[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fda-dk\u002Farbejde-i-danmark\u002Fkollektiv-overenskomst\u002Fvvs-overenskomsterne_2014-2017":3,"menu:\u002Fda-dk:":230,"sites:htmlblocks":400,"subsites":1599,"cite-subsites":5164,"footer:root":5641,"suggested:root":5739,"cite-footer:root":5743},{"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":210,"content_type_view":211,"extra_breadcrumbs":212,"body":214,"body_blocks":225,"related_pages":229},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":208,"translations":209},{"id":31,"uid":32,"url":33,"name":34,"locale":11,"override_title":8,"title":35,"browser_title":36,"browser_description":37,"text":38},"vvs-overenskomsterne_2014-2017","39336cd6-7b82-11e7-a333-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fdenmark\u002Fvvs-overenskomsterne_2014-2017\u002Fvvs-overenskomsterne_2014-2017\u002F","VVS Overenskomsterne_2014-2017","DNK TEKNIQ - 2014","Denmark - DNK TEKNIQ - 2014","DNK TEKNIQ - 2014 - Bygge- og anlægsvirksomhed, teknisk rådgivning, Engroshandel",{"name":39,"data":40},"Vvs-final.html","\n              \n              \n              \n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>VVS\u003C\u002Fh1>\n\n\u003Ch1>Overenskomsterne\u003C\u002Fh1>\n\n\u003Ch1>2014-2017\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Punkt 1 – Overenskomstens anvendelse\u003C\u002Fh2>\n\n\u003Ch3>Stk. 1: Overenskomsten\u003C\u002Fh3>\n\n\u003Cp>Overenskomstparterne er enige om, at denne overenskomsts bestemmelser skal\noverholdes.\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om, at overenskomsten er en områdeoverens-komst, som\nfinder anvendelse over for alle ansatte medarbejdere inden for overenskomstens\ngyldighedsområde, hvor parterne er enige om at modvirke ethvert forsøg på at\nomgå overenskom-stens bestemmelser.\u003C\u002Fp>\n\n\u003Ch3>Stk. 2: Nyoptagne medlemmer\u003C\u002Fh3>\n\n\u003Cp>Virksomheder, som ved deres optagelse i TEKNIQ har overens-komst med et\neller flere fagforbund inden for overenskomstom-rådet, hvad enten\noverenskomsten er en særoverenskomst, en tiltrædelsesoverenskomst eller en\nlokalaftale, omfattes, uden særlig opsigelse af en sådan overenskomst af\ndenne overens-komst fra tidspunktet for optagelsen.\u003C\u002Fp>\n\n\u003Cp>Der optages snarest efter virksomhedens optagelse i TEKNIQ\ntilpasningsforhandlinger med det formål at udforme eventuelle lokale aftaler\npå en sådan måde, at bestående overenskomstfor-hold ikke forrykkes som\nhelhed. Tilpasningsforhandlingerne skal være afsluttet senest 2 måneder efter\nvirksomhedens optagelse i TEKNIQ.\u003C\u002Fp>\n\n\u003Cp>Indgåede lokalaftaler i forbindelse med tilpasningsforhandlinger vil efter\noverenskomstperiodens udløb være omfattet af overens-komstens Punkt 30.\u003C\u002Fp>\n\n\u003Cp>Virksomheder, som ved deres optagelse i TEKNIQ ingen over-enskomst eller\nlokalaftale har med noget forbund inden for over-enskomstområdet, omfattes af\noverenskomsten mellem TEKNIQ og de respektive forbund fra\noptagelsestidspunktet, jf. dog de særlige regler om pensionsbestemmelser i\nPunkt 4.\u003C\u002Fp>\n\n\u003Ch2>Punkt 2 – Ansættelse\u003C\u002Fh2>\n\n\u003Ch3>Stk. 1: Bijob\u003C\u002Fh3>\n\n\u003Cp>Medarbejdere, som er ansat i virksomheder underlagt denne overenskomst, må\nikke andetsteds påtage sig arbejde inden for overenskomstens område. Det\ngælder både arbejde i anden virksomhed og som selvstændig. Denne bestemmelse\nudelukker ikke, at arbejdsgiveren kan udlåne medarbejdere til andre\nvirk-somheder.\u003C\u002Fp>\n\n\u003Ch3>Stk. 2: Ufaglært arbejdskraft\u003C\u002Fh3>\n\n\u003Cp>Ufaglært arbejdskraft kan udføre arbejde, som er underlagt den-ne\noverenskomst samt på prislisternes område, hvis det sker på de vilkår, som\nfremgår af overenskomsten og prislisterne.\u003C\u002Fp>\n\n\u003Ch3>Stk. 3: Særlige arbejdsforhold\u003C\u002Fh3>\n\n\u003Cp>Organisationerne er enige om, at tekniske arbejdsfunktioner i forbindelse\nmed VVS-overenskomstens normale arbejdsområ-der, er dækket af\nVVS-overenskomsten i henhold til grund-, efter- og videreuddannelser inden for\nVVS-branchens område.\u003C\u002Fp>\n\n\u003Cp>I det omfang, det er nødvendigt at tilpasse løn- og arbejdsvilkår, kan\nder mellem organisationerne optages forhandling herom. Bestemmelsen sigter ikke\nmod ansættelsesforhold som arbejdsledere og betroede funktionærer.\u003C\u002Fp>\n\n\u003Ch3>Stk. 4: Ansættelse mandag\u003C\u002Fh3>\n\n\u003Cp>Ansættelse af medarbejdere finder fortrinsvis sted om mandagen ved\narbejdstids begyndelse.\u003C\u002Fp>\n\n\u003Ch3>Stk. 5: Implementering af direktiv om ansættelsesbevis\u003C\u002Fh3>\n\n\u003Cp>Organisationerne har indgået aftale om afløsning af den natio- nale\nlovgivning, der implementerer EF-direktiv 91\u002F533 om arbejdsgiverens pligt til\nat underrette den ansatte om vilkårene for arbejdskontrakten eller\nansættelsesforholdet.\u003C\u002Fp>\n\n\u003Ch3>Stk. 6: Ansættelse af udenlandsk arbejdskraft\u003C\u002Fh3>\n\n\u003Cp>Der er mellem overenskomstparterne enighed om, at udenlandsk arbejdskraft\nsom ansættes i TEKNIQs medlemsvirksomheder, skal ansættes på\noverenskomstmæssige vilkår.\u003C\u002Fp>\n\n\u003Cp>Såfremt en udenlandsk virksomhed indmelder sig i TEKNIQ, er der mellem\noverenskomstparterne enighed om at indkalde virksomheden til en fælles\ngennemgang af overenskomsten, således\u003C\u002Fp>\n\n\u003Cp>at fejl og misforståelser omkring overenskomstens rækkevidde kan\nundgås.\u003C\u002Fp>\n\n\u003Cp>I det omfang en medlemsvirksomhed ikke har dansk forretnings- sted, er den\nikke omfattet af den i Punkt 15, stk. 6 og 7, nævnte feriegaranti- og\nferiekortordning og skal derfor indbetale ferie- penge og\nsøgnehelligdagsopsparing til BAT-Kartellets Ferie- og søgnehelligdagskasse\neller på anden måde dokumentere, at medarbejderne får udbetalt\nferieløn\u002F-godtgørelse i overensstemmelse med dansk lovgivning. En afklaring\naf denne ferie- forpligtelse kan ske under det ovennævnte møde.\u003C\u002Fp>\n\n\u003Cp>Ligeledes er der enighed om, at indstationering af udenlandsk arbejdskraft\nskal ske i overensstemmelse med EU’s udstationeringsdirektiv , implementeret\ni Danmark ved lov nr. 1111 af 01\u002F11 2006 om udstationering af lønmodtagere.\u003C\u002Fp>\n\n\u003Ch3>Stk. 7: Ansættelseskodeks\u003C\u002Fh3>\n\n\u003Cp>Overenskomstparterne er enige om, at det skal være frivilligt for\nmedarbejderne at indgå aftale med virksomheden om køb af ydelser i\ntilknytning til ansættelsesforholdet, og at det efter par-ternes forståelse\nvil være i strid med overenskomsten at betinge et ansættelsesforhold af, at\nmedarbejderne indgår en sådan af-tale.\u003C\u002Fp>\n\n\u003Ch3>Stk. 8: Elektronisk fremsendelse af dokumenter\u003C\u002Fh3>\n\n\u003Cp>Alle dokumenter i ansættelsesforholdet der udveksles mellem virksomheden og\nmedarbejderne, kan udveksles via de elektro- niske postløsninger som måtte\nvære til rådighed f.eks. via e-mail og e-Boks.\u003C\u002Fp>\n\n\u003Cp>Før elektronisk udveksling iværksættes skal medarbejderne 3 måneder før\nvarsles herom.\u003C\u002Fp>\n\n\u003Cp>Efter udløb af varslet kan medarbejdere, som ingen mulighed har for at\nanvende den elektroniske løsning, få udleveret de på-gældende dokumenter i\npapirform ved henvendelse til virksom-heden.\u003C\u002Fp>\n\n\u003Ch2>Punkt 3 - Lønforhold\u003C\u002Fh2>\n\n\u003Ch3>Stk. 1: Minimalløn\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_provision\">\u003Cp>Fra og med begyndelsen af den lønperiode, hvori nedenstående startdatoer\nindgår, udgør minimallønnen pr. time:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-lowwageamount\">\u003Cp>Pr. 1. marts 2014 kr. 110,15 \u003C\u002Fp>\n\n\u003Cp>Pr. 1. marts 2015 kr. 111,80 \u003C\u002Fp>\n\n\u003Cp>Pr. 1. marts 2016 kr. 113,60\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Stk. 2: Øvrige lønforhold\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>a. Parterne er enige om, at anvendelsen af tidløn eller\nproduk-tionsfremmende lønsystemer bør ske på en sådan måde, at den enkelte\nvirksomheds produktivitet og konkurrenceevne - og dermed\nbeskæftigelsesmuligheder - fremmes mest mu-ligt.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b. Forhandlingerne om lønændringer kan højst finde sted én gang i hvert\noverenskomstår.\u003C\u002Fp>\n\n\u003Ch3>Stk. 3: Servicetillæg\u003C\u002Fh3>\n\n\u003Cp>Hvor arbejdet ikke kan udføres i akkord, betales et produktivi-tetsbestemt\nservicetillæg på minimum kr. 10,00 pr. time. Tillægget modregnes i eventuelt\npersonligt tillæg. Tillægget be-tales ikke ved timelønstimer i akkord af\nenhver art.\u003C\u002Fp>\n\n\u003Ch3>Stk. 4: Generelle forhøjelser\u003C\u002Fh3>\n\n\u003Cp>Alle generelle lønforhøjelser i overenskomstperioden tillægges\nudbetalingerne pr. time.\u003C\u002Fp>\n\n\u003Ch3>Stk. 5: Lønmæssige misforhold\u003C\u002Fh3>\n\n\u003Cp>Organisationerne er enige om, at de har påtaleret efter overens-komstens\nregler for behandling af faglig strid, hvis de finder, at der på en\narbejdsplads er lønmæssige misforhold. \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-HARDSHIP_trigger\">\u003Ch3>Stk. 6: Smudstillæg\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>For rensning af kloakker, gennemløbsbrønde, wc, urinals,\nspil-devandsledninger samt alt reparationsarbejde på gamle tage og i øvrigt\nefter Rørprislistens bestemmelser betales følgende tillæg pr. time:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hardshipallowanceamount1\">\u003Cp>Pr. 1. marts 2014 på kr. 8,85 \u003C\u002Fp>\n\n\u003Cp>Pr. 1. marts 2015 på kr. 9,00 \u003C\u002Fp>\n\n\u003Cp>Pr. 1. marts 2016 på kr. 9,15\u003C\u002Fp>\n\n\u003Cp>Der betales mindst for 3 timer. Tillægget betales såvel på dag-løns- som\nakkordarbejde.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Smudstillæg udbetales i forbindelse med:\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Reparation, udskiftning eller rensning af:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1. Ledninger i jord.\u003C\u002Fp>\n\n\u003Cp>2. Oliefyr og olieledninger.\u003C\u002Fp>\n\n\u003Cp>3. Kedler.\u003C\u002Fp>\n\n\u003Cp>4. Beholdere.\u003C\u002Fp>\n\n\u003Cp>5. Installationer i skunkrum og kravlekældre.\u003C\u002Fp>\n\n\u003Cp>6. Spildevandsledninger.\u003C\u002Fp>\n\n\u003Cp>7. Gennemløbsbrønde.\u003C\u002Fp>\n\n\u003Cp>8. Kloakker.\u003C\u002Fp>\n\n\u003Cp>9. Urinals og klosetskåle.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Øvrige arbejdsområder:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1. Nedtagning af rør i gamle kedelrum.\u003C\u002Fp>\n\n\u003Cp>2. Nedtagning af gamle afløbsrør.\u003C\u002Fp>\n\n\u003Cp>3. Arbejde i udgravninger i jord, undtaget dog støbte kanaler.\u003C\u002Fp>\n\n\u003Cp>4. Arbejde i brønde.\u003C\u002Fp>\n\n\u003Ch3>Stk. 7: Tillæg ved skiftende arbejdssteder\u003C\u002Fh3>\n\n\u003Cp>Bestemmelsen omhandler medarbejdere, der arbejder på skif- tende\narbejdssteder med servicearbejde, mindre bygge- og an- lægsopgaver samt\nvedligeholdelsesopgaver, hvor AT- meddelelse nr. 1.03.1 -\nVelfærdsforanstaltninger ved skiftende arbejdssteder - gælder.\u003C\u002Fp>\n\n\u003Cp>Hvis det er aftalt, at medarbejderen ikke kører hjem til virksom- heden i\nfrokostpausen, betales nedenstående tillæg til delvis dækning af\nomkostninger ved fortæring m.m.\u003C\u002Fp>\n\n\u003Cp>Pr. 1. marts 2014 kr. 53,70 pr. dag \u003C\u002Fp>\n\n\u003Cp>Pr. 1. marts 2015 kr. 54,55 pr. dag \u003C\u002Fp>\n\n\u003Cp>Pr. 1. marts 2016 kr. 55,50 pr. dag\u003C\u002Fp>\n\n\u003Ch3>Stk. 8: Ikrafttræden af satser\u003C\u002Fh3>\n\n\u003Cp>De i Punkt 3 nævnte satser er gældende fra og med begyndel-sen af den\nlønperiode, hvori startdatoen indgår.\u003C\u002Fp>\n\n\u003Ch3>Stk. 9: Implementering af ligelønsloven\u003C\u002Fh3>\n\n\u003Cp>Overenskomstparterne er enige om at implementere ligelønsloven i\noverenskomsterne - jf. Bilag 7.\u003C\u002Fp>\n\n\u003Ch2>Punkt 4 – Pension\u003C\u002Fh2>\n\n\u003Ch3>Stk. 1 a: Pensionsbidrag\u003C\u002Fh3>\n\n\u003Cp>Overenskomstparterne har tilsluttet sig PensionDanmark A\u002FS.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>Pensionsbidraget udgør 12 %. Den ansatte betaler 4 % og arbejdsgiveren 8\n%.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Stk. 1 b: Pensionsbidrag under barselsorlov\u003C\u002Fh3>\n\n\u003Cp>Under de 14 ugers barselsorlov indbetales et ekstra pensionsbi-drag til\nmedarbejdere med 9 måneders anciennitet på det for-ventede fødselstidspunkt.\nPensionsbidraget udgør kr. 10,50 pr. time. Med virkning for barselsorlov, der\npåbegyndes efter 1. juli 2014, forhøjes pensionsbidraget til kr. 12,75 pr.\ntime.\u003C\u002Fp>\n\n\u003Cp>Arbejdsgiverens bidrag udgør 2\u002F3 og den ansattes 1\u002F3 af de ovennævnte\nbeløb.\u003C\u002Fp>\n\n\u003Ch3>Stk. 2: Optrapningsordning\u003C\u002Fh3>\n\n\u003Cp>Nyoptagne medlemmer af TEKNIQ, der inden indmeldelsen i TEKNIQ ikke har en\npensionsordning for medarbejdere omfattet af dækningsområdet for\noverenskomsten, eller som har en pensionsordning med lavere pensionsbidrag for\ndisse medarbejdere, kan kræve, at bidraget til PensionDanmark optrappes\nsåledes:\u003C\u002Fp>\n\n\u003Cp>Senest 3 måneder efter indmeldelsen i TEKNIQ betales 25% af det på dette\ntidspunkt gældende pensionsbidrag.\u003C\u002Fp>\n\n\u003Cp>Senest 1 år efter indmeldelsen skal bidragene udgøre mindst 50% af det på\ndette tidspunkt gældende pensionsbidrag.\u003C\u002Fp>\n\n\u003Cp>Senest 2 år efter indmeldelsen skal bidragene udgøre mindst 75% af det på\ndette tidspunkt gældende pensionsbidrag.\u003C\u002Fp>\n\n\u003Cp>Senest 3 år efter indmeldelsen skal pensionsbidraget udgøre det i\noverenskomsten aftalte pensionsbidrag.\u003C\u002Fp>\n\n\u003Cp>Hvis de overenskomstmæssige bidrag forhøjes i perioden, skal virksomhedens\nbidrag forhøjes i takt med stigningen. Altså skal de ovenfor nævnte andele\naf de overenskomstmæssige bidrag til enhver tid indbetales til pension.\u003C\u002Fp>\n\n\u003Cp>Optrapningsordningen skal snarest efter indmeldelsen protokolleres mellem\nTEKNIQ og forbundet efter begæring fra TEKNIQ.\u003C\u002Fp>\n\n\u003Ch3>Stk. 3: Pension til medarbejdere i flexjob\u003C\u002Fh3>\n\n\u003Cp>Medarbejdere, der som følge af nedsat arbejdsevne\u002Ferhvervs- evne\nbeskæftiges i et tilskudsberettiget flexjob, og som på\nansættelsestidspunktet er omfattet af\u002Fmedlem af en eller flere\npensionsordninger etableret ved kollektiv overenskomst, skal have\npensionsbidraget, jf. nærværende overenskomst, indbetalt til den\npensionsordning, hvortil der senest er indbetalt bidrag.\u003C\u002Fp>\n\n\u003Cp>Hvis der ikke tidligere er indbetalt pensionsbidrag fra medarbej-deren, skal\npensionsbidraget indbetales til den pensionsordning, der omfattes af\nnærværende overenskomst. Pensionsordningen skal i det tilfælde have\nsærskilt besked om ansættelsesforholdet for medarbejderen.\u003C\u002Fp>\n\n\u003Cp>Det er en forudsætning for aftalens ikrafttræden, at der mellem\nPensionDanmark og de øvrige relevante pensionsinstitutter træf- fes\nnødvendige gensidige aftaler, der muliggør fravigelser af overenskomstens\npensionsbestemmelser.\u003C\u002Fp>\n\n\u003Ch3>Stk. 4: Sundhedsordning\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>Der er i PensionDanmark etableret en sundhedsordning for pensionsberettigede\nmedarbejdere omfattet af overenskomsten. Virksomheden betaler\nforsikringspræmien.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Men hensyn til lærlinge henvises til overenskomstens Punkt 26, stk.\n11-12.\u003C\u002Fp>\n\n\u003Ch2>Punkt 5 – Lønudbetaling\u003C\u002Fh2>\n\n\u003Ch3>Stk. 1: Lønningsperiode\u003C\u002Fh3>\n\n\u003Cp>Lønningsperioden er 2 uger og regnes fra en kalenderuges be-gyndelse.\nLønudbetalingen skal være disponibel den første torsdag efter\nlønningsperiodens afslutning. Arbejdsgiveren leve-rer en let forståelig\nlønspecifikation.\u003C\u002Fp>\n\n\u003Ch3>Stk. 2: Lønseddel\u003C\u002Fh3>\n\n\u003Cp>Lønsedlen skal som minimum indeholde:\u003C\u002Fp>\n\n\u003Cp>-opgørelse over akkord og timelønstimer\u003C\u002Fp>\n\n\u003Cp>-betaling af sygedagpenge\u003C\u002Fp>\n\n\u003Cp>-arbejdsbestemte tillæg\u003C\u002Fp>\n\n\u003Cp>-akkordoverskud\u003C\u002Fp>\n\n\u003Cp>-feriepenge\u003C\u002Fp>\n\n\u003Cp>-pensionsbidrag\u003C\u002Fp>\n\n\u003Cp>-ATP\u003C\u002Fp>\n\n\u003Cp>-skatteberegning \u003C\u002Fp>\n\n\u003Ch3>Stk. 3: Arbejdssedler\u003C\u002Fh3>\n\n\u003Cp>For at lønudbetalingen kan finde sted til tiden, er medarbejderne\nforpligtede til at fremsende arbejdssedler dagligt samt ugesedler i så god\ntid, at de er arbejdsgiveren i hænde hver mandag med morgenposten.\u003C\u002Fp>\n\n\u003Ch3>Stk. 4: Lønudbetaling ved søgne- og helligdage\u003C\u002Fh3>\n\n\u003Cp>Hvis søgne- og helligdagen samt Grundlovsdag falder på en torsdag eller en\nfredag, sker lønudbetalingen 2 hverdage forud for denne.