[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fda-dk\u002Farbejde-i-danmark\u002Fkollektiv-overenskomst\u002Foverenskomst-mellem-hk-handel-og-coop-danmark-a-s---2017":3,"menu:\u002Fda-dk:":138,"sites:htmlblocks":308,"subsites":1507,"footer:root":5072,"cite-subsites":5170,"suggested:root":5647,"cite-footer:root":5651},{"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":118,"content_type_view":119,"extra_breadcrumbs":120,"body":122,"body_blocks":133,"related_pages":137},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":116,"translations":117},{"id":31,"uid":32,"url":33,"name":34,"locale":11,"override_title":8,"title":35,"browser_title":36,"browser_description":37,"text":38},"overenskomst-mellem-hk-handel-og-coop-danmark-a-s---2017","0c6286dc-857b-11ea-bf5a-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fdenmark\u002Foverenskomst-mellem-hk-handel-og-coop-danmark-a-s---2017\u002Foverenskomst-mellem-hk-handel-og-coop-danmark-a-s---2017\u002F","Overenskomst mellem HK HANDEL og Coop Danmark A\u002FS - 2017","Overenskomst mellem HK HANDEL og Coop Danmark A\u002FS - 2017 - 2017","Denmark - Overenskomst mellem HK HANDEL og Coop Danmark A\u002FS - 2017 - 2017","Overenskomst mellem HK HANDEL og Coop Danmark A\u002FS - 2017 - 2017 - Detailhandel, Engroshandel",{"name":39,"data":40},"Overenskomst 2017 2020 HK_Mellemledere til 2.0.html","\n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New6\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cp>Mellemlederoverenskomst\u003C\u002Fp>\n\n\u003Ch1>Overenskomst mellem HK HANDEL og Coop Danmark A\u002FS\u003C\u002Fh1>\n\n\u003Ch1>vedrørende løn- og arbejdsvilkår for mellemledere - 2017\u003C\u002Fh1>\n\n\u003Cp>APRIL 2017\u002F2020\u003C\u002Fp>\n\n\u003Ch2>§ 1 OVERENSKOMSTOMRÅDET\u003C\u002Fh2>\n\n\u003Cp>Denne overenskomst vedrører løn- og arbejdsvilkår for butiksansatte\nmellemledere med reference til chef\u002Ffunktionschefniveauet i Kvickly,\nSuperBrugsen og Dagli’\u002FLokalBrugsen.\u003C\u002Fp>\n\n\u003Cp>Fra mellemlederoverenskomstens ikrafttrædelsestidspunkt august 2003 udøves\nden kol-lektive forhandlingsret for hele overenskomstområdet af Coop Danmark\nA\u002FS og HK HAN-DEL.\u003C\u002Fp>\n\n\u003Ch2>§ 2 LØN\u003C\u002Fh2>\n\n\u003Ch3>Stk. 1\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>Mellemlederens løn aftales individuelt mellem den enkelte butik og\nmellemlederen.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Stk. 2\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>Lønnen fastsættes således, i forhold til lønnen for butikkens øvrigt\nansatte, at den giver udtryk for stillingens indhold og art, samt for\nmellemlederens kvalifikationer, uddannelse, anciennitet, ansvar og indsats.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Stk. 3\u003C\u002Fh3>\n\n\u003Cp>Vurdering og eventuel regulering af lønnen drøftes én gang årligt ved en\nsamtale mellem mellemlederen og dennes leder.\u003C\u002Fp>\n\n\u003Cp>Lederen tager initiativ til denne samtale, som skal holdes i nær\ntilknytning til mellemlede-rens anciennitetsdag i den pågældende butik.\u003C\u002Fp>\n\n\u003Ch3>Stk. 4\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>For hver hele søndag mellemlederen er på arbejde ydes et søndagstillæg\npå:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>1. april\u003C\u002Ftd>\n      \u003Ctd>2017\u003C\u002Ftd>\n      \u003Ctd>2018\u003C\u002Ftd>\n      \u003Ctd>2019\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Kroner\u003C\u002Ftd>\n      \u003Ctd>Kr. 925,40\u003C\u002Ftd>\n      \u003Ctd>941,40\u003C\u002Ftd>\n      \u003Ctd>957,40\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Derudover sikres mellemlederen en fridag pr. hele søndag, lederen har\nværet på arbejde. Fridagen skal lægges i ugen før eller ugen efter\narbejdssøndagen; dog kan fridagen hvis særlige driftsmæssige hensyn taler\nderfor (højtider m.v.) udskydes til afholdelse på et se-nere tidspunkt.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Såfremt der arbejdes mindre end ½ søndag (mindre end 4,5 time) kan\nmedarbejderen vælge mellem et helt tillæg eller en hel fridag.\u003C\u002Fp>\n\n\u003Ch3>Stk. 5\u003C\u002Fh3>\n\n\u003Cp>På linje med de øvrige overenskomster i Coop indføres en fritvalgskonto,\nder giver medar-bejderen mulighed for at vælge løn, pension eller frihed for\nen given procentdel af lønnen.\u003C\u002Fp>\n\n\u003Cp>Endvidere kan der vælges børneomsorgsdage efter reglerne i § 7.\nEventuelle overskyden-de midler udbetales som løn.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Cp>Procentdelen udgør i alt af lønnen:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>1. april 2017\u003C\u002Ftd>\n      \u003Ctd>1. april 2018\u003C\u002Ftd>\n      \u003Ctd>1. april 2019\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2,7 %\u003C\u002Ftd>\n      \u003Ctd>3,4 %\u003C\u002Ftd>\n      \u003Ctd>4,0 %\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Ordningen administreres på samme måde som de øvrige i Coop.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Stk. 6\u003C\u002Fh3>\n\n\u003Cp>Ved beregning af brudte måneder følges den til enhver tid gældende\nbestemmelse om denne beregning i parternes butiksoverenskomst. Med virkning fra\n1. april 2017 gælder således, at lønnen for enkelte dage, ved til- eller\nfratrædelse i månedens løb, beregnes som månedslønnen divideret med\nmånedens kalenderdage, gange med antal kalenderda-ge inklusive\nsøgnehelligdage, den pågældende er ansat.2\u003C\u002Fp>\n\n\u003Ch2>§ 3 PENSION\u003C\u002Fh2>\n\n\u003Ch3>Stk. 1\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>Coop Danmark og medarbejderen indbetaler pensionsbidrag til Pension for\nFunktionærer med nedenstående satser:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>1. januar 2014\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Coop Danmark A\u002FS\u003C\u002Ftd>\n      \u003Ctd>8,7 %\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Medarbejderen\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>3,4 %\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>I alt\u003C\u002Ftd>\n      \u003Ctd>Medarbejderen\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Indtræden i pensionsordningen forudsætter, at mellemlederen opfylder de\ntil enhver tid overenskomstaftalte alders- og anciennitetskriterier.\u003C\u002Fp>\n\n\u003Cp>Ordningen er obligatorisk og omfatter alle ansatte på overenskomsten - der\ner fyldt 20 år.\u003C\u002Fp>\n\n\u003Cp>Det er endvidere en betingelse for at være omfattet af ordningen, at den\npågældende har været ansat 3 måneder uafbrudt i Coop.\u003C\u002Fp>\n\n\u003Cp>Dog vil medarbejdere, der kan dokumentere, at de forud for ansættelse i\nCoop har været omfattet af en arbejdsmarkedspensionsordning eller som er fyldt\n25 år på ansættelses-tidspunktet, være omfattet af nærværende ordning fra\nansættelsestidspunktet.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Stk. 2\u003C\u002Fh3>\n\n\u003Cp>Allerede ansatte pr. 1. august 2003 kan bibeholde aftale om Modulpension\neller AP Net-Link i AP Pension.\u003C\u002Fp>\n\n\u003Cp>Såfremt en medarbejder, der i forvejen er omfattet af Modulpension eller AP\nNetLink i AP Pension, ansættes under denne overenskomst, bibeholdes\npensionsaftalen i AP Pension.\u003C\u002Fp>\n\n\u003Ch3>Stk. 3\u003C\u002Fh3>\n\n\u003Cp>Eventuelle ændringer i ordningerne skal forhandles mellem Coop Danmark og\nHK HAN-DEL.\u003C\u002Fp>\n\n\u003Ch2>§ 4 ARBEJDSTID\u003C\u002Fh2>\n\n\u003Ch3>Stk. 1\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>Som overordnet mål bør det tilstræbes, at arbejdstiden følger gældende\narbejdstid for øv-rige medarbejdere i butikken.\u003C\u002Fp>\n\n\u003Cp>Udgangspunktet for ansættelse er fuldtidsansættelse, og mellemledere\nindgår i butikkens løbende vagtplaner for øvrige medarbejdere.\u003C\u002Fp>\n\n\u003Cp>Det tilstræbes, at medarbejderens arbejdstid fredag før en friweekend ikke\nslutter senere end kl. 17.00.\u003C\u002Fp>\n\n\u003Cp>Som bilag 6 er optrykt kopi af forståelsespapir af 3. december 2010\nvedrørende § 4.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>Stk. 2\u003C\u002Fh3>\n\n\u003Cp>Pr. 1. juli 2017 kan medarbejdere der er fratrådt for at gå på efterløn\neller folkepension indgå en aftale om 0-plantimer.\u003C\u002Fp>\n\n\u003Cp>Med indførelsen af denne ansættelsesmulighed er der mellem parterne\nenighed om at formålet er, at kunne knytte gode, kompetente og erfarne\nmedarbejdere til Coop med hen-blik på at kunne træde til i forbindelse med\nf.eks. kampagner, medlemsarrangementer, som ferieafløser, som afløser i\nforbindelse med sygdom og ved enkeltvagter.\u003C\u002Fp>\n\n\u003Cp>Ansættelse af disse medarbejdere tæller ikke med i opgørelsen af adgangen\ntil at antage tilskudsmedarbejdere.