[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fda-dk\u002Farbejde-i-danmark\u002Fkollektiv-overenskomst\u002Fresultatet-af-forhandlingerne-mellem-ministeren-for-offentlig-innovation-og-centralorganisationernes-f-llesudvalg---2018":3,"menu:\u002Fda-dk:":101,"sites:htmlblocks":271,"subsites":1470,"cite-subsites":5035,"footer:root":5512,"suggested:root":5610,"cite-footer:root":5614},{"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":81,"content_type_view":82,"extra_breadcrumbs":83,"body":85,"body_blocks":96,"related_pages":100},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":79,"translations":80},{"id":31,"uid":32,"url":33,"name":34,"locale":11,"override_title":8,"title":35,"browser_title":36,"browser_description":37,"text":38},"resultatet-af-forhandlingerne-mellem-ministeren-for-offentlig-innovation-og-centralorganisationernes-f-llesudvalg---2018","0effc2c2-860e-11ea-88b7-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fdenmark\u002Fresultatet-af-forhandlingerne-mellem-ministeren-for-offentlig-innovation-og-centralorganisationernes-f-llesudvalg---2018\u002Fresultatet-af-forhandlingerne-mellem-ministeren-for-offentlig-innovation-og-centralorganisationernes-f-llesudvalg---2018\u002F","RESULTATET AF FORHANDLINGERNE MELLEM MINISTEREN FOR OFFENTLIG INNOVATION OG CENTRALORGANISATIONERNES FÆLLESUDVALG - 2018","RESULTATET AF FORHANDLINGERNE MELLEM MINISTEREN FOR OFFENTLIG INNOVATION OG CENTRALORGANISATIONERNES FÆLLESUDVALG - 2018 - 2018","Denmark - RESULTATET AF FORHANDLINGERNE MELLEM MINISTEREN FOR OFFENTLIG INNOVATION OG CENTRALORGANISATIONERNES FÆLLESUDVALG - 2018 - 2018","RESULTATET AF FORHANDLINGERNE MELLEM MINISTEREN FOR OFFENTLIG INNOVATION OG CENTRALORGANISATIONERNES FÆLLESUDVALG - 2018 - 2018 - Offentlig administration, politiet, interesseorganisation",{"name":39,"data":40},"Resultat Modst. - CFU 0085_001.html","\n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New5\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>RESULTATET AF FORHANDLINGERNE MELLEM MINISTEREN FOR OFFENTLIG INNOVATION OG\nCENTRALORGANISATIONERNES FÆLLESUDVALG - 2018\u003C\u002Fh1>\n\n\u003Ch2>I. Overenskomst-\u002Faftaleperiode\u003C\u002Fh2>\n\n\u003Cp>Overenskomster og aftaler fornys for en periode af 3 år fra 1. april\n2018\u002Foverenskomsternes eventuelle senere udløbstidspunkt.\u003C\u002Fp>\n\n\u003Ch2>II. Generelle lønforhøjelser\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>Med virkning fra 1. april 2018 ydes en generel lønforhøjelse svarende til\n0,80 pct. af den samlede faste løn pr. 31. marts 2018.\u003C\u002Fp>\n\n\u003Cp>Med virkning fra 1. oktober 2018 ydes en generel lønforhøjelse svarende\ntil 0,50 pct. af den samlede faste løn pr. 31. marts 2018.\u003C\u002Fp>\n\n\u003Cp>Med virkning fra 1. april 2019 ydes en generel lønforhøjelse svarende til\n1,30 pct. af den samlede faste løn pr. 31. marts 2018\u003C\u002Fp>\n\n\u003Cp>Med virkning fra 1. oktober 2019 ydes en generel lønforhøjelse svarende\ntil 0,86 pct. af den samlede faste løn pr. 31. marts 2018\u003C\u002Fp>\n\n\u003Cp>Med virkning fra 1. april 2020 ydes en generel lønforhøjelse svarende til\n1,46 pct. af den samlede faste løn pr. 31. marts 2018.\u003C\u002Fp>\n\n\u003Cp>Med virkning fra 1. februar 2021 ydes en generel lønforhøjelse svarende\ntil 0,68 pct. af den samlede faste løn pr. 31. marts 2018.\u003C\u002Fp>\n\n\u003Cp>Stigningerne udmøntes ved forhøjelse af procentreguleringen.\u003C\u002Fp>\n\n\u003Cp>Reguleringsordningen udmøntes pr. 1. april 2018, 1. april 2019, 1. april\n2020 og 1. februar 2021. I beregningen af udmøntningen pr. 1. april 2020\nkorrigeres for et ikke-lønpåvirkeligt element, jf. Bilag A. Dermed er der\nikke aftalt en fremadrettet praksis, hvor ikke-lønpåvirkelige elementer i\nforliget tilskrives.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>III. Reguleringsordning\u003C\u002Fh2>\n\n\u003Cp>a) Reguleringsordningen videreføres,^\u002F Bilag Æ\u003C\u002Fp>\n\n\u003Cp>b) Parterne er enige om, at der fortsat er behov for, at Danmarks Statistik\nleverer særkørsler af indeks, der tager højde for, at Danmarks Statistiks\nsektorafgrænsning afviger fra statens forhandlingsområde. På baggrund af en\nomlægning af lønindeksene i Danmarks Statistik er parterne blevet enige om en\nkorrektion af lønindeksene, så beregningen af udmøntningerne fra\nreguleringsordningen baseres på særkørsler fra Danmarks Statistik.\u003C\u002Fp>\n\n\u003Cp>c) Parterne vil drøfte behovet for eventuelle korrektioner af det statslige\nlønindeks, hvis Danmarks Statistik foretager omlægninger af lønindeksene,\nder kan have betydning for den opgjorte lønudvikling.\u003C\u002Fp>\n\n\u003Cp>d) Parterne er enige om at arbejde for, at opgørelsen af udviklingen i\npersonalegoder i den offentlige og private sektor prioriteres i Danmarks\nStatistiks kontaktudvalg for løn- og fraværsstatistik, herunder arbejdet med\ne-indkomst.\u003C\u002Fp>\n\n\u003Cp>e) Parterne vil i overenskomstperioden undersøge, om det nye lønindeks —\nsom Danmarks Statistik er ved at udvikle — for hhv. den statslige og private\nsektor kan anvendes som grundlag for reguleringsordningen.\u003C\u002Fp>\n\n\u003Ch2>IV. Andre formål\u003C\u002Fh2>\n\n\u003Cp>Et beløb svarende til 0,53 pct. af lønsummen pr. 31. marts 2018 anvendes\ntil de nedenfor anførte særlige formål.\u003C\u002Fp>\n\n\u003Ch3>1. Spisepausen\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvoucherstype1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Cp>Parterne er enige om, at retten til betalt spisepause ekspliciteres som en\noverenskomstmæssig ret, hvor en sådan ret består i dag.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Retten til betalt spisepause bortfalder således ikke, selv om\narbejdsgiveren forlænger pausens varighed og\u002Feller giver afkald på den\nansattes pligt til at stå til rådighed for arbejdsgiveren i pausen.\u003C\u002Fp>\n\n\u003Cp>Tjenestemændenes arbejdstidsaftale § 7, nr. 1, 2. pkt., har følgende\nformulering:\u003C\u002Fp>\n\n\u003Cp>”Pauser medregnes, hvis de varer mindre end V2 time og den ansatte står\ntil rådighed for arbejdsgiveren og ikke må forlade arbejdsstedet”.\u003C\u002Fp>\n\n\u003Cp>En tilsvarende bestemmelse indsættes i akademikeroverenskomsten og øvrige\noverenskomster, der ikke indeholder bestemmelser om spisepause, således at\nretten også ekspliciteres på disse områder.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>I den forbindelse bemærkes følgende:\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om, at ret til betalt spisepause forudsætter, at de\nansatte står til rådighed i pausen.\u003C\u002Fp>\n\n\u003Cp>Parterne er endvidere enige om, at der ikke er tilsigtet nogen ændring af\nhidtidig praksis i forhold til arbejdsplanlægning.\u003C\u002Fp>\n\n\u003Cp>Der er enighed mellem parterne om, at spisepausen hermed er afhandlet.\u003C\u002Fp>\n\n\u003Ch3>2. Underviserarbejdstid\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspyear_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspmonth_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>CFU og Finansministeriet, Moderniseringsstyrelsen, konstaterer, at det ikke\nhar været muligt at opnå en forhandlet arbejdstidsaftale for ansatte på Lov\n409-underviserområderne ved OKI8. Arbejdstiden reguleres derfor fortsat af de\narbejdstidsregler, der fremgår af Lov 409 (2013).\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>CFU\u002FLC\u002FCO10 og Finansministeriet, Moderniseringsstyrelsen, er enige om, at\ndet er en mulighed at indgå lokale arbejdstidsaftaler, der fraviger eller\nsupplerer de centrale arbejdstidsbestemmelser, jf. § 3 i tjenestemændenes\narbejdstidsaftale og rammeaftale om decentrale arbejdstidsaftaler.\u003C\u002Fp>\n\n\u003Cp>Det er en målsætning for de centrale overenskomstparter, at der er et tæt\nog tillidsfuldt samarbejde imellem tillidsrepræsentanten og ledelsen, jf.\nTR-aftalen.\u003C\u002Fp>\n\n\u003Cp>Ledelsen eller tillidsrepræsentanten\u002Fden lokale repræsentant kan i\ntilfælde af, at samarbejdet ikke fungerer på skolen\u002Finstitutionen, søge\nbistand hos de centrale overenskomstparter. Finansministeriet,\nModerniseringsstyrelsen, og LC\u002FCO10 vurderer behovet for bistand. Der sker\nløbende en prioritering af henvendelserne henset til de centrale parters\nressourcer.\u003C\u002Fp>\n\n\u003Cp>Forud for skoleåret drøfter leder og tillidsrepræsentant, hvordan\nplanlægning af skoleåret\u002Farbejdsåret foregår på skolen\u002Finstitutionen,\nherunder hvordan skolen\u002Finstitutionen kan strukturere dialogen om\nopgaveoversigten.\u003C\u002Fp>\n\n\u003Cp>CFU\u002FLC\u002FCO10 og Moderniseringsstyrelsen er enige om at optage forhandlinger\nom arbejdstid ved OK21, såfremt KL og LC indgår en arbejdstidsaftale på\nbaggrund af den kommunale periodeforhandling.\u003C\u002Fp>\n\n\u003Cp>Parterne er opmærksomme på, at den arbejdstidsaftale, som de centrale\nparter måtte indgå ved OK21 på Lov 409-områderne i staten, skal kunne\nrumme, at der i staten er en variation af skoleformer. Parterne er samtidigt\nopmærksomme på, at der så vidt muligt bør aftales ensartede\narbejdstidsregler for alle Lov 409-områderne i staten.\u003C\u002Fp>\n\n\u003Cp>Udgangspunktet for forhandlingerne er forhandlingsresultatet på det\nkommunale område, men såfremt særlige forhold ved de enkelte skoleformer\nnødvendiggør tilpasninger i forhold til den kommunale aftale, er parterne\nforpligtede til at forhandle sådanne tilpasninger.\u003C\u002Fp>\n\n\u003Ch3>3. Lønforbedringer for elever\u002Fiærlinge\u002Fpraktikanter mv.\u003C\u002Fh3>\n\n\u003Cp>Der afsættes midler til lønforbedringer for elever, lærlinge og\npraktikanter. Den statslige sats hæves til det private niveau, dog kan\nlønforbedringen maksimal udgøre 20 pct. af den nuværende statslige sats.\u003C\u002Fp>\n\n\u003Cp>Parterne har gennemgået oversigt over månedlige lønforbedringer fordelt\npå organisation og medarbejdergrupper.\u003C\u002Fp>\n\n\u003Ch3>4. Kompetenceudvikling\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>Med et arbejdsmarked i hastig forandring er kompetenceudvikling af statens\nmedarbejdere vigtig for at sikre opgavevaretagelsen på arbejdspladserne,\nmedarbejdernes faglige udvikling og employability. Har statens medarbejdere de\nrigtige kompetencer til fremtidens arbejdsmarked, giver det medarbejderne de\nbedst mulige forudsætninger for at lykkes og trives i deres arbejde, og\nsamtidig giver det borgerne de bedst mulige velfærdsløsninger. Parterne er\nderfor enige om at fortsætte det gode samarbejde om kompetenceudvikling af\nstatens medarbejdere.\u003C\u002Fp>\n\n\u003Cp>Lokal forankring er vigtig for at sikre, at kompetenceudviklingen\nunderstøtter den enkelte arbejdsplads’ kerneopgave samtidig med, at lokal\nforankring giver mulighed for at tage udgangspunkt i den enkelte medarbejders\nønsker til faglig udvikling.\u003C\u002Fp>\n\n\u003Cp>For at sikre, at den partsfælles kompetenceindsats understøtter\nkompetenceudvikling af statens medarbejdere, er parterne enige om at lave en\nomlægning af den partsfælles kompetenceindsats. Parterne vil fokusere\nmidlerne i den partsfælles kompetenceindsats ved at samle midlerne i en fond,\nder har fokus på individuel kompetencegivende kompetenceudvikling. I fonden\nkan statens medarbejdere søge midler til individuel kompetencegivende\nkompetenceudvikling. Parterne er enige om at overføre midlerne fra FUSA og den\neksisterende kompetencefond til den nye karriere- og kompetencefond svarende\ntil 172 mio. kr. i overenskomstperioden.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Fonden finansieres af overenskomstrammen.\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om, at Kompetencesekretariatet varetager administrationen\naf Kompetencefonden samt bistår statens arbejdspladser med rådgivning inden\nfor kompetenceudvikling. Der videreføres årligt en nettoudgiftsbevilling til\nKompetencesekretariatet svarende til 19 mio. kr. i 2018.\nKompetencesekretariatets nettoudgiftsbevilling finansieres af\noverenskomstrammen.\u003C\u002Fp>\n\n\u003Cp>Aftalen om kompetenceudvikling fra 2015 er et godt udgangspunkt for den\npartsfælles kompetenceindsats, og derfor vil parterne videreføre aftalen med\ntilpasninger grundet omstruktureringen af den partsfælles kompetenceindsats.\nDet betyder, at parterne er enige om at:\u003C\u002Fp>\n\n\u003Cp>• Videreføre aftale om Kompetenceudvikling med tilpasninger grundet\nomstruktureringen af den partsfælles kompetenceindsats\u003C\u002Fp>\n\n\u003Cp>• Ophæve aftale om Kompetencefonden\u003C\u002Fp>\n\n\u003Cp>• Ophæve aftale om Fonden til udvikling af statens arbejdspladser\n(FUSA)\u003C\u002Fp>\n\n\u003Cp>• Tilpasse aftale om organisering af parternes fælles arbejde med\nkompetenceudvikling i staten grundet omstruktureringen af den partsfælles\nkompetenceindsats\u003C\u002Fp>\n\n\u003Cp>• Udarbejde en ny aftale for den nye fond inden udgangen af 2018.\u003C\u002Fp>\n\n\u003Cp>Der henvises til Bilag B.\u003C\u002Fp>\n\n\u003Cp>Engangsbeløbet fra overenskomstforhandlingerne i 2015 vedrørende ATP på\n14,5 mio. kr. anvendes i 2018 til den nye Kompetencefond. Engangsbeløbet\nfra\u003C\u002Fp>\n\n\u003Cp>overenskomstforhandlingerne i 2015 vedrørende ophørte projekter på 11,4\nmio. kr. anvendes i 2019 eller 2020 til den nye Kompetencefond.\u003C\u002Fp>\n\n\u003Ch3>5. Aftale om nye aftalegrundlag for chefer på uddannelses- og\nundervisningsinstitutioner\u003C\u002Fh3>\n\n\u003Cp>Parterne har aftalt to nye fælles chefaftaler, der dels kan rumme de\nforandringer, som institutioner står over for i dag og dels kan understøtte\nde forandringer, der vil komme i fremtiden. Parterne er enige om en forenkling\naf løn- og ansættelsesvilkår for chefer på uddannelses- og\nundervisningsinstitutioner, og der etableres derfor to nye aftalegrundlag om\nløn- og ansættelsesvilkår for chefer på visse selvejende uddannelses- og\nundervisningsinstitutioner under Uddannelses- og Forskningsministeriet og\nUndervisningsministeriet, Bilag C og D.\u003C\u002Fp>\n\n\u003Cp>De nye aftalegrundlag etableres med henblik på, at de træder i kraft den\n1. januar 2019.\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om, at der kan aftales nødvendige tilpasninger af\naftalegrundlagene i forbindelse med den endelige redaktion af aftalerne.