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Overenskomsten omfatter i faglig henseende alt arbejde, der efter praksis eller forholdets natur bestrides af forbundenes medlemmer.\u003Cbr>\n  Overenskomsten er tiltrådt af 3F Industri (TIB) og Malerforbundet i Danmark.\u003C\u002Fp>\n\u003Ch2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">§ 1. Arbejdstid *)\u003C\u002Fdiv>\u003C\u002Fh2>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Ch3>Stk. 1\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Den normale, effektive, ugentlige arbejdstid er 37 timer.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Ch3>Stk. 2\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Medmindre særlige driftsmæssige forhold betinger, at der normalt arbejdes om lørdagen, fordeles den ugentlige arbejdstid på ugens 5 første dage, og således at ingen arbejdsdag er under 7 timer.\u003Cbr>\n  Betinger de driftsmæssige forhold, at der arbejdes om lørdagen, kan den normale arbejdstid på denne dag i almindelighed ikke overstige 4 timer.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Ch3>Stk. 3\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Den daglige arbejdstid skal lægges mellem kl. 6.00 og kl. 18.00 på ugens 5 første dage og mellem kl. 6.00 og kl. 14.00 om lørdagen.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 4\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Tidspunktet for arbejdstidens begyndelse og ophør inden for de nævnte klokkeslæt fastsæt¬tes efter aftale mellem den pågældende arbejdsgiver og arbejderne lokalt, om fornødent un¬der organisationernes medvirken.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 5\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Ved overarbejde om lørdagen, som påbegyndes på det klokkeslæt, der på andre hverdage gælder for den normale arbejdstids begyndelse, starter man med de laveste procenter. Ved senere påbegyndelse af arbejdet anvendes de for overarbejdet i øvrigt gældende regler.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 6\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Den 24. december (juleaftensdag) og den 31. december (nytårsaftensdag) - regnet fra kl.\u003Cbr>\n  6.00 morgen eller normal arbejdstids begyndelse til samme tidspunkt næste dag - er hele fridage med fuld løn. Det er en betingelse for betalingen, at der er lidt et indtægtstab. Såfremt der arbejdes på disse dage, betales der med overarbejdstillæg på 100 %.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 7\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Udover de til enhver tid gennem lovgivningen fastsatte søgnehelligdagsdage er 1. maj og 5. juni (grundlovsdag) - regnet fra kl. 6.00 morgen eller fra normal arbejdstids begyndelse til samme tidspunkt næste dag - hele fridage.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Såfremt der forlanges arbejde udført på disse dage, betales der med 50 pct. overarbejdstillæg for de første 3 timer, derefter med 100 pct.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>*) Se bilag 1 om arbejdstidstilrettelægning.\u003C\u002Fp>\n\u003Ch2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">§ 2. Feriefridage\u003C\u002Fdiv>\u003Cbr>\n\u003C\u002Fh2>\n\u003Ch3>\u003C\u002Fh3>\u003Ch3>\u003C\u002Fh3>\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysweeks\">\u003Ch3>Stk. 1\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Medarbejderen har ret til 5 feriefridage pr. år, jf. stk. 2 og 3.\u003Cbr>\n  Såfremt medarbejderen ikke er beskæftiget hele året, beregnes feriefridagen(e) forholds-mæssigt, hvor 5 feriefridage sættes i forhold til 12 måneders beskæftigelse.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003Cp>\u003C\u002Fp>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 2\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>For afviklingen af de således etablerede feriefridage, gælder følgende:\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>a.\tMedarbejdere på uge- eller månedsløn\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Disse medarbejdere holder fri uden afkortning i uge- eller månedslønnen, idet en feriefridag for fuldtidsbeskæftigede udgør 7,4 time pr. dag. For andre foretages en forholdsmæssig be¬regning.\u003Cbr>\n  Ved fratræden udbetales overenskomstmæssig løn for ikke afholdte feriefridage. Har med-arbejderen afholdt flere feriefridage, end beskæftigelsesperioden berettiger til, kan arbejds¬giveren modregne i medarbejderens løntilgodehavende.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>\u003Cstrong>b.\tMedarbejdere med søgnehelligdagsgodtgørelse\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Disse medarbejdere opsparer 2,25% af den overenskomstmæssige løn, dog eksklusive beta¬ling for overarbejde.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>For hver feriefridag a 7,4 time udbetales a conto kr. 750,00.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Ved fratræden eller ved ferieårets udløb opgøres optjeningskontoen.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Ved overskud på kontoen udbetales beløbet til medarbejderen.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Ved underskud på kontoen kan arbejdsgiveren modregne i medarbejderens løntilgodeha-vende.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 3\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>For såvel medarbejdere på uge- eller månedsløn (a) som medarbejdere med søgnehellig-dagsgodtgørelse (b) gælder følgende:\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Der kan uanset jobskifte kun afholdes\u002Fkompenseres 5 feriefridage i hvert ferieår.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Hvis feriefridagene - begrundet i en aftale mellem virksomheden og den ansatte - ikke af-holdes, skal den optjente løn for feriefridagene udbetales. Tilsvarende gælder, hvis feriefri-dagene ikke afholdes som følge af sygdom, tilskadekomst eller barsel.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Feriefridagene placeres efter samme regler som placering af restferie, jf. Ferieloven. Det gæl¬der dog ikke for feriefridage i en opsigelsesperiode efter virksomhedens opsigelse af medar¬bejderen. \u003Cbr>\n\u003C\u002Fp>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003Ch2>§ 3. Seniorordning\u003C\u002Fh2>\u003C\u002Fdiv>\n\u003Cp>Medarbejdere kan vælge at indgå i en seniorordning fra 5 år før den til enhver tid gældende folkepensionsalder.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>I seniorordningen kan medarbejderen vælge at anvende indbetalingen til særlig opsparing til finansiering af seniorfridage.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Udbetaling fra særlig opsparing i forbindelse med seniorfridage administreres efter samme regler som frihedskontoen for virksomhedens timelønnede medarbejdere, jf. § 2, stk. 2, litra b.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Såfremt medarbejderen ønsker yderligere seniorfridage, kan dette ske ved at konvertere hele eller en del af pensionsbidraget, jf. § 19, til seniorfridage.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Der kan maksimalt konverteres så stor en andel af pensionsbidraget, at forsikringsordnin-gen, bidrag til sundhedsordning og administrationsomkostningerne fortsat dækkes.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Det konverterede pensionsbidrag indsættes for timelønnede medarbejdere på medarbejde¬rens frihedskonto. Er medarbejderen uge- eller månedslønnet, jfr. § 2, stk. 2, litra a og øn¬sker at indgå i en seniorordning oprettes en seniorfrihedskonto, med mindre andet aftales lokalt. Seniorfrihedskontoen administreres efter samme regler som feriefridagskontoen for virksomhedens medarbejdere med søgnehelligdagsgodtgørelse, jf. § 2, stk. 2, litra b og stk. 3.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Medarbejderens indtræden i en seniorordning ændrer ikke på bestående overenskomst-mæssige beregningsgrundlag og er således omkostningsneutral for virksomheden.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Medarbejderen skal senest 1. november give virksomheden skriftlig meddelelse om, hvor-vidt medarbejderen ønsker at indgå i en seniorordning i det kommende kalenderår og i så fald, hvor stor en andel af særlig opsparing og det konverterede pensionsbidrag vedkom-mende ønsker at opspare. Endvidere skal medarbejderen give besked om, hvor mange seni¬orfridage medarbejderen ønsker at afholde i det følgende kalenderår. Disse valg er bindende for medarbejderen og vil fortsætte i de følgende kalenderår. Medarbejderen kan dog hvert år inden 1. november meddele virksomheden om der ønskes ændringer for det kommende kalenderår.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Indenfor rammerne af den nugældende seniorordning, kan der mellem virksomheden og den enkelte medarbejder indgås skriftlig aftale om fravigelse af overenskomstens seniorord¬ning på følgende punkter:\u003Cbr>\n\u003C\u002Fp>\n\u003Cul>\n  \u003Cli> Finansieringen af det ønskede antal seniorfridage kan ske ved anvendelse af egne midler. I den situation holder medarbejdere på timeløn fri på de aftalte seniorfridage uden løn, mens medarbejdere på fuldlønsordningen trækkes 7,4 normaltime pr. afholdt seniorfri¬dag, svarende til det der gælder for feriefridage. \u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Fristen for at indgå i\u002Fudtræde af ordningen kan fraviges.\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>Ved seniorordningens første år sker konverteringen fra og med den lønningsperiode, hvori medarbejderen er 5 år fra den til enhver tid gældende folkepensionsalder.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>I øvrigt gælder\u003Cbr>\n\u003C\u002Fp>\n\u003Cul>\n  \u003Cli> at der maksimalt kan afholdes 32 seniorfridage pr. kalenderår, hvad enten finansierin-gen sker via særlig opsparing, konvertering af pensionsmidler eller egne midler,\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> at det ikke er muligt for den enkelte medarbejder at kombinere konvertering af pensi-onsmidler med anvendelse af egne midler, samt\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> at den øgede fleksibilitet i ordningen skal være omkostningsneutral for virksomhederne.\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>Parterne er tillige enige om, at PensionDanmark kun skal informeres, når der sker konver-tering af pensionsmidler.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Placeringen af seniorfridage sker under hensyntagen til virksomhedens drift og efter de samme regler, som er gældende for placeringen af feriefridage, jf. § 2, stk. 3.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>For medarbejdere med søgnehelligdagsgodtgørelse følger reglerne for seniorfridage reg-lerne for feriefridage, jf. § 2.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Ved afholdelse af seniorfridage afkortes uge- eller månedslønnede medarbejdere i uge- eller månedslønnen og betales i stedet et beløb fra seniorfrihedskontoen. For fuldtidsbeskæfti-gede på 5-dages uge med 37 timer udgør en seniorfridag betaling svarende til 7,4 timer pr. dag. For andre foretages en forholdsmæssig beregning. Ved ferieårets udløb og ved fratræ- den opgøres saldoen på seniorfrihedskontoen og restbeløbet udbetales.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Parterne er endelig enige om, at der er mulighed for at aftale fravigelser i videre omfang under forudsætning af, at der er indgået en lokalaftale herom.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Etableringen af en seniorordning ændrer ikke på reglerne for feriefridage i øvrigt, jf. § 2.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch2>§ 4. Særlig opsparing\u003Cbr>\n\u003C\u002Fh2>\n\u003Cp>Medarbejdere omfattet af overenskomsten, opsparer 4,0% af den ferieberettigede løn som særlig opsparing. I beløbet er indeholdt feriegodtgørelse, ferietillæg og evt. feriefridagsopsparing. I overenskomstperioden udgør stigningen på særlig opsparing 1,0% pr. år af den ferieberettigede løn. Pr. 1. marts 2020 stiger særlig opsparing til 5,0% af den ferieberettigede løn. Pr. 1. marts 2021 til 6,0% af den ferieberettigede løn og pr. 1. marts 2022 til 7,0% af den ferieberettigede løn.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Medarbejderen kan disponere over midler på særlig opsparing til fravær.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Midler, som medarbejderen ikke har disponeret over, udbetales af virksomheden på følgende måder:\u003Cbr>\n\u003C\u002Fp>\n\u003Cul>\n  \u003Cli> Midler på særlig opsparing ud over 4 pct. point udbetales løbende sammen med medarbejderens løn.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> For så vidt angår de 4 pct. point på særlig opsparing, opgøres saldoen og vil blive udbetalt ved udgangen af juni måned og ved kalenderårets udløb samt ved fratræden.\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>Overenskomstparterne opfordrer til, at virksomheden tager initiativ til en dialog med medarbejderne om mulighederne med særlig opsparing.\u003Cbr>\n  De lokale parter kan aftale, at det samlede bidrag til særlig opsparing udbetales løbende sammen med lønnen eller to gange om året ved udgangen af juni og ved kalenderårets udløb.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch2>§ 5\tForskudt tid\u003Cbr>\n\u003C\u002Fh2>\n\u003Ch3>Stk. 1\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Forskudt arbejdstid kan etableres helt eller delvist uden for rammerne for dagarbejdstidens lægning.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch3>Stk. 2\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Der betales intet tillæg for den del af den forskudte arbejdstid, som ligger mellem kl. 6.00 og kl. 18.00, for så vidt bestemmelserne i stk. 3 og 4 er opfyldt.\u003Cbr>\n  Forskydes arbejdstiden således, at den indledes inden kl. 6.00 eller afsluttes efter kl. 18.00, betales følgende tillæg:\u003C\u002Fp>\n\u003Ctable cellspacing=\"0\" cellpadding=\"0\" width=\"100%\">\n  \u003Ccolgroup>\u003Ccol width=\"87\" span=\"7\">\n  \u003C\u002Fcolgroup>\u003Ctbody>\u003Ctr>\n    \u003Ctd width=\"87\"> \u003C\u002Ftd>\n    \u003Ctd width=\"174\" colspan=\"2\" align=\"center\">1.   marts 2020\u003C\u002Ftd>\n    \u003Ctd width=\"174\" colspan=\"2\" align=\"center\">1.   marts 2021\u003C\u002Ftd>\n    \u003Ctd width=\"174\" colspan=\"2\" align=\"center\">1.   marts 2022\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"87\">• Kl. 18.00   til kl. 21.00:\u003C\u002Ftd>\n    \u003Ctd width=\"87\" align=\"center\">kr.\u003C\u002Ftd>\n    \u003Ctd width=\"87\" align=\"center\">36,40\u003C\u002Ftd>\n    \u003Ctd width=\"87\" align=\"center\">kr.\u003C\u002Ftd>\n    \u003Ctd width=\"87\" align=\"center\">37,00\u003C\u002Ftd>\n    \u003Ctd width=\"87\" align=\"center\">kr.\u003C\u002Ftd>\n    \u003Ctd width=\"87\" align=\"center\">37,60\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"87\">• Kl. 21.00   til kl. 04.00:\u003C\u002Ftd>\n    \u003Ctd width=\"87\" align=\"center\">kr.\u003C\u002Ftd>\n    \u003Ctd width=\"87\" align=\"center\">82,75\u003C\u002Ftd>\n    \u003Ctd width=\"87\" align=\"center\">kr.\u003C\u002Ftd>\n    \u003Ctd width=\"87\" align=\"center\">84,10\u003C\u002Ftd>\n    \u003Ctd width=\"87\" align=\"center\">kr.\u003C\u002Ftd>\n    \u003Ctd width=\"87\" align=\"center\">85,40\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"87\">• Kl. 04.00   til kl. 06.00:\u003C\u002Ftd>\n    \u003Ctd width=\"87\" align=\"center\">kr.\u003C\u002Ftd>\n    \u003Ctd width=\"87\" align=\"center\">42,80\u003C\u002Ftd>\n    \u003Ctd width=\"87\" align=\"center\">kr.\u003C\u002Ftd>\n    \u003Ctd width=\"87\" align=\"center\">43,50\u003C\u002Ftd>\n    \u003Ctd width=\"87\" align=\"center\">kr.\u003C\u002Ftd>\n    \u003Ctd width=\"87\" align=\"center\">44,20\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable cellspacing=\"0\" cellpadding=\"0\" width=\"100%\">\u003Ctbody>\u003Ctr>\n  \u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Ch3>Stk. 3\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Ved etablering af arbejde på forskudt arbejdstid skal der gives mindst 3 gange 24 timers varsel. Såfremt varsel ikke er givet, betales indtil varslets udløb overarbejdstillæg efter gæl-dende regler for den tid, der falder uden for virksomhedens normale dagarbejdstid.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 4\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Når en arbejder på arbejdsgiverens foranledning og uden egen skyld hindres i at fortsætte arbejde på forskudt arbejdstid, betales han, for så vidt arbejdet ikke strækker sig over mindst en uge, med gældende overarbejdstillæg for arbejde uden for virksomhedens normale dag¬arbejdstid.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 5\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Kræves der i tilslutning til forskudt arbejdstid udført overarbejde, betales der under dette - foruden de i stk. 2, andet afsnit, nævnte tillæg - overarbejdstillæg, regnet ud fra den for-skudte arbejdstid.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch2>\u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch2>§ 6\tNormallønninger\u003Cbr>\n\u003C\u002Fh2>\n\u003Ch3>Stk. 1\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>Den normale timeløn andrager:\u003C\u002Fp>\n\u003Ctable cellspacing=\"0\" cellpadding=\"0\">\n  \u003Ccolgroup>\u003Ccol width=\"87\" span=\"3\">\n  \u003C\u002Fcolgroup>\u003Ctbody>\u003Ctr>\n    \u003Ctd width=\"142\" align=\"center\">\u003Cstrong>1.\tmarts   2020\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd width=\"148\" align=\"center\">\u003Cstrong>1. marts 2021\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd width=\"143\" align=\"center\">\u003Cstrong>1. marts 2022\u003C\u002Fstrong>\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd align=\"center\">kr. 130,60\u003C\u002Ftd>\n    \u003Ctd align=\"center\">kr. 133,80\u003C\u002Ftd>\n    \u003Ctd align=\"center\">kr. 136,95\u003C\u002Ftd>\n  \u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>De nævnte lønsatser er gældende fra begyndelsen af den lønningsuge, hvori 1. marts falder.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 2\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Hvor der anvendes ugeløn, beregnes denne som 37 gange timelønssatsen.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 3\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Der afregnes for mindst halve timer, herunder også ved overarbejde.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Ch3>Stk. 4\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Til den i stk. 1 anførte timeløn eller lokalløn efter stk. 5 ydes et tillæg, der aftales lokalt mel-lem virksomheden og medarbejderen. Tillægget fastsættes under hensyn til den pågælden- des kvalifikationer, anciennitet samt efter arbejdets karakter.\u003C\u002Fp>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Organisationerne har påtaleret i overensstemmelse med regler for behandling af faglig strid, hvis det skønnes, at lønnen står i misforhold til området som helhed.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 5. Lokalløn\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>\u003Cstrong>a.\tTimeløn med lokalløn\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>På virksomheden kan der indgås aftaler om lokalløn efter nærværende bestemmelse.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Lokalløn kan pr. time udgøre op til:\u003C\u002Fp>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasedate\">\u003C\u002Fdiv>\u003Ctable cellspacing=\"0\" cellpadding=\"0\">\n  \u003Ccolgroup>\u003Ccol width=\"87\" span=\"3\">\n  \u003C\u002Fcolgroup>\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\u003Ctr>\u003C\u002Ftr>\u003Ctr>\u003Ctd width=\"130\" align=\"center\">\u003Cstrong>1. marts   2020 \u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd width=\"125\" align=\"center\">\u003Cstrong>1. marts 2021\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd width=\"132\" align=\"center\">\u003Cstrong>1. marts 2022\u003C\u002Fstrong>\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd align=\"center\">kr. 1,50\u003C\u002Ftd>\n    \u003Ctd align=\"center\">kr. 2,00\u003C\u002Ftd>\n    \u003Ctd align=\"center\">kr. 2,50\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr>\u003C\u002Ftr>\u003Ctr>\n  \u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>På virksomheder, hvor der er etableret lokalløn reduceres normaltimelønnen efter stk. 1 til-svarende. Beregningsgrundlaget for overarbejde er fortsat den normale timeløn efter stk. 1.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Lokalløn kan inden for overenskomstens område etableres for alle medarbejdere, grupper af medarbejdere eller enkelte medarbejdere.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Aftaler om lokalløn indgås med en tillidsrepræsentant.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>b.\tÅrlig opgørelse og udbetaling\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Ved udgangen af overenskomståret eller ved aftalens ophør udarbejder virksomheden en opgørelse over lokallønnens størrelse og den samlede udbetalte lokalløn for de medarbej-dere, som i løbet af overenskomståret har været omfattet af lokallønnen.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Såfremt lokallønnen på opgørelsestidspunktet ikke er fuldt udbetalt, fordeles det resterende beløb mellem de pr. 1. marts ansatte medarbejdere i ordningen. Fordelingen sker forholds-mæssigt på baggrund af de individuelt præsterede løntimer i det forgangne overenskomstår, medmindre andet aftales lokalt. Udbetaling af et eventuelt resterende beløb sker i forbin¬delse med førstkommende lønningsperiode efter 1. marts, medmindre andet aftales lokalt. \u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Såfremt tillidsrepræsentanten anmoder virksomheden om dokumentation for, at lokalløn-nen er udbetalt som aftalt, skal virksomheden fremlægge den fornødne dokumentation her-for.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>c.\tOpsigelse af lokallønsordning\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Lokalaftalen kan opsiges med minimum 6 måneders varsel til udgangen af en lønningsperiode.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">§ 7\tAnciennitetstillæg\u003C\u002Fdiv>\u003Cbr>\n\u003C\u002Fh2>\n\u003Ch3>Stk. 1\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancetxt\">Til de overenskomstmæssige lønninger ydes efter 6 måneders uafbrudt beskæftigelse i virk-somheden følgende tillæg:\u003Cbr>\n  Kr. 3,75 pr. time.\u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Ch3>Stk. 2\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Som afbrydelse af ancienniteten regnes ikke fravær på grund af sygdom eller tilskadekomst, såfremt dette er meddelt virksomheden uden ugrundet ophold, samt indkaldelse til militær-tjeneste, såfremt arbejderen umiddelbart efter hjemsendelsen bliver genansat på virksom-heden.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 3\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Hvis en arbejder fratræder efter egen opsigelse, fortabes den opnåede anciennitet.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>I tilfælde, hvor en arbejder afskediges, men genansættes efter en periode, der ikke overstiger 12 måneder, bevarer han dog den på afskedigelsestidspunktet opnåede anciennitet.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Ved afskedigelse, der har en uafbrudt varighed på over 12 måneder, bortfalder den tidligere opnåede anciennitet.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch2>§ 8\tOverarbejde\u003Cbr>\n\u003C\u002Fh2>\n\u003Ch3>Stk. 1\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>For overarbejde betales følgende tillæg:\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>De 3 første timer efter normal arbejdstids ophør - 50 pct.\u003Cbr>\n  Timen før normal arbejdstids begyndelse\t- 50 pct.\u003Cbr>\n  Alt arbejde derudover samt søn- og helligdage\t- 100 pct.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Når der har været arbejdet om morgenen, afregnes i tilfælde af fortsat overarbejde samme dag de første 2 overarbejdstimer efter normal arbejdstids ophør med 50 pct. og herefter føl¬gende timer med 100 pct. (Se i øvrigt § 1, stk. 5, 6 og 7).\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 2\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Overarbejdsprocenter beregnes for såvel time- som ugelønnede af den normale timeløn, jf. § 6.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 3\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Såfremt der skal etableres overarbejde, skal dette meddeles inden kl. 12.00 middag. I mod-sat fald ydes en godtgørelse svarende til en overarbejdstime. Det samme gælder, såfremt varselspligtigt overarbejde annulleres, medmindre afvarsling har fundet sted inden kl. 12.00.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Bestemmelsen kommer dog ikke til anvendelse for overarbejde indtil 1\u002F2 times varighed.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 4\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Overarbejde udføres, når virksomheden har et driftsmæssigt behov.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>I virksomheder med varierende produktionsbehov, og hvor de lokale parter forgæves har søgt at opnå en lokalaftale om varierende ugentlig arbejdstid, jfr. bilag 1, stk. 3, kan virk-somheden iværksætte opsparing af systematisk overarbejde til senere afspadsering.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Opsparing af systematisk overarbejde til senere afspadsering kan maksimalt udgøre 5 timer pr. kalenderuge og 1 time pr. dag.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Opsparing af systematisk overarbejde til afspadsering skal varsles senest inden normal ar-bejdstids ophør 4 kalenderdage før den uge, hvori det systematiske overarbejde udføres.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Opsparet systematisk overarbejde skal - medmindre andet aftales om varslet opsparing af systematisk overarbejde til senere afspadsering mellem virksomhedens ledelse og tillidsre-præsentanten - afspadseres som hele fridage indenfor en 12 måneders periode efter dets udførelse. Overskydende timer, der ikke berettiger til en fuld arbejdsfri dag, videreføres.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Afspadseringstidspunktet fastlægges af arbejdsgiveren, idet der dog skal gives medarbejde-ren et varsel på mindst 6 x 24 timer.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Afspadsering, der hidrører fra systematisk overarbejde, kan ikke placeres i et opsigelsesvar-sel, medmindre virksomheden og medarbejderen er enige herom.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>\u003Cem>Note:\u003C\u002Fem>\u003C\u002Fstrong>\u003Cem> Se Bilag 20. Forståelsen af afspadsering af systematisk overarbejde.\u003C\u002Fem>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">§ 9\tProduktivitetsfremmende lønsystemer\u003C\u002Fdiv>\u003Cbr>\n\u003C\u002Fh2>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Ch3>Stk. 1\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Parterne er enige om at anbefale indførelse af produktivitetsfremmende lønsystemer i form af bonusordninger, jobvurderingsordninger og lignende. Udbredelsen af sådanne lønsyste-mer kan ske med teknisk bistand fra organisationerne.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 2\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Bestemmelsen kan suppleres og fraviges ved lokal aftale jfr. § 23.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch2>§ 10\tRejsetid og kørselsgodtgørelse\u003Cbr>\n\u003C\u002Fh2>\n\u003Ch3>Stk. 1\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Medmindre andet er aftalt, betales rejsetid såvel indenfor som udenfor normal arbejdstid med den pågældendes gennemsnitsløn i de forudgående 4 lønningsuger. Der betales alene for den del af befordringstiden, som overstiger medarbejderens normale befordringstid fra bopæl til virksomheden og retur.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 2\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Hvis eget køretøj benyttes efter aftale med medarbejderen, betales alene kilometergodtgørelse i hen¬hold til statens takster for kørselsgodtgørelse, hvis afstanden fra medarbejderens bopæl til udear- bejdsstedet og retur er længere end afstanden fra medarbejderens bopæl til virksomheden og retur. Der betales - ud over lønnen jf. stk. 1 - alene kilometergodtgørelse for merafstanden.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 3\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Bestemmelsen kan suppleres og fraviges ved lokal aftale jfr. § 23.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch2>§ 11\tLønningsperiode — lønudbetaling\u003Cbr>\n\u003C\u002Fh2>\n\u003Ch3>Stk. 1\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Hvor parterne lokalt er enige, kan lønningsperioden udstrækkes til 2 uger, 4 uger, halvmå-neds- eller helmånedsafregning.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Lønudbetalingen finder sted snarest muligt efter lønperiodens udløb.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 2\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Hvor der indføres helmånedsvis afregning, skal der på begæring udbetales et acontobeløb midt i måneden, svarende til den overenskomstmæssige normale løn for arbejdstiden i før-ste halvdel af måneden.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Der er adgang til at udskyde afregningen for overarbejde, holddriftstillæg og andre varie-rende tillægsbetalinger til den efterfølgende lønningsperiode.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 3\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Lønudbetalingen kan foregå kontant, pr. check eller gennem pengeinstitut. Den enkelte løn-modtager kan frit bestemme, hvilket pengeinstitut lønnen skal overføres til. Der skal på be-gæring indgås aftale om en kortvarig overgangsordning.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Ved overgang til månedsvis lønafregning udbetaler virksomheden til de af ordningen omfat¬tede medarbejdere et beløb én gang for alle på kr. 150 pr. medarbejder.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 4\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Bestemmelsen kan suppleres og fraviges ved lokal aftale jfr. § 23.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Se bilag 18. Elektroniske dokumenter.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch2>§ 12\tArbejde i holddrift *)\u003Cbr>\n\u003C\u002Fh2>\n\u003Cp>DIO II’s holddriftsaftale med seneste satsændringer er en del af overenskomsten.