[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fda-dk\u002Farbejde-i-danmark\u002Fkollektiv-overenskomst\u002Fplumbing-cba-2020-2023":3,"menu:\u002Fda-dk:":163,"sites:htmlblocks":333,"cite-subsites":1532,"subsites":5097,"footer:root":5574,"cite-footer:root":5672,"suggested:root":5711},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"edit_url":12,"breadcrumbs":13,"seo":21,"data":29,"children":143,"content_type_view":144,"extra_breadcrumbs":145,"body":147,"body_blocks":158,"related_pages":162},4198,"kollektiv-overenskomst","Kollektiv overenskomst",null,"","\u002Fda-dk\u002Farbejde-i-danmark\u002Fkollektiv-overenskomst","collective_agreements.collectiveagreementoverview","da_DK","\u002Fcms\u002Fpages\u002F4198\u002Fedit\u002F",[14,17,20],{"title":15,"slug":16},"Danmark","da-dk",{"title":18,"slug":19},"Arbejde i Danmark","arbejde-i-danmark",{"title":6,"slug":5},{"title":6,"description":8,"image":22,"canonical":23,"robots":24,"og_type":25,"twitter_card":26,"locale":16,"created_at":27,"last_modified_at":28},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fda-dk\u002Farbejde-i-danmark\u002Fkollektiv-overenskomst\u002F","index, follow","website","summary_large_image","2025-09-05T18:54:37.511558+02:00","2026-04-01T20:37:29.800963+02:00",{"cba":30,"clauses":41,"details":141,"translations":142},{"id":31,"uid":32,"url":33,"name":34,"locale":11,"override_title":8,"title":35,"browser_title":36,"browser_description":37,"text":38},"plumbing-cba-2020-2023","44a5e2da-6142-11ef-a24d-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fdenmark\u002Fplumbing-cba-2020-2023\u002Fplumbing-cba-2020-2023\u002F","Plumbing_CBA_2020-2023","DNK TEKNIQ - 2020","Denmark - DNK TEKNIQ - 2020","DNK TEKNIQ - 2020 - Bygge- og anlægsvirksomhed, teknisk rådgivning",{"name":39,"data":40},"Plumbing_CBA_2020-2023.html","\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New16\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>The Plumbing Collective Agreement 2020–2023\u003C\u002Fh1>\n\n\u003Cdiv class=\"toc\">\n\u003Cul>\n  \u003Cli>\u003Ca href=\"#L25\">Section 1- Application of the collective agreement\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L27\">Subsection 1: The collective agreement\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L31\">Subsection 2: Newly admitted members\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L41\">Section 2- Engagement\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L43\">Subsection 1: Second jobs\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L47\">Subsection 2: Unskilled workers\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L51\">Subsection 3: Special working conditions\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L59\">Subsection 4: Hiring on Mondays\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L63\">Subsection 5: Implementation of the Directive on\n        Employment Contracts\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L67\">Subsection 6: Hiring of foreign employees\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L77\">Subsection 7: Employment code\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L81\">Subsection 8: Electronic delivery of documents\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L89\">Section 3- Pay conditions\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L91\">Subsection 1: Minimum wage\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L104\">Subsection 2: Otherpayconditions\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L110\">Subsection 3: Productivity bonus\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L114\">Subsection 4: General pay rise\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L118\">Subsection 5: Wage disparity\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L122\">Subsection 6: Dirt supplement\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L166\">Subsection 7: Supplement for changing\n      worksites\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L178\">Subsection 8: Commencement of rates\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L182\">Subsection 9: Implementation of the Equal Pay\n      Act\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L186\">Subsection 10: Integration of dirt supplement for\n        changing worksites in hourly pay\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L190\">Section 4 - Pension\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L192\">Subsection 1: Pension contribution\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L198\">a.Pension contribution during maternity\n          leave\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L204\">b.Pension contribution after government pension\n            age\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L210\">c.Pension contributions in respect of holiday and\n            public holiday compensation during illness\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L216\">Subsection 2: Escalation scheme\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L232\">Subsection 3: Pension for employees in flexible\n        jobs\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L240\">Subsection 4: Health insurance scheme\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L248\">Section 5 - Payment of wages\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L250\">Subsection 1: Pay period\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L254\">Subsection 2: Monthly wage payment\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L268\">Subsection 3: Payslip\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L288\">Subsection 4: Time sheets\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L296\">Subsection 5: Payment of wages for public\n      holidays\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L304\">Section 6 - Working hours \u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L308\">Subsection 1: The weekly working hours\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L312\">Subsection 2: The daily working hours\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L320\">Subsection 3: Varying weekly working hours\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L334\">Subsection 4: Payment of wages for extended working\n        hours\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L340\">Subsection 5: Working time directive\n      implemented\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L344\">Subsection 6: Working time directive\n      implemented\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L348\">Subsection 7: Work sharing\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L354\">Section 7 - Standby shifts\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L358\">Subsection 1: Agreement on standby shifts\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L364\">Subsection 2: Standby shifts\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L368\">Subsection 3: Number of standby shifts\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L372\">Subsection 4: Payment for standby shifts\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L405\">Subsection 5: On-call work outside of standby\n        shifts\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L413\">Subsection 6: On-call work during standby\n      shifts\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L417\">Subsection 7: Postponement of daily rest period in\n        connection with standby shifts\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L429\">Subsection 8: Telephone consulting\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L433\">Subsection 9: Commencement of rates\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L437\">Section 8 - Overtime\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L443\">Subsection 1: The first and second hours\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L453\">Subsection 2: Other hours\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L463\">Subsection 3: Intervening hours in connection with\n        overtime\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L467\">Subsection 4: Time off in lieu of overtime\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L481\">Subsection 5: Notice of time off in lieu\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L485\">Subsection 6: Voiding of obligation to take time off\n        in lieu\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L489\">Subsection 7: Payment of overtime supplement\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L497\">Subsection 8: Commencement of rates\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L501\">Subsection 9: Systematic overtime\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L517\">Section 9- Staggered working hours\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L523\">Subsection 1: Payment for staggered working\n      hours\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L541\">Subsection 2: Duration and establishment\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L547\">Subsection 3: Overtime payment in connection with\n        staggered working hours\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L551\">Section 10- Termination and climate-related\n    postponement\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L553\">Subsection 1: Notice of termination\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L563\">Subsection 2: Termination for reasons for which the\n        employee is not accountable\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L567\">Subsection 3: Failure by the employee to provide\n        notice\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L571\">Subsection 4: Temporary interruption of the\n        employment relationship\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L575\">Subsection 5: Termination as of the end of a calendar\n        week\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L579\">Subsection 6: Termination during holiday\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L583\">Subsection 7: Termination during illness\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L587\">Subsection 7a: Mass terminations during\n      illness\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L591\">Subsection 8: Return of tools upon\n      termination\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L603\">Subsection 9: Time off in connection with\n        dismissals\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L605\">a.Skills development\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L617\">b.In-service training during the period of\n            notice\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L625\">c.Guidance\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L629\">Subsection 10: Climate-related postponement\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L641\">Section 11 - Illness\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L643\">Subsection 1: Illness\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L647\">Subsection 2: Definition of hourly pay during\n        illness\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L657\">Subsection 3: Relapse due to the same illness\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L661\">Subsection 4: Sickness benefit reimbursement\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L669\">Subsection 5: Holiday and public holiday compensation\n        during illness\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L673\">Subsection 6: Public holiday compensation during\n        illness\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L679\">Subsection 7: Length of period of public holiday\n        compensation\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L683\">Subsection 8: Leaving the workplace in connection\n        with illness\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L687\">Subsection 9: Chronic illness\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L691\">Section 12 - Injury and occupational-related illness\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L693\">Subsection 1: Pay in the event of injury and\n        occupational-related illness\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L701\">Subsection 2: Reporting of work injuries\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L709\">Subsection 3: Inability to work\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L715\">Section 13- Pregnancy, maternity and paternity leave\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L717\">Subsection 1: Pregnancy and maternity leave\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L747\">Subsection 2: Paternity leave\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L751\">Subsection 3: Parental leave\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L785\">Section 14- Child’s first day of illness\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L787\">Subsection 1: Time off for child’s first and second\n        day of illness\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L795\">Subsection 2: Medical appointments for a child’s\n        illness\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L805\">Subsection 3: Payment in connection with child’s\n        first sick day\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L819\">Subsection 4: Child’s hospitalisation\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L827\">Subsection 5: Childcare days\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L839\">Section 15- Holiday\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L841\">Subsection 1: Danish Holidays Act\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L845\">Subsection 2: Waiver of right to holiday is\n        invalid\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L849\">Subsection 3: Payment of holiday allowance\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L853\">Subsection 4: Holiday allowance in connection with\n        injury\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L857\">Subsection 5: Agreements on holiday leave\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L861\">Subsection 6: Guarantee scheme\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L867\">Subsection 7: Taking holiday in hours\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L875\">Subsection 8: Settlement of holiday allowance when\n        leaving\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L883\">Section 16- Extra days off\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L885\">Subsection 1: Extra days off\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L899\">Subsection 2: Ceiling on payment\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L903\">Section 17- Public holidays\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L905\">Subsection 1: Savings for public holidays,\n        collectively agreed holidays and extra days off\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L933\">Subsection 2: Payment of public holiday\n      savings\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L941\">Subsection 3: Ceiling on payment\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L945\">Subsection 4: Time of payment of public holiday\n        savings\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L949\">Subsection 5: Advance payment at the new year\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L953\">Subsection 6: Balance payment of public holiday\n        savings\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L957\">Subsection 7: Payment in connection with\n        resignation\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L961\">Subsection 8: Guarantee scheme\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1121\">Section 18 - In-service training\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L1123\">Subsection 1: Planning of in-service training and\n        skills planning\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L1129\">Purpose\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1135\">The Plumbing Industry Skills Development\n          Fund\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L1153\">Payment to the Fund\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1159\">Subsection 2: Right to in-service training and\n        continuing training\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1210\">Subsection 3: Training in connection with\n        dismissal\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1214\">Section 19 - Training funds\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L1216\">Subsection 1: The Plumbing Industry’s Training\n        Fund\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1224\">Subsection 2: Contributions to the Plumbing\n        Industry’s Training and Cooperation Fund, graduated increase\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1242\">Section 20 - Social chapters\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L1244\">Subsection 1: Physical or mental disability\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1250\">Subsection 2: Youth and long-term unemployed\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1254\">Subsection 3: Framework for adaptation in the\n        workplace\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1262\">Subsection 4: Reduced working hours\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1268\">Subsection 5: Senior agreement\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1272\">Section 21 - Welfare measures\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L1274\">Subsection 1: Site hut or trailer\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1278\">Subsection 2: Dangerous work\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1282\">Section 22 - Overview of the application of\n  seniority\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L3579\">Section 23 - Off-site work - without overnight\n    stays(“zone allowance”)\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L1350\">Subsection 1: The company’s address\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1368\">Subsection 2: Written agreement on place of\n        employment\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1372\">Subsection 3: The employee’s residence\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1376\">Subsection 4: Change of worksite\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1384\">Subsection 5: Work within a distance of 7 km\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1388\">Subsection 6: Work at a distance exceeding 7\n      km\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1394\">Subsection 7: Interruption of work\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1398\">Subsection 8: Measuring distance in a straight line\n        through the air\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1406\">Subsection 9: Supplement for off-site work in\n        connection with overtime\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1410\">Subsection 10: Rates\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1462\">Subsection 11: Supplement for off-site work in\n        connection with transport in the employer’s motor vehicle \u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1464\">Subsection 12: Use of measurement program\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1470\">Subsection 13: Ferry or bridge expenses\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1474\">Subsection 14: Regulation of supplement for off-site\n        work\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1480\">Subsection 15: Mileage allowance\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1486\">Section 24 - External service - with accommodation\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L1494\">Subsection 1: Meals and lodging in connection with\n        overnight stays\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1502\">Subsection 2: Round trip travel in connection with\n        overnight stays\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1506\">Subsection 3: Work exceeding 1 month in connection\n        with overnight stays\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1510\">Section 25 - Employment based on the terms and\n    conditions of a permanent position\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L1512\">Subsection 1: Conclusion of agreement\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1530\">Subsection 2: Cooperation and trade union\n        representative rules\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1534\">Subsection 3: Pay\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1544\">Subsection 4: Pension\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1548\">Subsection 5: Seniority\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1552\">Subsection 6: Termination\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1562\">Subsection 7: Minimum compensation\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1566\">Subsection 8: The wage earner’s duty of\n        compensation in the case of abandonment of the work\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1570\">Subsection 9: Working hours\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1574\">Subsection 10: Overtime\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1578\">Subsection 11: Travel and external service\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1582\">Subsection 12: Standby shifts\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1586\">Subsection 13: Further training and in-service\n        training\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1590\">Subsection 14: Piecework\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1604\">Subsection 15: Holiday\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1608\">Subsection 16: Public holidays\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1612\">Subsection 17: Illness\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1616\">Subsection 18: Maternity leave\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1620\">Subsection 19: Extra days off and public holiday\n        savings account\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1676\">Subsection 20: Industrial disputes\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1688\">Section 26 - Pay and working conditions for\n    apprentices\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L1692\">Subsection 1: Normal working hours\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1696\">Subsection 2: Payment of apprentices as\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L4548\">Subsection 3: Payment of Plumbing energy technician\n        apprentices\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1740\">Subsection 4: Payment of stainless industrial fitter\n        apprentices\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1756\">Subsection 5: Apprentices with reduced training\n        time\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1766\">Subsection 6: Payment of adult apprentices\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1772\">Subsection 7: Apprentices’ participation in\n        piecework\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1792\">Subsection 8: Apprentice’s savings account\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1810\">Subsection 9: Pension\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1832\">Subsection 10: ATP\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1836\">Subsection 11: Health insurance scheme\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1842\">Subsection 12: Insurance and health\n      insurance\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1864\">Subsection 13: Overtime payment for\n      apprentices\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1886\">Subsection 14: Apprentices’ dirt\n      supplement\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1902\">Subsection 15: Apprentice’s road money\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1928\">Subsection 16: Mileage allowance while attending\n        college\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1956\">Subsection 17: Public holidays and public holiday\n        allowance\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1964\">Subsection 18: Other days off\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1974\">Subsection 18a: Extra days off\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1986\">Subsection 18b: Extra days off\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1996\">Subsection 18c: Extra days off\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2006\">Subsection 19a: Holidays and holiday\n      allowance\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2016\">Subsection 19b: Holidays and holiday\n      allowance\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2030\">Subsection 20: Holiday allowance guarantee\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2034\">Subsection 21: Maternity leave\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2042\">Subsection 22: Illness\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2050\">Subsection 23: Child’s first sick day\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2058\">Subsection 24: Child’s hospitalisation\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2066\">Subsection 25: Time off for conscription\n        examination\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2070\">Subsection 26: Medical appointments\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2078\">Subsection 27: Provision and use of safety\n        footwear\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2086\">Subsection 28: Qualifying test\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2090\">Subsection 29: Pay during extended training\n      time\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2098\">Subsection 30: Termination upon completion of the\n        training agreement\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2102\">Subsection 31: Termination of training\n      agreement\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2106\">Subsection 32: Company closure, bankruptcy, death of\n        employer\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2110\">Subsection 33: FGU\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2122\">Subsection 34: Residential college\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2134\">Subsection 35: Junior labourers, pre-traineeships\n        and mentor scheme\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2162\">Subsection 36a Pre-traineeship\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2168\">Subsection 36b Mentor scheme\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L2178\">Section 27- Cooperation and information\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L2182\">Subsection 1: The trade union representative\n        institution\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2188\">Subsection 2: Briefing\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2192\">Subsection 3: Orientation on dismissals\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2198\">Subsection 4: The trade union representative in\n        companies without a safety organisation\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2202\">Subsection 5: Information about temporary employment\n        agencies\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2206\">Subsection 6: Information about\n      subcontractors\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2210\">Subsection 7: Continuing professional development of\n        former trade union representatives\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L2218\">Section 28- Trade union representatives and local\n    work\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L2220\">Subsection 1: Joint cooperation project\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2228\">Subsection 2: Joint activity for newly elected trade\n        union representatives\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2238\">Subsection 3: Joint effort for the election of trade\n        union representatives\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2246\">Subsection 4: Remuneration for elected trade union\n        representatives\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L2262\">Section 29- Trade union representative rules\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L2266\">Subsection 1: Required number of employees in\n        connection with election of trade union representative\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2270\">Subsection 2: Election of trade union representative\n        in branches and subsidiaries\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2274\">Subsection 3: Eligibility to be elected trade union\n        representative\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2282\">Subsection 4: Trade union representative\n        protection\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2286\">Subsection 5: Objection to election of trade union\n        representative\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2290\">Subsection 6: Trade union representative training\n        course\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2294\">Subsection 7: Calling the trade union representative\n        to negotiations\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2298\">Subsection 8: Trade union representative’s\n        activities during working hours\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2304\">Subsection 9: Cancellation of trade union\n        representative status\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2308\">Subsection 10: Dismissal of trade union\n        representative in connection with industrial disputes\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2312\">Subsection 11: Dismissal of trade union\n        representative in connection with a company closure\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2316\">Subsection 12: Company upholds dismissal of trade\n        union representative\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2320\">Subsection 13: Extended notice of termination for\n        former trade union representative whose employment is based on the\n        terms and conditions of a permanent position\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2326\">Subsection 14: Trade union representative enters\n        into a training agreement\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L2332\">Section 30- Local agreements\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L2334\">Subsection 1: Written agreements\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2338\">Subsection 2: Local agreements without participation\n        of the organisations\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2342\">Subsection 3: Entry into local agreements\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2346\">Subsection 4: Delivery of local agreements\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2350\">Subsection 5: Termination of local agreements and\n        practices\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2354\">Subsection 6: Terminating party’s\n      obligations\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2358\">Subsection 7: Cancellation of local agreements and\n        practices\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2362\">Subsection 8: Information regarding local\n        agreements\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L2366\">Section 31- Rules for handling industrial disputes\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L2368\">Subsection 1: Settlement of disagreement\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2372\">Subsection 2: Local negotiation\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2380\">Subsection 3: Mediation meetings\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2394\">Subsection 4: Organisation meeting\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2404\">Subsection 5: Permanent Committee\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2412\">Subsection 6: Industrial arbitration\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2448\">Subsection 7: Choice of mediator and arbitration\n        members\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2452\">Subsection 8: Prohibition of work stoppage\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2456\">Subsection 9: Work stoppage ordered by the main\n        organisations\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2460\">Subsection 10: Organisational responsibility\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2470\">Subsection 11: Disputes concerning\n      apprentices\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L2476\">Section 32- Duration of the collective agreement\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L2500\">Annex 1 - Danish Holidays Act, effective as of 1\n    September 2020\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L2502\">Annex 2 - Inequity in setting pay\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L6090\">Disputes\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L2524\">Annex 3 - Transition to a new Danish Holidays Act,\n    including a new scheme for extra days off and childcare days\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L2526\">1.Extra days off\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2538\">2.Childcare days\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L2548\">Annex 4 - Labour market pension\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L2550\">Purpose\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2556\">Pension\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2562\">Age and seniority requirements\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2568\">Registration and documentation\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2576\">Pension contribution\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L2584\">Annex 5 - Work sharing\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L2588\">Temporary reduction of working hours (work\n        sharing)\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2594\">Notice and scope\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2610\">Hiring and dismissal\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2614\">Changes and termination\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2622\">Rush orders\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2626\">Overtime\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2630\">Scope\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2634\">Training\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2638\">Special provisions\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L2642\">Annex 6 - Protocol regarding working environment\n    committee\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L2668\">Annex 7 - Night work and health assessments\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L2680\">Annex 8 - Circumvention of the collective\n  agreement\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L2690\">Annex 9 - Committee work relating to hiring out\n    employees and identification of the development of other ways of\n  working\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L2700\">Annex 10 - Mandate on social dumping\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L19332\">Annex 11 – Foreign labour \u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L19340\">Annex 12 – Subcontracts\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L2748\">Annex 13 - Protocol outside the agreement for the supply\n    and use of safety footwear\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L22010\">Annex 14 – Senior agreement\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L22017\">a.Senior days off scheme\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2776\">Option of saving towards payment for senior days\n        off\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2780\">Administration of senior days off\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L2798\">Annex 15 - Access to IT facilities for working\n    environment and trade union representatives\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L2804\">Annex 16 - Working environment representatives’\n    participation in relevant working environment courses\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L2814\">Annex 17 - Organisation agreement on data\n  protection\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L2820\">Annex 18 - Protocol of understanding on systematic\n    overtime\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L2828\">Annex 19 - Green revolution\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L2838\">Annex 20 - Committee for the Confederation of Danish\n    Industries’ Agreement for Salaried Employees\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L2844\">Annex 21 - Implementation of the Equal Pay Act\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L2896\">Annex 22 - Proposal for the establishment of an equal\n    pay board within DA and LO’s common area\u003C\u002Fa>\u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L2926\">Annex 23 - TEKNIQ Arbejdsgiverne and 3F - United\n    Federation of Danish Workers\u003C\u002Fa>\u003C\u002Fli>\n\u003C\u002Ful>\n\u003C\u002Fdiv>\n\n\u003Ch2 id=\"L25\">Section 1- Application of the collective agreement\u003C\u002Fh2>\n\n\u003Ch3 id=\"L27\">Subsection 1: The collective agreement\u003C\u002Fh3>\n\n\u003Cp>The parties to the collective agreement agree that this collective\nagreement’s provisions must be observed. The parties agree that the\ncollective agreement is an area collective agreement that applies for all hired\nem- ployees within the area covered by the collective agreement, and that the\nparties agree to counter any attempt to circumvent the provisions of the\ncollective agreement.\u003C\u002Fp>\n\n\u003Ch3 id=\"L31\">Subsection 2: Newly admitted members\u003C\u002Fh3>\n\n\u003Cp>When admitted as a member of TEKNIQ Arbejdsgiverne, Companies having a\ncollective agreement with one or more trade unions within the area covered by\nthe collective agreement, be it a special collective agreement, an accession\ncollective agreement or a local agreement, are covered by this collective\nagreement from the time of the admission as a member, without special\ntermination of the collective agreement(s) with the trade union(s).\u003C\u002Fp>\n\n\u003Cp>Immediately after the company’s admission to TEKNIQ Arbejdsgiverne,\nadaptation negotiations will be initiated with the purpose of establishing any\nlocal agreements in such a way that the existing collective agreement\nconditions are not changed as a whole. The adaptation negotiations must be\ncompleted no later than 2 months after the company’s admission to TEKNIQ\nArbejdsgiverne.\u003C\u002Fp>\n\n\u003Cp>Local agreements concluded in connection with adaptation negotiations will\nafter the expiry of the collective agreement period be covered by Section 30 of\nthe collective agreement.\u003C\u002Fp>\n\n\u003Cp>Companies which upon admission to TEKNIQ Arbejdsgiverne do not have any\ncollective agreement or local agreement with any trade union within the area\ncovered by the collective agreement, are covered by the col- lective agreement\nbetween TEKNIQ Arbejdsgiverne and the respective trade unions from the time of\nadmission; see however the specific rules on pension provisions in Section\n4.\u003C\u002Fp>\n\n\u003Ch2 id=\"L41\">Section 2- Engagement\u003C\u002Fh2>\n\n\u003Ch3 id=\"L43\">Subsection 1: Second jobs\u003C\u002Fh3>\n\n\u003Cp>Employees who are employed in companies subject to this collective agreement\nmay not undertake work else- where within the area covered by the collective\nagreement. This applies to work in another company or self- employed work. This\nprovision does not preclude the employer from hiring out employees to other\ncompanies.\u003C\u002Fp>\n\n\u003Ch3 id=\"L47\">Subsection 2: Unskilled workers\u003C\u002Fh3>\n\n\u003Cp>Unskilled workers are allowed to perform work that is covered by this\ncollective agreement and the price lists’ area, if this work is performed on\nthe conditions stipulated by the collective agreement and the price lists.\u003C\u002Fp>\n\n\u003Ch3 id=\"L51\">Subsection 3: Special working conditions\u003C\u002Fh3>\n\n\u003Cp>The organisations agree that technical work functions in connection with the\nnormal work areas of this Plumb- ing Collective Agreement are covered by this\nPlumbing Collective Agreement in relation to basic and continuing training in\nthe plumbing industry’s areas.\u003C\u002Fp>\n\n\u003Cp>To the extent that it is necessary to adapt pay and working conditions, the\norganisations may commence ne- gotiations on such adaptation.\u003C\u002Fp>\n\n\u003Cp>The provision does not cover employment relations such as supervisors and\ntrusted permanent employees.\u003C\u002Fp>\n\n\u003Ch3 id=\"L59\">Subsection 4: Hiring on Mondays\u003C\u002Fh3>\n\n\u003Cp>Hiring of employees preferably takes place on Mondays at the start of the\nday’s working hours.