\nEndvidere er parterne enige om at evaluere aftalegrundlagenes implementering og\nanvendelse i perioden. Endelig er parterne enige om, at der er behov for, at\nløn og ansættelsesvilkår for chefer på universitetsområdet moderniseres.\nDer er derfor enighed mellem parterne om, at man i perioden vil analysere\nchefområdet på universiteterne med henblik på at lave en chefaftale for\nuniversiteterne.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6. Enkle og fleksible arbejdstidsregler\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-FLEXWORK_trigger\">\u003Cp>Parterne er enige om at afskaffe kravet om, at der skal indgås en\niværksættelsesaftale mellem ansættelsesmyndigheden og\ntillidsrepræsentanten, inden der kan indgås aftale mellem\nansættelsesmyndigheden og den ansatte om plustid.\u003C\u002Fp>\n\n\u003Cp>Som følge heraf ophæves § 6, stk. 1, i tjenestemændenes\narbejdstidsaftale med virkning fra den 1. april 2018.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>7.Psykisk arbejdsmiljø\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om, at et godt psykisk arbejdsmiljø er vigtigt for\nstatens arbejdspladser og medarbejdere. Derfor udvikler og tilbyder parterne i\noverenskomstperioden en frivillig lederuddannelse i forebyggelse og håndtering\naf psykisk arbejdsmiljø, jf. Bilag E.\u003C\u002Fp>\n\n\u003Ch3>8. Samarbejdsområdet\u003C\u002Fh3>\n\n\u003Cp>Parterne er enige om at styrke det centrale og lokale samarbejde ved at\nstyrke de centrale parters SU-udvalgs strategiske rolle samt uændret\nvidereførelse af Samarbejdssekretariatet,yjf Bilag F.\u003C\u002Fp>\n\n\u003Ch3>9. Forbedring af vilkår ved geografisk flytning\u003C\u002Fh3>\n\n\u003Cp>Parterne er enige om, at de nye lønsystemer giver mulighed for at yde\nudligningstillæg ved geografisk flytning af institutioner. Muligheden\nindskrives i rammeaftale om nye lønsystemer.\u003C\u002Fp>\n\n\u003Cp>Parterne udarbejder i perioden en fælles vejledning om statslige\narbejdsgiveres mulige tiltag for berørte medarbejdere i forbindelse med\ngeografisk flytning af en statslig arbejdsplads.\u003C\u002Fp>\n\n\u003Ch3>10. Forbedring af reglerne om flyttegodtgørelse\u003C\u002Fh3>\n\n\u003Cp>I aftale af 27. november 2006 om flyttegodtgørelse foretages følgende\nændringer:\u003C\u002Fp>\n\n\u003Cp>I § 13, stk. 1, og § 22, stk. 1, afskaffes satsen for enlige, således at\nder kun er én sats for supplerende flyttegodtgørelse (satsen for gifte).\u003C\u002Fp>\n\n\u003Cp>I § 29 tilføjes: ”d) når medarbejderen fraflytter en tjenestebolig ved\ndispensation grundet helbredsmæssige forhold.”\u003C\u002Fp>\n\n\u003Cp>I perioden redigeres den nuværende aftale.\u003C\u002Fp>\n\n\u003Ch3>11. Ændringer i aftale om tillidsrepræsentanter i staten mv.\u003C\u002Fh3>\n\n\u003Cp>Følgende indsættes i § 2 i aftale om tillidsrepræsentanter i staten mv.\nsom nyt stk.:\u003C\u002Fp>\n\n\u003Cp>”Ved geografisk flytning af en institution, således at dele af\ninstitutionen flytter før øvrige dele, kan der på enten den oprindelige\neller den flyttede del af institutionen, hvor der ikke er en\ntillidsrepræsentant, vælges en midlertidig tillidsrepræsentant pr.\nmedarbejdergruppe, hvis der ikke allerede er en tillidsrepræsentant det\npågældende sted. Betingelserne i § 2, stk. 1, skal være opfyldt. Hvervet\nfor en midlertidig tillidsrepræsentant bortfalder automatisk fra det\ntidspunkt, hvor hele institutionen er endeligt flyttet, eller hvis der på en\naf institutionerne er mere end én tillidsrepræsentant.”\u003C\u002Fp>\n\n\u003Cp>Følgende indsættes i § 2 i aftale om tillidsrepræsentanter i staten mv.\nsom nyt stk.:\u003C\u002Fp>\n\n\u003Cp>”På nyetablerede institutioner og på institutioner, som flytter\ngeografisk, hvor ingen kandidater opfylder anciennitetskravet i § 2, stk. 5,\nkan medarbejdere med kortere anciennitet end 9 måneder vælges som\ntillidsrepræsentant. Tillidsrepræsentanten er først omfattet af reglerne i\n§§ 11-14 efter 3 måneders ansættelse.”\u003C\u002Fp>\n\n\u003Cp>Den nuværende § 2, stk. 5, 2. pkt., i aftale om tillidsrepræsentanter i\nstaten mv. ændres til:\u003C\u002Fp>\n\n\u003Cp>\"Elever og lærlinge er ikke valgbare, dog kan tillidsrepræsentanten og\nledelsen aftale, at en allerede valgt tillidsrepræsentant, som påbegynder en\nuddannelse som elev\u002Flærling, fortsætter med hvervet.”\u003C\u002Fp>\n\n\u003Ch3>12. Udvidelse af rammeaftale om kontraktansættelse af chefer\u003C\u002Fh3>\n\n\u003Cp>Rammeaftalens § 1, stk. 1, affattes således:\u003C\u002Fp>\n\n\u003Cp>\"Aftalen gælder ved ansættelse i chefstillinger på statsinstitutioner med\nde undtagelser, der følger af bilag 1.”\u003C\u002Fp>\n\n\u003Cp>Rammeaftalens bilag 1 affattes således:\u003C\u002Fp>\n\n\u003Cp>\"Bilag 1\u003C\u002Fp>\n\n\u003Cp>Rammeaftalens dækningsområde, jf. aftalens § 1, stk. 1\u003C\u002Fp>\n\n\u003Cp>Rammeaftalen omfatter chefstillinger på statsinstitutioner med følgende\nundtagelser: Institutioner inden for undervisning, uddannelse og forskning\nInstitutioner under Kriminalforsorgen\u003C\u002Fp>\n\n\u003Cp>Visse stillinger inden for Anklagemyndigheden (statsadvokaten i Viborg,\nstatsadvokaten i København, statsadvokaten for Særlig Økonomisk og\nInternational Kriminalitet)\u003C\u002Fp>\n\n\u003Cp>Visse stillinger inden for Rigspolitiet (politidirektører, chefen for PET,\npolitilederstillinger som chefpolitiinspektør, politiinspektør mv. i\nRigspolitiet, politikredsene og i PET)\u003C\u002Fp>\n\n\u003Cp>Biskopper og provster, generalauditøren og auditører i forsvaret samt\nformænd for og medlemmer af ankenævn og andre klageorganer\u003C\u002Fp>\n\n\u003Cp>Dommere, justitssekretærer og retsassessorer ved domstolene — dog kan\nadministrative chefstillinger ved domstolene omfattes af rammeaftalen, såfremt\nden pågældende chef ikke udøver judicielle funktioner.\u003C\u002Fp>\n\n\u003Cp>Den selvejende institution Madkulturen er omfattet af rammeaftalen.”\u003C\u002Fp>\n\n\u003Ch3>13. Aftale om chef løn\u003C\u002Fh3>\n\n\u003Cp>Med virkning fra 1. april 2018 ophæves cheflønspuljestyringen for ansatte\npå statsinstitutioner og i folkekirken. Puljestyringen omfatter dog fortsat\nstatsinstitutioner inden for undervisning, uddannelse og forskning samt\nDomstols styrelsen, for så vidt angår stillinger som dommer og øvrige\njudicielle stillinger.\u003C\u002Fp>\n\n\u003Cp>Ændringerne i puljestyringen medfører ikke i øvrigt ændringer i reglerne\ni aftalen (inkl. bilag 1) om forhandling og aftaler om lønforbedringer.\u003C\u002Fp>\n\n\u003Cp>Der foretages en redaktionel gennemskrivning af aftalen om chefløn i\nkonsekvens af ovennævnte ændringer.\u003C\u002Fp>\n\n\u003Ch3>14. Opskrivning af cheflønspuljemidler til dommere m.fl.\u003C\u002Fh3>\n\n\u003Cp>Med henblik på lønforbedringer til stillinger som dommer og øvrige\njudicielle stillinger opskrives Domstolsstyrelsens cheflønspulje med 13,6 mio.\nkr., som fordeles over 3 år.\u003C\u002Fp>\n\n\u003Cp>Udgift:\u003C\u002Fp>\n\n\u003Cp>1. år: (1. april 2018) 4.533.000 kr.\u003C\u002Fp>\n\n\u003Cp>2. år: (1. april 2019) 4.533.000 kr.\u003C\u002Fp>\n\n\u003Cp>3. år: (1. april 2020) 4.533.000 kr.\u003C\u002Fp>\n\n\u003Cp>Det forudsættes, at merudgiften finansieres inden for rammen. Der\nforetages, uden præjudice, ikke opskrivning af beløbene med 50 pct.\u003C\u002Fp>\n\n\u003Ch3>15. Gruppelivsordning nr. 85034\u003C\u002Fh3>\n\n\u003Cp>1.Forsikringssummen ved død i gruppelivsordning for tjenestemænd m.fl. og\nvisse overenskomstansatte i staten og folkekirken mv. forhøjes fra 370.000 kr.\ntil 425.000 kr. med virkning for dødsfald, der indtræffer 1. april 2018 eller\nsenere. Forhøjelsen finansieres af bonusmidler.\u003C\u002Fp>\n\n\u003Cp>2.Forsikringssummen ved kritisk sygdom for tjenestemænd m.fl. og visse\noverenskomstansatte i staten og folkekirken mv. forhøjes fra 100.000 kr. til\n150.000 kr. med virkning for dækningsberettiget kritisk sygdom, der\ndiagnosticeres den 1. april 2018 eller senere. Forhøjelsen finansieres af\nbonusmidler.\u003C\u002Fp>\n\n\u003Cp>3.Med virkning fra den 1. april 2018 bortfalder kravet om, at timelønnede\nskal have mindst 15 timers gennemsnitlig ugentlig beskæftigelse for at være\nomfattet af gruppelivsordningen.\u003C\u002Fp>\n\n\u003Ch3>16.Midler til lokallønspuljer\u003C\u002Fh3>\n\n\u003Cp>Lokallønspuljerne på LC\u002FCOlO’s forhandlingsområde opskrives med 11,935\nmio. kr. pr. 1. april 2018 og 11,935 mio. kr. pr. 1. april 2019 på følgende\nområder:\u003C\u002Fp>\n\n\u003Cp>•Forsvaret\u003C\u002Fp>\n\n\u003Cp>•Politiet\u003C\u002Fp>\n\n\u003Cp>•Folkekirken\u003C\u002Fp>\n\n\u003Cp>•Det Kongelige Teater\u003C\u002Fp>\n\n\u003Cp>•Trafikstyrelsen og Naviair\u003C\u002Fp>\n\n\u003Cp>•Produktionsskoler\u003C\u002Fp>\n\n\u003Cp>Puljemidlerne opskrives med 50 pct. oveni det beløb, som finansieres af\nrammen.\u003C\u002Fp>\n\n\u003Ch3>17. Ændring af aftale om tjenestefrihed af familiemæssige årsager\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-childcare\">\u003Cp>§ 4, stk. 1, i aftale af 12. juni 2007 om tjenestefrihed af familiemæssige\nårsager ændres til følgende:\u003C\u002Fp>\n\n\u003Cp>”En ansat har ret til tjenestefrihed med løn i op til 5 dage pr. barn\ninden for 12 på hinanden følgende måneder i forbindelse med den ansattes\nhospitalsindlæggelse sammen med et hjemmeværende barn under 14 år.\nTilsvarende gælder, hvis barnet under indlæggelsen opholder sig i hjemmet\neller modtager ambulant behandling, der træder i stedet for\nhospitalsindlæggelse, og som kræver den ansattes tilstedeværelse.”\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Der indsættes ny bestemmelse i aftalen:\u003C\u002Fp>\n\n\u003Cp>”En ansat, der efter § 118 i lov om social service ansættes af kommunen\ntil at passe en nærtstående i hjemmet, fordi vedkommende har en betydelig og\nvarig nedsat fysisk eller psykisk funktionsevne eller indgribende kronisk eller\nlangvarig, herunder uhelbredelig, lidelse, har ret til fravær.\u003C\u002Fp>\n\n\u003Cp>Der ydes ikke løn i perioden under fraværet, og perioden medregnes ikke i\nløn- og pensionsancienniteten.”\u003C\u002Fp>\n\n\u003Ch3>18. Indgåelse af ny ferieaftale\u003C\u002Fh3>\n\n\u003Cp>De nye ferieregler implementeres på det statslige område ved indgåelse af\nen ny ferieaftale med tilhørende vejledning. Parterne er i den forbindelse\nenige om, at de særlige feriedage videreføres efter de nugældende regler.\nParterne er enige om at nedsætte en arbejdsgruppe, der skal udarbejde den nye\naftale med tilhørende vejledning. Arbejdsgruppens arbejde tilstræbes at være\ntilendebragt ultimo 2018.\u003C\u002Fp>\n\n\u003Ch3>19. Forenkling af funktionsaftalen\u003C\u002Fh3>\n\n\u003Cp>Parterne er enige om, at aftalen om betaling mv. under funktion i højere\nstilling ændres med henblik på at sikre enkle og gennemskuelige regler.\nÆndringen indebærer en revidering af aftalen med henblik på, at\nkarensperioden forlænges fra 15 dage til 30 dage. Derefter har den ansatte ret\ntil funktionsvederlag uden fradrag under sygdomsforløb i indtil 28 dage samt\nunder afvikling af ferie\u002Fsærlige feriedage.\u003C\u002Fp>\n\n\u003Cp>Revideret Aftale om betaling mv. under funktion i højere stilling for\ntjenestemænd i staten og folkekirken vedlægges, jf. Bilag G.\u003C\u002Fp>\n\n\u003Ch3>20. Grænsedragning\u003C\u002Fh3>\n\n\u003Cp>Med henblik på at løse udfordringer med grænsedragning og\u003C\u002Fp>\n\n\u003Cp>overenskomstdækning\u002Foverenskomsternes dækningsområde vil parterne i\nperioden drøfte — både konkret og generelt — hvordan afklaringen af\nforhandlingsmæssige og overenskomstmæssige spørgsmål håndteres.\u003C\u002Fp>\n\n\u003Ch3>21. Jubilæumsgratiale\u003C\u002Fh3>\n\n\u003Cp>Parterne er enige om i overenskomstperioden at afdække mulige modeller for\nforenkling af opgørelsen af jubilæumsanciennitet (§ 4 i cirkulære om\njubilæumsgratiale til ansatte i staten). Det forudsættes, at modellerne ikke\nmedfører besparelser i forhold til de samlede udbetalinger af gratialer i\nstaten.\u003C\u002Fp>\n\n\u003Ch3>22. Ret til frihed til at søge a-kasse ved afsked\u003C\u002Fh3>\n\n\u003Cp>Parterne er enige om at indsætte følgende tekst som nyt stk. 6 til § 16 i\nfællesoverenskomsterne:\u003C\u002Fp>\n\n\u003Cp>\"Medarbejdere, som afskediges på grund af institutionens forhold, har ret\ntil frihed med løn i op til to timer — placeret hurtigst muligt efter\nafskedigelsen og efter aftale med ansættelsesmyndigheden — til at søge\nvejledning i a-kassen.”\u003C\u002Fp>\n\n\u003Ch3>23. Ændring af ATP-sats\u003C\u002Fh3>\n\n\u003Cp>Pr. 1. april 2020 oprykkes ansatte inden for Akademikernes\nforhandlingsområde fra sats F til sats A.\u003C\u002Fp>\n\n\u003Ch3>24. Overenskomstdækning af timelønnet undervisning\u003C\u002Fh3>\n\n\u003Cp>Parterne er enige om, at der i overenskomstperioden optages forhandlinger om\nat overenskomstdække det område, som i dag er dækket af Finansministeriets\ncirkulære om timelønnet undervisning.\u003C\u002Fp>\n\n\u003Cp>Finansministeriet lægger på grundlag af det, der er oplyst under\nforhandlingerne, til grund, at organisationerne til sammen opfylder de\nbetingelser, som Finansministeriet sædvanligvis stiller i forbindelse med\nindgåelse af overenskomster på ikkeoverenskomstdækkede områder.\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om, at overenskomstdækningen skal være\nudgiftsneutral.\u003C\u002Fp>\n\n\u003Ch3>25. Forhandlinger om organisationspuljer\u003C\u002Fh3>\n\n\u003Cp>Forhandlinger med de enkelte organisationer om specielle krav indledes\nsnarest og afsluttes senest 18. maj 2018. Dette gælder også på delegations\nområderne. Forhandlingerne sker inden for den økonomiske ramme.\u003C\u002Fp>\n\n\u003Cp>Såfremt der ikke inden den 18. maj 2018 kan opnås enighed på\norganisationsforhandlingsniveau om anvendelse af puljemidlerne, udmøntes\nmidlerne til generelle lønforbedringer for den pågældende gruppe.\u003C\u002Fp>\n\n\u003Ch2>V. Øvrige forhold\u003C\u002Fh2>\n\n\u003Ch2>VI. Dækningsområde\u003C\u002Fh2>\n\n\u003Cp>Forhandlingsresultatet omfatter:\u003C\u002Fp>\n\n\u003Cp>Overenskomster\u002Forganisationsaftaler, der er indgået på den ene side af\neller efter bemyndigelse fra Finansministeriet og på den anden side af de\nunderskrivende centralorganisationer eller tilsluttede organisationer, herunder\noverenskomster, som indgås af Finansministeriet og de kommunale og\u002Feller\nregionale arbejdsgiverorganisationer i fællesskab, eller som samforhandles i\nkommunalt\u002Fregionalt regi.