account\u003C\u002Fa>\n            \u003Cul>\n              \u003Cli>\u003Ca href=\"#L466\">A.INTRODUCTION\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L470\">B.PAYMENT\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L478\">C.SPECIAL HOLIDAYS AND PENSION\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L496\">D.PAYOUT\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L506\">E.POSSIBILITY OF ONGOING PAYMENT\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L516\">F.RESIDUAL SAVINGS IN THE FREE-CHOICE\n                ACCOUNT\u003C\u002Fa>\u003C\u002Fli>\n            \u003C\u002Ful>\n          \u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L522\">3.Calculation of pay for incomplete\n          months\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L530\">5.Pension and healthcare plan\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L532\">1.Pension rates\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L538\">2.Basis of calculation\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L574\">3.Conditions for entitlement to pension\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L603\">4.Change of pension provider\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L629\">5.Certain insurance benefits for trainees\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L657\">6.Young persons under 18\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L767\">7.Wages and working conditions for trainees\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L769\">1.Area\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L773\">2.Formal requirements\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L787\">3.Probationary period\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L795\">4.Minimum payment rate\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L961\">5.Adult education\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L967\">6.Illness, pregnancy and childbirth\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L971\">7.Holidays after completed education\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L977\">8.Occupational injuries\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L981\">9.Working hours\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L993\">10.Transportation\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1007\">11.Reimbursement of expenditure in connection\n            with courses\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1015\">12.Internship abroad\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1023\">13.Self-selected education and training\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1027\">14.Training officers and education\n          managers\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1035\">15.Disputes\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1039\">16.Length of service\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1043\">17.Miscellaneous\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1047\">8.Temporary assistance and temporary workers\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1057\">9.Termination\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L1059\">1.Salaried employees\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1063\">2.Non-salaried employees\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1081\">3.Advice on dismissal\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1087\">4.Education and training on dismissal\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1091\">10.Absence due to illness and childbirth\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L1093\">1.Illness\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1103\">2.Children’s illness\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1111\">3.Hospitalisation of children\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1125\">4.Time off in case of a child’s visit to the\n            doctor\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1135\">5.Days off for dependants\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1170\">6.Childbirth (pregnancy, adoption and\n          leave)\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1368\">7.Time off due to force majeure\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1374\">11.Holidays\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1386\">12.Special holidays\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L1388\">1.Special holidays until 1 May 2020\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1406\">2.Special holidays, transitional rules\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1428\">3.Special holidays\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1452\">13.Rules for union representatives\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L1454\">1.General comments\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1462\">2.Where can the union representative be\n            elected\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1478\">3.Election of union representative\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1496\">4.Union representative duties\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1514\">5.Remuneration for elected union\n            representatives\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1536\">6.Local trade union clubs, notices\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1546\">7.Access to IT and the internet\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1550\">8.Refresher training on cessation of the union\n            representative duties\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1560\">9.Dismissal of a union representative\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1584\">14.Working environment\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1602\">15.The Development Fund\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1612\">16.Continuing education and training and skills\n        development\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L1614\">1.Education, training and skills\n          development\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L12398\">2.Planning of skills development\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1640\">3.Payment to the Industry Competence Development\n            Fund\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1644\">4.Sector or business-relevant continuing\n            training and education\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1658\">5.Self-selected education and training\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1682\">6.Real skills development\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1686\">17.Settlement of disputes\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L1692\">1.Organisation meeting\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1700\">2.Industrial arbitration\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1714\">3.Board of dismissals\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1720\">4.General questions\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1726\">5.Term\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1730\">18.Creation of a collective agreement\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L1732\">1.Conditions\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1748\">2.Procedure\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1762\">19.Scope of the salaried employees’ collective\n        agreement\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L1764\">1.Salaried employees’ collective agreement or\n            special collective agreement\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1770\">2.Rewriting of collective agreements to the\n            salaried employees’ collective agreement\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1784\">20.Term of the collective agreement\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1798\">Employment contracts\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L1800\">Agreement on employment contracts\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1816\">Working environment\u003C\u002Fa>\n            \u003Cul>\n              \u003Cli>\u003Ca href=\"#L1818\">Agreement on health checks for night\n              work\u003C\u002Fa>\u003C\u002Fli>\n            \u003C\u002Ful>\n          \u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1824\">Working hours\u003C\u002Fa>\n            \u003Cul>\n              \u003Cli>\u003Ca href=\"#L1826\">Agreement on remote working\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L1844\">Agreement on implementation of the Working\n                Time Directive (Council directive of 23 November 1993)\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L1872\">Agreement on on-call duty\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L1886\">Agreement on implementation of the EU\n                Part-time Work Directive (Council directive of 1 July\n              1996)\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L1973\">Agreement on senior employees'\n              scheme\u003C\u002Fa>\u003C\u002Fli>\n            \u003C\u002Ful>\n          \u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2019\">Sustainability and digitization\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L2021\">Organisation agreement on sustainability and\n            digitization\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2031\">Organisation agreement on data\n          protection\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2037\">Agreement on electronic documents\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2043\">Trainees\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L2045\">Agreement on pay and working conditions for\n            short-term further education students\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2164\">\u003Cspan lang=\"DA\">\u003C\u002Fspan>Holidays\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L2168\">Agreement on holidays\u003C\u002Fa>\n            \u003Cul>\n              \u003Cli>\u003Ca href=\"#L2176\">1.INDUSTRIAL DISPUTES PROCEDURE\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L2180\">2.EARNING AND TAKING HOLIDAYS IN\n              HOURS\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L2200\">3.HOLIDAYS WITHOUT PAY\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L2204\">4.TRANSFER OF HOLIDAYS\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L2222\">5.OFFSETTING HOLIDAY ALLOWANCE\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L2226\">6.COMMENCEMENT\u003C\u002Fa>\u003C\u002Fli>\n            \u003C\u002Ful>\n          \u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2230\">Commencement and termination of collective\n        agreements\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L2234\">1.WHEN SHOULD THE RULE BE MET?\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2238\">2.WHICH EMPLOYEES ARE INCLUDED?\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2262\">3.FULL TIME\u002FPART-TIME\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2276\">IT sector\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L2278\">Agreement on special provisions for the IT\n            sector\u003C\u002Fa>\n            \u003Cul>\n              \u003Cli>\u003Ca href=\"#L2282\">1.DEMARCATION OF THE IT SECTOR AND THE\n                OFFICE SECTOR\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L2310\">2.PAYMENT\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L2314\">3.TRAINING\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L2318\">4.ON-CALL SHIFTS AND SHIFT WORKING\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L2322\">5.OVERTIME\u003C\u002Fa>\u003C\u002Fli>\n            \u003C\u002Ful>\n          \u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2326\">Laboratory sector\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L2328\">Accession agreement for the laboratory sector\u003C\u002Fa>\n            \u003Cul>\n              \u003Cli>\u003Ca href=\"#L2332\">1.LABORATORY TRAINEES\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L2344\">2.PAY\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L3653\">3.HOLIDAYS\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L2392\">4. WORKING ENVIRONMENT\u003C\u002Fa>\u003C\u002Fli>\n            \u003C\u002Ful>\n          \u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2400\">Warehouse sector\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L2402\">Agreement for the warehouse sector\u003C\u002Fa>\n            \u003Cul>\n              \u003Cli>\u003Ca href=\"#L2406\">1.WORKING HOURS\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L2430\">2.NIGHT WORK\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L2446\">3.AGREEMENT ON STAGGERED HOURS\n              ALLOWANCE\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L2450\">4.LOCAL AGREEMENTS AND WAGE\n              FORMATION\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L2454\">5.PAY SYSTEMS\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L2458\">6.ON-CALL SHIFTS, TELEPHONE ANSWERING SHIFTS\n                AND WORK IN CONTINUOUS OPERATION\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L2462\">7.NON-STANDARD AGREEMENTS\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L2466\">8.SEVERANCE PAY\u003C\u002Fa>\u003C\u002Fli>\n            \u003C\u002Ful>\n          \u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2476\">Equal pay\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L2478\">Agreement on the implementation of the Danish\n            Equal Pay Act\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2532\">Pay\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L2534\">Agreement on staggered hours allowance\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2538\">Agreement on the phasing in of contributions to\n            the free-choice account\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2566\">Non-standard agreements\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L2568\">Agreement on non-standard agreements\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2578\">Pension\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L2580\">Agreement on pension schemes\u003C\u002Fa>\n            \u003Cul>\n              \u003Cli>\u003Ca href=\"#L2582\">1.RESPECT FOR EXISTING AGREEMENTS\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L2600\">2.GROSS PAY AGREEMENTS\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L2610\">3.OFFSET\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L2614\">4.PHASING IN OF PENSION\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L2638\">5.CONDITIONS FOR ENTITLEMENT TO\n              PENSION\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L2672\">6.CHANGE OF PENSION PROVIDER\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L2688\">7.FREE-CHOICE ACCOUNT\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L2692\">8.INDEMNITY\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L2696\">9.RISK SURPLUS\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L2700\">10.REPURCHASE OF THE PENSION SCHEME\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L2786\">11.ADMINISTRATION COSTS FOR COMPANY PENSION\n                SCHEMES\u003C\u002Fa>\u003C\u002Fli>\n            \u003C\u002Ful>\n          \u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2790\">Framework agreement on harassment and violence\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L2792\">Agreement on the implementation of the framework\n            agreement on harassment and violence at work\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2806\">Fixed-term employment\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L2808\">Agreement on the implementation of the directive\n            on fixed-term employment\u003C\u002Fa>\n            \u003Cul>\n              \u003Cli>\u003Ca href=\"#L2822\">1.PURPOSE\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L2830\">2.SCOPE\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L2840\">3.DEFINITIONS\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L2850\">PRINCIPLE OF NON-DISCRIMINATION\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L2858\">PROVISIONS ON ABUSE\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L2864\">6.INFORMATION AND EMPLOYMENT\n                OPPORTUNITIES\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L2872\">7.INFORMATION AND CONSULTATION\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L2878\">8.CONCLUDING PROVISIONS\u003C\u002Fa>\u003C\u002Fli>\n            \u003C\u002Ful>\n          \u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2892\">Union representatives\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L2894\">Agreement on dismissal of union representatives\n            etc.\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2898\">Agreement on pilot schemes on fixed office hours\n            for union representatives\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2906\">Agreement on regional union representatives\u003C\u002Fa>\n            \u003Cul>\n              \u003Cli>\u003Ca href=\"#L2910\">ELIGIBILITY\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L2914\">HOW CAN A REGIONAL TRADE UNION\n                REPRESENTATIVE BE ELECTED?\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L2920\">ELECTION OF A REGIONAL UNION\n                REPRESENTATIVE\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L2930\">TERMINATION\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L2934\">Time off for union representative\n              duties\u003C\u002Fa>\u003C\u002Fli>\n            \u003C\u002Ful>\n          \u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2938\">Education etc.\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L2940\">Agreement on handling of failure report\u002Fpayment\n            to the competency development fund\u003C\u002Fa>\n            \u003Cul>\n              \u003Cli>\u003Ca href=\"#L2944\">FAILURE TO REPORT\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L2956\">NON-PAYMENT\u003C\u002Fa>\u003C\u002Fli>\n            \u003C\u002Ful>\n          \u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2970\">Agreement on the imposition of fines\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L3012\">Agreement on the Industry Competence Development\n            Fund\u003C\u002Fa>\n            \u003Cul>\n              \u003Cli>\u003Ca href=\"#L3014\">1.PURPOSE\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L3022\">2.TIME OFF FOR EDUCATION AND\n              TRAINING\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L3030\">3.CONTRIBUTIONS\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L3036\">4.OFFICE AND WAREHOUSE SECTOR’S SKILLS\n                DEVELOPMENT FUND\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L3082\">5.SKILLS DEVELOPMENT SUPPORT ADMINISTERED\n                WITHIN THE ENTERPRISE\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L3106\">6.OTHER COLLECTIVE AGREEMENT AREAS\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L3112\">7.COLLECTIVE AGREEMENT PROVISIONS\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L3116\">8.BASIC CONDITIONS FOR THE SCHEME\u003C\u002Fa>\u003C\u002Fli>\n            \u003C\u002Ful>\n          \u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L3120\">Agreement on derogation from the agreement on\n            the Industry Competence Development Fund\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L3132\">Agreement on staff appraisals (MUS)\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L3142\">Agreement on qualification improvement\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L3156\">Agreement on education and cooperation fund\u003C\u002Fa>\n            \u003Cul>\n              \u003Cli>\u003Ca href=\"#L3170\">FINANCING\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L3184\">REPRESENTATION\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L3194\">JOINT ADMINISTRATION\u003C\u002Fa>\u003C\u002Fli>\n            \u003C\u002Ful>\n          \u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L3204\">Agreement on education and cooperation\n            activities\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L3220\">The agreement applies to the collective\n            agreement period.\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L3228\">Agreement on agreed qualification\n          improvement\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L3252\">Agreement on phasing in contributions to the\n            education and cooperation fund\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L3258\">Foreign employess\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L3260\">Agreement on a code for agreements with foreign\n            employees\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L3272\">Agreement on wages for posted employees covered\n            by the collective agreement\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L3284\">Temporary staff\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L3286\">Agreement on the temporary agency work directive\n            (DIRECTIVE 2008\u002F104\u002FEC OF THE EUROPEAN PARLIAMENT AND OF THE\n            COUNCIL of 19 November 2008 on temporary agency work)\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L3292\">Agreement on temporary agency staff\u003C\u002Fa>\n            \u003Cul>\n              \u003Cli>\u003Ca href=\"#L3298\">1.PENSION\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L3306\">2.PENSION PROVIDER\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L3312\">3.CHILDBIRTH\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L3326\">4.CHILDBIRTH\u002FPENSION\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L3334\">5.SPECIAL HOLIDAYS\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L3342\">6.CHILDREN’S ILLNESS\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L3350\">7.HOSPITALISATION OF CHILDREN\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L3358\">8.WORK DISPUTES\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L3362\">9.UNEMPLOYMENT BENEFIT RULES\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L3366\">10.WEEKDAY HOLIDAYS\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L3370\">11.TRANSPORTATION ALLOWANCE\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L3374\">12.DISPUTES RELATING TO THE QUALITY OF WORK\n                CARRIED OUT BY AGENCY STAFF\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L3378\">13.AFFILIATE AGREEMENT\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L3384\">14.FREEDOM OF CHOICE\u003C\u002Fa>\u003C\u002Fli>\n              \u003Cli>\u003Ca href=\"#L3388\">15.DURATION OF TEMPORARY POSTS\u003C\u002Fa>\u003C\u002Fli>\n            \u003C\u002Ful>\n          \u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L4094\">Agreement on information relating to the use of\n            temporary agency staff\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n\u003C\u002Ful>\n\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch1 id=\"L26\">2020\u002F2023\u003C\u002Fh1>\n\n\u003Ch1 id=\"L28\">NATIONAL COLLECTIVE AGREEMENT\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Salaried employees’ collective agreement\u003C\u002Fp>\n\n\u003Cp>for Trade, Knowledge and Service\u003C\u002Fp>\n\n\u003Cp>between\u003C\u002Fp>\n\n\u003Cp>Dansk Erhverv Arbejdsgiver\u003C\u002Fp>\n\n\u003Cp>and HK Privat and HK HANDEL\u003C\u002Fp>\n\n\u003Cp>Translation - not legally binding. In case of uncertainties in the\ntranslation, the Danish original version will take precedence.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2 id=\"L344\">Preable\u003C\u002Fh2>\n\n\u003Cp>A.The terms and conditions laid down in this collective agreement apply to\nall employees, including bachelors within the sphere of activity that the\ncollective agreement otherwise covers.\u003C\u002Fp>\n\n\u003Cp>B.Employees who carry out graphic work at advertising agencies and\npublishers, and who are covered by the collective agreement entered into\nbetween Dansk Erhverv Arbejdsgiver and HK\u002FPrivat for advertising agencies and\npublishers, are not covered by this collective agreement.\u003C\u002Fp>\n\n\u003Cp>C.Special rules have been agreed for employees in the warehouse sector, see\nagreement on special provisions for the warehouse sector, page 64.\u003C\u002Fp>\n\n\u003Cp>D.Special rules have been agreed for employees in the IT sector, see\nagreement on special provisions for the IT sector, page 61.\u003C\u002Fp>\n\n\u003Cp>E.Special rules have been agreed for employees in the laboratory sector, see\naccession agreement for the laboratory sector, page 62.\u003C\u002Fp>\n\n\u003Cp>F.Salaried employees who occupy executive posts, or whose authority binds\nthe enterprise to a large extent, or whose duties, owing to their very\nconfidential nature, make them the enterprise’s representatives, do not,\nhowever, fall within the scope of the collective agreement.\u003C\u002Fp>\n\n\u003Ch2 id=\"L358\">1.Working hours\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cp>2.The normal weekly effective working hours constitute up to 37 hours.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3.The working hours are set locally at the individual enterprise taking into\nconsideration the interests of the employee and the enterprise.\u003C\u002Fp>\n\n\u003Cp>4.The working hours of both full-time and part-time employees can be\narranged using variable weekly working hours within a period not exceeding 26\nweeks. If the working hours for the period are planned in such a way that they\nexceed 45 hours per week in one or more of these weeks, hours in excess of 45\nhours must be paid with an overtime supplement, see section 3, even if the\naverage weekly working hours for the period have not been exceeded.\u003C\u002Fp>\n\n\u003Cp>All hours up to 37 hours in the individual week, see subsection 1, or as an\naverage for a period, see paragraph 1 of the current provision, are paid for\nboth full-time and part-time employees at the normal wage.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hoursovertimemax\">\u003Cp>5.The average weekly working hours calculated over a 26-week period may not\nexceed 48 hours including overtime , see Council Directive 93\u002F104\u002FC of 23\nNovember 1993 concerning certain aspects of the organization of working\ntime.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>6.For on-call shifts, telephone answering shifts and work in continuous\noperation, negotiations will be opened locally on shift plans and payment\nrules. Where agreement cannot be reached, either party can request that the\nparties be involved.\u003C\u002Fp>\n\n\u003Cp>Otherwise, reference is made to the agreement on on-call duty, page 51.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>7.Employees must have an aggregate break of at least 30 minutes per day,\nunless otherwise agreed. The total break time per day may not exceed one hour.\nOn days where the working hours end before 14:00, it may be agreed between the\nparties that breaks will not be taken.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>8.The provisions do not prevent flexitime schemes being agreed.\u003C\u002Fp>\n\n\u003Cp>9.The employee is entitled to a day off with pay on either 24 December or 31\nDecember, as chosen by the enterprise. Furthermore, the employee is entitled to\ntime off with pay on Constitution Day.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>Employees who work on a day off, and who are not employed on a\nfunction-based pay, are paid normal overtime pay, unless the day off falls on a\nSunday. In the latter case, overtime is paid at a rate of 100 per cent.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>The enterprise and employee may agree to another day off being granted.\u003C\u002Fp>\n\n\u003Ch2 id=\"L384\">2.Permanent part-time employment\u003C\u002Fh2>\n\n\u003Cp>1.Part-time employees are graded according to the same rules as full-time\nemployees, and their wages are calculated using the ratio between the\nindividual’s weekly working hours and the applicable normal weekly working\nhours of the enterprise or the department.\u003C\u002Fp>\n\n\u003Cp>2.When a full-time employee continues to work at the enterprise as a\npart-time employee, their pay is calculated as indicated above, but in relation\nto the individual’s previous pay.\u003C\u002Fp>\n\n\u003Cp>3.The normal working hours (duration and scheduling) are agreed in each\nindividual case for part-time employees when they are first employed. Any\nchange to these normal working hours may be made only by giving notice as\nprovided for in the Danish Salaried Employees Act, though for non-salaried\nemployees by notice, see section 9(2). In exceptional cases, it may however be\nagreed that part-time employees will participate in extra work and overtime.\u003C\u002Fp>\n\n\u003Cp>4.Weekday holidays are paid in cases where these fall within the dates of\nemployment that have been agreed.\u003C\u002Fp>\n\n\u003Cp>5.If a part-time employee works in excess of the agreed working hours, such\nadditional hours are paid at the individual’s normal hourly rate, however to\nthe effect that, for part-time employees who are covered by the working hours\nplanning over 26 weeks, time worked in excess of 45 hours per week must be paid\nwith an overtime supplement, see section 3, even if the average standard weekly\nworking hours for the period have not been exceeded, see section 1(3).\u003C\u002Fp>\n\n\u003Cp>6.Extra hours worked by part-time employees are pensionable.\u003C\u002Fp>\n\n\u003Cp>7.Part-time employees who work eight hours per week or less are not covered\nby the Danish Salaried Employees Act.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MAXHOURS_trigger\">\u003Ch2 id=\"L400\">3.OVERTIME\u003C\u002Fh2>\n\n\u003Cp>Overtime must be restricted as much as possible with due consideration for\nthe needs of the enterprise.\u003C\u002Fp>\n\n\u003Cp>Overtime is only paid when the work is done on the orders of the employer or\nits representative at the workplace.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Where possible, notice of overtime work must be given no later than the\npreceding day. For overtime work of which notice was given, but no part was\nactually performed, and where notice of this change was given less than four\nhours before the overtime work was due to have started, 1 hourly rate + 50 per\ncent is paid.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3 id=\"L408\">1.Payment\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cp>A.Overtime for which supplements can be claimed, see sections 1 and 2, is\npaid at the hourly rate + 50 per cent for the first three overtime hours.\nThereafter and for all overtime performed on Sundays and public holidays, it is\npaid at the hourly rate + 100 per cent.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Overtime work performed between 00:00 and 06:00 is paid at the hourly rate +\n100 per cent.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>The calculation is based on half hours.\u003C\u002Fp>\n\n\u003Cp>The payment is calculated from the time when the overtime work began.\u003C\u002Fp>\n\n\u003Cp>B.If the employee is called in to work overtime without prior notice, after\nleaving work at the end of normal working hours, the overtime supplement is 100\nper cent.\u003C\u002Fp>\n\n\u003Cp>C.The hourly rate is calculated as the relevant employee’s total monthly\nwage divided by 160.33.\u003C\u002Fp>\n\n\u003Ch3 id=\"L422\">2.Time off in lieu\u003C\u002Fh3>\n\n\u003Cp>A.Time off in lieu of overtime may be agreed, so that 50 per cent hours are\nexchanged for 1.5 hours off and 100 per cent hours are exchanged for 2 hours\noff for every hour of overtime performed.\u003C\u002Fp>\n\n\u003Cp>B.The scheduling of the time off in lieu is agreed between the enterprise\nand the individual employee, normally at one week’s notice. If possible, the\ntime off in lieu must be granted as full or half days off and taken within two\nmonths of performing the overtime.\u003C\u002Fp>\n\n\u003Cp>C.If the employee has reported sick to the enterprise before the start of\nthe normal working hours on the day on which they were due to take agreed time\noff in lieu, the illness is considered to be an impediment to taking the time\noff in lieu. If the employee has planned several days of time off in lieu, the\ntime off in lieu impediment will also apply to illness on any subsequent day\noff in lieu.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch2 id=\"L430\">4.Pay\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Ch3 id=\"L432\">1.Determination of pay\u003C\u002Fh3>\n\n\u003Cp>A.Pay is agreed directly between the enterprise and the employee in each\nindividual case. Assessment and any adjustment of wage conditions, including\nany agreements on function-based pay, are made at least once a year on an\nindividual basis.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>B.The pay should reflect the employee’s performance, qualifications,\nability, flexibility and work at specific times, the content and\nresponsibilities of the job, and any training received, and if an agreement on\nfunction- based pay has been entered into, see section 4(1) para F.\u003C\u002Fp>\n\n\u003Cp>C.Pay systems may be introduced at the individual enterprise for the purpose\nof enhancing the enterprise’s competitiveness and development and also\nemployee development.\u003C\u002Fp>\n\n\u003Cp>D.An employee is entitled to request negotiations with the enterprise where\nthe pay differs significantly from the starting level for comparable groups of\nemployees in the enterprise or comparable enterprises within the sector.\u003C\u002Fp>\n\n\u003Cp>Where the pay determined for the individual employee is in obvious conflict\nwith the condition set out in subsection 1, para b, either party may request\nnegotiations involving both organisations.\u003C\u002Fp>\n\n\u003Cp>E.Where disparities are considered to be present in the area as a whole, the\nparties have a right of action according to the rules in effect from time to\ntime for the hearing of industrial disputes, see the rules below on a committee\nwith equal representation of parties.\u003C\u002Fp>\n\n\u003Cp>F.When setting wage levels, agreements may be concluded on function-based\npay, taking due account of the principles set out in subsection 1, para b. Such\nan agreement may stipulate that the pay also includes payment for overtime and\nany other inconvenience, with the effect that no overtime payments are made,\nsee section 3.\u003C\u002Fp>\n\n\u003Cp>Any disagreements on wage levels for individuals for whom function-based pay\nhas been agreed may be brought before a committee with equal representation of\nparties if it is clear that there is a significant disparity between the pay\nand the overall content of the post, see subsection 1, para b.\u003C\u002Fp>\n\n\u003Cp>The committee with equal representation of parties is made up of two\nrepresentatives of each of the parties for the purpose of preventing\nfunction-based pay resulting in a large number of cases.\u003C\u002Fp>\n\n\u003Cp>If a majority of the members of the committee with equal representation of\nparties cannot agree on a given case, the committee is extended to include an\nimpartial arbitrator appointed jointly by the parties. In the event of\ncontinued disagreement, the decision of the arbitrator is final.\u003C\u002Fp>\n\n\u003Cp>When the committee is extended, the general practice relating to industrial\narbitration applies with adjustments as required by the nature of the\nmatter.\u003C\u002Fp>\n\n\u003Cp>The arbitrator will however decide, after a concrete assessment of the\nindividual case, on the level and allocation of the costs of the case, and may\nimpose fines for unnecessary recourse to the committee.\u003C\u002Fp>\n\n\u003Cp>Finally, the arbitrator may rule that a specific case should be decided by a\nwritten procedure.\u003C\u002Fp>\n\n\u003Cp>G.Personal pay must be negotiated and determined on the principles laid down\nin the Danish Equal Pay Act.\u003C\u002Fp>\n\n\u003Cp>H.The parties have discussed the local wage formation. The pay increases\nthat e.g. follow from any increases in the free-choice account may be included\nin connection with the individual pay assessment.\u003C\u002Fp>\n\n\u003Ch3 id=\"L464\">2.Free-choice account\u003C\u002Fh3>\n\n\u003Ch4 id=\"L466\">A.INTRODUCTION\u003C\u002Fh4>\n\n\u003Cp>To meet individual wishes for a choice between time off, pension or pay, the\nindividual employee is given its own free-choice account.\u003C\u002Fp>\n\n\u003Ch4 id=\"L470\">B.PAYMENT\u003C\u002Fh4>\n\n\u003Cp>5.0 per cent of the holiday entitlement pay is deposited in the free-choice\naccount.\u003C\u002Fp>\n\n\u003Cp>As of 1 March 2021, a total of 6.0 per cent of the holiday entitlement pay\nis deposited in the free-choice account.\u003C\u002Fp>\n\n\u003Cp>As of 1 March 2022, a total of 7.0 per cent of the holiday entitlement pay\nis deposited in the free-choice account.\u003C\u002Fp>\n\n\u003Ch4 id=\"L478\">C.SPECIAL HOLIDAYS AND PENSION\u003C\u002Fh4>\n\n\u003Cp>Transitional scheme\u003C\u002Fp>\n\n\u003Cp>Employees who as at 1 May 2020 are entitled to special holidays, may choose,\nno later than 1 June 2020 by contacting the enterprise in writing that one or\nmore of the special holidays in the period from 1 May 2020 to 31 August 2021\nshould be converted into payments into the free-choice account instead of\ntaking the special holidays. For special holidays awarded for the period from 1\nMay 2020 to 31 August 2021, a total of 6.67 special holidays, it applies that a\nspecial holiday can be converted into 0.375 per cent of the pay qualifying for\nholiday with pay in the period from 1 May 2020 to 31 August 2021. If all 6.67\nspecial holidays are converted into payment into the free-choice account, thus\n2.5 per cent is paid on an ongoing basis in the period from 1 May 2020 to 31\nAugust 2021.\u003C\u002Fp>\n\n\u003Cp>The above section on a transitional scheme is deleted as at 1 September 2020\nand replaced by the following section:\u003C\u002Fp>\n\n\u003Cp>Employees who as at 1 September 2021 are entitled to special holidays, may\nchoose, in May each year (for the first time in 2019) by contacting the\nenterprise in writing that one or more of the special holidays for the coming\nholiday year should be converted into payments into the free-choice account\ninstead of taking the special holidays. A special holiday may be converted into\n0.5 per cent of the pay qualifying for holiday with pay. If all five special\nholidays are converted into payment into the free-choice account, thus 2.5 per\ncent is paid on an ongoing basis in the holiday year.\u003C\u002Fp>\n\n\u003Cp>All savings deposits placed in the free-choice account contain holiday pay\nand also holiday allowance from the deposit even if it is paid as wages.\u003C\u002Fp>\n\n\u003Cp>Employees who under the rules of the collective agreement are entitled to\nlabour market pension when making their decision, may each year in May (for the\nfirst time in 2021) may give notification that the entire or part of the\nsavings in the free-choice account should be paid to the pension scheme in the\ncoming holiday year (1 September to 31 August). In 2020, the choice is made no\nearlier than 1 June and applies to the period from 1 May 2020 to 31 August\n2021.\u003C\u002Fp>\n\n\u003Cp>The enterprise may set minimum limits for the deposit of monthly pension\ncontributions of DKK 75.If the amount per month is less than this minimum\ncontribution, the enterprise may decide to combine the contributions for two\nmonths.\u003C\u002Fp>\n\n\u003Cp>The deposit of extra pension contributions does not trigger an employer’s\ncontribution for the deposit.