\u003C\u002Fp>\n\n\u003Ch2>§ 5 FERIE, FERIEFRIDAGE OG TJENESTEFRIHED\u003C\u002Fh2>\n\n\u003Ch3>Stk. 1\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>Den gældende ferielov følges.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Stk. 2\u003C\u002Fh3>\n\n\u003Cp>For alle medarbejdere under denne overenskomst beregnes, i overensstemmelse\nmed ferielovens principper for optjening og afholdelse, 5 feriefridage, der\nlægges i overens-stemmelse med ferielovens § 15, stk. 1 og 2.\u003C\u002Fp>\n\n\u003Ch3>Stk. 3\u003C\u002Fh3>\n\n\u003Cp>Feriefridage afholdes så vidt muligt som hele fridage. Feriefridage kan\nikke varsles til af-holdelse i en opsigelsesperiode, når opsigelse sker fra\nCoops side.\u003C\u002Fp>\n\n\u003Ch3>Stk. 4\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>Feriegodtgørelsen udgør 15%.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Stk. 5\u003C\u002Fh3>\n\n\u003Cp>Vedrørende overførsel af ferie henvises til protokollat optrykt bagest i\noverenskomsten.\u003C\u002Fp>\n\n\u003Ch3>Stk. 6\u003C\u002Fh3>\n\n\u003Cp>Fra 11 år før den til enhver tid gældende folkepensionsalder kan\nmedarbejderen og Coop Danmark aftale, at et antal feriefridage (p.t. maksimalt\n5 feriefridage á 0,5% plus 2 frit-valgsportioner á 0,5%) skal hensættes som\nseniorferiefridage, som kan benyttes i forbin-delse med indgåelse af en\neventuel Senioraftale, jf. Coop Danmarks Seniorpolitik, hvor en sådan måtte\nindeholde aftale om arbejdstidsreduktion fra 5 år før folkepensionsalderen.\nSeniorferiefridage er ikke omfattet af den i overenskomstens bilag 3 om Ferie\nomhandlede begrænsning i antallet af overførte feriefridage.\u003C\u002Fp>\n\n\u003Cp>Denne bestemmelse har virkning fra den 1. januar 2013.\u003C\u002Fp>\n\n\u003Ch3>Stk. 7.\u003C\u002Fh3>\n\n\u003Cp>Som et seniorpolitisk værktøj har medarbejdere under denne overenskomst,\nfra 1. januar 2011, ekstra fridage med løn i forhold til følgende:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>a\u003C\u002Ftd>\n      \u003Ctd>Fyldt 60 år\u003C\u002Ftd>\n      \u003Ctd>I alt 1 ekstra fridag med løn pr. år\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>b\u003C\u002Ftd>\n      \u003Ctd>Fyldt 61 år\u003C\u002Ftd>\n      \u003Ctd>I alt 2 ekstra fridage med løn pr. år\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>c\u003C\u002Ftd>\n      \u003Ctd>Fyldt 62 år\u003C\u002Ftd>\n      \u003Ctd>I alt 3 ekstra fridage med løn pr. år\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>d\u003C\u002Ftd>\n      \u003Ctd>Fyldt 63 år\u003C\u002Ftd>\n      \u003Ctd>I alt 4 ekstra fridage med løn pr. år\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>e\u003C\u002Ftd>\n      \u003Ctd>Fyldt 64 år\u003C\u002Ftd>\n      \u003Ctd>I alt 5 ekstra fridage med løn pr. år\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Disse ekstra fridage kan ikke konverteres til løn, de kan ikke overføres\nfra kalenderår til kalenderår og de skal holdes som enkeltdage, der ikke\nplaceres i tilknytning til anden fri-hed med løn, eller i tilknytning til\nferie.\u003C\u002Fp>\n\n\u003Cp>Såfremt medarbejderen ønsker yderligere seniorfridage, kan dette ske ved\nat konvertere løbende pensionsbidrag fra 5 år før den til enhver tid\ngældende folkepensionsalder.\u003C\u002Fp>\n\n\u003Cp>Det skal dog sikres, at det til enhver tid indbetales til pensionsordningen,\nså omkostninger og forsikringer er dækket ind.\u003C\u002Fp>\n\n\u003Cp>Det konverterede pensionsbidrag indsættes på medarbejderens\nfritvalgskonto.\u003C\u002Fp>\n\n\u003Cp>Om tjenestefrihed med og uden løn se i øvrigt Fællesbestemmelser for\nCoop.\u003C\u002Fp>\n\n\u003Ch2>§ 6 SYGDOM, GRAVIDITET OG ADOPTION\u003C\u002Fh2>\n\n\u003Ch3>Stk. 1\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>Der ydes løn under sygdom i overensstemmelse med funktionærlovens regler\nherom.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Stk. 2\u003C\u002Fh3>\n\n\u003Cp>Om reglerne ved graviditet henvises til funktionærlovens § 7,\ndagpengeloven og lov om ligebehandling.\u003C\u002Fp>\n\n\u003Ch3>Stk. 3\u003C\u002Fh3>\n\n\u003Cp>Udgør halv løn et større beløb end de oppebårne dagpenge, er\nvirksomheden pligtig til at udrede differencen.\u003C\u002Fp>\n\n\u003Ch3>Stk. 4\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cp>Såfremt mellemlederen på nedkomsttidspunktet har været ansat 9 måneder\nuafbrudt i Coop Danmark A\u002FS (inkl. evt. læretid i Coop Danmark A\u002FS) sikres\nfuld løn i følgende perio-der:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Graviditetsorlov:\u003C\u002Ftd>\n      \u003Ctd>4 uger\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Barselsorlov:\u003C\u002Ftd>\n      \u003Ctd>14 uger\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Fædreorlov:\u003C\u002Ftd>\n      \u003Ctd>2 uger\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Forældreorlov:\u003C\u002Ftd>\n      \u003Ctd>15 uger\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>Af forældreorlovens 15 uger har hver af forældrene ret til 5 uger.\nBetalingen i de resteren-de 5 uger kan deles.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Forældreorloven på 15 uger skal holdes indenfor 52 uger efter fødslen.\u003C\u002Fp>\n\n\u003Cp>Forældrene kan holde forældreorloven samtidig.\u003C\u002Fp>\n\n\u003Cp>Det er en forudsætning for betalingen, at virksomheden er berettiget til\nrefusion svarende til den maksimale dagpengesats. Såfremt refusionen måtte\nvære mindre nedsættes beta-lingen til medarbejderen tilsvarende.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Stk. 5\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>Såfremt mellemlederen på tidspunktet for modtagelsen af et adoptionsbarn\nhar været an-sat uafbrudt i 9 måneder i Coop Danmark A\u002FS (inkl. evt. læretid\ni Coop Danmark A\u002FS), sik-res mellemlederen fuld løn i følgende perioder:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Udrejseorlov:\u003C\u002Ftd>\n      \u003Ctd>op til 4 uger\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Barselsorlov:\u003C\u002Ftd>\n      \u003Ctd>14 uger\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Fædreorlov:\u003C\u002Ftd>\n      \u003Ctd>2 uger\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Forældreorlov:\u003C\u002Ftd>\n      \u003Ctd>15 uger\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Af forældreorlovens 15 uger har hver af forældrene ret til 5 uger.\nBetalingen i de resteren-de 5 uger kan deles.\u003C\u002Fp>\n\n\u003Cp>Forældreorloven på 15 uger skal holdes indenfor 52 uger efter fødslen\u003C\u002Fp>\n\n\u003Cp>Forældrene kan holde forældreorloven samtidig.\u003C\u002Fp>\n\n\u003Cp>Det er en forudsætning for betalingen at virksomheden er berettiget til\nrefusion svarende til den maksimale dagpengesats. Såfremt refusionen måtte\nvære mindre nedsættes betalin-gen til medarbejderne tilsvarende.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Stk. 6\u003C\u002Fh3>\n\n\u003Cp>Desuden sikres fuld løn i op til 4 uger før modtagelsesdagen.\u003C\u002Fp>\n\n\u003Ch3>Stk. 7\u003C\u002Fh3>\n\n\u003Cp>Under de første 14 ugers barselsorlov indbetales til medarbejdere med mere\nend 9 måne-ders anciennitet på det forventede fødselstidspunkt et ekstra\npensionsbidrag på (for del-tidsansatte afregnes forholdsmæssigt):\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Coop\u003C\u002Ftd>\n      \u003Ctd>Mellemlederen\u003C\u002Ftd>\n      \u003Ctd>I alt kr. pr. md.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1. juli 2014\u003C\u002Ftd>\n      \u003Ctd>1.360,00\u003C\u002Ftd>\n      \u003Ctd>680,00\u003C\u002Ftd>\n      \u003Ctd>2.040,00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ch2>§ 7 BØRNEOMSORGSDAGE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareprovision\">\u003Cp>A. Pr. 1. januar 2018 har medarbejdere med mindst 9 måneders anciennitet\nret til at holde 2 børneomsorgsdage pr. ferieår, som vælges ultimo 2017.\u003C\u002Fp>\n\n\u003Cp>Medarbejderen kan højst afholde 2 børneomsorgsdage pr. ferieår, uanset\nhvor mange børn medarbejderen har. Reglen vedrører børn under 14 år.\u003C\u002Fp>\n\n\u003Cp>B. Dagene placeres efter aftale mellem virksomheden og medarbejderen under\nhensynta-gen til virksomhedens tarv.\u003C\u002Fp>\n\n\u003Cp>C. Børneomsorgsdagene afholdes uden løn, men medarbejderen kan få\nudbetalt et beløb fra sin Fritvalgs Lønkonto, jf. reglerne om\nudbetaling.”\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om, at reglen om børneomsorgsdage, bortset fra\nanciennitetskravet og barnets alder, gælder for den samme personkreds, der har\nret til at holde barns første sy-gedag.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>§ 8 GRUPPELIVSFORSIKRING\u003C\u002Fh2>\n\n\u003Cp>Mellemlederen er omfattet af en af Coop Danmark A\u002FS oprettet\ngruppelivsforsikring i AP Pension. Coop Danmark A\u002FS betaler præmien, mens\nmellemlederen via lønberegning bli-ver beskattet af præmiebeløbet.