\u003C\u002Fp>\n\n\u003Cp>Virksomhederne har ret til at afvikle lønudbetalingen gennem et forskud.\u003C\u002Fp>\n\n\u003Ch2>Punkt 6 – Arbejdstid\u003C\u002Fh2>\n\n\u003Cp>Nærværende bestemmelse kan erstattes af en lokal aftale ind-gået mellem\nvirksomheden og tillidsmanden. En kopi af aftalen indsendes til\norganisationerne til orientering.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Ch3>Stk. 1: Den ugentlige arbejdstid\u003C\u002Fh3>\n\n\u003Cp>Den overenskomstfastsatte arbejdstid er aftalt til 37 timer pr. uge.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>Stk. 1.1: Arbejdsfordeling\u003C\u002Fh4>\n\n\u003Cp>Med udgangspunkt i en lokal aftale, er der mulighed for at etab- lere en\nmidlertidig forkortelse af arbejdstiden (arbejdsfordeling).\u003C\u002Fp>\n\n\u003Cp>De nærmere betingelser fremgår af bilag 5.\u003C\u002Fp>\n\n\u003Ch3>Stk. 2: Den daglige arbejdstid\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cp>Arbejdstiden fastlægges i den enkelte virksomhed i tiden mellem kl. 06.00\nog 18.00 og fordeles på 5 dage. Ingen arbejdsdag kan være under 7 timer, med\nmindre andet aftales. Fastlægges ar-bejdstiden uden for dette tidsrum, betales\ntillæg i henhold til Punkt 8 (overarbejde) og 9 (forskudt arbejdstid).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>I øvrigt er der ved ændringer og reparationer på anlæg i idriftværende\nindustri, produktions- og handelsvirksomhed og på institutioner mulighed for\nat etablere forskudt arbejdstid i henhold til bestemmelserne i Punkt 9.\u003C\u002Fp>\n\n\u003Cp>Der kan i virksomheder med flere selvstændige afdelinger ind- gås aftale\nmed tillidsmanden om forskelligt start- og afslutnings-tidspunkt for\narbejdsdagene. Aftaler af denne karakter skal om- fatte alle i den pågældende\nafdeling.\u003C\u002Fp>\n\n\u003Ch3>Stk. 3: Varierende ugentlig arbejdstid\u003C\u002Fh3>\n\n\u003Cp>Under forudsætning af lokal enighed kan arbejdstiden for samt-lige\nmedarbejdere eller grupper af medarbejdere tilrettelægges med varierende\nugentlige arbejdstider.\u003C\u002Fp>\n\n\u003Cp>Varierende ugentlig arbejdstid kan maksimalt aftales for en 12 måneders\nperiode, og den gennemsnitlige ugentlige arbejdstid skal være 37 timer i den\naftalte periode.\u003C\u002Fp>\n\n\u003Cp>Det er en forudsætning for at indføre varierende ugentlige ar-bejdstider,\nat disse fastlægges for hele den aftalte periode. Såfremt en medarbejder, der\ner omfattet af en sådan aftale, af-skediges i den planlagte periode, skal der\nbetales overtidstillæg efter gældende satser for det antal timer, der måtte\noverstige et ugentligt timetal på 37 timer.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-MAXHOURS_trigger\">\u003Cp>Arbejdstiden i den enkelte uge må ikke overstige 50 timer. Man kan godt\naftale en arbejdstid, der er mindre end 7 timer pr. dag. Varieret arbejdstid\nfastlægges skriftligt og mindst 2 uger forud.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Stk. 4: Lønudbetaling ved udvidet arbejdstid\u003C\u002Fh3>\n\n\u003Cp>Under forudsætning af skriftlig lokalaftale indgået med en\ntillids-repræsentant valgt jf. Punkt 29 kan det mellem den enkelte medarbejder\nog virksomheden aftales, at pensionsbidrag jf. Punkt 4, stk. 1, litra a, bidrag\ntil SH\u002FFritvalgskonto jf. Punkt 17, stk. 1, samt feriegodtgørelse\u002Fferietillæg\njf. ferieloven, kan konverteres til et tillæg til lønnen for den enkelte\nmedarbejder for så vidt angår de timer, der ligger ud over den gennemsnitlige\nugentlige arbejdstid jf. VVS-overenskomsten. Varierende ugentlig arbejdstid jf.\nstk. 3, og overarbejde jf. Punkt 8, betragtes ikke som udvidet arbejdstid i\ndenne sammenhæng.\u003C\u002Fp>\n\n\u003Cp>Konverteringen ændrer ikke på bestående overenskomstmæs-sige\nberegningsgrundlag og er således omkostningsneutral for virksomheden.\u003C\u002Fp>\n\n\u003Ch3>Stk. 5: Implementeret direktiv om arbejdstid\u003C\u002Fh3>\n\n\u003Cp>Parterne har ved aftale implementeret EU-direktiv nr. 93\u002F104EF vedr.\narbejdstid.\u003C\u002Fp>\n\n\u003Ch3>Stk. 6: Implementeret direktiv om deltidsbeskæftigelse\u003C\u002Fh3>\n\n\u003Cp>Parterne har ved aftale implementeret EU-direktiv nr. 97\u002F81\u002FEF om\ndeltidsbeskæftigelse\u003C\u002Fp>\n\n\u003Ch2>Punkt 7 – Rådighedsvagt\u003C\u002Fh2>\n\n\u003Cp>Nærværende bestemmelse kan erstattes af en lokal aftale ind-gået mellem\nvirksomheden og tillidsmanden. En kopi af aftalen indsendes til\norganisationerne til orientering.\u003C\u002Fp>\n\n\u003Ch3>Stk. 1: Aftale om rådighedsvagt\u003C\u002Fh3>\n\n\u003Cp>Rådighedsvagten aftales for mindst 7 sammenhængende dage ad gangen.\nRådighedsvagten påbegyndes efter arbejdstids op- hør og afsluttes ved\narbejdstids begyndelse. Inden for en vagt- periode kan der aftales et mindre\nantal vagttimer.\u003C\u002Fp>\n\n\u003Cp>Hvis rådighedsvagten omfatter mere end én medarbejder, delta-ger\ntillidsmanden i udformningen og planlægningen.\u003C\u002Fp>\n\n\u003Ch3>Stk. 2: Rådighedsvagt\u003C\u002Fh3>\n\n\u003Cp>Under en aftalt rådighedsvagt har medarbejderen pligt til at op-holde sig\npå sin bopæl eller til at kunne tilkaldes andetsteds fra på en aftalt måde.\nArbejdsgiveren stiller mobiltelefon eller per-sonsøger til rådighed.\nMedarbejderen skal uanset opholdssted være hos kunden inden for samme tidsrum\nsom fra sin bopæl.\u003C\u002Fp>\n\n\u003Ch3>Stk. 3: Antallet af rådighedsvagter\u003C\u002Fh3>\n\n\u003Cp>Antallet af rådighedsvagter må ikke overstige 2 uger pr. 4 uger.\u003C\u002Fp>\n\n\u003Ch4>3.1: Betaling for rådighedsvagt\u003C\u002Fh4>\n\n\u003Cp>For rådighedsvagter betales:\u003C\u002Fp>\n\n\u003Cp>Pr. 1. marts 2014\u003C\u002Fp>\n\n\u003Cp>a) vagttimerpå hverdage..........................kr. 19,30 pr. time\u003C\u002Fp>\n\n\u003Cp>b) vagttimerpå søn-, hellig- ogfridage.....kr. 24,20 pr. time\u003C\u002Fp>\n\n\u003Cp>Pr. 1. marts 2015\u003C\u002Fp>\n\n\u003Cp>a) vagttimerpå hverdage..........................kr. 19,60 pr. time\u003C\u002Fp>\n\n\u003Cp>b) vagttimerpå søn-, hellig- ogfridage.....kr. 24,60 pr. time\u003C\u002Fp>\n\n\u003Cp>Pr. 1. marts 2016\u003C\u002Fp>\n\n\u003Cp>a) vagttimerpå hverdage..........................kr. 19,95 pr. time\u003C\u002Fp>\n\n\u003Cp>b) vagttimerpå søn-, hellig- ogfridage.....kr. 25,00 pr. time\u003C\u002Fp>\n\n\u003Ch4>3.2: Ugentlig betaling for rådighedsvagt\u003C\u002Fh4>\n\n\u003Cp>Den ugentlige betaling for rådighedsvagten kan ikke udgøre mindre end:\u003C\u002Fp>\n\n\u003Cp>Pr. 1. marts 2014 kr. 966,45 \u003C\u002Fp>\n\n\u003Cp>Pr. 1. marts 2015 kr. 981,90 \u003C\u002Fp>\n\n\u003Cp>Pr. 1. marts 2016 kr. 998,60\u003C\u002Fp>\n\n\u003Ch4>Stk. 4: Udkald uden for rådighedsvagt\u003C\u002Fh4>\n\n\u003Cp>Ved udkald uden for rådighedsvagten ydes et særligt tillæg pr. udkald\nsåledes:\u003C\u002Fp>\n\n\u003Cp>Pr. 1. marts 2014 på kr. 121,75 \u003C\u002Fp>\n\n\u003Cp>Pr. 1. marts 2015 på kr. 123,70 \u003C\u002Fp>\n\n\u003Cp>Pr. 1. marts 2016 på kr. 125,80\u003C\u002Fp>\n\n\u003Ch4>Stk. 4.1: Udkald under rådighedsvagt\u003C\u002Fh4>\n\n\u003Cp>Udkald under rådighedsvagt skal afregnes i hele timer. Ud over gældende\ntimeløn betales vagttillæg og overtidstillæg i henhold til Punkt 8 i\noverenskomsten.\u003C\u002Fp>\n\n\u003Ch3>Stk. 5: Telefonisk rådgivning\u003C\u002Fh3>\n\n\u003Cp>Betaling for telefonisk rådgivning er indeholdt i betalingen for\nrå-dighedsvagten.\u003C\u002Fp>\n\n\u003Ch3>Stk. 6: Ikrafttræden af satser\u003C\u002Fh3>\n\n\u003Cp>De i Punkt 7 nævnte satser er gældende fra og med begyndel-sen af den\nlønperiode, hvori startdatoen indgår.\u003C\u002Fp>\n\n\u003Ch2>Punkt 8 – Overarbejde\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>Nærværende bestemmelse kan erstattes af en lokal aftale ind-gået mellem\nvirksomheden og tillidsmanden. En kopi af aftalen indsendes til\norganisationerne til orientering.\u003C\u002Fp>\n\n\u003Cp>Overarbejde betales med følgende tillæg:\u003C\u002Fp>\n\n\u003Ch3>Stk. 1: Første og anden time\u003C\u002Fh3>\n\n\u003Cp>Ved overarbejde i fortsættelse af den almindelige arbejdsdag betales pr.\ntime for første og anden time således:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceamount1_general\">\u003Cp>Pr. 1. marts 2014 kr. 36,75 \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Pr. 1. marts 2015 kr. 37,35 \u003C\u002Fp>\n\n\u003Cp>Pr. 1. marts 2016 kr. 38,00\u003C\u002Fp>\n\n\u003Ch3>Stk. 2: Øvrige timer\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>For tredje time og de efterfølgende timers overarbejde betales\nnedenstående tillæg pr. time. Samme tillæg betales fra første time ved\noverarbejde efter udkald uden for den daglige arbejds-tid, samt på fridage,\nlørdage, søndage og helligdage.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowanceamount1\">\u003Cp>Pr. 1. marts 2014 kr. 103,05 \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Pr. 1. marts 2015 kr. 104,70 \u003C\u002Fp>\n\n\u003Cp>Pr. 1. marts 2016 kr. 106,50\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Stk. 3: Mellemtimer ved overarbejde\u003C\u002Fh3>\n\n\u003Cp>I mellemtimerne fra almindelig arbejdstids ophør til påbegyn- delse af\nvarslet overarbejde betales overtidstillæg, jf. stk. 1 og 2.\u003C\u002Fp>\n\n\u003Ch3>Stk. 4: Afspadsering af overarbejde\u003C\u002Fh3>\n\n\u003Cp>Parterne er enige om, at det inden for overenskomstens område ikke kan\nundgås, at der forekommer forhold, der nødvendiggør overarbejde.\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om at begrænse overarbejde mest muligt. Dog skal\noverarbejde ikke afspadseres, så længe det for den enkelte medarbejder ikke\noverstiger 10 timer i alt inden for 2 på hinanden følgende lønperioder,\nmedmindre den pågældende medarbejder og arbejdsgiveren er enige herom.\u003C\u002Fp>\n\n\u003Cp>På virksomheder, hvor der er valgt tillidsmand, kan virksomhe- den og\ntillidsmanden lokalt aftale, om overarbejde ud over for- anstående skal\nafspadseres.\u003C\u002Fp>\n\n\u003Cp>Tillidsmanden holdes orienteret om forestående og udført over-arbejde og\nom, hvilke medarbejdere der har udført dette.\u003C\u002Fp>\n\n\u003Ch3>Stk. 5: Varsling af afspadsering\u003C\u002Fh3>\n\n\u003Cp>Afspadsering af overarbejde skal af begge parter varsles med 4 x 24 timer,\nmed mindre parterne lokalt er enige om et andet varsel eller anden aftale.\nVarslet bortfalder i fratrædelsessituationer, idet alt opsparet, herunder\nikke-afspadseringspligtigt overarbejde , afspadseres inden fratræden.\nAfspadsering kan finde sted i opsigelsesperioden.\u003C\u002Fp>\n\n\u003Ch3>Stk. 6: Bortfald af pligt til afspadsering\u003C\u002Fh3>\n\n\u003Cp>Når arbejdsløshedsprocenten falder til 4 pct. eller derunder, bortfalder\nenhver forpligtelse til afspadsering af overarbejde.\u003C\u002Fp>\n\n\u003Ch3>Stk. 7: Udbetaling af overtidstillæg\u003C\u002Fh3>\n\n\u003Cp>Overtidstillægget for samtlige overtimer udbetales på førstkom-mende\nlønudbetalingsdag.\u003C\u002Fp>\n\n\u003Cp>De afspadseringspligtige overtimer henstår, til afspadsering fin- der sted,\nog betales med den løn, som den pågældende medar- bejder oppebærer på\nafspadseringstidspunktet. Ikke-afspadseringspligtigt overarbejde betales i den\nlønperiode, hvor det er indtjent, med gældende timebetaling og\novertidstillæg .\u003C\u002Fp>\n\n\u003Ch3>Stk. 8: Ikrafttræden af satser\u003C\u002Fh3>\n\n\u003Cp>De i Punkt 8 nævnte satser er gældende fra og med begyndel-sen af den\nlønperiode, hvori startdatoen indgår.\u003C\u002Fp>\n\n\u003Ch2>Punkt 9 – Forskudt arbejdstid\u003C\u002Fh2>\n\n\u003Cp>Nærværende bestemmelse kan erstattes af en lokal aftale ind-gået mellem\nvirksomheden og tillidsmanden. En kopi af aftalen indsendes til\norganisationerne til orientering.\u003C\u002Fp>\n\n\u003Cp>Forskudt arbejdstid betales med følgende tillæg fra og med be-gyndelsen af\nden lønningsuge, hvori startdatoen indgår:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch3>Stk. 1: Betaling for forskudt arbejdstid\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowancetxt\">\u003Cp>Hvor dele af den forskudte arbejdstid sluttes efter kl. 18.00 frem til kl.\n22.00 betales pr. time for arbejde udført i dette tidsrum så-ledes:\u003C\u002Fp>\n\n\u003Cp>Pr. 1. marts 2014 kr. 20,30 \u003C\u002Fp>\n\n\u003Cp>Pr. 1. marts 2015 kr. 20,60 \u003C\u002Fp>\n\n\u003Cp>Pr. 1. marts 2016 kr. 20,95\u003C\u002Fp>\n\n\u003Cp>Hvor dele af den forskudte arbejdstid ligger efter kl. 22.00 til kl. 06.00\nbetales pr. time for arbejde udført i dette tidsrum således:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowanceamount1\">\u003Cp>Pr. 1. marts 2014 kr. 39,75 \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Pr. 1. marts 2015 kr. 40,40 \u003C\u002Fp>\n\n\u003Cp>Pr. 1. marts 2016 kr. 41,10\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Stk. 2: Varighed og etablering\u003C\u002Fh3>\n\n\u003Cp>Forskudt arbejdstid skal varsles med 3 x 24 timers varsel. Arbejdstid , der\nligger mellem kl. 06.00 og 18.00, er ikke forskudt arbejdstid og giver derfor\nikke adgang til tillæg.\u003C\u002Fp>\n\n\u003Cp>Hvis varslingsbestemmelserne ikke overholdes, eller hvis den forskudte\narbejdstid etableres for kortere tid end 1 uge, betales for de timer, der\nligger i tidsrummet kl. 18.00-06.00 efter Punkt 8, stk. 1 og 2.\u003C\u002Fp>\n\n\u003Ch3>Stk. 3: Overarbejdsbetaling ved forskudt arbejdstid\u003C\u002Fh3>\n\n\u003Cp>Arbejde ud over den almindelige arbejdsdags fastsatte timer be-tales i\nhenhold til Punkt 8, stk. 1 og 2.\u003C\u002Fp>\n\n\u003Ch2>Punkt 10 – Opsigelse og vejrlig\u003C\u002Fh2>\n\n\u003Ch3>Stk. 1: Opsigelsesvarsel\u003C\u002Fh3>\n\n\u003Cp>For medarbejdere, der uden anden afbrydelse har været be-skæftiget på\nsamme virksomhed i mindst 9 måneder, gælder følgende opsigelsesvarsel:\u003C\u002Fp>\n\n\u003Cp>Fra arbejdsgiverside - 10 arbejdsdage\u003C\u002Fp>\n\n\u003Cp>Fra medarbejderside - 5 arbejdsdage\u003C\u002Fp>\n\n\u003Cp>Læretiden efter det fyldte 18. år medregnes i ancienniteten. For-ud for\nlæreforholdets afslutning skal lærlingen have et opsi-gelsesvarsel på 10\narbejdsdage, såfremt ansættelsesforholdet ikke ønskes fortsat efter\nlærekontraktens udløb.\u003C\u002Fp>\n\n\u003Ch3>Stk. 2: Opsigelse af utilregnelig grund\u003C\u002Fh3>\n\n\u003Cp>Afskediges en medarbejder, der har ret til opsigelsesvarsel iføl-ge stk. 1,\nuden varsel af en af ham utilregnelig grund, har han ret til godtgørelse.\nGodtgørelsen beregnes ud fra medarbejde-rens gennemsnitsfortjeneste i det\nsenest afsluttede kvartal (dvs. gennemsnitsfortjenesten af akkord og\ntidløn).\u003C\u002Fp>\n\n\u003Ch3>Stk. 3: Medarbejderens manglende varsel\u003C\u002Fh3>\n\n\u003Cp>Såfremt en medarbejder forlader virksomheden uden at give mindst det\nvarsel, han har pligt til ifølge stk. 1, skal han betale et beløb til\nmodparten. Beløbet skal svare til den normale løn ved timelønsarbejde for\nden pågældende medarbejder i det antal ar-bejdsdage, overtrædelsen\nandrager.\u003C\u002Fp>\n\n\u003Ch3>Stk. 4: Midlertidig afbrydelse af ansættelsesforholdet\u003C\u002Fh3>\n\n\u003Cp>Medarbejdere, som afbrydes midlertidigt i ansættelsesforholdet på grund af\narbejdsmangel, generhverver den opnåede ancien-nitet og det eventuelle\nopsigelsesvarsel ved genansættelse i fir-maet inden 60 arbejdsdage efter\nafbrydelsen.\u003C\u002Fp>\n\n\u003Ch3>Stk. 5: Fratrædelse ved kalenderugens afslutning\u003C\u002Fh3>\n\n\u003Cp>Fratrædelse kan kun finde sted ved kalenderugens afslutning.\u003C\u002Fp>\n\n\u003Ch3>Stk. 6: Opsigelse under ferie\u003C\u002Fh3>\n\n\u003Cp>Medarbejdere, som efter foranstående har krav på opsigelses-varsel, kan\nikke afskediges under ferie. Ligesom disse medar-bejdere ikke kan sige op under\nferie.\u003C\u002Fp>\n\n\u003Ch3>Stk. 7: Opsigelse under sygdom\u003C\u002Fh3>\n\n\u003Cp>En medarbejder, der har været beskæftiget uafbrudt i virksom- heden i 9\nmåneder, kan ikke opsiges inden for de første 3 måneder af en\nfraværsperiode, der skyldes sygdom eller tilskadekomst. Det er en\nforudsætning, at den pågældende under fraværsperioden er berettiget til\ndagpenge i henhold til Sygedag- pengeloven.\u003C\u002Fp>\n\n\u003Ch3>Stk. 8: Aflevering af værktøj ved fratrædelse\u003C\u002Fh3>\n\n\u003Cp>Medarbejderen er ansvarlig og erstatningspligtig for det udleve-rede\nværktøj, der skal være godt, velegnet, tidssvarende og i overensstemmelse\nmed Arbejdstilsynets bestemmelser. Det er medarbejderes pligt at passe på de\nudleverede materialer. Værktøj og materialer anbringes efter arbejdsgiverens\nanvisning i aflåselige rum, container, værktøjskasse, bil el.lign. ved\narbejdstids ophør. Ved tyveri af værktøj bortfalder erstatningspligten, hvis\ntyveriet omgående meddeles arbejdsgiveren. Arbejdsgiverens eventuelle krav om\nerstatning skal rejses inden 10 dage efter meddelelsen om bortkomsten.