\u003C\u002Fp>\n\n\u003Cp>Aftaler, der er indgået på den ene side af eller efter bemyndigelse fra\nFinansministeriet og på den anden side af eller efter bemyndigelse fra de\nunderskrivende centralorganisationer.\u003C\u002Fp>\n\n\u003Ch2>VII. Tvistigheder\u003C\u002Fh2>\n\n\u003Cp>Spørgsmål om overtrædelse og fortolkning af forhandlingsresultatet\nafgøres efter de almindelige regler på det pågældende område.\u003C\u002Fp>\n\n\u003Ch2>VIII. Forbehold for godkendelse\u003C\u002Fh2>\n\n\u003Cp>Der tages forbehold for endelig godkendelse af forhandlingsresultatet.\u003C\u002Fp>\n\n\u003Cp>Parterne giver hinanden tilbagemelding om deres stillingstagen til\nforhandlingsresultatet den 4. juni 2018. Meddelelse om denne stillingtagen må\ntidligst offentliggøres herefter.\u003C\u002Fp>\n\n\u003Cp>Varslede arbejdsstandsninger suspenderes, således at de ved en eventuel\ntilbagemelding om, at forhandlingsresultatet ikke er godkendt, tidligst kan\niværksættes ved døgnets begyndelse den 11. juni 2018.\u003C\u002Fp>\n\n\u003Cp>- Det Statslige Omrade\u003C\u002Fp>\n\n\u003Cp>- Minister for offentling innovation\u003C\u002Fp>\n\n\u003Cp>- CO10 - Centralorganisationen af 2010 og Laerernes Centralorganisation \u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Cp>BILAG TIL FORLIG MELLEM MINISTEREN FOR OFFENTLIG INNOVATION OG CFU 2018\u003C\u002Fp>\n\n\u003Cp>Noter til reguleringsordningen for 2018, 2019, 2020 og 2021\u003C\u002Fp>\n\n\u003Cp>Statistikgrundlaget for reguleringsordningen\u003C\u002Fp>\n\n\u003Cp>Danmarks Statistiks lønindeks for virksomheder og organisationer.\nLønudviklingen for fortjeneste i alt pr. time opgøres for perioderne fra 3.\nkvartal 2016 til 3. kvartal 2017, 3. kvartal 2017 til 3. kvartal 2018, 3.\nkvartal 2018 til 3. kvartal 2019 og 3. kvartal 2019 til 3. kvartal 2020.\u003C\u002Fp>\n\n\u003Cp>Danmarks Statistiks lønindeks for den statslige sektor. Lønudviklingen for\nfortjeneste i alt pr. time opgøres for perioderne fra 3. kvartal 2016 til 3.\nkvartal 2017, 3. kvartal 2017 til 3. kvartal 2018, 3. kvartal 2018 til 3.\nkvartal 2019 og 3. kvartal 2019 og 3. kvartal 2020\u003C\u002Fp>\n\n\u003Cp>Fortjeneste i alt er inklusive lønmodtagers og arbejdsgivers andel af\neventuelle pensionsbidrag, gene- og overtidstillæg, men eksklusive feriepenge\nog andre uregelmæssige betalinger såsom efterreguleringer i forbindelse med\noverenskomstfornyelse.\u003C\u002Fp>\n\n\u003Cp>Korrektioner ved fejl i Danmarks Statistiks indeks\u003C\u002Fp>\n\n\u003Cp>Eventuelle efterfølgende korrektioner af udmøntningen fra\nreguleringsordningen som følge af rettelser i de anvendte indeks foretaget af\nDanmarks Statistik skal indarbejdes i nærmest følgende regulering(er) efter\nfølgende principper.\u003C\u002Fp>\n\n\u003Cp>1. I den tidhgere beregning, hvor statistikgrundlaget er korrigeret,\nforetages en ny korrekt beregning af udmøntningen baseret på de reviderede\ntal fra Danmarks Statistik. Det vil sige, at ”e” (ff. formlen for\nudmøntningens beregning nedenfor) genberegnes.\u003C\u002Fp>\n\n\u003Cp>2. I den første efterfølgende periode indgår den korrekte udmøntning som\nmodregning for forbedringer i staten i perioden. Det vil sige, at det under\npkt. 1 beregnede ”e” anvendes i beregningen som ”c”.\u003C\u002Fp>\n\n\u003Cp>3. Differencen mellem udmøntningen fra den korrekte beregning i pkt. 1 og\nden faktiske udmøntning medtages i den første efterfølgende periode som\nkorrektion for tidligere perioder. Det vil sige, at ”e” korrigeres i den\nførste efterfølgende periode med differencen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.I den anden efterfølgende periode indgår den beregnede udmøntning\nfør\u003C\u002Fp>\n\n\u003Cp>korrektionen som modregning for forbedringer i staten i perioden. Det vil\nsige, at ”e” før korrektionen nævnt under pkt. 3 anvendes i beregningen\nsom ”c”.\u003C\u002Fp>\n\n\u003Cp>Modellen foretager alene en fremadrettet korrektion, og der er ingen\nkorrektion af lønnen med tilbagevirkende kraft.\u003C\u002Fp>\n\n\u003Cp>Bemærkninger\u003C\u002Fp>\n\n\u003Cp>Til opgørelsen af lønudviklingen i særkørslen fra Danmarks Statistik\nanvendes en fastvægtsstruktur for staten samt de institutioner, der tilføres\nstatens lønindeks. Der anvendes såkaldte primo-vægte, som er baseret på\nantals fordelingen af årsværk mellem de forskellige områder ved periodens\nstart.\u003C\u002Fp>\n\n\u003Cp>Ved eventuelle fremtidige korrektioner af udmøntningen fra\nreguleringsordningen vil principperne fra neutraliseringen af virkningen af\nsærlige feriefridage og personalegoder blive fulgt med mindre andet er\nangivet. Det vil sige, at eventuelle neutraliseringer tager højde for\nkorrektionen i det relevante led i opgørelsen af forskellen mellem\nlønudviklingen for staten og for virksomheder og organisationer (i beregningen\naf nedenfor). Der er endvidere enighed om, at sådanne korrektioner vil blive\nforetaget i to decimaler.\u003C\u002Fp>\n\n\u003Cp>Ved en eventuel forhøjelse af ATP-bidraget foretages et fradrag i nærmest\nfølgende udmøntning fra reguleringsordningen (e). Fradraget er lig med den\nprocentvise andel, som summen af ATP-forbedringen udgør af lønsummen. Er\nprovenuet af reguleringsordningen ikke tilstrækkeligt, fradrages det\nresterende i nærmeste aftalte generelle lønforbedringer.\u003C\u002Fp>\n\n\u003Cp>Reguleringsordning pr. 1. april 2018\u003C\u002Fp>\n\n\u003Cp>Danmarks Statistiks opgørelse af udviklingen i fortjeneste i alt pr. time\nfor virksomheder og organisationer fra 3. kvartal 2016 til 3. kvartal 2017.\u003C\u002Fp>\n\n\u003Cp>Danmarks Statistiks opgørelse af udviklingen i fortjeneste i alt pr. time\nfor den statslige sektor fra 3. kvartal 2016 til 3. kvartal 2017,\u003C\u002Fp>\n\n\u003Cp>Stigning, virksomheder og organisationer: a pct.\u003C\u002Fp>\n\n\u003Cp>Stigning, statslige sektor: b pct.\u003C\u002Fp>\n\n\u003Cp>Reguleringsordningen pr. 1. april 2017: c pct.\u003C\u002Fp>\n\n\u003Cp>Modregning for forbedringer i staten i perioden: (a - (b - c))d pct.\u003C\u002Fp>\n\n\u003Cp>Til anvendelse til generelle lønforbedringer pr. 1. april 2018 med\ndeflatering under hensyn til forbedringer for statsansatte fra august 2016 til\nog med 1. april 2018:\u003C\u002Fp>\n\n\u003Cp>[d * 100\u002F(100 + (134,1 \u002F131,9 - 1) * 100 * 1,5 + s)] * 0,8e pct.\u003C\u002Fp>\n\n\u003Cp>hvor s er de aftalte stigninger pr. 1. april 2018\u003C\u002Fp>\n\n\u003Cp>Der afrundes til 2 decimaler i alle trin i beregningen og i den kantede\nparentes [...].\u003C\u002Fp>\n\n\u003Cp>***\u003C\u002Fp>\n\n\u003Cp>Bilag A\u003C\u002Fp>\n\n\u003Cp>Reguleringsordning pr. 1. april 2019\u003C\u002Fp>\n\n\u003Cp>Danmarks Statistiks opgørelse af udviklingen i fortjeneste i alt pr. time\nfor virksomheder og organisationer fra 3. kvartal 2017 til 3. kvartal 2018.\u003C\u002Fp>\n\n\u003Cp>Danmarks Statistiks opgørelse af udviklingen i fortjeneste i alt pr. time\nfor den statslige sektor fra 3. kvartal 2017 til 3. kvartal 2018.\u003C\u002Fp>\n\n\u003Cp>Stigning, virksomheder og organisationer: a pct.\u003C\u002Fp>\n\n\u003Cp>Stigning, statslige sektor: b pct.\u003C\u002Fp>\n\n\u003Cp>Reguleringsordningen pr. 1. april 2018: c pct.\u003C\u002Fp>\n\n\u003Cp>Modregning for forbedringer i staten i perioden: (a - (b - c))d pct.\u003C\u002Fp>\n\n\u003Cp>Til anvendelse til generelle lønforbedringer pr. 1. april 2019 med\ndeflatering under hensyn til forbedringer for statsansatte fra august 2017 til\nog med 1. april 2019:\u003C\u002Fp>\n\n\u003Cp>[d * 100\u002F(100 + (DS-indeks 3.18 \u002FDS-indeks 3.17 - 1) * 100 * 1,5 + s)] * 0,8\ne pct. hvor r er de aftalte stigninger pr. 1. april 2019.\u003C\u002Fp>\n\n\u003Cp>Der afrundes til 2 decimaler i alle trin i beregningen og i den kantede\nparentes [...].\u003C\u002Fp>\n\n\u003Cp>Reguleringsordning pr. 1. april 2020\u003C\u002Fp>\n\n\u003Cp>Danmarks Statistiks opgørelse af udviklingen i fortjeneste i alt pr. time\nfor virksomheder og organisationer fra 3. kvartal 2018 til 3. kvartal 2019.\u003C\u002Fp>\n\n\u003Cp>Danmarks Statistiks opgørelse af udviklingen i fortjeneste i alt pr. time\nfor den statslige sektor fra 3. kvartal 2018 til 3. kvartal 2019.\u003C\u002Fp>\n\n\u003Cp>Stigning, virksomheder og organisationer:a pct.\u003C\u002Fp>\n\n\u003Cp>Stigning, statslige sektor:b pct.\u003C\u002Fp>\n\n\u003Cp>Reguleringsordningen pr. 1. april 2019: c pct.\u003C\u002Fp>\n\n\u003Cp>Modregning for forbedringer i staten i perioden: (a - (b+p - c)) d pct.\u003C\u002Fp>\n\n\u003Cp>Til anvendelse til generelle lønforbedringer pr. 1. april 2020 med\ndeflatering under hensyn til forbedringer for statsansatte fra august 2018 til\nog med 1. april 2020:\u003C\u002Fp>\n\n\u003Cp>[d * 100\u002F(100 + (DS-indeks 3.19 \u002FDS-indeks 3.18 - 1) * 100 * 1,5 + s)] * 0,8\ne pct. hvor x er de aftalte stigninger pr. 1. april 2020.\u003C\u002Fp>\n\n\u003Cp>Der afrundes til 2 decimaler i alle trin i beregningen og i den kantede\nparentes [...].\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Reguleringsordning pr. 1. februar 2021\u003C\u002Fp>\n\n\u003Cp>Danmarks Statistiks opgørelse af udviklingen i fortjeneste i alt pr. time\nfor virksomheder og organisationer fra 3. kvartal 2019 til 3. kvartal 2020.\u003C\u002Fp>\n\n\u003Cp>Danmarks Statistiks opgørelse af udviklingen i fortjeneste i alt pr. time\nfor den statslige sektor \u003C\u002Fp>\n\n\u003Cp>fra 3. kvartal 2019 til 3. kvartal 2020.\u003C\u002Fp>\n\n\u003Cp>Stigning, virksomheder og organisationer:a pct.\u003C\u002Fp>\n\n\u003Cp>Stigning, statslige sektor:b pct.\u003C\u002Fp>\n\n\u003Cp>Reguleringsordningen pr. 1. april 2020: c pct.\u003C\u002Fp>\n\n\u003Cp>Modregning for forbedringer i staten i perioden: (a - (b - c))d pct.\u003C\u002Fp>\n\n\u003Cp>Til anvendelse til generelle lønforbedringer pr. 1. febmar 2021 med\ndeflatering under hensyn til forbedringer for statsansatte fra august 2019 til\nog med 1. februar 2021:\u003C\u002Fp>\n\n\u003Cp>[d * 100\u002F(100 + (DS-indeks 3.20 \u002FDS-indeks 3.19 - 1) * 100 * 1,3 + s)] * 0,8\ne pct. hvor s er de aftalte stigninger pr. 1. februar 2021.\u003C\u002Fp>\n\n\u003Cp>Der afrundes til 2 decimaler i alle trin i beregningen og i den kantede\nparentes [... ].\u003C\u002Fp>\n\n\u003Cp>***\u003C\u002Fp>\n\n\u003Cp>Bilag B\u003C\u002Fp>\n\n\u003Cp>KOMPETENCEUDVIKLING\u003C\u002Fp>\n\n\u003Cp>Med et arbejdsmarked i forandring er kompetenceudvikling af statens\nmedarbejdere vigtig for at sikre opgavevaretagelsen på arbejdspladserne og\nmedarbejdernes faglige udvikling. Parterne er derfor enige om at fortsætte det\ngode samarbejde om kompetenceudvikling af statens med-arbejdere.\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om at lave en omlægning af den partsfælles\nkompetenceindsats. Parterne vil fokusere midlerne i den partsfælles\nkompetenceindsats ved at samle midlerne i en fond, der har fokus på individuel\nkompetencegivende kompetenceudvikling.\u003C\u002Fp>\n\n\u003Cp>Formålet med fonden er at fremme og understøtte de statslige\narbejdspladsers kompetenceud-viklingsindsats og sikre medarbejderne et øget\nkompetenceniveau til gavn for både arbejdsplad-sernes opgaveløsning og\nmedarbejdernes udviklingsmuligheder på arbejdsmarkedet (employabi- lity).\u003C\u002Fp>\n\n\u003Cp>Aftalen om kompetenceudvikling fra 2015 er et godt udgangspunkt for den\npartsfælles kompe-tenceindsats, og derfor vil parterne videreføre aftalen med\nfå ændringer grundet omstrukture-ringen af den partsfælles\nkompetenceindsats.\u003C\u002Fp>\n\n\u003Cp>Det betyder, at parterne er enige om at:\u003C\u002Fp>\n\n\u003Cp>•Videreføre aftale om Kompetenceudvikling med tilpasninger grundet\nomstruktureringen af den partsfælles kompetenceindsats\u003C\u002Fp>\n\n\u003Cp>•Ophæve aftale om Kompetencefonden\u003C\u002Fp>\n\n\u003Cp>•Ophæve aftale om Fonden til udvikling af statens arbejdspladser\n(FUSA)\u003C\u002Fp>\n\n\u003Cp>•Tilpasse aftale om organisering af parternes fælles arbejde med\nkompetenceudvikling i sta¬ten grundet omstruktureringen af den partsfælles\nkompetenceindsats\u003C\u002Fp>\n\n\u003Cp>•Udarbejde en ny aftale for den nye fond inden udgangen af 2018.\u003C\u002Fp>\n\n\u003Cp>Kompetencefonden\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om at oprette en ny fond, hvor der afsættes 172 mio. kr.\ni overenskomstperi-oden. I fonden kan statens medarbejdere søge midler til\nindividuel kompetencegivende kompe-tenceudvikling. Fondsmidlerne finansieres af\noverenskomstrammen.\u003C\u002Fp>\n\n\u003Cp>Midlerne i fonden underopdeles i fire fondsområder. Et for hver af de fire\ncentralorganisatio¬ner: 1) OAO, 2) CO10, 3) LC og 4) AC, hvor der kan søges\nmidler til individuel kompetence-udvikling. Ansøgninger fra flere personer,\nder søger den samme aktivitet, kan indsendes som en samlet ansøgning. Fondens\nmidler fordeles forholdsmæssigt til fondsområderne efter\ncentralor-ganisationens lønsum.\u003C\u002Fp>\n\n\u003Cp>Der defineres en række rammekriterier for ansøgninger til Kompetence\nfonden, der konkretise-res for det enkelte fondsområde.\u003C\u002Fp>\n\n\u003Cp>Midlerne fra fonden tildeles alene ansøgninger, hvor der er en\narbejdsgivermedfinansiering, samt en underskrift fra medarbejder og nærmeste\npersonaleleder.\u003C\u002Fp>\n\n\u003Cp>Midlerne fra fonden er et supplement til de økonomiske midler, der allerede\nanvendes af statens arbejdspladser til kompetenceudvikling. Derfor er\nmedarbejderudviklingssamtaler og udvik-lingsplaner det naturlige udgangspunkt\nfor ansøgningerne.\u003C\u002Fp>\n\n\u003Cp>Der kan ansøges om støtte til:\u003C\u002Fp>\n\n\u003Cp>•Uddannelses- og kursusgebyr (ex moms)\u003C\u002Fp>\n\n\u003Cp>•Materialer\u003C\u002Fp>\n\n\u003Cp>•Transport og ophold\u003C\u002Fp>\n\n\u003Cp>Parterne udarbejder inden udgangen af 2018 en aftale, der uddyber\nKompetencefondens virke.\u003C\u002Fp>\n\n\u003Cp>Kompetencesekretariatet\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om at omlægge opgavesammensætningen i det partsfælles\nKompetencesekre-tariat. Kompetencesekretariatet varetager administrationen af\nKompetencefonden samt bistår statens arbejdspladser med rådgivning inden for\nkompetenceudvikling. Der videreføres årligt en nettoudgiftsbevilling til\nKompetencesekretariatet svarende til 19 mio. i 2018. Kompetencesekre-tariatets\nnettoudgiftsbevilling finansieres af overenskomstrammen.