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>*) Se i øvrigt bilag 17 om natarbejde.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch2>§ 13\tOpsigelsesregler m.v.\u003Cbr>\n\u003C\u002Fh2>\n\u003Ch3>Stk. 1. Opsigelse\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>1.\tInden for de første 9 måneders ansættelse er ingen af parterne forpligtede til at afgive noget varsel i forbindelse med en afbrydelse af ansættelsesforholdet.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>2.\tFor medarbejdere der, uden anden afbrydelse end de i stk. 2 nævnte, har været beskæf-tiget på samme virksomhed i de nedenfor anførte tidsrum, gælder følgende opsigelses-varsel:\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>a)\tFra arbejdsgiverens side:\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Efter 9 måneders beskæftigelse - 21 dage\u003Cbr>\n  Efter 3 års beskæftigelse\t- 49 dage\u003Cbr>\n  Efter 6 års beskæftigelse\t- 70 dage\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Medarbejdere, der er fyldt - 50 år:\u003Cbr>\n  Efter 9 års beskæftigelse\t- 90 dage\u003Cbr>\n  Efter 12 års beskæftigelse\t- 120 dage\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>b)\tFra medarbejderens side:\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Efter 9 måneders beskæftigelse - 7 dage\u003Cbr>\n  Efter 3 års beskæftigelse\t- 14 dage\u003Cbr>\n  Efter 6 års beskæftigelse\t- 21 dage\u003Cbr>\n  Efter 9 års beskæftigelse\t- 28 dage\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Det er ancienniteten på opsigelsestidspunktet, der er afgørende for de under a) og b) anførte opsigelsesvarsler.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 2\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Som afbrydelse af ancienniteten regnes ikke fravær på grund af sygdom eller tilskadekomst, såfremt denne er meddelt virksomheden uden ugrundet ophold samt indkaldelse til mili-tærtjeneste, såfremt medarbejderen umiddelbart efter hjemsendelse bliver genansat på virksomheden.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 3\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Medarbejdere med 3 års anciennitet på virksomheden kan ikke opsiges i den periode, hvor medarbejderen har ret til sygeløn, jf. § 14, stk. 1, pkt. 2. Denne bestemmelse finder alene anvendelse, såfremt medarbejderen er uden egen skyld i den påtænkte opsigelse.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Ved afskedigelser af større omfang kan opsigelse desuden finde sted under sygdom. Det erikke en forudsætning, at afskedigelserne er omfattet af lov om varsling m.v. i forbindelse med afskedigelser af større omfang.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 4\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Medarbejdere med 9 måneders anciennitet på virksomheden kan ikke opsiges inden for de første 2 måneder, hvori de er dokumenteret uarbejdsdygtige på grund af uforskyldt tilska-dekomst ved arbejde for virksomheden.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 5\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Opsigelsesvarsel bortfalder ved arbejdsledighed forårsaget af andre arbejderes arbejdsstandsning, ved indtræden af maskinstandsning, materialemangel og enhver force majeure.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 6\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>For uberettiget ophævelse af arbejdsforholdet ifalder den pågældende medarbejder en bod, svarende til en uges løn.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-EMPCONTR_trigger\">Stk. 7. Fratrædelsesgodtgørelse\u003C\u002Fdiv>\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-severance_dismissal_type\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">Såfremt en medarbejder, der har været uafbrudt beskæftiget i samme virksomhed i 3, 6 eller 8 år, uden egen skyld bliver opsagt, skal arbejdsgiveren ved medarbejderens fratræden be¬tale henholdsvis 1, 2 eller 3 gange en særlig fratrædelsesgodtgørelse, der beregnes efter pkt. 2.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-severance\">Den særlige fratrædelsesgodtgørelse udgør et beløb svarende til forskellen mellem det til enhver tid gældende dagpengebeløb pr. måned og lønnen med fradrag af 15 procent. Lønnen opgøres pr. måned på baggrund af den løn medarbejderen ville have oppebåret under syg¬dom, § 14. Pensionsbidraget indgår ikke i beregningsgrundlaget.\u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Cp>Bestemmelsen i pkt. 1 finder ikke anvendelse såfremt medarbejderen ved fratrædelsen har opnået anden ansættelse, oppebærer pension, eller af andre årsager ikke oppebærer dag-penge. Endelig udbetales godtgørelsen ikke, hvis medarbejderen er funktionærlignende an-sat eller i forvejen har krav på fratrædelsesgodtgørelse, forlænget opsigelsesvarsel eller lig-nende vilkår, der giver en bedre ret end overenskomstens almindelige opsigelsesregler.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Medarbejdere, der ikke på fratrædelsestidspunktet oppebærer dagpenge, som det er anført i denne bestemmelse, har ret til fratrædelsesgodtgørelse, når følgende situation foreligger:\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>1)\tMedarbejderen opfylder de betingelser, der fremgår af denne bestemmelse, bortset fra at vedkommende ikke de facto oppebærer dagpenge på fratrædelsestidspunktet,\u003Cbr>\n  2)\tBaggrunden for at medarbejderen ikke oppebærer dagpenge er, at denne på fratrædel-sestidspunktet er på plejeorlov bevilget efter servicelovens § 118.\u003Cbr>\n  3)\tMedarbejderen opfylder samtlige betingelser i denne bestemmelse om fratrædelsesgodt¬gørelse, når plejeorlovsperioden er afsluttet.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Medarbejdere, der oppebærer godtgørelse i henhold til første afsnit, og i forbindelse med genansættelse indtræder i deres optjente anciennitet, opnår først på ny ret til godtgørelse i henhold til denne bestemmelse, når betingelserne i første afsnit er opfyldte i relation til den nye ansættelse.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Såfremt den gennemsnitlige ugentlige arbejdstid er en anden end 37 timer, f.eks. på deltid eller skiftehold, ændres forholdstallet tilsvarende.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Parterne er enige om, at bestemmelsen ikke finder anvendelse i forbindelse med hjemsen-delse. Dette gælder uanset, hvilken terminologi, der konkret anvendes, så længe der er tale om en afbrydelse af ansættelsesforholdet, der efter sin karakter er midlertidig. Såfremt en afbrydelse, der først var midlertidig, senere måtte vise sig at være permanent, aktualiseres arbejdsgiverens forpligtelse efter bestemmelsen.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 8. Frihed til vejledning ved afskedigelse\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>1.\tMedarbejdere, som afskediges på grund af omstruktureringer, nedskæringer, virk-somhedslukning eller andre på virksomheden beroende forhold, har ret til neden¬nævnte rettigheder, afhængig af anciennitet.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>2.\tAlle medarbejdere har ret til frihed med løn i op til to timer - placeret hurtigst muligt efter afskedigelsen, under fornødent hensyn til virksomhedens produktionsforhold - til at søge vejledning i a-kassen\u002Ffagforeningen.\u003Cbr>\n  Hvis medarbejderen ikke allerede har gennemført en realkompetencevurdering på opsigelsesdatoen, har medarbejderen, der har mindst et års uafbrudt anciennitet i virksomheden, ret til at gennemføre en kompetencevurdering efter § 27, stk. 4 A, pkt. b. Medarbejderen har ret til frihed med løn i op til en arbejdsdag, inkl. ovennævnte to timer, hvis det er nødvendigt for at gennemføre denne kompetencevurdering.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>3.\ta. Medarbejdere, der har mindst et års uafbrudt anciennitet i virksomheden, har ret til at deltage i uddannelse efter eget valg i op til 2 uger i den periode, der ligger mellem opsigelse og fratrædelse. Det er en forudsætning,\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>-\tat medarbejderne vælger AMU, FVU eller andre uddannelsestilbud, hvortil der gives offentlig løntabsgodtgørelse, og\u003Cbr>\n  -\tat kursusdeltagelsen finder sted i opsigelsesperioden.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>4.\tb. Medarbejderne har desuden under samme forudsætninger ret til at deltage i op til to ugers uddannelse i umiddelbar forlængelse af den oprindelige opsigelsesperiode. I den forbindelse kan deres opsigelsesvarsel forlænges med kursusperioden, dog højst to uger, såfremt de dokumenterer, at kursusdeltagelsen ikke kan gennemføres i det oprindelige opsigelsesvarsel. Medarbejderne skal som en betingelse for denne ret hurtigst muligt og senest inden for den første uge efter opsigelsen skriftligt meddele virksomheden, om retten til disse op til to ugers uddannelse ønskes benyttet. Virksomheden skal ikke afgive fornyet opsigelsesvarsel ved udskydelsen af fratrædelsen.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cem>\u003C\u002Fem>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-unemploymentfund\">\u003Cem>Anmærkning: Parterne er enige om, at det bør overvejes, hvorvidt der skal etableres mulighed for at benytte uddannelsesrettigheder, som er optjent i ansættelsesforholdet i en ledighedsperiode. Dette vil imidlertid forudsætte, at der sker ændringer i lovgivningen, så det bliver muligt at supplere en offentlig ydelse i en ledighedsperiode med støtte fra en kompetenceudviklingsfond.\u003C\u002Fem>\u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Ch2>§\t14. Løn og dagpenge under sygdom og tilskadekomst\u003Cbr>\n\u003C\u002Fh2>\n\u003Ch3>Stk. 1\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>I sygdomstilfælde gælder reglerne i lov om dagpenge ved sygdom eller fødsel med senere ændringer.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Endvidere gælder følgende:\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">1.\tArbejdsgiveren betaler løn under sygdom og tilskadekomst til ansatte, der har været uaf¬brudt beskæftiget i den pågældende virksomhed i mindst 6 måneder. Den ansatte skal opfylde betingelserne for ret til sygedagpenge fra arbejdsgiveren i medfør af Sygedag¬pengelovens regler.\u003Cbr>\n  Ancienniteten i virksomheden anses ikke for afbrudt under\u003Cbr>\n  -\tsygdom (i op til 3 måneder)\u003Cbr>\n  -\tindkaldelse til militærtjeneste (i op til 3 måneder)\u003Cbr>\n  -\torlov i forbindelse med graviditet og barsel og\u003Cbr>\n  -\tafbrydelse af arbejdet på grund af maskinstandsning, materialemangel eller lignende, såfremt lønmodtageren genoptager arbejdet, når dette tilbydes denne.\u003Cbr>\n  På ikke permanente arbejdspladser er det en betingelse, at den ansatte sammenlagt har mindst 6 måneders anciennitet i virksomheden inden for de seneste 18 måneder.\u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Cp>2.\tSygeløn til ansatte ydes ved dokumenteret sygdom af arbejdsgiveren i indtil 70 kalenderdage, regnet fra 1. hele fraværsdag. Ved tilbagefald på grund af samme sygdom inden for 14 kalenderdage fra og med 1. arbejdsdag efter den foregående fraværsperiodes udløb, regnes arbejdsgiverens betalingsperiode fra 1. fraværsdag i den første fraværsperiode.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>3.\tSygelønnen består af det berettigede sygedagpengebeløb suppleret op til fuld løn og for højst 37 timer pr. uge.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Beregningsgrundlaget for sygelønnen er den ansattes forventede indtjeningstab pr. ar-bejdstime, inkl. systematisk forekommende genetillæg i sygdomsperioden. Hvis dette ikke kendes, er beregningsgrundlaget den ansattes indtjening pr. arbejdstime i de sidste 4 uger før fraværet, inkl. systematisk forekommende genetillæg og eksklusive uregel-mæssige betalinger, der ikke har relation til de i perioden udførte arbejdstimer. Såfremt det præsterede antal arbejdstimer i den forudgående 4 ugers periode ikke er kendt, be¬regnes timetallet efter reglerne i Sygedagpengeloven (ATP-reglerne), og sygeløn for ind¬til 37 timer om ugen beregnes som det opgjorte timetal ganget med fuld løn, jf. ovenfor.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Feriegodtgørelse af sygeløn beregnes i henhold til Ferieloven, medmindre andet er aftalt i overenskomsten.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>4.\tHvor der er indgået en aftale i henhold til Sygedagpengelovens § 56, betaler arbejdsgi-veren alene sygedagpenge i henhold til regler herom i Sygedagpengeloven, medmindre fraværet skyldes anden sygdom end den, som ligger til grund for § 56-aftalen.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 2\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Retten til betaling stopper, såfremt sygedagpengerefusionen fra kommunen ophører, og dette skyldes medarbejderens forsømmelse af de pligter, der følger af sygedagpengeloven.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>I de tilfælde, hvor virksomheden allerede har udbetalt sygeløn\u002Fsygedagpenge til medarbej-deren, kan virksomheden for perioden forud for ophøret alene modregne et beløb svarende til den tabte sygedagpengerefusion i medarbejderens løn.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 3\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Medarbejdere, der bliver syge inden normal arbejdstids begyndelse den dag, hvor afspadse-ringen skulle have fundet sted, har ikke pligt til at afspadsere. Er der planlagt flere dages afspadsering, gælder afspadseringshindringen også for sygdom på efterfølgende afspadse-ringsdage.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Det er en forudsætning, at medarbejderen anmelder sygdommen i overensstemmelse med virksomhedens regler.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch2>\u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Ch2>\u003C\u002Fh2>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Ch2>§ 15. Barsel og adoption\u003Cbr>\n\u003C\u002Fh2>\n\u003Ch3>Stk. 1\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">Arbejdsgiveren udbetaler til medarbejdere, der på det forventede fødselstidspunkt har 9 må¬neders uafbrudt beskæftigelse i virksomheden, fuld løn under fravær på grund af barsel fra 4 uger før forventet fødselstidspunkt (graviditets orlov) og indtil 14 uger efter fødslen (bar¬selsorlov).\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cbr>\n  Til adoptanter udbetales fuld løn under barsel i 14 uger fra barnets modtagelse.\u003Cbr>\n  Beløbet indeholder den ved lovgivningen fastsatte maksimale dagpengesats.\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave_father\">\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Ch3>Stk. 2\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Under samme betingelser betales der i indtil 2 uger fuld løn under “fædreorlov”.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave_father\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 3\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Arbejdsgiveren yder betaling under forældreorlov i indtil 13 uger.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Af disse 13 uger har hver af forældrene ret til at holde 5 uger.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Holdes orloven, der er reserveret den enkelte forælder ikke, bortfalder betalingen.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Betalingen i de resterende 3 uger ydes enten til den ene eller anden forælder.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Betalingen i disse 13 uger svarer til fuld løn.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>De 13 uger skal afholdes indenfor 52 uger efter fødslen.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Medmindre andet aftales, skal de 13 uger varsles med 3 uger.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Hver af forældrenes orlov kan maksimalt deles i to perioder, medmindre andet aftales.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Det er en forudsætning for betalingen, at arbejdsgiveren er berettiget til refusion svarende til den maksimale dagpengesats. Såfremt refusionen måtte være mindre, nedsættes betalingtil medarbejderen tilsvarende.\u003C\u002Fp>\n\u003Cp>\u003Cem>Anmærkning: Under de 14 ugers barselsorlov ydes forhøjet pensionsbidrag, jf. § 19.\u003C\u002Fem>\u003C\u002Fp>\n\u003Ch3>Stk. 4\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Alle eventuelt eksisterende ordninger med arbejdsgiverbetaling ved barsel kan opsiges tilbortfald.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">  § 16. Børns sygdom og børneomsorgsdage\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cbr>\n\u003C\u002Fh2>\n\u003Ch3>Stk. 1. Børns sygdom\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">Til medarbejdere med mindst 9 måneders anciennitet indrømmes der frihed med fuld løn, når dette er nødvendigt af hensyn til pasning af vedkommendes syge, mindreårige, hjemme¬værende barn under 14 år. Dette vilkår omfatter alene barnets første hele sygedag.\u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Cp>Såfremt barnet bliver sygt i løbet af medarbejderens arbejdsdag, og medarbejderen må for-lade arbejdet som følge heraf, er der endvidere ret til frihed med fuld løn, de resterende arbejdstimer den pågældende dag.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Såfremt barnet fortsat er sygt efter 1. hele sygedag har medarbejderen ret til yderligere 1 fridag. Denne fridag afholdes uden løn, men medarbejderen kan få udbetalt et beløb svarende til 7,4 normaltimer fra særlig opsparing jf. § 4.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 2. Børns lægebesøg\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Medarbejdere og ansatte under uddannelse med mindst 9 måneders anciennitet, der har ret til at holde barns første sygedag, har fra 1. maj 2020 ret til frihed i forbindelse med lægebesøg sammen med barnet.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Medarbejdere, der ønsker at holde fri til lægebesøg, skal give virksomheden meddelelse herom så tidligt som muligt.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Frihed til lægebesøg afholdes uden løn, men medarbejderen kan få udbetalt et beløb fra særlig opsparing svarende til det faktiske fravær. Udbetaling fra særlig opsparing i forbindelse med frihed til lægebesøg sammen med barnet administreres i øvrigt efter samme regler som særlig opsparing for virksomhedens timelønnede medarbejdere, jf. § 4.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 3. Børneomsorgsdage\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Medarbejdere med mindst 9 måneders anciennitet, der har ret til at holde barns første sy-gedag, har ret til 2 børneomsorgsdage pr. ferieår. Medarbejderen kan højst afholde 2 børneomsorgsdage pr. ferieår, uanset hvor mange børn medarbejderen har. Reglen vedrører børn under 14 år.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Dagene placeres efter aftale mellem virksomheden og medarbejderen under hensyntagen til virksomhedens tarv.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Børneomsorgsdagene afholdes uden løn, men medarbejderen kan få udbetalt et beløb sva-rende til 7,4 normaltimer fra særlig opsparing, jf. § 4.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Med virkning fra 1. maj 2020 gælder følgende:\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Den 1. maj 2020 tildeles medarbejdere, med mindst 9 måneders anciennitet, der har ret til at holde barns første sygedag, 1,33 børneomsorgsdage til afholdelse i perioden 1. maj 2020 - 31. december 2020. Medarbejderen kan højst afholde 1,33 børneomsorgsdage i perioden, uanset hvor mange børn medarbejderen har. Reglen vedrører børn under 14 år.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Dagene placeres efter aftale mellem virksomheden og medarbejderen under hensynstagen til virksomhedens tarv.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Børneomsorgsdagene afholdes uden løn, men medarbejderen kan få udbetalt et beløb sva-rende til 7,4 normaltimer pr. hele børneomsorgsdag fra særlig opsparing, jf. § 4.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Med virkning fra 1. januar 2021 gælder følgende:\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Medarbejdere med mindst 9 måneders anciennitet, der har ret til at holde barns første sy-gedag, har ret til 2 børneomsorgsdage pr. kalenderår. Medarbejderen kan højst afholde 2 børneomsorgsdag pr. kalenderår, uanset hvor mange børn medarbejderen har. Reglen ved-rører børn under 14 år.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Dagene placeres efter aftale mellem virksomheden og medarbejderen under hensyntagen til virksomhedens tarv.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Børneomsorgsdagene afholdes uden løn, men medarbejderen kan få udbetalt et beløb sva-rende til 7,4 normaltimer fra særlig opsparing, jf. § 4.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch2>§ 17. Børns hospitalsindlæggelse\u003Cbr>\n\u003C\u002Fh2>\n\u003Ch3>Stk. 1\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Til medarbejdere indrømmes frihed med fuld løn, år det er nødvendigt, at medarbejderen indlægges på hospital sammen med vedkommendes syge barn under 14 år. Fra 1. maj 2017 gælder dette også, når indlæggelsen sker helt eller delvist i hjemmet.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 2\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Denne frihed gælder alene den ene indehaver af forældremyndigheden over barnet, og der er maksimalt ret til frihed med fuld løn i sammenlagt 1 uge pr. barn inden for en 12 måneders periode.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Medarbejderen skal på opfordring fremlægge dokumentation for hospitalsindlæggelsen.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Eventuel refusion fra kommunen tilfalder virksomheden.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch2>§ 18. Arbejdsmarkedets Tillægspension\u003Cbr>\n\u003C\u002Fh2>\n\u003Cp>Vedrørende tillægspension gælder den til enhver tid gældende lov om Arbejdsmarkedets Til¬lægspension.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch2>\u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Ch2>§ 19. Pension *)\u003Cbr>\n\u003C\u002Fh2>\n\u003Ch3>Stk. 1\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Ansatte, der er fyldt 18 år og som\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>-\ti forvejen er optaget i PensionDanmark eller anden tilsvarende arbejdsmarkedspension fra et tidligere ansættelsesforhold, eller\u003Cbr>\n  -\ti mindst 2 måneder inden for de sidste 2 år har arbejdet under denne overenskomst, er omfattet af en arbejdsmarkedspensionsordning i PensionDanmark.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Såfremt unge under 18 år ved ansættelsen er omfattet af en arbejdsmarkedspensionsord-ning, fortsættes denne pensionsordning i PensionDanmark.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Bidraget udgør i alt 12 % af lønnen. Lønmodtageren betaler 4 % af bidraget og arbejdsgiveren 8 %.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Hvor der er indgået aftale om bidrag til en sundhedsordning, er bidraget til en sådan ordning indeholdt i det samlede pensionsbidrag.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Arbejdsgiveren tilbageholder lønmodtagerbidraget og indbetaler dette sammen med eget arbejdsgiverbidrag.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 2. Særlig aftale\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Parterne er enige om, at ændringen af anciennitetskravet er imødekommet som kompensa-tion for, at det til enhver tid gældende bidrag til sundhedsordningen er indeholdt i det sam-lede pensionsbidrag, jf. ovenfor.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 3. Ekstra lønmodtagerbidrag til pensionsordning\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Medarbejdere kan anmode om, at arbejdsgiveren løbende foretager indbetaling af et ekstra lønmodtagerbidrag til pensionsordningen. Anmodningen, herunder anmodning om op- hør\u002Fændring af ekstra indbetaling af lønmodtagerbidrag kan ske én gang årligt med virkning fra 1. december. Ekstra lønmodtagerbidrag skal være et fast kronebeløb.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Evt. administrative omkostninger i forbindelse hermed er medarbejderen uvedkommende. Den ekstra indbetaling anvendes alene til forøgelse af opsparingen.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 4. Forhøjet pensionsbidrag under barselsorlov\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Under de 14 ugers barselsorlov indbetales et ekstra pensionsbidrag til medarbejdere med 9 måneders anciennitet på det forventede fødselstidspunkt:\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Pensionsbidraget udgør:\u003C\u002Fp>\n\u003Ctable cellspacing=\"0\" cellpadding=\"0\">\n  \u003Ccolgroup>\u003Ccol width=\"179\">\n  \u003Ccol width=\"176\">\n  \u003Ccol width=\"172\">\n  \u003C\u002Fcolgroup>\u003Ctbody>\u003Ctr>\n    \u003Ctd width=\"179\">Arbejdsgiverbidrag\u003C\u002Ftd>\n    \u003Ctd width=\"176\">Arbejdstagerbidrag\u003C\u002Ftd>\n    \u003Ctd width=\"172\">Samlet bidrag\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"179\">kr.   pr. time \u002F\u003C\u002Ftd>\n    \u003Ctd width=\"176\">kr. pr. time \u002F\u003C\u002Ftd>\n    \u003Ctd width=\"172\">kr. pr. time \u002F\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"179\">kr.   pr. måned\u003C\u002Ftd>\n    \u003Ctd width=\"176\">kr. pr. måned\u003C\u002Ftd>\n    \u003Ctd width=\"172\">kr. pr. måned\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"179\">8,50   \u002F 1.360,00\u003C\u002Ftd>\n    \u003Ctd width=\"176\">4,25 \u002F 680,00\u003C\u002Ftd>\n    \u003Ctd width=\"172\">12,75 \u002F 2.040,00\u003C\u002Ftd>\n  \u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>Til deltidsansatte indbetales et bidrag svarende til den aftalte arbejdstid.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 5. Pensionsbetaling til medarbejdere over folkepensionsalderen\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Såfremt medarbejderen fortsat er i beskæftigelse efter at have nået folkepensionsalderen, kan medarbejderen vælge, om opsparing til pension skal fortsætte (såfremt dette er muligt), eller om pensionsbidraget løbende skal udbetales som løn. Træffer medarbejderen ikke valg om udbetaling, fortsætter virksomheden med at indbetale til pensionsordningen. Bestemmelsen gælder for medarbejdere, der når folkepensionsalderen den 1. maj 2020 eller senere.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 6. Sundhedsordning\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Der er indført en sundhedsordning som administreres of PensionDanmark. Bidraget til sundhedsordningen er indeholdt i det samlede pensionsbidrag.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>*) Se bilag 9, Nyoptagne virksomheder - pension og særlig opsparing\u003Cbr>\n\u003C\u002Fp>\n\u003Ch2>§ 20\tFerie og feriegodtgørelse *)\u003Cbr>\n\u003C\u002Fh2>\n\u003Cp>Ferie gives og holdes i overensstemmelse med den til enhver tid gældende ferielov samt den til enhver tid mellem overenskomstens parter aftalte feriekortordning.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>*) Se bilag 5 om DIO II’s feriekortordning\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Se bilag 18. Elektroniske dokumenter.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch2>§ 21\tBetaling for søgnehelligdage\u003Cbr>\n\u003C\u002Fh2>\n\u003Cp>Betaling for søgnehelligdage er den i § 6 aftalte løn.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Der ydes ikke betaling for søgnehelligdage, der falder på dage, hvor der normalt ikke arbej-des på virksomheden og som derfor ikke giver anledning til afkortning af den normale løn i den pågældende uge.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch2>§ 22\tMæglings- og voldgiftsregler *)\u003Cbr>\n\u003C\u002Fh2>\n\u003Cp>Som regler for behandling af faglig strid gælder den mellem DIO II og Dansk Metal\u002FDansk El-Forbund indgåede aftale.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>*) Se bilag 6 om regler for behandling af faglig strid.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch2>§ 23\tLokale aftaler og kutymer\u003Cbr>\n\u003C\u002Fh2>\n\u003Ch3>Stk. 1\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Der kan på virksomheden indgås lokale aftaler. Lokale aftaler indgås med tillidsrepræsen-tanten.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Der er adgang til ved lokale aftaler at supplere og fravige bestemmelserne i overenskomstens §§ 9, 10 og 11.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Overenskomstfravigende aftaler skal være skriftlige. Sådanne lokale aftaler skal sendes til organisationerne til orientering.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 2\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>a)\tHvor der ikke er valgt en tillidsrepræsentant, kan lokalaftaler indgås med den lokale afdeling af Dansk Metal\u002FDansk El-Forbund.\u003Cbr>\n  b)\tDer er adgang til ved lokalaftale at supplere og fravige § 1, stk. 2 og 3, samt Bilag 1 og 2. Ved indgåelse af aftale om varierende ugentlig arbejdstid, kan den gennemsnitlige arbejdstid på 37 normaltimer pr. uge og den maksimale arbejdstid på 44 normaltimer pr. uge ikke fraviges. I aftaler som fraviger § 1, stk. 2 og 3 kan der tilsvarende indgås aftaler om aflønning som fraviger overenskomstens bestemmelser om overarbejds¬betaling.\u003Cbr>\n  Overenskomstfravigende aftaler skal være skriftlige. Sådanne lokalaftaler skal sendes til organisationerne til orientering umiddelbart efter deres indgåelse.\u003Cbr>\n  c)\tDer er adgang til at indgå lokalaftaler om lokalløn jf. § 6, stk. 5. Aftaler om lokalløn skal være skriftlige og skal sendes til organisationerne til orientering umiddelbart ef-ter deres indgåelse.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 3\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Lokale aftaler og kutymer kan af begge parter opsiges med 2 måneders varsel til den 1. i en måned, medmindre der er truffet aftale om længere varsel.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Lokalaftaler i henhold til stk. 2 c, kan opsiges med 6 måneders varsel til udgangen af en måned eller for 14-dages lønnede til udgangen af en lønningsperiode.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>I tilfælde af opsigelse skal den opsigende part foranledige lokal forhandling herom. For så vidt der ikke opnås enighed, behandles sagen ved et mæglingsmøde.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 4\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Parterne er ikke løst fra den opsagte aftale eller kutyme, før de i stk. 2, andet afsnit anførte regler er iagttaget.