[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fda-dk\u002Farbejde-i-danmark\u002Fkollektiv-overenskomst\u002Foverenkommst-finansforbundent-og-keylane-2020-2022":3,"menu:\u002Fda-dk:":169,"sites:htmlblocks":339,"subsites":1538,"footer:root":5103,"cite-subsites":5201,"suggested:root":5678,"cite-footer:root":5682},{"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":149,"content_type_view":150,"extra_breadcrumbs":151,"body":153,"body_blocks":164,"related_pages":168},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":147,"translations":148},{"id":31,"uid":32,"url":33,"name":34,"locale":11,"override_title":8,"title":35,"browser_title":36,"browser_description":37,"text":38},"overenkommst-finansforbundent-og-keylane-2020-2022","f5d6f2fc-307c-11ef-8769-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fdenmark\u002Foverenkommst-finansforbundent-og-keylane-2020-2022\u002Foverenkommst-finansforbundent-og-keylane-2020-2022\u002F","Overenkommst_finansforbundent_og_keylane_2020_2022","DNK Keylane Danmark A\u002FS - 2020","Denmark - DNK Keylane Danmark A\u002FS - 2020","DNK Keylane Danmark A\u002FS - 2020 - Bankvæsen, finansiel- og forsikringsvirksomhed",{"name":39,"data":40},"overenkommst_finansforbundent_og_keylane_2020_2022.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>New12\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>OVERENSKOMST 2020 - 2022 INDHOLDSFORTEGNELSE\u003C\u002Fh1>\n\n\u003Cdiv class=\"toc\">\n\u003Cul>\n  \u003Cli>\u003Ca href=\"#L85\">GYLDIGHEDSOMRÅDE\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L101\">ARBEJDSTID\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L113\">KØRSELSGODTGØRELSE\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L121\">LØN\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L149\">PENSION\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L157\">BONUSMODEL I KEYLANE\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L177\">PERFORMANCE MANAGEMENT AND REWARD POLICY\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L193\">FERIE\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L203\">FERIE OG FERIETILLÆG\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L213\">OVERENSKOMSTBESTEMTE FRIDAGE\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L229\">SOCIALE BESTEMMELSER. KEYLANE FERIEDAGE\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L265\">TILKØB AF EKSTRA FRIDAGE\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L273\">GRAVIDITET, BARSEL OG ORLOV\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L313\">ADOPTION\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L323\">ØVRIGE BESTEMMELSER\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L331\">FRIHED VED BØRNS SYGDOM\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L367\">ORLOV TIL PASNING I HJEMMET AF NÆRTSTÅENDE, SOM ER\n    HANDICAPPEDE, ALVORLIGT SYGE ELLER DØENDE\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L383\">AFSKEDIGELSER OG FRATRÆDELSESGODTGØRELSE\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L403\">AFTALE MELLEM KEYLANE OG FINANSFORBUNDET OM\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L405\">SAMARBEJDE OG SAMARBEJDSUDVALG\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L407\">§ 1Formålet med samarbejdsudvalget\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L417\">§ 2Sammensætning\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L443\">§ 3Valg\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L447\">§ 4Formand\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L455\">§ 5Udvalgsår og forretningsorden\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L513\">§ 6 SU’s obligatoriske arbejdsopgaver\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L579\">§ 7Information\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L589\">§ 8Tavshedspligt\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L593\">PROTOKOLLAT OM FORSIKRINGER\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L599\">PROTOKOLLAT OM PENSIONSORDNINGER\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L607\">AFTALE MELLEM KEYLANE OG FINANSFORBUNDET OM REGLER FOR\n    BEHANDLING AF FAGLIG STRID\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L609\">§ 1Aftalens område\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L633\">§ 2Mæglingsmøde\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L653\">§ 3Voldgiftsret\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L683\">§ 4Voldgiftsrettens sammensætning og\n      kendelse\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L727\">AFTALE MELLEM KEYLANE OG FINANSFORBUNDET OM FAGLIGT\n    ARBEJDE\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L731\">§ 1Valg af tillidsmand\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L735\">§ 2Valgbarhed\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L741\">§ 3Valgtidspunkt\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L757\">§ 4Valgprocedure\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L781\">§ 5Tillidsmandens opgaver\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L803\">§ 6Lønnedsættelse, opsigelse, bortvisning og\n        advarsel\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L825\">§ 7Uddannelse\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L841\">§ 8Samarbejdssamtale\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L845\">§ 9Frihed til organisatorisk arbejde\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L853\">§ 10Beskyttelse af tillidsvalgte\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L873\">AFTALE MELLEM KEYLANE OG FINANSFORBUNDET OM BIDRAG TIL\n    UDDANNELSESFORMÅL\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L885\">INDMELDELSE I FINANSSEKTORENS\n  ARBEJDSGIVERFORENING\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L889\">IKRAFTTRÆDELSE OG OPSIGELSESBESTEMMELSE\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L895\">Generelle lønstigninger\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L899\">Lønpulje\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L903\">Dokumentation for anvendelsen af lønpuljen\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L935\">HOVEDAFTALE MELLEM KEYLANE OG FINANSFORBUNDET\u003C\u002Fa>\u003C\u002Fli>\n\u003C\u002Ful>\n\u003C\u002Fdiv>\n\n\u003Ch2 id=\"L85\">GYLDIGHEDSOMRÅDE\u003C\u002Fh2>\n\n\u003Cp>Overenskomsten om løn- og ansættelsesvilkårene for medarbejdere i Keylane\nDanmark A\u002FS (herefter kaldet Keylane) er indgået mellem Keylane og\nFinansforbundet.\u003C\u002Fp>\n\n\u003Cp>Alle ansatte er omfattet af funktionærloven.\u003C\u002Fp>\n\n\u003Cp>Overenskomsten omfatter alle medarbejdere, der er beskæftiget i Keylane med\nundtagelse af følgende:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Medarbejdere ansat på tidsbegrænset kontrakt\nmed arbejde for virksomheden i op til seks måneder\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Medhjælpere til tidsbegrænset arbejde i\nadministrationen og som ikke indgår i projekter eller kundeleverancer i\nvirksomheden\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Direktionen\u003C\u002Fp>\n\n\u003Cp>Såfremt Keylane agter at ansætte køkken- og rengøringspersonale optages\ndrøftelser med Finansforbundet om vilkårene.\u003C\u002Fp>\n\n\u003Ch2 id=\"L101\">ARBEJDSTID\u003C\u002Fh2>\n\n\u003Cp>Frihed under ansvar er en væsentlig værdi i Keylane. Det betyder, at\nmedarbejdere og ledelsen i fællesskab tilrettelægger arbejdstiden under\nhensyn til en smidig og effektiv opgavevaretagelse og under hensyn til den\nenkelte medarbejders behov for fleksibilitet. Det er op til leder og\nmedarbejder i fællesskab løbende at drøfte, hvorvidt der er en fornuftig\nsammenhæng mellem arbejdstid og omfanget af arbejdsopgaver, og der skal altid\nvære en drøftelse, hvis medarbejderen ønsker det.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cp>Den normale arbejdstid er 37,5 timer. Der er en daglig frokostpause, som\nikke indgår i arbejdstiden. Kan der ikke opnås enighed om arbejdstidens\nplacering gælder følgende:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Keylane kan bestemme placering af arbejdstiden mellem kl. 08.00 og kl. 18.00\npå hverdage fra mandag til fredag. Ved deltagelse i projekter med udenlandske\nkunder\u002Fleverancer kan den normale arbejdstid fraviges af ledelsen.\u003C\u002Fp>\n\n\u003Cp>Medarbejdere med aflønning over brutto kr. 468.318, pr. år (inkl. pension)\ner ansat uden højeste tjenestetid og må påregne at skulle arbejde mere end\n37,5 timer pr. uge. I det omfang det er muligt kan merarbejde udlignes.\nMerarbejde honoreres således ikke særskilt.\u003C\u002Fp>\n\n\u003Cp>Medarbejdere med aflønning under brutto kr. 468.318, pr. år (inkl.\npension) modtager ved beordret overarbejde honorering med 150 % for de første\n3 timer på hverdage og 200 % på lørdage\u002Fsøndage, søgnehelligdage,\noverenskomstbestemte fridage og efter de første 3 overarbejdstimer på\nhverdage. Ved beordring af overarbejde skal der tages hensyn til medarbejderens\npersonlige grunde for i en konkret situation ikke at kunne påtage sig\noverarbejde.\u003C\u002Fp>\n\n\u003Ch2 id=\"L113\">KØRSELSGODTGØRELSE\u003C\u002Fh2>\n\n\u003Cp style=\"margin-left:2em;\">- (kilometerpenge) ved kørsel mellem flere\narbejdspladser samme dag\u003C\u002Fp>\n\n\u003Cp>Hvis medarbejderen bruger sin egen bil til i arbejdsmæssig sammenhæng at\nkøre mellem flere arbejdspladser samme dag yder Keylane kørselsgodtgørelse\nefter de retningslinjer og satser, som SKAT fastsætter.\u003C\u002Fp>\n\n\u003Cp>De nærmere retningslinjer for ordningen, herunder registrering, takster og\nafregning, beskrives på Keyla- ne’ intranet\u002Fwiki.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch2 id=\"L121\">LØN\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>Stk. 1.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>Lønnen aftales individuelt mellem Keylane og medarbejderen.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Lønnen reguleres med de ved overenskomstforhandlingerne mellem Keylane og\nFinansforbundet aftalte ændringer. Lønnen betales bagud og er til disposition\nsenest den sidste bankdag i måneden.\u003C\u002Fp>\n\n\u003Cp>Medarbejdere, der ansættes i perioden 1. september - 31. december er ikke\nberettiget til den generelle lønstigning, der er aftalt mellem parterne til at\ntræde i kraft den førstkommende 1. januar. Disse medarbejdere er omfattet af\nde generelle lønstigninger, der aftales efter den førstkommende 1. januar. De\npågældende medarbejdere orienteres om denne aftale i forbindelse med\nansættelsen.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 2.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Udover den aftalte generelle lønregulering, kan der som resultat af\nEvaluate the year conversation & reward samtalen mellem leder og\nmedarbejder tildeles en yderligere individuel lønregulering. Samtalen er en\ndel af Keylanes Performance Management and Reward Policy og er en individuel\nsamtale mellem leder og medarbejder, der gennemføres en gang om året i 4.\nkvartal. Eventuel individuel lønregulering udbetales i løbet af 1. kvartal\nmed virkning fra 1. januar.\u003C\u002Fp>\n\n\u003Cp>For medarbejdere, der får en vurdering på 1, kan Keylane fra og med 1.\njanuar 2022 beslutte, at disse medarbejdere ikke omfattes af den aftalte\ngenerelle regulering af medarbejderens løn, hvis følgende betingelser er\nopfyldt:\u003C\u002Fp>\n\n\u003Cp>•Medarbejderen bliver informeret om vurderingen på den halvårlige\nperformance samtale, der finder sted minimum 6 måneder før, den endelige\nvurdering finder sted\u003C\u002Fp>\n\n\u003Cp>•Der udarbejdes en skriftlig handlingsplan for medarbejderen, således at\nmedarbejderen har minimum 6 måneder til at forbedre vurderingen\u003C\u002Fp>\n\n\u003Cp>•Medarbejderen kan ikke holdes udenfor lønreguleringen to år i træk.\u003C\u002Fp>\n\n\u003Cp>Tillidsrepræsentanten og suppleanten orienteres om tilfælde, hvor\nmedarbejderens løn ikke reguleres.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 3.