\u003C\u002Fp>\n\n\u003Cp>Kompetencesekretariatet har følgende opgaver:\u003C\u002Fp>\n\n\u003Cp>1. Sekretariatsbetjening af en nyetableret styregruppe og fire\nfondsgrupper\u003C\u002Fp>\n\n\u003Cp>2. Administration og udmøntning af midler samt rådgivning om mulighed for\nat opnå støtte fra Kompetencefonden.\u003C\u002Fp>\n\n\u003Cp>3. Rådgivning om anvendelsen af aftalen om kompetenceudvikling.\u003C\u002Fp>\n\n\u003Cp>4. Rådgivning om effektfuld tilrettelæggelse af kompetenceudvikling på\narbejdspladserne.\u003C\u002Fp>\n\n\u003Cp>5. Understøtte videndeling på tværs af statens arbejdspladser og udbrede\nviden om effektfuld kompetenceudvikling. Herunder også opsamling og formidling\naf erfaringer om kompeten¬ceudvikling på statens arbejdspladser.\u003C\u002Fp>\n\n\u003Cp>6. Sekretariatsmæssig understøttelse af opfølgning på\nkompetencefondsmidlerne.\u003C\u002Fp>\n\n\u003Cp>7. Rådgivning af parterne om relevant lovgivning på uddannelsesområdet og\nvaretagelse, efter anvisning fra parterne, af lovpligtige opgaver på området,\neksempelvis HAKL.\u003C\u002Fp>\n\n\u003Cp>8. Sekretariatsbistand ved særlige indsatser aftalt inden for eller på\ntværs af fondsområderne.\u003C\u002Fp>\n\n\u003Cp>Fx udvikling af uddannelsesforløb.\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om, at omlægningen af den partsfælles kompetenceindsats\nskal afspejles i Kompetencesekretariatets medarbejderstab. Dette vil skulle\nafklares som led i udarbejdelsen og tilpasningen af de tre kompetenceaftaler.\nDet forventes dog, at der sker en reducering af Kom-petencesekretariatets\nlønsum i overenskomstperioden. Tilknytningsordningen fortsættes i\nperi-oden.\u003C\u002Fp>\n\n\u003Cp>Styregruppe og fondsgrupper\u003C\u002Fp>\n\n\u003Cp>Der nedsættes en styregruppe for den partsfælles kompetenceindsats\nbestående af fire med-lemmer udpeget af Moderniseringsstyrelsen og fire\nmedlemmer udpeget af CFU. Styregruppens opgaver er:\u003C\u002Fp>\n\n\u003Cp>•Løbende drøftelse af den strategiske retning for den partsfælles\nkompetenceindsats\u003C\u002Fp>\n\n\u003Cp>•Fastsættelse af eventuelle tværgående indsatser, der finansieres af de\nberørte fondsområder.\u003C\u002Fp>\n\n\u003Cp>•Varetagelse af den overordnede ledelse af den partsfælles\nkompetenceindsats, fondsgrup-perne og Kompetencesekretariatet.\u003C\u002Fp>\n\n\u003Cp>•Definere rammekriterierne for ansøgninger til Kompetencefonden\u003C\u002Fp>\n\n\u003Cp>For hvert af de fire fondsområder nedsættes en fondsgruppe bestående af\nlige mange medlem-mer udpeget af Moderniseringsstyrelsen og den relevante\ncentralorganisation. Fondsgruppernes opgaver er:\u003C\u002Fp>\n\n\u003Cp>•Konkretisere rammekriterierne for ansøgninger for fondsområdet\u003C\u002Fp>\n\n\u003Cp>•Føre opsyn med driften af fondsområdet\u003C\u002Fp>\n\n\u003Cp>Som led i tilpasningen af’Aftale om organisering af parternes fælles\narbejde med kompetence-udvikling i staten’ indarbejdes rammerne for\nstyregruppens og de fire fondsgruppers virke.\u003C\u002Fp>\n\n\u003Cp>***\u003C\u002Fp>\n\n\u003Cp>Bilag C\u003C\u002Fp>\n\n\u003Cp>Aftale om ansættelse af chefer ved institutioner inden for undervisning,\nuddannelse og forskning på Uddannelses- og Forskningsministeriets område\u003C\u002Fp>\n\n\u003Cp>§ 1. Aftalens dækningsområde\u003C\u002Fp>\n\n\u003Cp>Aftalen omfatter chefstillinger med personaleledelse, som er ansat ved\ninstitutioner oprettet efter lov om professionshøjskoler for videregående\nuddannelser, lov om medie- og journalisthøjskolen, lov om erhvervsakademier\nfor videregående uddannelser, lov om maritime uddannelser, og som aktuelt er\nklassificeret i lønramme 35 — 40 eller med et lønniveau svarende dertil.\u003C\u002Fp>\n\n\u003Cp>1.Akademikerne har forhandlingsretten for chefer, der ansættes på baggrund\naf en uddannelse nævnt i bilag A til overenskomst for akademikere i staten\u003C\u002Fp>\n\n\u003Cp>2.LC\u002FCO 10 har forhandlingsretten for chefer der ansættes på baggrund af\nen grunduddannelse som ergoterapeut, fysioterapeut, bioanalytiker,\nsocialrådgiver\u002Fsocionom, sygeplejerske, radiograf, jordemoder, psykomotorisk\nterapeut, professionsbachelor i ernæring og sundhed, bygningskonstruktør samt\nchefer med en kandidatuddannelse med udgangspunkt i en af de nævnte\ngrunduddannels er\u003C\u002Fp>\n\n\u003Cp>3.DM har forhandlingsretten for chefer, der ikke kan omfattes af nr. 1 eller\nnr. 2\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Aftalen gælder ikke i de tilfælde, hvor ansættelse sker som\ntjenestemand.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. Aftaleparterne optager forhandlinger, såfremt der etableres nye\nuddannelsesinstitutioner på tilsvarende uddannelsesniveau,^ stk. 1, med\nhjemmel i et andet lovgrundlag.\u003C\u002Fp>\n\n\u003Cp>Stk. 4. Aftalen finder desuden anvendelse for ansatte, der som en personlig\nordning har bevaret retten til tjenestemandspension, og som i øvrigt er\nomfattet af aftalens dækningsområde.\u003C\u002Fp>\n\n\u003Cp>§ 2. Ansættelse\u003C\u002Fp>\n\n\u003Cp>Ansættelse kan ske varigt eller på åremål svarende til den til enhver\ntid gældende aftale om åremålsansættelse.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Aftale om ansættelse og åremålsaftale indgås mellem\nansættelsesmyndigheden og chefen. Der kan aftales nærmere regler for\ngenforhandling af kontrakten.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. Ansættelsesmyndigheden indsendet kopi af den underskrevne\nansættelsesaftale til den forhandlingsberettigede organisation.\u003C\u002Fp>\n\n\u003Cp>§ 3. Løn og forhandlingsregler mv.\u003C\u002Fp>\n\n\u003Cp>Løn og øvrige ansættelsesvilkår aftales individuelt mellem\nansættelsesmyndigheden og chefen, jf. bilag 1. Dog minimum på et niveau\nsvarende til lønramme 35.\u003C\u002Fp>\n\n\u003Cp>Stk. 2 Lønfastsættelsen kan ikke gøres til genstand for fagretlig\nbehandling. Lønfastsættelsen skal afspejle ansættelsesperioden, de øvrige\naftalte vilkår og i øvrigt ske under hensyntagen til den enkelte stillings\norganisatoriske niveau og ansvarsområder samt chefens kvalifikationer, jf.\nbilag 2.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. Ansættelsesmyndigheden kan efter forhandling med chefen fastsætte\nbonus, fx som honorering for særlig indsats.\u003C\u002Fp>\n\n\u003Cp>Stk. 4. Der kan mellem leder og medarbejder aftales rammer og vilkår for\nresultatbaserede lønordninger, hvorefter der udbetales resultatløn, i det\nomfang en række på forhånd definerede — kvalitative og\u002Feller kvantitative\n— mål bliver opfyldt.\u003C\u002Fp>\n\n\u003Cp>Stk. 5. Lønnen reguleres med de generelle stigninger, der aftales centralt\nved overenskomstfornyelserne eller udmøntes via en generel\nreguleringsordning.\u003C\u002Fp>\n\n\u003Cp>Stk. 6. Med virkning fra 1. januar 2019 afholdes merudgifter til\nlønforbedringer til chefer på institutioner, der er omfattet af aftalens\ndækningsområde, ikke af cheflønspuljen.\u003C\u002Fp>\n\n\u003Cp>§ 4. Pensionsbidrag\u003C\u002Fp>\n\n\u003Cp>Pensionsbidraget udgør 18 pct. af den samlede faste løn, jf. dog stk.\n2.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Chefer der overgår til aftalen, jf. § 9, bevarer deres hidtidige\npensionsprocent.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. Mellem ansættelsesmyndigheden og chefen kan der aftales en højere\npensionsbidragsprocent end den, der følger af stk. 1. og 2. Af\npensionsbidraget anses 1 \u002F3 at være chefens egetbidrag.\u003C\u002Fp>\n\n\u003Cp>Stk. 4. Chefer, der som en personlig ordning har bevaret retten til\ntjenestemandspension, kan bevare denne ordning.\u003C\u002Fp>\n\n\u003Cp>§ 5. Generelle ansættelsesvilkår mv.\u003C\u002Fp>\n\n\u003Cp>Chefer er omfattet af en række generelle aftaler og fælles regelsæt\nindgået mellem CFU og Finansministeriet, som fremgår af bilag 3.\u003C\u002Fp>\n\n\u003Cp>§ 6. Opsigelsesvarsler og forhandlingsprocedure ved afskedigelse mv.\u003C\u002Fp>\n\n\u003Cp>Chefer er omfattet af funktionærlovens regler om varsling, jf. dog stk. 2\neller stk. 3. Stk.\u003C\u002Fp>\n\n\u003Cp>2. Opsigelsesvarslet for øverste chef er forlænget med 3 måneder de\nførste 2 år af ansættelsen. Herefter er det forlængede opsigelsesvarsel 6\nmåneder.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. For øvrige chefer kan der aftales et forlænget opsigelsesvarsel\npå op til 6 måneder.\u003C\u002Fp>\n\n\u003Cp>Stk. 4. Ved afskedigelse og bortvisning gælder de procedure- og\nvoldgiftsregler, der er aftalt i den fællesoverenskomst, organisationsaftale\neller overenskomst, som vedkommende chef ville have været omfattet af, hvis\nansættelse ikke skete i henhold til denne aftale.\u003C\u002Fp>\n\n\u003Cp>§ 7. Fratrædelsesgodtgørelse\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>I tilfælde af uansøgt afsked, der ikke skyldes chefens væsentlige\nmisligholdelse, ydes en fratrædelsesgodtgørelse efter funktionærlovens\nregler herom.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Hemdover kan det aftales, at der i tilfælde af uansøgt afsked, der\nikke skyldes chefens væsentlige misligholdelse, ydes en\nfratrædelsesgodtgørelse på op til 9 måneders løn.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. Herudover kan det for øvrige chefer aftales, at der i tilfælde af\nuansøgt afsked, der ikke skyldes chefens væsentlige misligholdelse, ydes en\nfratrædelsesgodtgørelse på op til 3 måneders løn\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>§ 8. Afgørelse af tvister\u003C\u002Fp>\n\n\u003Cp>Enhver tvist vedrørende fortolkningen af den individuelle kontrakt søges\nbilagt ved forhandling mellem ansættelsesmyndigheden og chefen.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Kan der ikke opnås enighed mellem parterne efter stk. 1,\nfortsættes forhandlingen mellem ansættelsesmyndigheden og den\nforhandlingsberettigede organisation.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. Kan der ikke opnås enighed mellem parterne efter stk. 2, gælder\nreglerne i vedkommende hovedaftale om tvisdøsning, som vedkommende chef ville\nhave været omfattet af, hvis ansættelse ikke skete i henhold til denne\naftale.\u003C\u002Fp>\n\n\u003Cp>§ 9. Overgang til ansættelse efter aftalegrundlaget\u003C\u002Fp>\n\n\u003Cp>Bestemmelserne i stk. 2 — 3, omfatter chefer m.fl., der er ansat før\naftalens ikrafttræden, og som vælger at overgå til ansættelse efter\naftalegrundlaget.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Den enkelte chef kan vælge at overgå til ansættelse efter\naftalegrundlaget. Overgangen vil tidligst kunne ske fra tidspunktet, hvor\naftalen er trådt i kraft.\u003C\u002Fp>\n\n\u003Cp>Overgangen kan ikke være med tilbagevirkende kraft, med mindre\nansættelsesmyndigheden er indstillet herpå.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. Åremålsansatte kan først overgå til ansættelse efter aftalen\nved åremålets udløb og på det tidspunkt, hvor vedkommende skal have\nforlænget sin åremålsansættelse i henhold til principperne herfor i\nåremålsaftalen\u003C\u002Fp>\n\n\u003Cp>Stk. 4. Overgang til ansættelse efter aftalegrundlaget skal ske som direkte\novergang til samme stilling. Ansættelsesmyndigheden udarbejder forslag til\nvilkår forinden en chefs stillingtagen til overgang til ansættelse efter\naftalegrundlaget.\u003C\u002Fp>\n\n\u003Cp>§10. Ikrafttræden og opsigelse\u003C\u002Fp>\n\n\u003Cp>Aftalen træder i kraft 1. januar 2019. Aftalen kan opsiges skriftligt med 3\nmåneders varsel til en 31. marts, dog tidligst til den [31. marts 2021],\nNedenstående aftaler finder fortsat anvendelse for personer, der er ansat før\naftalens ikrafttræden, jf. dog § 9, stk. 2.\u003C\u002Fp>\n\n\u003Cp>1) Organisationsaftale for stillinger som rektor ved professionshøjskoler\nsamt protokollat til overenskomst for akademikere i staten (Modst. nr.\n035-15)\u003C\u002Fp>\n\n\u003Cp>2) Organisationsaftale om stillinger som rektor ved erhvervsakademier\n(Perst. nr. 042-09).\u003C\u002Fp>\n\n\u003Cp>3) Protokollat om ledere og lærere ved en række videregående\nuddannelsesinstitutioner (Modst. nr. 049-15)\u003C\u002Fp>\n\n\u003Cp>4) Organisationsaftale for ledere under COlO’s forhandlingsområde ved en\nrække uddannelsesinstitutioner (Modst. nr. 043-13)\u003C\u002Fp>\n\n\u003Cp>***\u003C\u002Fp>\n\n\u003Cp>Bilag 1\u003C\u002Fp>\n\n\u003Cp>Hensigtserklæring vedrørende nyt aftalegrundlag for chefer på\nuddannelses- og undervisningsinstitutioner\u003C\u002Fp>\n\n\u003Cp>LC\u002FCOIO, Akademikerne og Finansministeriet har i forbindelse med aftale- og\noverenskomstfornyelsen drøftet et nyt grundlag for løn- og\nansættelsesvilkår for chefer på visse selvejende uddannelses- og\nundervisningsinstitutioner under Uddannelses- og Forskningsministeriet og\nUndervisningsministeriet.\u003C\u002Fp>\n\n\u003Cp>Drøftelserne har taget udgangspunkt i en erkendelse af, at\nansættelsesgrundlaget for chefer på de statslige selvejende uddannelses- og\nundervisningsinstitutioner er præget af forskelligartede vilkår og til dels\nugennemsigtige lønstrukturer med elementer, der ikke i alle tilfælde virker\nefter hensigten.\u003C\u002Fp>\n\n\u003Cp>Med aftalegrundlagene ønsker parterne at øge de lokale frihedsgrader for\nfastsættelse af løn- og ansættelsesvilkår. Løn- og ansættelsesvilkår\nforhandles fremover mellem ansættelsesmyndighed og chef. Vilkårene skal\nafspejle den enkelte stillings kompleksitet, organisatoriske placering og\nledelsesansvar. Hertil kommer chefens kompetencer og erfaring samt\nansættelsesmyndighedens behov for fastholdelse og rekruttering af chefer.\u003C\u002Fp>\n\n\u003Cp>De øgede frihedsgrader skal sikre en tættere kobling mellem de lokale\nforhold på arbejdspladsen og lønforholdene, understøtte udvikling og\nkvalitet i opgaveløsningen samt bidrage til fastholdelse og rekruttering af\nchefer.\u003C\u002Fp>\n\n\u003Cp>Den lokale lønudvikling skal ske inden for rammerne af institutionens\nøkonomi og det er et lokalt ansvar at sikre en forsvarlig og prioriteret\nløndannelse. Det er ikke intentionen, at det nye aftalegrundlag skal medføre\nen højere lønudvikling blandt chefer omfattet af aftalernes dækningsområde\ni forhold til sammenlignelige chefstillinger i staten.\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om, at kompetencen til at aftale løn — såvel på\narbejdsgiver — som på arbejdstagersiden — delegeres i videst muligt\nomfang. Intentionen med aftalen bygger på en forudsætning om, at lønnen\nforhandles individuelt mellem ansættelsesmyndigheden og chef.