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I stedet for § 1 Standardoverenskomstens område\n        gælder\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L209\">\u003Cstrong>§ 1 Virksomhedsoverenskomstens\n            område\u003C\u002Fstrong>\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L225\">Kapitel II - Arbejdstid\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L227\">2. I stedet for § 8 Jobløn og Selvstændig\n        arbejdstilrettelæggelse gælder\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L243\">3. I stedet for § 11 Pauser gælder\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L245\">\u003Cstrong>§ 11Pauser\u003C\u002Fstrong>\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2074\">4. Som bemærkning til § 12 Timebank, stk. 4\n        gælder\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L267\">\u003Cstrong>§ 12 Bemærkning til stk.\n          4\u003C\u002Fstrong>\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2126\">5. Som bemærkning til § 12 Timebank, stk. 7\n        gælder\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L299\">\u003Cstrong>§ 12 Bemærkning til stk.\n          7\u003C\u002Fstrong>\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2134\">6. Som bemærkning til § 18 Merarbejde i lønniveau\n        2, stk. 9 gælder\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L305\">\u003Cstrong>§ 18 Bemærkning til stk.\n          9\u003C\u002Fstrong>\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L309\">7. § 20 Rådighedsvagt, tilkald og konsultation -\n        personkreds og gyldighedsområde\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2161\">8. I stedet for § 22 Deltagelse i møde- og\n        kursusarrangementer gælder\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L333\">§ 22 Deltagelse i møde- og\n            kursusarrangementer\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L357\">9 . I stedet for § 23 Tjenesterejser gælder\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L359\">\u003Cstrong>§ 23 Tjenesterejser\u003C\u002Fstrong>\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L373\">Kapitel III - Løn\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L2301\">10. Generelt\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L377\">Stk. 1. Minimumsløn (træder i kraft 1. juli\n            2021)\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L381\">Stk. 2. Jobfunktioner\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L431\">Stk. 3. Lønudbetaling\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L435\">11. Nordea Løn\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L439\">12. Løn i standardoverenskomsten\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L443\">§ 26 Lokal Lønpulje\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L451\">Kapitel IV - Særlige medarbejdergrupper\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L453\">13. I stedet for § 41, stk. 2 og stk. 3 Studerende\n        på deltid gælder\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L455\">§ 41 Studerende på deltid\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L489\">Kapitel VI - Ferie\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L491\">14. I stedet for § 48 Ferietillæg gælder\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L493\">§ 48 Ferietillæg\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L507\">15. I stedet for § 51 Valgfrihed mellem\n        over-\u002Fmerarbejde og 6. ferieuge gælder\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L509\">§ 51 Valgfrihed mellem over-\u002Fmerarbejde og 6.\n            ferieuge\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L529\">Kapitel VII - Uddannelse\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L531\">16. I stedet for § 67 Finansøkonomer og\n        finansbachelorer i et traineeforløb gælder\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L533\">§ 67 Finansøkonomer og finansbachelorer samt\n            nyuddannede inden for uddannelser på tilsvarende niveauer i et\n            traineeforløb\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L541\">Kapitel IX - Sociale bestemmelser\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L543\">17. I stedet for § 74 Omsorgsdage gælder\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L545\">§ 74 Omsorgsdage\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L559\">18. I stedet for § 79 Orlov til pasning af\n        nærtstående, som er handicappede, alvorligt syge eller døende i\n        hjemmet gælder\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L561\">§ 79 Orlov til pasning af nærtstående, som er\n            handicappede, alvorligt syge eller døende i hjemmet og frihed til\n            at ledsage nærtstående familiemedlemmer og frihed til blod-,\n            knoglemarvs- og organdonorer samt i forbindelse med\n            dødsfald\u002Fbegravelse i nærmeste familie\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L583\">19. I stedet for § 77 Børnedeltid gælder\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L585\">§ 77 Børnedeltid\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L595\">20. Som bemærkning til § 83 Deltid for seniorer\n        gælder\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L597\">§ 83 Deltid for seniorer\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L607\">Kapitel X - Afskedigelser og fratrædelsesgodtgørelse\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L609\">21. Som supplement til § 86 Afskedigelser\n      gælder\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L613\">Afsnit 2 - Protokollater\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L615\">Sundhedsforsikring\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L617\">22. Som bemærkning til Protokollat om\n        sundhedsforsikring gælder\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L619\">Bemærkning\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L2614\">Afsnit 6 - Samarbejde og tillidsvalgte\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L625\">Regler for behandling af faglig strid\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L627\">23. Som bemærkning til Regler for behandling af\n        faglig strid gælder\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L629\">Bemærkning til behandling af faglig\n          strid\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L637\">Aftale om fagligt arbejde\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L639\">24. I stedet for § 3, stk. 1 Lønnedsættelse,\n        opsigelse, bortvisning og advarsel gælder\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L641\">§ 3 Lønnedsættelse, opsigelse, bortvisning og\n            advarsel\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L653\">25. § 3, stk. 2\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L663\">26. Som bemærkninger til § 4 Uddannelse gælder\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L665\">Bemærkning til § 4, stk. 1\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L675\">Bemærkning til § 4, stk. 3\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1322\">27.Som bemærkning til § 6 Valgbarhed gælder\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L1324\">Bemærkning til § 6 Valgbarhed\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1328\">28.Som bemærkning til § 11 Faglig\n        personaleforening\u002FFællestillidsrepræsentant gælder\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L1330\">Bemærkning til § 11 Faglig\n            personaleforening\u002FFællestillidsrepræsentant\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1338\">29.Som bemærkning til § 14 Frihed til\n        organisatorisk arbejde gælder\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L1340\">Bemærkning til § 14 Frihed til organisatorisk\n            arbejde\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2024\">30.Som bemærkninger til § 16 Beskyttelse af\n        tillidsvalgte gælder\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L1354\">Bemærkning 1 til § 16 Beskyttelse af\n            tillidsvalgte\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1358\">Bemærkning 2 til § 16 Beskyttelse af\n            tillidsvalgte\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1362\">31.Som bemærkning til Bilag 2 til § 9\n        Samarbejdssamtale gælder\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L1364\">Bemærkning til bilag 2 til § 9\n            Samarbejdssamtale\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L737\">Aftale om arbejdsmiljøorganisation i\n        virksomhederne\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2048\">32.Som bemærkning til § 10, stk. 1 Uddannelse af\n        medlemmer af arbejdsmiljøorganisationen gælder\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L1372\">Bemærkning til § 10, stk. 1 Uddannelse af\n            medlemmer af arbejdsmiljøorganisationen\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1376\">33.Som bemærkning til § 10, stk. 3 og 4 Uddannelse\n        af medlemmer af arbejdsmiljøorganisationen gælder\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L1378\">Bemærkning til § 10, stk. 3 og 4 Uddannelse af\n            medlemmer af arbejdsmiljøorganisationen\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2061\">34.Som supplement til § 10, stk. 1 - 4 Uddannelse\n        af medlemmer af arbejdsmiljøorganisationen gælder\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2067\">35.Generel bemærkning til Samarbejde og\n        tillidsvalgte\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1408\">36.Samarbejde og tillidsvalgte\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L779\">Trivselsudvalg\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L2106\">Nordea Løn\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L2108\">Aftale om Nordea Løn\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L1424\">§ 1Aftale\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1428\">§ 2Formål\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1436\">§ 3Dækningsområde\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1464\">§ 4Jobbeskrivelse\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1506\">§ 5Lønindplacering\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1638\">§ 6Individuel ansættelsesaftale\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1642\">§ 7Regulering af den enkelte medarbejders\n            løn\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1708\">§ 8Arbejdstid og ferie\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1718\">§ 9Overordnet fordeling af lønpulje\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1722\">§ 10Lønråd\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1766\">§11 Behandling af uenighed\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1147\">Protokollat til aftalen om Nordea Løn\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L1782\">Protokollat til aftale mellem Nordea og\n            Finansforbundet i Nordea om Nordea Løn\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1786\">Pensionsbidrag - overgangsbestemmelse\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1179\">Bilag 1 - HVAD, HVORDAN og SAMLET KONKLUSION ved\n        anvendelse af 3 performanceniveauer\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1213\">Bilag 2 - 9-grid\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1225\">Bilag 3 - Kompleksitetsbånd og vejledende\n        lønspænd\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1341\">Ikrafttrædelse og opsigelsesbestemmelser\u003C\u002Fa>\u003C\u002Fli>\n\u003C\u002Ful>\n\u003C\u002Fdiv>\n\n\u003Ch2 id=\"L131\">Virksomhedsoverenskomst 2020 mellem Nordea Danmark og\nFinansforbundet i Nordea\u003C\u002Fh2>\n\n\u003Ch3 id=\"L133\">Virksomhedsoverenskomst\u003C\u002Fh3>\n\n\u003Cp>Bestemmelser, der er aftalt mellem Nordea og Finansforbundet i Nordea, og\nsom afviger fra eller supplerer standardoverenskomst 2020 mellem\nFinanssektorens Arbejdsgiverforening (FA) og Finansforbundet, er anført med\n\u003Cem>kursiv\u003C\u002Fem>.\u003C\u002Fp>\n\n\u003Cp>Er der ikke aftalt afvigende eller supplerende bestemmelser i\nvirksomhedsoverenskomsten, gælder standardoverenskomsten mellem FA og\nFinansforbundet.\u003C\u002Fp>\n\n\u003Cp>Virksomhedsoverenskomsten gælder fra 1. april 2020 - 31. marts 2023.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch3 id=\"L141\">Generel lønstigning\u003C\u002Fh3>\n\n\u003Ch4 id=\"L143\">Medarbejdere, der er omfattet af Nordea Løn\u003C\u002Fh4>\n\n\u003Cp>Den generelle lønstigning for medarbejdere, der er omfattet af Nordea Løn,\ner:\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"108\" style=\"width:81.35pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;   color:#191919;font-style:normal\">1.\n        juli 2020\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"108\" style=\"width:81.35pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;   color:#191919;font-style:normal\">2,00\n        %\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"108\" style=\"width:81.35pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;   color:#191919;font-style:normal\">1.\n        juli 2021\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"108\" style=\"width:81.35pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;   color:#191919;font-style:normal\">1,65\n        %\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"108\" style=\"width:81.35pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;   color:#191919;font-style:normal\">1.\n        juli 2022\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"108\" style=\"width:81.35pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;   color:#191919;font-style:normal\">1,65\n        %\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"WordSection1\">\n\n\u003Ch3 class=\"MsoNormal\" id=\"L1730\">\u003Cspan lang=\"DA\">\u003C\u002Fspan>Lønpulje i Nordea\nLøn\u003C\u002Fh3>\n\u003C\u002Fdiv>\n\n\u003Cp>Lønpuljen i Nordea Løn er sammensat således:\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Cdiv align=\"center\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"303\" style=\"width:227.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"DA\" style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" style=\"width:78.25pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;   color:#191919;font-style:normal\">1.\n        juli 2020\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" style=\"width:78.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;   color:#191919;font-style:normal\">1.\n        juli 2021\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" style=\"width:78.25pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;   color:#191919;font-style:normal\">1.\n        juli 2022\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"303\" style=\"width:227.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#191919;   font-style:normal\">Fra\n        overenskomstramme til lokal forhandling\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" style=\"width:78.25pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;   color:#191919;font-style:normal\">0,00\n        %\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" style=\"width:78.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;   color:#191919;font-style:normal\">0,35\n        %\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" style=\"width:78.25pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;   color:#191919;font-style:normal\">0,35\n        %\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"303\" style=\"width:227.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#191919;   font-style:normal\">Fra\n        Nordea\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" style=\"width:78.25pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;   color:#191919;font-style:normal\">0,00\n        %\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" style=\"width:78.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;   color:#191919;font-style:normal\">0,25\n        %\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" style=\"width:78.25pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;   color:#191919;font-style:normal\">0,25\n        %\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"303\" style=\"width:227.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#191919;   font-style:normal\">Værdi\n        af besparelse fra systemtillæg og ny lønmodel\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" style=\"width:78.25pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;   color:#191919;font-style:normal\">0,00\n        %\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" style=\"width:78.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;   color:#191919;font-style:normal\">0,05\n        %\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" style=\"width:78.25pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;   color:#191919;font-style:normal\">0,05\n        %\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"303\" style=\"width:227.05pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#191919;   font-style:normal\">I\n        alt\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" style=\"width:78.25pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;   color:#191919;font-style:normal\">0,00\n        %\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" style=\"width:78.0pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;   color:#191919;font-style:normal\">0,65\n        %\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" style=\"width:78.25pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;   color:#191919;font-style:normal\">0,65\n        %\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L171\">Medarbejdere, der ikke er omfattet af Nordea Løn\u003C\u002Fh3>\n\n\u003Cp>Den generelle lønstigning for medarbejdere, der ikke er omfattet af Nordea\nLøn, er:\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"108\" style=\"width:81.35pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;   font-style:normal\">1.\n        juli 2020\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"108\" style=\"width:81.35pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;   font-style:normal\">2,00\n        %\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"108\" style=\"width:81.35pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;   font-style:normal\">1.\n        juli 2021\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"108\" style=\"width:81.35pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;   font-style:normal\">2,00\n        %\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"108\" style=\"width:81.35pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;   font-style:normal\">1.\n        juli 2022\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"108\" style=\"width:81.35pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;   font-style:normal\">2,00\n        %\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L183\">Lønniveau 1 og 2\u003C\u002Fh3>\n\n\u003Cp>Skillelinjen mellem lønniveau 1 og lønniveau 2 er:\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:14.15pt\">\n      \u003Ctd width=\"108\" style=\"width:81.35pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:14.15pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;   font-style:normal\">1.\n        juli 2019\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"108\" style=\"width:81.35pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:14.15pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;   font-style:normal\">473.759\n        kr.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:14.15pt\">\n      \u003Ctd width=\"108\" style=\"width:81.35pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:14.15pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;   font-style:normal\">1.\n        juli 2020\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"108\" style=\"width:81.35pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:14.15pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;   font-style:normal\">483.234\n        kr.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp>Denne skillelinje er fælles for finans- og it-medarbejdere samt\nservice\u002Ftekniker-medarbejdere.\u003C\u002Fp>\n\n\u003Cp>Skillelinjen gælder til 30. juni 2021, hvor lønniveauerne 1 og 2\nsammenlægges ifølge standardoverenskomsten og virksomhedsoverenskomsten.\u003C\u002Fp>\n\n\u003Ch3 id=\"L197\">Brug af virksomhedsoverenskomst og standardoverenskomst\u003C\u002Fh3>\n\n\u003Cp>Se først, om emnet er nævnt i virksomhedsoverenskomsten mellem Nordea og\nFinansforbundet i Nordea.\u003C\u002Fp>\n\n\u003Cp>Er dette ikke tilfældet, se da i standardoverenskomst mellem FA og\nFinansforbundet.\u003C\u002Fp>\n\n\u003Ch2 id=\"L203\">Virksomhedsoverenskomst - Afvigelser fra standardoverenskomst\n2020 mellem FA og Finansforbundet\u003C\u002Fh2>\n\n\u003Ch2 id=\"L205\">Afsnit 1\u003C\u002Fh2>\n\n\u003Ch2 id=\"L207\">Kapitel I - Gyldighedsområde\u003C\u002Fh2>\n\n\u003Ch3 id=\"L2017\">1. I stedet for § 1 Standardoverenskomstens område gælder\u003C\u002Fh3>\n\n\u003Ch4 id=\"L209\">\u003Cstrong>§ 1 Virksomhedsoverenskomstens område\u003C\u002Fstrong>\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-covercountryregion_comments\">\u003Cstrong>Stk. 1.