\u003C\u002Fp>\n\n\u003Cp>Medarbejder og arbejdsgiver har pligt til at deltage ved opgørel-sen af\nværktøjskasse og udleverede effekter, når en arbejdsop-gave eller et\nansættelsesforhold ophører.\u003C\u002Fp>\n\n\u003Cp>Hvor medarbejderen forlader virksomheden\u002Farbejdspladsen, skal den fornødne\ntid afsættes til værktøjsoptælling inden for den normale arbejdstid.\nOptællingen skal afsluttes, inden fra-trædelse kan finde sted. Nægter den\nfratrædende medarbejder at deltage i værktøjsoptælling, eller er han\nforhindret, kan tillids-manden repræsentere medarbejderen ved optællingen,\nefter at denne har forladt virksomheden.\u003C\u002Fp>\n\n\u003Cp>Er der ingen tillidsmand i virksomheden, kan arbejdsgiveren ud-pege et vidne\nmellem de andre medarbejdere.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Ch3>Stk. 9: Frihed i forbindelse med afskedigelser\u003C\u002Fh3>\n\n\u003Ch4>a) Kompetenceudvikling\u003C\u002Fh4>\n\n\u003Cp>Medarbejdere, der har været uafbrudt beskæftiget i virksomhe-den i mindst\n2 år, og som afskediges på grund af omstrukture- ringer, nedskæringer,\nvirksomhedslukning eller andre på virk- somheden beroende forhold, er efter\nanmodning herom beretti- get til at deltage i et for medarbejderen relevant\nkursus af op til 2 ugers varighed, inden for f.eks. AMU, FVU eller andre\nuddannelsestilbud , hvortil der gives offentlig deltagerstøtte på\ndagpengeniveau - medmindre medarbejderen inden for de seneste 2 år har\ngennemført 2 ugers efter- og videreuddannelse. Deltagergodtgørelsen tilgår\nvirksomheden.\u003C\u002Fp>\n\n\u003Cp>Arbejdsgiveren dækker udgifterne ved deltagerbetaling på op til max. 1.500\nkr.\u003C\u002Fp>\n\n\u003Cp>Kursusdeltagelsen skal finde sted i opsigelsesperioden.\u003C\u002Fp>\n\n\u003Cp>Disse regler finder dog ikke anvendelse over for medarbejdere, der er\nberettiget til efterløn eller pension fra arbejdsgiveren eller fra det\noffentlige.\u003C\u002Fp>\n\n\u003Ch4>b) Vejledning\u003C\u002Fh4>\n\n\u003Cp>Pr. 1. maj 2014 gælder følgende:\u003C\u002Fp>\n\n\u003Cp>Medarbejdere, som afskediges med overenskomsternes opsi-gelsesvarsel på\ngrund af omstruktureringer, nedskæringer, virk-somhedslukning eller andre på\nvirksomheden beroende forhold, har ret til frihed med løn i op til 2 timer til\nat søge vejledning i a- kassen\u002Ffagforeningen. Friheden placeres hurtigst\nmuligt efter af-skedigelsen og under fornødent hensyn til virksomhedens\npro-duktionsforhold.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Stk. 10: Vejrlig\u003C\u002Fh3>\n\n\u003Cp>Overenskomstparterne er enige om, at der i vvs-overenskomsten er mulighed\nfor at hjemsende medarbejdere på grund af vejrmæssige forhold eller\nmaterialemangel i henhold til vejled-ning til bekendtgørelse om\ndagpengegodtgørelse.\u003C\u002Fp>\n\n\u003Cp>Medarbejderen er i forbindelse med vejrlig friholdt for de\nover-enskomstmæssige opsigelsesregler over for arbejdsgiveren. Virksomheden er\nforpligtet til at underskrive en frigørelsesattest.\u003C\u002Fp>\n\n\u003Cp>Opsigelse fra arbejdsgiverside kan ikke finde sted i vejrligsperi-oder.\u003C\u002Fp>\n\n\u003Cp>Hjemsendelsesperioden under vejrlig tæller med i medarbejde-rens\nanciennitet.\u003C\u002Fp>\n\n\u003Cp>Hjemsendelse af en tillidsmand eller sikkerhedsrepræsentant kan normalt\nikke finde sted, med mindre der foreligger tvingende årsager.\u003C\u002Fp>\n\n\u003Ch2>Punkt 11 – Sygdom\u003C\u002Fh2>\n\n\u003Ch3>Stk. 1: Sygdom\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>Under rettidig anmeldt og dokumenteret sygdom yder arbejdsgi- veren i indtil\n6 uger en betaling til medarbejdere med mindst 2 mdrs. anciennitet.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Stk. 2: Definition af timeløn under sygdom\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>For timelønnede betales en løn svarende til det indtægtstab den\npågældende har lidt ved normalt produktivt arbejde.\u003C\u002Fp>\n\n\u003Cp>Timelønnen under sygdom er for akkordsvende den i virksom- heden gældende\ntimeløn. Hvor en sådan ikke er aftalt, betales den i akkordaftalesedlens pkt.\n6 aftalte å conto løn. Dog indregnes ikke smudstillæg, tillæg ved skiftende\narbejdssteder og tillæg ved rejsearbejde.\u003C\u002Fp>\n\n\u003Cp>Lønnen under sygdom indeholder den ved lovgivningen fastsat-te maksimale\ndagpengesats.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Stk. 3: Tilbagefald på grund af samme sygdom\u003C\u002Fh3>\n\n\u003Cp>Ved tilbagefald på grund af samme sygdom inden for 14 kalen-derdage fra og\nmed første arbejdsdag efter den foregående fra-værsperiodes udløb, regnes\narbejdsgiverens betalingsperiode fra første fraværsdag i den første\nfraværsperiode.\u003C\u002Fp>\n\n\u003Ch3>Stk. 4: Sygedagpengerefusion\u003C\u002Fh3>\n\n\u003Cp>Retten til betaling stopper, såfremt sygedagpengerefusionen fra kommunen\nophører og dette skyldes medarbejderens forsøm-melse af de pligter, der\nfølger af sygedagpengeloven.\u003C\u002Fp>\n\n\u003Cp>I de tilfælde hvor virksomheden allerede har udbetalt syge-\nløn\u002Fsygedagpenge til medarbejderen, kan virksomheden for perioden forud for\nophøret alene modregne et beløb svarende til den tabte sygedagpengerefusion i\nmedarbejderens løn. Dette kan dog ikke finde sted, hvis tabet af refusion\nskyldes virksom- hedens for sene indsendelse af refusionsblanketten.\u003C\u002Fp>\n\n\u003Cp>Når medarbejderen har underskrevet og afleveret refusionsblan-ket for\nsygedagpenge til virksomheden, er virksomheden an-svarlig for indsendelse til\nkommunen.\u003C\u002Fp>\n\n\u003Ch3>Stk. 5: Ferie- og søgnehelligdagsgodtgørelse under sygdom\u003C\u002Fh3>\n\n\u003Cp>Der beregnes ferie- og søgnehelligdagsgodtgørelse under fra- vær på\ngrund af sygdom, hvis medarbejderen før sygdommens indtrædelse har mindst 12\nmdrs. beskæftigelse i virksomheden. Heri medregnes tidligere beskæftigelse\ninden for de sidste 24 mdr.\u003C\u002Fp>\n\n\u003Ch3>Stk. 6: Ferie- og søgnehelligdagsgodtgørelse ved tilskade-komst\u003C\u002Fh3>\n\n\u003Cp>Ved tilskadekomst i virksomheden beregnes ferie- og\nsøgnehel-ligdagsgodtgørelse under fravær uanset ovenstående bestem-melse om\nanciennitet.\u003C\u002Fp>\n\n\u003Ch3>Stk. 7: Periodens længde for ferie- og søgnehelligdags-godtgørelse\u003C\u002Fh3>\n\n\u003Cp>Ferie- og søgnehelligdagsgodtgørelse ifølge ovenstående ydes ved fravær\npå mere end 3 dage og for sammenlagt højst 4 mdr. på grund af samme sygdom\neller tilskadekomst.\u003C\u002Fp>\n\n\u003Ch3>Stk. 8: Arbejdspladsen forlades i forbindelse med sygdom\u003C\u002Fh3>\n\n\u003Cp>Hvis en medarbejder efter forudgående aftale med arbejdsgive-ren må\nforlade arbejdspladsen på grund af sygdom eller tilska-dekomst, betales han\nfor de manglende timer den pågældende dag som angivet i stk. 2.\u003C\u002Fp>\n\n\u003Ch3>Stk. 9: Kronisk syge\u003C\u002Fh3>\n\n\u003Cp>Personer, der har indgået en godkendt aftale i henhold til dag- pengelovens\n§ 56 (kronisk syge), er undtaget fra sygelønsordningen og modtager derfor kun\nden aktuelle sygedagpengesats for så vidt angår den sygdom aftalen\nvedrører.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Ch2>Punkt 12 – Tilskadekomst og erhvervsbetinget sygdom\u003C\u002Fh2>\n\n\u003Ch3>Stk. 1: Løn ved tilskadekomst og erhvervsbetinget sygdom\u003C\u002Fh3>\n\n\u003Cp>Ved tilskadekomst under arbejdet, herunder erhvervsbetinget sygdom, der\nåbenbart skyldes arbejde for den pågældende virk-somhed, betaler\narbejdsgiveren løn indtil 6 uger. Det er dog en forudsætning, at\nmedarbejderen genoptager arbejdet, hvis læ-gen har tilladt det.\u003C\u002Fp>\n\n\u003Cp>For timelønnede betales en løn svarende til det indtægtstab den\npågældende har lidt ved normalt produktivt arbejde.\u003C\u002Fp>\n\n\u003Cp>Timelønnen er for akkordsvende den i virksomheden gældende timeløn. Hvor\nen sådan ikke er aftalt, betales den i akkordaftale- sedlens pkt. 6 aftalte á\nconto løn. Dog indregnes ikke smudstillæg , tillæg ved skiftende\narbejdssteder og tillæg ved rejsearbejde .\u003C\u002Fp>\n\n\u003Cp>Lønnen under sygdom indeholder den ved lovgivningen fastsat-te maksimale\ndagpengesats.\u003C\u002Fp>\n\n\u003Ch3>Stk. 2: Anmeldelse af arbejdsskade\u003C\u002Fh3>\n\n\u003Cp>Ved ulykkestilfælde under arbejdet henvises i øvrigt til lov om\narbejdsskadeforsikring.\u003C\u002Fp>\n\n\u003Cp>Arbejdsgiveren skal inden 9 dage anmelde ulykker, der følges af en dags\nfravær eller mere, til Arbejdstilsynet. Kopi af anmeldel-sen fremsendes til\nsikkerhedsorganisationen eller, hvis en sådan ikke findes, til den\ntilskadekomne.\u003C\u002Fp>\n\n\u003Cp>En arbejdsskade anmeldes også til virksomhedens forsikrings-selskab.\u003C\u002Fp>\n\n\u003Ch3>Stk. 3: Uarbejdsdygtighed\u003C\u002Fh3>\n\n\u003Cp>Skyldes uarbejdsdygtigheden uforskyldt tilskadekomst ved arbejde for\nvirksomheden, herunder erhvervsbetinget sygdom, der åbenbart skyldes arbejde\nfor den pågældende virksomhed, kan medarbejderen ikke opsiges inden for de\nførste 6 uger af den periode, hvori vedkommende er dokumenteret uarbejdsdygtig\npå grund af tilskadekomst.\u003C\u002Fp>\n\n\u003Cp>Det er en forudsætning, at medarbejderen er dagpengeberetti-get i henhold\ntil Dagpengelovens bestemmelser.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Punkt 13 – Graviditets- barsels- og fædreorlov\u003C\u002Fh2>\n\n\u003Ch3>Stk. 1: Graviditets- og barselsorlov\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareexcludedtxt\">\u003Cstrong>a. barselsorlov:\u003C\u002Fstrong> Kvindelige medarbejdere, der på det\nforventede fødselstidspunkt har 9 måneders anciennitet i virksomheden, har\nret til løn under barsel (barselsorlov) i indtil 14 uger. Timelønnen er for\nakkordsvende den i virksomheden gældende timeløn. Hvor en sådan ikke er\naftalt, betales den i akkordaftale- sedlens pkt. 6 aftalte á conto løn.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For timelønnede er lønnen under sygdom den enkeltes produk-tive løn. Dog\nindregnes ikke smudstillæg, tillæg ved skiftende arbejdssteder og tillæg for\nrejsearbejde.\u003C\u002Fp>\n\n\u003Cp>Lønnen under orloven indeholder den ved lovgivningen fastsatte maksimale\ndagpengesats.\u003C\u002Fp>\n\n\u003Cp>Den maksimale sats er kr. 136,50 pr. time.\u003C\u002Fp>\n\n\u003Cp>Den maksimale sats forhøjes \u003C\u002Fp>\n\n\u003Cp>Pr. 1. marts 2015 kr. 138,00 pr. time \u003C\u002Fp>\n\n\u003Cp>Pr. 1. marts 2016 kr. 139,50 pr. time\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cstrong>b. graviditet:\u003C\u002Fstrong> Kvindelige medarbejdere har, under samme be-\ntingelser som angivet i stk. 1 a., ret til fravær på grund af barsel fra 4\nuger før det forventede fødselstidspunkt (graviditetsorlov) og indtil 14 uger\nefter fødslen (barselsorlov).\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>c. adoption:\u003C\u002Fstrong> Under samme betingelser har adoptanter ret til\nløn under barsel i 14 uger fra barnets modtagelse efter bestemmel- serne\nangivet i stk.1 a og stk. 2.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Ch3>Stk. 2: Fædreorlov\u003C\u002Fh3>\n\n\u003Cp>Under samme betingelser som angivet i stk. 1 a. betales der i indtil 2 uger\nløn under fædreorlov.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Stk. 3: Forældreorlov\u003C\u002Fh3>\n\n\u003Cp>Under samme betingelser som angivet i stk. 1 a. - og inden for 52 uger efter\n- yder virksomheden løn under fravær i indtil 11 uger. Denne betaling kan\nydes til enten faderen eller moderen.\u003C\u002Fp>\n\n\u003Cp>Af disse 11 uger har hver af forældrene ret til betaling i 4 uger. Holdes\norloven, der er reserveret til den enkelte forælder ikke, bortfalder\nbetalingen.\u003C\u002Fp>\n\n\u003Cp>Betalingen i de resterende 3 uger ydes enten til den ene eller den anden\nforælder. Orloven skal varsles med 3 uger forud for orlovens påbegyndelse, og\nhver af forældrenes orlov kan mak-simalt deles i to perioder, medmindre andet\naftales.\u003C\u002Fp>\n\n\u003Cp>Forældreorlov, der påbegyndes 1. juli 2014 eller senere \u003C\u002Fp>\n\n\u003Cp>For forældreorlov, der påbegyndes 1. juli 2014 eller senere, ændres\nforældreorlovsperioden med løn til maksimalt 13 uger, hvoraf hver af\nforældrene har ret til at holde 5 uger. De resterende 3 uger ydes enten til\nden ene eller den anden forælder.\u003C\u002Fp>\n\n\u003Cp>Den maksimale sats er kr. 136,50 pr. time.\u003C\u002Fp>\n\n\u003Cp>Den maksimale sats forhøjes: \u003C\u002Fp>\n\n\u003Cp>pr. 1. marts 2015 kr. 138,00 pr. time \u003C\u002Fp>\n\n\u003Cp>pr. 1. marts 2016 kr. 139,50 pr. time\u003C\u002Fp>\n\n\u003Cp>Betalingen indeholder den ved lovgivningen fastsatte maksimale dagpengesats.\nDet er en forudsætning for betalingen, at ar-bejdsgiveren er berettiget til\nrefusion svarende til den maksimale dagpengesats. Såfremt refusionen måtte\nvære mindre, nedsæt-tes betalingen til medarbejderen tilsvarende.\u003C\u002Fp>\n\n\u003Ch3>Stk. 4: Barselsudligning\u003C\u002Fh3>\n\n\u003Cp>TEKNIQ har via DA etableret en ordning, der inden for nærmere fastsatte\nbestemmelser udligner virksomhedernes overenskomstmæssige udgifter til barsel,\nsåledes at udgiften ikke påhviler den enkelte arbejdsgiver alene.\u003C\u002Fp>\n\n\u003Cp>Ordningen forudsætter opretholdelse af fuld dagpengerefusion.\u003C\u002Fp>\n\n\u003Ch2>Punkt 14 – Barns første sygedag\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Ch3>Stk. 1: Frihed ved barns første sygedag\u003C\u002Fh3>\n\n\u003Cp>Til medarbejdere med mindst 6 mdrs. anciennitet og til ansatte under\nuddannelse indrømmes der frihed, når dette er nødven- digt af hensyn til\npasning af medarbejdernes syge, hjemmeværende barn\u002Fbørn under 14 år.\u003C\u002Fp>\n\n\u003Cp>Denne frihed omfatter kun den ene af barnets forældre og alene barnets\nførste sygedag.\u003C\u002Fp>\n\n\u003Cp>Meddelelse om fravær sker efter samme regler som ved syg-dom.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Stk. 2: Betaling ved barns første sygedag\u003C\u002Fh3>\n\n\u003Cp>Timeløn er for akkordsvende den i virksomheden gældende timeløn. For\ntimelønnede er betalingen den enkeltes produktive løn. Dog indregnes ikke\nsmudstillæg, tillæg ved skiftende ar-bejdssteder og tillæg for\nrejsearbejde\u002Fudearbejde.\u003C\u002Fp>\n\n\u003Cp>Meddelelse om fravær ved barns sygdom sker efter samme reg-ler som ved\nsygdom.\u003C\u002Fp>\n\n\u003Cp>Den maksimale sats er kr. 114,50 pr. time.\u003C\u002Fp>\n\n\u003Cp>Den maksimale sats forhøjes: \u003C\u002Fp>\n\n\u003Cp>pr. 1. marts 2015 kr. 116,00 pr. time \u003C\u002Fp>\n\n\u003Cp>pr. 1. marts 2016 kr. 117,50 pr. time\u003C\u002Fp>\n\n\u003Ch3>Stk. 3: Barns hospitalsindlæggelse\u003C\u002Fh3>\n\n\u003Cp>Under samme betingelser som angivet i stk. 1 og 2. gives der til\nmedarbejdere og ansatte under uddannelse frihed, når det er nødvendigt, at\nmedarbejderen indlægges på hospital sammen med barnet.\u003C\u002Fp>\n\n\u003Cp>Denne frihed gælder alene den ene indehaver af forældremyn-digheden, og\nder er maksimalt ret til frihed i sammenlagt en uge pr. barn inden for en 12\nmåneders periode.\u003C\u002Fp>\n\n\u003Cp>Medarbejderen skal på opfordring fremlægge dokumentation for\nhospitalsindlæggelsen.\u003C\u002Fp>\n\n\u003Ch2>Punkt 15 – Ferie\u003C\u002Fh2>\n\n\u003Ch3>Stk. 1: Ferieloven\u003C\u002Fh3>\n\n\u003Cp>Alle medarbejdere - herunder lærlinge - er omfattet af Ferielo-vens\nbestemmelser. Ferieloven er optrykt som bilag 1.\u003C\u002Fp>\n\n\u003Ch3>Stk. 2: Afkald på ret til ferie er ugyldig\u003C\u002Fh3>\n\n\u003Cp>Enhver aftale, hvorved der gives afkald på ret til ferie,\nferiegodt-gørelse, løn under ferie eller ferieudlæg, er ugyldig.\u003C\u002Fp>\n\n\u003Ch3>Stk. 3: Udbetaling af feriegodtgørelse\u003C\u002Fh3>\n\n\u003Cp>Feriegodtgørelse udbetales tidligst 4 uger før ferieperioden på-begyndes,\nunder forudsætning af at feriekortet er arbejdsgiveren i hænde senest 5 uger\nfør ferieperioden. Afleveres feriekortet senere, skal feriegodtgørelsen\nsenest udbetales 1 uge efter, det er arbejdsgiveren i hænde.\u003C\u002Fp>\n\n\u003Ch3>Stk. 4: Feriegodtgørelse ved tilskadekomst\u003C\u002Fh3>\n\n\u003Cp>Ret til feriegodtgørelse under fravær på grund af tilskadekomst i\nvirksomheden er gældende fra ansættelsen.\u003C\u002Fp>\n\n\u003Ch3>Stk. 5: Aftaler om ferieafholdelse\u003C\u002Fh3>\n\n\u003Cp>Aftaler om ferieafholdelse skal foreligge skriftligt.\u003C\u002Fp>\n\n\u003Ch3>Stk. 6: Garantiordning\u003C\u002Fh3>\n\n\u003Cp>TEKNIQ garanterer for ferie samt søgne- og helligdagsgodtgørelse .\u003C\u002Fp>\n\n\u003Cp>Overenskomstparterne er enige om, at forbundets medlemmer og virksomheden\nskal benytte den betalingskortordning, som er aftalt af parterne.\u003C\u002Fp>\n\n\u003Ch3>Stk. 7: Feriekortordning\u003C\u002Fh3>\n\n\u003Cp>Senest den 15. februar får medarbejderen fra virksomheden til-sendt et af\norganisationerne godkendt feriekort.\u003C\u002Fp>\n\n\u003Cp>Se Bilag 2.\u003C\u002Fp>\n\n\u003Cp>En medarbejder, som i det løbende optjeningsår skifter arbejds- sted, får\nved sin fratræden udleveret en dokumentation for optjent ferie og\nferiepenge.