\u003C\u002Fp>\n\n\u003Cp>Såfremt en af parterne ønsker at tilbagekalde forhandlings- og\naftalekompetencen, skal der foreligge konkrete omstændigheder, der begrunder\ndette. Dernæst skal der være en forhandling mellem de centrale parter herom\ninden kompetencen tilbagekaldes.\u003C\u002Fp>\n\n\u003Cp>Endvidere gælder, at en overordnet myndighed efter almindelige gældende\nregler om forholdet mellem myndigheder om nødvendigt kan komme med bindende\nudmeldinger til institutionerne. Finansministeriet forventer, at der kun i\nsærlige tilfælde vil være behov herfor.\u003C\u002Fp>\n\n\u003Cp>***\u003C\u002Fp>\n\n\u003Cp>Bilag 2\u003C\u002Fp>\n\n\u003Cp>Vejledende beskrivelse af chefstillinger omfattet af aftalegrundlaget\u003C\u002Fp>\n\n\u003Cp>Øverste chef af en institution\u003C\u002Fp>\n\n\u003Cp>Øverste chef for uddannelsesinstitution refererer til institutionens\nbestyrelse.\u003C\u002Fp>\n\n\u003Cp>Vedkommende leder og udvikler institutionens overordnede strategi, mål og\ntræffer beslutninger om institutionens overordnede struktur og planlægning.\nLedelsesansvaret omfatter brede og dybe fagområder. Fagligt og\npersonalemæssigt ledels es ansvar for chefer med et selvstændigt fagligt,\nøkonomisk eller personalemæssigt ledelsesansvar. Varetagelse af stillingen\nfomdsætter overordnet og strategisk ledelseserfaring.\u003C\u002Fp>\n\n\u003Cp>Eksempel på stillinger: Rektor eller administrerende direktør\u003C\u002Fp>\n\n\u003Cp>Stedfortræderfor øverste chef\u002Fmedlem af institutionens direktion\u003C\u002Fp>\n\n\u003Cp>Stedfortræderfor øverste chef refererer direkte til øverste chef af\nuddannelsesinstitution og indgår i institutionens strategiske ledelsesgruppe.\nVedkommende udfærdiget indstillinger om overordnet mål og strategi for\ninstitutionen. Vedkommende leder og udvikler et eller flere områder ud fra\ninstitutionens overordnede mål og strategi og træffer beslutninger om\noverordnet strategi, struktur og planlægning. Ledelsesansvaret omfatter et\nbredt og dybt fagområde inden for flere funktioner med tilhørende økonomisk\nansvar. Den assisterende chef har underordnede chefer, der har et fagligt og\nøkonomisk ledelsesansvar og varetagelse af stillingen fomdsætter overordnet\nog strategisk ledelseserfaring.\u003C\u002Fp>\n\n\u003Cp>Eksempel på stillinger: Vicerektor, vicedirektør, uddanneis es direktør,\nressourcedirektør, udviklingsdirektør, økonomidirektør\u003C\u002Fp>\n\n\u003Cp>Læder af et eller flere uddannelses og\u002F eller forskningsområder\u003C\u002Fp>\n\n\u003Cp>Øverste leder af et eller flere selvstændige uddannelses og\u002Feller\nforskningsområder inden for institutionen. Vedkommende arbejder med at udvikle\ninstitutionens fagområde ud fra overordnede mål, strategi og planlægning og\ner leder af andre personaleledere. Ledelsesansvaret omfatter et afgrænset\nfagområde med flere typer af funktioner med tilhørende økonomisk ansvar.\nTræffer principielle beslutninger inden for fagområdet. Lederen kan være\norganisatorisk placeret under den assisterende chef og varetagelse af\nstillingen forudsætter nogen faglig og personalemæssig ledelseserfaring.\u003C\u002Fp>\n\n\u003Cp>Eksempel på stillinger: Uddannelseschef, akademichef, campuschef,\ncenterchef, HR- chef, administrationschef, økonomichef\u003C\u002Fp>\n\n\u003Cp>Personale leder indenfor et uddannelsesområde\u003C\u002Fp>\n\n\u003Cp>Leder af et fagområde med personalemæssigt ledelsesansvar for en større\ngruppe medarbejdere, som arbejder med aktiviteter ud fra instimtionsmål.\nLedelsesopgaverne forudsætter indgående kendskab til indhold, metoder og\nprincipper samt akmel udvikling for ansvarsområdet. Det faglige ledelsesansvar\nkan være bredt eller dybt\u002Fspecialiseret, bestå af en eller flere arter af\nopgaver med tilhørende økonomisk ansvar. Lederen træffer beslutninger om\nanvendelse af nye metoder og løsninger på fagområdet. Resultaterne er\neksternt rettet med mindre funktionen er en intern funktion. Afhængigt af\nfunktionens størrelse og opgavernes kompleksitet kan stillingen have\nunderordnede (team)ledere. Lederen indgår i virksomhedens ledelsesgruppe og\ndeltager i fastlæggelse af mål og strategier. Varetagelse af stillingen\nforudsætter faglig ledelseserfaring.\u003C\u002Fp>\n\n\u003Cp>Eksempel på stillinger: Uddannelsesleder, centerchef, chef for et\nuddannelsesfagligt område, afdelingsleder, områdechef, funktionsleder\u003C\u002Fp>\n\n\u003Cp>***\u003C\u002Fp>\n\n\u003Cp>Bilag 3\u003C\u002Fp>\n\n\u003Cp>Generelle aftaler og fælles regelsæt\u003C\u002Fp>\n\n\u003Cp>De ansatte er omfattet af de til enhver tid gældende aftaler mellem\nFinansministeriet og centralorganisationerne i pkt. 1-18.\u003C\u002Fp>\n\n\u003Cp>Ved lov nr. 409 af 26. april 2013 om forlængelse og fornyelse af kollektive\noverenskomster og aftaler for visse grupper af ansatte på det offentlige\nområde overenskomstforhandlingerne i 2013 er der indgået ny aftale eller\naftalt ændringer i de aftaler, der er markeret med *.\u003C\u002Fp>\n\n\u003Cp>1. Arbejdsgiverens pligt til at underrette arbejdstageren om vilkårene for\nansættelsesforholdet, for tiden Fmst. cirk. 14\u002F6 2002 (Perst.nr. 029-02).\u003C\u002Fp>\n\n\u003Cp>2. *Aftale om generelle krav til indhold af bidragsdefinerede\npensionsordninger i staten mv., for tiden Fmst. cirk. 29\u002F8-2016 (Modstnr.\n028-16).\u003C\u002Fp>\n\n\u003Cp>3. Visse aspekter i forbindelse med tilrettelæggelse af arbejdstiden, for\ntiden Fmst.cirk. 18\u002F7 2003 (Perst.nr. 055-03).\u003C\u002Fp>\n\n\u003Cp>4. Tjenesterejseaftalen, for tiden Fmst. cirk. 30\u002F6 2000 (Perstnr.\n057-00).\u003C\u002Fp>\n\n\u003Cp>5. Ferieaftalen, for tiden Fmst. cirk. 11\u002F11 2005 (Perstnr. 053-05).\u003C\u002Fp>\n\n\u003Cp>6. Aftale om barsel, adoption og omsorgsdage, for tiden Fmst. cirk. 11\u002F11\n2014 (Modstå. 052-14).\u003C\u002Fp>\n\n\u003Cp>7. Orlov til børnepasning, for tiden Fmst. cirk. 30\u002F5 2001 (Perstnr.\n020-01).\u003C\u002Fp>\n\n\u003Cp>8. Tjenestefrihed af familiemæssige årsager, for tiden Fmst. cirk. 10\u002F6\n2008 (Perst.nr. 015-08)\u003C\u002Fp>\n\n\u003Cp>9. * Tillidsrepræsentanter, for tiden Fmst.cirk. 30\u002F9 2008 (Perst.nr.\n058-08).\u003C\u002Fp>\n\n\u003Cp>10. Senior- og fratrædelsesordninger, for tiden Fmst. cirk. 29\u002F8 2011\n(Perst.nr. 043-11).\u003C\u002Fp>\n\n\u003Cp>11. Rammeaftale om distancearbejde, for tiden Fmst. cirk. 6\u002F7 2005\n(Perst.nr. 039-05).\u003C\u002Fp>\n\n\u003Cp>12. Implementering af deltids direktivet, for tiden Fmst. cirk. 2\u002F9 1999\n(Fmst.nr. 051-99).\u003C\u002Fp>\n\n\u003Cp>13. * Fonden til udvikling af statens arbejdspladser, for tiden Fmst. cirk.\n15\u002F6 2015 (Perstnr. 022-15).\u003C\u002Fp>\n\n\u003Cp>14. *Aftale om kompetencefonden, for tiden Fmst. cirk. 15\u002F6 2015 (Perstnr.\n023-15).\u003C\u002Fp>\n\n\u003Cp>15. Aftale om kompetenceudvikling, for tiden Fmst. cirk. 15\u002F6 2015 (Perstnr.\n020-15).\u003C\u002Fp>\n\n\u003Cp>16. Samarbejde og samarbejdsudvalg i staten, Fmst. cirk. 27\u002F8 2013\n(Modst.nr. 013-13).\u003C\u002Fp>\n\n\u003Cp>17. Aftale om kontrolforanstaltning, for tiden Fmst. cirk. 1\u002F11 2010 (Perst.\nnr. 031-10)\u003C\u002Fp>\n\n\u003Cp>18. * Organisering af parternes fælles arbejde med kompetenceudvikling i\nstaten, for tiden Fmst. cirk 15\u002F6 2015 (Perst. nr. 021-15).\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om, at ovenstående oversigt opdateres.\u003C\u002Fp>\n\n\u003Cp>For aftalen gælder endvidere nedenstående hovedaftaler:\u003C\u002Fp>\n\n\u003Cp>•Hovedaftale mellem Finansministeriet og AC-organisationerne (APD nr.\n45\u002F91)\u003C\u002Fp>\n\n\u003Cp>•Hovedaftale mellem Finansministeriet og Statstjenestemændenes\nCentral¬organisation (CO II) (APD nr. 92\u002F92)\u003C\u002Fp>\n\n\u003Cp>•Hovedaftale mellem Finansministeriet og Statsansattes Kartel,\nOverens¬komstsektionen (APD nr. 45\u002F91)\u003C\u002Fp>\n\n\u003Cp>•Hovedaftale mellem Finansministeriet og Lærernes Centralorganisati¬on\u002F\nOverenskomstansattes Centralorganisation.\u003C\u002Fp>\n\n\u003Cp>Herudover gælder kapitlerne om fravær i henholdsvis overenskomsten for\nakademikere i staten, LC\u002FCOlO-fællesoverenskomsteller\nOAO-S-fællesoverenskomst (de fælles regelsæt om sygdom, tjenestefrihed og\nbarns 1. og 2. sygedag samt bestemmelserne om militærtjeneste).\u003C\u002Fp>\n\n\u003Cp>***\u003C\u002Fp>\n\n\u003Cp>Bilag D\u003C\u002Fp>\n\n\u003Cp>Aftale om ansættelse af chefer ved institutioner inden for undervisning og\nuddannelse på Undervisningsministeriets område\u003C\u002Fp>\n\n\u003Cp>§ 1. Aftalens dækningsområde\u003C\u002Fp>\n\n\u003Cp>Aftalen omfatter chefstillinger med personaleledelse, som ansættes ved\ninstitutioner oprettet efter lov om institutioner for almengymnasiale\nuddannelser og almen voksenuddannelser samt lov om institutioner for\nerhvervsrettet uddannelse, og som aktuelt er klassificeret i lønramme 35 - 40\neller med et lønniveau svarende hertil.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Aftalen gælder ikke for følgende institutioner: Selvstændige AMU\ncentre, SOSU- skoler og grundskoleafdelinger ved private gymnasier.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. Aftalen gælder ikke i de tilfælde, hvor ansættelse sker som\ntjenestemand.\u003C\u002Fp>\n\n\u003Cp>Stk. 4. Chefer, der er omfattet af aftalegrundlaget har frit\norganisationsvalg mellem de underskrivende centralorganisationers\nmedlemsorganisationer.\u003C\u002Fp>\n\n\u003Cp>Stk. 5. Aftaleparterne optager forhandlinger, såfremt der etableres nye\nuddannelsesinstitutioner på tilsvarende uddannelsesniveau,^ stk. \u002F, med\nhjemmel i et andet lovgrundlag.\u003C\u002Fp>\n\n\u003Cp>Stk. 6. Aftalen finder desuden anvendelse for ansatte, der som en personlig\nordning har bevaret retten til tjenestemandspension, og som i øvrigt er\nomfattet af aftalens dækningsområde.\u003C\u002Fp>\n\n\u003Cp>§ 2. Ansættelse\u003C\u002Fp>\n\n\u003Cp>Ansættelse kan ske varigt eller på åremål svarende til den til enhver\ntid gældende aftale om åremålsansættelse.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Ansættelsesaftale og åremålsaftale indgås mellem\nansættelsesmyndigheden og chefen. Der kan aftales nærmere regler for\ngenforhandling af kontrakten.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. Ansættelsesmyndigheden indsender kopi af den underskrevne\nansættelsesaftale til den forhandlingsberettigede organisation.\u003C\u002Fp>\n\n\u003Cp>§ 3. Løn og forhandlingsregler mv.\u003C\u002Fp>\n\n\u003Cp>Løn og øvrige ansættelsesvilkår aftales individuelt mellem\nansættelsesmyndigheden og chefen, jf. bilag 1. Dog minimum på et niveau\nsvarende til lønramme 35.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Lønfastsættelsen kan ikke gøres til genstand for fagretlig\nbehandling. Lønfastsættelsen skal afspejle ansættelsesperioden, de øvrige\naftalte vilkår og i øvrigt ske under hensyntagen til den enkelte stillings\norganisatoriske niveau og ansvarsområder samt chefens kvalifikationer, jf.\nbilag 2.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. Ansættelsesmyndigheden kan efter forhandling med chefen fastsætte\nbonus, fx som honorering for særlig indsats.\u003C\u002Fp>\n\n\u003Cp>Stk. 4. Der kan mellem leder og medarbejder aftales rammer og vilkår for\nresultatbaserede lønordninger, hvorefter der udbetales resultatløn, i det\nomfang en række på forhånd definerede — kvalitative og\u002Feller kvantitative\n— mål bliver opfyldt.\u003C\u002Fp>\n\n\u003Cp>Stk. 5. Lønnen reguleres med de generelle stigninger, der aftales centralt\nved overenskomstfornyelserne eller udmøntes via en generel\nreguleringsordning.\u003C\u002Fp>\n\n\u003Cp>Stk. 6. Med virkning fra 1. januar 2019 afholdes merudgifter til\nlønforbedringer til chefer på institutioner, der er omfattet af aftalens\ndækningsområde, ikke af cheflønspuljen.\u003C\u002Fp>\n\n\u003Cp>§ 4. Pensionsbidrag\u003C\u002Fp>\n\n\u003Cp>Pensionsbidraget udgør 18 pct. af den samlede faste løn, jf. dog stk.\n2.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Chefer der overgår til aftalen, jf. § 9, bevarer deres hidtidige\npensionsprocent.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. Mellem ansættelsesmyndigheden og chefen kan der aftales en højere\npensionsbidragsprocent end den, der følger af stk. 1. og 2. Af\npensionsbidraget anses 1 \u002F3 at være chefens egetbidrag.\u003C\u002Fp>\n\n\u003Cp>Stk. 4. Chefer, der som en personlig ordning har bevaret retten til\ntjenestemandspension, kan bevare denne ordning.\u003C\u002Fp>\n\n\u003Cp>§ 5. Generelle ansættelsesvilkår mv.\u003C\u002Fp>\n\n\u003Cp>Chefer er omfattet af en række generelle regelsæt indgået mellem CFU og\nFinansministeriet, som fremgår af bilag 3.\u003C\u002Fp>\n\n\u003Cp>§ 6. Opsigelsesvarsler og forhandlingsprocedure ved afskedigelse mv.\u003C\u002Fp>\n\n\u003Cp>Funktionærlovens regler om varsling gælder, medmindre andet er aftalt\nefter stk. 2 eller stk. 3.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Opsigelsesvarslet for øverste chef er forlænget med 3 måneder de\nførste 2 år af ansættelsen. Herefter er det forlængede opsigelsesvarsel 6\nmåneder.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. For øvrige chefer kan der aftales et forlænget opsigelsesvarsel\npå op til 6 måneder.\u003C\u002Fp>\n\n\u003Cp>Stk. 4. Ved afskedigelse og bortvisning gælder de procedure- og\nvoldgiftsregler, der er aftalt i den fællesoverenskomst, organisationsaftale\neller overenskomst, som vedkommende chef via sit medlemskab har valgt at være\nomfattet af.\u003C\u002Fp>\n\n\u003Cp>§ 7. Fratrædelsesgodtgørelse\u003C\u002Fp>\n\n\u003Cp>I tilfælde af uansøgt afsked, der ikke skyldes chefens væsentlige\nmisligholdelse, ydes en fratrædelsesgodtgørelse efter funktionærlovens\nregler herom.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Herudover kan det aftales, at der i tilfælde af uansøgt afsked,\nder ikke skyldes chefens væsentlige misligholdelse, ydes en\nfratrædelsesgodtgørelse på op til 9 måneders løn.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. Hemdover kan det for øvrige chefer aftales, at der i tilfælde af\nuansøgt afsked, der ikke skyldes chefens væsentlige misligholdelse, ydes en\nfratrædelsesgodtgørelse på op til 3 måneders løn.