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>§ 24\tOverenskomstfravigende forsøgsordninger\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Overenskomstens parter er enige om, at der er mulighed for, at der - under forudsætning af lokal enighed - kan gennemføres forsøg, som fraviger overenskomstens bestemmelser.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Forsøgsordninger forudsætter overenskomstparternes godkendelse.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>§ 25\tTillidsrepræsentanter\u003Cbr>\n\u003C\u002Fh3>\n\u003Ch3>Stk. 1. Hvor vælges en tillidsrepræsentant\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>I enhver virksomhed - eller for større virksomheders vedkommende i enhver afdeling af denne - med 5 arbejdere eller derover, vælger de dér beskæftigede arbejdere af deres midte en arbejder til at være tillidsrepræsentant over for ledelsen eller dennes repræsentant. I virk¬somheder eller afdelinger med under 5 arbejdere vælges ingen tillidsmand, medmindre begge parter ønsker det.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 2. Hvem kan vælges til tillidsrepræsentant\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Tillidsrepræsentanten skal vælges blandt de anerkendt dygtige arbejdere, der har arbejdet mindst 1 år på den pågældende virksomhed; hvor sådanne ikke findes i et antal af mindst fem, suppleres dette tal blandt de medarbejdere, der har arbejdet der længst.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 3. Valg af tillidsrepræsentant\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Valget af tillidsrepræsentant skal finde sted på en sådan måde, at alle arbejdere, som er be-skæftiget i virksomheden eller afdelingen på valgtidspunktet, sikres mulighed for at kunne deltage i valget, der kun er gyldigt, når mindst en tredje del af de dér beskæftigede arbejdere har stemt for vedkommende.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Valget er i øvrigt ikke gyldigt, før det er blevet godkendt af forbundet og meddelt DIO II for de pågældende virksomheder, der dog er berettiget til at gøre indsigelse mod valget over for forbundet. Dog indtræder tillidsrepræsentantbeskyttelsen, når valget er meddelt arbejdsgi-veren.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Forbundet giver tilsagn om, at medarbejdere, der vælges til tillidsrepræsentanter, og som ikke forud for valget har gennemgået et kursus for tillidsrepræsentanter, hurtigst muligt ef-ter valget gennemgår en sådan uddannelse. Fra DIO II’s side giver man tilsagn om at med-virke til, at den nyvalgte tillidsrepræsentant får den fornødne frihed til at deltage i kurset.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 4. Stedfortræder for tillidsrepræsentant\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Hvor en tillidsrepræsentant er fraværende på grund af sygdom, ferie, deltagelse i kursus eller lignende, kan der efter aftale med arbejdsgiveren udpeges en stedfortræder for tillidsrepræ¬sentanten. En således udpeget stedfortræder har i den periode, hvori vedkommende fungerer, den samme beskyttelse som den valgte tillidsrepræsentant, såfremt vedkommende opfylder betingelserne for at blive valgt til tillidsrepræsentant i henhold til stk. 2.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 5. Samarbejde\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Det er tillidsrepræsentantens - såvel som arbejdsgiverens og dennes repræsentants - pligt at gøre sit bedste for at vedligeholde og fremme et godt samarbejde på arbejdsstedet.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Tillidsrepræsentanten forelægger dog alene forslag, henstillinger og klager fra medlemmer af de overenskomstbærende forbund for ledelsen.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 6. Andre muligheder for valg\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Ved lokal enighed kan der aftales andre muligheder for valg af tillidsrepræ- sentant\u002Ftillidsrepræsentanter end i de i stk. 1, 3 og 4.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 7. Klager og henstillinger\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Når en eller flere af tillidsrepræsentantens kolleger ønsker det, kan vedkommende forelægge deres klager eller henstillinger for ledelsen, dog kun såfremt sagen ikke bliver ordnet tilfredsstillende ved dennes repræsentant på arbejdsstedet.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Føler tillidrepræsentanten sig ikke stillet tilfreds ved ledelsens afgørelse, står det vedkommende frit for at anmode sin organisation om at tage sig af sagen; men det er dennes og dennes kollegers pligt at fortsætte arbejdet uforstyrret, indtil anden bestemmelse træffes af forbundets hovedbestyrelse.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 8. Talsmand\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>På virksomheder med holddriftsarbejde kan tillidsrepræsentanten på de skift, hvor vedkommende ikke arbejder, og som omfatter mindst fire arbejdere, udpege en talsmand til på sine vegne at søge eventuelle uoverensstemmelser oplyst og ordnet eller, såfremt omstændighederne stiller sig hindrende for en ordning, bringe sagen videre til tillidsrepræsentanten.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 9. Funktion i arbejdstiden\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>A.\tTillidsrepræsentanten skal have den nødvendige tid til at varetage sit arbejde som tillids-repræsentant. Det skal dog ske, så det er til mindst mulig gene for vedkommendes produktive arbejde.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>”Den nødvendige tid” betyder at tillidsrepræsentanten bl.a. skal have frihed til deltagelse i møder, der er en følge af:\u003Cbr>\n\u003C\u002Fp>\n\u003Cul>\n  \u003Cli> Reglerne for behandling af faglig strid\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Hovedaftalen\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Arbejdsretsloven\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>Denne frihed medfører også aflønning, forudsat at sagen omhandler en af de medarbejdere, som den pågældende tillidsrepræsentant er valgt af eller i øvrigt repræsenterer.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Dersom det er nødvendigt, at vedkommende for at opfylde sine forpligtelser som tillidsrepræsentant på virksomheden må forlade sit arbejde i arbejdstiden, skal denne forud herfor underrette arbejdsgiveren eller dennes repræsentant.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>B.\tEfter forudgående henvendelse kan en repræsentant fra den lokale afdeling komme på virksomheden og drøfte lokale forhold med ledelsen.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>C.\tTillidsrepræsentanten skal ved forestående ansættelser og afskedigelser bedst muligt holdes orienteret herom og har i øvrigt påtaleret i henhold til regler for behandling af faglig strid, ved eventuelt forekommende urimeligheder ved ansættelser og afskedigelser.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Hvis arbejdsgiveren efter anmodning orienterer tillidsrepræsentanten om en gennemført ansættelse eller afskedigelse, kan arbejdsgiveren ikke pålægges at udrede en bod, medmin-dre der foreligger systematisk brud på bestemmelsen.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>D.\tTillidsrepræsentanten skal til udførelse af sit hverv have den nødvendige adgang til it- faciliteter, herunder internet.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 10\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>\u003Cstrong>A.\tAflønning\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Hvis underretning i henhold til stk. 9, 2. afsnit er sket, eller hvis der på ledelsens foranledning i øvrigt lægges beslag på tillidsrepræsentanten i arbejdstiden i spørgsmål, som angår virksomheden og arbejderne, skal han for den tid, der medgår hertil, aflønnes med sin gennemsnitsfortjeneste for sidste kalenderkvartal.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Lønnen kan dog ikke være mindre end gennemsnitsfortjenesten i den afdeling, som den på-gældende er beskæftiget i. Gennemsnitsfortjenesten omfatter f.eks. skifteholdstillæg og an-dre tillæg, såfremt disse regelmæssigt oppebæres af den pågældende tillidsrepræsentant.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Ved møder uden for arbejdstiden på arbejdsgivers foranledning betales som for overarbejde for den tid, der måtte ligge ud over den pågældendes daglige arbejdstid.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-direct_participation_trigger\">Ved samarbejdsudvalgsmøder følges Samarbejdsnævnets retningslinjer.\u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Cp>\u003Cstrong>B.\tVederlag\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Tillidsrepræsentanter valgt under overenskomsten modtager et årligt vederlag, som udbetales med 50 % pr. halvår. Vederlaget udbetales som kompensation for dennes varetagelse af sit hverv uden for dennes arbejdstid. Vederlaget er ikke pensionsgivende eller feriepengeberettigende.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Valggrundlaget opgøres ved nyvalg af tillidsrepræsentanten og efterfølgende én gang årligt. Ved bortfald af tillidsrepræsentanthvervet bortfalder vederlaget.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Vederlaget udgør\u003Cbr>\n\u003C\u002Fp>\n\u003Cul>\n  \u003Cli> med et valggrundlag op til og med 49 personer kr. 9.000 pr. år,\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> med et valggrundlag mellem 50 og 99 personer kr. 16.500 pr. år,\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> med et valggrundlag på 100 personer eller derover kr. 33.000 pr. år.\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>For fællestillidsrepræsentanter opgøres antallet som summen af de repræsenterede.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Hvor der allerede er truffet aftale om vederlag til tillidsrepræsentanten i virksomheden, kan dette modregnes i ovenstående vederlag.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 11. Klubformand\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Hvis medarbejderne på en virksomhed, henholdsvis en afdeling heraf, slutter sig sammen i en faglig klub eller lignende, skal tillidsrepræsentanten være formand.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 12. Fælles tillidsrepræsentant\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>På virksomheder, hvor der er valgt flere tillidsrepræsentanter indenfor overenskomstens område, kan tillidsrepræsentanterne af deres midte vælge en fællestillidsrepræsentant, der i fællesspørgsmål, f.eks. arbejdstid, ferie og fridage, velfærdsforhold og lignende kan være samtlige medarbejderes repræsentant overfor ledelsen.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Ledelsen orienteres skriftligt om valg af fællestillidsrepræsentant.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Fællestillidsrepræsentanten kan deltage i behandlingen af spørgsmål vedrørende de enkelte tillidsrepræsentanters normale funktioner indenfor deres respektive afdelinger, såfremt le-delsen eller de berørte tillidsrepræsentanter ønsker det.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 13. Afskedigelse af tillidsrepræsentant\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>En tillidsrepræsentants afskedigelse skal begrundes i tvingende årsager, og ledelsen har pligt til at give vedkommende et opsigelsesvarsel på i alt 5 måneder. Såfremt en tillidsrepræsentant har fungeret som sådan i en sammenhængende periode på mindst 5 år, har vedkommende dog krav på 6 måneders varsel.\u003Cbr>\n  Er afskedigelse begrundet i arbejdsmangel, bortfalder varselspligten i henhold til denne be-stemmelse.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 14. Fremgangsmåde ved afskedigelse\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Hvis en arbejdsgiver finder, at der foreligger tvingende årsager efter stk. 12, 1. afsnit, til at opsige en tillidsrepræsentant, der er valgt efter reglerne i stk. 1-3, skal han rette henvendelse til DIO II, der derefter kan rejse spørgsmålet i henhold til reglerne for behandling af faglig strid. Mæglingsmøde skal i så fald afholdes senest 14 kalenderdage efter mæglingsbegærin-gens fremkomst, og den fagretlige behandling skal i øvrigt fremmes mest muligt.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>En tillidsrepræsentants arbejdsforhold kan normalt ikke afbrydes i varselsperioden, før  vedkommendes organisation har fået lejlighed til at prøve afskedigelsens berettigelse ved fagretlig behandling.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Fastslås det ved den fagretlige behandling, at der foreligger tvingende årsager til afskedigelse af tillidsrepræsentanten, betragtes opsigelsesvarslet som afgivet ved mæglingsbegæringens fremkomst.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 15. Repræsentant fra den lokale afdeling\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Såfremt der er enighed mellem de lokale parter, kan en repræsentant fra den lokale afdeling komme på den enkelte virksomhed. Der kan ikke føres forhandlinger uden medvirken af forbundet og DIO II. Hvor der ikke er valgt tillidsrepræsentant, har den lokale afdelingsre-præsentant adgang til at drøfte forholdende i virksomheden med ledelsen.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 16. Fratrådte tillidsrepræsentanter\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>En tillidsrepræsentant, der ophører med hvervet efter at have virket som sådan i mindst 1 år, og som fortsat beskæftiges på virksomheden, har inden for 1 år efter fratræden som til-lidsrepræsentant ved afskedigelse fra virksomheden krav på 8 ugers opsigelsesvarsel udover varslet i henhold til § 13. Denne regel gælder alene fratrådte tillidsrepræsentanter.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>For funktionærlignende ansættelser efter bilag 8, forlænges det individuelle opsigelsesvarsel med 8 uger. Parterne er enige om, at man med dette forlængede opsigelsesvarsel fraviger Funktionærlovens § 2 om, at funktionæren fratræder ved en måneds udgang, og at dette er til gunst for medarbejderen.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Denne regel gælder alene fratrådte tillidsrepræsentanter.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 17. Faglig opdatering af ophørte tillidsrepræsentanter\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>En medarbejder, der ophører med at være tillidsrepræsentant efter at have virket som sådan i en sammenhængende periode på mindst 3 år, og som fortsat er beskæftiget på virksomheden, har ret til en drøftelse med virksomheden om medarbejderens behov for faglig opdatering. Drøftelsen afholdes senest inden for en måned fra ophøret af tillidsre-præsentanthvervet og på medarbejderens foranledning. Som led i drøftelsen afklares det, om der foreligger et behov for faglig opdatering, og hvordan denne opdatering skal finde sted. Såfremt der ikke kan opnås enighed, har medarbejderen ret til 3 ugers faglig opdate-ring. Efter 6 års sammenhængende hverv som tillidsrepræsentant har medarbejderen ret til 6 ugers faglig opdatering.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Medarbejderen modtager fuld løn under den faglige opdatering. Det er en forudsætning, at der kan ydes lovbestemt løntabsgodtgørelse (f.eks. VEU-godtgørelse) til uddannelsen. Løn-tabsgodtgørelse tilfalder virksomheden.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Ved faglig opdatering kan der ydes støtte fra HTSK-fonden som ved aftalt uddannelse jf. § 27 stk. 4C.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch2>§ 26. Arbejdsmiljørepræsentanter\u003Cbr>\n\u003C\u002Fh2>\n\u003Ch3>Stk. 1.\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Arbejdsmiljørepræsentanten skal medvirke til at skærpe kollegernes og ledelsens fokus på alle aspekter af arbejdsmiljøet.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Arbejdsmiljørepræsentanten skal i samarbejde med ledelse og tillidsrepræsentanten holde fast i, at de strategiske opgaver løses i regi af arbejdsmiljøorganisationen alternativt et særligt samarbejdsfora.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Arbejdsmiljørepræsentanten skal være omdrejningspunktet for det systematiske arbejds-miljøarbejde i udviklingen af arbejdspladsvurderingen (APV). Der er et fælles ansvar for, at sygefravær indgår i APV-arbejdet. Arbejdsmiljørepræsentanten skal herunder drøfte ar-bejdsmiljøet på baggrund af eksisterende, relevant statistisk materiale.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Arbejdsmiljørepræsentanten skal inddrages i forebyggelse af ulykker gennem analyser og læring.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Arbejdsmiljørepræsentanten er desuden ambassadør for medarbejdernes inddragelse i den gennemgribende omstilling i at nå målet på nye ambitiøse klimamål.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 2.\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Arbejdsmiljørepræsentanten skal have den tid til rådighed til at varetage sine pligter, der er rimelig i forhold til den pågældende virksomheds art og dens sikkerheds- og sundhedsmæssige standard. Det skal dog ske, så det er til mindst mulig gene for vedkommendes produktive arbejde.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Dette betyder, at arbejdsmiljørepræsentanten skal have frihed til at opfylde sine pligter ef-ter arbejdsmiljøreglerne, herunder deltagelse i møder og uddannelse.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 3.\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>(Bestemmelsen træder i kraft 1. juni 2020)\u003Cbr>\n  Parterne er enige om, at der efter aftale med arbejdsgiveren kan gives arbejdsmiljørepræ-sentanten den nødvendige frihed til deltagelse i forbundenes relevante arbejdsmiljøkurser.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Adgangen til deltagelse i forbundenes arbejdsmiljøkurser påvirker hverken rettigheder eller pligter i forhold til den i lovgivning fastsatte arbejdsmiljøuddannelse.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Parterne er ligeledes enige om, at deltagelse i forbundenes frivillige arbejdsmiljøkurser ikke udløser betaling efter arbejdsmiljølovens § 10, stk. 1.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Dansk Metal\u002F Dansk El-Forbund giver tilsagn om, at medarbejdere, der vælges til arbejds-miljørepræsentanter, og som ikke forud for valget har gennemgået et kursus for arbejds-miljørepræsentanter, hurtigst muligt efter valget gennemgår en sådan uddannelse. Fra DI’s side giver man tilsagn om at medvirke til, at den nyvalgte arbejdsmiljørepræsentant får den fornødne frihed til deltagelse i kurset.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 4.\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>(Bestemmelsen træder i kraft 1. juni 2020)\u003Cbr>\n  Arbejdsmiljørepræsentanten skal til udførelse af sit hverv have samme adgang til it- faciliteter som tillidsrepræsentanterne i henhold til § 25, stk. 9, D.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 5.\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>For arbejdsmiljørepræsentanterne gælder samme valg-, aflønnings- og opsigelsesregler som for tillidsrepræsentanter.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch2>§ 27. Kompetenceudvikling og uddannelse\u003Cbr>\n\u003C\u002Fh2>\n\u003Ch3>Stk. 1. Styrkelse af uddannelsesarbejdet i virksomheden\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Parterne ønsker at styrke samarbejdet om uddannelse i virksomhederne med henblik på at forbedre såvel medarbejdernes kompetencer som virksomhedernes konkurrencekraft. En styrket og mere systematisk dialog om kompetenceudvikling vil være et element i at sikre større opmærksomhed om behovet for til stadighed at være i stand til at møde de udfordrin¬ger, som opstår for medarbejdere og virksomheder i branchen.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>For at understøtte dette samarbejde har parterne oprettet Handels-, Transport- og Service-sektorens Kompetenceudviklingsfond (HTSK-fonden).\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>HTSK-fonden støtter uddannelsesaktiviteter i henhold til denne overenskomst.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Fondens bestyrelse fastlægger de nærmere retningslinjer for dens virke.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Virksomheder omfattet af denne overenskomst betaler et årligt bidrag til fonden på kr. 780,00 pr. fuldtidsansat medarbejder.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 2. Det lokale samarbejde\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Det anbefales, at der gennemføres en kontinuerlig og systematisk uddannelsesplanlægning for virksomhedens medarbejdere. Uddannelsesplanlægningen bør rumme udarbejdelse af en kompetence-\u002Fuddannelsesplan for den enkelte medarbejder.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Samarbejdsudvalget (sekundært tillidsrepræsentant\u002Fledelse) kan rekvirere besøg af organi-sationernes konsulenter for bistand til at igangsætte uddannelsesdialogen.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Besøget kan rekvireres, når en af parterne ønsker det.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Den enkelte medarbejders personlige uddannelsesplan kan indskrives på PensionDanmarks hjemmeside og på medarbejderens foranledning deles mellem medarbejder og virksomhed. Uddannelsesplanen danner baggrund for ansøgning om støtte i HTSK-fonden.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Hvis en medarbejder ønsker det, kan tillidsrepræsentanten bistå medarbejderen i forbin-delse med udviklingen af dennes kompetence-\u002Fuddannelsesplan.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Hvis der ikke er valgt tillidsrepræsentant, har medarbejderen ret til at blive bistået af den lokale afdeling af Dansk Metal\u002FDansk El-Forbund.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 3. Definition af sædvanlig overenskomstmæssig løn\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>I stk. 4 beskrives hvornår medarbejderen har ret til at få fri med sædvanlig overenskomst-mæssig løn. I stk. 4, punkt A dog kun med op til 85 % af sædvanlig overenskomstmæssig løn.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>“Sædvanlig overenskomstmæssig løn” betyder i denne forbindelse den løn, som medarbej-deren ville have optjent, hvis der havde været tale om arbejde på samme tid, og af samme varighed som den pågældende uddannelse. I “sædvanlig overenskomstmæssig løn” medreg-nes personlige tillæg, men ikke tillæg for gener og overtid.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>For medarbejdere på forskudt tid jf. § 5 og på skiftehold efter ”Fællesordning for arbejde i holddrift” medregnes desuden tillægget efter henholdsvis Faglærteoverenskomstens § 5, stk. 2 og Fællesordningens § 3, stk. 1 pr. fraværstime med henholdsvis forskudttidstillæg og skif-teholdstillæg, efter nærmere retningslinjer, som fastlægges af bestyrelsen.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 4. Medarbejdernes rettigheder og pligter vedrørende uddannelse\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>\u003Cstrong>A.\tRealkompetencevurdering\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Alle medarbejdere har ret til at få fri - med sædvanlig overenskomstmæssig løn, jf. stk. 3 - til at deltage i realkompetencevurdering.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Realkompetencevurderingen kan gennemføres på en af følgende måder:\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>a.\tRealkompetencevurdering på en erhvervsskole\u003Cbr>\n  b.\tVejledende realkompetencevurdering gennemført på PensionDanmarks hjemmeside.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Medarbejderen har ret til at gennemføre en realkompetencevurdering efter pkt. a, senest seks måneder efter ønsket er fremsat skriftligt over for virksomheden.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Virksomheden kan betinge sig, at udgifterne hertil dækkes gennem støtte fra HTSK-fonden og eventuel løntabsgodtgørelse (f.eks. VEU-godtgørelse), jf. stk. 6.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>B.\tAlmen kvalificering på grundlæggende niveau\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Alle medarbejdere har ret til at få fri - med sædvanlig overenskomstmæssig løn, jf. stk. 3 - til at deltage i almen kvalificering på grundlæggende niveau i form af forberedende voksen-undervisning (FVU), ordblindeundervisning og dansk for indvandrere.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Herudover har medarbejderne ret til at få fri i op til fire timer til at deltage i vejledning og screening hos godkendte udbydere af uddannelserne forud for opstart af de nævnte uddan-nelser. Der betales sædvanlig overenskomstmæssig løn, jf. stk. 3.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Virksomheden kan betinge sig, at udgifterne hertil dækkes gennem støtte fra HTSK-fonden og eventuel løntabsgodtgørelse (f.eks. SVU), jf. stk. 6.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>C.\tErhvervsrettet efteruddannelse der er aftalt mellem virksomheden og med-arbejderen\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Medarbejdere, der ved uddannelsens start har mindst 6 måneders uafbrudt anciennitet i virksomheden, har ret til at få fri - med sædvanlig overenskomstmæssig løn, jf. stk. 3 samt deltagerbetaling betalt - til deltagelse i erhvervsrettet efteruddannelse, der er aftalt mellem virksomheden og medarbejderen.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Det er en forudsætning, at de pågældende kurser er optaget på den af HTSK-fondens besty-relse udarbejdede ”Positivliste A over aftalt uddannelse”. Desuden skal de pågældende kur-ser være omfattet af en uddannelsesplan, der er aftalt mellem virksomheden og medarbej-deren, jf. stk. 2.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Virksomheden kan betinge sig, at udgifterne hertil dækkes gennem støtte fra HTSK-fonden og eventuel løntabsgodtgørelse (f.eks. VEU-godtgørelse), jf. stk. 6.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Denne betingelse kan ikke gøres gældende, når det drejer sig om den lovpligtige efteruddan-nelse for erhvervschauffører, som er nødvendig for, at medarbejderen kan varetage sin job-funktion.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Uddannelsesaktiviteten efter dette punkt kan maksimalt udgøre 2 uger pr. år.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>D.\tUddannelse på medarbejdernes foranledning (selvvalgt uddannelse) \u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>Medarbejdere, der har mindst 6 måneders uafbrudt anciennitet i virksomheden, har ret til at deltage i uddannelse efter eget valg (selvvalgt uddannelse) i op til 2 uger om året. Ved fortsat beskæftigelse i samme virksomhed har medarbejderen ret til at akkumulere denne ret. Dog kan der maksimalt opsamles 6 uger over 3 år. De først optjente uddannelsesuger forbruges først.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Det er en forudsætning\u003Cbr>\n\u003C\u002Fp>\n\u003Cul>\n  \u003Cli> at der tages fornødent hensyn til virksomhedens forhold,\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> at de pågældende kurser er optaget på den af HTSK-fondens bestyrelse udarbejdede ”Po- sitivliste B over selvvalgt uddannelse”, og\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> at virksomheden ikke supplerer den støtte, som opnås gennem fonden og VEU-godtgø- relsen\u002FSVU.\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>Hvis virksomheden har mulighed for at hjemtage støtte fra fonden, jf. stk. 6, betales op til 85 % af sædvanlig overenskomstmæssig løn, jf. stk. 3 til medarbejderen, idet betalingen til medarbejderen dækkes gennem tilskud fra HTSK-fonden og eventuel løntabsgodtgørelse.\u003Cbr>\n  Retten til uddannelse efter dette punkt gælder ikke for medarbejdere, der er i opsagt stilling. Disse medarbejderes rettigheder følger af § 13, stk. 7.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 5. Uddannelsesaktiviteter på virksomhedens foranledning\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Såfremt virksomheden pålægger en medarbejder at deltage i uddannelse, der ikke er omfat-tet af bestemmelserne i stk. 4, punkt A, B og C, modtager medarbejderen sædvanlig over-enskomstmæssig løn, jf. stk. 3. Dog uden eventuelt tillæg efter henholdsvis § 5, stk. 2 og ”Fællesordningen for arbejde i holddrift § 3, stk. 1.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Deltager medarbejderen i lovpligtig efteruddannelse for erhvervschauffører som en nødven¬dighed for at kunne varetage sin jobfunktion, modtager medarbejderen sædvanlig overens¬komstmæssig løn, jf. stk. 4, punkt C.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 6. Støtte til virksomheder, hvor medarbejderne deltager i uddannelse\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Når virksomheden udbetaler sædvanlig overenskomstmæssig løn, eller op til 85 % af sæd-vanlig overenskomstmæssig løn, til medarbejdere, der deltager i uddannelse, jf. stk. 4 og 5, hjemtager virksomheden eventuel VEU-godtgørelse, Statens Voksenuddannelsesstøtte og lignende deltagergodtgørelse, som den pågældende uddannelse berettiger til.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Når medarbejderne deltager i uddannelse, jf. stk. 4, punkt A, B og § 13, stk. 7, modtager virksomheden en refusion fra fonden, der sammen med den hjemtagne deltagergodtgørelse modsvarer udgiften til at udbetale sædvanlig overenskomstmæssig løn, jf. stk. 3.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Når medarbejderne deltager i uddannelse, jf. stk. 4, punkt C, modtager virksomheden refu-sion fra fonden, der sammen med den hjemtagne deltagergodtgørelse modsvarer udgiften til at udbetale op til 85 % af sædvanlig overenskomstmæssig løn, jf. stk. 3. Dette desuagtet har medarbejderen ret til sædvanlig overenskomstmæssig løn, jf. dog stk. 4, punkt C. Det er endvidere en forudsætning, at der foreligger en uddannelsesplan, jf. stk. 2, der omfatter den pågældende uddannelse. \u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Når medarbejderne deltager i uddannelse, jf. stk. 4, punkt D, modtager virksomheden refu-sion fra fonden, der sammen med den hjemtagne deltagergodtgørelse modsvarer udgiften til at udbetale op til 85 % af sædvanlig overenskomstmæssig løn, jf. stk. 3.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Der kan ikke udbetales støtte fra fonden, medmindre fonden har midler hertil.