\u003C\u002Fstrong> Overenskomsten omfatter medarbejdere med\nbeskæftigelse inden for Finansforbundets område i Nordea Danmark, filial af\nNordea Bank Abp, Finland og andre danske filialer og datterselskaber i Nordea\nkoncernen, som er medlemmer af FA, (i det følgende Nordea).\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coveroccup3\">\u003Cp>\u003Cstrong>Stk. 2.\u003C\u002Fstrong> Alle overenskomstansatte er omfattet af\nfunktionærloven.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 3.\u003C\u002Fstrong> Overenskomsten omfatter ikke følgende\nmedarbejderkategorier:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a.Medarbejdere ansat til midlertidig\nbeskæftigelse, der ikke varer ud over 1 måned.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">b.Medarbejdere med en arbejdstid på 8 timer eller\nderunder ugentlig, respektive 34,7 timer månedlig.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Med hensyn til disse medarbejdergruppers aflønning mv. henvises til §§ 42\nog 44 i standardoverenskomsten.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch2 id=\"L225\">Kapitel II - Arbejdstid\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L227\">2. I stedet for § 8 Jobløn og Selvstændig\narbejdstilrettelæggelse gælder\u003C\u002Fh3>\n\n\u003Cp>Jobløn og selvstændig arbejdstilrettelæggelse (træder i kraft 1. juli\n2021)\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 1.\u003C\u002Fstrong> Medarbejdere med en fast månedsløn fra 53.000 kr.\neksklusive Nordeas pensionsbidrag og med selvstændig arbejdstilrettelæggelse\nhar jobløn. Det indebærer, at medarbejder og leder i fællesskab\ntilrettelægger arbejdstiden under hensyn til en smidig og effektiv\nopgavevaretagelse og under hensyn til den enkelte medarbejders behov for\nfleksibilitet.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 2.\u003C\u002Fstrong> Selvstændig arbejdstilrettelæggelse betyder, at\nmedarbejderen har medbestemmelse på arbejdets udførelse samt den tidsmæssige\nplanlægning og udførelse af arbejdsopgaver. Herefter administrerer\nmedarbejderen selv sin arbejdstid under hensyn til arbejdsopgaverne\nSelvstændig arbejdstilrettelæggelse berører ikke pligten til at deltage i\nnødvendige møder, uddannelse og afdelings- eller grupperelaterede\naktiviteter.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 3.\u003C\u002Fstrong> Leder og medarbejder skal i fællesskab løbende\nevaluere, hvorvidt der er en fornuftig sammenhæng og rimelig balance mellem\narbejdstid og omfanget af arbejdsopgaver.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 4.\u003C\u002Fstrong> Den aftalte løn afspejler den selvstændige\narbejdstilrettelæggelse og gensidige fleksibilitet. Merarbejde honoreres\nsåledes ikke særskilt.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 5.\u003C\u002Fstrong> Medarbejdere med en månedsløn højere end 45.000\nkr. eksklusive Nordeas pensionsbidrag kan indgå aftale om ansættelse på\njobløn, jf. ovenfor. Nordea og Finansforbundet i Nordea kan indgå lokalaftale\nom, for hvilke arbejdsfunktioner\u002Fstillinger, det er muligt at aftale jobløn og\nselvstændig arbejdstilrettelæggelse.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 6.\u003C\u002Fstrong> Medarbejdere med en fast månedsløn fra 53.000 kr.\neksklusive Nordeas pensionsbidrag, hvis arbejdsfunktion ikke er forenelig med\nreglerne om jobløn og selvstændig arbejdstilrettelæggelse, omfattes af\narbejdstidsreglerne for medarbejdere uden for jobløn.\u003C\u002Fp>\n\n\u003Ch3 id=\"L243\">3. I stedet for § 11 Pauser gælder\u003C\u002Fh3>\n\n\u003Ch4 id=\"L245\">\u003Cstrong>§ 11Pauser\u003C\u002Fstrong>\u003C\u002Fh4>\n\n\u003Cp>Medarbejdere, der har en daglig arbejdstid på mindst 4 timer, har pause på\nmindst 30 minutter. Medarbejderen har på dage med lang ekspeditionsdag eller\npå dage med mere end 8 timers arbejde pause på yderligere 15 minutter. I de\ntilfælde, hvor medarbejderen skal være til rådighed i pausen, eller hvor\nmedarbejderen på grund af sit arbejde ikke kan holde pausen uden afbrydelse,\ner det arbejdstid.\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Aftale om pause på yderligere 15 minutter, på dage med mere end 8\ntimers arbejde, sker på medarbejderens initiativ, når de daglige arbejdstider\nfastsættes\u002Faftales.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>Pausen lægges på et tidspunkt, der passer ind i arbejdets udførelse.\u003C\u002Fp>\n\n\u003Cp>Nordea betaler ikke løn for pauser i arbejdstiden.\u003C\u002Fp>\n\n\u003Cp>Indføres der nye pauser, er det arbejdstid. Udvides de eksisterende pauser,\ner det arbejdstid.\u003C\u002Fp>\n\n\u003Cp>Ved overarbejde\u002Fmerarbejde ud over tre timer sørger Nordea for bespisning.\nSpisepausen medregnes i arbejdstiden.\u003C\u002Fp>\n\n\u003Cp>Bemærkning: ”overarbejde” udgår med virkning fra 1. juli 2021.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2074\">4. Som bemærkning til § 12 Timebank, stk. 4 gælder\u003C\u002Fh3>\n\n\u003Ch4 id=\"L267\">\u003Cstrong>§ 12 Bemærkning til stk. 4\u003C\u002Fstrong>\u003C\u002Fh4>\n\n\u003Cp>\u003Cem>Følgende indskydes i timebanken:\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>1 Overarbejdstimer og tillæg herfor. (Udgår med virkning fra 1. juli\n2021).\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>2 Merarbejdstimer.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>3 Systemafhængigt merarbejde.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>4 Erstatningsfrihed for søgnehelligdage.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>5 Tids- og kontanttillæg ved tilkald,\nrådighedsvagtogkonsultation.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>6 Tillæg for arbejde i tidsrummet kl. 18.00-kl.08.00ogtillægforarbejde\npå lørdage, søndage og\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>søgnehelligdage.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>7 Tillæg forændringaf aftalt arbejdstid.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>8 Tillæg forændringaf skifteholds turnusplan.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>9 Flekstid.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>10 Omsorgstimer. 2020: Omsorgstimer, jf.§74 i standardoverenskomsten,\nindsættes i timebanken ved årets\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>slutning med det antal timer, der ikke er afholdt i løbet af året. Fra\n2021 indskydes omsorgstimer på tildelingstidspunktet, første gang januar\n2021.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>11 Overenskomstbestemte feriedage\u002F6. ferieuge - første gang 1.\nseptember 2021.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Ch3 id=\"L2126\">5. Som bemærkning til § 12 Timebank, stk. 7 gælder\u003C\u002Fh3>\n\n\u003Ch4 id=\"L299\">\u003Cstrong>§ 12 Bemærkning til stk. 7\u003C\u002Fstrong>\u003C\u002Fh4>\n\n\u003Cp>Flekstid indskudt i timebanken kan alene afspadseres.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2134\">6. Som bemærkning til § 18 Merarbejde i lønniveau 2, stk. 9\ngælder\u003C\u002Fh3>\n\n\u003Ch4 id=\"L305\">\u003Cstrong>§ 18 Bemærkning til stk. 9\u003C\u002Fstrong>\u003C\u002Fh4>\n\n\u003Cp>\u003Cem>For finansmedarbejdere med funktionsløn på 722.664 kr., 737.117 kr.\n(1. juli 2020), 749.280 kr. (1. juli 2021) og 761.643 kr. (1. juli 2022) eller\nhøjere er det aftalt, at betaling for eventuelt merarbejde er indeholdt i\nlønnen.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Ch3 id=\"L309\">7. § 20 Rådighedsvagt, tilkald og konsultation - personkreds og\ngyldighedsområde\u003C\u002Fh3>\n\n\u003Cp>Stk.1. De nedenfor i stk. 3-8 nævnte bestemmelser om rådighedsvagt,\ntilkald og konsultation gælder for:\u003C\u002Fp>\n\n\u003Cp>a.It-medarbejdere og finansmedarbejdere i den centrale it-afdeling og i\nit-centralerne. Efter lokalaftale mellem\u003C\u002Fp>\n\n\u003Cp>ledelsen og \u003Cem>Finansforbundet i Nordea\u003C\u002Fem> kan øvrige finansmedarbejdere\nomfattes af bestemmelserne om rådighedsvagt, tilkald og konsultation, hvis de\narbejder med lignende opgaver i projekter, eller hvis der stilles\nlovbekendtgørelseskrav til virksomheden, der nødvendiggør, at disse\nmedarbejdere indgår i vagtordningen.\u003C\u002Fp>\n\n\u003Cp>b.Medarbejderes arbejde med kontrol af ændringer af systemer, fx\nbrugertest, og kontrol af output ved test og implementering samt ved decentral\ninstallation og vedligeholdelse af soft- og hardwaren.\u003C\u002Fp>\n\n\u003Cp>c.Stk. 6b om tilkald gælder dog for alle finansmedarbejdere med minimum 37\ntimers arbejdsuge.\u003C\u002Fp>\n\n\u003Cp>\u003Cem>d.Medarbejdere, der som led i deres job beskæftiger sig med\nmonitorering, kontrol og\u002Feller overvågning af finansielle transaktioner\nog\u002Feller pengestrømme, og medarbejdere ansat i afdelinger, som samarbejder\nmed\u002Fstår til rådighed for henvendelser fra offentlige myndigheder i forhold\ntil efterforskning mv. af kriminalitet, herunder økonomisk kriminalitet.\nUndtaget herfra er medarbejdere ansat i Personal Banking og Business\nBanking.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>Som supplement til \u003Cstrong>§ 20, stk. 3 Rådighedsvagt\u003C\u002Fstrong> gælder:\u003C\u002Fp>\n\n\u003Cp>Ved planlægning af rådighedsvagt skal lederen tage behørigt hensyn til\nmedarbejderens mulighed for at stå til rådighed.\u003C\u002Fp>\n\n\u003Cp>Der kan med den enkelte medarbejders accept aftales mere end 40\nrådighedsvagter eller 480 vagttimer pr. år. Når aftale herom er indgået, og\nnår vagtantal\u002Ftimetal overstiger de nævnte grænser, orienteres\nFinansforbundet i Nordea herom.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes_newtech\">\u003Ch3 id=\"L2161\">8. I stedet for § 22 Deltagelse i møde- og kursusarrangementer\ngælder\u003C\u002Fh3>\n\n\u003Ch4 id=\"L333\">§ 22 Deltagelse i møde- og kursusarrangementer\u003C\u002Fh4>\n\n\u003Cp>Stk. 1. Når Nordea Danmark iværksætter instruktionsmøder, kurser eller\nanden oplæring, som er nødvendig for medarbejdernes varetagelse af deres\narbejdsopgaver, er der mødepligt. Her tænkes fx på uddannelse i: \u003C\u002Fp>\n\u003Cul>\n  \u003Cli>Produkter\u003C\u002Fli>\n  \u003Cli>Nye arbejdsprocesser\u003C\u002Fli>\n  \u003Cli>Ny teknologi\u003C\u002Fli>\n  \u003Cli>Team-building\u003C\u002Fli>\n  \u003Cli>Budget- og planlægningsmøder\u003C\u002Fli>\n  \u003Cli>Salg og marketing.\u003C\u002Fli>\u003C\u002Ful>\u003C\u002Fdiv>\u003Cul>\n\u003C\u002Ful>\n\n\u003Cp>Den hertil medgåede tid betragtes som arbejdstid, ligesom § 23 om\ntjenesterejser finder anvendelse.\u003C\u002Fp>\n\n\u003Cp>I forbindelse med mødeindkaldelser til ovennævnte møder, hvor der er\nmødepligt, skal dette fremgå af mødeindkaldelsen - i modsat fald er det\nreelt frivilligt at deltage.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Det skal aftales lokalt, hvordan stk. 1 praktiseres i Nordea i\nDanmark.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. Bestemmelsen i stk. 1 gælder ikke for medarbejdere, der ansættes\npå jobløn med selvstændig arbejdstilrettelæggelse, jf. § 8 i\nstandardoverenskomsten.\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Bestemmelsen i stk.1 gælder heller ikke for medarbejdere med\nfunktionsløn på 627.073 kr., 639.614 kr. (1. juli 2020), 650.168 kr. (1. juli\n2021) og 660.895 kr. (1. juli 2022) eller højere, it-medarbejdere med\nfunktionsløn på 661.087 kr., 674.309 kr. (1. juli 2020), 685.435 kr. (1. juli\n2021) og 696.744 kr. (1. juli 2022) eller højere og for\nservice\u002Ftekniker-medarbejdere med funktionsløn på 580.280 kr., 591.886 kr.\n(1. juli 2020), 601.652 kr. (1. juli 2021) og 611.579 kr. (1. juli 2022) eller\nhøjere.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Ch3 id=\"L357\">9 . I stedet for § 23 Tjenesterejser gælder\u003C\u002Fh3>\n\n\u003Ch4 id=\"L359\">\u003Cstrong>§ 23 Tjenesterejser\u003C\u002Fstrong>\u003C\u002Fh4>\n\n\u003Cp>Stk. 1. Reglerne gælder ved:\u003C\u002Fp>\n\n\u003Cp>1indenlandske og nordiske tjenesterejser og\u003C\u002Fp>\n\n\u003Cp>2tjenesterejser til øvrige europæiske og oversøiske destinationer, som er\naftalt i Nordeas tjeneste.\u003C\u002Fp>\n\n\u003Cp>Rejsetid medregnes som arbejdstid, i det omfang rejsetiden uden for\naftalt\u002Ffastlagt arbejdstid overstiger medarbejderens sædvanlige transporttid\nmellem hjem og arbejdssted. Reglerne gælder tillige ved transport mellem 2\ndaglige arbejdssteder.\u003C\u002Fp>\n\n\u003Cp>Ved oversøiske tjenesterejser med afrejse\u002Fhjemrejse\nlørdag\u002Fsøndag\u002Fsøgnehelligdag\u002Farbejdsfrie dage gives en erstatningsfridag.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Ved tjenesterejser til øvrige europæiske og oversøiske\ndestinationer gælder reglerne ikke for medarbejdere med funktionsløn højere\nend 722.663 kr., 737.116 kr. (1. juli 2020), 749.279 kr. (1. juli 2021) og\n761.642 kr. (1. juli 2022) eller for medarbejdere, der ansættes på jobløn\nmed selvstændig arbejdstilrettelæggelse, jf. § 8 i\nstandardoverenskomsten.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch2 id=\"L373\">Kapitel III - Løn\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Ch3 id=\"L2301\">10. Generelt\u003C\u002Fh3>\n\n\u003Ch4 id=\"L377\">Stk. 1. Minimumsløn (træder i kraft 1. juli 2021)\u003C\u002Fh4>\n\n\u003Cp>Minimumslønnen for en fuldtidsansat er 25.000 kr. (1. juli 2022 25.500 kr.)\npr. måned, eksklusive Nordeas pensionsbidrag.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4 id=\"L381\">Stk. 2. Jobfunktioner\u003C\u002Fh4>\n\n\u003Cp>Alle medarbejderne, bortset fra elever, trainees og særlige\nmedarbejdergrupper vil være indplaceret under en af følgende jobfunktioner,\n(§ 27 i standardoverenskomsten):\u003C\u002Fp>\n\n\u003Cp>1. Finansmedarbejdere, er medarbejder, som ikke hører under punkt 2 eller 3\nherunder.\u003C\u002Fp>\n\n\u003Cp>2. It-medarbejdere, er medarbejdere, som\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-udfører it-arbejde\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-er ansat i \u003Cem>Nordeas centrale\nit-afdelinger\u003C\u002Fem>, hvorved forstås samtlige it-mæssige funktioner inden\n\u003Cem>for it-afdelingernes\u003C\u002Fem> organisatoriske område, uanset den geografiske\nplacering eller er ansat i en selvstændig it-virksomhed, og som har en af\nfølgende anførte discokoder fra Danmarks Statistik:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-133010 Ledelse af hovedaktiviteten indenfor IT\n(Business to Business)\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-133020 Ledelse af intern IT\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-251110 Arbejde med overordnet IT-arkitektur\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-251210 IT-projektstyring\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-251300 Web og multimedieudvikling\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-252100 Design og administration af databaser\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-251120 Design af IT-systemer og analyse af\nforretningsprocesser\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-251220 Rådgivning og programmering indenfor\nsoftwareudvikling\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-251400 Vedligeholdelse og dokumentation af\nsoftware\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-251900 Andet arbejde med software, herunder test\nog kvalitetssikring\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-252200 Systemadministration\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-252300 Arbejde med computernetværk\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-252900 Andet arbejde med databaser og netværk\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-351300 Netværks- og systemteknikerarbejde\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-351400 Internetteknikerarbejde\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-351100 Driftsteknikerarbejde\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-351200 Brugersupportarbejde\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-413200 Dataregistreringsarbejde.\u003C\u002Fp>\n\n\u003Cp>3.Service\u002Fteknik-medarbejdere, er medarbejdere, udfører kantine-,\nrengørings-, håndværksmæssigt, teknisk eller andet servicebetonet arbejde.\nDe pågældende medarbejdere er omfattet af funktionærloven. Hvis Nordea\nstiller krav om bestemt arbejdstøj, stilles dette til rådighed af Nordea.\u003C\u002Fp>\n\n\u003Ch4 id=\"L431\">Stk. 3. Lønudbetaling\u003C\u002Fh4>\n\n\u003Cp>Lønnen betales med 1\u002F12 månedsvis forud og skal være disponibel senest\nultimo måneden før lønperioden. For service\u002Ftekniker-medarbejdere kan\nlønnen betales bagud.\u003C\u002Fp>\n\n\u003Ch3 id=\"L435\">11. Nordea Løn\u003C\u002Fh3>\n\n\u003Cp>Medarbejdere med løn til og med den i denne virksomhedsoverenskomst aftalte\ngrænse for overgang til individuel ansættelseskontrakt, og som har\nansættelsessted i en Nordea enhed, der er omfattet af denne\nvirksomhedsoverenskomst, er omfattet af Nordea Løn. Der henvises til Aftale om\nNordea Løn på side 14.\u003C\u002Fp>\n\n\u003Ch3 id=\"L439\">12. Løn i standardoverenskomsten\u003C\u002Fh3>\n\n\u003Cp>Medarbejdere, der ikke er omfattet af Nordea Løn, følger bestemmelserne om\nløn i standardoverenskomsten med følgende bemærkning:\u003C\u002Fp>\n\n\u003Ch4 id=\"L443\">§ 26 Lokal Lønpulje\u003C\u002Fh4>\n\n\u003Cp>Eventuel indførelse af lokal lønpulje for disse medarbejdere kan kun ske\nefter nærmere aftale med Finansforbundet i Nordea.\u003C\u002Fp>\n\n\u003Ch2 id=\"L451\">Kapitel IV - Særlige medarbejdergrupper\u003C\u002Fh2>\n\n\u003Ch3 id=\"L453\">13. I stedet for § 41, stk. 2 og stk. 3 Studerende på deltid\ngælder\u003C\u002Fh3>\n\n\u003Ch4 id=\"L455\">§ 41 Studerende på deltid\u003C\u002Fh4>\n\n\u003Cp>\u003Cem>Stk. 2. Studerende, der har studiekort fra en videregående uddannelse,\nog som ansættes som deltidsbeskæftigede med en arbejdstid på 8 timer\nugentlig respektive over 34,7 timer månedlig eller mere, er ikke omfattet af\nprotokollat om Afbødeforanstaltninger, punkt 5 Fratrædelsesvilkår.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Der er aftalt følgende fravigelser fra standardoverenskomstens\nbestemmelser:\u003C\u002Fem>\u003C\u002Fp>\n\u003Cul>\n  \u003Cli>\u003Cem>§ 72 om udviklingsplan.\u003C\u002Fem>\u003C\u002Fli>\n  \u003Cli>\u003Cem>§75 om rettil fuld løn under fravær pågrundaf graviditet,\n    beskyttelse modafskedigelse mm.\u003C\u002Fem>\u003C\u002Fli>\n  \u003Cli>\u003Cem>§76 om rettil orlov ved adoption.\u003C\u002Fem>\u003C\u002Fli>\n  \u003Cli>\u003Cem>§78, stk. 5,om ret til orlov efter §26ibarselloven om alvorligt\n    syge børn.\u003C\u002Fem>\u003C\u002Fli>\n  \u003Cli>\u003Cem>§78, stk. 6,om ret til orlov efter §42ilov omsocial service -\n    handicappet barn.\u003C\u002Fem>\u003C\u002Fli>\n  \u003Cli>\u003Cem>§ 79 orlov til pasning af nærtstående.\u003C\u002Fem>\u003C\u002Fli>\n  \u003Cli>\u003Cem>7ensionsprotokollatet. I stedet udbetales arbejdsgivers\n    pensionsbidrag som et tillæg til lønnen.\u003C\u002Fem>\u003C\u002Fli>\n  \u003Cli>\u003Cem>§ 74 om Omsorgsdage. I stedet for retten til at afholde omsorgsdage\n    gælder følgende: Hovedreglen er, at\u003C\u002Fem>\u003C\u002Fli>\n  \u003Cli>\u003Cem>omsorgsdagene udbetales efter bestemmelsen. I stedet kan\n    omsorgsdagene udbetales som et tillæg til lønnen.\u003C\u002Fem>\u003C\u002Fli>\n  \u003Cli>\u003Cem>§ 5, stk. 1. Arbejdstiden aftales mellem den studerende og Nordea\n    under hensyntagen til studiet.\u003C\u002Fem>\u003C\u002Fli>\n  \u003Cli>\u003Cem>§ 3, stk. 1. Erstatningsfrihed ved søgnehelligdage gælder\n    ikke.\u003C\u002Fem>\u003C\u002Fli>\n  \u003Cli>\u003Cem>§ 35. Lønnen kan betales bagud.\u003C\u002Fem>\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Cp>\u003Cem>Stk. 3. Der aftales et ugentligt\u002Fårligt timetal. Placering af\narbejdstiden aftales mellem lederen og den studerende under hensyntagen til\nstudiet. Den ugentlige arbejdstid kan efter aftale variere.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Stk. 4. Præsterer den studerende mere end de aftalte arbejdstimer i\ngennemsnit pr. uge, opgjort over maksimalt 13 uger, betales et\noverarbejdstillæg på 50 % for de første 3 timer og på 100 % for de\nfølgende timer. Med virkning fra 1. juli 2021 betales der efter reglerne om\nmerarbejde (honorering i forholdet 1:1), men efter hidtil gældende\nopgørelsesmetode (opgjort over maksimalt 13 uger).\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch2 id=\"L489\">Kapitel VI - Ferie\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysweeks\">\u003Ch3 id=\"L491\">14. I stedet for § 48 Ferietillæg gælder\u003C\u002Fh3>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysweeks\">\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysweeks\">\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysweeks\">\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysweeks\">\u003Ch4 id=\"L493\">§ 48 Ferietillæg\u003C\u002Fh4>\n\n\u003Cp>Stk. 1. Der ydes ferie med løn efter ferieloven.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Stk. 2. I stedet for det i ferieloven omhandlede ferietillæg betales et\nsærligt ferietillæg på 3,50 %. Det særlige ferietillæg beregnes af\nbruttolønnen i det foregående optjeningsår, idet der ses bort fra udbetalt\nsærligt ferietillæg. Det særlige ferietillæg udbetales 1. maj.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Stk. 3. Til medarbejdere, der i stedet for ferie med løn holder ferie med\nferiegodtgørelse, betales det særlige ferietillæg med 2,50 %.\u003C\u002Fp>\n\n\u003Cp>Stk. 4. Ved beregning af feriegodtgørelse i forbindelse med ophør af et\nansættelsesforhold udbetales det særlige ferietillæg, hvis det ikke allerede\ner udbetalt, med 2,50 %.