\u003C\u002Fp>\n\n\u003Cp>Mellemledere – omfattet af arbejdsmarkedspension i enten AP Pension eller\nPension for Funktionærer - er desuden omfattet af en forsikring vedrørende\nkritisk sygdom.\u003C\u002Fp>\n\n\u003Ch2>§ 9 OPSIGELSE\u003C\u002Fh2>\n\n\u003Ch3>Stk. 1\u003C\u002Fh3>\n\n\u003Cp>De gensidige opsigelsesvarsler for mellemledere fremgår af\nFunktionærloven.\u003C\u002Fp>\n\n\u003Ch3>Stk. 2\u003C\u002Fh3>\n\n\u003Cp>Med virkning fra 1. maj 2014 har medarbejdere, som opsiges på grund af\nomstrukturerin-ger, nedskæringer, virksomhedslukning eller andre på\nvirksomheden beroende forhold, ret til frihed med løn i op til to timer,\nplaceret hurtigst muligt efter opsigelsen under fornødent hensyn til\nvirksomhedens drift, til at søge vejledning i a-kassen\u002Ffagforeningen.\u003C\u002Fp>\n\n\u003Ch3>Stk. 3\u003C\u002Fh3>\n\n\u003Cp>Med virkning fra 1. maj 2014 har mellemledere, som opsiges på grund af\nomstrukturerin-ger, nedskæringer, virksomhedslukning eller andre på\nvirksomheden beroende forhold, og som har mindst 6 måneders anciennitet i\nCoop, ret til yderligere en uges frihed i opsigel-sesperioden med tilskud efter\nreglerne i § 12 om uddannelse. Under samme betingelser har medarbejderen\nendvidere ret til at benytte ikke-forbrugt frihed med støtte fra\nMinUd-dannelse i op til to uger.\u003C\u002Fp>\n\n\u003Ch3>Stk. 4\u003C\u002Fh3>\n\n\u003Cp>Opsparede uger til selvvalgt uddannelse jf. § 13 kan ikke bruges, hvis\nmedarbejderen er i opsagt stilling, medmindre virksomheden og medarbejderen har\naftalt eller aftaler andet. De ældste uger bruges først.\u003C\u002Fp>\n\n\u003Ch2>§ 10 TRYGHEDSAFTALE\u003C\u002Fh2>\n\n\u003Cp>Mellemlederen er omfattet af Tryghedsaftalen indgået mellem Coop Danmark\nA\u002FS og Handelskartellet i Danmark.\u003C\u002Fp>\n\n\u003Cp>Afskrift af Tryghedsaftalen er optaget i denne overenskomst som bilag 2.\u003C\u002Fp>\n\n\u003Ch2>§ 11 FÆLLESBESTEMMELSER\u003C\u002Fh2>\n\n\u003Cp>De til enhver tid gældende Fællesbestemmelser vedrørende arbejdsforhold i\nCoop Dan-mark er gældende for dette overenskomstområde.\u003C\u002Fp>\n\n\u003Cp>Endvidere gælder ”Håndbog om Hovedaftale med bilag”.\u003C\u002Fp>\n\n\u003Ch2>§ 12 TILLIDSHVERV\u003C\u002Fh2>\n\n\u003Ch3>Stk. 1\u003C\u002Fh3>\n\n\u003Cp>De organiserede mellemledere har fra deres midte ret til at vælge én\ntalsmand. Coop Danmark A\u002FS har påtaleret. Eventuel indsigelse skal være HK\nHANDEL i hænde senest 14 dage efter modtagelsen af meddelelse om valget.\u003C\u002Fp>\n\n\u003Cp>Der kan efter samme regler tillige vælges en suppleant for talsmanden.\u003C\u002Fp>\n\n\u003Cp>Overenskomstens bestemmelser om talsmand følger i øvrigt principperne i de\nnormale regler om tillidsrepræsentanter, herunder påtaleretten overfor\nvalget.\u003C\u002Fp>\n\n\u003Cp>Talsmanden må ikke som følge af sit tillidshverv sættes i stå i sin\nlønudvikling.\u003C\u002Fp>\n\n\u003Ch3>Stk. 2\u003C\u002Fh3>\n\n\u003Cp>Talsmanden skal udføre sine opgaver på en sådan måde, at det er til\nmindst mulig gene for arbejdets udførelse. Talsmanden kan efter aftale mellem\nCoop Danmark A\u002FS og HK HANDEL fritages helt eller delvis for det daglige\narbejde.\u003C\u002Fp>\n\n\u003Ch3>Stk. 3\u003C\u002Fh3>\n\n\u003Cp>En talsmands afskedigelse skal begrundes i tvingende årsager, og kan ikke\ngennemføres før efter forudgående forhandling mellem Coop Danmark A\u002FS og HK\nHANDEL.\u003C\u002Fp>\n\n\u003Cp>Fastholder Coop Danmark A\u002FS den påtænkte opsigelse, betragtes\nopsigelsesvarslet som afgivet på tidspunktet for forhandlingsbegæringens\nfremkomst til forbundet.\u003C\u002Fp>\n\n\u003Cp>Ophører talsmanden med at være talsmand efter at have virket som sådan i\nmindst 1 år, og som fortsat er beskæftiget på virksomheden, har krav på 6\nugers opsigelsesvarsel ud over den ansattes individuelle varsel, hvis den\nansatte opsiges inden for 1 år efter ophøret af talsmandshvervet.\u003C\u002Fp>\n\n\u003Cp>Denne regel gælder alene for ophørte talsmænd, der opsiges efter den 1.\nseptember 2017.\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om, at man med det forlængede opsigelsesvarsel fraviger\nfunktionærlo-vens § 2 om, at opsigelse efter prøvetidens udløb sker til\nfratræden ved en måneds ud-gang, og at dette er til gunst for den ansatte.\u003C\u002Fp>\n\n\u003Cp>En medarbejder, der efter den 1. september 2017 ophører med at være\ntalsmand efter at have virket som sådan i en sammenhængende periode på\nmindst 3 år, og som fortsat er beskæftiget på virksomheden, har ret til en\ndrøftelse med virksomheden om medarbejde-rens behov for faglig opdatering.\nDrøftelsen afholdes senest 1 måned fra ophøret af tals-mandshvervet og på\nmedarbejderens foranledning. Som led i drøftelsen afklares det, om der\nforeligger et behov for faglig opdatering, og hvordan opdateringen skal finde\nsted.\u003C\u002Fp>\n\n\u003Cp>Såfremt der ikke kan opnås enighed, har medarbejderen ret til 3 ugers\nfaglig opdatering. Efter 6 års sammenhængende talsmandshverv har\nmedarbejderen ret til 6 ugers faglig opdatering.\u003C\u002Fp>\n\n\u003Cp>Medarbejderen deltager i den faglige opdatering uden fradrag i lønnen. Det\ner en forud-sætning, at der kan ydes lovbestemt løntabsgodtgørelse til\nuddannelsen. Løntabsgodtgø-relsen tilfalder virksomheden.\u003C\u002Fp>\n\n\u003Cp>Ved faglig opdatering kan virksomheden søge støtte til resterende\nkursusudgifter fra Kom-petencefonden efter de gældende regler herfor.\nKompetencefonden afsætter de nødven-dige midler hertil. Der medgår ikke uger\nfra selvvalgt uddannelse i forbindelse med faglig opdatering.\u003C\u002Fp>\n\n\u003Ch3>Stk. 4\u003C\u002Fh3>\n\n\u003Cp>Såfremt der er it- og internetadgang på arbejdsmiljørepræsentantens\narbejdsplads, skal arbejdsmiljørepræsentanten til udførelse af sit hverv\nhave den nødvendige adgang hertil.\u003C\u002Fp>\n\n\u003Ch2>§ 13 UDDANNELSE OG KARRIERE\u003C\u002Fh2>\n\n\u003Ch3>Stk. 1\u003C\u002Fh3>\n\n\u003Cp>Mellemlederne har ret og pligt til kompetenceudvikling afpasset efter\nforholdene i Coop for herigennem at styrke konkurrenceevnen samt Coops og\nmedarbejdernes udviklingsmulig-heder.\u003C\u002Fp>\n\n\u003Cp>Opkvalificering og efter- og videreuddannelse er vigtig. Det anbefales\nderfor at mellemle-derne deltager i Coops relevante efter- og videreuddannelse,\nfx grundlæggende lederud-dannelse eller lederuddannelse på højere niveau.\u003C\u002Fp>\n\n\u003Cp>Der ud over skal der tillige være mulighed for frihed med eller uden løn\ntil uddannelse.\u003C\u002Fp>\n\n\u003Cp>Plan for uddannelse og karriere indgår i den årlige udviklingssamtale.\u003C\u002Fp>\n\n\u003Ch3>Stk. 2\u003C\u002Fh3>\n\n\u003Cp>Overenskomstens kompetenceudviklingsfond4 giver - efter nærmere\nretningslinjer - ad-gang til, at medarbejderen med delvis løndækning (i\noverenskomstperioden 2017-2020 med 100%’s løntabsdækning) fra fonden kan\ngå på selvvalgt uddannelse i op til 2 uger pr. år. Der ydes ikke løn fra\nCoop under denne uddannelse.\u003C\u002Fp>\n\n\u003Cp>a) Alle medarbejdere med mere end 6 måneders anciennitet omfattet af denne\noverenskomst har ret til frihed til selvvalgt uddannelse i op til 2 uger om\nåret. I over-enskomstperioden 2017–2020 er det aftalt at se bort fra\nanciennitetskravet.\u003C\u002Fp>\n\n\u003Cp>b) Den enkelte medarbejder kan opspare\u002Foverføre ikke forbrugt frihed til\nselvvalgt uddannelse i op til 3 år – svarende til 6 uges frihed i det 3.\når.\u003C\u002Fp>\n\n\u003Cp>c) Opsparing\u002Foverførsel af frihed til selvvalgt uddannelse bekræftes\nskriftligt mellem medarbejderen og dennes chef.\u003C\u002Fp>\n\n\u003Cp>d) Opsparing\u002Foverførsel følger de til enhver tid gældende regler i Coop\nom overfør-sel af anciennitet m.m. ved skift mellem juridiske enheder i Coop\nkoncernen. For medarbejdere med anciennitetsoverførsel fra en selvstændig\nbrugsforening gælder dog, at opsparing ikke videreføres til det nye\nansættelsesforhold i Coop Danmark.\u003C\u002Fp>\n\n\u003Cp>e) Mellemledere, der er repræsentanter i bestyrelsen for\nkompetenceudviklingsfon-den, har mulighed for frihed en dag om året til\ndeltagelse i et erfa-møde, der afhol-des af HK HANDEL. Mellemlederen modtager\ndækning for løntab og passende ud-gifter til transport fra\nkompetenceudviklingsfonden.\u003C\u002Fp>\n\n\u003Cp>Bidraget til kompetencefonden udgør kr. 200 pr. år pr. fuldtidsansat.\u003C\u002Fp>\n\n\u003Ch3>Stk. 3\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>Der gives ret til et uddannelsesløft til fuldt akademiuddannelsesniveau (60\nECTS points) over en treårig periode. Dette indebærer frihed til\nuddannelsesforløbet på op til i alt 12 uger, svarende til 10 dages frihed pr.\nakademimodul af 10 ECTS point.