\u003C\u002Fp>\n\n\u003Cp>Har medarbejderen ved sin fratræden ikke holdt de feriedage, der tilkommer\nham fra beskæftigelsen på samme virksomhed i tidligere optjeningsår,\nudstedes der betalingskort for restferie herfor.\u003C\u002Fp>\n\n\u003Ch2>Punkt 16 – Feriefridage\u003C\u002Fh2>\n\n\u003Ch3>Stk. 1: Feriefridage\u003C\u002Fh3>\n\n\u003Cp>Medarbejderen har ret til 5 feriefridage i hvert ferieår fra 1. maj til 30.\napril.\u003C\u002Fp>\n\n\u003Cp>Feriefridagene placeres efter samme regler som placering af restferie, jf.\nferieloven.\u003C\u002Fp>\n\n\u003Cp>Uanset jobskifte er der kun ret til 5 feriefridage i hvert ferieår.\u003C\u002Fp>\n\n\u003Cp>Betalingen for feriefridagene sker efter de samme bestemmel- ser, som\ngælder for søgne- og helligdagsbetaling, jf. Punkt 17.\u003C\u002Fp>\n\n\u003Cp>Forskudsbeløbet for en feriefridag udgør kr. 900,00.\u003C\u002Fp>\n\n\u003Cp>For ungarbejdere udgør det tilsvarende beløb kr. 500,00.\u003C\u002Fp>\n\n\u003Ch3>Stk. 2: Loft over udbetaling\u003C\u002Fh3>\n\n\u003Cp>Medarbejderne har straks ved ansættelsen ret til den i stk. 1 nævnte\nforskudsbetaling, idet der dog ikke kan udbetales større beløb, end det til\nenhver tid henlagte beløb.\u003C\u002Fp>\n\n\u003Ch2>Punkt 17 – Søgne- og helligdage\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Ch3>Stk. 1: Opsparing til søgne- og helligdage, overenskomst-mæssige fridage\nog feriefridage\u003C\u002Fh3>\n\n\u003Cp>Med det formål at yde medarbejderen betaling for søgne- og helligdage,\noverenskomstmæssige fridage og feriefridage henlægger arbejdsgiveren for hver\nmedarbejder et beløb svarende til 7% af medarbejderens ferieberettigede løn.\nI dette beløb er indeholdt feriegodtgørelse af søgne- og\nhelligdagsbetaling.\u003C\u002Fp>\n\n\u003Cp>Pr. 1. marts 2014 - 7,3 %\u003C\u002Fp>\n\n\u003Cp>Pr. 1. marts 2015 - 7,7 %\u003C\u002Fp>\n\n\u003Cp>Pr. 1. marts 2016 - 8,0 %\u003C\u002Fp>\n\n\u003Ch3>Stk. 2: Udbetaling af søgne- og helligdagsopsparing\u003C\u002Fh3>\n\n\u003Cp>Søgne- og helligdagsbetaling udbetales til medarbejderen i form af et\nforskudsbeløb i forbindelse med den enkelte søgnehelligdag samt 1. maj,\nGrundlovsdag, Juleaftensdag og Nytårsaftens- dag.\u003C\u002Fp>\n\n\u003Cp>Beløbet udgør kr. 900,00 pr. dag. For ungarbejdere udgør det tilsvarende\nbeløb kr. 500,00.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Stk. 3: Loft over udbetaling\u003C\u002Fh3>\n\n\u003Cp>Medarbejderne har straks ved ansættelsen ret til den i stk. 2 nævnte\nforskudsbetaling, idet der dog ikke kan udbetales større beløb end det til\nenhver tid henlagte beløb.\u003C\u002Fp>\n\n\u003Ch3>Stk. 4: Tidspunkt for udbetaling af søgne- og helligdags- opsparing\u003C\u002Fh3>\n\n\u003Cp>Udbetaling af ovennævnte forskudsbeløb finder sted samtidig med lønnen\nfor den lønningsperiode, hvori søgne- og helligda- gen(e) falder.\u003C\u002Fp>\n\n\u003Ch3>Stk. 5: Forskudsbeløb ved årsskiftet\u003C\u002Fh3>\n\n\u003Cp>Forskudsbeløbet for 1. januar fradrages i alle tilfælde søgne- og\nhelligdagsbetalingen for det foregående kalenderår.\u003C\u002Fp>\n\n\u003Ch3>Stk. 6: Restudbetaling af søgne- og helligdagsopsparing\u003C\u002Fh3>\n\n\u003Cp>Ved sidste lønudbetaling for december måned udbetales det evt. resterende\nbeløb til søgne- og helligdage, overenskomstmæssige fridage og feriefridage\ntil medarbejderen, med mindre ved- kommende inden den 30. november har fremsat\nønske om, at restbeløbet - eller en del deraf - indbetales som\nekstraordinært pensionsbidrag.\u003C\u002Fp>\n\n\u003Ch3>Stk. 7: Udbetaling ved fratræden\u003C\u002Fh3>\n\n\u003Cp>Ved fratræden sker opgørelse og udbetaling af restbeløbet ved\nførstkommende lønudbetaling.\u003C\u002Fp>\n\n\u003Ch3>Stk. 8: Garantiordning\u003C\u002Fh3>\n\n\u003Cp>TEKNIQ garanterer for ferie- samt søgne- og helligdagsgodtgørelse - jf.\nPunkt 15\u003C\u002Fp>\n\n\u003Ch2>Punkt 18 – Efteruddannelse\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Ch3>Stk. 1: Efteruddannelses- og kompetenceplanlægning\u003C\u002Fh3>\n\n\u003Cp>Overenskomstparterne er enige om i samarbejde at sikre virk- somhedernes\nmedarbejdere den fornødne efter- og videreud- dannelse samt\nkompetenceudvikling, for herigennem at fremme VVS-branchens arbejdsområder.\u003C\u002Fp>\n\n\u003Cp>Det betyder, at virksomhederne skal give medarbejderne de for-nødne\nuddannelsesmuligheder, ligesom medarbejderne er for-pligtede til at deltage i\nden fornødne uddannelse. Virksomheder-ne og medarbejderne opfordres derfor til\nat foretage en uddan-nelses- og kompetenceplanlægning.\u003C\u002Fp>\n\n\u003Cp>Uddannelserne har til formål at sikre udvikling af medarbejder- nes\nkompetencer med henblik på at bevare og styrke virksom- hedernes\nudviklingsmuligheder i en teknologisk verden. Det er ligeledes formålet at\nunderstøtte udvikling af medarbejdernes kompetencer for at bevare og styrke\nbeskæftigelsesmuligheder- ne.\u003C\u002Fp>\n\n\u003Cp>Dette kan eksempelvis sikres gennem uddannelse på såvel grundlæggende som\nvideregående niveau, almen såvel som fa-lig efter- og videreuddannelse samt\ndeltagelse i realkompeten- cevurdering i offentligt regi og relevante private\ntilbud. Organisationerne er enige om, at medarbejdere, under hensyn til\nvirksomhedens arbejdsmæssige forhold, kan opnå frihed til deltagelse i\nefteruddannelseskurser.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Stk. 2: Ret til efter- og videreuddannelse\u003C\u002Fh3>\n\n\u003Cp>Medarbejdere med 32 ugers beskæftigelse i virksomheden har ret til i alt 2\nugers efter- og videreuddannelse pr. kalenderår som angivet under punkt a, b\neller c.\u003C\u002Fp>\n\n\u003Cp>Efter- og videreuddannelse kan også ske ved en kombination af de\nnedenstående punkter.\u003C\u002Fp>\n\n\u003Ch4>a.\u003C\u002Fh4>\n\n\u003Cp>Uddannelser iværksat i medfør af Lov om Arbejdsmarkedsuddannelser gennem\nVVS-branchens Uddannelsesnævn. Såfremt overenskomstparterne er enige, kan\nbestemmelsen omfatte andre faglige uddannelser. Lønnen under efter- og\nvidereuddannelse andrager den i virksomheden gældende timeløn. Virksomheden\nmodtager gennem A-kassen\u002Fforbundet det offentlige tilskud.\u003C\u002Fp>\n\n\u003Cp>Medarbejderne er pligtige at meddele efter- og videreuddannel-se senest 4\nuger før kursets start.\u003C\u002Fp>\n\n\u003Ch4>b.\u003C\u002Fh4>\n\n\u003Cp>Selvvalgt uddannelse under fornøden hensyntagen til virksom-hedens arbejds-\nog produktionsforhold. Uddannelse skal være relevant for branchen - idet\nbranchen defineres i bred forstand. Organisationerne udarbejder i fællesskab\nen fortegnelse over relevante uddannelser, jf. bilag 1.\u003C\u002Fp>\n\n\u003Cp>Lønnen under efter- og videreuddannelse andrager 85 % af den i virksomheden\ngældende timeløn.\u003C\u002Fp>\n\n\u003Cp>Herudover refunderer virksomheden udgifter til befordring efter statens\nregler og kursusgebyrer og evt. kursusmaterialer i forbindelse med\nkursusafviklingen, idet virksomhedens refusion dog maksimalt kan udgøre 200\nkr. pr. dag\u002F1000 kr. pr. uge. Virksomheden modtager gennem A-kassen\u002Fforbundet\net eventuelt offentligt tilskud. Medarbejderen er pligtig at meddele efter- og\nvidereuddannelse senest 4 uger før kursets start.\u003C\u002Fp>\n\n\u003Ch4>c.\u003C\u002Fh4>\n\n\u003Cp>Medarbejderen kan vælge at deltage i selvvalgt uddannelse, der opfylder\nkravene i pkt. b, uden for arbejdstiden. I så fald betaler arbejdsgiveren\ndokumenterede udgifter til kursusafgift og materialer, dog max. 1.500 kr. pr\når til den enkelte medarbejder. I relation til 2 ugers-retten medgår sådanne\nuddannelser med antal-let af undervisningstimer.\u003C\u002Fp>\n\n\u003Cp>Hvis en medarbejder efter virksomhedens beslutning deltager i kurser,\nhvortil der ydes løntabsgodtgørelse, får medarbejderen sin normale løn uden\ntillæg. Løntabsgodtgørelse tilgår virksom-heden.\u003C\u002Fp>\n\n\u003Cp>Denne bestemmelse bortfalder, såfremt det nuværende\nløn-tabsgodtgørelsesniveau reduceres.\u003C\u002Fp>\n\n\u003Ch3>Bilag 1\u003C\u002Fh3>\n\n\u003Cp>Overenskomsten Punkt 18 stk. 2 giver ret til deltagelse i selv-valgt\nuddannelse i op til 2 uger om året, såfremt der er tale om\u003C\u002Fp>\n\n\u003Cp>kurser\u002Fuddannelsesaktivitet af følgende karakter:\u003C\u002Fp>\n\n\u003Cp>• Alle AMU kurser fra vvs-branchens uddannelseskatalog\u003C\u002Fp>\n\n\u003Cp>• AMU kurser, der ligger udenfor vvs-branchens uddannelseskatalog, af\nteknisk faglig, almen og ledelsesmæssig karakter. Det er dog en betingelse at\nkurserne i bred forstand er brancherelevant.\u003C\u002Fp>\n\n\u003Cp>• Private kurser af teknisk faglig karakter udbudt af leverandø-rer og\ngrossister m.v. Kurserne skal være brancherelevante i bred forstand og der må\nikke være tale om studierejser.\u003C\u002Fp>\n\n\u003Cp>• Følgende private og offentlige kurser af almen karakter sprog (tysk og\nengelsk), matematik, fysik og kemi, IT, ledel-se- og regnskab, samt læse- og\nstavekurser.\u003C\u002Fp>\n\n\u003Cp>• Trailerkørekort.\u003C\u002Fp>\n\n\u003Cp>• Videregående teknisk uddannelse over erhvervsuddannel-sesniveau,\nherunder teknisk faglige moduler under åben ud-dannelse. Kurserne skal være\nbrancherelevante i bred for-stand.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Ch2>Punkt 19 – Uddannelsesfonde\u003C\u002Fh2>\n\n\u003Ch3>Stk. 1: VVS-Branchens Uddannelsesfond\u003C\u002Fh3>\n\n\u003Cp>Overenskomstparterne har oprettet VVS-Branchens Uddannelses- og\nSamarbejdsfond.\u003C\u002Fp>\n\n\u003Cp>Fonden finansieres ved, at TEKNIQs medlemsvirksomheder indbetaler et beløb\nsvarende til 50 øre pr. time for de på virksomheden ansatte medlemmer af\nDansk Metalarbejderforbund og Blik- og Rørarbejderforbundet.\u003C\u002Fp>\n\n\u003Cp>Pr. 1. marts 2015 forhøjes bidraget med 5 øre til 55 øre pr. time \u003C\u002Fp>\n\n\u003Cp>Pr. 1. marts 2016 forhøjes bidraget med 5 øre til 60 øre pr. time\u003C\u002Fp>\n\n\u003Cp>Overenskomstparterne aftaler, hvordan bidragene udmøntes i overensstemmelse\nmed den pågældende fonds formål. Ubrugte dele af bidragsforhøjelsen deles\nved regnskabsårets afslutning ligeligt mellem overenskomstparternes, med\nmindre andet afta-les.\u003C\u002Fp>\n\n\u003Ch3>Stk. 2: LO\u002FDA Udviklingsfond\u003C\u002Fh3>\n\n\u003Cp>Arbejdsgiverbidraget til den af DA og LO oprettede Udviklings-fond udgør 40\nøre pr. præsteret arbejdstime.\u003C\u002Fp>\n\n\u003Cp>Fra den første lønningsperiode efter 1. januar 2015 udgør bidraget 42\nøre pr. præsteret arbejdstime.\u003C\u002Fp>\n\n\u003Cp>LO's medlemmer modtager 3\u002F4 og DA's medlemmer 1\u002F4.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Punkt 20 – Sociale kapitler\u003C\u002Fh2>\n\n\u003Ch3>Stk. 1: Fysiske eller psykiske handicap\u003C\u002Fh3>\n\n\u003Cp>Parterne er enige om at tilvejebringe de nødvendige overens-komstmæssige\nbestemmelser, som gør det muligt at udføre ar-bejde, som står i forhold til\nderes helbred og evner, for personer, der på grund af fysiske eller psykiske\nhandicap ikke er i stand til at varetage et normalt arbejde på sædvanlige\noverenskomst-mæssige vilkår inden for værksteds-, bygge- og\nanlægsbran-chen.\u003C\u002Fp>\n\n\u003Cp>Parterne vil i fællesskab medvirke til, at der oprettes særlige stillinger\ntil de omhandlende personer i det omfang, der ikke alle-rede i den enkelte\nvirksomhed kan peges på arbejdsområder, som med rimelighed kan udføres, og\nsom ikke allerede udføres på overenskomstmæssige vilkår.\u003C\u002Fp>\n\n\u003Ch3>Stk. 2: Unge og længerevarende ledige\u003C\u002Fh3>\n\n\u003Cp>I takt med amters og kommuners udlicitering og privatisering af offentlige\nbygge- og anlægsarbejder og vedligeholdelsesarbejder erkender parterne\nnødvendigheden af, at branchen påtager sig et medansvar for beskæftigelse og\ngenoptræning af de grupper af henholdsvis unge og længerevarende ledige, som\nde offentlige arbejdsgivere i henhold til gældende lovgivning har pligt til at\ntilbyde beskæftigelse i en begrænset periode.\u003C\u002Fp>\n\n\u003Ch3>Stk. 3: Rammer for indpasning på arbejdspladser\u003C\u002Fh3>\n\n\u003Cp>Med udgangspunkt i de særlige arbejdsforhold, der gælder i bygge- og\nanlægsbranchen, vil organisationerne i den kom-mende overenskomstperiode\noptage drøftelser med henblik på at fastlægge rammer, hvorunder sådanne\npersoner kan indpas-ses på de danske værksteds-, bygge- og\nanlægsarbejdspladser. Ved fastsættelsen af disse rammer vil\noverenskomstparterne sikre, at der skabes øget beskæftigelse, og at der ikke\nmå ske en samtidig udstødning af ordinært ansatte eller finde løndump-ing\nsted. Parterne vil derfor overveje, på hvilken måde medar-bejderne i\nvirksomhederne kan inddrages i beslutningsproces-sen om ansættelse af de foran\nnævnte persongrupper. Overenskomstparterne er enige om, at en endelig\nrammeaftale om beskæftigelsen af de sociale grupper ikke er mulig, før der er\nskabt klarhed over, hvilken lovgivning der kommer til at gælde for disse\ngrupper.\u003C\u002Fp>\n\n\u003Ch3>Stk. 4: Forkortet arbejdstid\u003C\u002Fh3>\n\n\u003Cp>For medarbejdere, hvis arbejdsevne er forringet på grund af al-der,\nsvagelighed eller tilskadekomst, kan der træffes aftale om forkortet\narbejdstid.\u003C\u002Fp>\n\n\u003Cp>Organisationerne har påtaleret over for misbrug af denne be-stemmelse i\nhenhold til overenskomstens regler for behandling af faglig strid.\u003C\u002Fp>\n\n\u003Ch3>Stk. 5: Senioraftale\u003C\u002Fh3>\n\n\u003Cp>Se bilag 13.\u003C\u002Fp>\n\n\u003Ch2>Punkt 21 – Velfærdsforanstaltninger\u003C\u002Fh2>\n\n\u003Ch3>Stk. 1: Skur eller skurvogn\u003C\u002Fh3>\n\n\u003Cp>Ved alle arbejder, som udføres ved bygge- og anlægsvirksom-hed, skal\nvirksomheden, såfremt egnede lokaler ikke kan anvi-ses, efterleve\nbestemmelserne om skurforhold i Arbejdstilsynets bekendtgørelse nr. 589 af 22.\njuni 2001 vedr. indretning af byggepladser. Skurene må ikke benyttes til\novernatning. I forbindelse med sager omhandlende arbejdsmiljømæssige forhold,\ner det derfor alene sager vedr. skurforhold, der kan rejses i det fagretlige\nsystem.\u003C\u002Fp>\n\n\u003Ch3>Stk. 2: Farefuldt arbejde\u003C\u002Fh3>\n\n\u003Cp>Alt farefuldt arbejde udføres af 2 personer.\u003C\u002Fp>\n\n\u003Ch2>Punkt 22 – Oversigt over anvendelse af anciennitet\u003C\u002Fh2>\n\n\u003Cp>\u003Cstrong>Valg af tillidsmand:\u003C\u002Fstrong> 9 måneder - Punkt 29, stk. 3\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Opsigelse:\u003C\u002Fstrong> 9 måneder - Punkt 10, stk. 1\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Kompetenceudvikling\u003C\u002Fstrong> 2 år - Punkt 10, stk. 9\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Læreforholdets afslutning:\u003C\u002Fstrong> Læretid efter det fyldte 18.\når medregnes i ancienniteten - Punkt 10, stk. 1\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Sygdom:\u003C\u002Fstrong> 2 måneder - Punkt 11, stk. 1\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Barnets første sygedag, Barns hospitalsindlæggelse:\u003C\u002Fstrong> 6\nmåneder - Punkt 14, stk. 1 og 3\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Graviditet og barsel:\u003C\u002Fstrong> 9 måneder - Punkt 13, stk. 1, 2 og\n3\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Tilskadekomst og erhvervsbetinget sygdom:\u003C\u002Fstrong> Ingen\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmeldelse af arbejdsskade:\u003C\u002Fstrong> 9 dage - Punkt 12, stk. 2\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Efteruddannelse og selvvalgt uddannelse:\u003C\u002Fstrong> 32 uger - Punkt\n18, stk. 2\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Funktionærlignende ansættelse:\u003C\u002Fstrong> 9 måneder - Punkt 25,\nstk. 1\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Ch2>Punkt 23 – Rejsearbejde – uden overnatning\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-commutingallowancetxt\">\u003Cp>Nærværende bestemmelse kan erstattes af en lokal aftale ind-gået mellem\nvirksomheden og tillidsmanden. En kopi af aftalen indsendes til\norganisationerne til orientering.\u003C\u002Fp>\n\n\u003Cp>Bestemmelserne er opdelt i 4 grupper:\u003C\u002Fp>\n\n\u003Cp>A. Afregning fra virksomhedens adresse\u003C\u002Fp>\n\n\u003Cp>B. Afregning fra medarbejderens bopæl\u003C\u002Fp>\n\n\u003Cp>C. Generelle bestemmelser for A og B\u003C\u002Fp>\n\n\u003Cp>D. Befordringsgodtgørelse\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Forudsætningen for anvendelse af tillæg for rejsearbejde er, at der sker\ntransport til og fra arbejdsstedet samme dag.\u003C\u002Fp>\n\n\u003Ch3>A - Afregning fra virksomhedens adresse\u003C\u002Fh3>\n\n\u003Cp>For medarbejdere, som er antaget til en virksomheds adresse, gælder:\u003C\u002Fp>\n\n\u003Ch4>Stk. 1: Virksomhedens adresse\u003C\u002Fh4>\n\n\u003Cp>Som en virksomheds adresse gælder det værksted, medarbejde-ren udsendes\nfra.