\u003C\u002Fp>\n\n\u003Ch3 id=\"L63\">Subsection 5: Implementation of the Directive on Employment\nContracts\u003C\u002Fh3>\n\n\u003Cp>The organisations have entered into an agreement that replaces the national\nlegislation. The agreement im- plements EC Directive 91\u002F533 on employers’\nobligation to inform employees of the conditions applicable to the contract or\nemployment relationship.\u003C\u002Fp>\n\n\u003Ch3 id=\"L67\">Subsection 6: Hiring of foreign employees\u003C\u002Fh3>\n\n\u003Cp>The parties to the collective agreement agree that foreign workers hired by\nTEKNIQ Arbejdsgiverne’s member companies must be hired on the conditions of\nthe collective agreement.\u003C\u002Fp>\n\n\u003Cp>If a foreign company joins TEKNIQ Arbejdsgiverne, the parties to the\ncollective agreement agree to summon the company to a joint review of the\ncollective agreement so as to prevent errors and misunderstandings re- garding\nthe scope of the collective agreement.\u003C\u002Fp>\n\n\u003Cp>To the extent that a member company does not have a Danish place of\nbusiness, it is not covered by the holiday guarantee outlined in Section 15(6).\nThe company must therefore pay holiday allowance to the BAT Cartel’s Holiday\nand Public Holiday Fund or otherwise document that the employees are paid\nholiday allowance in accordance with Danish law. A clarification of this\nholiday allowance obligation can be provided in connection with the\nabove-mentioned meeting.\u003C\u002Fp>\n\n\u003Cp>It has also been agreed that posting of foreign workers must be done in\naccordance with the EU Posting Di- rective, and the Act on the posting of\nworkers, etc., cf. Consolidation Act no. 1144 of 14 September 2018 as\namended.\u003C\u002Fp>\n\n\u003Ch3 id=\"L77\">Subsection 7: Employment code\u003C\u002Fh3>\n\n\u003Cp>The parties to the collective agreement agree that it must be voluntary for\nthe employees to enter into an agreement with the company on the purchase of\nservices related to the employment relationship and that, in the understanding\nof the parties, it would be in violation of the collective agreement to make an\nemployment relationship conditional upon the conclusion of such an agreement by\nthe employees.\u003C\u002Fp>\n\n\u003Ch3 id=\"L81\">Subsection 8: Electronic delivery of documents\u003C\u002Fh3>\n\n\u003Cp>All documents exchanged between the company and the employees in the\nemployment relationship can be exchanged via the electronic mail solutions that\nmay be available, e.g. via e-mail and e-Boks.\u003C\u002Fp>\n\n\u003Cp>Before commencing electronic exchange, the employees must be notified 3\nmonths in advance.\u003C\u002Fp>\n\n\u003Cp>After the expiry of this notice, the employees who are unable to use the\nelectronic solution can achieve the documents in paper form by contacting the\ncompany.\u003C\u002Fp>\n\n\u003Ch2 id=\"L89\">Section 3- Pay conditions\u003C\u002Fh2>\n\n\u003Ch3 id=\"L91\">Subsection 1: Minimum wage\u003C\u002Fh3>\n\n\u003Cp>From the beginning of the pay period which includes the following start\ndates, the minimum wage per hour totals:\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Subsection 1 Minimum wage\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">As of 1 March 2020, the minimum wage is DKK 122.10\nper hour\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">As of 1 March 2021, the minimum wage is DKK 124.60\nper hour\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cp style=\"margin-left:2em;\">As of 1 March 2022, the minimum wage is DKK 127.10\nper hour \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L104\">Subsection 2: Otherpayconditions\u003C\u002Fh3>\n\n\u003Cp>a.The parties agree that time-based pay or productivity-enhancing salary\nsystems should be used in a manner which enhances the individual company’s\nproductivity and competitiveness in the best way - and thereby its employment\nopportunities.\u003C\u002Fp>\n\n\u003Cp>b.Negotiations on wage changes may not take place more than once during each\ncollective agreement year. It seems natural to the parties to the collective\nagreement to include, for example, the pay rises resulting from any increases\nin the public holiday\u002Ffree choice scheme in connection with the local pay\nnegotiations.\u003C\u002Fp>\n\n\u003Ch3 id=\"L110\">Subsection 3: Productivity bonus\u003C\u002Fh3>\n\n\u003Cp>A productivity bonus of DKK 10 is payable. The bonus is payable per\nproductive hour. However, the bonus is regarded as included when the hourly pay\nexceeds the minimum wage plus the productivity bonus.\u003C\u002Fp>\n\n\u003Ch3 id=\"L114\">Subsection 4: General pay rise\u003C\u002Fh3>\n\n\u003Cp>All general pay raises during the collective agreement period will be added\nto the payments per hour.\u003C\u002Fp>\n\n\u003Ch3 id=\"L118\">Subsection 5: Wage disparity\u003C\u002Fh3>\n\n\u003Cp>The organisations agree that they have the right to institute proceedings\nunder the rules of the collective agreement for handling industrial disputes if\nthey discover wage disparity at a workplace.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-HARDSHIP_trigger\">\u003Ch3 id=\"L122\">Subsection 6: Dirt supplement\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>For the cleaning of sewers, wells, toilets, urinals, waste water pipes and\nall repair work on old roofs, and oth- erwisein accordance with theprovisions\nof the Pipe Price List, the following hourly supplement will be paid:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">As of 1 March 2020, an hourly supplement is payable\nof DKK 9.75\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">As of 1 March 2021, an hourly supplement is payable\nof DKK 9.90\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">As of 1 March 2022, an hourly supplement is payable\nof DKK 10.05\u003C\u002Fp>\n\n\u003Cp>The supplement must be paid for a minimum of 3 hours. The supplement is paid\nboth for work on day wage and piecework.\u003C\u002Fp>\n\n\u003Cp>The dirt supplement is paid in connection with:\u003C\u002Fp>\n\n\u003Cp>Repair, replacement or cleaning of:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1. Underground pipes\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">2. Oil-fired boilers and oil pipes\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">3. Boilers\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">4. Tanks\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">5. Installations in spaces under eaves and crawl\nspaces\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">6. Waste water pipes\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">7. Wells\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">8. Sewers\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">9. Urinals and toilet bowls\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:0em\">Other areas of work:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1. Dismantling of pipes in old boiler rooms\u002Fplant\nrooms\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">2. Dismantling of old drainpipes\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">3. Work in excavations, except however for concrete\ncanals\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">4. Work in wells\u003C\u002Fp>\n\n\u003Ch3 id=\"L166\">Subsection 7: Supplement for changing worksites\u003C\u002Fh3>\n\n\u003Cp>This provision applies for employees who work at changing worksites\nperforming service work, minor construc- tion tasks and maintenance tasks for\nwhich the provisions of AT-notification no. 1.03.1 - Welfare measures,\nregarding changing worksites, apply.\u003C\u002Fp>\n\n\u003Cp>If it is agreed that the employee does not drive back to the company during\nlunch breaks, the following supplement will be paidtopartially cover the costs\nof meals, etc.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">As of 1 March 2020, an hourly supplement is payable\nof DKK 59.15\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">As of 1 March 2021, an hourly supplement is payable\nof DKK 60.10\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">As of 1 March 2022, an hourly supplement is payable\nof DKK 61.05\u003C\u002Fp>\n\n\u003Ch3 id=\"L178\">Subsection 8: Commencement of rates\u003C\u002Fh3>\n\n\u003Cp>The rates listed in Section 3 apply from and including the beginning of the\npay period in which the start date is included.\u003C\u002Fp>\n\n\u003Ch3 id=\"L182\">Subsection 9: Implementation of the Equal Pay Act\u003C\u002Fh3>\n\n\u003Cp>The parties to the collective agreement agree to implement the Danish Equal\nPay Act in the collective agree- ments, see Annex 21.\u003C\u002Fp>\n\n\u003Ch3 id=\"L186\">Subsection 10: Integration of dirt supplement for changing\nworksites in hourly pay\u003C\u002Fh3>\n\n\u003Cp>According to a local agreement, see Section 30(3), the employer can include\ndirt supplement as a permanent element of hourly pay in accordance with\nsubsection 6 and\u002For the supplement for changing worksites in ac- cordance with\nSection 3(7) in the employee’s hourly pay. This must be stated in the\nemployee’s employment contract or supplement to the employment contract. If\nunder the present provision it is agreed to include one or both supplements in\nthe employee’s hourly pay, the said supplement(s) must be paid during\nillness, in ac- cordance with Section 11(2).\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Ch2 id=\"L190\">Section 4 - Pension\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L192\">Subsection 1: Pension contribution\u003C\u002Fh3>\n\n\u003Cp>The parties to the collective agreement have joined PensionDanmark A\u002FS.\u003C\u002Fp>\n\n\u003Cp>The pension contribution is 12%. The employee pays 4% and the employer\n8%.\u003C\u002Fp>\n\n\u003Ch4 id=\"L198\">a.Pension contribution during maternity leave\u003C\u002Fh4>\n\n\u003Cp>During the 14 weeks of maternity leave, an extra pension contribution shall\nbe made for staff who possess 9 months’ seniority at the anticipated time of\nbirth. The pension contribution totals DKK 12.75 per hour.\u003C\u002Fp>\n\n\u003Cp>The employer’s contribution amounts to 2\u002F3 and the employee’s to 1\u002F3 of\nthe above-mentioned amounts.\u003C\u002Fp>\n\n\u003Ch4 id=\"L204\">b.Pension contribution after government pension age\u003C\u002Fh4>\n\n\u003Cp>Ifthe employee is still in employment after having reached government\npension age, the employee can choose whether to continue pension savings or\nwhether the pension contribution should be paid out continuously in wages.\u003C\u002Fp>\n\n\u003Cp>Insurance cover for critical illness and the healthcare scheme apply for at\nleast 12 months, irrespective of whether the employee chooses to continue with\npension savings after the employee has reached government pension age.\u003C\u002Fp>\n\n\u003Ch4 id=\"L210\">c.Pension contributions in respect of holiday and public holiday\ncompensation during illness\u003C\u002Fh4>\n\n\u003Cp>Holiday and public holiday compensation during illness is calculated in\nrespect of employees entitled to a pension. Both the employer’s and the\nemployee’s own pension contributions are calculated in respect of holiday\nillness allowance and paid into the pension scheme.\u003C\u002Fp>\n\n\u003Cp>The employer’s pension contribution is calculated in respect of holiday\nillness allowance. The employee’s share is deducted in the holiday illness\nallowance prior to final settlement of this.\u003C\u002Fp>\n\n\u003Ch3 id=\"L216\">Subsection 2: Escalation scheme\u003C\u002Fh3>\n\n\u003Cp>Newly admitted members of TEKNIQ Arbejdsgiverne who, prior to admission to\nTEKNIQ Arbejdsgiverne, have not had a pension scheme for employees covered by\nthe collective agreement, or who have a different pension scheme with lower\npension contributions for these employees, may demand that their contribution\nto Pen- sionDanmark be graduated as follows:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">No later than 3 months after joining TEKNIQ\nArbejdsgiverne, 25% of the then current pension contribution must be paid.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">No later than 1 year after joining, the\ncontributions must total at least 50% of the then current pension contri-\nbution.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">No later than 2 year after joining, the\ncontributions must total at least 75% of the then current pension contri-\nbution.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">No later than 3 years after joining, the pension\ncontributions must be equal to the pension contribution agreed upon in the\ncollective agreement.\u003C\u002Fp>\n\n\u003Cp>If the contributions stipulated by the collective agreement increase during\nthe period, the company’s contri- bution will be raised in line with the\nincrease. Thus, the aforementioned shares of the collectively agreed con-\ntribution will at all times be paid into the pension scheme.\u003C\u002Fp>\n\n\u003Cp>Immediately after joining TEKNIQ Arbejdsgiverne, the escalation scheme\nschedule must be recorded by TEKNIQ Arbejdsgiverne and the union at the request\nof TEKNIQ Arbejdsgiverne.\u003C\u002Fp>\n\n\u003Ch3 id=\"L232\">Subsection 3: Pension for employees in flexible jobs\u003C\u002Fh3>\n\n\u003Cp>Employees who, due to a reduced ability to work, are employed in a flexible\njob entitled to subsidy, and who at the time of hiring are covered by\u002Fa member\nof one or more pension schemes established by collective agreement, must\nreceive the pension contribution pursuant to this collective agreement, and\nthis contribution must be paid into the pension scheme to which the most recent\ncontribution was paid.\u003C\u002Fp>\n\n\u003Cp>If no previous pension contribution has been paid by the employee, the\npension contribution must be paid to the pension scheme covered by this\ncollective agreement. In that case, the pension scheme must be notified\nseparately of the employee’s employment relationship.\u003C\u002Fp>\n\n\u003Cp>It is a condition for the agreement’s entry into force that the necessary\nmutual agreements are established between PensionDanmark and the other relevant\npension institutions, thus allowing deviations from the pension provisions of\nthe collective agreement.\u003C\u002Fp>\n\n\u003Ch3 id=\"L240\">Subsection 4: Health insurance scheme\u003C\u002Fh3>\n\n\u003Cp>PensionDanmark has established a health insurance scheme for employees\nentitled to pension and covered by the collective agreement.\u003C\u002Fp>\n\n\u003Cp>The company pays the insurance premium.\u003C\u002Fp>\n\n\u003Cp>For the terms applicable for apprentices, refer to Section 26(9) and 26(12)\nof the collective agreement.\u003C\u002Fp>\n\n\u003Ch2 id=\"L248\">Section 5 - Payment of wages\u003C\u002Fh2>\n\n\u003Ch3 id=\"L250\">Subsection 1: Pay period\u003C\u002Fh3>\n\n\u003Cp>The pay period is 2 weeks and is calculated from the beginning of a calendar\nweek. The payment of wages must be available on the first Thursday after the\nconclusion of the pay period. The employer must provide a readily\nunderstandable wage specification.\u003C\u002Fp>\n\n\u003Ch3 id=\"L254\">Subsection 2: Monthly wage payment\u003C\u002Fh3>\n\n\u003Cp>Pay can be converted into a monthly wage payment. The transition to monthly\npay must be notified in writing at least 2 months in advance.\u003C\u002Fp>\n\n\u003Cp>Payment is made of an amount on account corresponding to 14 days’ pay the\nfirst time the 14-day pay is not paid out in full. This amount will be repaid\nby wage deduction over the subsequent 12 months at 1\u002F12 per month of the amount\non account, unless otherwise agreed. However, if the employee leaves, the\nremainder will be deducted from the last wages.\u003C\u002Fp>\n\n\u003Cp>Unless otherwise agreed, hours, supplementary payments, etc., will be\nsettled up to and including the pay week that includes the 20th of each month,\nso that payment can be made as set out above.\u003C\u002Fp>\n\n\u003Cp>The employee will be informed in writing with regard to accrual of the pay\ncalculation.\u003C\u002Fp>\n\n\u003Cp>The employee’s pay is available on the last banking day of the month.\u003C\u002Fp>\n\n\u003Cp>The employer must provide a readily understandable wage specification.\u003C\u002Fp>\n\n\u003Ch3 id=\"L268\">Subsection 3: Payslip\u003C\u002Fh3>\n\n\u003Cp>The payslip must, as a minimum, include:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-statement of piecework and hourly-paid work\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-payment of sickness benefit\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-work-related supplements\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-piecework surplus\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-holiday allowance\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-pension contribution\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-ATP (Danish labour market supplementary\npension)\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-tax calculation\u003C\u002Fp>\n\n\u003Ch3 id=\"L288\">Subsection 4: Time sheets\u003C\u002Fh3>\n\n\u003Cp>To enable the timely payment of wages, the employees are obliged to submit\ntime sheets daily as well as weekly time sheets such that the employers receive\nthem Monday morning no later than at the start of the day’s working hours. If\nworking hours are reported electronically, a copy of the employee’s report\nmust be sent to the e-mail address that the employee has made known to the\nemployer, or sent via e-Boks.\u003C\u002Fp>\n\n\u003Cp>The electronic report must include options for reporting all elements of\npay, including nuisance compensation, payment for travel time, etc. This can\nalso be facilitated with tick-boxes and free text fields.\u003C\u002Fp>\n\n\u003Cp>In cases where electronic reporting is not used, the employer must provide\ntime sheets. The employee completes these up to the end of working hours and\ndelivers them to the employer by the method agreed.\u003C\u002Fp>\n\n\u003Ch3 id=\"L296\">Subsection 5: Payment of wages for public holidays\u003C\u002Fh3>\n\n\u003Cp>If public holidays and Constitution Day fall on a Thursday or Friday, the\npayment of wages is to be made 2 weekdays prior to this.\u003C\u002Fp>\n\n\u003Cp>The companies are entitled to settle the payment of wages through an\nadvance.\u003C\u002Fp>\n\n\u003Cp>This provision can be replaced by a local agreement concluded between the\ncompany and trade union representative. A copy of the agreement must be\nsubmitted as notification to the organisations.\u003C\u002Fp>\n\n\u003Ch2 id=\"L304\">Section 6 - Working hours \u003C\u002Fh2>\n\n\u003Cp>This provision can be replaced by a local agreement concluded between the\ncompany and trade union representative. A copy of the agreement must be\nsubmitted as notification to the organisation\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Ch3 id=\"L308\">Subsection 1: The weekly working hours\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>The working week stipulated by the collective agreement is agreed as 37\nhours.\u003C\u002Fp>\n\n\u003Ch3 id=\"L312\">Subsection 2: The daily working hours\u003C\u002Fh3>\n\n\u003Cp>The working hours are determined in the individual company between the hours\nof 6:00am and 6:00pm and are distributed over 5 days. No working day may be\nunder 7 hours, unless otherwise agreed. If the working hours are assigned\noutside of the aforementioned hours, a supplement must be paid in accordance\nwith Sec- tions 8 (overtime) and 9 (staggered working hours).\u003C\u002Fp>\n\n\u003Cp>Moreover, in connection with changes and repairs to facilities in operation\nin industry, production and trading businesses and at institutions, it is\npossible to establish staggered working hours in accordance with the provisions\nof Section 9.\u003C\u002Fp>\n\n\u003Cp>In companies with multiple independent branches, agreements can be concluded\nwith a trade union representative regarding different start and end times for\nthe working days. Agreements of this nature must cover everyone in the branch\nconcerned.\u003C\u002Fp>\n\n\u003Ch3 id=\"L320\">Subsection 3: Varying weekly working hours\u003C\u002Fh3>\n\n\u003Cp>Subject to local agreement, the working hours for all employees or groups of\nemployees can be scheduled with varying weekly working hours.\u003C\u002Fp>\n\n\u003Cp>Varying weekly working hours can be agreed for no more than a 12-month\nperiod, and the average weekly working hours must be 37 hours during the agreed\nperiod.\u003C\u002Fp>\n\n\u003Cp>It is a requirement for the implementation of varying weekly working hours\nthat they are determined for the entirety of the agreed period.\u003C\u002Fp>\n\n\u003Cp>If an employee covered by such an agreement is dismissed during the planned\nperiod, an overtime supplement must be paid in accordance with the applicable\nrates for the number of hours exceeding a weekly working hours total of 37.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hoursovertimemax\">\u003Cp>The working hours in any given week must not exceed 50 hours. An agreement\ncan be made regarding working hours of less than 7 hours per day.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Varying working hours are laid down in writing and at least 2 weeks in\nadvance.\u003C\u002Fp>\n\n\u003Ch3 id=\"L334\">Subsection 4: Payment of wages for extended working hours\u003C\u002Fh3>\n\n\u003Cp>On the condition of a written local agreement concluded with a trade union\nrepresentative elected in accord- ance with Section 29, it can be agreed\nbetween the individual employee and the company that pension con- tributions,\nsee Section 4(1), contributions to Public Holiday\u002FFree Choice Account, see\nSection 17(1) as well as holiday pay\u002Fholiday bonus, see the Danish Holidays\nAct, can be converted into a supplement to the wages of the individual employee\nwith regard to the hours exceeding the average weekly working hours; see the\nPlumb- ing Collective Agreement. Varying weekly working hours, see subsection\n3, and overtime, see Section 8, are not considered to be extended working hours\nin this context.\u003C\u002Fp>\n\n\u003Cp>The conversion does not change the existing collectively agreed basis of\ncalculation and is thereby cost-neutral for the company.\u003C\u002Fp>\n\n\u003Ch3 id=\"L340\">Subsection 5: Working time directive implemented\u003C\u002Fh3>\n\n\u003Cp>The parties have, by agreement, implemented EU directive No 93\u002F104EC\nregarding working hours.\u003C\u002Fp>\n\n\u003Ch3 id=\"L344\">Subsection 6: Working time directive implemented\u003C\u002Fh3>\n\n\u003Cp>The parties have, by agreement, implemented EU Directive No 97\u002F81\u002FEC on\npart-time employment.\u003C\u002Fp>\n\n\u003Ch3 id=\"L348\">Subsection 7: Work sharing\u003C\u002Fh3>\n\n\u003Cp>Based on a local agreement, it is possible to establish a temporary\nreduction of working hours (work sharing scheme).\u003C\u002Fp>\n\n\u003Cp>The conditions for such a scheme are found in Annex 5.\u003C\u002Fp>\n\n\u003Ch2 id=\"L354\">Section 7 - Standby shifts\u003C\u002Fh2>\n\n\u003Cp>This provision can be replaced by a local agreement concluded between the\ncompany and trade union representative. A copy of the agreement must be\nsubmitted as notification to the organisations.\u003C\u002Fp>\n\n\u003Ch3 id=\"L358\">Subsection 1: Agreement on standby shifts\u003C\u002Fh3>\n\n\u003Cp>Standby shifts must be agreed for at least 7 consecutive days at a time.\nStandby shifts begin after the conclu- sion of working hours and end at the\ncommencement of working hours. Before a standby period, a smaller number of\nstandby hours can be agreed.\u003C\u002Fp>\n\n\u003Cp>If the standby shift involves more than one employee, the trade union\nrepresentative participates in the organisation and planning of these\nshifts.\u003C\u002Fp>\n\n\u003Ch3 id=\"L364\">Subsection 2: Standby shifts\u003C\u002Fh3>\n\n\u003Cp>During an agreed standby shift, the employee is obliged to be present at his\nresidence or available to be called at another location in an agreed manner.\nThe employer will provide a mobile telephone or pager for this purpose.\nRegardless of where the employee is present, the employee must arrive at the\ncustomer’s premises within the same amount of time it would take to arrive\nfrom the employee’s residence.\u003C\u002Fp>\n\n\u003Ch3 id=\"L368\">Subsection 3: Number of standby shifts\u003C\u002Fh3>\n\n\u003Cp>The number of standby shifts must not exceed 2 weeks during any 4-week\nperiod.\u003C\u002Fp>\n\n\u003Ch3 id=\"L372\">Subsection 4: Payment for standby shifts\u003C\u002Fh3>\n\n\u003Cp>Standby shifts are paid as follows:\u003C\u002Fp>\n\n\u003Cp>As of 1 March 2020\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a)for standby hours on weekdays, the hourly\nsupplement is DKK 21.25\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">b)for standby hours on Sundays, public holidays and\ndays off, the hourly supplement is DKK 26.60\u003C\u002Fp>\n\n\u003Cp>As of 1 March 2021\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a)forstandbyhoursonweekdays, the hourly\nsupplementis DKK 21.55\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">b)forstandbyhoursonSundays, public holidays and\ndaysoff, the hourlysupplementisDKK27.05\u003C\u002Fp>\n\n\u003Cp>As of 1 March 2022\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a)forstandbyhoursonweekdays, the hourly\nsupplementis DKK 21.90\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CONSIGN_trigger\">\u003Cp style=\"margin-left:2em;\">b)forstandbyhoursonSundays, public holidays and\ndaysoff, the hourlysupplementisDKK27.50\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>a)Weekly payment for standby shifts\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The weekly payment for standby shifts cannot total less than:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">As of1March2020,theweekly supplement is\nDKK1,064.05\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">As of1March2021,theweekly supplement is\nDKK1,081.10\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">As of1March2022,theweekly supplement is\nDKK1,098.40\u003C\u002Fp>\n\n\u003Ch3 id=\"L405\">Subsection 5: On-call work outside of standby shifts\u003C\u002Fh3>\n\n\u003Cp style=\"margin-left:2em;\">As of1March2020,thesupplement per call-out isDKK\n134.05\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">As of1March2021,thesupplement per call-out isDKK\n136.20\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">As of1March2022,thesupplement per call-out isDKK\n138.40\u003C\u002Fp>\n\n\u003Ch3 id=\"L413\">Subsection 6: On-call work during standby shifts\u003C\u002Fh3>\n\n\u003Cp>On-call work during standby shifts must be paid in increments of full hours.\nIn addition to the applicable hourly pay, a standby supplement and overtime\nsupplement will be paid in accordance with Section 8 of the collective\nagreement.\u003C\u002Fp>\n\n\u003Ch3 id=\"L417\">Subsection 7: Postponement of daily rest period in connection\nwith standby shifts\u003C\u002Fh3>\n\n\u003Cp>Where no trade union representative has been elected, the employer and the\nemployees can enter into a written agreement to the effect that, when the\nemployees are called on to work when on standby, the daily rest period of 11\nhours, for work that is not covered by the annex to Executive Order No. 324 of\n23 May 2002 on rest periods and 24-hour rest periods, can be postponed such\nthat it is given directly after the end of the last work period, and so that\nthe rest period can be within on-call work. If this causes the 11 hours’ rest\nto extend into the next 24-hour period, prior to that 24-hour period the\nemployee must also have the ordinary 11-hour rest period. This rest period,\ntoo, can be postponed.\u003C\u002Fp>\n\n\u003Cp>If the postponed rest period prevents the employee from working planned,\nnormal daily working hours, the working hours not worked will be paid out as\nfor illness.\u003C\u002Fp>\n\n\u003Cp>Where Section 8(1) of the Executive Order applies, the daily rest period can\nbe 8 hours.\u003C\u002Fp>\n\n\u003Cp>Maximum postponement of the rest period is for 10 days each calendar month\nup to a maximum of45 twenty- four-hour periods per calendar year.\u003C\u002Fp>\n\n\u003Cp>Agreements entered into pursuant to this provision can be terminated\npursuant to item 30.\u003C\u002Fp>\n\n\u003Ch3 id=\"L429\">Subsection 8: Telephone consulting\u003C\u002Fh3>\n\n\u003Cp>Payment for telephone consulting is included in the payment for the standby\nshifts.\u003C\u002Fp>\n\n\u003Ch3 id=\"L433\">Subsection 9: Commencement of rates\u003C\u002Fh3>\n\n\u003Cp>The rates listed in Section 7 apply from and including the beginning of the\npay period in which the start date is included.\u003C\u002Fp>\n\n\u003Ch2 id=\"L437\">Section 8 - Overtime\u003C\u002Fh2>\n\n\u003Cp>This provision can be replaced by a local agreement concluded between the\ncompany and trade union representative. A copy of the agreement must be\nsubmitted as notification to the organisations.\u003C\u002Fp>\n\n\u003Cp>Overtime is to be paid with the following supplements:\u003C\u002Fp>\n\n\u003Ch3 id=\"L443\">Subsection 1: The first and second hours\u003C\u002Fh3>\n\n\u003Cp>For overtime in continuation of the ordinary working day, the following\npayment is to be provided for the first and second hours:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">As of 1 March 2020, the supplement is DKK 40.50\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">As of 1 March 2021, the supplement is DKK 41.15\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cp style=\"margin-left:2em;\">As of 1 March 2022, the supplement is DKK 41.80\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Ch3 id=\"L453\">Subsection 2: Other hours\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>For the third hour and subsequent hours of overtime, the hourly supplement\noutlined below will be paid. The same supplement is paid from the first hour in\ncases of on-call overtime outside of the daily working hours, and ondays off,\nSaturdays, Sundays and public holidays.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">As of 1 March 2020, the supplement is DKK 113.50\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">As of 1 March 2021, the supplement is DKK 115.30\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype\">\u003Cp style=\"margin-left:2em;\">As of 1 March 2022, the supplement is DKK 117.15\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 style=\"margin-left:0em\" id=\"L463\">Subsection 3: Intervening hours in\nconnection with overtime\u003C\u002Fh3>\n\n\u003Cp>In the intervening hours from the end of regular working hours until the\ncommencement of overtime with notice, overtime supplement will be paid, see\nsubsections (1) and (2).\u003C\u002Fp>\n\n\u003Ch3 id=\"L467\">Subsection 4: Time off in lieu of overtime\u003C\u002Fh3>\n\n\u003Cp>The parties agree that, within the area covered by the collective agreement,\nit is unavoidable that situations will arise requiring overtime.\u003C\u002Fp>\n\n\u003Cp>The parties agree to limit overtime as far as possible. However, individual\nemployees are not required to take time off in lieu of overtime as long as they\ndo not exceed a total of 10 hours within 2 consecutive pay periods, unless\nagreed by the employee in question and the employer.\u003C\u002Fp>\n\n\u003Cp>Illness is an obstacle to taking time off in lieu.\u003C\u002Fp>\n\n\u003Cp>If the employee calls in sick in accordance with the company’s normal\nrules before the commencement of working hours, the agreed time off in lieu\nwill be compensated by payment of sick pay while time off in lieu is\npostponed.\u003C\u002Fp>\n\n\u003Cp>In companies where there is an elected trade union representative, the\ncompany and trade union representative can agree locally that overtime beyond\nthat described above must be converted into time off in lieu of overtime.\u003C\u002Fp>\n\n\u003Cp>The trade union representative must be kept informed regarding upcoming and\ncompleted overtime and about which employees have performed this overtime.\u003C\u002Fp>\n\n\u003Ch3 id=\"L481\">Subsection 5: Notice of time off in lieu\u003C\u002Fh3>\n\n\u003Cp>Notice of time off in lieu of overtime must be given by both parties with 4\nx 24 hours notice, unless the parties agree locally to different notice\nconditions or other agreement. The notice shall become void in dismissal\nsituations, as all earned overtime, including overtime not subject to time off\nin lieu, is converted into time off in lieu prior to the dismissal. Time off in\nlieu can be taken during the dismissal period.\u003C\u002Fp>\n\n\u003Ch3 id=\"L485\">Subsection 6: Voiding of obligation to take time off in lieu\u003C\u002Fh3>\n\n\u003Cp>When the unemployment rate falls to 4% or less, all obligations to take time\noff in lieu of overtime become void.\u003C\u002Fp>\n\n\u003Ch3 id=\"L489\">Subsection 7: Payment of overtime supplement\u003C\u002Fh3>\n\n\u003Cp>The overtime supplementary rate for all overtime hours shall be paid on the\nfirst subsequent payday.\u003C\u002Fp>\n\n\u003Cp>The overtime hours covered by the requirement to take time off in lieu\nremain in place until the time off in lieu is taken , and are paid at the pay\nthat the employee in question receives at the time of taking time off in\nlieu.\u003C\u002Fp>\n\n\u003Cp>Overtime hours not subject to the requirement to take time off in lieu are\npaid during the pay period in which they are earned, at the rate of the\napplicable hourly wage and overtime supplement.\u003C\u002Fp>\n\n\u003Ch3 id=\"L497\">Subsection 8: Commencement of rates\u003C\u002Fh3>\n\n\u003Cp>The rates listed in Section 8 apply from and including the beginning of the\npay period in which the start date is included.\u003C\u002Fp>\n\n\u003Ch3 id=\"L501\">Subsection 9: Systematic overtime\u003C\u002Fh3>\n\n\u003Cp>At companies with variable production needs, and where local parties have\nsought in vein to achieve a local agreement on varying weekly working hours,\nthe company may notify systematic overtime. Systematic overtime may not exceed\n5 hours per calendar week and 1 hour per day, and must be added to the\nindividual employee’s normal working hours.\u003C\u002Fp>\n\n\u003Cp>Systematic overtime must be notified no later than by the end of normal\nworking hours 4 calendar days before the week in which systematic overtime is\nto be carried out.\u003C\u002Fp>\n\n\u003Cp>Unless otherwise agreed between the company’s management and the trade\nunion representative, systematic overtime must be counterbalanced with time off\nin lieu as whole days off within a period of 12 months after- wards. Surplus\nhouse that do not give entitlement to a whole day off will be carried\nforward.\u003C\u002Fp>\n\n\u003Cp>The deployment of time off in lieu must be established by the employer\nfollowing local negotiation between the parties, although the employee must be\ngiven notification of at least 6 x 24 hours.\u003C\u002Fp>\n\n\u003Cp>Time off in lieu derived from systematic overtime cannot be deployed within\na period of notice unless the company and the employee agree to this.\u003C\u002Fp>\n\n\u003Cp>For time off in lieu derived from systematic overtime, the parties agree\nthat the existing options for notifying overtime in accordance with the other\nrules of the collective agreement are unaffected by the option of noti- fying\nsystematic overtime.\u003C\u002Fp>\n\n\u003Cp>See Annex 18.\u003C\u002Fp>\n\n\u003Ch2 id=\"L517\">Section 9- Staggered working hours\u003C\u002Fh2>\n\n\u003Cp>This provision can be replaced by a local agreement concluded between the\ncompany and trade union representative. A copy of the agreement must be\nsubmitted as notification to the organisations.\u003C\u002Fp>\n\n\u003Cp>Staggered working hours are paid with the following supplement from the\nbeginning of the pay week in which the start date is included:\u003C\u002Fp>\n\n\u003Ch3 id=\"L523\">Subsection 1: Payment for staggered working hours\u003C\u002Fh3>\n\n\u003Cp>Where part of the staggered working hours end between 6:00pm and 10:00pm,\nhourly payment for work per- formed during these hours is provided as\nfollows:\u003C\u002Fp>\n\n\u003Cp>As of 1 March 2020, an hourly supplement is payable of DKK 22.30\u003C\u002Fp>\n\n\u003Cp>As of 1 March 2021, an hourly supplement is payable of DKK 22.65\u003C\u002Fp>\n\n\u003Cp>As of 1 March 2022, an hourly supplement is payable of DKK 23.00\u003C\u002Fp>\n\n\u003Cp>Wherepart of the staggered working hours are between 10:00pm and 6:00am,\nhourly payment for work per- formed during these hours is provided as\nfollows:\u003C\u002Fp>\n\n\u003Cp>As of 1 March 2020, an hourly supplement is payable of DKK 43.80\u003C\u002Fp>\n\n\u003Cp>As of 1 March 2021, an hourly supplement is payable of DKK 44.50\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>As of 1 March 2022, an hourly supplement is payable of DKK 45.20\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L541\">Subsection 2: Duration and establishment\u003C\u002Fh3>\n\n\u003Cp>Notice of staggered working hours must be provided with 3 x 24 hours notice.\nWorking hours between the hours of 6:00am and 6:00pm are not staggered working\nhours and therefore are not eligible for the supplement.\u003C\u002Fp>\n\n\u003Cp>In the event of non-compliance with the notice provisions, or if the\nstaggered working hours are established for a period of less than 1 week,\npayment for the hours between the hours of 6:00pm-6:00am must be pro- vided in\naccordance with Section 8(1) and 8(2).\u003C\u002Fp>\n\n\u003Ch3 id=\"L547\">Subsection 3: Overtime payment in connection with staggered\nworking hours\u003C\u002Fh3>\n\n\u003Cp>Work outside of the prescribed hours of the normal working day is paid in\naccordance with Section 8, subsec- tions (1) and (2).\u003C\u002Fp>\n\n\u003Ch2 id=\"L551\">Section 10- Termination and climate-related postponement\u003C\u002Fh2>\n\n\u003Ch3 id=\"L553\">Subsection 1: Notice of termination\u003C\u002Fh3>\n\n\u003Cp>For employees who, without other interruption, have been employed at the\nsame company for at least 9 months, the following termination notice\napplies:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">From the employer’s side10 working days\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">From the employee’s side5 working days\u003C\u002Fp>\n\n\u003Cp>Apprenticeship work after reaching the age of 18 is included in the\ncalculation of seniority. Prior to the completion of an apprenticeship, the\napprentice must have a termination notice period of 10 working days if the\nemployment relationship is not to continue after the expiry of the\napprenticeship contract.\u003C\u002Fp>\n\n\u003Ch3 id=\"L563\">Subsection 2: Termination for reasons for which the employee is\nnot accountable\u003C\u002Fh3>\n\n\u003Cp>If an employee who is entitled to a termination notice under subsection 1 is\nterminated without notice for a reason for which he is not accountable, he is\nentitled to compensation. The compensation is calculated on the basis of the\nemployee’s average earnings during the last completed quarter (i.e. the\naverage earnings from piecework and time-based pay).\u003C\u002Fp>\n\n\u003Ch3 id=\"L567\">Subsection 3: Failure by the employee to provide notice\u003C\u002Fh3>\n\n\u003Cp>If an employee leaves the company without giving the minimum notice required\nof him, he is obliged, pursuant to subsection (1), to pay an amount to the\ncounterparty. The amount must be equivalent to the normal pay based on hourly\npay work by the given employee for the number of working days involved in the\nviolation.\u003C\u002Fp>\n\n\u003Ch3 id=\"L571\">Subsection 4: Temporary interruption of the employment\nrelationship\u003C\u002Fh3>\n\n\u003Cp>Employees whose employment relationship is temporarily interrupted due to a\nlack of work recover the earned seniority and the applicable termination notice\nupon rehiring by the company within 60 working days after the interruption.\u003C\u002Fp>\n\n\u003Ch3 id=\"L575\">Subsection 5: Termination as of the end of a calendar week\u003C\u002Fh3>\n\n\u003Cp>Termination can only take effect as of the end of a working week.\u003C\u002Fp>\n\n\u003Ch3 id=\"L579\">Subsection 6: Termination during holiday\u003C\u002Fh3>\n\n\u003Cp>Employees who, based on the above, are entitled to a termination notice\ncannot be terminated during holi- days. Nor may these employees give notice of\ntermination during holidays.\u003C\u002Fp>\n\n\u003Ch3 id=\"L583\">Subsection 7: Termination during illness\u003C\u002Fh3>\n\n\u003Cp>An employee who has been employed at a company for an uninterrupted period\nof at least 9 months cannot be dismissed during the first 3 months of a period\nof absence caused by illness or injury. This is contingent on the employee\nbeing entitled to unemployment benefits pursuant to the Danish Sickness and\nMaternity Bene- fits Act during the period of absence.\u003C\u002Fp>\n\n\u003Ch3 id=\"L587\">Subsection 7a: Mass terminations during illness\u003C\u002Fh3>\n\n\u003Cp>In the case of mass terminations, termination may take place during illness.\nIt is a prerequisite, however, that the terminations are subject to the\napplicable law on terminations, etc., in effect in connection with mass\nterminations.