\u003C\u002Fp>\n\n\u003Ch4 id=\"L496\">D.PAYOUT\u003C\u002Fh4>\n\n\u003Cp>An employee can opt to have paid out an amount from their free-choice\naccount via their wage payment in connection with the employee taking time off,\ne.g. holiday, special holidays, days off for dependants or days off under the\ncollective agreement, and a child’s day two of sickness, but no more than\ntwice per holiday period.\u003C\u002Fp>\n\n\u003Cp>From 1 May 2020, the above also applies in case of visit to a doctor in\nconnection with the child’s illness.\u003C\u002Fp>\n\n\u003Cp>The employee must notify the enterprise when a payout is to be made from the\nfree-choice account. Notice must be given no later than on the 10th day of the\nmonth in which the payout is to take place. It is the employee who decides the\namount of the payout, but amounts larger than the current balance cannot be\npaid out.\u003C\u002Fp>\n\n\u003Cp>For employees that take senior days off in accordance with the rules on\nthis, see the agreement on the senior employees’ scheme, the balance on the\nfree-choice account will be reduced by the wages paid out plus any holiday\nallowance\u002Fholiday pay.\u003C\u002Fp>\n\n\u003Ch4 id=\"L506\">E.POSSIBILITY OF ONGOING PAYMENT\u003C\u002Fh4>\n\n\u003Cp>If the employee does not have disposal of its entire free-choice account in\nconnection with its free choice before 1 June, see above, the enterprise may\npay out the remaining contribution on an ongoing basis with the employee’s\nwages. It is a condition for payment that the enterprise can document that the\nemployee has been requested to make a choice.\u003C\u002Fp>\n\n\u003Cp>The parties to the collective agreement request the enterprises to take the\ninitiative to inform the employees about the possibilities of the free-choice\naccount, and the parties to the collective agreement prepare information\nmaterial which can support this practice.\u003C\u002Fp>\n\n\u003Cp>The enterprise may, with the local union representative, enter into a local\nagreement that until the entire contribution to the free-choice account, see\nsection 4, subsection 2, para B (“PAYMENT”) is paid on an ongoing basis\nwith the wages. If there is no local union representative, the local agreement\nis concluded with the local HK branch. For groups and enterprises with more\nlocations, an agreement can only be entered into with HK Privat - HK HANDEL.\u003C\u002Fp>\n\n\u003Cp>The enterprise cannot make it a condition for individual employment terms\nthat ongoing payment must be made.\u003C\u002Fp>\n\n\u003Ch4 id=\"L516\">F.RESIDUAL SAVINGS IN THE FREE-CHOICE ACCOUNT\u003C\u002Fh4>\n\n\u003Cp>If there is a surplus in the free-choice account at the end of the\nvacationing period (in 2020: at the end of the holiday year), the amount is\ncarried over to the next holiday period for payout then.\u003C\u002Fp>\n\n\u003Cp>On resignation, the free-choice account will be settled and any balance will\nbe paid with the last payment of wages from the enterprise.\u003C\u002Fp>\n\n\u003Ch3 id=\"L522\">3.Calculation of pay for incomplete months\u003C\u002Fh3>\n\n\u003Cp>A.When the pay for individual days is calculated for someone who has joined\nor left the enterprise in the course of the month or has taken holiday or\nunpaid leave, it must be calculated as the monthly wage minus 4.8 per cent for\neach day the relevant employee was not at work.\u003C\u002Fp>\n\n\u003Cp>B.Payment is made for Saturdays off and weekday holidays that fall within\nthe work period.\u003C\u002Fp>\n\n\u003Cp>C.The parties agree that section 4, subsection 3, para a does not entail\nthat any wage deduction is made when an employee who is paid function-based\nwages has compensating days off as part of the function-based pay agreement.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003Ch2 id=\"L530\">5.Pension and healthcare plan\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L532\">1.Pension rates\u003C\u002Fh3>\n\n\u003Cp>A.The total pension contribution will be 12 per cent of the pay-as-you-earn\nwages, see subsection 2.\u003C\u002Fp>\n\n\u003Cp>B.The enterprise’s contribution is two thirds, and the employee’s\ncontribution is one third.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L538\">2.Basis of calculation\u003C\u002Fh3>\n\n\u003Cp>The following elements are included in the basis for calculating pension\ncontributions:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Pay from employer during adult education\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Holiday pay for monthly-paid workers and those\nsimilar to salaried workers\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Holiday pay for hourly-paid workers\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Staggered hours allowance\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Free-choice account\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Bonuses (although not birthday or anniversary\nbonuses etc.)\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Pay during maternity leave\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Monthly pay (including personal allowances)\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Profit sharing, paid in cash\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Extra work and overtime payment\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Performance-related pay, commission and bonus\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Sick pay paid by the employer\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Sickness holiday pay\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Hourly wages\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Holiday bonus\u003C\u002Fp>\n\n\u003Cp>It is agreed that as at 1 March 2012, pay-as-you-earn wages are considered\nthe same as those earned by the salaried workers in the industry.\u003C\u002Fp>\n\n\u003Ch3 id=\"L574\">3.Conditions for entitlement to pension\u003C\u002Fh3>\n\n\u003Cp>All employees must have a pension scheme in place once the following\nconditions have been met:\u003C\u002Fp>\n\n\u003Cp>The scheme covers employees who have reached the age of 18.\u003C\u002Fp>\n\n\u003Cp>However, the age requirement for trainees is 20.\u003C\u002Fp>\n\n\u003Cp>The employee must have been employed continuously for three months at one or\nmore enterprises covered by the collective agreement. This length of service\nrequirement is set aside in cases where the employee was already covered by an\noccupational pension scheme based on a collective agreement when they were\nhired.\u003C\u002Fp>\n\n\u003Cp>For employees who fulfil the above conditions, it also applies that other\nconditions agreed between the parties in order to achieve risk coverage and\nreceive insurance benefits must be met.\u003C\u002Fp>\n\n\u003Cp>For employees who have reached retirement age and where it is not possible\nto pay premiums for risk insurance, the full pension contribution goes to the\nold age pension.\u003C\u002Fp>\n\n\u003Cp>For employees who receive old age pension benefits but are still active on\nthe labour market and fulfil the conditions for entitlement to the pension\nscheme, the enterprise’s pension contributions go to life\nannuity\u002Fdiscontinuing old-age pension without insurance elements. The\nenterprise and the employee can enter into an agreement on the enterprise’s\ncontribution being paid as an allowance not giving entitlement to holiday which\nis paid out annually together with the holiday allowance stipulated in the\nDanish Holiday Act On resignation, this will be paid together with the last\nwage payment. Where the enterprise and the employee have agreed that the\nenterprise’s contribution is paid with the holiday allowance, the enterprise\nmay, from 1 May 2020 instead choose to pay the enterprise’s pension\ncontribution on an ongoing basis with the wage as an allowance not giving\nentitlement to holidays.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Changes as at 1 May 2020:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>For employees reaching the retirement pension age on 1 May 2020 or later,\nthe following applies: If the employee remains in employment after reaching\nretirement pension age, the employee must choose whether to continue savings\nfor their pension (as far as is possible) or whether the pension is to be paid\non an ongoing basis as an allowance not giving entitlement to holidays. The\ninsurance coverage ends when the employee reaches retirement age. If the\nemployee fails to make a choice, the enterprise continues paying into the\npension scheme.\u003C\u002Fp>\n\n\u003Cp>Employees having attained the age of 60 and who are not already covered by\nthe pension scheme, must not have any labour market pension scheme created. For\nthese employees, the enterprise’s pension contribution is paid together with\nthe holiday allowance. From 1 May 2020, the enterprise may choose to pay the\nenterprise’s pension contributions on an ongoing basis with the salary as an\nallowance not giving entitlement to holidays.\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Comment:\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>If the Danish Parliament meets the parties' wish for financing of\npension for 18 and 19-year-old trainees, the collective agreement is amended in\ncompliance with the parties' agreement to that effect. An amended text will\nthen appear from the collective agreement texts on the websites of the\norganisations.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Ch3 id=\"L603\">4.Change of pension provider\u003C\u002Fh3>\n\n\u003Cp>Unless otherwise stipulated in this agreement, the pension scheme must be\nestablished with:\u003C\u002Fp>\n\n\u003Cp>Pension for Funktionærer (pension for salaried employees) - PFA Pension\u003C\u002Fp>\n\n\u003Cp>Sundkrogsgade 4\u003C\u002Fp>\n\n\u003Cp>DK-2100 Copenhagen Ø\u003C\u002Fp>\n\n\u003Cp>Telephone: +45 39175000\u003C\u002Fp>\n\n\u003Cp>Enterprises covered by collective agreement wanting to make a change of\npension provider, may do so. However, this does not apply to enterprises which\nhave previously had pension agreements with FunktionærPension, or which are\notherwise covered by the FunktionærPension portfolio in Pension for salaried\nemployees - PFA Pension. Finally, enterprises which have already entered a\npension scheme before entering the collective agreement, and will thus be\ncovered by the pension for salaried employees on accession of the collective\nagreement, cannot change their pension provider unless the parties come to an\nagreement on this.\u003C\u002Fp>\n\n\u003Cp>The following conditions must be met when there is a change of pension\nprovider:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•A ballot on the change of pension provider must\nbe held among the employees at the enterprise who are entitled to a pension.\nThe enterprise will inform the employees of the details and consequences of any\nchange. If a majority of the votes cast are in favour of a change in provider,\nthen this can take place.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•The conditions set in the collective agreement\nfor a change of provider must be fulfilled.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•The transfer of the employees’ deposits in\nconjunction with a change must take place at no cost to the employees. No\ndeductions may therefore be made from the deposits by either the ceding company\nor the receiving company.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Please refer to the guidance on change of\npension provider, page 78.\u003C\u002Fp>\n\n\u003Cp>Please also refer to the Agreement on pension schemes, page 72, and the\nfree-choice account, see section 4(2).\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Ch3 id=\"L629\">5.Certain insurance benefits for trainees\u003C\u002Fh3>\n\n\u003Cp>Trainees who are not already covered by an employer contribution pension or\ninsurance scheme are entitled to the following insurance benefits:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a.Disability pension\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">b.Disability lump sum\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">c.Critical illness insurance\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">d.Death lump sum\u003C\u002Fp>\n\n\u003Cp>The scheme is placed with a pension or insurance company of the\nenterprise’s choice, just as Dansk Erhverv Arbejdsgiver is entitled to set up\nsomething akin to a group life insurance scheme.\u003C\u002Fp>\n\n\u003Cp>The costs of the scheme are covered by the enterprise.\u003C\u002Fp>\n\n\u003Cp>If the employee transfers to another employer’s contribution pension\nscheme, the enterprise’s obligation under this provision ceases to exist.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>The insurance sums amount to the following amounts:\u003C\u002Fp>\n\n\u003Cp>Disability pension at DKK 60,000 annually\u003C\u002Fp>\n\n\u003Cp>Disability lump sum at DKK 100,000.\u003C\u002Fp>\n\n\u003Cp>Critical illness insurance at DKK 100,000.\u003C\u002Fp>\n\n\u003Cp>Death lump sum at DKK 300,000.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2 id=\"L657\">6.Young persons under 18\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cp>1. All young persons under 18 are paid as follows:\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Cdiv align=\"center\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:14.15pt\">\n      \u003Ctd width=\"34\" valign=\"top\" style=\"width:25.45pt;padding:0cm .5pt 0cm .5pt;   height:14.15pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"DA\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"194\" colspan=\"2\" valign=\"top\" style=\"width:145.45pt;padding:0cm .5pt 0cm .5pt;   height:14.15pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"DA\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" valign=\"top\" style=\"width:79.45pt;padding:0cm .5pt 0cm .5pt;   height:14.15pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"DA\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"110\" colspan=\"2\" valign=\"top\" style=\"width:82.8pt;padding:0cm .5pt 0cm .5pt;   height:14.15pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"DA\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"34\" valign=\"top\" style=\"width:25.45pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"DA\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"88\" style=\"width:66.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"DA\" style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">1\n        March 2020 DKK per month\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">1\n        March 2021 DKK per month\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">1\n        March 2022 DKK per month\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"4\" valign=\"top\" style=\"width:3.35pt;border:none;border-left:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"DA\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"34\" valign=\"top\" style=\"width:25.45pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"DA\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"88\" style=\"width:66.0pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Minimum\n        pay\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">11,023.00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">11,255.00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">11,479.00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"WordSection1\">\u003Cdiv class=\"WordSection1\">\u003Cdiv align=\"center\">\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"WordSection1\">\u003Cdiv class=\"WordSection1\">\u003Cdiv align=\"center\">\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\u003Ctbody>\u003Ctr style=\"height:1.0pt\">\u003Ctd width=\"106\" style=\"width:79.45pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\n      \u003C\u002Ftd>\n      \u003Ctd width=\"4\" valign=\"top\" style=\"width:3.35pt;border:none;border-left:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:4.45pt\">\u003Cspan lang=\"DA\" style=\"font-size:   5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"DA\">\u003C\u002Fspan>2.For part-time employees and\ntemporarily employed young people under 18, wages are calculated pro rata.\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\u003Cp>The hourly rate is determined by dividing the monthly wage by 160.33.\u003C\u002Fp>\n\n\u003Cp>3.From the first day of the month in which the employee reaches the age of\n18, wages are paid according to the rules in section 4.\u003C\u002Fp>\n\n\u003Ch2 id=\"L767\">7.Wages and working conditions for trainees\u003C\u002Fh2>\n\n\u003Ch3 id=\"L769\">1.Area\u003C\u002Fh3>\n\n\u003Cp>This provision applies to trainees covered by the Executive Order on\nBusiness, Office, Customer Contact Centre, Office Services, Fitness Instructor,\nEvent Coordinator and Event Assistant Training Programmes and trainees enrolled\nin individual vocational training within the scope of the collective agreement,\nsee the Danish Act on Vocational Training.\u003C\u002Fp>\n\n\u003Ch3 id=\"L773\">2.Formal requirements\u003C\u002Fh3>\n\n\u003Cp>The training agreement must be signed by the enterprise and the trainee. It\nmust be submitted to the vocational college, where it should be registered\nbefore the training programme can begin.\u003C\u002Fp>\n\n\u003Cp>The training agreement is only valid if the enterprise is approved as a\nplace of education in the relevant area of education.\u003C\u002Fp>\n\n\u003Cp>If the trainee is under 18, the agreement must also be signed by the party\nor parties with parental responsibility.\u003C\u002Fp>\n\n\u003Cp>The training agreement and associated education rules, notification forms\nand school enrolment form can be obtained from the local vocational college.\u003C\u002Fp>\n\n\u003Cp>The length of the internship is set out in the Executive Orders on Wholesale\nand Office Training Programmes.\u003C\u002Fp>\n\n\u003Cp>No later than the end of the probationary period, the enterprise’s\ntraining manager should draw up a written training plan in conjunction with the\ntrainee in accordance with the goals of the internship. The training plan is\nsigned by both parties.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3 id=\"L787\">3.Probationary period\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>The probationary period is three months for trainees.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Any time spent at college is not included in the probationary period, which\nis extended accordingly, and the trainee should be notified in writing of the\nnew last day of the probationary period as soon as possible.\u003C\u002Fp>\n\n\u003Cp>During the probationary period, the training agreement may be cancelled by\neither party without reason and without notice.\u003C\u002Fp>\n\n\u003Ch3 id=\"L795\">4.Minimum payment rate\u003C\u002Fh3>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse;border:none\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"69\" style=\"width:51.6pt;border:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"DA\" style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border:solid windowtext 1.0pt;border-left:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">1\n        March 2020\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border:solid windowtext 1.0pt;border-left:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">1\n        March 2021\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"107\" style=\"width:79.9pt;border:solid windowtext 1.0pt;border-left:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">1\n        March 2022\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"69\" style=\"width:51.6pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"DA\" style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">DKK\n        per month\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">DKK\n        per month\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"107\" style=\"width:79.9pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">DKK\n        per month\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"69\" style=\"width:51.6pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">1st\n        year\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">11,422.00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">11,616.00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"107\" style=\"width:79.9pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">11,814.00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"69\" style=\"width:51.6pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">2nd\n        year\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">12,732.00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">12,948.00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"107\" style=\"width:79.9pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">13,168.00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"69\" style=\"width:51.6pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">3rd\n        year\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">14,008.00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">14,246.00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"107\" style=\"width:79.9pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">14,488.00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"69\" style=\"width:51.6pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">4th\n        year\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">15,176.00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.45pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">15,434.00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"107\" style=\"width:79.9pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">15,696.00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp>\u003Cspan lang=\"DA\">\u003C\u002Fspan>The specified wage rates are minimum payment rates,\nand higher rates may be agreed individually.\u003C\u002Fp>\n\n\u003Cp>Remuneration for trainees on basic vocational courses follows the first-year\ntrainee rate.\u003C\u002Fp>\n\n\u003Cp>For the first and second years, trainee office services and customer contact\ncentre staff are paid in accordance with the trainee rates set out in the\noffice and warehouse workers’ collective agreement.\u003C\u002Fp>\n\n\u003Cp>Trainees who, before the start of training, have completed level 1 or 2 of\nthe commercial examination foundation course (HG 1 or HG 2), will be paid at\nthe trainee rate for the second year.\u003C\u002Fp>\n\n\u003Cp>Trainees who have passed the higher commercial examination programme (HHX),\nupper secondary school leaving certificate, higher preparatory examination (HF)\nor higher technical examination programme (HTX) before the start of training\nare paid a supplement to the above wages, as follows:\u003C\u002Fp>\n\n\u003Cp>1 March 2020, DKK 960,00 per month.\u003C\u002Fp>\n\n\u003Cp>Trainees who have passed the upper secondary school leaving certificate or\nhigher technical examination programme (HTX) and who enter into a training\nagreement with an enterprise before they have completed their 18-week placement\nat vocational college, see section 4 of the current Executive Orders on\nEducation and Training, are entitled to the applicable trainee wage from the\ntime when the training agreement takes effect.\u003C\u002Fp>\n\n\u003Cp>If a training agreement is set to be completed in less than four years, the\nnumber of wage rates is reduced accordingly so that the last rates are\napplicable.\u003C\u002Fp>\n\n\u003Cp>If a training agreement is entered into for e.g. three years and six months,\nthe first six months are paid at the first rate and the remaining years at the\nsecond, third and fourth rate respectively.\u003C\u002Fp>\n\n\u003Cp>If a training agreement has been entered into as a partial qualification\ncourse from a full trainee programme, see the Executive Orders on Education and\nTraining, the trainee is paid in accordance with the trainee wage rates shown\nin this section. Trainees are placed on trainee wage rates without any\ndeduction, so trainees finish their training on the pay grade corresponding to\nthe total length of the partial qualification course.\u003C\u002Fp>\n\n\u003Cp>For trainees who do not pass the final vocational test, the training\nagreement may be extended until a new final vocational test can be held.\u003C\u002Fp>\n\n\u003Cp>If the failure to pass the final vocational test is due to a lack of\ntraining in the enterprise, a wage is paid during the extension in accordance\nwith section 4.\u003C\u002Fp>\n\n\u003Ch3 id=\"L961\">5.Adult education\u003C\u002Fh3>\n\n\u003Cp>If a trainee begins the practical training after reaching the age of 21, the\nwages are agreed in each individual case on the basis of the individual’s\nprevious employment and education. If the trainee or employer so wishes, the\nwage levels can be agreed with the assistance of the parties.\u003C\u002Fp>\n\n\u003Cp>Trainees who, at the start of the training agreement, have reached the age\nof 25, and who enter into a customised course of adult education, see the\nExecutive Orders on Education and Training, are paid in accordance with the\nprinciples of section 4 of the collective agreement.\u003C\u002Fp>\n\n\u003Ch3 id=\"L967\">6.Illness, pregnancy and childbirth\u003C\u002Fh3>\n\n\u003Cp>Reference is made to the applicable legislation and to section 10 of the\ncollective agreement.\u003C\u002Fp>\n\n\u003Ch3 id=\"L971\">7.Holidays after completed education\u003C\u002Fh3>\n\n\u003Cp>Trainees are covered the rules of the Danish Holiday Act.\u003C\u002Fp>\n\n\u003Cp>Should trainees remain with the enterprise after completing the training,\nholiday is paid with the relevant wage.\u003C\u002Fp>\n\n\u003Ch3 id=\"L977\">8.Occupational injuries\u003C\u002Fh3>\n\n\u003Cp>Trainees are covered by the enterprise’s occupational injury insurance\nthroughout both the practical and the theoretical parts of the training\nperiod.\u003C\u002Fp>\n\n\u003Ch3 id=\"L981\">9.Working hours\u003C\u002Fh3>\n\n\u003Cp>The working hours for trainees under the age of 18 are governed by the\nDanish Working Environment Act and the associated Executive Order from the\nDanish Ministry of Employment\u003C\u002Fp>\n\n\u003Cp>Trainees under 18 years of age may not be employed for more than a total of\neight hours per day, and the normal weekly working hours for trainees may not\nexceed the usual working hours for adults employed within the same\nprofession.\u003C\u002Fp>\n\n\u003Cp>In exceptional cases, trainees may work during periods outside the normal\nworking hours of the profession, although work carried out outside normal\nworking hours does not exceed what is usual for the profession and within the\nindustry in question.\u003C\u002Fp>\n\n\u003Cp>When evaluating this, employees on function-based pay should be excluded.\u003C\u002Fp>\n\n\u003Cp>Where there is participation in all-day and all-week courses in accordance\nwith the relevant Executive Orders on Education and Training, time off from\nwork is paid for the full day(s) or week(s) concerned.\u003C\u002Fp>\n\n\u003Ch3 id=\"L993\">10.Transportation\u003C\u002Fh3>\n\n\u003Cp>The trainee is entitled to be reimbursed for travel expenses incurred in\nconnection with time spent at college when the total distance there and back is\nat least 20 km per day.\u003C\u002Fp>\n\n\u003Cp>Wherever possible, the trainee must use public transport. When public\ntransport is used, the actual expenses incurred will be reimbursed. The\ncheapest and most appropriate form of transportation must be used.\u003C\u002Fp>\n\n\u003Cp>If using public transport leads to unreasonable inconvenience for the\ntrainee, their own means of transport can be used. If the trainee’s own\ntransport is used, an allowance is paid for each kilometre driven in accordance\nwith the rules of the Danish Ministry of Education when the total distance to\nand from college is 20 km or more.\u003C\u002Fp>\n\n\u003Cp>Under the above rules, trainees staying in accommodation are given travel\ngrants for travel between their usual residence and the place they are staying.\nThis also applies to travel at weekends and during the Easter and Christmas\nholidays.\u003C\u002Fp>\n\n\u003Cp>The enterprise always pays for the trainee’s transport if the enterprise,\nin agreement with the trainee, chooses another college than the one located\nclosest to the workplace and the travel distance does not exceed 20 km.\u003C\u002Fp>\n\n\u003Cp>Rules issued by the Employers’ Trainee Reimbursement Scheme in accordance\nwith the Executive Order in force from time to time apply otherwise.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1007\">11.Reimbursement of expenditure in connection with courses\u003C\u002Fh3>\n\n\u003Cp>The enterprise reimburses the trainee for costs for course materials up to\nDKK 800.00 for the complete training course. The enterprise also reimburses\nexpenses incurred in connection with the final vocational test.\u003C\u002Fp>\n\n\u003Cp>If the enterprise registers the trainee with a specific college according to\nthe rules of the Danish Act on Vocational Training on free choice of college,\nthe trainee’s expenses for this are paid by the enterprise.\u003C\u002Fp>\n\n\u003Cp>Where the trainee attends a residential business college, the enterprise\npays the fees charged by the college for meals and accommodation according to\nthe current rules set by the Danish Ministry of Education.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1015\">12.Internship abroad\u003C\u002Fh3>\n\n\u003Cp>Where posting abroad forms part of the training and is specified in the\ntraining agreement or one of its supplements, the Danish enterprise is the\ntraining and education officer.\u003C\u002Fp>\n\n\u003Cp>The Danish enterprise pays the difference between the internship wage abroad\nand the Danish trainee wage under this collective agreement.\u003C\u002Fp>\n\n\u003Cp>The Danish enterprise pays for any relocation and travel required for\nposting abroad\u003C\u002Fp>\n\n\u003Ch3 id=\"L1023\">13.Self-selected education and training\u003C\u002Fh3>\n\n\u003Cp>As of 1 May 2014, after six months’ employment with the same enterprise\n(incl. any time spent at college), trainees are entitled to apply for grants\nfrom the Office and Warehouse Sector’s Skills Development Fund. Grants are\nawarded for participation in training outside working hours to the same extent\nand under the same conditions as other employees covered by the collective\nagreement. Trainees are not considered to be under notice of termination, even\nif the training agreement has a fixed term.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1027\">14.Training officers and education managers\u003C\u002Fh3>\n\n\u003Cp>The training manager is responsible for ensuring that the practical part of\nthe training course is carried out as set out in the Executive Orders on\nEducation and Training. The training manager may appoint one or more training\nofficers (trainers), who must be qualified on both a professional and personal\nlevel to undertake the work of training trainees. The training manager is also\nresponsible for working with the trainee and the college to ensure that the\nvocational test is completed in accordance with the Executive Order on\nEducation and Training.\u003C\u002Fp>\n\n\u003Cp>During the practical training period there must be one or more skilled\npeople, or people with equivalent qualifications, linked to the trainee in the\ncapacity of training officer. This training officer contributes to training the\ntrainee according to the rules for the internship and the trainee’s training\nplan.\u003C\u002Fp>\n\n\u003Cp>It is recommended that the training manager has the requisite qualifications\nfor taking charge of the training of trainees. These can, if necessary, be\ngained by attending the coaching course or similar courses designed by the\nparties.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1035\">15.Disputes\u003C\u002Fh3>\n\n\u003Cp>Attempts must be made to resolve disputes between trainees and the\nenterprise by means of negotiation with the assistance of the parties to the\ncollective agreement before any complaint is lodged with the Dispute Board.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1039\">16.Length of service\u003C\u002Fh3>\n\n\u003Cp>Should the trainee remain with the enterprise after completing the training,\nthe length of service is calculated from the date on which the training\nstarted.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1043\">17.Miscellaneous\u003C\u002Fh3>\n\n\u003Cp>For all other information, please refer to the Executive Orders on Education\nand Training and the other provisions of the collective agreement.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tempagency_max\">\u003Ch2 id=\"L1047\">8.Temporary assistance and temporary workers\u003C\u002Fh2>\n\n\u003Cp>Temporary assistance and temporary workers hired for a period of no more\nthan one month, see section 2(4) of the Danish Salaried Employees Act, are paid\nin accordance with section 4 of this collective agreement.\u003C\u002Fp>\n\n\u003Cp>The hourly rate is determined by dividing the monthly wage by 160.33.\u003C\u002Fp>\n\n\u003Cp>Unless otherwise agreed in advance, payment is given for at least four hours\nof work per day.\u003C\u002Fp>\n\n\u003Cp>Weekday holidays are paid in cases where these fall within the fixed dates\nof employment that have been agreed.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2 id=\"L1057\">9.Termination\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1059\">1.Salaried employees\u003C\u002Fh3>\n\n\u003Cp>For employees who are salaried employees, reference is made to the\nprovisions of the Danish Salaried Employees Act.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1063\">2.Non-salaried employees\u003C\u002Fh3>\n\n\u003Cp>For employees who are not covered by the Danish Salaried Employees Act, the\nfollowing notice periods apply:\u003C\u002Fp>\n\n\u003Cp>In the first three months after appointment, both sides can terminate the\nemployment without notice, meaning that the employee leaves at the end of\nnormal working hours on the day concerned.\u003C\u002Fp>\n\n\u003Cp>On the part of the employee:\u003C\u002Fp>\n\n\u003Cp>After three months of continuous employment: one month to the end of a\nmonth.\u003C\u002Fp>\n\n\u003Cp>On the part of the enterprise:\u003C\u002Fp>\n\n\u003Cp>After three months of continuous employment: one month to the end of a\nmonth.\u003C\u002Fp>\n\n\u003Cp>After two years of continuous employment: two months to the end of a\nmonth.\u003C\u002Fp>\n\n\u003Cp>After three years of continuous employment: three months to the end of a\nmonth.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-unemploymentfund\">\u003Ch3 id=\"L1081\">3.Advice on dismissal\u003C\u002Fh3>\n\n\u003Cp>Employees who are dismissed due to restructuring, down-sizing, company\nclosure or other matters of enterprise are entitled to pay during time off for\nup to two hours to seek guidance from the unemployment fund\u002Fthe union. The time\noff is scheduled as quickly as possible after the dismissal and under due\nconsideration of the production at the enterprise.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>In the event of larger rounds of dismissals, the enterprise and HK\u002FPrivat\nand HK HANDEL through Dansk Erhverv Arbejdsgiver may contact the other party\nfor the purpose of agreeing that guidance for the members of these\norganisations, under the same conditions, may be carried out at the enterprise\ninstead.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1087\">4.Education and training on dismissal\u003C\u002Fh3>\n\n\u003Cp>Employees who are dismissed due to restructuring, down-sizing, company\nclosure or other circumstances of the enterprise, and who have at least six\nmonths of length of service, are entitled to education and training under the\nrules in section 16, subsection 5.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1091\">10.Absence due to illness and childbirth\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1093\">1.Illness\u003C\u002Fh3>\n\n\u003Cp>A.The enterprise must be informed of illness as soon as possible.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SICDIS_trigger\">\u003Cp>B.The enterprise may request documentation.\u003C\u002Fp>\n\n\u003Cp>The parties recommend that a sick leave form (“solemn declaration”)\napproved by the parties should be used in the case of absence due to\nillness.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>C.The issuing of a doctor’s note cannot be requested until the illness has\nlasted for more than three days. A doctor’s note can also be requested for\nfrequent absences lasting one or two days. The enterprise will pay for the\ndoctor’s note in accordance with current legislation.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1103\">2.Children’s illness\u003C\u002Fh3>\n\n\u003Cp>A.Employees with at least six months’ length of service with the\nenterprise are entitled to time off with pay when the time off is necessary to\ntake care of the employee’s sick child at home or children under the age of\n14.\u003C\u002Fp>\n\n\u003Cp>B.This only applies to one of the child's parents and until such time as\nother care arrangements have been made, and extends to the child's first day of\nsickness. If the child falls sick during the employee's working day and the\nemployee has to leave work as a consequence thereof, the employee is entitled\nto take time off with pay for the remaining working hours of that day. The\nenterprise may require documentation, e.g. in the form of a solemn\ndeclaration.\u003C\u002Fp>\n\n\u003Cp>C.If the child continues to be ill after the first full day of sickness, the\nemployee is entitled to an additional day off. This day off is taken without\nwages but the employee will be able to get payment from his\u002Fher free-choice\naccount, see section 4, subsection 2, para D), first sentence.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1111\">3.Hospitalisation of children\u003C\u002Fh3>\n\n\u003Cp>A.For employees who have been employed in the enterprise for an unbroken\nperiod of six months, time off is granted when it is necessary that the\nemployee is hospitalised together with a child under 14.\u003C\u002Fp>\n\n\u003Cp>B.Time off is granted for employees who have been employed by the enterprise\nfor an unbroken period of six months when necessary in connection with\nhospitalisation, including when the hospitalisation takes place entirely or\npartly in the home. The rule concerns children under the age of 14.\u003C\u002Fp>\n\n\u003Cp>C.This time off only applies to one custodial parent and for a total of one\nweek per child within a 12-month period.\u003C\u002Fp>\n\n\u003Cp>D.The employee must produce documentation for such hospitalisation on\nrequest.\u003C\u002Fp>\n\n\u003Cp>E.Full pay is granted as payment during illness.\u003C\u002Fp>\n\n\u003Cp>F.If the employee is entitled to unemployment benefits, the enterprise\nadopts this right.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1125\">4.Time off in case of a child’s visit to the doctor\u003C\u002Fh3>\n\n\u003Cp>With effect from 1 May 2020, the following applies:\u003C\u002Fp>\n\n\u003Cp>Employees with at least nine months’ length of service who have the right\nto take the child’s first day of sickness, are entitled to time off in\nconnection with doctor visits accompanying the child.