\u003C\u002Fp>\n\n\u003Cp>Forudsætningerne for løftet er at:\u003C\u002Fp>\n\n\u003Cp>• Uddannelsesforløbet aftales med arbejdsgiver\u003C\u002Fp>\n\n\u003Cp>• Medarbejderen forbruger ret til i alt 6 års selvvalgt uddannelse,\nhvoraf der er akku-muleret i to forudgående år (år 1 og 2), inden\nuddannelsen påbegyndes, og gen-nemføres (år 3, 4 og 5)\u003C\u002Fp>\n\n\u003Cp>• De 10 dages selvvalgt uddannelse som optjenes i det førstkommende år\nefter af-sluttet akademiuddannelsesforløb (år 6) anses ligeledes for forbrugt\ni forbindelse med uddannelsesforløbet\u003C\u002Fp>\n\n\u003Cp>• Medarbejderen modtager sin sædvanlige løn under uddannelsen samt\ndækning af kursusgebyr, materialer m.m. som sædvanligt ved selvvalgt\nuddannelse.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>I det omfang anvendelsen af kompetencefonden, jf. nærværende aftale,\nskaber et stort pres på midlerne i fonden, er parterne enige om, at man i\nbestyrelsen fastsætter grænser-ne for anvendelse til dette formål.\u003C\u002Fp>\n\n\u003Cp>Virksomheden kan søge kompetencefonden om 100 % lønkompensation til\nsådanne afta-ler, opgjort som ved beregningen af støtte til selvvalgt\nuddannelse, modregnet SVU.\u003C\u002Fp>\n\n\u003Cp>Kompetencefondens bestyrelse fastlægger anbefalede akademiforløb med\nudgangspunkt i den eksisterende positivliste.\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om, at nærværende aftale evalueres i kompetencefondens\nbestyrelse senest 1. januar 2019. Kompetencefondens bestyrelse kan stille\nforslag om justeringer af aftalen i overenskomstperioden.\u003C\u002Fp>\n\n\u003Cp>Aftalen træder i kraft pr. 1. september 2017. Der er enighed om, at\novennævnte er en for-søgsordning, der alene er gældende i\noverenskomstperioden. Forsøgsordningen bortfal-der således pr. den 29.\nfebruar 2020.\u003C\u002Fp>\n\n\u003Ch2>§ 14 SÆRLIGE BESTEMMELSER\u003C\u002Fh2>\n\n\u003Cp>Ingen nuværende højere lønninger eller andre goder må forringes som\nfølge af denne overenskomst.\u003C\u002Fp>\n\n\u003Ch2>§ 15 OVERENSKOMSTFRAVIGENDE AFTALER\u003C\u002Fh2>\n\n\u003Cp>Der er enighed om det hensigtsmæssige i, at der opbygges erfaring med\noverenskomst-fravigende aftaler.\u003C\u002Fp>\n\n\u003Cp>Der er derfor enighed om, at der på overenskomstens område kan indgås\noverenskomst-fravigende aftaler, herunder bl.a. om fravigelse af\noverenskomstens regler om løn og\u002Feller arbejdstid, samt om eksempelvis\nkædesamarbejde ved selvadministration af kompetence-fonde.\u003C\u002Fp>\n\n\u003Cp>Sådanne aftaler indgås lokalt mellem virksomheden, respektive grupper af\nvirksomheder og den eller de medarbejdere, der omfattes af aftalen. Før\naftalen kan træde i kraft skal den godkendes af overenskomstens parter.\u003C\u002Fp>\n\n\u003Ch2>§ 16 OVERENSKOMSTENS GYLDIGHED OG OPSIGELSE\u003C\u002Fh2>\n\n\u003Cp>Overenskomsten træder i kraft 1. april 2017 og er gældende indtil den af\nen af parterne opsiges med 3 måneders varsel til ophør en 1. april, dog\ntidligst 1. april 2020.\u003C\u002Fp>\n\n\u003Cp>København, den 21. december 2017\u003C\u002Fp>\n\n\u003Cp>- HK HANDEL>>>sign. Per Tønnesen\u003C\u002Fp>\n\n\u003Cp>- Coop Danmark A\u002FS>>>sign. Peter Høgsted\u003C\u002Fp>\n\n\u003Cp>***************************\u003C\u002Fp>\n\n\u003Ch2>Bilag 1: Protokollat (af 14. maj 2003 med senere ændringer) mellem HK\nHANDEL og Coop Danmark A\u002FS vedrørende indgåelse af overenskomst for\nmellemledere\u003C\u002Fh2>\n\n\u003Ch3>1. Generelt\u003C\u002Fh3>\n\n\u003Cp>Med indgåelsen af ovennævnte mellemlederoverenskomst har parterne lagt\norganisatori-ske og funktionsmæssige principper til grund, i stedet for de\nhidtidige butiksomsætnings-mæssige grænser.\u003C\u002Fp>\n\n\u003Cp>Som grundlag for de organisatoriske og funktionsmæssige principper har Coop\nDanmark præsenteret typetilfælde af organisatoriske modeller for store,\nmellemstore og små butik-ker i kæderne Kvickly (inklusive Kvickly xtra) og\nSuperBrugsen.\u003C\u002Fp>\n\n\u003Cp>Der er enighed om, at der både inden for den enkelte butikskæde og i\nforholdet mellem store, mellemstore og små butikker kan finde tilpasninger\nsted som følge af såvel specielle lokale forhold som almindelig\norganisationsudvikling. Coop Danmark kan foretage sådan tilpasning og\nudvikling i overensstemmelse med de organisatoriske og funktionsmæssige\nprincipper. Ændringer, der fraviger de organisatoriske og funktionsmæssige\nprincipper, kan kun foretages efter aftale med HK HANDEL.\u003C\u002Fp>\n\n\u003Ch3>2. Lønforhold\u003C\u002Fh3>\n\n\u003Cp>Uoverensstemmelser om lønforhold for enkeltpersoner kan indbringes for\nparitetisk nævn, hvis det er åbenbart, at der består et væsentligt\nmisforhold mellem lønnen og stillingens samlede indhold, jf. stk. 2.\u003C\u002Fp>\n\n\u003Cp>Det paritetiske nævn nedsættes med to repræsentanter for hver af parterne\nmed det for-mål at forebygge, at funktionslønnen resulterer i et større\nantal sager.\u003C\u002Fp>\n\n\u003Cp>Såfremt der blandt medlemmerne af det paritetiske nævn ikke kan opnås\nflertal for afgø-relse i en konkret sag, udvides nævnet med en uvildig\nopmand, som udpeges af parterne i fællesskab. I tilfælde af fortsat uenighed\nbliver opmandens opfattelse herefter udslagsgi-vende.\u003C\u002Fp>\n\n\u003Cp>Ved udvidelse af nævnet finder almindelig praksis vedrørende faglig\nvoldgift anvendelse med de tillempelser, som følger af forholdets natur.\u003C\u002Fp>\n\n\u003Cp>Opmanden træffer dog, efter en konkret vurdering i det enkelte tilfælde,\nafgørelse om fast-sættelse og fordeling af sagens omkostninger, ligesom\nopmanden ved unødig trætte af nævnet kan pålægge bod. Endelig kan opmanden\ntræffe afgørelse om, at en konkret sag afgøres ved skriftlig behandling.\u003C\u002Fp>\n\n\u003Ch3>3. Overenskomstens afgrænsning\u003C\u002Fh3>\n\n\u003Cp>Der er på ikrafttrædelsestidspunktet enighed om, at der er adgang til at\nansætte følgende mellemledere i butikkerne:\u003C\u002Fp>\n\n\u003Cp>Kvickly (mellem varehuse) .........................9\u003C\u002Fp>\n\n\u003Cp>Kvickly (mindre varehuse)......................... 6\u003C\u002Fp>\n\n\u003Cp>SuperBrugsen (store butikker) ..................3\u003C\u002Fp>\n\n\u003Cp>SuperBrugsen (mellem butikker).............. 2\u003C\u002Fp>\n\n\u003Cp>SuperBrugsen (mindre butikker) ..............3\u003C\u002Fp>\n\n\u003Cp>Dagli’-\u002FLokalBrugsen.................................. 1\u003C\u002Fp>\n\n\u003Cp>Der er enighed om, at det kun er i Dagli’-\u002FLokalBrugsen butikker med en\nårlig butiksvare-omsætning på 12 mio. kr. eller derover der kan ansættes en\nmedarbejder under mellemle-deroverenskomsten.\u003C\u002Fp>\n\n\u003Cp>Coop Danmark A\u002FS har som baggrund for disse antal oplyst, at det tilsvarende\nantal ledere og funktionschefer vil udgøre:\u003C\u002Fp>\n\n\u003Cp>Kvickly (mellem varehuse) .................5\u003C\u002Fp>\n\n\u003Cp>Kvickly (mindre varehuse) .................5\u003C\u002Fp>\n\n\u003Cp>SuperBrugsen (store butikker) ..........4\u003C\u002Fp>\n\n\u003Cp>SuperBrugsen (mellem butikker) ......3\u003C\u002Fp>\n\n\u003Cp>SuperBrugsen (mindre butikker) ..... 1\u003C\u002Fp>\n\n\u003Cp>Dagli’-\u002FLokalBrugsen ..........................1\u003C\u002Fp>\n\n\u003Ch3>4. Øvrige forhold\u003C\u002Fh3>\n\n\u003Cp>1. For mellemledere udfærdiges på samme måde som for medarbejdere under\nHK HANDELS butiksoverenskomst en arbejdsplan, som også tager højde for\nkompen-sation i arbejdstiden i forhold til årets antal af helligdage.\u003C\u002Fp>\n\n\u003Cp>2. Der er for så vidt angår overgangsperioden enighed om,\u003C\u002Fp>\n\n\u003Cp> at allerede ansatte medarbejdere, med et specifikt arbejdsområde, som\ntilbydes ansættelse som mellemleder inden for dette arbejdsområde, ikke må\nafskedi-ges, eller udsættes for forandringer i forhold til sine eksisterende\narbejdsfunktio-ner, som retligt må ligestilles med en afskedigelse\n(væsentlige ændringer), som følge af, at den enkelte ikke måtte ønske at\ntage mod tilbuddet, og\u003C\u002Fp>\n\n\u003Cp> at medarbejdere med en løn lig med eller over den aftalte garantiløn\nikke kan til-bydes ansættelse som mellemleder til garantilønnen plus et\npersonligt tillæg der tilsammen ligger under den hidtidige løn samt tillæg\nregnet tre måneder tilbage fra mellemlederansættelsen.\u003C\u002Fp>\n\n\u003Cp>3. Der er enighed om, at parterne på et årligt møde drøfter udviklingen\ni antallet af an-satte på overenskomstområdet. HK HANDEL kan på anmodning\nfå udleveret en li-ste over antallet af mellemledere opgjort pr. butik.\u003C\u002Fp>\n\n\u003Cp>4. Efter eksklusivbestemmelsernes bortfald er parterne enige om, at Coop’s\npligt til ”at anbefale mellemledere medlemskab af HK” er opfyldt ved, at HK\nMellemledergrup-pen optages som medunderskriver på det brev, som Coop Faglig\naftalemæssigt har ret til at få vedlagt ved udsendelse af kontrakter til nye\nansatte.\u003C\u002Fp>\n\n\u003Cp>5. Der er enighed om, at der med overenskomstens udløbsdato pr. 1. april\ntilsigtes vi-dereførelse af praksis, hvorefter overenskomstfornyelsen\nforhandles efter fornyel-sen af øvrige overenskomster og andre aftaler\nvedrørende butiksområdet i Coop Danmark.