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Medarbejdere, der er fraværende i en vis periode i løbet af året fx pga.\norlov eller sygdom, er omfattet af den aftalte generelle lønstigning og\nlønpuljen. Med hensyn til den individuelle bonusordning, skal medarbejderens\nmål justeres, således fraværet ikke har indflydelse på medarbejderens\nmulighed for at opnå individuel bonus.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003Ch2 id=\"L149\">PENSION\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>Pensionsbidraget udgør mindst 9 %, heraf mindst 4 % fra virksomhedens\nside.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Pensionsbidraget for nyansatte, fra og med 1. juli 2012, udgør mindst 16,25\n%; heraf betaler virksomheden mindst 11 %.\u003C\u002Fp>\n\n\u003Cp>Betaling af pensionsbidraget sker efter prøvetidens udløb. Dog betaler\nKeylane i prøvetiden præmien til sundhedsforsikring og kritisk sygdom.\u003C\u002Fp>\n\n\u003Ch2 id=\"L157\">BONUSMODEL I KEYLANE\u003C\u002Fh2>\n\n\u003Cp>Fra 1. juli 2018 har Keylane Danmark en bonusmodel for alle månedslønnede\nmedarbejdere eksklusive direktionen, bestyrelsen og studerende.\u003C\u002Fp>\n\n\u003Cp>Bonusmodellen fastlægges af Keylane koncernens ledelse og er baseret på\nkollektive mål for Keylane koncernen.\u003C\u002Fp>\n\n\u003Cp>Opnåelse af 100 % bonusudbetaling vil for året 2019 resultere i en\nudbetaling på 22.564 kr. for fuldtidsansatte. Dette beløb bliver\nindeksreguleret fra og med 1. januar 2021 baseret på den samlede aftalte\nlønregulering (generel og individuel) pr. 1. januar 2021.\u003C\u002Fp>\n\n\u003Cp>Medarbejdere, der ikke har været ansat hele året, har ret til en\nforholdsmæssig bonus for den periode, de har været ansat. Deltidsansatte har\nret til en forholdsmæssig bonus beregnet på baggrund af deres\nbeskæftigelsesgrad.\u003C\u002Fp>\n\n\u003Cp>Bonus kommer til udbetaling i Danmark til alle omfattede medarbejdere med et\nfast beløb. Dette gælder dog ikke for medarbejdere, der har indgået en\nindividuel bonusaftale, og som får udbetalt et højere beløb fra deres\nindividuelle aftale end bonusudbetalingen fra den kollektive bonusmodel i det\npågældende år.\u003C\u002Fp>\n\n\u003Cp>Bonussen opgøres og udbetales årligt, og kommer til udbetaling senest\nmarts måned det efterfølgende år. Bonusopgørelsen vil ske på grundlag af\nforeløbige regnskabstal, såfremt det reviderede koncernregnskab for Keylane\nendnu ikke foreligger. Der beregnes ikke pension af bonusudbetalingen.\u003C\u002Fp>\n\n\u003Cp>Alle ændringer vedrørende target for året drøftes i SU og Keylane\nsikrer, at SU bliver orienteret om resultater og budgetforventningerne efter\nhvert kvartalsregnskab vedrørende det fastsatte target.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-onceonly_detail\">\u003Cp>Øvrige ændringer til bonusmodellen, eksempelvis indførsel af individuelle\nkriterier eller tidspunktet for udbetaling af bonus m.m. aftales lokalt med den\nfaglige repræsentant eller medarbejdernes repræsentanter i det lokale SU. De\nlokale repræsentanter for medarbejderne kan til enhver tid beslutte, at\nFinansforbundet deltager i forhandlingerne eller overdrage forhandlingerne til\nFinansforbundet.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Hvis der ikke er en faglig repræsentant eller medarbejderrepræsentanter i\nSU, aftales ændringerne med Finansforbundet.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-onceonly2_trigger\">\u003Ch2 id=\"L177\">PERFORMANCE MANAGEMENT AND REWARD POLICY\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>Keylanes ledelse skal sikre orientering om Performance Management and Reward\nPolicy system og oplæg til justeringer af systemet til\ntillidsrepræsentanterne og disses suppleanter. Parterne aftaler derfor,\nhvilken statistik der er relevant ift. opfølgning på fx stilling, afdeling,\nalder, køn, indplacering i lønniveau m.m.\u003C\u002Fp>\n\n\u003Cp>På baggrund af orienteringen og udarbejdelse af statistikken drøftes\nKeylanes Performance Ma-nage- ment and Reward Policy system mellem de samme\nparter i 1. kvartal. Målet med drøftelserne er:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•At følge op på det foregående års\naktiviteter\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•At følge op på fordelingen af en evt.\nlønpulje aftalt mellem Keylane og Finansforbundet\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•At drøfte behovet for og oplæg til eventuelle\njusteringer af systemet\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•At de fælles konklusioner viderebringes til\nKeylane internationalt\u003C\u002Fp>\n\n\u003Cp>Er der ikke valgt tillidsrepræsentanter og suppleanter skal orientering og\ndrøftelser foregå i SU.\u003C\u002Fp>\n\n\u003Ch2 id=\"L193\">FERIE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysweeks\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>Der gives medarbejderne ferie med løn efter ferieloven. Det særlige\nferietillæg udbetales 30. april.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Det kan aftales mellem virksomheden og den enkelte medarbejder, at optjent\nferie ud over 20 dage kan overføres til det følgende ferieår. En aftale, der\nskal være skriftlig, skal være indgået inden ferieårets udløb. En opsagt\nmedarbejder, der ifølge aftale har overført ferie til efterfølgende\nferieår, kan ikke pålægges at afholde denne ferie i en opsigelsesperiode.\u003C\u002Fp>\n\n\u003Cp>Ferie omfattet af ferielovens § 38, stk. 1, ”feriehindring på grund af\nsærlige forhold” holdes i det følgende ferieår, hvis der er enighed mellem\nvirksomheden og medarbejderen herom.\u003C\u002Fp>\n\n\u003Cp>Det kan ved lokal aftale bestemmes, at ferielovens § 15, stk. 3, om\n”ændring\u002Fafbrydelse af ferie” ikke gælder for de medarbejdere, der\nomfattes af lokalaftalen.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Ch2 id=\"L203\">FERIE OG FERIETILLÆG\u003C\u002Fh2>\n\n\u003Cp>Der gives medarbejderne ferie med løn efter ferieloven. Ifølge den nye\nferielov udbetales ferietillægget to gange årligt - første gang i 2021.\u003C\u002Fp>\n\n\u003Cp>Første del betales med maj-lønnen og vedrører optjeningsperioden\nseptember - maj [9 måneder].\u003C\u002Fp>\n\n\u003Cp>Andel del betales med august-lønnen og vedrører optjeningsperioden juni -\naugust (3 måneder).\u003C\u002Fp>\n\n\u003Cp>Det kan aftales mellem virksomheden og den enkelte medarbejder, at optjent\nferie ud over 20 dage kan overføres til det følgende ferieår. En aftale, der\nskal være skriftlig, skal være indgået inden den 31. december efter\nferieafholdelsesperiodens udløb. En opsagt medarbejder, der ifølge aftale har\noverført ferie til efterfølgende ferieår, kan ikke pålægges at afholde\ndenne ferie i en opsigelsesperiode. Det kan ved lokal aftale bestemmes, at\nferielovens § 9, stk. 3 om ”ændring\u002Fafbrydelse af ferie” ikke gælder for\nde medarbejdere, der omfattes af lokalaftalen.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2 id=\"L213\">OVERENSKOMSTBESTEMTE FRIDAGE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays2\">\u003Cp>Alle søgnehelligdage er fridage. Herudover er juleaftensdag, grundlovsdag\nsamt nytårsaftensdag fridage.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Særlige medarbejdergrupper - studerende og medarbejdere på\nforskerordning\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 1.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>For studerende, der har et studiekort fra en videregående uddannelse og som\nansættes som deltidsbeskæftigede, kan der indgås aftale om\nansættelsesvilkår, der fraviger overenskomstens bestemmelser, for så vidt\nangår løn under barsel og pension.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 2.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>For op til 3 medarbejdere ansat under den til enhver tid gældende særlige\nskatteordning for udenlandske forskere og nøglemedarbejdere kan der indgås\naftale om ansættelsesvilkår, der fraviger overenskomstens bestemmelser, for\nså vidt angår løn under barsel, pension og Bonusmodellen.\u003C\u002Fp>\n\n\u003Ch2 id=\"L229\">SOCIALE BESTEMMELSER. KEYLANE FERIEDAGE\u003C\u002Fh2>\n\n\u003Cp>Medarbejderen optjener ret til 5\u002F12 dags betalt Keylane feriedag for hver\nmåneds ansættelse i et kalenderår (optjeningsåret). For medarbejdere der\nhar første arbejdsdag efter den 1. i en måned, beregnes feriedagene\nforholdsmæssigt.\u003C\u002Fp>\n\n\u003Cp>Medarbejdere, der ikke arbejder hver dag eller er deltidsansatte, får\ntildelt Keylane feriedage forholdsmæssigt.\u003C\u002Fp>\n\n\u003Cp>Der tildeles Keylane feriedage under orlov i det omfang, der ydes hel eller\ndelvis løn. Pensionsindbetalinger betragtes i denne sammenhæng ikke som\nløn.\u003C\u002Fp>\n\n\u003Cp>Keylane feriedage skal afholdes i det år, der går fra 1. maj til 30. april\n(ferieåret) og som følger efter optjeningsåret.\u003C\u002Fp>\n\n\u003Cp>Afholdelse af Keylane feriedage placeres før den ordinære ferie (ferien\nifølge Ferieloven).\u003C\u002Fp>\n\n\u003Cp>Ved fratrædelse udbetales resterende og optjente Keylane feriedage.\u003C\u002Fp>\n\n\u003Cp>Med start fra den 1. september 2020 løber ferieåret fra den 1. september\ntil 31. august.\u003C\u002Fp>\n\n\u003Cp>Der tildeles 5 Keylane feriedage pr. ferieår på følgende datoer:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•2 dage - den 1. oktober\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•1 dag - den 1. januar\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•1 dag - den 1. april\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•1 dag - den 1. juli\u003C\u002Fp>\n\n\u003Cp>Hvis medarbejderen ikke har været ansat hele ferieåret bliver Keylane\nferiedagene tildelt fra den førstkommende tildelingsdato jf. ovenfor.\u003C\u002Fp>\n\n\u003Cp>Medarbejdere, der ikke arbejder hver dag eller er deltidsansatte, får\ntildelt Keylane feriedage forholdsmæssigt.\u003C\u002Fp>\n\n\u003Cp>Ferieafholdelsesperioden, altså det tidsrum medarbejderen kan afholde sin\noptjente Keylane feriedage, er 1. september til 31. december året efter - i\nalt 16 måneder.\u003C\u002Fp>\n\n\u003Cp>Afholdelse af Keylane feriedage placeres før den ordinære ferie (ferien\nifølge Ferieloven).\u003C\u002Fp>\n\n\u003Cp>Ved fratrædelse udbetales resterende og optjente Keylane feriedage.\u003C\u002Fp>\n\n\u003Ch2 id=\"L265\">TILKØB AF EKSTRA FRIDAGE\u003C\u002Fh2>\n\n\u003Cp>Medarbejdere kan hvert ferieår købe op til 5 ekstra fridage, som de selv\nfinansierer via deres løn. Afholdelse af feriedagene aftales under hensyn til\nvirksomhedens drift.\u003C\u002Fp>\n\n\u003Cp>Forespørgsel om køb af fridage skal gives skriftligt med mindst 1 måneds\nvarsel.\u003C\u002Fp>\n\n\u003Cp>For hver fridag trækkes der 4,80 % af månedslønnen svarende til\nFerielovens bestemmelse om løntræk ved afholdelse af ferie for medarbejdere,\nder endnu ikke har optjent fuld ferie med løn. Løntrækket sker i den måned,\nhvor de ekstra fridage afholdes.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Ch2 id=\"L273\">GRAVIDITET, BARSEL OG ORLOV\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>\u003Cstrong>Stk. 1.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp>En kvindelig medarbejder som har været ansat i Keylane i 6 måneder før\nden forventede fødsel får i forbindelse med graviditet og barsel fuld løn\nunder orlov, dog tidligst 4 uger før forventet fødselstidspunkt og indtil 14\nuger efter fødslen.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>Fædreorlov med fuld løn (4 uger) og forældreorlov med fuld løn (10 uger)\nydes til medarbejdere som har været ansat i Keylane i 6 måneder før den\nforventede fødsel, og placeres efter aftale mellem virksomheden og\nmedarbejderen. Fædreorloven skal dog være holdt senest 14 uger efter barnets\nfødsel.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Hvis der ikke ved aftale opnås enighed om placeringen af orloven gælder,\nat:\u003C\u002Fp>\n\n\u003Cp>a)Mandlige medarbejdere, som har været ansat i Keylane i 6 måneder før\nden forventede fødsel har ret til fuld løn i op til 4 uger (fædreorlov), som\nskal holdes senest 14 uger efter fødslen. Fraværet skal holdes i uafbrudte\nperioder a 2 uger.