\u003C\u002Fp>\n\n\u003Cp>Employees who wish to take time off for doctor visits must notify the\nenterprise of this as early as possible.\u003C\u002Fp>\n\n\u003Cp>Time off for doctor visits is taken without wages but the employee will be\nable to get payment from his\u002Fher free- choice account, see section 4,\nsubsection 2, para D), first sentence.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1135\">5.Days off for dependants\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>5.1.DAYS OFF FOR DEPENDANTS UNTIL 1 MAY 2020\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>A.Employees with at least nine months of length of service are entitled to\ntake two days off for dependants per holiday year. Employees can take a maximum\nof two days of for dependants per holiday year irrespective of how many\nchildren the employee has. The rule concerns children under the age of 14.\u003C\u002Fp>\n\n\u003Cp>B.The days are scheduled according to agreement between the enterprise and\nthe employee taking the interests of the enterprise into consideration.\u003C\u002Fp>\n\n\u003Cp>C.The days off for dependants are taken without wages but the employee will\nbe able to get payment from his\u002Fher free-choice account, see section 4,\nsubsection 2, para D).\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>5.2.DAYS OFF FOR DEPENDANTS, TRANSITION RULES\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>With effect from 1 May 2020, the following applies:\u003C\u002Fp>\n\n\u003Cp>A.On 1 May, employees with at least nine months’ length of service who\nhave the right to take the child’s first day of sickness, are entitled to\n2.66 days off for dependants to be taken in the period from 1 May 2020 to 31\nAugust 2021. Employees can take a maximum of 2.66 days off for dependants in\nthe period irrespective of how many children the employee has. The rule\nconcerns children under the age of 14.\u003C\u002Fp>\n\n\u003Cp>B.The days are scheduled according to agreement between the enterprise and\nthe employee taking the interests of the enterprise into consideration.\u003C\u002Fp>\n\n\u003Cp>C.The days off for dependants are taken without wages but the employee will\nbe able to get payment from his\u002Fher free-choice account, see section 4,\nsubsection 2, para D.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>5.3.DAYS OFF FOR DEPENDANTS\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>With effect from 1 September 2021, the following applies:\u003C\u002Fp>\n\n\u003Cp>A.Employees with at least nine months’ length of service who have the\nright to take the child’s first day of sickness, are entitled to two days off\nfor dependants per holiday period. Employees can take a maximum of 20\u003C\u002Fp>\n\n\u003Cp>two days off for dependants per holiday period irrespective of how many\nchildren the employee has. The rule concerns children under the age of 14.\u003C\u002Fp>\n\n\u003Cp>B.The days are scheduled according to agreement between the enterprise and\nthe employee taking the interests of the enterprise into consideration.\u003C\u002Fp>\n\n\u003Cp>The days off for dependants are taken without wages but the employee will be\nable to get payment from his\u002Fher free-choice account, see section 4, subsection\n2, para D).\u003C\u002Fp>\n\n\u003Ch3 id=\"L1170\">6.Childbirth (pregnancy, adoption and leave)\u003C\u002Fh3>\n\n\u003Cp>A.Reference is made to the applicable legislation.\u003C\u002Fp>\n\n\u003Cp>B.The enterprise will pay to employees, who at the expected date of delivery\nhave nine months’ length of service, wages during maternity leave from four\nweeks before the expected date of delivery (pregnancy leave) and until 14 weeks\nafter childbirth (maternity leave).\u003C\u002Fp>\n\n\u003Cp>Adoptive parents who have completed nine months’ length of service when\nthey take custody of the child are paid from four weeks before the child enters\ntheir custody until 14 weeks after the child enters their custody in so far as\nthey are entitled to leave during the period under section 8 of the Danish Act\non Entitlement to Leave and Benefits in the Event of Childbirth.\u003C\u002Fp>\n\n\u003Cp>Wages correspond to the wages the employee would have earned during the\nperiod. The amount includes the maximum unemployment benefit rate determined by\nlegislation.\u003C\u002Fp>\n\n\u003Cp>Fathers receive wages for up to two weeks' paternity leave subject to the\nsame conditions.\u003C\u002Fp>\n\n\u003Cp>C.The enterprise pays full salary during parental leave for up to 13\nweeks.\u003C\u002Fp>\n\n\u003Cp>Out of the 13 weeks, each parent is entitled to take five weeks.\u003C\u002Fp>\n\n\u003Cp>Payment ceases if the leave reserved for the individual parent is not\ntaken.\u003C\u002Fp>\n\n\u003Cp>The payment for the remaining three weeks is granted to one of the\nparents.\u003C\u002Fp>\n\n\u003Cp>The 13 weeks must be taken within 52 weeks after the childbirth.\u003C\u002Fp>\n\n\u003Cp>Unless otherwise agreed, the employee must give three weeks’ advance\nnotice out of consideration for the payroll department when the employee wishes\nto take their paid leave. There is thus no change to the notice rules set out\nin section 15 of the Danish Parental Leave Act.\u003C\u002Fp>\n\n\u003Cp>Each of the parents’ leave can at the most be divided into two periods\nunless otherwise agreed.\u003C\u002Fp>\n\n\u003Cp>It is a condition for payment that the employer is entitled to reimbursement\ncorresponding to the maximum unemployment benefit rate. If the reimbursement is\nlower, the payment to the employee will be reduced accordingly.\u003C\u002Fp>\n\n\u003Cp>D.As at 1 July 2020, the enterprise pays full salary during parental leave\nfor up to 16 weeks. This change has an impact on employees with children for\nwhom parental leave is started on 1 July 2020 or later.\u003C\u002Fp>\n\n\u003Cp>Of these 16 weeks, the parent entitled to take 14 weeks of maternity leave\nhas the right to take five weeks and the other parent has the right to eight\nweeks.\u003C\u002Fp>\n\n\u003Cp>Payment ceases if the leave reserved for the individual parent is not\ntaken.\u003C\u002Fp>\n\n\u003Cp>The payment for the remaining three weeks is granted to one of the\nparents.\u003C\u002Fp>\n\n\u003Cp>The 16 weeks must be taken within 52 weeks after the childbirth.\u003C\u002Fp>\n\n\u003Cp>Unless otherwise agreed, the employee must give three weeks’ advance\nnotice out of consideration for the payroll department when the employee wishes\nto take their paid leave. There is thus no change to the notice rules set out\nin section 15 of the Danish Parental Leave Act.\u003C\u002Fp>\n\n\u003Cp>Each of the parents’ leave can at the most be divided into two periods\nunless otherwise agreed.\u003C\u002Fp>\n\n\u003Cp>It is a condition for payment that the employer is entitled to reimbursement\ncorresponding to the maximum unemployment benefit rate. If the reimbursement is\nlower, the payment to the employee will be reduced accordingly.\u003C\u002Fp>\n\n\u003Cp>E.It is clarified that if the unemployment benefit rate is reduced, the\nsalary paid is reduced accordingly.\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"181\" style=\"width:136.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Ci>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Leave\n        periods:\u003C\u002Fspan>\u003C\u002Fi>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"205\" style=\"width:154.1pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Ci>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Pay\n        commitment:\u003C\u002Fspan>\u003C\u002Fi>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"181\" style=\"width:136.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Pregnancy\n        leave\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"205\" style=\"width:154.1pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">4\n        weeks with full pay\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"181\" style=\"width:136.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Maternity\n        leave\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"205\" style=\"width:154.1pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">14\n        weeks with full pay\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"181\" style=\"width:136.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Paternity\n        leave\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"205\" style=\"width:154.1pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">2\n        weeks with full pay\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"181\" style=\"width:136.1pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Parental\n        leave no later than week 52\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"205\" style=\"width:154.1pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:12.0pt;line-height:105%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;line-height:105%;font-family:"Times New Roman",serif\">13\n        weeks with full pay. Out of the 13 weeks, each parent is entitled to\n        payment for five weeks.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Payment\n        ceases if the leave reserved for the individual parent is not taken.\n        The payment for the remaining three weeks is granted to one of the\n        parents.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For parental leave started on 1 July 2020 or later, the following\napplies:\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:13.7pt\">\n      \u003Ctd width=\"182\" style=\"width:136.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:13.7pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Ci>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Leave\n        periods:\u003C\u002Fspan>\u003C\u002Fi>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"205\" style=\"width:153.6pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:13.7pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Ci>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Pay\n        commitment:\u003C\u002Fspan>\u003C\u002Fi>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:13.7pt\">\n      \u003Ctd width=\"182\" style=\"width:136.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:13.7pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Pregnancy\n        leave\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"205\" style=\"width:153.6pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:13.7pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">4\n        weeks with full pay\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:13.7pt\">\n      \u003Ctd width=\"182\" style=\"width:136.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:13.7pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Maternity\n        leave\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"205\" style=\"width:153.6pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:13.7pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">14\n        weeks with full pay\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:13.45pt\">\n      \u003Ctd width=\"182\" style=\"width:136.55pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:13.45pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Paternity\n        leave\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"205\" style=\"width:153.6pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:13.45pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">2\n        weeks with full pay\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:155.05pt\">\n      \u003Ctd width=\"182\" style=\"width:136.55pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:155.05pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Parental\n        leave no later than week 52\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"205\" style=\"width:153.6pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:155.05pt\">\u003Cp class=\"Egyb0\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:   "Times New Roman",serif\">16\n        weeks with pull pay. Of these 16 weeks, the parent who is entitled to\n        take the 14 weeks of maternity leave has the right to take five weeks\n        and the other parent has the right to eight weeks.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Payment\n        ceases if the leave reserved for the individual parent is not taken.\n        The payment for the remaining three weeks is granted to one of the\n        parents.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp>F.During the 14 weeks of maternity leave, an extra pension contribution is\npaid for employees having nine months' length of service at the expected date\nof delivery.\u003C\u002Fp>\n\n\u003Cp>The total pension contribution constitutes DKK 2,040 per month. Out of this,\nthe enterprise’s contribution is DKK 1,360 per month, and the employee’s\ncontribution is DKK 680 per month.\u003C\u002Fp>\n\n\u003Cp>A pro rata contribution is paid for part-time employees.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1368\">7.Time off due to force majeure\u003C\u002Fh3>\n\n\u003Cp>A.Under the EU Parental Leave Directive, the employee is entitled to time\noff work without pay as a result of a force majeure situation in accordance\nwith national practice when compelling family reasons arise in cases of illness\nor accidents that urgently require the employee’s immediate presence.\u003C\u002Fp>\n\n\u003Cp>B.This provision does not affect the application of other rules on absence\nwith pay.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1374\">11.Holidays\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>1.The Danish Holiday Act applies.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2.Where there is no complete holiday shutdown, the enterprise must find out\nno later than 1 April which dates the individual employee wishes to take as\ntheir main holiday, e.g. by handing out holiday lists.\u003C\u002Fp>\n\n\u003Cp>3.Please refer to page 58 of the agreement on holidays for information on\nthe possibility of transferring holiday from one holiday year to another.\u003C\u002Fp>\n\n\u003Cp>As at 1 September 2020, the above section is replaced by: As regards the\npossibilities of transferring holiday from one holiday period to another,\nreference is made to the agreement on holiday, page 58.\u003C\u002Fp>\n\n\u003Cp>4.The enterprise may use the holiday guarantee scheme of the collective\nagreements instead of the holiday card system. Dansk Erhverv Arbejdsgiver\nguarantees that the money will be in place.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1386\">12.Special holidays\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1388\">1.Special holidays until 1 May 2020\u003C\u002Fh3>\n\n\u003Cp>A.Employees who have been continuously employed by the enterprise for nine\nmonths are entitled to five extra special holidays.\u003C\u002Fp>\n\n\u003Cp>B.The special holidays are converted to and taken as hours within the\nholiday year.\u003C\u002Fp>\n\n\u003Cp>C.The extra holiday days are paid in the same way as absence due to\nillness.\u003C\u002Fp>\n\n\u003Cp>D.Special holidays are scheduled according to the same rules as remaining\nholidays, see the Danish Holiday Act. However, notice to take special holidays\nin a notice period cannot be given following the enterprise’s dismissal of\nthe employee. Illness prior to a planned special holiday gives the right to a\ncompensation special holiday.\u003C\u002Fp>\n\n\u003Cp>E.If the extra holiday days are not taken before the end of the holiday\nyear, the employee can, within three weeks, make a claim for compensation\nequivalent to sick pay for every special holiday not taken. The compensation\nwill be paid together with the wages for June at the latest.\u003C\u002Fp>\n\n\u003Cp>F.No holiday pay and holiday allowance of wages during special holidays, or\ncompensation for these, will be paid, and no pension is calculated on the\ncompensation amount.\u003C\u002Fp>\n\n\u003Cp>G.Regardless of any job change, no more than five special holidays can be\ntaken in each holiday year.\u003C\u002Fp>\n\n\u003Cp>H.When someone leaves, the enterprise must provide a written record of how\nmany special holidays\u002Fspecial holiday hours are owing to the employee. The\nemployee who has left can bring a claim for compensation for special holidays\nnot taken in the period from 1 May to 30 September.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1406\">2.Special holidays, transitional rules\u003C\u002Fh3>\n\n\u003Cp>With effect from 1 May 2020, the following applies:\u003C\u002Fp>\n\n\u003Cp>A.On 1 May 2020, employees who have been continuously been employed by the\nenterprise for nine months, are granted 6.67 special holidays for taking in the\nperiod from 1 May 2020 to 31 December 2021. Employees who obtain nine months of\nlength of service during the period from 1 May to 31 August 2020, are granted\n6.67 special holidays at the time when the length of service has been\nobtained.\u003C\u002Fp>\n\n\u003Cp>Employees who obtain nine months of length of service during the period from\n1 September 2020 to 31 August 2021, are granted five special holidays at the\ntime when the length of service has been obtained.\u003C\u002Fp>\n\n\u003Cp>B.The special holidays are converted to and taken as hours within the period\nfrom 1 May 2020 to 31 December 2021.\u003C\u002Fp>\n\n\u003Cp>C.The special holidays are paid in the same way as absence due to\nillness.\u003C\u002Fp>\n\n\u003Cp>D.Special holidays are scheduled according to the same rules as remaining\nholidays, see the Danish Holiday Act. However, notice to take special holidays\nin a notice period cannot be given following the enterprise’s dismissal of\nthe employee. Illness prior to a planned special holiday gives the right to a\ncompensation holiday.\u003C\u002Fp>\n\n\u003Cp>E.If the extra holiday days are not taken before 31 December 2021, the\nemployee can, within three weeks, make a claim for compensation equivalent to\nsick pay for every special holiday not taken. The compensation will be paid\ntogether with the wages for February at the latest.\u003C\u002Fp>\n\n\u003Cp>F.No holiday pay and holiday allowance of wages during special holidays, or\ncompensation for these, will be paid, and no pension is calculated on the\ncompensation amount.\u003C\u002Fp>\n\n\u003Cp>G.Irrespective of any job change, only 6.67 special holidays from the award\n1 May 2020, in the period from 1 May 2020 to 31 December 2021 can be taken.\u003C\u002Fp>\n\n\u003Cp>H.When someone leaves, the enterprise must provide a written record of how\nmany special holidays\u002Fspecial holiday hours are owing to the employee. The\nemployee who has left can bring a claim for compensation for special holidays\nnot taken in the period from 1 January 2022 to 31 May 2022.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1428\">3.Special holidays\u003C\u002Fh3>\n\n\u003Cp>With effect from 1 September 2021, the following applies:\u003C\u002Fp>\n\n\u003Cp>The employee is entitled to five special holidays within one holiday\nyear.\u003C\u002Fp>\n\n\u003Cp>The following applies to the right to take the special holidays:\u003C\u002Fp>\n\n\u003Cp>A.The employee is entitled to five special holidays from the time when the\nemployee has been continuously employed by the enterprise for nine months.\u003C\u002Fp>\n\n\u003Cp>B.The special holidays are converted to and taken as hours within the\nholiday period.\u003C\u002Fp>\n\n\u003Cp>C.The special holidays are paid in the same way as absence due to\nillness.\u003C\u002Fp>\n\n\u003Cp>D.Special holidays are scheduled according to the same rules as remaining\nholidays, see the Danish Holiday Act. However, notice to take special holidays\nin a notice period cannot be given following the enterprise’s dismissal of\nthe employee. Illness prior to a planned special holiday gives the right to a\ncompensation holiday.\u003C\u002Fp>\n\n\u003Cp>E.If the extra holiday days are not taken before the end of the holiday\nperiod, the employee can accordingly, within three weeks, make a claim for\ncompensation equivalent to sick pay for every special holiday not taken. The\ncompensation will be paid together with the wages for February at the\nlatest.\u003C\u002Fp>\n\n\u003Cp>F.No holiday pay and holiday allowance of wages during special holidays, or\ncompensation for these, will be paid, and no pension is calculated on the\ncompensation amount.\u003C\u002Fp>\n\n\u003Cp>G.Irrespective of any job change, no more than five special holidays can be\ntaken for each holiday period related to the special holidays granted.\u003C\u002Fp>\n\n\u003Cp>H.When someone leaves, the enterprise must provide a written record of how\nmany special holidays\u002Fspecial holiday hours are owing to the employee. The\nemployee who has left can bring a claim for compensation for special holidays\nnot taken in the period from 1 January to 31 May after expiry of the holiday\nperiod.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1452\">13.Rules for union representatives\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1454\">1.General comments\u003C\u002Fh3>\n\n\u003Cp>Enterprises within the scope of the collective agreement are varied, and\nlocal requirements in terms of job content and forms of cooperation differ. The\nrules for trade union representatives have been designed to allow for this.\u003C\u002Fp>\n\n\u003Cp>It is important that there should be a good, trusting relationship between\nmanagement and employees, and the trade union representative is key to that\nrelationship.\u003C\u002Fp>\n\n\u003Cp>Hitherto, trade union representatives have been the employees’ mouthpiece,\nbut in line with developments in work tasks and forms of working the demands on\ntrade union representatives have changed, and in future trade union\nrepresentatives will be a dialogue partner and sounding board for the\nenterprise to a greater extent.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1462\">2.Where can the union representative be elected\u003C\u002Fh3>\n\n\u003Cp>A.AT LEAST SIX UNIONIZED EMPLOYEES\u003C\u002Fp>\n\n\u003Cp>At any enterprise that has a collective agreement, and also at departments\nor branches in separate locations that are covered by a collective agreement\neither independently or together with the main firm, the unionized employees\ncan elect from among themselves someone to be their trade union representative\nin relation to the management.\u003C\u002Fp>\n\n\u003Cp>B.UP TO FIVE UNIONIZED EMPLOYEES\u003C\u002Fp>\n\n\u003Cp>At enterprises where five or fewer unionized employees are employed within\nthe scope of the collective agreement at every single workplace; however, a\ntrade union representative can only be elected if the parties agree, and this\nagreement may only lapse if also agreed to by the parties.\u003C\u002Fp>\n\n\u003Cp>C.AT LEAST 20 UNIONIZED EMPLOYEES\u003C\u002Fp>\n\n\u003Cp>At enterprises which employ 20 or more unionized employees within the scope\nof the collective agreement at every single workplace, a substitute trade union\nrepresentative can be elected to serve during prolonged absences of the\nordinary trade union representative due to illness, holiday, course attendance\nor similar reasons.\u003C\u002Fp>\n\n\u003Cp>The substitute must fulfil the same conditions for election as the trade\nunion representative, see subsection (3). During their work as acting trade\nunion representative, the substitute trade union representative is covered by\nthe same rules of protection as those which apply to the ordinary trade union\nrepresentative.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1478\">3.Election of union representative\u003C\u002Fh3>\n\n\u003Cp>A.The trade union representative and any substitute trade union\nrepresentative, who may be a part-time employee if special circumstances so\ndictate, are elected from among the unionized, established and skilled\nemployees who have been employed at the enterprise concerned for at least one\nyear. At enterprises where there are fewer than five employees with at least\none year of length of service, this number is supplemented with the unionized\nemployees who have worked there the longest. A trainee or young worker cannot\nbe elected as a trade union representative.\u003C\u002Fp>\n\n\u003Cp>However, a trade union representative who enters into a training agreement\nwith the enterprise as an adult trainee may continue to be a trade union\nrepresentative. It is a condition that during the duration of any internship,\nthe union representative works together with their election basis.\u003C\u002Fp>\n\n\u003Cp>B.At an enterprise with branches or geographically separated departments, an\nemployee can only be elected as trade union representative for the location at\nwhich that individual is employed.\u003C\u002Fp>\n\n\u003Cp>C.Protection of each trade union representative commences when their\nelection is brought to the attention of the management. The election is not,\nhowever, valid until it has been approved by the trade union and Dansk Erhverv\nArbejdsgiver has been notified.\u003C\u002Fp>\n\n\u003Cp>D.This notification must be made as soon as possible and no later than 14\ndays after the election.\u003C\u002Fp>\n\n\u003Cp>E.Any objection on the part of the management to the election must reach HK\nno later than 14 days after receipt of the notification of the election.\u003C\u002Fp>\n\n\u003Cp>F.The parties agree that as many as possible of those entitled to vote\nshould take part in the election of the trade union representative.\u003C\u002Fp>\n\n\u003Cp>G.With its approval, the trade union guarantees that all those entitled to\nvote will have the opportunity to take part in the election.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1496\">4.Union representative duties\u003C\u002Fh3>\n\n\u003Cp>A.The union representative is under an obligation to its colleagues and its\norganisation and to the employer to do its utmost to maintain and promote calm\nand fruitful cooperation at the enterprise.\u003C\u002Fp>\n\n\u003Cp>B.When a case only concerns the personal circumstances of an individual\nemployee or employees, it should be resolved directly with the management.\u003C\u002Fp>\n\n\u003Cp>In matters concerning pay and working conditions, the trade union\nrepresentative can, when so desired, present complaints or requests to the\nmanagement.\u003C\u002Fp>\n\n\u003Cp>Should the trade union representative not be satisfied with the\nmanagement’s decision, the trade union representative can ask the trade union\nto handle the case, but it is the duty of the trade union representative and\ntheir colleagues to continue to work without interruption until decided\notherwise by the organisation’s management.\u003C\u002Fp>\n\n\u003Cp>C.The execution of the trade union representative’s tasks must take place\nin such a way that it causes as little disruption as possible to their work. If\nthe trade union representative has to leave their work in order to fulfil their\nobligations, this may only take place after being agreed in advance with the\nmanagement.\u003C\u002Fp>\n\n\u003Cp>D.Where agreed with the management, the trade union representative must be\ngranted the time off necessary to attend relevant courses, to the extent\npermitted by the nature and scope of the work.\u003C\u002Fp>\n\n\u003Cp>E.The parties recommend that a newly elected trade union representative who\ndid not attend the course for trade union representatives prior to the election\nshould complete such training as soon as possible after being elected.\u003C\u002Fp>\n\n\u003Cp>F.The wage progression of the trade union representative may not be stopped\nas a result of their position in the trade union.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1514\">5.Remuneration for elected union representatives\u003C\u002Fh3>\n\n\u003Cp>A.Trade union representatives elected in accordance with subsection 3 will\nreceive annual remuneration which is divided into four and then paid quarterly.\nThe remuneration is paid as compensation for the union representative’s\nattendance to its duties outside its working hours.\u003C\u002Fp>\n\n\u003Cp>B.The remuneration is not pensionable or include any holiday allowance.\u003C\u002Fp>\n\n\u003Cp>C.The election basis is calculated in case of new election of the union\nrepresentative and subsequently once a year at the end of August. On cessation\nof the union representative duties, the remuneration ceases.\u003C\u002Fp>\n\n\u003Cp>D.The remuneration constitutes:\u003C\u002Fp>\n\n\u003Cp>Union representatives with an election basis up to and including 49 persons,\nreceive annual remuneration of DKK 9,000.\u003C\u002Fp>\n\n\u003Cp>Union representatives with an election basis of between 50 and 99 persons,\nreceive annual remuneration of DKK 16,500.\u003C\u002Fp>\n\n\u003Cp>Union representatives with an election basis of 100 or more persons, receive\nannual remuneration of DKK 33,000.\u003C\u002Fp>\n\n\u003Cp>Where an agreement on the pay\u002Fremuneration for the trade union\nrepresentative is already in place, this will be offset against the above\nremuneration.\u003C\u002Fp>\n\n\u003Cp>The remuneration is paid from the Training and Cooperation Fund for the\nOffice and Warehouse Sector, see the Agreement on the Training and Cooperation\nFund.\u003C\u002Fp>\n\n\u003Cp>HK\u002FPrivat - HK HANDEL is in charge of paying the remuneration.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1536\">6.Local trade union clubs, notices\u003C\u002Fh3>\n\n\u003Cp>A.If the unionized employees of an enterprise or department thereof form a\nlocal union branch, the trade union representative will be the chairman.\u003C\u002Fp>\n\n\u003Cp>B.To the extent that the work permits this, the management may, when\nrequested to do so, grant permission for the time off necessary for members of\nthe board of the local union to attend relevant courses.\u003C\u002Fp>\n\n\u003Cp>C.The local union branch may put up union notices to the members in a place\naccessible by the employees. This place is agreed with the management, which\nwill also receive a copy of the notices put up.\u003C\u002Fp>\n\n\u003Cp>D.Where possible, the management will make a room available for the local\nunion branch’s meetings.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1546\">7.Access to IT and the internet\u003C\u002Fh3>\n\n\u003Cp>If there is IT and internet access at the trade union representative’s\nenterprise, the trade union representative must have the necessary access\nrequired to carry out their role.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1550\">8.Refresher training on cessation of the union representative\nduties\u003C\u002Fh3>\n\n\u003Cp>An employee who ceases as a union representative after having functioned as\nsuch for a consecutive period of at least three years and who is still employed\nat the enterprise is entitled to a discussion with the enterprise about the\nemployee’s need for updating of his or her professional competences. This\ndiscussion is held within one month after the employee has ceased working as a\nunion representative and at the request of the employee. As part of the\ndiscussion, it is clarified whether there is a need for updating of\nprofessional competences and how the updating should take place.\u003C\u002Fp>\n\n\u003Cp>If agreement cannot be reached, the employee is entitled to three weeks of\nprofessional updating. After six years consecutive function as a union\nrepresentative, the employee is entitled to six weeks’ professional\nupdating.\u003C\u002Fp>\n\n\u003Cp>The employee will participate in the refresher training without any\ndeductions being made from their pay. It is a condition that statutory\ncompensation for loss of wages can be granted for the training. The\ncompensation for loss of wages is the duty of the enterprise.\u003C\u002Fp>\n\n\u003Cp>When providing refresher training, support can be granted from the Handel\nSkills Development Fund in accordance with the applicable rules on this. The\nskills development fund will set aside the means necessary for this. Weeks of\nself-selected training are not part of the refresher training.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1560\">9.Dismissal of a union representative\u003C\u002Fh3>\n\n\u003Cp>A.Where an enterprise finds that there are compelling reasons to dismiss a\ntrade union representative, see para b), the enterprise must approach Dansk\nErhverv Arbejdsgiver, which will then notify HK, which in turn can request an\norganisation meeting.\u003C\u002Fp>\n\n\u003Cp>The organisation meeting must in such cases be held no later than seven\ncalendar days after notification.\u003C\u002Fp>\n\n\u003Cp>Should the enterprise maintain this dismissal after the organisation\nmeeting, the notice of termination will be considered to have been given when\nnotification took place.\u003C\u002Fp>\n\n\u003Cp>B.A union representative may only be dismissed for compelling reasons. It\ngoes without saying that the mere fact of an employee acting as a trade union\nrepresentative may never give rise to the individual being dismissed or their\nposition being undermined.\u003C\u002Fp>\n\n\u003Cp>C.The terms and conditions of employment of the trade union representative\ncannot be suspended within the notice period or before HK has had the\nopportunity to test the dismissal by industrial disputes procedure, unless this\nhas been agreed locally. Every effort should be made for the industrial dispute\nprocedures to progress as quickly as possible so that the decision is made\nbefore the end of the notice period.\u003C\u002Fp>\n\n\u003Cp>D.These rules do not, however, apply if the management legitimately\ndismisses the trade union representative under section 4 of the Danish Salaried\nEmployees Act.\u003C\u002Fp>\n\n\u003Cp>E.If the enterprise maintains its dismissal of a union representative,\nalthough it was held to be unfair in the industrial procedure, the enterprise\nis obliged to pay compensation, the amount of which depends on the\ncircumstances of the matter, in addition to wages during the notice period.\nThis compensation is final, meaning that compensation cannot also be claimed\nunder the rules on unfair dismissal.\u003C\u002Fp>\n\n\u003Cp>F.The question of the legitimacy of a trade union representative’s\ndismissal and the amount of the trade union representative’s compensation, if\nany, is determined finally by industrial arbitration.\u003C\u002Fp>\n\n\u003Cp>G.Should there be any special circumstances in the case which clearly\nindicate that anti-union behaviour has taken place, this question may be\nbrought before the Danish Labour Court.\u003C\u002Fp>\n\n\u003Cp>H.If HK alleges that the dismissal of a trade union representative is\nunfair, a claim for compensation or for reinstatement may be made under section\n4(3) of the general agreement. This question may, together with the question of\nwhether there are compelling reasons for the dismissal, be dealt with as one\ncase in the event of industrial arbitration.\u003C\u002Fp>\n\n\u003Cp>I.A salaried employee, or employee similar to a salaried worker, who ceases\nto be a trade union representative after having worked as such for at least one\nyear, and who continues to be employed at the enterprise, is entitled to six\nweeks’ notice of termination in addition to the employee’s individual\nnotice, if the employee is dismissed within one year after the end of the trade\nunion representative duties.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1584\">14.Working environment\u003C\u002Fh2>\n\n\u003Cp>1.Reference is made to the provisions in the working environment\nlegislation.\u003C\u002Fp>\n\n\u003Cp>2.The parties agree that for keyboard work sufficient rest time for muscles\nunder strain must be given at regular intervals.\u003C\u002Fp>\n\n\u003Cp>3.At enterprises where there is no working environment organisation, the\ntrade union representative elected under section 13 may direct requests or\nbring complaints to the enterprise which relate to working environment issues\nWhere there is a working environment organisation, requests or complaints must\nbe dealt with by the enterprises working environment organisation.\u003C\u002Fp>\n\n\u003Cp>The parties otherwise agree that cases relating to this section and the\nworking environment legislation should be dealt with between the parties if\nagreement cannot be reached locally.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetytraining\">\u003Cp>4.Where agreed with the management, the working environment representative\nmust to the extent permitted by the nature and scope of the work be granted the\ntime off necessary to attend relevant health and safety courses offered by HK\nPrivat - HK HANDEL.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>This time off is unpaid unless otherwise stated in the Danish Working\nEnvironment Act.\u003C\u002Fp>\n\n\u003Cp>If there is IT and internet access at the working environment\nrepresentative’s workplace, the working environment representative must have\nthe necessary access required to carry out their role.\u003C\u002Fp>\n\n\u003Cp>The parties recommend that the information, tools and guidelines on working\nenvironment available from time to time in the industry communities for working\nenvironment are used, and that the enterprises inform themselves to that effect\non the websites of the industry communities.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1602\">15.The Development Fund\u003C\u002Fh2>\n\n\u003Cp>The enterprise pays DKK 0.45 into the DA\u002FLO Development Fund for every hour\nworked. With effect from the first wage period after 1 January 2022, the amount\nwill be raised to DKK 0.47 per working hour completed. The sum is collected in\naccordance with the decision of the main unions.\u003C\u002Fp>\n\n\u003Cp>The funds are used for:\u003C\u002Fp>\n\n\u003Cp>a)Increasing the efficiency and developing further the cooperation and\ndispute resolution system at main union level within the DA\u002FLO area as well as\nfollowing up on EU and global trends, in particular, which may challenge the\nDanish model.\u003C\u002Fp>\n\n\u003Cp>b)Information and training, including for union representatives and safety\nstewards in the DA\u002FLO area.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Ch2 id=\"L1612\">16.Continuing education and training and skills development\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L1614\">1.Education, training and skills development\u003C\u002Fh3>\n\n\u003Cp>With a view to enhancing the skills found throughout the enterprise and also\nthe employees’ vocational, general and personal development, it is\nrecommended that the enterprise and the employees work systematically on both\nformal training and skills development at the workplace, both through the daily\nwork, access courses and new methods of organising work, and also through\ncontinuing vocational training activities.\u003C\u002Fp>\n\n\u003Cp>Both the enterprise and the employee are encouraged to take joint\nresponsibility for promoting skills development with a view to matching the\nenterprise’s skills requirements and the employee’s potential for meeting\ncurrent and future job requirements.\u003C\u002Fp>\n\n\u003Ch3 id=\"L12398\">2.Planning of skills development\u003C\u002Fh3>\n\n\u003Cp>The parties recommend that employee development be planned in conjunction\nwith regular staff appraisals.\u003C\u002Fp>\n\n\u003Cp>It is a good idea to plan and hold staff appraisals using\nwww.samtalens123.dk, a tool developed by the parties under the auspices of the\nTraining and Cooperation Fund.\u003C\u002Fp>\n\n\u003Cp>It is also recommended that when planning skills development the starting\npoint should be the employee’s employment situation, age and length of\nservice, and it is recommended that personal development targets be set for the\nindividual employee.