\u003C\u002Fp>\n\n\u003Cp>6. Der er enighed om, at overenskomstens § 3, stk. 1, 2. afsnit ikke er i\nstrid med overenskomstens § 12.\u003C\u002Fp>\n\n\u003Ch3>5. Historik\u003C\u002Fh3>\n\n\u003Cp>Protokollatet er aftalt og underskrevet 14. maj 2003 og efterfølgende\ngodkendt af begge parter. Protokollatet er senest revideret 22. maj 2012 ved\nden ordinære overenskomstfor-nyelse.\u003C\u002Fp>\n\n\u003Cp>Albertslund, den 14. maj 2003\u003C\u002Fp>\n\n\u003Cp>- \u003C\u002Fp>\n\n\u003Cp>- Coop Danmark A\u002FS\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Ch2>Bilag 2: Afskrift af Tryghedsaftale af 14. maj 1998 mellem Coop Danmark A\u002FS\nog Handelskartellet i Danmark\u003C\u002Fh2>\n\n\u003Ch3>§ 1\u003C\u002Fh3>\n\n\u003Ch3>Aftalens gyldighedsområde\u003C\u002Fh3>\n\n\u003Cp>Aftalen vedrører alle overenskomstområder mellem parterne.\u003C\u002Fp>\n\n\u003Ch3>§ 2\u003C\u002Fh3>\n\n\u003Ch3>Aftalens formål\u003C\u002Fh3>\n\n\u003Cp>Aftalen skal medvirke til sikring af arbejdstilfredsheden og medarbejdernes\ntryghed i an-sættelsen og således bidrage til fremme af et godt\narbejdsklima.\u003C\u002Fp>\n\n\u003Ch3>§ 3\u003C\u002Fh3>\n\n\u003Ch3>Information\u003C\u002Fh3>\n\n\u003Cp>For at give den enkelte medarbejder mulighed for egen vurdering af\nsikkerheden for den fortsatte beskæftigelse er Coop og landsklubberne\nansvarlige for, at der gennem samar-bejdsorganerne og på anden måde gives en\nløbende information om virksomhedens ak-tuelle situation og om dens planer for\nfremtiden i det omfang, disse oplysninger ikke ska-der Coops interesser.\nInformationen underbygges i nødvendigt og muligt omfang med regnskaber,\nbudgetter, handlingsplaner eller lignende.\u003C\u002Fp>\n\n\u003Ch3>§ 4\u003C\u002Fh3>\n\n\u003Ch3>Ændringer af arbejdspladsen\u003C\u002Fh3>\n\n\u003Cp>I forbindelse med iværksættelse af arbejdspladsændringer gives der så\ntidligt som muligt de enkelte, berørte medarbejdere og den stedlige\ntillidsrepræsentant konkret oplysning om, hvordan de pågældende\nmedarbejderes situation påvirkes af ændringerne, og med-arbejderne har ret\ntil på anmodning at drøfte evt. spørgsmål i tilknytning til ændringerne\nmed nærmeste overordnede.\u003C\u002Fp>\n\n\u003Ch3>§ 5\u003C\u002Fh3>\n\n\u003Ch3>Opsigelse\u003C\u002Fh3>\n\n\u003Cp>1. Ved opsigelser skelnes mellem fire forskellige årsagsgrupper:\u003C\u002Fp>\n\n\u003Cp>a. Opsigelser som følge af aktivitetsnedgang, der skyldes svigtende\nafsætning og lignende.\u003C\u002Fp>\n\n\u003Cp>b. Opsigelser som følge af rationalisering og strukturel omlægning af\narbejdsplad-sen.\u003C\u002Fp>\n\n\u003Cp>c. Opsigelser som følge af svigtende evne til at varetage fortsat\nbeskæftigelse, f.eks. som følge af invaliditet, sygdom eller svagelighed.\u003C\u002Fp>\n\n\u003Cp>d. Opsigelser som følge af andre forhold hos medarbejderen, f.eks.\nutilfredsstillen-de arbejdsindsats, som ikke kan afhjælpes ved træning, eller\nsamarbejdsvan-skeligheder.\u003C\u002Fp>\n\n\u003Cp>2. Tillidsrepræsentanten skal orienteres om de individuelle afskedigelser,\nder er nævnt i stk. 1 c og d.\u003C\u002Fp>\n\n\u003Cp>3. Opsigelse af medarbejdere med over 3 års anciennitet som følge af de\ngrunde, der er nævnt i stykke 1, punkterne a og b, skal søges modvirket ved\nlangtidsplanlægning og ved omskoling og\u002Feller flytning, evt. med økonomisk\nstøtte.\u003C\u002Fp>\n\n\u003Cp>4. Ved fuldt bortfald af stillinger under de omstændigheder, der er nævnt\ni stykke 1, punkterne a og b, skal der søges tilbudt berørte medarbejdere\nanden passende be-skæftigelse.\u003C\u002Fp>\n\n\u003Cp>Om et beskæftigelsestilbud er passende, vurderes konkret i forhold til\nmedarbejde-rens hidtidige stilling, uddannelse og evner. Et stillingstilbud er\nikke passende, så-fremt det indeholder forringelser i forhold til rejseafstand\nfra bopæl til arbejdssted, stillingsindhold og indtjening, som går\nvæsentligt ud over grænsen for ændringer, der kræver personligt\nopsigelsesvarsel.\u003C\u002Fp>\n\n\u003Cp>Coops regler vedrørende flyttegodtgørelse til medarbejderne finder\nanvendelse.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>5. Kan der ved opsigelse af grunde som nævnt i stykke 1, punkterne a og b,\nikke tilby-des anden passende beskæftigelse inden en måned før\nopsigelsesvarslets udløb, ydes der medarbejderen en fratrædelsesgodtgørelse,\nder ud over evt. fratrædelses-godtgørelse i henhold til funktionærlovens §\n2a, beregnes således på grundlag af uafbrudt anciennitet:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Efter antal hele ansæt-telsesår\u003C\u002Ftd>\n      \u003Ctd>% af månedsløn ved opsi-gelsens udløb\u003C\u002Ftd>\n      \u003Ctd>Dog ydes der mindst føl-gende beløb\n\n        \u003Cp>kr. pr. 1. juli 2013\u003C\u002Fp>\n\n        \u003Cp>(på fuldtidsbasis)\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>6\u003C\u002Ftd>\n      \u003Ctd>70\u003C\u002Ftd>\n      \u003Ctd>24.682\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>7\u003C\u002Ftd>\n      \u003Ctd>95\u003C\u002Ftd>\n      \u003Ctd>24.682\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>8\u003C\u002Ftd>\n      \u003Ctd>110\u003C\u002Ftd>\n      \u003Ctd>28.578\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>9\u003C\u002Ftd>\n      \u003Ctd>120\u003C\u002Ftd>\n      \u003Ctd>31.179\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10\u003C\u002Ftd>\n      \u003Ctd>130\u003C\u002Ftd>\n      \u003Ctd>33.777\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>11\u003C\u002Ftd>\n      \u003Ctd>140\u003C\u002Ftd>\n      \u003Ctd>36.376\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>12\u003C\u002Ftd>\n      \u003Ctd>150\u003C\u002Ftd>\n      \u003Ctd>38.974\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>13\u003C\u002Ftd>\n      \u003Ctd>160\u003C\u002Ftd>\n      \u003Ctd>41.571\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>14\u003C\u002Ftd>\n      \u003Ctd>170\u003C\u002Ftd>\n      \u003Ctd>44.167\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>15\u003C\u002Ftd>\n      \u003Ctd>180\u003C\u002Ftd>\n      \u003Ctd>46.766\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>16\u003C\u002Ftd>\n      \u003Ctd>190\u003C\u002Ftd>\n      \u003Ctd>49.365\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>17\u003C\u002Ftd>\n      \u003Ctd>200\u003C\u002Ftd>\n      \u003Ctd>51.964\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Medarbejdere, der fratræder efter 1. juni 1998, og som ikke har ret til\nfratrædelses-godtgørelse i medfør af funktionærlovens § 2a, har dog efter\n15 hele ansættelsesår ret til 200%, og efter 18 hele ansættelsesår ret til\n300% af månedslønnen ved opsi-gelsens udløb.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Hvert år pr. 1. juli vurderer Coop og Handelskartellet i Danmark på\ngrundlag af tabel 2 i Nyt fra Danmarks Statistik (lønindekset for ”alle”\nnovember\u002Fnovember), om der er basis for regulering af nævnte faste\nkronebeløb.\u003C\u002Fp>\n\n\u003Cp>De faste kronebeløb beregnes forholdsmæssigt for deltidsansatte.\u003C\u002Fp>\n\n\u003Cp>Fratrædelsesgodtgørelsen udbetales sammen med sidste normale\nlønudbetaling.\u003C\u002Fp>\n\n\u003Cp>Afviser medarbejderen et tilbud om passende beskæftigelse, udbetales der\ningen fratrædelsesgodtgørelse, uanset medarbejderens begrundelse for\nafvisningen.\u003C\u002Fp>\n\n\u003Cp>Udbetaling finder ikke sted for medarbejdere, der ved fratræden er fyldt\n62½ år.\u003C\u002Fp>\n\n\u003Cp>6. Når svigtende erhvervsevne ved hidtidig beskæftigelse truer den\nenkeltes fortsatte ansættelse, skal mulighederne for flytning til andet\narbejde undersøges.\u003C\u002Fp>\n\n\u003Cp>Coop vil normalt i de situationer (jf. stk. 1c), hvor lønnedgang kan komme\npå tale, yde et overgangsbeløb, der efter orientering af landsklubben\nfastsættes under hen-syn til vedkommendes anciennitet.\u003C\u002Fp>\n\n\u003Ch3>§ 6\u003C\u002Fh3>\n\n\u003Ch3>Opsigelse pga. arbejdsskade og erhvervssygdom\u003C\u002Fh3>\n\n\u003Cp>Opsiges en medarbejder på grund af en arbejdsskade eller erhvervssygdom,\nsom ved-kommende har pådraget sig i Coop, udbetales der\nfratrædelsesgodtgørelse efter reglen i §5, stk. 5, såfremt skaden eller\nsygdommen medfører tilkendelse af løbende, årlige udbe-talinger fra\narbejdsskadeforsikringen.\u003C\u002Fp>\n\n\u003Ch3>§ 7\u003C\u002Fh3>\n\n\u003Ch3>Advarsel\u003C\u002Fh3>\n\n\u003Cp>Individuelle opsigelser som følge af de årsager, der er nævnt under stk.\n1d, kan ikke finde sted uden forudgående skriftlig advarsel, hvis vedkommende\nhar mere end 3 års ancien-nitet. Herfra er undtaget tilfælde, hvor\nmedarbejderen bortvises, og tilfælde af opsigelse, som ligger på grænsen til\nbortvisning.\u003C\u002Fp>\n\n\u003Cp>Tillidsrepræsentanten modtager – med mindre medarbejderen ikke ønsker\ndette - kopi af advarslen.