\u003C\u002Fp>\n\n\u003Cp>Er det særlige ferietillæg allerede udbetalt, kan der kun ske fradrag af\nden del, der svarer til det i ferieloven omhandlede ferietillæg ved\nberegningen af feriegodtgørelse ved ansættelsens ophør.\u003C\u002Fp>\n\n\u003Cp>Har medarbejderen afholdt ferie med løn på forskud efter § 7 i\nferieloven, og fratræder medarbejderen under omstændigheder, hvor Nordea ikke\nkan modregne fuldt ud i optjente feriedage, kan der tillige ske modregning i\nferietillæg efter stk. 2 og stk. 3.\u003C\u002Fp>\n\n\u003Ch3 id=\"L507\">15. I stedet for § 51 Valgfrihed mellem over-\u002Fmerarbejde og 6.\nferieuge gælder\u003C\u002Fh3>\n\n\u003Ch4 id=\"L509\">§ 51 Valgfrihed mellem over-\u002Fmerarbejde og 6. ferieuge\u003C\u002Fh4>\n\n\u003Cp>\u003Cem>Stk. 1. Frem til 1. juli 2021 gælder hidtidige regler om valgfrihed\nmellem over-\u002Fmerarbejde og 6. ferieuge for\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>medarbejdere i lønniveau 1 og 2, se side 3. Det valg, som medarbejdere\ni henhold til disse regler har foretaget inden udgangen af kalenderåret 2019,\nvil have virkning som beskrevet i stk. 2 og 3 nedenfor.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Stk. 2 Medarbejdere, der inden udgangen af kalenderåret 2019 har valgt\nmerarbejde og 6. ferieuge, vil få tilskrevet 1,7 feriedag 1. maj 2020 for\nperioden 1. maj 2020 til og med 31. august 2020 og herefter 5 feriedage den 1.\nseptember 2020 efter reglerne i standardoverenskomstens § 49.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Stk. 3 Medarbejdere, der inden udgangen af kalenderåret 2019 har valgt\noverarbejde og 5 ferieuger, vil med virkning fra 1. juli 2021 overgå til\nreglerne om merarbejde og 6. ferieuge (medmindre medarbejderen på dette\ntidspunkt overgår til jobløn, idet merarbejderen i så fald ikke honoreres\nsærskilt for merarbejde). I forhold til overenskomstmæssige feriedage vil\ndisse medarbejdere få tildelt 0,8 feriedag 1. juli 2021 for perioden\njuli-august 2021 og herefter 5 feriedage den 1. september 2021 efter reglerne i\nstandardoverenskomstens § 49.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Stk. 4. Nyansatte medarbejdere med funktionsløn på 686.600 kr.,\n700.333 kr. (1. juli 2020) eller derunder har mulighed for at vælge\nmellem\u003C\u002Fem>\u003C\u002Fp>\n\u003Cul>\n  \u003Cli>\u003Cem>5 ekstra feriedage (6. ferieuge) eller\u003C\u002Fem>\u003C\u002Fli>\n  \u003Cli>\u003Cem>overarbejdsbetaling\u003C\u002Fem>\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Cp>\u003Cem>efter disse regler:\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Nyansatte medarbejdere indplaceres afhængig af funktionslønnens\nstørrelse, jf. side 3 om lønniveau 1 og 2, efter de regler, der gælder i\nstandardoverenskomsten, hhv. for overarbejde i § 17, for merarbejde i § 18 og\noverenskomstbestemte feriedage (6. ferieuge) i § 49. Der er ved ansættelsen\nmulighed for at vælge mellem 6. ferieuge eller overarbejdsbetaling.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Ch2 id=\"L529\">Kapitel VII - Uddannelse\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Ch3 id=\"L531\">16. I stedet for § 67 Finansøkonomer og finansbachelorer i et\ntraineeforløb gælder\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprenticeships\">\u003Ch4 id=\"L533\">§ 67 Finansøkonomer og finansbachelorer samt nyuddannede inden\nfor uddannelser på tilsvarende niveauer i et traineeforløb\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Cp>Nyuddannede finansøkonomer og finansbachelorer samt nyuddannede inden for\nuddannelser på tilsvarende niveauer kan de første 12 måneder ansættes som\ntrainees og følger i så fald feriebestemmelserne i §§ 52 og 53 i\nstandardoverenskomsten samt frem til 1. juli 2021 lønbestemmelserne i\nstandardoverenskomst 2017 § 27, stk. 1 og stk. 3, baseret på de centrale\noverenskomstparters vedligeholdelse af løntabeller i indeværende\noverenskomstperiode:\u003C\u002Fp>\n\u003Cul>\n  \u003Cli>Finansøkonomer og uddannelser på tilsvarende niveau - stk. 1:\n    Nyuddannede, der efter § 67 indplaceres som trainees, aflønnes som\n    minimum i lønramme 10, trin 10.\u003C\u002Fli>\n  \u003Cli>Finansbachelorer og uddannelser på tilsvarende niveau - stk. 3:\n    Nyuddannede, der efter § 67 ansættes som trainees, aflønnes som minimum\n    i lønramme 16, trin 16.\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Ch2 id=\"L541\">Kapitel IX - Sociale bestemmelser\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Ch3 id=\"L543\">17. I stedet for § 74 Omsorgsdage gælder\u003C\u002Fh3>\n\n\u003Ch4 id=\"L545\">§ 74 Omsorgsdage\u003C\u002Fh4>\n\n\u003Cp>Medarbejderne har hvert år ret til indtil 5 omsorgsdage. Disse dage\nplaceres under hensyn til Nordeas drift.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cem>Beregning af ret til og afvikling af omsorgsdage sker i timer.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Omsorgstimerne indskydes i timebanken på tildelingstidspunktet, første\ngang pr. 1., januar 2021.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>Hvis den enkelte medarbejder ikke har afholdt omsorgstimerne, der er tildelt\ni 2020 i løbet af 2020, overføres de resterende timer ved årets slutning til\ntimebanken.\u003C\u002Fp>\n\n\u003Cp>For deltidsansatte gives omsorgstimerne forholdsmæssigt.\u003C\u002Fp>\n\n\u003Cp>Nordea kan efter aftale med Finansforbundet i Nordea vælge ferieåret som\nopgørelsesperiode. Aftalen skal også tage stilling til overgangsordning.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Ch3 id=\"L559\">18. I stedet for § 79 Orlov til pasning af nærtstående, som er\nhandicappede, alvorligt syge eller døende i hjemmet gælder\u003C\u002Fh3>\n\n\u003Ch4 id=\"L561\">§ 79 Orlov til pasning af nærtstående, som er handicappede,\nalvorligt syge eller døende i hjemmet og frihed til at ledsage nærtstående\nfamiliemedlemmer og frihed til blod-, knoglemarvs- og organdonorer samt i\nforbindelse med dødsfald\u002Fbegravelse i nærmeste familie\u003C\u002Fh4>\n\n\u003Cp>Stk. 1. Der skal være orlovsmuligheder for medarbejdere til pasning af\nnærtstående, som er handicappede, har en kritisk sygdom eller er alvorligt\nsyge eller er døende. De nærmere vilkår for orloven kan aftales lokalt\nmellem Nordea og den pågældende medarbejder. Hvis der ikke er indgået en\naftale, eller der ikke kan opnås enighed om vilkårene, gælder stk. 2 og\n3.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. En medarbejder, der ønsker at passe nærtstående handicappede,\nalvorligt syge eller døende i hjemmet, har ret til orlov med løn fra Nordea,\nhvis medarbejderen, enten\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a.Ansættes af kommunen i henhold til § 118 i lov\nom social service til at passe en nærtstående med betydeligt og varigt nedsat\nfysisk eller psykisk funktionsevne eller indgribende kronisk eller langvarig\nlidelse, eller\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">b.Af kommunen får bevilget plejevederlag i henhold\ntil § 119 i lov om social service for at passe en nærtstående døende, der\nønsker at dø i eget hjem.\u003C\u002Fp>\n\n\u003Cp>Ansættes medarbejderen i henhold til punkt a, betaler Nordea\nlønkompensation beregnet som forskellen mellem medarbejderens normale løn og\npensionsbidrag og den af kommunen betalte løn mv., feriepenge og\npensionsbidrag.\u003C\u002Fp>\n\n\u003Cp>Får medarbejderen bevilget plejevederlag i henhold til punkt b, indtræder\nNordea i medarbejderens ret til plejevederlag og yder fuld løn under orloven,\nhvor medarbejderen er berettiget til plejevederlag.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. Under orloven optjenes ferie, og der betales pensionsbidrag af\nnormal løn. Orlovsperioden medregnes i medarbejderens anciennitet.\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Stk. 4. Medarbejderen kan - hvor der er tale om kritisk sygdom\u002Fformodet\nalvorlig sygdom - få indtil 2 dages frihed med løn til at ledsage\nnærtstående familiemedlemmer ved undersøgelse\u002Findlæggelse\u002Fbehandling på\nhospital og lignende. Med nærtstående menes ægtefælle\u002Fsamlever, forældre\nsamt børn.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>\u003Cem>Friheden kan tilsvarende holdes i forbindelse med dødsfald\u002Fbegravelse i\nnærmeste familie. Med nærmeste familie forstås primært medarbejderens\nfamiliemedlemmer i lige linje og på tværs: Bedsteforældre\u002Fforældre\u002Fbørn\u002F\nsøskende. Ægtefællens\u002Fsamlevers familiemedlemmer i lige linje og på tværs\nbetragtes også som nærmeste familie.\u003C\u002Fem>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cem>Stk. 5. Der gives om nødvendigt og efter forudgående aftale med\nlederen frihed med løn til bloddonorer i op til 2 timer pr. donation, til\nknoglemarvsdonorer i op til 1 uge pr. donation og til organdonorer i op til 2\nuger pr. donation.\u003C\u002Fem>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Ch3 id=\"L583\">19. I stedet for § 77 Børnedeltid gælder\u003C\u002Fh3>\n\n\u003Ch4 id=\"L585\">§ 77 Børnedeltid\u003C\u002Fh4>\n\n\u003Cp>Forældre med børn under 12 år har ret til at indgå en tidsbestemt aftale\nom nedsættelse af arbejdstiden.\u003C\u002Fp>\n\n\u003Cp>Arbejdstiden kan maksimalt nedsættes til 30 timer om ugen eksklusiv pauser.\nBørnedeltiden skal vare i min. 3 måneder og maksimalt 18 måneder i alt.\nMedarbejderen har mulighed for at opdele børnedeltiden i op til fire perioder\nå minimum 3 måneders varighed - med hver sin aftale.\u003C\u002Fp>\n\n\u003Cp>Nordea kan efter dialog med Finansforbundet i Nordea modsætte sig en\ndeltidsordning, hvis ansvar og forretningsomfang (fx kunde, ledelses- og\u002Feller\ndriftsmæssige hensyn) ikke er foreneligt med en deltidsordning.\u003C\u002Fp>\n\n\u003Cp>Kan ansættelse på deltid ikke tilbydes i det eksisterende job, skal\nalternativ stilling undersøges.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L595\">20. Som bemærkning til § 83 Deltid for seniorer gælder\u003C\u002Fh3>\n\n\u003Ch4 id=\"L597\">§ 83 Deltid for seniorer\u003C\u002Fh4>\n\n\u003Cp>Som supplement til § 83 Deltid for seniorer gælder:\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Stk. 2. Leder og medarbejder indgår aftale om, hvordan\ndeltidsansættelsen udmøntes i forhold til arbejdstidens placering. Det sker\nunder behørig hensyntagen til medarbejderens ønsker og driftsmæssige\nhensyn.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Ved aftale kan arbejdstidsnedsættelsen udmøntes som enkeltfridage\neller sammenhængende fridage. I forhold til sidstnævnte (sammenhængende\nfridage) kan afholdelse heraf kun ske ved at anvende tilgodehavende\u002Fopsparede\nfridage\u002Fseniortimer set i forhold til den aftalte\narbejdstidsnedsættelse.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Stk. 3. Ved en eventuel senere beregning af fratrædelsesgodtgørelse\nvil den pensionsgivende løn (kronebeløb) på tidspunktet for overgang til\ndeltid efter denne bestemmelse blive lagt til grund.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Ch2 id=\"L607\">Kapitel X - Afskedigelser og fratrædelsesgodtgørelse\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Ch3 id=\"L609\">21. Som supplement til § 86 Afskedigelser gælder\u003C\u002Fh3>\n\n\u003Cp>Stk. 6. Ved Nordeas opsigelse af medarbejdere begrundet i Nordeas forhold\ngives der ud over funktionærlovens varsler 1 måneds ekstra opsigelsesvarsel\ntil medarbejdere, der er fyldt 50 år, og som har mindst 12 års anciennitet i\nNordea.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2 id=\"L613\">Afsnit 2 - Protokollater\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEDICAL_trigger\">\u003Ch3 id=\"L615\">Sundhedsforsikring\u003C\u002Fh3>\n\n\u003Ch3 id=\"L617\">22. Som bemærkning til Protokollat om sundhedsforsikring\ngælder\u003C\u002Fh3>\n\n\u003Ch4 id=\"L619\">Bemærkning\u003C\u002Fh4>\n\n\u003Cp>Indhold i sundhedsforsikringen er udvidet i forhold til minimumsindholdet,\njf. standardoverenskomsten.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2 id=\"L2614\">Afsnit 6 - Samarbejde og tillidsvalgte\u003C\u002Fh2>\n\n\u003Ch3 id=\"L625\">Regler for behandling af faglig strid\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-direct_participation_trigger\">\u003Ch3 id=\"L627\">23. Som bemærkning til Regler for behandling af faglig strid\ngælder\u003C\u002Fh3>\n\n\u003Ch4 id=\"L629\">Bemærkning til behandling af faglig strid\u003C\u002Fh4>\n\n\u003Cp>\u003Cem>Procedure ved konfliktløsning.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Lokal uenighed om fortolkning af virksomhedsoverenskomsten søges løst\nmellem de lokale overenskomstparter.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Hvis uenigheden ikke kan løses lokalt, vil hver af de lokale\noverenskomstparter kunne begære uenigheden skriftligt præciseret inden for en\nfrist på 14 dage, hvorefter sagen videregives til de centrale\noverenskomstparter, jf. aftale mellem Finanssektorens Arbejdsgiverforening (FA)\nog Finansforbundet om regler for behandling af faglig strid.\u003C\u002Fem>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L637\">Aftale om fagligt arbejde\u003C\u002Fh3>\n\n\u003Ch3 id=\"L639\">24. I stedet for § 3, stk. 1 Lønnedsættelse, opsigelse,\nbortvisning og advarsel gælder\u003C\u002Fh3>\n\n\u003Ch4 id=\"L641\">§ 3 Lønnedsættelse, opsigelse, bortvisning og advarsel\u003C\u002Fh4>\n\n\u003Cp>Stk. 1. Finansforbundet i Nordea skal inden tilbud på Nordeas initiativ om\nfratrædelsesaftale til et medlem, reduktion af et medlems løn på Nordeas\ninitiativ eller inden afskedigelse af et medlem orienteres.\u003C\u002Fp>\n\n\u003Cp>Hvis lønreduktionen alene sker på grund af medlemmets eget ønske om\novergang til en jobbeskrivelse med lavere lønspænd, er orientering af\nFinansforbundet i Nordea ikke nødvendig.\u003C\u002Fp>\n\n\u003Cp>Orientering skal gives i så god tid, at Finansforbundet i Nordea og\u002Feller\nden lokale tillidsrepræsentant er bedst muligt rustet til at varetage\nmedlemmets interesser og kan rådføre sig med Finansforbundet i Nordea og\nFinansforbundet. Orienteringen skal normalt gives 1 arbejdsdag før - og helst\n48 timer før - meddelelsen til medarbejderen.\u003C\u002Fp>\n\n\u003Cp>Har Nordea viden om, at der inden for tillidsrepræsentantens område skal\ngennemføres tilbud om fratrædelsesaftaler på virksomhedens initiativ,\nreduktion af løn for eller ske afskedigelse af mere end ét medlem, sikrer\nNordea i dialog med Finansforbundet i Nordea, at det er muligt for\ntillidsrepræsentanten at være til stede ved alle samtaler.\u003C\u002Fp>\n\n\u003Cp>Ved bortvisning skal orientering ske snarest muligt.\u003C\u002Fp>\n\n\u003Ch3 id=\"L653\">25. § 3, stk. 2\u003C\u002Fh3>\n\n\u003Cp>Stk. 2. Ved afskedigelse, lønnedsættelser og tilbud om\nfratrædelsesaftaler på Nordeas initiativ skal den lokale tillidsrepræsentant\neller Finansforbundet i Nordea være til stede ved mødets start. Der kan\nindgås aftale mellem Nordea og Finansforbundet i Nordea om, hvordan\nsituationen skal håndteres i de tilfælde, hvor der er tale om en leder med\npersonaleansvar. Mødet indledes med, at Nordea oplyser den ansatte om mødets\nkarakter samt muligheden for, at medlemmet kan fravælge\ntillidsrepræsentantens tilstedeværelse. Det oplyses endvidere, at der på\nselve mødet ikke skal ske en forhandling af sagen, idet dette i givet fald\nsker efterfølgende iht. regler om behandling af faglig strid.\u003C\u002Fp>\n\n\u003Cp>Hvis medlemmet ikke ønsker, at den lokale tillidsrepræsentant eller\nFinansforbundet i Nordea deltager i mødet, skal der senest 2 dage efter ske\norientering om resultatet af mødet.\u003C\u002Fp>\n\n\u003Cp>Er der tale om tilbud om fratrædelsesaftale på Nordeas initiativ,\nlønnedsættelse, opsigelse eller bortvisning af en leder med personaleansvar,\naftaler Nordea med Finansforbundet i Nordea, hvilken tillidsrepræsentant der\nved mødets start tilbydes at bistå lederen.\u003C\u002Fp>\n\n\u003Cp>Bemærkning: Med ”tillidsrepræsentant” menes en anden\ntillidsrepræsentant end den lokalt valgte, fællestillidsrepræsentanten eller\nen sagsbehandler fra Finansforbundet i Nordea.\u003C\u002Fp>\n\n\u003Ch3 id=\"L663\">26. Som bemærkninger til § 4 Uddannelse gælder\u003C\u002Fh3>\n\n\u003Ch4 id=\"L665\">Bemærkning til § 4, stk. 1\u003C\u002Fh4>\n\n\u003Cp>\u003Cem>\u003Cstrong>Tillidsrepræsentanter\u003C\u002Fstrong>\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>I perioden 1. juli 2020 - 30. juni 2023 indgår ret for\ntillidsrepræsentanter til 9 dage i overenskomstperioden til\najourførende\u002Fsupplerende kursusaktivitet i en pulje på i alt 975 dage. Den\nenkelte tillidsrepræsentant kan i perioden højest anvende 15 dage. Hvis\nFinansforbundet i Nordea visiterer en tillidsrepræsentant til at gennemføre\nsagsbehandleruddannelsen eller anden kompetencegivende faglig uddannelse, kan\nder i perioden anvendes op til 18 dage. Hvis de nuværende kriterier for\ngennemførelse af sagsbehandleruddannelsen ændres, genforhandles antallet af\ndage.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Der er aftalt en option på yderligere 150 puljedage, hvis der i\nperioden gives rimelige grunde til en forøgelse. Hvis kursusaktiviteten sker i\nFinansforbundet i Nordeas regi, orienterer Finansforbundet i Nordea til Nordea\nforud om hvilke tillidsrepræsentanter, der deltager.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Finansforbundet i Nordea giver hvert kvartal en status til Nordea om\nforbruget af puljen, første gang oktober 2020 for kursusdeltagelse i perioden\n1. juli - 30. september 2020.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Ch4 id=\"L675\">Bemærkning til § 4, stk. 3\u003C\u002Fh4>\n\n\u003Cp>\u003Cem>\u003C\u002Fem>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cem>\u003Cstrong>Fællestillidsrepræsentanter:\u003C\u002Fstrong> I perioden 1. juli 2020\n- 30. juni 2023 indgår ret til 6 dages frihed pr. år med løn til deltagelse\ni Finansforbundets kurser i en pulje på i alt 360 dage. Den enkelte\nfællestillidsrepræsentant kan i perioden højst anvende 18 dage.\u003C\u002Fem>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Finansforbundet i Nordea giver hvert kvartal en status til Nordea om\nforbruget af puljen, første gang oktober 2020 for kursusdeltagelse i perioden\n1. juli - 30. september 2020.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>\u003Cstrong>Medlemmer af Consultative Committees (CC)\u003C\u002Fstrong>\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Uddannelse af medlemmer af Consultative Committees sker efter\nprincipperne i samarbejdsaftalens § 7, stk. 1 - 3.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Ch3 id=\"L1322\">27.Som bemærkning til § 6 Valgbarhed gælder\u003C\u002Fh3>\n\n\u003Ch4 id=\"L1324\">Bemærkning til § 6 Valgbarhed\u003C\u002Fh4>\n\n\u003Cp>I konkrete tilfælde kan kravet om 12 måneders anciennitet fraviges ved\naftale mellem Nordea og Finansforbundet i Nordea.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1328\">28.Som bemærkning til § 11 Faglig\npersonaleforening\u002FFællestillidsrepræsentant gælder\u003C\u002Fh3>\n\n\u003Ch4 id=\"L1330\">Bemærkning til § 11 Faglig\npersonaleforening\u002FFællestillidsrepræsentant\u003C\u002Fh4>\n\n\u003Cp>I hvert område, defineret i lokalaftale om fællestillidsrepræsentanter,\nvælges en fællestillidsrepræsentant af og blandt de valgte\ntillidsrepræsentanter.\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Fællestillidsrepræsentantens opgave er at koordinere samarbejdet med\nFinansforbundet i Nordea, mellem de enkelte tillidsrepræsentanter og den\nlokale område-\u002Fafdelingsledelse.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Herudover varetager fællestillidsrepræsentanten de opgaver, der er\nbeskrevet i lokalaftale om fællestillidsrepræsentanter.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Ch3 id=\"L1338\">29.Som bemærkning til § 14 Frihed til organisatorisk arbejde\ngælder\u003C\u002Fh3>\n\n\u003Ch4 id=\"L1340\">Bemærkning til § 14 Frihed til organisatorisk arbejde\u003C\u002Fh4>\n\n\u003Cp>\u003Cem>Der er aftalt følgende om yderligere frihed til\nfællestillidsrepræsentanter\u002Ftillidsrepræsentanter:\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Rådgivning af medlemmer, der er i en psykisk belastende situation, og\nhvor rådgivning af medlemmet efter aftale med lederen mest hensigtsmæssigt\nkan foregå uden for normal arbejdstid, honoreres efter de almindelige regler\nfor overarbejde\u002Fmerarbejde.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Fællestillidsrepræsentanter har frihed med løn 1 dag til sammen med\nFinansforbundet i Nordea at prioritere overenskomstkrav op mod forhandling af\nvirksomhedsoverenskomst og 1 dag til godkendelse af resultatet af\nforhandlingerne.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Fællestillidsrepræsentanter\u002Ftillidsrepræsentanter, der arbejder i\nturnus eller har en arbejdstidsprocent lavere end 100, og som i friperioder\ndeltager i beordrede møder med ledelsen eller i beordrede samtaler med et\nmedlem, får erstatningsfrihed i forholdet 1: 1, dog maksimalt 7,4 timer pr.\ndag (finansmedarbejdere og service\u002Ftekniker- medarbejdere) og 7,2 timer\n(it-medarbejdere). Tilsvarende frihed gives ved deltagelse mandag - fredag i\ntillidsrepræsentantsuddannelse og seminarer\u002Fmøder i\ntillidsrepræsentantsregi.