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>The employee can have their participation in internal courses and other\nqualifying activity recorded officially.\u003C\u002Fp>\n\n\u003Cp>The framework and principles for systematic training planning and skills\ndevelopment can be discussed in one or more of the following ways:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•between the individual employee and the\nenterprise\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•in collaboration with a training contact person\nappointed from among the employees\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•on a training committee with equal\nrepresentation\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•in the works council\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L1640\">3.Payment to the Industry Competence Development Fund\u003C\u002Fh3>\n\n\u003Cp>The enterprise must pay a sum equivalent to DKK 920.00 per year per\nfull-time employee covered by the collective agreement in accordance with the\ndetailed guidelines in the Agreement on the Industry Competence Development\nFund, page 88. For part-time employees, this amount will be reduced pro\nrata.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1644\">4.Sector or business-relevant continuing training and\neducation\u003C\u002Fh3>\n\n\u003Cp>If the employee attends sector- or enterprise-relevant continuing vocational\ntraining, then the employee is entitled to up to two unpaid weeks off work per\nyear, allowing for the needs of the enterprise, once the employee has been in\ncontinuous employment at the enterprise for at least six months. Such training\nactivities can include up to one week of internal activities and other forms of\nsystematic skills development that are comparable with external training.\nInternal courses at which attendance is not compulsory are not regarded as\nworking time.\u003C\u002Fp>\n\n\u003Cp>If the employee has been continuously employed at the same enterprise for\none year, the enterprise will pay course fees, transport and any lost wages to\nthe extent that public funding does not cover the costs of relevant continuing\nvocational training courses recognised by the parties.\u003C\u002Fp>\n\n\u003Cp>Where an employee attends recognised continuing training with compensation\nfor loss of wages outside of normal working hours, the training time is\nincluded as working hours, provided that the training is agreed in advance with\nthe enterprise.\u003C\u002Fp>\n\n\u003Cp>Where the employee attends continuing vocational training in their free\ntime, the enterprise will pay for any attendance fee and course materials,\nprovided that this is agreed in advance with the enterprise.\u003C\u002Fp>\n\n\u003Cp>If the employee attends training with flexible meeting arrangements,\nincluding e-learning agreed with the enterprise, it is recommended that when\nthe agreement is reached it be determined whether and to what extent\npreparation and attendance should take place within working hours or free\ntime.\u003C\u002Fp>\n\n\u003Cp>The parties recommend that the employees be given adequate time off to\nattend such courses.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1658\">5.Self-selected education and training\u003C\u002Fh3>\n\n\u003Cp>After six months of employment, the individual employee is entitled to two\nweeks of time off a year - allocated with consideration for the needs of the\nenterprise - for continuing vocational training of relevance to employment\nwithin the scope of the office and warehouse workers’ collective agreement,\nprovided that there is a commitment for a grant for the training or for the\nenterprise.\u003C\u002Fp>\n\n\u003Cp>Note: See also the Agreement on derogations from the Agreement on the\nIndustry Competence Development Fund, page 88, in which derogation from the\nrequirement for six months of length of service is agreed for the collective\nagreement period of 1 March 2020 up to and including 28 February 2023.\u003C\u002Fp>\n\n\u003Cp>Employees whose employment is terminated due to restructuring, cutbacks,\ncompany closures or other circumstances on the part of the enterprise and who\nhave at least six months’ length of service with the enterprise are entitled\nto an additional week off during the notice period with grants under the rules\nin paragraph 1. Under the same conditions, the employee is also entitled to\nmake use of remaining time off with support from the Office and Warehouse\nSector’s Skills Development Fund for up to two weeks.\u003C\u002Fp>\n\n\u003Cp>The employee is entitled to save the entitlement to time off for\nself-selected education for up to three years. However, the accumulated weeks\nmay not be used if the employee is under notice of termination, unless the\nenterprise and the employee have agreed this or agreed otherwise. The oldest\nweeks must be taken first.\u003C\u002Fp>\n\n\u003Cp>The opportunity to take long-cycle self-selected training courses is\nconditional on there being adequate resources in the Industry Competence\nDevelopment Fund. The current rules also apply to enterprises which administer\ntheir own skills development fund resources, see paragraph 5 in the Agreement\non the Industry Competence Development Fund, page 88.\u003C\u002Fp>\n\n\u003Cp>The saved entitlement to self-selected training cannot be carried over to\nanother job.\u003C\u002Fp>\n\n\u003Cp>Employees can apply to the office and warehouse sector’s skills\ndevelopment fund for a training grant. Grants cannot be paid for training if\nthe employee receives a full or partial wage.\u003C\u002Fp>\n\n\u003Cp>Enterprises which have training committees and at least 80 employees can set\nup a development fund at the enterprise in accordance with the detailed\nguidelines in the Agreement on the Industry Competence Development Fund, page\n88.\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Comment:\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Course participation may be made after resignation if the Danish\nParliament meets the parties' requests for adaptations of the legislation. An\namended text will then appear from the collective agreement texts on the\nwebsites of the organisations.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Ch3 id=\"L1682\">6.Real skills development\u003C\u002Fh3>\n\n\u003Cp>The parties agree that under the framework of the education and cooperation\nfund, to promote real skills development, including also the assessment of how\nenterprise-internal training efforts may be assessed and have the same status\nas external training.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1686\">17.Settlement of disputes\u003C\u002Fh2>\n\n\u003Cp>If a dispute of an industrial nature or relating to legislation on\nemployment and working conditions etc. cannot be resolved locally at the\nindividual enterprise, the dispute can be negotiated with the assistance of the\nparties in accordance with the rules below, unless other rules are laid down in\nthe collective agreement, the general agreement or elsewhere.\u003C\u002Fp>\n\n\u003Cp>Notice should be addressed to the opposing party. This document should\nindicate the parties concerned and the circumstances of the dispute as well as\nthe case officer concerned. The case must be presented in such a way that it\nwill be possible for any decision to be made on the basis of the information in\nthe document.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1692\">1.Organisation meeting\u003C\u002Fh3>\n\n\u003Cp>Where the dispute cannot be resolved on the basis of existing information\netc., either party may request that an organisation meeting be held. The time\nand place of this must be agreed as quickly as possible and no later than 14\ndays after receipt of the request, since the meeting is to take place no later\nthan four weeks after the agreement was made, unless there are holidays or\nspecial circumstances.\u003C\u002Fp>\n\n\u003Cp>The organisation meeting must be held at the enterprise unless otherwise\nagreed.\u003C\u002Fp>\n\n\u003Cp>Minutes of the organisation meeting are normally taken.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1700\">2.Industrial arbitration\u003C\u002Fh3>\n\n\u003Cp>If the dispute is not resolved at the mediation meeting\u002Forganisation meeting\nand the matter concerns interpretation of the collective agreement or an\nagreement entered into by the parties, either party can demand that the matter\nbe decided by industrial arbitration.\u003C\u002Fp>\n\n\u003Cp>The party shall send a proposal for the choice of arbitrator together with\nthe statement of claim.\u003C\u002Fp>\n\n\u003Cp>The defence must reach the other party within eight weeks of the statement\nof claim being received. The parties must agree on a proposed arbitrator no\nlater than when a defence is submitted and then request the Danish Labour Court\nto make the appointment. If the parties are unable to reach agreement, the\nDanish Labour Court is requested to appoint an arbitrator.\u003C\u002Fp>\n\n\u003Cp>A date for the industrial arbitration hearing will then be agreed with the\narbitrator. Deadlines for the further exchange of statements of case will be\nagreed by the parties and, where relevant, with the arbitrator.\u003C\u002Fp>\n\n\u003Cp>The production of evidence must be completed no later than two days before\narbitration takes place, including the parties informing the other party who is\nto give evidence no later than eight days before arbitration takes place.\u003C\u002Fp>\n\n\u003Cp>It is agreed that the deadlines can be departed from by agreement.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1714\">3.Board of dismissals\u003C\u002Fh3>\n\n\u003Cp>Deadlines for commencing proceedings in accordance with section 4(3) of the\ngeneral agreement before the board of dismissals can be departed from by\nagreement between the organisations.\u003C\u002Fp>\n\n\u003Cp>The organisation that finds a case suitable for review before the Board of\nDismissals can, by agreement with the other organisation, submit the case to\nthe Board of Dismissals irrespective of whether the deadline for the case to be\nheard by the Board of Dismissals has been exceeded. Similar agreements can be\nentered into regarding subsequent pleadings in the case.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1720\">4.General questions\u003C\u002Fh3>\n\n\u003Cp>For questions of a general nature relating to interpretation of the\ncollective agreement, Dansk Erhverv Arbejdsgiver and HK can request that a\nmeeting be held immediately at Dansk Erhverv Arbejdsgiver’s offices so the\nmatter can be discussed. Such a main committee meeting must normally be held no\nlater than four weeks after the request is made.\u003C\u002Fp>\n\n\u003Cp>Disputes concerning the rules in this section, including compliance with the\ndeadlines, must be brought before the main committee.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1726\">5.Term\u003C\u002Fh3>\n\n\u003Cp>Each party may terminate these rules by giving three months’ notice.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1730\">18.Creation of a collective agreement\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1732\">1.Conditions\u003C\u002Fh3>\n\n\u003Cp>A.HK can only conclude a collective agreement with members of Dansk Erhverv\nArbejdsgiver through Dansk Erhverv Arbejdsgiver.\u003C\u002Fp>\n\n\u003Cp>B.It is a condition that, at the time of the presentation of the request, HK\nmembers must account for at least 50 per cent of those employed within the\nintended scope of the collective agreement.\u003C\u002Fp>\n\n\u003Cp>Dansk Erhverv Arbejdsgiver will not require the 50 per cent rule to be met\nin cases where an enterprise would actually want a collective agreement to be\ndrawn up for its employees, provided that in the specific case it is otherwise\nreasonable for a collective agreement to be entered into.\u003C\u002Fp>\n\n\u003Cp>C.A request for a collective agreement can be presented to individual parts\nof an office or warehouse if, as a result of significant geographic separation\nor significant separation in terms of working conditions, they can be\nconsidered to be independent departments.\u003C\u002Fp>\n\n\u003Cp>D.The question of the demarcation of the individual workplace is determined\nin accordance with the practice hitherto applied to the closing of collective\nagreements.\u003C\u002Fp>\n\n\u003Cp>E.Even if the above conditions for the creation of a collective agreement\nhave not been met, HK is entitled to negotiate on behalf of its members with\nenterprises that make arrangements breaching the fundamental principles of the\ncollective agreement or that commit other similar breaches, e.g. by paying less\nthan this collective agreement, and also where there are problems relating to\nthe legislation on employment and working conditions. The negotiations may, if\none of the parties so wishes, take place with the assistance of the parties.\u003C\u002Fp>\n\n\u003Cp>Members of HK employed at the enterprise may also, by authorising a\ncolleague (spokesperson) to represent them, allow this person, on behalf of the\nmembers, to request negotiations with the enterprise regarding the\ncircumstances mentioned in the first paragraph. The spokesperson must be a\nmember of HK and have been authorised by over half of the members within the\nscope of the collective agreement at the relevant enterprise, see section 18 of\nthe collective agreement. If the spokesperson is dismissed by the enterprise,\nthe trade union may demand negotiation to take place no later than seven days\nafter receipt of the request by Dansk Erhverv Arbejdsgiver, unless otherwise\nagreed.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1748\">2.Procedure\u003C\u002Fh3>\n\n\u003Cp>A.When presenting a request for a collective agreement, HK must inform Dansk\nErhverv Arbejdsgiver of how many of the total number of employees within the\narea the request concerns are members of HK. Dansk Erhverv Arbejdsgiver must,\nno later than four weeks following receipt of a request for a collective\nagreement, notify HK as to whether or not the 50 per cent requirement may be\nrecognised on the existing numbers. It is agreed that the time limit may be\ndeviated from according to agreement.\u003C\u002Fp>\n\n\u003Cp>B.If there is a difference of opinion over the number of employees who are\nto be included in the calculation to determine whether the 50 per cent rule has\nbeen met, HK and the enterprise must indicate to Dansk Erhverv Arbejdsgiver\nwhich employees are considered to fall within the scope of the collective\nagreement.\u003C\u002Fp>\n\n\u003Cp>C.If there is still a difference of opinion over whether HK meets the\nconditions for creation of a collective agreement, HK can present a request for\nnegotiations between the parties. The timing of the negotiations must be agreed\nwithin 14 days of the request being presented.\u003C\u002Fp>\n\n\u003Cp>If an agreement cannot be reached in these negotiations, the question can be\nsettled by industrial arbitration.\u003C\u002Fp>\n\n\u003Cp>D.If HK documents that the conditions for creation of a collective agreement\nhave been met, the collective agreement will enter into force on the first day\nof a month if the request is presented no later than the 15th day of a month.\nIf the request for a collective agreement is presented after the 15th day of a\nmonth, the collective agreement enters into force on the first day of the\nfollowing month.\u003C\u002Fp>\n\n\u003Cp>E.In cases where an agreement is reached on special provisions under section\n19(1), para b), an agreement must also be reached on the date of entry into\nforce of the collective agreement.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1762\">19.Scope of the salaried employees’ collective agreement\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1764\">1.Salaried employees’ collective agreement or special\ncollective agreement\u003C\u002Fh3>\n\n\u003Cp>A.If HK meets the conditions in section 18 enabling a request for a\ncollective agreement to be made, the collective agreement will enter into\nforce, unless the individual enterprise is run in accordance with a concession\ngranted by a public authority or under conditions which are comparable with\nthis.\u003C\u002Fp>\n\n\u003Cp>B.The parties can make a request for special provisions if an enterprise has\nworking conditions or jobs which are not covered by the provisions of the\ncollective agreement. \u003C\u002Fp>\n\n\u003Ch3 id=\"L1770\">2.Rewriting of collective agreements to the salaried\nemployees’ collective agreement\u003C\u002Fh3>\n\n\u003Cp>A.An enterprise - including organisations and associations - which on\nenrolment in Dansk Erhverv Arbejdsgiver has entered into a collective agreement\nwith HK HANDEL and\u002For HK Privat, is covered from the date of the enrolment and\nwithout special termination of such collective agreement, but the salaried\nemployees collective agreement.\u003C\u002Fp>\n\n\u003Cp>B.As soon as possible after the enterprise’s enrolment in Dansk Erhverv\nArbejdsgiver, adjustment negotiations are initiated for the purpose of\npreparing any local agreements - or perhaps in connection with the admission of\norganisations and associations, special provisions - in such a way that\nexisting collective agreement matters are not upset in their entirety.\u003C\u002Fp>\n\n\u003Cp>C.After the expiry of the period of the collective agreement hitherto\napplicable, local agreements will be covered by D and E.\u003C\u002Fp>\n\n\u003Cp>D.After the expiry of the collective agreement term in which they have been\nentered into, local agreements entered into under C can be terminated by both\nparties at two months’ notice to the end of any month unless otherwise\nagreed. In case of termination of local agreements, it is the duty of the\nterminating party to arrange for the holding of local negotiations, and if\nagreement is not reached, have the matter processed at a mediation meeting, or\nperhaps an organisation meeting. The parties are not released from the\nterminated local agreement, custom or rules until these general rules have been\nobserved even if the expiry date has been passed.\u003C\u002Fp>\n\n\u003Cp>E.If the conclusion or termination of local agreements etc. entails changes\nto the employees wage or working conditions, which under the rules of the\nDanish Salaried Employees Act must be considered material, the individual\nnotice period of each employee must be observed unless otherwise agreed. If,\nunder this collective agreement special notice periods have been determined,\nthe right of individual notice periods is superseded by these.\u003C\u002Fp>\n\n\u003Cp>F.An enterprise - including organisations and associations - which on\nenrolment in Dansk Erhverv Arbejdsgiver has not entered into a collective\nagreement with HK HANDEL and\u002For HK Privat, within the salaried employees\ncollective agreement area, is covered by the salaried employees collective\nagreement from enrolment. If the enterprise has no collective agreement at the\ndate of enrolment, it is a precondition that the conditions in section 18(1)\n(the 50 per cent rule) has been met.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1784\">20.Term of the collective agreement\u003C\u002Fh2>\n\n\u003Cp>The collective agreement can be terminated no earlier than for expiry on 1\nMarch 2023.\u003C\u002Fp>\n\n\u003Cp>The notice period is three months, unless otherwise agreed between the\nparties.\u003C\u002Fp>\n\n\u003Cp>Copenhagen, March 2020\u003C\u002Fp>\n\n\u003Cp>Dansk Erhverv ArbejdsgiverHK Privat\u003C\u002Fp>\n\n\u003Cp>HK HANDEL\u003C\u002Fp>\n\n\u003Cp>Simon Tøgern Per Tønnesen\u003C\u002Fp>\n\n\u003Ch2 id=\"L1798\">Employment contracts\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1800\">Agreement on employment contracts\u003C\u002Fh3>\n\n\u003Cp>1.Reference is made to the version applicable from time to time of the\nDanish Act on the Employer’s obligation to inform workers of the conditions\nof employment (the Danish Employment Contract Act).\u003C\u002Fp>\n\n\u003Cp>Under section 1(3) of the Danish Employment Contract Act, the parties have\nagreed the deviations from the Act which are set out below.\u003C\u002Fp>\n\n\u003Cp>2.If the employment contract is not received by the employee on time, or if\nit is defective, the enterprise can be ordered to pay a fine\u002Fcompensation\nunless the defect is excusable and does not have any specific importance on the\nemployment relationship.\u003C\u002Fp>\n\n\u003Cp>Any complaints of breaches must be reported to the enterprise. If the\ncircumstance complained about has not been remedied within five working days, a\nwritten claim must be lodged with Dansk Erhverv Arbejdsgiver without delay\nindicating exactly what the errors are. If errors in the employment contract\nare then remedied or the missing document is received within five working days\nof receipt of the claim by Dansk Erhverv Arbejdsgiver, the enterprise cannot be\nordered to pay a fine\u002Fcompensation unless there are systematic breaches of the\nprovision on employment contracts.\u003C\u002Fp>\n\n\u003Cp>In all cases, the employee must have received the above information on the\nemployment relationship no later than 15 days after the claim is made. If this\ndoes not happen, the enterprise can be ordered to pay a fine\u002Fcompensation.\u003C\u002Fp>\n\n\u003Cp>3.Claims concerning whether the enterprise has met its duty of disclosure\ncan be filed in accordance with the rules on industrial disputes.\u003C\u002Fp>\n\n\u003Cp>4.If an employee hired before 1 July 1993 would like an employment contract,\nsee subsection (1), and the employee presents a request for such a document,\nthe enterprise must produce the proper information within two months of the\nrequest.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch3 id=\"L1816\">Working environment\u003C\u002Fh3>\n\n\u003Ch4 id=\"L1818\">Agreement on health checks for night work\u003C\u002Fh4>\n\n\u003Cp>Employees must be offered free health checks before they start employment as\nnight workers.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>The parties have also agreed that employees who are classified as night\nworkers must be offered health checks at regular intervals not exceeding two\nyears.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L1824\">Working hours\u003C\u002Fh3>\n\n\u003Ch4 id=\"L1826\">Agreement on remote working\u003C\u002Fh4>\n\n\u003Cp>1.The parties agree that remote working is a step in the direction of more\nflexible forms of employment and changes to the forms of organisation that\ncharacterise the labour market in today’s service society.\u003C\u002Fp>\n\n\u003Cp>The parties find that the labour market in today’s service society is\ncharacterised by a high level of flexibility and the requirement to be\nindependent and show individuality and adaptability. Remote working is regarded\nas one of the means towards changing the forms of employment and organisation\nin the service society of the future.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-remote_work_options\">\u003Cp>With a view to promoting the application of remote working as one means\ntowards the development of the flexible labour market, the following\ninitiatives will be initiated in the collective agreement period:\u003C\u002Fp>\n\n\u003Cp>•The parties will monitor developments in the area both nationally and\ninternationally, which will enable the parties to advise employees and\ncompanies continuously.\u003C\u002Fp>\n\n\u003Cp>•The parties will hold a number of joint information meetings about the\nframework agreement and guidelines regarding remote working.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2.The framework agreement of 16 December 1998 on remote working remains\nunchanged.\u003C\u002Fp>\n\n\u003Cp>3.The parties have prepared joint guidelines on remote working.\u003C\u002Fp>\n\n\u003Cp>It is agreed that these guidelines are a supplement to the framework\nagreement.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1844\">Agreement on implementation of the Working Time Directive\n(Council directive of 23 November 1993)\u003C\u002Fh4>\n\n\u003Cp>Following a review of the applicable working environment and holiday\nlegislation and the collective agreement entered into between the parties,\nDansk Erhverv Arbejdsgiver and HK have agreed that the above Directive may be\ndeemed to have been implemented in relation to those employees who are covered\nboth by the collective agreement and by the Directive, with the exception of\nthe points below, on which the following is agreed:\u003C\u002Fp>\n\n\u003Cp>A.The average weekly working hours within the office and warehouse sector,\ncalculated over a 26-week period, may not exceed 48 hours including overtime,\nsee section 1(1) of the collective agreement.\u003C\u002Fp>\n\n\u003Cp>The provision in the collective agreement on limiting overtime work remains\nin effect.\u003C\u002Fp>\n\n\u003Cp>Where the daily working time exceeds six hours, employees are entitled to a\ntotal of 30 minutes of breaks during this time.\u003C\u002Fp>\n\n\u003Cp>B.The night-time period is defined as the time from 23:00 to 06:00. Night\nworkers are defined as employees who normally carry out at least three hours of\ntheir daily working hours during the night-time period or work at night for at\nleast 300 hours within a 12-month period.\u003C\u002Fp>\n\n\u003Cp>The normal average working hours for night workers, calculated over a\n26-week period, may not exceed eight hours per 24-hour period on average. The\nweekly day off is not included in this calculation.\u003C\u002Fp>\n\n\u003Cp>In the case of especially risky work or work that involves significant\nphysical or mental stress, see section 57 of the Danish Working Environment\nAct, night workers may not work more than eight hours in any 24-hour period in\nwhich they do night work.\u003C\u002Fp>\n\n\u003Cp>Night workers who suffer from health problems demonstrably attributable to\nthe fact that they do night work must be transferred where possible to daytime\nwork that suits them.\u003C\u002Fp>\n\n\u003Cp>C.Any disagreements concerning the present agreement must be finally decided\nby industrial arbitration, see section 17. The industrial arbitration tribunal\nappointed to decide any such dispute must be competent to impose appropriate\nsanctions.\u003C\u002Fp>\n\n\u003Cp>In the event of termination of the collective agreement, the parties are\nobliged to comply with the provisions of the present agreement relating to the\nimplementation of the EU Working Time Directive until another agreement takes\nits place.\u003C\u002Fp>\n\n\u003Cp>This agreement may be terminated by either party giving three months’\nnotice at any time, with a view to amendment where changes are made to the\nabove Directive.\u003C\u002Fp>\n\n\u003Cp>Where the regulation in the collective agreement provides a better level of\nprotection for employees than the Directive, the implementation agreement does\nnot apply, see Article 18(3) of the Directive.\u003C\u002Fp>\n\n\u003Cp>D.If amendments to the Directive remove the prerequisites for entering into\nthis agreement, the must initiate negotiations on this.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1872\">Agreement on on-call duty\u003C\u002Fh4>\n\n\u003Cp>The local parties may enter into a written local agreement that when\nemployees are called to work during on- call shift, the daily 11-hour rest\nperiod (for work not covered by the annex to Executive Order No. 324 of 23 May\n2002 on rest periods and rest days), may be deferred so that it is offered\nimmediately after the end of the last\u003C\u002Fp>\n\n\u003Cp>working period, and that the rest period can be within on-call duty hours.\nIf the 11-hour rest period thereby extends to the following day, the employee\nmust also have the usual 11-hour rest period within that day. This rest period\nmay be similarly deferred.\u003C\u002Fp>\n\n\u003Cp>If the deferred rest period prevents the employee from performing normal\nscheduled daily working hours, the hours not worked are paid as in the case of\nillness.\u003C\u002Fp>\n\n\u003Cp>Where the Executive Order, section 8(1) applies, the daily rest period may\nbe eight hours.\u003C\u002Fp>\n\n\u003Cp>Deferral of the rest period can be for a maximum of 10 days in each calendar\nmonth and a maximum of 45 days per calendar year.\u003C\u002Fp>\n\n\u003Cp>At enterprises where no union representative has been elected, notification\nof the agreement’s outcome is made to the organisations.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1886\">Agreement on implementation of the EU Part-time Work Directive\n(Council directive of 1 July 1996)\u003C\u002Fh4>\n\n\u003Cp>With reference to the general agreement between the main unions on\nprocedures for implementing EC Directives of 1 July 1996, the following\nsupplementary agreement has been entered into to implement the Council\nDirective on part-time work (the EU Part-time Work Directive).\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>1.SCOPE\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>This agreement covers part-time workers within the scope of the\nConfederation of Danish Employers DA\u002FLO who are covered by a collective\nagreement within this area and who are not or may not be guaranteed the rights\nlaid down in the Directive under any existing agreement.\u003C\u002Fp>\n\n\u003Cp>The agreement applies subject to more specific Community provisions,\nparticularly any Community provisions concerning equal treatment or equal\nopportunities for men and women.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2.PURPOSE OF THE AGREEMENT\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The purpose of the agreement is:\u003C\u002Fp>\n\n\u003Cp>A.to provide for the removal of discrimination against part-time workers and\nto improve the quality of part¬time work.\u003C\u002Fp>\n\n\u003Cp>B.to facilitate the development of part-time work on a voluntary basis and\nto contribute to the flexible organisation of working time in a manner which\ntakes into account the needs of employers and workers.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>3.DEFINITIONS\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>For the purpose of this agreement:\u003C\u002Fp>\n\n\u003Cp>A.“part-time worker” means an employee whose normal hours of work,\ncalculated on a weekly basis or on average over a period of employment of up to\none year, are less than the normal hours of work of a comparable full-time\nworker.\u003C\u002Fp>\n\n\u003Cp>B.“a comparable full-time worker”: means a full-time employee in the\nsame enterprise having the same type of employment contract or relationship,\nwho is engaged in the same or similar work\u002Foccupation, due regard being given\nto other considerations which may include length of service, and\nqualification\u002Fskills\u003C\u002Fp>\n\n\u003Cp>Where there is no comparable full-time worker in the same establishment, the\ncomparison must be made by reference to the applicable collective agreement or,\nwhere there is no applicable collective agreement, in accordance with national\nlaw, collective agreements or practice.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>4.PRINCIPLE OF NON-DISCRIMINATION\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>In respect of employment conditions, part-time workers may not be treated in\na less favourable manner than comparable full-time workers solely because they\nwork part time unless different treatment is justified on objective grounds.\u003C\u002Fp>\n\n\u003Cp>The principle of proportionate pay and proportionate rights, see the “pro\nrata temporis” principle, will apply to rights arising from collective\nagreements.\u003C\u002Fp>\n\n\u003Cp>Where appropriate and justified on objective grounds, the parties to the\ncollective agreement may make access to particular conditions of employment\nsubject to length of service, working hours or earnings.\u003C\u002Fp>\n\n\u003Cp>Conditions relating to access by part-time workers to particular conditions\nof employment should be reviewed periodically, in accordance with the principle\nof non-discrimination set out in subsection (1).\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>5.OPPORTUNITIES FOR PART-TIME WORK\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>In view of the purpose of this agreement, see section 2, and the principle\nof non-discrimination, see section 4, the following is agreed:\u003C\u002Fp>\n\n\u003Cp>If the parties to the collective agreement should identify obstacles which\nmay limit the opportunities for part¬time work, these should be raised for\ndiscussion for the purpose of eliminating them.\u003C\u002Fp>\n\n\u003Cp>A worker’s refusal to transfer from full-time to part-time work or vice\nversa should not in itself constitute a valid reason for termination of\nemployment, without prejudice to termination in accordance with national law,\ncollective agreements and practice, for other reasons such as may arise from\nthe operational requirements of the enterprise concerned.\u003C\u002Fp>\n\n\u003Cp>Subject to collective agreements, practice etc., employers should as far as\npossible within the provisions on part¬time employees in the collective\nagreement applicable to the employment give consideration to the following:\u003C\u002Fp>\n\n\u003Cp>A.requests by workers to transfer from full-time to part-time work that\nbecomes available in the enterprise;\u003C\u002Fp>\n\n\u003Cp>B.requests by workers to transfer from part-time to full-time work or to\nincrease their working hours should the opportunity arise;\u003C\u002Fp>\n\n\u003Cp>C.the provision of timely information on the availability of part-time and\nfull-time positions in the enterprise in order to facilitate transfers from\nfull-time to part-time or vice versa;\u003C\u002Fp>\n\n\u003Cp>D.measures to facilitate access to part-time work for workers covered by\nthis agreement and, where appropriate, to facilitate access by part-time\nworkers to vocational training to enhance career opportunities and occupational\nmobility;\u003C\u002Fp>\n\n\u003Cp>E.the provision of appropriate information to existing bodies representing\nworkers about part-time work in the enterprise.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>6.COMMENCEMENT\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The agreement enters into force on 20 January 2001.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>7.TERMINATION\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The agreement may be terminated by giving six months’ notice to 1 July of\nany year. If one of the organisations wants any changes to the agreement, it\nmust inform the other party of this six months prior to termination, whereupon\nnegotiations must be entered into without recourse to arbitration in order to\nreach a consensus and so avoid termination of the agreement.\u003C\u002Fp>\n\n\u003Cp>Even if the agreement is terminated, the parties are obliged to comply with\nits provisions until another agreement takes its place or the Directive is\namended.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>8.PROVISIONS IN COLLECTIVE AGREEMENTS\u002FIMPLEMENTING\nAGREEMENTS\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Provisions in collective agreements and other agreements under these, and\nprovisions in implementing agreements, take precedence over this agreement\nwhere they validly implement provisions of the EU Part-time Work Directive.\u003C\u002Fp>\n\n\u003Cp>This agreement does not affect the protection afforded to part-time\nemployees by the existing collective agreements between the parties.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>9.INDUSTRIAL DISPUTES PROCEDURE\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Where there is any disagreement on access to the rights laid down in this\nagreement, this must be handled according to the normal rules of industrial\ndisputes and employment law. Where there are no such rules, the principle set\nout in section 22 of the Danish Labour Court Act applies, according to which\nthe standard rules between DA and LO from time to time for handling industrial\ndisputes apply.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1973\">Agreement on senior employees' scheme\u003C\u002Fh4>\n\n\u003Cp>The employee may enter into a senior employees' scheme from a period of five\nyears before the retirement pension age for the employee in force from time to\ntime.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>FREE-CHOICE ACCOUNT\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>In the senior employees scheme, the employee can choose to use the payment\nto the free-choice account to finance senior days off.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>PENSION CONTRIBUTION\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>If the employee would like to take additional days off for senior employees,\nthis can be achieved by converting regular pension contributions, see section\n5. The converted pension contribution can also be added to the employee’s\nfree-choice account.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>SPECIAL HOLIDAYS NOT TAKEN\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The employee and the enterprise may agree that from a period of five years\nbefore the implementation of the senior employees' scheme, the employee can\nsave the value of special holidays not taken, see section 12, and accumulate\nthis. The value thereof can be paid in connection with the taking of further\nsenior employees' days off.\u003C\u002Fp>\n\n\u003Cp>According to this provision, a maximum of special holidays can be taken\ncorresponding to the accumulated amount, see the payment below.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>TAKING OF SENIOR DAYS OFF\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>When taking days off for senior employees, the free-choice account will be\nreduced by an amount corresponding to sick pay. Illness prior to a planned\nsenior day off gives the right to a compensation senior day off.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>CHOICE REGARDING SENIOR EMPLOYEES’ SCHEME\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Unless otherwise agreed, the employee must in May (in 2020, 1 June at the\nlatest) inform the enterprise in writing whether the employee wishes to enter\ninto a senior employees' scheme with senior employees' days off in the next\nholiday period and in this connection how large a part of the pension\ncontribution the employee wants to convert into wages. In addition, the\nemployee must give notice of how many days off for senior employees the\nemployee wants to take in the coming holiday period. This choice is binding on\nthe employee and will continue in the following holiday years. However, the\nemployee may each year in May (in 2020 no later than 1 June) inform the\nenterprise if changes are requested for the coming holiday period.\u003C\u002Fp>\n\n\u003Cp>Transition to the new holiday year\u003C\u002Fp>\n\n\u003Cp>The number of senior days off which the employee must decide on no later\nthan 1 June 2020, can be taken in the period from 1 May 2020 to 31 December\n2021. The employee must make a new choice about senior days off in May 2021\nwith effect from the holiday period starting on 1 September 2021.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>OTHER FORMS OF REDUCTION IN WORKING HOURS\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>As an alternative to senior days off, the employee and enterprise may agree\non a reduction in working hours in the form of e.g. periods of consecutive days\noff, permanent reduction in the weekly working hours or otherwise.