\u003C\u002Fp>\n\n\u003Ch3>§ 8\u003C\u002Fh3>\n\n\u003Ch3>Gyldighed\u003C\u002Fh3>\n\n\u003Cp>Aftalen afløser tryghedsaftale af 24. februar 1986 og træder i kraft 1.\nseptember 1991. Aftalen kan opsiges med 3 måneders varsel til en 1. februar,\ndog tidligst 1. februar 1994.\u003C\u002Fp>\n\n\u003Cp>Aftalen er indgået under den forudsætning, at Coop Danmark ikke udefra\npålægges for-pligtelser af lignende art. Coop Danmark tager derfor forbehold\nfor, at tryghedsaftalen i givet fald tages op til revision, hvis der kommer\nsådanne forpligtelser.\u003C\u002Fp>\n\n\u003Cp>Albertslund, den 14. maj 1998\u003C\u002Fp>\n\n\u003Cp>- Handelskartellet i Danmark>>>>>(sign. Jørgen Hoppe)\u003C\u002Fp>\n\n\u003Cp>- Coop Danmark A\u002FS>>>>>(sign. Hans Havsager)\u003C\u002Fp>\n\n\u003Cp>******\u003C\u002Fp>\n\n\u003Ch2>Bilag 3: Protokollat vedr. ferieoverførsel\u003C\u002Fh2>\n\n\u003Cp>For nærværende overenskomst gælder følgende dele af aftale mellem\nHandelskartellet i Danmark og Coop Danmark A\u002FS vedrørende overførsel af\nferie:\u003C\u002Fp>\n\n\u003Cp> Der kan indgås individuelle, skriftlige aftaler om overførsel af\noptjent ferie ud over 20 dage, dog maksimalt 5 dage pr. ferieår og således,\nat der maksimalt ved et nyt ferieårs begyndelse kan henstå i alt 10\noverførte feriedage.\u003C\u002Fp>\n\n\u003Cp> Overført ferie holdes forud for anden ferie. Der kan ved ferieårets\nafslutning overfø-res mere end 5 dage, svarende til tidligere overført ferie\nplus maksimalt 5 nye over-førte dage, for at overførte feriedage ved det nye\nferieårs begyndelse kan udgøre mellem 6 og 10 dage.\u003C\u002Fp>\n\n\u003Cp> Ved feriehindringer kan der i stedet for udbetaling indgås\nindividuelle, skriftlige afta-ler om overførsel af ferien. Det ovenfor nævnte\nmaksimum på 5 dage gælder såle-des ikke ferie hidrørende fra\nferiehindringer, ligesom maksimum på 10 dage ikke gælder for det ferieår,\nsom overførslen finder sted til.\u003C\u002Fp>\n\n\u003Cp> Overført ferie kan kun placeres i en opsigelsesperiode, såfremt\nparterne er enige herom.\u003C\u002Fp>\n\n\u003Cp> Overført ferie kan ikke betragtes som afviklet i en\nfritstillingsperiode, medmindre det er aftalt.\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Ch2>Bilag 4: Aftale vedrørende natarbejde og helbredskontrol\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-NOCTPREM_trigger\">\u003Cp>Natarbejdere er medarbejdere, der inden for natperioden kl. 23.00 til kl.\n06.00\u003C\u002Fp>\n\n\u003Cp>a. Normalt udfører mindst 3 timer af sin daglige arbejdstid i natperioden,\neller\u003C\u002Fp>\n\n\u003Cp>b. Udfører mindst 300 timer inden for en periode på 12 måneder.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>Medarbejderne skal tilbydes gratis helbredskontrol, inden de påbegynder\nbeskæftigelse som natarbejder.\u003C\u002Fp>\n\n\u003Cp>Medarbejdere, der efter denne aftale bliver klassificeret som natarbejdere,\nskal tilbydes helbredskontrol inden for regelmæssige tidsrum på højest 2\når.\u003C\u002Fp>\n\n\u003Cp>Såfremt helbredskontrollen finder sted uden for den pågældende\nmedarbejders arbejdstid, kompenserer Coop herfor.\u003C\u002Fp>\n\n\u003Cp>Helbredskontrollen skal forestås af sundhedsfagligt uddannet personale der\nhar autorisati-on (læger og sygeplejesker) og viden om sammenhængen mellem\nnatarbejde og hel-bredsproblemer.\u003C\u002Fp>\n\n\u003Cp>Det er naturligt, at Coops hovedsikkerhedsudvalg på eget initiativ fører\nkontrol med, om helbredskontrollen gennemføres i overensstemmelse med\nreglerne.\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om, at det kan være hensigtsmæssigt at afholde\ndrøftelser med tillidsre-præsentanten, og hvor en sådan ikke findes med\nmedarbejderne, eventuelt i det relevante overordnede samarbejdsorgan, forinden\nCoop indfører natarbejde.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Ch2>Bilag 5: Protokollater om\u003C\u002Fh2>\n\n\u003Cp>A) Fremme af muligheder for øget beskæftigelse\u003C\u002Fp>\n\n\u003Cp>B) Uddannelses- og Samarbejdsfond for Coop\u003C\u002Fp>\n\n\u003Cp>C) Oplysninger ved brug af vikarbureauer\u003C\u002Fp>\n\n\u003Cp>A) Med henblik på at imødekomme et gensidigt ønske om at øge\nbeskæftigelsen og fleksibiliteten samt styrke den enkelte lønmodtagers\ntilknytning til arbejdsmarkedet, er parterne enige om, at dette kan ske ved en\nøget opmærksomhed omkring:\u003C\u002Fp>\n\n\u003Cp>a. En rettidig og hensigtsmæssig information om ledige deltids- og\nfuldtidsstil-linger i den enkelte virksomhed.\u003C\u002Fp>\n\n\u003Cp>b. Lønmodtagernes individuelle ønsker om ned- eller opnormering af den\naftal-te arbejdstid.\u003C\u002Fp>\n\n\u003Cp>c. Udbud af ledige timer til ansatte på virksomheden under hensyn til\nvirksom-hedens drift samt fleksibel tilrettelæggelse af arbejdstiden.\u003C\u002Fp>\n\n\u003Cp>B) Med virkning fra 1. april 2014 indbetaler Coop kr. 82,50 pr.\nfuldtidsmedarbejder pr. år til en konto hos Coop til brug for\noverenskomstparternes arbejde med uddannel-ses- og samarbejdsforhold. Beløbet\nopgøres pr. 31. december og indbetalingen fin-der sted pr. 1. februar.\nOverenskomstparterne aftaler hvorledes der disponeres af midlerne og i øvrigt\nforholdes ud fra fondens formål jf. navnet.\u003C\u002Fp>\n\n\u003Cp>Med virkning fra 1. april 2015 udgør beløbet kr. 165,00 og med virkning\nfra 1. april 2016 udgør beløbet kr. 247,50.\u003C\u002Fp>\n\n\u003Cp>Pr. 1. april 2017 forhøjes indbetalingen med et beløb svarende til 5 øre\npr. præste-ret arbejdstime (til kr. 330,00) og igen pr. 1. april 2018 5 øre\npr. præsteret arbejds-time (til kr. 412,50).\u003C\u002Fp>\n\n\u003Cp>Disse stigninger – såvel som de stigninger, der blev aftalt ved\noverenskomst-fornyelsen i 2014 – tilbageføres til de 2 overenskomstparter i\ndet omfang, midlerne er uforbrugte ved regnskabsårets afslutning, medmindre\nparterne træffer aftale om en anden anvendelse af midlerne.\u003C\u002Fp>\n\n\u003Cp>C) Hvor en fagretlig sag om vikarbureauvikarer er indledt mod et\nvikarbureau, som ikke har tiltrådt en overenskomst (og derfor er omfattet af\nvikarloven), skal virksomhe-den, som vikaren har været udsendt til, på\nanmodning fra en af overenskomstpar-terne informere om, hvilke lokalaftaler og\nkutymer virksomheden har meddelt, at vi-karbureauet skal overholde for de\narbejdsfunktioner vikarerne udfører på virksom-heden.\u003C\u002Fp>\n\n\u003Cp>Bestemmelsen ændrer ikke på, at alene vikarbureauer, der har tiltrådt\noverenskom-sten, er ansvarlig for, at overenskomsten m.v. er overholdt for\nvikarerne.\u003C\u002Fp>\n\n\u003Cp>Brugervirksomheden hæfter ikke for vikarbureauets eventuelle\novertrædelser, men alene for overholdelse af oplysningspligten.\u003C\u002Fp>\n\n\u003Cp>Nærværende aftale træder i kraft den 1. april 2014 og gælder for sager,\nder er rejst efter denne dato.\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Ch2>Bilag 6: Forståelsespapir vedrørende § 4 om arbejdstid\u003C\u002Fh2>\n\n\u003Cp>Dette forståelsespapir er ikke udtømmende - men alene vejledende - i\nforbindelse med tilrettelæggelsen af arbejdstiden for de af overenskomsten\nomfattede mellemledere (salgs-ledere).\u003C\u002Fp>\n\n\u003Cp>Mellemledere tilrettelægger som udgangspunkt selv deres arbejdstid i\nbutikkens\u002Fvare-husets løbende vagtplaner for øvrige medarbejdere, i\noverensstemmelse med de for stillin-gen og driften nødvendige krav og\nhensyn.\u003C\u002Fp>\n\n\u003Cp>Mellemlederen kan have brug for at komme tidligere og\u002Feller gå senere end\nde øvrige medarbejdere, men samlet set skal det som overordnet mål\ntilstræbes, at arbejdstiden føl-ger gældende arbejdstid for de øvrige\nmedarbejdere i butikken\u002Fvarehuset.\u003C\u002Fp>\n\n\u003Cp>Med dette overordnede mål følger bl.a., at mellemlederne søger at fordele\nderes arbejdstid på 5 af ugens dage, at det med skyldigt hensyn til\noverenskomstens bestemmelse om fri-dage ved arbejde på en søndag tilstræbes,\nat et passende antal weekender i en 16 ugers periode er friweekender, og at der\nved tilrettelæggelsen af arbejdstiden også tages højde for årets antal af\nsøgne\u002Fhelligdage.\u003C\u002Fp>\n\n\u003Cp>I det daglige arbejde er egentlige pauser et væsentligt element i forhold\ntil såvel det fysiske som psykiske arbejdsmiljø.