\u003C\u002Fp>\n\n\u003Cp>b)Medarbejdere, som har været ansat i Keylane i 6 måneder før den\nforventede fødsel har ret til fuld løn ved uabrudt fravær i op til 10 uger,\nsom efter medarbejderens valg kan placeres i uge 15 - 60 efter fødslen\n(forældreorlov). Medarbejdere kan også vælge at placere forældreorlov i 2\nuabrudte perioder på 5 uger i samme periode. Medarbejderen skal meddele\nforældreorlov med fuld løn og placering af denne efter pkt. b) senest 4 uger\nefter fødslen.\u003C\u002Fp>\n\n\u003Cp>Arbejdsgiverens pligt til at yde fuld løn, jf. ovenfor, er betinget af, at\nmedarbejderen efter loven om ret til orlov og dagpenge (barselloven) er\nberettiget til dagpenge med et beløb, svarende til mindst 32\u002F46 af det\nmaksimale dagpengebeløb.\u003C\u002Fp>\n\n\u003Cp>Ved forlængelse af barselsorloven på grund af barns hospitalsindlæggelse,\njf. barselloven, betales fuld løn. Forældrene vælger, hvem der har retten\ntil den forlængede orlov. Hvis barselsorloven forlænges efter denne\nbestemmelse, vil medarbejderens ret til frihed efter punkt b eller stk. 3 blive\nudskudt med det tilsvarende antal uger.\u003C\u002Fp>\n\n\u003Cp>Ved barns død betales fuld løn i de perioder, hvor der betales\nsygedagpenge, jf. barselloven. Endvidere betales fuld løn til faderen i de\nperioder, hvor der er ret til dagpenge efter sygedagpengelovens § 16 (moderens\nsygdom inden for de første 14 uger).\u003C\u002Fp>\n\n\u003Cp>Der betales herudover fuld løn under fravær på grund af lægeligt\ndokumenterede graviditetsgener.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydiscrimination\">\u003Cp>\u003Cstrong>Stk. 2.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>En gravid medarbejder kan ikke af virksomheden afskediges de sidste 3\nmåneder før den forventede fødsel, medmindre der foreligger sådanne forhold\nfra medarbejderens side, at bortvisning er berettiget.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>Stk. 3.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Når en medarbejder holder barselsorlov uden løn fra virksomheden, jf.\nbarselloven, betaler virksomheden såvel medarbejderens som virksomhedens\nnormale pensionsbidrag i perioden. Dog længst til 60 uger efter fødslen.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>\u003Cstrong>Stk. 4.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Medarbejderen har efter afholdt fravær i henhold til stk. 1, litra b, ret\ntil deltidsansættelse til og med uge 52 efter fødslen. Hvis der ikke ved\nlokal forhandling opnås enighed om nedsættelsen, har medarbejderen krav på\nansættelse på halv tid i perioden. Ønsker medarbejderen at udnytte denne\nret, skal medarbejderen meddele det til virksomheden inden 8 uger efter\nfødslen.\u003C\u002Fp>\n\n\u003Cp>I forbindelse hermed betales fuldt pensionsbidrag både fra medarbejderen og\nvirksomheden.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>Stk. 5.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Ved aftalebestemt orlov til børnepasning optjenes anciennitet.\u003C\u002Fp>\n\n\u003Ch2 id=\"L313\">ADOPTION\u003C\u002Fh2>\n\n\u003Cp>Hvis den adoptionsundersøgende myndighed bestemmer, at medarbejderen skal\nvære fraværende fra arbejdet ved modtagelsen, har medarbejderen fra\nmodtagelsestidspunktet samme rettigheder som nævnt i barselsbestemmelserne.\u003C\u002Fp>\n\n\u003Cp>Ved modtagelsen af et adoptivbarn i udlandet har medarbejderen ret til orlov\nmed fuld løn i den dagpengeberettigede periode, dog højst 8 uger før\nmodtagelsen.\u003C\u002Fp>\n\n\u003Cp>Ved modtagelsen af et adoptivbarn i Danmark har medarbejderen ret til orlov\nmed fuld løn i den dagpengeberettigede periode, dog højst 2 uger før\nmodtagelsen.\u003C\u002Fp>\n\n\u003Cp>Når en medarbejder adopterer et barn, har medarbejderen ret til orlov uden\nløn i 14 uger regnet fra tidspunktet for modtagelsen af barnet.\u003C\u002Fp>\n\n\u003Ch2 id=\"L323\">ØVRIGE BESTEMMELSER\u003C\u002Fh2>\n\n\u003Cp>Hvis en medarbejder i Keylane har behov for fravær af familiemæssige\nog\u002Feller sociale årsager vil medarbejderen og den daglige leder i fællesskab\ndrøfte, hvordan dette tilrettelægges så medarbejderens behov tilgodeses på\nen måde, der er forenelig med virksomhedens og kundernes behov.\u003C\u002Fp>\n\n\u003Cp>Nærværende bestemmelse har ikke til hensigt at ændre på de værdier, der\ner gældende i Keylane, hvorefter medarbejdere og ledelse i fællesskab finder\nløsninger, der er udtryk for frihed under ansvar.\u003C\u002Fp>\n\n\u003Cp>Hvis medarbejderen og virksomheden ikke kan opnå enighed gælder følgende\nvedrørende frihed ved børns sygdom og orlov til pasning af nærtstående, som\ner handicappede, alvorligt syge eller døende i hjemmet.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Ch2 id=\"L331\">FRIHED VED BØRNS SYGDOM\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cp>\u003Cstrong>Stk. 1.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>En medarbejder har ret til om nødvendigt at få fri med løn i indtil 2\ndage af et hjemmeboende barns (normalt et barn under 15 år) sygdomsperiode for\nenten at arrangere passende pleje eller selv passe barnet.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 2.\u003C\u002Fstrong>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Ved et sygt mindreårigt barns hospitalsindlæggelse eller tilsvarende\nambulant behandling, der kræver forældrenes tilstedeværelse, gives indtil 2\nugers orlov med fuld løn.\u003C\u002Fp>\n\n\u003Cp>Det samme gælder, hvis barnet udskrives fra hospitalet eller fra\ntilsvarende ambulant behandling, hvis det fortsat er nødvendigt med\npleje\u002Fpasning i hjemmet i stedet for hospitalsophold. Virksomheden kan forlange\nfornøden dokumentation herfor.\u003C\u002Fp>\n\n\u003Cp>Den samlede frihedsperiode kan ikke overstige 2 uger.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 3.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Ved sygdom ud over de 2 sygedage eller de indtil 2 ugers orlov med fuld\nløn, gives der på medarbejderens begæring orlov uden løn i en sådan\nperiode, at en forsvarlig pasning af det syge barn er praktisk mulig.\u003C\u002Fp>\n\n\u003Cp>Ved orlov ud over 2 uger kan virksomheden gøre ydelse af yderligere orlov\nbetinget af forevisning af lægeattest. Lægens samlede honorar ved udstedelse\naf lægeattest betales af virksomheden.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>Stk. 4.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Frihed i henhold til stk. 1, 2 og 3 gælder også, når man har et\nforældremyndighedslignende forhold til barnet.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 5.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Der gives hel eller delvis orlov i op til 13 uger til medarbejdere med et\nalvorligt sygt barn, jf. § 26 i barselloven. Virksomheden betaler\nlønkompensation op til fuld sædvanlig løn i orlovsperioden.\u003C\u002Fp>\n\n\u003Cp>Der optjenes ferie og betales pensionsbidrag af fuld sædvanlig løn.\nOrlovsperioden medregnes i medarbejderens anciennitet.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 6.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Der gives medarbejdere, der forsørger et fysisk eller psykisk handicappet\nhjemmeboende barn under 18 år, mulighed for hel eller delvis orlov uden løn,\njf. § 42 i lov om social service.\u003C\u002Fp>\n\n\u003Cp>Virksomheden og medarbejderen betaler fuldt pensionsbidrag i\norlovsperioden.\u003C\u002Fp>\n\n\u003Ch2 id=\"L367\">ORLOV TIL PASNING I HJEMMET AF NÆRTSTÅENDE, SOM ER\nHANDICAPPEDE, ALVORLIGT SYGE ELLER DØENDE\u003C\u002Fh2>\n\n\u003Cp>\u003Cstrong>Stk. 1.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>En medarbejder, der ønsker at passe nærtstående handicappede, alvorligt\nsyge eller døende i hjemmet, har ret til orlov med løn fra virksomheden, hvis\nmedarbejderen enten:\u003C\u002Fp>\n\n\u003Cp>a.Ansættes af kommunen i henhold til § 118 i lov om social service til at\npasse en nærtstående med betydeligt og varigt nedsat fysisk eller psykisk\nfunktionsevne eller indgribende kronisk eller langvarig lidelse, eller\u003C\u002Fp>\n\n\u003Cp>b.Af kommunen får bevilget plejevederlag i henhold til § 119 i lov om\nsocial service for at passe en nærtstående døende, der ønsker at dø i eget\nhjem.\u003C\u002Fp>\n\n\u003Cp>Ansættes medarbejderen i henhold til a., betaler virksomheden\nlønkompensation beregnet som forskellen mellem medarbejderens normale løn og\npensionsbidrag og den af kommunen betalte løn mv., feriepenge og\npensionsbidrag. Får medarbejderen bevilget plejevederlag i henhold til b.,\nindtræder virksomheden i medarbejderens ret til plejevederlag og yder fuld\nløn under orloven, hvor medarbejderen er berettiget til plejevederlag.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 2.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Der optjenes under orloven ferie og betales pensionsbidrag af normal løn.\nOrlovsperioden medregnes i medarbejderens anciennitet.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Ch2 id=\"L383\">AFSKEDIGELSER OG FRATRÆDELSESGODTGØRELSE\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>Opsigelse skal ske i overensstemmelse med funktionærlovens regler.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 1.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Afskedigelse efter funktionærlovens § 5, stk. 2 (120-dagesreglen) kan ikke\nfinde sted.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 2.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Hvis en efter reglerne for behandling af faglig strid nedsat voldgiftsret\nmåtte finde, at afskedigelse er uberettiget og ikke begrundet i funktionærens\neller virksomhedens forhold, kan voldgiftsretten efter påstand herom\nunderkende afskedigelsen, medmindre samarbejdet mellem virksomheden og\nfunktionæren har lidt eller må antages at ville lide skade ved en\nfortsættelse af ansættelsesforholdet. Finder voldgiftsretten, at\nafskedigelsen er uberettiget, men at ansættelsesforholdet alligevel ikke skal\nfortsætte, kan voldgiftsretten efter påstand herom bestemme, at virksomheden\nskal betale den pågældende en erstatning. Størrelsen af denne skal afhænge\naf sagens omstændigheder og funktionærens anciennitet i virksomheden.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 3.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Underkendelse af opsigelsen eller tilkendelse af godtgørelse er betinget\naf, at funktionæren har været uafbrudt beskæftiget i virksomheden i mindst 1\når før opsigelsen.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 4.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Hvis en medarbejder efter afskedigelse, begrundet i virksomhedens forhold, i\nopsigelsesperioden ønsker at deltage i en jobrelevant uddannelsesaktivitet,\ngives der frihed med løn i uddannelsesperioden. Friheden skal aftales og gives\nunder hensyn til virksomhedens drift.\u003C\u002Fp>\n\n\u003Ch2 id=\"L403\">AFTALE MELLEM KEYLANE OG FINANSFORBUNDET OM\u003C\u002Fh2>\n\n\u003Ch2 id=\"L405\">SAMARBEJDE OG SAMARBEJDSUDVALG\u003C\u002Fh2>\n\n\u003Ch3 id=\"L407\">§ 1Formålet med samarbejdsudvalget\u003C\u002Fh3>\n\n\u003Cp>Formålet med samarbejdsudvalget (SU) er at fastholde og udvikle Keylane som\nen attraktiv virksomhed for nuværende og potentielle medarbejdere, hvor\narbejdsmiljø og virksomhedskultur fremmer virksomhedens udvikling samtidig med\nat der skabes gode rammer for medarbejdernes daglige arbejde, trivsel og\npersonlige udvikling.\u003C\u002Fp>\n\n\u003Cp>SU skal medvirke til at sikre loyale og engagerede medarbejdere.\u003C\u002Fp>\n\n\u003Cp>SU virker som sparringspartner for ledelsen forud for og i forbindelse med\nstørre ændringer i virksomheden, ligesom SU er et forum hvor medarbejderne\nformelt kan rejse forslag og problemstillinger overfor ledelsen.\u003C\u002Fp>\n\n\u003Cp>SU drøfter emner på generelt niveau og behandler ikke enkeltsager,\neksempelvis personsager.\u003C\u002Fp>\n\n\u003Ch3 id=\"L417\">§ 2Sammensætning\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>Stk. 1.