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Ved deltagelse i møder med andre tillidsvalgte dækkes eventuel\nmertransporttid i Danmark efter reglerne for tjenesterejser i punkt 9, (§ 23 i\nstandardoverenskomsten). Der dækkes op til 4 gange pr. år, for\nfællestillidsrepræsentanter dog op til i alt 8 gange pr. år. Mertransporttid\ndækkes ikke ved møder og lignende, der er initieret af Finansforbundet i\nNordea, fx generalforsamling, seminarer og møder vedrørende overenskomst\nmv.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Ch3 id=\"L2024\">30.Som bemærkninger til § 16 Beskyttelse af tillidsvalgte\ngælder\u003C\u002Fh3>\n\n\u003Ch4 id=\"L1354\">Bemærkning 1 til § 16 Beskyttelse af tillidsvalgte\u003C\u002Fh4>\n\n\u003Cp>\u003Cem>Den tillidsvalgte kan søge på jobopslag og lignende, uden at reglerne\nom rokering af tillidsvalgte skal aktiveres. Sker ansøgning efter forudgående\ndialog mellem leder\u002FNordea og den tillidsvalgte, orienterer Nordea\nFinansforbundet i Nordea herom.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Ch4 id=\"L1358\">Bemærkning 2 til § 16 Beskyttelse af tillidsvalgte\u003C\u002Fh4>\n\n\u003Cp>\u003Cem>Ikke væsentlige ændringer for den tillidsvalgte skal forhandles mellem\nNordea, Finansforbundet i Nordea og den tillidsvalgte med henblik på en\nendelig aftale herom.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Ch3 id=\"L1362\">31.Som bemærkning til Bilag 2 til § 9 Samarbejdssamtale\ngælder\u003C\u002Fh3>\n\n\u003Ch4 id=\"L1364\">Bemærkning til bilag 2 til § 9 Samarbejdssamtale\u003C\u002Fh4>\n\n\u003Cp>I stedet for Bilag 2 til § 9 Samarbejdssamtale er der mellem Nordea og\nFinansforbundet i Nordea udarbejdet et særligt samtaleskema til brug for\nsamarbejdssamtaler mellem nærmeste leder og tillidsrepræsentant.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch3 id=\"L737\">Aftale om arbejdsmiljøorganisation i virksomhederne\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L2048\">32.Som bemærkning til § 10, stk. 1 Uddannelse af medlemmer af\narbejdsmiljøorganisationen gælder\u003C\u002Fh3>\n\n\u003Ch4 id=\"L1372\">Bemærkning til § 10, stk. 1 Uddannelse af medlemmer af\narbejdsmiljøorganisationen\u003C\u002Fh4>\n\n\u003Cp>Arbejdsmiljørepræsentanter, der arbejder i turnus eller har en\narbejdstidsprocent lavere end 100, får erstatningsfrihed i forholdet 1 : 1,\ndog maksimalt 7,4 timer pr. dag (finansmedarbejdere og service\u002Ftekniker-\nmedarbejdere) og 7,2 timer pr. dag (it-medarbejdere) ved deltagelse mandag til\nfredag i lovpligtig arbejdsmiljøuddannelse i friperioder.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetytraining\">\u003Ch3 id=\"L1376\">33.Som bemærkning til § 10, stk. 3 og 4 Uddannelse af\nmedlemmer af arbejdsmiljøorganisationen gælder\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Ch4 id=\"L1378\">Bemærkning til § 10, stk. 3 og 4 Uddannelse af medlemmer af\narbejdsmiljøorganisationen\u003C\u002Fh4>\n\n\u003Cp>\u003Cem>I perioden 1. juli 2020 - 30. juni 2023 indgår ret for\narbejdsmiljørepræsentanter til hhv. 4, 3 og 2 dages frihed med løn til\ndeltagelse i fx temadage, kurser mv. pr. år i en pulje på i alt 200 dage. Den\nenkelte\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>arbejdsmiljørepræsentant kan i perioden højst anvende 12 dage. Hvis\nFinansforbundet i Nordea visiterer en arbejdsmiljørepræsentant til at\ngennemføre en arbejdsrelevant og kompetencegivende faglig uddannelse, der kan\nbidrage til arbejdsmiljørepræsentantens virke, kan der i perioden anvendes op\ntil 14 dage.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Hvis kursusaktiviteten sker i Finansforbundet i Nordeas regi, orienterer\nFinansforbundet i Nordea til Nordea forud om, hvilke\narbejdsmiljørepræsentanter der deltager.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Finansforbundet i Nordea giver hvert kvartal en status til Nordea om\nforbruget af puljen, første gang oktober 2020 for kursusdeltagelse i perioden\n1. juli - 30. september 2020.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Ch3 id=\"L2061\">34.Som supplement til § 10, stk. 1 - 4 Uddannelse af medlemmer\naf arbejdsmiljøorganisationen gælder\u003C\u002Fh3>\n\n\u003Cp>\u003Cem>Stk. 5. Herudover har arbejdsmiljørepræsentanter op til 2 dages frihed\nmed løn i overenskomstperioden til deltagelse i erfa-møder med andre\narbejdsmiljørepræsentanter eller til møder med Finansforbundet i\nNordea.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-GENEQ_trigger\">\u003Ch3 id=\"L2067\">35.Generel bemærkning til Samarbejde og tillidsvalgte\u003C\u002Fh3>\n\n\u003Cp>\u003Cem>Aftaler mellem Nordea og Finansforbundet i Nordea\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Med henblik på at styrke og effektivisere samarbejdet og\narbejdsmiljøet samt udbygge samarbejdet mellem ledelse og medarbejdere og\nvirke for de ansattes trivsel, tryghed og lige muligheder i Nordea, er det\naftalt at ajourføre følgende lokalaftaler:\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">\u003Cem>•Aftaleomsamarbejdsudvalg.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">\u003Cem>•Aftaleomsærligt samarbejdsudvalg.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">\u003Cem>•Aftaleomarbejdsmiljøorganisation.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">\u003Cem>•Aftaleomkontaktudvalg.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">\u003Cem>•Aftaleomtillidsrepræsentanter og\nfællestillidsrepræsentanter.\u003C\u002Fem>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L1408\">36.Samarbejde og tillidsvalgte\u003C\u002Fh3>\n\n\u003Ch3 id=\"L779\">Trivselsudvalg\u003C\u002Fh3>\n\n\u003Cp>\u003Cem>Der oprettes et lokalt trivselsudvalg med repræsentanter fra\noverenskomstparterne med det formål at støtte den lokale forankring samt\nimplementering af de anbefalinger, initiativer og indsatser, der kommer fra det\ncentrale trivselsudvalg.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Det lokale trivselsudvalg forankres som et underudvalg til\nSamarbejdsudvalget, og udarbejder selv forslag til arbejdsform og kommissorium\nsamt grænseflader i forhold til Arbejdsmiljøorganisationen mv. Forslaget skal\ngodkendes af Samarbejdsudvalget.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Ch2 id=\"L2106\">Nordea Løn\u003C\u002Fh2>\n\n\u003Ch3 id=\"L2108\">Aftale om Nordea Løn\u003C\u002Fh3>\n\n\u003Ch4 id=\"L1424\">§ 1Aftale\u003C\u002Fh4>\n\n\u003Cp>\u003Cem>Med udgangspunkt i rammebestemmelser for funktionsbestemte lønsystemer\n(afsnit 8 i standardoverenskomst mellem FA og Finansforbundet) er der indgået\naftale mellem Nordea og Finansforbundet i Nordea om Nordea Løn.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Ch4 id=\"L1428\">§ 2Formål\u003C\u002Fh4>\n\n\u003Cp>\u003Cem>\u003Cstrong>Stk. 1\u003C\u002Fstrong>. Formålet med Nordea Løn er at skabe en åben\nog gennemsigtig lønstruktur, hvor den enkeltes løn\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>kan begrundes i forhold til ansvar, jobkompleksitet, kompetence,\nperformance, efterlevelse af virksomhedsværdier og det lønmæssige\nmarkedsniveau.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>\u003Cstrong>Stk. 2.\u003C\u002Fstrong> Anvendelse af Nordea Løn skal medvirke til at\nrekruttere, udvikle og fastholde kvalificerede medarbejdere samt skabe\nengagement, kompetenceudvikling, forandringsevne, team- og\nkundeorientering.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Ch4 id=\"L1436\">§ 3Dækningsområde\u003C\u002Fh4>\n\n\u003Cp>\u003Cem>\u003Cstrong>Stk. 1.\u003C\u002Fstrong> Nordea Løn omfatter alle enheder af Nordea,\nder er omfattet af denne virksomhedsoverenskomst.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>\u003Cstrong>Stk. 2.\u003C\u002Fstrong> Aftalen omfatter, jf. dog stk. 3, medarbejdere\ntil og med den i denne virksomhedsoverenskomst aftalte grænse for overgang til\nindividuel ansættelseskontrakt.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>\u003Cstrong>Stk. 3.\u003C\u002Fstrong> Nordea Løn anvendes ikke for:\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">\u003Cem>•Elever. Aflønnes efter § 31 i\nstandardoverenskomsten.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">\u003Cem>•Traineeperiode på 12 måneder for\nnyuddannede finansøkonomer eller nyuddannede inden for uddannelser på\ntilsvarende niveau. Frem til 1. juli 2021 aflønnes de efter § 27, stk.1 i\nstandardoverenskomst 2017, (baseret på de centrale overenskomstparters\nvedligeholdelse af løntabeller i indeværende overenskomstperiode). Efter\ntraineeperioden sker indplacering i Nordea Løn i aktuel jobbeskrivelse med\ntilhørende lønspænd.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">\u003Cem>•Traineeperiode på 12 måneder for\nprofessionsbachelorer i finans eller it eller nyuddannede inden for uddannelser\npå tilsvarende niveau. Frem til 1. juli 2021 aflønnes de efter § 27, stk. 3\ni standardoverenskomst 2017, (baseret på de centrale overenskomstparters\nvedligeholdelse af løntabeller i indeværende overenskomstperiode). Efter\ntraineeperioden sker indplacering i Nordea Løn i aktuel jobbeskrivelse med\ntilhørende lønspænd, jf. § 5, stk. 3.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">\u003Cem>•Midlertidigt beskæftigede medarbejdere,\ntilkaldepersonale og medarbejdere med arbejdstid på 8 timer eller derunder\nugentligt, respektive 34,7 timer månedligt eller derunder.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">\u003Cem>•Tidsbegrænsede ansættelser på 1 år og\nderunder.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">\u003Cem>•Studentermedhjælpere.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">\u003Cem>•Betjentmedhjælpere.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">\u003Cem>•Rengøringsmedarbejdere.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">\u003Cem>•Kantinemedarbejdere i filialnettet.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Medmindre andet er udtrykkeligt aftalt mellem Nordea og Finansforbundet\ni Nordea, vil disse medarbejdere frem til 1. juli 2021 følge\naflønningsreglerne i §§ 27, 32, 35 og 36 i standardoverenskomst 2017,\n(baseret på de centrale overenskomstparters vedligeholdelse af løntabeller i\nindeværende overenskomstperiode).\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Ch4 id=\"L1464\">§ 4Jobbeskrivelse\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>Stk. 1. Jobbeskrivelse\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>For alle job, hvor mindst 10 medarbejdere udfører samme\narbejde\u002Ffunktion, definerer Nordea en jobbeskrivelse. I den beskrives bl.a.\nformål med jobbet, ansvarsområder, kompetencer og andre kvalifikationer.\nEndvidere henvises der til Nordeas værdier (Code of Conduct og Purpose &\nValues), som forventes efterlevet ved jobbets udførelse. Den enkelte\njobbeskrivelse kan kun indeholde ét arbejdstidsområde, (36 eller 37 timer om\nugen).\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 2. Kompleksitetsbånd med vejledende lønspænd\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Der er defineret en række kompleksitetsbånd, der udtrykker forskelle i\nkrav til selvstændig arbejdstilrettelæggelse, forretningsudvikling og\nafgørelser i forskellige jobs.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>For de enkelte kompleksitetsbånd fastlægges vejledende lønspænd, som\nsvarer til markedslønnen for job med lignende kompleksitet.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Der henvises til bilag 3 Kompleksitetsbånd og vejledende\nlønspænd.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 3. Fastlæggelse af lønspænd for jobbeskrivelser\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Til den enkelte jobbeskrivelse knyttes kompleksitetsbånd med\nlønspænd.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Lønspændet udtrykker det mindste og højeste lønniveau, der gives for\nvaretagelse af det pågældende job. Lønspændet tilgodeser, at medarbejderne\ninden for en jobbeskrivelse kan tildeles forskellige typer af opgaver, og at de\ni forskellig grad opfylder kravene i jobbet. Nordea vurderer, om det vejledende\nlønspænd er dækkende for den konkrete jobbeskrivelse, jf. § 10, stk.\n2.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Lønspænd på den enkelte jobbeskrivelse kan gøres bredere eller\nsmallere i fx følgende tilfælde:\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">\u003Cem>1.Der er særligt store eller små forskelle i\nhvilken type af opgaver, medarbejderne har.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">\u003Cem>2.Der er særligt store eller små forskelle i\nde krav, der stilles til medarbejdernes uddannelse\u002Ferfaring enten inden for den\nsamme jobbeskrivelse eller set i forhold til andre jobbeskrivelser med\ntilsvarende kompleksitet.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">\u003Cem>3.De eksterne markedsforhold, bl.a. baseret på\nbenchmark, gør det muligt at rekruttere medarbejdere til et lavere lønniveau,\nend det vejledende lønspænd tilskriver.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">\u003Cem>4.De eksterne markedsforhold, bl.a. baseret på\nbenchmark, gør det nødvendigt at rekruttere medarbejdere til et højere\nlønniveau, end det vejledende lønspænd tilskriver.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 4. Regulering af lønspænd\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Regulering af lønspænd vurderes og foretages af Nordea\u002FLønrådet en\ngang om året, jf. § 10, stk. 2.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Lønspænd bliver automatisk reguleret som anført i stk. 5.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Nordea og Finansforbundet i Nordea anerkender, at benchmark baseret på\nvalid data fra eksterne leverandører indtager en særlig rolle i forhold til\nbeslutning om at regulere lønspænd i eksisterende jobbeskrivelser. Det\ngælder både i forhold til beslutninger om fastfrysning samt op- og\nnedjusteringer.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 5. Generel regulering\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Generel regulering af lønspænd, funktionsløn og tillæg, jf. § 4,\nstk. 4, sker med en procentsats, der fremkommer som standardoverenskomstens\ngenerelle lønstigning fratrukket den del af lønstigningen, der af de centrale\noverenskomstparter er afsat til lokale puljer. Denne procentsats forøges med\nden del af den lokale pulje, som de lokale overenskomstparter eventuelt har\naftalt at anvende til generel lønstigning.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Ch4 id=\"L1506\">§ 5Lønindplacering\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>Stk. 1. Fastlæggelse af funktionsløn for medarbejdere med\njobbeskrivelse\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>En medarbejder placeres inden for jobbeskrivelsens lønspænd ud fra en\nvurdering af, hvordan medarbejderen - baseret på blandt andet viden og\nerfaring - vil leve op til de krav og forventninger, der stilles i forhold\njobbet, herunder særligt jobbeskrivelsens ansvarsområder. I den forbindelse\nvil elementer som blandt andet opgavevaretagelse, kundeorientering, samarbejde,\nløbende forbedring\u002Fudvikling, resultater og efterlevelse af\nvirksomhedsværdier indgå i vurderingen.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 2. Fastlæggelse af funktionsløn for medarbejdere uden\njobbeskrivelse\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>For medarbejdere, der tilknyttes en af de generelle jobbeskrivelser for\nmedarbejdere, fastlægges lønnen med udgangspunkt i det kompleksitetsbånd og\ndertil hørende lønspænd, der er fastsat for jobbeskrivelsen.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>For ledere, der tilknyttes en af de generelle jobbeskrivelser for\nledere, fastlægges lønnen med udgangspunkt i et kompleksitetsbånd.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 3. Aflønning af professionsbachelorer i finans og\nit\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Efter traineeperioden sker indplacering i Nordea Løn med en årlig\nfunktionsløn, der er 30.000 kr. højere end bunden af lønspændet for den\naktuelle jobbeskrivelse.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Professionsbachelorer i finans og it følger i traineeperioden\nferiebestemmelserne §§ 52 og 53 i standardoverenskomsten.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 4. Tillæg\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Medarbejderen kan ud over funktionslønnen få tillæg:\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>a.Personlige tillæg\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Personlige tillæg kan gives til medarbejdere, der tildeles opgaver, der\nenten er særligt komplekse i forhold til, hvad jobbeskrivelsen tilskriver\neller kræver, at medarbejderen har opbygget en særlig ekspertise for at kunne\nløse disse opgaver.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Tillæg kan ligeledes gives til medarbejdere (nøglemedarbejdere), der i\nkraft af deres dygtighed, effektivitet og teamindsats vedvarende overopfylder\nkravene i jobbet og skaber ekstraordinære resultater sammenlignet med øvrige\nmedarbejdere.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Endelig kan tillæg gives til medarbejdere med særlig markedsværdi,\n(fx fastholdelse).\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Tillægget, der er overenskomstreguleret og pensionsgivende, må ikke\nudgøre mere end 20 % af medarbejderens aktuelle funktionsløn.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Hvis tillægget nedsættes\u002Fbortfalder på Nordeas foranledning, aftales\naftrapning efter principperne i § 7, stk. 6.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>b.Personligt historisk tillæg\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Personligt historisk tillæg kan anvendes i de situationer, hvor\nmedarbejderen får\u002Fhar fået defineret et systemtillæg, jf. stk. 4g, men hvor\nhele lønforskellen mellem den fastsatte funktionsløn og den\nnuværende\u002Fhidtidige samlede løn ikke kan holdes inden for systemtillæggets\nmaksimale størrelse på 20 % af den nuværende\u002Fhidtidige samlede løn.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Ved ekstraordinær stigning i funktionslønnen vil der ske en reduktion\ni\u002Fafvikling af personligt historisk tillæg, før systemtillæg\nreduceres.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Ved nedsættelse af funktionslønnen på Nordeas foranledning\nopretholdes personligt historisk tillæg uændret. Sker overgang til andet\njob\u002Fanden jobbeskrivelse på medarbejderens initiativ\u002Fansøgning med\nindplacering til en lavere funktionsløn, bortfalder personligt historisk\ntillæg. Der kan aftales en aftrapning efter principperne i § 7, stk.\n6.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Personligt historisk tillæg er overenskomstreguleret og\npensionsgivende.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>c.Specialisttillæg\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Specialisttillæg kan gives til medarbejdere, der arbejder i\nhandelsområder, forstået som valutahandel, fondshandel, pengemarked og\nafledte produkter.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Tillægget kan højst udgøre:\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Cdiv align=\"center\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"133\" style=\"width:99.6pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Tillæg\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\" style=\"width:84.95pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Funktionsløn\n        1. juli 2019\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" style=\"width:78.25pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Funktionsløn\n        1. juli 2020\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" style=\"width:77.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Funktionsløn\n        1. juli 2021\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"105\" style=\"width:78.5pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Funktionsløn\n        1. juli 2022\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"133\" style=\"width:99.6pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">50\n        % af funktionsløn\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\" style=\"width:84.95pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">432.836\n        - 500.449\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" style=\"width:78.25pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">441.493\n        - 510.458\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" style=\"width:77.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">448.777-\n        518.881\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"105\" style=\"width:78.5pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">456.182\n        - 527.442\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"133\" style=\"width:99.6pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">75\n        % af funktionsløn\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\" style=\"width:84.95pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">500.450\n        - 554.607\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" style=\"width:78.25pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">510.459\n        - 565.699\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" style=\"width:77.