\u003C\u002Fp>\n\n\u003Cp>(Afskrift af aftale af 3. december 2010 mellem Brugsforeningsbevægelsens\nArbejdsgiver-organisation og HK HANDEL)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            ",{"WAGES_determined":42,"STRUCINCR_trigger":46,"SUNDAY_trigger":50,"ONCERISE2_trigger":54,"pensionfund":58,"hourspday_select":62,"hourspweek_select":66,"PAIDLEAV_trigger":68,"ANNLEAVE_trigger":71,"sicknesspay":74,"paidmaternityleave":78,"paidmaternityleavepay":82,"maternityotherclause":85,"paidpaternityleave":89,"childcare":92,"childcareprovision":96,"trainingprogrammes":100,"contractseverancepay":104,"NOCTPREM_trigger":108,"healthcareaccess":112},{"bindId":43,"name":44,"text":45},"WAGES_determined","Mellemlederens løn aftales individuelt m","Mellemlederens løn aftales individuelt mellem den enkelte butik og\nmellemlederen.",{"bindId":47,"name":48,"text":49},"STRUCINCR_trigger","Lønnen fastsættes således, i forhold til","Lønnen fastsættes således, i forhold til lønnen for butikkens øvrigt\nansatte, at den giver udtryk for stillingens indhold og art, samt for\nmellemlederens kvalifikationer, uddannelse, anciennitet, ansvar og indsats.",{"bindId":51,"name":52,"text":53},"SUNDAY_trigger","For hver hele søndag mellemlederen er på","For hver hele søndag mellemlederen er på arbejde ydes et søndagstillæg\npå:\n\n\n  \n  \n  \n  \n  \n    \n      1. april\n      2017\n      2018\n      2019\n    \n    \n      Kroner\n      Kr. 925,40\n      941,40\n      957,40\n    \n  \n\n\nDerudover sikres mellemlederen en fridag pr. hele søndag, lederen har\nværet på arbejde. Fridagen skal lægges i ugen før eller ugen efter\narbejdssøndagen; dog kan fridagen hvis særlige driftsmæssige hensyn taler\nderfor (højtider m.v.) udskydes til afholdelse på et se-nere tidspunkt.",{"bindId":55,"name":56,"text":57},"ONCERISE2_trigger","Procentdelen udgør i alt af lønnen: 1. a","Procentdelen udgør i alt af lønnen:\n\n\n  \n  \n  \n  \n  \n    \n      1. april 2017\n      1. april 2018\n      1. april 2019\n    \n    \n      2,7 %\n      3,4 %\n      4,0 %\n    \n  \n\n\nOrdningen administreres på samme måde som de øvrige i Coop.",{"bindId":59,"name":60,"text":61},"pensionfund","Coop Danmark og medarbejderen indbetaler","Coop Danmark og medarbejderen indbetaler pensionsbidrag til Pension for\nFunktionærer med nedenstående satser:\n\n\n  \n  \n  \n  \n    \n      \n      1. januar 2014\n    \n    \n      Coop Danmark A\u002FS\n      8,7 %\n    \n    \n      Medarbejderen\n      3,4 %\n      \n    \n    \n      I alt\n      Medarbejderen\n    \n  \n\n\n\n\nIndtræden i pensionsordningen forudsætter, at mellemlederen opfylder de\ntil enhver tid overenskomstaftalte alders- og anciennitetskriterier.\n\nOrdningen er obligatorisk og omfatter alle ansatte på overenskomsten - der\ner fyldt 20 år.\n\nDet er endvidere en betingelse for at være omfattet af ordningen, at den\npågældende har været ansat 3 måneder uafbrudt i Coop.\n\nDog vil medarbejdere, der kan dokumentere, at de forud for ansættelse i\nCoop har været omfattet af en arbejdsmarkedspensionsordning eller som er fyldt\n25 år på ansættelses-tidspunktet, være omfattet af nærværende ordning fra\nansættelsestidspunktet.",{"bindId":63,"name":64,"text":65},"hourspday_select","Som overordnet mål bør det tilstræbes, a","Som overordnet mål bør det tilstræbes, at arbejdstiden følger gældende\narbejdstid for øv-rige medarbejdere i butikken.\n\nUdgangspunktet for ansættelse er fuldtidsansættelse, og mellemledere\nindgår i butikkens løbende vagtplaner for øvrige medarbejdere.\n\nDet tilstræbes, at medarbejderens arbejdstid fredag før en friweekend ikke\nslutter senere end kl. 17.00.\n\nSom bilag 6 er optrykt kopi af forståelsespapir af 3. december 2010\nvedrørende § 4.",{"bindId":67,"name":64,"text":65},"hourspweek_select",{"bindId":69,"name":70,"text":70},"PAIDLEAV_trigger","Den gældende ferielov følges.",{"bindId":72,"name":73,"text":73},"ANNLEAVE_trigger","Feriegodtgørelsen udgør 15%.",{"bindId":75,"name":76,"text":77},"sicknesspay","Der ydes løn under sygdom i overensstemm","Der ydes løn under sygdom i overensstemmelse med funktionærlovens regler\nherom.",{"bindId":79,"name":80,"text":81},"paidmaternityleave","Såfremt mellemlederen på nedkomsttidspun","Såfremt mellemlederen på nedkomsttidspunktet har været ansat 9 måneder\nuafbrudt i Coop Danmark A\u002FS (inkl. evt. læretid i Coop Danmark A\u002FS) sikres\nfuld løn i følgende perio-der:\n\n\n\n\n  \n  \n  \n  \n    \n      Graviditetsorlov:\n      4 uger\n    \n    \n      Barselsorlov:\n      14 uger\n    \n    \n      Fædreorlov:\n      2 uger\n    \n    \n      Forældreorlov:\n      15 uger\n    \n  \n\n\nAf forældreorlovens 15 uger har hver af forældrene ret til 5 uger.\nBetalingen i de resteren-de 5 uger kan deles.\n\nForældreorloven på 15 uger skal holdes indenfor 52 uger efter fødslen.\n\nForældrene kan holde forældreorloven samtidig.\n\nDet er en forudsætning for betalingen, at virksomheden er berettiget til\nrefusion svarende til den maksimale dagpengesats. Såfremt refusionen måtte\nvære mindre nedsættes beta-lingen til medarbejderen tilsvarende.",{"bindId":83,"name":80,"text":84},"paidmaternityleavepay","Såfremt mellemlederen på nedkomsttidspunktet har været ansat 9 måneder\nuafbrudt i Coop Danmark A\u002FS (inkl. evt. læretid i Coop Danmark A\u002FS) sikres\nfuld løn i følgende perio-der:",{"bindId":86,"name":87,"text":88},"maternityotherclause","Af forældreorlovens 15 uger har hver af ","Af forældreorlovens 15 uger har hver af forældrene ret til 5 uger.\nBetalingen i de resteren-de 5 uger kan deles.",{"bindId":90,"name":80,"text":91},"paidpaternityleave","Såfremt mellemlederen på nedkomsttidspunktet har været ansat 9 måneder\nuafbrudt i Coop Danmark A\u002FS (inkl. evt. læretid i Coop Danmark A\u002FS) sikres\nfuld løn i følgende perio-der:\n\n\n\n\n  \n  \n  \n  \n    \n      Graviditetsorlov:\n      4 uger\n    \n    \n      Barselsorlov:\n      14 uger\n    \n    \n      Fædreorlov:\n      2 uger\n    \n    \n      Forældreorlov:\n      15 uger\n    \n  \n\n\nAf forældreorlovens 15 uger har hver af forældrene ret til 5 uger.\nBetalingen i de resteren-de 5 uger kan deles.",{"bindId":93,"name":94,"text":95},"childcare","Såfremt mellemlederen på tidspunktet for","Såfremt mellemlederen på tidspunktet for modtagelsen af et adoptionsbarn\nhar været an-sat uafbrudt i 9 måneder i Coop Danmark A\u002FS (inkl. evt. læretid\ni Coop Danmark A\u002FS), sik-res mellemlederen fuld løn i følgende perioder:\n\n\n  \n  \n  \n  \n    \n      Udrejseorlov:\n      op til 4 uger\n    \n    \n      Barselsorlov:\n      14 uger\n    \n    \n      Fædreorlov:\n      2 uger\n    \n    \n      Forældreorlov:\n      15 uger\n    \n  \n\n\nAf forældreorlovens 15 uger har hver af forældrene ret til 5 uger.\nBetalingen i de resteren-de 5 uger kan deles.\n\nForældreorloven på 15 uger skal holdes indenfor 52 uger efter fødslen\n\nForældrene kan holde forældreorloven samtidig.\n\nDet er en forudsætning for betalingen at virksomheden er berettiget til\nrefusion svarende til den maksimale dagpengesats. Såfremt refusionen måtte\nvære mindre nedsættes betalin-gen til medarbejderne tilsvarende.",{"bindId":97,"name":98,"text":99},"childcareprovision","A. Pr. 1. januar 2018 har medarbejdere m","A. Pr. 1. januar 2018 har medarbejdere med mindst 9 måneders anciennitet\nret til at holde 2 børneomsorgsdage pr. ferieår, som vælges ultimo 2017.\n\nMedarbejderen kan højst afholde 2 børneomsorgsdage pr. ferieår, uanset\nhvor mange børn medarbejderen har. Reglen vedrører børn under 14 år.\n\nB. Dagene placeres efter aftale mellem virksomheden og medarbejderen under\nhensynta-gen til virksomhedens tarv.\n\nC. Børneomsorgsdagene afholdes uden løn, men medarbejderen kan få\nudbetalt et beløb fra sin Fritvalgs Lønkonto, jf. reglerne om\nudbetaling.”\n\nParterne er enige om, at reglen om børneomsorgsdage, bortset fra\nanciennitetskravet og barnets alder, gælder for den samme personkreds, der har\nret til at holde barns første sy-gedag.",{"bindId":101,"name":102,"text":103},"trainingprogrammes","Der gives ret til et uddannelsesløft til","Der gives ret til et uddannelsesløft til fuldt akademiuddannelsesniveau (60\nECTS points) over en treårig periode. Dette indebærer frihed til\nuddannelsesforløbet på op til i alt 12 uger, svarende til 10 dages frihed pr.\nakademimodul af 10 ECTS point.