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>SU består af 2 grupper:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:0em\">\u003Cem>Gruppe A\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:0em\">Virksomhedens ledelse udpeger samme antal medlemmer\nsom gruppe B. Mindst 1 medlem skal være direktionsmedlem. Virksomhedens\nledelse udpeger SU-koordinatoren blandt de til gruppe A udpegede medlemmer af\nsamarbejdsudvalget.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:0em\">\u003Cem>Gruppe B\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:0em\">3-4 medlemmer og et tilsvarende antal suppleanter\nvælges af og blandt medarbejderne, dog er tillidsmanden altid medlem.\nMedarbejdere, der er udpeget til ledelsesrepræsentanter eller suppleanter for\nsamme, er ikke valgbare og har ikke stemmeret ved valg af\npersonalerepræsentanter eller suppleanter for disse.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:0;\">\u003Cstrong>Stk. 2.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Fastlæggelse af antallet af medlemmer i B-gruppen sker efter forudgående\ndrøftelse med virksomhedens ledelse. SU sammensættes normalt paritetisk.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 3.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Medlemmer i B-gruppen nyder en tilsvarende beskyttelse mod afskedigelse som\ntillidsvalgte, jf. aftalen om fagligt arbejde.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 4.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Valg\u002Fudpegning sker for 2 år ad gangen med vekselvis afgang.\nGenvalg\u002Fgenudpegning kan finde sted. Hvervet ophører automatisk, når et\nmedlems ansættelsesforhold i virksomheden ophører.\u003C\u002Fp>\n\n\u003Ch3 id=\"L443\">§ 3Valg\u003C\u002Fh3>\n\n\u003Cp>Valg af medlemmer til gruppe B og suppleanter for disse foranstaltes af\nudvalgets B-gruppe.\u003C\u002Fp>\n\n\u003Ch3 id=\"L447\">§ 4Formand\u003C\u002Fh3>\n\n\u003Cp>Et medlem af gruppe A fungerer som formand for udvalget.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmærkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Det er altid et medlem af gruppe A, der fungerer som formand. Hvis formanden\nfår forfald, skal så vidt muligt et andet medlem af direktionen, der enten er\npermanent medlem eller suppleant af udvalget, føre forsædet under møderne og\nellers et andet permanent medlem af gruppe A.\u003C\u002Fp>\n\n\u003Ch3 id=\"L455\">§ 5Udvalgsår og forretningsorden\u003C\u002Fh3>\n\n\u003Cp>SU mødes ordinært 4 gange om året.\u003C\u002Fp>\n\n\u003Cp>SU mødes ekstraordinært ved:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">• Konstatering af større ændringer i Keylane’\nøkonomiske situation\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Forventede større ændringer i\nbeskæftigelsessituationen\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Større generelle emner, der fordrer afklaring\ninden næste ordinære møde\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Efter ønske fra direktionen eller et flertal af\nmedarbejderrepræsentanter i SU.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Indkaldelse\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>SU’s koordinator indkalder til møder.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Dagsorden\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Alle medlemmer af SU kan fremsende emneforslag til dagsordenen til SU’s\nkoordinator.\u003C\u002Fp>\n\n\u003Cp>SU’s koordinator og formand udarbejder dagsorden for møderne og\nsynliggør eventuelle emner der ikke er medtaget af agenda.\u003C\u002Fp>\n\n\u003Cp>Udkast til dagsorden udsendes til mødedeltagerne og på WIKI\u002FIntranet\nsenest 14 dage før mødet. Evt. ændringer\u002Ftilføjelser fremsendes til\nkoordinatoren en uge før mødet.\u003C\u002Fp>\n\n\u003Cp>Endelig dagorden fremsendes 1 uge før mødet til deltagerne og på\nWIKI\u002FIntranet.\u003C\u002Fp>\n\n\u003Cp>Eventuelt skriftligt materiale til behandling sammen med agendaen fremsendes\nsom udgangspunkt sammen med agendaen og senest 2 dage før mødet.\u003C\u002Fp>\n\n\u003Cp>Dagsorden for SU-møderne er:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1.Gensidig orientering inkl. økonomisk status\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">2.Status på organisation\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">3.Emner til behandling\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">a.Emne X\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">b.Emne Y\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">4.Status på aktionspunkter\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">5.Eventuelt\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Mødereferat\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Koordinatoren udarbejder udkast til beslutningsreferat fra SU-møderne efter\nfølgende retningslinjer:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Udkast til mødereferat skal foreligge senest 1\nuge efter mødet.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Kommentarer til mødereferatet skal indgives\nsenest 1 uge efter modtagelse af udkast.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Endeligt referat skal udsendes senest 1 uge efter\nkommentering, dvs. senest 3 uger efter mødet.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Referatet offentliggøres gennem WIKI\u002FIntranet til\nmedarbejderne.\u003C\u002Fp>\n\n\u003Ch3 id=\"L513\">§ 6 SU’s obligatoriske arbejdsopgaver\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>Stk. 1.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Virksomheden har pligt til via SU at give de ansatte fyldestgørende\noplysninger om forhold af væsentlig betydning for de ansatte på virksomheden.\nPligten til at informere omfatter som minimum:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1)Information om den seneste udvikling og den\nforventede udvikling i virksomhedens aktiviteter, virksomhedens økonomiske\nsituation og fremtidsudsigter, herunder om ordre- og markedssituationen samt\nproduktionsforhold,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">2)Information om virksomhedens\nbeskæftigelsesforhold, herunder hvis beskæftigelsen på virksomheden er\ntruet, og planer om større ændringer og foranstaltninger, som får betydning\nfor beskæftigelsen, og\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">3)Information om virksomhedens beslutninger, som\nkan medføre betydelige ændringer i arbejdets tilrettelæggelse og\nansættelsesforholdene.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 2.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Oplysningerne efter stk. 1 skal gives jævnligt og på passende tidspunkter,\nså lønmodtagerrepræsentanterne har ajourførte informationer om\nvirksomhedens situation. Oplysningerne efter stk.1 skal om muligt foreligge i\nskriftlig form og på en sådan måde og med et sådant indhold, at\nlønmodtagerrepræsentanterne har mulighed for at sætte sig ind i og vurdere\nindholdet af oplysningerne og kan forberede den i stk. 3 beskrevne høring.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 3.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Virksomheden har pligt til via lønmodtagerrepræsentanterne at høre de\nansatte ved at give dem mulighed for at udveksle synspunkter og etablere en\ndialog med virksomhedens ledelse på baggrund af de modtagne oplysninger i\nhenhold til stk.1. Lønmodtagerrepræsentanterne skal på baggrund af de i\nstk.1, nr. 2 og 3, nævnte oplysninger, have mulighed for:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1)At fremsætte en udtalelse,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">2)At forberede sig på og holde møde med ledelsen\nog\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">3)At få et begrundet svar fra ledelsen på\neventuelle udtalelser.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 4.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Høringen efter stk. 3 skal endvidere finde sted på et sådant tidspunkt,\npå en sådan måde og med et sådant indhold, at lønmodtagerrepræsentanterne\nfår adgang til at mødes med arbejdsgiveren og give udtryk for deres mening om\npåtænkte foranstaltninger og komme med forslag, som inddrages i den videre\nbeslutningsproces. Høringen efter stk. 3 skal finde sted på et relevant\nledelses- og repræsentationsniveau afhængigt af det behandlede emne.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 5.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Høringen om de i stk.1, nr. 3, nævnte beslutninger sker med henblik på at\nnå til en aftale om de beslutninger, som virksomhedens ledelse kan træffe, og\nsom har medført eller kan medføre betydelige ændringer i arbejdets\ntilrettelæggelse og ansættelsesforholdene.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 6.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Gennemførelse af høringen, herunder afholdelse af møder, jf. stk. 3 og 4,\nberører ikke arbejdsgiverens beføjelser.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 7.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Ved fusion skal der, efter at fornøden orientering i samarbejdsudvalget er\ngivet lønmodtagernes repræsentanter, respektive de berørte lønmodtagere,\njf. lov om lønmodtageres retsstilling ved virksomheds-\u003C\u002Fp>\n\n\u003Cp>overdragelse - nedsættes en paritetisk sammensat arbejdsgruppe med\nrepræsentanter for såvel lønmodtagere som arbejdsgivere i de af fusionen\nomfattede virksomheder. Arbejdsgruppen nedsættes senest, når fusionen af\nsåvel overdrager som erhverver er endeligt vedtaget af de kompetente\nforsamlinger.\u003C\u002Fp>\n\n\u003Cp>Ved overdragelse af en del af en virksomhed enten i form af:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a.Overdragelse af en eller flere filialer eller\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">b.Overdragelse mellem virksomheder, som ikke er\nkoncernforbundne, og hvor overdragelsen omfatter mindst 10 % af de i den\noverdragende virksomhed beskæftigede medarbejdere, nedsættes der tilsvarende\nen paritetisk sammensat arbejdsgruppe.\u003C\u002Fp>\n\n\u003Cp>Arbejdsgruppen har til opgave:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-At følge udviklingen ved overdragelsen, og\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-At rådgive om afhjælpning af eventuelle\nproblemer ved overdragelsen.\u003C\u002Fp>\n\n\u003Cp>Samarbejdsudvalget skal snarest muligt orienteres om virksomhedens\neventuelle samarbejdsaftaler med andre selskaber inden for forretningsområdet,\nsåkaldte strategiske alliancer.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 8.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Ved afskedigelser af en flerhed af medarbejdere, der ikke er begrundet i\nmedarbejdernes forhold, skal ledelsen optage drøftelse om aktiviteter for at\nsikre, at medarbejderne får de bedste muligheder for fremtidig beskæftigelse,\nherunder søge at nå frem til tilbud om kurser, som er relevante i forhold til\nden opsagtes mulighed for at få nyt arbejde. For de medarbejdere, hvor\nmulighed for anden beskæftigelse pga. alder ikke er nærliggende, må\nmuligheden for førtidspension og delpension overvejes.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 9.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Det er samarbejdsudvalgets opgave at drøfte, hvor mange midler der\nafsættes til medarbejdernes kompetenceudvikling. Ved årets slutning skal SU\nfølge op på anvendelsen af midlerne til kompetenceudvikling.\u003C\u002Fp>\n\n\u003Ch3 id=\"L579\">§ 7Information\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>Stk. 1.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>I særlige tilfælde, hvor det alvorligt vil kunne skade eller påvirke\nvirksomhedens drift eller skade virksomheden at give information eller foretage\nhøring efter § 6, er virksomheden ikke forpligtet hertil.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 2.