\u003C\u002Fp>\n\n\u003Cp>Dette gælder også, hvor en virksomhed har andre afdelinger eller filialer\nmed anden geografisk beliggenhed, når følgende mi-nimumskrav er opfyldt:\u003C\u002Fp>\n\n\u003Cp>• Afdelingen skal være af permanent karakter og mindst have 1 ledende\nmedarbejder ansat på afdelingens adresse.\u003C\u002Fp>\n\n\u003Cp>• Virksomheden skal være registreret i TEKNIQ og meddelt forbundet.\u003C\u002Fp>\n\n\u003Cp>• Afdelingen skal være registreret med navn, adresse og tele-fonnummer\nover for myndigheder og postvæsen.\u003C\u002Fp>\n\n\u003Cp>Overflytning mellem afdelingerne kan finde sted. Flytning skal dog varsles\nmed den pågældende medarbejders opsigelsesvarsel.\u003C\u002Fp>\n\n\u003Cp>Med hensyn til orientering af tillidsmand henvises til overens-komstens\nPunkt 27, stk. 3.\u003C\u002Fp>\n\n\u003Cp>Ansættelse skal foreligge skriftligt. Kopi tilstilles tillidsmanden.\u003C\u002Fp>\n\n\u003Ch3>B - Afregning fra medarbejderens bopæl\u003C\u002Fh3>\n\n\u003Ch4>Stk. 2: Skriftlig aftale om ansættelsessted\u003C\u002Fh4>\n\n\u003Cp>Når medarbejdere ansættes til et bestemt arbejdssted, skal der foreligge\nen skriftlig aftale om ansættelsessted og eventuelt til-læg for rejsearbejde.\nDette gælder også, hvis medarbejderen flyt-tes til et andet bestemt\narbejdssted. I modsat fald betragtes medarbejderen som ansat på virksomhedens\nadresse.\u003C\u002Fp>\n\n\u003Ch4>Stk. 3: Medarbejderens bopæl\u003C\u002Fh4>\n\n\u003Cp>Medarbejderens bopæl på ansættelsestidspunktet er gældende for hele\narbejdsperioden på arbejdspladsen.\u003C\u002Fp>\n\n\u003Ch4>Stk. 4: Skift af arbejdssted\u003C\u002Fh4>\n\n\u003Cp>Medarbejdere, som er antaget til et bestemt arbejdssted uden for en afstand\naf 7 km fra virksomhedens værkstedsadresse, og derefter antages til en\narbejdsplads inden for de nævnte 7 km, betragtes nu og fremover som antaget\ntil virksomhedens adres-se, som beskrevet i gruppe A.\u003C\u002Fp>\n\n\u003Ch3>C - Generelle bestemmelser\u003C\u002Fh3>\n\n\u003Cp>Bestemmelser og satser gælder kun A og B.\u003C\u002Fp>\n\n\u003Ch4>Stk. 5: Arbejde inden for en grænse på 7 km\u003C\u002Fh4>\n\n\u003Cp>Ved arbejder, der udføres inden for en afstand af 7 km fra virk-somhedens\nadresse A\u002Feller medarbejderens bopæl B, betales intet tillæg for\nrejsearbejde.\u003C\u002Fp>\n\n\u003Ch4>Stk. 6: Arbejde uden for en grænse på 7 km\u003C\u002Fh4>\n\n\u003Cp>Ved arbejde af mere end 1 arbejdsdags varighed, der udføres uden for en\nafstand af 7 km fra virksomhedens adresse A\u002Feller medarbejderens bopæl B,\nbetales til dækning af vejtid og befor-dring de anførte beløb.\u003C\u002Fp>\n\n\u003Cp>Ved arbejder af 1 arbejdsdags varighed eller derunder, som ud-føres uden\nfor 7 km's afstand fra virksomhedens værksteds-adresse, betales intet tillæg\nfor rejsearbejde. Der betales normal timebetaling samt eventuelt\novertidstillæg for medgået transport-tid samt kørselsgodtgørelse.\u003C\u002Fp>\n\n\u003Ch4>Stk. 7: Afbrydelse af arbejde\u003C\u002Fh4>\n\n\u003Cp>Såfremt et arbejde, for hvilket der ydes tillæg for rejsearbejde, afbrydes\nuden en af medarbejderen tilregnelig grund, betales til-læg for rejsearbejde\nfor hele dagen. I modsat fald betales kun for de præsterede arbejdstimer.\u003C\u002Fp>\n\n\u003Ch4>Stk. 8: Måling af afstand i luftlinie\u003C\u002Fh4>\n\n\u003Cp>Vejlængder måles i luftlinie.\u003C\u002Fp>\n\n\u003Cp>Måling af afstand i luftlinie sker ved anvendelse af det særlige\nedb-måleprogram fra KRAK, der er udgivet af overenskomst- parterne.\u003C\u002Fp>\n\n\u003Cp>Hvor vejføringen bevirker, at den nærmeste vej fra virksomheden A\u002Feller\nmedarbejderens bopæl B til arbejdsstedet forøges med mere end 25% i forhold\ntil luftlinien, måles afstanden i luftlinie mellem virksomheden A eller\nmedarbejderens bopæl B og arbejdsstedet via et mellemliggende punkt på den\nnærmeste vejføring. (Se eks.).\u003C\u002Fp>\n\n\u003Ch4>Stk. 9: Tillæg for rejsearbejde ved overarbejde\u003C\u002Fh4>\n\n\u003Cp>Der betales ikke tillæg for overarbejdstimer. Ved arbejde, der ud-føres ud\nover 75 km fra virksomhedens adresse, betales et beløb på 18,50 kr. pr.\noverarbejdstime, såfremt overarbejdet ikke er varslet dagen forud.\u003C\u002Fp>\n\n\u003Ch4>Stk. 10: Satser\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:11.5pt\">\n      \u003Ctd width=\"179\" colspan=\"2\" valign=\"top\" style=\"width:134.4pt;background:white;   padding:0in .5pt 0in .5pt;height:11.5pt\">\u003Cp class=\"Bodytext70\" align=\"left\" style=\"margin-left:30.0pt;text-align:left;   text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext710pt\">\u003Cspan lang=\"DA\" style=\"font-size:10.0pt\">Afstand\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"164\" valign=\"top\" style=\"width:123.1pt;background:white;padding:0in .5pt 0in .5pt;   height:11.5pt\">\u003Cp class=\"Bodytext70\" align=\"left\" style=\"margin-left:23.0pt;text-align:left;   text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext710pt\">\u003Cspan lang=\"DA\" style=\"font-size:10.0pt\">Tillæg\n        for rejsearbejde\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:.15in\">\n      \u003Ctd width=\"83\" valign=\"bottom\" style=\"width:62.4pt;background:white;padding:0in .5pt 0in .5pt;   height:.15in\">\u003Cp class=\"Bodytext70\" align=\"left\" style=\"text-align:left;text-indent:0in;   line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext710pt\">\u003Cspan lang=\"DA\" style=\"font-size:10.0pt\">Km\n        over\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"96\" valign=\"bottom\" style=\"width:1.0in;background:white;padding:0in .5pt 0in .5pt;   height:.15in\">\u003Cp class=\"Bodytext70\" align=\"left\" style=\"text-align:left;text-indent:0in;   line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext710pt\">\u003Cspan lang=\"DA\" style=\"font-size:10.0pt\">Km\n        t.o.m.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"164\" valign=\"bottom\" style=\"width:123.1pt;background:white;padding:   0in .5pt 0in .5pt;height:.15in\">\u003Cp class=\"Bodytext70\" align=\"left\" style=\"margin-left:23.0pt;text-align:left;   text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext710pt\">\u003Cspan lang=\"DA\" style=\"font-size:10.0pt\">øre\u002Ftime.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:11.3pt\">\n      \u003Ctd width=\"83\" valign=\"bottom\" style=\"width:62.4pt;background:white;padding:0in .5pt 0in .5pt;   height:11.3pt\">\u003Cp class=\"Bodytext70\" align=\"left\" style=\"margin-left:7.0pt;text-align:left;   text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext710pt\">\u003Cspan lang=\"DA\" style=\"font-size:10.0pt\">7\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"96\" valign=\"bottom\" style=\"width:1.0in;background:white;padding:0in .5pt 0in .5pt;   height:11.3pt\">\u003Cp class=\"Bodytext70\" align=\"left\" style=\"text-align:left;text-indent:0in;   line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext710pt\">\u003Cspan lang=\"DA\" style=\"font-size:10.0pt\">10\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"164\" valign=\"bottom\" style=\"width:123.1pt;background:white;padding:   0in .5pt 0in .5pt;height:11.3pt\">\u003Cp class=\"Bodytext70\" align=\"left\" style=\"margin-left:23.0pt;text-align:left;   text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext710pt\">\u003Cspan lang=\"DA\" style=\"font-size:10.0pt\">920\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:11.5pt\">\n      \u003Ctd width=\"83\" valign=\"bottom\" style=\"width:62.4pt;background:white;padding:0in .5pt 0in .5pt;   height:11.5pt\">\u003Cp class=\"Bodytext70\" align=\"left\" style=\"text-align:left;text-indent:0in;   line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext710pt\">\u003Cspan lang=\"DA\" style=\"font-size:10.0pt\">10\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"96\" valign=\"top\" style=\"width:1.0in;background:white;padding:0in .5pt 0in .5pt;   height:11.5pt\">\u003Cp class=\"Bodytext70\" align=\"left\" style=\"text-align:left;text-indent:0in;   line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext710pt\">\u003Cspan lang=\"DA\" style=\"font-size:10.0pt\">13\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"164\" valign=\"top\" style=\"width:123.1pt;background:white;padding:0in .5pt 0in .5pt;   height:11.5pt\">\u003Cp class=\"Bodytext70\" align=\"left\" style=\"margin-left:23.0pt;text-align:left;   text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext710pt\">\u003Cspan lang=\"DA\" style=\"font-size:10.0pt\">1285\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:11.5pt\">\n      \u003Ctd width=\"83\" valign=\"top\" style=\"width:62.4pt;background:white;padding:0in .5pt 0in .5pt;   height:11.5pt\">\u003Cp class=\"Bodytext70\" align=\"left\" style=\"text-align:left;text-indent:0in;   line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext710pt\">\u003Cspan lang=\"DA\" style=\"font-size:10.0pt\">13\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"96\" valign=\"bottom\" style=\"width:1.0in;background:white;padding:0in .5pt 0in .5pt;   height:11.5pt\">\u003Cp class=\"Bodytext70\" align=\"left\" style=\"text-align:left;text-indent:0in;   line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext710pt\">\u003Cspan lang=\"DA\" style=\"font-size:10.0pt\">16\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"164\" valign=\"top\" style=\"width:123.1pt;background:white;padding:0in .5pt 0in .5pt;   height:11.5pt\">\u003Cp class=\"Bodytext70\" align=\"left\" style=\"margin-left:23.0pt;text-align:left;   text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext710pt\">\u003Cspan lang=\"DA\" style=\"font-size:10.0pt\">1635\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:11.5pt\">\n      \u003Ctd width=\"83\" valign=\"bottom\" style=\"width:62.4pt;background:white;padding:0in .5pt 0in .5pt;   height:11.5pt\">\u003Cp class=\"Bodytext70\" align=\"left\" style=\"text-align:left;text-indent:0in;   line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext710pt\">\u003Cspan lang=\"DA\" style=\"font-size:10.0pt\">16\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"96\" valign=\"bottom\" style=\"width:1.0in;background:white;padding:0in .5pt 0in .5pt;   height:11.5pt\">\u003Cp class=\"Bodytext70\" align=\"left\" style=\"text-align:left;text-indent:0in;   line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext710pt\">\u003Cspan lang=\"DA\" style=\"font-size:10.0pt\">20\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"164\" style=\"width:123.1pt;background:white;padding:0in .5pt 0in .5pt;   height:11.5pt\">\u003Cp class=\"Bodytext70\" align=\"left\" style=\"margin-left:23.0pt;text-align:left;   text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext710pt\">\u003Cspan lang=\"DA\" style=\"font-size:10.0pt\">2125\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:11.5pt\">\n      \u003Ctd width=\"83\" valign=\"bottom\" style=\"width:62.4pt;background:white;padding:0in .5pt 0in .5pt;   height:11.5pt\">\u003Cp class=\"Bodytext70\" align=\"left\" style=\"text-align:left;text-indent:0in;   line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext710pt\">\u003Cspan lang=\"DA\" style=\"font-size:10.0pt\">20\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"96\" style=\"width:1.0in;background:white;padding:0in .5pt 0in .5pt;   height:11.5pt\">\u003Cp class=\"Bodytext70\" align=\"left\" style=\"text-align:left;text-indent:0in;   line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext710pt\">\u003Cspan lang=\"DA\" style=\"font-size:10.0pt\">25\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"164\" valign=\"bottom\" style=\"width:123.1pt;background:white;padding:   0in .5pt 0in .5pt;height:11.5pt\">\u003Cp class=\"Bodytext70\" align=\"left\" style=\"margin-left:23.0pt;text-align:left;   text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext710pt\">\u003Cspan lang=\"DA\" style=\"font-size:10.0pt\">2680\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:11.5pt\">\n      \u003Ctd width=\"83\" valign=\"top\" style=\"width:62.4pt;background:white;padding:0in .5pt 0in .5pt;   height:11.5pt\">\u003Cp class=\"Bodytext70\" align=\"left\" style=\"text-align:left;text-indent:0in;   line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext710pt\">\u003Cspan lang=\"DA\" style=\"font-size:10.0pt\">25\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"96\" valign=\"top\" style=\"width:1.0in;background:white;padding:0in .5pt 0in .5pt;   height:11.5pt\">\u003Cp class=\"Bodytext70\" align=\"left\" style=\"text-align:left;text-indent:0in;   line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext710pt\">\u003Cspan lang=\"DA\" style=\"font-size:10.0pt\">30\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"164\" valign=\"top\" style=\"width:123.1pt;background:white;padding:0in .5pt 0in .5pt;   height:11.5pt\">\u003Cp class=\"Bodytext70\" align=\"left\" style=\"margin-left:23.0pt;text-align:left;   text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext710pt\">\u003Cspan lang=\"DA\" style=\"font-size:10.0pt\">3115\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:11.5pt\">\n      \u003Ctd width=\"83\" valign=\"top\" style=\"width:62.4pt;background:white;padding:0in .5pt 0in .5pt;   height:11.5pt\">\u003Cp class=\"Bodytext70\" align=\"left\" style=\"text-align:left;text-indent:0in;   line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext710pt\">\u003Cspan lang=\"DA\" style=\"font-size:10.0pt\">30\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"96\" valign=\"top\" style=\"width:1.0in;background:white;padding:0in .5pt 0in .5pt;   height:11.5pt\">\u003Cp class=\"Bodytext70\" align=\"left\" style=\"text-align:left;text-indent:0in;   line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext710pt\">\u003Cspan lang=\"DA\" style=\"font-size:10.0pt\">35\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"164\" valign=\"top\" style=\"width:123.1pt;background:white;padding:0in .5pt 0in .5pt;   height:11.5pt\">\u003Cp class=\"Bodytext70\" align=\"left\" style=\"margin-left:23.0pt;text-align:left;   text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext710pt\">\u003Cspan lang=\"DA\" style=\"font-size:10.0pt\">3410\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:11.5pt\">\n      \u003Ctd width=\"83\" valign=\"top\" style=\"width:62.4pt;background:white;padding:0in .5pt 0in .5pt;   height:11.5pt\">\u003Cp class=\"Bodytext70\" align=\"left\" style=\"text-align:left;text-indent:0in;   line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext710pt\">\u003Cspan lang=\"DA\" style=\"font-size:10.0pt\">35\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"96\" valign=\"top\" style=\"width:1.0in;background:white;padding:0in .5pt 0in .5pt;   height:11.5pt\">\u003Cp class=\"Bodytext70\" align=\"left\" style=\"text-align:left;text-indent:0in;   line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext710pt\">\u003Cspan lang=\"DA\" style=\"font-size:10.0pt\">40\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"164\" valign=\"top\" style=\"width:123.1pt;background:white;padding:0in .5pt 0in .5pt;   height:11.5pt\">\u003Cp class=\"Bodytext70\" align=\"left\" style=\"margin-left:23.0pt;text-align:left;   text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext710pt\">\u003Cspan lang=\"DA\" style=\"font-size:10.0pt\">3605\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:11.5pt\">\n      \u003Ctd width=\"83\" valign=\"top\" style=\"width:62.4pt;background:white;padding:0in .5pt 0in .5pt;   height:11.5pt\">\u003Cp class=\"Bodytext70\" align=\"left\" style=\"text-align:left;text-indent:0in;   line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext710pt\">\u003Cspan lang=\"DA\" style=\"font-size:10.0pt\">40\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"96\" valign=\"top\" style=\"width:1.0in;background:white;padding:0in .5pt 0in .5pt;   height:11.5pt\">\u003Cp class=\"Bodytext70\" align=\"left\" style=\"text-align:left;text-indent:0in;   line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext710pt\">\u003Cspan lang=\"DA\" style=\"font-size:10.0pt\">45\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"164\" valign=\"top\" style=\"width:123.1pt;background:white;padding:0in .5pt 0in .5pt;   height:11.5pt\">\u003Cp class=\"Bodytext70\" align=\"left\" style=\"margin-left:23.0pt;text-align:left;   text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext710pt\">\u003Cspan lang=\"DA\" style=\"font-size:10.0pt\">3910\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:11.5pt\">\n      \u003Ctd width=\"83\" valign=\"top\" style=\"width:62.4pt;background:white;padding:0in .5pt 0in .5pt;   height:11.5pt\">\u003Cp class=\"Bodytext70\" align=\"left\" style=\"text-align:left;text-indent:0in;   line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext710pt\">\u003Cspan