\u003C\u002Fp>\n\n\u003Cp>At agreement on permanent reduction in weekly working hours, the converted\npension contribution can be paid on an ongoing basis as a special allowance to\nthe wages.\u003C\u002Fp>\n\n\u003Cp>The conversion does not alter the existing basis of calculation of the\ncollective agreement and is therefore cost neutral for the enterprise.\u003C\u002Fp>\n\n\u003Cp>This provision will take effect as of 1 March 2017; however, such that\nemployees can at the earliest take senior days off for the holiday year\n2017-2018.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-green_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-newtech_trigger\">\u003Ch2 id=\"L2019\">Sustainability and digitization\u003C\u002Fh2>\n\n\u003Ch3 id=\"L2021\">Organisation agreement on sustainability and digitization\u003C\u002Fh3>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>The parties agree that the employees must be able to use the technology and\nunderstand the possibilities and challenges of digitization. The most recent\nyears have seen a number of new educations which at several education levels\nfocus on digitization and technology. The parties agree to support and\ncontribute to more applying for educations and training what develop their\nskills within digitization and technology.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes_green\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes_newtech\">\u003Cp>Technological understanding and digital skills are important, but also new\nknowledge and training that prepare the newly educated to live up to the\nincreasing expectations as regards e.g. knowledge about sustainable\ntechnological solutions and climate impact, are important.\u003C\u002Fp>\n\n\u003Cp>Technology and sustainability are closely interrelated, and technological\nsolutions will often be one of the avenues to greener and more responsible\nproducts\u002Fservices.\u003C\u002Fp>\n\n\u003Cp>On that basis, the parties agree during the collective agreement period to\nwork for more training in sustainability and digitization that can prepare both\nthe employees and enterprises to meet the future requirements.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L2031\">Organisation agreement on data protection\u003C\u002Fh3>\n\n\u003Cp>Dansk Erhverv Arbejdsgiver and HK HANDEL - HK Privat agree that provisions\nin collective agreements and the associated case handling must be interpreted\nand processed in accordance with the General Data Protection Regulation (EU\n2016\u002F679) which came into effect in Denmark on 25 May 2018.\u003C\u002Fp>\n\n\u003Cp>Dansk Erhverv Arbejdsgiver and HK Handel - HK Privat agree that at the\nimplementation of the General Data Protection Regulation it must be ensured\nthat the present practice for gathering, storage, processing and disclosure of\npersonal data in accordance with employment and labour law obligations can\ncontinue.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-newtech_topics\">\u003Ch3 id=\"L2037\">Agreement on electronic documents\u003C\u002Fh3>\n\n\u003Cp>The enterprises may wilt discharging effect deliver and pay slips and any\nother documents that are to be exchanged during or after the continuous\nemployment via the available electronic mail solutions, e.g. e-Boks or via\nemail.\u003C\u002Fp>\n\n\u003Cp>When employees are exempt from receiving digital mail from public\nauthorities, the electronic solution is not used.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2 id=\"L2043\">Trainees\u003C\u002Fh2>\n\n\u003Ch3 id=\"L2045\">Agreement on pay and working conditions for short-term further\neducation students\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>1.SCOPE\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The provisions laid down in this section apply to short-term further\neducation students who are covered by the Danish Executive Order on Short-term\nHigher Education Programmes at Business Colleges.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2.FORMAL REQUIREMENTS AND EMPLOYMENT CONDITIONS \u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>An employment agreement is issued for students on short-term higher\neducation programmes with a paid internship. In addition to the terms and\nconditions of employment, this agreement describes the content of the practical\npart of the training.\u003C\u002Fp>\n\n\u003Cp>The terms and conditions of employment are covered by the general employment\nlegislation, including the provisions of the Danish Salaried Employees Act and\nthe Danish Holiday Act. The general provisions of the collective agreement\nregarding working hours, overtime and pension apply otherwise.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>3.PAYMENT\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>A. Students on short-term higher education programmes with prior vocational\ntraining in the commercial and office sector are paid as follows during their\ninternship period:\u003C\u002Fp>\n\n\u003Cp>Minimum payment rate:\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:31.7pt\">\n      \u003Ctd width=\"129\" style=\"width:96.95pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:31.7pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">1\n        March 2020 DKK per month\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"128\" style=\"width:96.25pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:31.7pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">1\n        March 2021 DKK per month\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"129\" style=\"width:96.95pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:31.7pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">1\n        March 2022 DKK per month\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:19.45pt\">\n      \u003Ctd width=\"129\" style=\"width:96.95pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:19.45pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">21,732.00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"128\" style=\"width:96.25pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:19.45pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">22,102.00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"129\" style=\"width:96.95pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:19.45pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">22,477.00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp>B.Students on short-term higher education programmes without prior\nvocational training in the commercial and office sector are paid as follows\nduring their internship period:\u003C\u002Fp>\n\n\u003Cp>Minimum payment rate:\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoTableGrid\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse;border:none\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:30.75pt\">\n      \u003Ctd width=\"132\" valign=\"top\" style=\"width:99.0pt;border:solid windowtext 1.0pt;   padding:0cm 5.4pt 0cm 5.4pt;height:30.75pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">1\n        March 2020 DKK per month\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" valign=\"top\" style=\"width:92.15pt;border:solid windowtext 1.0pt;   border-left:none;padding:0cm 5.4pt 0cm 5.4pt;height:30.75pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">1\n        March 2021 \u003C\u002Fspan>\u003C\u002Fspan>\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:   12.0pt;font-family:"Times New Roman",serif;color:black\">\u003C\u002Fspan>\u003C\u002Fspan>\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">DKK\n        per month\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"top\" style=\"width:99.2pt;border:solid windowtext 1.0pt;   border-left:none;padding:0cm 5.4pt 0cm 5.4pt;height:30.75pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">1\n        March 2022 DKK per month\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:20.55pt\">\n      \u003Ctd width=\"132\" valign=\"top\" style=\"width:99.0pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 5.4pt 0cm 5.4pt;height:20.55pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">16,439.00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" valign=\"top\" style=\"width:92.15pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 5.4pt 0cm 5.4pt;height:20.55pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">16,718.00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"top\" style=\"width:99.2pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 5.4pt 0cm 5.4pt;height:20.55pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">17,002.00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ch2 class=\"MsoNormal\" id=\"L2164\">\u003Cspan lang=\"DA\">\u003C\u002Fspan>Holidays\u003C\u002Fh2>\n\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L2168\">Agreement on holidays\u003C\u002Fh3>\n\n\u003Cp>This agreement has been entered into under the Danish Holiday Act.\u003C\u002Fp>\n\n\u003Cp>The agreement applies to employment covered by the Salaried Employees’\nCollective Agreement for Trade, Knowledge and Service between HK\u002FPrivat - HK\nHANDEL and Dansk Erhverv Arbejdsgiver.\u003C\u002Fp>\n\n\u003Cp>The agreement, which henceforth forms part of the basis of the collective\nagreement between Dansk Erhverv Arbejdsgiver and HK\u002FPrivat - HK HANDEL means\nthat deviations from the Danish Holiday Act and associated Executive Order set\nout below apply to the said employment.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2176\">1.INDUSTRIAL DISPUTES PROCEDURE\u003C\u002Fh4>\n\n\u003Cp>Disputes concerning the provisions contained within this agreement must be\nsettled using the industrial dispute system and in accordance with the rules\ngoverning it. The parties further agree that disputes concerning other parts of\nthe Danish Holiday Act can be settled by means of industrial disputes procedure\nprovided that this has been agreed in the individual case.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2180\">2.EARNING AND TAKING HOLIDAYS IN HOURS\u003C\u002Fh4>\n\n\u003Cp>Holiday can be earned and taken in other ways, including in hours, than\nstipulated in the Danish Holiday Act.\u003C\u002Fp>\n\n\u003Cp>If an enterprise decides that holiday is to be earned and taken in six-day\nholiday weeks, it must be ensured that employees who work five days a week are\nnot worse off than if they had taken holiday in a six-day holiday week.\u003C\u002Fp>\n\n\u003Cp>If the holiday is earned in hours, a full-time employee earns 185 hours of\nholiday per holiday year, equivalent to five weeks x 37 hours. Part-time\nemployees earn a proportional number of hours of holiday per holiday\nyear. \u003C\u002Fp>\n\n\u003Cp>In connection with this, it must be ensured that holiday is not taken for\nfewer hours than the planned number of working hours on the day in question and\nthat the total holiday is not less than five weeks counted as 25 full days,\nwhere compensatory days off and working days are included proportionately.\nHolidays should be taken in full weeks as far as possible.\u003C\u002Fp>\n\n\u003Cp>Holidays must reflect the working week and may not be scheduled exclusively\non short or long working days.\u003C\u002Fp>\n\n\u003Cp>When the employee leaves, the accrued holiday entitlement in hours is\nconverted into days.\u003C\u002Fp>\n\n\u003Cp>An agreement on earning and taking holiday in hours can only be entered into\nif a holiday guarantee scheme is used.\u003C\u002Fp>\n\n\u003Cp>The enterprise must, provided the holiday is earned and taken in hours,\ninform the employees of this before the start of the holiday year.\u003C\u002Fp>\n\n\u003Cp>Where the holiday guarantee scheme is not used, it can locally be agreed in\nwriting that holiday is taken in hours.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2200\">3.HOLIDAYS WITHOUT PAY\u003C\u002Fh4>\n\n\u003Cp>Reference is made to section 4, subsection 3 of the collective agreement.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2204\">4.TRANSFER OF HOLIDAYS\u003C\u002Fh4>\n\n\u003Cp>The enterprise and the employee can enter into an agreement to transfer any\naccrued holiday entitlement in excess of four weeks to the following holiday\nyear.\u003C\u002Fp>\n\n\u003Cp>It is a prerequisite that the agreement is made in writing. The agreement\nmust be entered into before expiry of the holiday year (in 2020: before 30\nSeptember). The enterprise must also within the same deadline give written\nnotice to whoever is paying the holiday pay that the holiday is being\ntransferred.\u003C\u002Fp>\n\n\u003Cp>If an employee who has transferred holiday leaves before taking all the\nholiday, they will be paid for holiday in excess of five weeks. Holiday pay is\ncalculated for monthly-paid workers at 12.5 per cent of the holiday entitlement\npay at the leaving date.\u003C\u002Fp>\n\n\u003Cp>If, however, the employee has earned holiday pay at a previous employer, the\nholiday pay is paid out from the holiday account (“FerieKonto”) or from the\nprevious employer, if a holiday guarantee scheme has been used.\u003C\u002Fp>\n\n\u003Cp>Dansk Erhverv Arbejdsgiver guarantees holiday transferred for which the\nholiday guarantee scheme of the collective agreement has been used.\u003C\u002Fp>\n\n\u003Cp>Notice can be given that transferred holiday is to be taken within a month,\nsince the holiday is considered to be remaining holiday.\u003C\u002Fp>\n\n\u003Cp>However, any holiday corresponding to holiday transferred can only be\nordered to be taken in a notice period if the holiday has already been\nscheduled to this period or if the parties agree otherwise on this.\u003C\u002Fp>\n\n\u003Cp>Any holiday corresponding to holiday transferred cannot be considered as\ntaken in a release from the duty to work period unless this has been agreed.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2222\">5.OFFSETTING HOLIDAY ALLOWANCE\u003C\u002Fh4>\n\n\u003Cp>Holiday allowance specified in the Danish Holiday Act is paid out no later\nthan at the same time as the corresponding holiday begins, or the holiday\nallowance for the period from 1 September to 31 May is paid out with the salary\nfor May, whereas the holiday allowance for the remainder of the holiday year is\npaid out with the salary for August. If the holiday allowance has been paid\nbefore the holiday starts, offsetting can be made on the employee’s\nresignation.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2226\">6.COMMENCEMENT\u003C\u002Fh4>\n\n\u003Cp>This agreement commences on 1 September 2020 and replaces the previous\nAgreement on holiday which is printed on page 52 in the salaried employees\ncollective agreement for Trade, Knowledge and Service 2017\u002F2020.\u003C\u002Fp>\n\n\u003Ch2 id=\"L2230\">Commencement and termination of collective agreements\u003C\u002Fh2>\n\n\u003Cp>Agreement on the understanding of the 50 per cent rule\u003C\u002Fp>\n\n\u003Ch4 id=\"L2234\">1.WHEN SHOULD THE RULE BE MET?\u003C\u002Fh4>\n\n\u003Cp>The calculation to determine whether the 50 per cent rule has been met is\nbased on the employment position in the week in which the request for a\ncollective agreement was received by Dansk Erhverv Arbejdsgiver.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2238\">2.WHICH EMPLOYEES ARE INCLUDED?\u003C\u002Fh4>\n\n\u003Cp>A.Only employees within the scope of the collective agreement are\nincluded.\u003C\u002Fp>\n\n\u003Cp>B.Employees that are covered by para f) of the preamble to the collective\nagreement cannot be included.\u003C\u002Fp>\n\n\u003Cp>C.Spouses, parents, children, siblings and other close family and relations\nby marriage are not included.\u003C\u002Fp>\n\n\u003Cp>D.Sick and absent people (holiday, days off, maternity leave) are included\nif they are still employed by the enterprise, but temporary replacements for\nsuch people are not included even if the period of cover exceeds three\nmonths.\u003C\u002Fp>\n\n\u003Cp>E.Employees under notice of termination are included if they can still be\nregarded as being employed by the enterprise.\u003C\u002Fp>\n\n\u003Cp>Employees who leave in the relevant week are only included if they have been\nemployed for the whole week.\u003C\u002Fp>\n\n\u003Cp>Employees who join in the relevant week are included as if they had been\nemployed by the enterprise for the whole week.\u003C\u002Fp>\n\n\u003Cp>F.Extra staff who are not employed beyond three months are not included.\u003C\u002Fp>\n\n\u003Cp>G.Temporary staff employed through an agency are not included.\u003C\u002Fp>\n\n\u003Cp>H.Home workers are not included.\u003C\u002Fp>\n\n\u003Cp>I.Representatives are not included.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2262\">3.FULL TIME\u002FPART-TIME\u003C\u002Fh4>\n\n\u003Cp>A.Full-time employees, including trainees, count in full.\u003C\u002Fp>\n\n\u003Cp>B.Part-time employees are included as follows:\u003C\u002Fp>\n\u003Cul>\n  \u003Cli>Less than 15 weekly hours: not included\u003C\u002Fli>\n  \u003Cli>From 15 until 30 hours per week: included at 50%\u003C\u002Fli>\n  \u003Cli>30 hours per week or more: included in full\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Cp>C.In the case of a split post, i.e. where an employee works both within and\noutside the scope of the collective agreement, the work carried out within the\nscope of the collective agreement will be included according to the rules for\npart-time employees.\u003C\u002Fp>\n\n\u003Ch2 id=\"L2276\">IT sector\u003C\u002Fh2>\n\n\u003Ch3 id=\"L2278\">Agreement on special provisions for the IT sector\u003C\u002Fh3>\n\n\u003Cp>The provisions supplement the collective agreement and apply to all\nemployees within the IT sector, with the exception of those employees who come\nunder para f) of the preamble to the collective agreement.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2282\">1.DEMARCATION OF THE IT SECTOR AND THE OFFICE SECTOR\u003C\u002Fh4>\n\n\u003Cp>A.The IT sector comprises those functions in which the employee specialises\nin working with IT.\u003C\u002Fp>\n\n\u003Cp>The following examples can be given of job descriptions in the sector:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1)Entering data directly in IT systems via a\nterminal.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">2)Operating IT systems, servers and their\nperipherals.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">3)Monitoring IT systems, servers, the internet and\nnetworks, securing production, including making backups, responsibility for the\nappropriate operation and utilisation of IT production equipment.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">4)Operation planning, production and data\ncontrol.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">5)Design and analysis, programming, implementation,\ntroubleshooting and software documentation.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">6)Installing, customising and implementing\nthird-party software, including working on operating systems.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">7)Project management, project definition and\nproject implementation.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">8)Advice, hotline and user service in connection\nwith the use of IT.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">9)Data library work, internet, web, multimedia and\ndatabase administration.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">10)Working on and responsibility for IT security\nand IT security implementation.\u003C\u002Fp>\n\n\u003Cp>B.Jobs in which employees, in connection with their other work and at user\nlevel, use word processing, spreadsheets, administrative systems, CAD\u002FCAM,\nDesktop Publishing and the internet, for example, fall outside the IT\nsector.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2310\">2.PAYMENT\u003C\u002Fh4>\n\n\u003Cp>The parties recommend that the special requirements of the IT sector should\nbe taken into account when personal pay is negotiated.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2314\">3.TRAINING\u003C\u002Fh4>\n\n\u003Cp>Because of developments taking place in the IT sector, the parties recommend\nthat IT employees are given the opportunity to attend appropriate continuing\nvocational training courses in this sector, see section 16.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2318\">4.ON-CALL SHIFTS AND SHIFT WORKING\u003C\u002Fh4>\n\n\u003Cp>If on-call shift arrangements and work in continuous operation are\nintroduced, negotiations must be opened locally. Either party may request that\nthe parties are involved.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2322\">5.OVERTIME\u003C\u002Fh4>\n\n\u003Cp>The parties agree that overtime can be a special problem in the IT sector\nand therefore recommend that overtime should be limited as much as possible,\nwith due consideration for the needs of the enterprise, and that time should be\ntaken off in lieu of overtime worked wherever possible.\u003C\u002Fp>\n\n\u003Ch2 id=\"L2326\">Laboratory sector\u003C\u002Fh2>\n\n\u003Ch3 id=\"L2328\">Accession agreement for the laboratory sector\u003C\u002Fh3>\n\n\u003Cp>The provisions listed below supplement the Salaried Employees’ Collective\nAgreement for Trade, Knowledge and Service within the laboratory sector.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2332\">1.LABORATORY TRAINEES\u003C\u002Fh4>\n\n\u003Cp>Laboratory trainees are trained in accordance with Executive Order No 976 of\n19 September 2009 on business academy programmes in the laboratory sector, as\namended.\u003C\u002Fp>\n\n\u003Cp>For each training course, a written internship agreement is drawn up in\nrelation to the internship agreement for laboratory trainees agreed by the\nparties, as amended.\u003C\u002Fp>\n\n\u003Cp>Otherwise, reference is made to the rules of the Danish Salaried Employees\nAct.\u003C\u002Fp>\n\n\u003Cp>A. Internship\u003C\u002Fp>\n\n\u003Cp>The internship is conducted in accordance with the provisions of the above\nExecutive Order and according to the guidelines set by the advisory committees\nthat cover the area. The internship is organised in such a way that the trainee\nis given the best possible insight into the enterprise’s laboratory work.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2344\">2.PAY\u003C\u002Fh4>\n\n\u003Cp>A.Laboratory trainees\u003C\u002Fp>\n\n\u003Cp>Laboratory trainees who are being trained in accordance with the above\nExecutive Order.\u003C\u002Fp>\n\n\u003Cp>Minimum payment rate:\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:57.6pt\">\n      \u003Ctd width=\"148\" style=\"width:111.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:57.6pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"DA\" style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" style=\"width:59.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:57.6pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">1\n        March\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">2020\n        DKK per month\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" style=\"width:59.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:57.6pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">1March\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">2021\n        DKK per month\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:60.0pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:57.6pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">1March\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">2022\n        DKK per month\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:44.4pt\">\n      \u003Ctd width=\"148\" style=\"width:111.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:44.4pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:105%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;line-height:105%;font-family:"Times New Roman",serif\">According\n        to 7,\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:105%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;line-height:105%;font-family:"Times New Roman",serif\">subsection\n        4, the fourth year\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" style=\"width:59.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:44.4pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">15,176.00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" style=\"width:59.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:44.4pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">15,434.00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:60.0pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:44.4pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">15,696.00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.7pt\">\n      \u003Ctd width=\"148\" style=\"width:111.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Increase\n        for trainees\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" style=\"width:59.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">1,689.00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" style=\"width:59.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">1,718.00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:60.0pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:18.7pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">1,747.00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:32.15pt\">\n      \u003Ctd width=\"148\" style=\"width:111.1pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:32.15pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Total   \n        minimum\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">payment\n        rate\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" style=\"width:59.5pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:32.15pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">16.865.00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" style=\"width:59.5pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:32.15pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">17,152.00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" style=\"width:60.0pt;border:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:32.15pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">17,443.00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\u003C\u002Fdiv>\u003Cdiv class=\"WordSection1\">\n\u003C\u002Fdiv>\n\n\u003Cp>Payment of laboratory trainees is in accordance with the fourth year trainee\nrate, see section 7(4).\u003C\u002Fp>\n\n\u003Cp>B.Employees trained as laboratory assistants, laboratory and environmental\ntechnicians, those with professional degrees in laboratory, food and process\ntechnology and those with a diploma qualification in biotechnology, process\ntechnology and chemistry, as well as those whose work requires the same\nprofessional qualifications of those of laboratory assistants, are paid\naccording to section 4.\u003C\u002Fp>\n\n\u003Ch4 id=\"L3653\">3.HOLIDAYS\u003C\u002Fh4>\n\n\u003Cp>Laboratory trainees are covered by section 9 of the Danish Holiday Act.\u003C\u002Fp>\n\n\u003Cp>As at From 1 September 2020, the following applies: Laboratory trainees are\ncovered by section 42 of the Danish Holiday Act.\u003C\u002Fp>\n\n\u003Cp>Should the trainee remain with the enterprise after completing the training,\nholiday is paid with the relevant wage.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2392\">4. WORKING ENVIRONMENT\u003C\u002Fh4>\n\n\u003Cp>The parties agree to recommend\u003C\u002Fp>\n\n\u003Cp>•that attempts should be made to limit monotonous, stressful work of a\nlong-lasting nature, e.g. by varying it with other work or by providing\nsuitable time for relaxation;\u003C\u002Fp>\n\n\u003Cp>•that, where a pregnant woman is employed on work which, in the opinion of\na doctor, may entail a risk to the unborn child, the enterprise must as far as\npossible ensure that she is redeployed to other work rather than being sent\nhome.\u003C\u002Fp>\n\n\u003Ch2 id=\"L2400\">Warehouse sector\u003C\u002Fh2>\n\n\u003Ch3 id=\"L2402\">Agreement for the warehouse sector\u003C\u002Fh3>\n\n\u003Cp>This agreement applies to employees who are employed for work solely in\nwarehouses.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2406\">1.WORKING HOURS\u003C\u002Fh4>\n\n\u003Cp>A.The normal weekly effective working hours constitute up to 37 hours.\u003C\u002Fp>\n\n\u003Cp>B.The working hours are set locally at the individual enterprise taking into\nconsideration the interests of the employee and the enterprise.\u003C\u002Fp>\n\n\u003Cp>C.The working hours of both full-time and part-time employees can be\narranged using variable weekly working hours within a period not exceeding 26\nweeks. If the working hours for the period are planned in such a way that they\nexceed 45 hours per week in one or more of these weeks, hours in excess of 45\nhours must be paid with an overtime supplement, see section 3, even if the\naverage weekly working hours for the period have not been exceeded.\u003C\u002Fp>\n\n\u003Cp>All hours up to 37 hours in the individual week, see para a), or as an\naverage for a period, see paragraph 1 of the current provision, are paid for\nboth full-time and part-time employees at the normal wage.\u003C\u002Fp>\n\n\u003Cp>In the absence of local agreement, variable weekly working hours may only be\nintroduced or changed if eight weeks’ notice is given, or with the notice as\nprovided for in the Danish Salaried Employees Act or, for non- salaried staff,\nwith the notice provided for in the collective agreement.\u003C\u002Fp>\n\n\u003Cp>D.The average weekly working hours calculated over a 26-week period may not\nexceed 48 hours including overtime, see Council Directive 93\u002F104\u002FC of 23\nNovember 1993 concerning certain aspects of the organization of working time.\nThe provision in the collective agreement on limiting overtime work remains in\neffect.\u003C\u002Fp>\n\n\u003Cp>E.Employees must have an aggregate break of at least 30 minutes per day,\nunless otherwise agreed. The total break time per day may not exceed one hour.\nWhere the daily working time exceeds six hours, employees are entitled to a\ntotal of 30 minutes of breaks during this time. On days where the working hours\nend before 14:00, it may be agreed between the parties that breaks will not be\ntaken.\u003C\u002Fp>\n\n\u003Cp>F.The provisions do not prevent flexitime schemes being agreed.\u003C\u002Fp>\n\n\u003Cp>G.The employee is entitled to a day off with pay on either 24 December or 31\nDecember, as chosen by the enterprise. Furthermore, the employee is entitled to\ntime off with pay on Constitution Day.\u003C\u002Fp>\n\n\u003Cp>Employees who work on a day off, and who are not employed on a\nfunction-based pay, are paid normal overtime pay, unless the day off falls on a\nSunday. In the latter case, overtime is paid at a rate of 100 per cent.\u003C\u002Fp>\n\n\u003Cp>The enterprise and employee may agree to another day off being granted.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2430\">2.NIGHT WORK\u003C\u002Fh4>\n\n\u003Cp>A.The night-time period is defined as the time from 23:00 to 06:00.\u003C\u002Fp>\n\n\u003Cp>B.Night workers are defined as employees who normally carry out at least\nthree hours of their daily working hours during the night-time period or\nperform work at night for at least 300 hours within a 12-month period.\u003C\u002Fp>\n\n\u003Cp>C.The normal average working hours for night workers, calculated over a\n26-week period, may not exceed eight hours per 24-hour period on average. The\nweekly day off is not included in this calculation.\u003C\u002Fp>\n\n\u003Cp>D.In the case of especially risky work or work that involves significant\nphysical or mental stress, see section 57 of the Danish Working Environment\nAct, night workers may not work more than eight hours in any 24-hour period in\nwhich they do night work.\u003C\u002Fp>\n\n\u003Cp>E.Night workers who suffer from health problems demonstrably attributable to\nthe fact that they do night work must be transferred where possible to daytime\nwork that suits them.\u003C\u002Fp>\n\n\u003Cp>F.Employees must be offered free health checks before they start employment\nas night workers.\u003C\u002Fp>\n\n\u003Cp>G.The parties have also agreed that employees who are classified as night\nworkers must be offered health checks at regular intervals not exceeding two\nyears.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2446\">3.AGREEMENT ON STAGGERED HOURS ALLOWANCE\u003C\u002Fh4>\n\n\u003Cp>The parties agree that voluntary agreements on the payment of staggered\nhours allowances can be entered into at enterprises, see page 65 of the\napplicable agreement.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2450\">4.LOCAL AGREEMENTS AND WAGE FORMATION\u003C\u002Fh4>\n\n\u003Cp>The parties recommend that it is discussed locally at the enterprise the\npossibility of entering into local agreements. It is further recommended that\ndiscussions are initiated locally about the wage formation at the enterprise,\ni.a. with reference to section 4(1) of the collective agreements.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2454\">5.PAY SYSTEMS\u003C\u002Fh4>\n\n\u003Cp>Pay systems may be introduced at the individual enterprise for the purpose\nof enhancing the enterprise’s competitiveness and development and also\nemployee development. If the enterprise or the relevant group of employees\nwishes to introduce such pay systems, local negotiations on this matter will\ntake place in the enterprise. If one of the parties so wishes, the necessary\nassistance may be obtained from the parties.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2458\">6.ON-CALL SHIFTS, TELEPHONE ANSWERING SHIFTS AND WORK IN\nCONTINUOUS OPERATION\u003C\u002Fh4>\n\n\u003Cp>For on-call shifts, telephone answering shifts and work in continuous\noperation, negotiations will be opened locally on shift plans and payment\nrules. Where agreement cannot be reached, either party can request that the\nparties be involved.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2462\">7.NON-STANDARD AGREEMENTS\u003C\u002Fh4>\n\n\u003Cp>The parties therefore agree that, within the scope of the collective\nagreement, non-standard agreements may be entered into in accordance with the\nparties to the agreement in question, as indicated on page 72 of the collective\nagreement.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Ch4 id=\"L2466\">8.SEVERANCE PAY\u003C\u002Fh4>\n\n\u003Cp>If a non-salaried employee who has been employed at the same enterprise as a\nnon-salaried employee for a consecutive period of three, six or eight years is\ndismissed without any fault on their part, at the time of the employee's\nresignation, the enterprise must pay special severance pay at DKK 5,000.\u003C\u002Fp>\n\n\u003Cp>Severance pay is not paid if the employee has found other employment,\nreceives pension or does not receive unemployment benefits for any other reason\nat the time of resignation. However, the severance pay is paid if the employee\nis on family leave granted according to section 118 of the Danish Service Act\nand solely for this reason receives no unemployment benefit. Finally, severance\npay will not be paid if the employee is employed on terms similar to those in\nthe Danish Salaried Employees Act or is already entitled to severance pay,\nextended notice period or similar terms putting the employee in a more\nfavourable position than the general notice provisions in the collective\nagreement.\u003C\u002Fp>\n\n\u003Cp>If the employee’s average weekly working hours are less than 37 hours, the\namount will be calculated pro rata.\u003C\u002Fp>\n\n\u003Cp>This provision applies in connection with dismissals that take place after 1\nMay 2017.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpay\">\u003Ch2 id=\"L2476\">Equal pay\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-GENEQ_trigger\">\u003Ch3 id=\"L2478\">Agreement on the implementation of the Danish Equal Pay Act\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>1.No discrimination on the ground of gender as regards pay may take place in\ncontravention of this agreement. This applies to both direct and indirect\ndiscrimination.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-gender\">\u003Cp>Subsection 2. Any enterprise must give women and men equal pay, including\nall pay elements and pay conditions, for the same work or work given the same\nvalue. If a classification system is used in pay determination, this must be\nbased on the same criteria for male and female employees and be designed to\nprevent any discrimination on the ground of gender.\u003C\u002Fp>\n\n\u003Cp>Subsection 3. The evaluation of the value of the work must take place on the\nbasis of a general evaluation of relevant qualifications and other relevant\nfactors.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>2.Direct discrimination exists where an employee due to his or her gender is\ntreated worse than another employee is, has been or will be treated in a\nsimilar situation. Any form of unequal treatment of a female employee in\nconnection with pregnancy and during the 14 weeks of absence after the birth is\nconsidered direct discrimination.\u003C\u002Fp>\n\n\u003Cp>Subsection 2. Indirect discrimination exists where a provision, a criterion\nor a practice which is seemingly neutral places employees of one gender in a\nless favourable position than persons of the other gender, unless this\nprovision, criterion or practice has a reasoned objective and the means of\nfulfilling it are expedient and necessary.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Subsection 3. Pay means the ordinary basic or minimum wage and all other\nconsideration, whether in cash or in kind, which the employee receives directly\nor indirectly, in respect of his or her employment, from his or her\nenterprise.\u003C\u002Fp>\n\n\u003Cp>3.An employee whose pay is lower than that of others in contravention of\nsection 1 has a claim to the difference.\u003C\u002Fp>\n\n\u003Cp>Subsection 2. An employee whose rights have been violated due to\ndiscrimination as regards pay on the ground of gender may be awarded\ncompensation. The compensation must be fixed with due regard to the employment\nperiod of the employee and other circumstances in the particular case.\u003C\u002Fp>\n\n\u003Cp>The compensation will normally be exhaustive. The parties have also agreed,\nhowever, that the Equal Pay Board established between Dansk Erhverv\nArbejdsgiver and HK\u002FPrivat - HK HANDEL can impose fines when there is a breach\nof the rules on the preparation of equal pay statistics\u002Freports broken down by\ngender, see section 6 below, or where there are specific circumstances.\u003C\u002Fp>\n\n\u003Cp>Demands for fines, see subsection 2, must be raised no later than the\norganisation meeting, see the rules on industrial disputes. After this, no\ndemand for a fine may be raised unless there have been fresh breaches of\nsection 6 or there is new information to support the presumption of systematic\nviolations.\u003C\u002Fp>\n\n\u003Cp>Subsection 3. Where a disagreement includes elements dealt with under the\nrules set out in the Cooperation Agreement, see section 6 below, it can be\naddressed in its entirety by the Equal Pay Board instead of the Cooperation\nBoard, in accordance with the principle of a single system of sanctions.\u003C\u002Fp>\n\n\u003Cp>4.An employee has a right to pass on information relating to own wage\nconditions. This information can be passed to anyone.