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Hvis der stilles krav herom, kan de ordinære repræsentanter for\nlønmodtagerne suppleres med repræsentanter for grupper, der ikke er\nrepræsenteret gennem de ordinære repræsentanter, når der informeres og\nhøres i overensstemmelse med § 6.\u003C\u002Fp>\n\n\u003Ch3 id=\"L589\">§ 8Tavshedspligt\u003C\u002Fh3>\n\n\u003Cp>Lønmodtagerrepræsentanterne eller særligt sagkyndige, der bistår dem,\nmå ikke videregive oplysninger, som de af hensyn til virksomhedens legitime\ninteresser har modtaget som fortrolige. Tavshedspligten gælder også efter\nudløbet af lønmodtagerrepræsentanternes mandat.\u003C\u002Fp>\n\n\u003Ch2 id=\"L593\">PROTOKOLLAT OM FORSIKRINGER\u003C\u002Fh2>\n\n\u003Cp>Virksomheden betaler præmien for en rejseforsikring, der dækker ved\ntjenesterejser, ligesom de betaler præmien for en ulykkesforsikring, der\ndækker medarbejderen både i fritid og arbejdstid. Medarbejde-\u003C\u002Fp>\n\n\u003Cp>ren kan med fordel overveje, hvorvidt der er behov for at supplere med\nyderligere ulykkesforsikring med fritidsdækning.\u003C\u002Fp>\n\n\u003Ch2 id=\"L599\">PROTOKOLLAT OM PENSIONSORDNINGER\u003C\u002Fh2>\n\n\u003Cp>Pensionsvilkår og ydelsessammensætning mv.\u003C\u002Fp>\n\n\u003Cp>Ændringer i bestående eller nye pensionsordningers indhold, opbygning og\nsammensætning mv., aftales mellem virksomheden på den ene side og den faglige\nrepræsentant på den anden side.\u003C\u002Fp>\n\n\u003Cp>Pensionsordninger etableres som kollektive ordninger og skal indeholde både\nopsparing og risikodækning. Der aftales lokalt mindstekrav herfor, dog skal\nordningen være baseret på et unisexberegningsprin- cip.\u003C\u002Fp>\n\n\u003Ch2 id=\"L607\">AFTALE MELLEM KEYLANE OG FINANSFORBUNDET OM REGLER FOR BEHANDLING\nAF FAGLIG STRID\u003C\u002Fh2>\n\n\u003Ch3 id=\"L609\">§ 1Aftalens område\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>Stk. 1.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Nærværende „Regler for behandling af faglig strid” anvendes ved:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a.Uenighed om fortolkning af kollektive\noverenskomster og aftaler, der er indgået mellem\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Keylane og Finansforbundet, eller uenighed om\nfortolkning af kutymer\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">b.Uenighed mellem medlemmer af Keylane og medlemmer\naf Finansforbundet i ansættelsesretlige personsager.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">c.Uenighed om forståelse af og overtrædelse af\nlov om varsling mv. i forbindelse med afskedigelser af større omfang.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 2.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Principielle sager og sager om lovfortolkning kan indbringes for de\nalmindelige domstole. Andre sager kan indbringes for de almindelige domstole i\nhenhold til aftale parterne imellem.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 3.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Sager om brud på overenskomsten indbringes for Arbejdsretten.\u003C\u002Fp>\n\n\u003Cp>Forinden indbringelse sker, afholdes efter begæring af én af parterne et\nfællesmøde til drøftelse af sagen senest 14 dage efter begæringens\nmodtagelse.\u003C\u002Fp>\n\n\u003Ch3 id=\"L633\">§ 2Mæglingsmøde\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>Stk. 1.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Enhver af parterne skal skriftligt begære en under § 1 nævnt uenighed\nforhandlet på et mæglingsmøde.\u003C\u002Fp>\n\n\u003Cp>Ved opsigelse\u002Fbortvisning skal begæringen om forhandling indgives hurtigst\nmuligt og senest 4 uger efter opsigelsen er modtaget.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 2.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Mæglingsmødet skal holdes uden unødig udsættelse og inden 14 dage efter\nbegæringens modtagelse.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 3.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Der udarbejdes referat over mæglingsmødets forhandlinger og resultat.\nReferatet underskrives på mæglingsmødet.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 4.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Meddelelse om, at en part ønsker at indbringe en principiel sag for de\nalmindelige domstole eller behandlet ved faglig voldgift, skal fremsættes\nskriftligt og være den modstående part i hænde senest 4 uger efter\nafholdelse af mæglingsmødet.\u003C\u002Fp>\n\n\u003Ch3 id=\"L653\">§ 3Voldgiftsret\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>Stk. 1.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Opnås der ikke på mæglingsmødet enighed mellem parterne, kan enhver af\ndisse begære sagen henvist til endelig afgørelse ved den faglige\nvoldgiftsret, jf. § 1.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 2.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Klageskrift skal være den indklagede part i hænde senest 1 måned efter\nmodtagelsen af begæring om voldgift.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 3.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Svarskrift skal være den klagende part i hænde senest 1 måned efter\nmodtagelsen af klageskriftet.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 4.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Begge parter kan undtagelsesvis afgive replik eller duplik i sagen, som skal\nafgives senest 14 dage efter indgivelse af svarskrift\u002Freplik.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 5.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Overskrides én af ovenstående frister, kan sagen afvises for\nvoldgiftsretten efter påstand herom. Enhver af parterne kan, hvis én af\novenstående frister overskrides, begære kendelse efter sin påstand,\nmedmindre særlige forhold gør sig gældende, jf. retsplejelovens regler om\nudeblivelse og genoptagelse, § § 354 og 367.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 6.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om, at der i sager om lovfortolkning og i øvrigt\nundtagelsesvis, når særlige forhold gør sig gældende, kan indgås skriftlig\naftale om afvigelse af ovenstående frister og regler.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 7.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Ved opsigelsessager, hvor medarbejderen har kortere opsigelsesvarsel end 6\nmåneder, skal der træffes aftale om kortere frister med det formål, at\nvoldgiftsproceduren er afviklet og kendelse afsagt så vidt muligt inden\nfratrædelsestidspunktet.\u003C\u002Fp>\n\n\u003Ch3 id=\"L683\">§ 4Voldgiftsrettens sammensætning og kendelse\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>Stk. 1.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Voldgiftsrettens kompetence omfatter behandlingen og afgørelsen af de i §\n1, stk. 1, omhandlede sager.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 2.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Voldgiftsretten består normalt af 5 medlemmer, hvoraf hver part udpeger 2\nmedlemmer. Parterne retter i fællesskab henvendelse til Arbejdsrettens formand\nmed henblik på udpegning af opmand.\u003C\u002Fp>\n\n\u003Cp>Parterne tilstræber i den forbindelse at foretage en enig indstilling, jf.\nstk. 4. Parterne kan undtagelsesvis aftale, at der alene skal være 2\npartsudpegede dommere. I sager af principiel eller større karakter kan\nparterne aftale, at antallet af opmænd udvides til tre.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 3.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Ingen kan være medlem af den faglige voldgiftsret, når sagen angår\narbejdsforhold vedkommende har en personlig interesse i. For opmanden gælder\nretsplejelovens almindelige inhabilitetsregler for dom-\u003C\u002Fp>\n\n\u003Cp>mere. De dommere, som skal deltage i pådømmelsen af den enkelte sag, skal\naf egen drift påse, om der foreligger grunde, der kan medføre inhabilitet.\nIndsigelse mod en dommers habilitet bør så vidt muligt fremsættes straks\nefter modtagelsen af meddelelsen om, hvilke dommere der skal deltage i\ndomsforhandlingen, og bør under alle omstændigheder fremsættes før\nvoldgiftsforhandlingens begyndelse. Afgørelsen om en dommers habilitet\ntræffes af opmanden.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 4.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Senest samtidig med at begæring om voldgift indgives, skal klageren\nskriftligt fremsætte indstilling om valg af opmand, og indklagede skal, hvis\nman vil modsætte sig indstillingen, meddele dette til klageren senest en uge\nherefter. Når opmanden er udpeget, skal parterne straks aftale tid for mødet\ni voldgiftsretten.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 5.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Opnås der ikke under voteringen flertal for en afgørelse i sagen, afgør\nopmanden uenigheden i en motiveret kendelse, i hvilken om fornødent også\nspørgsmålet om voldgiftsrettens kompetence afgøres.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 6.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Opmanden er i sin kendelse begrænset til at træffe en afgørelse, der\nligger inden for de øvrige voldgiftsdommeres voteringer og i øvrigt inden for\nde nedlagte påstande.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 7.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>For voldgiftsforhandlingen gælder med de fornødne tilpasninger\nretsplejelovens regler om domsforhandling af borgerlige retssager fra 1.\ninstans, herunder reglen om, at et vidne ikke må påhøre forklaring af andre\nvidner, syns- og skønsmænd eller parter, medmindre andet bestemmes af retten.\nForhandlingen foregår for åbne døre, medmindre andet under hensyn til sagens\nart og omstændigheder bestemmes af parterne eller opmanden.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 8.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Kendelsen vedtages ved afstemning efter forudgående rådslagning.\u003C\u002Fp>\n\n\u003Cp>Rådslagningen og afstemningen sker mundtligt, og opmanden stemmer altid\nsidst. I afstemningen deltager kun de dommere, som har overværet den mundtlige\nforhandling i dens helhed. Afgørelsen træffes efter stemmeflertallet. Opnås\nder ikke under voteringen flertal for en afgørelse, afgør opmanden uenigheden\ni en motiveret kendelse, som også skal afgøre spørgsmål om rettens\nkompetence. Voldgiftskendelserne offentliggøres i overensstemmelse med\nparternes fælles forståelse og gældende regler i anonymiseret form.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 9.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Honorar til opmanden\u002Fopmændene afholdes med halvdelen af hver af parterne,\nsom i øvrigt afholder egne omkostninger.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-strikes_trigger\">\u003Ch2 id=\"L727\">AFTALE MELLEM KEYLANE OG FINANSFORBUNDET OM FAGLIGT ARBEJDE\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>”Den Faglige repræsentant” er et synonym for den højeste faglige\nmyndighed i virksomheden. Der er, i nævnte prioriterede rækkefølge, tale om\nén af følgende: Bestyrelsen i en faglig personaleforening, en\nfællestillidsmand eller en tillidsmand.\u003C\u002Fp>\n\n\u003Ch3 id=\"L731\">§ 1Valg af tillidsmand\u003C\u002Fh3>\n\n\u003Cp>Medlemmer af Finansforbundet har ret til blandt sig at vælge en tillidsmand\ni virksomheden, hvis der er ansat mindst 6 medlemmer af Finansforbundet.\u003C\u002Fp>\n\n\u003Ch3 id=\"L735\">§ 2Valgbarhed\u003C\u002Fh3>\n\n\u003Cp>Tillidsmanden skal vælges blandt anerkendt dygtige medlemmer af\nFinansforbundet med erfaring og\u003C\u002Fp>\n\n\u003Cp>indsigt i virksomhedens forhold og som har været ansat i mindst 6 måneder\npå valgtidspunktet. Elever, medarbejdere i opsagt ansættelsesforhold samt\nledere kan ikke vælges til tillidsmand.\u003C\u002Fp>\n\n\u003Ch3 id=\"L741\">§ 3Valgtidspunkt\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>Stk. 1.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Ordinært valg af tillidsmand afholdes hvert andet år (ulige årstal) i\nnovember med tiltrædelse senest efterfølgende 1. januar, med mindre anden\nvalgperiode er aftalt. Genvalg kan finde sted.