lang=\"DA\" style=\"font-size:10.0pt\">45\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"96\" valign=\"top\" style=\"width:1.0in;background:white;padding:0in .5pt 0in .5pt;   height:11.5pt\">\u003Cp class=\"Bodytext70\" align=\"left\" style=\"text-align:left;text-indent:0in;   line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext710pt\">\u003Cspan lang=\"DA\" style=\"font-size:10.0pt\">50\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"164\" valign=\"top\" style=\"width:123.1pt;background:white;padding:0in .5pt 0in .5pt;   height:11.5pt\">\u003Cp class=\"Bodytext70\" align=\"left\" style=\"margin-left:23.0pt;text-align:left;   text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext710pt\">\u003Cspan lang=\"DA\" style=\"font-size:10.0pt\">4280\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:11.5pt\">\n      \u003Ctd width=\"83\" valign=\"top\" style=\"width:62.4pt;background:white;padding:0in .5pt 0in .5pt;   height:11.5pt\">\u003Cp class=\"Bodytext70\" align=\"left\" style=\"text-align:left;text-indent:0in;   line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext710pt\">\u003Cspan lang=\"DA\" style=\"font-size:10.0pt\">50\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"96\" valign=\"top\" style=\"width:1.0in;background:white;padding:0in .5pt 0in .5pt;   height:11.5pt\">\u003Cp class=\"Bodytext70\" align=\"left\" style=\"text-align:left;text-indent:0in;   line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext710pt\">\u003Cspan lang=\"DA\" style=\"font-size:10.0pt\">55\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"164\" valign=\"top\" style=\"width:123.1pt;background:white;padding:0in .5pt 0in .5pt;   height:11.5pt\">\u003Cp class=\"Bodytext70\" align=\"left\" style=\"margin-left:23.0pt;text-align:left;   text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext710pt\">\u003Cspan lang=\"DA\" style=\"font-size:10.0pt\">4640\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:11.3pt\">\n      \u003Ctd width=\"83\" valign=\"bottom\" style=\"width:62.4pt;background:white;padding:0in .5pt 0in .5pt;   height:11.3pt\">\u003Cp class=\"Bodytext70\" align=\"left\" style=\"text-align:left;text-indent:0in;   line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext710pt\">\u003Cspan lang=\"DA\" style=\"font-size:10.0pt\">55\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"96\" valign=\"bottom\" style=\"width:1.0in;background:white;padding:0in .5pt 0in .5pt;   height:11.3pt\">\u003Cp class=\"Bodytext70\" align=\"left\" style=\"text-align:left;text-indent:0in;   line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext710pt\">\u003Cspan lang=\"DA\" style=\"font-size:10.0pt\">60\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"164\" valign=\"bottom\" style=\"width:123.1pt;background:white;padding:   0in .5pt 0in .5pt;height:11.3pt\">\u003Cp class=\"Bodytext70\" align=\"left\" style=\"margin-left:23.0pt;text-align:left;   text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext710pt\">\u003Cspan lang=\"DA\" style=\"font-size:10.0pt\">5015\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:11.5pt\">\n      \u003Ctd width=\"83\" valign=\"bottom\" style=\"width:62.4pt;background:white;padding:0in .5pt 0in .5pt;   height:11.5pt\">\u003Cp class=\"Bodytext70\" align=\"left\" style=\"text-align:left;text-indent:0in;   line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext710pt\">\u003Cspan lang=\"DA\" style=\"font-size:10.0pt\">60\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"96\" valign=\"top\" style=\"width:1.0in;background:white;padding:0in .5pt 0in .5pt;   height:11.5pt\">\u003Cp class=\"Bodytext70\" align=\"left\" style=\"text-align:left;text-indent:0in;   line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext710pt\">\u003Cspan lang=\"DA\" style=\"font-size:10.0pt\">65\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"164\" valign=\"top\" style=\"width:123.1pt;background:white;padding:0in .5pt 0in .5pt;   height:11.5pt\">\u003Cp class=\"Bodytext70\" align=\"left\" style=\"margin-left:23.0pt;text-align:left;   text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext710pt\">\u003Cspan lang=\"DA\" style=\"font-size:10.0pt\">5380\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:11.5pt\">\n      \u003Ctd width=\"83\" valign=\"top\" style=\"width:62.4pt;background:white;padding:0in .5pt 0in .5pt;   height:11.5pt\">\u003Cp class=\"Bodytext70\" align=\"left\" style=\"text-align:left;text-indent:0in;   line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext710pt\">\u003Cspan lang=\"DA\" style=\"font-size:10.0pt\">65\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"96\" valign=\"top\" style=\"width:1.0in;background:white;padding:0in .5pt 0in .5pt;   height:11.5pt\">\u003Cp class=\"Bodytext70\" align=\"left\" style=\"text-align:left;text-indent:0in;   line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext710pt\">\u003Cspan lang=\"DA\" style=\"font-size:10.0pt\">70\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"164\" valign=\"top\" style=\"width:123.1pt;background:white;padding:0in .5pt 0in .5pt;   height:11.5pt\">\u003Cp class=\"Bodytext70\" align=\"left\" style=\"margin-left:23.0pt;text-align:left;   text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext710pt\">\u003Cspan lang=\"DA\" style=\"font-size:10.0pt\">5750\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:11.5pt\">\n      \u003Ctd width=\"83\" valign=\"top\" style=\"width:62.4pt;background:white;padding:0in .5pt 0in .5pt;   height:11.5pt\">\u003Cp class=\"Bodytext70\" align=\"left\" style=\"text-align:left;text-indent:0in;   line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext710pt\">\u003Cspan lang=\"DA\" style=\"font-size:10.0pt\">70\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"96\" valign=\"top\" style=\"width:1.0in;background:white;padding:0in .5pt 0in .5pt;   height:11.5pt\">\u003Cp class=\"Bodytext70\" align=\"left\" style=\"text-align:left;text-indent:0in;   line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext710pt\">\u003Cspan lang=\"DA\" style=\"font-size:10.0pt\">75\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"164\" valign=\"top\" style=\"width:123.1pt;background:white;padding:0in .5pt 0in .5pt;   height:11.5pt\">\u003Cp class=\"Bodytext70\" align=\"left\" style=\"margin-left:23.0pt;text-align:left;   text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext710pt\">\u003Cspan lang=\"DA\" style=\"font-size:10.0pt\">6115\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:11.3pt\">\n      \u003Ctd width=\"83\" valign=\"bottom\" style=\"width:62.4pt;background:white;padding:0in .5pt 0in .5pt;   height:11.3pt\">\u003Cp class=\"Bodytext70\" align=\"left\" style=\"text-align:left;text-indent:0in;   line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext710pt\">\u003Cspan lang=\"DA\" style=\"font-size:10.0pt\">75\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"96\" valign=\"bottom\" style=\"width:1.0in;background:white;padding:0in .5pt 0in .5pt;   height:11.3pt\">\u003Cp class=\"Bodytext70\" align=\"left\" style=\"text-align:left;text-indent:0in;   line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext710pt\">\u003Cspan lang=\"DA\" style=\"font-size:10.0pt\">og\n        herover\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"164\" valign=\"bottom\" style=\"width:123.1pt;background:white;padding:   0in .5pt 0in .5pt;height:11.3pt\">\u003Cp class=\"Bodytext70\" align=\"left\" style=\"margin-left:23.0pt;text-align:left;   text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext710pt\">\u003Cspan lang=\"DA\" style=\"font-size:10.0pt\">8215\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Stk. 11: Tillæg for rejsearbejde ved kørsel i arbejdsgiverens\nmotorkøretøj\u003C\u002Fh4>\n\n\u003Cp>Når arbejdsgiveren efter aftale stiller motorkøretøj til rådighed,\nbetales 50% af ovennævnte tillæg for rejsearbejde.\u003C\u002Fp>\n\n\u003Ch4>Stk. 12: Anvendelse af måleprogram\u003C\u002Fh4>\n\n\u003Cp>Forudsætningen for at anvende det særlige måleprogram er, at de to\npunkter for beregning af tillæg for rejsearbejde har en post-adresse, der\nforefindes i programmet. Hvor det ikke lader sig gø-re at finde et\narbejdsstedets postadresse i programmet, er det midten af arbejdsstedets\nmatrikelnummer, der er gældende.\u003C\u002Fp>\n\n\u003Cp>Hvis der er tale om ledningsarbejder eller andre opgaver, hvor arbejdsstedet\nikke refererer til et konkret matrikelnummer, måles der fra skurvognens\nplacering.\u003C\u002Fp>\n\n\u003Ch4>Stk. 13: Udgifter til færge eller bro\u003C\u002Fh4>\n\n\u003Cp>Hvis det er aftalt, at medarbejderen benytter eget - eller virksom-hedens -\nkøretøj i forbindelse med arbejdet, og dette medfører udgifter til færge\neller bro, betales disse af virksomheden.\u003C\u002Fp>\n\n\u003Ch4>Stk. 14: Regulering af tillæg for rejsearbejde\u003C\u002Fh4>\n\n\u003Cp>Tillæg for rejsearbejde pristalsreguleres 1. marts det år, overens-komsten\nfornyes.\u003C\u002Fp>\n\n\u003Ch3>D - Befordringsgodtgørelse\u003C\u002Fh3>\n\n\u003Ch4>Stk. 18: Befordringsgodtgørelse\u003C\u002Fh4>\n\n\u003Cp>Når en medarbejder benytter eget køretøj i virksomhedens tjene-ste, ydes\nder herfor en godtgørelse pr. kørt km i henhold til sta-tens regler.\nVirksomheden fører den fornødne kontrol efter SKAT’s regler herfor.\u003C\u002Fp>\n\n\u003Cp>I satserne er det forudsat, at medarbejderen uden ekstrabetaling medbringer\nsit håndværktøj, som er nødvendigt for et arbejdes udførelse.\u003C\u002Fp>\n\n\u003Ch2>Punkt 24 – Udearbejde – med overnatning\u003C\u002Fh2>\n\n\u003Cp>Nærværende bestemmelse kan erstattes af en lokal aftale ind-gået mellem\nvirksomheden og tillidsmanden. En kopi af aftalen indsendes til\norganisationerne til orientering.\u003C\u002Fp>\n\n\u003Cp>Bestemmelser vedr. rejsegodtgørelse i forbindelse med udearbejde, hvor det\ner nødvendigt, at overnatning finder sted, kan lokalt aftales med udgangspunkt\ni SKAT’s regler for skattefri rejse-og befordringsgodtgørelse. I forbindelse\nmed udbetaling af skattefri rejse- og befordringsgodtgørelse fører\nvirksomheden den fornødne kontrol efter SKAT’s regler herfor.\u003C\u002Fp>\n\n\u003Cp>Såfremt enighed ikke opnås, gælder nedenstående.\u003C\u002Fp>\n\n\u003Ch3>Stk. 1: Kost og logi i forbindelse med overnatning\u003C\u002Fh3>\n\n\u003Cp>I forbindelse med arbejde, hvor overnatning finder sted, skal virksomheden\nsørge for:\u003C\u002Fp>\n\n\u003Cp>• Logi på anerkendt hotel, pensionat el. lign. eller betale efter\ngodkendt regning.\u003C\u002Fp>\n\n\u003Cp>• Betale fortæring efter godkendt regning.\u003C\u002Fp>\n\n\u003Ch3>Stk. 2: Ud- og hjemrejse i forbindelse med overnatning\u003C\u002Fh3>\n\n\u003Cp>I forbindelse med arbejde, hvor overnatning finder sted, betaler\narbejdsgiveren første udrejse til og sidste hjemrejse fra arbejdsstedet med\nbillet til offentlig befordring samt den til disse rejser medgåede tid med den\nansattes personlige timeløn.\u003C\u002Fp>\n\n\u003Ch3>Stk. 3: Arbejde ud over 1 måneds varighed i forbindelse med\novernatning\u003C\u002Fh3>\n\n\u003Cp>Ved arbejde ud over 1 måneds varighed, hvor overnatning finder sted,\nbetales der medarbejderne rejsepenge til én rejse frem og tilbage, og derefter\nbetales 1 gang rejsepenge for hver måned, de yderligere er beskæftiget på\narbejdspladsen. Den tid, der medgår til denne rejse, godtgøres ikke.\nRejsepenge ydes kun i de tilfælde, hvor medarbejderne virkelig foretager\nrejserne.\u003C\u002Fp>\n\n\u003Ch2>Punkt 25 – Funktionærlignende ansættelse\u003C\u002Fh2>\n\n\u003Ch3>Stk. 1: Indgåelse af aftale\u003C\u002Fh3>\n\n\u003Cp>Organisationerne anbefaler, at de virksomheder, der for medar-bejdere med\nmere end 9 måneders anciennitet ønsker at indføre funktionærlignende\nansættelsesforhold, gør det efter nedenstå-ende retningslinjer.\u003C\u002Fp>\n\n\u003Cp>Der kan indgås aftale om ansættelse på funktionærlignende vil-kår med\nmedarbejdere med mindre end 9 måneders anciennitet, hvis virksomheden og\nmedarbejderen er enige herom.\u003C\u002Fp>\n\n\u003Cp>Aftalen indgås som en individuel aftale med den enkelte medar-bejder og\ntræder i stedet for den “normale” timelønsoverenskomst mellem TEKNIQ og\nBlik- og Rørarbejderforbundet og Dansk Metalarbejderforbund. Aftalen følger\nvisse af funktionær-lovens bestemmelser og udvalgte bestemmelser fra\noverenskomsten. Aftalen gør ikke medarbejderen til funktionær.\u003C\u002Fp>\n\n\u003Cp>Spørgsmålet om indførelse eller afskaffelse af aftaler om\nfunk-tionærlignende ansættelsesvilkår kan fagretligt behandles, dog kun til\norganisationsmøde.\u003C\u002Fp>\n\n\u003Cp>Funktionærlignende ansættelsesforhold skal aftales individuelt med\nmedarbejderen.\u003C\u002Fp>\n\n\u003Cp>Aftaler om ansættelse på funktionærlignende vilkår er kun gyl-dige,\nsåfremt de er udformet skriftligt.\u003C\u002Fp>\n\n\u003Cp>Organisationerne udarbejder i fællesskab en blanket, der skal bruges ved\naftaler om ansættelse på funktionærlignende vilkår.\u003C\u002Fp>\n\n\u003Cp>Organisationerne er enige om, at kun de bestemmelser i funk-tionærloven og\noverenskomsten, der er nævnt nedenfor, er gæl-dende for aftalen om\nfunktionærlignende ansættelser.\u003C\u002Fp>\n\n\u003Ch3>Stk. 2: Samarbejde og tillidsmandsregler\u003C\u002Fh3>\n\n\u003Cp>Se overenskomstens Punkt 27, 28 og 29.\u003C\u002Fp>\n\n\u003Ch3>Stk. 3: Løn\u003C\u002Fh3>\n\n\u003Cp>Lønnen skal give udtryk for den enkeltes kvalifikationer, indsats og\ndygtighed.\u003C\u002Fp>\n\n\u003Cp>En gang om året tages lønnen for den enkelte op til vurdering og eventuel\nregulering. Reguleringstidspunktet kan være det sam-me som for funktionærer\nansat på virksomheden.\u003C\u002Fp>\n\n\u003Cp>Uoverensstemmelser vedrørende lønniveau eller lønregulering kan\nfagretligt behandles, dog kun til et organisationsmøde.\u003C\u002Fp>\n\n\u003Cp>Ved ansættelse på funktionærlignende vilkår omregnes timelønnen til\nmånedsløn med det gældende timetal, p.t. 160,33. Lønnen udbetales på samme\ndatoer, som er gældende for virksomhedens funktionærer.\u003C\u002Fp>\n\n\u003Ch3>Stk. 4: Pension\u003C\u002Fh3>\n\n\u003Cp>Ud over lønnen betales pension efter overenskomstens Punkt 4, stk. 1.\u003C\u002Fp>\n\n\u003Ch3>Stk. 5: Anciennitet\u003C\u002Fh3>\n\n\u003Cp>Anciennitet ved ansættelse på funktionærlignende vilkår regnes fra den\n1. i den måned, hvor aftalen træder i kraft.\u003C\u002Fp>\n\n\u003Ch3>Stk. 6: Opsigelse\u003C\u002Fh3>\n\n\u003Cp>I tilfælde af opsigelse regnes opsigelsesvarslets længde for begge parter\nefter reglerne i funktionærlovens § 2.\u003C\u002Fp>\n\n\u003Cp>Organisationerne er enige om, at opsigelsesvarslernes længde ikke kan blive\nkortere end de i henhold til overenskomsten op-nåede ved overgang til\nfunktionærlignende ansættelse.\u003C\u002Fp>\n\n\u003Cp>Opsigelse kan finde sted under sygdom.\u003C\u002Fp>\n\n\u003Cp>Det kan i den enkelte kontrakt aftales, at medarbejderen kan op-siges med en\nmåneds varsel til fratræden ved en måneds ud-gang, når den pågældende\ninden for et tidsrum af 12 måneder har oppebåret løn under sygdom i i alt\n120 dage. Opsigelsens gyldighed er betinget af, at den sker i umiddelbar\ntilknytning til udløbet af de 120 sygedage, og mens den pågældende endnu er\nsyg, hvorimod gyldigheden ikke berøres af, at medarbejderen er vendt tilbage\ntil arbejdet, efter at opsigelsen er sket.\u003C\u002Fp>\n\n\u003Ch3>Stk. 7: Minimalerstatning\u003C\u002Fh3>\n\n\u003Cp>Funktionærlovens § 3.\u003C\u002Fp>\n\n\u003Ch3>Stk. 8: Arbejdstagers erstatningspligt ved bortgang\u003C\u002Fh3>\n\n\u003Cp>Funktionærlovens § 4.\u003C\u002Fp>\n\n\u003Ch3>Stk. 9: Arbejdstid\u003C\u002Fh3>\n\n\u003Cp>Den normale ugentlige effektive arbejdstid er 37 timer. Såfremt\nvirksomheden og medarbejderen ønsker arbejdstiden placeret uden for\noverenskomstens normale daglige arbejdstid, kan dette aftales.\u003C\u002Fp>\n\n\u003Ch3>Stk. 10: Overarbejde\u003C\u002Fh3>\n\n\u003Cp>Der er mellem organisationerne enighed om, at overarbejde bør begrænses\nmest muligt. Honorering\u002Fafspadsering af overarbejde aftales mellem virksomheden\nog medarbejderen.\u003C\u002Fp>\n\n\u003Ch3>Stk. 11: Rejse og udearbejde\u003C\u002Fh3>\n\n\u003Cp>Rejse og udearbejde organiseres og betales efter aftale mellem virksomheden\nog medarbejderen.\u003C\u002Fp>\n\n\u003Ch3>Stk. 12: Rådighedsvagt\u003C\u002Fh3>\n\n\u003Cp>Etablering\u002Fhonorering af rådighedsvagt aftales mellem virksom-heden og\nmedarbejderen.\u003C\u002Fp>\n\n\u003Ch3>Stk. 13: Efter- og videreuddannelse\u003C\u002Fh3>\n\n\u003Cp>Følger overenskomstens Punkt 18 og 19.\u003C\u002Fp>\n\n\u003Ch3>Stk. 14: Akkordarbejde\u003C\u002Fh3>\n\n\u003Cp>Den aftalte månedsløn træder i stedet for de overenskomstaf-talte\ntimelønninger og akkordbestemmelser.