\u003C\u002Fp>\n\n\u003Cp>§ 8. Afgørelse af tvister\u003C\u002Fp>\n\n\u003Cp>Enhver tvist vedrørende fortolkningen af den individuelle kontrakt søges\nbilagt ved forhandling mellem ansættelsesmyndigheden og chefen.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Kan der ikke opnås enighed mellem parterne efter stk. 1,\nfortsættes forhandlingen mellem ansættelsesmyndigheden og den\nforhandlingsberettigede organisation.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. Kan der ikke opnås enighed mellem parterne efter stk. 2, gælder\nreglerne i vedkommende hovedaftale om tvistløsning, som vedkommende chef via\nsit medlemskab har valgt at være omfattet af.\u003C\u002Fp>\n\n\u003Cp>§ 9. Overgang til ansættelse efter aftalegrundlaget\u003C\u002Fp>\n\n\u003Cp>Bestemmelserne i stk. 2 — 3, omfatter chefer, der er ansat før aftalens\nikrafttræden, og som vælger at overgå til ansættelse efter\naftalegrundlaget.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Den enkelte chef kan vælge at overgå til ansættelse efter\naftalegrundlaget. Overgangen vil tidligst kunne ske fra tidspunktet, hvor\naftalen er trådt i kraft. Overgangen kan ikke være med tilbagevirkende kraft,\nmed mindre ansættelsesmyndigheden er indstillet herpå.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. Åremålsansatte kan først overgå til ansættelse efter aftalen\nved åremålets udløb og på det tidspunkt, hvor vedkommende skal have\nforlænget sin åremålsansættelse i henhold til principperne herfor i\nåremålsaftalen.\u003C\u002Fp>\n\n\u003Cp>Stk. 4. Overgang til ansættelse efter aftalegrundlaget skal ske som direkte\novergang til samme stilling. Ansættelsesmyndigheden udarbejder forslag til\nvilkår forinden en chefs stillingtagen til overgang til ansættelse efter\naftalegrundlaget.\u003C\u002Fp>\n\n\u003Cp>§10. Ikrafttræden og opsigelse\u003C\u002Fp>\n\n\u003Cp>Aftalen træder i kraft 1. januar 2019. Aftalen kan opsiges skriftligt med 3\nmåneders varsel til en 31. marts, dog tidligst til den [31. marts 2021],\nNedenstående aftaler finder fortsat anvendelse for personer, der er ansat før\naftalens ikrafttræden, jf. dog § 9, stk. 2.\u003C\u002Fp>\n\n\u003Cp>1)Aftale om løn- og ansættelsesforhold for rektorer ved private og almene\ngymnasier mv. (Perst. nr. 013-08)\u003C\u002Fp>\n\n\u003Cp>2)Overenskomst for lærere og pædagogiske ledere ved gymnasieskoler mv.\n(bilag 7) (Modst. nr. 015-16)\u003C\u002Fp>\n\n\u003Cp>3)Overenskomst for forstandere og øvrige chefstillinger ved\nvoksenuddannelsescentre (Perst. nr. 062-09)\u003C\u002Fp>\n\n\u003Cp>4)Aftale om lønsystem for erhvervsskoler (Perst. nr. 016-04)\u003C\u002Fp>\n\n\u003Cp>5)Aftale om klassificering af nyoprettede lederstillinger ved\nerhvervsskolerne (Fmst. nr. 35\u002F95)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bilag 1\u003C\u002Fp>\n\n\u003Cp>Hensigtserklæring vedrørende nyt aftalegrundlag for chefer på\nuddannelses- og undervisningsinstitutioner\u003C\u002Fp>\n\n\u003Cp>LC\u002FCO 10, Akademikerne og Finansministeriet har i forbindelse med aftale- og\noverenskomstfornyelsen drøftet et nyt grundlag for løn- og\nansættelsesvilkår for chefer på visse selvejende uddannelses- og\nundervisningsinstitutioner under Uddannelses- og Forskmngsministeriet og\nUndervisningsministeriet.\u003C\u002Fp>\n\n\u003Cp>Drøftelserne har taget udgangspunkt i en erkendelse af, at\nansættelsesgrundlaget for chefer på de statslige selvejende uddannelses- og\nundervisningsinstitutioner er præget af forskelligartede vilkår og til dels\nugennemsigdge lønstrukturer med elementer, der ikke i alle tilfælde virker\nefter hensigten.\u003C\u002Fp>\n\n\u003Cp>Med aftalegrundlagene ønsker parterne at øge de lokale frihedsgrader for\nfastsættelse af løn- og ansættelsesvilkår. Løn- og ansættelsesvilkår\nforhandles fremover mellem ansættelsesmyndighed og chef. Vilkårene skal\nafspejle den enkelte stillings kompleksitet, organisatoriske placering og\nledelsesansvar. Hertil kommer chefens kompetencer og erfaring samt\nansættelsesmyndighedens behov for fastholdelse og rekruttering af chefer.\u003C\u002Fp>\n\n\u003Cp>De øgede frihedsgrader skal sikre en tættere kobling mellem de lokale\nforhold på arbejdspladsen og lønforholdene, understøtte udvikling og\nkvalitet i opgaveløsningen samt bidrage til fastholdelse og rekruttering af\nchefer.\u003C\u002Fp>\n\n\u003Cp>Den lokale lønudvikling skal ske inden for rammerne af institutionens\nøkonomi og det er et lokalt ansvar at sikre en forsvarlig og prioriteret\nløndannelse. Det er ikke intentionen, at det nye aftalegrundlag skal medføre\nen højere lønudvikling blandt chefer omfattet af aftalernes dækningsområde\ni forhold til sammenlignelige chefstillinger i staten.\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om, at kompetencen til at aftale løn — såvel på\narbejdsgiver — som på arbejdstagersiden — delegeres i videst muligt\nomfang. Intentionen med aftalen bygger på en forudsætning om, at lønnen\nforhandles individuelt mellem ansættelsesmyndigheden og chef.\u003C\u002Fp>\n\n\u003Cp>Såfremt en af parterne ønsker at tilbagekalde forhandlings- og\naftalekompetencen, skal der foreligge konkrete omstændigheder, der begrunder\ndette. Dernæst skal der være en forhandling mellem de centrale parter herom\ninden kompetencen tilbagekaldes.\u003C\u002Fp>\n\n\u003Cp>Endvidere gælder, at en overordnet myndighed efter almindelige gældende\nregler om forholdet mellem myndigheder om nødvendigt kan komme med bindende\nudmeldinger til konkrete institutioner. Finansministeriet forventer, at der kun\ni særlige tilfælde vil være behov herfor.\u003C\u002Fp>\n\n\u003Cp>Bilag 2\u003C\u002Fp>\n\n\u003Cp>Vejledende beskrivelse af chefstillinger omfattet af aftalegrundlaget\u003C\u002Fp>\n\n\u003Cp>Øverste chef af en institution\u003C\u002Fp>\n\n\u003Cp>Øverste chef for uddannelsesinstitution refererer til institutionens\nbestyrelse. Vedkommende leder og udvikler institutionens overordnede strategi,\nmål og træffer beslutninger om institutionens overordnede struktur og\nplanlægning. Ledelsesansvaret omfatter brede og dybe fagområder. Fagligt og\npersonalemæssigt ledelsesansvar for chefer med et selvstændigt fagligt,\nøkonomisk eller personalemæssigt ledelsesansvar. Varetagelse af stillingen\nforudsætter overordnet og strategisk ledelseserfaring.\u003C\u002Fp>\n\n\u003Cp>Eksempel på stillinger: Rektor eller administrerende direktør\u003C\u002Fp>\n\n\u003Cp>Stedfortræderfor øverste chef\u002Fmedlem af institutionens direktion\u003C\u002Fp>\n\n\u003Cp>Stedfortræder for øverste chef refererer direkte til øverste chef af\nuddannelsesinstitution og indgår i institutionens strategiske ledelsesgruppe.\nVedkommende udfærdiger indstillinger om overordnet mål og strategi for\ninstitutionen. Vedkommende leder og udvikler et eller flere områder ud fra\ninstitutionens overordnede mål og strategi og træffer beslutninger om\noverordnet strategi, struktur og planlægning. Ledelsesansvaret omfatter et\nbredt og dybt fagområde inden for flere funktioner med tilhørende økonomisk\nansvar. Den assisterende chef har underordnede chefer, der har et fagligt og\nøkonomisk ledelsesansvar og varetagelse af stillingen fomdsætter overordnet\nog strategisk ledelseserfaring.\u003C\u002Fp>\n\n\u003Cp>Eksempel på stillinger: Vicedirektør, vicerektor, ressourcedirektør,\nøkonomidirektør, uddannelsesdirektør, udviklingsdirektør mv.\u003C\u002Fp>\n\n\u003Cp>Leder af et eller flere uddannelsesområder\u003C\u002Fp>\n\n\u003Cp>Øverste leder af et eller flere selvstændige uddannelsesområder inden for\ninstitutionen. Vedkommende arbejder med at udvikle institutionens fagområde ud\nfra overordnede mål, strategi og planlægning og er leder af andre\npersonaleledere. Ledelsesansvaret omfatter et afgrænset fagområde med flere\ntyper af funktioner med tilhørende økonomisk ansvar. Lederen træffer\nprincipielle beslutninger inden for fagområdet. Lederen kan være\norganisatorisk placeret under den assisterende chef og stillingen forudsætter\nfaglig og personalemæssig ledelseserfaring.\u003C\u002Fp>\n\n\u003Cp>Eksempel på stillinger: Uddannelseschef, udviklingschef, områdechef,\nbudgetchef, økonomichef, administrationschef, HR-chef og pædagogisk leder.\u003C\u002Fp>\n\n\u003Cp>Personaleleder indenfor et uddannelsesområde mv.\u003C\u002Fp>\n\n\u003Cp>Leder af et fagområde med personalemæssigt ledelsesansvar for en større\ngruppe medarbejdere, som arbejder med aktiviteter ud fra institutionsmål.\nLedelsesopgaverne forudsætter indgående kendskab til indhold, metoder og\nprincipper samt akmel udvikling for ansvarsområdet. Det faglige ledelsesansvar\nkan være bredt eller dybt\u002Fspecialiseret, bestå af en eller flere arter af\nopgaver med tilhørende økonomisk ansvar. Lederen træffer beslutninger om\nanvendelse af nye metoder og løsninger på fagområdet. Resultaterne er\neksternt rettet med mindre funktionen er en intern funktion. Afhængigt af\nfunktionens størrelse og opgavernes kompleksitet kan stillingen have\nunderordnede (team)ledere. Lederen indgår i virksomhedens ledelsesgruppe og\ndeltager i fastlæggelse af mål og strategier. Stillingen indeholder faglige\nledelsesopgaver..\u003C\u002Fp>\n\n\u003Cp>Eksempel på stillinger: Uddannelsesleder, centerchef, chef for et uddanneis\nes fagligt område og sekretariatschef.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bilag 3\u003C\u002Fp>\n\n\u003Cp>Generelle aftaler og fælles regelsæt\u003C\u002Fp>\n\n\u003Cp>De ansatte et omfattet af de til enhver tid gældende aftaler mellem\nFinansministeriet og centralorganisationerne i pkt. 1-18.\u003C\u002Fp>\n\n\u003Cp>Ved lov nr. 409 af 26. april 2013 om forlængelse og fornyelse af kollektive\noverenskomster og aftaler for visse grupper af ansatte på det offentlige\nområde overenskomstforhandlingerne i 2013 er der indgået ny aftale eller\naftalt ændringer i de aftaler, der er markeret med *.\u003C\u002Fp>\n\n\u003Cp>1. Arbejdsgiverens pligt til at underrette arbejdstageren om vilkårene for\nansættelsesforholdet, for tiden Fmst. cirk. 14\u002F6 2002 (Perstnr. 029-02).\u003C\u002Fp>\n\n\u003Cp>2. Aftale om generelle krav til indhold af bidragsdefinerede\npensionsordninger i staten mv., for tiden Fmst. cirk. 29\u002F8-2016 (Modst.nr.\n028-16).\u003C\u002Fp>\n\n\u003Cp>3. Visse aspekter i forbindelse med tilrettelæggelse af arbejdstiden, for\ntiden Fmst.cirk. 18\u002F7 2003 (Perstnr. 055-03).\u003C\u002Fp>\n\n\u003Cp>4. Tjenesterejseaftalen, for tiden Fmst. cirk. 30\u002F6 2000 (Perst.nr.\n057-00).\u003C\u002Fp>\n\n\u003Cp>5. Ferieaftalen, for tiden Fmst. cirk. 11\u002F11 2005 (Perst.nr. 053-05).\u003C\u002Fp>\n\n\u003Cp>6. Aftale om barsel, adoption og omsorgsdage, for tiden Fmst. cirk. 11\u002F11\n2014 (Modstnr. 052-14).\u003C\u002Fp>\n\n\u003Cp>7. Orlov til børnepasning, for tiden Fmst. cirk. 30\u002F5 2001 (Perstnr.\n020-01).\u003C\u002Fp>\n\n\u003Cp>8. Tjenestefrihed af familiemæssige årsager, for tiden Fmst. cirk. 10\u002F6\n2008 (Perstnr. 015-08)\u003C\u002Fp>\n\n\u003Cp>9. Tillidsrepræsentanter, for tiden Fmst.cirk. 30\u002F9 2008 (Perst.nr.\n058-08).\u003C\u002Fp>\n\n\u003Cp>10. Senior- og fratrædelsesordninger, for tiden Fmst. cirk. 29\u002F8 2011\n(Perst.nr. 043-11).\u003C\u002Fp>\n\n\u003Cp>11. Rammeaftale om distancearbejde, for tiden Fmst. cirk. 6\u002F7 2005 (Perstnr.\n039-05).\u003C\u002Fp>\n\n\u003Cp>12. Implementering af deltids direktivet, for tiden Fmst. cirk. 2\u002F9 1999\n(Fmst.nr. 051-99).\u003C\u002Fp>\n\n\u003Cp>13. * Fonden til udvikling af statens arbejdspladser, for tiden Fmst. cirk.\n15\u002F6 2015 (Perst.nr. 022-15).\u003C\u002Fp>\n\n\u003Cp>14. *Aftale om kompetencefonden, for tiden Fmst. cirk. 15\u002F6 2015 (Perstnr.\n023-15).\u003C\u002Fp>\n\n\u003Cp>15. Aftale om kompetenceudvikling, for tiden Fmst. cirk. 15\u002F6 2015\n(Perst.nr. 020-15).\u003C\u002Fp>\n\n\u003Cp>16. Samarbejde og samarbejdsudvalg i staten, Fmst. cirk. 27\u002F8 2013\n(Modst.nr. 013-13).\u003C\u002Fp>\n\n\u003Cp>17. Aftale om kontrolforanstaltning, for tiden Fmst. cirk. 1\u002F11 2010 (Perst.\nnr. 031-10)\u003C\u002Fp>\n\n\u003Cp>18. *Organisering af parternes fælles arbejde med kompetenceudvikling i\nstaten, for tiden Fmst. cirk 15\u002F6 2015 (Perst. nr. 021-15).\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om, at ovenstående oversigt opdateres.\u003C\u002Fp>\n\n\u003Cp>For aftalen gælder endvidere nedenstående hovedaftaler:\u003C\u002Fp>\n\n\u003Cp>• Hovedaftale mellem Finansministeriet og AC-organisationerne (APD nr.\n45\u002F91)\u003C\u002Fp>\n\n\u003Cp>• Hovedaftale mellem Finansministeriet og Statstjenestemændenes\nCentral¬organisation (CO II) (APD nr. 92\u002F92)\u003C\u002Fp>\n\n\u003Cp>• Hovedaftale mellem Finansministeriet og Statsansattes Kartel,\nOverens¬komstsektionen (APD nr. 45\u002F91)\u003C\u002Fp>\n\n\u003Cp>• Hovedaftale mellem Finansministeriet og Lærernes Centralorganisati¬on\u002F\nOverenskomstansattes Centralorganisation.\u003C\u002Fp>\n\n\u003Cp>Herudover gælder kapiderne om fravær i henholdsvis overenskomsten for\nakademikere i staten, LC\u002FCOlO-fællesoverenskomsteller\nOAO-S-fællesoverenskomst (de fælles regelsæt om sygdom, tjenestefrihed og\nbarns 1. og 2. sygedag samt bestemmelserne om militærtjeneste).\u003C\u002Fp>\n\n\u003Cp>***\u003C\u002Fp>\n\n\u003Cp>Bilag E\u003C\u002Fp>\n\n\u003Cp>UDVIKLING AF TILBUD OM FRIVILLIG LEDERUDDANNELSE I\u003C\u002Fp>\n\n\u003Cp>PSYKISK ARBEJDSMILJØ\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om, at et godt psykisk arbejdsmiljø er vigtigt for\nmedarbejdernes velbefindende og opgaveløsning såvel som hele arbejdspladsens\nproduktivitet. Forholdet mellem ledere og medarbejdere er centralt i sikringen\naf et godt psykisk arbejdsmiljø.\u003C\u002Fp>\n\n\u003Cp>For at understøtte ledere med personaleansvar i deres arbejde med at skabe\net godt psykisk arbejdsmiljø på arbejdspladserne er parterne enige om, at de\ni overenskomstperioden vil udvikle, tilbyde og evaluere en frivillig\nlederuddannelse i forebyggelse og håndtering af psykisk arbejdsmiljø.\nLedemddannelsen forløber over forventeligt tre dage fordelt på et år\nsåledes at læringen fra uddannelsen forankres i ledernes praksis gennem en\n”før, under og efter”-tilgang. Mellem uddannelsesdagene tilbydes lederne\ndeltagelse i et faciliteret netværk. Til initiativet har parterne afsat 1,5\nmio. kr. af overenskomstrammen Dette beløb er fastsat ud fra Akademikernes og\nModerniseringsstyrelsens erfaringer med beregning af omkostninger til et modul\ntil den fleksible masteruddannelse.