\u003C\u002Fp>\n\n\u003Ch3 id=\"L591\">Subsection 8: Return of tools upon termination\u003C\u002Fh3>\n\n\u003Cp>The employee is responsible and liable to provide compensation for the tools\nprovided by the employer, which must be good, suitable, modern and in\naccordance with the provisions of the Danish Working Environment Authority. It\nis the employees’ duty to take care of the materials provided.\u003C\u002Fp>\n\n\u003Cp>Tools and materials must be stored in accordance with the employer’s\ninstructions in lockable compartments, containers, toolboxes, cars, etc. at the\nend of working hours. For theft of tools, the duty of compensation does not\napply if the theft is immediately reported to the employer. Any claim for\ncompensation by the employer must be asserted within 10 days of the\nnotification of the loss.\u003C\u002Fp>\n\n\u003Cp>The employee and employer are obliged to participate in the settlement of\ntoolbox and items provided by the employer at the termination of a task or\nemployment relationship.\u003C\u002Fp>\n\n\u003Cp>When the employee leaves the company\u002Fworkplace, the necessary time must be\nallocated for the settlement of tools within the normal working hours. The\nsettlement must be completed before the termination can take effect. If the\noutgoing employee refuses to participate in tool settlement or is prevented\nfrom so doing, the trade union representative can represent the employee at the\nsettlement after the employee has left the com- pany.\u003C\u002Fp>\n\n\u003Cp>If there is no trade union representative in the company, the employer can\nappoint a witness among the other employees.\u003C\u002Fp>\n\n\u003Ch3 id=\"L603\">Subsection 9: Time off in connection with dismissals\u003C\u002Fh3>\n\n\u003Ch4 id=\"L605\">a.Skills development\u003C\u002Fh4>\n\n\u003Cp>Employees who have been employed continuously in the company for at least 2\nyears and who are dismissed due to restructuring, downsizing, company closures\nor other circumstances relating to the company are, upon request, entitled to\nparticipate in a training course of relevance to the employee with a duration\nup to 2 weeks, e.g. courses offered by AMU, FVU or other training courses whose\nparticipants are entitled to public subsidy at the level of unemployment\nbenefit - unless the employee, within the past 2 years, has completed 2 weeks\nof continuing training.\u003C\u002Fp>\n\n\u003Cp>The subsidy for participation will go to the company.\u003C\u002Fp>\n\n\u003Cp>The employer meets the costs with a payment per participant of up to a\nmaximum of DKK 1,500\u003C\u002Fp>\n\n\u003Cp>The course must be taken during the period of notice.\u003C\u002Fp>\n\n\u003Cp>These rules are not applicable, however, in respect of employees who are\nentitled to early retirement benefits or a pension from the employer or from\nthe State.\u003C\u002Fp>\n\n\u003Ch4 id=\"L617\">b.In-service training during the period of notice\u003C\u002Fh4>\n\n\u003Cp>If it is not possible to complete the course before leaving, it can be\ncompleted during a period of up to 3 months after leaving, with a grant from\nthe Skills Development Fund of the Plumbing and Heating Industry.\u003C\u002Fp>\n\n\u003Cp>It is a prerequisite that this activity be completed with a public grant and\nremuneration (VEU remuneration). The provision only takes effect once this\ncondition has been met.\u003C\u002Fp>\n\n\u003Cp>It is agreed that the Skills Development Fund of the Plumbing and Heating\nIndustry can provide assistance for this within an annual framework. The\nmaximum assistance that can be provided is an amount corresponding to the\ndifference between 85% of previous pay and the public remuneration\u003C\u002Fp>\n\n\u003Ch4 id=\"L625\">c.Guidance\u003C\u002Fh4>\n\n\u003Cp>Employees who are dismissed with termination notice stipulated by the\ncollective agreements due to restruc- turing, downsizing, company closures or\nother circumstances relating to the company are entitled to time off with pay\nfor up to 2 hours to seek guidance from the unemployment insurance fund\u002Ftrade\nunion. This time off must be allocated as quickly as possible after the\ndismissal and in consideration of the company’s production circumstances.\u003C\u002Fp>\n\n\u003Ch3 id=\"L629\">Subsection 10: Climate-related postponement\u003C\u002Fh3>\n\n\u003Cp>The parties to the collective agreement agree that the Plumbing Collective\nAgreement provides the possibility to send employees home due to weather\nconditions or lack of materials, in accordance with the guide to the Executive\nOrder on Unemployment Benefit.\u003C\u002Fp>\n\n\u003Cp>In connection with climate-related postponement, the employee is released\nfrom the termination rules stipu- lated by the collective agreement in relation\nto the employer. The company is required to sign a release certif- icate.\u003C\u002Fp>\n\n\u003Cp>Termination by the employer is not permitted during periods of\nclimate-related postponement.\u003C\u002Fp>\n\n\u003Cp>The period during which employees are sent home due to climate-related\npostponement counts towards the employee’s seniority.\u003C\u002Fp>\n\n\u003Cp>It is normally not permitted to send a trade union representative or safety\nrepresentative home unless there are compelling reasons.\u003C\u002Fp>\n\n\u003Ch2 id=\"L641\">Section 11 - Illness\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Ch3 id=\"L643\">Subsection 1: Illness\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>During a timely reported and documented illness, the employer will provide\npayment for up to 9 weeks to employees with at least 2 months’ seniority.\u003C\u002Fp>\n\n\u003Ch3 id=\"L647\">Subsection 2: Definition of hourly pay during illness\u003C\u002Fh3>\n\n\u003Cp>For hourly-paid employees, pay is provided corresponding to the loss of\nincome the person has incurred based on normal productive work.\u003C\u002Fp>\n\n\u003Cp>The hourly pay during illness for piecework journeymen in the company is the\napplicable hourly pay. If such an hourly pay has not been agreed, the agreed on\naccount pay in section 6 of the piecework sheet will be paid. However, no\npayment is provided for dirt supplement, supplement for changing worksites and\nsupplement for off-site work.\u003C\u002Fp>\n\n\u003Cp>If it is agreed to include the dirt supplement and the supplement for\nchanging worksites in accordance with Section 3(10), these must also be paid\nduring illness. When adjusting the supplement, pay must be adjusted\ncorrespondingly.\u003C\u002Fp>\n\n\u003Cp>The pay during illness includes the statutory maximum unemployment benefit\nrate.\u003C\u002Fp>\n\n\u003Ch3 id=\"L657\">Subsection 3: Relapse due to the same illness\u003C\u002Fh3>\n\n\u003Cp>In the case of recurrence of the same illness within two weeks of the end of\nthe period of absence, the em- ployer shall calculate the payment period from\nthe first day of absence in the first period of absence.\u003C\u002Fp>\n\n\u003Ch3 id=\"L661\">Subsection 4: Sickness benefit reimbursement\u003C\u002Fh3>\n\n\u003Cp>The right to payment ceases if the sickness benefit reimbursement from the\nmunicipality ceases and this is due to the employee’s neglect of the\nobligations under the Danish Sickness Benefits Act.\u003C\u002Fp>\n\n\u003Cp>In cases where the company has already paid sick pay\u002Fsickness benefit to the\nemployee, in the period prior to termination the company can only set off an\namount in the employee’s pay that corresponds to the lost sick- ness benefit\nreimbursement. However, this cannot be done if the loss of reimbursement is due\nto the com- pany’s late submission of the reimbursement form.\u003C\u002Fp>\n\n\u003Cp>When the employee has signed and submitted the reimbursement form for\nsickness benefit to the company, the company is responsible for submission to\nthe municipality.\u003C\u002Fp>\n\n\u003Ch3 id=\"L669\">Subsection 5: Holiday and public holiday compensation during\nillness\u003C\u002Fh3>\n\n\u003Cp>The employee is entitled to holiday and public holiday compensation during\nillness pursuant to the Danish Holidays with Pay Act. The Danish Holidays Act\nis attached as Annex 1 .\u003C\u002Fp>\n\n\u003Ch3 id=\"L673\">Subsection 6: Public holiday compensation during illness\u003C\u002Fh3>\n\n\u003Cp>Public holiday compensation during absence due to illness is payable if,\nprior to the illness, the employee had worked for the company for at least 12\nmonths. Former employment within the past 24 months is included in this\ncalculation.\u003C\u002Fp>\n\n\u003Cp>In the event of injury while with the company, public holiday compensation\nis calculated during absence with- out the requirement of seniority.\u003C\u002Fp>\n\n\u003Ch3 id=\"L679\">Subsection 7: Length of period of public holiday compensation\u003C\u002Fh3>\n\n\u003Cp>Public holiday compensation according to the above is paid for absences of\nmore than 3 days and for a com- bined total maximum of 4 months.\u003C\u002Fp>\n\n\u003Ch3 id=\"L683\">Subsection 8: Leaving the workplace in connection with\nillness\u003C\u002Fh3>\n\n\u003Cp>If an employee, by prior agreement with the employer, has to leave the\nworkplace due to illness or injury, he will be paid for the remaining hours of\nthat day as specified in subsection (2).\u003C\u002Fp>\n\n\u003Ch3 id=\"L687\">Subsection 9: Chronic illness\u003C\u002Fh3>\n\n\u003Cp>People who have entered into an approved agreement under Section 56 of the\nDanish Unemployment Benefit Act (chronically ill) are exempt from the sick pay\nscheme and therefore only receive the currently applicable sickness benefit\nrate in connection with the illness covered by the agreement.\u003C\u002Fp>\n\n\u003Ch2 id=\"L691\">Section 12 - Injury and occupational-related illness\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Ch3 id=\"L693\">Subsection 1: Pay in the event of injury and occupational-related\nillness\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>In the event of injury during work, including occupational-related illness\nthat is clearly due to work for the given company, the employer will provide\npay for up to 9 weeks. However, it is a condition that the employee resume the\nwork if the doctor has permitted this.\u003C\u002Fp>\n\n\u003Cp>For hourly-paid employees, pay is provided corresponding to the loss of\nincome the person has incurred based on normal productive work.\u003C\u002Fp>\n\n\u003Cp>The hourly pay for piecework journeymen in the company is the applicable\nhourly pay. If such an hourly pay has not been agreed, the agreed on account\npay in section 6 of the piecework sheet will be paid. However no payment is\nprovided for dirt supplement, supplement for changing worksites and supplement\nfor off-site work. The pay during illness includes the statutory maximum\nunemployment benefit rate.\u003C\u002Fp>\n\n\u003Ch3 id=\"L701\">Subsection 2: Reporting of work injuries\u003C\u002Fh3>\n\n\u003Cp>In the event of accidents during work, refer to the Worker’s Compensation\nAct.\u003C\u002Fp>\n\n\u003Cp>The employer must, within 9 days, report accidents resulting in absences of\none or more days to the Danish Working Environment Authority. A copy of the\nreport must be sent to the safety organisation or, if such an organisation does\nnot exist, to the injured party.\u003C\u002Fp>\n\n\u003Cp>A work injury must also be reported to the company’s insurance company.\u003C\u002Fp>\n\n\u003Ch3 id=\"L709\">Subsection 3: Inability to work\u003C\u002Fh3>\n\n\u003Cp>If the inability to work is due to injury, through no fault of one’s own,\nwhile performing work for the company, including occupational-related illness\nwhich is clearly due to work for the given company, the employee may not be\nterminated within the first 6 weeks of the period in which the person has a\ndocumented inability to work due to injury.\u003C\u002Fp>\n\n\u003Cp>It is a condition that the employee is entitled to unemployment benefit\nunder the provisions of the Unemploy- ment Benefit Act.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-paidmaternityleave\">\u003Ch2 id=\"L715\">Section 13- Pregnancy, maternity and paternity leave\u003C\u002Fh2>\n\n\u003Ch3 id=\"L717\">Subsection 1: Pregnancy and maternity leave\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>a.maternity leave\u003C\u002Fstrong>\u003Cstrong>:\u003C\u002Fstrong> Female employees who,\nat the expected date of birth have 9 months’ seniority in the com- pany are\nentitled to pay during maternity leave for up to 14 weeks.\u003C\u002Fp>\n\n\u003Cp>The hourly pay for piecework journeymen in the company is the applicable\nhourly pay. If such an hourly pay has not been agreed, the agreed on account\npay in section 6 of the piecework sheet will be paid.\u003C\u002Fp>\n\n\u003Cp>For hourly pay employees, the pay during leave is the individual’s\nproductive pay. However, no payment is provided for dirt supplement, supplement\nfor changing worksites and supplement for off-site work.\u003C\u002Fp>\n\n\u003Cp>The pay during leave includes the statutory maximum unemployment benefit\nrate.\u003C\u002Fp>\n\n\u003Cp>The maximum hourly rate as of 1 March 2020 is DKK 148.00 per hour\u003C\u002Fp>\n\n\u003Cp>The maximum rate will be increased:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">As of 1 March 2021 DKK 150.50 per hour\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">As of 1 March 2022 DKK 153.00 per hour\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>b.pregnancy\u003C\u002Fstrong>\u003Cstrong>:\u003C\u002Fstrong>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\"> Female employees, under the\nsame conditions as specified in subsection (1a), are entitled to maternity\nleave from 4 weeks before the expected date of birth (pregnancy leave) and\nuntil 14 weeks after the birth (maternity leave).\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c.adoption: Under the same conditions, adoptive parents are entitled to pay\nduring maternity leave for 14 weeks from the receipt of the child, in\naccordance with the provisions of subsections (1a) and (2).\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Ch3 id=\"L747\">Subsection 2: Paternity leave\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Under the same conditions as specified in subsection (1a), pay is provided\nfor up to 2 weeks during paternity leave.\u003C\u002Fp>\n\n\u003Ch3 id=\"L751\">Subsection 3: Parental leave\u003C\u002Fh3>\n\n\u003Cp>Under the same conditions as specified in subsection (1a) - and within 52\nweeks after - the company will provide pay during leave for up to 13 weeks.\nThis payment can be made to either the father or mother.\u003C\u002Fp>\n\n\u003Cp>Of these 13 weeks, each of the parents have a right to payment for 5 weeks.\nIf the leave reserved for the individual parent is not taken, the payment shall\nnot be made. The payment for the remaining 3 weeks is made to one of the two\nparents. Notification of the leave must be provided 3 weeks prior to the\ncommencement of the leave and each of the parents’ leave can be divided into\na maximum of two periods, unless otherwise agreed.\u003C\u002Fp>\n\n\u003Cp>For parental leave that commenced 1 July 2020 or later, the following\napplies:\u003C\u002Fp>\n\n\u003Cp>Under the same conditions as specified in subsection (1a) - and within 52\nweeks after - the employer will provide pay during parental leave for up to 16\nweeks.\u003C\u002Fp>\n\n\u003Cp>Of these 16 weeks, the mother is entitled to take 5 weeks and the father is\nentitled to take 8 weeks.\u003C\u002Fp>\n\n\u003Cp>If the leave of absence reserved for the individual parent is not taken, the\npayment shall lapse.\u003C\u002Fp>\n\n\u003Cp>The remaining 3 weeks’ leave of absence is granted to one parent or the\nother.\u003C\u002Fp>\n\n\u003Cp>Notification of the leave must be provided 3 weeks prior to the commencement\nof the leave and each of the parents’ leave can be divided into a maximum of\ntwo periods, unless otherwise agreed.\u003C\u002Fp>\n\n\u003Cp>Payment during parental leave corresponds to sick pay, although up to a\nmaximum of DKK 181.50 per hour.\u003C\u002Fp>\n\n\u003Cp>The maximum rate will be increased\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">As of 1 July 2021 max. DKK 184.00 per hour.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">As of 1 July 2022 max. DKK 186.50 per hour.\u003C\u002Fp>\n\n\u003Cp>The payment includes the statutory maximum unemployment benefit rate. It is\na condition for the payment that the employer is entitled to reimbursement\nequal to the maximum unemployment benefit rate. If the re- imbursement is less\nthan this amount, the payment to the employee will be reduced accordingly.\u003C\u002Fp>\n\n\u003Cp>Subsection 4: Equalisation of parental leave\u003C\u002Fp>\n\n\u003Cp>Through the Confederation of Danish Employers, TEKNIQ Arbejdsgiverne has\nestablished a scheme with spe- cific provisions for equalising companies’\ncollectively agreed expenses for parental leave so that this expense is not\nborne by the individual employer.\u003C\u002Fp>\n\n\u003Cp>The scheme requires that the employer receives the full unemployment benefit\nreimbursement.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Ch2 id=\"L785\">Section 14- Child’s first day of illness\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L787\">Subsection 1: Time off for child’s first and second day of\nillness\u003C\u002Fh3>\n\n\u003Cp>For employees with at least 6 months’ seniority and for employees in\ntraining, time off is given when this is necessary to take care of the\nemployee’s ill children under 14 years old who are at the employee’s home.\nThis release only applies to one of the child’s parents and only on the first\nfull day of the child’s illness. Notice of absence is according to the same\nrules as for illness.\u003C\u002Fp>\n\n\u003Cp>Ifthe child falls ill during the employee’s working day, and the employee\nhas to leave work as a result, the right exists furthermore to take the\nremaining hours on the day in question. In both cases, the payment is as stated\nin subsection 3.\u003C\u002Fp>\n\n\u003Cp>If the child is still ill after the first full sick day, the employee is\nentitled to another 1 day off (second day of the child’s illness). That day\noff is unpaid, but the employee can receive a sum from the public holidays\naccount in accordance with Section 17(2), although the amount paid out can\nnever exceed the amount set aside at any time.\u003C\u002Fp>\n\n\u003Ch3 id=\"L795\">Subsection 2: Medical appointments for a child’s illness\u003C\u002Fh3>\n\n\u003Cp>With effect from 1 May 2020, the following applies:\u003C\u002Fp>\n\n\u003Cp>Employees with at least 6 months’ seniority, and employees taking a course\nwho are entitled to time off pur- suant to subsection 1, are entitled to time\noff to attend medical appointments with the child.\u003C\u002Fp>\n\n\u003Cp>Employees wishing to take time off for medical appointments of this nature\nmust notify the company to this effect at the earliest opportunity.\u003C\u002Fp>\n\n\u003Cp>Time off to attend medical appointments for a child’s illness is unpaid\nleave, but the employee can receive a sum from the public holidays account in\naccordance with Section 17(2), although the amount paid out can never exceed\nthe amount set aside at any time.\u003C\u002Fp>\n\n\u003Ch3 id=\"L805\">Subsection 3: Payment in connection with child’s first sick\nday\u003C\u002Fh3>\n\n\u003Cp>The hourly pay for piecework journeymen in the company is the applicable\nhourly pay. For hourly pay employ- ees, the pay is the individual’s\nproductive pay. However no payment is provided for dirt supplement, supplement\nfor changing worksites and supplement for off-site work\u002Fexternal service.\u003C\u002Fp>\n\n\u003Cp>Notice of absence in connection with child’s illness is according to the\nsame rules as for illness.\u003C\u002Fp>\n\n\u003Cp>The maximum hourly rate as of 1 March 2020 is DKK 148.00 per hour\u003C\u002Fp>\n\n\u003Cp>The maximum rate will be increased:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">As of 1 March 2021 DKK 150.50 per hour\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">As of 1 March 2022 DKK 153.00 per hour\u003C\u002Fp>\n\n\u003Ch3 id=\"L819\">Subsection 4: Child’s hospitalisation\u003C\u002Fh3>\n\n\u003Cp>Under the same conditions as specified in subsections (1) and (2), employees\nand employees in training are granted time off when it is necessary for the\nemployee to be hospitalised together with his\u002Fher child, including when\nhospitalisation is partially or wholly at home.\u003C\u002Fp>\n\n\u003Cp>This time off only applies to one holder of parental rights and there is a\nmaximum right to time off of one week per child within a 12-month period.\u003C\u002Fp>\n\n\u003Cp>Upon request, the employee must provide documentation of the hospital\nadmission.\u003C\u002Fp>\n\n\u003Ch3 id=\"L827\">Subsection 5: Childcare days\u003C\u002Fh3>\n\n\u003Cp>The rules on childcare days for the period 1 May 2020 - 31 December 2020 can\nbe found in Annex 3.\u003C\u002Fp>\n\n\u003Cp>Employees who are entitled to a child’s first sick day off will be\nentitled to 2 childcare days per calendar year. A maximum of 2 childcare days\nper calendar year may be taken, irrespective of the number of children the\nemployee has.\u003C\u002Fp>\n\n\u003Cp>This rule applies only to children under 14.\u003C\u002Fp>\n\n\u003Cp>Wages are not paid for a childcare day off, but the employee may receive an\namount from his\u002Fher public holi- days account.\u003C\u002Fp>\n\n\u003Cp>These days shall be deployed by agreement taking due account of the\ninterests of the company.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Ch2 id=\"L839\">Section 15- Holiday\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L841\">Subsection 1: Danish Holidays Act\u003C\u002Fh3>\n\n\u003Cp>All employees - including apprentices - are covered by the provisions of the\nDanish Holidays Act. The Danish Holidays Act is attached as Annex 1.\u003C\u002Fp>\n\n\u003Ch3 id=\"L845\">Subsection 2: Waiver of right to holiday is invalid\u003C\u002Fh3>\n\n\u003Cp>Any agreement that waives the right to holiday, holiday allowance, pay\nduring holiday or holiday outlay is invalid.\u003C\u002Fp>\n\n\u003Ch3 id=\"L849\">Subsection 3: Payment of holiday allowance\u003C\u002Fh3>\n\n\u003Cp>Holiday allowance is paid no earlier than 4 weeks before the beginning of\nthe holiday period, on the condition that the employee has requested payment\nvia Feriepengeinfo [information about holiday allowance] no later than 5 weeks\nbefore the holiday period. For any subsequent payment request, the holiday\nallowance must be paid out no later than 1 week after it is requested.\u003C\u002Fp>\n\n\u003Ch3 id=\"L853\">Subsection 4: Holiday allowance in connection with injury\u003C\u002Fh3>\n\n\u003Cp>The right to holiday allowance during absence due to injury in the company\napplies from the time of hiring.\u003C\u002Fp>\n\n\u003Ch3 id=\"L857\">Subsection 5: Agreements on holiday leave\u003C\u002Fh3>\n\n\u003Cp>Agreements on holiday leave must be in writing.\u003C\u002Fp>\n\n\u003Ch3 id=\"L861\">Subsection 6: Guarantee scheme\u003C\u002Fh3>\n\n\u003Cp>TEKNIQArbejdsgiverne guarantees holiday and public holiday allowance.\u003C\u002Fp>\n\n\u003Cp>The parties to the collective agreement agree that the union’s members and\nthe company must use the holiday guarantee scheme that has been agreed by the\nparties.\u003C\u002Fp>\n\n\u003Ch3 id=\"L867\">Subsection 7: Taking holiday in hours\u003C\u002Fh3>\n\n\u003Cp>A written local agreement can be concluded to allow holiday to be taken in\nhours.\u003C\u002Fp>\n\n\u003Cp>In that regard, it must be ensured that the holiday does not amount to fewer\nhours than the planned number of working hours on the day in question, and that\nthe total holiday is not less than 5 weeks counted as 25 full days, where\nwork-free days that are not days off in lieu and working days are included pro\nrata. As far as possible, holidays must be taken as full weeks.\u003C\u002Fp>\n\n\u003Cp>The holiday must reflect the working week and must not be deployed\nexclusively on short or long working days.\u003C\u002Fp>\n\n\u003Ch3 id=\"L875\">Subsection 8: Settlement of holiday allowance when leaving\u003C\u002Fh3>\n\n\u003Cp>When an employee is leaving, holiday allowance must be calculated and the\nemployee must be informed re- garding holiday entitlement and holiday\nallowance.\u003C\u002Fp>\n\n\u003Cp>The employer reports holiday allowance and accrued holiday days to eIndkomst\n(the Income Statistics Register) in accordance with the Executive Order on\nHolidays. According to this, if the pay period ends no later than between the\n1st and the 15th of the month, reporting is required by the end of the same\nmonth. If the pay period ends between the 16th and the end of the month,\nreporting is required by the 15th of the next month.\u003C\u002Fp>\n\n\u003Cp>Penalties cannot be imposed on an employer who has complied with this\nrequirement within 5 days after a meeting between the organisations at which it\nis instructed to issue employment forms or to correct incorrect or inadequate\ninformation about holiday days and holiday allowance, unless there are repeated\nreports of breaches of the provisions of this subsection, or any shortcomings\nor errors have resulted in consequences in relation to the employee’s\nemployment.\u003C\u002Fp>\n\n\u003Ch2 id=\"L883\">Section 16- Extra days off\u003C\u002Fh2>\n\n\u003Ch3 id=\"L885\">Subsection 1: Extra days off\u003C\u002Fh3>\n\n\u003Cp>The rules on extra days off for the period 1 May 2020 - 31 December 2020 can\nbe found in Annex 3.\u003C\u002Fp>\n\n\u003Cp>The employee is entitled to 5 extra days off per calendar year. Extra days\noff are allocated on 1st January, to be taken during the calendar year. The\nextra days off can be notified to be scheduled according to the same rules as\nfor the scheduling of remaining holiday; see the Danish Holidays Act.\u003C\u002Fp>\n\n\u003Cp>Regardless of job change, there is only a right to 5 extra days off in each\ncalendar year.\u003C\u002Fp>\n\n\u003Cp>The payment for extra days off is provided according to the same provisions\nas those that apply to payment for public holidays, see Section 17.\u003C\u002Fp>\n\n\u003Cp>The advance payment for an extra day holiday is DKK 1,200.00.\u003C\u002Fp>\n\n\u003Cp>For young employees, the corresponding amount is DKK 700.00.\u003C\u002Fp>\n\n\u003Ch3 id=\"L899\">Subsection 2: Ceiling on payment\u003C\u002Fh3>\n\n\u003Cp>Immediately upon hiring, employees are entitled to the advance payment\nspecified in subsection (1), although it is not possible to pay a larger amount\nthan the then applicable savings amount set aside.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Ch2 id=\"L903\">Section 17- Public holidays\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L905\">Subsection 1: Savings for public holidays, collectively agreed\nholidays and extra days off\u003C\u002Fh3>\n\n\u003Cp>a.The company pays 10% into the employees public holidays account to cover\nadvance payment of public holiday days and extra days off. The excess balance\nis paid out with the final payment of wages of the calendar year, unless, prior\nto 1 December, the employee has made known that he wants this to be paid into\nthe pension scheme.\u003C\u002Fp>\n\n\u003Cp>b.With effect from 1 March 2020, a further 1.0% of holiday-eligible wages is\npaid in; this is made available for the employee’s free choice.\u003C\u002Fp>\n\n\u003Cp>This contribution is adjusted:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1 March 2021 to 2.0%\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1 March 2022 to 3.0%\u003C\u002Fp>\n\n\u003Cp>c.Agreement can be reached with individual employees for the contribution as\nper subsection 1(b) to be paid out continuously with wages. However, as a\nprerequisite, the company must be able to document that a dialogue has taken\nplace about continuous payment.\u003C\u002Fp>\n\n\u003Cp>The parties to the collective agreement encourage the company to take the\ninitiative in a dialogue with the employees about the options for the public\nholiday\u002Ffree choice scheme.\u003C\u002Fp>\n\n\u003Cp>If there is continuous pay-out of contributions to the public holiday\u002Ffree\nchoice scheme, holiday allowance\u002Fhol- iday bonus will not be calculated in\nrespect of these contributions.\u003C\u002Fp>\n\n\u003Cp>There is consensus that the employee can choose from the following possible\nuses:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1.Pay for childcare days\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">2.Pension (notification must be given by 1 December\nat the latest)\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">3.Senior days off (for qualifying employees)\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">4.Absence to attend medical appointments with a\nchild etc.\u003C\u002Fp>\n\n\u003Ch3 id=\"L933\">Subsection 2: Payment of public holiday savings\u003C\u002Fh3>\n\n\u003Cp>Holiday allowance for public holidays is paid to the employee in the form of\nan advance payment in connection with the individual public holiday and 1 May,\nConstitution Day, Christmas Eve and New Year’s Eve.\u003C\u002Fp>\n\n\u003Cp>The payment totals DKK 1200.00 per day.\u003C\u002Fp>\n\n\u003Cp>For young employees, the corresponding amount is DKK 700.00.\u003C\u002Fp>\n\n\u003Ch3 id=\"L941\">Subsection 3: Ceiling on payment\u003C\u002Fh3>\n\n\u003Cp>Immediately upon hiring, employees are entitled to the advance payment\nspecified in subsection (2), although it is not possible to pay a larger amount\nthan the then applicable savings amount set aside.\u003C\u002Fp>\n\n\u003Ch3 id=\"L945\">Subsection 4: Time of payment of public holiday savings\u003C\u002Fh3>\n\n\u003Cp>Payment of the above-mentioned advance payment takes place at the same time\nas payment of wages for the pay period in which the public holiday falls.\u003C\u002Fp>\n\n\u003Ch3 id=\"L949\">Subsection 5: Advance payment at the new year\u003C\u002Fh3>\n\n\u003Cp>The advance payment for 1 January is deducted in all cases from the public\nholiday payment for the preceding calendar year.\u003C\u002Fp>\n\n\u003Ch3 id=\"L953\">Subsection 6: Balance payment of public holiday savings\u003C\u002Fh3>\n\n\u003Cp>In connection with the last payment of wages for the month of December, any\nremaining amount for public holidays, collectively agreed days off and extra\ndays off is paid to the employee, unless the employee has ex- pressed a desire\nbefore 30 November that the remaining amount - or portion thereof - is paid as\nan extraor- dinary pension contribution.\u003C\u002Fp>\n\n\u003Ch3 id=\"L957\">Subsection 7: Payment in connection with resignation\u003C\u002Fh3>\n\n\u003Cp>On resignation, a calculation and payment of the balance will be made in\nconnection with the next payment of wages.\u003C\u002Fp>\n\n\u003Ch3 id=\"L961\">Subsection 8: Guarantee scheme\u003C\u002Fh3>\n\n\u003Cp>TEKNIQArbejdsgiverne guarantees holiday and public holiday allowance - cf.\nSection 15\u003C\u002Fp>\n\n\u003Cp>Subsection 9: Graduated increase in public holiday savings for recently\nincluded companies\u003C\u002Fp>\n\n\u003Cp>The contribution established in subsection 1 for the public\nholiday\u002Fvoluntary account is composed in the fol- lowing manner:\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Cdiv align=\"center\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"84\" style=\"width:63.35pt;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"DA\" style=\"font-size:10.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.2pt;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;text-indent:7.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">Public\n        holidays\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" style=\"width:63.0pt;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-top:0cm;margin-right:0cm;margin-bottom:0cm;   margin-left:12.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">Extra days off\n        \u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"93\" style=\"width:70.1pt;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;text-indent:7.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">           \n        Free\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;text-indent:36.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">choice\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"174\" style=\"width:130.55pt;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-top:0cm;margin-right:0cm;margin-bottom:0cm;   margin-left:8.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">Total public holiday and\n        free choice savings\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"84\" style=\"width:63.35pt;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">1 March\n        2020\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.2pt;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;text-indent:7.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">7.5%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" style=\"width:63.0pt;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;text-indent:12.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">2.5%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"93\" style=\"width:70.1pt;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;text-indent:36.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">1%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"174\" style=\"width:130.55pt;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;text-indent:8.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">11%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"84\" style=\"width:63.35pt;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">1 March\n        2021\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.2pt;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;text-indent:7.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">7.5%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" style=\"width:63.0pt;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;text-indent:12.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">2.5%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"93\" style=\"width:70.1pt;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;text-indent:36.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">2%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"174\" style=\"width:130.55pt;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;text-indent:8.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">12%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"84\" style=\"width:63.35pt;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">1 March\n        2022\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" style=\"width:79.2pt;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;text-indent:7.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">7.5%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" style=\"width:63.0pt;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;text-indent:12.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">2.5%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"93\" style=\"width:70.1pt;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;text-indent:36.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">3%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"174\" style=\"width:130.55pt;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;text-indent:8.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt\">13%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\u003Cp>Newly admitted members of TEKNIQ Arbejdsgiverne who did not previously have\nan established public holi- day\u002Ffree choice scheme or similar scheme, or who\nhave a similar scheme with lower contributions, can enter into the public\nholiday\u002Ffree choice scheme under the collective agreement in accordance with\nthe rules below.\u003C\u002Fp>\n\n\u003Cp>Companies can deduct from pay any amount above the current 10 percentage\npoints in respect of contribution to the public holidays account current at the\ntime of joining.\u003C\u002Fp>\n\n\u003Cp>From the time of joining, companies are obliged to pay contributions to the\npublic holidays account pursuant to Section 17(1), with a deduction for the\npresent 10 percentage points, together with contributions according to the\ngraduated increase scheme below. If the company does not want a graduated\nincrease, the full contribution is payable pursuant to Section 17(1).\u003C\u002Fp>\n\n\u003Cp>The gradual increase scheme applies to the element of public holiday savings\nthat exceeds 6%.\u003C\u002Fp>\n\n\u003Cp>With regard to the 4.0 percentage points, newly admitted members of TEKNIQ\nArbejdsgiverne may claim a grad- ual increase as follows:\u003C\u002Fp>\n\n\u003Cp>No later than the time of notification issued by TEKNIQ Arbejdsgiverne to\nthe Plumbers’ Union in Denmark\u002Fthe Danish Metalworkers’ Union regarding the\ncompany’s inclusion in TEKNIQ Arbejdsgiverne, the company must pay in 25% of\nthe contribution to the public holiday\u002Ffree choice scheme.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">No later than 1 year subsequently, the company must\npay 50% of the contribution to the public holidays\u002Ffree choice scheme.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">No later than 2 year subsequently, the company must\npay 75% of the contribution to the public holidays\u002Ffree choice scheme.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">No later than 3 year subsequently, the company must\npay 100% of the contribution to the public holidays\u002Ffree choice scheme.\u003C\u002Fp>\n\n\u003Cp>The graduated increase scheme shall be entered into a protocol between\nTEKNIQ Arbejdsgiverne and the Plumb- ers’ Union in Denmark\u002Fthe Danish\nMetalworkers’ Union within 2 months after admission, at the request of TEKNIQ\nArbejdsgiverne, and possibly in connection with adjustment negotiations.\u003C\u002Fp>\n\n\u003Cp>Companies that, prior to joining, already have a public holiday\u002Ffree choice\nscheme or similar scheme with the same contributions as in Section 17(1) cannot\nenter into a graduated increase scheme.\u003C\u002Fp>\n\n\u003Cp>Any public holiday\u002Ffree choice scheme or similar scheme that existed at the\ntime of joining ceases and is replaced by the public holiday\u002Ffree choice scheme\nof the collective agreement.\u003C\u002Fp>\n\n\u003Cp>The graduated increase scheme cannot be used to reduce existing\ncontributions, not even upon changeover of parties to the collective agreement\nwithin the Confederation of Danish Employers (DA) area.\u003C\u002Fp>\n\n\u003Cp>If a graduated increase scheme is adopted, an addendum must be added to the\nemployee’s employment con- tract describing the impact on pay of the\ngraduated increase scheme. This also applies to any pension-related graduated\nincrease.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Ch2 id=\"L1121\">Section 18 - In-service training\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L1123\">Subsection 1: Planning of in-service training and skills\nplanning\u003C\u002Fh3>\n\n\u003Cp>The parties to the collective agreement concur that companies and employees\nalike have an obligation to provide for continuing skills development. This\nmeans that the companies must give the employees the nec- essary training\nopportunities, and that the employees are obliged to participate in the\nnecessary training. The companies and employees are therefore encouraged to\ncarry out training and skills planning.\u003C\u002Fp>\n\n\u003Cp>To facilitate opportunities to meet these obligations, a Plumbing Industry\nSkills Development Fund is estab- lished.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1129\">Purpose\u003C\u002Fh4>\n\n\u003Cp>The Plumbing Industry Skills Development Fund has been set up to ensure the\ndevelopment of employee skills with a view to preserving and enhancing the\ndevelopment potential of the companies in a technological world. The Fund is\nalso intended to support the development of employee skills in order to\npreserve and strengthen employment opportunities.\u003C\u002Fp>\n\n\u003Cp>This could, for example, be ensured through support for basic or advanced\ntraining courses, general or specialised advanced in-service training as well\nas on participating in skills assessment by the public authorities or relevant\nprivate bodies.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1135\">The Plumbing Industry Skills Development Fund\u003C\u002Fh4>\n\n\u003Cp>The parties to the collective agreement shall establish co-ownership to\nadminister the Fund’s contributions. The further guidelines for this work\nshall be set out in articles of association which the parties shall jointly\ncompile by 01 October 2020.\u003C\u002Fp>\n\n\u003Cp>The parties shall be equally represented on the Fund’s board. The post of\nchairperson of the Fund Board shall be alternately held by a representative\nfrom the wage earners’ and the employers’ side, respectively, for a period\nof office of 2 years at a time. The post of vice-chairperson shall be filled in\na corresponding manner. The employees’ side shall occupy the post of\nchairperson for the first two-year period, and the employers’ side shall\noccupy the post of vice-chairperson for the same period.