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 2.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Hvis en tillidsmand i løbet af valgperioden bliver ude af stand til at\nvaretage sine funktioner, kan der vælges en ny tillidsmand for resten af\nvalgperioden. Ved langvarigt fravær kan der vælges en midlertidig tillidsmand\nfor fraværsperioden.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 3.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Der kan vælges en suppleant for tillidsrepræsentanten. Suppleanten\nindtræder i tillidsmandens sted, hvis denne fratræder eller af anden grund\nbliver ude af stand til at varetage sine funktioner.\u003C\u002Fp>\n\n\u003Cp>Suppleanten opnår først rettigheder og beskyttelse samtidig med, at han\nindtræder som tillidsmand.\u003C\u002Fp>\n\n\u003Ch3 id=\"L757\">§ 4Valgprocedure\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>Stk. 1.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Finansforbundet tager initiativ til at gennemføre valg.\nTillidsmandsbeskyttelsen indtræder på det tidspunkt, hvor virksomheden får\nen skriftlig orientering om valgresultatet.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 2.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Valget er ikke gyldigt, før det er godkendt af Finansforbundet og\nskriftligt meddelt virksomheden, evt. pr. e-mail.\u003C\u002Fp>\n\n\u003Cp>Meddelelsen fra Finansforbundet skal indeholde oplysning om:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Datoen for valget\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Den valgtes navn og stillingsbetegnelse\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Hvor mange finansforbundsmedlemmer, der er i\nvirksomheden\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Hvor mange der deltog i valget.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 3.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Indsigelse mod valget skal være Finansforbundet i hænde senest 4 uger\nefter modtagelsen af den skriftlige meddelelse fra Finansforbundet om valgets\ngodkendelse. I tilfælde af uenighed forhandles sagen mellem aftaleparterne, og\nhvis der ikke herved opnås enighed, indbringes sagen for en voldgiftsret efter\nregler for behandling af faglig strid.\u003C\u002Fp>\n\n\u003Ch3 id=\"L781\">§ 5Tillidsmandens opgaver\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>Stk. 1.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Det påhviler tillidsmanden og virksomhedens ledelse gensidigt at orientere\nhinanden om forhold i virksomheden, som må antages at have eller få betydning\nfor arbejds- og personaleforholdene, herunder orientering om til-\u002Fafgang og\nrokering af medarbejdere.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 2.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Ved ændringer i enheden, som må antages at have eller få betydning for\nmedarbejdernes arbejdsforhold, skal tillidsmanden orienteres så tidligt som\nmuligt og have lejlighed til at fremsætte sine synspunkter inden\niværksættelse.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 3.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Drøftelser mellem enhedens ledelse og tillidsmanden finder sted, når en af\nparterne ønsker det. Tilsvarende gælder drøftelser mellem virksomhedens\nledelse og fællestillidsmanden, jf. § 11, stk. 2.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 4.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Tillidsmanden repræsenterer medlemmerne og kan i de situationer, hvor en\nmedarbejder ønsker det, rette forespørgsler, klager eller henstillinger til\nledelsen. Hvis tillidsmanden ikke er tilfreds med ledelsens afgørelse, kan\ntillidsmanden henvende sig til Finansforbundet om sagen.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 5.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Hvis en sag kun angår ét medlem eller enkelte medlemmer af\nFinansforbundet, forelægger denne\u002Fdis- se selv sagen over for ledelsen.\nMedlemmet\u002Fmedlemmerne kan dog også anmode tillidsmanden om at gøre det.\nVirksomhedens ledelse kan altid kontakte det enkelte medlem direkte. Når\nmedlemmet er blevet orienteret om de forhold, der har betydning for sagen, har\nvedkommende mulighed for at tilkalde tillidsmanden.\u003C\u002Fp>\n\n\u003Ch3 id=\"L803\">§ 6Lønnedsættelse, opsigelse, bortvisning og advarsel\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>Stk. 1.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Den lokale tillidsmand skal orienteres inden reduktion af løn for et medlem\npå virksomhedens initiativ eller afskedigelse af et medlem af\nFinansforbundet.\u003C\u002Fp>\n\n\u003Cp>Orientering skal normalt gives dagen før - og helst 24 timer før -\nmeddelelsen til medarbejderen. Og den skal gives i så god tid, at\ntillidsmanden er bedst muligt rustet til at varetage medlemmets interesser og\nkan rådføre sig med Finansforbundet. Ved bortvisning skal orientering ske\nsnarest muligt.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 2.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Både ved advarselssamtale, lønnedsættelse og afskedigelse skal\nvirksomheden tilbyde, at den lokale tillidsmand deltager i mødet med ledelsen.\nHvis medlemmet ikke ønsker, at tillidsmanden deltager i mødet, skal der\nefterfølgende ske en orientering om resultatet af mødet.\u003C\u002Fp>\n\n\u003Cp>Tillidsmanden er efterfølgende berettiget til at orientere Finansforbundet\nom advarslen, lønnedsættelsen eller afskedigelsen.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 3.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Senest 14 dage efter, at en medarbejder har modtaget meddelelse om en\nlønnedsættelse, opsigelse eller en bortvisning, skal virksomheden give en\nkopi af meddelelsen om lønnedsættelse, opsigelse eller bortvisning til\nFinansforbundet.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 4.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Ved lønnedsættelse, afskedigelse eller bortvisning er Finansforbundet\nberettiget til ad fagretlig vej at rejse en sag. Hvis sagen alene vedrører en\nvurdering af det enkelte medlems personlige indsats, kan den kun rejses med\nskriftligt samtykke fra medlemmet.\u003C\u002Fp>\n\n\u003Ch3 id=\"L825\">§ 7Uddannelse\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>Stk. 1.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Nyvalgte tillidsmænd, der ikke tidligere har gennemgået grunduddannelsen,\nvil i almindelighed i de første 2 år have ret til frihed med løn i op til 17\ndage til deltagelse i Finansforbundets grunduddannelse for tillidsmænd og\nderefter ret til 3 dage pr. år til ajourførende\u002Fsupplerende kursusaktivitet.\nTilmelding til kurser sker efter aftale med enhedens leder.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 2.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Tillidsmænd har desuden frihed med løn 3 dage årlig til at deltage i\nFinansforbundets gennemgang af nye aftaler og overenskomster mellem\naftaleparterne eller til at mødes med kredsbestyrelsen om faglige forhold.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 3.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Tillidsmanden skal løbende have mulighed for relevant faguddannelse. Det\ngælder også, hvis der sker jobskifte under udførelse af tillidsmandshvervet.\nDet gælder ligeledes mulighed for uddannelse, så tillidsmanden efter\ntillidsmandshvervets ophør kan indtræde i en stilling på samme niveau som\nfør hvervet.\u003C\u002Fp>\n\n\u003Cp>I det omfang det er nødvendigt for reetablering af stillingsniveauet,\ngælder ovenstående også efter hvervets ophør.\u003C\u002Fp>\n\n\u003Ch3 id=\"L841\">§ 8Samarbejdssamtale\u003C\u002Fh3>\n\n\u003Cp>Der skal hvert år finde en samarbejdssamtale sted mellem tillidsmanden og\nden nærmeste leder, der er tillidsmandens samarbejdspart i virksomheden. Den\nførste samtale finder sted senest tre måneder efter tillidsmandsvalget. Ved\nlederskift finder der en ny samtale sted senest tre måneder efter den nye\nleders tiltrædelse. Parterne udfærdiger i fællesskab et\nkonklusionsreferat.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch3 id=\"L845\">§ 9Frihed til organisatorisk arbejde\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>Stk. 1.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Det arbejde, der er forbundet med den tillidsvalgtes virke, kan udføres i\narbejdstiden. Det skal dog ske, så der er mindst mulig gene for arbejdet i\nvirksomheden. Aktiviteter initieret af virksomheden er arbejdstid.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Det aftales lokalt, i hvilket omfang den tid, der uden for normal arbejdstid\nbruges til rådgivning af medlemmer om virksomhedsrelaterede spørgsmål, er\narbejdstid.\u003C\u002Fp>\n\n\u003Ch3 id=\"L853\">§ 10Beskyttelse af tillidsvalgte\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>Stk. 1.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Afskedigelse eller lønnedsættelse af en tillidsvalgt skal begrundes i\ntvingende årsager. Forinden afske- digelse\u002Flønnedsættelse finder sted, skal\nder finde en forhandling sted mellem overenskomstens parter, medmindre der\nforeligger sådanne forhold fra den tillidsvalgtes\u003C\u002Fp>\n\n\u003Cp>side, at bortvisning er berettiget. Begæring om mæglingsmøde skal\nfremsættes senest 2 uger, før en opsigelse\u002Flønnedsættelse tænkes afgivet.\nNår mæglingsmødet er begæret, skal virksomheden oplyse den tillidsvalgte\nom, at der er begæret forhandling.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 2.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Hvis virksomheden efter mæglingsmødet fortsat skønner, at\nafskedigelse\u002Flønnedsættelse er nødvendig, kan opsigelsen\u002Fmeddelelsen om\nlønnedsættelse først afgives en uge herefter.\u003C\u002Fp>\n\n\u003Cp>Finansforbundet kan indbringe spørgsmålet for en voldgiftsret efter\naftalen om regler for behandling af faglig strid.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 3.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Hvis afskedigelse\u002Flønnedsættelse af en tillidsvalgt, herunder en\narbejdsmiljørepræsentant, ikke er begrundet i tvingende årsager, skal\nvirksomheden udrede en godtgørelse. Ved udmåling af godtgørelsen tages\nhensyn til den tillidsvalgtes alder, anciennitet og sagens øvrige\nomstændigheder.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Ch2 id=\"L873\">AFTALE MELLEM KEYLANE OG FINANSFORBUNDET OM BIDRAG TIL\nUDDANNELSESFORMÅL\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Cp>\u003Cstrong>§ 1 \u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 1.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Som bidrag til uddannelsesformål betaler Keylane pr. halvår kr. 334,- pr.\nansat, der er omfattet af overenskomsten mellem Keylane og Finansforbundet.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>Stk. 2.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Bidraget beregnes på grundlag af medarbejderantallet pr. 1. juni og betales\nhalvårsvis forud pr. den 1. januar og den 1. juli. Keylane oplyser\nmedarbejderantal til Finansforbundet, som forestår opkrævningen af beløbene.\nDer betales første gang den 1. juli 2012.\u003C\u002Fp>\n\n\u003Ch2 id=\"L885\">INDMELDELSE I FINANSSEKTORENS ARBEJDSGIVERFORENING\u003C\u002Fh2>\n\n\u003Cp>Såfremt Keylane indmelder sig i Finanssektorens Arbejdsgiverforening\nbortfalder denne overenskomst.\u003C\u002Fp>\n\n\u003Ch2 id=\"L889\">IKRAFTTRÆDELSE OG OPSIGELSESBESTEMMELSE\u003C\u002Fh2>\n\n\u003Cp>Overenskomsten, aftaler og protokollater træder i kraft 1. januar 2020 og\nkan opsiges med 4 måneders varsel til ophør ved udgangen af en december\nmåned - dog tidligst december måned 2021.\u003C\u002Fp>\n\n\u003Cp>Der er aftalt lønstigninger på 2,10 % i 2020. Lønstigningerne fordeler\nsig mellem en generel lønstigning og en lønpulje.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch3 id=\"L895\">Generelle lønstigninger\u003C\u002Fh3>\n\n\u003Cp>Pr. 1. januar 2020 er der aftalt en generel lønstigning på 1,20 %.