\u003C\u002Fp>\n\n\u003Cp>Initiativet består af tre dele:\u003C\u002Fp>\n\n\u003Cp>1. Udvikling af den frivillige lederuddannelse i forebyggelse og håndtering\naf psykisk arbejdsmiljø\u003C\u002Fp>\n\n\u003Cp>2. Tilbud om frivillig lederuddannelse i forebyggelse og håndtering af det\npsykiske arbejdsmiljø til statens ledere\u003C\u002Fp>\n\n\u003Cp>3. Evaluering af den frivillige ledemddannelse\u003C\u002Fp>\n\n\u003Cp>Udvikling af den frivillige lederuddannelse i forebyggelse og håndtering af\npsykisk arbejdsmiljø\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om, at udviklingen af den frivillige ledemddannelse i\nforebyggelse og håndtering af psykisk arbejdsmiljø sker via ekstern bistand\nfra eksperter i psykisk arbejdsmiljø og ledelse således, at der sikres en\nkobling mellem felterne, og at uddannelsen står på et solidt\nforskningsbaseret grundlag. Hertil inddrages ledere med personaleansvar for at\nsikre, at ledernes behov imødekommes bedst muligt.\u003C\u002Fp>\n\n\u003Cp>For at sikre, at den frivillige ledemddannelse i forebyggelse og håndtering\naf psykisk arbejdsmiljø er relevant for statens ledere er parterne enige om,\nat der som en del af udviklingen gennemføres en testfase, hvor ledemddannelsen\nafprøves på et antal hold af statslige ledere, og herefter tilrettes\nledemddannelsen efter behov.\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om, at udgifterne til udviklingen — herunder testfasen\n— holdes indenfor midlerne, der er afsat til initiativet.\u003C\u002Fp>\n\n\u003Cp>Tilbud om frivillig lederuddannelse i forebyggelse og håndtering af det\npsykiske arbejdsmiljø til statens ledere\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om, at når den frivillige lederuddannelse i psykisk\narbejdsmiljø er udviklet tilbydes uddannelse til statens ledere med\npersonaleansvar. Det er frivilligt for lederne at tilmelde sig.\u003C\u002Fp>\n\n\u003Cp>Parterne udarbejder en fælles kommunikationsindsats, hvor parterne\ninformerer om den frivillige ledemddannelse i forebyggelse og håndtering af\ndet psykisk arbejdsmiljø og i fællesskab anbefaler uddannelsen til statslige\nledere, der ikke føler sig klædt på til at håndtere det psykiske\narbejdsmiljø på arbejdspladsen, såvel som ledere der ønsker at styrke deres\nkompetencer på området.\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om, at ledernes deltagelse på den frivillige\nledemddannelse i forebyggelse og håndtering af psykisk arbejdsmiljø\nfinansieres afledernes arbejdsplads.\u003C\u002Fp>\n\n\u003Cp>Evaluering af den frivillige lederuddannelse\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om, at der efter et års drift foretages en evaluering af\nden frivillige ledemddannelse i forebyggelse og håndtering af psykisk\narbejdsmiljø.\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om, at udgifterne til evalueringen holdes indenfor\nmidlerne, der er afsat til initiativet.\u003C\u002Fp>\n\n\u003Cp>***\u003C\u002Fp>\n\n\u003Cp>Bilag F\u003C\u002Fp>\n\n\u003Cp>STYRKELSE AF DET CENTRALE OG LOKALE SAMARBEJDE\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om følgende:\u003C\u002Fp>\n\n\u003Cp>1)Det centtale SU-udvalgs strategiske rolle styrkes (mellem\nModerniseringsstyrelsen og CFU)\u003C\u002Fp>\n\n\u003Cp>2)Uændret videreførelse af Samarbejdssekretariatet\u003C\u002Fp>\n\n\u003Cp>Det centrale SU-udvalgs strategiske rolle styrkes\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om at styrke det den strategiske rolle i det partsfælles\nSU-udvalg mellem CFU og Moderniseringsstyrelsen (jf. §12 i Samarbejdsaftalen)\nfor at sikre relevant og akmel informations- og vejledningsvirksomhed for\nsamarbejdsudvalgene. Dette sker gennem indførsel af en årlig strategisk\ndrøftelse i SU-udvalget om Samarbejdssekretariatets aktiviteter og\nindsatsområder, herunder hvordan de lokale samarbejdsudvalgs dialog,\nsamarbejde og konkrete handlinger kan styrkes gennem partsfælles initiativer\nog indsatsområder.\u003C\u002Fp>\n\n\u003Cp>SU-udvalget kan drøfte og iværksætte nye aktiviteter eller\nindsatsområder gennem Samarbejdssekretariatet, de centrale parter, eksterne\nkonsulenter eller på anden vis. SU- udvalget iværksætter endvidere\naktiviteter eller indsatsområder, som de centrale parter har aftalt ved\noverenskomstfornyelsen.\u003C\u002Fp>\n\n\u003Cp>Videreførelse af Samarbejdssekretariatet\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om, at Samarbejdssekretariatet videreføres.\u003C\u002Fp>\n\n\u003Cp>***\u003C\u002Fp>\n\n\u003Cp>Bilag G\u003C\u002Fp>\n\n\u003Cp>AFTALE OM BETALING MV. UNDER FUNKTION I HØJERE\u003C\u002Fp>\n\n\u003Cp>STILLING FOR TJENESTEMÆND I STATEN OG FOLKEKIRKEN\u003C\u002Fp>\n\n\u003Cp>§ 1. Retten til funktionsvederlag\u003C\u002Fp>\n\n\u003Cp>En tjenestemand, som i henhold til tjenestemandslovens § 11 eller § 41,\nstk. 1, efter særlig ordre eller ifølge en forud fastlagt tjenestefordeling\nfungerer i en højere stilling, er berettiget til funk-tionsvederlag efter\nreglerne i denne aftale, under forudsætning af at den pågældende overtager\nde arbejdsopgaver, der er forbundet med den højere stilling.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. En tjenestemand, der er ansat i en stilling, hvor oprykning til\nhøjere lønindplacering iføl¬ge lov eller anden godkendt ordning finder sted\nefter anciennitet og under forudsætning af til-fredsstillende tjenstlige\nforhold, er dog ikke berettiget til funktionsvederlag under tjeneste i en anden\ntilsvarende stilling.\u003C\u002Fp>\n\n\u003Cp>§ 2. Lokalaftaler\u003C\u002Fp>\n\n\u003Cp>Bestemmelserne i §§ 4-8 kan fraviges eller suppleres ved lokal aftale.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Lokalaftaler indgås af de enkelte ministerier eller dem, de\nbemyndiger hertil, og ved-kommende forhandlingsberettigede organisationer eller\ndem, de bemyndiger hertil.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. Lokalaftaler kan opsiges til bortfald med et varsel på 3 måneder,\nmedmindre der aftales et andet varsel.\u003C\u002Fp>\n\n\u003Cp>Stk. 4. Efter udløbet af den lokale aftale gælder bestemmelserne i denne\naftale. Det gælder også i forhold til igangværende funktioner, medmindre\nandet aftales.\u003C\u002Fp>\n\n\u003Cp>§ 3. Fastsættelse af funktionsvederlag\u003C\u002Fp>\n\n\u003Cp>Der kan lokalt indgås aftale om funktionsvederlagets størrelse. Hvis der\nikke indgås en lokalaf-tale, gælder bestemmelserne i stk. 2 og 3.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Funktionsvederlaget udgør et beløb, der svarer til forskellen\nmellem lønnen i tjeneste-mandens egen stilling og den løn, som den\npågældende ville opnå ved udnævnelse i den højere stilling på sit\nhidtidige tjenestested. Overføres tjenestemanden til et andet tjenestested,\nberegnes funktionsvederlaget dog på grundlag af lønforholdene på det nye\ntjenestested.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. For tjenestemænd, der er ansat på prøve, og som aflønnes med en\nprocentdel aflønnen ved varig ansættelse, opgøres funktionsvederlaget på\ngrundlag af forskellen mellem den pro-centdel af lønnen i egen stilling, som\nden pågældende er berettiget til, og samme procentdel af lønnen i den\nhøjere stilling.\u003C\u002Fp>\n\n\u003Cp>Bilag G\u003C\u002Fp>\n\n\u003Cp>Stk. 4. Bestemmelserne i stk. 1-3 gælder ikke for tjenestemænd, som er\naflønnet i henhold til intervallønsystemer, hvori der er aftalt særlige\nregler om fastsættelse af funktionsvederlaget.\u003C\u002Fp>\n\n\u003Cp>§ 4. Karensdage\u003C\u002Fp>\n\n\u003Cp>Retten til funktionsvederlag indtræder, når tjenestemanden har fungeret i\nden højere stilling i 30 dage i sammenhæng, jf. § 5.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. En tjenestemand, der har opnået ret til funktionsvederlag, får\nbetaling fra det tidspunkt, da funktionen er påbegyndt.\u003C\u002Fp>\n\n\u003Cp>§ 5. Fridage\u003C\u002Fp>\n\n\u003Cp>Fridage i funktionsperioden medregnes såvel ved opgørelsen af karensdage\nefter § 4 som ved opgørelsen af det antal dage, for hvilke der ydes betaling,\nhvis tjenestemanden har fungeret i den højere stilling på den første\narbejdsdag efter fridagen.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Under fortsat funktion ud over 6 måneder har tjenestemanden ret til\nfunktionsvederlag under sygdomsfravær i indtil 28 dage samt under afvikling af\nferie\u002Fsærlige feriedage. Betalingen beregnes som forskellen mellem lønnen i\ntjenestemandens egen stilling og den løn, som den pågældende ville opnå ved\nudnævnelse i den højere stilling, som vedkommende under den fort-satte\nperiode har fungeret længst i.\u003C\u002Fp>\n\n\u003Cp>§ 6. Sygdom og ferie\u003C\u002Fp>\n\n\u003Cp>Selv om funktionen har været afbrudt på grund af sygdomsfravær over 28\ndage, bevarer tjene-stemanden dog retten til funktionsvederlag efter\nfraværsperiodens ophør, hvis den pågældende fortsat fungerer i den højere\nstilling. Tilsvarende gælder, hvis funktionen afbrydes af\ntjenestefri-hedsperioder af op til 1 måneds varighed.\u003C\u002Fp>\n\n\u003Cp>§ 7. Særlige ydelser mv.\u003C\u002Fp>\n\n\u003Cp>Under funktion er tjenestemanden berettiget til udgifts dækkende ydelser\nefter de satser, der gælder for den højere stilling.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Andre særlige ydelser udbetales efter de satser, der gælder for\nden højere stilling, når tje-nestemanden har fungeret i 30 dage i\nsammenhæng, jf. § 4, stk. 1. \u003C\u002Fp>\n\n\u003Cp>Bilag G\u003C\u002Fp>\n\n\u003Cp>§ 8. Ansættelse i forlængelse af funktion\u003C\u002Fp>\n\n\u003Cp>En tjenestemand, der ansættes i en højere stilling i direkte forlængelse\naf funktion i denne stil¬ling — eller anden højere stilling af samme\nkategori — og som har varetaget arbejdsopgaverne i stillingen gennem en\nsammenhængende periode på mindst 1 år, får medregnet funktionsperio-den i\nlønancienniteten i den højere stilling.\u003C\u002Fp>\n\n\u003Cp>§ 9. Særlige regler for udenrigstjenesten\u003C\u002Fp>\n\n\u003Cp>For tjenestemænd i udenrigstjenesten finder bestemmelserne i § 12 i\nnormerings- og klassifice-ringsloven af 1958 fortsat anvendelse, jf.\nFinansministeriets bekendtgørelse nr. 943 af 4. juli 2017.\u003C\u002Fp>\n\n\u003Cp>§ 10. Ikrafttræden og opsigelse\u003C\u002Fp>\n\n\u003Cp>Aftalen har virkning fra 1. august 2018. Samtidig ophæves aftale af 23.\njuni 2011 om betaling mv. under funktion i højere stilling for tjenestemænd i\nstaten og folkekirken.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Aftalen kan opsiges skriftligt med 3 måneders varsel til en 31.\nmarts, dog tidligst til 31. marts [2021],\u003C\u002Fp>\n\n\u003Cp>København, den\u003C\u002Fp>\n\n\u003Cp>Offentligt Ansattes Organisationer (Det Statslige Område)\u003C\u002Fp>\n\n\u003Cp>CO 10 — Centralorganisationen af 2010 Akademikerne Lærernes\nCentralorganisation\u003C\u002Fp>\n\n\u003Cp>Finansministeriet\u003C\u002Fp>\n\n\u003Cp>P.M.V.\u003C\u002Fp>\n\n\u003Cp>E.B.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            ",{"STRUCINCR_trigger":42,"MEALALL_trigger":46,"mealvoucherstype1":50,"hourspday_select":53,"hourspweek_select":57,"hourspmonth_select":59,"hourspyear_select":61,"trainingprogrammes":63,"FLEXWORK_trigger":67,"childcare":71,"contractseverancepay":75},{"bindId":43,"name":44,"text":45},"STRUCINCR_trigger","Med virkning fra 1. april 2018 ydes en g","Med virkning fra 1. april 2018 ydes en generel lønforhøjelse svarende til\n0,80 pct. af den samlede faste løn pr. 31. marts 2018.\n\nMed virkning fra 1. oktober 2018 ydes en generel lønforhøjelse svarende\ntil 0,50 pct. af den samlede faste løn pr. 31. marts 2018.\n\nMed virkning fra 1. april 2019 ydes en generel lønforhøjelse svarende til\n1,30 pct. af den samlede faste løn pr. 31. marts 2018\n\nMed virkning fra 1. oktober 2019 ydes en generel lønforhøjelse svarende\ntil 0,86 pct. af den samlede faste løn pr. 31. marts 2018\n\nMed virkning fra 1. april 2020 ydes en generel lønforhøjelse svarende til\n1,46 pct. af den samlede faste løn pr. 31. marts 2018.\n\nMed virkning fra 1. februar 2021 ydes en generel lønforhøjelse svarende\ntil 0,68 pct. af den samlede faste løn pr. 31. marts 2018.\n\nStigningerne udmøntes ved forhøjelse af procentreguleringen.\n\nReguleringsordningen udmøntes pr. 1. april 2018, 1. april 2019, 1. april\n2020 og 1. februar 2021. I beregningen af udmøntningen pr. 1. april 2020\nkorrigeres for et ikke-lønpåvirkeligt element, jf. Bilag A. Dermed er der\nikke aftalt en fremadrettet praksis, hvor ikke-lønpåvirkelige elementer i\nforliget tilskrives.",{"bindId":47,"name":48,"text":49},"MEALALL_trigger","Parterne er enige om, at retten til beta","Parterne er enige om, at retten til betalt spisepause ekspliciteres som en\noverenskomstmæssig ret, hvor en sådan ret består i dag.",{"bindId":51,"name":48,"text":52},"mealvoucherstype1","Parterne er enige om, at retten til betalt spisepause ekspliciteres som en\noverenskomstmæssig ret, hvor en sådan ret består i dag.\n\nRetten til betalt spisepause bortfalder således ikke, selv om\narbejdsgiveren forlænger pausens varighed og\u002Feller giver afkald på den\nansattes pligt til at stå til rådighed for arbejdsgiveren i pausen.\n\nTjenestemændenes arbejdstidsaftale § 7, nr. 1, 2. pkt., har følgende\nformulering:\n\n”Pauser medregnes, hvis de varer mindre end V2 time og den ansatte står\ntil rådighed for arbejdsgiveren og ikke må forlade arbejdsstedet”.\n\nEn tilsvarende bestemmelse indsættes i akademikeroverenskomsten og øvrige\noverenskomster, der ikke indeholder bestemmelser om spisepause, således at\nretten også ekspliciteres på disse områder.",{"bindId":54,"name":55,"text":56},"hourspday_select","CFU og Finansministeriet, Moderniserings","CFU og Finansministeriet, Moderniseringsstyrelsen, konstaterer, at det ikke\nhar været muligt at opnå en forhandlet arbejdstidsaftale for ansatte på Lov\n409-underviserområderne ved OKI8. Arbejdstiden reguleres derfor fortsat af de\narbejdstidsregler, der fremgår af Lov 409 (2013).",{"bindId":58,"name":55,"text":56},"hourspweek_select",{"bindId":60,"name":55,"text":56},"hourspmonth_select",{"bindId":62,"name":55,"text":56},"hourspyear_select",{"bindId":64,"name":65,"text":66},"trainingprogrammes","Med et arbejdsmarked i hastig forandring","Med et arbejdsmarked i hastig forandring er kompetenceudvikling af statens\nmedarbejdere vigtig for at sikre opgavevaretagelsen på arbejdspladserne,\nmedarbejdernes faglige udvikling og employability. Har statens medarbejdere de\nrigtige kompetencer til fremtidens arbejdsmarked, giver det medarbejderne de\nbedst mulige forudsætninger for at lykkes og trives i deres arbejde, og\nsamtidig giver det borgerne de bedst mulige velfærdsløsninger. Parterne er\nderfor enige om at fortsætte det gode samarbejde om kompetenceudvikling af\nstatens medarbejdere.