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch2>\u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprenticeships\">\u003Ch2>\u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Ch2>\u003C\u002Fh2>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-LOWWAGE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprenticeships\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Ch2>\u003C\u002Fh2>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_provision\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprenticeships\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Ch2>§ 28. Lærlinge\u002Felever\u003Cbr>\n\u003C\u002Fh2>\n\u003Cp>De i overenskomsten mellem DI og CO-Industri gældende bestemmelser vedrørende lønfor¬hold er gældende for lærlingeuddannelse på virksomheder omfattet af nærværende overens¬komst.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Mindstebetalingssatsen for lærlinge såvel under som over 18 år udgør:\u003C\u002Fp>\n\u003Ctable cellspacing=\"0\" cellpadding=\"0\" width=\"100%\">\n  \u003Ccolgroup>\u003Ccol width=\"179\">\n  \u003Ccol width=\"176\">\n  \u003Ccol width=\"172\">\n  \u003Ccol width=\"171\" span=\"2\">\n  \u003C\u002Fcolgroup>\u003Ctbody>\u003Ctr>\n    \u003Ctd width=\"179\">\u003C\u002Ftd>\n    \u003Ctd width=\"176\" align=\"center\">\u003C\u002Ftd>\n    \u003Ctd width=\"172\" align=\"center\">\u003Cstrong>1. marts 2020\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd width=\"171\" align=\"center\">\u003Cstrong>1. marts 2021\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd width=\"171\" align=\"center\">\u003Cstrong>1. marts 2022\u003C\u002Fstrong>\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd align=\"center\">Sats\u003C\u002Ftd>\n    \u003Ctd align=\"center\">Periode – år\u003C\u002Ftd>\n    \u003Ctd width=\"172\" align=\"center\">pr. time\u003C\u002Ftd>\n    \u003Ctd width=\"171\" align=\"center\">pr. time\u003C\u002Ftd>\n    \u003Ctd width=\"171\" align=\"center\">pr. time\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd align=\"center\">1\u003C\u002Ftd>\n    \u003Ctd align=\"center\">0 – 1\u003C\u002Ftd>\n    \u003Ctd width=\"172\">kr. 71,30\u003C\u002Ftd>\n    \u003Ctd width=\"171\">kr. 72,50\u003C\u002Ftd>\n    \u003Ctd width=\"171\">kr. 73,75\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd align=\"center\">2\u003C\u002Ftd>\n    \u003Ctd align=\"center\">1 – 2\u003C\u002Ftd>\n    \u003Ctd width=\"172\">kr. 80,85\u003C\u002Ftd>\n    \u003Ctd width=\"171\">kr. 82,25\u003C\u002Ftd>\n    \u003Ctd width=\"171\">kr. 83,60\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd align=\"center\">3\u003C\u002Ftd>\n    \u003Ctd align=\"center\">2 – 3\u003C\u002Ftd>\n    \u003Ctd width=\"172\">kr. 86,85\u003C\u002Ftd>\n    \u003Ctd width=\"171\">kr. 88,35\u003C\u002Ftd>\n    \u003Ctd width=\"171\">kr. 89,85\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd align=\"center\">4\u003C\u002Ftd>\n    \u003Ctd align=\"center\">3 – 4\u003C\u002Ftd>\n    \u003Ctd width=\"172\">kr. 100,60\u003C\u002Ftd>\n    \u003Ctd width=\"171\">kr. 102,30\u003C\u002Ftd>\n    \u003Ctd width=\"171\">kr. 104,05\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd align=\"center\">5\u003C\u002Ftd>\n    \u003Ctd align=\"center\">over 4\u003C\u002Ftd>\n    \u003Ctd width=\"172\">kr. 121,60\u003C\u002Ftd>\n    \u003Ctd width=\"171\">kr. 123,65\u003C\u002Ftd>\n    \u003Ctd width=\"171\">kr. 125,75\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable cellspacing=\"0\" cellpadding=\"0\" width=\"100%\">\u003Ctbody>\u003Ctr>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable cellspacing=\"0\" cellpadding=\"0\" width=\"100%\">\u003Ctbody>\u003Ctr>\n  \u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Ch2>§ 29. Løndumping\u003Cbr>\n\u003C\u002Fh2>\n\u003Cp>Se bilag 15 vedrørende løndumping.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch2>§ 30. Nyoptagne virksomheder *)\u003Cbr>\n\u003C\u002Fh2>\n\u003Ch3>Stk. 1\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Virksomheder, som ved deres optagelse i DIO II har overenskomst med Dansk Metal\u002FDansk El-Forbund eller forbundenes afdelinger, hvad enten overenskomsten er en særoverens¬komst, en tiltrædelsesoverenskomst eller en lokalaftale, omfattes, uden særlig opsigelse af en sådan overenskomst, af DIO II’s overenskomst fra tidspunktet for optagelsen.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 2\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Der optages snarest, efter virksomhedens optagelse i DIO II, tilpasningsforhandlinger med det formål at udforme eventuelle lokale aftaler, jf. § 23, på en sådan måde, at bestående overenskomstforhold ikke forrykkes som helhed.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 3\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Virksomheder, som ved deres optagelse i DIO II ingen overenskomst eller lokalaftale har med Dansk Metal\u002FDansk El-Forbund eller forbundenes afdelinger, er omfattet af denne overenskomst fra optagelsestidspunktet.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>*) Se bilag 9. Nyoptagne virksomheder - pension og særlig opsparing.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch2>§ 31. Udviklingsfonde\u003Cbr>\n\u003C\u002Fh2>\n\u003Ch3>Stk. 1. DA\u002FLO Udviklingsfonden\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Parterne er enige om, at bidraget til den af hovedorganisationerne (DA og LO) etablerede udviklingsfond er kr. 0,45 pr. præsteret arbejdstime. Med virkning fra den første lønningsperiode efter 1. januar 2022 udgør bidraget kr. 0,47 pr. præsteret arbejdstime.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 2. Faglærtes Udviklings- og Samarbejdsfond\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Parterne har oprettet Faglærtes Udviklings- og Samarbejdsfond dækkende Faglærteover-enskomsten samt Metal- Transportoverenskomsten. Fonden har til formål at understøtte aktiviteter, der udvikler og styrker faglærtes beskæftigelse i handels- og transportbranchen i det danske samfund - herunder ved at styrke og udvide det organiserede arbejdsmarked. Det sker bl.a. gennem overenskomstprocessen, der sætter standarderne for løn og arbejds-vilkår på det danske arbejdsmarked. Begge parter har et fælles ansvar for at understøtte dette arbejde.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Dette kan eksempelvis ske ved at:\u003Cbr>\n\u003C\u002Fp>\n\u003Cul>\n  \u003Cli> Styrke samarbejdet mellem ledelserne i DI’s medlemsvirksomheder og Dansk Me- tal\u002FDansk El-Forbunds tillidsrepræsentanter.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Understøtte uddannelsesaktiviteter på DI’s medlemsvirksomheder, eksempelvis vedligeholdelse af kompetencer og kvalifikationer blandt medarbejderne.\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>\u003Cstrong>Bidrag til fonden\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Fonden tilføres kr. 0,25 pr. præsteret arbejdstime. Fra 2. kvartal 2020 tilføres kr. 0,30 pr. præsteret arbejdstime.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Nyoptagne medlemmer af DIO II kan kræve, at bidraget til Faglærtes Udviklings- og Samarbejdsfond bortfalder det første år af medlemsskabet af DIO II. Herefter betales normalt bidrag.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Bidragene til fonden opkræves sammen med bidraget til HTSK-fonden. De opgøres og op-spares separat fra de øvrige midler i HTSK-fonden.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch2>\u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end\">\u003Ch2>§ 32. Overenskomstens varighed\u003Cbr>\n\u003C\u002Fh2>\n\u003Ch3>Stk. 1\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Overenskomsten kan tidligst opsiges til 1. marts 2023. Opsigelsesfristen er 3 måneder, med-mindre andet er aftalt mellem hovedorganisationerne.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Stk. 2\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Selv om overenskomsten er opsagt eller udløbet, er parterne dog forpligtet til at overholde dens bestemmelser, indtil anden overenskomst træder i stedet, eller arbejdsstandsning er iværksat i overensstemmelse med reglerne i Hovedaftalen af 31. oktober 1973 med senere ændringer.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>København, 5. marts 2020\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Dansk Metal\u003Cbr>\n  Sign. Allan Givskov\t\u003C\u002Fp>\n\u003Cp>DI Overenskomst II v\u002F DI \u003Cbr>Sign. Alexander Rosetzsky\u003C\u002Fp>\n\u003Cp>Dansk El-Forbund \u003Cbr>Sign. Martin Frank \u003Cbr>Frederichsen \u003Cbr>\n  \u003C\u002Fp>\n\u003Ch2>Bilag 1 Aftale om særlig arbejdstidstilrettelægning\u003Cbr>\n  \u003C\u002Fh2>\n\u003Cp>Der kan træffes aftaler om nedenstående særordninger vedr. særlig arbejdstidstilrettelæg-ning.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Aftalen kan indgås mellem tillidsrepræsentanten på virksomheden og virksomhedens le-delse.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Såfremt der ønskes etableret særordninger, som ikke omfattes af de nedenfor under pkt. 1¬4 omhandlede eksempler, optages der forhandling herom mellem virksomhedens ledelse og tillidsrepræsentanten samt den lokale afdeling af Dansk Metal\u002FDansk El-Forbund, og ord-ningens gennemførelse beror på, om der kan opnås enighed herom.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>De indgåede aftaler kan opsiges i henhold til reglerne om lokale aftaler.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>1.\tWeekendarbejde\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>Weekendarbejde kan etableres på virksomheder, der har en særlig og længerevarende inte-resse i at udvide den ugentlige driftstid, således at behovet ikke rimeligt kan dækkes ved almindeligt overarbejde.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Til weekendarbejde ansættes medarbejdere, der ikke har anden lønnet beskæftigelse. Der kan således ikke udbetales supplerende understøttelse.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Weekendarbejde skal normalt være af mindst 24 timers varighed pr. uge og kan normalt tidligst påbegyndes ved normal driftstids afslutning om fredagen.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Der garanteres de pågældende medarbejdere en indtjent ugeløn, der svarer til 37 timer gan¬get med den for tilsvarende medarbejdere på virksomheden i almindelig dagtid gældende timefortjeneste.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">Lønnen beregnes i øvrigt som summen af den normale timeløn inkl. gældende tillæg for det præsterede antal timer. Hertil ydes for arbejde om fredagen forskudttidstillæg og for arbejde om lørdagen efter kl. 12.30 overarbejdstillæg med 50 pct. tillæg for de første tre timer. For det øvrige arbejde om lørdagen samt for arbejde om søndagen ydes 100 pct. Der beregnes fuldt ATP-bidrag.\u003C\u002Fdiv>\u003Cbr>\n  \u003Cp>\u003C\u002Fp>\n\u003Cp>Medarbejdere omfattet af denne ordning modtager betaling efter procentmodellen i bestem¬melsen om frihed\u002Fferiefridage.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Parterne er enige om det naturlige i, at weekendarbejdere er medlemmer af den samme fag¬lige organisation, som de øvrige på virksomheden beskæftigede tilsvarende arbejdere.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>2.\t“Fire-dages vagter”\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>“Fire-dages vagter” kan etableres på virksomheder, hvor en sådan ordning imødekommer driftstekniske eller driftsøkonomiske hensyn. \u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Medarbejdere på “Fire-dages vagter” afvikler den normale ugentlige arbejdstid på 4 ugent-lige hverdagsvagter å 9 timer og 15 minutter, idet det skal sikres, at der regelmæssigt er 2 sammenhængende fridage.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>For arbejdet betales sædvanlig løn og løntillæg samt forskudttidstillæg for de timer, der fal-der udenfor de sædvanlige rammer for arbejdstidens lægning. Om lørdagen betales der som forskudttidstillæg overarbejdstillæg fra klokken 12.30, begyndende med tre timer med 50 pct. tillæg og derefter 100 pct. tillæg.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>3.\tVarierende ugentlig arbejdstid\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>Arbejdstiden kan iværksættes med varierende ugentlig arbejdstid, blot den gennemsnitlige ugentlige arbejdstid er 37 timer. Arbejdstiden i den enkelte uge må ikke overstige 44 timer. Forudsætningen for varierende ugentlige arbejdstider er, at de fastlægges for mindst 4 uger og indtil 12 måneder ad gangen, og at det angives ved opslag eller anden form for meddelelse, hvorledes arbejdstiden er fordelt over perioden.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>4.\tDeltidsansættelse\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>\u003Cstrong>Allerede ansatte\u003C\u002Fstrong>\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Mellem en allerede ansat medarbejder og virksomheden kan aftales ændring af arbejdstiden fra fuldtid til deltid, jf. lov om deltid.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003Cstrong>Nyansatte\u003C\u002Fstrong>\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Der kan lokalt træffes aftale, jf. dette bilags indledningsafsnit, om nyansættelse af medar-bejdere på deltid.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Virksomheden må ikke benytte ansættelse af deltidsbeskæftigede til at reducere antallet af fuldtidsbeskæftigede, for så vidt der er tale om medarbejdere med samme kvalifikationer.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003Cstrong>Fælles bestemmelser\u003C\u002Fstrong>\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Den ugentlige arbejdstid for deltidsbeskæftigede skal udgøre mindst 15 timer.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Den ugentlige arbejdstid og dens placering skal skriftlig aftales ved ansættelsen, eller i for-bindelse med aftale om deltidsbeskæftigelse for allerede ansatte.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Aflønningen af deltidsbeskæftigede sker i henhold til de almindeligt gældende overens-komstmæssige bestemmelser, således at der ikke ydes lønmæssig kompensation, fordi ar-bejdstiden er kortere end arbejdstiden for heltidsansatte.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>For den del af den daglige arbejdstid, der for deltidsbeskæftigede medarbejdere ligger uden for den i § 1, stk. 3, anførte normale dagsarbejdstid, ydes en tillægsbetaling svarende til den, der ydes ved arbejde på forskudt tid.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Parterne er enige om, at overarbejde, hvorved forstås arbejde ud over den normale arbejds¬tid for heltidsansatte, kun undtagelsesvis bør finde sted for medarbejdere beskæftiget på deltid. \u003Cbr>\n  \u003C\u002Fp>\n\u003Ch2>Bilag 2 Afspadsering  (gældende for afspadsering, der ikke hidrører fra systematisk overarbejde, jfr. § 8, stk. 4.).\u003Cbr>\n  \u003C\u002Fh2>\n\u003Cp>1.\tDer er enighed om, at virksomheden og de ansatte som led i ansættelsesvilkårene kan indføre afspadsering af overarbejde, idet organisationerne anbefaler afspadsering.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>2.\tOverarbejde afspadseres time for time, og overarbejdstillægget udbetales løbende i for¬bindelse med overarbejde.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>3.\tTidspunktet for afspadsering aftales mellem arbejdsgiveren og den ansatte.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>4.\tAfspadsering sker for hele dage. Eventuelle overskydende timer udbetales.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>5.\tTilgodehavende afspadseringstimer skal være afviklet senest 26 uger efter optjeningen. Hvis afspadsering ikke har fundet sted, eller den ansatte fratræder, udbetales tilgodeha¬vendet ved førstkommende lønudbetaling.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>6.\tUnder afspadsering udbetales den opsparede timeløn samt eventuelt anciennitetstillæg (for ugelønnede og timelønnede, som i henhold til § 6 har opnået dette).\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Mellem nedenstående arbejdsgiver og lønmodtager er der enighed om, at denne aftale gæl¬der for ansættelsesforholdet. \u003Cbr>\n  \u003C\u002Fp>\n\u003Ch2>Bilag 3  Arbejdsfordeling\u003Cbr>\n  \u003C\u002Fh2>\n\u003Cp>DIO II og Dansk Metal\u002FDansk El-Forbund er enige om, at beskæftigelsessituationen i kon-krete situationer med føje kan foranledige virksomheder til at anvende arbejdsfordeling for at undgå afskedigelser som følge af midlertidig produktionsnedgang.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>På denne baggrund er organisationerne enige om nedenstående retningslinjer for indførelse af arbejdsfordelingsordninger inden for de mellem DIO II og Dansk Metal\u002FDansk El-For- bund’s bestående overenskomstområder:\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Arbejdsfordeling skal være begrundet i driftsmæssige årsager af forventelig kortvarig karak¬ter.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>1.\tArbejdsfordeling aftales mellem medarbejderne og virksomheden. Kan enighed ikke opnås, kan arbejdsgiveren varsle en sådan med 3 ugers varsel. Inden for dette tidsrum har medarbejderne påtaleret i henhold til Regler for behandling af faglig strid (bilag 5). For så vidt angår en uoverensstemmelse om en arbejdsfordeling indankes til fag¬retlig behandling, kan arbejdsfordelingen ikke træde i kraft, før mæglingsmøde har været afholdt.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>2.\tArbejdsfordeling er en midlertidig foranstaltning og kan ikke aftales for længere tid end 3 måneder.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>3.\tLedighed som følge af arbejdsfordeling skal tilstræbes samlet i sammenhængende pe¬rioder fra en kalenderuges begyndelse. Der kan således ikke træffes aftale om ned-sættelse af den daglige arbejdstid.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>4.\tAfskedigelse af en medarbejder under en løbende arbejdsfordeling kan kun ske af år¬sager, der kan henregnes til den pågældendes egne forhold.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>5.\tEr det bortset fra sådanne tilfælde nødvendigt at foretage yderligere afskedigelser, skal aftalen om arbejdsfordeling forinden tages op til ny lokal drøftelse.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>6.\tAftaler om arbejdsfordeling efter nærværende retningslinjer skal tilsendes DIO II og Dansk Metal\u002FDansk El-Forbund til orientering forud for iværksættelsen, idet virk-somheden skal garantere, at krav i forhold til Arbejdsformidlingen er opfyldte.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>7.\tNærværende retningslinjer kan af enhver af organisationerne til enhver tid opsiges med 3 måneders varsel. Ved opsigelsesfristens udløb ophører enhver i henhold til retningslinjerne indgået lokal aftale om arbejdsfordeling.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch2>Bilag 4 Ferie\u003Cbr>\n  \u003C\u002Fh2>\n\u003Ch3>§ 1 \u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>Fælles bestemmelser gældende for ansættelsesforhold omfattet af overenskomst mellem DIO II og Dansk Metal\u002FDansk El-forbund gældende for faglærte.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Nærværende aftale er indgået i medfør af Ferieloven.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Parterne er enige om, at for ansættelsesforhold omfattet af overenskomster mellem DIO II og Dansk Metal\u002FDansk El-forbund gælder nedenstående fravigelser fra Ferieloven.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>§ 2\tFagretlig behandling\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>Tvistigheder, som måtte opstå som følge af denne aftale behandles fagretligt. Sager om brud på aftalen behandles efter de herfor gældende regler, herunder i Arbejdsretten.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>I forbindelse med Ferieloven er aftalt, at tvistløsning i det fagretlige system alene omhandler de aftalte fravigelser fra Ferieloven.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>§ 3\tOverførsel af ferie\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>Medarbejder og arbejdsgiver kan aftale, at optjente og ikke afviklede feriedage ud over 20 dage kan overføres til den følgende ferieafholdelsesperiode.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Der kan maksimalt overføres sammenlagt 10 feriedage, og senest i andet ferieafholdelses-periode efter, at ferie overføres, skal al ferie afholdes (denne bestemmelse gælder ikke ved overførsel af ferie fra ferieåret 2019-2020 til det korte ferieår i 2020). Se Bilag B.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Medarbejderen og arbejdsgiveren skal skriftligt indgå en aftale inden den 31. december (indtil 1. januar 2021: inden 30. september efter ferieårets udløb). Parterne anbefaler, at den som Bilag A optrykte aftale anvendes. Såfremt den optrykte aftale ikke anvendes (fx hvis virksomheden ønsker at bruge samme blanket for alle medarbejdergrupper), skal afta-len mindst indeholde samme punkter som den optrykte aftale, som er godkendt af organisationerne.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Ferie i et omfang svarende til overført ferie, kan ikke pålægges afviklet i et opsigelsesvarsel, medmindre ferien i medfør af aftale, jf. ovenfor, er placeret til afholdelse inden for vars-lingsperioden.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>§ 4\tFerie i hele uger\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>Såfremt ferie afvikles i hele uger, ophører ferien ved normal arbejdstids begyndelse første normale arbejdsdag efter feriens afslutning.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>§ 5\tAfholdelse af ferie i timer\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>Der kan lokalt træffes skriftlig aftale om, at ferie afholdes i timer.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Det skal i den forbindelse sikres, at ferien ikke holdes i færre timer end det planlagte antal arbejdstimer den pågældende dag, og at den samlede ferie ikke bliver på mindre end 5 uger regnet i 25 hele dage, hvor arbejdsfri dage, der ikke er erstatningsfridage, og arbejdsdage, indgår forholdsmæssigt. Ferien skal så vidt muligt afholdes i hele uger. \u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Ferien skal afspejle arbejdsugen og må ikke udelukkende placeres på korte eller lange arbejdsdage.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>§ 6\tRaskmelding i forbindelse med kollektiv ferielukning\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>Såfremt en medarbejder, der er sygemeldt inden ferien begynder, raskmelder sig under kol¬lektiv ferielukning og medarbejderen ønsker at genoptage arbejdet, kan han hvis muligt gen¬optage arbejdet og har så krav på at få ferien placeret på et andet tidspunkt. Er det ikke muligt at tilbyde medarbejderen beskæftigelse i perioden med den kollektive ferielukning, betragtes ferien som påbegyndt på tidspunktet for raskmeldingen.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Den ferie, som pågældende medarbejder har været forhindret i at afholde på grund af syg-dom, afvikles i forlængelse af den oprindeligt varslede ferie, med mindre andet aftales.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>§ 7\tUdbetaling\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>a.\tFeriegodtgørelse svarende til feriens længde udbetales ved førstkommende lønudbe-taling, efter virksomheden har modtaget medarbejderens anmodning om udbetaling fra Feriepengeinfo, dog tidligst en måned før ferien holdes. Bestemmelsen træder i kraft 1. september 2020.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>b.\tFerietillæg, der udbetales til medarbejdere med løn under ferie, kan udbetales før fe-rien holdes. I så fald kan det kræves modregnet ved fratræden i det omfang, der er udbetalt ferietillæg for ikke afholdt ferie.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>§ 8\tGaranti\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>DI garanterer for al optjent feriegodtgørelse, herunder for overført ferie. \u003C\u002Fp>\n\u003Ch2>BILAG A AFTALE OM FERIEOVERFØRSEL\u003Cbr>\n\u003C\u002Fh2>\n\u003Cp>i henhold til fælles bestemmelser gældende for ansættelsesfor-\u003Cbr>\n  hold omfattet af overenskomster mellem\u003Cbr>\nDIO II og Dansk Metal \u002F Dansk El-Forbund.\u003C\u002Fp>\n\u003Cp>Arbejdsgiver \u003C\u002Fp>\n\u003Cp>Medarbejder \u003C\u002Fp>\n\u003Ch3>1.\tOverført ferie\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Parterne har i overensstemmelse med nedenstående regler aftalt, at ...................................... feriedage overføres  til næste ferieår.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Der kan maksimalt overføres 10 feriedage, og senest i 2. ferieår efter, at ferie overføres, skal den af¬holdes. Feriedage, som medarbejderen er forhindret i at afvikle på grund af egen sygdom, barsels¬orlov, orlov til adoption eller andet fravær på grund af orlov, kan overføres uanset denne begræns¬ning.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>2.\tAftaler om afvikling\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>For den overførte ferie er følgende i øvrigt aftalt: (sæt 1 kryds):\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>2.1\t□ Det er aftalt, at ferien skal afholdes i forbindelse med hovedferien i ferieåret 20.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>2.2\t□ Det er aftalt, at den overførte ferie skal afholdes i følgende periode(r):\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Fra og med den\t\u002F\t20\ttil og med den\t\u002F\t20\t.\u003Cbr>\n  Fra og med den\t\u002F\t20\ttil og med den\t\u002F\t20\t.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>2.3\t□ Anden eller supplerende aftale:\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>3.\tØvrige bestemmelser\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>3.1\tAftaler om ferieoverførsel skal indgås inden den 31. december (indtil 1. januar 2021: inden 30. september efter ferieårets udløb).\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>3.2\tEr eller bliver der ikke senere indgået aftale om feriens afholdelse, placeres ferien som rest¬ferie.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>3.3\tEr der indgået en aftale om afvikling af den overførte ferie, kan en sådan aftale kun ændres ved en ny aftale.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>3.4\tArbejdsgiveren har pligt til inden den 31. december (indtil 1. januar 2021: inden 30. september efter ferieårets udløb) at underrette den, der skal udbetale feriegodtgørelsen for den overførte ferie, om at ferien er overført. Dette kan evt. ske ved fremsendelse af kopi af denne aftale.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Dato: .......................................\u003C\u002Fp>\n\u003Cp>Virksomhedens underskrift \u003C\u002Fp>\n\u003Cp>............................................\u003C\u002Fp>\n\u003Cp>Medarbejderens underskrift\u003C\u002Fp>\n\u003Cp>............................................\u003C\u002Fp>\n\u003Ch2>BILAG B  Eksempler på overførsel af feriedage\u003Cbr>\n  \u003C\u002Fh2>\n\u003Ch3>År o\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>Medarbejder har 25 feriedage. Medarbejder holder 20 feriedage i ferieår 0. Medarbejder overfører max. 5 feriedage til år 1.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>År 1\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>Medarbejder har 25 feriedage + 5 overførte feriedage fra år 0, i alt 30 feriedage. Medarbejder holder 20 feriedage. Medarbejder har 10 feriedage til gode, som ”overføres” til år 2.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>År 2\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>Medarbejder har 25 feriedage + 10 feriedage, i alt 35 feriedage. Medarbejder holder 20 fe-riedage af de 25 feriedage. Derudover skal medarbejder holde 5 feriedage ”overført” fra år 0. Medarbejder har herefter igen 10 feriedage ekstra, som kan holdes i år 3.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>År 3\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>Medarbejder har 25 feriedage + 10 overførte feriedage, i alt 35 feriedage. Medarbejder hol¬der 20 feriedage af de 25 feriedage. Derudover skal medarbejder holde 5 feriedage ”overført” fra år 1. Medarbejder har herefter 10 feriedage ekstra, som enten kan holdes i år 3 eller over¬føres til år 4 osv. \u003Cbr>\n  \u003C\u002Fp>\n\u003Ch2>Bilag 5 DIO II’s feriekortordning\u003Cbr>\n  \u003C\u002Fh2>\n\u003Cp>Idet den til enhver tid gældende ferielov med tilknyttede administrative bestemmelser i øv¬rigt er gældende, jf. dog punkterne 6-9, er parterne enige om, at nedenstående regler træder i stedet for de i henhold til lovens § 28 givne bestemmelser om feriekontosystemet:\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>1.\tNærværende ferieordning er gældende for arbejdere beskæftiget på DIO II’s medlems-virksomheder.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>2.\tFeriegodtgørelse udbetales kontant, når ferie skal holdes.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>3.\tEn medarbejder, som i det løbende optjeningsår skifter arbejdssted, får ved sin fratræden udleveret meddelelse fra virksomheden om, at han har feriegodtgørelse til gode. Meddelel¬sen skal indeholde oplysning om beskæftigelsesperioden og en opfordring til medarbejderen om at meddele arbejdsgiveren eventuel adresseændring.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>4.\tSenest samtidigt med årsopgørelsen får den fratrådte medarbejder fra virksomheden til¬sendt et af hovedorganisationerne godkendt feriekort, som angiver medarbejderens navn, cpr.nr. og adresse, optjeningsår og ferieår, samt det tidsrum inden for samme optjeningsår beskæftigelsen har varet, den ferieberettigede løn, der er udbetalt for samme tidsrum, samt den feriegodtgørelse, der er opnået ret til. Herudover anføres det antal feriedage, beskæfti¬gelsen berettiger til, samt hvor meget feriegodtgørelsen udgør pr. feriedag, og at kortet taber sin gyldighed ved ferieårets udløb. Kortet skal endvidere være forsynet med virksomhedens navn, adresse og CVR-nr.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>5.\tHar medarbejderen ikke haft hele den det løbende ferieår tilkommende ferie, får medar¬bejderen tillige udleveret et restferiekort som bevis for den feriegodtgørelse, der tilkommer medarbejderen for den del af ferien for det forudgående ferieår, medarbejderen endnu ikke har holdt. Restferiekortet skal indeholde de samme oplysninger som feriekortet og herud¬over oplysninger om den allerede udbetalte feriegodtgørelse, den tilgodehavende feriegodt¬gørelse samt det hertil svarende antal feriedage.