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">518.882\n        - 575.033\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"105\" style=\"width:78.5pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">527.443\n        - 584.521\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"133\" style=\"width:99.6pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">100\n        % af funktionsløn\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\" style=\"width:84.95pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">554.608\n        - kontrakt\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" style=\"width:78.25pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">565.700\n        - kontrakt\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" style=\"width:77.75pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">575.034\n        - kontrakt\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"105\" style=\"width:78.5pt;border:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">584.522\n        - kontrakt\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\u003Cp>\u003Cem>Specialisttillæg gives som et årligt eller månedligt tillæg til\nlønnen.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Medarbejdere, der har modtaget specialisttillæg i over\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">\u003Cem>•2 år, og som på Nordeas foranledning\noverflyttes til andet arbejde, beholder tillægget i 6 måneder fra\noverflytningstidspunktet,\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">\u003Cem>•5 år, og som på Nordeas foranledning\noverflyttes til andet arbejde, modtager i det 1. år 3\u002F4, det 2. år 1\u002F2 og det\n3. år 1\u002F4 af det tillæg, der er modtaget i de sidste 12 måneder før\noverflytningen.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>I det aftrappede specialisttillæg kan der ske modregning for\nekstraordinære lønstigninger, lønstigninger ved forhøjelse af funktionsløn\nog for nye tillæg.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Specialisttillæg er pensionsgivende og overenskomstreguleret.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>d.Midlertidige tillæg\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Midlertidige tillæg kan gives til medarbejdere, der varetager\narbejdsfunktioner, som må anses for kun at ville vare i et begrænset tidsrum\nunder forudsætning af, at tidsrummets længde er aftalt, og at tidsrummet\nnormalt ikke påregnes at ville vare mere end 2 år.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Midlertidige tillæg gives som et årligt eller månedligt tillæg til\nfunktionslønnen.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Tillægget er overenskomstreguleret og pensionsgivende.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>e.Mobilitetstillæg\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Mobilitetstillæg er en procentsats af funktionsløn og personlige\ntillæg, jf. stk. 4a.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Mobilitetstillægget er ikke pensionsgivende.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>f.Mobilitetstillæg - Aftale om pendlertillæg IT FA\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Formålet med aftalen er at etablere et tillæg til lønnen, som skal\nanvendes til at give kompensation for rejseomkostninger til IT-medarbejdere i\nGroup Technology, der i forbindelse med varsling af overførsel af IT- opgaver\ntil Nordeas lokation Helgeshøj Alle 33, Høje Taastrup pr. 1. januar 2019\nvælger at pendle mellem bopæl og Høje Taastrup. Tillægget benævnes\n”Pendlertillæg IT FA”.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Pendlertillægget er et kronetillæg, der er overenskomstreguleret og\nferieberettiget, men ikke pensionsgivende. Tillægget er\nA-skattepligtig.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Tillægget indgår ikke i medarbejderens timeløn ved beregninger, hvor\ndenne anvendes. Tillægget indgår heller ikke ved beregning af samlet løn i\nforbindelse med overgang til ansættelse på individuel kontrakt, jf.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>standardoverenskomstens bestemmelser i § 38, stk. 4 om kontraktansatte\nog protokollat om kontraktansatte samt ved beregning af eventuel\nfratrædelsesgodtgørelse.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Tillægget beregnes som det dobbelte beløb af prisen pr. 1. januar 2019\nfor et standardpendlerkort til tog fra den station, der er nærmest\nmedarbejderens bopæl, til Høje Taastrup station. Tillægget reguleres ikke\nmed senere prisstigninger på pendlerkortet. Tillægget reguleres heller ikke,\nhvis medarbejderen midlertidigt eller permanent flytter arbejdssted fra Høje\nTaastrup til Nordeas lokationer i København, p.t. Christiansbro, Metro eller\nVesterport.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Tillægget betales månedsvis forud, første gang for januar\n2019.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Tillægget bortfalder:\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">\u003Cem>•hvis medarbejderen vælger at flytte bopæl\ntil Sjælland\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">\u003Cem>•hvis medarbejderen, på egen foranledning,\nfår andet job i Nordea uden for Group Technology.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>g.Systemtillæg\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Systemtillæg kan anvendes i følgende situationer:\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">\u003Cem>•Når lønnen efter Nordeas beslutning\nsættes i stå i forbindelse med nedjustering af lønspænd, jf. § 7, stk.\n3.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">\u003Cem>•Når lønnen efter Nordeas beslutning\nsættes i stå i forbindelse med ændring af funktionsløn i lønspænd, jf. §\n7,stk. 4.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">\u003Cem>•Når både Nordea og medarbejderen er enige\nom, at det er til begge parters fordel, at medarbejderen skifter til en\njobbeskrivelse med et lavere lønspænd.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Systemtillægget udgør forskellen mellem den nuværende løn og den\nsamlede fremtidige løn, (funktionsløn og eventuelle tillæg, jf. stk. 4a -\n4d).\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Systemtillægget kan maksimalt udgøre 20 % af nuværende løn.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Medarbejderens samlede løn ændres ikke, idet\noverenskomstreguleringerne af funktionsløn og eventuelle tillæg, jf. § 7,\nstk. 1, modsvares af en tilsvarende nedsættelse af systemtillægget.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Systemtillæg er pensionsgivende, men ikke\noverenskomstreguleret.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>I de situationer, hvor systemtillæg i henhold til denne bestemmelse kan\nanvendes, kan Nordea i stedet træffe beslutning om nedsættelse af\nfunktionslønnen efter principperne i § 7, stk. 6.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Ch4 id=\"L1638\">§ 6Individuel ansættelsesaftale\u003C\u002Fh4>\n\n\u003Cp>\u003Cem>For medarbejdere med en højere samlet løn (funktionsløn og faste\npersonlige tillæg) på 71.500 kr. (1. juli 2022: 73.000 kr.) og derover\neksklusive arbejdsgivers pensionsbidrag, omsorgsdage, 6 ferieuge og særligt\nferietillæg, oprettes individuelle ansættelsesaftaler efter reglerne i\nprotokollat om kontraktansatte i standardoverenskomst mellem FA og\nFinansforbundet.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Ch4 id=\"L1642\">§ 7Regulering af den enkelte medarbejders løn\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>Stk. 1. Overenskomst\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Medarbejdernes funktionsløn og tillæg, jf. § 5, stk. 4a, 4b og 4d\nbliver automatisk reguleret som anført i § 4, stk. 5.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>\u003Cstrong>Stk. 2. Årlig løndialog og lønfastsættelse\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Medarbejderens løn fastlægges ved en årlig løndialog mellem leder og\nmedarbejder.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Der tages udgangspunkt i den årlige afsluttende performanceevaluering.\nDenne evaluering baserer sig på medarbejderens målopfyldelse i forhold til\nWHAT (opfyldelse af KPI’er\u002FGoals og jobbeskrivelsens ansvarsområder) og HOW\n(adfærd og opførsel, herunder efterlevelse af interne værdier og principper,\nsamt feedback fra relevante interessenter).\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Den samlede konklusion fra performanceevalueringen indtager et centralt\nelement ved den efterfølgende lønfastsættelse i løndialogen. Den samlede\nperformancekonklusion i henhold til bilag 1 vurderes således i forhold til\nmedarbejderens aktuelle løn ved at anvende lønfastsættelsesskemaet i bilag\n2.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Lønfastsættelsesskemaet angiver, hvilken lønstigning medarbejderen\nvil modtage. Selvom de angivne lønstigningsintervaller (i forhold til den\nlokale lønpulje) er angivet som vejledende, skal den nedre grænse for det\nangivne lønstigningsinterval respekteres. Der kan dog være særlige\nsituationer, hvor det er nødvendigt at fravige de vejledende\nlønstigningsintervaller, herunder det forhold, at den enkelte leder skal\noverholde sit lønpuljebudget. Lederen og medarbejderen giver deres holdning\ntilkende i forhold til egen performance og lønfastsættelse, og der\ntilstræbes en fælles konklusion.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Parterne udarbejder og vedligeholder løbende vejledning for den\npraktiske brug af lønmodellen.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 3. Ved nedjustering af lønspænd, jf. § 4, stk. 4 og § 10,\nstk. 2.\u003C\u002Fstrong>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cem>Lønnen kan efter Nordeas beslutning sættes i stå. Der defineres et\nsystemtillæg, jf. reglerne i § 5, stk. 4g.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 4. Ændring af funktionsløn i lønspænd\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Hvis saglige forhold\u002Fsærlige omstændigheder taler for, at\nmedarbejderens funktionsløn skal sættes i stå eller sættes ned inden for\nlønspændet, følges reglerne om lønnedsættelse i standardoverenskomstens\naftale om fagligt arbejde, § 3.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Hvis lønnen skal sættes i stå, gælder principperne om systemtillæg\ni § 5, stk. 4g. Lønnen skal vurderes igen senest efter 3 år.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Nedsættelse af lønnen sker efter principperne i § 7, stk. 6.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 5. Jobskifte\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>a.Jobskifte på Nordeas foranledning\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Ved medarbejderens overgang på Nordeas foranledning til anden\njobbeskrivelse med lavere løn, følges reglerne om lønnedsættelse i\nstandardoverenskomstens aftale om fagligt arbejde, § 3. Lønnen sættes ned\nefter principperne i § 7, stk. 6.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Om medarbejdere med specialisttillæg henvises til § 5, stk.\n4c.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>b.Jobskifte på medarbejderens initiativ\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Sker overgang til andet job\u002Fanden jobbeskrivelse på medarbejderens\ninitiativ\u002Fansøgning, kan lønnen umiddelbart fastsættes inden for\nlønspændet for den nye beskrivelse, eller der kan aftales en aftrapning efter\nprincipperne i § 7, stk. 6.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Om medarbejdere med specialisttillæg henvises til § 5, stk.\n4c.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>c.Jobskifte ved gensidig enighed\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>I de situationer hvor Nordea og medarbejderen er enige om, at det er til\nbegge parters fordel, at medarbejderen skifter til en jobbeskrivelse med et\nlavere lønspænd, kan lønnen sættes i stå efter reglerne i § 5, stk.\n4g.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>d.Jobskifte mellem bankarbejde og it-arbejde\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Ved overflytning mellem bankarbejde og it-arbejde er der ved\nfastlæggelse af jobbeskrivelser og lønspænd taget højde for forskelle i\narbejdstid (36 timer\u002F37 timer om ugen).\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 6. Aftrapning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Aftrapningsperioden vurderes og fastlægges individuelt afhængig af\nmedarbejderens nuværende løn og økonomiske forhold, dog maksimalt over 3\når. Første nedsættelse sker 6 måneder fra varslingstidspunktet og herefter\nmed 6 måneders intervaller.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>I det aftrappede tillæg kan der ske modregning for ekstraordinære\nlønstigninger, lønstigninger ved forhøjelse af funktionsløn og for nye\ntillæg.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Aftrapningstillæg er pensionsgivende, men ikke\noverenskomstreguleret.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Pensionsbidragsprocenter fra både Nordea og medarbejderen fortsætter\nuændrede.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>En medarbejder, der er fyldt 57 år, kan få opretholdt Nordeas\npensionsbidrag (beløb) på uændret niveau, hvis medarbejderen selv\nopretholder eget bidrag (beløb) på uændret niveau. Ved ændring i arbejdstid\nefter etablering\u003C\u002Fem>\u003Cem>af aftrapningstillægget reguleres beløbet\nforholdsmæssigt. Dette gælder dog ikke ved overgang til deltid for seniorer,\njf. § 83 i standardoverenskomsten.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Ch4 id=\"L1708\">§ 8Arbejdstid og ferie\u003C\u002Fh4>\n\n\u003Cp>\u003Cem>\u003Cstrong>Stk. 1.\u003C\u002Fstrong> Finansmedarbejdere i lønniveau 1,\nit-medarbejdere i lønniveau 1 og service\u002Ftekniker-medarbejdere i lønniveau 1\ner omfattet af valgfrihed mellem over-\u002Fmerarbejde og 6. ferieuge, jf. § 51 i\nstandardoverenskomsten.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>\u003Cstrong>Stk. 2.\u003C\u002Fstrong> Finansmedarbejdere i lønniveau 2,\nit-medarbejdere i lønniveau 2 og service\u002Ftekniker-medarbejdere i lønniveau 2\ner omfattet af bestemmelser om overenskomstbestemte feriedage (6. ferieuge),\njf. § 49 i standardoverenskomsten og valgfrihed mellem over-\u002Fmerarbejde og 6.\nferieuge, jf. § 51 i standardoverenskomsten.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Se om lønniveau 1 og 2 på side 3.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>\u003Cstrong>Stk. 3.\u003C\u002Fstrong> Bestemmelsen om valgfrihed mellem\nover-\u002Fmerarbejde og 6. ferieuge udgår med virkning fra 1. juli 2021. Der\nhenvises til § 51 i standardoverenskomsten.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Ch4 id=\"L1718\">§ 9Overordnet fordeling af lønpulje\u003C\u002Fh4>\n\n\u003Cp>\u003Cem>Lønrådet fastlægger overordnet fordeling af fælles lønpulje efter\noplæg fra Nordea, jf. § 10, stk. 2.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Ch4 id=\"L1722\">§ 10Lønråd\u003C\u002Fh4>\n\n\u003Cp>\u003Cem>\u003Cstrong>Stk. 1.\u003C\u002Fstrong> Sammensætning og møder\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Lønrådet sammensættes med 3 repræsentanter fra Nordea og 3\nrepræsentanter udpeget af og blandt Finansforbundet i Nordeas\nbestyrelse.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Lønrådet kan til behandling af særlige spørgsmål - når der er\nenighed herom - tilkalde særligt sagkyndige.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Lønrådet mødes ordinært 4 gange om året samt efter behov. Nordea og\nFinansforbundet i Nordea kan anmode om afholdelse af ekstraordinære\nmøder.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Lønrådets afgørelser træffes så vidt muligt i enighed.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Nordea fungerer som sekretær for udvalget.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Stk. 2.\u003C\u002Fstrong> Opgaver og kompetence\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Lønrådets opgaver og kompetencer:\u003C\u002Fem>\u003C\u002Fp>\n\u003Cul>\n  \u003Cli>\u003Cem>At følge udviklingen i brugen af Nordea Løn.\u003C\u002Fem>\u003C\u002Fli>\n  \u003Cli>\u003Cem>At godkende ændringer i lønspænd i nedadgående retning, jf. § 4,\n    stk. 4.\u003C\u002Fem>\u003C\u002Fli>\n  \u003Cli>\u003Cem>At godkende, at lønspænd sættes i stå.\u003C\u002Fem>\u003C\u002Fli>\n  \u003Cli>\u003Cem>At fastlægge overordnet fordeling af fælles lønpulje og følge op\n    på anvendelsen af puljen, jf. § 9.\u003C\u002Fem>\u003C\u002Fli>\n  \u003Cli>\u003Cem>At drøfte nye jobbeskrivelser og lønspænd for nye jobbeskrivelser,\n    jf. § 4, stk. 3.\u003C\u002Fem>\u003C\u002Fli>\n  \u003Cli>\u003Cem>Atdrøfte endelig opdeling af lønspænd i niveauer\u002Fintervaller, jf.\n    § 4, stk. 3.\u003C\u002Fem>\u003C\u002Fli>\n  \u003Cli>\u003Cem>Atdrøfte typer af tillæg, jf. § 5, stk. 4.\u003C\u002Fem>\u003C\u002Fli>\n  \u003Cli>\u003Cem>Atfå indsigt i relevante benchmark rapporter til brug for\n    Lønrådets arbejde\u003C\u002Fem>\u003C\u002Fli>\n  \u003Cli>\u003Cem>Atfastlægge regler for tillæg for markedsværdi, herunder\n    beløbsramme oganvendelse.\u003C\u002Fem>\u003C\u002Fli>\n  \u003Cli>\u003Cem>Atproaktivt vejlede og uddanne såvel ledere som medarbejdere og\n    tillidsrepræsentanter.\u003C\u002Fem>\u003C\u002Fli>\n  \u003Cli>\u003Cem>Atinformere organisationerne om erfaringer.\u003C\u002Fem>\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Cp>\u003Cem>Med virkning fra 1. juli 2021 kan der ikke uden enighed mellem parterne\nindføres nye lønspænd, der beløbsmæssig ligger under minimumslønnen, jf.\n§ 25 i standardoverenskomsten. I perioden frem til 1. juli 2021 må der for\nfinansmedarbejdere ikke indføres nye lønspænd, der beløbsmæssigt ligger\nunder løntrin 10 i standardoverenskomsten.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Nordea fremlægger relevant statistik til brug i Lønrådet.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Ch4 id=\"L1766\">§11 Behandling af uenighed\u003C\u002Fh4>\n\n\u003Cp>\u003Cem>\u003Cstrong>Stk. 1.\u003C\u002Fstrong> Om aftalen\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Uenighed om fortolkning og anvendelse af denne aftale drøftes mellem\naftaleparterne. Kan der ikke opnås enighed, behandles spørgsmålet i\nLønrådet.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Hver af parterne kan søge uenighed om fortolkning af aftalen\nvidereført i overensstemmelse med aftale mellem FA og Finansforbundet om\nregler for behandling af faglig strid.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>\u003Cstrong>Stk. 2.\u003C\u002Fstrong> Om den enkelte medarbejders lønforhold\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Den enkelte medarbejder kan ved uenighed om individuelle forhold\ninddrage tillidsrepræsentanten, jf. aftale i standardoverenskomsten om fagligt\narbejde, § 2, stk. 5.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Ch3 id=\"L1147\">Protokollat til aftalen om Nordea Løn\u003C\u002Fh3>\n\n\u003Cp>Som supplement til \u003Cstrong>Aftale mellem Nordea og Finansforbundet i Nordea\nom Nordea Løn\u003C\u002Fstrong> er dette protokollat ajourført:\u003C\u002Fp>\n\n\u003Ch4 id=\"L1782\">Protokollat til aftale mellem Nordea og Finansforbundet i Nordea\nom Nordea Løn\u003C\u002Fh4>\n\n\u003Cp>\u003Cem>Dette protokollat er en sammenskrivning af hidtil gældende\nprotokollater. Det indeholder den bestemmelse, der fortsat er aktuel for Nordea\nLøn.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003Ch4 id=\"L1786\">Pensionsbidrag - overgangsbestemmelse\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cem>Medarbejdere fra tidligere AB og SDS fortsætter i hidtidig\npensionsordning med følgende bidragsprocenter:\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>•AB: Ved funktionsløn til og med 432.835 kr., 441.492 kr. (1. juli\n2020), 448.776 kr. (1. juli 2021) og 456.181 kr. (1. juli 2022), jf. aftalens\n§ 7, stk. 1, betaler Nordea et pensionsbidrag på 11,75 %. Ved funktionsløn\nhøjere end 432.835 kr., 441.492 kr. (1. juli 2020), 448.776 kr. (1. juli 2021)\nog 456.181 kr. (1. juli 2022) stiger bidraget til 12,75 %. Nordeas\npensionsbidrag forhøjes pr. 1. juli 2021 til hhv. 12,00 % og 13,00 % og pr. 1.\njuli 2022 til hhv. 12,15 % og 13,15 %.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>•SDS: Ved funktionsløn til og med 432.835 kr., 441.492 kr. (1. juli\n2020),448.776 kr.(1. juli 2021) og 456.181 kr. (1. juli 2022), jf. aftalens §\n7, stk. 1, betaler Nordea 11,25 % og medarbejderen 5,25 %, jf. overenskomstens\nprotokollat om pension. Ved funktionsløn til og med 554.608 kr., 565.700 kr.\n(1. juli 2020), 575.034 kr. (1. juli 2021) og 584.522 kr. (1. juli 2022), jf.\naftalens § 7, stk. 1, betales hhv. 12,75 % og 5,25 %. Ved funktionsløn over\n554.608 kr., 565.700 kr. (1. juli 2020), 575.034 kr. (1. juli 2021) og 584.522\nkr. (1. juli 2019)., jf. aftalens § 7, stk. 1, betales hhv. 14,25 % og 6,25 %.\nNordeas pensionsbidrag forhøjes pr. 1. juli 2021 til hhv. 11,50 %, 13,00 % og\n14,50 % og pr. 1. juli 2022 til hhv. 11,65 %, 13,15 % og 14,65 %.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>\u003Cem>For medarbejdere omfattet af SKOP er de tilsvarende arbejdsgiverbidrag\nhhv. 11,25 %, 13,25 % og\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>14,75 %. Nordeas pensionsbidrag forhøjes pr. 1. juli 2021 til hhv.\n11,50 %, 13,50 % og 15,00 og pr. 1. juli 2022 til hhv. 11,65, 13,65 % og 15,15\n%.