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L899\">Lønpulje\u003C\u002Fh3>\n\n\u003Cp>Der afsættes en lønpulje til individuelle lønreguleringer, som skal\nudmøntes i 2020. Lønpuljen skal mindst svare til 0,90 % af lønsummen i\ndecember måned for de medarbejdere, der reguleres med den generelle\nlønstigning.\u003C\u002Fp>\n\n\u003Ch3 id=\"L903\">Dokumentation for anvendelsen af lønpuljen\u003C\u002Fh3>\n\n\u003Cp>Keylane skal dokumentere anvendelsen af lønpuljen. Dokumentationen\nudleveres til medarbejdernes SU-repræsentanter ved første SU-møde i 2021.\u003C\u002Fp>\n\n\u003Cp>Keylane og medarbejdernes SU-repræsentanter aftaler hvilken form og indhold\ndokumentationen skal have. Dokumentationen kan eksempelvis vise fordelingen af\nlønpuljen på:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Antal medarbejdere og ledere med\npersonaleansvar, der ikke indgår i DK local leadership\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Jobfunktioner\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Alder\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cp style=\"margin-left:2em;\">•Anciennitet\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp style=\"margin-left:2em;\">•Teams\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Køn\u003C\u002Fp>\n\n\u003Cp>Hvis Keylane og medarbejdernes SU-repræsentanter ikke kan blive enige om\ndokumentationen, aftales dokumentationens form og indhold med\nFinansforbundet.\u003C\u002Fp>\n\n\u003Cp>Anvendelsen af lønpuljen dokumenteres ved at den totale lønsum i december\n2020 er 2,10 % højere end den totale lønsum i december 2019 for de samme\nmedarbejdere, der er omfattet af den generelle lønstigning.\u003C\u002Fp>\n\n\u003Cp>Lønstigninger for 2021 aftales mellem Keylane og Finansforbundet i november\n2020.\u003C\u002Fp>\n\n\u003Cp>Overenskomsten gælder til 31. december 2021.\u003C\u002Fp>\n\n\u003Cp>Overenskomsten er først endeligt gældende, når parternes kompetente\nforsamlinger har godkendt den.\u003C\u002Fp>\n\n\u003Cp>København, den 8. april 2020\u003C\u002Fp>\n\n\u003Cp>Finansforbundet\u003C\u002Fp>\n\n\u003Ch2 id=\"L935\">HOVEDAFTALE MELLEM KEYLANE OG FINANSFORBUNDET\u003C\u002Fh2>\n\n\u003Cp>\u003Cstrong>§ 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Denne hovedaftale er afsluttet mellem på den ene side Keylane og på den\nanden side Finansforbundet med bindende virkning for Keylane og for medlemmer\naf Finansforbun det, der er ansat i henhold til en mellem parterne indgået\noverenskomst.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Finansforbundet anerkender Keylane’ ret til at lede og fordele arbejdet og\nat anvende den efter Keylane’ skøn passende arbejdskraft, dog i\noverensstemmelse med de til enhver tid gældende love, aftaler og\noverenskomster.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 3\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Keylane anerkender den enkelte medarbejders ret til at være medlem af\nFinansforbundet samt til at deltage i Finansforbundets og de dertil knyttede\nkredses og personaleforeningers arbejde.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 4\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Keylane og Finansforbundet er enige om at fremme et godt samarbejde og virke\nfor rolige og stabile arbejdsforhold i Keylane.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 5\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Overenskomster vedrørende løn- og øvrige arbejdsvilkår kan kun afsluttes\nmellem Keylane og Finansforbundet.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Ved ansættelse af personale udfærdiger Keylane en skriftlig bekræftelse\naf ansættelsesforholdet, bl.a. med angivelse af, at de gældende bestemmelser\nom løn- og øvrige arbejdsvilkår er indeholdt i overenskomster indgået\nmellem Keylane og Finansforbundet.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 6\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Når en overenskomst om løn- og øvrige arbejdsvilkår er opsagt, skal der\nstraks optages forhandling om indgåelse af en ny overenskomst.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Selv om en overenskomst er opsagt og udløbet, er parterne forpligtet til at\noverholde dens be stemmelser, indtil anden overenskomst er indgået, eller\narbejdsstandsning er iværksat i overens stemmelse med reglerne i § 8.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 7\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Inden for det område, som en overenskomst omfatter, kan der, så længe den\ner gældende, ikke iværksættes arbejdsstandsning.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 8\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Keylane og Finansforbundet anerkender hinandens ret til at varsle og\niværksætte arbejdsstandsning efter reglerne i stk. 2 - 8.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Ingen arbejdsstandsning kan af hvilken som helst grund eller omfang lovligt\niværksættes af nogen af parterne, medmindre den er vedtaget med mindst 2\u002F3 af\nde afgivne stemmer af en efter vedkom mende organisations vedtægter kompetent\nforsamling.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 3\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Såfremt en af parterne agter at forelægge en sådan forsamling forslag om\narbejdsstandsning, skal dette tilkendegives den anden part ved særlig og\nanbefalet skrivelse mindst 1 måned før arbejds standsningen efter forslaget\nagtes iværksat. Meddelelse om forsamlingens beslutning skal på samme måde\nafgives mindst 14 dage forinden arbejdsstandsningen iværksættes.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 4\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>De i stk. 3 nævnte skrivelser skal angive arbejdsstandsningens karakter og\nnærmere omfang.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 5\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Som arbejdsstandsning betragtes strejke, lockout, blokade og boykot. Som\nstrejke eller lockout betragtes det også, hvis Keylane systematisk\naffolkes.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 6\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Ved arbejdsstandsningens ophør genoptager det af denne omfattede personale\nuden unødigt ophold arbejdet på de steder, hvor det var beskæftiget ved\narbejdsstandsningens begyndelse. Der må ikke fra nogen af parternes side finde\nfortrædigelse sted i anledning af arbejdsstandsningen.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 7\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Parterne er forpligtet til ikke at understøtte, men med alle rimelige\nmidler at hindre ulovlige arbejdsstandsninger og søge at få dem bragt til\nophør.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 9\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Enhver uenighed om forståelsen af en overenskomst om løn- og øvrige\narbejdsvilkår kan af hver af parterne søges bilagt ved mægling, eventuelt\nved voldgift efter reglerne i stk. 2.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Såfremt en af parterne forlanger det, skal striden søges bilagt ved et\nmæglingsmøde, der så vidt mu ligt afholdes på stedet, hvor uenigheden er\nopstået. I mødet, der skal finde sted inden for en frist af 1 uge, deltager\nen mæglingsmand fra hver af parterne i denne hovedaftale samt 1 repræsentant\nfor hver af de stridende parter.\u003C\u002Fp>\n\n\u003Cp>Opnås der ikke ved denne mægling en løsning af striden, kan sagen af hver\naf parterne henvises til endelig afgørelse ved en voldgiftsret, der består af\n4 medlemmer, hvoraf 2 vælges af Keylane og 2 af Finansforbundet samt en\nopmand, der vælges af voldgiftsrettens medlemmer. Såfremt der ikke opnås\nenighed om valget af opmanden, anmodes arbejdsrettens formand om at udpege\ndenne.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 3\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Sager om overtrædelse af en overenskomst om løn- og øvrige arbejdsvilkår\nsamt sager om overtrædelse og fortolkning af nærværende hovedaftale kan af\nhver af parterne indbringes for arbejdsretten i henhold til de i lov nr. 317 af\n13. juni 1973 indeholdte bestemmelser.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 10\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Denne hovedaftale træder i kraft pr. 1. juli 2012 og er gældende, indtil\nden opsiges med mindst 6 måneders varsel til en 1. oktober, dog tidligst den\n1. oktober 2014.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Umiddelbart efter opsigelsen optages forhandlinger om en ny hovedaftale.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 3\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Er forhandlinger om en fornyelse af hovedaftalen efter den stedfundne\nopsigelse ikke afsluttet til den pågældende 1. oktober, gælder hovedaftalen,\nuanset at opsigelsestidspunktet overskrides, indtil de ikraftværende\noverenskomster om løn- og øvrige arbejdsvilkår afløses af nye, og\nhovedaftalen bortfalder da ved de nye overenskomsters ikrafttræden.\u003C\u002Fp>\n\n\u003Cp>København, den 18. februar 2019\u003C\u002Fp>\n\n\u003Cp>KeylaneFinansforbundet\u003C\u002Fp>\n\n\u003Cp>APRIL 2021\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"ANNLEAVE_trigger":42,"SOCSEC_trigger":46,"pensionfund":49,"contractseverancepay":53,"WORKFAM_trigger":56,"paidmaternityleave":59,"paidmaternityleaveduration":63,"paidmaternityleaveall":67,"paidmaternityleavepay":69,"paidmaternityleavepayperc":71,"maternitydiscrimination":73,"jobsecuritymothers":77,"paidpaternityleave":81,"paidpaternityleaveduration":85,"paidpaternityleavepay":87,"childcare":89,"childcareleave":93,"hourspweek":97,"holidaysdays":101,"holidaysweeks":105,"bankholidays2":107,"WAGES_trigger":111,"WAGES_determined":114,"STRUCINCR_trigger":118,"onceonly_detail":122,"onceonly2_trigger":126,"SENIOR_trigger":129,"TRADEUNLEAV_trigger":132,"TRAINING_trigger":136,"trainingfund":140,"strikes_trigger":144},{"bindId":43,"name":44,"text":45},"ANNLEAVE_trigger","FERIE OG FERIETILLÆG Der gives medarbejd","FERIE OG FERIETILLÆG\n\nDer gives medarbejderne ferie med løn efter ferieloven. Ifølge den nye\nferielov udbetales ferietillægget to gange årligt - første gang i 2021.\n\nFørste del betales med maj-lønnen og vedrører optjeningsperioden\nseptember - maj [9 måneder].\n\nAndel del betales med august-lønnen og vedrører optjeningsperioden juni -\naugust (3 måneder).\n\nDet kan aftales mellem virksomheden og den enkelte medarbejder, at optjent\nferie ud over 20 dage kan overføres til det følgende ferieår. En aftale, der\nskal være skriftlig, skal være indgået inden den 31. december efter\nferieafholdelsesperiodens udløb. En opsagt medarbejder, der ifølge aftale har\noverført ferie til efterfølgende ferieår, kan ikke pålægges at afholde\ndenne ferie i en opsigelsesperiode. Det kan ved lokal aftale bestemmes, at\nferielovens § 9, stk. 3 om ”ændring\u002Fafbrydelse af ferie” ikke gælder for\nde medarbejdere, der omfattes af lokalaftalen.",{"bindId":47,"name":48,"text":48},"SOCSEC_trigger","PENSION",{"bindId":50,"name":51,"text":52},"pensionfund","Pensionsbidraget udgør mindst 9 %, heraf","Pensionsbidraget udgør mindst 9 %, heraf mindst 4 % fra virksomhedens\nside.",{"bindId":54,"name":55,"text":55},"contractseverancepay","AFSKEDIGELSER OG FRATRÆDELSESGODTGØRELSE",{"bindId":57,"name":58,"text":58},"WORKFAM_trigger","GRAVIDITET, BARSEL OG ORLOV",{"bindId":60,"name":61,"text":62},"paidmaternityleave","Stk. 1. En kvindelig medarbejder som har","Stk. 1.