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>6.\tLøsarbejdere eller arbejdere med flere korterevarende ansættelser hos samme arbejdsgi¬ver omfattes af bestemmelserne 7 og 8.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>7.\tFerieretten udgør 1 feriedag for hver 67 timers ansættelse, dog højst 25 feriedage. Har det udførte arbejde været af kortere varighed, sættes ferieretten i forhold til beskæftigelsens længde. Ved beregning af feriens længde regnes med halve dage, således at afrunding sker til nærmeste halve feriedag.\u003Cbr>\n  \u003Cp>\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Cp>8.\tMedarbejderen har ret til feriegodtgørelse under fravær på grund af sygdom, jf. punkt 9, hvis denne kan dokumentere mindst 1.864 timers arbejde inden for de sidste 24 måneder hos pågældende arbejdsgiver.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>9.\tFeriegodtgørelse beregnes efter Ferielovens almindelige regler, dog således at feriegodt¬gørelse under fravær på grund af sygdom eller tilskadekomst til medarbejdere over 18 år fastsættes på grundlag af en indtjening på kr. 923,52 pr. dag, således at feriegodtgørelsen pr. dag udgør kr. 115,44 og beregnes for 5 dage pr. uges fravær. Beløbet, der er inkl. dyrtidstil¬læg, udbetales uanset aflønningsforholdet og aflønningsformen og underkastes sædvanlig regulering også med hensyn til generelle ændringer af lønnen i op- eller nedadgående ret¬ning.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cp>For medarbejdere under 18 år er beregningsgrundlaget følgende:\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>17-årige\t80 pct.\u003Cbr>\n  andre\t60 pct.\u003Cbr>\n  af ovennævnte sats.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>10.\tLønmodtageren kan kræve feriegodtgørelsen udbetalt eller tilsendt af virksomheden 1 måned forud for datoen for feriens begyndelse mod indlevering eller indsendelse af sit ferie¬kort.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Når lønmodtageren skal holde ferie, attesterer den nuværende arbejdsgiver feriekortet og anfører datoen for feriens begyndelse, antallet af feriedage der nu skal holdes, samt hvor stort et beløb der svarer hertil.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Skal lønmodtageren ikke have hele ferien i sammenhæng, udbetaler virksomheden, der har udstedt kortet, det beløb der nu er forfaldent til betaling og udleverer et nyt feriekort på det resterende beløb i overensstemmelse med ovenstående bestemmelser.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Har lønmodtageren ingen arbejdsgiver på det tidspunkt, hvor ferien skal holdes, meddeles attestation af arbejdsløshedskassen, hvis pågældende oppebærer arbejdsløshedsdagpenge. Holdes ferien under aftjening af værnepligt, meddeles attestation af tjenestestedet. I andre tilfælde meddeles attestation af tjenestestedet.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Lønmodtagere, der har optjent under kr. 500,00 i feriegodtgørelse, lønmodtagere over 67 år, personer der er fyldt 60 år og modtager pension efter lov om socialpension eller oppebæ¬rer alders- eller invalidepension fra en godkendt pensionsordning samt efterlønsmodtagere, kan få feriegodtgørelsen udbetalt ved ferieårets start.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Lønmodtagere, der på grund af\u003Cbr>\n  \u003C\u002Fp>\n\u003Cul>\n  \u003Cli> aftjening af værnepligt,\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> deltagelse i aktiviteter, der følger af en kontrakt med Den Danske Internationale Bri-gade,\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> sygdom,\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> barsel, adoptionsorlov, ophold i udlandet, indsættelse i en af fængselsvæsenets institu¬\u003Cbr>\n    tioner eller anden tvangsanbringelse,\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> overgang til selvstændigt erhverv eller arbejde i hjemmet\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>helt eller delvis er afskåret fra at holde ferie i ferieperioden, har ret til efter ferieperiodens udløb den 30. september, at få udbetalt feriegodtgørelse svarende til hovedferien (15 dage) uden at holde ferie.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Ved ferieårets udløb kan ikke hævet feriegodtgørelse udbetales, uden at ferie er holdt, hvis lønmodtageren på grund af de ovenfor nævnte forhold helt eller delvis har været afskåret fra at holde ferie inden 1. maj i ferieåret.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>11.\tFeriegodtgørelse, som ikke er hævet inden udløbet af det ferieår, i hvilket ferien skulle have været afholdt, tilfalder Feriefonden for DI og indbetales til:\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Feriefonden for DIO II\u003Cbr>\n  DI\u003Cbr>\n  H.C. Andersens Boulevard 18\u003Cbr>\n  1787 København V.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Undtaget herfra er dog feriepenge, som er knyttet til feriedage, som er aftalt udskudt til af-holdelse efter ferieårets udløb.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>For lønmodtagere, som ikke er omfattet af en feriekortordning i henhold til en kollektiv over¬enskomst mellem nærværende parter, indbetales uhævet feriegodtgørelse til:\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Arbejdsmarkedets Feriefond\u003Cbr>\n  Hauser Plads 20, 4.\u003Cbr>\n  Postboks 1192\u003Cbr>\n  1127 København K\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>medmindre andet fremgår af en anden kollektiv overenskomst.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>12.\tDIO II garanterer ved sin underskrift på nærværende aftale for beløbenes udbetaling.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>13.\tTvistigheder, der måtte opstå som følge af foranstående regler, kan behandles efter de gældende regler for behandling af faglig strid. \u003Cbr>\n  \u003C\u002Fp>\n\u003Ch2>Bilag 6 Regler for behandling af faglig strid\u003Cbr>\n\u003C\u002Fh2>\n\u003Ch3>1.\tLokal forhandling\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Opstår der på en virksomhed en retstvist, skal uoverensstemmelsen søges bilagt ved lokal forhandling mellem parterne på virksomheden. Forhandlingerne skal påbegyndes og afslut¬tes så hurtigt som muligt.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Opnås der ved forhandling på virksomheden ikke enighed, fortsætter forhandlingerne under medvirken af den lokale afdeling af Dansk Metal\u002FDansk El-Forbund samt den lokale med- lemsforening\u002FDIO II.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Der udarbejdes et referat af forhandlingerne, som skal indeholde følgende oplysninger.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cul>\n  \u003Cli> Virksomhedens navn, adresse og telefonnummer.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Navnene på de personer, der deltager i forhandlingen, med angivelse af, om disse re-præsenterer de ansatte eller virksomheden.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Beskrivelse af uoverensstemmelsens indhold og karakter.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Beskrivelse af den forhandlingsløsning, der opnås - eller en angivelse af hver parts ho-vedsynspunkter.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Referatet dateres og underskrives af tillidsrepræsentanten, den lokale Dansk Me- tal\u002FDansk El-Forbund afdelings repræsentant, repræsentanten for virksomhedens le-delse samt hvor HTS’ lokale forening har deltaget med repræsentanten herfra.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Er parterne enige, kan mægling efter nedenstående pkt. 2 iværksættes uden forudgå-ende lokal forhandling.\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Ful>\n\u003Ch3>2.\tMæglingsmøde\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>Opnås der ikke enighed ved den lokale forhandling, kan de respektive organisationer (Dansk Metal\u002FDansk El-Forbund eller den lokale medlemsforening\u002FDIO II) begære mægling i sagen. Mæglingsbegæringen skal være skriftlig og indeholde en kort beskrivelse af uoverensstem¬melsen, således at temaet på mæglingsmødet klart fremgår af begæringen.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Har der været lokal forhandling, jf. pkt. 1, skal referatet vedlægges.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Mæglingsmødet skal, såfremt en af parterne kræver dette, eller såfremt det er af betydning for sagens afklaring, holdes på den virksomhed, hvor uoverensstemmelsen er opstået.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Mæglingsmødet skal afholdes hurtigst muligt og senest 3 uger efter mæglingsbegæringens modtagelse i den modstående organisation.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Tidsfristen kan fraviges efter aftale mellem organisationerne.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>I sager vedrørende bortvisning skal mæglingsmøde afholdes senest 5 arbejdsdage efter mæglingsbegæringens modtagelse i den modstående organisation, medmindre andet afta-les. \u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Er der i sager vedrørende bortvisning ikke opnået enighed ved mæglingsmødet, kan de re-spektive parter begære sagen afgjort ved en faglig voldgift.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>I de situationer, hvor sagen er begæret afgjort ved en faglig voldgift, kan de respektive parter tillige begære et organisationsmøde, såfremt afholdelse heraf er mulig uden omberammelse af den faglige voldgift.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>På mæglingsmødet ledes forhandlingerne af organisationernes mæglingsmænd, der søger at tilvejebringe en løsning af uoverensstemmelsen.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Mæglingsmændene udarbejder et referat af forhandlingerne, og dette underskrives med bin¬dende virkning for parterne og de respektive organisationer af mæglingsmændene.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>3.\tOrganisationsmøde\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>Opnås der ikke enighed ved mæglingsmødet, kan sagen videreføres ved et organisations-møde.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Skriftlig begæring herom skal meddeles den modstående organisation senest 2 uger efter mæglingsmødets afholdelse.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Organisationsmødet skal afholdes hurtigst muligt og senest 3 uger efter organisationsmøde¬begæringens modtagelse i den modstående organisation.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Tidsfristen kan fraviges efter aftale mellem organisationerne.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>På organisationsmødet deltager mindst to repræsentanter fra hver af parterne. Mæglings-møderepræsentanterne deltager, med mindre særlige omstændigheder foreligger, også i or¬ganisationsmødet, men de pågældende kan normalt ikke lede forhandlingerne.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Der udarbejdes et referat af forhandlingerne, og dette underskrives med bindende virkning af parterne.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Lønkrav efter overenskomstens § 5, stk. 4, kan ikke videreføres udover et organisations-møde.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>4.\tOverenskomstudvalg\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>DIO II og Dansk Metal\u002FDansk El-Forbund nedsætter et stående udvalg, hvor de nedenfor under 1-3 anførte spørgsmål af hver af organisationerne kan begæres behandlet:\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>1.\tUoverensstemmelser af principiel karakter vedrørende forståelse af overenskomster og dermed ligestillede aftaler indgået mellem organisationerne. Den organisation, der vil henvise en sag til behandling ved faglig voldgift, har pligt til forinden at indbringe sagen for udvalget.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>2.\tSager i en lokal uoverensstemmelse, hvor afgørelsen skønnes at kunne få betydning for hele overenskomstområdet.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>3.\tSager, hvor en af overenskomstparterne har til hensigt at gøre organisationsansvar gæl-dende. Den organisation, der har til hensigt at gøre organisationsansvar gældende, har pligt til at indbringe sagen for udvalget. Gøres organisationsansvar gældende ved et fæl¬lesmøde, forudsætter en videreførsel af organisationsansvaret i klageskriftet, at sagen forinden har været behandlet i overenskomstudvalget. Såfremt fristen ved Arbejdsretten hindrer dette, skal sagen behandles i overenskomstudvalget, inden sagen domsforhand¬les.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>I udvalget deltager 3 fra hver side, idet der heri indgår mindst én repræsentant fra det om-råde, den aktuelle sag vedrører.\u003Cbr>\n  Såfremt der ikke ved overenskomstudvalgsmødet opnås enighed, kan sagen videreføres fag¬retligt (I Arbejdsretten eller ved faglig voldgift).\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>5.\tFaglig voldgift\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>Opnås der ikke ved den forannævnte fagretlige behandling enighed om en løsning, og sagen angår forståelsen af en mellem parterne indgået overenskomst eller aftale, kan den, med¬mindre der i Hovedaftalen eller andetsteds er fastsat andre regler, henvises til afgørelse ved faglig voldgift, såfremt en af organisationerne fremsætter begæring herom.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Den organisation, der ønsker sagen videreført, skal, inden 14 normale arbejdsdage efter at forhandlingerne er endt uden enighed, skriftligt begære afholdelse af faglig voldgift over for den modstående organisation.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Denne tidsfrist kan fraviges efter aftale.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Voldgiftsretten består af 5 medlemmer: 1 formand og 2 repræsentanter fra hver af parterne.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Organisationerne anmoder i fællesskab en opmand uden for deres kreds om at påtage sig hvervet som formand for voldgiftsretten.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Opnås der ikke mellem organisationerne enighed om en formand, skal de snarest anmode Arbejdsretten om at udpege en sådan. I henvendelsen skal det oplyses, hvilke personer der ved forhandlingerne mellem organisationerne har været bragt i forslag.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Retsmøde skal afholdes snarest. Tidspunktet for mødet fastsættes ved forhandling mellem opmanden og organisationerne.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Senest 24 hele arbejdsdage før retsmødet fremsender klageren til opmanden og modparten et klageskrift, bilagt kopi af de akter, der ønskes fremlagt.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Med mindre andet aftales, anses klageskriftet for at være rettidigt modtaget, såfremt det er den modstående organisation i hænde inden kl. 16.00 senest 23 arbejdsdage før retsmødet. Er klageskriftet ikke rettidigt modtaget, betragtes sagen som afsluttet og kan ikke rejses igen.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Den indklagede organisation skal snarest og senest 14 hele arbejdsdage før retsmødet til op¬manden og den klagende organisation fremsende sit svarskrift, bilagt kopi af de akter, der ønskes fremlagt.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Med mindre andet aftales, anses svarskriftet for at være rettidigt modtaget, såfremt det er den modstående organisation i hænde inden kl. 16.00 senest 13 arbejdsdage før retsmødet. Er svarskriftet ikke modtaget rettidigt, afgøres sagen på grundlag af de oplysninger, der fremgår af svarskriftet og referaterne fra den fagretlige behandling.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Replik fremsendes til den indklagede organisation og opmanden og anses for at være retti-digt modtaget, såfremt den er den modstående organisation i hænde kl. 16.00 senest 9 hele arbejdsdage før retsmødet.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Duplik fremsendes og anses for at være rettidigt modtaget, såfremt den er den modstående organisation og opmanden i hænde kl. 16.00 senest 6 hele arbejdsdage før retsmødet.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Hvis en af organisationerne ønsker at foretage afhøringer, skal det fremgå af processkrif-terne, hvem der ønskes afhørt.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Voldgiftsretten afgør selv alle spørgsmål vedrørende forretningsgang og forretningsorden, som ikke fremgår af nærværende regler.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>I afstemning herom deltager opmanden, og alle spørgsmål afgøres ved simpelt flertal.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Opnås der ikke under voteringen flertal for en afgørelse, skal opmanden alene afgøre sagen i en motiveret kendelse, i hvilken om nødvendigt også spørgsmål om rettens kompetence afgøres.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Opmandens kendelse bør så vidt muligt foreligge 14 arbejdsdage efter retsmødet og så vidt muligt på diskette. \u003Cbr>\n  \u003C\u002Fp>\n\u003Ch2>Bilag 7 Ansættelsesaftaler\u003Cbr>\n  \u003C\u002Fh2>\n\u003Cp>Underskrevne organisationer er enige om, at den til dette protokollat vedhæftede ansættel-sesaftale opfylder EF-direktiv (91\u002F533\u002FEØF) om arbejdsgiverens pligt til at underrette ar-bejdstageren om vilkårene for ansættelsesforholdet.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Frister for oprettelse af ansættelsesaftale er:\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>Nye ansættelsesforhold:\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>For nye ansættelsesforhold skal arbejdsgiveren senest 1 måned efter ansættelsesforholdets begyndelse udlevere ansættelsesbeviset.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>Gamle ansættelsesforhold:\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>Hvis ansættelsesforholdet er indgået før 1. juli 1993 og fortsætter derefter, skal arbejdsgive¬ren give lønmodtageren de relevante oplysninger senest 2 måneder efter, lønmodtageren har bedt om at få oplysningerne.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Parterne er enige om, at eventuelle uoverensstemmelser om oplysningspligt og ansættelses¬aftaler behandles efter de fagretlige regler, der gælder mellem Dansk Metal\u002FDansk El-For¬bund og DIO II.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Såfremt ansættelsesaftalen ikke er udleveret til medarbejderen i forbindelse med udløbet af de ovenfor anførte tidsfrister, kan arbejdsgiveren pålægges at udrede en bod. Overtrædelse skal påtales overfor arbejdsgiveren. Er det påtalte forhold ikke bragt i orden inden 5 arbejds¬dage, skal der herefter skriftligt rejses sag over for DIO II. Hvis mangler ved ansættelseskon¬trakten er rettet inden 5 arbejdsdage fra modtagelsen i DIO II, kan arbejdsgiveren ikke på¬lægges at udrede en bod, medmindre der foreligger systematisk brud på bestemmelsen om ansættelsesaftaler.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Arbejdsgiveren skal i alle tilfælde have udleveret ovennævnte oplysninger om ansættelses-forholdet senest 15 dage efter, at kravet er rejst. \u003C\u002Fp>\n\u003Ch2> Ansættelsesaftale i henhold til overenskomsten mellem DIO II og Dansk Metal\u002FDansk El-Forbund\u003Cbr>\n\u003C\u002Fh2>\n\u003Cp>Undertegnede arbejdsgiver (navn)\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>(adresse)\u003C\u002Fp>\n\u003Cp>CVR-nr.\u003C\u002Fp>\n\u003Cp>har ansat\u002Fansætter herved\u003Cbr>\n  CPR.nr.:\u003Cbr>\n  Medarbejderens fulde navn:\u003Cbr>\n  Adresse:\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Kommune:\u003C\u002Fp>\n\u003Cp>Tlf.nr.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Bank\u002Fgirokontonr. : \u003C\u002Fp>\n\u003Cp>  Reg.nr.:\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Stilling eller jobkategori:\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Tiltrædelsesdato:\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Hvis ansættelsesforholdet er tidsbegrænset angives ophørsdatoen:\u003Cbr>\n  Ansættelsesforholdet er begrænset til udførelse af følgende opgave(r):\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Fast arbejdssted (virksomhedens adresse angives) \u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Skiftende arbejdssteder Ja □ Nej □ \u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Ferie\u003C\u002Fstrong>\u003Cbr>\n  Der tilkommer medarbejderen ferie samt løn\u002Fgodtgørelse under ferie i overensstemmelse med reg-lerne i ferieloven og overenskomsten.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Løn\u003C\u002Fstrong>\u003Cbr>\n  Medarbejderens løn er p.t. kr.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Overarbejdsbetaling, søgnehelligdagsbetaling, forskudttidstillæg, tillæg for arbejde i holddrift, beta¬ling for ude- og rejsearbejde og genetillæg i øvrigt betales efter gældende overenskomst. På virk-somheden kan forekomme akkordarbejde, bonusordninger eller andre produktionsfremmende løn-systemer, hvor lønnen fastsættes efter reglerne i overenskomsten eller lokalaftaler.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Lønnen udbetales bagud □ forud □ ugentligt □ hver 14. dag □ månedsvis □\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Arbejdstid\u003C\u002Fstrong>\u003Cbr>\n  Den normale gennemsnitlige arbejdstid er i henhold til gældende overenskomst samteventuelle lokalaftaler:\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Sygdom\u003C\u002Fstrong>\u003Cbr>\n  Sygdom skal anmeldes til:\u003Cbr>\n  I øvrigt henvises til eventuelle personaleregulativer fastlagt på virksomheden. Disse regulativer er samtidig udleveret til medarbejderen.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Pension\u003C\u002Fstrong>\u003Cbr>\n  Der etableres arbejdsmarkedspension i.h.t. gældende overenskomst.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Har medarbejderen været tilsluttet arbejdsmarkedspension i tidligere ansættelsesforhold?\u003Cbr>\n  Ja □ Nej □\tHvilken: ......................................................................\u003Cbr>\n  Hvis ja, skal medarbejderen indmeldes fra 1. ansættelsesdag.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>For dette ansættelsesforhold etableres\u002Fer pensionsordningen etableret i:\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Bidraget udgør, jvf. overenskomsten mellem DIO II og Dansk Metal\u002FDansk El-Forbund, p.t.\u003Cbr>\n  Arbejdsgiverandel: pct.\tMedarbejderandel: pct.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>For ansættelsesforholdet i øvrigt henvises til gældende overenskomst, hvori der bl.a. er fastsat regler om opsigelsesvarsler, arbejdsmarkedspension og ferie, samt til gældende lovgivning og eventuelle lokalaftaler på virksomheden.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Andre væsentlige vilkår:\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Dato:\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Virksomhedens underskrift:\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Medarbejderens underskrift:\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Aftalen er udarbejdet af DIO II og Dansk Metal\u002FDansk El-Forbund i henhold til EF-direktiv 91\u002F533\u002FEØF om arbejdsgiverens pligt til at underrette arbejdstageren om vilkårene for arbejdskon-trakten eller ansættelsesforholdet.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>For ansættelsesforhold, der indgås efter 1. juli 1993, skal ansættelsesaftalen udleveres senest 1 måned efter ansættelsesforholdets begyndelse.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>For ansættelsesforhold indgået før 1. juli 1993, skal ansættelsesaftalen udleveres senest 2 måne¬der efter, at lønmodtageren har bedt om oplysningerne.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Uoverensstemmelser vedrørende oplysningspligten og ansættelsesaftalen behandles i henhold til bilag 5 i overenskomsten. \u003Cbr>\n\u003C\u002Fp>\n\u003Ch2>Bilag 8 Aftale om funktionærlignende ansættelsesforhold\u003Cbr>\n\u003C\u002Fh2>\n\u003Cp>Dansk Metal, Dansk El-Forbund og DIO II anbefaler, at virksomheder, der for visse medar¬bejdere, der er medlemmer af de anførte forbund, ønsker at indføre funktionærlignende an¬sættelsesforhold, fortrinsvis gør det efter følgende retningslinjer:\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Funktionærlignende ansættelsesvilkår kan individuelt aftales med medarbejdere med mere end 9 måneders anciennitet, såfremt de pågældende udfører særligt betroet\u002Fkvalificeret ar¬bejde.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Individuelle aftaler om ansættelse på funktionærlignende vilkår er kun gyldige, såfremt de er udformet skriftligt. Organisationerne har i fællesskab udarbejdet en ansættelsesblanket, der skal anvendes ved indgåelse af aftaler om ansættelse på funktionærlignende vilkår. An-sættelsesblanketten kan efter underskrivelse kræves indsendt til den respektive organisa-tion.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>Lønvurdering\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Lønnen skal give udtryk for den enkelte arbejders kvalifikationer, ansvar, indsats og dygtig¬hed, jf. i øvrigt overenskomstens § 5.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>En gang om året tages lønnen for den enkelte ansatte op til vurdering og eventuel regulering. Terminen herfor kan være den samme som for funktionærer ansat på virksomheden.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Uoverensstemmelser vedrørende lønniveau eller lønregulering kan fagretligt behandles ef-ter overenskomstens regler.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Ved ansættelse på funktionærlignende vilkår omregnes timelønnen til månedsløn med det gældende timetal, p.t. 160,33. Lønnen udbetales på samme datoer, som er gældende for virk¬somhedens funktionærer.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Anciennitet\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Anciennitet ved ansættelse på funktionærlignende vilkår regnes fra den 1. i den måned, hvor aftalen træder i kraft, jf. den individuelle aftales bestemmelser herom.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Opsigelse\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>I tilfælde af opsigelse regnes opsigelsesvarslets længde for begge parter i overensstemmelse med reglerne i FUL, jf. § 2.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>FUL § 2 a om fratrædelsesgodtgørelse er gældende.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Opsigelsesvarsel i henhold til FUL § 2 bortfalder ved arbejdsledighed som følge af andre arbejderes arbejdsstandsning. \u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Parterne er enige om, at opsigelsesvarslernes længde ikke kan være kortere end de i henhold til overenskomsten opnåede ved overgang til funktionærlignende ansættelse.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Det kan i den enkelte kontrakt aftales, at medarbejderen kan opsiges med en måneds varsel til fratræden ved en måneds udgang, når den pågældende inden for et tidspunkt af 12 må-neder har oppebåret løn under sygdom i i alt 120 dage. Opsigelsens gyldighed er betinget af, at den sker i umiddelbar tilknytning til udløbet af de 120 sygedage, og medens den pågæl¬dende endnu er syg, hvorimod gyldigheden ikke berøres af, at medarbejderen er vendt til¬bage til arbejdet, efter at opsigelsen er sket.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>120 dages-reglen kan - selv om den er aftalt skriftligt - ikke gøres gældende, hvis den ansattes opsigelsesvarsel er omfattet af overenskomstens §§ 25 og 26.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Efterløn\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Funktionærlovens § 8 om efterløn til funktionærers ægtefælle eller børn under 18 år, over for hvem funktionæren har forsørgerpligt, er gældende.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Arbejdstid\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Arbejdstiden, herunder eventuel overtid, holddrift, skiftehold, forskudt tid, tillige med beta¬lingen herfor, fastsættes i henhold til overenskomstens bestemmelser.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Uddannelse\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Organisationerne er enige om, at den tekniske og samfundsmæssige udvikling nødvendiggør en løbende efteruddannelse. Organisationerne skal derfor anbefale, at der gives de pågæl¬dende den fornødne frihed, i det omfang det er nødvendigt for at ajourføre den faglige viden. Sker kursusdeltagelse på virksomhedens foranledning, betaler virksomheden rejseudgifter og kursusudgifter såvel som løn. Eventuel dækning af løntab tilfalder virksomheden.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Ferie\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Ved ansættelse på funktionærlignende vilkår holdes ferie med løn eller ferie med feriegodt-gørelse, jf. Ferielovens § 14.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>\u003C\u002Fstrong>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SICDIS_trigger\">\u003Cp>\u003Cstrong>Sygdom\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Ved ansættelse på funktionærlignende vilkår modtages fuld løn under sygdom, jf. FUL § 5.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Lønningsperiode og lønudbetaling\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Ved ansættelse på funktionærlignende vilkår udbetales månedsløn på samme datoer, som er gældende for virksomhedens funktionærer. Lønnen kan af virksomheden indsættes på den pågældendes bank-, sparekasse- eller girokonto.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Fagretlig behandling\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Eventuelle uoverensstemmelser vedrørende forståelsen af de individuelle aftaler eller af nærværende retningslinjer behandles efter overenskomstens regler for behandling af faglig strid.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Ønsker virksomheden at blive frigjort for en aftale om funktionærlignende ansættelse med en enkelt medarbejder, eller ønsker den enkelte medarbejder at blive frigjort, kan dette ske med det for medarbejderen gældende opsigelsesvarsel. Efter udløbet af ovennævnte varsler er medarbejderen alene omfattet af overenskomsten mellem Dansk Metal, Dansk El-For-bund og DIO II.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Allerede indgåede aftaler om ansættelse på funktionærlignende vilkår kan ved aftale mellem de lokale parter omskrives efter nærværende retningslinjer.