\u003C\u002Fp>\n\n\u003Cp>The Fund’s board shall determine the courses for which grants may be\nsought, and the application procedures.\u003C\u002Fp>\n\n\u003Cp>The parties agree that partial funding may be provided for:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-Courses of training chosen by the employee which\nare relevant to the industry, with “the industry” defined in a broad sense.\nGrants may be provided for external expenses in connection with training\n(course fees, course materials and possible transport expenses, etc.) - up to a\nmaximum of DKK 200 per day\u002FDKK 1,000 per week - and grants to partially offset\nemployees’ loss of income in attending such courses. Wage subsidies,\nincluding possible public compensation for loss of pay, may at most amount to\n85% of the individual employee’s normal hourly wage.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-The companies’ expenses for training employees\nare covered by the collective agreements.\u003C\u002Fp>\n\n\u003Cp>The foundation board shall determine the scope of such support and its\ndistribution between self-selected courses of training and planned training by\nthe company. If the wealth of the fund exceeds 2 years’ contribu- tions, the\nboard must rule on changing grant conditions or reduce contributions.\u003C\u002Fp>\n\n\u003Cp>The parties agree that the Fund shall be administered by EVU - the Training\nSecretariat of the Electrical and Plumbing Industry.\u003C\u002Fp>\n\n\u003Ch4 id=\"L1153\">Payment to the Fund\u003C\u002Fh4>\n\n\u003Cp>As of 01 April 2020, the companies shall pay an annual sum of DKK 260 per\nemployee covered by the Collective Agreements. The sum will be adjusted on 01\nApril 2021 to DKK 520 per employee. No fee shall be charged for apprentices.\nThe support can be provided from 01 January 2021 at the earliest.\u003C\u002Fp>\n\n\u003Cp>Billing of the fees shall be undertaken by TEKNIQ Arbejdsgiverne, which may\ncharge the fee as a percentage of the wage sum so that the total proceeds\ncorrespond to the above-mentioned amount, per employee covered by the\ncollective agreements. In the case of employees covered by admission\nagreements, the fees will be charged by the Union.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1159\">Subsection 2: Right to in-service training and continuing\ntraining\u003C\u002Fh3>\n\n\u003Cp>Employees with 32 weeks of employment in the company are entitled to a total\nof 2 weeks of continuing training per calendar year as specified in items a, b\nor c.\u003C\u002Fp>\n\n\u003Cp>Continuing training can also be carried out as a combination of the items\nbelow.\u003C\u002Fp>\n\n\u003Cp>a.\u003C\u002Fp>\n\n\u003Cp>Courses initiated under the Danish Act on Occupational Training through the\nPlumbing Industry’s Training Sec- retariat (EVU). If the parties to the\ncollective agreement agree, the provision can cover the following professional\ncourses. Pay during continuing training amounts to the then-applicable hourly\npay in the company. The company receives the public subsidies through AUB wage\nreimbursement for trainees.\u003C\u002Fp>\n\n\u003Cp>The employees are obliged to provide notification of continuing education at\nleast 4 weeks before the course starts.\u003C\u002Fp>\n\n\u003Cp>b.\u003C\u002Fp>\n\n\u003Cp>Voluntary training with due regard for the company’s working and\nproduction circumstances. The training must be relevant for the industry - as\nthe industry is defined broadly.\u003C\u002Fp>\n\n\u003Cp>The organisations jointly draw up an overview of relevant training courses,\nsee Annex 1.\u003C\u002Fp>\n\n\u003Cp>Pay during continuing training amounts to 85% of the then-applicable hourly\npay in the company.\u003C\u002Fp>\n\n\u003Cp>In addition, the company reimburses travel expenses in accordance with the\ngovernment rules, course fees, and any course materials in connection with the\ncourse, with the company’s maximum reimbursement not to exceed DKK 200 per\nday\u002FDKK 1,000 per week. The company received a grant for AMU courses via AUB\nwage reim- bursement for trainees.\u003C\u002Fp>\n\n\u003Cp>The italic text will be deleted as of 1 January 2021.\u003C\u002Fp>\n\n\u003Cp>The employee is obliged to provide notification of continuing education at\nleast 4 weeks before the course starts.\u003C\u002Fp>\n\n\u003Cp>c.\u003C\u002Fp>\n\n\u003Cp>The employee can choose to participate in a self-selected course of training\nthat meets the requirements spec- ified in item b, outside working hours. In\nsuch cases, the employer will pay documented expenses for course fees and\nmaterials to the individual employee, up to a maximum of DKK 1,500 per year.\nThese courses are counted as part of the 2-week right, according to the total\nnumber of teaching hours.\u003C\u002Fp>\n\n\u003Cp>If, by decision of the company, an employee participates in courses for\nwhich compensation for lost pay is paid, the employee will receive his\u002Fher\nnormal pay without supplements. The compensation for lost pay will go to the\ncompany.\u003C\u002Fp>\n\n\u003Cp>This provision becomes void if the current amount of compensation for lost\npay is reduced.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Annex 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Section 18(2) of the collective agreement grants the right to participate in\na self-selected course of training for up to 2 weeks per year, if the\ncourses\u002Ftraining activity is of the following nature:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•All AMU courses from the plumbing industry’s\ntraining catalogue\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•AMU courses outside of the plumbing industry’s\ntraining catalogue which are of a technical, general or managerial nature.\nHowever, it is a condition that the courses are industry-relevant in a broad\nsense.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Private courses of a technical nature offered by\nsuppliers and wholesalers, etc. The courses must be indus- try-relevant in a\nbroad sense and must not involve study tours.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•The following private and public courses of a\ngeneral nature: language (German and English), mathematics, physics and\nchemistry, IT, management and accounting, and reading\u002Fspelling courses.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Trailer driver’s licence.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Continuing technical training above the level of\nvocational programmes, including technical modules through open training. The\ncourses must be industry-relevant in a broad sense.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1210\">Subsection 3: Training in connection with dismissal\u003C\u002Fh3>\n\n\u003Cp>There are special rules about training in connection with dismissal, in\nSection 10.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1214\">Section 19 - Training funds\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1216\">Subsection 1: The Plumbing Industry’s Training Fund\u003C\u002Fh3>\n\n\u003Cp>The parties to the collective agreement have established the Plumbing\nIndustry’s Training and Cooperation Fund.\u003C\u002Fp>\n\n\u003Cp>The fund is financed by TEKNIQ Arbejdsgiverne’s member companies paying an\namount equivalent to DKK 0.75 hour for each of the company’s employees who\nare members of the Danish Metalworkers’ Union or the Plumb- ers’ Union in\nDenmark.\u003C\u002Fp>\n\n\u003Cp>The parties to the collective agreement agree how the contributions will be\nimplemented in accordance with the objectives of the fund in question. From\n2014 onwards, unused portions of the increased contribution will be shared at\nthe end of the financial year equally between the parties to the collective\nagreement, unless otherwise agreed.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1224\">Subsection 2: Contributions to the Plumbing Industry’s\nTraining and Cooperation Fund, graduated increase\u003C\u002Fh3>\n\n\u003Cp>Newly admitted members ofTEKNIQ Arbejdsgiverne can require that the\ncontribution to the Plumbing Indus- try’s Training and Cooperation Fund be\nestablished as follows:\u003C\u002Fp>\n\n\u003Cp>No later than the time of notification issued by TEKNIQ Arbejdsgiverne to\nthe Plumbers’ Union in Denmark\u002Fthe Danish Metalworkers’ Union regarding the\ncompany’s inclusion in TEKNIQ Arbejdsgiverne, the company must pay in 25% of\nthe contribution as per the collective agreement.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">No later than 1 year subsequently, the company must\npay 50% of the contribution as per the collective agree- ment.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">No later than 2 year subsequently, the company must\npay 75% of the contribution as per the collective agree- ment.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">No later than 3 years subsequently, contributions\nshall comprise at least the full contribution as per the collec- tive\nagreement.\u003C\u002Fp>\n\n\u003Cp>The graduated increase scheme shall be entered into a protocol between\nTEKNIQ Arbejdsgiverne and the Plumbers’ Union in Denmark\u002Fthe Danish\nMetalworkers’ Union within 2 months after admission, at the request of TEKNIQ\nArbejdsgiverne, and possibly in connection with adjustment negotiations.\u003C\u002Fp>\n\n\u003Cp>Subsection 3: Danish Confederation of Trade Unions\u002Fthe Confederation of\nDanish Employers Development Fund\u003C\u002Fp>\n\n\u003Cp>The employer contribution to the Development Fund established by the\nConfederation of Danish Employers (DA) and the Danish Confederation of Trade\nUnions (LO) totals DKK 0.45 per hour worked. LO’s members re- ceive 3\u002F4 and\nDA’s members 1\u002F4.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1242\">Section 20 - Social chapters\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1244\">Subsection 1: Physical or mental disability\u003C\u002Fh3>\n\n\u003Cp>The parties agree to provide the necessary collectively agreed provisions\nthat make it possible to perform work that corresponds to their health and\nabilities for people, who due to physical or mental disability are unable to\nattend to a normal job on standard collectively agreed conditions in the\nworkshop, construction and civil engineering industries.\u003C\u002Fp>\n\n\u003Cp>The parties will jointly contribute to the establishment of special\npositions for the aforementioned people to the extent that it is not already\npossible to identify areas of work in the individual company that can be rea-\nsonably performed, and which are not already performed on collectively agreed\nconditions.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1250\">Subsection 2: Youth and long-term unemployed\u003C\u002Fh3>\n\n\u003Cp>Given the regions’ and municipalities’ contracting and privatisation of\npublic construction and maintenance projects, the parties recognise the\nnecessity that the industry share responsibility for the employment and\nretraining of the groups of youth and long-term unemployed people who the\npublic employers, in accordance with applicable legislation, are obliged to\noffer employment for a limited period.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1254\">Subsection 3: Framework for adaptation in the workplace\u003C\u002Fh3>\n\n\u003Cp>Based on the special working conditions of the construction industry, during\nthe coming collective agreement period, the organisations will commence\ndiscussions aiming to establish a framework within which such people can adapt\nto the Danish workshop, construction and civil engineering workplaces.\u003C\u002Fp>\n\n\u003Cp>In establishing this framework, the parties to the collective agreement will\nensure the creation of increased employment and prevent the simultaneous\nexclusion of ordinary employees or wage dumping. Therefore, the parties will\nconsider ways in which the employees in the company can be involved in the\ndecision-making process on hiring people in the aforementioned groups.\u003C\u002Fp>\n\n\u003Cp>The parties to the collective agreement agree that a final framework\nagreement on employment of these social groups is not possible before clarity\nis established regarding which legislation will apply for these groups.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1262\">Subsection 4: Reduced working hours\u003C\u002Fh3>\n\n\u003Cp>For employees whose ability to work is diminished due to age, infirmity or\ninjury, an agreement on reduced working hours can be established.\u003C\u002Fp>\n\n\u003Cp>The organisations have the right to take proceedings regarding misuse of\nthis provision in accordance with the rules of the collective agreement on\nhandling industrial disputes.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1268\">Subsection 5: Senior agreement\u003C\u002Fh3>\n\n\u003Cp>See Annex 14.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1272\">Section 21 - Welfare measures\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1274\">Subsection 1: Site hut or trailer\u003C\u002Fh3>\n\n\u003Cp>For all work performed as construction work, the company must, if suitable\nfacilities cannot be provided, com- ply with the provisions on site hut\nfacilities in the Danish Working Environment Authority’s Executive Order no.\n1516 of 16 December 2010 regarding building and construction works. The site\nhuts may not be used for ac- commodation. In connection with cases regarding\nworking environment conditions, it is therefore only cases regarding site hut\nconditions that can be raised in the labour legal system.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1278\">Subsection 2: Dangerous work\u003C\u002Fh3>\n\n\u003Cp>All dangerous work is performed by 2 people.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1282\">Section 22 - Overview of the application of seniority\u003C\u002Fh2>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Cdiv align=\"center\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"322\" style=\"width:241.2pt;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-top:0cm;margin-right:0cm;margin-bottom:0cm;   margin-left:55.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#2F54E2\">Election\n        of trade union representative:\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"342\" style=\"width:256.3pt;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">9\n        months\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Section\n        29(3)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"322\" style=\"width:241.2pt;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-top:6.0pt;margin-right:0cm;margin-bottom:0cm;   margin-left:55.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#2F54E2\">Termination:\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"342\" style=\"width:256.3pt;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">9\n        months\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Section\n        10(1)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"322\" style=\"width:241.2pt;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-top:6.0pt;margin-right:0cm;margin-bottom:0cm;   margin-left:55.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#2F54E2\">Skills\n        development\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"342\" style=\"width:256.3pt;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">2\n        years\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Section\n        10(9)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"322\" style=\"width:241.2pt;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-top:6.0pt;margin-right:0cm;margin-bottom:0cm;   margin-left:55.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#2F54E2\">Completion\n        of apprenticeship:\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"342\" style=\"width:256.3pt;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Apprenticeship\n        work after reach- ing the age of 18\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">is\n        included in the calculation of seniority\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Section\n        10(1)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"322\" style=\"width:241.2pt;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-top:6.0pt;margin-right:0cm;margin-bottom:0cm;   margin-left:55.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#2F54E2\">Illness\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"342\" style=\"width:256.3pt;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">2\n        months\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Section\n        11(1)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"322\" style=\"width:241.2pt;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-top:0cm;margin-right:0cm;margin-bottom:0cm;   margin-left:55.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#2F54E2\">Child’s\n        first day of illness, Child’s hospitalisation:\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"342\" style=\"width:256.3pt;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">6\n        months\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Section\n        14(1) and 14(3)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"322\" style=\"width:241.2pt;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-top:0cm;margin-right:0cm;margin-bottom:0cm;   margin-left:55.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#2F54E2\">Pregnancy,\n        maternity and paternity and parental leave:\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"342\" style=\"width:256.3pt;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">9\n        months\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Section\n        13(1), 13(2) and 13(3)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"322\" style=\"width:241.2pt;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-top:0cm;margin-right:0cm;margin-bottom:0cm;   margin-left:55.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#2F54E2\">Injury\n        and occupational-related illness:\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"342\" style=\"width:256.3pt;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">None\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"322\" style=\"width:241.2pt;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-top:6.0pt;margin-right:0cm;margin-bottom:0cm;   margin-left:55.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#2F54E2\">Notification\n        of work injury\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"342\" style=\"width:256.3pt;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">9\n        days\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Section\n        12(2)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"322\" style=\"width:241.2pt;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-top:0cm;margin-right:0cm;margin-bottom:0cm;   margin-left:55.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#2F54E2\">In-service\n        training and self-selected courses of training:\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"342\" style=\"width:256.3pt;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">32\n        weeks\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Section\n        18(2)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"322\" style=\"width:241.2pt;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-top:0cm;margin-right:0cm;margin-bottom:0cm;   margin-left:55.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif;color:#2F54E2\">Employment\n        based on the terms and condi- tions of a permanent\n        position:\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"342\" style=\"width:256.3pt;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">9\n        months\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Section\n        25(1)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\u003Cp>\u003Cspan lang=\"DA\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch2 id=\"L3579\">Section 23 - Off-site work - without overnight stays(“zone\nallowance”)\u003C\u002Fh2>\n\n\u003Cp>This provision can be replaced by a local agreement concluded between the\ncompany and trade union representative. A copy of the agreement must be\nsubmitted as notification to the organisations.\u003C\u002Fp>\n\n\u003Cp>The provisions are divided into 4 groups:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">A.Settlement from the company’s address\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">B.Settlement from the employee’s address\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">C.General conditions for A and B\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">D.Mileage allowance\u003C\u002Fp>\n\n\u003Cp>The condition for the use of supplements for off-site work is that there is\ntransportation to and from the worksite on the same day.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>\u003Cspan style=\"font-size: 14pt\">A - Settlement from the company’s\naddress\u003C\u002Fspan>\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>For employees who are hired at a company’s address, the following\napplies:\u003C\u002Fp>\n\n\u003Ch3 id=\"L1350\">Subsection 1: The company’s address\u003C\u002Fh3>\n\n\u003Cp>The company’s applicable address is the workshop from which the employee\nis dispatched.\u003C\u002Fp>\n\n\u003Cp>This also applies if a company has other branches with a different\ngeographical location, when the following minimum requirements are met:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•The branch must be of a permanent character and\nmust have at least 1 managerial employee hired at the branch’s address.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•The company must be registered in TEKNIQ\nArbejdsgiverne and reported to the union.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•The branch must be registered by name, address\nand telephone numbers with the authorities and postal services.\u003C\u002Fp>\n\n\u003Cp>Transfer between branches is permitted. However, notice of transfer must be\nprovided according to the given employee’s term of notice.\u003C\u002Fp>\n\n\u003Cp>With regard to notification of trade union representative, refer to Section\n27(3) of the collective agreement. Hiring must be in writing A copy must be\nsent to the trade union representative.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>\u003Cspan style=\"font-size: 14pt\">B - Settlement from the employee’s\nresidence\u003C\u002Fspan>\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Ch3 id=\"L1368\">Subsection 2: Written agreement on place of employment\u003C\u002Fh3>\n\n\u003Cp>When employees are hired in connection with a specific worksite, there must\nbe a written agreement on the worksite and any applicable supplements for\noff-site work. This also applies if the employee is moved to an- other\nspecified worksite. Otherwise, the employee is considered to be hired at the\ncompany’s address.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1372\">Subsection 3: The employee’s residence\u003C\u002Fh3>\n\n\u003Cp>The employee’s residence at the time of hiring applies for the entire work\nperiod at the workplace.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1376\">Subsection 4: Change of worksite\u003C\u002Fh3>\n\n\u003Cp>Employees who are hired at a specific worksite at a distance of more than 7\nkm from the company’s workshop address, and who are subsequently hired at a\nworksite within the aforementioned 7 km, will be considered now and in the\nfuture as hired at the company’s address, as specified in group A.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>\u003Cspan style=\"font-size: 14pt\">C - General\nprovisions\u003C\u002Fspan>\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The provisions and rates only apply for A and B.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1384\">Subsection 5: Work within a distance of 7 km\u003C\u002Fh3>\n\n\u003Cp>For work performed within a distance of 7 km from the company’s address A\nor the employee’s residence B, no supplement is paid for off-site work.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1388\">Subsection 6: Work at a distance exceeding 7 km\u003C\u002Fh3>\n\n\u003Cp>For work lasting more than 1 working day that is performed at a distance of\nmore than 7 km from the com- pany’s address A or the employee’s residence\nB, the following amounts are paid to cover the costs of travel time and travel\nexpenses.\u003C\u002Fp>\n\n\u003Cp>For work lasting 1 working day or less, which is performed at a distance of\nmore than 7 km from the company’s address, no supplement is paid for off-site\nwork. Normal hourly wages are paid, as well as any applicable overtime\nsupplement for travel time and mileage allowance.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1394\">Subsection 7: Interruption of work\u003C\u002Fh3>\n\n\u003Cp>If a work task for which the off-site work supplement is paid is interrupted\nfor a reason for which the employee is not accountable, the off-site work\nsupplement must be paid for the entire day. Otherwise, payment is only provided\nfor the hours worked.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1398\">Subsection 8: Measuring distance in a straight line through the\nair\u003C\u002Fh3>\n\n\u003Cp>Travel distances are measured as a straight line through the air.\u003C\u002Fp>\n\n\u003Cp>Measurements of distances as a straight line through the air are performed\nby using the special measuring program, which is published by the parties to\nthe collective agreement in 2019. The measuring programme is used to measure\nthe distance between 2 addresses; this is not to be dealt with in the labour\nlaw system.\u003C\u002Fp>\n\n\u003Cp>If the road network is such that the closest route from the company A\u002For the\nemployee’s residence B to the worksite is increased by more than 25% in\nrelation to the straight line through the air, the distance, as a straight line\nthrough the air will be measured between company A or the employee’s\nresidence B and the worksite, via an intermediate point on the closest road\nnetwork (see example). Any disagreement about the use of a via-point can be\ndealt with in the labour law system. \u003C\u002Fp>\n\n\u003Ch3 id=\"L1406\">Subsection 9: Supplement for off-site work in connection with\novertime\u003C\u002Fh3>\n\n\u003Cp>No supplement is paid for overtime hours. For work performed more than 75 km\nfrom the company’s address, a supplement of DKK 18.84 per overtime hour will\nbe paid if notification of the overtime is not provided the day before.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1410\">Subsection 10: Rates\u003C\u002Fh3>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Cdiv align=\"center\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse;border:none\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"117\" style=\"width:88.1pt;border:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"DA\" style=\"font-size:5.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" style=\"width:92.4pt;border:solid windowtext 1.0pt;border-left:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">Supplement for\n        off-\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border:solid windowtext 1.0pt;border-left:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   text-indent:11.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">Supplement for\n        off-\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"171\" style=\"width:128.15pt;border:solid windowtext 1.0pt;border-left:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   text-indent:11.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">Supplement for\n        off-site work\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"117\" style=\"width:88.1pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">Distance\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" style=\"width:92.4pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">site\n        work\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   text-indent:11.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">site\n        work\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"171\" style=\"width:128.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"DA\" style=\"font-size:5.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"117\" style=\"width:88.1pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   text-indent:47.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">Km up\n        to\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" style=\"width:92.4pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"DA\" style=\"font-size:5.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"DA\" style=\"font-size:5.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"171\" style=\"width:128.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"DA\" style=\"font-size:5.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"117\" style=\"width:88.1pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   text-indent:47.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">and\n        in-\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" style=\"width:92.4pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">DKK\u002Fhour.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   text-indent:11.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">DKK\u002Fhour.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"171\" style=\"width:128.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   text-indent:11.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">DKK\u002Fhour.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"117\" style=\"width:88.1pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">Km over    \n        cluding\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" style=\"width:92.4pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"DA\" style=\"font-size:5.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"DA\" style=\"font-size:5.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"171\" style=\"width:128.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"DA\" style=\"font-size:5.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"117\" style=\"width:88.1pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"DA\" style=\"font-size:5.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" style=\"width:92.4pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-family:"Times New Roman",serif\">2020\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-family:"Times New Roman",serif\">2021\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"171\" style=\"width:128.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-family:"Times New Roman",serif\">2022\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"117\" style=\"width:88.1pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">7                \n        10\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" style=\"width:92.4pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">935\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">950\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"171\" style=\"width:128.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">965\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"117\" style=\"width:88.1pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">10              \n        13\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" style=\"width:92.4pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">1310\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">1330\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"171\" style=\"width:128.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">1350\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"117\" style=\"width:88.1pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">13              \n        16\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" style=\"width:92.4pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">1665\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">1690\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"171\" style=\"width:128.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">1720\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"117\" style=\"width:88.1pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">16              \n        20\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" style=\"width:92.4pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">2165\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">2200\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"171\" style=\"width:128.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">2235\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"117\" style=\"width:88.1pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">20              \n        25\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" style=\"width:92.4pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">2730\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">2775\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"171\" style=\"width:128.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">2820\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"117\" style=\"width:88.1pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">25              \n        30\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" style=\"width:92.4pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">3175\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">3225\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"171\" style=\"width:128.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">3275\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"117\" style=\"width:88.1pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">30              \n        35\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" style=\"width:92.4pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">3475\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">3530\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"171\" style=\"width:128.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">3585\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"117\" style=\"width:88.1pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">35              \n        40\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" style=\"width:92.4pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">3675\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">3735\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"171\" style=\"width:128.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">3795\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"117\" style=\"width:88.1pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">40              \n        45\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" style=\"width:92.4pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">3985\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">4050\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"171\" style=\"width:128.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">4115\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"117\" style=\"width:88.1pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">45              \n        50\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" style=\"width:92.4pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">4370\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">4440\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"171\" style=\"width:128.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">4510\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"117\" style=\"width:88.1pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">50              \n        55\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" style=\"width:92.4pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">4725\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">4800\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"171\" style=\"width:128.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">4875\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"117\" style=\"width:88.1pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">55              \n        60\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" style=\"width:92.4pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">5105\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">5185\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"171\" style=\"width:128.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">5270\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"117\" style=\"width:88.1pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">60              \n        65\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" style=\"width:92.4pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">5480\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">5570\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"171\" style=\"width:128.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">5660\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"117\" style=\"width:88.1pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">65              \n        70\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" style=\"width:92.4pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">5855\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">5950\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"171\" style=\"width:128.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">6045\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"117\" style=\"width:88.1pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">70              \n        75\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" style=\"width:92.4pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">6230\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">6330\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"171\" style=\"width:128.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">6430\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"117\" style=\"width:88.1pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   text-indent:47.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">and\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" style=\"width:92.4pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"DA\" style=\"font-size:5.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"DA\" style=\"font-size:5.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"171\" style=\"width:128.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"DA\" style=\"font-size:5.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"117\" style=\"width:88.1pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   text-indent:47.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">above\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" style=\"width:92.4pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">8365\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"DA\" style=\"font-size:5.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"171\" style=\"width:128.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"DA\" style=\"font-size:5.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"117\" style=\"width:88.1pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">75              \n        this\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\" style=\"width:92.4pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"DA\" style=\"font-size:5.0pt;font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" style=\"width:99.35pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">8500\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"171\" style=\"width:128.15pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-family:"Times New Roman",serif\">8635\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L1462\">Subsection 11: Supplement for off-site work in connection with\ntransport in the employer’s motor vehicle \u003C\u002Fh3>\n\n\u003Cp>When, by agreement, the employer provides a motor vehicle for use by the\nemployee, 50% of the above- mentioned supplement will be paid for off-site\nwork.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1464\">Subsection 12: Use of measurement program\u003C\u002Fh3>\n\n\u003Cp>The condition for using the special measurement program is that the two\npoints for calculating the supplement for off-site work have a mailing address\nthat exists in the program. If it is not possible to find a worksite’s\nmailing address in the program, the midpoint of the worksite’s cadastral\nnumber will be used.\u003C\u002Fp>\n\n\u003Cp>In the event of pipeline work or other tasks where the worksite does not\nrefer to a specific cadastral number, the measurement will be performed from\nthe location of the site hut.