\u003C\u002Fp>\n\n\u003Cp>5.An enterprise is not allowed to dismiss or otherwise treat an employee,\nincluding an employee representative, unfavourably as a reaction to a complaint\nor for having put forward a claim for equal pay, including equal pay\nconditions, or for passing on information on pay. An enterprise is not allowed\nto dismiss an employee or an employee representative for having put forward a\nclaim under section 7(1).\u003C\u002Fp>\n\n\u003Cp>Subsection 2. It is incumbent on the enterprise to prove that a dismissal\nhas not been effected in contravention of the rules laid down in subsection 1.\nHowever, if the dismissal takes place more than one year after the employee has\nput forward the claim for equal pay, the first sentence only applies where the\nemployee is able to establish factual circumstances which give grounds to\npresume that the dismissal has taken place in contravention of subsection 1.\u003C\u002Fp>\n\n\u003Cp>Subsection 3. A dismissed employee may claim compensation or reemployment.\nAny re-engagement is made in compliance with the principles of the general\nagreement. The compensation must be fixed with due regard to the employment\nperiod of the employee and other circumstances in the particular case.\u003C\u002Fp>\n\n\u003Cp>6.Every year, an enterprise with more than 35 employees must prepare\nstatistics broken down by gender for groups of at least 10 employees of each\ngender categorised by the six-digit DISCO code for consulting and informing\nemployees on pay differences between men and women at the enterprise. However,\nthis does not apply to enterprises in the agriculture, horticulture, forestry\nand fishing industries. If the wage statistics broken down by gender have been\nreceived as confidential information in consideration of the enterprise’s\nlegitimate interests, the information may not be disclosed.\u003C\u002Fp>\n\n\u003Cp>Subsection 2. The wage statistics broken down by gender as stipulated in\nsubsection (1) must be prepared for employee groups with a level of detail\ncorresponding to the six-digit DISCO code. Furthermore, the enterprise is\nobliged to account for the design of the statistics and the wage concept\napplied.\u003C\u002Fp>\n\n\u003Cp>Subsection 3. Enterprises reporting their annual wage statistics to the\nConfederation of Danish Employers may obtain wage statistics broken down by\ngender as stipulated in subsection 1 from Dansk Erhverv Arbejdsgiver.\nEnterprises may alternatively request free statistics broken down by gender\naccording to subsection (1) from Statistics Denmark.\u003C\u002Fp>\n\n\u003Cp>Subsection 4 The enterprise’s obligation to prepare wage statistics broken\ndown by gender in accordance with subsection 1 is lifted if the enterprise and\nthe employees at the enterprise agree to prepare a report. Such report must\ncontain a description of the factors contributing to the determination of pay\nfor men and women at the enterprise as well as specific action-oriented\ninitiatives, which may extend over up to three years, and the follow-up on\nthese during the reporting period. The report must cover all employees at the\nenterprise and be treated in accordance with the rules stipulated in the\ncooperation agreement. The report must be finalised by the end of the calendar\nyear in which the obligation to prepare wage statistics broken down by gender\napplied, at the latest.\u003C\u002Fp>\n\n\u003Cp>7.An employee who finds that the enterprise does not comply with the duty to\noffer equal pay, including equal pay conditions, as stipulated in this\nagreement, may bring industrial action to establish the claim.\u003C\u002Fp>\n\n\u003Cp>Subsection 2. Where an employee who finds that he or she has been\ndiscriminated against under section 1 can demonstrate factual circumstances\nwhich give grounds to presume that direct or indirect discrimination has taken\nplace, it is incumbent on the enterprise to prove that the principle of equal\ntreatment has not been violated.\u003C\u002Fp>\n\n\u003Cp>8.Where HK\u002FPrivat - HK HANDEL finds grounds for an equal pay case, an\ninspection at the enterprise by the parties may be arranged before negotiations\nbegin.\u003C\u002Fp>\n\n\u003Cp>Subsection 2. In connection with the inspection\u002Forganisation negotiations,\nit is agreed what pay details are needed for use in a possible case.\u003C\u002Fp>\n\n\u003Cp>9.Infringements of sections 1-5 and section 7(2) of the present implementing\nagreement may be brought before either the Equal Pay Board set up between DA\nand LO\u002Fthe parties or the civil courts. HK\u002FPrivat - HK HANDEL has chosen the\nforum to be used when a complaint\u002Fsummons is lodged. Regardless of the choice\nof forum, the normal possibilities of negotiation must be exhausted, see the\nintroductory paragraphs and subsection (1) in section 17 of the collective\nagreement. Other matters concerning the interpretation and understanding of and\ncontravention of the Danish Equal Pay Act or equivalent implementing agreements\nmust be brought before the Equal Pay Board set up between DA and LO\u002Fthe\nparties.\u003C\u002Fp>\n\n\u003Cp>10.The parties agree that the Danish Equal Pay Act will accordingly not\napply to employment relationships covered by the collective agreement and that\ndisputes regarding equal pay must be settled in an industrial disputes\nprocedure, but see section 9 of this agreement. \u003C\u002Fp>\n\n\u003Ch2 id=\"L2532\">Pay\u003C\u002Fh2>\n\n\u003Ch3 id=\"L2534\">Agreement on staggered hours allowance\u003C\u002Fh3>\n\n\u003Cp>The parties agree that voluntary agreements on the payment of staggered\nhours allowances can be entered into at the enterprises.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2538\">Agreement on the phasing in of contributions to the free-choice\naccount\u003C\u002Fh3>\n\n\u003Cp>A.New members of Dansk Erhverv Arbejdsgiver who have joined the Salaried\nEmployees’ Collective Agreement no later than three months after becoming a\nmember may opt to phase in the free-choice account under the rules below, if on\ncommencement of employment the enterprise has not already established a\nfree-choice account or similar scheme, or if the enterprise has a free-choice\naccount or similar scheme with lower contributions. An enterprise which before\nthe commencement of employment has a free-choice account or similar scheme with\nthe same contribution as that applicable at the time of commencement of\nemployment, is not covered by the paras B-D below.\u003C\u002Fp>\n\n\u003Cp>B.The enterprise may deduct from the wage the contribution applicable to the\nfree-choice account at the time of commencement of employment, see clause 4(2)\npara B, less 4.0 percentage points. However, no more can be deducted than the\nindividual employee still earns the minimum wage rates determined in the\ncollective agreement and other statutory wage elements of the collective\nagreement.\u003C\u002Fp>\n\n\u003Cp>C. From the commencement of employment, the enterprise is obliged to pay\ncontributions to the free-choice account under section 4(2), para B, less 4\npercentage points, and contributions under the phasing-in scheme in para D\nbelow.If the enterprise does not want to phase in, the full contribution is\npaid in accordance with clause 4(2), para B.\u003C\u002Fp>\n\n\u003Cp>D.As regards the 4.0 percentage points, new members of Dansk Erhverv\nArbejdsgiver may demand phasing in as follows:\u003C\u002Fp>\n\n\u003Cp>No later than three months after becoming a member of Dansk Erhverv\nArbejdsgiver, but with effect from the first day of a month, the enterprise\npays 1.0 per cent as contribution to the free-choice account.\u003C\u002Fp>\n\n\u003Cp>No later than one year after becoming a member, 2.0 per cent is paid as\ncontribution to the free-choice account.\u003C\u002Fp>\n\n\u003Cp>No later than two years after becoming a member, 3.0 per cent is paid as\ncontribution to the free-choice account.\u003C\u002Fp>\n\n\u003Cp>No later than three years after becoming a member, 4.0 per cent is paid as\ncontribution to the free-choice account.\u003C\u002Fp>\n\n\u003Cp>E.In each case, in connection with the accession to the collective\nagreement, it is specified how the phasing-in takes place.\u003C\u002Fp>\n\n\u003Cp>F.Any free-choice account or similar scheme that existed at the time of\ncommencement of the collective agreement, ceases and is replaced by the\ncollective agreement free-choice account.\u003C\u002Fp>\n\n\u003Cp>G.Phasing-in schemes established before 1 March 2020 continue unchanged.\u003C\u002Fp>\n\n\u003Cp>H.With effect from 1 June 2020, HK Handel and HK Privat receive, no later\nthan on the 20th day of each month, an updated membership list of the new\nmembers of Dansk Erhverv Arbejdsgiver for the preceding month.\u003C\u002Fp>\n\n\u003Ch2 id=\"L2566\">Non-standard agreements\u003C\u002Fh2>\n\n\u003Ch3 id=\"L2568\">Agreement on non-standard agreements\u003C\u002Fh3>\n\n\u003Cp>It is agreed that it is appropriate to build up experience of non-standard\nagreements.\u003C\u002Fp>\n\n\u003Cp>The parties therefore agree that, within the scope of the collective\nagreement, non-standard agreements may be entered into, including agreements to\ndeviate from the rules laid down in the collective agreement on wages and\u002For\nworking hours and on matters such as chain cooperation in the\nself-administration of skills development funds.\u003C\u002Fp>\n\n\u003Cp>Such agreements are entered into locally between the enterprise or groups of\nenterprises and the HK trade union representative. Before the agreement can\nenter into force, it must be approved by the parties to the collective\nagreement.\u003C\u002Fp>\n\n\u003Cp>This agreement is entered into as a trial scheme for the period of the\ncollective agreement and will expire at the end of the period unless the\nparties agree to make the agreement permanent.\u003C\u002Fp>\n\n\u003Ch2 id=\"L2578\">Pension\u003C\u002Fh2>\n\n\u003Ch3 id=\"L2580\">Agreement on pension schemes\u003C\u002Fh3>\n\n\u003Ch4 id=\"L2582\">1.RESPECT FOR EXISTING AGREEMENTS\u003C\u002Fh4>\n\n\u003Cp>Existing company schemes that cover all of the groups of employees covered\nby this collective agreement may replace Pension for Salaried Employees - PFA\nPension under the following conditions:\u003C\u002Fp>\n\n\u003Cp>Contributions to the scheme must always be at least equal to the\ncontribution stipulated in the collective agreement, and they must at least\nprovide the insured (or their dependants) with an old age pension, see below,\nand a lump sum of DKK 60,000 in the event of death or disability. If these\nconditions are not satisfied at the outset, the enterprise muse ensure that the\nscheme is modified. In connection with any future adjustments of contribution\nlevels, the enterprise may withhold an amount of the employee’s pay equal to\nthe employee’s contribution to the pension scheme stipulated in the\ncollective agreement.\u003C\u002Fp>\n\n\u003Cp>At least 50 per cent of the contribution to a pension scheme must be used\nfor a lifelong benefit (annuity).\u003C\u002Fp>\n\n\u003Cp>Where a pension is phased in, payments must first be made to the insurance\nelements stipulated in the collective agreement, such that the proportion of\nthe pension contribution to be used for an annuity may be less than 50 per\ncent.\u003C\u002Fp>\n\n\u003Cp>The above requirement applies to all pension schemes covered by the Salaried\nEmployees’ Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>Pension agreements already entered into at enterprises covered by the\ncollective agreement, where the pension contribution to an instalment and\u002For\ncapital pension exceeds 50 per cent, may be retained. Similarly, agreements\nentered into with parts of capital chains covered by the collective agreement\nand members of Dansk Erhverv Arbejdsgiver that differ from the above may be\nretained by shops\u002Fdepartments owned by the same capital chain that were not\ncovered by the collective agreement at the outset.\u003C\u002Fp>\n\n\u003Cp>Enterprises covered by the collective agreement in the future - whether they\nare current or future members of Dansk Erhverv Arbejdsgiver - will fall under a\npension obligation from the date on which the collective agreement comes into\nforce. The conditions that existing pension agreements entered into by such\nenterprises may be considered to satisfy the pension obligations of the\ncollective agreement are that the agreements should have been entered into\nbefore the request for a collective agreement was made, that the conditions\nlisted above concerning compliance with other agreements have been satisfied\n(requirements relating to the benefit structure), and that any necessary\nadjustment of the agreements is made no later than six months after the\ncollective agreement has entered into force.\u003C\u002Fp>\n\n\u003Cp>In groups, the same principles of compliance with existing agreements\napplies as in the enterprises in general in relation to this agreement.\nHowever, an enterprise within a group that is covered by the collective\nagreement but does not have an existing pension agreement may meet the pension\nobligation set out in the collective agreement via an existing pension\nagreement applied elsewhere in the group. This only applies, however, if this\nagreement is generally applied within the group, and if the agreement in the\nsaid enterprise covers all employees under the collective agreement in that\nenterprise.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2600\">2.GROSS PAY AGREEMENTS\u003C\u002Fh4>\n\n\u003Cp>Gross pay agreements, i.e. agreements that entail that the pay should be\ndetermined on the basis of the employee taking the initiative to establish a\npension scheme and finance the contributions from their pay, must be respected\nprovided that they can be documented and were entered into before the end of\nDecember 1992, and on these further conditions:\u003C\u002Fp>\n\n\u003Cp>Under a gross pay agreement, a pension scheme must be established that meets\nthe requirements for existing agreements laid down in this agreement, see the\nabove concerning contributions to existing schemes. A gross pay agreement that\nthe employee did not follow up by establishing a pension scheme before 1\nNovember 1993 - or for enterprises covered by the collective agreement in the\nfuture, no later than three months after the collective agreement entered into\nforce - must be followed up at the request of the enterprise to ensure that a\npension scheme is established.\u003C\u002Fp>\n\n\u003Cp>In this connection, the enterprise is entitled to withhold an amount of the\nemployee’s gross pay equal to the contribution to the pension scheme\nstipulated in the collective agreement (the sum of the agreed employee’s and\nemployer’s contributions). If this has not been done before the time limit, a\npension scheme for the employees concerned must be established within the\nscheme established by the parties to the collective agreement. The full amount\nmust be withheld by the enterprise from the gross pay and paid to the pension\ncompany.\u003C\u002Fp>\n\n\u003Cp>Gross pay agreements entered into from 1 January 1993 onwards must be\nfollowed up by establishing a pension scheme within the scheme founded by the\nparties, and in this connection the enterprise is entitled to withhold an\namount of the employee’s gross pay equal to the contribution to the pension\nscheme stipulated in the collective agreement (the sum of the agreed\nemployee’s and employer’s contributions).\u003C\u002Fp>\n\n\u003Ch4 id=\"L2610\">3.OFFSET\u003C\u002Fh4>\n\n\u003Cp>Where an enterprise is already meeting its pension obligations in accordance\nwith the collective agreement, no changes are made to the total of individual\nemployee’s pay and employer’s contribution to the scheme as a result of the\nmandatory pension contribution under the collective agreement, provided that\nthe enterprise makes use of its offset facility under the collective\nagreement.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2614\">4.PHASING IN OF PENSION\u003C\u002Fh4>\n\n\u003Cp>A.Future members of Dansk Erhverv Arbejdsgiver who have joined the Salaried\nEmployees’ Collective Agreement for Trade, Knowledge and Service no later\nthan three months after becoming a member may opt to phase in the pension\nscheme on the following conditions. However, this excludes enterprises which HK\nHANDEL or HK\u002FPrivat required to join the collective agreement before they\nbecame a member of Dansk Erhverv Arbejdsgiver.\u003C\u002Fp>\n\n\u003Cp>B.The same applies to members of Dansk Erhverv Arbejdsgiver not currently\ncovered by the collective agreement. In this connection, a representative of\nHK, by agreement with the enterprise, may visit the enterprise for the purpose\nof discussing the option to set up a collective agreement with the\nenterprise’s management. HK shall, at the same time as it approaches the\nenterprise, give written notification of this to Dansk Erhverv Arbejdsgiver.\u003C\u002Fp>\n\n\u003Cp>C.The pension scheme is phased in as follows:\u003C\u002Fp>\n\n\u003Cp>No later than three months after becoming a member of Dansk Erhverv\nArbejdsgiver, but with effect from the first of a month, 20 per cent of the\npension contribution applicable on this date must be paid.\u003C\u002Fp>\n\n\u003Cp>One year after joining, the pension contribution is increased to 40 per cent\nof the pension contribution applicable on this date.\u003C\u002Fp>\n\n\u003Cp>Two years after joining, the pension contribution is increased to 60 per\ncent of the pension contribution applicable on this date.\u003C\u002Fp>\n\n\u003Cp>Three years after joining, the pension contribution is increased to 80 per\ncent of the pension contribution applicable on this date.\u003C\u002Fp>\n\n\u003Cp>Four years after joining, the pension contribution is increased to the\npension contribution stipulated in the collective agreement.\u003C\u002Fp>\n\n\u003Cp>The company’s contribution represents 2\u002F3 and the employee’s\ncontribution 1\u002F3.\u003C\u002Fp>\n\n\u003Cp>D.In each case, in connection with the accession to the collective\nagreement, it is specified how the phasing-in takes place.\u003C\u002Fp>\n\n\u003Cp>E.The agreement on pension schemes within the collective agreement\napplies.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2638\">5.CONDITIONS FOR ENTITLEMENT TO PENSION\u003C\u002Fh4>\n\n\u003Cp>All employees must have a pension scheme in place once the following\nconditions have been met:\u003C\u002Fp>\n\n\u003Cp>The scheme covers employees who have reached the age of 18.\u003C\u002Fp>\n\n\u003Cp>However, the age requirement for trainees is 20.\u003C\u002Fp>\n\n\u003Cp>The employee must have been employed continuously for three months at one or\nmore enterprises covered by the collective agreement. This length of service\nrequirement is set aside in cases where the employee was already covered by an\noccupational pension scheme based on a collective agreement when they were\nhired.\u003C\u002Fp>\n\n\u003Cp>For employees who fulfil the above conditions, it also applies that other\nconditions agreed between the parties in order to achieve risk coverage and\nreceive insurance benefits must be met.\u003C\u002Fp>\n\n\u003Cp>For employees who have reached retirement age and where it is not possible\nto pay premiums for risk insurance, the full pension contribution goes to the\nold age pension.\u003C\u002Fp>\n\n\u003Cp>For employees who receive old age pension benefits but are still active on\nthe labour market and fulfil the conditions for entitlement to the pension\nscheme, the enterprise’s pension contributions go to life\nannuity\u002Fdiscontinuing old-age pension without insurance elements. The\nenterprise and the employee can enter into an agreement on the enterprise’s\ncontribution being paid as an allowance not giving entitlement to holiday which\nis paid out annually together with the holiday allowance stipulated in the\nDanish Holiday Act On resignation, this will be paid together with the last\nwage payment. Where the enterprise and the employee have agreed that the\nenterprise’s contribution is paid with the holiday allowance, the enterprise\nmay, from 1 May 2020 choose to pay the enterprise’s pension contribution on\nan ongoing basis with the wage as an allowance not giving entitlement to\nholidays.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Changes as at 1 May 2020\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>For employees reaching the retirement pension age on 1 May 2020 or later,\nthe following applies:\u003C\u002Fp>\n\n\u003Cp>If the employee remains in employment after reaching retirement pension age,\nthe employee must choose whether to continue savings for their pension (as far\nas is possible) or whether the pension is to be paid on an ongoing basis as an\nallowance not giving entitlement to holidays. The insurance coverage ends when\nthe employee reaches retirement age. If the employee fails to make a choice,\nthe enterprise continues paying into the pension scheme.\u003C\u002Fp>\n\n\u003Cp>Employees having attained the age of 60 and who are not already covered by\nthe pension scheme, must not have any labour market pension scheme created. For\nthese employees, the enterprise’s pension contribution is paid together with\nthe holiday allowance. From 1 May 2020, the enterprise may choose to pay the\nenterprise’s pension contributions on an ongoing basis with the salary as an\nallowance not giving entitlement to holidays.\u003C\u002Fp>\n\n\u003Cp>Unless otherwise stipulated in this agreement, the pension scheme must be\nestablished with:\u003C\u002Fp>\n\n\u003Cp>Pension for Funktionærer (pension for salaried employees) - PFA Pension\u003C\u002Fp>\n\n\u003Cp>Sundkrogsgade 4\u003C\u002Fp>\n\n\u003Cp>DK-2100 Copenhagen Ø\u003C\u002Fp>\n\n\u003Cp>Telephone: +45 39175000\u003C\u002Fp>\n\n\u003Ch4 id=\"L2672\">6.CHANGE OF PENSION PROVIDER\u003C\u002Fh4>\n\n\u003Cp>Enterprises covered by collective agreements wanting to make a change of\npension provider, may do so.\u003C\u002Fp>\n\n\u003Cp>The following conditions must be met when there is a change of pension\nprovider:\u003C\u002Fp>\n\n\u003Cp>•A ballot on the change of pension provider must be held among the\nemployees at the enterprise who are entitled to a pension. The enterprise will\ninform the employees of the details and consequences of any change. If a\nmajority of the votes cast are in favour of a change in provider, then this can\ntake place.\u003C\u002Fp>\n\n\u003Cp>•The conditions set in the collective agreement for a change of provider\nmust be fulfilled.\u003C\u002Fp>\n\n\u003Cp>•The transfer of the employees’ deposits in conjunction with a change\nmust take place at no cost to the employees. No deductions may therefore be\nmade from the deposits by either the ceding company or the receiving\ncompany.\u003C\u002Fp>\n\n\u003Cp>•If the administration costs charged by the pension provider are increased\nextraordinarily in relation to general market terms, the parties agree that the\npension can be transferred to an occupational pension chosen by the enterprise,\nthe administration costs of which are in line with general market terms.\u003C\u002Fp>\n\n\u003Cp>Please refer to the guidance on change of pension provider, page 78.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2688\">7.FREE-CHOICE ACCOUNT\u003C\u002Fh4>\n\n\u003Cp>Reference is also made to the rules agreed on the free-choice account, see\nsection 4(2).\u003C\u002Fp>\n\n\u003Ch4 id=\"L2692\">8.INDEMNITY\u003C\u002Fh4>\n\n\u003Cp>Documentation to show that enterprises covered by the collective agreement\nmeet the pension provisions in that agreement may be provided by way of a\ndeclaration from the pension insurance company confirming that the scheme meets\nthe requirements for pension schemes of the collective agreement and that the\npension company warrants this.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2696\">9.RISK SURPLUS\u003C\u002Fh4>\n\n\u003Cp>Any risk surpluses arising from insurance cover must be used to adjust the\npremiums or paid into the funds of those insured.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2700\">10.REPURCHASE OF THE PENSION SCHEME\u003C\u002Fh4>\n\n\u003Cp>The pension scheme may only be repurchased if the insured takes up permanent\nresidence abroad. Repurchase is subject to the applicable tax rules.\u003C\u002Fp>\n\n\u003Cp>Small pension funds may be repurchased in accordance with the applicable tax\nrules. The parties agree an upper limit for repurchase. As at 1 March 2017,\nthis limit has been set at DKK 8,000.00.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Guidance on change of pension provider\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The following rules apply when there is a change of pension provider:\u003C\u002Fp>\n\n\u003Cp>These rules are the same within the scope of the Shop Workers’ Collective\nAgreement and Salaried Employees’ Collective Agreement for Trade, Knowledge\nand Services and apply to those employees who are covered by these\nagreements.\u003C\u002Fp>\n\n\u003Cp>Enterprises covered by collective agreements wanting to make a change of\npension provider, may do so. However, this does not apply to enterprises which\nhave previously had pension agreements with FunktionærPension, or which are\notherwise covered by the FunktionærPension portfolio in Pension for\nsalaried\u003C\u002Fp>\n\n\u003Cp>employees - PFA Pension. Finally, enterprises which have already entered a\npension scheme before entering the collective agreement, and will thus be\ncovered by the pension for salaried employees on accession of the collective\nagreement, cannot change their pension provider unless the parties come to an\nagreement on this.\u003C\u002Fp>\n\n\u003Cp>The conditions for a change of pension provider are:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•A ballot on the change of pension provider must\nbe held among the employees at the enterprise who are entitled to a pension.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•The enterprise must inform the employees of the\ndetails and consequences of any change. If a majority of the votes cast are in\nfavour of a change in provider, then this can take place.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•The conditions set in the collective agreement\nfor a change of provider must be fulfilled. These conditions are that there\nmust be disability and death cover of at least DKK 60,000 and an old age\npension.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•The transfer of the employees’ deposits in\nconjunction with a change must take place at no cost to the employees. No\ndeductions may therefore be made from the deposits by either the ceding company\nor the receiving company.\u003C\u002Fp>\n\n\u003Cp>It is often the enterprise that takes the initiative to change pension\nprovider, sometimes at the request of the employees. It is important for the\nemployees that the process for changing pension provider should be handled in a\nsatisfactory way-\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Works council\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>If the enterprise has a works council, this must be informed of the\nenterprise’s plans to change pension provider before the formal process is\nset in motion.\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Who should participate in the ballot?\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>The ballot must take in those employees eligible for a pension who are\ncovered by the Salaried Employees’ Collective Agreement for Trade, Knowledge\nand Service.\u003C\u002Fp>\n\n\u003Cp>If the enterprise is covered by both the Shop Workers’ Collective\nAgreement and Salaried Employees’ Collective Agreement for Trade, Knowledge\nand Services, a separate ballot must be held for each agreement.\u003C\u002Fp>\n\n\u003Cp>A list should therefore be produced of employees eligible for a pension who\nare to take part in the ballot.\u003C\u002Fp>\n\n\u003Cp>In order to be eligible for a pension under the collective agreement, the\nfollowing conditions must be satisfied on the date of the ballot:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•The employee must have reached the age of 18.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•However, the age requirement for trainees is\n20.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•The employee must have been employed\ncontinuously for three months at one or more enterprises covered by the\ncollective agreement, unless the employee is already covered by a collective\noccupational pension scheme upon joining the enterprise.\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Information material\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>The decision to change pension provider may have significant long-term\nfinancial consequences for employees’ insurance and pension conditions. Any\ndecision to change pension provider should therefore be taken on a well-\ninformed basis.\u003C\u002Fp>\n\n\u003Cp>It is the enterprise’s duty to inform the employees of the details and\nconsequences of any change. It may therefore be relevant to produce an overview\nof the differences between the relevant pension schemes. The information may be\ndrawn up by the relevant pension providers.\u003C\u002Fp>\n\n\u003Cp>The information may be provided in various ways.\u003C\u002Fp>\n\n\u003Cp>The parties recommend that the pension providers should draw up an easily\nunderstandable and concise set of information material explaining the\nadvantages and drawbacks of the different products offered by the companies.\nThis written material should be supplemented by the provision of a staff\nmeeting at which information is given and employees have the opportunity to ask\nquestions.\u003C\u002Fp>\n\n\u003Cp>Employees should be given a period of at least 14 days to seek advice and\nguidance before the ballot on a possible change of pension provider is held.\u003C\u002Fp>\n\n\u003Cp>\u003Cem>No costs to the employees\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>A change of pension provider must not entail any costs to those insured.\nThis means that a change of pension provider must not involve any deduction\nfrom the insured persons’ funds. If the “old” pension provider charges a\nfee for winding up the deposit, the enterprise or the new pension provider must\nbear the cost of this.\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Insurance brokers\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>Insurance brokers are independent persons or companies whose role is to\nobtain the best possible insurance conditions for their customers. Insurance\nbrokers are the enterprise’s advisors.\u003C\u002Fp>\n\n\u003Cp>Where an insurance broker is involved in the change of pension provider, it\nis recommended that the enterprise should inform employees of how the broker is\npaid. This information can be provided together with the other details given to\nemployees in connection with the change of pension provider.\u003C\u002Fp>\n\n\u003Cp>\u003Cem>The ballot itsef\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>There are no rules laid down in the collective agreement for the way in\nwhich the ballot should be conducted.\u003C\u002Fp>\n\n\u003Cp>The ballot may therefore be handled in the way the enterprise finds most\nappropriate.\u003C\u002Fp>\n\n\u003Cp>If there is a request for a secret ballot, the enterprise must consider\nwhether to comply with this request.\u003C\u002Fp>\n\n\u003Cp>If doubts are subsequently raised as to whether the ballot was conducted\ncorrectly, the enterprise needs to be able to document this.\u003C\u002Fp>\n\n\u003Cp>The parties therefore recommend that the ballot should be held in writing.\nThe enterprise may establish a ballot committee with one representative from\nmanagement and one from the staff.\u003C\u002Fp>\n\n\u003Cp>No approval is required.\u003C\u002Fp>\n\n\u003Cp>Dansk Erhverv Arbejdsgiver or HK do not have to approve a change of pension\nprovider.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2786\">11.ADMINISTRATION COSTS FOR COMPANY PENSION SCHEMES\u003C\u002Fh4>\n\n\u003Cp>The parties agree that it is central that the administration costs in\nrelation to company pension schemes are responsible, and that the costs should\nbe kept at an adequate low level. The costs should thus always correspond to\nthe services which the individual employee\u002Fpensioner are granted.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">\u003Ch2 id=\"L2790\">Framework agreement on harassment and violence\u003C\u002Fh2>\n\n\u003Ch3 id=\"L2792\">Agreement on the implementation of the framework agreement on\nharassment and violence at work\u003C\u002Fh3>\n\n\u003Cp>HK\u002FPrivat, HK HANDEL and Dansk Erhverv Arbejdsgiver have entered into the\nfollowing agreement to implement the European framework agreement between\nBusinessEurope, UEAPME, CEEP and ETUC on harassment and violence at work of 26\nApril 2007.\u003C\u002Fp>\n\n\u003Cp>The parties agree that it is a shared responsibility to work to prevent\nharassment and violence at work, and to follow up any instances where\nemployees, managers or employers are subjected to bullying, harassment and\nviolence.\u003C\u002Fp>\n\n\u003Cp>The aim of the agreement is to increase awareness and knowledge of bullying,\nworkplace harassment and violence and to provide an action-oriented framework\nto identify, prevent and manage problems of bullying, harassment and violence\nat work. It is agreed that the parties have already drawn up material on\ndealing with harassment through cooperation in BAR Privat Kontor.\u003C\u002Fp>\n\n\u003Cp>During the period of the collective agreement, the parties will discuss the\nframework within which problems of bullying, harassment and violence can best\nbe resolved.\u003C\u002Fp>\n\n\u003Cp>The parties will investigate whether further tools need to be developed for\nworkplaces to use to prevent and manage harassment and violence. These tools\nmay be developed under the auspices of BAR Privat Kontor.\u003C\u002Fp>\n\n\u003Cp>The parties also intend to discuss how knowledge of bullying, harassment and\nviolence can be disseminated to employers, managers and employees,\nrespectively.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2 id=\"L2806\">Fixed-term employment\u003C\u002Fh2>\n\n\u003Ch3 id=\"L2808\">Agreement on the implementation of the directive on fixed-term\nemployment\u003C\u002Fh3>\n\n\u003Cp>Implementation of Council Directive 99\u002F70\u002FEC of 28 June 1999 on the\nframework agreement concerning fixed- term work entered into between EFS, UNICE\nand CEEP.\u003C\u002Fp>\n\n\u003Cp>Dansk Erhverv Arbejdsgiver and HK\u002FPrivat - HK HANDEL have entered into the\nfollowing agreement in order to implement Council Directive 99\u002F70\u002FEC of 28 June\n1999 on the framework agreement concerning fixed-term work in the office and\nwarehouse workers’ collective agreement.\u003C\u002Fp>\n\n\u003Cp>The parties to the collective agreement agree:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•that the collective agreements between the\nparties do not conflict with the provisions of the above directive;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•that the organisation agreement implements the\nsaid directive.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2822\">1.PURPOSE\u003C\u002Fh4>\n\n\u003Cp>The purpose of the agreement is:\u003C\u002Fp>\n\n\u003Cp>A.to improve the quality of fixed-term work by ensuring the application of\nthe principle of non-discrimination;\u003C\u002Fp>\n\n\u003Cp>B.to establish a framework to prevent abuse arising from the use of\nsuccessive fixed-term employment contracts or relationships.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2830\">2.SCOPE\u003C\u002Fh4>\n\n\u003Cp>This agreement applies to all employees in fixed-term employment who are\ncovered by the collective agreement entered into between the parties.\u003C\u002Fp>\n\n\u003Cp>The agreement does not apply to:\u003C\u002Fp>\n\n\u003Cp>A.employees on initial vocational training and trainee schemes\u003C\u002Fp>\n\n\u003Cp>B.persons supplied to a user centerprise by a temporary staff agency.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2840\">3.DEFINITIONS\u003C\u002Fh4>\n\n\u003Cp>For the purpose of this agreement:\u003C\u002Fp>\n\n\u003Cp>A.“a fixed-term worker”: means a person having an employment contract\nentered into directly between the said person and an employer, or which is part\nof an employment established directly between the said person and an employer\nwhere the expiry of the employment contract or relationship is determined based\non objective criteria, such as a specific date, completing a specific task, or\nthe occurrence of a specific event.\u003C\u002Fp>\n\n\u003Cp>B.“a comparable permanent worker”: means a worker with an employment\ncontract or relationship of indefinite duration, in the same enterprise,\nengaged in the same or similar work\u002Foccupation, due regard being given to\nqualifications\u002Fskills.\u003C\u002Fp>\n\n\u003Cp>Where there is no comparable permanent worker in the same enterprise, the\ncomparison must be made with a full-time worker covered by one of the\nappplicable collective agreements between the parties.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2850\">PRINCIPLE OF NON-DISCRIMINATION\u003C\u002Fh4>\n\n\u003Cp>In respect of employment conditions, fixed-term workers may not be treated\nin a less favourable manner than comparable permanent workers solely because\nthey have a fixed-term contract or relationship unless different treatment is\njustified on objective grounds.\u003C\u002Fp>\n\n\u003Cp>The principle of proportionate pay and proportionate rights apply to the\narea covered by the scope of this agreement.\u003C\u002Fp>\n\n\u003Cp>Length-of-service qualifications in the collective agreement between the\nparties relating to particular conditions of employment must be the same for\nfixed-term workers as for permanent workers except where different\nlength-of-service qualifications are justified on objective grounds.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2858\">PROVISIONS ON ABUSE\u003C\u002Fh4>\n\n\u003Cp>To prevent abuse arising from the use of successive fixed-term employment\ncontracts or relationships, the renewal of such employment contracts or\nrelationships must be based on objective circumstances reflecting the situation\nof the enterprise or the nature of the work or matters specific to the industry\nor the employee.\u003C\u002Fp>\n\n\u003Cp>The parties agree that the above text is not intended to bring about any\nchange to the rules and legal practice applicable to employees covered by the\nexisting collective agreement between the parties.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2864\">6.INFORMATION AND EMPLOYMENT OPPORTUNITIES\u003C\u002Fh4>\n\n\u003Cp>Employers must inform fixed-term workers about vacancies which become\navailable at the enterprise to ensure that they have the same opportunity to\nsecure permanent positions as other workers.\u003C\u002Fp>\n\n\u003Cp>Such information may be provided personally via the relevant trade union\nrepresentatives or by way of a general announcement at a suitable place in the\nenterprise.\u003C\u002Fp>\n\n\u003Cp>As far as possible, employers should facilitate access by its fixed-term\nworkers to have access to appropriate vocational training opportunities to\nenhance their skills, career development and occupational mobility.