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Organisationerne er enige om, at nærværende retningslinjer uden konfliktadgang kan tages op til forhandling ved kommende overenskomstforhandlinger. \u003C\u002Fp>\n\u003Ch2>Ansættelsesaftale for ansættelser på funktionærlignende vilkår  i henhold til overenskomsten mellem DIO II og Dansk Metal\u002FDansk El-Forbund gældende for faglærte\u003Cbr>\n\u003C\u002Fh2>\n\u003Cp>Undertegnede arbejdsgiver (navn)\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>(adresse)\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>CVR-nr.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>har ansat\u002Fansætter herved\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>CPR.nr.:\u003Cbr>\n  Medarbejderens fulde navn:\u003Cbr>\n  Adresse:\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Kommune:\tTlf.nr.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Bank\u002Fgirokontonr. :\tReg.nr.:\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Stilling eller jobkategori:\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Dato for ansættelse på funktionærlignende vilkår:\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Hvis ansættelsesforholdet er tidsbegrænset angives ophørsdatoen:\u003Cbr>\n  Ansættelsesforholdet omfatter følgende opgave(r):\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Fast arbejdssted (virksomhedens adresse angives)\u003Cbr>\n  Skiftende arbejdssteder Ja □ Nej □\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Ferie\u003C\u002Fstrong>\u003Cbr>\n  Der tilkommer medarbejderen ferie samt løn under ferie □ eller ferie med feriegodtgørelse □ i overensstemmelse med reglerne i ferieloven, funktionærloven og overenskomsten.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Løn\u003C\u002Fstrong>\u003Cbr>\n  Medarbejderens løn er p.t. aftalt til ................................ kr. pr. måned, som betales månedsvis bagud på\u003Cbr>\n  samme tidspunkt som for virksomhedens funktionærer.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Betaling for eventuel overtid, holddrift og forskudttid sker efter overenskomstens bestemmelser.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Arbejdstid\u003C\u002Fstrong>\u003Cbr>\n  Den normale gennemsnitlige arbejdstid er i henhold til gældende overenskomst samteventuelle lokalaftaler:\u003Cbr>\n  Arbejdstiden, herunder eventuel overtid, holddrift, forskudt tid fastsættes i henhold til overenskom-stens bestemmelser.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Sygdom\u003C\u002Fstrong>\u003Cbr>\n  Sygdom skal anmeldes til:\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Ved sygdom betales fuld løn, jf. funktionærlovens § 5.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>I øvrigt henvises til eventuelle personaleregulativer fastlagt på virksomheden. Disse regulativer er samtidig udleveret til medarbejderen.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>120-dages reglen\u003C\u002Fstrong>\u003Cbr>\n  Det er aftalt, at medarbejderen kan opsiges med 1 måneds varsel til fratræden ved en måneds ud-gang, når medarbejderen inden for et tidsrum af 12 på hinanden følgende måneder har oppebåret løn under sygdom i i alt 120 dage. Opsigelsens gyldighed er betinget af, at den sker i umiddelbar tilknytning til udløbet af de 120 sygedage, og mens medarbejderen endnu er syg, hvorimod gyldig-heden ikke berøres af, at medarbejderen er vendt tilbage til arbejdet, efter at opsigelse er sket.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Pension\u003C\u002Fstrong>\u003Cbr>\n  Der etableres arbejdsmarkedspension i.h.t. gældende overenskomst.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Har medarbejderen været tilsluttet arbejdsmarkedspension i tidligere ansættelsesforhold?\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Ja □ Nej □\tHvilken: \u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Hvis ja, skal medarbejderen indmeldes fra 1. ansættelsesdag.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>For dette ansættelsesforhold etableres\u002Fer pensionsordningen etableret i:\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Bidraget udgør, jf. overenskomsten mellem DIO II og Dansk Metal\u002FDansk El-Forbund gældende for faglærte, p.t.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Arbejdsgiverandel:\tpct.\tMedarbejderandel:\tpct.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Opsigelse\u003C\u002Fstrong>\u003Cbr>\n  Ved opsigelse gælder funktionærlovens (sæt kryds ved de bestemmelser, som gælder for ansæt-telsesforholdet):\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>.............. § 2 (om opsigelsesvarsler)\u003Cbr>\n  .............. § 2a (om godtgørelse ved opsigelse)\u003Cbr>\n  .............. § 2b (om usaglig opsigelse)\u003Cbr>\n  .............. § 16 (om frihed til at søge andet arbejde i opsigelsesperioden)\u003Cbr>\n  .............. anden aftale\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Ansættelsen sker i henhold til overenskomsten mellem DIO II og Dansk Metal\u002FDansk El-Forbund gældende for faglærte og de i overenskomsten aftalte retningslinjer for ansættelse på funktionær-lignende vilkår.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003Cstrong>Andre væsentlige vilkår:\u003C\u002Fstrong>\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Dato:\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Virksomhedens underskrift:\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Medarbejderens underskrift:\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Aftalen er udarbejdet af DIO II og Dansk Metal\u002FDansk El-Forbund i henhold til EF-direktiv 91\u002F533\u002FEØF om arbejdsgiverens pligt til at underrette arbejdstageren om vilkårene for arbejdskon-trakten eller ansættelsesforholdet.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>For ansættelsesforhold, der indgås efter 1. juli 1993, skal ansættelsesaftalen udleveres senest 1 måned efter ansættelsesforholdets begyndelse.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>For ansættelsesforhold indgået før 1. juli 1993, skal ansættelsesaftalen udleveres senest 2 måne¬der efter, at lønmodtageren har bedt om oplysningerne.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Uoverensstemmelser vedrørende oplysningspligten og ansættelsesaftalen behandles i henhold til bilag 4 og 6 i overenskomsten. \u003Cbr>\n  \u003C\u002Fp>\n\u003Ch2>Bilag 9 Nyoptagne virksomheder — pension og særlig opsparing\u003Cbr>\n  \u003C\u002Fh2>\n\u003Ch3>Firmapensionsordning\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>Nyoptagne medlemmer af DIO II, der forinden indmeldelsen for medarbejdere inden for Faglærteoverenskomsten har etableret en firmapensionsordning, kan kræve, at den eksiste¬rende firmapensionsordning for de på indmeldelsestidspunktet ansatte medarbejdere træ¬der i stedet for indbetaling til PensionDanmark efter overenskomstens § 19. Firmapensions¬ordningens videreførelse skal snarest efter indmeldelsen protokolleres mellem DIO II og DM\u002FDEF efter begæring, eventuelt i forbindelse med tilpasningsforhandlinger.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Bidraget til firmapensionsordningen skal til enhver tid mindst svare til de overenskomst-mæssige bidrag til PensionDanmark. Omkostningerne i en firmapensionsordning må ikke afvige væsentligt fra det almindelige omkostningsniveau hos udbydere af firmapensionsord¬ninger, jf. den til enhver tid gældende ramme for omkostninger i firmapensionsordninger i Industriens Overenskomst. Tilpasning hertil skal i givet fald ske inden 12 måneder fra ind¬meldelsen i DIO II.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Firmapensionsordningen kan ikke udstrækkes til medarbejdere, der ansættes efter virksom¬hedens indmeldelse i DIO II. For disse medarbejdere foretages indbetaling af de overens¬komstmæssige pensionsbidrag til PensionDanmark.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Det er en forudsætning for videreførelse af en firmapensionsordning, at den har eksisteret i 3 år forud for meddelelsen til DM\u002FDEF om virksomhedens optagelse i DIO II eller en af dens medlemsforeninger.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>Optrapningsordning - pension\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>Nyoptagne medlemmer af DIO II, der forinden indmeldelsen i DIO II ikke har etableret en pensionsordning for medarbejdere omfattet af faglærteoverenskomsten, eller som for disse medarbejdere har en pensionsordning med lavere pensionsbidrag, kan kræve, at bidraget til PensionDanmark skal fastsættes således:\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003Cstrong>Virksomheder uden pensionsordning på indmeldelsestidspunktet\u003C\u002Fstrong>\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Senest fra tidspunktet for DIO II’s meddelelse til forbundet om virksomhedens optagelse i DIO II skal arbejdsgiverbidraget henholdsvis lønmodtagerbidraget udgøre mindst 25 % af de overenskomstmæssige bidrag.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Senest 1 år efter skal bidragene udgøre mindst 50 % af de overenskomstmæssige bidrag.\u003Cbr>\n  Senest 2 år efter skal bidragene udgøre mindst 75 % af de overenskomstmæssige bidrag.\u003Cbr>\n  Senest 3 år efter skal bidragene udgøre mindst fuldt overenskomstmæssigt bidrag. \u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003Cstrong>Virksomheder med pensionsordning på indmeldelsestidspunktet\u003C\u002Fstrong>\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>For virksomheder, der på meddelelsestidspunktet er omfattet af en arbejdsmarkedspensi-onsordning, gennemføres optrapningen således:\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Pensionsbidraget på meddelelsestidspunktet er gældende i indtil et år efter indmeldelsen.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Senest et år efter indmeldelsen forhøjes bidraget til den nærmeste højere bidragssats, jf. ovennævnte optrapningsskala.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Såfremt de overenskomstmæssige bidrag forhøjes inden for perioden, skal virksomhedens bidrag forhøjes forholdsmæssigt, således at den ovenfor nævnte andel af de overenskomst-mæssige bidrag til enhver tid indbetales til pension.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Optrapningsordningen skal senest 2 måneder efter indmeldelsen protokolleres mellem DIO II og Dansk Metal\u002FDansk El-Forbund efter begæring fra DIO II, eventuelt i forbindelse med tilpasningsforhandlinger.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>Optrapningsordning - særlig opsparing\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>Nyoptagne medlemmer af DIO II, der forinden indmeldelsen ikke har etableret en særlig opsparing eller tilsvarende ordning, eller som har en særlig opsparing eller tilsvarende ordning med lavere bidrag, kan indtræde i overenskomstens særlig opsparing efter nedenstående regler. Virksomheder, der forinden indmeldelsen har en særlig opsparing eller tilsvarende ordning med samme bidrag som § 4, er ikke omfattet af nedenstående pkt. 2-4.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Virksomhederne kan i lønnen, jf. § 6, fradrage det på indmeldelsestidspunktet gæl-dende bidrag til særlig opsparing, jf. § 4, fraregnet 4,0 procentpoint.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Virksomhederne er fra indmeldelsen forpligtede til at betale bidrag til særlig opsparing efter § 4, fraregnet 4,0 procentpoint, samt bidrag efter nedenstående optrap¬ningsordning. Såfremt virksomheden ikke ønsker optrapning, betales det fulde bidrag efter § 4.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>For så vidt angår de 4,0 procentpoint kan nyoptagne medlemmer af DIO II kræve optrapning som følger:\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Senest fra tidspunktet for DIO II’s meddelelse til forbundet om virksomhedens opta-gelse i DIO II skal virksomheden indbetale 1%.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Senest 1 år efter skal indbetalingen udgøre 2%.\u003Cbr>\n  Senest 2 år efter skal indbetalingen udgøre 3%.\u003Cbr>\n  Senest 3 år efter skal indbetalingen udgøre 4%.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>En eventuel særlig opsparing eller tilsvarende ordning, der bestod på indmeldelses-tidspunktet, ophører og erstattes af overenskomstens særlig opsparing.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Optrapningsordningen skal senest 2 måneder efter indmeldelsen protokolleres mellem DIO II og Dansk Metal\u002FDansk El-Forbund efter begæring fra DIO II, eventuelt i forbindelse med tilpasningsforhandlinger.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>Organisationsaftale om forståelsen af nye afsnit i bilag 9 om optrapning af særlig opsparing\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>Parterne er enige om, at ”Protokollat om optrapning af fondsbidrag og konvertering af nye bidrag til særlig opsparing for nyindmeldte virksomheder” skal forstås således:\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Ved fradrag i lønnen, jf. ”Protokollat om optrapning af fondsbidrag og konvertering af nye bidrag til særlig opsparing for nyindmeldte virksomheder”, pkt. 2, skal der tages højde for, at der efter § 4 ikke beregnes feriegodtgørelse henholdsvis ferietillæg af bidraget til særlig opsparing.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Virksomheder, der i øvrigt opfylder de nævnte kriterier, har ret til at fradrage de omkostningsstigninger til særlig opsparing, der på tidspunktet for indmeldelsen ligger ud over 4 pct., i medarbejdernes løn. Fradraget i medarbejdernes løn godtgøres af en tilsvarende indbetaling til medarbejderens særlig opsparing. Medarbejderen oplever således ikke nogen lønnedgang.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Virksomheden kan endvidere optrappe de 4 procent af medarbejderen løn, som ligeledes pt. skal betales til særlig opsparing. Optrapningen sker over 3 år. \u003Cbr>\n  \u003C\u002Fp>\n\u003Ch2>Bilag 10 Seniorpolitik\u003Cbr>\n  \u003C\u002Fh2>\n\u003Cp>DIO II og Dansk Metal\u002FDansk El-Forbund er enige om vigtigheden af at sikre en høj grad af fleksibilitet på arbejdsmarkedet, således at så mange medarbejdere som muligt tilbydes be¬skæftigelse længst muligt på arbejdsmarkedet.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Parterne har derfor drøftet mulige barrierer for at nå denne målsætning i overenskomsten, samt om der i lovgivningen er elementer, der stiller sig i vejen for en aktiv seniorpolitik.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>I den forbindelse har erfaringer fra udvalgte virksomheder på området været inddraget som et væsentligt element i parternes drøftelser.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Tilbagemeldingerne fra virksomhederne viser, at det er meget forskelligt hvordan virksom¬hederne håndterer seniorer, samt at det kun er i begrænset omfang, at virksomhederne har udformet en egentlig politik på området.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Der er enighed mellem parterne om, at der ikke i hverken overenskomsten eller i gældende lovgivning er elementer, der hindrer målsætningen om at fastholde ældre medarbejdere i virksomhederne, eller som indebærer at virksomhederne ikke kan indføre den ønskede se-niorpolitik.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Parterne anbefaler, at Samarbejdsaftalen anvendes, når parterne på virksomheden ønsker at drøfte principper for seniorpolitik. I virksomheder, hvor der ikke findes samarbejdsud-valg, gennemfører de lokale parter drøftelser til opfyldelse af intentionerne i samarbejdsaf-talen, herunder indførelse af seniorpolitik.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Parterne anbefaler, at samarbejdsudvalget eller de lokale parter forud for indførelse af seni¬orpolitik søger inspiration på Beskæftigelsesministeriets site www.seniorpraksis.dk eller via rådgivning hos overenskomstparterne.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Parterne er enige om fortsat at overvåge udviklingen på området med henblik på evt. igang¬sætning af initiativer, der kan være med til at udbrede kendskabet til ordninger, der er ud¬tryk for en aktiv senior- eller livsfasepolitik.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch2>Bilag 11 Offshorearbejde\u003Cbr>\n  \u003C\u002Fh2>\n\u003Cp>Parterne er enige om at indlede drøftelser om en ny aftale om arbejde i offshorevirksomhe- der, idet der tillige er enighed om, at en sådan aftale skal tage udgangspunkt i hhv. Fælles¬overenskomstens aftale om offshore og overenskomst mellem NorSea Group Denmark A\u002FS og Dansk Metal gældende for arbejde i offshorevirksomheder. \u003Cbr>\n  \u003C\u002Fp>\n\u003Ch2>Bilag 12 Implementering af Rådets direktiv nr. 96\u002F34\u002FEF af den 3. juni 1996 om rammeaftale vedrørende forældreorlov\u003Cbr>\n  \u003C\u002Fh2>\n\u003Cp>Grundlaget for denne organisationsaftale er Rådets direktiv nr. 96\u002F34\u002FEF af den 3. juni 1996 om rammeaftale vedrørende forældreorlov, der er indgået af UNICE, CEEP og EFS.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>§ 1\tForældreorlov\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>Parterne anser direktivets bestemmelser om forældreorlov for implementeret gennem den gældende lovgivning.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>§ 2\tArbejdsfrihed som følge af force majeure\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>En ansat har ret til arbejdsfrihed som følge af force majeure, når tvingende familiemæssige årsager gør sig gældende i tilfælde af sygdom eller ulykker, der gør den ansattes umiddelbare tilstedeværelse påtrængende nødvendig. Friheden er uden løn, med mindre andet er aftalt individuelt eller følger af lokalaftaler eller kutymer.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcaretxt\">\u003Ch3>§ 3\tPasning\u002Fpleje af alvorligt syge nærtstående\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>I tilknytning til reglerne i Servicelovens, kap. 16, om hjælp i forbindelse med pasning af al-vorligt syge i hjemmet m.v. er parterne enige om, at anmodninger om orlov imødekommes i videst muligt omfang, overfor medarbejdere, der ønsker at pleje nærtstående. \u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch2>Bilag 13 Implementering af Rådets direktiv nr. 97\u002F81\u002FEF af 15. december 1997 om rammeaftalen vedrørende deltidsarbejde\u003Cbr>\n  \u003C\u002Fh2>\n\u003Cp>DIO II og Dansk Metal\u002FDansk El-Forbund har indgået nedenstående aftale med henblik på at implementere Rådets direktiv nr. 97\u002F81\u002FEF af 15. december 1997 om rammeaftale vedrø¬rende deltidsarbejde, der er indgået mellem UNICE, CEEP og EFS.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Overenskomstparterne er enige om,\u003Cbr>\n  \u003C\u002Fp>\n\u003Cul>\n  \u003Cli> at de mellem parterne gældende overenskomster ikke strider mod nævnte direktivs bestemmelser, og\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> at organisationsaftalen implementerer nævnte direktiv.\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Ful>\n\u003Ch3>§ 1\tFormål\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>Direktivets formål er:\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>a.\tat skabe grundlag for fjernelse af forskelsbehandling og en forbedring af kvaliteten af deltidsarbejde\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>b.\tat lette udviklingen af deltidsarbejde på frivillig basis og bidrage til en fleksibel tilrette-læggelse af arbejdstiden på en måde, der tager hensyn til behovene hos arbejdsgivere og arbejdstagere.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>§ 2\tAnvendelsesområde\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>Denne aftale finder anvendelse på alle ansatte, som er omfattet af deltidsbestemmelserne i en af de mellem parterne indgåede kollektive overenskomster.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>§ 3\tDefinitioner\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>Ved en deltidsansat forstår overenskomstparterne:\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>En ansat, hvis normale arbejdstid beregnet på en ugentlig basis eller i gennemsnit over en ansættelsesperiode på op til et år er lavere end den normale arbejdstid for en sammenligne¬lig fuldtidsansat.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Ved en sammenlignelig fuldtidsansat forstår overenskomstparterne:\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>En fuldtidsansat i samme virksomhed, der har samme type ansættelseskontrakt eller ansæt¬telsesforhold, og som har samme eller tilsvarende arbejde\u002Fbeskæftigelse. \u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Sammenligningen skal ske under hensyntagen til bl.a. forhold som anciennitet, kvalifikati-oner og færdigheder.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Hvor der ikke findes nogen sammenlignelig fuldtidsansat i samme virksomhed, skal sam-menligningen foretages med en fuldtidsansat omfattet af en af de mellem parterne gældende kollektive overenskomster.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>§ 4\tPrincippet om ikke-forskelsbehandling\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>Hvad angår ansættelsesvilkår, må deltidsansatte ikke behandles på en mindre gunstig måde end sammenlignelige fuldtidsansatte, udelukkende fordi de arbejder på deltid, medmindre forskelsbehandlingen er begrundet i objektive forhold.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Princippet om forholdsmæssig aflønning og forholdsmæssige rettigheder gælder på nærvæ¬rende aftales område.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Når det er hensigtsmæssigt og berettiget af objektive grunde, kan parterne gøre adgangen til særlige ansættelsesvilkår afhængig af betingelser som anciennitet, arbejdstid og indtjening.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>§ 5\tMuligheder for deltidsarbejde\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>I forhold til denne aftales formål, jf. § 1, og princippet om ikke-forskelsbehandling, jf. § 4, er parterne enige om følgende:\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Hvis parterne identificerer hindringer, der kan begrænse mulighederne for deltidsarbejde, da bør disse tages op til overvejelse med henblik på en eventuel fjernelse heraf.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Med forbehold for kollektiv overenskomst, praksis m.v. bør arbejdsgiveren inden for ram-merne af bestemmelser om deltidsansatte i den for ansættelsesforholdet gældende kollektive overenskomst så vidt muligt tage følgende op til overvejelse:\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>a.\tanmodninger fra arbejdstagere om overførsel fra fuldtids- til deltidsarbejde, der bliver ledig i virksomheden,\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>b.\tanmodninger fra arbejdstagere om overførsel fra deltids- til fuldtidsarbejde eller om for¬øgelse af deres arbejdstid, hvis muligheden opstår,\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>c.\ttilvejebringelse af rettidig information om ledige deltids- og fuldtidsstillinger i virksom¬heden,\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>d.\tforanstaltninger til lettelse af adgangen til deltidsarbejde for arbejdstagere omfattet af denne aftale, og hvor det er hensigtsmæssigt til lettelse af deltidsansattes adgang til er-hvervsfaglig uddannelse med henblik på at øge deres karrieremuligheder og erhvervs-faglige mobilitet,\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>e.\ttilvejebringelse af hensigtsmæssig information om deltidsarbejde i virksomheden til ek¬sisterende organer, der repræsenterer arbejdstagerne.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>§ 6\tAfsluttende bestemmelser\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>Nærværende aftale berører ikke den beskyttelse, som deltidsansatte har efter de mellem par¬terne gældende kollektive overenskomster.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Betingelser i relation til deltidsansattes adgang til særlige ansættelsesvilkår skal under hen-syntagen til princippet om ikke-forskelsbehandling, jf. § 4, tages op til overvejelse med jævne mellemrum.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Denne aftale finder anvendelse med forbehold for mere specifikke fællesskabsbestemmel-ser.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Organisationsaftalen træder i kraft den 1. januar 2002. Der kan ikke rejses fagretlige sager om forståelse af aftalen tidligere end denne dato. Det gælder dog ikke overtrædelse af over¬enskomstbestemmelser.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>I tilfælde af opsigelse af overenskomsten er parterne forpligtet til at overholde bestemmel-serne vedrørende implementering af direktiv 97\u002F81\u002FEF af 15. december 1997 om rammeaf¬tale vedrørende deltidsarbejde, der er indgået mellem UNICE, CEEP og EFS, indtil anden overenskomst træder i stedet, eller direktivet ændres. Der er mellem parterne enighed om, at der ikke er konfliktadgang i forbindelse med denne implementeringsaftale. \u003Cbr>\n  \u003Cp>\u003C\u002Fp>\n\u003Ch2>Bilag 14 Implementering af EU-arbejdstidsdirektiv\u003Cbr>\n  \u003C\u002Fh2>\n\u003Cp>Dansk Metal, Dansk El-Forbund og DIO II har indgået nedenstående aftale med henblik på implementering af direktiv 93\u002F104\u002FEF.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>§ 1\tGyldighedsområde\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>Aftalen er gældende for medarbejdere beskæftiget på DIO II’s medlemsvirksomheder i hen¬hold til den mellem organisationerne gældende overenskomst.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Aftalen gælder ikke ansatte beskæftiget med landevejstransport.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Aftalen omfatter ikke medarbejdere beskæftiget efter den mellem DA og LO indgåede Fæl-lesordning for arbejde i holddrift.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>§ 2\tDefinitioner\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>1.\t\u003Cstrong>Arbejdstid:\u003C\u002Fstrong> Arbejdstiden er defineret i de enkelte overenskomster\u002Faftaler. Er sådanne ikke fastlagt, er arbejdstiden i det tidsrum, hvori arbejdstageren er på arbejde og står til arbejdsgiverens rådighed under udførelse af sin beskæftigelse.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>2.\t\u003Cstrong>Hvileperiode:\u003C\u002Fstrong> Det tidsrum der ikke er arbejdstid.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>3.\t\u003Cstrong>Natperiode:\u003C\u002Fstrong> Et tidsrum på mindst 7 timer, der skal omfatte tidsrummet mellem kl. 00:00 og 05:00.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>4.\t\u003Cstrong>Natarbejder:\u003C\u002Fstrong> En ansat, der normalt udfører mindst tre timer af sin daglige arbejdstid i natperioden eller der forventes at udføre en nærmere aftalt del af sin årlige arbejdstid i natperioden.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>§ 3\tDaglig hviletid\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>Den daglige hviletid følger bestemmelserne i Lov om arbejdsmiljø og Beskæftigelsesmini-steriets bekendtgørelse om hviletid og fridøgn med de i tilknytning hertil eventuelt indgåede og godkendte hviletidsaftaler.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>§ 4\tPause\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>Såfremt den daglige arbejdstid overstiger 6 timer, skal der, såfremt arbejdstageren ønsker det, tilrettelægges en pause i arbejdet, idet pausen placeres således inden arbejdsdagen samt har et sådant omfang, at formålet med pausen er tilgodeset.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>§ 5\tUgentlig hviletid\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>Den ugentlige hviletid følger bestemmelsen i Lov om arbejdsmiljø og Beskæftigelsesmini-steriets bekendtgørelse om hviletid og fridøgn med de i tilknytning hertil eventuelt indgåede og godkendte hviletidsaftaler. \u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>§ 6\tUgentlig arbejdstid\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>1.\tDen ugentlige arbejdstid fremgår af den enkelte overenskomst samt særlige aftaler om arbejdstid.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>2.\tDen gennemsnitlige arbejdstid I løbet af en syv dages periode må ikke overstige 48 timer inkl. overarbejde.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Gennemsnittet beregnes over en 4 måneders periode.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>§ 7\tFerie\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>Ferie gives og holdes i overensstemmelse med den til enhver tid gældende ferielov samt den imellem organisationerne indgåede feriekortordning.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>§ 8\tNatarbejdets varighed\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>1.\tDen normale arbejdstid for natarbejdere må i gennemsnit ikke overstige 8 timer pr. pe¬riode på 24 timer beregnet over en periode på 4 måneder.\u003Cbr>\n  2.\tHvor en natarbejder er beskæftiget ved særligt risikofyldt arbejde eller ved arbejde, der indebærer en betydelig fysisk eller psykisk belastning, må der ikke arbejdes mere end 8 timer i løbet af en periode på 24 timer, i hvilken der udføres natarbejde.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>§ 9\tNatarbejdets overgang til dagarbejde\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>Natarbejdere, der lider af helbredsproblemer, der påviseligt skyldes, at de udfører natar-bejde, overføres, når det er muligt, til dagarbejde, som passer til dem.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>§ 10\tMonotont arbejde\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>Ensidigt, gentaget og monotont arbejde søges begrænset i størst mulig udstrækning.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>I øvrigt henvises til bekendtgørelse om arbejdets udførelse og de fællesudarbejdede bran-chevejledninger om ensidigt, gentaget arbejde.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>§ 11\tTvistigheder\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>Uoverensstemmelser om denne aftale behandles efter den mellem organisationerne indgå-ede aftale om “Regler for behandling af faglig strid”.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>§ 12\tOpsigelse\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>1.\tAftalen træder i kraft ved underskrivelsen.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>2.