\u003C\u002Fem>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cem>Den 9. april 2003\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Ajourført pr. 1. juli 2008\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Ajourført pr. 1. april 2012\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Ajourført pr. 1. april 2014\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Ajourført pr. 1. april 2017\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cem>Ajourført pr. 1. april 2020\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Ch3 id=\"L1179\">Bilag 1 - HVAD, HVORDAN og SAMLET KONKLUSION ved anvendelse af 3\nperformanceniveauer\u003C\u002Fh3>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Cdiv align=\"center\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"84\" style=\"width:62.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"DA\" style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"522\" colspan=\"3\" style=\"width:391.45pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Præstationsevaluering:\n        Præstation inddeles i tre niveauer\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"84\" style=\"width:62.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"DA\" style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"522\" colspan=\"3\" style=\"width:391.45pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;text-indent:44.0pt\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">I\n        Nordea evaluerer vi præstation ved hjælp af følgende\n        faktorer:\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"84\" style=\"width:62.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"DA\" style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"175\" style=\"width:131.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Mål,\n        KPI’er og jobbeskrivelse\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"184\" style=\"width:137.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Nordeas\n        værdier og ledelsesprincipper\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"164\" style=\"width:122.65pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">People\n        Pulse & Feedback fra interessenter\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"84\" style=\"width:62.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"DA\" style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"175\" style=\"width:131.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">HVAD\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"184\" style=\"width:137.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">HVORDAN\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"164\" style=\"width:122.65pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">SAMLET\n        KONKLUSION\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"84\" style=\"width:62.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Over\n        det forventede\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"175\" style=\"width:131.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Er\n        medarbejderens præstationsniveau væsentligt over det, der kræves i\n        den pågældende rolle, og er resultaterne væsentligt bedre end\n        forventet med en høj kvalitet i arbejdet til følge?\n        \u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:   12.0pt;font-family:"Times New Roman",serif\">Eksempel:\n        Medarbejderen præsterer konsekvent over det forventede niveau og\n        leverer et stort bidrag og resultater af høj\n        kvalitet.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"184\" style=\"width:137.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Fungerer\n        medarbejderen som rollemodel i forhold til Nordeas værdier med yderst\n        positiv feedback fra kolleger, sine medarbejdere og\n        kunder?\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Eksempel:\n        Medarbejderen handler altid med udgangspunkt i kunden, søger at\n        inspirere andre, påpeger adfærd, vi ikke bør tolerere, driver\n        innovation og arbejder målrettet på at opnå løbende\n        forbedringer.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"164\" style=\"width:122.65pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Er\n        medarbejderens præstation konsekvent over det forventede niveau i\n        forhold til resultater OG\u002FELLER adfærd, og giver den et stort bidrag\n        og høj kvalitet?\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Vælges\n        denne mulighed, skal præstationen være over det forventede niveau,\n        når det gælder enten HVAD eller HVORDAN eller begge dele. Ratingen\n        kan ikke anvendes, hvis enten HVAD eller HVORDAN er under det\n        forventede niveau.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"84\" style=\"width:62.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">På\n        linje med det forventede\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"175\" style=\"width:131.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Er\n        medarbejderens præstation konsekvent på linje med det forventede\n        niveau defineret ud fra rolle og individuelle\n        mål?\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Eksempel:\n        Medarbejderen præsterer til fulde på det forventede niveau (når fx\n        mål og udfordrende mål) i kraft af sine funktionelle\n        kompetencer.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"184\" style=\"width:137.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Efterlever\n        medarbejderen alle Nordeas værdier med god feedback fra kolleger, sine\n        medarbejdere og kunder?\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Eksempel:\n        Medarbejderen udviser altid den ønskede adfærd, tager ejerskab over\n        beslutninger, deler gode ideer og investerer i læring og udvikling for\n        at forblive relevant.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"164\" style=\"width:122.65pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Er\n        medarbejderens præstation konsekvent på linje med det forventede\n        niveau (til tider over det forventede niveau), og efterleves alle\n        Nordeas værdier?\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Vælges\n        denne mulighed, er præstationen på linje med det forventede niveau,\n        både når det gælder HVAD og HVORDAN.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"84\" style=\"width:62.65pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Under\n        det forventede\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"175\" style=\"width:131.05pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Opfylder\n        medarbejderen ikke følgende forhold: individuelle mål, forventninger\n        til præstation, rollekrav eller funktionelle\n        kompetencer?\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Eksempel:\n        Medarbejderen udfylder ikke de grundlæggende ansvarsområder i jobbet\n        og\u002Feller opfylder ikke et eller flere mål eller mangler funktionelle\n        kompetencer.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"184\" style=\"width:137.75pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Efterlever\n        medarbejderen ikke en eller flere af Nordeas værdier baseret på\n        feedback fra kolleger og kunder (når de giver udtryk for behov for\n        forbedring)?\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Eksempler:\n        Medarbejderen er ikke villig til at samarbejde, prøver at sælge\n        produkter, kunderne ikke har brug for, holder ikke sine kompetencer\n        opdateret for at forblive relevant, lytter ikke til andre eller deres\n        feedback.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"164\" style=\"width:122.65pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Er\n        medarbejderens præstation under det forventede niveau på flere\n        områder, OG\u002FELLER efterleves en eller flere af Nordeas værdier\n        ikke?\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Vælges\n        denne mulighed, er HVAD eller HVORDAN eller begge dele under det\n        forventede niveau\u003C\u002Fspan>\u003C\u002Fspan>\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif;font-style:normal\">.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L1213\">Bilag 2 - 9-grid\u003C\u002Fh3>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Cdiv align=\"center\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"104\" style=\"width:78.25pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"DA\" style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"161\" style=\"width:120.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Nedre\u002FLønspænd\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"170\" style=\"width:127.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Midten\u002FLønspænd\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"161\" style=\"width:120.7pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Øvre\u002FLønspænd\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"104\" style=\"width:78.25pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:115%\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;line-height:115%;font-family:"Times New Roman",serif;   font-style:normal\">Over\n        det forventede\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"161\" style=\"width:120.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:115%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;line-height:115%;font-family:"Times New Roman",serif;   font-style:normal\">Medarbejderen\n        vil modtage den generelle lønstigning. Vejledende vil medarbejderen\n        herudover modtage en lønstigning svarende 1,5-2,5 gange den aftalte\n        ramme for lønpuljen i Nordea Løn\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"170\" style=\"width:127.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:115%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;line-height:115%;font-family:"Times New Roman",serif;   font-style:normal\">Medarbejderen\n        vil modtage den generelle lønstigning. Vejledende vil medarbejderen\n        herudover modtage en lønstigning svarende 1,0-2,0 gange den aftalte\n        ramme for lønpuljen i Nordea Løn\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"161\" style=\"width:120.7pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:115%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;line-height:115%;font-family:"Times New Roman",serif;   font-style:normal\">Medarbejderen\n        vil modtage den generelle lønstigning. Vejledende vil medarbejderen\n        herudover modtage en lønstigning svarende 0-1,0 gange den aftalte\n        ramme for lønpuljen i Nordea Løn\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"104\" style=\"width:78.25pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:115%\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;line-height:115%;font-family:"Times New Roman",serif;   font-style:normal\">På\n        linje med det forventede\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"161\" style=\"width:120.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:115%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;line-height:115%;font-family:"Times New Roman",serif;   font-style:normal\">Medarbejderen\n        vil modtage den generelle lønstigning. Vejledende vil medarbejderen\n        herudover modtage en lønstigning svarende 1,0-2,0 gange den aftalte\n        ramme for lønpuljen i Nordea Løn\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"170\" style=\"width:127.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:115%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;line-height:115%;font-family:"Times New Roman",serif;   font-style:normal\">Medarbejderen\n        vil modtage den generelle lønstigning. Vejledende vil medarbejderen\n        herudover modtage en lønstigning svarende til 0,4-1,2 gangen den\n        aftalte ramme for lønpuljen i Nordea Løn\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"161\" style=\"width:120.7pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:115%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;line-height:115%;font-family:"Times New Roman",serif;   font-style:normal\">Medarbejderen\n        vil modtage den generelle lønstigning. Medarbejderen vil herudover\n        ikke modtage lønstigning (vejledende).\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"104\" style=\"width:78.25pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:115%\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;line-height:115%;font-family:"Times New Roman",serif;   font-style:normal\">Under\n        det forventede\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"161\" style=\"width:120.5pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:115%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;line-height:115%;font-family:"Times New Roman",serif;   font-style:normal\">Medarbejderen\n        vil modtage den generelle lønstigning. Vejledende vil medarbejderen\n        herudover modtage en lønstigning svarende 0-1,0 gange den aftalte\n        ramme for lønpuljen i Nordea Løn\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"170\" style=\"width:127.7pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:115%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;line-height:115%;font-family:"Times New Roman",serif;   font-style:normal\">Medarbejderen\n        vil modtage den generelle lønstigning. Medarbejderen vil herudover\n        ikke modtage lønstigning (vejledende).\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"161\" style=\"width:120.7pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:115%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;line-height:115%;font-family:"Times New Roman",serif;   font-style:normal\">Medarbejderen\n        vil ikke modtage en lønstigning (vejledende).\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Ch3 id=\"L1225\">Bilag 3 - Kompleksitetsbånd og vejledende lønspænd\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"WordSection1\">\n\u003Cp class=\"Tblzatfelirata0\">\u003Cspan class=\"Tblzatfelirata\">\u003Cb>\u003Cspan style=\"font-style: normal\">Pr. 1. juli 2019\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cdiv align=\"center\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:60.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Jobniveau\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"261\" valign=\"bottom\" style=\"width:196.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Arbejdsopgaver\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Stillinger\n        uden ledelsesansvar\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:99.35pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Lederstillinger\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:60.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"DA\" style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"261\" valign=\"bottom\" style=\"width:196.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"DA\" style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Lønspænd\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:99.35pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Lønspænd\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:60.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">A\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"261\" valign=\"bottom\" style=\"width:196.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Enkle\n        rutineopgaver\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">303.367\n        - 319.342\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:99.35pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">-\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:60.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">B\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"261\" valign=\"bottom\" style=\"width:196.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Overvejende\n        rutineopgaver\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">308.791\n        - 370.370\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:99.35pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">358.165\n        - 432.407\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:60.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">C\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"261\" valign=\"bottom\" style=\"width:196.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Rutineopgaver\n        + selvstændige opgaver med egne afgørelser (mindre del af\n        stillingen)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">358.165\n        - 432.407\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:99.35pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">414.542\n        - 492.399\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:60.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">D\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"261\" valign=\"bottom\" style=\"width:196.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Overvejende\n        selvstændige opgaver med egne afgørelser (væsentlig del af\n        stillingen)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">414.542\n        — 492.399\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:99.35pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">485.676\n        - 579.706\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:60.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">E\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"261\" valign=\"bottom\" style=\"width:196.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Selvstændige\n        opgaver med egne afgørelser + beslutningsforslag vedrørende nye\n        problemstillinger (mindre del af stillingen)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">485.676\n        - 579.706\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:99.35pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">562.577\n        - 677.322\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:60.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">F\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"261\" valign=\"bottom\" style=\"width:196.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Overvejende\n        beslutningsforslag vedrørende nye problemstillinger (væsentlig del af\n        stillingen)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">562.577\n        - 677.322\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:99.35pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">656.917\n        - 794.244\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">(769.933\n        - kontrakt)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:60.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">G\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"261\" valign=\"bottom\" style=\"width:196.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Træffer\n        afgørelser om nye problemstillinger (mindre del af\n        stillingen)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">656.917\n        - 794.244\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">(769.933\n        - kontrakt)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:99.35pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">769.933\n        - kontrakt\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:60.0pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">H\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"261\" valign=\"bottom\" style=\"width:196.1pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Træffer\n        afgørelser om nye problemstillinger (middel del af\n        stillingen)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:98.65pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">769.933\n        - kontrakt\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:99.35pt;border:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">kontrakt\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp class=\"MsoNormal\" style=\"margin-bottom:9.95pt;line-height:.05pt\">\u003Cspan lang=\"DA\"> \u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"Tblzatfelirata0\">\u003Cspan class=\"Tblzatfelirata\">\u003Cb>\u003Cspan style=\"font-style: normal\">pr. 1. juli 2020.\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cdiv align=\"center\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:60.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Jobniveau\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"261\" valign=\"bottom\" style=\"width:196.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Arbejdsopgaver\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Stillinger\n        uden ledelsesansvar\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:99.35pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Lederstillinger\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:60.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"DA\" style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"261\" valign=\"bottom\" style=\"width:196.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"DA\" style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Lønspænd\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:99.35pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Lønspænd\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:60.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">A\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"261\" valign=\"bottom\" style=\"width:196.