\n\nEn kvindelig medarbejder som har været ansat i Keylane i 6 måneder før\nden forventede fødsel får i forbindelse med graviditet og barsel fuld løn\nunder orlov, dog tidligst 4 uger før forventet fødselstidspunkt og indtil 14\nuger efter fødslen.",{"bindId":64,"name":65,"text":66},"paidmaternityleaveduration","En kvindelig medarbejder som har været a","En kvindelig medarbejder som har været ansat i Keylane i 6 måneder før\nden forventede fødsel får i forbindelse med graviditet og barsel fuld løn\nunder orlov, dog tidligst 4 uger før forventet fødselstidspunkt og indtil 14\nuger efter fødslen.",{"bindId":68,"name":65,"text":66},"paidmaternityleaveall",{"bindId":70,"name":65,"text":66},"paidmaternityleavepay",{"bindId":72,"name":65,"text":66},"paidmaternityleavepayperc",{"bindId":74,"name":75,"text":76},"maternitydiscrimination","Stk. 2. En gravid medarbejder kan ikke a","Stk. 2.\n\nEn gravid medarbejder kan ikke af virksomheden afskediges de sidste 3\nmåneder før den forventede fødsel, medmindre der foreligger sådanne forhold\nfra medarbejderens side, at bortvisning er berettiget.",{"bindId":78,"name":79,"text":80},"jobsecuritymothers","Stk. 4. Medarbejderen har efter afholdt ","Stk. 4.\n\nMedarbejderen har efter afholdt fravær i henhold til stk. 1, litra b, ret\ntil deltidsansættelse til og med uge 52 efter fødslen. Hvis der ikke ved\nlokal forhandling opnås enighed om nedsættelsen, har medarbejderen krav på\nansættelse på halv tid i perioden. Ønsker medarbejderen at udnytte denne\nret, skal medarbejderen meddele det til virksomheden inden 8 uger efter\nfødslen.\n\nI forbindelse hermed betales fuldt pensionsbidrag både fra medarbejderen og\nvirksomheden.",{"bindId":82,"name":83,"text":84},"paidpaternityleave","Fædreorlov med fuld løn (4 uger) og foræ","Fædreorlov med fuld løn (4 uger) og forældreorlov med fuld løn (10 uger)\nydes til medarbejdere som har været ansat i Keylane i 6 måneder før den\nforventede fødsel, og placeres efter aftale mellem virksomheden og\nmedarbejderen. Fædreorloven skal dog være holdt senest 14 uger efter barnets\nfødsel.",{"bindId":86,"name":83,"text":84},"paidpaternityleaveduration",{"bindId":88,"name":83,"text":84},"paidpaternityleavepay",{"bindId":90,"name":91,"text":92},"childcare","FRIHED VED BØRNS SYGDOM Stk. 1. En medar","FRIHED VED BØRNS SYGDOM\n\nStk. 1.\n\nEn medarbejder har ret til om nødvendigt at få fri med løn i indtil 2\ndage af et hjemmeboende barns (normalt et barn under 15 år) sygdomsperiode for\nenten at arrangere passende pleje eller selv passe barnet.\n\nStk. 2.\n\nVed et sygt mindreårigt barns hospitalsindlæggelse eller tilsvarende\nambulant behandling, der kræver forældrenes tilstedeværelse, gives indtil 2\nugers orlov med fuld løn.\n\nDet samme gælder, hvis barnet udskrives fra hospitalet eller fra\ntilsvarende ambulant behandling, hvis det fortsat er nødvendigt med\npleje\u002Fpasning i hjemmet i stedet for hospitalsophold. Virksomheden kan forlange\nfornøden dokumentation herfor.\n\nDen samlede frihedsperiode kan ikke overstige 2 uger.\n\nStk. 3.\n\nVed sygdom ud over de 2 sygedage eller de indtil 2 ugers orlov med fuld\nløn, gives der på medarbejderens begæring orlov uden løn i en sådan\nperiode, at en forsvarlig pasning af det syge barn er praktisk mulig.\n\nVed orlov ud over 2 uger kan virksomheden gøre ydelse af yderligere orlov\nbetinget af forevisning af lægeattest. Lægens samlede honorar ved udstedelse\naf lægeattest betales af virksomheden.",{"bindId":94,"name":95,"text":96},"childcareleave","Stk. 1. En medarbejder har ret til om nø","Stk. 1.\n\nEn medarbejder har ret til om nødvendigt at få fri med løn i indtil 2\ndage af et hjemmeboende barns (normalt et barn under 15 år) sygdomsperiode for\nenten at arrangere passende pleje eller selv passe barnet.\n\nStk. 2.",{"bindId":98,"name":99,"text":100},"hourspweek","Den normale arbejdstid er 37,5 timer. De","Den normale arbejdstid er 37,5 timer. Der er en daglig frokostpause, som\nikke indgår i arbejdstiden. Kan der ikke opnås enighed om arbejdstidens\nplacering gælder følgende:",{"bindId":102,"name":103,"text":104},"holidaysdays","Der gives medarbejderne ferie med løn ef","Der gives medarbejderne ferie med løn efter ferieloven. Det særlige\nferietillæg udbetales 30. april.",{"bindId":106,"name":103,"text":104},"holidaysweeks",{"bindId":108,"name":109,"text":110},"bankholidays2","Alle søgnehelligdage er fridage. Herudov","Alle søgnehelligdage er fridage. Herudover er juleaftensdag, grundlovsdag\nsamt nytårsaftensdag fridage.",{"bindId":112,"name":113,"text":113},"WAGES_trigger","LØN",{"bindId":115,"name":116,"text":117},"WAGES_determined","Lønnen aftales individuelt mellem Keylan","Lønnen aftales individuelt mellem Keylane og medarbejderen.",{"bindId":119,"name":120,"text":121},"STRUCINCR_trigger","Generelle lønstigninger Pr. 1. januar 20","Generelle lønstigninger\n\nPr. 1. januar 2020 er der aftalt en generel lønstigning på 1,20 %.",{"bindId":123,"name":124,"text":125},"onceonly_detail","Øvrige ændringer til bonusmodellen, ekse","Øvrige ændringer til bonusmodellen, eksempelvis indførsel af individuelle\nkriterier eller tidspunktet for udbetaling af bonus m.m. aftales lokalt med den\nfaglige repræsentant eller medarbejdernes repræsentanter i det lokale SU. De\nlokale repræsentanter for medarbejderne kan til enhver tid beslutte, at\nFinansforbundet deltager i forhandlingerne eller overdrage forhandlingerne til\nFinansforbundet.",{"bindId":127,"name":128,"text":128},"onceonly2_trigger","PERFORMANCE MANAGEMENT AND REWARD POLICY",{"bindId":130,"name":131,"text":131},"SENIOR_trigger","•Anciennitet",{"bindId":133,"name":134,"text":135},"TRADEUNLEAV_trigger","§ 9Frihed til organisatorisk arbejde Stk","§ 9Frihed til organisatorisk arbejde\n\nStk. 1.\n\nDet arbejde, der er forbundet med den tillidsvalgtes virke, kan udføres i\narbejdstiden. Det skal dog ske, så der er mindst mulig gene for arbejdet i\nvirksomheden. Aktiviteter initieret af virksomheden er arbejdstid.",{"bindId":137,"name":138,"text":139},"TRAINING_trigger","AFTALE MELLEM KEYLANE OG FINANSFORBUNDET","AFTALE MELLEM KEYLANE OG FINANSFORBUNDET OM BIDRAG TIL\nUDDANNELSESFORMÅL",{"bindId":141,"name":142,"text":143},"trainingfund","§ 1 Stk. 1. Som bidrag til uddannelsesfo","§ 1 \n\nStk. 1.\n\nSom bidrag til uddannelsesformål betaler Keylane pr. halvår kr. 334,- pr.\nansat, der er omfattet af overenskomsten mellem Keylane og Finansforbundet.",{"bindId":145,"name":138,"text":146},"strikes_trigger","AFTALE MELLEM KEYLANE OG FINANSFORBUNDET OM FAGLIGT ARBEJDE","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>DNK Keylane Danmark A\u002FS - 2020\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Startdato: → 2020-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Slutdato: → 2021-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Navn på industri: → Bankvæsen, finansiel- og forsikringsvirksomhed\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Navn på industri: → Pensionsforsikring  , Livsforsikring  \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Offentlig\u002Fprivat sektor: → I den private sektor\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Indgået af:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Navn på virksomhed: → \n                        Keylane Danmark A\u002FS\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Navne på fagforeninger: → \n\n                \n                    \n                    \u003Cspan>\n                        FTF - Finansforbundets\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SIKKERHED OG PENSIONER\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Arbejdsgiver bidrager til pensionskasse for medarbejdere: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Arbejdsgiver bidrager til en handicapfond for medarbejdere: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Arbejdsgiver bidrager til arbejdsløshedskasse for medarbejdere: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">UDDANNELSE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Uddannelsesprogrammer: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Lærlingeuddannelse: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Arbejdsgiver bidrager til en uddannelsesfond for medarbejdere: → Ja\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \n\n\n        \n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">ARBEJDE- OG FAMILIEORDNINGER\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Betalt barselsorlov: → 18 uger\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Betalt barselsorlov begrænset til 100 % af grundløn\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Jobsikkerhed efter barselsorlov: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Forbud mod forskelsbehandling i forbindelse med barsel: → Ja\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Forbud mod at tvinge gravide eller ammende medarbejdere til at udføre farligt eller usundt arbejde: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">APV risikovurdering for sikkerhed og sundhed for gravide eller ammende kvinder: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Tilgængelighed af alternativer til farligt og usundt arbejde for gravide eller ammende kvinder: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Fravær i forbindelse med fødselsforberedelse: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Forbud mod at screene for graviditet før ansættelse af vikarer: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Forbud mod at screene for graviditet før forfremmelse: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Faciliteter til ammende mødre: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Børnepasningsfaciliteter anlagt af arbejdsgiver: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Børnepasningsfaciliteter med tilskud fra arbejdsgiver: → Nej\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetær undervisning\u002Ftilskud til børns uddannelse: → Nej\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Betalt orlov pr. år ved omsorgsarbejde for pårørende: → 2 dage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Betalt barselsorlov til fædre: → 28 dage\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">ARBEJDSKONTRAKTER\u003C\u002Fh3>\n\n            \n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Medarbejdere på deltid ekskluderet fra nogen bestemmelser: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Bestemmelser for midlertidigt ansatte: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Lærlinge ekskluderet fra nogen bestemmelser: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijob\u002Fstudenterjob ekskluderet fra nogen bestemmelser: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">ARBEJDSTID, VAGTPLAN OG FERIE\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Arbejdstimer pr. uge: → 37.5\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Betalt årlig orlov: → -10.0 dage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Betalt årlig orlov: → -10.0 uger\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Betalt helligdage: → Christmas Eve (24th December), New Year's Eve \u002F Day of Solidarity of World Azerbaijanis (31st December), Grundlovsdag\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Betalt orlov til fagforeningsaktiviteter: →  dage\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Bestemmelser om fleksible arbejdsordninger: → Ja\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">LØNNINGER\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Lønningerne bestemmes ud fra løntabeller: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Justering i henhold til stigende leveomkostninger: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Lønstigning\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Lønstigning: → 1.2 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Lønstigning begynder: → 2020-01\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Ekstrabetaling til årlig ferie\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Godtgørelse for anciennitet\u003C\u002Fh4>\n\n                \n\n                \n\n                \n            \u003C\u002Fdiv>\n\n            \u003Ch4>Spisebilletter\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Spisebilletter forudsat: → Nej\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Gratis retshjælp: → Nej\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    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