\u003C\u002Fp>\n\n\u003Cp>En medarbejder, der er ansat på funktionærlignende vilkår, kan deltage i\nakkord, men kan ikke være akkordholder, hvor flere indgår i akkorden.\u003C\u002Fp>\n\n\u003Cp>Alle arbejder under 60 timers varighed er undtaget akkordpligt.\u003C\u002Fp>\n\n\u003Cp>Ved deltagelse i akkord bortfalder månedslønnen for det antal timer, den\nansatte arbejder i akkorden, mens øvrige funktionær-ignende vilkår i aftalen\nbibeholdes for medarbejdere.\u003C\u002Fp>\n\n\u003Cp>Ved deltagelse i akkorden omregnes månedslønnen til timeløn med det\ngældende timetal p.t. 160,33.\u003C\u002Fp>\n\n\u003Cp>Øvrige vilkår ved deltagelse i akkord i henhold til\nakkordbe-stemmelserne.\u003C\u002Fp>\n\n\u003Ch3>Stk. 15: Ferie\u003C\u002Fh3>\n\n\u003Cp>Ved ansættelse på funktionærlignende vilkår holdes ferie med løn eller\nferie med feriegodtgørelse, jf. ferielovens § 23.\u003C\u002Fp>\n\n\u003Ch3>Stk. 16: Søgne- og helligdage\u003C\u002Fh3>\n\n\u003Cp>Der gives fuld løn på søgne- og helligdage og andre arbejdsfri dage.\u003C\u002Fp>\n\n\u003Ch3>Stk. 17: Sygdom\u003C\u002Fh3>\n\n\u003Cp>Efter Funktionærlovens § 5, dog med ret til frihed ved barns før-ste\nsygedag efter overenskomstens Punkt 14.\u003C\u002Fp>\n\n\u003Ch3>Stk. 18: Barsel\u003C\u002Fh3>\n\n\u003Cp>Se overenskomstens Punkt 13.\u003C\u002Fp>\n\n\u003Ch3>Stk. 19: Feriefridage\u003C\u002Fh3>\n\n\u003Cp>Den enkelte medarbejder har i hvert ferieår ret til at holde indtil 5\nferiefridage med betaling svarende til sædvanlig løn fra opspa-ringskontoen i\ndet omfang, der er dækning på kontoen. Optje-ningen til kontoen sker løbende\ni kalenderåret.\u003C\u002Fp>\n\n\u003Cp>Såfremt den funktionærlignende ansatte ikke er beskæftiget i virksomheden\nhele kalenderåret, enten på grund af til- eller fra-trædelse, beregnes\nferiefridagene forholdsmæssigt i forhold til beskæftigelsen i\nkalenderåret.\u003C\u002Fp>\n\n\u003Cp>Feriefridagene placeres efter Ferielovens regler om restferie.\nFeriefridagene omregnes til og afvikles som timer inden for fe-rieåret. Der\nkan uanset jobskifte ikke afholdes flere feriefridage pr. ferieår end 5.\u003C\u002Fp>\n\n\u003Cp>Der oprettes for alle funktionærlignende ansatte omfattet af overenskomsten\nen opsparingskonto, hvortil arbejdsgiveren i forbindelse med hver\nlønudbetaling overfører 3,35 % af den ferieberettigede løn. Satsen\nindeholder feriegodtgørelse.\u003C\u002Fp>\n\n\u003Cp>Til opsparingskontoen indbetales:\u003C\u002Fp>\n\n\u003Cp>Pr. 1. marts 2014 - 3,65%\u003C\u002Fp>\n\n\u003Cp>Pr. 1. marts 2015 - 4,05%\u003C\u002Fp>\n\n\u003Cp>Pr. 1. marts 2016 - 4,35%\u003C\u002Fp>\n\n\u003Cp>Ved afholdelse af en feriefridag udbetales å conto pr. dag et be-løb\nsvarende til en dagløn.\u003C\u002Fp>\n\n\u003Cp>Senest den 30. november i et optjeningsår, skal medarbejderen meddele\narbejdsgiveren, hvorledes man ønsker at disponere saldoen på kontoen.\u003C\u002Fp>\n\n\u003Cp>Udbetalingen af saldoen pr. 31. december kan således anven- des til en\nekstraordinær pensionsindbetaling den 31. december samme år eller som en\nekstraordinær udbetaling med decemberlønnen . Heri er indeholdt betaling for\nresterende feriefridage i det indeværende ferieår.\u003C\u002Fp>\n\n\u003Cp>Såfremt en medarbejder fratræder, afregnes kontoen ved års-skiftet.\u003C\u002Fp>\n\n\u003Ch3>Stk. 20: Fagretlig behandling\u003C\u002Fh3>\n\n\u003Cp>Eventuelle uoverensstemmelser vedrørende forståelsen af de individuelle\naftaler eller af nærværende retningslinjer behandles efter overenskomstens\nregler for behandling af faglig strid. Ønsker virksomheden at blive frigjort\nfor en aftale om funktio- nærlignende ansættelse med en enkelt medarbejder,\neller øn- sker den enkelte medarbejder at blive frigjort, kan dette ske med\nden pågældendes opsigelsesvarsel.\u003C\u002Fp>\n\n\u003Cp>Efter udløbet af ovennævnte varsler anses medarbejderen alene for at være\nomfattet af nærværende overenskomst.\u003C\u002Fp>\n\n\u003Cp>Allerede eksisterende aftaler om ansættelse på funktionærlig-nende\nvilkår kan ved aftale mellem virksomheden og medarbej-deren omskrives efter\nnærværende retningslinjer.\u003C\u002Fp>\n\n\u003Cp>I øvrigt gælder hovedaftalen.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprenticeships\">\u003Ch2>Punkt 26 – Løn- og arbejdsforhold for lærlinge\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>Nedenstående løn- og arbejdsforhold omfatter lærlinge og\nvoksen-lærlinge, som ansættes i henhold til Lov om Erhvervsuddannelser og som\ner omfattet af bekendtgørelsen om VVS Uddannelsen. Bestemmelserne omfatter\ndesuden aflønning af VVS- energiteknikerlærlinge, der er ansat i virksomheder\nunder TEKNIQ.\u003C\u002Fp>\n\n\u003Ch3>Stk. 1: Den normale arbejdstid\u003C\u002Fh3>\n\n\u003Cp>Lærlingenes normale daglige arbejdstid er den samme som den, der er fastsat\nfor virksomhedens svende.\u003C\u002Fp>\n\n\u003Ch3>Stk. 2: Aflønning af lærlinge som VVS’er, VVS- og blikkenslager , VVS-\nog energispecialist samt Ventilationstekniker\u003C\u002Fh3>\n\n\u003Cp>Organisationerne præciserer, at nedennævnte lønsatser er\nmindstebetalinger pr. time:\u003C\u002Fp>\n\n\u003Cp>Samtlige lærlinge indplaceres på trin 1. Efter 1 år på det pågæl-dende\ntrin, sker oprykning til næste trin\u003C\u002Fp>\n\n\u003Cp>Lærlinge, der inden ansættelsen har gennemgået grundforløbet, oprykkes\nefter % år til trin 2.\u003C\u002Fp>\n\n\u003Cp>Herefter oprykkes lærlingene til næste trin, hvert år indtil sluttrin.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"margin-left:.5pt;border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:16.3pt\">\n      \u003Ctd width=\"42\" valign=\"top\" style=\"width:31.7pt;background:white;padding:0in .5pt 0in .5pt;   height:16.3pt\">\u003Cp class=\"Bodytext20\" align=\"left\" style=\"margin-bottom:0in;margin-bottom:.0001pt;   text-align:left;text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext2Bold\">\u003Cspan lang=\"DA\">Trin\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" valign=\"top\" style=\"width:77.75pt;background:white;padding:0in .5pt 0in .5pt;   height:16.3pt\">\u003Cp class=\"Bodytext20\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:13.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext2Bold\">\u003Cspan lang=\"DA\">1.marts 2014\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"100\" valign=\"top\" style=\"width:74.9pt;background:white;padding:0in .5pt 0in .5pt;   height:16.3pt\">\u003Cp class=\"Bodytext20\" align=\"left\" style=\"margin-bottom:0in;margin-bottom:.0001pt;   text-align:left;text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext2Bold\">\u003Cspan lang=\"DA\">1. marts 2015\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"102\" valign=\"top\" style=\"width:76.15pt;background:white;padding:0in .5pt 0in .5pt;   height:16.3pt\">\u003Cp class=\"Bodytext20\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:11.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext2Bold\">\u003Cspan lang=\"DA\">1. marts 2016\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.3pt\">\n      \u003Ctd width=\"42\" valign=\"bottom\" style=\"width:31.7pt;background:white;padding:0in .5pt 0in .5pt;   height:17.3pt\">\u003Cp class=\"Bodytext20\" align=\"left\" style=\"margin-bottom:0in;margin-bottom:.0001pt;   text-align:left;text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext2Bold\">\u003Cspan lang=\"DA\">1\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" valign=\"bottom\" style=\"width:77.75pt;background:white;padding:   0in .5pt 0in .5pt;height:17.3pt\">\u003Cp class=\"Bodytext20\" align=\"center\" style=\"margin-bottom:0in;margin-bottom:.0001pt;   text-align:center;text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext2Bold\">\u003Cspan lang=\"DA\">60,60 kr.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"100\" valign=\"bottom\" style=\"width:74.9pt;background:white;padding:   0in .5pt 0in .5pt;height:17.3pt\">\u003Cp class=\"Bodytext20\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:11.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext2Bold\">\u003Cspan lang=\"DA\">61,75 kr.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"102\" valign=\"bottom\" style=\"width:76.15pt;background:white;padding:   0in .5pt 0in .5pt;height:17.3pt\">\u003Cp class=\"Bodytext20\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:11.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext2Bold\">\u003Cspan lang=\"DA\">62,90 kr.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:11.5pt\">\n      \u003Ctd width=\"42\" valign=\"bottom\" style=\"width:31.7pt;background:white;padding:0in .5pt 0in .5pt;   height:11.5pt\">\u003Cp class=\"Bodytext20\" align=\"left\" style=\"margin-bottom:0in;margin-bottom:.0001pt;   text-align:left;text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext2Bold\">\u003Cspan lang=\"DA\">2\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" valign=\"bottom\" style=\"width:77.75pt;background:white;padding:   0in .5pt 0in .5pt;height:11.5pt\">\u003Cp class=\"Bodytext20\" align=\"center\" style=\"margin-bottom:0in;margin-bottom:.0001pt;   text-align:center;text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext2Bold\">\u003Cspan lang=\"DA\">69,85 kr.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"100\" valign=\"bottom\" style=\"width:74.9pt;background:white;padding:   0in .5pt 0in .5pt;height:11.5pt\">\u003Cp class=\"Bodytext20\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:11.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext2Bold\">\u003Cspan lang=\"DA\">71,20 kr.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"102\" valign=\"bottom\" style=\"width:76.15pt;background:white;padding:   0in .5pt 0in .5pt;height:11.5pt\">\u003Cp class=\"Bodytext20\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:11.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext2Bold\">\u003Cspan lang=\"DA\">72,55 kr.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:11.5pt\">\n      \u003Ctd width=\"42\" valign=\"bottom\" style=\"width:31.7pt;background:white;padding:0in .5pt 0in .5pt;   height:11.5pt\">\u003Cp class=\"Bodytext20\" align=\"left\" style=\"margin-bottom:0in;margin-bottom:.0001pt;   text-align:left;text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext2Bold\">\u003Cspan lang=\"DA\">3\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" valign=\"bottom\" style=\"width:77.75pt;background:white;padding:   0in .5pt 0in .5pt;height:11.5pt\">\u003Cp class=\"Bodytext20\" align=\"center\" style=\"margin-bottom:0in;margin-bottom:.0001pt;   text-align:center;text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext2Bold\">\u003Cspan lang=\"DA\">88,05 kr.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"100\" valign=\"bottom\" style=\"width:74.9pt;background:white;padding:   0in .5pt 0in .5pt;height:11.5pt\">\u003Cp class=\"Bodytext20\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:11.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext2Bold\">\u003Cspan lang=\"DA\">89,70 kr.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"102\" valign=\"bottom\" style=\"width:76.15pt;background:white;padding:   0in .5pt 0in .5pt;height:11.5pt\">\u003Cp class=\"Bodytext20\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:11.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext2Bold\">\u003Cspan lang=\"DA\">91,40 kr.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:12.25pt\">\n      \u003Ctd width=\"42\" valign=\"bottom\" style=\"width:31.7pt;background:white;padding:0in .5pt 0in .5pt;   height:12.25pt\">\u003Cp class=\"Bodytext20\" align=\"left\" style=\"margin-bottom:0in;margin-bottom:.0001pt;   text-align:left;text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext2Bold\">\u003Cspan lang=\"DA\">4\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" valign=\"bottom\" style=\"width:77.75pt;background:white;padding:   0in .5pt 0in .5pt;height:12.25pt\">\u003Cp class=\"Bodytext20\" align=\"center\" style=\"margin-bottom:0in;margin-bottom:.0001pt;   text-align:center;text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext2Bold\">\u003Cspan lang=\"DA\">100,20 kr.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"100\" valign=\"bottom\" style=\"width:74.9pt;background:white;padding:   0in .5pt 0in .5pt;height:12.25pt\">\u003Cp class=\"Bodytext20\" align=\"left\" style=\"margin-bottom:0in;margin-bottom:.0001pt;   text-align:left;text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext2Bold\">\u003Cspan lang=\"DA\">102,10 kr.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"102\" valign=\"bottom\" style=\"width:76.15pt;background:white;padding:   0in .5pt 0in .5pt;height:12.25pt\">\u003Cp class=\"Bodytext20\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:7.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext2Bold\">\u003Cspan lang=\"DA\">104,05 kr.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Stk. 3: Aflønning af VVS Energitekniker lærlinge\u003C\u002Fh3>\n\n\u003Cp>VVS Energitekniker lærlinge, der er ansat i virksomheder under TEKNIQ,\naflønnes med ovennævnte satser.\u003C\u002Fp>\n\n\u003Ch3>Stk. 4: Aflønning af rustfast industrimontørlærlinge\u003C\u002Fh3>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"margin-left:.5pt;border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:16.55pt\">\n      \u003Ctd width=\"43\" valign=\"top\" style=\"width:32.15pt;background:white;padding:0in .5pt 0in .5pt;   height:16.55pt\">\u003Cp class=\"Bodytext20\" align=\"left\" style=\"margin-bottom:0in;margin-bottom:.0001pt;   text-align:left;text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext2Bold\">\u003Cspan lang=\"DA\">Trin\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"102\" valign=\"top\" style=\"width:76.8pt;background:white;padding:0in .5pt 0in .5pt;   height:16.55pt\">\u003Cp class=\"Bodytext20\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:12.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext2Bold\">\u003Cspan lang=\"DA\">1.marts 2104\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"101\" valign=\"top\" style=\"width:1.05in;background:white;padding:0in .5pt 0in .5pt;   height:16.55pt\">\u003Cp class=\"Bodytext20\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:9.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext2Bold\">\u003Cspan lang=\"DA\">1. marts 2015\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\" valign=\"top\" style=\"width:84.95pt;background:white;padding:0in .5pt 0in .5pt;   height:16.55pt\">\u003Cp class=\"Bodytext20\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:12.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext2Bold\">\u003Cspan lang=\"DA\">1. marts 2016\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"43\" valign=\"bottom\" style=\"width:32.15pt;background:white;padding:   0in .5pt 0in .5pt;height:17.05pt\">\u003Cp class=\"Bodytext20\" align=\"left\" style=\"margin-bottom:0in;margin-bottom:.0001pt;   text-align:left;text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext2Bold\">\u003Cspan lang=\"DA\">1\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"102\" valign=\"bottom\" style=\"width:76.8pt;background:white;padding:   0in .5pt 0in .5pt;height:17.05pt\">\u003Cp class=\"Bodytext20\" align=\"center\" style=\"margin-bottom:0in;margin-bottom:.0001pt;   text-align:center;text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext2Bold\">\u003Cspan lang=\"DA\">64,20 kr.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"101\" valign=\"bottom\" style=\"width:1.05in;background:white;padding:   0in .5pt 0in .5pt;height:17.05pt\">\u003Cp class=\"Bodytext20\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:9.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext2Bold\">\u003Cspan lang=\"DA\">65,40 kr.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\" valign=\"bottom\" style=\"width:84.95pt;background:white;padding:   0in .5pt 0in .5pt;height:17.05pt\">\u003Cp class=\"Bodytext20\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:12.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext2Bold\">\u003Cspan lang=\"DA\">66,65 kr.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:11.5pt\">\n      \u003Ctd width=\"43\" valign=\"bottom\" style=\"width:32.15pt;background:white;padding:   0in .5pt 0in .5pt;height:11.5pt\">\u003Cp class=\"Bodytext20\" align=\"left\" style=\"margin-bottom:0in;margin-bottom:.0001pt;   text-align:left;text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext2Bold\">\u003Cspan lang=\"DA\">2\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"102\" valign=\"bottom\" style=\"width:76.8pt;background:white;padding:   0in .5pt 0in .5pt;height:11.5pt\">\u003Cp class=\"Bodytext20\" align=\"center\" style=\"margin-bottom:0in;margin-bottom:.0001pt;   text-align:center;text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext2Bold\">\u003Cspan lang=\"DA\">72,80 kr.