\tAftalen kan opsiges med 6 måneders varsel til den 1. juni. Ønsker en af organisationerne ændringer i aftalen, skal den 6 måneder forud for opsigelsen underrette den anden afta¬lepart herom, hvorefter der uden konfliktadgang optages forhandlinger med det formål at opnå enighed og derved undgå opsigelse i aftalen.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Selv om aftalen er opsagt, er parterne dog forpligtet til at overholde dens bestemmelser, ind¬til en anden aftale træder i stedet eller direktivet ændres.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>§ 13\tUnderretning\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>Aftalen tilstilles Beskæftigelsesministeren med henblik på gennemførelse af artikel 18 stk. 1. a. \u003Cbr>\n  \u003C\u002Fp>\n\u003Ch2>Bilag 15 Løndumping\u003Cbr>\n  \u003C\u002Fh2>\n\u003Cp>\u003Cstrong>Adgang til lønoplysninger\u003C\u002Fstrong>\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>§ 1 \u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>Bestemmelsen tager sigte på at modvirke løndumping. Bestemmelsen kan ikke benyttes til at kræve lønoplysninger udleveret med henblik på en overordnet eller generel belysning af lønforholdene i virksomheden, herunder til generel afdækning af muligheder for at rejse fagretlige sager mod virksomheden.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>§ 2 \u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>I de situationer, hvor en tillidsrepræsentant på tro og love erklærer at have oplysninger, der giver anledning til at formode, at der finder løndumping sted i relation til en enkelt ansat eller en konkret afgrænset gruppe af ansatte på virksomheden, har tillidsrepræsentanten ret til at få udleveret de oplysninger, der er fornødne for at vurdere, om der forekommer løn¬dumping, jf. dog stk. 4.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Tillidsrepræsentanten skal forinden fremsættelse af kravet selv forgæves have forsøgt at til-vejebringe lønoplysningerne.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Forbundet kan under samme betingelser som tillidsrepræsentanten kræve lønoplysningerne udleveret.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>§ 3 \u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>Angår kravet en enkelt ansat forudsætter udleveringen af lønoplysninger den ansattes sam-tykke.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Når kravet om udlevering af lønsedler vedrører en medarbejdergruppe, udleveres disse uden samtykke, dog således at hensynet til anonymitet sikres.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003Cem>Anmærkning: Der er mellem parterne enighed om, at den anonymisering, der omtales i stykket, ikke må forhindre, at bestemmelsen opfylder sit formål; at modvirke løndumping. En anonymisering må således ikke forhindre tillidsrepræsentanten og\u002Feller Dansk Me- tal\u002FDansk El-Forbund i at sammenholde ansættelseskontrakten med køresedler, lønsedler og andre bilag med henblik på at konstatere, om overenskomsten er overholdt.\u003C\u002Fem>\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>§ 4 \u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>Er der på en medlemsvirksomhed ikke enighed om udlevering af oplysningerne, eller har Dansk Metal\u002FDansk El-Forbund rejst krav om udlevering af oplysninger overfor DI, skal der på det Dansk Metal\u002FDansk El-Forbunds begæring afholdes møde mellem organisationerne med henblik på at drøfte sagen, herunder hvilke oplysninger der skal fremskaffes. Mødet skal afholdes senest 7 arbejdsdage efter begæringens modtagelse. Denne tidsfrist kan fravi¬ges efter aftale mellem organisationerne. \u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Når oplysningerne er tilvejebragt fra virksomheden, træder organisationerne på ny sammen, og hvis det her konstateres, at overenskomstens bestemmelser er overholdt, er sagen slut.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Konstateres det at overenskomstens bestemmelser ikke er overholdt, skal organisationerne søge at tilvejebringe en løsning af uoverensstemmelsen. I den forbindelse påhviler det ar-bejdsgiver at godtgøre, at den konstaterede overtrædelse alene angår de medarbejdere, der er fremlagt oplysninger om, og ikke øvrige tilsvarende medarbejdere i den konkret afgræn¬sede gruppe. Kan der ikke tilvejebringes en løsning, kan det Dansk Metal\u002FDansk El-Forbund videreføre sagen.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Hvis der under forhandlingerne ikke kan opnås enighed om, hvorvidt overenskomsten er overholdt, kan forbundet videreføre sagen direkte til faglig voldgift eller fællesmøde.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>§ 5 \u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>De udleverede lønoplysninger skal behandles fortroligt og kan alene anvendes som led i en fagretlig behandling af spørgsmålet om løndumping og må ikke gøres til genstand for nogen form for offentliggørelse, med mindre sagen er afsluttet ved faglig voldgift eller Arbejdsret¬ten.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003Cem>Anmærkning: Parterne anerkender, at der kan være et behov for at synliggøre, at der rej¬ses sager med udgangspunkt i bestemmelsen om løndumping. Parterne er tillige enige om, at det er et legitimt formål og at det ikke må forhindres med henvisning til fortroligheds¬bestemmelsen.\u003Cbr>\n  \u003C\u002Fem>\u003C\u002Fp>\n\u003Cp>\u003Cem>Der er derfor mellem parterne enighed om, at forstå fortrolighedsbestemmelsen således, at den ikke er til hinder for, at der informeres i generelle vendinger om verserende eller afsluttede sager, når oplysningerne har karakter af statistik o.l. og ikke angår konkrete lønoplysninger på en konkret virksomhed. Oplysninger om, at der er indledt en række sa-ger med mistanke om løndumping i et geografisk afgrænset område, eller at en række sa¬ger har resulteret i efterbetaling af x kr. som følge af, at der er konstateret løndumping, vil heller ikke være i strid med fortrolighedsbestemmelsen.\u003C\u002Fem>\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>§ 6 \u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>Parterne er enige om løbende i overenskomstperioden at drøfte effekten af denne aftale.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>Underleverandører og vikarer\u003Cbr>\n  \u003C\u002Fh3>\n\u003Ch3>§ 7 \u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>På anmodning fra deres tillidsrepræsentant eller Dansk Metal\u002FDansk El-Forbund skal virk-somheden oplyse, hvilke underleverandører, der udfører opgaver for virksomheden inden¬for overenskomstens faglige gyldighedsområde. I oplysningerne skal indgå virksomheds¬navnet og adressen, som underleverandøren har oplyst til virksomheden. Ingen af de udleverede oplysninger om underleverandører kan videregives eller gøres til genstand for nogen form for offentliggørelse.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Hvis en ikke-overenskomstdækket virksomhed, der arbejder som underleverandør for en DIO II-medlemsvirksomhed, er ramt af en lovlig varslet eller iværksat hovedkonflikt til støtte for et krav om en kollektiv overenskomst, og der er varslet en lovlig sympatikonflikt mod en medlemsvirksomhed, kan Dansk Metal\u002FDansk El-Forbund rette henvendelse til DIO II med en anmodning om et møde til drøftelse af sagen. Mødet afholdes senest 7 ar-bejdsdage efter begæringens modtagelse. Denne tidsfrist kan fraviges efter aftale mellem organisationerne På mødet kan bl.a. drøftes de sympatikonfliktramte arbejdsopgaver. Til-svarende kan DIO II rette henvendelse til forbundet. Alle relevante baggrundsoplysninger fremlægges på mødet eller tilsendes den modstående overenskomstpart så hurtigt som mu¬ligt.\u003Cbr>\n  Parterne er enige om i sådanne situationer, at underleverandørvirksomheden kan optages i DIO II og overenskomstdækkes, selvom en konflikt er varslet eller iværksat.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>§ 8\tOverførsel af anciennitet fra vikarbureau til brugervirksomhed\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>Så længe en vikar er ansat hos et vikarbureau, optjener vikaren alene anciennitet hos vikar¬bureauet, og ikke hos brugervirksomheden.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Såfremt vikarbureauvikaren imidlertid har arbejdet hos brugervirksomheden i mindst 3 måneder uden afbrydelse, overføres ancienniteten fra vikarbureauet til brugervirksomhe-den, på vikarens anmodning, i følgende tilfælde:\u003Cbr>\n  \u003C\u002Fp>\n\u003Cul>\n  \u003Cli> Vikararbejdet på brugervirksomheden ophører på grund af arbejdsmangel på bru-gervirksomheden og inden 10 arbejdsdage efter ophør bliver vikaren fastansat på brugervirksomheden eller\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Vikarbureauvikaren ansættes på brugervirksomheden i direkte forlængelse af vikar¬arbejdet.\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>Det er alene anciennitet fra det seneste arbejdsforhold i brugervirksomheden der overfø-res.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>§ 9 \u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>\u003Cstrong>Stk. 1 Vikarer\u003C\u002Fstrong>\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>På anmodning fra deres tillidsrepræsentant eller Dansk Metal\u002FDansk El-Forbund skal virk-somheden oplyse, hvilke vikarbureauer der udfører opgaver på virksomheden indenfor over¬enskomstens faglige gyldighedsområde. I oplysningerne skal indgå virksomhedsnavnet og adressen, som vikarbureauet har oplyst til virksomheden.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Hvis et vikarbureau, der udlejer vikarer til en DI-medlemsvirksomhed, er ramt af en lovligt varslet eller iværksat hovedkonflikt til støtte for et krav om overenskomst, og der er varslet en lovlig sympatikonflikt mod en medlemsvirksomhed, kan hver af overenskomstparterne begære et møde svarende til det, som er beskrevet i stk. 1.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>På mødet søges tilvejebragt en forhandlingsmæssig løsning for at undgå, at kollektive kampskridt iværksættes. I sådanne situationer kan vikarbureauet optages i DI og overens- komstdækkes, selvom en konflikt er varslet eller iværksat.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003Cstrong>Stk. 2 Afklaring af, om en udefrakommende virksomhed udfører vikararbejde\u003C\u002Fstrong>\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>1.\tMed henblik på hurtig afklaring af, om der i konkrete tilfælde er tale om vikararbejde, kan tillidsrepræsentanten på brugervirksomheden anmode om at få oplysninger fra bru-gervirksomheden om udefrakommende virksomheder, der udfører arbejde for brugervirk¬somheden, som ellers naturligt kunne udføres af brugervirksomhedens ansatte medarbej¬dere.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>2.\tAnmodningen skal ske i tilknytning til en eller flere udefrakommende virksomheders ar¬bejde for brugervirksomheden.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>3.\tHvis der efter den lokale informationsudveksling og drøftelse fortsat er uenighed om, hvorvidt der er tale om vikararbejde, kan Dansk Metal\u002FDansk El-Forbund begære et afkla-rende møde overfor DI. Referat af de lokale drøftelser fremsendes sammen med mødebe-gæringen.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>4.\tDansk Metal\u002FDansk El-Forbund kan ligeledes begære et afklarende møde overfor DI i de tilfælde, hvor der ikke har kunnet ske en lokal drøftelse af en udefrakommende virksom¬heds arbejde for brugervirksomheden, fordi der ikke er valgt tillidsrepræsentant på bruger¬virksomheden.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>5.\tEt afklarende møde skal afholdes hurtigst muligt og senest 7 arbejdsdage efter modta-gelse af begæringen hos DI. Mødet afholdes på brugervirksomheden, medmindre andet af-tales imellem parterne.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>6.\tPå mødet skal der som minimum oplyses om følgende:\u003Cbr>\n  \u003C\u002Fp>\n\u003Cul>\n  \u003Cli> Den udefrakommende virksomheds navn og CVR-nummer (P-nummer) eller RUT-nummer\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Navnet på brugervirksomhedens kontaktperson hos den udefrakommende virksomhed\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Beskrivelse af den udefrakommende virksomheds opgaver i brugervirksomheden og den forventede tidsplan for deres løsning\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Beskrivelse af ledelses- og instruktionsbeføjelserne over for den udefrakommende virk-somheds medarbejdere\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>Oplysningerne vil kunne fremlægges mundtligt på det afklarende møde. Der skrives et re-ferat af mødet. ”\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>§\t10. Sager om vikarbureauvikarer\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>Hvor en fagretlig sag om vikarbureauvikarer er indledt imod et vikarbureau, skal bruger-virksomheden, som vikarerne har været udsendt til, på anmodning fra en af overenskomst¬parterne informere om, hvilke lokalaftaler og kutymer virksomheden har meddelt vikarbu¬reauet skal overholdes, for de arbejdsfunktioner vikarerne udfører på virksomheden.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Bestemmelsen ændrer ikke på, at alene vikarbureauet er ansvarligt for vikarernes ansættel-sesforhold. Brugervirksomheden kan ikke drages til ansvar for vikarbureauets eventuelle overtrædelser af disse. \u003Cbr>\n  \u003C\u002Fp>\n\u003Ch2>Bilag 16 Implementering af ligelønsloven mv.\u003Cbr>\n  \u003C\u002Fh2>\n\u003Cp>Overenskomstparterne er enige om at implementere ligelønsloven i overenskomsterne.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Parterne er på den baggrund blevet enige om at tilføje følgende bilagstekst:\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>§\t1\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>Der må ikke på grund af køn finde lønmæssig forskelsbehandling sted i strid med reglerne i denne aftale. Dette gælder både direkte forskelsbehandling og indirekte forskelsbehandling.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003Cstrong>Stk. 2\u003C\u002Fstrong>\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Enhver arbejdsgiver skal yde kvinder og mænd lige løn, for så vidt angår alle lønelementer og lønvilkår, for samme arbejde eller for arbejde, der tillægges samme værdi. Især når et fagligt kvalifikationssystem anvendes for lønfastsættelsen, bygges dette system på samme kriterier for mandlige og kvindelige lønmodtagere og indrettes således, at det udelukker for¬skelsbehandling med hensyn til køn.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003Cstrong>Stk. 3\u003C\u002Fstrong>\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Bedømmelsen af arbejdets værdi skal ske ud fra en helhedsvurdering af relevante kvalifika-tioner og andre relevante faktorer.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>§\t1 a\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>Der foreligger direkte forskelsbehandling, når en person på grund af køn behandles ringere, end en anden person bliver, er blevet eller ville blive behandlet i en tilsvarende situation. Enhver form for dårligere behandling af en kvinde i forbindelse med graviditet og under kvinders 14 ugers fravær efter fødslen betragtes som direkte forskelsbehandling.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003Cstrong>Stk. 2\u003C\u002Fstrong>\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Der foreligger indirekte forskelsbehandling, når en bestemmelse, et kriterium eller en prak¬sis, der tilsyneladende er neutral, vil stille personer af det ene køn ringere end personer af det andet køn, medmindre den pågældende bestemmelse, betingelse eller praksis er objek¬tivt begrundet i et sagligt formål og midlerne til at opfylde det er hensigtsmæssige og nød¬vendige.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003Cstrong>Stk. 3\u003C\u002Fstrong>\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Løn er den almindelige grund- eller minimumsløn og alle andre ydelser, som lønmodtageren som følge af arbejdsforholdet modtager direkte eller indirekte fra arbejdsgiveren i penge el¬ler naturalier.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>§\t2\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>En lønmodtager, hvis løn i strid med § 1 er lavere end andres, har krav på forskellen. \u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003Cstrong>Stk. 2\u003C\u002Fstrong>\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>En lønmodtager, hvis rettigheder er krænket som følge af lønmæssig forskelsbehandling på grundlag af køn, kan tilkendes en godtgørelse. Godtgørelsen fastsættes under hensyn til løn¬modtagerens ansættelsestid og sagens omstændigheder i øvrigt.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>§ 2 a\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>En lønmodtager har ret til at videregive oplysninger om egne lønforhold. Oplysningerne kan videregives til enhver.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>§ 3\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>En arbejdsgiver må ikke afskedige eller udsætte en lønmodtager, herunder en lønmodtager¬repræsentant, for anden ugunstig behandling fra arbejdsgiverens side som reaktion på en klage, eller fordi lønmodtageren eller lønmodtagerrepræsentanten har fremsat krav om lige løn, herunder lige lønvilkår, eller fordi denne har videregivet oplysninger om løn. En ar¬bejdsgiver må ikke afskedige en lønmodtager eller en lønmodtagerrepræsentant, fordi denne har fremsat krav efter § 4, stk. 1.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003Cstrong>Stk. 2\u003C\u002Fstrong>\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Det påhviler arbejdsgiveren at bevise, at en afskedigelse ikke er foretaget i strid med reglerne i stk. 1. Hvis afskedigelsen finder sted mere end et år efter, at lønmodtageren har fremsat krav om lige løn, gælder 1. pkt. dog kun, hvis lønmodtageren påviser faktiske omstændighe¬der, som giver anledning til at formode, at afskedigelsen er foretaget i strid med stk. 1.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003Cstrong>Stk. 3\u003C\u002Fstrong>\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>En afskediget lønmodtager kan nedlægge påstand om en godtgørelse eller genansættelse. Eventuel genansættelse sker i overensstemmelse med principperne i Hovedaftalen. Godtgø¬relsen fastsættes under hensyntagen til lønmodtagerens ansættelsestid og sagens omstæn¬digheder i øvrigt.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>§ 4\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>En arbejdsgiver med mindst 35 ansatte skal hvert år udarbejde en kønsopdelt lønstatistik for grupper med mindst 10 personer af hvert køn opgjort efter den 6-cifrede DISCO-kode til brug for høring og information af de ansatte om lønforskelle mellem mænd og kvinder på virksomheden. Dette gælder dog ikke virksomheder i brancherne landbrug, gartneri, skov¬brug og fiskeri. Hvis den kønsopdelte lønstatistik af hensyn til virksomhedens legitime inte¬resser er modtaget som fortrolig, må oplysningerne ikke videregives.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003Cstrong>Stk. 2\u003C\u002Fstrong>\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Den kønsopdelte lønstatistik efter stk. 1 skal opgøres for medarbejdergrupper med en detal¬jeringsgrad svarende til den 6-cifrede DISCO-kode. Arbejdsgiveren har i øvrigt pligt til at redegøre for statistikkens udformning og for det anvendte lønbegreb.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003Cstrong>Stk. 3\u003C\u002Fstrong>\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Virksomheder, der indberetter til den årlige lønstatistik hos Danmarks Statistik, kan uden beregning rekvirere en kønsopdelt lønstatistik efter stk. 1 fra Danmarks Statistik.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003Cstrong>Stk. 4\u003C\u002Fstrong>\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Arbejdsgiverens forpligtelse til at udarbejde en kønsopdelt lønstatistik efter stk. 1 bortfalder, hvis arbejdsgiveren indgår aftale med de ansatte på virksomheden om at udarbejde en rede¬gørelse. Redegørelsen skal både indeholde en beskrivelse af vilkår, der har betydning for aflønning af mænd og kvinder på virksomheden, og konkrete handlingsorienterede initiati¬ver, der kan have et forløb på op til 3 års varighed, og den nærmere opfølgning herpå i rede- gørelsens periode. Redegørelsen skal omfatte alle virksomhedens medarbejdere og behand¬les i overensstemmelse med reglerne Samarbejdsaftalen. Redegørelsen skal senest være ud¬arbejdet inden udgangen af det kalenderår, hvor pligten til at udarbejde kønsopdelt lønsta¬tistik bestod.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>§ 5 \u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>En lønmodtager, som ikke mener, at arbejdsgiveren overholder pligten til at yde lige løn, herunder lige lønvilkår, efter denne aftale, kan søge kravet fastslået ved fagretlig behandling.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003Cstrong>Stk. 2\u003C\u002Fstrong>\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Hvis en person, der anser sig for krænket, jf. § 1, påviser faktiske omstændigheder, som giver anledning til at formode, at der er udøvet direkte eller indirekte forskelsbehandling, påhviler det modparten at bevise, at ligebehandlingsprincippet ikke er blevet krænket.”\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>§ 6 \u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>Hvor forbundene finder baggrund for at rejse en fagretlig sag i henhold til ovenstående reg¬ler, kan der afholdes besigtigelse på virksomheden med deltagelse af organisationerne, in¬den sagen behandles fagretligt.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003Cstrong>Stk. 2\u003C\u002Fstrong>\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Ved fagretlige sager om ligeløn aftales på mæglingsmødet, eller forud for dette, hvilke oplys¬ninger, der vil blive udleveret til forbundet med henblik på en vurdering af sagen\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Overenskomstparterne er enige om, at ligelønsloven herefter ikke finder anvendelse på an-sættelsesforhold omfattet af overenskomsterne imellem dem, og at tvister vedrørende lige-løn skal løses i det fagretlige system.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Parterne er endvidere enige om i denne aftale at indarbejde ændringer i ligelønsloven, som følge af eventuelle ændringer af EU-retlige forpligtelser. \u003Cbr>\n  \u003C\u002Fp>\n\u003Ch2>Bilag 17 Natarbejde\u003Cbr>\n  \u003C\u002Fh2>\n\u003Cp>\u003Cstrong>Natarbejde og helbredskontrol\u003C\u002Fstrong>\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Parterne har drøftet pkt. 1 vedrørende helbredskontrol i bilag 1 i Fællesordning for arbejde i holddrift og er enige om, at ændre reglerne i overensstemmelse med nedenstående.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>Stk. 1. Hyppighed\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>Medarbejderne skal tilbydes gratis helbredskontrol inden de begynder beskæftigelse som natarbejder.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Parterne er endvidere enige om, at medarbejdere, der efter bilagets pkt. 1 bliver klassificeret som natarbejdere, skal tilbydes helbredskontrol inden for regelmæssige tidsrum på højest 2 år.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>Stk. 2. Hvornår skal helbredskontrollen foregå\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>Parterne er enige om, at såfremt helbredskontrollen finder sted uden for den pågældende medarbejders arbejdstid, kompenserer arbejdsgiveren herfor.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>Stk. 3. Model for helbredskontrollens gennemførelse\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>Parterne er enige om, at helbredskontrollen skal foregå på følgende måde:\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Virksomheden indgår aftale med en ”operatør”, der lever op til nedenstående retningslinjer og benytter de af parterne udarbejdede materialer. Det er ikke muligt for virksomheden selv at forestå gennemførelse af helbredskontrollen.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Virksomheden udleverer en introduktionsfolder om natarbejde til alle natarbejdere, inden de begynder beskæftigelse som natarbejdere samt til de medarbejdere, der jf. arbejdstidsdi¬rektivet eller deres respektive overenskomst er klassificeret som natarbejdere i det tilfælde, at de ikke tidligere har fået den udleveret. Introduktionsfolderen skal som minimum inde¬holde de informationer, som parterne i regi af BAR transport og engros har aftalt i folderen ”Natarbejde og helbredskontrol”.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Virksomheden orienterer Arbejdstilsynet om gennemførelsen af helbredskontrollen i over¬ensstemmelse med de til enhver tid gældende regler herom.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>I samarbejde med den operatør, virksomheden har valgt, tilbydes natarbejdere en helbreds¬kontrol i overensstemmelse med retningslinjerne i Protokollat om natarbejde.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Lov om brug af helbredsoplysninger mv. på arbejdsmarkedet (Lov nr. 286 af 24. april 1996) skal iagttages.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Forud for helbredskontrollen udfylder de medarbejdere, der ønsker at gennemføre en hel-bredskontrol, et spørgeskema, der som minimum indeholder de spørgsmål, som parterne i regi af BAR transport og engros har aftalt i ”Spørgeskema til helbredskontrol ved natar-bejde”. Spørgeskemaet enten sendes, afleveres eller medbringes til den operatør, virksom-heden har valgt til at udføre helbredskontrollen - i praksis efter nærmere aftale mellem virk¬somheden og operatøren.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Medarbejderen aftaler en tid med operatøren efter nærmere aftale mellem virksomheden og operatøren. \u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Operatøren gennemfører helbredskontrollen efter nærmere aftale med virksomheden. Kon¬trollen skal gennemføres af en læge, sygeplejerske eller anden person med relevant uddan¬nelse. I tilfældet, at det ikke er en læge, der gennemfører kontrollen, skal operatøren sikre sig, at den pågældende person har en relevant uddannelse og efteruddannelse samt eventuel nødvendig autorisation.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Forinden kontrollens gennemførelse skal medarbejderen have en beskrivelse af helbreds-kontrollen og en række informationer, som fremgår af Lov om helbredsoplysninger m.v. på arbejdsmarkedet. Den ansatte skal have tid til at overveje tilbuddet i mindst to dage efter at have fået informationerne, og undersøgelsen må kun foretages, når den ansatte har givet skriftligt samtykke til deltagelsen. Arbejdsgiveren skal sørge for, at lønmodtageren er infor¬meret om de eventuelle konsekvenser, det har, at den ansatte siger nej til at deltage i under¬søgelsen, jf. Lov om helbredsoplysninger m.v. på arbejdsmarkedet.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Kontrollen skal som minimum indeholde følgende elementer:\u003Cbr>\n  \u003C\u002Fp>\n\u003Cul>\n  \u003Cli> Kort introduktion til helbredskontrollen.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Måling af blodtryk, vægt, hofte\u002Ftaljemål, fedtprocent, BMI, blodprøve for kolesterol samt blodprøve for blodsukker.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Samtale med udgangspunkt i udførte målinger og eventuelle tests samt spørgeskema: Hvad siger målingerne og testene?\u003Cbr>\n    Struktureret gennemgang af spørgeskemaet.\u003Cbr>\n    Kombination af spørgsmål og gode råd.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Rapport udfyldes under samtalen.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Vurdering af medarbejderens ”egnethed”, herunder mundtlig konklusion og fælles vur¬dering af, om der er behov for en læges vurdering.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Gennemgang af rapport og udlevering af pjece om natarbejde, der som minimum inde¬holder de informationer, som parterne i regi af BAR transport og engros har aftalt i ”Nat- arbejde og skifteholdsarbejde”.\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>Operatøren skal følge de regler der følger af arbejdstilsynets vejledninger om helbredskon-trol ved natarbejde.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>De oplysninger, der fremkommer i forbindelse med helbredskontrollen, er fortrolige og til¬hører alene medarbejderen.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>Stk. 4. Rapport til sikkerhedsudvalget på store virksomheder\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>Parterne finder det naturligt, at sikkerhedsorganisationen på den enkelte virksomhed på eget initiativ fører kontrol med, om helbredskontrollen gennemføres i overensstemmelse med reglerne.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003Cstrong>Forskning i langtidsvirkningerne af natarbejde\u003C\u002Fstrong>\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Parterne er enige om, at der iværksættes et udvalgsarbejde umiddelbart efter overenskomst¬fornyelsen. Udvalget skal igangsætte yderligere forskningsaktiviteter, der har til formål at belyse eventuelle langtidsvirkninger af natarbejde. Særligt aktiviteter der har til formål at belyse langtidseffekterne af nedsat hormonproduktion hos natarbejdere.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Til brug for udvalgets arbejde er der enighed om, at der kan indkaldes personer med arbejds¬medicinske kompetencer.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Udvalgets arbejde søges finansieret gennem Branchearbejdsmiljørådet for transport og lo-gistik og på anden vis. \u003Cbr>\n  \u003C\u002Fp>\n\u003Ch2>Bilag 18 Elektroniske dokumenter\u003Cbr>\n  \u003C\u002Fh2>\n\u003Cp>Parterne er enige om, at der i overenskomsten indføres mulighed for, at virksomhederne med frigørende virkning kan aflevere lønsedler og eventuelle andre dokumenter, der skal udveksles under eller efter det løbende ansættelsesforhold, via de elektroniske post-løsninger, som måtte være til rådighed, f.eks. e-Boks, eller via e-mail.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Såfremt virksomhederne vil benytte sig af denne mulighed, skal medarbejderne varsles herom 3 måneder før medmindre andet aftales. Efter udløb af varslet kan medarbejdere som ingen mulighed har for at anvende den elektroniske løsning få udleveret de pågældende do¬kumenter ved henvendelse til virksomheden. \u003Cbr>\n  \u003C\u002Fp>\n\u003Ch2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-green_trigger\">Bilag 19 Samarbejde på virksomheder af alle størrelser\u003C\u002Fdiv>\u003Cbr>\n  \u003C\u002Fh2>\n\u003Cp>\u003C\u002Fp>Parterne anerkender, at virksomhederne står over for gennemgribende forandringer i forbindelse med den grønne omstilling, et arbejdsmarked i forandring med indførelse af blandt andet ny teknologi.