\n\nLokal forankring er vigtig for at sikre, at kompetenceudviklingen\nunderstøtter den enkelte arbejdsplads’ kerneopgave samtidig med, at lokal\nforankring giver mulighed for at tage udgangspunkt i den enkelte medarbejders\nønsker til faglig udvikling.\n\nFor at sikre, at den partsfælles kompetenceindsats understøtter\nkompetenceudvikling af statens medarbejdere, er parterne enige om at lave en\nomlægning af den partsfælles kompetenceindsats. Parterne vil fokusere\nmidlerne i den partsfælles kompetenceindsats ved at samle midlerne i en fond,\nder har fokus på individuel kompetencegivende kompetenceudvikling. I fonden\nkan statens medarbejdere søge midler til individuel kompetencegivende\nkompetenceudvikling. Parterne er enige om at overføre midlerne fra FUSA og den\neksisterende kompetencefond til den nye karriere- og kompetencefond svarende\ntil 172 mio. kr. i overenskomstperioden.",{"bindId":68,"name":69,"text":70},"FLEXWORK_trigger","Parterne er enige om at afskaffe kravet ","Parterne er enige om at afskaffe kravet om, at der skal indgås en\niværksættelsesaftale mellem ansættelsesmyndigheden og\ntillidsrepræsentanten, inden der kan indgås aftale mellem\nansættelsesmyndigheden og den ansatte om plustid.\n\nSom følge heraf ophæves § 6, stk. 1, i tjenestemændenes\narbejdstidsaftale med virkning fra den 1. april 2018.",{"bindId":72,"name":73,"text":74},"childcare","§ 4, stk. 1, i aftale af 12. juni 2007 o","§ 4, stk. 1, i aftale af 12. juni 2007 om tjenestefrihed af familiemæssige\nårsager ændres til følgende:\n\n”En ansat har ret til tjenestefrihed med løn i op til 5 dage pr. barn\ninden for 12 på hinanden følgende måneder i forbindelse med den ansattes\nhospitalsindlæggelse sammen med et hjemmeværende barn under 14 år.\nTilsvarende gælder, hvis barnet under indlæggelsen opholder sig i hjemmet\neller modtager ambulant behandling, der træder i stedet for\nhospitalsindlæggelse, og som kræver den ansattes tilstedeværelse.”",{"bindId":76,"name":77,"text":78},"contractseverancepay","I tilfælde af uansøgt afsked, der ikke s","I tilfælde af uansøgt afsked, der ikke skyldes chefens væsentlige\nmisligholdelse, ydes en fratrædelsesgodtgørelse efter funktionærlovens\nregler herom.\n\nStk. 2. Hemdover kan det aftales, at der i tilfælde af uansøgt afsked, der\nikke skyldes chefens væsentlige misligholdelse, ydes en\nfratrædelsesgodtgørelse på op til 9 måneders løn.\n\nStk. 3. Herudover kan det for øvrige chefer aftales, at der i tilfælde af\nuansøgt afsked, der ikke skyldes chefens væsentlige misligholdelse, ydes en\nfratrædelsesgodtgørelse på op til 3 måneders løn","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>RESULTATET AF FORHANDLINGERNE MELLEM MINISTEREN FOR OFFENTLIG INNOVATION OG CENTRALORGANISATIONERNES FÆLLESUDVALG - 2018 - 2018\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Startdato: → 2018-04-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Slutdato: → 2021-03-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratificeret af: → Ministry\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratificeret den: → 2018-05-04\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Navn på industri: → Offentlig administration, politiet, interesseorganisation\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Navn på industri: → Generelle offentlige tjenester  \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Offentlig\u002Fprivat sektor: → I den offentlige sektor\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Indgået af:\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Navn på foreninger: → \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMPRO41_1\">\n                Navne på faglige foreninger: → \n                \u003Cdiv id=\"display-CBA_MEMPRO41_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n        \u003C\u002Fdiv>\n\n        \n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">UDDANNELSE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Uddannelsesprogrammer: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Lærlingeuddannelse: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Arbejdsgiver bidrager til en uddannelsesfond for medarbejdere: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \n\n\n        \n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">ARBEJDE- OG FAMILIEORDNINGER\u003C\u002Fh3>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Jobsikkerhed efter barselsorlov: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Forbud mod forskelsbehandling i forbindelse med barsel: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Forbud mod at tvinge gravide eller ammende medarbejdere til at udføre farligt eller usundt arbejde: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">APV risikovurdering for sikkerhed og sundhed for gravide eller ammende kvinder: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Tilgængelighed af alternativer til farligt og usundt arbejde for gravide eller ammende kvinder: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Fravær i forbindelse med fødselsforberedelse: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Forbud mod at screene for graviditet før ansættelse af vikarer: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Forbud mod at screene for graviditet før forfremmelse: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Faciliteter til ammende mødre: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Børnepasningsfaciliteter anlagt af arbejdsgiver: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Børnepasningsfaciliteter med tilskud fra arbejdsgiver: → Nej\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetær undervisning\u002Ftilskud til børns uddannelse: → Nej\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Betalt orlov pr. år ved omsorgsarbejde for pårørende: → 5 dage\n            \u003C\u002Fdiv>\n\n            \n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">ARBEJDSKONTRAKTER\u003C\u002Fh3>\n\n            \n            \n            \n\u003Cdiv id=\"display-severance_number\">\n                Fratrædelsesgodtgørelse efter 5 års ansættelse (antal dagslønninger): → Insufficient data dage\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_number_1_tenure\">\n                Fratrædelsesgodtgørelse efter et års ansættelse (antal dagslønninger): → Insufficient data dage\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-part_time_excluded\">Medarbejdere på deltid ekskluderet fra nogen bestemmelser: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Bestemmelser for midlertidigt ansatte: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Lærlinge ekskluderet fra nogen bestemmelser: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijob\u002Fstudenterjob ekskluderet fra nogen bestemmelser: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">ARBEJDSTID, VAGTPLAN OG FERIE\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Bestemmelser om fleksible arbejdsordninger: → Ja\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">LØNNINGER\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Lønningerne bestemmes ud fra løntabeller: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Justering i henhold til stigende leveomkostninger: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Lønstigning\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Lønstigning: → 0.68 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Lønstigning begynder: → 2021-02\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \u003Ch4>Spisebilletter\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Spisebilletter forudsat: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 → -9.0 pr. måltid\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Gratis retshjælp: → Nej\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[84],{"title":35,"slug":31},[86],{"type":87,"data":88},"call_to_action_body_block",{"title":89,"description":90,"variant":91,"link":92},"Sammenlign kollektive aftaler","Sammenlign artiklerne om de kollektive overenskomster fra Danmark på tværs af sektorer, emner og lande","dark",{"title":89,"url":93,"description":89,"rel":94,"type":95},"\u002Fda-dk\u002Farbejde-i-danmark\u002Fkollektiv-overenskomst\u002Fsammenlign-kollektive-aftaler","follow","internal",[97],{"type":87,"data":98},{"title":89,"description":90,"variant":91,"link":99},{"title":89,"url":93,"description":89,"rel":94,"type":95},[],{"title":15,"seo_title":102,"description":7,"path":103,"redirect_url":7,"locale":16,"children":104},"Danmark: Lær mere om lønninger, arbejdsret og arbejde","\u002Fda-dk",[105,191,220],{"title":18,"seo_title":106,"description":7,"path":107,"redirect_url":7,"locale":16,"children":108},"Mindsteløn, Eksistensminimum, Arbejdsretten","\u002Fda-dk\u002Farbejde-i-danmark",[109,114,119,138,187],{"title":110,"seo_title":111,"description":7,"path":112,"redirect_url":7,"locale":16,"children":113},"Mindsteløn","Mindsteløn i Danmark: Få mere at vide","\u002Fda-dk\u002Farbejde-i-danmark\u002Fmindstelon",[],{"title":115,"seo_title":116,"description":7,"path":117,"redirect_url":7,"locale":16,"children":118},"Eksistensminimum","Eksistensminimum i Danmark","\u002Fda-dk\u002Farbejde-i-danmark\u002Feksistensminimum",[],{"title":120,"seo_title":8,"description":7,"path":121,"redirect_url":7,"locale":16,"children":122},"Løn","\u002Fda-dk\u002Farbejde-i-danmark\u002Floen",[123,128,133],{"title":124,"seo_title":125,"description":7,"path":126,"redirect_url":7,"locale":16,"children":127},"Lønundersøgelse","Lønundersøgelse i Danmark","\u002Fda-dk\u002Farbejde-i-danmark\u002Floen\u002Fundersoegelse",[],{"title":129,"seo_title":130,"description":7,"path":131,"redirect_url":7,"locale":16,"children":132},"Løntjek","Løntjek i Danmark","\u002Fda-dk\u002Farbejde-i-danmark\u002Floen\u002Ftjek",[],{"title":134,"seo_title":135,"description":7,"path":136,"redirect_url":7,"locale":16,"children":137},"VIP Løn Tjek","VIP-lønninger i Danmark og i verden","\u002Fda-dk\u002Farbejde-i-danmark\u002Floen\u002Fvip",[],{"title":139,"seo_title":140,"description":7,"path":141,"redirect_url":7,"locale":16,"children":142},"Arbejdsretten","Arbejdsret i Danmark","\u002Fda-dk\u002Farbejde-i-danmark\u002Farbejdsretten",[143,147,151,155,159,163,167,171,175,179,183],{"title":144,"seo_title":8,"description":7,"path":145,"redirect_url":7,"locale":16,"children":146},"Arbejde og Løn","\u002Fda-dk\u002Farbejde-i-danmark\u002Farbejdsretten\u002Farbejde-og-lon",[],{"title":148,"seo_title":8,"description":7,"path":149,"redirect_url":7,"locale":16,"children":150},"Kompensation og arbejdstid","\u002Fda-dk\u002Farbejde-i-danmark\u002Farbejdsretten\u002Fkompensation-og-arbejdstid",[],{"title":152,"seo_title":8,"description":7,"path":153,"redirect_url":7,"locale":16,"children":154},"Årlig Ferie og Helligdage","\u002Fda-dk\u002Farbejde-i-danmark\u002Farbejdsretten\u002Farlig-ferie-og-helligdage",[],{"title":156,"seo_title":8,"description":7,"path":157,"redirect_url":7,"locale":16,"children":158},"Kontrakter og afskedigelser","\u002Fda-dk\u002Farbejde-i-danmark\u002Farbejdsretten\u002Fkontrakter-og-afskedigelser",[],{"title":160,"seo_title":8,"description":7,"path":161,"redirect_url":7,"locale":16,"children":162},"Familiære Forpligtelser","\u002Fda-dk\u002Farbejde-i-danmark\u002Farbejdsretten\u002Ffamiliaere-forpligtelser",[],{"title":164,"seo_title":8,"description":7,"path":165,"redirect_url":7,"locale":16,"children":166},"Barsel og Arbejde","\u002Fda-dk\u002Farbejde-i-danmark\u002Farbejdsretten\u002Fbarsel-og-arbejde",[],{"title":168,"seo_title":8,"description":7,"path":169,"redirect_url":7,"locale":16,"children":170},"Sundhed og Sikkerhed","\u002Fda-dk\u002Farbejde-i-danmark\u002Farbejdsretten\u002Fsundhed-og-sikkerhed",[],{"title":172,"seo_title":8,"description":7,"path":173,"redirect_url":7,"locale":16,"children":174},"Sygefravær","\u002Fda-dk\u002Farbejde-i-danmark\u002Farbejdsretten\u002Fsygefravaer",[],{"title":176,"seo_title":8,"description":7,"path":177,"redirect_url":7,"locale":16,"children":178},"Social Sikkerhed","\u002Fda-dk\u002Farbejde-i-danmark\u002Farbejdsretten\u002Fsocial-sikkerhed",[],{"title":180,"seo_title":8,"description":7,"path":181,"redirect_url":7,"locale":16,"children":182},"Ligestilling","\u002Fda-dk\u002Farbejde-i-danmark\u002Farbejdsretten\u002Fligestilling",[],{"title":184,"seo_title":8,"description":7,"path":185,"redirect_url":7,"locale":16,"children":186},"Fagforeninger","\u002Fda-dk\u002Farbejde-i-danmark\u002Farbejdsretten\u002Ffagforeninger",[],{"title":6,"seo_title":8,"description":7,"path":9,"redirect_url":7,"locale":16,"children":188},[189],{"title":89,"seo_title":8,"description":7,"path":93,"redirect_url":7,"locale":16,"children":190},[],{"title":192,"seo_title":8,"description":7,"path":193,"redirect_url":7,"locale":16,"children":194},"Hvad vi gør","\u002Fda-dk\u002Fhvad-vi-gor",[195,199,205,210,215],{"title":196,"seo_title":8,"description":7,"path":197,"redirect_url":7,"locale":16,"children":198},"Data og ydelser","\u002Fda-dk\u002Fhvad-vi-gor\u002Fdata-og-ydelser",[],{"title":200,"seo_title":8,"description":7,"path":201,"redirect_url":202,"locale":203,"children":204},"Projekter","\u002Fda-dk\u002Fhvad-vi-gor\u002Fprojekter","\u002Fwhat-we-do\u002Fprojects","en",[],{"title":206,"seo_title":8,"description":7,"path":207,"redirect_url":208,"locale":203,"children":209},"Arrangementer","\u002Fda-dk\u002Fhvad-vi-gor\u002Farrangementer","\u002Fwhat-we-do\u002Fevents",[],{"title":211,"seo_title":8,"description":7,"path":212,"redirect_url":213,"locale":203,"children":214},"Publikationer","\u002Fda-dk\u002Fhvad-vi-gor\u002Fpublikationer","\u002Fwhat-we-do\u002Fpublications",[],{"title":216,"seo_title":8,"description":7,"path":217,"redirect_url":218,"locale":203,"children":219},"Nyheder og 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