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1470\">Subsection 13: Ferry or bridge expenses\u003C\u002Fh3>\n\n\u003Cp>If it is agreed that the employee uses his own - or the company’s -\nvehicle in connection with work, and this results in ferry or bridge expenses,\nthese expenses will be paid by the company.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1474\">Subsection 14: Regulation of supplement for off-site work\u003C\u002Fh3>\n\n\u003Cp>The supplement for off-site work is indexed on 1 March of the year in which\nthe collective agreement is re- newed.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>\u003Cspan style=\"font-size: 14pt\">D - Mileage\nallowance\u003C\u002Fspan>\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Ch3 id=\"L1480\">Subsection 15: Mileage allowance\u003C\u002Fh3>\n\n\u003Cp>When an employee uses his own vehicle in the service of the company, an\nallowance is provided per kilometre driven, in accordance with the national\nregulations. The company performs the required controls, in accord- ance with\nthe applicable rules of the Danish Tax and Customs Administration.\u003C\u002Fp>\n\n\u003Cp>These rates are on the condition that the employee, without extra payment,\nbrings his tools that are necessary to perform a task.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1486\">Section 24 - External service - with accommodation\u003C\u002Fh2>\n\n\u003Cp>This provision can be replaced by a local agreement concluded between the\ncompany and trade union representative. A copy of the agreement must be\nsubmitted as notification to the organisations.\u003C\u002Fp>\n\n\u003Cp>Provisions regarding travel allowance in connection with external service,\nwhen overnight stays are necessary, can be agreed upon locally based on the\nrules of Danish Tax and Customs Administration regarding tax-free travel and\nmileage allowance. In connection with the payment of tax-free travel and\nmileage allowance, the company performs the required controls, in accordance\nwith the applicable rules of the Danish Tax and Cus- toms Administration.\u003C\u002Fp>\n\n\u003Cp>If agreement cannot be reached, the following applies.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1494\">Subsection 1: Meals and lodging in connection with overnight\nstays\u003C\u002Fh3>\n\n\u003Cp>In connection with work with overnight stays, the company must:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•provide accommodation at a recognised hotel,\nguest house, etc., or pay for accommodation on production of an approved\ninvoice.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Pay for meals according to an approved bill.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1502\">Subsection 2: Round trip travel in connection with overnight\nstays\u003C\u002Fh3>\n\n\u003Cp>In connection with work where overnight stays occur, the employer pays for\nthe first departure to and last return trip from the worksite with a ticket for\npublic transport and for the time required for these trips, at the employee’s\npersonal hourly pay.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1506\">Subsection 3: Work exceeding 1 month in connection with\novernight stays\u003C\u002Fh3>\n\n\u003Cp>For work with overnight stays exceeding 1 month, the employees will be paid\ntravel money for one round trip, and after this travel money for one round trip\neach additional month they are employed at the worksite. No compensation will\nbe provided for the time that these trips require. Travel money is only\nprovided in cases where the employees actually make the trips.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1510\">Section 25 - Employment based on the terms and conditions of a\npermanent position\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1512\">Subsection 1: Conclusion of agreement\u003C\u002Fh3>\n\n\u003Cp>The organisations recommend that the companies that want to implement\nemployment based on the terms and conditions of a permanent position for\nemployees with more than 9 months’ seniority do so in accordance with the\nfollowing guidelines.\u003C\u002Fp>\n\n\u003Cp>An agreement can be concluded on employment based on the terms and\nconditions of a permanent position for employees with less than 9 months’\nseniority if the company and the employee agree on such employment.\u003C\u002Fp>\n\n\u003Cp>The agreement is concluded as an individual agreement with the individual\nemployee and replaces the “normal” hourly pay collective agreement between\nTEKNIQ Arbejdsgiverne and the Plumbers’ Union in Denmark. The Agreement\nadheres to certain provisions of the Danish Employers and Salaried Employees\n(Legal Relation- ship) Act and selected provisions of the collective agreement.\nThe agreement does not change the status of the employee to a salaried\nemployee.\u003C\u002Fp>\n\n\u003Cp>The issue regarding the introduction or abolition of agreements regarding\nconditions of employment similar to those of salaried employees may be grounds\nfor industrial arbitration, though only for an organisation meeting.\u003C\u002Fp>\n\n\u003Cp>Employment based on the terms and conditions of a permanent position must be\nagreed individually with the employee.\u003C\u002Fp>\n\n\u003Cp>Agreements on employment based on the terms and conditions of a permanent\nposition are only valid if they are drawn up in writing.\u003C\u002Fp>\n\n\u003Cp>The organisations shall jointly compile a form to be used in the case of\nemployment contracts on conditions of employment similar to those of salaried\nemployees.\u003C\u002Fp>\n\n\u003Cp>The organisations agree that only the provisions of the Danish Employers’\nand Salaried Employees’ Act and the collective agreement that are specified\nbelow apply for the agreement on employment based on the terms and conditions\nof a permanent position.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1530\">Subsection 2: Cooperation and trade union representative\nrules\u003C\u002Fh3>\n\n\u003Cp>See Sections 27, 28 and 29 of the collective agreement.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1534\">Subsection 3: Pay\u003C\u002Fh3>\n\n\u003Cp>Pay must reflect the qualifications, effort and skill of the individual.\u003C\u002Fp>\n\n\u003Cp>Once a year, the individual’s pay is assessed and possibly regulated. The\ntime of regulation can be the same as for salaried employees employed at the\ncompany.\u003C\u002Fp>\n\n\u003Cp>Disputes regarding the level of pay or pay regulation can be decided on the\nbasis of labour law, but only at an organisation meeting.\u003C\u002Fp>\n\n\u003Cp>For employment based on the terms and conditions of a permanent position,\nthe hourly pay is recalculated as monthly pay according to the applicable hours\nper month, currently 160.33 hours. Pay is paid on the same dates as those that\napply to the company’s salaried employees.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1544\">Subsection 4: Pension\u003C\u002Fh3>\n\n\u003Cp>In addition to the pay, pension is paid in accordance with Section 4(1) of\nthe collective agreement. Occupational pension is calculated, but only the\nemployer’s pension contribution, based on holiday allowance upon\nresignation.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1548\">Subsection 5: Seniority\u003C\u002Fh3>\n\n\u003Cp>Seniority at the time of hiring based on the terms and conditions of a\npermanent position is calculated from the first day of the month in which the\nagreement enters into force.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1552\">Subsection 6: Termination\u003C\u002Fh3>\n\n\u003Cp>In the event of termination, the length of notice of termination for both\nparties is calculated according to the provisions of Section 2 of the Danish\nEmployers’ and Salaried Employees’ Act.\u003C\u002Fp>\n\n\u003Cp>The organisations agree that the length of notice of termination cannot be\nshorter than that secured through the collective agreement in the transition to\nemployment based on the terms and conditions of a permanent position.\u003C\u002Fp>\n\n\u003Cp>Notice of termination may be issued during a period of illness.\u003C\u002Fp>\n\n\u003Cp>In the individual contract it can be agreed that the employee can be\nterminated with one month’s notice with effect at the end of a month, when\nthe employee, within a period of 12 months, has received pay during illness for\na total of 120 days. The validity of the notice of dismissal shall be dependent\non it being given immediately on the expiry of the 120 days of illness and\nwhile the person is still ill, but its validity shall not be affected by the\nfact that the employee has returned to his\u002Fher work after the notice of\ndismissal has been given.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1562\">Subsection 7: Minimum compensation\u003C\u002Fh3>\n\n\u003Cp>Section 3 of the Danish Employers’ and Salaried Employees’ Act.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1566\">Subsection 8: The wage earner’s duty of compensation in the\ncase of abandonment of the work\u003C\u002Fh3>\n\n\u003Cp>Section 4 of the Danish Employers’ and Salaried Employees’ Act.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1570\">Subsection 9: Working hours\u003C\u002Fh3>\n\n\u003Cp>The normal weekly working hours total 37 hours. If the company and employee\nwant the working hours to be placed outside of the collective agreement’s\nnormal daily working hours, this can be agreed.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1574\">Subsection 10: Overtime\u003C\u002Fh3>\n\n\u003Cp>The organisations agree that overtime should be limited as far as possible.\nRemuneration\u002Ftime off in lieu for overtime will be agreed between the company\nand the employee.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1578\">Subsection 11: Travel and external service\u003C\u002Fh3>\n\n\u003Cp>Travel and external service are organised and paid for by agreement between\nthe company and the employee.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1582\">Subsection 12: Standby shifts\u003C\u002Fh3>\n\n\u003Cp>The establishment\u002Fremuneration for standby shifts is agreed between the\ncompany and the employee.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1586\">Subsection 13: Further training and in-service training\u003C\u002Fh3>\n\n\u003Cp>Follows Sections 18 and 19 of the collective agreement.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1590\">Subsection 14: Piecework\u003C\u002Fh3>\n\n\u003Cp>The agreed monthly pay takes effect instead of the collectively agreed\nhourly pay and piecework provisions.\u003C\u002Fp>\n\n\u003Cp>An employee who is employed based on the terms and conditions of a permanent\nposition can participate in piecework, but cannot be the piecework supervisor\nwhen multiple people are involved in the piecework.\u003C\u002Fp>\n\n\u003Cp>All tasks under 60 hours in duration are exempt from the piecework\nobligation.\u003C\u002Fp>\n\n\u003Cp>By participating in piecework, the monthly pay becomes void for the number\nof hours the employee works on the piecework, while the other conditions based\non the terms and conditions of a permanent position remain in force for\nemployees.\u003C\u002Fp>\n\n\u003Cp>By participating in piecework, the monthly pay is converted into an hourly\npay according to the then applicable hours per month, currently 160.33.\u003C\u002Fp>\n\n\u003Cp>Other conditions for participation in piecework are in accordance with the\npiecework provisions.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1604\">Subsection 15: Holiday\u003C\u002Fh3>\n\n\u003Cp>With employment based on the terms and conditions of a permanent position,\nholiday with pay or holiday with holiday allowance is taken in accordance with\nSection 16 of the Danish Holidays Act. The Danish Holidays Act is attached as\nAnnex 1.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1608\">Subsection 16: Public holidays\u003C\u002Fh3>\n\n\u003Cp>Full pay is provided for public holidays and other days on which employees\nare released from the requirement to work.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1612\">Subsection 17: Illness\u003C\u002Fh3>\n\n\u003Cp>In accordance with Section 5 of the Danish Employers’ and Salaried\nEmployees’ Act, but with the right to time off in connection with a child’s\nfirst sick day, in accordance with Section 14 of the collective agreement.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1616\">Subsection 18: Maternity leave\u003C\u002Fh3>\n\n\u003Cp>See Section 13 of the collective agreement.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1620\">Subsection 19: Extra days off and public holiday savings\naccount\u003C\u002Fh3>\n\n\u003Cp>The rules on extra days off for the period 1 May 2020 - 31 December 2020 can\nbe found in Annex 3.\u003C\u002Fp>\n\n\u003Cp>In each holiday year, the individual employee is entitled to take up to 5\nextra days off with pay corresponding to usual pay from the savings account to\nthe extent that there are sufficient funds in the account. Extra days off are\nallocated on 1st January, to be taken during the calendar year.\u003C\u002Fp>\n\n\u003Cp>If the employee who is employed based on the terms and conditions of a\npermanent position is not employed by the company throughout the calendar year,\neither due to hiring or resignation, the extra days off are calcu- lated in\nproportion to the employment during the calendar year.\u003C\u002Fp>\n\n\u003Cp>The extra days off are scheduled in accordance with the provisions of the\nDanish Holidays Act on remaining holiday. The extra days off are converted into\nand taken as hours during the calendar year. Regardless of any job change, it\nis not permitted to take more than 5 extra days off per calendar year.\u003C\u002Fp>\n\n\u003Cp>For all employees covered by the collective agreement and whose employment\nis based on the terms and conditions of a permanent position, a savings account\nis established, to which the employer transfers, in con- nection with each\npayment of wages, a payment of the holiday-eligible pay. This rate includes\nholiday allow- ance:\u003C\u002Fp>\n\n\u003Cp>As of 1 March 2019 6.35%\u003C\u002Fp>\n\n\u003Cp>The employee can choose to spend the balance on the savings account in the\nfollowing events:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1.Pay for childcare days\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">2.Pension (notification must be given by 1 December\nat the latest)\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">3.Senior days off (for qualifying employees)\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">4.Absence to attend medical appointments with a\nchild etc.\u003C\u002Fp>\n\n\u003Cp>a)With effect from 1 March 2020, a further 1.0% of holiday-eligible wages is\npaid in; this is made available for the employee’s free choice.\u003C\u002Fp>\n\n\u003Cp>This contribution is adjusted:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1 March 2021 to 2.0%\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1 March 2022 to 3.0%\u003C\u002Fp>\n\n\u003Cp>b)Agreement can be reached with individual employees for the contribution as\nper paragraph letter a to be paid out continuously with wages. However, as a\nprerequisite, the company must be able to document that a dialogue has taken\nplace about continuous payment.\u003C\u002Fp>\n\n\u003Cp>The employee can choose to spend the balance on the savings account in the\nfollowing events:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1.Pay for childcare days\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">2.Pension (notification must be given by 1 December\nat the latest)\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">3.Senior days off (for qualifying employees)\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">4.Absence to attend medical appointments with a\nchild etc.\u003C\u002Fp>\n\n\u003Cp>The parties to the collective agreement encourage the company to take the\ninitiative in a dialogue with the employees about the options for the savings\naccount.\u003C\u002Fp>\n\n\u003Cp>If there is continuous payout of contributions to the savings account,\nholiday allowance\u002Fholiday bonus will not be calculated in respect of these\ncontributions.\u003C\u002Fp>\n\n\u003Cp>When taking extra holidays, an on account payment per day is provided, which\ncorresponds to a day’s pay.\u003C\u002Fp>\n\n\u003Cp>No later than 30 November in a qualifying year, the employee must notify the\nemployer of whether the em- ployee wants the balance on the account paid\nout.\u003C\u002Fp>\n\n\u003Cp>The payment of the balance on 31 December can thus be used for an\nextraordinary pension contribution on 31 December of the same year, or as an\nextraordinary payment with the payment of December wages. This includes payment\nfor the remaining extra days off in the current holiday year.\u003C\u002Fp>\n\n\u003Cp>If an employee resigns, the account will be settled at year-end.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1676\">Subsection 20: Industrial disputes\u003C\u002Fh3>\n\n\u003Cp>Any disputes regarding the interpretation of the individual agreements or of\nthese guidelines will be settled according to the rules of the collective\nagreement regarding industrial disputes.\u003C\u002Fp>\n\n\u003Cp>If the company wishes to be released from an agreement on employment based\non the terms and conditions of a permanent position, or the individual employee\nwants to be released, this can be done with the applicable notice of\ntermination for the employee in question.\u003C\u002Fp>\n\n\u003Cp>After the expiry of the aforementioned notice, the employee is solely\nconsidered to be covered by this collec- tive agreement.\u003C\u002Fp>\n\n\u003Cp>Existing agreements on employment based on the terms and conditions of a\npermanent position can, by agree- ment between the company and the employee, be\nrevised according to these guidelines.\u003C\u002Fp>\n\n\u003Cp>Otherwise, the main agreement applies.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprenticeships\">\u003Ch2 id=\"L1688\">Section 26 - Pay and working conditions for apprentices\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>The following pay and working conditions apply for apprentices and adult\napprentices who are hired in accord- ance with the Danish Vocational Training\nAct and who are covered by the executive order on plumber training. The\nprovisions also include remuneration of plumbing energy technician apprentices\nwho are employed in member companies of TEKNIQ Arbejdsgiverne.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1692\">Subsection 1: Normal working hours\u003C\u002Fh3>\n\n\u003Cp>Apprentices normal daily working hours are the same as those set for the\ncompany’s journeymen.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1696\">Subsection 2: Payment of apprentices as\u003C\u002Fh3>\n\n\u003Cp>plumbing and energy specialist, ventilation technician, plumbing\ninstallation technician and plumber and sanitation and plumbing.\u003C\u002Fp>\n\n\u003Cp>The organisations specify that the following pay rates are the minimum wages\nper hour:\u003C\u002Fp>\n\n\u003Cp>All apprentices enter at level 1. After 1 year on a given level, the\napprentice moves up to the next level. Apprentices who, prior to hiring, have\ncompleted the basic training, are escalated to level 2 after six months. After\nthis, the apprentices are escalated to the next level every year until reaching\nthe final level.\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse;border:none\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"62\" style=\"width:46.8pt;border:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt;   font-family:"Times New Roman",serif\">Levels\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\" style=\"width:84.0pt;border:solid windowtext 1.0pt;border-left:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt;   font-family:"Times New Roman",serif\">1\n        March 2020\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"118\" style=\"width:88.3pt;border:solid windowtext 1.0pt;border-left:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt;   font-family:"Times New Roman",serif\">1\n        March 2021\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"97\" style=\"width:72.5pt;border:solid windowtext 1.0pt;border-left:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt;   font-family:"Times New Roman",serif\">1\n        March 2022\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"62\" style=\"width:46.8pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;   font-family:"Times New Roman",serif\">1\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\" style=\"width:84.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt; 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  font-family:"Times New Roman",serif\">DKK\n        99.45\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"97\" style=\"width:72.5pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-top:0cm;margin-right:0cm;   margin-bottom:0cm;margin-left:.05pt;text-align:center;text-indent:-.05pt;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;   font-family:"Times New Roman",serif\">DKK\n        100.15\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"62\" style=\"width:46.8pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;   font-family:"Times New Roman",serif\">4\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\" style=\"width:84.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;   font-family:"Times New Roman",serif\">DKK\n        111.30\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"118\" style=\"width:88.3pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;   font-family:"Times New Roman",serif\">DKK\n        113.20\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"97\" style=\"width:72.5pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-top:0cm;margin-right:0cm;   margin-bottom:0cm;margin-left:.05pt;text-align:center;text-indent:-.05pt;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;   font-family:"Times New Roman",serif\">DKK\n        115.15\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"62\" style=\"width:46.8pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;   font-family:"Times New Roman",serif\">5\n        (EUX*)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\" style=\"width:84.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;   font-family:"Times New Roman",serif\">DKK\n        122.25\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"118\" style=\"width:88.3pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;   font-family:"Times New Roman",serif\">DKK\n        124.30\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"97\" style=\"width:72.5pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-top:0cm;margin-right:0cm;   margin-bottom:0cm;margin-left:.05pt;text-align:center;text-indent:-.05pt;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;   font-family:"Times New Roman",serif\">DKK\n        126.45\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp>*\u003Cspan style=\"font-size: 10pt\">\u003Cem>The EUX training programme takes 4 years\nand 9 months; for that reason, these apprentices are put on Level 5 for the\nlast 9 months.\u003C\u002Fem>\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp style=\"font-size: 10pt\">\u003Cem>All apprentices enter at Level 1. After 1 year\non a given level, the apprentice moves up to the next pay level. Apprentices\nwho, prior to hiring, have completed the basic training, are escalated to level\n2 after six months. After this, the apprentices are escalated to the next level\nevery year until reaching the final level.\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L4548\">Subsection 3: Payment of Plumbing energy technician\napprentices\u003C\u002Fh3>\n\n\u003Cp>Energy technician apprentices who are employed in member companies of TEKNIQ\nArbejdsgiverne are paid the rates specified above.\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse;border:none\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"56\" style=\"width:42.0pt;border:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt;   font-family:"Times New Roman",serif\">Levels\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\" style=\"width:87.1pt;border:solid windowtext 1.0pt;border-left:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   text-indent:.15pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt;font-family:"Times New Roman",serif\">1\n        March 2020\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\" style=\"width:85.7pt;border:solid windowtext 1.0pt;border-left:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt;   font-family:"Times New Roman",serif\">1\n        March 2021\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\" style=\"width:71.3pt;border:solid windowtext 1.0pt;border-left:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt;   font-family:"Times New Roman",serif\">1\n        March 2022\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"56\" style=\"width:42.0pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;   font-family:"Times New Roman",serif\">1\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\" style=\"width:87.1pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   text-indent:.15pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;font-family:"Times New Roman",serif\">DKK\n        71.30\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\" style=\"width:85.7pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;   font-family:"Times New Roman",serif\">DKK\n        72.50\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\" style=\"width:71.3pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;   font-family:"Times New Roman",serif\">DKK\n        73.75\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"56\" style=\"width:42.0pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;   font-family:"Times New Roman",serif\">2.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\" style=\"width:87.1pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   text-indent:.15pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;font-family:"Times New Roman",serif\">DKK\n        80.85\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\" style=\"width:85.7pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;   font-family:"Times New Roman",serif\">DKK\n        82.25\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\" style=\"width:71.3pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;   font-family:"Times New Roman",serif\">DKK\n        83.60\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"56\" style=\"width:42.0pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;   font-family:"Times New Roman",serif\">3.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\" style=\"width:87.1pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   text-indent:.15pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;font-family:"Times New Roman",serif\">DKK\n        86.85\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\" style=\"width:85.7pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;   font-family:"Times New Roman",serif\">DKK\n        88.35\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\" style=\"width:71.3pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;   font-family:"Times New Roman",serif\">DKK\n        89.85\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"56\" style=\"width:42.0pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;   font-family:"Times New Roman",serif\">4.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\" style=\"width:87.1pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   text-indent:.15pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;font-family:"Times New Roman",serif\">DKK\n        100.60\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\" style=\"width:85.7pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;   font-family:"Times New Roman",serif\">DKK\n        102.30\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\" style=\"width:71.3pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;   font-family:"Times New Roman",serif\">DKK\n        104.05\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0pt\">\n      \u003Ctd width=\"56\" style=\"width:42.0pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;   font-family:"Times New Roman",serif\">5.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\" style=\"width:87.1pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   text-indent:.15pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;font-family:"Times New Roman",serif\">DKK\n        121.60\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\" style=\"width:85.7pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;   font-family:"Times New Roman",serif\">DKK\n        123.65\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\" style=\"width:71.3pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:1.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;   font-family:"Times New Roman",serif\">DKK\n        125.75\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L1740\">Subsection 4: Payment of stainless industrial fitter\napprentices\u003C\u002Fh3>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse;border:none\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:11.5pt\">\n      \u003Ctd width=\"56\" style=\"width:42.0pt;border:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:11.5pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt;   font-family:"Times New Roman",serif\">Levels\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\" style=\"width:87.35pt;border:solid windowtext 1.0pt;border-left:   none;padding:0cm .5pt 0cm .5pt;height:11.5pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt;   font-family:"Times New Roman",serif\">1\n        March 2020\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\" style=\"width:85.7pt;border:solid windowtext 1.0pt;border-left:   none;padding:0cm .5pt 0cm .5pt;height:11.5pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt;   font-family:"Times New Roman",serif\">1\n        March 2021\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\" style=\"width:71.05pt;border:solid windowtext 1.0pt;border-left:   none;padding:0cm .5pt 0cm .5pt;height:11.5pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:10.0pt;   font-family:"Times New Roman",serif\">1\n        March 2022\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:12.0pt\">\n      \u003Ctd width=\"56\" style=\"width:42.0pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:12.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;   font-family:"Times New Roman",serif\">1\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\" style=\"width:87.35pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:12.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   text-indent:.15pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;font-family:"Times New Roman",serif\">DKK\n        71.20\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\" style=\"width:85.7pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:12.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;   font-family:"Times New Roman",serif\">DKK\n        72.30\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\" style=\"width:71.05pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:12.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;   font-family:"Times New Roman",serif\">DKK\n        73.60\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:12.25pt\">\n      \u003Ctd width=\"56\" style=\"width:42.0pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:12.25pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;   font-family:"Times New Roman",serif\">2.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\" style=\"width:87.35pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:12.25pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   text-indent:.15pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;font-family:"Times New Roman",serif\">DKK\n        80.80\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\" style=\"width:85.7pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:12.25pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;   font-family:"Times New Roman",serif\">DKK\n        82.00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\" style=\"width:71.05pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:12.25pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;   font-family:"Times New Roman",serif\">DKK\n        83.30\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:12.25pt\">\n      \u003Ctd width=\"56\" style=\"width:42.0pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:12.25pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;   font-family:"Times New Roman",serif\">3.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\" style=\"width:87.35pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:12.25pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   text-indent:.15pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;font-family:"Times New Roman",serif\">DKK\n        86.80\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\" style=\"width:85.7pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:12.25pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;   font-family:"Times New Roman",serif\">DKK\n        88.20\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\" style=\"width:71.05pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:12.25pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;   font-family:"Times New Roman",serif\">DKK\n        89.60\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:12.0pt\">\n      \u003Ctd width=\"56\" style=\"width:42.0pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:12.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;   font-family:"Times New Roman",serif\">4.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\" style=\"width:87.35pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:12.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   text-indent:.15pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;font-family:"Times New Roman",serif\">DKK\n        100.50\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\" style=\"width:85.7pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:12.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;   font-family:"Times New Roman",serif\">DKK\n        102.10\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\" style=\"width:71.05pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:12.0pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;   font-family:"Times New Roman",serif\">DKK\n        103.70\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:10.8pt\">\n      \u003Ctd width=\"56\" style=\"width:42.0pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:10.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;   font-family:"Times New Roman",serif\">5.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\" style=\"width:87.35pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:10.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   text-indent:.15pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;font-family:"Times New Roman",serif\">DKK\n        121.45\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\" style=\"width:85.7pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:10.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;   font-family:"Times New Roman",serif\">DKK\n        123.40\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\" style=\"width:71.05pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:10.8pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:10.0pt;   font-family:"Times New Roman",serif\">DKK\n        125.40\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L1756\">Subsection 5: Apprentices with reduced training time\u003C\u002Fh3>\n\n\u003Cp>The parties to the collective agreement encourage work experience and\nencourage apprentices to use college to obtain clarity with regard to\nskill-sets at the earliest opportunity. Where a concluded training agreement\nclarifies skill-sets within the first 6 months of the progress of training, the\nfollowing applies:\u003C\u002Fp>\n\n\u003Cp>Apprentices with reduced training time - due to obtained skills approved by\nthe Professional Committee - begin at pay level 1, with a deduction of the\nreduced training time:\u003C\u002Fp>\n\n\u003Cp>Example: Remaining training time of 3 years and 2 months for a typical\n4-year training programme. The reduc- tion is 10 months. Pay is to be awarded\nas 2 months at pay level 1. Then the other steps of the pay scale will be\nfollowed.\u003C\u002Fp>\n\n\u003Cp>Where an apprentice on a previously concluded training agreement has his\u002Fher\nskill-sets clarified later than indicated in section 2, the payment at the\nremaining pay levels will be shortened corresponding to the short- ened\ntraining time.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1766\">Subsection 6: Payment of adult apprentices\u003C\u002Fh3>\n\n\u003Cp>Apprentices who commence a training agreement after turning 25 years of age,\nare considered to be adult apprentices.\u003C\u002Fp>\n\n\u003Cp>Adult apprentices are paid, as a minimum, the minimum wage specified in\nSection 3(1) of the collective agree- ment.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1772\">Subsection 7: Apprentices’ participation in piecework\u003C\u002Fh3>\n\n\u003Cp>When adult apprentices are used in the journeyman’s piecework, prior to\nthe beginning of the piecework an agreement must be made regarding the\njourneyman’s payment for the apprentice. Payment for the participation of\nadult apprentices in piecework cannot amount to less than payment for regular\napprentices with the same remaining training time. However, adult apprentices\nmust always be paid at least in accordance with Section 3(1).\u003C\u002Fp>\n\n\u003Cp>When other apprentices (who are paid according to the apprentice rates)\nparticipate in piecework, their hourly pay for payment and profit share\nproportionate to the piecework agreement form’s agreed payment to the\njourneymen according to the following rules.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">First year apprentice = 0.3 x journeymen’s\npayment\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Second year apprentice = 0.4 x journeymen’s\npayment\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Third year apprentice = 0.5 x journeymen’s\npayment\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Fourth year apprentice = 0.7 x journeymen’s\npayment\u003C\u002Fp>\n\n\u003Cp>However, as a minimum, the apprentice must always be paid hourly pay in\naccordance with the apprentice rate.\u003C\u002Fp>\n\n\u003Cp>If, during the course of work, a piecework agreement is changed to an hourly\npay agreement, the apprentice is to be paid for the entire piecework period at\nthe above-specified ratios x the agreed hour factor for the work.\u003C\u002Fp>\n\n\u003Cp>Apprentice hours are converted to journeyman hours in accordance with the\nabove-specified factors. Also see the schedule of wages.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1792\">Subsection 8: Apprentice’s savings account\u003C\u002Fh3>\n\n\u003Cp>Of holiday-eligible wages, the apprentice saves the following in a special\nsavings account:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">As of 1 March 2020 7.50%\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">As of 1 March 2021 8.50%\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">As of 1 March 2022 9.50%\u003C\u002Fp>\n\n\u003Cp>This amount includes holiday allowance from the savings.\u003C\u002Fp>\n\n\u003Cp>Unless otherwise agreed between the company and the apprentice, the balance\nis paid at the end of the year in the same manner as with public holiday\nsavings in accordance with Section 17(6) of the collective agreement. Where the\napprentice is covered by the labour market pension with PensionDanmark, the\napprentice can thus choose to have the remaining amount paid out, or have some\nor all of it paid into the pension scheme.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Adult apprentices\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The above does not apply to adult apprentices who follow the provisions of\nSection 17 of the collective agree- ment in its entirety.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1810\">Subsection 9: Pension\u003C\u002Fh3>\n\n\u003Cp>Pension rules up to 1 September 2020:\u003C\u002Fp>\n\n\u003Cp>Apprentices under the age of 20 are not covered by the pension scheme, but\nare covered by the insurance scheme in accordance with Section 26(12).