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2872\">7.INFORMATION AND CONSULTATION\u003C\u002Fh4>\n\n\u003Cp>Persons with fixed-term employment must be taken into consideration in\ncalculating the threshold above which workers’ representative bodies provided\nfor in national and Community law may be constituted in the enterprise as\nrequired by collective agreements, acts etc.\u003C\u002Fp>\n\n\u003Cp>As far as possible, employers should give consideration to the provision of\nappropriate information to existing workers’ representative bodies about\nfixed-term work in the enterprise.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2878\">8.CONCLUDING PROVISIONS\u003C\u002Fh4>\n\n\u003Cp>This agreement does not affect the protection afforded to fixed-time\nemployees by the existing collective agreements between the parties.\u003C\u002Fp>\n\n\u003Cp>This agreement applies subject to more specific community rules.\u003C\u002Fp>\n\n\u003Cp>Any disagreement concerning this agreement must be handled according to the\nnormal rules of industrial disputes and employment law.\u003C\u002Fp>\n\n\u003Cp>The organisation agreement enters into force on 10 July 2002. Cases\nconcerning the interpretation of this agreement that cannot be brought forward\nbefore this date.\u003C\u002Fp>\n\n\u003Cp>This does not, however, apply to breaches of collective agreement\nprovisions.\u003C\u002Fp>\n\n\u003Cp>In case of termination of the collective agreement, the parties are obliged\nto comply with the provisions relating to the implementation of Directive\n99\u002F70\u002FEC of 28 June 1999 on the framework agreement concerning fixed- term work\nentered into between EFS, UNICE and CEEP until another agreement takes its\nplace or the directive is amended. The parties agree that there should be no\nrecourse to arbitration in connection with this implementing agreement.\u003C\u002Fp>\n\n\u003Ch2 id=\"L2892\">Union representatives\u003C\u002Fh2>\n\n\u003Ch3 id=\"L2894\">Agreement on dismissal of union representatives etc.\u003C\u002Fh3>\n\n\u003Cp>The parties have agreed that section 13(8) of the Salaried Employees’\nCollective Agreement for Trade, Knowledge and Service also applies to members\nof HK\u002FPrivat or HK HANDEL who have been elected as trade union representatives\nor working environment representatives, members of the European Works Council\nemployed in Denmark and board members and substitutes elected by employees at\nthe enterprises where the Salaried Employees’ Collective Agreement for Trade,\nKnowledge and Service has not entered into force.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2898\">Agreement on pilot schemes on fixed office hours for union\nrepresentatives\u003C\u002Fh3>\n\n\u003Cp>As a pilot scheme, in the collective agreement period voluntary agreements\ncan be concluded between the enterprise and the union representative on fixed\noffice hours, according to detailed agreement between the parties.\u003C\u002Fp>\n\n\u003Cp>Office hours may consist in trade union representatives being able to go\nround talking to their colleagues and keeping their mobile phone turned on at\nset times\u003C\u002Fp>\n\n\u003Cp>If office hours are agreed, this will not restrict trade union\nrepresentatives’ general right to have the necessary time off to carry out\ntheir employee representation duties.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2906\">Agreement on regional union representatives\u003C\u002Fh3>\n\n\u003Cp>Voluntary agreements on regional trade union representatives may be entered\ninto between the enterprise and the employees where specifically agreed between\nHK\u002FPrivat - HK HANDEL and Dansk Erhverv Arbejdsgiver.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2910\">ELIGIBILITY\u003C\u002Fh4>\n\n\u003Cp>The same rules apply to eligibility as a regional union representative as\nunder the general rules for trade union representatives.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2914\">HOW CAN A REGIONAL TRADE UNION REPRESENTATIVE BE ELECTED?\u003C\u002Fh4>\n\n\u003Cp>The unionised employees in the region can elect a regional union\nrepresentative from their number.\u003C\u002Fp>\n\n\u003Cp>Where a regional union representative is elected, the election of the\nexisting trade union representatives in the relevant region will lapse.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2920\">ELECTION OF A REGIONAL UNION REPRESENTATIVE\u003C\u002Fh4>\n\n\u003Cp>The rules in the collective agreement on the election of trade union\nrepresentatives also apply to the regional union representative.\u003C\u002Fp>\n\n\u003Cp>Duties, obligations and dismissal of the regional union representative.\u003C\u002Fp>\n\n\u003Cp>The rules in the collective agreement on the duties and obligations of trade\nunion representatives also apply to the regional union representative.\u003C\u002Fp>\n\n\u003Cp>The rules in the collective agreement on the dismissal of trade union\nrepresentatives also apply to the regional union representative.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2930\">TERMINATION\u003C\u002Fh4>\n\n\u003Cp>Corporate agreements on regional trade union representatives may be\nterminated by either side giving six months’ notice.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2934\">Time off for union representative duties\u003C\u002Fh4>\n\n\u003Cp>The parties agree that Dansk Erhverv Arbejdsgiver to its member organisation\nrecommends that members of HK Privat and HK Handel’s sector board, union\ncommittee and HK’s general council are given the necessary time off to attend\nto these duties. HK Privat and HK Handel will inform Dansk Erhverv Arbejdsgiver\nof the elections made.\u003C\u002Fp>\n\n\u003Ch2 id=\"L2938\">Education etc.\u003C\u002Fh2>\n\n\u003Ch3 id=\"L2940\">Agreement on handling of failure report\u002Fpayment to the\ncompetency development fund\u003C\u002Fh3>\n\n\u003Cp>In the current scheme, Kompetencefonde.dk is responsible for collecting\ncontributions to the skills development fund on behalf of the trade unions.\nKompetencefonde.dk sends letters to the enterprises explaining how reporting\nand payment should be made.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2944\">FAILURE TO REPORT\u003C\u002Fh4>\n\n\u003Cp>Based on reports to Kompetencefonde.dk from Dansk Erhverv Arbejdsgiver,\nKompetencefonde.dk sends notifications to the enterprises that they are\nrequired to report via Kompetencefonde.dk. If the enterprise does not report,\nKompetencefonde.dk reminds the company twice before forwarding details of the\nlack of reporting to Dansk Erhverv Arbejdsgiver. Kompetencefonde.dk supplies\ndetails of the failure to report to Dansk Erhverv Arbejdsgiver 14 days after\nsending the second reminder.\u003C\u002Fp>\n\n\u003Cp>On receipt of these details from Kompetencefonde.dk, Dansk Erhverv\nArbejdsgiver has six weeks to ensure that the enterprise reports to\nKompetencefonde.dk.\u003C\u002Fp>\n\n\u003Cp>After this deadline, Dansk Erhverv Arbejdsgiver forwards to HK\u002FPrivat - HK\nHANDEL a list of enterprises that still have not reported to Kompetencefonde.dk\nafter the reminder procedure from Dansk Erhverv Arbejdsgiver.\u003C\u002Fp>\n\n\u003Cp>At the request of one of the parties, an organisation meeting must be held.\nThis request must be submitted no later than 14 days after Dansk Erhverv\nArbejdsgiver has sent to HK\u002FPrivat - HK HANDEL the list of member enterprises\nthat have not reported.\u003C\u002Fp>\n\n\u003Cp>HK\u002FPrivat - HK HANDEL then send the cases to the Danish Confederation of\nTrade Unions (LO) for the purpose of convening a joint meeting.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2956\">NON-PAYMENT\u003C\u002Fh4>\n\n\u003Cp>Based on reports to Kompetencefonde.dk, Kompetencefonde.dk sends a bill to\nthe enterprise. If the enterprise does not pay, Kompetencefonde.dk reminds the\nenterprise twice before forwarding details to Dansk Erhverv\u003C\u002Fp>\n\n\u003Cp>Arbejdsgiver. Kompetencefonde.dk forwards details of the failure to pay to\nDansk Erhverv Arbejdsgiver 14 days after sending the second reminder.\u003C\u002Fp>\n\n\u003Cp>On receipt of these details from Kompetencefonde.dk, Dansk Erhverv\nArbejdsgiver has further six weeks to ensure that the enterprise pays the\namount billed.\u003C\u002Fp>\n\n\u003Cp>After this deadline, Dansk Erhverv Arbejdsgiver forwards to HK\u002FPrivat - HK\nHANDEL a list of enterprises that still have not paid to Kompetencefonde.dk\nafter the reminder procedure from Dansk Erhverv Arbejdsgiver.\u003C\u002Fp>\n\n\u003Cp>At the request of one of the parties, an organisation meeting must be held.\nThis request must be submitted no later than 14 days after Dansk Erhverv\nArbejdsgiver has sent to HK\u002FPrivat - HK HANDEL the list of enterprises that\nhave not paid.\u003C\u002Fp>\n\n\u003Cp>HK\u002FPrivat - HK HANDEL then send the cases to the Danish Confederation of\nTrade Unions (LO) for the purpose of convening a joint meeting.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2970\">Agreement on the imposition of fines\u003C\u002Fh3>\n\n\u003Cp>Dansk Erhverv Arbejdsgiver and HK\u002FPrivat - HK HANDEL have agreed the\nfollowing system of fines in cases concerning the skills development fund,\nwhere reporting\u002Fpayment has not taken place before the case was passed to\nHK\u002FPrivat - HK HANDEL:\u003C\u002Fp>\n\u003Cul>\n  \u003Cli>Missing or late reporting to the skills development fund\u003C\u002Fli>\n  \u003Cli>Missing or late payment of contributions\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoTableGrid\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\" style=\"margin-left:17.0pt;border-collapse:collapse;border:none\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"157\" style=\"width:117.45pt;border:solid windowtext 1.0pt;padding:   0cm 5.4pt 0cm 5.4pt\">\u003Cp class=\"Szvegtrzs1\" style=\"line-height:105%\">\u003Cspan style=\"font-size:12.0pt;   line-height:105%;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" style=\"width:92.1pt;border:solid windowtext 1.0pt;border-left:   none;padding:0cm 5.4pt 0cm 5.4pt\">\u003Cp class=\"Szvegtrzs1\" style=\"line-height:105%\">\u003Cspan style=\"font-size:12.0pt;   line-height:105%;font-family:"Times New Roman",serif\">1st\n        time\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" style=\"width:92.15pt;border:solid windowtext 1.0pt;border-left:   none;padding:0cm 5.4pt 0cm 5.4pt\">\u003Cp class=\"Szvegtrzs1\" style=\"line-height:105%\">\u003Cspan style=\"font-size:12.0pt;   line-height:105%;font-family:"Times New Roman",serif\">2nd\n        time\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" style=\"width:92.15pt;border:solid windowtext 1.0pt;border-left:   none;padding:0cm 5.4pt 0cm 5.4pt\">\u003Cp class=\"Szvegtrzs1\" style=\"line-height:105%\">\u003Cspan style=\"font-size:12.0pt;   line-height:105%;font-family:"Times New Roman",serif\">3rd\n        time\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" style=\"width:73.65pt;border:solid windowtext 1.0pt;border-left:   none;padding:0cm 5.4pt 0cm 5.4pt\">\u003Cp class=\"Szvegtrzs1\" style=\"line-height:105%\">\u003Cspan style=\"font-size:12.0pt;   line-height:105%;font-family:"Times New Roman",serif\">Subsequent\n        times\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"157\" style=\"width:117.45pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm 5.4pt 0cm 5.4pt\">\u003Cp class=\"Szvegtrzs1\" style=\"line-height:105%\">\u003Cspan style=\"font-size:12.0pt;   line-height:105%;font-family:"Times New Roman",serif\">Missing\n        reporting Out of court fine\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" style=\"width:92.1pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 5.4pt 0cm 5.4pt\">\u003Cp class=\"Szvegtrzs1\" style=\"line-height:105%\">\u003Cspan style=\"font-size:12.0pt;   line-height:105%;font-family:"Times New Roman",serif\">DKK\n        2,000\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" style=\"width:92.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 5.4pt 0cm 5.4pt\">\u003Cp class=\"Szvegtrzs1\" style=\"line-height:105%\">\u003Cspan style=\"font-size:12.0pt;   line-height:105%;font-family:"Times New Roman",serif\">DKK\n        4,000\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" style=\"width:92.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 5.4pt 0cm 5.4pt\">\u003Cp class=\"Szvegtrzs1\" style=\"line-height:105%\">\u003Cspan style=\"font-size:12.0pt;   line-height:105%;font-family:"Times New Roman",serif\">DKK\n        6,500\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" style=\"width:73.65pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 5.4pt 0cm 5.4pt\">\u003Cp class=\"Szvegtrzs1\" style=\"line-height:105%\">\u003Cspan style=\"font-size:12.0pt;   line-height:105%;font-family:"Times New Roman",serif\">Same\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"157\" style=\"width:117.45pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm 5.4pt 0cm 5.4pt\">\u003Cp class=\"Szvegtrzs1\" style=\"line-height:105%\">\u003Cspan style=\"font-size:12.0pt;   line-height:105%;font-family:"Times New Roman",serif\">Non-payment\n        Out of court fine\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" style=\"width:92.1pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 5.4pt 0cm 5.4pt\">\u003Cp class=\"Szvegtrzs1\" style=\"line-height:105%\">\u003Cspan style=\"font-size:12.0pt;   line-height:105%;font-family:"Times New Roman",serif\">At\n        least DKK 2,000 or 20 percent\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" style=\"width:92.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 5.4pt 0cm 5.4pt\">\u003Cp class=\"Szvegtrzs1\" style=\"line-height:105%\">\u003Cspan style=\"font-size:12.0pt;   line-height:105%;font-family:"Times New Roman",serif\">At\n        least DKK 4,000 or 20 percent\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" style=\"width:92.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 5.4pt 0cm 5.4pt\">\u003Cp class=\"Szvegtrzs1\" style=\"line-height:105%\">\u003Cspan style=\"font-size:12.0pt;   line-height:105%;font-family:"Times New Roman",serif\">At\n        least DKK 6,500 or 20 percent\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" style=\"width:73.65pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 5.4pt 0cm 5.4pt\">\u003Cp class=\"Szvegtrzs1\" style=\"line-height:105%\">\u003Cspan style=\"font-size:12.0pt;   line-height:105%;font-family:"Times New Roman",serif\">Same\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"157\" style=\"width:117.45pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm 5.4pt 0cm 5.4pt\">\u003Cp class=\"Szvegtrzs1\" style=\"line-height:105%\">\u003Cspan style=\"font-size:12.0pt;   line-height:105%;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" style=\"width:92.1pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 5.4pt 0cm 5.4pt\">\u003Cp class=\"Szvegtrzs1\" style=\"line-height:105%\">\u003Cspan style=\"font-size:12.0pt;   line-height:105%;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" style=\"width:92.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 5.4pt 0cm 5.4pt\">\u003Cp class=\"Szvegtrzs1\" style=\"line-height:105%\">\u003Cspan style=\"font-size:12.0pt;   line-height:105%;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" style=\"width:92.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 5.4pt 0cm 5.4pt\">\u003Cp class=\"Szvegtrzs1\" style=\"line-height:105%\">\u003Cspan style=\"font-size:12.0pt;   line-height:105%;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" style=\"width:73.65pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 5.4pt 0cm 5.4pt\">\u003Cp class=\"Szvegtrzs1\" style=\"line-height:105%\">\u003Cspan style=\"font-size:12.0pt;   line-height:105%;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"157\" style=\"width:117.45pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm 5.4pt 0cm 5.4pt\">\u003Cp class=\"Szvegtrzs1\" style=\"line-height:105%\">\u003Cspan style=\"font-size:12.0pt;   line-height:105%;font-family:"Times New Roman",serif\">Missing\n        reporting Fine settlement at joint meetings\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" style=\"width:92.1pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 5.4pt 0cm 5.4pt\">\u003Cp class=\"Szvegtrzs1\" style=\"line-height:105%\">\u003Cspan style=\"font-size:12.0pt;   line-height:105%;font-family:"Times New Roman",serif\">DKK\n        3,000\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" style=\"width:92.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 5.4pt 0cm 5.4pt\">\u003Cp class=\"Szvegtrzs1\" style=\"line-height:105%\">\u003Cspan style=\"font-size:12.0pt;   line-height:105%;font-family:"Times New Roman",serif\">DKK\n        5,500\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" style=\"width:92.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 5.4pt 0cm 5.4pt\">\u003Cp class=\"Szvegtrzs1\" style=\"line-height:105%\">\u003Cspan style=\"font-size:12.0pt;   line-height:105%;font-family:"Times New Roman",serif\">DKK\n        8,250\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" style=\"width:73.65pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 5.4pt 0cm 5.4pt\">\u003Cp class=\"Szvegtrzs1\" style=\"line-height:105%\">\u003Cspan style=\"font-size:12.0pt;   line-height:105%;font-family:"Times New Roman",serif\">Same\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"157\" style=\"width:117.45pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm 5.4pt 0cm 5.4pt\">\u003Cp class=\"Szvegtrzs1\" style=\"line-height:105%\">\u003Cspan style=\"font-size:12.0pt;   line-height:105%;font-family:"Times New Roman",serif\">Non-payment\n        Fine settlement at joint meetings\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" style=\"width:92.1pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 5.4pt 0cm 5.4pt\">\u003Cp class=\"Szvegtrzs1\" style=\"line-height:105%\">\u003Cspan style=\"font-size:12.0pt;   line-height:105%;font-family:"Times New Roman",serif\">At\n        least DKK 3,000 or 25 percent\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" style=\"width:92.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 5.4pt 0cm 5.4pt\">\u003Cp class=\"Szvegtrzs1\" style=\"line-height:105%\">\u003Cspan style=\"font-size:12.0pt;   line-height:105%;font-family:"Times New Roman",serif\">At\n        least DKK 5,500 or 25 percent\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" style=\"width:92.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 5.4pt 0cm 5.4pt\">\u003Cp class=\"Szvegtrzs1\" style=\"line-height:105%\">\u003Cspan style=\"font-size:12.0pt;   line-height:105%;font-family:"Times New Roman",serif\">At\n        least DKK 8,250 or 25 percent\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" style=\"width:73.65pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 5.4pt 0cm 5.4pt\">\u003Cp class=\"Szvegtrzs1\" style=\"line-height:105%\">\u003Cspan style=\"font-size:12.0pt;   line-height:105%;font-family:"Times New Roman",serif\">Same\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The reference period for repeated instances is the preceding three years.\u003C\u002Fp>\n\n\u003Cp>The agreement enters into force on 1 March 2012 for cases of failure to\nreport\u002Fpay from and including the 2012 payment and reporting year.\u003C\u002Fp>\n\n\u003Cp>Either party may terminate the agreement by giving three months’ notice,\nbut no earlier than 28 February 2014.\u003C\u002Fp>\n\n\u003Ch3 id=\"L3012\">Agreement on the Industry Competence Development Fund\u003C\u002Fh3>\n\n\u003Ch4 id=\"L3014\">1.PURPOSE\u003C\u002Fh4>\n\n\u003Cp>The object of the Office and Warehouse Sector’s Competence Development\nFund is to ensure the development of the employees' competences with a view to\nmaintaining and strengthening the enterprises' competitiveness in a globalised\neconomy. In addition, the object of the fund is to support the development of\nthe employees' competences in order to maintain and strengthen their employment\nopportunities.\u003C\u002Fp>\n\n\u003Cp>With a view to further increasing efforts in this area, the parties have\nestablished the Office and Warehouse Sector’s Skills Development Fund, which\nis intended to provide grants for training and skills development in the\nindividual enterprise, including providing grants for employees to attend\nskills development activities of their choice.\u003C\u002Fp>\n\n\u003Cp>With this agreement, the parties wish to create a dynamic basis for the use\nand administration of resources that the parties agree to allocate according to\nsection 16(3) of the Salaried Employees’ Collective Agreement for Trade,\nKnowledge and Service. The aim is for these resources to be used for the\nbenefit of employees’ employment opportunities, in both the short and the\nlong term, and to benefit the enterprises’ skills development. At the same\ntime, the competitiveness of the office and warehouse business should be\npromoted in the best possible way.\u003C\u002Fp>\n\n\u003Ch4 id=\"L3022\">2.TIME OFF FOR EDUCATION AND TRAINING\u003C\u002Fh4>\n\n\u003Cp>The entitlement to time off for education and training laid down in the\ncollective agreements has been extended to allow time for self-selected\ntraining which is relevant to employment within the scope of the Salaried\nEmployees’ Collective Agreement for Trade, Knowledge and Service. A condition\nof entitlement to time off for education and training that the enterprise does\nnot consider relevant to the enterprise is that the employee can obtain a grant\nfor this training according to the rules for skills development support set out\nbelow.\u003C\u002Fp>\n\n\u003Cp>Employees with at least six months' length of service are entitled to up to\ntwo weeks off a year for education and training of their own choice relevant to\nemployment within the area covered by the collective agreements.\u003C\u002Fp>\n\n\u003Cp>Such time off may, for example, be spent on basic or advanced training,\ngeneral or vocational supplementary and further education and training or on\nparticipation in assessments of real skills development in the framework of\npublic or private bodies.\u003C\u002Fp>\n\n\u003Ch4 id=\"L3030\">3.CONTRIBUTIONS\u003C\u002Fh4>\n\n\u003Cp>A.The enterprise pays an amount corresponding to DKK 920,00 per year per\nfull-time employee covered by the collective agreement. For part-time\nemployees, this amount will be reduced pro rata.\u003C\u002Fp>\n\n\u003Cp>B.Basis of calculation. The contribution is calculated based on the number\nof employees covered by the Salaried Employees collective agreement for Trade,\nKnowledge and Service.\u003C\u002Fp>\n\n\u003Ch4 id=\"L3036\">4.OFFICE AND WAREHOUSE SECTOR’S SKILLS DEVELOPMENT FUND\u003C\u002Fh4>\n\n\u003Cp>A.The parties to the collective agreement have establish a joint ownership\nto manage the contributions paid in accordance with subsection 3. The specific\nguidelines for this are laid down in the statutes of the skills development\nfund. The parties are equally represented on the board of the fund.\u003C\u002Fp>\n\n\u003Cp>B.The board of the fund will adopt the rules for:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•administration and collection of\ncontributions;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•the guidelines for allocation, see paragraph\nd;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•financial statements etc., as the fund's\nfinancial statements must be audited;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•the determination and collection of\ncontributions to the State Grant System for Adult Training to the extent that\nthis task is transferred labour market parties.\u003C\u002Fp>\n\n\u003Cp>The board of the fund may also lay down guidelines for reporting relating to\ncompetence development grants administered by the enterprise as a supplement to\nthe provisions in paragraph 5.\u003C\u002Fp>\n\n\u003Cp>C.Applications.\u003C\u002Fp>\n\n\u003Cp>Grants from the fund may be applied for by employees employed at an\nenterprise covered by the salaried employees collective agreement for Trade,\nKnowledge and service, provided that such enterprise has not set up its own\ncompetence development account etc., see paragraph 5. Applications must be\nsubmitted through the enterprise which must certify that the employment is\ncovered by the salaried employees collective agreement for Trade, Knowledge and\nService and at the same time discloses the employee's wages. Enterprises may\nalso request grants from the fund’s resources for use in training and skills\ndevelopment in the individual enterprise.\u003C\u002Fp>\n\n\u003Cp>D.Use.\u003C\u002Fp>\n\n\u003Cp>Within the financial capacity of the fund, the Skills Development Fund may\nprovide grants for employees’ training activities covered by section 16(4)\nand (5) of the Salaried Employees’ Collective Agreement for Trade, Knowledge\nand Service. The funds may be used:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•to cover the external costs of training (course\nfee, course material, any transport costs etc.)\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•to partially cover the employee's income loss\nduring the training period, up to an amount with the addition of any public\nincome loss compensation constitutes 85% of the personal wages.\u003C\u002Fp>\n\n\u003Cp>When awarding grants, the fund must aim at achieving a fair balance between\nthe different trade groups under the collective agreement in proportion to the\ncontributions made for such groups.\u003C\u002Fp>\n\n\u003Cp>Within the financial capacity of the fund, the Skills Development Fund may\nalso provide grants for enterprises’ skills development. Grants may be\napplied for, among other things:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Skills\u002Ftraining planning\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Costs incidental to external training\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Costs incidental to internal training comparable\nwith external training\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Training in the form of e-learning\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Documentation of real skills and development of\nmethods in that connection\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Intellectual capital accounts with emphasis on\nthe competencies of the employees\u003C\u002Fp>\n\n\u003Cp>At least 55 per cent of the fund’s resources should be used for\nself-selected training.\u003C\u002Fp>\n\n\u003Ch4 id=\"L3082\">5.SKILLS DEVELOPMENT SUPPORT ADMINISTERED WITHIN THE\nENTERPRISE\u003C\u002Fh4>\n\n\u003Cp>A.Member enterprises that themselves wish to administer the training\nresources may administer and pay out the resources mentioned in paras a and b\nof paragraph 3. The enterprise must have established a training committee and\nhave at least 80 employees covered by para b of paragraph 3.\u003C\u002Fp>\n\n\u003Cp>B.If the condition in para a) is no longer fulfilled, paragraph 4 will apply\nto the enterprise from the next calendar year. Any residual balance from the\nenterprise’s skills development account must be transferred to the Office and\nWarehouse Sector’s Skills Development Fund.\u003C\u002Fp>\n\n\u003Cp>C.Local framework and plans\u003C\u002Fp>\n\n\u003Cp>The enterprise must take steps to ensure that general budgets and priorities\nfor the use of the skills development account resources are established in\nconsultation with employees. The enterprise's education and training committee\nwill determine the criteria for awarding grants. Grants may only be awarded in\naccordance with the provisions in 4(d).\u003C\u002Fp>\n\n\u003Cp>In the planning, it must be ensured that grants will be awarded for both\ncompetence development aimed at qualifying the employees to undertake other\nfunctions at the enterprise and for competence development strengthening the\nindividual employee's qualifications and employment opportunities within the\nareas covered by the collective agreement, and the enterprise’s general needs\nfor competence development must be taken into account.\u003C\u002Fp>\n\n\u003Cp>Subject to local agreement, the competence development account may be used\nfor other education and training in connection with resignation.\u003C\u002Fp>\n\n\u003Cp>D.Award\u003C\u002Fp>\n\n\u003Cp>The employees may apply for grants within the framework provided in para C\nabove. The training committee bears the overall responsibility for the criteria\nfor allocating resources, see para C. It is a prerequisite for allocating a\ngrant that resources must be available in the skills development account. The\neducation and training committee may adopt to save funds in the account for\nfuture education and training activities. Unless otherwise agreed, any excess\nfunds corresponding to more than one year's contributions are transferred to\nthe Office and Warehouse Sector’s Competence Development Fund. The\nenterprise's education and training manager assesses whether the application\nmeets the criteria and framework determined by the education and training\ncommittee and awards the grants on that basis.\u003C\u002Fp>\n\n\u003Cp>If an application is rejected, the employee is entitled to receive a written\njustification, and when the rejection has been subjected to a hearing in the\neducation and training committee, the union representative may demand that the\ncase be made subject to an industrial procedure. However, the case may not be\nreferred to industrial arbitration.\u003C\u002Fp>\n\n\u003Cp>E.Administration\u003C\u002Fp>\n\n\u003Cp>The enterprise is charged with the ongoing administration of the\nenterprise's competence development account. In connection with the preparation\nof the annual report, the enterprise's auditors must certify that the funds\nhave been allocated and used or transferred in accordance with these\nprovisions. The enterprise's fulfilment of its duty to calculate, allocate and\nsettle course accounts is only enforced under the rules for the processing of\ndisagreements, see section 17, including through any industrial arbitration.\u003C\u002Fp>\n\n\u003Ch4 id=\"L3106\">6.OTHER COLLECTIVE AGREEMENT AREAS\u003C\u002Fh4>\n\n\u003Cp>A.Dansk Erhverv Arbejdsgiver may decide to allow other collective agreement\nareas or other enterprises to be included in the scheme established under\nparagraph 3. Separate accounts must be kept to ensure that the funds from one\narea are not allocated to another.\u003C\u002Fp>\n\n\u003Cp>B.Enterprises that follow the provisions in the Salaried Employees’\nCollective Agreement for Trade, Knowledge and Service without being members of\nDansk Erhverv Arbejdsgiver, e.g. in accession agreements, must pay into the\nOffice and Warehouse Sector’s Skills Development Fund. The board of the fund\nmay instruct such enterprises to pay a cost-related administration fee for\nprocessing applications from these enterprises' and the employees of these\nenterprises. The board of the fund ensures that resources from these\nenterprises are kept separate in the accounts from the resources of member\nenterprises of Dansk Erhverv Arbejdsgiver.\u003C\u002Fp>\n\n\u003Ch4 id=\"L3112\">7.COLLECTIVE AGREEMENT PROVISIONS\u003C\u002Fh4>\n\n\u003Cp>In the event of disagreements between the contents of the collective\nagreement and the agreement on the Industry Competence Development Fund, the\nlatter applies.\u003C\u002Fp>\n\n\u003Ch4 id=\"L3116\">8.BASIC CONDITIONS FOR THE SCHEME\u003C\u002Fh4>\n\n\u003Cp>If, during the term of the collective agreement, the Danish Parliament\nadopts rules on supplementary training, introducing new payment obligations or\nother obligations for the parties to the collective agreement, the member\nenterprises and\u002For the employees, this agreement will lapse.\u003C\u002Fp>\n\n\u003Ch3 id=\"L3120\">Agreement on derogation from the agreement on the Industry\nCompetence Development Fund\u003C\u002Fh3>\n\n\u003Cp>It has been agreed to derogate from the Agreement on the Industry Competence\nDevelopment Fund that forms part of the collective agreement in the following\nareas:\u003C\u002Fp>\n\n\u003Cp>1.The condition in the agreement requiring six months’ length of service\nto acquire the right to time off for self- selected training, see paragraph 2,\nsecond sentence of the agreement, does not apply in the period of the\ncollective agreement. There is therefore no length of service requirement in\nthe collective agreement period.\u003C\u002Fp>\n\n\u003Cp>However, the right to self-selected training does not apply in the notice\nperiod, see section 16(5), third paragraph, and the trainee’s right to\nsupport for training outside working hours, see section 7(13), or to agency\nstaff, where the length of service requirement of six months is upheld.\u003C\u002Fp>\n\n\u003Cp>2.The condition in the agreement to the effect that grants to cover part of\nemployee’s loss of pay during training cannot exceed an amount that, together\nwith any public compensation for loss of wages, makes up 85 per cent of the\npersonal pay, see paragraph 4, para d) of the agreement, must be amended in the\ncollective agreement period so as to cover 100 per cent of personal pay.\u003C\u002Fp>\n\n\u003Cp>The agreement applies in the collective agreement period and lapses without\nfurther notice on 29 February 2020.\u003C\u002Fp>\n\n\u003Ch3 id=\"L3132\">Agreement on staff appraisals (MUS)\u003C\u002Fh3>\n\n\u003Cp>In order to promote skills development among all employee groups, the\nparties agree on a joint initiative aimed at encouraging the use of staff\nappraisals in the enterprises.\u003C\u002Fp>\n\n\u003Cp>The parties undertake to work for the continued roll-out of staff appraisals\nin enterprises covered by the collective agreement based on marketing of\nwww.samtalens123.dk.\u003C\u002Fp>\n\n\u003Cp>The parties also undertake to monitor developments in the roll-out and use\nof staff appraisals during the period of the collective agreement with a view\nto evaluating the joint marketing initiative.\u003C\u002Fp>\n\n\u003Cp>The marketing initiative and follow-up will be organised under the auspices\nof the Training and Cooperation Fund for the Office and Warehouse Sector.\u003C\u002Fp>\n\n\u003Ch3 id=\"L3142\">Agreement on qualification improvement\u003C\u002Fh3>\n\n\u003Cp>In order the strengthen the skills development of enterprises and employees,\nthe parties are agree on an information initiative during the period, aimed at\nimproving qualification levels and therefore competitiveness in the\nenterprises.\u003C\u002Fp>\n\n\u003Cp>The parties will work to increase the roll-out of\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•individual skills assessment;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•improvement from unskilled to skilled status;\nand\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•improvement from skilled to higher qualification\nlevels\u003C\u002Fp>\n\n\u003Cp>The planning of the initiative and follow-up will be organised under the\nauspices of the Training and Cooperation Fund for the Office and Warehouse\nSector which also finances the initiative.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Ch3 id=\"L3156\">Agreement on education and cooperation fund\u003C\u002Fh3>\n\n\u003Cp>The parties have set up a training and cooperation fund for the office and\nwarehouse sector.\u003C\u002Fp>\n\n\u003Cp>The purpose of the fund is:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•to promote and develop training and\nqualification levels within the office and warehouse sector with a particular\nview to ensuring that the enterprises have a qualified workforce\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•to develop and trial training programmes which\ndo not exist in the traditional education system\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•to finance fees for trade union\nrepresentatives.\u003C\u002Fp>\n\n\u003Cp>Reference is also made to the fund’s statutes as laid down by the parties\nto the collective agreement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4 id=\"L3170\">FINANCING\u003C\u002Fh4>\n\n\u003Cp>The enterprise pays an amount corresponding to DKK 685,50 per year per\nfull-time employee covered by the collective agreement. This amount shall be\nadjusted on 1 January 2020 to DKK 768.00. For part-time employees, this amount\nwill be reduced pro rata.\u003C\u002Fp>\n\n\u003Cp>The board of the fund is authorised to adjust the contribution if the new\ntasks of the fund make this necessary.\u003C\u002Fp>\n\n\u003Cp>The financial year is the calendar year.\u003C\u002Fp>\n\n\u003Cp>Contributions to the fund are paid to Dansk Erhverv Arbejdsgiver.\u003C\u002Fp>\n\n\u003Cp>Agreement on education committees etc. (self-administration on skills funds\n- registration of practice)\u003C\u002Fp>\n\n\u003Cp>The parties have agreed that self-administration of skills funds must be\npermitted on the following conditions:\u003C\u002Fp>\n\n\u003Ch4 id=\"L3184\">REPRESENTATION\u003C\u002Fh4>\n\n\u003Cp>A joint training committee for which employees can elect representatives\nmust be established at enterprise that self-administrate.\u003C\u002Fp>\n\n\u003Cp>In the event that employees in the enterprise have elected a trade union\nrepresentative, this person is a member of the training committee. At\nenterprises with several trade union representatives, these must decide amongst\nthemselves who will be the representative(s) for the area covered by the\ncollective agreement.\u003C\u002Fp>\n\n\u003Cp>All employees elected to the training committee must fulfil the same\nconditions as for being eligible as a trade union representative in the area\ncovered by the collective agreement.\u003C\u002Fp>\n\n\u003Cp>The parties agree that where a works council exists, the training committee\nmay constitute a sub-committee of this.\u003C\u002Fp>\n\n\u003Ch4 id=\"L3194\">JOINT ADMINISTRATION\u003C\u002Fh4>\n\n\u003Cp>Joint administration of one or several other collective agreement area\nskills development funds may occur on the condition that HK\u002FPrivat - HK HANDEL\nis represented in the training committee.\u003C\u002Fp>\n\n\u003Cp>Only representatives representing employees covered by collective agreements\nwith “self-administrated” skills development funds can participate in the\ndecision process for allocation of funds.\u003C\u002Fp>\n\n\u003Cp>If joint administration occurs with other areas of the collective\nagreements, an employee-elected representative for the collective agreement\narea is entitled - via HK\u002FPrivat - HK HANDEL - to request an organisation\nmeeting, if the representative is of the opinion that there is a division of\nfunds that does not favour the employees covered by the collective\nagreement.\u003C\u002Fp>\n\n\u003Cp>If the matter is not resolved at the meeting, the collective agreement area\ncan be withdrawn from joint administration following the organisation meeting\nwith prospective effect so that the next payment will be made to the relevant\nskills development fund for the collective agreement area.\u003C\u002Fp>\n\n\u003Ch3 id=\"L3204\">Agreement on education and cooperation activities\u003C\u002Fh3>\n\n\u003Cp>With a view to strengthening continuing vocational training and cooperation\nin the office and warehouse sector, the parties have established a scheme with\noutreach training ambassadors\u002Fparty consultants.\u003C\u002Fp>\n\n\u003Cp>The training ambassadors\u002Fparty consultants must:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Visit enterprises which fall under the\ncollective agreement and inspire more continuing vocational training\nactivity.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Contribute to skills assessment and advise on\nthe planning of specific training opportunities.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Inform, guide and inspire in order to promote\ncooperation between the enterprises.