\n\nForudsætningerne for løftet er at:\n\n• Uddannelsesforløbet aftales med arbejdsgiver\n\n• Medarbejderen forbruger ret til i alt 6 års selvvalgt uddannelse,\nhvoraf der er akku-muleret i to forudgående år (år 1 og 2), inden\nuddannelsen påbegyndes, og gen-nemføres (år 3, 4 og 5)\n\n• De 10 dages selvvalgt uddannelse som optjenes i det førstkommende år\nefter af-sluttet akademiuddannelsesforløb (år 6) anses ligeledes for forbrugt\ni forbindelse med uddannelsesforløbet\n\n• Medarbejderen modtager sin sædvanlige løn under uddannelsen samt\ndækning af kursusgebyr, materialer m.m. som sædvanligt ved selvvalgt\nuddannelse.",{"bindId":105,"name":106,"text":107},"contractseverancepay","5. Kan der ved opsigelse af grunde som n","5. Kan der ved opsigelse af grunde som nævnt i stykke 1, punkterne a og b,\nikke tilby-des anden passende beskæftigelse inden en måned før\nopsigelsesvarslets udløb, ydes der medarbejderen en fratrædelsesgodtgørelse,\nder ud over evt. fratrædelses-godtgørelse i henhold til funktionærlovens §\n2a, beregnes således på grundlag af uafbrudt anciennitet:\n\n\n  \n  \n  \n  \n  \n    \n      Efter antal hele ansæt-telsesår\n      % af månedsløn ved opsi-gelsens udløb\n      Dog ydes der mindst føl-gende beløb\n\n        kr. pr. 1. juli 2013\n\n        (på fuldtidsbasis)\n      \n    \n    \n      6\n      70\n      24.682\n    \n    \n      7\n      95\n      24.682\n    \n    \n      8\n      110\n      28.578\n    \n    \n      9\n      120\n      31.179\n    \n    \n      10\n      130\n      33.777\n    \n    \n      11\n      140\n      36.376\n    \n    \n      12\n      150\n      38.974\n    \n    \n      13\n      160\n      41.571\n    \n    \n      14\n      170\n      44.167\n    \n    \n      15\n      180\n      46.766\n    \n    \n      16\n      190\n      49.365\n    \n    \n      17\n      200\n      51.964\n    \n  \n\n\nMedarbejdere, der fratræder efter 1. juni 1998, og som ikke har ret til\nfratrædelses-godtgørelse i medfør af funktionærlovens § 2a, har dog efter\n15 hele ansættelsesår ret til 200%, og efter 18 hele ansættelsesår ret til\n300% af månedslønnen ved opsi-gelsens udløb.",{"bindId":109,"name":110,"text":111},"NOCTPREM_trigger","Natarbejdere er medarbejdere, der inden ","Natarbejdere er medarbejdere, der inden for natperioden kl. 23.00 til kl.\n06.00\n\na. Normalt udfører mindst 3 timer af sin daglige arbejdstid i natperioden,\neller\n\nb. Udfører mindst 300 timer inden for en periode på 12 måneder.\n\nMedarbejderne skal tilbydes gratis helbredskontrol, inden de påbegynder\nbeskæftigelse som natarbejder.\n\nMedarbejdere, der efter denne aftale bliver klassificeret som natarbejdere,\nskal tilbydes helbredskontrol inden for regelmæssige tidsrum på højest 2\når.\n\nSåfremt helbredskontrollen finder sted uden for den pågældende\nmedarbejders arbejdstid, kompenserer Coop herfor.\n\nHelbredskontrollen skal forestås af sundhedsfagligt uddannet personale der\nhar autorisati-on (læger og sygeplejesker) og viden om sammenhængen mellem\nnatarbejde og hel-bredsproblemer.\n\nDet er naturligt, at Coops hovedsikkerhedsudvalg på eget initiativ fører\nkontrol med, om helbredskontrollen gennemføres i overensstemmelse med\nreglerne.\n\nParterne er enige om, at det kan være hensigtsmæssigt at afholde\ndrøftelser med tillidsre-præsentanten, og hvor en sådan ikke findes med\nmedarbejderne, eventuelt i det relevante overordnede samarbejdsorgan, forinden\nCoop indfører natarbejde.",{"bindId":113,"name":114,"text":115},"healthcareaccess","Medarbejderne skal tilbydes gratis helbr","Medarbejderne skal tilbydes gratis helbredskontrol, inden de påbegynder\nbeskæftigelse som natarbejder.\n\nMedarbejdere, der efter denne aftale bliver klassificeret som natarbejdere,\nskal tilbydes helbredskontrol inden for regelmæssige tidsrum på højest 2\når.\n\nSåfremt helbredskontrollen finder sted uden for den pågældende\nmedarbejders arbejdstid, kompenserer Coop herfor.\n\nHelbredskontrollen skal forestås af sundhedsfagligt uddannet personale der\nhar autorisati-on (læger og sygeplejesker) og viden om sammenhængen mellem\nnatarbejde og hel-bredsproblemer.\n\nDet er naturligt, at Coops hovedsikkerhedsudvalg på eget initiativ fører\nkontrol med, om helbredskontrollen gennemføres i overensstemmelse med\nreglerne.\n\nParterne er enige om, at det kan være hensigtsmæssigt at afholde\ndrøftelser med tillidsre-præsentanten, og hvor en sådan ikke findes med\nmedarbejderne, eventuelt i det relevante overordnede samarbejdsorgan, forinden\nCoop indfører natarbejde.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Overenskomst mellem HK HANDEL og Coop Danmark A\u002FS - 2017 - 2017\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Startdato: → 2017-04-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Slutdato: → 2020-04-01\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratificeret af: → Other\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratificeret den: → 2017-12-21\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Navn på industri: → Detailhandel, Engroshandel\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Navn på industri: → Engroshandel med husholdningsartikler  , Detailhandel med elektriske husholdningsapparater  \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Offentlig\u002Fprivat sektor: → I den private sektor\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Indgået af:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Navn på virksomhed: → \n                        \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                        \n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SIKKERHED OG PENSIONER\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Arbejdsgiver bidrager til pensionskasse for medarbejdere: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Arbejdsgiver bidrager til en handicapfond for medarbejdere: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Arbejdsgiver bidrager til arbejdsløshedskasse for medarbejdere: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">UDDANNELSE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Uddannelsesprogrammer: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Lærlingeuddannelse: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Arbejdsgiver bidrager til en uddannelsesfond for medarbejdere: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SYGDOM OG HANDICAP\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maksimal sygefraværsbetaling (i 6 måneder): → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Bestemmelser om tilbagevenden efter langtidssygdom, fx cancerbehandling: → Nej\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Betalt fravær på grund af menstruation: → Nej\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Betaling i tilfælde af invaliditet som følge af arbejdsulykke: → Nej\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SUNDHED OG SIKKERHED SAMT LÆGEHJÆLP\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Lægehjælp aftalt: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Hjælp fra pårørende aftalt: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Bidrag til sundhedsforsikring aftalt: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Sundhedsforsikring til pårørende aftalt: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Sundheds- og sikkerhedspolitik aftalt: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Sundheds- og sikkerhedsuddannelse aftalt: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Beskyttelsestøj udleveret: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Jævnlig eller årlig helbredstjek eller besøg foranlediget af arbejdsgiver: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Overvågning af bevægeapparatet på arbejdspladser, professionel risici og\u002Feller forholdet mellem arbejde og sundhed: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Begravelseshjælp: → Nej\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            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børns uddannelse: → Nej\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Betalt orlov pr. år ved omsorgsarbejde for pårørende: → 30 dage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Betalt barselsorlov til fædre: → 14 dage\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">ARBEJDSKONTRAKTER\u003C\u002Fh3>\n\n            \n            \u003Cdiv id=\"display-severance_perc\">\n                Fratrædelsesgodtgørelse efter 5 års ansættelse (procentdel af månedsløn): → 70 %\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_perc_1_tenure\">\n                Fratrædelsesgodtgørelse efter et års ansættelse (procentdel af månedsløn): → No provision %\n            \u003C\u002Fdiv>\n\n  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id=\"display-holidaysweeks\">\n                Betalt årlig orlov: → -10.0 uger\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maksimalt antal søndage \u002F helligdage, der kan arbejdes på et år: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Bestemmelser om fleksible arbejdsordninger: → Nej\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">LØNNINGER\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Lønningerne bestemmes ud fra løntabeller: → 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                \n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Ekstrabetaling for aften- og natarbejde\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Kun ekstrabetaling for natarbejde: → Ja\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Ekstrabetaling til årlig ferie\u003C\u002Fh4>\n                \u003Cdiv id=\"display-annleaveallowanceperc1\">\n                    Ekstrabetaling til årlig ferie: → 15.0 % af grundløn\n                \u003C\u002Fdiv>\n                \n            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