\u003C\u002Fp>\n\n\u003Cp>With effect from the pay period in which the apprentice turns 20 and has\nattained 2 months’ seniority, the pension rates in Section 4(1a) of the\nPlumbing Collective Agreement apply, i.e. 8% from the company and 4% from the\nemployee respectively, totalling 12%. If the apprentice starts his\u002Fher training\nagreement after turning 20, and if the individual was previously included in\nthe Plumbing Collective Agreement’s pension scheme or in a similar\ncollectively agreed occupational pension scheme or company pension scheme from\na previous em- ployment relationship, the apprentice is entitled to pension\ncontributions from the first day of employment.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Pension rules as of 1 September 2020:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>With effect as of 1 September 2020, apprentices are included in the Plumbing\nCollective Agreement’s pension scheme when they turn 18 and have a minimum of\n2 months’ seniority.\u003C\u002Fp>\n\n\u003Cp>In the apprentice’s 18th and 19th year, however, the contribution rates\nare 4% from the company and 2% from the employee, i.e. a total of 6%. The\ncompany pays the costs of the insurance scheme, which the parties have agreed\nat 0.15%.\u003C\u002Fp>\n\n\u003Cp>The rates are increased to those of Section 4 of the Plumbing Collective\nAgreement if the pension payments for 18 and 19-year-olds are reimbursed to the\ncompany via AUB. The insurance scheme pursuant to subsec- tion 12 lapses\nsimultaneously. The parties to the collective agreement establish the month of\ncoming into force, if relevant.\u003C\u002Fp>\n\n\u003Cp>Apprentices who start a vocational training course before reaching the age\nof 18 will be covered by the insur- ance scheme as per Section 26(12) until\nthey reach the age of 18.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Adult apprentices\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Adult apprentices only follow the pension provisions in Section 4 of the\ncollective agreement.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1832\">Subsection 10: ATP\u003C\u002Fh3>\n\n\u003Cp>Everyone who has turned 16 years of age must be registered with ATP (the\nDanish labour market supplemen- tary pension).\u003C\u002Fp>\n\n\u003Ch3 id=\"L1836\">Subsection 11: Health insurance scheme\u003C\u002Fh3>\n\n\u003Cp>In connection with the pension scheme, a health insurance scheme has been\nestablished in PensionDanmark for pensionable employees. The company pays the\npremium.\u003C\u002Fp>\n\n\u003Cp>The premium is a percentage (currently 0.15%) agreed between the\norganisations in addition to the collectively agreed pension contribution.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1842\">Subsection 12: Insurance and health insurance\u003C\u002Fh3>\n\n\u003Cp>The parties agree that apprentices who are not already covered by an\nemployer-paid pension or insurance scheme are entitled to the following\ninsurance coverage, which corresponds to PensionDanmark’s “Basic\ncoverage”:\u003C\u002Fp>\n\n\u003Cp>A tax-free insurance cover of DKK 100,000 in the event of\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Death\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Critical illness\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Early retirement\u003C\u002Fp>\n\n\u003Cp>In addition, the apprentice is covered by PensionDanmark’s health\ninsurance scheme.\u003C\u002Fp>\n\n\u003Cp>The scheme is established by PensionDanmark and the services follow\nPensionDanmark’s conditions, which are listed in their insurance package for\napprentices. PensionDanmark has stated that the premium is DKK 350 per year per\napprentice. If the expense per apprentice increases to more than DKK 400 per\nyear, the parties will engage in negotiations on adjusting the composition of\nthe insurance coverage.\u003C\u002Fp>\n\n\u003Cp>The parties agree that the scheme can be administered in cooperation with\nEVU. TEKNIQ Arbejdsgiverne shall be responsible for financing the scheme and\nwill establish any employer contributions to this directly.\u003C\u002Fp>\n\n\u003Cp>There is also agreement that EVU registers apprentices covered by this\ncollective agreement but employed in other companies. By agreement between the\norganisations, EVU can require contributions and administration fees for this\npurpose.\u003C\u002Fp>\n\n\u003Cp>If the apprentice transfers to covered by the pension scheme in\nPensionDanmark, the employer’s obligations under this provision become\nvoid.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1864\">Subsection 13: Overtime payment for apprentices\u003C\u002Fh3>\n\n\u003Cp>Apprentices over the age of 18 can undertake overtime in line with the same\nguidelines and to the same extent as qualified journeymen.\u003C\u002Fp>\n\n\u003Cp>For works undertaken outside the normal daily working hours established for\na given week, the following supplements are payable per hour of overtime:\u003C\u002Fp>\n\n\u003Cp>First and second hour after normal working hours:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">As of 1 March 2020 DKK 40.50\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">As of 1 March 2021 DKK 41.15\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">As of 1 March 2022 DKK 41.80\u003C\u002Fp>\n\n\u003Cp>For the third hour and subsequent hours of overtime, the hourly supplement\noutlined below will be paid. The same supplement is paid from the first hour in\ncases of on-call overtime outside of the daily working hours, and on days off,\nSaturdays, Sundays and public holidays.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">As of 1 March 2020 DKK 88.45\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">As of 1 March 2021 DKK 89.85\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">As of 1 March 2022 DKK 91.30\u003C\u002Fp>\n\n\u003Ch3 id=\"L1886\">Subsection 14: Apprentices’ dirt supplement\u003C\u002Fh3>\n\n\u003Cp>A dirt supplement is payable for work done as per Section 3(6) of the\ncollective agreement, and in accordance with the applicable price lists, at the\nfollowing rates:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">As of1March2020,anhourly\nsupplementispayableofDKK9.75\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">As of1March2021,anhourly\nsupplementispayableofDKK9.90\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">As of1March2022,anhourly\nsupplementispayableofDKK10.05\u003C\u002Fp>\n\n\u003Cp>It is payable for a minimum of 3 hours per day.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Adult apprentices\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The same provisions apply for adult apprentices.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1902\">Subsection 15: Apprentice’s road money\u003C\u002Fh3>\n\n\u003Cp>No payment is provided for the daily transport between residence and the\ncompany’s workshop address.\u003C\u002Fp>\n\n\u003Cp>If the apprentice is to attend at the start of working hours at a place of\nsecondment, the company pays additional expenses or additional travel time for\ntransportation between home and the place of secondment if the distance entails\nextra expenditure or a longer commute for the apprentice compared to everyday\ntransporta- tion between home and the company’s workshop address.\u003C\u002Fp>\n\n\u003Cp>Reimbursement for any additional expenses is calculated as for the cheapest\nroute by public transport from home to the place of secondment, as found at\nwww.rejseplanen.dk.\u003C\u002Fp>\n\n\u003Cp>Any additional time compared to travel time between home and the place of\nsecondment is payable at normal apprentice pay and is calculated in accordance\nwith www.rejseplanen.dk.\u003C\u002Fp>\n\n\u003Cp>The calculation is based on the apprentice’s home and the company’s\nworkshop address at the start of the secondment. If the apprentice moves house\nor the company relocates, this will not impact the calculation unless the\napprentice is moved to a different place of secondment.\u003C\u002Fp>\n\n\u003Cp>If the apprentice chooses a mode of transport to the place of secondment\nother than that designated on the travel plan, and this involves additional\ncosts, the apprentice pays these. It is not the concern of the employer if the\ncommute takes longer.\u003C\u002Fp>\n\n\u003Cp>If, by agreement with the apprentice, the company provides a motor vehicle,\nno reimbursement will be payable pursuant to www.rejseplanen.dk. Nevertheless,\nadditional time will be paid for (calculated pursuant to rejse- planen.dk) if\nthe commute is increased compared to the commute from home to the company’s\nworkshop address.\u003C\u002Fp>\n\n\u003Cp>If the apprentice enters into an agreement with the company for the use of\nhis\u002Fher own vehicle on company business, the apprentice will be reimbursed in\naccordance with the mileage allowance rates set by the Danish government.\u003C\u002Fp>\n\n\u003Cp>Both regular apprentices and adult apprentices are covered by applicable\nlocal agreements if the local agree- ment expressly states that it also\nincludes apprentices.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Adult apprentices\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Adult apprentices follow the Plumbing Collective Agreement’s Section 23\nbetween TEKNIQ Arbejdsgiverne and the Plumbers’ Union in Denmark.\nNevertheless, an adult apprentice is paid 70% of journeymen’s supplement for\noff-site work.\u003C\u002Fp>\n\n\u003Cp>For travel in excess of 40 km, the same amount is payable as for\njourneymen.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1928\">Subsection 16: Mileage allowance while attending college\u003C\u002Fh3>\n\n\u003Cp>The company accepts the apprentice’s travel expenses where the route to\nthe college is 20 km or more. The total route to college is the nearest route\nfrom home\u002Faccommodation to college and back home\u002Fto the ac- commodation.\u003C\u002Fp>\n\n\u003Cp>If the company sends the apprentice to a different college that is not the\nnearest college to the apprentice’s home, the company will reimburse travel\nexpenses.\u003C\u002Fp>\n\n\u003Cp>If the apprentice chooses to take the course at a college other than the one\nnearest the apprentice’s home, the company will not pay travel expenses.\u003C\u002Fp>\n\n\u003Cp>A prerequisite for reimbursement is that the apprentice was unable to enrol\nat the college and\u002For participate in teaching at a college geographically\nnearer the apprentice’s home than the college the apprentice attends.\u003C\u002Fp>\n\n\u003Cp>Public transport must be used as far as at all possible. If the use of such\nmeans of transport would be unrea- sonably inconvenient to the apprentice in\nquestion, a personal means of transportation can be used by agree- ment with\nthe company.\u003C\u002Fp>\n\n\u003Cp>For the use of public transport a reimbursement is provided for the actual\nexpenses incurred. Transportation shall be by the cheapest and most appropriate\nmeans according to local conditions, and if possible, travel pass, season\ntickets, etc., shall be used.\u003C\u002Fp>\n\n\u003Cp>If personal transport is used, travel expenses are payable in accordance\nwith the rate from time to time appli- cable, cf. the Danish Employers’\nReimbursement System Act, when the total journey to the college is 20 km or\nmore\u003C\u002Fp>\n\n\u003Cp>For apprentices living in accommodation, reimbursement of travel expenses is\npayable for the journey to and from their place of accommodation and for the\njourney between there and their usual residence for weekends, Easter and\nChristmas holidays, provided the above distance criteria are fulfilled.\u003C\u002Fp>\n\n\u003Cp>The necessary advance for covering travel expenses is paid to the apprentice\nbefore starting to attend college, and the apprentice settles expenses\nimmediately after coming back to the company.\u003C\u002Fp>\n\n\u003Cp>Apprentices who have travelled home from the school must return by the start\nof the subsequent teaching day.\u003C\u002Fp>\n\n\u003Cp>Payment of travel expenses while attending college is contingent on the\ncompany’s being able to obtain full or partial reimbursement of the expenses\nincurred by the company in accordance with the Danish Employers’\nReimbursement System Act (lov om arbejdsgivernes uddannelsesbidrag).\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Adult apprentices\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The same provisions apply for adult apprentices.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1956\">Subsection 17: Public holidays and public holiday allowance\u003C\u002Fh3>\n\n\u003Cp>Apprentices are given the day off with full pay on public holidays.\u003C\u002Fp>\n\n\u003Cp>Adult apprentices\u003C\u002Fp>\n\n\u003Cp>Adult apprentices follow the provisions of Section 17 on public holidays in\nthe collective agreement between TEKNIQArbejdsgiverne and the Plumbers’ Union\nin Denmark.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1964\">Subsection 18: Other days off\u003C\u002Fh3>\n\n\u003Cp>On 1 May, Constitution Day, Christmas Eve and New Year’s Eve, all\napprentices have the day off with full pay. This also applies during school\nstays.\u003C\u002Fp>\n\n\u003Cp>Adult apprentices\u003C\u002Fp>\n\n\u003Cp>Adult apprentices are entitled to the day off on 1 May, Constitution Day,\nChristmas Eve and New Year’s Eve with pay in accordance with the provisions\nof Section 17(2) of the collective agreement between TEKNIQ Arbejdsgiverne and\nthe Plumbers’ Union in Denmark.\u003C\u002Fp>\n\n\u003Cp>(Rules up to 30 April 2020)\u003C\u002Fp>\n\n\u003Ch3 id=\"L1974\">Subsection 18a: Extra days off\u003C\u002Fh3>\n\n\u003Cp>Apprentices are entitled to 5 extra days off with full pay. The extra days\noff are scheduled according to the same rules as the scheduling of remaining\nholiday. If extra days off are not taken before the expiry of the holiday year,\ncompensation is paid corresponding to full pay for unused extra days off.\u003C\u002Fp>\n\n\u003Cp>Apprentices are entitled to extra days off in accordance with the same rules\nas set out in Section 9 of the Danish Holidays Act, i.e. that apprentices\nengaged before 1 July in a holiday year are entitled to 5 extra days off in\nthat holiday year. If the employment relationship commenced on 1 July or later,\nthe apprentice is entitled to 5 extra days off in the following holiday\nyear.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Adult apprentices\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Adult apprentices follow the provisions on extra days off found in Section\n16(1) of the collective agreement between TEKNIQ Arbejdsgiverne and the\nPlumbers’ Union in Denmark. Saving and payment follow the provisions of\nSection 17 of the collective agreement.\u003C\u002Fp>\n\n\u003Cp>(From 1 May 2020 to 31 December 2020)\u003C\u002Fp>\n\n\u003Ch3 id=\"L1986\">Subsection 18b: Extra days off\u003C\u002Fh3>\n\n\u003Cp>In the period 1 May 2020 to 31 December 2020, apprentices are entitled to\n3.33 extra days off. The extra days off are scheduled according to the same\nrules as the scheduling of remaining holiday. With effect from 1 March 2020,\n2.4% of holiday-eligible pay is deposited into the savings account to cover\npayment for those 3.3 extra days off. Extra days off days can be taken in\nhours.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Adult apprentices\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Adult apprentices follow the provisions governing extra days off as per\nAnnex 3.\u003C\u002Fp>\n\n\u003Cp>(Rules from 1 January 2021 onwards)\u003C\u002Fp>\n\n\u003Ch3 id=\"L1996\">Subsection 18c: Extra days off\u003C\u002Fh3>\n\n\u003Cp>As of On 1 January, the apprentice is allocated 5 extra days off. The extra\ndays off are taken in the period 1 January to 31 December. 2.4% of\nholiday-eligible pay is paid into the apprentices’ savings accounts to cover\npayment of 5 extra days off, and the apprentice is paid from the account an\namount corresponding to his\u002Fher usual pay at the time of taking extra days off.\nPayouts can never exceed the amount set aside at any time. The extra days off\nare scheduled according to the same rules as the scheduling of remaining\nholiday.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Adult apprentices\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Adult apprentices follow the provisions on extra days off found in Section\n16(1) of the collective agreement between TEKNIQ Arbejdsgiverne and the\nPlumbers’ Union in Denmark. Saving and payment follow the provisions of\nSection 17 of the collective agreement.\u003C\u002Fp>\n\n\u003Cp>(Rules up to 31 August 2020)\u003C\u002Fp>\n\n\u003Ch3 id=\"L2006\">Subsection 19a: Holidays and holiday allowance\u003C\u002Fh3>\n\n\u003Cp>Apprentices are covered by the rules of the Danish Holidays Act. During\nholiday, holiday allowance correspond- ing to 12.5% of the total\nholiday-eligible wages is paid. However, apprentices in the first and second\nfull holiday year - after commencement of the employment relationship - must be\npaid at least full pay. The calculation of holiday allowance commences at the\nstart of the employment relationship and the company covers any difference\nbetween full pay and saved holiday allowance during the first and second full\nholiday year. Holiday allowance earned in a prior employment relationship can\nbe offset in this calculation.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Adult apprentices\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The same provisions apply for adult apprentices.\u003C\u002Fp>\n\n\u003Cp>(Rules from 1 September 2020 onwards)\u003C\u002Fp>\n\n\u003Ch3 id=\"L2016\">Subsection 19b: Holidays and holiday allowance\u003C\u002Fh3>\n\n\u003Cp>Apprentices are covered by the rules of the Danish Holidays Act. During\nholiday, holiday allowance correspond- ing to 12.5% of the total\nholiday-eligible wages is paid. Apprentices are entitled to paid holiday of 5\nweeks in the first and second whole holiday period after employment has\ncommenced. The company pays full pay during holidays where the apprentice has\nnot accrued holiday allowance.\u003C\u002Fp>\n\n\u003Cp>If employment commenced in the period 2 September to 31 October, the\napprentice has a corresponding right to 5 weeks’ paid holiday during the\nperiod for taking holiday associated with the holiday year.\u003C\u002Fp>\n\n\u003Cp>If employment commenced in the period from 1 November to 30 June, the\napprentice is entitled to 3 weeks’ paid main holiday during the main holiday\nperiod and 5 days’ paid holiday where the company is closed before the main\nholiday period.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Adult apprentices\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The same provisions apply for adult apprentices.\u003C\u002Fp>\n\n\u003Cp>Please refer to Annex 3 for the rules of saving for and payment of holiday\nallowance in the transitional period from 1 May to 31 August 2020.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2030\">Subsection 20: Holiday allowance guarantee\u003C\u002Fh3>\n\n\u003Cp>Apprentices are covered by TEKNIQ Arbejdsgivernes’ holiday allowance\nguarantee. Holiday allowance is reported to Feriepengeinfo.dk. The holiday\nallowance guarantee also includes apprentices’ special savings ac- counts,\ncf. Section 26(8).\u003C\u002Fp>\n\n\u003Ch3 id=\"L2034\">Subsection 21: Maternity leave\u003C\u002Fh3>\n\n\u003Cp>Apprentices are covered by the applicable Danish Act on the Right to Leave\nand Unemployment Benefit in connection with Parenthood (Act on Parental Leave),\nand they have the same right to time off as stipulated in Section 13 of the\ncollective agreement between TEKNIQ Arbejdsgiverne and the Plumbers’ Union in\nDenmark. Apprentices receive their usual pay during pregnancy, maternity and\nparental leave, and the company receives unemployment benefit reimbursement.\nHowever, the reimbursement may not exceed the pay provided by the employer.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Adult apprentices\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Adult apprentices follow the provisions of Section 13(1), 13(2) and 13(3) on\npregnancy and parental leave in the collective agreement between TEKNIQ\nArbejdsgiverne and the Plumbers’ Union in Denmark. However, hourly pay may\nnot exceed the minimum pay specified in Section 3(1) of the collective\nagreement.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2042\">Subsection 22: Illness\u003C\u002Fh3>\n\n\u003Cp>Apprentices receive full pay during illness.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Adult apprentices\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Adult apprentices are covered by the sickness benefit scheme and follow the\nprovisions on illness in Section 11 of the collective agreement between TEKNIQ\nArbejdsgiverne and the Plumbers’ Union in Denmark. How- ever, hourly pay may\nnot exceed the minimum pay specified in Section 3(1) of the collective\nagreement.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2050\">Subsection 23: Child’s first sick day\u003C\u002Fh3>\n\n\u003Cp>Apprentices are entitled to the day off with full pay in connection with a\nchild’s first sick day in accordance with the same rules as in Section 14(1)\nand 14(2).\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Adult apprentices\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Adult apprentices are covered by the provisions on child’s first sick day\nin Section 14(1), 14(2) and 14(3) of the collective agreement between TEKNIQ\nArbejdsgiverne and the Plumbers’ Union in Denmark. However, hourly pay may\nnot exceed the minimum pay specified in Section 3(1) of the collective\nagreement.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2058\">Subsection 24: Child’s hospitalisation\u003C\u002Fh3>\n\n\u003Cp>Apprentices are entitled to time off with full pay in connection with a\nchild’s hospitalisation; see Section 14(4) of the collective agreement\nbetween TEKNIQ Arbejdsgiverne and the Plumbers’ Union in Denmark.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Adult apprentices\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Adult apprentices are entitled to time off with full pay in connection with\na child’s hospitalisation according to the same provisions as specified\nabove. Hourly pay may not exceed the minimum pay specified in Section 3(1) of\nthe collective agreement.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2066\">Subsection 25: Time off for conscription examination\u003C\u002Fh3>\n\n\u003Cp>The necessary time off with full pay is provided for conscription\nexaminations.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2070\">Subsection 26: Medical appointments\u003C\u002Fh3>\n\n\u003Cp>Apprentices’ medical appointments, visits to the dentist, etc. should,\nwhen possible and as far as possible, take place outside of normal working\nhours. If it can be documented that this is not possible, the apprentice is\nentitled to the necessary time off with pay in connection with the medical\nconsultation.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Adult apprentices\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The same provisions apply for adult apprentices.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2078\">Subsection 27: Provision and use of safety footwear\u003C\u002Fh3>\n\n\u003Cp>The master must provide appropriate safety footwear to the apprentice.\nSafety footwear is replaced as re- quired during the training period.\u003C\u002Fp>\n\n\u003Cp>The apprentice is obliged to use the provided safety footwear in the daily\nwork and during schooling, when there is a risk of foot injuries.\u003C\u002Fp>\n\n\u003Cp>The apprentice must take appropriate care of the provided safety footwear\nand keep it clean.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2086\">Subsection 28: Qualifying test\u003C\u002Fh3>\n\n\u003Cp>If the apprentice does not pass the qualifying test, the training period\nwill be extended following application to the Professional Committee. The\napprentice is paid during the extended period at the last year’s apprentice\nrate in accordance with Section 26 subsection 2, 3, 4 or 6.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2090\">Subsection 29: Pay during extended training time\u003C\u002Fh3>\n\n\u003Cp>If the training time is extended with approval by the Professional Committee\nin connection with the transfer to a new training location or due to illness,\nthe payment during the extended training time is the rate for fourth year and\nbeyond.\u003C\u002Fp>\n\n\u003Cp>For EUX apprentices, however, the rate is for the 5th year.\u003C\u002Fp>\n\n\u003Cp>If the training time is extended due to reasons for which the apprentice is\nunaccountable, include delay of school instruction and injury at the company,\nthe apprentice is paid the stipulated minimum payment for the industry’s\njourneymen during the extended training time.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2098\">Subsection 30: Termination upon completion of the training\nagreement\u003C\u002Fh3>\n\n\u003Cp>Prior to the completion of an apprenticeship, a termination notice of 10\nworking days must be provided if the employment relationship is not to continue\nbeyond the training agreement.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2102\">Subsection 31: Termination of training agreement\u003C\u002Fh3>\n\n\u003Cp>Once entered into, a training agreement can be terminated by either party at\nno notice and without given a reason during the probationary period. After\nexpiry of the probationary period, the training agreement can only be\nterminated in accordance with the rules of the Danish Vocational Training\nAct.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2106\">Subsection 32: Company closure, bankruptcy, death of\nemployer\u003C\u002Fh3>\n\n\u003Cp>In the event of company closure, bankruptcy or the death of the employer,\nthe employer or trustee is obliged to make efforts to ensure that the\napprentice’s training can continue with another master. Breach of this\nobligation can result in liability to pay compensation for the employer or\nestate.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2110\">Subsection 33: FGU\u003C\u002Fh3>\n\n\u003Cp>Basic vocational training: Apprentices in internships during basic\nvocational training are paid according to the minimum rates for first year\napprentices. Moreover, section on pay and working conditions in the apprentice\nprovisions apply, except for the sections:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Mileage allowance while attending college\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Final professional assessment\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Pay during extended training time\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Termination of training agreement\u003C\u002Fp>\n\n\u003Ch3 id=\"L2122\">Subsection 34: Residential college\u003C\u002Fh3>\n\n\u003Cp>When an apprentice attends a course at a residential college whereby the\napprentice is entitled to reside at the college, pursuant to the applicable\nrules relating to more than one hour and 15 minutes of journey time each way\nbetween home and the nearest college, AUB will pay the relevant costs.\u003C\u002Fp>\n\n\u003Cp>If the company requires an apprentice to stay at a residential college in\naccordance with the rules relating to free choice of a college, whereas it\nwould have been possible to use another geographically closer college under\ncurrent rules, the company shall reimburse the apprentice in respect of the\nincreased expenses in total for college residence and transportation.\u003C\u002Fp>\n\n\u003Cp>The company pays the necessary deposit before the start of the residential\nperiod at the college.\u003C\u002Fp>\n\n\u003Cp>If an apprentice chooses voluntarily to undertake college residency, whereas\nit would otherwise have been possible to attend another college closer to home,\nin accordance with applicable rules the apprentice pays the costs of residence,\netc., as well as transport. Reasonable expenses incurred by the company can be\ndeducted from the apprentice’s pay.\u003C\u002Fp>\n\n\u003Cp>Residential school expenses are reimbursed via AUB wage reimbursement for\ntrainees.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2134\">Subsection 35: Junior labourers, pre-traineeships and mentor\nscheme\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>Junior labourers aged under 18\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The companies are entitled to hire junior labourers up to the age of 18 for\nodd jobs that are not included in the executive order on the industry’s\ntraining, for periods of limited duration.\u003C\u002Fp>\n\n\u003Cp>Junior labourers aged under 18 are paid per hour as follows:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">As of 1 March 2020, DKK 70, 35\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">As of 1 March 2021, DKK 71.80\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">As of 1 March 2022, DKK 73.20\u003C\u002Fp>\n\n\u003Cp>In addition, the same provisions are to be followed as those that apply to\nregular apprentices under Section 26, subsections 1, 9, 11, 17, 16, 25, 27 and\n31 with regard to working hours, supplements, etc.\u003C\u002Fp>\n\n\u003Cp>Junior labourers in full-time employment (min. 29.6 hours per week)\u003C\u002Fp>\n\n\u003Cp>Junior labourers employed full time must be offered a training agreement\nafter at most 6 months. Junior la- bourers are not obliged to enter into the\ntraining agreement offered.\u003C\u002Fp>\n\n\u003Cp>Junior labourers in a part-time job (less than 29.6 hours per week)\u003C\u002Fp>\n\n\u003Cp>The parties to the collective agreement agree that young people who make\ncontact with the industry by means of a part-time job will enhance their\nopportunities for future recruitment of apprentices to the trade.\u003C\u002Fp>\n\n\u003Cp>Junior labourers working in a part-time job can only be employed and can\nonly undertake work at the com- pany’s address.\u003C\u002Fp>\n\n\u003Cp>Junior labourers working in a part-time job can be offered a training\nagreement.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2162\">Subsection 36a Pre-traineeship\u003C\u002Fh3>\n\n\u003Cp>Pre-traineeships are for youth from 15 years of age until end of their 17th\nyear of age. The aim of the scheme is the entry into a normal training\nagreement after the end of the pre-traineeship period. The wage rate during\npre-traineeship follows the wage rate for junior labourers in the plumbing\nindustry.\u003C\u002Fp>\n\n\u003Cp>Otherwise, refer to the agreement on pre-traineeships between TEKNIQ\nArbejdsgiverne and the Plumbers’ Union in Denmark.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2168\">Subsection 36b Mentor scheme\u003C\u002Fh3>\n\n\u003Cp>The parties to the collective agreement agree that the retention of\napprentices is a high priority.\u003C\u002Fp>\n\n\u003Cp>Therefore, there is a consensus that agreements can be concluded locally by\nwhich a journeyman serves as a mentor for the company’s apprentices.\u003C\u002Fp>\n\n\u003Cp>In connection with conclusion of the agreement, an agreement is made on the\nright to time off in connection with the journeyman’s role as mentor.\u003C\u002Fp>\n\n\u003Cp>The journeyman is compensated with pay for the agreed working hours used for\nthis purpose. An agreement is also to be reached regarding any compensation for\ncosts associated with the position.\u003C\u002Fp>\n\n\u003Ch2 id=\"L2178\">Section 27- Cooperation and information\u003C\u002Fh2>\n\n\u003Cp>This provision can be replaced by a local agreement concluded between the\ncompany and trade union representative. A copy of the agreement must be\nsubmitted as notification to the organisations.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2182\">Subsection 1: The trade union representative institution\u003C\u002Fh3>\n\n\u003Cp>The purpose of the institution of the trade union representative is to\nrepresent the interests of the employees in terms of earnings, working\nconditions, employment and training - and to approve the company’s production\nand work areas.\u003C\u002Fp>\n\n\u003Cp>Both the trade union representative and the company’s representative must\nbe equipped with a negotiating mandate to conclude agreements within the\ncompany’s areas and through local negotiations.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2188\">Subsection 2: Briefing\u003C\u002Fh3>\n\n\u003Cp>The organisations encourage the company and trade union representative to\nhold a briefing once every three months regarding the employment situation.\nThis meeting will also include a review of the need for continuing training of\nemployees and the intake of apprentices.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2192\">Subsection 3: Orientation on dismissals\u003C\u002Fh3>\n\n\u003Cp>In the event of pending dismissals, the trade union representative must be\nkept oriented. The orientation must be provided no later than at the time of\ndismissal. The trade union representative has the right to take pro- ceedings\nin the event of unfairness in hiring and dismissal.\u003C\u002Fp>\n\n\u003Cp>In connection with the transfer of an employee between two branches in the\nsame company, orientation re- garding this transfer must be given to the trade\nunion representatives in both branches.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2198\">Subsection 4: The trade union representative in companies\nwithout a safety organisation\u003C\u002Fh3>\n\n\u003Cp>At companies where a safety organisation is not required or chosen, the\ntrade union representative can assert claims and enquire to the employer\nregarding working environment issues.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2202\">Subsection 5: Information about temporary employment\nagencies\u003C\u002Fh3>\n\n\u003Cp>At the request of the user company’s trade union representative or the\ntrade union, the company must dis- close which temporary employment agencies\nperform tasks at the company within the professional area covered by the\ncollective agreement. The information must include the company name and address\nthat the tem- porary employment agency has provided to the company.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2206\">Subsection 6: Information about subcontractors\u003C\u002Fh3>\n\n\u003Cp>At the request of a trade union representative or the union, the company\nmust disclose which subcontractors perform tasks at the company within the\nprofessional area covered by the collective agreement. The information must\ninclude the subcontractor’s company name, address and CVR number (and\nP-number [production unit no.]) or RUT number [from the Registration of Foreign\nService Providers in Denmark], and the name of the company’s contact at the\nexternal company. None of the information provided about the subcontractors may\nbe passed on or published.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2210\">Subsection 7: Continuing professional development of former\ntrade union representatives\u003C\u002Fh3>\n\n\u003Cp>An employee who ceases to be a trade union representative after having\nserved in this capacity for a continu- ous period of at least 3 years, and who\nis still employed by the company, is entitled to a discussion with the company\nregarding the employee’s need for continuing professional development. This\ndiscussion must take place no later than one month prior to cessation of\nactivities as an union representative and at the instigation\u003C\u002Fp>\n\n\u003Cp>of the employee. As part of the discussion, clarification is required as to\nany need for continuing professional development, and how this should be\narranged.\u003C\u002Fp>\n\n\u003Cp>The employee receives pay during continuing professional development. It is\na prerequisite that statutory com- pensation for loss of pay be given for the\ntraining programme. Compensation for loss of pay is payable by the company.\u003C\u002Fp>\n\n\u003Ch2 id=\"L2218\">Section 28- Trade union representatives and local work\u003C\u002Fh2>\n\n\u003Ch3 id=\"L2220\">Subsection 1: Joint cooperation project\u003C\u002Fh3>\n\n\u003Cp>Good cooperation between the management and employees in the companies is an\nessential prerequisite for the companies’ productivity and competitiveness\nand for employees’ well-being and development opportuni- ties.\u003C\u002Fp>\n\n\u003Cp>The Danish labour market model is based on a professional and constructive\ncooperation between the parties to the collective agreement and on a\nwell-functioning local cooperation between the company management and trade\nunion representatives. The basis for success is often decentralised agreements\nand a cooperation process characterised by mutual respect and trust.\u003C\u002Fp>\n\n\u003Cp>The parties agree to carry out a cooperation project to strengthen the trade\nunion representative function and thereby the local cooperation. The parties\nwill carry out this project jointly.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2228\">Subsection 2: Joint activity for newly elected trade union\nrepresentatives\u003C\u002Fh3>\n\n\u003Cp>Newly elected trade union representatives will thereby be offered a training\nand cooperation programme offered by one of the parties to the collective\nagreement, which will have a duration of 2 x 2 days. The trade union\nrepresentative will have the right to participate in such a programme within\nthe first 18 months of his term.\u003C\u002Fp>\n\n\u003Cp>The trade union representative’s participation in the training is financed\nby the Training and Cooperation Fund. The training and cooperation programme\nmust cover subjects that can strengthen the trade union representa- tive’s\nknowledge of the companies’ development, production, economic and competitive\nconditions and the importance of a good psychological working environment, and\nthere must be a focus on the importance of a mutual high level of information\nbetween the local parties.\u003C\u002Fp>\n\n\u003Cp>The parties agree that the specific content and execution of the programme\nwill be determined jointly.\u003C\u002Fp>\n\n\u003Cp>The parties agree that the future secretariat services for the initiated\nactivities can be in the auspices of EVU or as otherwise chosen by the\nparties.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2238\">Subsection 3: Joint effort for the election of trade union\nrepresentatives\u003C\u002Fh3>\n\n\u003Cp>In addition, a joint effort will be initiated to elect trade union\nrepresentatives in the companies that do not currently have an elected trade\nunion representative.\u003C\u002Fp>\n\n\u003Cp>This effort must clarify the many advantages of a structured and ongoing\nlocal cooperation between an elected trade union representative and the\ncompany’s management.\u003C\u002Fp>\n\n\u003Cp>The joint effort is to be overseen by a body elected or established by one\nof the parties.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2246\">Subsection 4: Remuneration for elected trade union\nrepresentatives\u003C\u002Fh3>\n\n\u003Cp>The parties agree that trade union representatives elected under the\nPlumbing Collective Agreement will re- ceive annual remuneration, payable in\ninstalments of % every three months. The remuneration is paid as com- pensation\nfor the trade union representative’s performance of his duties outside of\nworking hours.\u003C\u002Fp>\n\n\u003Cp>The remuneration is not pensionable or holiday-eligible.\u003C\u002Fp>\n\n\u003Cp>The election basis is determined by new election of the trade union\nrepresentative and subsequently once annually before 15 February. Upon\nresignation from the trade union representative position, the remuneration\nshall no longer be paid.\u003C\u002Fp>\n\n\u003Cp>Trade union representatives with an election basis of up to 49 people will\nreceive an annual remuneration of DKK 9,000.\u003C\u002Fp>\n\n\u003Cp>Trade union representatives with an election basis of between 50 and 99\npeople will receive an annual remu- neration of DKK 16,500.\u003C\u002Fp>\n\n\u003Cp>Trade union representatives with an election basis of 100 people or more\nwill receive an annual remuneration of DKK 33,000.\u003C\u002Fp>\n\n\u003Cp>Where an agreement on payment\u002Fremuneration to trade union representatives\nhas already been concluded, this will be offset in the above remuneration.\u003C\u002Fp>\n\n\u003Ch2 id=\"L2262\">Section 29- Trade union representative rules\u003C\u002Fh2>\n\n\u003Cp>This provision can be replaced by a local agreement concluded between the\ncompany and trade union representative. A copy of the agreement must be\nsubmitted as notification to the organisations.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2266\">Subsection 1: Required number of employees in connection with\nelection of trade union representative\u003C\u002Fh3>\n\n\u003Cp>At every company which employs at least 4 employees, the employees elect a\njourneyman from among their colleagues to be the trade union representative in\nrelation to the employer or its representative.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2270\">Subsection 2: Election of trade union representative in branches\nand subsidiaries\u003C\u002Fh3>\n\n\u003Cp>At company branches and subsidiaries which are geographically separate from\nthe main company, a trade union representative is to be elected from among\nthose employed, in accordance with subsection 1.