\u003C\u002Fp>\n\n\u003Cp>The training ambassadors\u002Fparty consultants can also set up and complete\nregional information events, which, among other things, can provide information\nand inspiration about relevant further\u002Fadvanced training opportunities,\nincluding through any increased involvement of training contact persons.\u003C\u002Fp>\n\n\u003Cp>The training ambassadors\u002Fparty consultants must work together closely, and\neach organisation must hire the necessary staff.\u003C\u002Fp>\n\n\u003Ch3 id=\"L3220\">The agreement applies to the collective agreement period.\u003C\u002Fh3>\n\n\u003Cp>The board of the Training and Cooperation Fund for the office and warehouse\nsector will set the detailed rules for the scheme, including the training\nambassadors’\u002Fparty consultants’ tasks and terms and conditions of\nemployment.\u003C\u002Fp>\n\n\u003Cp>The parties agree that the scheme will be financed by the Training and\nCooperation Fund.\u003C\u002Fp>\n\n\u003Cp>A budget will be set for each of the three years that the activity will run.\nThe budget is approved by the parties to the collective agreement.\u003C\u002Fp>\n\n\u003Ch3 id=\"L3228\">Agreement on agreed qualification improvement\u003C\u002Fh3>\n\n\u003Cp>Entitlement is given to a qualification improvement at full university\neducation level (60 ECTS points) over a period of three years. This means that\nthey are free to enrol on an education course lasting no more than 12 weeks,\ncorresponding to 10 days of leave per academic module of 10 ECTS credits.\u003C\u002Fp>\n\n\u003Cp>Conditions of this improvement include:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•The education course is agreed with the\nemployer\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•The employee exercises the right to a total of\nsix years of self-selected education, which are accumulated in two previous\nyears (year 1 and 2), before the education begins, and is completed (year 3, 4\nand 5)\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•The 10 days of self-selected education earned in\nthe next year after a completed university education course (year 6) are also\nconsidered to be used in connection with the education course\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•The employee receives their usual salary during\nthe education, and course fees, materials etc. are covered as is customary for\nself-selected education.\u003C\u002Fp>\n\n\u003Cp>To the extent the use of the skills development fund, see this agreement,\ncreates a lot of pressure on the fund’s resources, the parties agree that the\nBoard of Directors will set limits on its use for this purpose.\u003C\u002Fp>\n\n\u003Cp>The enterprise can apply to the skills development fund for 100% salary\ncompensation for such agreements, assessed when calculating grants for\nself-selected training, offset by the State Educational Support for Adults\nscheme. This also applies to self-administrating enterprises.\u003C\u002Fp>\n\n\u003Cp>The skills development fund’s Board of Directors determines the\nrecommended academic course on the basis of the existing positive list.\u003C\u002Fp>\n\n\u003Cp>The skills development fund’s Board of Directors may recommend adjustments\nto the agreement during the collective agreement period.\u003C\u002Fp>\n\n\u003Cp>It has been agreed that the above is a pilot scheme applicable only in the\nperiod of the collective agreement. The pilot scheme will therefore lapse on 28\nFebruary 2023.\u003C\u002Fp>\n\n\u003Ch3 id=\"L3252\">Agreement on phasing in contributions to the education and\ncooperation fund\u003C\u002Fh3>\n\n\u003Cp>Members of Dansk Erhverv Arbejdsgiver which no later than three months after\nbecoming members have acceded to the collective agreement may demand that\ncontributions to the education and cooperation fund in the office and warehouse\nsector is not started to be paid until one year and six months after the\nenrolment.\u003C\u002Fp>\n\n\u003Cp>In each case, in connection with the commencement of the collective\nagreement, it is specified when the payment is started.\u003C\u002Fp>\n\n\u003Ch2 id=\"L3258\">Foreign employess\u003C\u002Fh2>\n\n\u003Ch3 id=\"L3260\">Agreement on a code for agreements with foreign employees\u003C\u002Fh3>\n\n\u003Cp>It is agreed that it may be expedient for the enterprise to provide\naccommodation, transport etc. to foreign employees during their stay in\nDenmark.\u003C\u002Fp>\n\n\u003Cp>It has further been agreed that it should be voluntary for the employees to\nconclude an agreement with the enterprise on the purchase of services related\nto the employment relationship, and that, according to the parties'\ninterpretation, it would be in contravention of the collective agreement to\nmake an employment relationship conditional on the employees concluding such\nagreement.\u003C\u002Fp>\n\n\u003Cp>In addition to this, the parties agree that employees who have concluded a\nvoluntary agreement with the enterprise on the purchase of services must be\ngiven the opportunity to terminate such agreement giving one month's notice to\nexpire at the end of a month, unless another shorter notice period has been\nagreed.\u003C\u002Fp>\n\n\u003Cp>Where member enterprises of Dansk Erhverv Arbejdsgiver enter into such\nvoluntary agreements with their foreign employees, the parties have agreed that\nthe natural thing is for payment for these services to be deducted from their\nwages.\u003C\u002Fp>\n\n\u003Cp>In case that foreign sub-suppliers are used, the parties to the collective\nagreement recommend that enterprises covered by the collective agreement,\nbefore foreign sub-suppliers are used to perform work at the enterprise’s\nlocations in Denmark, inform the union representative and produce all relevant\nbackground information about the sub-suppliers, such as which work they will\nperform and the expected duration thereof.\u003C\u002Fp>\n\n\u003Ch3 id=\"L3272\">Agreement on wages for posted employees covered by the\ncollective agreement\u003C\u002Fh3>\n\n\u003Cp>This agreement applies to foreign enterprises that have acceded to the\nSalaried Employees collective agreement for Trade, Knowledge and Service in\nrelation to employees covered by the Salaried Employees collective agreement\nfor Trade, Knowledge and Service.\u003C\u002Fp>\n\n\u003Cp>Based on a principle of equal treatment, the wage for posted employees\ncovered by the collective agreement must be determined according to the wage\nprovisions of the collective agreement.\u003C\u002Fp>\n\n\u003Cp>Compensation which posted employees receive to cover actually defrayed costs\nin connection with the posting, such as for travelling, meals and\naccommodation, cannot form part of the calculation of the pay under the\ncollective agreement and the employee costs of the stationing enterprise.\u003C\u002Fp>\n\n\u003Cp>Posting allowance that has not been paid as compensation for the\nemployee’s costs in connection with the posting, form part of the calculation\nof the pay under the collective agreement and the total employee costs fo the\nstationing enterprise.\u003C\u002Fp>\n\n\u003Cp>If it has not been detailed or clarified if a payment has in fact been made\nas compensation for costs in connection with the stationing or in the form of a\nstationing allowance, the entire payment is considered to have been made as\ncompensation for costs, see article 3, section 7, of the posting of workers\ndirective.\u003C\u002Fp>\n\n\u003Ch2 id=\"L3284\">Temporary staff\u003C\u002Fh2>\n\n\u003Ch3 id=\"L3286\">Agreement on the temporary agency work directive (DIRECTIVE\n2008\u002F104\u002FEC OF THE EUROPEAN PARLIAMENT AND OF THE COUNCIL of 19 November 2008\non temporary agency work)\u003C\u002Fh3>\n\n\u003Cp>Dansk Erhverv Arbejdsgiver and HK\u002FPrivat - HK HANDEL have discussed the\nTemporary Agency Work Directive and the forthcoming Danish Temporary Agency\nWork Act in connection with the preparation of the collective agreement\nbargaining.\u003C\u002Fp>\n\n\u003Cp>The parties expect that the forthcoming implementation act will include\nauthorisation for implementation to take place\u002Fto have taken place via\ncollective agreements, see article 5, section 3. Immediately after the bill has\nbeen submitted for consultation, the parties will therefore continue\ndiscussions as to whether it is satisfied that harmonised norms have been\nreached, or whether the act requires changes to the collective agreement. In\nthe latter case, the parties will open negotiations for the purpose of ensuring\nthat any changes can enter into force at the same time as the legislative\nchange.\u003C\u002Fp>\n\n\u003Ch3 id=\"L3292\">Agreement on temporary agency staff\u003C\u002Fh3>\n\n\u003Cp>The temporary staff protocol is a supplement to the remainder of the\ncollective agreements, and thus also applies to its full extent to temporary\nstaff.\u003C\u002Fp>\n\n\u003Cp>The following deviations from the general rules of the collective agreement\napply with respect to the accrual by temporary agency staff of length of\nservice etc.\u003C\u002Fp>\n\n\u003Ch4 id=\"L3298\">1.PENSION\u003C\u002Fh4>\n\n\u003Cp>The rules below replace section 5(3), second and third paragraphs:\u003C\u002Fp>\n\n\u003Cp>A pension is paid to temporary staff who either have reached the age of 18\nand been in paid employment for the same temporary staff agency for a total of\nat least 1,443 hours during the past three years, or have reached the age of 18\nand been enrolled in an occupational pension scheme based on a collective\nagreement from a previous employment relationship.\u003C\u002Fp>\n\n\u003Cp>A pension is also paid to temporary staff who have reached the age of 18 and\nbeen in continuous employment for three months at one or more enterprises\ncovered by the collective agreement.\u003C\u002Fp>\n\n\u003Ch4 id=\"L3306\">2.PENSION PROVIDER\u003C\u002Fh4>\n\n\u003Cp>The rules below supplement the rules on pension providers in section 5(4) of\nthe collective agreement:\u003C\u002Fp>\n\n\u003Cp>Provided there is agreement between the temporary staff agency and the\nmember of agency staff, an agreement may be drawn up for the pension\ncontribution to be paid into a different scheme within the DA\u002FLO area instead.\nThe purpose of this is that the temporary staff member can maintain a\npreviously established occupational pension scheme.\u003C\u002Fp>\n\n\u003Ch4 id=\"L3312\">3.CHILDBIRTH\u003C\u002Fh4>\n\n\u003Cp>The rules below replace section 10(6) para B.\u003C\u002Fp>\n\n\u003Cp>Agency staff who, on the expected date of delivery, have been in paid\nemployment with the same temporary staff agency for at least 1,443 hours within\nthe past three years, or who have completed nine months’ length of service,\nare entitled to maternity pay from four weeks before the expected date of\ndelivery (pregnancy leave) and up to 14 weeks after the birth (maternity\nleave).\u003C\u002Fp>\n\n\u003Cp>Adoptive parents who when they take custody of the child have been in paid\nemployment with the same temporary staff agency for at least 1,443 hours within\nthe past three years, or how have nine months’ of length of service, are paid\nfrom four weeks before receipt of the child and until 14 weeks after receipt,\nto the extent that section 8 of the Entitlement to Leave and Benefits in the\nEvent of Childbirth entitles to a period off.\u003C\u002Fp>\n\n\u003Cp>Wages correspond to the wages the employee would have earned during the\nperiod. The amount includes the maximum unemployment benefit rate determined by\nlegislation.\u003C\u002Fp>\n\n\u003Cp>Fathers receive wages for up to two weeks' paternity leave subject to the\nsame conditions.\u003C\u002Fp>\n\n\u003Cp>If the period between two temporary posts for the same temporary staff\nagency exceeds 12 months, all previously accrued length of service will\nlapse.\u003C\u002Fp>\n\n\u003Ch4 id=\"L3326\">4.CHILDBIRTH\u002FPENSION\u003C\u002Fh4>\n\n\u003Cp>The rules below replace the rules on length of service rules in section\n10(6), para F for the accrual of entitlement to additional pension\ncontributions during maternity leave:\u003C\u002Fp>\n\n\u003Cp>During the 14 week period of maternity leave, the additional pension\ncontributions specified in section 10(6), para E are paid for agency staff who,\non the expected date of delivery, have been in paid employment with the same\ntemporary staff agency for at least 1,443 hours within the past three years, or\nwho have completed nine months’ length of service at the temporary staff\nagency.\u003C\u002Fp>\n\n\u003Cp>If the period between two temporary posts for the same temporary staff\nagency exceeds 12 months, all previously accrued length of service will\nlapse.\u003C\u002Fp>\n\n\u003Ch4 id=\"L3334\">5.SPECIAL HOLIDAYS\u003C\u002Fh4>\n\n\u003Cp>The rules below replace section 12(1-3) para A.\u003C\u002Fp>\n\n\u003Cp>Temporary agency staff who have been in paid employment with the same\ntemporary staff agency for at least 1,443 hours within the past three years, or\nwho have completed six months’ consecutive employment at the temporary staff\nagency, are entitled to five special holidays.\u003C\u002Fp>\n\n\u003Cp>If the period between two temporary posts for the same temporary staff\nagency exceeds 12 months, all previously accrued length of service will\nlapse.\u003C\u002Fp>\n\n\u003Ch4 id=\"L3342\">6.CHILDREN’S ILLNESS\u003C\u002Fh4>\n\n\u003Cp>The rules below replace section 10(2) para a.\u003C\u002Fp>\n\n\u003Cp>Agency staff who have been in paid employment with the same temporary staff\nagency for a total of at least 962 hours within the past three years, or who\nhave six months’ continuous length of service in the temporary staff agency,\nare entitled to paid time off when it is necessary in connection with taking\ncare of the employee’s resident ill child\u002Fchildren under the age of 14.\u003C\u002Fp>\n\n\u003Cp>If the period between two temporary posts for the same temporary staff\nagency exceeds 12 months, all previously accrued length of service will\nlapse.\u003C\u002Fp>\n\n\u003Ch4 id=\"L3350\">7.HOSPITALISATION OF CHILDREN\u003C\u002Fh4>\n\n\u003Cp>The rules below replace section 10(3) paras a and b:\u003C\u002Fp>\n\n\u003Cp>Temporary staff who have been in paid employment with the same temporary\nstaff agency for a total of at least 962 hours within three years or have six\nmonths of continuous employment in the temporary staff agency, are granted time\noff when necessary in connection with hospitalisation, including when the\nhospitalisation takes place entirely or partially in the home. The rule\nconcerns children under the age of 14.\u003C\u002Fp>\n\n\u003Cp>If the period between two temporary posts for the same temporary staff\nagency exceeds 12 months, all previously accrued length of service will\nlapse.\u003C\u002Fp>\n\n\u003Ch4 id=\"L3358\">8.WORK DISPUTES\u003C\u002Fh4>\n\n\u003Cp>When HK\u002FPrivat - HK HANDEL has informed the temporary staff agency in\nwriting that an enterprise is involved in a legal labour dispute, the temporary\nstaff agency must not supply a labour force to the retail and office sectors of\nthis enterprise to carry out work affected by the dispute.\u003C\u002Fp>\n\n\u003Ch4 id=\"L3362\">9.UNEMPLOYMENT BENEFIT RULES\u003C\u002Fh4>\n\n\u003Cp>Temporary staff agencies must, when giving work to or signing up agency\nstaff, encourage these to find more information about the rules for\nunemployment benefit in case of unemployment.\u003C\u002Fp>\n\n\u003Ch4 id=\"L3366\">10.WEEKDAY HOLIDAYS\u003C\u002Fh4>\n\n\u003Cp>Agency staff must be paid in full for weekday holidays that fall within the\nagreed work period.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Ch4 id=\"L3370\">11.TRANSPORTATION ALLOWANCE\u003C\u002Fh4>\n\n\u003Cp>Reimbursement of transport costs can be agreed between agency staff and\ntemporary staff agencies.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4 id=\"L3374\">12.DISPUTES RELATING TO THE QUALITY OF WORK CARRIED OUT BY\nAGENCY STAFF\u003C\u002Fh4>\n\n\u003Cp>In the event of any disputes between the temporary staff agency and user\nenterprise regarding the quality of work carried out by agency staff, the\nmember of agency staff is always entitled to the agreed wage.\u003C\u002Fp>\n\n\u003Ch4 id=\"L3378\">13.AFFILIATE AGREEMENT\u003C\u002Fh4>\n\n\u003Cp>The parties recommend that the temporary staff agency supplies an affiliate\nagreement to the member of agency staff as soon as possible after the member of\nagency staff starts at their first temporary post for the temporary staff\nagency. The Danish Chamber of Commerce has prepared a standard affiliate\nagreement that the Danish Chamber of Commerce’s members can download from\nwww.danskerhverv.dk.\u003C\u002Fp>\n\n\u003Cp>If the temporary staff agency is obliged to prepare a contract of employment\nin accordance with the Danish Employment Contract Act, this affiliate agreement\nand a job confirmation letter constitute the member of agency staff’s\ncontract of employment.\u003C\u002Fp>\n\n\u003Ch4 id=\"L3384\">14.FREEDOM OF CHOICE\u003C\u002Fh4>\n\n\u003Cp>The temporary staff agency may choose to pay the applicable percentage rate,\nsee section 4(2), to the member of agency staff together with payment of wages\non an ongoing basis. It is an express requirement that this amount should\nappear separately on the member of agency staff’s wage slip.\u003C\u002Fp>\n\n\u003Ch4 id=\"L3388\">15.DURATION OF TEMPORARY POSTS\u003C\u002Fh4>\n\n\u003Cp>The parties recommend that the temporary staff agency, to the extent\npossible, offers temporary posts of a duration reflecting the agreement entered\ninto between the temporary staff agency and the user enterprise.\u003C\u002Fp>\n\n\u003Cp>In the event of an extension of the temporary post, the parties also\nrecommend that the temporary staff agency, insofar as possible, informs the\nmember of agency staff of the extension before the end of the period initially\nagreed.\u003C\u002Fp>\n\n\u003Ch3 id=\"L4094\">Agreement on information relating to the use of temporary agency\nstaff\u003C\u002Fh3>\n\n\u003Cp>Where an industrial dispute case regarding temporary agency staff is\ninitiated against a temporary staff agency that has not adopted a collective\nagreement (and is therefore covered by the Danish Temporary Agency Workers\nAct), the user enterprise to which the agency staff member has been sent, must,\non request from one of the parties to the collective agreement, provide\ninformation on the local agreements and customs with which the company informed\nthe temporary staff agency it must comply for the work functions carried out by\nthe agency staff at the enterprise.\u003C\u002Fp>\n\n\u003Cp>This provision does not change the fact that only temporary staff agencies\nwhich have adopted the collective agreement are responsible for ensuring that\nthe collective agreement etc. is observed in relation to agency staff. The user\ncompany is not responsible for any breach of contract on the part of the\ntemporary staff agency, only for ensuring compliance with the duty of\ndisclosure.\u003C\u002Fp>\n\n\u003Cp>This agreement entered into force on 1 March 2014 and applies to cases\nraised after this date.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"TRAINING_trigger":42,"trainingprogrammes":46,"trainingprogrammes_green":50,"trainingprogrammes_newtech":54,"trainingfund":56,"pensionfund":60,"disabilityfund":64,"unemploymentfund":68,"SOCSEC_trigger":72,"contracttrial":75,"contracttrialperiod":79,"contractseverancepay":83,"tempagency_max":87,"SICDIS_trigger":91,"disabilitypay":95,"healthandsafetypolicy":99,"healthandsafetytraining":103,"hivpolicy":107,"GENEQ_trigger":111,"eqpay":115,"gender":119,"discrimination":123,"violence":127,"hourspweek":131,"hoursovertimemax":135,"MAXHOURS_trigger":139,"bankholidays1":143,"SCHEDULE_trigger":146,"remote_work_options":150,"WAGES_trigger":154,"WAGES_determined":157,"LOWWAGE_trigger":161,"OVERTIME_trigger":165,"overtimeallowanceperc1_general":169,"SUNDAY_trigger":173,"COMMUTE_trigger":177,"green_trigger":181,"newtech_trigger":185,"newtech_topics":187},{"bindId":43,"name":44,"text":45},"TRAINING_trigger","16.Continuing education and training and","16.Continuing education and training and skills development",{"bindId":47,"name":48,"text":49},"trainingprogrammes","The employee can have their participatio","The employee can have their participation in internal courses and other\nqualifying activity recorded officially.\n\nThe framework and principles for systematic training planning and skills\ndevelopment can be discussed in one or more of the following ways:\n\n•between the individual employee and the\nenterprise\n\n•in collaboration with a training contact person\nappointed from among the employees\n\n•on a training committee with equal\nrepresentation\n\n•in the works council",{"bindId":51,"name":52,"text":53},"trainingprogrammes_green","Technological understanding and digital ","Technological understanding and digital skills are important, but also new\nknowledge and training that prepare the newly educated to live up to the\nincreasing expectations as regards e.g. knowledge about sustainable\ntechnological solutions and climate impact, are important.\n\nTechnology and sustainability are closely interrelated, and technological\nsolutions will often be one of the avenues to greener and more responsible\nproducts\u002Fservices.\n\nOn that basis, the parties agree during the collective agreement period to\nwork for more training in sustainability and digitization that can prepare both\nthe employees and enterprises to meet the future requirements.",{"bindId":55,"name":52,"text":53},"trainingprogrammes_newtech",{"bindId":57,"name":58,"text":59},"trainingfund","Agreement on education and cooperation f","Agreement on education and cooperation fund\n\nThe parties have set up a training and cooperation fund for the office and\nwarehouse sector.\n\nThe purpose of the fund is:\n\n•to promote and develop training and\nqualification levels within the office and warehouse sector with a particular\nview to ensuring that the enterprises have a qualified workforce\n\n•to develop and trial training programmes which\ndo not exist in the traditional education system\n\n•to finance fees for trade union\nrepresentatives.\n\nReference is also made to the fund’s statutes as laid down by the parties\nto the collective agreement.",{"bindId":61,"name":62,"text":63},"pensionfund","5.Pension and healthcare plan 1.Pension ","5.Pension and healthcare plan\n\n1.Pension rates\n\nA.The total pension contribution will be 12 per cent of the pay-as-you-earn\nwages, see subsection 2.\n\nB.The enterprise’s contribution is two thirds, and the employee’s\ncontribution is one third.",{"bindId":65,"name":66,"text":67},"disabilityfund","5.Certain insurance benefits for trainee","5.Certain insurance benefits for trainees\n\nTrainees who are not already covered by an employer contribution pension or\ninsurance scheme are entitled to the following insurance benefits:\n\na.Disability pension\n\nb.Disability lump sum\n\nc.Critical illness insurance\n\nd.Death lump sum\n\nThe scheme is placed with a pension or insurance company of the\nenterprise’s choice, just as Dansk Erhverv Arbejdsgiver is entitled to set up\nsomething akin to a group life insurance scheme.\n\nThe costs of the scheme are covered by the enterprise.\n\nIf the employee transfers to another employer’s contribution pension\nscheme, the enterprise’s obligation under this provision ceases to exist.\n\nThe insurance sums amount to the following amounts:\n\nDisability pension at DKK 60,000 annually\n\nDisability lump sum at DKK 100,000.\n\nCritical illness insurance at DKK 100,000.\n\nDeath lump sum at DKK 300,000.",{"bindId":69,"name":70,"text":71},"unemploymentfund","3.Advice on dismissal Employees who are ","3.Advice on dismissal\n\nEmployees who are dismissed due to restructuring, down-sizing, company\nclosure or other matters of enterprise are entitled to pay during time off for\nup to two hours to seek guidance from the unemployment fund\u002Fthe union. The time\noff is scheduled as quickly as possible after the dismissal and under due\nconsideration of the production at the enterprise.",{"bindId":73,"name":74,"text":74},"SOCSEC_trigger","5.Pension and healthcare plan",{"bindId":76,"name":77,"text":78},"contracttrial","3.Probationary period The probationary p","3.Probationary period\n\nThe probationary period is three months for trainees.",{"bindId":80,"name":81,"text":82},"contracttrialperiod","The probationary period is three months ","The probationary period is three months for trainees.",{"bindId":84,"name":85,"text":86},"contractseverancepay","8.SEVERANCE PAY If a non-salaried employ","8.SEVERANCE PAY\n\nIf a non-salaried employee who has been employed at the same enterprise as a\nnon-salaried employee for a consecutive period of three, six or eight years is\ndismissed without any fault on their part, at the time of the employee's\nresignation, the enterprise must pay special severance pay at DKK 5,000.\n\nSeverance pay is not paid if the employee has found other employment,\nreceives pension or does not receive unemployment benefits for any other reason\nat the time of resignation. However, the severance pay is paid if the employee\nis on family leave granted according to section 118 of the Danish Service Act\nand solely for this reason receives no unemployment benefit. Finally, severance\npay will not be paid if the employee is employed on terms similar to those in\nthe Danish Salaried Employees Act or is already entitled to severance pay,\nextended notice period or similar terms putting the employee in a more\nfavourable position than the general notice provisions in the collective\nagreement.\n\nIf the employee’s average weekly working hours are less than 37 hours, the\namount will be calculated pro rata.\n\nThis provision applies in connection with dismissals that take place after 1\nMay 2017.",{"bindId":88,"name":89,"text":90},"tempagency_max","8.Temporary assistance and temporary wor","8.Temporary assistance and temporary workers\n\nTemporary assistance and temporary workers hired for a period of no more\nthan one month, see section 2(4) of the Danish Salaried Employees Act, are paid\nin accordance with section 4 of this collective agreement.\n\nThe hourly rate is determined by dividing the monthly wage by 160.33.\n\nUnless otherwise agreed in advance, payment is given for at least four hours\nof work per day.\n\nWeekday holidays are paid in cases where these fall within the fixed dates\nof employment that have been agreed.",{"bindId":92,"name":93,"text":94},"SICDIS_trigger","B.The enterprise may request documentati","B.The enterprise may request documentation.\n\nThe parties recommend that a sick leave form (“solemn declaration”)\napproved by the parties should be used in the case of absence due to\nillness.",{"bindId":96,"name":97,"text":98},"disabilitypay","The insurance sums amount to the followi","The insurance sums amount to the following amounts:\n\nDisability pension at DKK 60,000 annually\n\nDisability lump sum at DKK 100,000.\n\nCritical illness insurance at DKK 100,000.\n\nDeath lump sum at DKK 300,000.",{"bindId":100,"name":101,"text":102},"healthandsafetypolicy","Working environment Agreement on health ","Working environment\n\nAgreement on health checks for night work\n\nEmployees must be offered free health checks before they start employment as\nnight workers.\n\nThe parties have also agreed that employees who are classified as night\nworkers must be offered health checks at regular intervals not exceeding two\nyears.",{"bindId":104,"name":105,"text":106},"healthandsafetytraining","4.Where agreed with the management, the ","4.Where agreed with the management, the working environment representative\nmust to the extent permitted by the nature and scope of the work be granted the\ntime off necessary to attend relevant health and safety courses offered by HK\nPrivat - HK HANDEL.",{"bindId":108,"name":109,"text":110},"hivpolicy","The parties have also agreed that employ","The parties have also agreed that employees who are classified as night\nworkers must be offered health checks at regular intervals not exceeding two\nyears.",{"bindId":112,"name":113,"text":114},"GENEQ_trigger","Agreement on the implementation of the D","Agreement on the implementation of the Danish Equal Pay Act",{"bindId":116,"name":117,"text":118},"eqpay","Equal pay Agreement on the implementatio","Equal pay\n\nAgreement on the implementation of the Danish Equal Pay Act\n\n1.No discrimination on the ground of gender as regards pay may take place in\ncontravention of this agreement. This applies to both direct and indirect\ndiscrimination.",{"bindId":120,"name":121,"text":122},"gender","Subsection 2. Any enterprise must give w","Subsection 2. Any enterprise must give women and men equal pay, including\nall pay elements and pay conditions, for the same work or work given the same\nvalue. If a classification system is used in pay determination, this must be\nbased on the same criteria for male and female employees and be designed to\nprevent any discrimination on the ground of gender.\n\nSubsection 3. The evaluation of the value of the work must take place on the\nbasis of a general evaluation of relevant qualifications and other relevant\nfactors.",{"bindId":124,"name":125,"text":126},"discrimination","2.Direct discrimination exists where an ","2.Direct discrimination exists where an employee due to his or her gender is\ntreated worse than another employee is, has been or will be treated in a\nsimilar situation. Any form of unequal treatment of a female employee in\nconnection with pregnancy and during the 14 weeks of absence after the birth is\nconsidered direct discrimination.\n\nSubsection 2. Indirect discrimination exists where a provision, a criterion\nor a practice which is seemingly neutral places employees of one gender in a\nless favourable position than persons of the other gender, unless this\nprovision, criterion or practice has a reasoned objective and the means of\nfulfilling it are expedient and necessary.",{"bindId":128,"name":129,"text":130},"violence","Framework agreement on harassment and vi","Framework agreement on harassment and violence\n\nAgreement on the implementation of the framework agreement on\nharassment and violence at work\n\nHK\u002FPrivat, HK HANDEL and Dansk Erhverv Arbejdsgiver have entered into the\nfollowing agreement to implement the European framework agreement between\nBusinessEurope, UEAPME, CEEP and ETUC on harassment and violence at work of 26\nApril 2007.\n\nThe parties agree that it is a shared responsibility to work to prevent\nharassment and violence at work, and to follow up any instances where\nemployees, managers or employers are subjected to bullying, harassment and\nviolence.\n\nThe aim of the agreement is to increase awareness and knowledge of bullying,\nworkplace harassment and violence and to provide an action-oriented framework\nto identify, prevent and manage problems of bullying, harassment and violence\nat work. It is agreed that the parties have already drawn up material on\ndealing with harassment through cooperation in BAR Privat Kontor.\n\nDuring the period of the collective agreement, the parties will discuss the\nframework within which problems of bullying, harassment and violence can best\nbe resolved.\n\nThe parties will investigate whether further tools need to be developed for\nworkplaces to use to prevent and manage harassment and violence. These tools\nmay be developed under the auspices of BAR Privat Kontor.\n\nThe parties also intend to discuss how knowledge of bullying, harassment and\nviolence can be disseminated to employers, managers and employees,\nrespectively.",{"bindId":132,"name":133,"text":134},"hourspweek","2.The normal weekly effective working ho","2.The normal weekly effective working hours constitute up to 37 hours.",{"bindId":136,"name":137,"text":138},"hoursovertimemax","5.The average weekly working hours calcu","5.The average weekly working hours calculated over a 26-week period may not\nexceed 48 hours including overtime , see Council Directive 93\u002F104\u002FC of 23\nNovember 1993 concerning certain aspects of the organization of working\ntime.",{"bindId":140,"name":141,"text":142},"MAXHOURS_trigger","3.OVERTIME Overtime must be restricted a","3.OVERTIME\n\nOvertime must be restricted as much as possible with due consideration for\nthe needs of the enterprise.\n\nOvertime is only paid when the work is done on the orders of the employer or\nits representative at the workplace.",{"bindId":144,"name":145,"text":145},"bankholidays1","1.The Danish Holiday Act applies.",{"bindId":147,"name":148,"text":149},"SCHEDULE_trigger","7.Employees must have an aggregate break","7.Employees must have an aggregate break of at least 30 minutes per day,\nunless otherwise agreed. The total break time per day may not exceed one hour.\nOn days where the working hours end before 14:00, it may be agreed between the\nparties that breaks will not be taken.",{"bindId":151,"name":152,"text":153},"remote_work_options","With a view to promoting the application","With a view to promoting the application of remote working as one means\ntowards the development of the flexible labour market, the following\ninitiatives will be initiated in the collective agreement period:\n\n•The parties will monitor developments in the area both nationally and\ninternationally, which will enable the parties to advise employees and\ncompanies continuously.\n\n•The parties will hold a number of joint information meetings about the\nframework agreement and guidelines regarding remote working.",{"bindId":155,"name":156,"text":156},"WAGES_trigger","4.Pay",{"bindId":158,"name":159,"text":160},"WAGES_determined","1.Determination of pay A.Pay is agreed d","1.Determination of pay\n\nA.Pay is agreed directly between the enterprise and the employee in each\nindividual case. Assessment and any adjustment of wage conditions, including\nany agreements on function-based pay, are made at least once a year on an\nindividual basis.",{"bindId":162,"name":163,"text":164},"LOWWAGE_trigger","1. All young persons under 18 are paid a","1. All young persons under 18 are paid as follows:\n\n\n\n\n\n\n\n\n  \n    \n       \n      \n       \n      \n       \n      \n       \n      \n    \n    \n       \n      \n       \n      \n      1\n        March 2020 DKK per month\n      \n      1\n        March 2021 DKK per month\n      \n      1\n        March 2022 DKK per month\n      \n       \n      \n    \n    \n       \n      \n      Minimum\n        pay\n      \n      11,023.00\n      \n      11,255.00\n      \n      11,479.00",{"bindId":166,"name":167,"text":168},"OVERTIME_trigger","1.Payment A.Overtime for which supplemen","1.Payment\n\nA.Overtime for which supplements can be claimed, see sections 1 and 2, is\npaid at the hourly rate + 50 per cent for the first three overtime hours.\nThereafter and for all overtime performed on Sundays and public holidays, it is\npaid at the hourly rate + 100 per cent.\n\nOvertime work performed between 00:00 and 06:00 is paid at the hourly rate +\n100 per cent.",{"bindId":170,"name":171,"text":172},"overtimeallowanceperc1_general","A.Overtime for which supplements can be ","A.Overtime for which supplements can be claimed, see sections 1 and 2, is\npaid at the hourly rate + 50 per cent for the first three overtime hours.\nThereafter and for all overtime performed on Sundays and public holidays, it is\npaid at the hourly rate + 100 per cent.",{"bindId":174,"name":175,"text":176},"SUNDAY_trigger","Employees who work on a day off, and who","Employees who work on a day off, and who are not employed on a\nfunction-based pay, are paid normal overtime pay, unless the day off falls on a\nSunday. In the latter case, overtime is paid at a rate of 100 per cent.",{"bindId":178,"name":179,"text":180},"COMMUTE_trigger","11.TRANSPORTATION ALLOWANCE Reimbursemen","11.TRANSPORTATION ALLOWANCE\n\nReimbursement of transport costs can be agreed between agency staff and\ntemporary staff agencies.",{"bindId":182,"name":183,"text":184},"green_trigger","Sustainability and digitization Organisa","Sustainability and digitization\n\nOrganisation agreement on sustainability and digitization",{"bindId":186,"name":183,"text":184},"newtech_trigger",{"bindId":188,"name":189,"text":190},"newtech_topics","Agreement on electronic documents The en","Agreement on electronic documents\n\nThe enterprises may wilt discharging effect deliver and pay slips and any\nother documents that are to be exchanged during or after the continuous\nemployment via the available electronic mail solutions, e.g. e-Boks or via\nemail.\n\nWhen employees are exempt from receiving digital mail from public\nauthorities, the electronic solution is not used.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>DNK Danish Business Employers - 2020\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Startdato: → 2020-03-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Slutdato: → 2023-03-01\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratificeret af: → Court\u003C\u002Fdiv>\n                \n                \n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Navn på industri: → Detailhandel, Ikt-tjenester, Handel med og reparation af motorkøretøjer, servicestationer\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Offentlig\u002Fprivat sektor: → I den private sektor\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Indgået af:\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Navn på foreninger: → Finanssektorens Arbejdsgiverforening\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Navne på fagforeninger: → \n\n                \n                    \n                    \u003Cspan>\n                        HK HANDEL\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: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Arbejdsgiver bidrager til arbejdsløshedskasse for medarbejdere: → Ja\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">UDDANNELSE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Uddannelsesprogrammer: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Lærlingeuddannelse: → 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            \n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Bestemmelser om tilbagevenden efter langtidssygdom, fx cancerbehandling: → Nej\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Betalt fravær på grund af menstruation: → Nej\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Betaling i tilfælde af invaliditet som følge af arbejdsulykke: → Ja\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SUNDHED OG SIKKERHED SAMT LÆGEHJÆLP\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Lægehjælp aftalt: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Hjælp fra pårørende aftalt: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Bidrag til sundhedsforsikring aftalt: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Sundhedsforsikring til pårørende aftalt: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Sundheds- og sikkerhedspolitik aftalt: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Sundheds- og sikkerhedsuddannelse aftalt: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Beskyttelsestøj udleveret: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Jævnlig eller årlig helbredstjek eller besøg foranlediget af arbejdsgiver: → 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\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Begravelseshjælp: → Nej\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \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 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