\u003Cbr>\n  \u003Cp>\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-newtech_trigger\">De mange nye udfordringer øger behovet for samarbejde på alle niveauer mellem ledere og medarbejdere og på alle former for virksomheder. Parterne er enige om det hensigtsmæssige i, at medarbejderne inddrages i at fastholde og udvikle virksomhedernes tilpasnings- og innovationsevne, herunder blandt andet ved drøftelse af behovet for nye kompetencer og løbende opkvalificering. Indførelse af ny teknologi medfører øget fokus på efteruddannelse og omstillingsparathed.\u003C\u002Fdiv>\u003Cbr>\n  \u003Cp>\u003C\u002Fp>\n\u003Cp>Arbejdsmiljørepræsentanternes rolle bliver i fremtiden mere og mere afgørende i samarbejdet for at sikre et godt arbejdsmiljø og produktive virksomheder. Parterne er enige om, at arbejdsmiljørepræsentanten skal være omdrejningspunktet for det systematiske arbejdsmiljøarbejde, herunder blandt andet arbejdet med fastsættelse af mål, APV og ulykkesforebyggelse.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Arbejdsmiljørepræsentanten skal blandt andet medvirke til at skærpe kollegernes og ledelsens fokus på alle aspekter af arbejdsmiljøet. Det er centralt, at arbejdsmiljørepræsentanter i samarbejde med ledelse og tillidsrepræsentanter holder særligt fokus på de strategiske opgaver, som skal løses i regi af arbejdsmiljøorganisationen, samarbejdsudvalg eller andre samarbejdsfora.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Den senere tilbagetrækning øger behovet for kontinuerligt at skabe de bedste rammer omkring et godt arbejdsmiljø, hvilket bør ske med inddragelse af arbejdsmiljørepræsentanten. Parterne er enige om, at et godt arbejdsmiljø medvirker til god produktivitet og en sund økonomi.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>For at virksomhederne kan stå godt rustet til også at udnytte mulighederne i den grønne omstilling, herunder de potentialer den grønne omstilling rummer i et globalt marked, øges behovet for, at virksomhedens medarbejdere kontinuerligt er på forkant med de arbejdsmiljømæssige udfordringer, som nye arbejdsopgaver indeholder. Anvendelse og udvikling af ny teknologi er afgørende for virksomhedernes konkurrenceevne, beskæftigelse, samt arbejdsmiljø og arbejdstilfredshed. Arbejdsmiljørepræsentanten er derfor en vigtig ambassadør for medarbejdernes inddragelse i blandt andet den gennemgribende omstilling i at opnå nye ambitiøse klimamål.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>I mindre virksomheder uden valgte medarbejderrepræsentanter i form af arbejdsmiljørepræsentanter eller tillidsrepræsentanter vil det være naturligt at anvende den \u003Cbr>\n  årlige arbejdsmiljødrøftelse mellem ledelse og medarbejdere til blandt andet at inddrage de nævnte arbejdsmiljømæssige udfordringer og i forlængelse heraf fastlægge, hvordan samarbejdet herom skal foregå i det kommende år.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>I virksomheder med valgte medarbejderrepræsentanter i form af arbejdsmiljørepræsentanter eller tillidsrepræsentanter, men uden arbejdsmiljøudvalg og samarbejdsudvalg, vil det være naturligt, at der sker drøftelser mellem ledelse og medarbejderrepræsentanterne ved dedikerede møder, ligesom der kan nedsættes udvalg eller arbejdsgrupper om særlige temaer.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Parterne er på baggrund af overenskomstområdets særlige arbejdsformer enige om, som forsøgsordning i overenskomstperioden, at anbefale, at der på virksomheder med arbejdsmiljørepræsentanter eller tillidsrepræsentanter, men uden arbejdsmiljøudvalg og samarbejdsudvalg, etableres egentlige fora for dialog med deltagelse af ledelse, arbejdsmiljørepræsentanter og tillidsrepræsentanter. Virksomheder, der ønsker hjælp til at oprette et sådan forum for dialog, kan få bistand hertil i organisationerne.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>I virksomheder med arbejdsmiljøudvalg eller samarbejdsudvalg vil det være naturligt, at ledelse og medarbejderrepræsentanterne jævnligt drøfter grundlaget for et godt arbejdsmiljø, herunder i forbindelse med den grønne omstilling, nye teknogier og senere tilbagetrækning fra arbejdsmarkedet. Parterne er enige om, at det er centralt at inddrage arbejdsmiljørepræsentanterne i spørgsmål herom. \u003Cbr>\n  \u003C\u002Fp>\n\u003Ch2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MAXHOURS_trigger\">Bilag 20 Forståelsen af afspadsering af systematisk overarbejde\u003C\u002Fdiv>\u003Cbr>\n  \u003C\u002Fh2>\n\u003Cp>Overenskomstens § 8, stk. 4 om afspadsering af systematisk overarbejde skal forstås på føl¬gende måde:\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Tanken bag den beskrevne model har været at skabe mulighed for, at virksomheder med varierende produktionsbehov, hvor de lokale parter forgæves har søgt at opnå en lokalaftale om varierende ugentlig arbejdstid kan varsle systematisk overarbejde på en sådan måde, at man indenfor en periode på maksimalt 12 måneder skal have udlignet det systematiske over¬arbejde gennem afspadsering.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Det skal præciseres, at modellen ikke kan anvendes til en permanent udvidelse af virksom-hedernes produktionskapacitet i form af f.eks. en fast 42 timers arbejdsuge med løbende afspadsering, medmindre de lokale parter aftaler det.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Det skal endvidere præciseres, at der ikke er tale om en rullende 12-måneders afviklingspe¬riode efter samme princip som for afspadsering af øvrigt overarbejde, hvor der er tale om en rullende 4 måneders periode. Der er derimod tale om en periode på maksimalt 12 måneder fra etableringen af det systematiske overarbejde indenfor hvilken, det systematiske overar¬bejde skal være afspadseret. Afspadseres systematisk overarbejde inden udløbet af 12-må- neders perioden, betragtes overarbejdet som udlignet, og der vil ved ny varsling af systema¬tisk overarbejde løbe en ny 12-måneders periode. \u003Cbr>\n  \u003C\u002Fp>\n\u003Ch2>Bilag 21 Organisationsaftale om databeskyttelse\u003Cbr>\n  \u003C\u002Fh2>\n\u003Cp>DIO II og Dansk Metal\u002FDansk El-Forbund er enige om, at bestemmelser i overenskomster og den sagsbehandling, der knytter sig hertil, skal fortolkes og behandles i overensstemmelse med Databeskyttelsesforordningen (EU 2016\u002F679), der finder anvendelse i Danmark fra den 25. maj 2018.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>DIO II og Dansk Metal\u002FDansk El-Forbund er enige om, at det ved gennemførelsen af Databeskyttelsesforordningen skal sikres, at den nuværende praksis for indsamling, opbevaring, behandling og udlevering af personoplysninger i henhold til de ansættelses- og arbejdsretlige forpligtelser kan fortsætte.\u003C\u002Fp>\n\n\n",{"CBA_MEMEMPL_1":42,"CBA_MEMPRO41_1":46,"apprenticeships":48,"TRAINING_trigger":52,"SOCSEC_trigger":54,"unemploymentfund":57,"EMPCONTR_trigger":61,"contractseverancepay":64,"contractseverancepay1":68,"severance":71,"severance_dismissal_type":75,"SICDIS_trigger":77,"maxsicknesspay":81,"maxsicknesspayperc":85,"WORKFAM_trigger":89,"disabilitypay":93,"paidmaternityleave":97,"paidmaternityleave_father":101,"paidmaternityleaveduration":105,"paidmaternityleaveall":109,"paidmaternityleavepay":111,"paidmaternityleavepayperc":113,"paidpaternityleave":115,"paidpaternityleavepay":117,"childcare":120,"childcareleave":122,"childcaretxt":126,"WORKHOURS_trigger":130,"dayspweek":133,"hourspweek":137,"schedulesrestpw":141,"WAGES_trigger":145,"WAGES_determined":149,"green_trigger":153,"newtech_trigger":157,"MAXHOURS_trigger":161,"LOWWAGE_trigger":165,"LOWWAGE_provision":168,"NOCTPREM_trigger":170,"STRUCINCR_trigger":174,"wageincreasedate":178,"PAIDLEAV_trigger":182,"holidaysdays":185,"holidaysweeks":189,"OVERTIME_trigger":191,"SUNDAY_trigger":195,"SENIOR_trigger":199,"longserviceallowancetxt":203,"direct_participation_trigger":207,"cbadate_end":211,"pensionfund":215,"cbadate_start":219},{"bindId":43,"name":44,"text":45},"CBA_MEMEMPL_1"," Malerforbundet i Danmark.","\nMalerforbundet i Danmark.",{"bindId":47,"name":44,"text":45},"CBA_MEMPRO41_1",{"bindId":49,"name":50,"text":51},"apprenticeships","§ 28. Lærlinge\u002Felever De i overenskomste","§ 28. Lærlinge\u002Felever\n\nDe i overenskomsten mellem DI og CO-Industri gældende bestemmelser vedrørende lønfor¬hold er gældende for lærlingeuddannelse på virksomheder omfattet af nærværende overens¬komst.",{"bindId":53,"name":50,"text":51},"TRAINING_trigger",{"bindId":55,"name":56,"text":56},"SOCSEC_trigger","§ 3. Seniorordning",{"bindId":58,"name":59,"text":60},"unemploymentfund","Anmærkning: Parterne er enige om, at det","Anmærkning: Parterne er enige om, at det bør overvejes, hvorvidt der skal etableres mulighed for at benytte uddannelsesrettigheder, som er optjent i ansættelsesforholdet i en ledighedsperiode. Dette vil imidlertid forudsætte, at der sker ændringer i lovgivningen, så det bliver muligt at supplere en offentlig ydelse i en ledighedsperiode med støtte fra en kompetenceudviklingsfond.",{"bindId":62,"name":63,"text":63},"EMPCONTR_trigger","Stk. 7. Fratrædelsesgodtgørelse",{"bindId":65,"name":66,"text":67},"contractseverancepay","Såfremt en medarbejder, der har været ua","Såfremt en medarbejder, der har været uafbrudt beskæftiget i samme virksomhed i 3, 6 eller 8 år, uden egen skyld bliver opsagt, skal arbejdsgiveren ved medarbejderens fratræden be¬tale henholdsvis 1, 2 eller 3 gange en særlig fratrædelsesgodtgørelse, der beregnes efter pkt. 2.\n\nDen særlige fratrædelsesgodtgørelse udgør et beløb svarende til forskellen mellem det til enhver tid gældende dagpengebeløb pr. måned og lønnen med fradrag af 15 procent. Lønnen opgøres pr. måned på baggrund af den løn medarbejderen ville have oppebåret under syg¬dom, § 14. Pensionsbidraget indgår ikke i beregningsgrundlaget.\n\nBestemmelsen i pkt. 1 finder ikke anvendelse såfremt medarbejderen ved fratrædelsen har opnået anden ansættelse, oppebærer pension, eller af andre årsager ikke oppebærer dag-penge. Endelig udbetales godtgørelsen ikke, hvis medarbejderen er funktionærlignende an-sat eller i forvejen har krav på fratrædelsesgodtgørelse, forlænget opsigelsesvarsel eller lig-nende vilkår, der giver en bedre ret end overenskomstens almindelige opsigelsesregler.\n\nMedarbejdere, der ikke på fratrædelsestidspunktet oppebærer dagpenge, som det er anført i denne bestemmelse, har ret til fratrædelsesgodtgørelse, når følgende situation foreligger:\n\n1)\tMedarbejderen opfylder de betingelser, der fremgår af denne bestemmelse, bortset fra at vedkommende ikke de facto oppebærer dagpenge på fratrædelsestidspunktet,\n  2)\tBaggrunden for at medarbejderen ikke oppebærer dagpenge er, at denne på fratrædel-sestidspunktet er på plejeorlov bevilget efter servicelovens § 118.\n  3)\tMedarbejderen opfylder samtlige betingelser i denne bestemmelse om fratrædelsesgodt¬gørelse, når plejeorlovsperioden er afsluttet.",{"bindId":69,"name":66,"text":70},"contractseverancepay1","Såfremt en medarbejder, der har været uafbrudt beskæftiget i samme virksomhed i 3, 6 eller 8 år, uden egen skyld bliver opsagt, skal arbejdsgiveren ved medarbejderens fratræden be¬tale henholdsvis 1, 2 eller 3 gange en særlig fratrædelsesgodtgørelse, der beregnes efter pkt. 2.",{"bindId":72,"name":73,"text":74},"severance","Den særlige fratrædelsesgodtgørelse udgø","Den særlige fratrædelsesgodtgørelse udgør et beløb svarende til forskellen mellem det til enhver tid gældende dagpengebeløb pr. måned og lønnen med fradrag af 15 procent. Lønnen opgøres pr. måned på baggrund af den løn medarbejderen ville have oppebåret under syg¬dom, § 14. Pensionsbidraget indgår ikke i beregningsgrundlaget.",{"bindId":76,"name":66,"text":70},"severance_dismissal_type",{"bindId":78,"name":79,"text":80},"SICDIS_trigger","Sygdom Ved ansættelse på funktionærligne","Sygdom\n\nVed ansættelse på funktionærlignende vilkår modtages fuld løn under sygdom, jf. FUL § 5.",{"bindId":82,"name":83,"text":84},"maxsicknesspay","8. Medarbejderen har ret til feriegodtgø","8.\tMedarbejderen har ret til feriegodtgørelse under fravær på grund af sygdom, jf. punkt 9, hvis denne kan dokumentere mindst 1.864 timers arbejde inden for de sidste 24 måneder hos pågældende arbejdsgiver.\n  \n9.\tFeriegodtgørelse beregnes efter Ferielovens almindelige regler, dog således at feriegodt¬gørelse under fravær på grund af sygdom eller tilskadekomst til medarbejdere over 18 år fastsættes på grundlag af en indtjening på kr. 923,52 pr. dag, således at feriegodtgørelsen pr. dag udgør kr. 115,44 og beregnes for 5 dage pr. uges fravær. Beløbet, der er inkl. dyrtidstil¬læg, udbetales uanset aflønningsforholdet og aflønningsformen og underkastes sædvanlig regulering også med hensyn til generelle ændringer af lønnen i op- eller nedadgående ret¬ning.\n  \nFor medarbejdere under 18 år er beregningsgrundlaget følgende:\n  \n17-årige\t80 pct.\n  andre\t60 pct.\n  af ovennævnte sats.",{"bindId":86,"name":87,"text":88},"maxsicknesspayperc","For medarbejdere under 18 år er beregnin","For medarbejdere under 18 år er beregningsgrundlaget følgende:\n  \n17-årige\t80 pct.\n  andre\t60 pct.\n  af ovennævnte sats.",{"bindId":90,"name":91,"text":92},"WORKFAM_trigger"," § 16. Børns sygdom og børneomsorgsdage","  § 16. Børns sygdom og børneomsorgsdage",{"bindId":94,"name":95,"text":96},"disabilitypay","1. Arbejdsgiveren betaler løn under sygd","1.\tArbejdsgiveren betaler løn under sygdom og tilskadekomst til ansatte, der har været uaf¬brudt beskæftiget i den pågældende virksomhed i mindst 6 måneder. Den ansatte skal opfylde betingelserne for ret til sygedagpenge fra arbejdsgiveren i medfør af Sygedag¬pengelovens regler.\n  Ancienniteten i virksomheden anses ikke for afbrudt under\n  -\tsygdom (i op til 3 måneder)\n  -\tindkaldelse til militærtjeneste (i op til 3 måneder)\n  -\torlov i forbindelse med graviditet og barsel og\n  -\tafbrydelse af arbejdet på grund af maskinstandsning, materialemangel eller lignende, såfremt lønmodtageren genoptager arbejdet, når dette tilbydes denne.\n  På ikke permanente arbejdspladser er det en betingelse, at den ansatte sammenlagt har mindst 6 måneders anciennitet i virksomheden inden for de seneste 18 måneder.",{"bindId":98,"name":99,"text":100},"paidmaternityleave","§ 15. Barsel og adoption Stk. 1 Arbejdsg","§ 15. Barsel og adoption\n\nStk. 1\n\nArbejdsgiveren udbetaler til medarbejdere, der på det forventede fødselstidspunkt har 9 må¬neders uafbrudt beskæftigelse i virksomheden, fuld løn under fravær på grund af barsel fra 4 uger før forventet fødselstidspunkt (graviditets orlov) og indtil 14 uger efter fødslen (bar¬selsorlov).\n  Til adoptanter udbetales fuld løn under barsel i 14 uger fra barnets modtagelse.\n  Beløbet indeholder den ved lovgivningen fastsatte maksimale dagpengesats.",{"bindId":102,"name":103,"text":104},"paidmaternityleave_father","Stk. 2 Under samme betingelser betales d","Stk. 2\n\nUnder samme betingelser betales der i indtil 2 uger fuld løn under “fædreorlov”.",{"bindId":106,"name":107,"text":108},"paidmaternityleaveduration","Arbejdsgiveren udbetaler til medarbejder","Arbejdsgiveren udbetaler til medarbejdere, der på det forventede fødselstidspunkt har 9 må¬neders uafbrudt beskæftigelse i virksomheden, fuld løn under fravær på grund af barsel fra 4 uger før forventet fødselstidspunkt (graviditets orlov) og indtil 14 uger efter fødslen (bar¬selsorlov).",{"bindId":110,"name":107,"text":108},"paidmaternityleaveall",{"bindId":112,"name":107,"text":108},"paidmaternityleavepay",{"bindId":114,"name":107,"text":108},"paidmaternityleavepayperc",{"bindId":116,"name":103,"text":104},"paidpaternityleave",{"bindId":118,"name":99,"text":119},"paidpaternityleavepay","§ 15. Barsel og adoption\n\nStk. 1\n\nArbejdsgiveren udbetaler til medarbejdere, der på det forventede fødselstidspunkt har 9 må¬neders uafbrudt beskæftigelse i virksomheden, fuld løn under fravær på grund af barsel fra 4 uger før forventet fødselstidspunkt (graviditets orlov) og indtil 14 uger efter fødslen (bar¬selsorlov).\n  Til adoptanter udbetales fuld løn under barsel i 14 uger fra barnets modtagelse.\n  Beløbet indeholder den ved lovgivningen fastsatte maksimale dagpengesats.\n\nStk. 2\n\nUnder samme betingelser betales der i indtil 2 uger fuld løn under “fædreorlov”.",{"bindId":121,"name":91,"text":92},"childcare",{"bindId":123,"name":124,"text":125},"childcareleave","Til medarbejdere med mindst 9 måneders a","Til medarbejdere med mindst 9 måneders anciennitet indrømmes der frihed med fuld løn, når dette er nødvendigt af hensyn til pasning af vedkommendes syge, mindreårige, hjemme¬værende barn under 14 år. Dette vilkår omfatter alene barnets første hele sygedag.",{"bindId":127,"name":128,"text":129},"childcaretxt","§ 3 Pasning\u002Fpleje af alvorligt syge nært","§ 3\tPasning\u002Fpleje af alvorligt syge nærtstående\n  \nI tilknytning til reglerne i Servicelovens, kap. 16, om hjælp i forbindelse med pasning af al-vorligt syge i hjemmet m.v. er parterne enige om, at anmodninger om orlov imødekommes i videst muligt omfang, overfor medarbejdere, der ønsker at pleje nærtstående. ",{"bindId":131,"name":132,"text":132},"WORKHOURS_trigger","§ 1. Arbejdstid *)",{"bindId":134,"name":135,"text":136},"dayspweek","Stk. 2 Medmindre særlige driftsmæssige f","Stk. 2\n\nMedmindre særlige driftsmæssige forhold betinger, at der normalt arbejdes om lørdagen, fordeles den ugentlige arbejdstid på ugens 5 første dage, og således at ingen arbejdsdag er under 7 timer.\n  Betinger de driftsmæssige forhold, at der arbejdes om lørdagen, kan den normale arbejdstid på denne dag i almindelighed ikke overstige 4 timer.",{"bindId":138,"name":139,"text":140},"hourspweek","Stk. 1 Den normale, effektive, ugentlige","Stk. 1\n\nDen normale, effektive, ugentlige arbejdstid er 37 timer.",{"bindId":142,"name":143,"text":144},"schedulesrestpw","Stk. 3 Den daglige arbejdstid skal lægge","Stk. 3\n\nDen daglige arbejdstid skal lægges mellem kl. 6.00 og kl. 18.00 på ugens 5 første dage og mellem kl. 6.00 og kl. 14.00 om lørdagen.",{"bindId":146,"name":147,"text":148},"WAGES_trigger","§ 9 Produktivitetsfremmende lønsystemer","§ 9\tProduktivitetsfremmende lønsystemer",{"bindId":150,"name":151,"text":152},"WAGES_determined","Stk. 1 Parterne er enige om at anbefale ","Stk. 1\n\nParterne er enige om at anbefale indførelse af produktivitetsfremmende lønsystemer i form af bonusordninger, jobvurderingsordninger og lignende. Udbredelsen af sådanne lønsyste-mer kan ske med teknisk bistand fra organisationerne.\n\nStk. 2\n\nBestemmelsen kan suppleres og fraviges ved lokal aftale jfr. § 23.",{"bindId":154,"name":155,"text":156},"green_trigger","Bilag 19 Samarbejde på virksomheder af a","Bilag 19 Samarbejde på virksomheder af alle størrelser",{"bindId":158,"name":159,"text":160},"newtech_trigger","De mange nye udfordringer øger behovet f","De mange nye udfordringer øger behovet for samarbejde på alle niveauer mellem ledere og medarbejdere og på alle former for virksomheder. Parterne er enige om det hensigtsmæssige i, at medarbejderne inddrages i at fastholde og udvikle virksomhedernes tilpasnings- og innovationsevne, herunder blandt andet ved drøftelse af behovet for nye kompetencer og løbende opkvalificering. Indførelse af ny teknologi medfører øget fokus på efteruddannelse og omstillingsparathed.",{"bindId":162,"name":163,"text":164},"MAXHOURS_trigger","Bilag 20 Forståelsen af afspadsering af ","Bilag 20 Forståelsen af afspadsering af systematisk overarbejde",{"bindId":166,"name":50,"text":167},"LOWWAGE_trigger","§ 28. Lærlinge\u002Felever\n\nDe i overenskomsten mellem DI og CO-Industri gældende bestemmelser vedrørende lønfor¬hold er gældende for lærlingeuddannelse på virksomheder omfattet af nærværende overens¬komst.\n  \nMindstebetalingssatsen for lærlinge såvel under som over 18 år udgør:\n\n  \n  \n  \n  \n  \n    \n    \n    1. marts 2020\n    1. marts 2021\n    1. marts 2022\n  \n  \n    Sats\n    Periode – år\n    pr. time\n    pr. time\n    pr. time\n  \n  \n    1\n    0 – 1\n    kr. 71,30\n    kr. 72,50\n    kr. 73,75\n  \n  \n    2\n    1 – 2\n    kr. 80,85\n    kr. 82,25\n    kr. 83,60\n  \n  \n    3\n    2 – 3\n    kr. 86,85\n    kr. 88,35\n    kr. 89,85\n  \n  \n    4\n    3 – 4\n    kr. 100,60\n    kr. 102,30\n    kr. 104,05\n  \n  \n    5\n    over 4\n    kr. 121,60\n    kr. 123,65\n    kr. 125,75",{"bindId":169,"name":50,"text":167},"LOWWAGE_provision",{"bindId":171,"name":172,"text":173},"NOCTPREM_trigger","Stk. 2 Der betales intet tillæg for den ","Stk. 2\n\nDer betales intet tillæg for den del af den forskudte arbejdstid, som ligger mellem kl. 6.00 og kl. 18.00, for så vidt bestemmelserne i stk. 3 og 4 er opfyldt.\n  Forskydes arbejdstiden således, at den indledes inden kl. 6.00 eller afsluttes efter kl. 18.00, betales følgende tillæg:\n\n  \n  \n     \n    1.   marts 2020\n    1.   marts 2021\n    1.   marts 2022\n  \n  \n    • Kl. 18.00   til kl. 21.00:\n    kr.\n    36,40\n    kr.\n    37,00\n    kr.\n    37,60\n  \n  \n    • Kl. 21.00   til kl. 04.00:\n    kr.\n    82,75\n    kr.\n    84,10\n    kr.\n    85,40\n  \n  \n    • Kl. 04.00   til kl. 06.00:\n    kr.\n    42,80\n    kr.\n    43,50\n    kr.\n    44,20",{"bindId":175,"name":176,"text":177},"STRUCINCR_trigger","§ 6 Normallønninger Stk. 1 Den normale t","§ 6\tNormallønninger\n\nStk. 1\n  \nDen normale timeløn andrager:\n\n  \n  \n    1.\tmarts   2020\n    1. marts 2021\n    1. marts 2022\n  \n  \n    kr. 130,60\n    kr. 133,80\n    kr. 136,95\n  \n\nDe nævnte lønsatser er gældende fra begyndelsen af den lønningsuge, hvori 1. marts falder.",{"bindId":179,"name":180,"text":181},"wageincreasedate","1. marts 2020 1. marts 2021 1. marts 202","1. marts   2020 \n    1. marts 2021\n    1. marts 2022\n  \n  \n    kr. 1,50\n    kr. 2,00\n    kr. 2,50",{"bindId":183,"name":184,"text":184},"PAIDLEAV_trigger","§ 2. Feriefridage",{"bindId":186,"name":187,"text":188},"holidaysdays","Stk. 1 Medarbejderen har ret til 5 ferie","Stk. 1\n\nMedarbejderen har ret til 5 feriefridage pr. år, jf. stk. 2 og 3.\n  Såfremt medarbejderen ikke er beskæftiget hele året, beregnes feriefridagen(e) forholds-mæssigt, hvor 5 feriefridage sættes i forhold til 12 måneders beskæftigelse.",{"bindId":190,"name":187,"text":188},"holidaysweeks",{"bindId":192,"name":193,"text":194},"OVERTIME_trigger","b. Medarbejdere med søgnehelligdagsgodtg","b.\tMedarbejdere med søgnehelligdagsgodtgørelse\n\nDisse medarbejdere opsparer 2,25% af den overenskomstmæssige løn, dog eksklusive beta¬ling for overarbejde.",{"bindId":196,"name":197,"text":198},"SUNDAY_trigger","Lønnen beregnes i øvrigt som summen af d","Lønnen beregnes i øvrigt som summen af den normale timeløn inkl. gældende tillæg for det præsterede antal timer. Hertil ydes for arbejde om fredagen forskudttidstillæg og for arbejde om lørdagen efter kl. 12.30 overarbejdstillæg med 50 pct. tillæg for de første tre timer. For det øvrige arbejde om lørdagen samt for arbejde om søndagen ydes 100 pct. Der beregnes fuldt ATP-bidrag.",{"bindId":200,"name":201,"text":202},"SENIOR_trigger","§ 7 Anciennitetstillæg","§ 7\tAnciennitetstillæg",{"bindId":204,"name":205,"text":206},"longserviceallowancetxt","Til de overenskomstmæssige lønninger yde","Til de overenskomstmæssige lønninger ydes efter 6 måneders uafbrudt beskæftigelse i virk-somheden følgende tillæg:\n  Kr. 3,75 pr. time.",{"bindId":208,"name":209,"text":210},"direct_participation_trigger","Ved samarbejdsudvalgsmøder følges Samarb","Ved samarbejdsudvalgsmøder følges Samarbejdsnævnets retningslinjer.",{"bindId":212,"name":213,"text":214},"cbadate_end","§ 32. Overenskomstens varighed Stk. 1 Ov","§ 32. Overenskomstens varighed\n\nStk. 1\n\nOverenskomsten kan tidligst opsiges til 1. marts 2023. Opsigelsesfristen er 3 måneder, med-mindre andet er aftalt mellem hovedorganisationerne.",{"bindId":216,"name":217,"text":218},"pensionfund","§ 19. Pension *) Stk. 1 Ansatte, der er ","§ 19. Pension *)\n\nStk. 1\n\nAnsatte, der er fyldt 18 år og som\n\n-\ti forvejen er optaget i PensionDanmark eller anden tilsvarende arbejdsmarkedspension fra et tidligere ansættelsesforhold, eller\n  -\ti mindst 2 måneder inden for de sidste 2 år har arbejdet under denne overenskomst, er omfattet af en arbejdsmarkedspensionsordning i PensionDanmark.\n\nSåfremt unge under 18 år ved ansættelsen er omfattet af en arbejdsmarkedspensionsord-ning, fortsættes denne pensionsordning i PensionDanmark.\n\nBidraget udgør i alt 12 % af lønnen. Lønmodtageren betaler 4 % af bidraget og arbejdsgiveren 8 %.\n\nHvor der er indgået aftale om bidrag til en sundhedsordning, er bidraget til en sådan ordning indeholdt i det samlede pensionsbidrag.\n\nArbejdsgiveren tilbageholder lønmodtagerbidraget og indbetaler dette sammen med eget arbejdsgiverbidrag.",{"bindId":220,"name":221,"text":222},"cbadate_start","Overenskomsten for faglærte 2020-2023 In","Overenskomsten for faglærte\n  \n2020-2023\nIndgået mellem \n\nDI Overenskomst II \n\nog \n  \nDansk Metal\nDansk El-Forbund \nOverenskomsten er tiltrådt af\n  3F Industri (TIB) og","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Overenskomsten for faglærte 2020-2023 - 2020\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Startdato: → 2020-03-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Slutdato: → 2023-03-01\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Navn på industri: → Fremstillingsvirksomhed\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Navn på industri: → Fremstilling af metal  \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Offentlig\u002Fprivat sektor: → I den private sektor\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Indgået af:\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Navn på foreninger: → \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Navne på fagforeninger: → \n\n                \n                    \n                    \u003Cspan>\n                        LO - Dansk Metal, FH - Dansk El-Forbund\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SIKKERHED OG PENSIONER\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Arbejdsgiver bidrager til pensionskasse for medarbejdere: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Arbejdsgiver bidrager til en handicapfond for medarbejdere: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Arbejdsgiver bidrager til arbejdsløshedskasse for medarbejdere: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">UDDANNELSE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Uddannelsesprogrammer: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Lærlingeuddannelse: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Arbejdsgiver bidrager til en uddannelsesfond for medarbejdere: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SYGDOM OG HANDICAP\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maksimal sygefraværsbetaling (i 6 måneder): → 60 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Bestemmelser om tilbagevenden efter langtidssygdom, fx cancerbehandling: → Nej\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Betalt fravær på grund af menstruation: → Nej\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Betaling i tilfælde af invaliditet som følge af arbejdsulykke: → Ja\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SUNDHED OG SIKKERHED SAMT LÆGEHJÆLP\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Lægehjælp aftalt: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Hjælp fra pårørende aftalt: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Bidrag til sundhedsforsikring aftalt: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Sundhedsforsikring til pårørende aftalt: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Sundheds- og sikkerhedspolitik aftalt: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Sundheds- og sikkerhedsuddannelse aftalt: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Beskyttelsestøj udleveret: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Jævnlig eller årlig helbredstjek eller besøg foranlediget af arbejdsgiver: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Overvågning af bevægeapparatet på arbejdspladser, professionel risici og\u002Feller forholdet mellem arbejde og sundhed: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Begravelseshjælp: → Nej\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">ARBEJDE- OG FAMILIEORDNINGER\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Betalt barselsorlov: → 18 uger\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Betalt barselsorlov begrænset til 100 % af grundløn\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Jobsikkerhed efter barselsorlov: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Forbud mod forskelsbehandling i forbindelse med barsel: → Nej\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Forbud mod at tvinge gravide eller ammende medarbejdere til at udføre farligt eller usundt arbejde: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">APV risikovurdering for sikkerhed og sundhed for gravide eller ammende kvinder: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Tilgængelighed af alternativer til farligt og usundt arbejde for gravide eller ammende kvinder: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Fravær i forbindelse med fødselsforberedelse: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Forbud mod at screene for graviditet før ansættelse af vikarer: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Forbud mod at screene for graviditet før forfremmelse: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Faciliteter til ammende mødre: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Børnepasningsfaciliteter anlagt af arbejdsgiver: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Børnepasningsfaciliteter med tilskud fra arbejdsgiver: → Nej\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetær undervisning\u002Ftilskud til børns uddannelse: → Nej\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Betalt orlov pr. år ved omsorgsarbejde for pårørende: → 1 dage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Betalt barselsorlov til fædre: → 2 dage\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">LIGESTILLINGSANLIGGENDER\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Ligeløn for lige arbejde → 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 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