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2274\">Subsection 3: Eligibility to be elected trade union\nrepresentative\u003C\u002Fh3>\n\n\u003Cp>The trade union representative must be elected from among the employees who\nare members of the Plumb- ers’ Union in Denmark\u002Fthe Danish Metalworkers’\nUnion and have been employed for at least 9 months in the given company.\nApprentices are not eligible to be elected, but have voting rights.\u003C\u002Fp>\n\n\u003Cp>If such eligible employees do not total at least 4 employees, additional\nemployees with the longest seniority are added to the pool of eligible\nemployees until it reaches 4.\u003C\u002Fp>\n\n\u003Cp>At companies with 3 employees or less, no trade union representative is\nelected unless both parties so desire. If the local parties agree, the\nseniority provision can be waived.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2282\">Subsection 4: Trade union representative protection\u003C\u002Fh3>\n\n\u003Cp>Trade union representative protection takes effect when the election has\nbeen reported to the employer.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2286\">Subsection 5: Objection to election of trade union\nrepresentative\u003C\u002Fh3>\n\n\u003Cp>If the company considers a trade union representative election to have been\nconducted in violation of the collective agreement, the company is entitled to\nobject to the election to the trade union’s local branch within 10 working\ndays after the notification of election has been received by the company.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2290\">Subsection 6: Trade union representative training course\u003C\u002Fh3>\n\n\u003Cp>The organisations agree that when a trade union representative has been\nelected in the company and he has not previously completed a trade union\nrepresentative training course, the company is encouraged to grant him time off\nfor such a training course as quickly as possible.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2294\">Subsection 7: Calling the trade union representative to\nnegotiations\u003C\u002Fh3>\n\n\u003Cp>If, in negotiations on the general conditions and prices of the collective\nagreement fails to result in agreement between the given employees and\nemployer, the trade union representative must be called upon to join the\nnegotiations.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2298\">Subsection 8: Trade union representative’s activities during\nworking hours\u003C\u002Fh3>\n\n\u003Cp>When the trade union representative, in order to perform trade union\nrepresentative work during working hours, must leave his work, this must be\ndone with due regard and the employer must be notified.\u003C\u002Fp>\n\n\u003Cp>When the company requires the participation of the trade union\nrepresentative in an issue regarding the com- pany and the employees, this must\nnot result in a loss of income for the trade union representative. Any overtime\nhours are compensated with the overtime supplement.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2304\">Subsection 9: Cancellation of trade union representative\nstatus\u003C\u002Fh3>\n\n\u003Cp>A trade union representative who is elected for a period with a larger\nnumber of employees ceases to be a trade union representative if the number of\nemployees for a period of 3 months has been 3 or less, unless a written\nagreement is concluded between the parties to uphold the position.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2308\">Subsection 10: Dismissal of trade union representative in\nconnection with industrial disputes\u003C\u002Fh3>\n\n\u003Cp>If the trade union deems that a dismissal of a trade union representative is\nunjustified, his employment cannot be interrupted until his organisation has\nhad the opportunity to seek correction through the labour law system. Such\nefforts must commence within 1 week and be completed as quickly as possible.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2312\">Subsection 11: Dismissal of trade union representative in\nconnection with a company closure\u003C\u002Fh3>\n\n\u003Cp>If the dismissal is due to the closure of the company, the trade union\nrepresentative will have a special notice of termination of 6 weeks beyond that\nagreed in Section 10.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2316\">Subsection 12: Company upholds dismissal of trade union\nrepresentative\u003C\u002Fh3>\n\n\u003Cp>If an employer upholds its dismissal of the trade union representative after\nthe dismissal has been found to be unjustified under labour law, the employer\nis obligated, in addition to the pay for the notice period, to pay\ncompensation. The amount of the compensation must depend on the circumstances,\nbut cannot exceed 52 weeks’ pay. The compensation is calculated on the basis\nof the trade union representative’s average earnings in the past three\nmonths. Also refer to the provisions of the Main Agreement.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2320\">Subsection 13: Extended notice of termination for former trade\nunion representative whose employment is based on the terms and conditions of a\npermanent position\u003C\u002Fh3>\n\n\u003Cp>An employee in a permanent position or whose employment is based on the\nterms and conditions of a permanent position and who ceases to be a trade union\nrepresentative after having worked as one for at least 1 year, and who\ncontinues to work for the company, is entitled to 6 weeks’ notice of\ntermination over and above the employee’s individual notice if the employee\nis terminated within 1 year after ceasing to be a trade union\nrepresentative.\u003C\u002Fp>\n\n\u003Cp>The parties to the collective agreement agree that the longer period of\nnotice deviates from Section 2 of the Danish Employers’ and Salaried\nEmployees’ (Legal Relationship) Act in that the salaried employee leaves at\nthe end of a month, and that this is in the employee’s favour.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2326\">Subsection 14: Trade union representative enters into a training\nagreement\u003C\u002Fh3>\n\n\u003Cp>A trade union representative who enters into a training agreement with the\ncompany pursuant to the Danish commercial training act\n(Erhvervsuddannelsesloven) may continue to be a trade union representative.\u003C\u002Fp>\n\n\u003Cp>However, this is contingent on the trade union representative working\ntogether with his\u002Fher election basis during training periods.\u003C\u002Fp>\n\n\u003Ch2 id=\"L2332\">Section 30- Local agreements\u003C\u002Fh2>\n\n\u003Ch3 id=\"L2334\">Subsection 1: Written agreements\u003C\u002Fh3>\n\n\u003Cp>All local agreements must be in writing.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2338\">Subsection 2: Local agreements without participation of the\norganisations\u003C\u002Fh3>\n\n\u003Cp>Local agreements, which must be in writing, can be agreed without the\norganisations’ participation.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2342\">Subsection 3: Entry into local agreements\u003C\u002Fh3>\n\n\u003Cp>If a trade union representative has been elected, local agreements are\nconcluded between the representative and the company. If no trade union\nrepresentative has been elected, local agreements are concluded between the\ncompany and the employees.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2346\">Subsection 4: Delivery of local agreements\u003C\u002Fh3>\n\n\u003Cp>The organisations must be provided with the agreements upon request.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2350\">Subsection 5: Termination of local agreements and practices\u003C\u002Fh3>\n\n\u003Cp>Local agreements, practices and regulations can be terminated by both\nparties with 2 months’ notice to the first day of a month, unless an\nagreement on longer notice has been reached.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2354\">Subsection 6: Terminating party’s obligations\u003C\u002Fh3>\n\n\u003Cp>In the event of termination, the terminating party is obliged to commence\nlocal negotiations and, if no agree- ment can be reached, to let the issue be\nconsidered by a mediation meeting or, if applicable, an organisation meeting. A\nrequest for the application of labour law procedures must be received by the\nother party in accord- ance with the provisions of the collective agreement on\nindustrial disputes.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2358\">Subsection 7: Cancellation of local agreements and practices\u003C\u002Fh3>\n\n\u003Cp>The parties are not released from the terminated local agreement, practice\nor regulation before these general rules are observed, even if the expiration\ndate has passed.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2362\">Subsection 8: Information regarding local agreements\u003C\u002Fh3>\n\n\u003Cp>Upon entry into local agreements that significantly change pay and working\nconditions, the employer must inform the affected employees to the necessary\nextent.\u003C\u002Fp>\n\n\u003Ch2 id=\"L2366\">Section 31- Rules for handling industrial disputes\u003C\u002Fh2>\n\n\u003Ch3 id=\"L2368\">Subsection 1: Settlement of disagreement\u003C\u002Fh3>\n\n\u003Cp>The organisations agree that efforts must be taken to resolve any\ndisagreement of an industrial nature accord- ing to the rules below.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2372\">Subsection 2: Local negotiation\u003C\u002Fh3>\n\n\u003Cp>If disagreement arises between employer and employees, the disagreement must\nbe negotiated locally.\u003C\u002Fp>\n\n\u003Cp>Unless otherwise agreed in writing between the parties, the local\nnegotiation must take place no later than 10 working days after the request for\nnegotiation was presented. The company summons the employee or trade union\nrepresentative to a local negotiation. Minutes of the local negotiation about\nthe disagreement must be drawn up and signed by both parties.\u003C\u002Fp>\n\n\u003Cp>As far as possible, the disagreement must be dealt with locally before the\ncase can proceed to mediation, cf. subsection 2.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2380\">Subsection 3: Mediation meetings\u003C\u002Fh3>\n\n\u003Cp>If agreement is not reached through local negotiations, mediation can be\nrequested through the respective organisations.\u003C\u002Fp>\n\n\u003Cp>The party that requests a mediation meeting is obliged to include the\nminutes of the local negotiations and associated annexes with the request for\nmediation.\u003C\u002Fp>\n\n\u003Cp>The claims and offers presented in the local negotiations must be included.\nThe organisations agree that this rule can only be waived in special\ncircumstances. The mediation meeting must be held without undue delay in\nCopenhagen within 10 working days and in the province within 15 working days\nafter the receipt of the request for mediation by the counterpart\norganisation.\u003C\u002Fp>\n\n\u003Cp>Deviation from the above deadlines is permitted by agreement.\u003C\u002Fp>\n\n\u003Cp>Negotiations shall be resumed at the mediation meeting with the assistance\nof the organisations’ mediator, who will seek to resolve the dispute through\ndirect negotiation.\u003C\u002Fp>\n\n\u003Cp>The mediators draw up minutes of the negotiation result and sign this with\nbinding effect.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2394\">Subsection 4: Organisation meeting\u003C\u002Fh3>\n\n\u003Cp>If the mediation does not result in a resolution of the disagreement, each\nof the organisations is entitled to demand that the issue be referred to\nconsideration at an organisation meeting.\u003C\u002Fp>\n\n\u003Cp>Such a request - if no other agreement was reached at the mediation meeting\n- must be reported to the counterpart organisation no later than 10 working\ndays after the mediation meeting has been held.\u003C\u002Fp>\n\n\u003Cp>When the request has been presented, the case must be considered no later\nthan 30 working days after the counterpart has received notification.\u003C\u002Fp>\n\n\u003Cp>If the meeting can reach agreement on a suitable solution, this solution\nshall be binding on the parties.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2404\">Subsection 5: Permanent Committee\u003C\u002Fh3>\n\n\u003Cp>For the preparation of any new piecework prices that are to be valid in the\narea, the organisations appoint a permanent committee comprising 6 members, of\nwhich half are elected by employer representatives and half by employee\nrepresentatives.\u003C\u002Fp>\n\n\u003Cp>The result of the committee’s work is to be approved by the\norganisations.\u003C\u002Fp>\n\n\u003Cp>For the resolution of ongoing cases, a working committee is appointed,\ncomprising one representative from each organisation. For this working\ncommittee, the same deadlines apply as those specified in Subsection 4.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2412\">Subsection 6: Industrial arbitration\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>a - Request for industrial arbitration\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>If, through the aforementioned labour law procedures, no agreement is\nreached on a solution, and the case concerns the interpretation of an existing\ncollective agreement or agreement between the parties, it can be referred for\nresolution to an industrial arbitration.\u003C\u002Fp>\n\n\u003Cp>The organisation that wants an issue to be resolved by arbitration must,\nwithin 40 working days, inform the counterpart organisation of this.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>b - Refusal of arbitration\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>If one of the parties refuses to allow the matter to be resolved through\narbitration under the pretext that the dispute in question does not concern the\ninterpretation of an existing collective agreement between the parties, each of\nthe parties can, through their respective main organisations, the Confederation\nof Danish Employ- ers and the Danish Confederation of Trade Unions, bring the\nmatter of whether such refusal is justified before the Labour Court.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>c - Composition of the arbitral tribunal\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The arbitral tribunal shall comprise 5 members. 1 arbitrator and 2\nrepresentatives for each of the parties.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>d - Appointment of arbitrator\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The arbitration will be appointed by the parties jointly with consideration\nof whether the arbitrator should be a lawyer or an architect. If there is no\nagreement on the selection of arbitrator, the parties must request that the\npresident of the Labour Court appoint an arbitrator.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>e - Exchange of complaints and responses\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Prior to the arbitration proceedings, complaints and responses are to be\nexchanged. The arbitrator serves as president of the court.\u003C\u002Fp>\n\n\u003Cp>The case is sent for ruling by simple majority vote by the members of the\narbitral tribunal. If a majority vote cannot be reached, the matter will be\nresolved by the arbitrator.\u003C\u002Fp>\n\n\u003Cp>The arbitral tribunal shall provide both parties with notification of its or\nthe arbitrator’s ruling. The ruling must be issued no later than 14 days\nafter the case has been submitted to the court.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>f - Ruling must be observed\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The undersigned organisations and their individual members must comply with\nthe ruling of the arbitral tribunal.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>g - Coverage of costs\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>To cover the costs incurred through the activities of the arbitral tribunal,\nthe arbitrator decides which of the parties must pay the costs of the case.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2448\">Subsection 7: Choice of mediator and arbitration members\u003C\u002Fh3>\n\n\u003Cp>The organisations are free to choose who they want as mediator and\narbitration members.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2452\">Subsection 8: Prohibition of work stoppage\u003C\u002Fh3>\n\n\u003Cp>Before the rules for handling industrial disputes are fulfilled, it is not\npermitted for either side to initiate work stoppages, unless there is a\nsuspension of payments or because consideration for life, welfare or honour\ngives compelling reasons to stop the work.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2456\">Subsection 9: Work stoppage ordered by the main\norganisations\u003C\u002Fh3>\n\n\u003Cp>These rules do not limit the 2 organisations’ or their members’ right to\nparticipate, without prior negotiation or arbitration, in a work stoppage that\nis ordered by the Confederation of Danish Employers or the Danish Confederation\nof Trade Unions.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2460\">Subsection 10: Organisational responsibility\u003C\u002Fh3>\n\n\u003Cp>If an organisation has asserted a claim of organisational responsibility at\na joint meeting towards the counter- part organisation, the matter must be\nconsidered at an organisation meeting.\u003C\u002Fp>\n\n\u003Cp>The matter must be considered in this way before proceedings in Labour\nCourt.\u003C\u002Fp>\n\n\u003Cp>If the complaining party does not request the holding of an organisation\nmeeting, the claim of organisational responsibility will become void and cannot\nlater be asserted in connection with the basis of the matter.\u003C\u002Fp>\n\n\u003Cp>The parties may enter into ad hoc agreement that cases with a claim of\norganisational responsibility can be considered in a different forum. It is\nessential that both parties are represented at a level that can sign with\nbinding effect on behalf of the two organisations.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2470\">Subsection 11: Disputes concerning apprentices\u003C\u002Fh3>\n\n\u003Cp>The parties to the collective agreement agree that attempts should be made\nto resolve disputes between ap- prentice and company regarding training\nconditions or other conditions for apprentices in general, or which are\nasserted by apprentice or company, or which are brought before the Professional\nCommittee for plumbing training, through participation of the organisations\nbefore the matter is brought before the Disputes Board, see the Danish\nVocational Training Act and the Executive Order on the Disputes Board.\u003C\u002Fp>\n\n\u003Cp>The case is handled between the organisations, under the auspices of the\nProfessional Committee for plumbing training, through a meeting between the\nparties in the training relationship and representatives of the\norganisations.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Ch2 id=\"L2476\">Section 32- Duration of the collective agreement\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>This collective agreement, which takes effect on 1 March 2020, is binding\nfor the undersigned organisations until it is terminated by one of the parties\nin accordance with the then-current rules, with effect as of 1 March of a year,\nhowever no earlier than 1 March 2023.\u003C\u002Fp>\n\n\u003Cp>TEKNIQ ARBEJDSGIVERNE\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MEMEMPL_txt\">\u003Cp>Henrik Fugmann\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Plumbers’ Union in Denmark and\u003C\u002Fp>\n\n\u003Cp>Plumbers’ Trade Union of 1873\u003C\u002Fp>\n\n\u003Cp>Henrik W. Petersen\u003C\u002Fp>\n\n\u003Cp>This collective agreement, which takes effect on 1 March 2020, is binding\nfor the undersigned organisations until it is terminated by one of the parties\nin accordance with the then-current rules, with effect as of 1 March of a year,\nhowever no earlier than 1 March 2023.\u003C\u002Fp>\n\n\u003Cp>TEKNIQ ARBEJDSGIVERNE\u003C\u002Fp>\n\n\u003Cp>Henrik Fugmann\u003C\u002Fp>\n\n\u003Cp>Dansk Metal\u003C\u002Fp>\n\n\u003Cp>Kjeld Bækkelund Hansen\u003C\u002Fp>\n\n\u003Ch2 id=\"L2500\">Annex 1 - Danish Holidays Act, effective as of 1 September\n2020\u003C\u002Fh2>\n\n\u003Ch2 id=\"L2502\">Annex 2 - Inequity in setting pay\u003C\u002Fh2>\n\n\u003Cp>The parties agree that it is a prerequisite that there can and shall be\ndeviations from the minimum payment rate of the Collective Agreement, as this\nis a “moveable” pay system.\u003C\u002Fp>\n\n\u003Cp>Thus, it is natural in setting wages pursuant to Section 3 of the Plumbing\nCollective Agreement that consider- ation shall be given to employees’\nspecialist skills, the nature of the work as well as the scope of piecework in\nrespect of the employee in question. Furthermore, consideration shall be given\nto the demands of the work on the person performing the task, including any\ndiscomfort associated with undertaking the work.\u003C\u002Fp>\n\n\u003Cp>The organisations have the right to object in cases where generalised\ninequity is deemed to exist.\u003C\u002Fp>\n\n\u003Cp>The Parties agree that one of the prerequisites for the existence of\ninequity is that the individual company’s pay level is considerably lower\nthan the pay level of comparable companies in the industry.\u003C\u002Fp>\n\n\u003Cp>The Parties agree that, seen in isolation, a considerable deviation from the\ngeneral, average pay within the industry is not sufficient to establish\ninequity. It is a prerequisite that companies are comparable within the same\nindustry and geographical setting.\u003C\u002Fp>\n\n\u003Ch3 id=\"L6090\">Disputes\u003C\u002Fh3>\n\n\u003Cp>Any disputes in the matter of whether inequity is present can be dealt with\nin accordance with the rules on industrial disputes in the Mandate for the\ncommittee on social dumping in Annex 10. An ensuing industrial procedure case\nmay be introduced against the backdrop of a current works site.\u003C\u002Fp>\n\n\u003Cp>At a fast-track mediation meeting, the Parties seek to reach agreement\nregarding whether and, if so, to what extent inequity is present. The procedure\ncan be concluded if the Parties reach agreement.\u003C\u002Fp>\n\n\u003Cp>If it is not possible during the industrial procedure to reach agreement on\ninequity, the case can be passed to an industrial tribunal, which will take a\nstance on whether inequity is present. If possible, industrial arbitration\nshould take place within one month.\u003C\u002Fp>\n\n\u003Cp>If inequity is ascertained, the Parties may seek to negotiate, possibly with\nsubsequent industrial procedure according to the same principles as for local\nagreements, to reach agreement on how to end the inequity.\u003C\u002Fp>\n\n\u003Ch2 id=\"L2524\">Annex 3 - Transition to a new Danish Holidays Act, including a\nnew scheme for extra days off and childcare days\u003C\u002Fh2>\n\n\u003Ch3 id=\"L2526\">1.Extra days off\u003C\u002Fh3>\n\n\u003Cp>The employee is allocated 3.33 extra days off as of 1 May 2020, to be taken\nbefore that. 31 December 2020. Extra days off are paid via the public holidays\naccount with advance payment, cf. Section. 16. Employment based on the terms\nand conditions of a permanent position pursuant to Section 25 are paid the\nusual pay from the savings account where there is sufficient coverage.\u003C\u002Fp>\n\n\u003Cp>The extra days off can be scheduled according to the same rules as for the\nscheduling of remaining holiday; see the Danish Holidays Act. Irrespective of\nchanges in job, no more than 3.33 extra days off may be taken in the\ntransitional period.\u003C\u002Fp>\n\n\u003Cp>Extra days off days can be taken in hours.\u003C\u002Fp>\n\n\u003Cp>In connection with the last payment of wages for the month of December, any\nremaining amount for public holiday days, collectively agreed days off and\nextra days off is paid to the employee, unless the employee has expressed a\ndesire before 30 November that the remaining amount - or portion thereof - is\npaid as an ex- traordinary pension contribution.\u003C\u002Fp>\n\n\u003Cp>For employees in employment based on the terms and conditions of a permanent\nposition pursuant to Sec- tion 25, if the employee who is employed based on the\nterms and conditions of a permanent position is not employed by the company\nthroughout the transitional period, either due to hiring or resignation, the\nextra days off are calculated in proportion to the employment during the\ncalendar year. Note, however, that, irre- spective of the time of leaving\nduring the period, the account for the employee with employment based on the\nterms and conditions of a permanent position will only be settled at the last\npayment of wages in December.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2538\">2.Childcare days\u003C\u002Fh3>\n\n\u003Cp>Employees who are entitled to a child’s first sick day off will be\nentitled to 1.66 childcare days from 1 May 2020 to 31 December 2020. The\nemployee can have a maximum of 1.66 childcare days in the transitional period,\nirrespective of the number of children the employee has. This rule shall apply\nto children under 14 years of age.\u003C\u002Fp>\n\n\u003Cp>Childcare days can be taken in hours.\u003C\u002Fp>\n\n\u003Cp>These days shall be deployed by agreement with the company and the employee,\ntaking due account of the interests of the company.\u003C\u002Fp>\n\n\u003Cp>Wages are not paid for a childcare day off, but the employee may receive an\namount from his\u002Fher public holi- days\u002Faccrual account.\u003C\u002Fp>\n\n\u003Ch2 id=\"L2548\">Annex 4 - Labour market pension\u003C\u002Fh2>\n\n\u003Ch3 id=\"L2550\">Purpose\u003C\u002Fh3>\n\n\u003Cp>The purpose of the pension scheme is to provide security for the member and\nany surviving relatives of the member, in the event of the member’s death,\ndisability or retirement.\u003C\u002Fp>\n\n\u003Cp>The parties agree that the pension scheme is part of the Plumbing Collective\nAgreement.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2556\">Pension\u003C\u002Fh3>\n\n\u003Cp>Employees employed in accordance with the Plumbing Collective Agreement are\ncovered by the occupational labour scheme established in PensionDanmark, in\naccordance with the protocol of 17 January 1992.\u003C\u002Fp>\n\n\u003Cp>The joint pension scheme is established with effect from 01 January 1993 for\nemployees in the construction industry.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2562\">Age and seniority requirements\u003C\u002Fh3>\n\n\u003Cp>The employer must pay pension contributions for employees who are 20 years\nold, and who have worked for at least 6 months under a collective agreement\nbetween the aforementioned employers’ associations and trade unions. However,\nfor skilled employees over 20 years of age, apprenticeship time is included in\nthe cal- culation of seniority.\u003C\u002Fp>\n\n\u003Cp>If the employee is admitted to this pension scheme or in a similar\ncollectively agreed occupational pension scheme in a previous employment\nrelationship, the employee is entitled to pension contributions from the first\nday of employment.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2568\">Registration and documentation\u003C\u002Fh3>\n\n\u003Cp>The employer must register when the employed employee has been employed in\nthe company for more than 6 months. With effect from the first pay period\nthereafter, payment of the collectively agreed pension contri- bution is made\nto the employee in question.\u003C\u002Fp>\n\n\u003Cp>If necessary, the employee must document employment in the industry or\nprevious employment in a position covered by this other pension schemes. The\ndocumentation can take the form of payslips or declarations from the former\nemployer and must relate to employment relationships within the past 5\nyears.\u003C\u002Fp>\n\n\u003Cp>If the employee can present such documentation, the employer must pay the\ncollectively agreed pension con- tribution for the employee in question with\neffect from the time of hiring or no later than when the 6 months’ industry\nseniority has been earned.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2576\">Pension contribution\u003C\u002Fh3>\n\n\u003Cp>The pension contribution is set as a percentage of the A-taxable income. The\namount of the contribution is specified in Section 4(1) of the collective\nagreement.\u003C\u002Fp>\n\n\u003Cp>The employer must withhold the employee’s own contribution and pay the\ntotal pension contribution to Pen- sionDanmark once monthly, no later than on\nthe 10th day of the following month.\u003C\u002Fp>\n\n\u003Cp>The individual has the opportunity to increase his own pension\ncontribution.\u003C\u002Fp>\n\n\u003Ch2 id=\"L2584\">Annex 5 - Work sharing\u003C\u002Fh2>\n\n\u003Cp>The agreement on work sharing cannot be concluded for work that is\nspecifically remunerated as piecework.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2588\">Temporary reduction of working hours (work sharing)\u003C\u002Fh3>\n\n\u003Cp>1.Temporary reduction of the weekly working hours can be implemented on the\nconditions below, when there is local agreement on such reduction, and the\nsubmitted application is approved by the organisations. The submitted\napplication must contain the CPR number and name of the employees covered by\nthe ap- plication.\u003C\u002Fp>\n\n\u003Cp>The employer is obliged to inform the job centre in accordance with the\napplicable rules (no later than one week before the scheme comes into\nforce).\u003C\u002Fp>\n\n\u003Ch3 id=\"L2594\">Notice and scope\u003C\u002Fh3>\n\n\u003Cp>2.The work sharing scheme must involve either a company as a whole, a\ncompany branch, or a specific pro- duction unit in the company.\u003C\u002Fp>\n\n\u003Cp>The work sharing scheme can be established in the following ways, in\naccordance with the Executive Order on Supplementary Unemployment Benefit:\u003C\u002Fp>\n\n\u003Cp>•1 week’s unemployment and 1 week’s work\u003C\u002Fp>\n\n\u003Cp>•2 or 3 days’ unemployment per week\u003C\u002Fp>\n\n\u003Cp>•1 week’s unemployment and 2 weeks’ work\u003C\u002Fp>\n\n\u003Cp>It is not permitted to establish a work sharing scheme in which the daily\nworking hours are reduced, or where the unemployment applies for less than 2\ndays per week.\u003C\u002Fp>\n\n\u003Cp>An employee can participate in a work sharing scheme for a maximum of 13\nweeks within a period of 12 con- secutive months. Further work sharing requires\nthe approval of the Regional Employment Committee.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2610\">Hiring and dismissal\u003C\u002Fh3>\n\n\u003Cp>3.Additional labourers may not be engaged while a work sharing scheme is in\neffect. However, this excludes the employees - or replacements for these\nemployees - who have resigned during the work sharing. During the work sharing,\nthe employee’s obligation to provide notice of resignation becomes void. Nor\nis it possible to dismiss employees while work sharing is in effect.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2614\">Changes and termination\u003C\u002Fh3>\n\n\u003Cp>4.The work sharing scheme must normally be changed or terminated with at\nleast the same notice as that observed with its implementation (one week).\u003C\u002Fp>\n\n\u003Cp>Notice of termination of schemes must be provided in writing to the\norganisations prior to termination. Changes to schemes must be approved by the\norganisations according to the same rules as those applying upon the\nimplementation of schemes.\u003C\u002Fp>\n\n\u003Cp>Termination and changes to existing schemes can be done by branch,\nregardless of whether the scheme was established for the entire company.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2622\">Rush orders\u003C\u002Fh3>\n\n\u003Cp>5.However, if unexpected rush orders make it necessary to transfer to full\nworking hours, this can be done with one day’s notice, and the notification\nof this must be immediately sent to the organisations.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2626\">Overtime\u003C\u002Fh3>\n\n\u003Cp>6.The applicable working hours pursuant to a scheme determines the normal\nworking hours for the individual employee. If an employee is assigned to work\nin excess of that planned for him through the scheme, this is considered\novertime and is to be paid as such.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2630\">Scope\u003C\u002Fh3>\n\n\u003Cp>7.Reduced weekly working hours (work sharing) can, on the basis of\nreasonable operational justification, be implemented for one or more branches\nof a company without necessarily impacting the working hours, etc., of other\nbranches in the same company.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2634\">Training\u003C\u002Fh3>\n\n\u003Cp>8.Training must be discussed before an application on work sharing is\nsubmitted.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2638\">Special provisions\u003C\u002Fh3>\n\n\u003Cp>If the work sharing scheme includes trade union representatives and\u002For\nsafety representatives, their protec- tions under the collective agreement\nremain in force during periods of release.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2 id=\"L2642\">Annex 6 - Protocol regarding working environment committee\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>The organisations agree that the working environment is an important element\nin the daily work. To ensure employee safety and health, compliance with the\nthen-current rules regarding working environment is a ne- cessity. Likewise,\nalertness and attention to the physical and psychological working conditions,\nwhich can con- tribute to improving the level in the company or industry, is of\ngreat importance.\u003C\u002Fp>\n\n\u003Cp>The organisations therefore agree to encourage both employees and the\ncompany’s management to enter into constructive cooperation with the aim of\nensuring a high standard of safety and health.\u003C\u002Fp>\n\n\u003Cp>The organisations also agree that it is still the company’s management,\nwhich in accordance with the applicable rules, who is responsible for ensuring\nthat the individual employee is able to perform his work in accordance with\nthese rules. Thus, the employer must provide the necessary safety measures and,\nas needed, instruct employees in the performance of work.\u003C\u002Fp>\n\n\u003Cp>The organisations also agree that the employees have a duty to contribute to\nensuring that the working con- ditions within their area of work are suitable\nin terms of safety and health. If an employee, despite the com- pany’s\ninstructions and the presence of the necessary safety equipment, still ignores\nclear and well-known working environment rules, this must be considered to be a\nserious violation of the employment relationship, and in which case can have\nconsequences under employment law.\u003C\u002Fp>\n\n\u003Cp>To promote good development in the area, the organisations appoint a working\nenvironment committee which is structured as a joint committee.\u003C\u002Fp>\n\n\u003Cp>The primary task of the working environment committee is to contribute to\nreducing the number of work injuries, occupational ailments and sick days.\u003C\u002Fp>\n\n\u003Cp>Ifone of the organisations is notified through a\nconstituency\u002Fbranch\u002Femployer ofa working environment problem that could not be\nresolved locally, the organisations’ working environment committee can be\nbrought in to resolve the problem. The committee’s solution model must be\nfollowed by the parties. In the event of non- compliance, the matter can be\npursued in the labour courts or otherwise. If, during the processing of a case\nin the Working environment committee, the Danish Working Environment Authority\nis contacted regarding the case, the committee can decide to close the case.\u003C\u002Fp>\n\n\u003Cp>The working environment committee also has the important task of conveying\ninformation about a good work- ing environment. This includes information in\ntrade journals, pamphlets and information meetings. By guiding the company’s\nmanagement and employee representatives to training in working environment\nissues that goes beyond the working environment training required by law. By\ndrawing attention to new technology, prod- uct development and a different\norganisation of work that improves the working environment. By having a close\ncooperation with the training institutions that offer continuing training in\nthe plumbing field and the institutions that offer the industry’s\napprenticeship training.\u003C\u002Fp>\n\n\u003Cp>The working environment committee must also work to ensure that regulation\nof working environment in the industry is adjusted in a way that is manageable\nfor the companies and the employees.\u003C\u002Fp>\n\n\u003Cp>The costs of implementing the various activities is financed, as far as\npossible, wholly or partially with external funds through the public sector\ncontributions to the organisations’ working environment activities,\nincluding\u003C\u002Fp>\n\n\u003Cp>the Industry Working Environment Committee for Construction and Engineering.\nIf this is not possible, the organisations will cover the costs jointly.\u003C\u002Fp>\n\n\u003Cp>The organisations will bear their own costs for the committee members’\nparticipation in the committee’s meetings.\u003C\u002Fp>\n\n\u003Ch2 id=\"L2668\">Annex 7 - Night work and health assessments\u003C\u002Fh2>\n\n\u003Cp>In connection with the implementation of the EU Working Time Directive, the\nparties specified below have concluded the following agreement on night\nwork:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>The companies must ensure that night workers are offered free health\nassessments before beginning employ- ment with night work and subsequently at\nregular intervals.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>The companies must also ensure that night workers who suffer health problems\nthat are proven to be due to their performance of night work must, when\npossible, be transferred to day work that suits them.\u003C\u002Fp>\n\n\u003Cp>Night work is understood as an employee who normally performs at least 3\nhours of the daily working hours during the night period, or is expected to\nperform a specifically agreed portion of the annual working hours during the\nnight period.\u003C\u002Fp>\n\n\u003Cp>The agreement does not change the rules of the collective agreement on night\nwork, including payment for night work.\u003C\u002Fp>\n\n\u003Ch2 id=\"L2680\">Annex 8 - Circumvention of the collective agreement\u003C\u002Fh2>\n\n\u003Cp>The parties agree that it can be considered a circumvention of the\ncollective agreement if independent com- panies perform a specific job in an\nemployee-like employment relationship (so-called “arms and legs compa-\nnies”) and this is in violation of labour law and industrial practices.\u003C\u002Fp>\n\n\u003Cp>However, it is not considered to be a circumvention of the collective\nagreement when two or more companies in an actual business relationship enter\ninto an agreement on a specific job, or where a subcontractor or a specialist\ncompany engages employees to perform the work.\u003C\u002Fp>\n\n\u003Cp>Disputes as to whether there is circumvention of the collective agreement\ncan be handled in accordance with the rules of labour law.\u003C\u002Fp>\n\n\u003Cp>In assessing whether there is a circumvention of the provisions of the\ncollective agreement, guiding elements may include whether the independent\ncompany exercises the right of management for performance of the work, whether\nthe independent company is responsible for the quality of the work, and whether\nthe inde- pendent company is financially liable and bears the financial risk of\nthe work, and whether the independent company participates in the statutory\nworking environment organisation at the worksite\u002Fworkplace.\u003C\u002Fp>\n\n\u003Ch2 id=\"L2690\">Annex 9 - Committee work relating to hiring out employees and\nidentification of the development of other ways of working\u003C\u002Fh2>\n\n\u003Cp>The parties agree that the Danish labour market model is based on the\nwage-earner’s employment conditions being covered by the parties’\ncollective agreements.\u003C\u002Fp>\n\n\u003Cp>In connection with general developments in new ways of working - e.g. hiring\nout employees, freelance, arms and legs companies and two-sided markets - the\nparties agree to appoint a committee.\u003C\u002Fp>\n\n\u003Cp>The purpose of the committee is to identify the development in such forms of\nwork with a view to retaining the collective agreement system as the basic\ncondition of collaboration between the parties.\u003C\u002Fp>\n\n\u003Cp>The committee will be appointed as soon as possible after the collective\nagreement negotiations and will work through the period covered by the\ncollective agreement or until the parties resolve by consensus to conclude this\nwork.