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Enkle\n        rutineopgaver\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">309.434\n        - 325.729\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:99.35pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">-\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:60.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">B\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"261\" valign=\"bottom\" style=\"width:196.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Overvejende\n        rutineopgaver\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">314.967\n        - 377.777\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:99.35pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">365.328\n        - 441.055\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:60.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">C\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"261\" valign=\"bottom\" style=\"width:196.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Rutineopgaver\n        + selvstændige opgaver med egne afgørelser (mindre del af\n        stillingen)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">365.328\n        - 441.055\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:99.35pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">422.833\n        - 502.247\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:60.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">D\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"261\" valign=\"bottom\" style=\"width:196.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Overvejende\n        selvstændige opgaver med egne afgørelser (væsentlig del af\n        stillingen)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">422.833\n        - 502.247\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:99.35pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">495.390\n        - 591.300\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:60.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">E\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"261\" valign=\"bottom\" style=\"width:196.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Selvstændige\n        opgaver med egne afgørelser + beslutningsforslag vedrørende nye\n        problemstillinger (mindre del af stillingen)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">495.390\n        - 591.300\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:99.35pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">573.829\n        - 690.869\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:60.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">F\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"261\" valign=\"bottom\" style=\"width:196.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Overvejende\n        beslutningsforslag vedrørende nye problemstillinger (væsentlig del af\n        stillingen)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">573.829\n        - 690.869\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:99.35pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">670.055\n        - 810.128\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:97%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;line-height:97%;font-family:"Times New Roman",serif;   font-style:normal\">(785.332\n        - kontrakt)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:60.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">G\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"261\" valign=\"bottom\" style=\"width:196.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Træffer\n        afgørelser om nye problemstillinger (mindre del af\n        stillingen)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">670.055\n        - 810.128\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">(785.332\n        - kontrakt)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:99.35pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">785.332\n        - kontrakt\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:60.0pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">H\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"261\" valign=\"bottom\" style=\"width:196.1pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:97%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;line-height:97%;font-family:"Times New Roman",serif;   font-style:normal\">Træffer\n        afgørelser om nye problemstillinger (middel del af\n        stillingen)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:98.65pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">785.332\n        - kontrakt\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:99.35pt;border:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">kontrakt\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp class=\"MsoNormal\" style=\"margin-bottom:9.95pt;line-height:.05pt\">\u003Cspan lang=\"DA\"> \u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"Tblzatfelirata0\">\u003Cspan class=\"Tblzatfelirata\">\u003Cb>\u003Cspan style=\"font-style: normal\">pr. 1. juli 2021\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cdiv align=\"center\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:60.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Jobniveau\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"261\" valign=\"bottom\" style=\"width:196.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Arbejdsopgaver\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Stillinger\n        uden ledelsesansvar\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:99.35pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Lederstillinger\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:60.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"DA\" style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"261\" valign=\"bottom\" style=\"width:196.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"DA\" style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Lønspænd\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:99.35pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Lønspænd\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:60.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">A\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"261\" valign=\"bottom\" style=\"width:196.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Enkle\n        rutineopgaver\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">300.000\n        - 331.103\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:99.35pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">-\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:60.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">B\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"261\" valign=\"bottom\" style=\"width:196.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Overvejende\n        rutineopgaver\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">320.164\n        - 384.010\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:99.35pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">371.356\n        - 448.333\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:60.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">C\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"261\" valign=\"bottom\" style=\"width:196.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Rutineopgaver\n        + selvstændige opgaver med egne afgørelser (mindre del af\n        stillingen)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">371.356\n        - 448.333\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:99.35pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">429.810\n        - 510.534\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:60.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">D\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"261\" valign=\"bottom\" style=\"width:196.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Overvejende\n        selvstændige opgaver med egne afgørelser (væsentlig del af\n        stillingen)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">429.810\n        - 510.534\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:99.35pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">503.564\n        - 601.057\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:60.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">E\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"261\" valign=\"bottom\" style=\"width:196.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Selvstændige\n        opgaver med egne afgørelser + beslutningsforslag vedrørende nye\n        problemstillinger (mindre del af stillingen)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">503.564\n        - 601.057\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:99.35pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">583.297\n        - 702.268\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:60.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">F\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"261\" valign=\"bottom\" style=\"width:196.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Overvejende\n        beslutningsforslag vedrørende nye problemstillinger (væsentlig del af\n        stillingen)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">583.297\n        - 702.268\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:99.35pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">681.111\n        - 823.496\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:97%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;line-height:97%;font-family:"Times New Roman",serif;   font-style:normal\">(798.290\n        - kontrakt)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:60.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">G\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"261\" valign=\"bottom\" style=\"width:196.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Træffer\n        afgørelser om nye problemstillinger (mindre del af\n        stillingen)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">681.111\n        - 823.496\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:97%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;line-height:97%;font-family:"Times New Roman",serif;   font-style:normal\">(798.290\n        - kontrakt)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:99.35pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">798.290\n        - kontrakt\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:60.0pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">H\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"261\" valign=\"bottom\" style=\"width:196.1pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Træffer\n        afgørelser om nye problemstillinger (middel del af\n        stillingen)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:98.65pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">798.290\n        - kontrakt\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:99.35pt;border:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">kontrakt\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp>\u003Cspan lang=\"DA\" style=\"font-size:12.0pt;font-family:"Microsoft Sans Serif",sans-serif; color:black\">\u003Cbr clear=\"all\" style=\"page-break-before:always\">\n\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_table_selection_txt\">\u003Cp class=\"Tblzatfelirata0\">\u003Cspan class=\"Tblzatfelirata\">\u003Cb>\u003Cspan style=\"font-style: normal\">Pr. 1. juli 2022\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cdiv align=\"center\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:60.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Jobniveau\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"261\" valign=\"bottom\" style=\"width:196.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Arbejdsopgaver\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Stillinger\n        uden ledelsesansvar\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:99.35pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Lederstillinger\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:60.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"DA\" style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"261\" valign=\"bottom\" style=\"width:196.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"DA\" style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Lønspænd\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:99.35pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Lønspænd\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:60.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">A\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"261\" valign=\"bottom\" style=\"width:196.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Enkle\n        rutineopgaver\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">306.000\n        - 336.566\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:99.35pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">-\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:60.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">B\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"261\" valign=\"bottom\" style=\"width:196.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Overvejende\n        rutineopgaver\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">325.447\n        - 390.346\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:99.35pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">377.483\n        - 455.730\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:60.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">C\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"261\" valign=\"bottom\" style=\"width:196.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Rutineopgaver\n        + selvstændige opgaver med egne afgørelser (mindre del af\n        stillingen)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">377.483\n        - 455.730\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:99.35pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">436.902\n        - 518.958\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:60.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">D\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"261\" valign=\"bottom\" style=\"width:196.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Overvejende\n        selvstændige opgaver med egne afgørelser (væsentlig del af\n        stillingen)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">436.902\n        - 518.958\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:99.35pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">511.872\n        - 610.974\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:60.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">E\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"261\" valign=\"bottom\" style=\"width:196.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Selvstændige\n        opgaver med egne afgørelser + beslutningsforslag vedrørende nye\n        problemstillinger (mindre del af stillingen)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">511.872\n        - 610.974\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:99.35pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">592.921\n        - 713.856\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:60.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">F\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"261\" valign=\"bottom\" style=\"width:196.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Overvejende\n        beslutningsforslag vedrørende nye problemstillinger (væsentlig del af\n        stillingen)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">592.921\n        - 713.856\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:99.35pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">692.349\n        - 837.083\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">(811.462\n        - kontrakt)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:60.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">G\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"261\" valign=\"bottom\" style=\"width:196.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Træffer\n        afgørelser om nye problemstillinger (mindre del af\n        stillingen)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:98.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">692.349\n        - 837.083\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">(811.462\n        - kontrakt)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:99.35pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">811.462\n        - kontrakt\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"80\" valign=\"bottom\" style=\"width:60.0pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">H\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"261\" valign=\"bottom\" style=\"width:196.1pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">Træffer\n        afgørelser om nye problemstillinger (middel del af\n        stillingen)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:98.65pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">811.462\n        - kontrakt\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\" style=\"width:99.35pt;border:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;font-style:normal\">kontrakt\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv align=\"center\">\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\u003Ctbody>\u003Ctr style=\"height:1.0pt\">\u003Ctd width=\"132\" valign=\"bottom\" style=\"width:99.35pt;border:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\u003Cp>\u003Cem>Forklaring til 2 lønspænd på ét jobniveau: Gælder for stillinger,\nhvor arbejdsopgaverne stiller særligt store krav i forhold til andre\nstillinger med samme niveau\u002Fomfang af afgørelser. (Særlig høj\nkompleksitet).\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Ch2 id=\"L1341\">Ikrafttrædelse og opsigelsesbestemmelser\u003C\u002Fh2>\n\n\u003Cp>Virksomhedsoverenskomst, aftaler og protokollater træder i kraft den 1.\napril 2020.\u003C\u002Fp>\n\n\u003Cp>Overenskomsten, aftalerne og protokollaterne kan opsiges med 4 måneders\nvarsel til ophør ved udgangen af en marts måned, dog tidligst marts 2023.\u003C\u002Fp>\n\n\u003Cp>Den 25. maj 2020\u003C\u002Fp>\n\n\u003Cp>Nordea Danmark, filial af Nordea Bank Abp Finland, Finansforbundet i\nNordea\u003C\u002Fp>\n\n\u003Cp>Anders Holkmann Olsen, Branch Manager\u003C\u002Fp>\n\n\u003Cp>Dorrit Groth Brandt, Formand\u003C\u002Fp>\n\n\u003Cp>Camilla Beckmann\u003C\u002Fp>\n\n\u003Cp>Country Head of People, Denmark\u003C\u002Fp>\n\n\u003Cp>Mette Balck Mejlby, Næstformand\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"coveroccup3":42,"covercountryregion_comments":46,"TRAINING_trigger":50,"trainingprogrammes":53,"apprenticeships":57,"SOCSEC_trigger":61,"pensionfund":64,"contractseverancepay":68,"contractseverancepay1":72,"direct_participation_trigger":76,"MEDICAL_trigger":80,"healthandsafetypolicy":84,"healthandsafetytraining":88,"childcare":92,"childcareleave":96,"deathrelatives":100,"WORKFAM_trigger":104,"GENEQ_trigger":108,"WORKHOURS_trigger":112,"PAIDLEAV_trigger":115,"holidaysdays":118,"holidaysweeks":122,"TRADEUNLEAV_trigger":124,"WAGES_trigger":128,"LOWWAGE_trigger":131,"STRUCINCR_trigger":135,"ANNLEAVE_trigger":139,"WAGES_determined":143,"PAYSCALES_trigger":147,"PAYSCALES_table_selection_txt":151,"trainingprogrammes_newtech":155},{"bindId":43,"name":44,"text":45},"coveroccup3","Stk. 2. Alle overenskomstansatte er omfa","Stk. 2. Alle overenskomstansatte er omfattet af\nfunktionærloven.\n\nStk. 3. Overenskomsten omfatter ikke følgende\nmedarbejderkategorier:\n\na.Medarbejdere ansat til midlertidig\nbeskæftigelse, der ikke varer ud over 1 måned.\n\nb.Medarbejdere med en arbejdstid på 8 timer eller\nderunder ugentlig, respektive 34,7 timer månedlig.",{"bindId":47,"name":48,"text":49},"covercountryregion_comments","Stk. 1. Overenskomsten omfatter medarbej","Stk. 1. Overenskomsten omfatter medarbejdere med\nbeskæftigelse inden for Finansforbundets område i Nordea Danmark, filial af\nNordea Bank Abp, Finland og andre danske filialer og datterselskaber i Nordea\nkoncernen, som er medlemmer af FA, (i det følgende Nordea).",{"bindId":51,"name":52,"text":52},"TRAINING_trigger","Kapitel VII - Uddannelse",{"bindId":54,"name":55,"text":56},"trainingprogrammes","16. I stedet for § 67 Finansøkonomer og ","16. I stedet for § 67 Finansøkonomer og finansbachelorer i et\ntraineeforløb gælder",{"bindId":58,"name":59,"text":60},"apprenticeships","§ 67 Finansøkonomer og finansbachelorer ","§ 67 Finansøkonomer og finansbachelorer samt nyuddannede inden\nfor uddannelser på tilsvarende niveauer i et traineeforløb",{"bindId":62,"name":63,"text":63},"SOCSEC_trigger","Pensionsbidrag - overgangsbestemmelse",{"bindId":65,"name":66,"text":67},"pensionfund","For medarbejdere omfattet af SKOP er de ","For medarbejdere omfattet af SKOP er de tilsvarende arbejdsgiverbidrag\nhhv. 11,25 %, 13,25 % og\n\n14,75 %. Nordeas pensionsbidrag forhøjes pr. 1. juli 2021 til hhv.