\u003C\u002Fp>\n\n\u003Ch2 id=\"L2700\">Annex 10 - Mandate on social dumping\u003C\u002Fh2>\n\n\u003Cp>In the 2010 Collective Agreement negotiations, protocols were drawn up on\nsocial dumping, circumvention of the collective agreement and subcontracting.\nThe aim of these protocols is to avoid circumvention of the col- lective\nagreement, and for this reason a joint committee has been established to\nmonitor developments and ensure there is intervention in respect of any\ncompanies or employees entering into agreements that circum- vent the\ncollective agreement.\u003C\u002Fp>\n\n\u003Cp>The committee meets at least twice a year, or when either Party ascertains\nan instance of possible circumven- tion of the collective agreement. The\ntwice-yearly meetings are agreed as part of the normal meetings calendar\nbetween TEKNIQ Arbejdsgiverne and the Plumbers’ Union in Denmark\u002Fthe Danish\nMetalworkers’ Union, while ad hoc meetings to clarify specific matters are\narranged at the earliest opportunity.\u003C\u002Fp>\n\n\u003Cp>There is consensus that the committee is to be summoned for an extraordinary\nmeeting in the following cir- cumstances:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•When either Party ascertains that non-Union\ncompanies\u002Femployees are carrying out work covered by the collective agreement\nand the company\u002Femployee in question refuses to disclose information on the\nterms and conditions of employment.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•If either Party has grounds to suspect that the\nprovisions of the Plumbers’ Collective Agreement, includ- ing the aforesaid\nannexes, are being circumvented\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•If a TEKNIQ Arbejdsgiverne company contributes\nto social dumping\u003C\u002Fp>\n\n\u003Cp>If at a meeting of the professional bodies (possibly by telephone or e-mail)\nit is shown to be probable that a TEKNIQ Arbejdsgiverne company is involved in\nsocial dumping, a fast-track procedure will be set in motion in the industrial\nprocedure system, whereby a mediation meeting shall take place at the\ncompany’s address within 48 hours, unless otherwise agreed.\u003C\u002Fp>\n\n\u003Cp>If it is ascertained at the meeting that social dumping is occurring, and\nagreement is not reached on how to bring this to an end, there is a consensus\nthat the matter can immediately be fast-tracked via industrial arbi- tration;\nideally, this should take place within 2 weeks after the mediation meeting.\u003C\u002Fp>\n\n\u003Cp>If it is a matter of social dumping committed by non-Union companies, TEKNIQ\nArbejdsgiverne will contact the company in question with a view to setting up a\nmeeting with the participation of TEKNIQ Arbejdsgiverne and the Plumbers’\nUnion in Denmark\u002Fthe Danish Metalworkers’ Union as well as to give guidance\nand, if possible, include the company as a member and thus get the work covered\nby the collective agreement.\u003C\u002Fp>\n\n\u003Cp>If the company fails to respond to TEKNIQ Arbejdsgiverne’s enquiry or\nfails to comply with the guidelines presented, TEKNIQ Arbejdsgiverne will give\nits full backing to any militant action the Union side may take in the\nmatter.\u003C\u002Fp>\n\n\u003Ch2 id=\"L19332\">Annex 11 – Foreign labour \u003C\u002Fh2>\n\n\u003Cp>With a view to counteracting social dumping, the parties to the collective\nagreement have entered into the following agreement on dealing with disputes\nabout foreign employees’ pay and working conditions when working in\nDenmark:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1.The parties to the collective agreement encourage\nthe company, before engaging on foreign subcon- tractors to perform work at the\ncompany’s workplaces\u002Fworksites in Denmark, to inform the trade union\nrepresentative and present all relevant background information about the\nsubcontractors, such as the work they are to undertake and the expected\nduration.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">2.The local parties can request a local meeting at\nthe earliest opportunity at which, as soon as possible, all relevant background\ninformation is presented - or, where not immediately available - obtained, if\nthere is any doubt about pay and employment conditions for foreign\nemployees.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">3.Notwithstanding whether local discussions have\ntaken place pursuant to subsection 1 and\u002For subsec- tion 2, TEKNIQ\nArbejdsgiverne or the unions can enquire of the counterpart organisation if\nmatters come to light that can be predicted to lead to problems or\ndisagreements.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">4.Such enquiries must result in a meeting between\nthe parties to the collective agreement in accord- ance with the rules in the\nmandate in Annex 10, unless the local parties are able to resolve the dispute\nbeforehand. Representatives of the parties involved may participate.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">5.All relevant background information must be\npresented or obtained as quickly as possible.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">6.TEKNIQ Arbejdsgiverne’s member companies that\nemploy foreign labour must incorporate this into the company’s pay level, and\nother conditions of the collective agreement must be complied with.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">7.Where a foreign company is involved in a contract\nfor a TEKNIQ Arbejdsgiverne member company, and where the company in question\nis not covered by the collective agreement, the parties will like- wise seek a\nnegotiated solution in order to avoid triggering collective militant action. In\nsuch situations, the Parties agree that the company can be included in TEKNIQ\nArbejdsgiverne, even if a conflict has been announced or notified. If the\nconflict is established, Section 2(6) of the master agreement applies. The\nunions undertake to give at least 14 calendar days’ notice of conflict. A\ncopy must be provided to TEKNIQ Arbejdsgiverne.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">8.If, during the negotiations or subsequently, the\nforeign company is accepted as a member of TEKNIQ Arbejdsgiverne, the pay level\nmust be assessed and adjusted to the necessary extent, potentially with the\nparticipation of the organisations.\u003C\u002Fp>\n\n\u003Ch2 id=\"L19340\">Annex 12 – Subcontracts\u003C\u002Fh2>\n\n\u003Cp>The companies should implement provisions in the contractor agreements\nstipulating that the subcontractor must be covered by the collective agreements\nunder the Danish Confederation of Trade Unions applicable to the given\ncontractor agreement in relation to the employees who perform the work, and\nthat it is considered material breach of the contractor agreement to not comply\nwith this requirement.\u003C\u002Fp>\n\n\u003Cp>It is agreed that the above contract provision means that work stoppages\naiming to secure a collective agree- ment can be avoided, as the subcontractor\nis hereby covered by a collective agreement.\u003C\u002Fp>\n\n\u003Cp>If the union proves circumstances that give rise to a presumption that the\nprovisions of the collective agree- ment are not respected, the union will\nimmediately contact TEKNIQ Arbejdsgiverne to initiate handling of the matter\naccording to labour law.\u003C\u002Fp>\n\n\u003Cp>In connection with the above-mentioned handling, it is incumbent on the\nsubcontractor to prove compliance with the provisions of the collective\nagreement.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch2 id=\"L2748\">Annex 13 - Protocol outside the agreement for the supply and use\nof safety footwear\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>TEKNIQ Arbejdsgiverne, the Plumbers’ Union in Denmark and the Danish\nMetalworkers’ Union hereby con- clude the following agreement on safety\nfootwear for members of the unions who are employed by TEKNIQ\nArbejdsgiverne’s member companies.\u003C\u002Fp>\n\n\u003Cp>The following agreement on the use and provision of safety footwear is\nconcluded and will take effect upon renewal of the collective agreement between\nthe above-mentioned organisations.\u003C\u002Fp>\n\n\u003Cp>Upon hiring by the company, suitable safety footwear is purchased by the\ncompany and provided to the em- ployee.\u003C\u002Fp>\n\n\u003Cp>After this time, safety footwear is replaced as needed and by mutual\nagreement.\u003C\u002Fp>\n\n\u003Cp>The basis for renewal is the risk of leg and foot injuries, see the rules of\nthe Danish Working Environment Authority.\u003C\u002Fp>\n\n\u003Cp>Employees must take appropriate care of the provided safety footwear and\nkeep it clean.\u003C\u002Fp>\n\n\u003Cp>Employees are obliged to use the provided safety footwear.\u003C\u002Fp>\n\n\u003Ch2 id=\"L22010\">Annex 14 – Senior agreement\u003C\u002Fh2>\n\n\u003Ch3 id=\"L22017\">a.Senior days off scheme\u003C\u002Fh3>\n\n\u003Cp>From 5 years prior to the state pensionable age from time to time in effect,\nthe employee may enter into a senior scheme.\u003C\u002Fp>\n\n\u003Cp>The purpose of the senior scheme is to give more scope for individual senior\nemployees than is normally the case in employment to have the option of taking\nunpaid time off. The desire for unpaid time off can be accom- modated by giving\nthe employee the right to use payments into the public holiday\u002Fsavings account\nto finance days off - known as senior days off.\u003C\u002Fp>\n\n\u003Cp>When someone takes a senior day off, a payout is made from the public\nholiday\u002Fsavings account of an amount corresponding to sick pay.\u003C\u002Fp>\n\n\u003Cp>If the employee wants to take more senior days off than the balance of the\npublic holidays\u002Fsavings account allows, this can be done by depositing ongoing\npension contributions into the employee’s public holidays\u002Fsav- ings account\ninstead of paying them into the pension scheme. The amount deposited in the\npublic holi- days\u002Fsavings account is reduced by an amount that covers the costs\nof administration of the pension scheme, including the insurance schemes that\ncontinue to apply during employment, even though paying into the pension pot\nhas ceased.\u003C\u002Fp>\n\n\u003Cp>Unless otherwise agreed, no later than 1 November, the employee must inform\nthe company in writing as to whether the employee wishes to enter into a senior\nscheme with senior days off in the coming calendar year, and, if so, what\nproportion of the pension contribution the employee wishes to convert into pay.\nFurthermore, the employee must state how many senior days off the employee\nwishes to take in the upcoming calendar year. This choice is binding on the\nemployee. Nevertheless, the employee has the opportunity to inform the company\nby 1 November each year whether any changes are desired for the upcoming\ncalendar year.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2776\">Option of saving towards payment for senior days off\u003C\u002Fh3>\n\n\u003Cp>The employee and the company may agree that, from five years before the\nsenior scheme can be imple- mented, the employee may save the value of holidays\nand days off not taken. The value of extra days off not taken can then be paid\nout in connection with taking senior days off.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2780\">Administration of senior days off\u003C\u002Fh3>\n\n\u003Cp>The maximum number of senior days off that can be taken equates to the\ncorresponding amount saved.\u003C\u002Fp>\n\n\u003Cp>In the first year of the senior scheme, conversion starts with the pay\nperiod in which the employee is 5 years from the state pension age from time to\ntime in effect.\u003C\u002Fp>\n\n\u003Cp>Unless otherwise agreed, scheduling of senior days off follows the same\nrules that apply to scheduling extra days off.\u003C\u002Fp>\n\n\u003Cp>b.Option of a reduction in working time instead of senior days off\u003C\u002Fp>\n\n\u003Cp>As an alternative to senior days off, the employee and the company may agree\nto a reduction in working hours, e.g. longer work-free periods, permanent\nreduction in weekly working hours, etc.\u003C\u002Fp>\n\n\u003Cp>When agreeing a permanent reduction in weekly working hours, the converted\npension contributions may be paid out continuously as a supplement to wages.\u003C\u002Fp>\n\n\u003Cp>The conversion does not change the existing collectively agreed basis of\ncalculation and is thereby cost-neutral for the company.\u003C\u002Fp>\n\n\u003Cp>The above is just an expression of an editorial change that does not imply\nany change in legal practice.\u003C\u002Fp>\n\n\u003Ch2 id=\"L2798\">Annex 15 - Access to IT facilities for working environment and\ntrade union representatives\u003C\u002Fh2>\n\n\u003Cp>The Parties agree that the trade union representative and the working\nenvironment representative must have the necessary access to IT facilities.\u003C\u002Fp>\n\n\u003Cp>The Executive Order takes effect on 1 June 2020.\u003C\u002Fp>\n\n\u003Ch2 id=\"L2804\">Annex 16 - Working environment representatives’ participation\nin relevant working environment courses\u003C\u002Fh2>\n\n\u003Cp>The Parties agree that, by agreement with the employer, the necessary\nfreedom can be granted to the working environment representative to participate\nin the confederation’s relevant working environment courses.\u003C\u002Fp>\n\n\u003Cp>Access to participate in the confederation’s working environment courses\naffects neither rights nor obligations in relation to the working environment\ntraining enshrined in legislation.\u003C\u002Fp>\n\n\u003Cp>The Parties agree that participation in the confederation’s voluntary\nworking environment courses does not attract payment pursuant to Section 10(1)\nof the Danish Working Environment Act.\u003C\u002Fp>\n\n\u003Cp>The Executive Order takes effect on 1 June 2020.\u003C\u002Fp>\n\n\u003Ch2 id=\"L2814\">Annex 17 - Organisation agreement on data protection\u003C\u002Fh2>\n\n\u003Cp>TEKNIQ Arbejdsgiverne and the Plumbers’ Union in Denmark\u002Fthe Danish\nMetalworkers’ Union agree that the provisions of the collective agreement and\nthe associated procedure must be interpreted and dealt with in accordance with\nthe GDPR (EU 2016\u002F679).\u003C\u002Fp>\n\n\u003Cp>The parties agree that it is necessary to ensure that current practice\nbetween the parties for the collection, storage, processing and provision of\npersonal information pursuant to employment and labour law obligations can\ncontinue.\u003C\u002Fp>\n\n\u003Ch2 id=\"L2820\">Annex 18 - Protocol of understanding on systematic overtime\u003C\u002Fh2>\n\n\u003Cp>The parties agree that the idea behind the model described was to enable\ncompanies with variable production needs, where the local parties have sought\nin vain to achieve a local agreement on varying weekly working hours, to notify\nsystematic overtime in a manner such that, within a period not exceeding 12\nmonths, the systematic overtime would be offset by time off in lieu.\u003C\u002Fp>\n\n\u003Cp>The parties agree to clarify that this model cannot be used as a permanent\nexpansion of the companies’ pro- duction capacity, e.g. in the form of a\nfixed 42-hour working week with ongoing time off in lieu, unless the local\nparties agree to this.\u003C\u002Fp>\n\n\u003Cp>The parties furthermore agree to clarify that this is not a matter of a\nrolling 12-month winding-up period ac- cording to the same principle as\noffsetting with time off in lieu of other overtime, for which the rolling\nperiod is 4 months. On the contrary, this is a matter of a maximum period of 12\nmonths from the establishment of systematic overtime, within which the\nsystematic overtime must be offset as time off in lieu. If the systematic\novertime has already been offset within the 12-month period, the overtime will\nbe deemed to have been offset, and any further systematic overtime notified\nwill run for a new 12-month period.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-green_trigger\">\u003Ch2 id=\"L2828\">Annex 19 - Green revolution\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>The green revolution will imply major challenges for Danish society. The\ninstallation industry plays a central role in this development.\u003C\u002Fp>\n\n\u003Cp>Fossil fuels must be replaced by green energy. Energy consumption must be\nminimised and made more flexible. This requires state-of-the-art installations.\nState-of-the-art technology makes it possible to usher in a more effective\nenergy system in a way that addresses financial needs and the need for\ncomfort.\u003C\u002Fp>\n\n\u003Cp>The installation industry must therefore be ready for these tasks. This\nrequires the necessary skill-sets to be in place.\u003C\u002Fp>\n\n\u003Cp>The industry’s employer and wage-earner organisations will continue and\nstrengthen their work to ensure that apprenticeships and in-service training\nare fit for purpose for tomorrow’s requirements. The organisations will\nfurthermore use informational activities to help raise awareness among\ncompanies and employees regarding future tasks and the skills required. The\norganisations will encourage discussion of these matters in the com- panies and\nat local activities.\u003C\u002Fp>\n\n\u003Ch2 id=\"L2838\">Annex 20 - Committee for the Confederation of Danish\nIndustries’ Agreement for Salaried Employees\u003C\u002Fh2>\n\n\u003Cp>The Parties agree to prepare a Salaried Employees collective agreement in\nthe field of plumbing. Accordingly, a committee will be appointed with 3\nrepresentatives from the employers and the employees.\u003C\u002Fp>\n\n\u003Cp>The remit of the committee during the upcoming collective agreement period\nis to prepare proposals for a salaried employees collective agreement.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-GENEQ_trigger\">\u003Ch2 id=\"L2844\">Annex 21 - Implementation of the Equal Pay Act\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>The parties to the collective agreement agree to implement the Danish Equal\nPay Act in the collective agree- ments.\u003C\u002Fp>\n\n\u003Cp>On this basis, the parties have agreed on the following protocol text:\u003C\u002Fp>\n\n\u003Cp>“Section 1. Pay discrimination on the basis of gender, in violation of the\nrules of this agreement, is not permit- ted. This applies to both direct and\nindirect discrimination.\u003C\u002Fp>\n\n\u003Cp>subsection 2. All employers must provide equal pay to women and men in terms\nof all pay elements and pay conditions, for the same work or for work that is\nattributed the same value. Especially when a professional qualification system\nis used for determining pay, this system must be based on the same criteria for\nmale and female employees and so arranged as to exclude any discrimination on\ngrounds of gender.\u003C\u002Fp>\n\n\u003Cp>subsection 3. The assessment of the value of labour must be based on an\noverall assessment of relevant qual- ifications and other relevant factors.\u003C\u002Fp>\n\n\u003Cp>Section 1 a. Direct discrimination exists where an individual is treated\nless favourably, due to gender, than another person is, has been or would be\ntreated in a similar situation. Any less favourable treatment of a woman in\nconnection with pregnancy and during women’s 14-week leave after birth is\nconsidered to be direct discrimination.\u003C\u002Fp>\n\n\u003Cp>subsection 2. Indirect discrimination exists when a provision, a criteria or\na practice that is apparently neutral would put persons of one gender in a less\nfavourable position than those of another gender, unless the provision,\ncondition or practice in question is objectively based on a legitimate aim and\nthe means for fulfilling this aim are appropriate and necessary.\u003C\u002Fp>\n\n\u003Cp>subsection 3. Pay is the standard base or minimum wage and all other\nbenefits that the employee receives as result of the employment relationship,\ndirectly or indirectly from the employer, in the form of cash or in kind.\u003C\u002Fp>\n\n\u003Cp>Section 2. An employee whose pay is in violation of Section 1 is lower than\nthat of others, is entitled to the difference.\u003C\u002Fp>\n\n\u003Cp>subsection 2. An employee whose rights have been violated as a result of\nwage discrimination based on gender, can be awarded compensation. The\ncompensation will be determined with consideration of the employee’s length\nof employment and the other circumstances of the case.\u003C\u002Fp>\n\n\u003Cp>Section 2 a. A wage earner is entitled to pass on information about his or\nher pay conditions. This information can be passed on to anyone.\u003C\u002Fp>\n\n\u003Cp>Section 3. An employer must not dismiss a wage earner or subject a wage\nearner - including a wage earners’ representative - to unfavourable treatment\nby the employer in response to a complaint, or because the wage earner or the\nwage earners’ representative has submitted a demand for equal pay, including\nequal pay condi- tions, or because the latter has passed on information about\npay. An employer may not dismiss an employee or an employee's representative\ndue to the lodging of a claim pursuant to Section 4(1).\u003C\u002Fp>\n\n\u003Cp>subsection 2. It is incumbent on the employer to prove that a dismissal is\nnot in violation of the rules of sub- section (1). However, if the dismissal\ntakes place more than one year after the employee has lodged a claim\u003C\u002Fp>\n\n\u003Cp>for equal pay, Section 1 only applies if the employee proves actual\ncircumstances that give rise to a presump- tion that the dismissal is in\nviolation of subsection (1).\u003C\u002Fp>\n\n\u003Cp>subsection 3. A dismissed employee can assert a claim for compensation or\nreinstatement. Any reinstatement must be carried out in accordance with the\nprinciples of the Main Agreement. The compensation will be determined with\nconsideration of the employee’s length of employment and the other\ncircumstances of the case.\u003C\u002Fp>\n\n\u003Cp>Section 4. An employer with at least 35 employees must annually prepare pay\nstatistics by gender for groups with at least 10 people of each gender included\nin the calculation according to the 6-digit DISCO code for the purpose of\nconsulting and informing the employees on pay differences between men and women\nat the com- pany. However, this does not apply for companies in the industries\nof agriculture, gardening, forestry and fish- ing. If, due to the company’s\nlegitimate interests, pay statistics showing a breakdown by gender are accepted\nas being confidential, the information must not be passed on.\u003C\u002Fp>\n\n\u003Cp>subsection 2. The gender-specific pay statistics stipulated by subsection\n(1) must be calculated for employee groups with a degree of detail\ncorresponding to the 6-digit DISCO code. The employer is also obliged to\naccount for the statistical design and for the applied definition of pay.\u003C\u002Fp>\n\n\u003Cp>subsection 3. Companies that report to the annual pay statistics from\nStatistics Denmark can, at no charge, request pay statistics by gender, in\naccordance with subsection (1), from Statistics Denmark.\u003C\u002Fp>\n\n\u003Cp>subsection 4. The employer’s obligation to prepare gender-specific pay\nstatistics under subsection (1) become void if the employer enters into an\nagreement with the employees at the company on the preparation of a report. The\nreport must include a description of conditions of importance for the\nremuneration of men and women at the company, specific action-oriented\ninitiatives that can have a duration of up to 3 years, and the specific\nfollow-up on these activities during the period covered by the report. The\nreport must cover all of the company’s employees and is treated in accordance\nwith the rules of the Cooperation Agreement. The report must be completed\nbefore the end of the calendar year in which the obligation to prepare\ngender-specific pay statistics applied.\u003C\u002Fp>\n\n\u003Cp>Section 5. An employee who does not believe that the employer is complying\nwith its obligation to provide equal pay, including equal pay conditions, can,\nunder this agreement, request that the claim be decided through the labour law\nsystem.\u003C\u002Fp>\n\n\u003Cp>subsection 2. If a person who considers himself\u002Fherself wronged pursuant to\nSection 1 proves actual circum- stances that give rise to the presumption that\ndirect or indirect discrimination has taken place, it is incumbent on the other\nparty to prove that the equal treatment principle has not been violated.\u003C\u002Fp>\n\n\u003Cp>Section 6. In cases where the unions find a basis for a based on labour law\nin accordance with the above rules, an inspection can be conducted at the\ncompany with the participation of the organisations before proceedings in the\ncase.\u003C\u002Fp>\n\n\u003Cp>subsection 2. In the event of cases based on labour law, an agreement is\nmade at the mediation meeting, or before this meeting, about what information\nwill be provided to the union for the purpose of assessing the case.\u003C\u002Fp>\n\n\u003Cp>The parties agree that the Danish Equal Pay Act does not subsequently apply\nto the employment relationship covered by the collective agreement between\nthem, and that disputes regarding equal pay must be resolved in the labour law\nsystem.\u003C\u002Fp>\n\n\u003Cp>The parties also agree to incorporate changes in the Equal Pay Act, arising\nfrom any changes to EU law obligations, into this agreement.\u003C\u002Fp>\n\n\u003Ch2 id=\"L2896\">Annex 22 - Proposal for the establishment of an equal pay board\nwithin DA and LO’s common area\u003C\u002Fh2>\n\n\u003Cp>The parties to the collective agreement agree to recommend to DA (the\nConfederation of Danish Employers) and LO (Danish Confederation of Trade\nUnions) that the main organisations establish an equal pay board.\u003C\u002Fp>\n\n\u003Cp>The parties to the collective agreement recommend that the Board is\nestablished as follows:\u003C\u002Fp>\n\n\u003Cp>Overall framework\u003C\u002Fp>\n\n\u003Cp>The Equal Pay Board will be established according to the model known from\nthe Dismissals Board.\u003C\u002Fp>\n\n\u003Cp>The Committee shall be empowered to decide in matters concerning the\nconstruction and understanding of, as well as any violations of, the Equal Pay\nAct or the implementation of the provisions of the Act into the collective\nagreement.\u003C\u002Fp>\n\n\u003Cp>Cases that relate to implementation shall be brought before the Committee\nunless already covered by the rule in Section 11(2) and Section 22(1) of the\nLabour Court Act.\u003C\u002Fp>\n\n\u003Cp>The Board must initially be able to decide disputes regarding the central\nprovisions of the act, namely Section 1(1) to 1(3) and Section 3.\u003C\u002Fp>\n\n\u003Cp>Matters regarding Section 5a(4) of the act and similar agreement provisions\nmust be primarily resolved in accordance with the rules of the Cooperation\nAgreement. Only legal disputes in the form of disputes regarding breaches or\ninterpretation of the provision may be brought before the Board.\u003C\u002Fp>\n\n\u003Cp>The parties agree to seek to establish a unified system of sanctions.\u003C\u002Fp>\n\n\u003Cp>If a case contains elements that concern both a violation and interpretation\nof the equal pay rules and other elements of the collective agreement at the\nsame time, the Board can also consider these other elements of the collective\nagreement. If such other elements of the collective agreement require a very\nspecific knowledge of the collective agreement, they can, upon demand, be\nreferred to independent handling in the labour court system.\u003C\u002Fp>\n\n\u003Cp>Cases cannot be brought before the Board until the usual avenues for\nnegotiation in the labour law system have been exhausted. This means that a\nlocal negotiation, mediation meeting and organisation meeting must have been\ncompleted. In addition, a preparatory meeting should be held under the auspices\nof the Board, corresponding to the meeting that is known from the Dismissals\nBoard.\u003C\u002Fp>\n\n\u003Cp>The parties to the collective agreement agree that the deadlines applying\nfor case handling in the Dismissals Board are not expedient in equal pay cases,\nwhich often entail a large amount of facts. Therefore, there is agreement that\nit is expedient to utilise different deadlines, which better balance the need\nfor a quick decision and the need for appropriate consideration of the\ncases.\u003C\u002Fp>\n\n\u003Cp>The parties agree to seek to establish such a board during the collective\nagreement period.\u003C\u002Fp>\n\n\u003Cp>Such a board will be established in accordance with the above guidelines,\nwith the necessary adjustments.\u003C\u002Fp>\n\n\u003Ch2 id=\"L2926\">Annex 23 - TEKNIQ Arbejdsgiverne and 3F - United Federation of\nDanish Workers\u003C\u002Fh2>\n\n\u003Cp>TEKNIQ Arbejdsgiverne and 3F accede to the applicable collective agreement\nof 1 March 2020 between TEKNIQ Arbejdsgiverne and the Danish Metalworkers’\nUnion, with accompanying protocols - with the following excep- tions, changes\nand additions.\u003C\u002Fp>\n\n\u003Cp>Section 3(1): Minimum wage for young employees under 18\u003C\u002Fp>\n\n\u003Cp>From the beginning of the pay period in which the following start dates are\nincluded, the minimum wage for young employees per hour totals:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">As of 1 March 2020, DKK 70.35\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">As of 1 March 2021, DKK 71.80\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">As of 1 March 2022, DKK 73.20\u003C\u002Fp>\n\n\u003Cp>No service supplement in accordance with Section 3(3) of the collective will\nbe paid.\u003C\u002Fp>\n\n\u003Cp>Subsection 1: Minimum wage for adult workers\u003C\u002Fp>\n\n\u003Cp>From the beginning of the pay period in which the following start dates are\nincluded, the minimum wage per hour totals:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">As of 1 March 2020 DKK 122.10\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">As of 1 March 2021 DKK 124.60\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">As of 1 March 2022 DKK 127.10\u003C\u002Fp>\n\n\u003Cp>In addition to the minimum wage and after turning 18 years of age, a service\nsupplement in accordance with Section 3(30) will be paid of\u003C\u002Fp>\n\n\u003Cp>DKK 10 per hour\u003C\u002Fp>\n\n\u003Cp>In special cases:\u003C\u002Fp>\n\n\u003Cp>If the employer can document that an agreement has been concluded regarding\ntrial employment with the aim of establishing an apprenticeship in accordance\nwith the Apprentice provisions agreed between the Plumb- ers’ Union in\nDenmark and the Danish Metalworkers’ Union on one side and the respective\nprofessional com- mittees on the side of the employers, in accordance with\nthese provisions no service supplement will be paid. This applies even if the\nemployee in question is over the age of 18.\u003C\u002Fp>\n\n\u003Cp>The agreement must specify that the employment relationship is established\nwith a mutual declaration that the employment is established as a trial\nperiod.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>Employment in a trial period cannot exceed 1 year maximum after the\ncommencement of the employment relationship.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>After this period - or upon interruption of the employment relationship as a\ntrial period within 1 year - the general provisions on payment of service\nsupplement automatically take effect for employees aged 18 or older.\u003C\u002Fp>\n\n\u003Cp>Section 22(1): Piecework obligation\u003C\u002Fp>\n\n\u003Cp>The pipe price list, district heating price list and national schedule of\nwages for plumber work in Denmark do not apply in the agreement with 3F, unless\nthe local parties so agree.\u003C\u002Fp>\n\n\u003Cp>This collective agreement applies from 1 March 2020, and notice of\ntermination cannot be given with effect before 1 March 2023.\u003C\u002Fp>\n\n\n",{"cbadate_start":42,"CBA_MEMEMPL_txt":46,"LOWWAGE_trigger":49,"HARDSHIP_trigger":53,"pensionfund":56,"hourspweek":59,"hoursovertimemax":62,"CONSIGN_trigger":66,"overtimeallowancetype_general":70,"overtimeallowancetype":74,"NOCTPREM_trigger":77,"sicknessmaxdaysnr":81,"disabilitypay":84,"paidmaternityleave":88,"childcare":92,"paidpaternityleaveduration":95,"holidaysdays":98,"bankholidays1":101,"TRAINING_trigger":104,"apprenticeships":107,"healthandsafetypolicy":111,"hivpolicy":115,"protectiveclothing":119,"green_trigger":123,"GENEQ_trigger":126,"SUNDAY_trigger":130,"contracttrial":133,"paidmaternityleaveduration":137},{"bindId":43,"name":44,"text":45},"cbadate_start","Section 32- Duration of the collective a","Section 32- Duration of the collective agreement",{"bindId":47,"name":48,"text":48},"CBA_MEMEMPL_txt","Henrik Fugmann",{"bindId":50,"name":51,"text":52},"LOWWAGE_trigger","As of 1 March 2022, the minimum wage is ","As of 1 March 2022, the minimum wage is DKK 127.10\nper hour ",{"bindId":54,"name":55,"text":55},"HARDSHIP_trigger","Subsection 6: Dirt supplement",{"bindId":57,"name":58,"text":58},"pensionfund","Section 4 - Pension",{"bindId":60,"name":61,"text":61},"hourspweek","Subsection 1: The weekly working hours",{"bindId":63,"name":64,"text":65},"hoursovertimemax","The working hours in any given week must","The working hours in any given week must not exceed 50 hours. An agreement\ncan be made regarding working hours of less than 7 hours per day.",{"bindId":67,"name":68,"text":69},"CONSIGN_trigger","b)forstandbyhoursonSundays, public holid","b)forstandbyhoursonSundays, public holidays and\ndaysoff, the hourlysupplementisDKK27.50",{"bindId":71,"name":72,"text":73},"overtimeallowancetype_general","As of 1 March 2022, the supplement is DK","As of 1 March 2022, the supplement is DKK 41.80",{"bindId":75,"name":72,"text":76},"overtimeallowancetype","As of 1 March 2022, the supplement is DKK 117.15",{"bindId":78,"name":79,"text":80},"NOCTPREM_trigger","As of 1 March 2022, an hourly supplement","As of 1 March 2022, an hourly supplement is payable of DKK 45.20",{"bindId":82,"name":83,"text":83},"sicknessmaxdaysnr","Subsection 1: Illness",{"bindId":85,"name":86,"text":87},"disabilitypay","Subsection 1: Pay in the event of injury","Subsection 1: Pay in the event of injury and occupational-related\nillness",{"bindId":89,"name":90,"text":91},"paidmaternityleave","Section 13- Pregnancy, maternity and pat","Section 13- Pregnancy, maternity and paternity leave\n\nSubsection 1: Pregnancy and maternity leave",{"bindId":93,"name":94,"text":94},"childcare","Section 14- Child’s first day of illness",{"bindId":96,"name":97,"text":97},"paidpaternityleaveduration","Subsection 2: Paternity leave",{"bindId":99,"name":100,"text":100},"holidaysdays","Section 15- Holiday",{"bindId":102,"name":103,"text":103},"bankholidays1","Section 17- Public holidays",{"bindId":105,"name":106,"text":106},"TRAINING_trigger","Section 18 - In-service training",{"bindId":108,"name":109,"text":110},"apprenticeships","Section 26 - Pay and working conditions ","Section 26 - Pay and working conditions for apprentices",{"bindId":112,"name":113,"text":114},"healthandsafetypolicy","Annex 6 - Protocol regarding working env","Annex 6 - Protocol regarding working environment committee",{"bindId":116,"name":117,"text":118},"hivpolicy","The companies must ensure that night wor","The companies must ensure that night workers are offered free health\nassessments before beginning employ- ment with night work and subsequently at\nregular intervals.",{"bindId":120,"name":121,"text":122},"protectiveclothing","Annex 13 - Protocol outside the agreemen","Annex 13 - Protocol outside the agreement for the supply and use\nof safety footwear",{"bindId":124,"name":125,"text":125},"green_trigger","Annex 19 - Green revolution",{"bindId":127,"name":128,"text":129},"GENEQ_trigger","Annex 21 - Implementation of the Equal P","Annex 21 - Implementation of the Equal Pay Act",{"bindId":131,"name":132,"text":132},"SUNDAY_trigger","Subsection 2: Other hours",{"bindId":134,"name":135,"text":136},"contracttrial","Employment in a trial period cannot exce","Employment in a trial period cannot exceed 1 year maximum after the\ncommencement of the employment relationship.",{"bindId":138,"name":139,"text":140},"paidmaternityleaveduration"," Female employees, under the same condit"," Female employees, under the\nsame conditions as specified in subsection (1a), are entitled to maternity\nleave from 4 weeks before the expected date of birth (pregnancy leave) and\nuntil 14 weeks after the birth (maternity leave).","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>DNK TEKNIQ - 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: → Bygge- og anlægsvirksomhed, teknisk rådgivning\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Navn på industri: → VVS- og blikkenslagerforretninger, installation af varme- og airconditioninganlæg  \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: → TEKNIQ\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Navne på fagforeninger: → \n\n                \n                    \n                    \u003Cspan>\n                        FH - Blik og Rørarbejderforbundet, LO - Blik- og Rørarbejderforbundet og Rør- og Blikkenslagernes Fagforening\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SIKKERHED OG PENSIONER\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Arbejdsgiver bidrager til pensionskasse for medarbejdere: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Arbejdsgiver bidrager til en handicapfond for medarbejdere: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Arbejdsgiver bidrager til arbejdsløshedskasse for medarbejdere: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">UDDANNELSE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Uddannelsesprogrammer: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Lærlingeuddannelse: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Arbejdsgiver bidrager til en uddannelsesfond for medarbejdere: → Ja\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SYGDOM OG HANDICAP\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maksimal antal betalte sygeorlovsdage: → 63 dage\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Bestemmelser om tilbagevenden efter langtidssygdom, fx cancerbehandling: → Nej\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Betalt fravær på grund af menstruation: → Nej\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Betaling i tilfælde af invaliditet som følge af arbejdsulykke: → Ja\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SUNDHED OG SIKKERHED SAMT LÆGEHJÆLP\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Lægehjælp aftalt: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Hjælp fra pårørende aftalt: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Bidrag til sundhedsforsikring aftalt: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Sundhedsforsikring til pårørende aftalt: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Sundheds- og sikkerhedspolitik aftalt: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Sundheds- og sikkerhedsuddannelse aftalt: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Beskyttelsestøj udleveret: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Jævnlig eller årlig helbredstjek eller besøg foranlediget af arbejdsgiver: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Overvågning af bevægeapparatet på arbejdspladser, professionel risici og\u002Feller forholdet mellem arbejde og sundhed: → The relationship between work and health\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Begravelseshjælp: → Nej\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \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            \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: → 14 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 → Ja\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-gender\">\n                Særlig reference til køn ved løn mellem kønnene: → Ja\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-discrimination\">\nDiskriminering af arbejdsklausuler:\nLige muligheder for forfremmelse for kvinder:\nLige muligheder for uddannelse og omskoling for kvinder:\nLigestilling fagforening officer på arbejdspladsen:\nKlausuler om seksuel chikane på arbejdspladsen:\nKlausuler om vold på arbejdspladsen:\nSærlig orlov til arbejdstagere udsættes for indenlandsk eller vold i parforhold: → Ja\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: → Ja\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv 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id=\"display-FLEXWORK_trigger\"> Bestemmelser om fleksible arbejdsordninger: → Nej\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">LØNNINGER\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Lønningerne bestemmes ud fra løntabeller: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Bestemmelse om mindsteløn, der er fastsat af regeringen, der skal overholdes: → Nej\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Aftalt mindsteløn pr.: → Hours\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Mindsteløn: → DKK 127.1\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Justering i henhold til stigende leveomkostninger: 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