\n11,50 %, 13,50 % og 15,00 og pr. 1. juli 2022 til hhv. 11,65, 13,65 % og 15,15\n%.",{"bindId":69,"name":70,"text":71},"contractseverancepay","Kapitel X - Afskedigelser og fratrædelse","Kapitel X - Afskedigelser og fratrædelsesgodtgørelse\n\n21. Som supplement til § 86 Afskedigelser gælder\n\nStk. 6. Ved Nordeas opsigelse af medarbejdere begrundet i Nordeas forhold\ngives der ud over funktionærlovens varsler 1 måneds ekstra opsigelsesvarsel\ntil medarbejdere, der er fyldt 50 år, og som har mindst 12 års anciennitet i\nNordea.",{"bindId":73,"name":74,"text":75},"contractseverancepay1","21. Som supplement til § 86 Afskedigelse","21. Som supplement til § 86 Afskedigelser gælder\n\nStk. 6. Ved Nordeas opsigelse af medarbejdere begrundet i Nordeas forhold\ngives der ud over funktionærlovens varsler 1 måneds ekstra opsigelsesvarsel\ntil medarbejdere, der er fyldt 50 år, og som har mindst 12 års anciennitet i\nNordea.",{"bindId":77,"name":78,"text":79},"direct_participation_trigger","23. Som bemærkning til Regler for behand","23. Som bemærkning til Regler for behandling af faglig strid\ngælder\n\nBemærkning til behandling af faglig strid\n\nProcedure ved konfliktløsning.\n\nLokal uenighed om fortolkning af virksomhedsoverenskomsten søges løst\nmellem de lokale overenskomstparter.\n\nHvis uenigheden ikke kan løses lokalt, vil hver af de lokale\noverenskomstparter kunne begære uenigheden skriftligt præciseret inden for en\nfrist på 14 dage, hvorefter sagen videregives til de centrale\noverenskomstparter, jf. aftale mellem Finanssektorens Arbejdsgiverforening (FA)\nog Finansforbundet om regler for behandling af faglig strid.",{"bindId":81,"name":82,"text":83},"MEDICAL_trigger","Sundhedsforsikring 22. Som bemærkning ti","Sundhedsforsikring\n\n22. Som bemærkning til Protokollat om sundhedsforsikring\ngælder\n\nBemærkning\n\nIndhold i sundhedsforsikringen er udvidet i forhold til minimumsindholdet,\njf. standardoverenskomsten.",{"bindId":85,"name":86,"text":87},"healthandsafetypolicy","Aftale om arbejdsmiljøorganisation i vir","Aftale om arbejdsmiljøorganisation i virksomhederne",{"bindId":89,"name":90,"text":91},"healthandsafetytraining","33.Som bemærkning til § 10, stk. 3 og 4 ","33.Som bemærkning til § 10, stk. 3 og 4 Uddannelse af\nmedlemmer af arbejdsmiljøorganisationen gælder",{"bindId":93,"name":94,"text":95},"childcare","18. I stedet for § 79 Orlov til pasning ","18. I stedet for § 79 Orlov til pasning af nærtstående, som er\nhandicappede, alvorligt syge eller døende i hjemmet gælder\n\n§ 79 Orlov til pasning af nærtstående, som er handicappede,\nalvorligt syge eller døende i hjemmet og frihed til at ledsage nærtstående\nfamiliemedlemmer og frihed til blod-, knoglemarvs- og organdonorer samt i\nforbindelse med dødsfald\u002Fbegravelse i nærmeste familie\n\nStk. 1. Der skal være orlovsmuligheder for medarbejdere til pasning af\nnærtstående, som er handicappede, har en kritisk sygdom eller er alvorligt\nsyge eller er døende. De nærmere vilkår for orloven kan aftales lokalt\nmellem Nordea og den pågældende medarbejder. Hvis der ikke er indgået en\naftale, eller der ikke kan opnås enighed om vilkårene, gælder stk. 2 og\n3.\n\nStk. 2. En medarbejder, der ønsker at passe nærtstående handicappede,\nalvorligt syge eller døende i hjemmet, har ret til orlov med løn fra Nordea,\nhvis medarbejderen, enten\n\na.Ansættes af kommunen i henhold til § 118 i lov\nom social service til at passe en nærtstående med betydeligt og varigt nedsat\nfysisk eller psykisk funktionsevne eller indgribende kronisk eller langvarig\nlidelse, eller\n\nb.Af kommunen får bevilget plejevederlag i henhold\ntil § 119 i lov om social service for at passe en nærtstående døende, der\nønsker at dø i eget hjem.\n\nAnsættes medarbejderen i henhold til punkt a, betaler Nordea\nlønkompensation beregnet som forskellen mellem medarbejderens normale løn og\npensionsbidrag og den af kommunen betalte løn mv., feriepenge og\npensionsbidrag.\n\nFår medarbejderen bevilget plejevederlag i henhold til punkt b, indtræder\nNordea i medarbejderens ret til plejevederlag og yder fuld løn under orloven,\nhvor medarbejderen er berettiget til plejevederlag.\n\nStk. 3. Under orloven optjenes ferie, og der betales pensionsbidrag af\nnormal løn. Orlovsperioden medregnes i medarbejderens anciennitet.\n\nStk. 4. Medarbejderen kan - hvor der er tale om kritisk sygdom\u002Fformodet\nalvorlig sygdom - få indtil 2 dages frihed med løn til at ledsage\nnærtstående familiemedlemmer ved undersøgelse\u002Findlæggelse\u002Fbehandling på\nhospital og lignende. Med nærtstående menes ægtefælle\u002Fsamlever, forældre\nsamt børn.\n\nFriheden kan tilsvarende holdes i forbindelse med dødsfald\u002Fbegravelse i\nnærmeste familie. Med nærmeste familie forstås primært medarbejderens\nfamiliemedlemmer i lige linje og på tværs: Bedsteforældre\u002Fforældre\u002Fbørn\u002F\nsøskende. Ægtefællens\u002Fsamlevers familiemedlemmer i lige linje og på tværs\nbetragtes også som nærmeste familie.\n\nStk. 5. Der gives om nødvendigt og efter forudgående aftale med\nlederen frihed med løn til bloddonorer i op til 2 timer pr. donation, til\nknoglemarvsdonorer i op til 1 uge pr. donation og til organdonorer i op til 2\nuger pr. donation.",{"bindId":97,"name":98,"text":99},"childcareleave","17. I stedet for § 74 Omsorgsdage gælder","17. I stedet for § 74 Omsorgsdage gælder\n\n§ 74 Omsorgsdage\n\nMedarbejderne har hvert år ret til indtil 5 omsorgsdage. Disse dage\nplaceres under hensyn til Nordeas drift.",{"bindId":101,"name":102,"text":103},"deathrelatives","Friheden kan tilsvarende holdes i forbin","Friheden kan tilsvarende holdes i forbindelse med dødsfald\u002Fbegravelse i\nnærmeste familie. Med nærmeste familie forstås primært medarbejderens\nfamiliemedlemmer i lige linje og på tværs: Bedsteforældre\u002Fforældre\u002Fbørn\u002F\nsøskende. Ægtefællens\u002Fsamlevers familiemedlemmer i lige linje og på tværs\nbetragtes også som nærmeste familie.",{"bindId":105,"name":106,"text":107},"WORKFAM_trigger","19. I stedet for § 77 Børnedeltid gælder","19. I stedet for § 77 Børnedeltid gælder\n\n§ 77 Børnedeltid\n\nForældre med børn under 12 år har ret til at indgå en tidsbestemt aftale\nom nedsættelse af arbejdstiden.\n\nArbejdstiden kan maksimalt nedsættes til 30 timer om ugen eksklusiv pauser.\nBørnedeltiden skal vare i min. 3 måneder og maksimalt 18 måneder i alt.\nMedarbejderen har mulighed for at opdele børnedeltiden i op til fire perioder\nå minimum 3 måneders varighed - med hver sin aftale.\n\nNordea kan efter dialog med Finansforbundet i Nordea modsætte sig en\ndeltidsordning, hvis ansvar og forretningsomfang (fx kunde, ledelses- og\u002Feller\ndriftsmæssige hensyn) ikke er foreneligt med en deltidsordning.\n\nKan ansættelse på deltid ikke tilbydes i det eksisterende job, skal\nalternativ stilling undersøges.",{"bindId":109,"name":110,"text":111},"GENEQ_trigger","35.Generel bemærkning til Samarbejde og ","35.Generel bemærkning til Samarbejde og tillidsvalgte\n\nAftaler mellem Nordea og Finansforbundet i Nordea\n\nMed henblik på at styrke og effektivisere samarbejdet og\narbejdsmiljøet samt udbygge samarbejdet mellem ledelse og medarbejdere og\nvirke for de ansattes trivsel, tryghed og lige muligheder i Nordea, er det\naftalt at ajourføre følgende lokalaftaler:\n\n•Aftaleomsamarbejdsudvalg.\n\n•Aftaleomsærligt samarbejdsudvalg.\n\n•Aftaleomarbejdsmiljøorganisation.\n\n•Aftaleomkontaktudvalg.\n\n•Aftaleomtillidsrepræsentanter og\nfællestillidsrepræsentanter.",{"bindId":113,"name":114,"text":114},"WORKHOURS_trigger","Kapitel II - Arbejdstid",{"bindId":116,"name":117,"text":117},"PAIDLEAV_trigger","Kapitel VI - Ferie",{"bindId":119,"name":120,"text":121},"holidaysdays","14. I stedet for § 48 Ferietillæg gælder","14. I stedet for § 48 Ferietillæg gælder\n\n§ 48 Ferietillæg\n\nStk. 1. Der ydes ferie med løn efter ferieloven.",{"bindId":123,"name":120,"text":121},"holidaysweeks",{"bindId":125,"name":126,"text":127},"TRADEUNLEAV_trigger","Fællestillidsrepræsentanter: I perioden ","Fællestillidsrepræsentanter: I perioden 1. juli 2020\n- 30. juni 2023 indgår ret til 6 dages frihed pr. år med løn til deltagelse\ni Finansforbundets kurser i en pulje på i alt 360 dage. Den enkelte\nfællestillidsrepræsentant kan i perioden højst anvende 18 dage.",{"bindId":129,"name":130,"text":130},"WAGES_trigger","Kapitel III - Løn",{"bindId":132,"name":133,"text":134},"LOWWAGE_trigger","10. Generelt Stk. 1. Minimumsløn (træder","10. Generelt\n\nStk. 1. Minimumsløn (træder i kraft 1. juli 2021)\n\nMinimumslønnen for en fuldtidsansat er 25.000 kr. (1. juli 2022 25.500 kr.)\npr. måned, eksklusive Nordeas pensionsbidrag.",{"bindId":136,"name":137,"text":138},"STRUCINCR_trigger","Generel lønstigning Medarbejdere, der er","Generel lønstigning\n\nMedarbejdere, der er omfattet af Nordea Løn\n\nDen generelle lønstigning for medarbejdere, der er omfattet af Nordea Løn,\ner:\n\n\n\n\n  \n    \n      1.\n        juli 2020\n      \n      2,00\n        %\n      \n    \n    \n      1.\n        juli 2021\n      \n      1,65\n        %\n      \n    \n    \n      1.\n        juli 2022\n      \n      1,65\n        %\n      \n    \n  \n",{"bindId":140,"name":141,"text":142},"ANNLEAVE_trigger","§ 48 Ferietillæg Stk. 1. Der ydes ferie ","§ 48 Ferietillæg\n\nStk. 1. Der ydes ferie med løn efter ferieloven.\n\nStk. 2. I stedet for det i ferieloven omhandlede ferietillæg betales et\nsærligt ferietillæg på 3,50 %. Det særlige ferietillæg beregnes af\nbruttolønnen i det foregående optjeningsår, idet der ses bort fra udbetalt\nsærligt ferietillæg. Det særlige ferietillæg udbetales 1. maj.",{"bindId":144,"name":145,"text":146},"WAGES_determined","Stk. 2. Årlig løndialog og lønfastsættel","Stk. 2. Årlig løndialog og lønfastsættelse\n\nMedarbejderens løn fastlægges ved en årlig løndialog mellem leder og\nmedarbejder.\n\nDer tages udgangspunkt i den årlige afsluttende performanceevaluering.\nDenne evaluering baserer sig på medarbejderens målopfyldelse i forhold til\nWHAT (opfyldelse af KPI’er\u002FGoals og jobbeskrivelsens ansvarsområder) og HOW\n(adfærd og opførsel, herunder efterlevelse af interne værdier og principper,\nsamt feedback fra relevante interessenter).\n\nDen samlede konklusion fra performanceevalueringen indtager et centralt\nelement ved den efterfølgende lønfastsættelse i løndialogen. Den samlede\nperformancekonklusion i henhold til bilag 1 vurderes således i forhold til\nmedarbejderens aktuelle løn ved at anvende lønfastsættelsesskemaet i bilag\n2.\n\nLønfastsættelsesskemaet angiver, hvilken lønstigning medarbejderen\nvil modtage. Selvom de angivne lønstigningsintervaller (i forhold til den\nlokale lønpulje) er angivet som vejledende, skal den nedre grænse for det\nangivne lønstigningsinterval respekteres. Der kan dog være særlige\nsituationer, hvor det er nødvendigt at fravige de vejledende\nlønstigningsintervaller, herunder det forhold, at den enkelte leder skal\noverholde sit lønpuljebudget. Lederen og medarbejderen giver deres holdning\ntilkende i forhold til egen performance og lønfastsættelse, og der\ntilstræbes en fælles konklusion.\n\nParterne udarbejder og vedligeholder løbende vejledning for den\npraktiske brug af lønmodellen.\n\nStk. 3. Ved nedjustering af lønspænd, jf. § 4, stk. 4 og § 10,\nstk. 2.",{"bindId":148,"name":149,"text":150},"PAYSCALES_trigger","Bilag 3 - Kompleksitetsbånd og vejledend","Bilag 3 - Kompleksitetsbånd og vejledende lønspænd",{"bindId":152,"name":153,"text":154},"PAYSCALES_table_selection_txt","Pr. 1. juli 2022 Jobniveau Arbejdsopgave","Pr. 1. juli 2022\n\n\n\n\n  \n    \n      Jobniveau\n      \n      Arbejdsopgaver\n      \n      Stillinger\n        uden ledelsesansvar\n      \n      Lederstillinger\n      \n    \n    \n       \n      \n       \n      \n      Lønspænd\n      \n      Lønspænd\n      \n    \n    \n      A\n      \n      Enkle\n        rutineopgaver\n      \n      306.000\n        - 336.566\n      \n      -\n      \n    \n    \n      B\n      \n      Overvejende\n        rutineopgaver\n      \n      325.447\n        - 390.346\n      \n      377.483\n        - 455.730\n      \n    \n    \n      C\n      \n      Rutineopgaver\n        + selvstændige opgaver med egne afgørelser (mindre del af\n        stillingen)\n      \n      377.483\n        - 455.730\n      \n      436.902\n        - 518.958\n      \n    \n    \n      D\n      \n      Overvejende\n        selvstændige opgaver med egne afgørelser (væsentlig del af\n        stillingen)\n      \n      436.902\n        - 518.958\n      \n      511.872\n        - 610.974\n      \n    \n    \n      E\n      \n      Selvstændige\n        opgaver med egne afgørelser + beslutningsforslag vedrørende nye\n        problemstillinger (mindre del af stillingen)\n      \n      511.872\n        - 610.974\n      \n      592.921\n        - 713.856\n      \n    \n    \n      F\n      \n      Overvejende\n        beslutningsforslag vedrørende nye problemstillinger (væsentlig del af\n        stillingen)\n      \n      592.921\n        - 713.856\n      \n      692.349\n        - 837.083\n\n        (811.462\n        - kontrakt)\n      \n    \n    \n      G\n      \n      Træffer\n        afgørelser om nye problemstillinger (mindre del af\n        stillingen)\n      \n      692.349\n        - 837.083\n\n        (811.462\n        - kontrakt)\n      \n      811.462\n        - kontrakt\n      \n    \n    \n      H\n      \n      Træffer\n        afgørelser om nye problemstillinger (middel del af\n        stillingen)\n      \n      811.462\n        - kontrakt\n      \n      kontrakt",{"bindId":156,"name":157,"text":158},"trainingprogrammes_newtech","8. I stedet for § 22 Deltagelse i møde- ","8. I stedet for § 22 Deltagelse i møde- og kursusarrangementer\ngælder\n\n§ 22 Deltagelse i møde- og kursusarrangementer\n\nStk. 1. Når Nordea Danmark iværksætter instruktionsmøder, kurser eller\nanden oplæring, som er nødvendig for medarbejdernes varetagelse af deres\narbejdsopgaver, er der mødepligt. Her tænkes fx på uddannelse i: \n\n  Produkter\n  Nye arbejdsprocesser\n  Ny teknologi\n  Team-building\n  Budget- og planlægningsmøder\n  Salg og marketing.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>DNK Nordea Danmark - 2020\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Startdato: → 2020-04-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Slutdato: → 2023-03-31\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: → Banker  \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                        Nordea Danmark\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                        Finansforbundet Nordea\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: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Arbejdsgiver bidrager til en uddannelsesfond for medarbejdere: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \n\n\n        \n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">ARBEJDE- OG FAMILIEORDNINGER\u003C\u002Fh3>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Jobsikkerhed efter barselsorlov: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Forbud mod forskelsbehandling i forbindelse med barsel: → \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: → 5 dage\n            \u003C\u002Fdiv>\n\n            \n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Nogle dages orlov, når pårørende afgår ved døren: → 2 dage\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">LIGESTILLINGSANLIGGENDER\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Ligeløn for lige arbejde → Nej\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">\nDiskriminering af arbejdsklausuler:\nLige muligheder for forfremmelse for kvinder:\nLige muligheder for uddannelse og omskoling for kvinder:\nLigestilling fagforening officer på arbejdspladsen:\nKlausuler om seksuel chikane på arbejdspladsen:\nKlausuler om vold på arbejdspladsen:\nSærlig orlov til arbejdstagere udsættes for indenlandsk eller vold i parforhold: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Lige muligheder for forfremmelse for kvinder: → Nej\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Lige muligheder for uddannelse og omskoling for kvinder: → Nej\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Ligestilling i forbindelse med tillidsmænd på arbejdspladsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Klausuler om seksuel chikane på arbejdspladsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Klausuler om vold på arbejdspladsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Særlig orlov til medarbejdere, der har været udsat for vold i hjemmet eller partnervold: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Støtte til kvindelige medarbejdere med handicap: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Overvågning af ligeberettigelse: → Nej\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">ARBEJDSKONTRAKTER\u003C\u002Fh3>\n\n            \n            \n            \n\u003Cdiv id=\"display-severance_number\">\n                Fratrædelsesgodtgørelse efter 5 års ansættelse (antal dagslønninger): → The CBA explicitly refers to the law dage\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_number_1_tenure\">\n                Fratrædelsesgodtgørelse efter et års ansættelse (antal dagslønninger): → The CBA explicitly refers to the law dage\n            \u003C\u002Fdiv>\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: → Ja\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            \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            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Hvileperiode på mindst én dag pr. uge aftalt: → Nej\u003C\u002Fdiv>\n\n            \n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Betalt orlov til fagforeningsaktiviteter: → 18.0 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: → Yes, in more than one table\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Bestemmelse om mindsteløn, der er fastsat af regeringen, der skal overholdes: → Nej\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Aftalt mindsteløn pr.: → Months\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Mindsteløn: → DKK 25500.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Justering i henhold til stigende leveomkostninger: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Lønstigning\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Lønstigning: → 1.65 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Lønstigning begynder: → 2022-06\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                \u003Cdiv id=\"display-annleaveallowanceperc1\">\n                    Ekstrabetaling til årlig ferie: → 3.5 % af grundløn\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \u003Ch4>Spisebilletter\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Spisebilletter forudsat: → Nej\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Gratis retshjælp: → Nej\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[164],{"title":35,"slug":31},[166],{"type":167,"data":168},"call_to_action_body_block",{"title":169,"description":170,"variant":171,"link":172},"Sammenlign kollektive aftaler","Sammenlign artiklerne om de kollektive overenskomster fra Danmark på tværs af sektorer, emner og lande","dark",{"title":169,"url":173,"description":169,"rel":174,"type":175},"\u002Fda-dk\u002Farbejde-i-danmark\u002Fkollektiv-overenskomst\u002Fsammenlign-kollektive-aftaler","follow","internal",[177],{"type":167,"data":178},{"title":169,"description":170,"variant":171,"link":179},{"title":169,"url":173,"description":169,"rel":174,"type":175},[],{"title":15,"seo_title":182,"description":7,"path":183,"redirect_url":7,"locale":16,"children":184},"Danmark: Lær mere om lønninger, arbejdsret og arbejde","\u002Fda-dk",[185,271,300],{"title":18,"seo_title":186,"description":7,"path":187,"redirect_url":7,"locale":16,"children":188},"Mindsteløn, Eksistensminimum, Arbejdsretten","\u002Fda-dk\u002Farbejde-i-danmark",[189,194,199,218,267],{"title":190,"seo_title":191,"description":7,"path":192,"redirect_url":7,"locale":16,"children":193},"Mindsteløn","Mindsteløn i Danmark: Få mere at vide","\u002Fda-dk\u002Farbejde-i-danmark\u002Fmindstelon",[],{"title":195,"seo_title":196,"description":7,"path":197,"redirect_url":7,"locale":16,"children":198},"Eksistensminimum","Eksistensminimum i Danmark","\u002Fda-dk\u002Farbejde-i-danmark\u002Feksistensminimum",[],{"title":200,"seo_title":8,"description":7,"path":201,"redirect_url":7,"locale":16,"children":202},"Løn","\u002Fda-dk\u002Farbejde-i-danmark\u002Floen",[203,208,213],{"title":204,"seo_title":205,"description":7,"path":206,"redirect_url":7,"locale":16,"children":207},"Lønundersøgelse","Lønundersøgelse i Danmark","\u002Fda-dk\u002Farbejde-i-danmark\u002Floen\u002Fundersoegelse",[],{"title":209,"seo_title":210,"description":7,"path":211,"redirect_url":7,"locale":16,"children":212},"Løntjek","Løntjek i Danmark","\u002Fda-dk\u002Farbejde-i-danmark\u002Floen\u002Ftjek",[],{"title":214,"seo_title":215,"description":7,"path":216,"redirect_url":7,"locale":16,"children":217},"VIP Løn Tjek","VIP-lønninger i Danmark og i verden","\u002Fda-dk\u002Farbejde-i-danmark\u002Floen\u002Fvip",[],{"title":219,"seo_title":220,"description":7,"path":221,"redirect_url":7,"locale":16,"children":222},"Arbejdsretten","Arbejdsret i Danmark","\u002Fda-dk\u002Farbejde-i-danmark\u002Farbejdsretten",[223,227,231,235,239,243,247,251,255,259,263],{"title":224,"seo_title":8,"description":7,"path":225,"redirect_url":7,"locale":16,"children":226},"Arbejde og 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