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"101\" valign=\"bottom\" style=\"width:1.05in;background:white;padding:   0in .5pt 0in .5pt;height:11.5pt\">\u003Cp class=\"Bodytext20\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:9.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext2Bold\">\u003Cspan lang=\"DA\">74,20 kr.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\" valign=\"bottom\" style=\"width:84.95pt;background:white;padding:   0in .5pt 0in .5pt;height:11.5pt\">\u003Cp class=\"Bodytext20\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:12.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext2Bold\">\u003Cspan lang=\"DA\">75,60 kr.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:11.5pt\">\n      \u003Ctd width=\"43\" valign=\"bottom\" style=\"width:32.15pt;background:white;padding:   0in .5pt 0in .5pt;height:11.5pt\">\u003Cp class=\"Bodytext20\" align=\"left\" style=\"margin-bottom:0in;margin-bottom:.0001pt;   text-align:left;text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext2Bold\">\u003Cspan lang=\"DA\">3\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"102\" valign=\"bottom\" style=\"width:76.8pt;background:white;padding:   0in .5pt 0in .5pt;height:11.5pt\">\u003Cp class=\"Bodytext20\" align=\"center\" style=\"margin-bottom:0in;margin-bottom:.0001pt;   text-align:center;text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext2Bold\">\u003Cspan lang=\"DA\">78,20 kr.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"101\" valign=\"bottom\" style=\"width:1.05in;background:white;padding:   0in .5pt 0in .5pt;height:11.5pt\">\u003Cp class=\"Bodytext20\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:9.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext2Bold\">\u003Cspan lang=\"DA\">79,70 kr.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\" valign=\"bottom\" style=\"width:84.95pt;background:white;padding:   0in .5pt 0in .5pt;height:11.5pt\">\u003Cp class=\"Bodytext20\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:12.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext2Bold\">\u003Cspan lang=\"DA\">81,20 kr.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:11.5pt\">\n      \u003Ctd width=\"43\" valign=\"bottom\" style=\"width:32.15pt;background:white;padding:   0in .5pt 0in .5pt;height:11.5pt\">\u003Cp class=\"Bodytext20\" align=\"left\" style=\"margin-bottom:0in;margin-bottom:.0001pt;   text-align:left;text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext2Bold\">\u003Cspan lang=\"DA\">4\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"102\" valign=\"bottom\" style=\"width:76.8pt;background:white;padding:   0in .5pt 0in .5pt;height:11.5pt\">\u003Cp class=\"Bodytext20\" align=\"center\" style=\"margin-bottom:0in;margin-bottom:.0001pt;   text-align:center;text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext2Bold\">\u003Cspan lang=\"DA\">90,45 kr.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"101\" valign=\"bottom\" style=\"width:1.05in;background:white;padding:   0in .5pt 0in .5pt;height:11.5pt\">\u003Cp class=\"Bodytext20\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:9.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext2Bold\">\u003Cspan lang=\"DA\">92,15 kr.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\" valign=\"bottom\" style=\"width:84.95pt;background:white;padding:   0in .5pt 0in .5pt;height:11.5pt\">\u003Cp class=\"Bodytext20\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:12.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext2Bold\">\u003Cspan lang=\"DA\">93,90 kr.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:12.25pt\">\n      \u003Ctd width=\"43\" valign=\"bottom\" style=\"width:32.15pt;background:white;padding:   0in .5pt 0in .5pt;height:12.25pt\">\u003Cp class=\"Bodytext20\" align=\"left\" style=\"margin-bottom:0in;margin-bottom:.0001pt;   text-align:left;text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext2Bold\">\u003Cspan lang=\"DA\">5\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"102\" valign=\"bottom\" style=\"width:76.8pt;background:white;padding:   0in .5pt 0in .5pt;height:12.25pt\">\u003Cp class=\"Bodytext20\" align=\"center\" style=\"margin-bottom:0in;margin-bottom:.0001pt;   text-align:center;text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext2Bold\">\u003Cspan lang=\"DA\">110,75 kr.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"101\" valign=\"bottom\" style=\"width:1.05in;background:white;padding:   0in .5pt 0in .5pt;height:12.25pt\">\u003Cp class=\"Bodytext20\" align=\"left\" style=\"margin-bottom:0in;margin-bottom:.0001pt;   text-align:left;text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext2Bold\">\u003Cspan lang=\"DA\">112,85 kr.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\" valign=\"bottom\" style=\"width:84.95pt;background:white;padding:   0in .5pt 0in .5pt;height:12.25pt\">\u003Cp class=\"Bodytext20\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:7.0pt;margin-bottom:.0001pt;text-align:left;   text-indent:0in;line-height:10.0pt;background:transparent\">\u003Cspan class=\"Bodytext2Bold\">\u003Cspan lang=\"DA\">115,00 kr.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ch3>Stk. 5: Lærlinge med nedsat uddannelsestid\u003C\u002Fh3>\n\n\u003Cp>Lærlinge med nedsat læretid - grundet opnået kompetence god-kendt af Det\nFaglige Udvalg - starter på løntrin 1, fraregnet den re-ducerede læretid.\u003C\u002Fp>\n\n\u003Cp>Eksempel: Restlæretid 3 år og 2 mdr. ved en normal 4-årig uddannelse.\nReduktionen er på 10 mdr. Aflønningen skal være 2 mdr. på 1. års\nlærlingeløn. Derefter følger lønnen skalaen.\u003C\u002Fp>\n\n\u003Cp>Hvor en tidligere indgået uddannelsesaftale bliver afkortet, afkor-tes\nbetalingen med de sidste lønsatser, svarende til den afkortede læretid.\u003C\u002Fp>\n\n\u003Ch3>Stk. 6: Aflønning af voksenlærlinge\u003C\u002Fh3>\n\n\u003Cp>Lærlinge, der indgår en uddannelsesaftale efter det fyldte 25. år,\nbenævnes voksenlærlinge.\u003C\u002Fp>\n\n\u003Cp>Voksenlærlinge aflønnes som minimum med minimallønnen i overenskomstens\npunkt 3, stk. 1.\u003C\u002Fp>\n\n\u003Ch3>Stk. 7: Lærlinges deltagelse i akkord\u003C\u002Fh3>\n\n\u003Cp>Når voksenlærlinge benyttes i svendens akkord, skal der forud for\nakkordens begyndelse træffes aftale om svendens betaling for lærlingen.\u003C\u002Fp>\n\n\u003Cp>Når øvrige lærlinge (der aflønnes efter lærlingesatserne) deltager i\nakkordarbejde, ansættes deres timeløn for udbetaling og over-skudsandel efter\nden på akkordaftalesedlen aftalte udbetaling til svendene efter følgende\nregler:\u003C\u002Fp>\n\n\u003Cp>1.læreår = 0,3 x svendenes udbetaling\u003C\u002Fp>\n\n\u003Cp>2.læreår = 0,4 x svendenes udbetaling\u003C\u002Fp>\n\n\u003Cp>3.læreår = 0,5 x svendenes udbetaling\u003C\u002Fp>\n\n\u003Cp>4.læreår = 0,7 x svendenes udbetaling\u003C\u002Fp>\n\n\u003Cp>Lærlingen skal dog altid minimum have udbetalt timeløn iht.\nlærlingesatsen.\u003C\u002Fp>\n\n\u003Cp>Hvis en akkordaftale under arbejdets gang ændres til en time-lønsaftale,\nafregnes lærlingen for hele akkordperioden med oven-nævnte forholdstal x den\naftalte timefaktor for arbejdet. Lærlinge-timer omregnes til svendetimer i\nhenhold til ovennævnte faktorer. Se i øvrigt priskuranterne.\u003C\u002Fp>\n\n\u003Ch3>Stk. 8: Lærlinges opsparingskonto\u003C\u002Fh3>\n\n\u003Cp>Lærlinge opsparer af den ferieberettigede løn på en særlig\nopspa-ringskonto. Opsparingen udgør 1,4 %.\u003C\u002Fp>\n\n\u003Cp>Pr. 1. marts 2015 - 1,8 %\u003C\u002Fp>\n\n\u003Cp>Pr. 1. marts 2016 - 2,1 %\u003C\u002Fp>\n\n\u003Cp>I dette beløb er indeholdt feriegodtgørelse af opsparingen.\u003C\u002Fp>\n\n\u003Cp>Hvis ikke andet aftales mellem virksomheden og lærlingen, udbe-tales det\nindestående beløb ved årets udgang på tilsvarende måde som sker med\nSH-opsparingen - jf. overenskomstens Punkt 17, stk. 6.\u003C\u002Fp>\n\n\u003Cp>Bestemmelsen gælder ikke for voksenlærlinge, som følger be-stemmelserne i\noverenskomstens Punkt 17.\u003C\u002Fp>\n\n\u003Ch3>Stk. 9: Pension\u003C\u002Fh3>\n\n\u003Cp>Lærlinge er ikke omfattet af pensionsordningen. For faglærte over 20 år\nmedregnes læretiden dog i den anciennitetsgivende beskæf-tigelse.\u003C\u002Fp>\n\n\u003Cp>Personer, der påbegynder en erhvervsuddannelse inden for\npen-sionsordningens område efter at være blevet omfattet af\npensi-onsordningen, fortsætter med at være omfattet af ordningen under\nuddannelsesperioden.\u003C\u002Fp>\n\n\u003Cp>Lærlinge, der påbegynder en erhvervsuddannelse inden for bran-chen efter\ndet fyldte 20. år, og som ikke har tilstrækkelig ancienni-tet, vil blive\nomfattet af pensionsordningen, når 6 måneders anci-ennitet er opnået.\u003C\u002Fp>\n\n\u003Ch3>Stk. 10: ATP\u003C\u002Fh3>\n\n\u003Cp>Alle, der er fyldt 16 år, skal tilmeldes ATP.\u003C\u002Fp>\n\n\u003Ch3>Stk. 11: Sundhedsordning\u003C\u002Fh3>\n\n\u003Cp>I tilknytning til pensionsordningen er der i PensionDanmark etableret en\nsundhedsordning for pensionsberettigede medarbejdere. Virksomheden betaler\npræmien.\u003C\u002Fp>\n\n\u003Ch3>Stk. 12: Forsikring og Sundhedsordning\u003C\u002Fh3>\n\n\u003Cp>Parterne er enige om, at lærlinge, der ikke allerede er omfattet af en\narbejdsgiverbetalt pensions- eller forsikringsordning, har krav på følgende\nforsikringsydelser, der svarer til PensionDanmarks ”Basisdækning”:\u003C\u002Fp>\n\n\u003Cp>En skattefri forsikringssum på 100.000 kr. ved\u003C\u002Fp>\n\n\u003Cp>• Dødsfald\u003C\u002Fp>\n\n\u003Cp>• Kritisk sygdom\u003C\u002Fp>\n\n\u003Cp>• førtidspension\u003C\u002Fp>\n\n\u003Cp>Herudover omfattes lærlingen af PensionDanmarks Sundhedsordning.\u003C\u002Fp>\n\n\u003Cp>Ordningen etableres hos PensionDanmark, og ydelserne følger PensionDanmarks\nvilkår, som er anført i deres forsikringspakke til lærlinge. Præmien er af\nPensionDanmark oplyst til 350 kr. pr. år pr. lærling. Såfremt udgiften pr.\nlærling stiger til over 400 kr. pr. år, optages drøftelser mellem parterne\nom justering af forsikrings-dækningens sammensætning.\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om, at ordningen kan administreres i samarbej-de med EVU.\nTEKNIQ indestår for finansiering af ordningen og fastsætter selv eventuelle\narbejdsgiverbidrag hertil.\u003C\u002Fp>\n\n\u003Cp>Der er endvidere enighed om, at EVU indberetter lærlinge omfattet af denne\noverenskomst, men ansat i andre virksomheder. Efter aftale mellem\norganisationerne kan EVU opkræve bidrag og administrationsgebyrer herfor.\u003C\u002Fp>\n\n\u003Cp>Såfremt eleven overgår til at være omfattet af pensionsordning i\nPensionDanmark ophører arbejdsgiverens forpligtelse efter denne\nbestemmelse.\u003C\u002Fp>\n\n\u003Ch3>Stk. 13: Arbejdsdrenge\u003C\u002Fh3>\n\n\u003Cp>Virksomhederne har adgang til at ansætte arbejdsdrenge til fore-faldende\narbejde, der ikke er indeholdt i fagets uddannelsesbe-kendtgørelse i perioder\naf begrænset varighed.\u003C\u002Fp>\n\n\u003Cp>Ansatte arbejdsdrenge skal tilbydes en uddannelsesaftale som praktikvejselev\nsenest 6 måneder efter ansættelsestiden.\u003C\u002Fp>\n\n\u003Ch3>Stk. 14: Forpraktik\u003C\u002Fh3>\n\n\u003Cp>Forpraktik er for unge fra 15 år til udgangen af det 17. år.\u003C\u002Fp>\n\n\u003Cp>Hensigten med ordningen er, at der efter forpraktikperioden indgås en\nalmindelig uddannelsesaftale.\u003C\u002Fp>\n\n\u003Cp>Lønsatsen under forpraktik følger lønsatsen for arbejdsdrenge i\nVVS-faget.\u003C\u002Fp>\n\n\u003Cp>I øvrigt henvises der til indgået aftale om forpraktik mellem TEKNIQ og\nBlik- og Rørarbejderforbundet.\u003C\u002Fp>\n\n\u003Ch3>Stk. 15: Aflønning af arbejdsdrenge\u003C\u002Fh3>\n\n\u003Cp>Arbejdsdrenge u. 18. år aflønnes pr. time med:\u003C\u002Fp>\n\n\u003Cp>Pr. 1. marts 2014 - 63,45 kr.\u003C\u002Fp>\n\n\u003Cp>Pr. 1. marts 2015 - 64,40 kr.\u003C\u002Fp>\n\n\u003Cp>Pr. 1. marts 2016 - 65,45 kr.\u003C\u002Fp>\n\n\u003Ch3>Stk. 16: Lærlinges overtidsbetaling\u003C\u002Fh3>\n\n\u003Cp>Lærlinge under 18 år må ikke arbejde over.\u003C\u002Fp>\n\n\u003Cp>Når lærlinge over 18 år udfører overarbejde betales med følgende\ntillæg:\u003C\u002Fp>\n\n\u003Cp>Ved overarbejde i fortsættelse af den almindelige arbejdsdag beta-les pr.\ntime for første og anden time således:\u003C\u002Fp>\n\n\u003Cp>Pr. 1. marts 2014 - 36,75 kr.\u003C\u002Fp>\n\n\u003Cp>Pr. 1. marts 2015 - 37,35 kr.\u003C\u002Fp>\n\n\u003Cp>Pr. 1. marts 2016 - 38,00 kr.\u003C\u002Fp>\n\n\u003Cp>For tredje time og de efterfølgende timers overarbejde betales\nne-denstående tillæg pr. time. Samme tillæg betales fra første time ved\noverarbejde efter udkald uden for den daglige arbejdstid, samt på fridage,\nlørdage, søndage og helligdage.\u003C\u002Fp>\n\n\u003Cp>Pr. 1. marts 2014 - 80,30 kr.\u003C\u002Fp>\n\n\u003Cp>Pr. 1. marts 2015 - 81,60 kr.\u003C\u002Fp>\n\n\u003Cp>Pr. 1. marts 2016 - 83,00 kr.\u003C\u002Fp>\n\n\u003Ch3>Stk. 17: Lærlinges smudstillæg\u003C\u002Fh3>\n\n\u003Cp>Smudstillægget udbetales efter overenskomsten:\u003C\u002Fp>\n\n\u003Cp>Pr. 1. marts 2014 - 8,85 kr.\u003C\u002Fp>\n\n\u003Cp>Pr. 1. marts 2015 - 9,00 kr.\u003C\u002Fp>\n\n\u003Cp>Pr. 1. marts 2016 - 9,15 kr.\u003C\u002Fp>\n\n\u003Cp>Der betales mindst for 3 timer pr. dag.\u003C\u002Fp>\n\n\u003Ch4>Voksenlærlinge\u003C\u002Fh4>\n\n\u003Cp>Der gælder de samme bestemmelser for voksenlærlinge.\u003C\u002Fp>\n\n\u003Ch3>Stk. 18: Lærlinges vejpenge\u003C\u002Fh3>\n\n\u003Cp>Der ydes ikke betaling for den daglige transport mellem bopæl og\nvirksomhedens værkstedsadresse.\u003C\u002Fp>\n\n\u003Cp>Merudgifter eller mertid ved transport mellem bopæl og udearbejdepladsen\nbetales af virksomheden, hvis afstanden medfører ekstra udgifter eller\nlængere transporttid for lærlingen i forhold til ovenstående.\u003C\u002Fp>\n\n\u003Cp>Merudgifter eller mertid ved transport mellem virksomhedens\nværkstedsadresse og udearbejdepladsen betales af virksomheden.\u003C\u002Fp>\n\n\u003Cp>Betalingen for ovennævnte ydelser sker efter de gældende be stemmelser og\nevt. lokalaftaler. Rejsetid uden for den normale arbejdstid betales med normal\nlærlingeløn.\u003C\u002Fp>\n\n\u003Cp>Godtgørelse for brug af eget køretøj i virksomhedens tjeneste afta-les\nmellem parterne.\u003C\u002Fp>\n\n\u003Ch4>Voksenlærlinge\u003C\u002Fh4>\n\n\u003Cp>Voksenlærlinge, der aflønnes med fagets minimalløn, betales med 70% af\nsvendenes tillæg for rejsearbejde.\u003C\u002Fp>\n\n\u003Cp>Ud over 40 km grænsen, betales samme beløb, som er gældende for\nsvendene.\u003C\u002Fp>\n\n\u003Ch3>Stk. 19: Befordringsgodtgørelse under skoleophold\u003C\u002Fh3>\n\n\u003Cp>For lærlinge, der er på skoleophold, godtgør virksomheden lærlin-gens\nudgifter ved befordring, når den samlede skolevej er 20 km eller derover. Den\nsamlede skolevej er den nærmeste vej fra bo- pæl\u002Findkvarteringssted til skole\nog tilbage til enten bo- pæl\u002Findkvarteringssted.\u003C\u002Fp>\n\n\u003Cp>Der skal i videst muligt omfang benyttes offentlige befor-dringsmidler. Ved\noffentlig befordring ydes godtgørelse for faktiske afholdte udgifter.\nBefordringen skal foretages på den efter de sted-lige forhold billigste og\nmest hensigtsmæssige måde, og der skal, hvor dette er muligt, anvendes\nabonnementskort, klippekort o. lign.\u003C\u002Fp>\n\n\u003Cp>Hvis benyttelse af offentlige befordringsmidler vil medføre urimeli-ge\nstore ulemper for lærlingen, kan eget befordringsmiddel efter aftale anvendes.\nI så fald betales en befordringsgodtgørelse, som følger den af\nUndervisningsministeriet fastsatte sats for beskæfti- gede deltagere i\narbejdsmarkedsuddannelser - p.t. kr. 1,05 - når den samlede skolevej er 20 km\neller derover.\u003C\u002Fp>\n\n\u003Cp>Hvis ovenstående forudsætning ikke kan opfyldes - og lærlingen alligevel\nvælger at benytte eget befordringsmiddel - udbetales en godtgørelse til\ntransporten udgørende billigste offentlige trans-portmiddel.\u003C\u002Fp>\n\n\u003Cp>Til indkvarterede lærlinge ydes godtgørelse af befordringsudgifter for\nrejsen til og fra indkvarteringsstedet og for rejsen mellem\nind-kvarteringsstedet og den sædvanlige bopæl i forbindelse med weekend,\npåske- og juleferie. Det er en forudsætning, at den ovennævnte\nafstandsbetingelse er opfyldt.\u003C\u002Fp>\n\n\u003Cp>Lærlinge, der har været rejst hjem fra skolen, skal være tilbage ved\nstarten af næstfølgende undervisningsdag.\u003C\u002Fp>\n\n\u003Cp>Befordringsgodtgørelse ydes under forudsætning af, at der i hen-hold til\nlov om Arbejdsgivernes Elevrefusion kan ydes refusion til hel eller delvis\ndækning af de af virksomhederne afholdte udgifter.\u003C\u002Fp>\n\n\u003Cp>AER's bestyrelse vedtager befordringstilskudssatsen.\u003C\u002Fp>\n\n\u003Ch4>Voksenlærlinge\u003C\u002Fh4>\n\n\u003Cp>Der gælder de samme bestemmelser for voksenlærlinge.\u003C\u002Fp>\n\n\u003Ch3>Stk. 20: Søgnehelligdage og søgnehelligdagsbetaling\u003C\u002Fh3>\n\n\u003Cp>Lærlinge har fri med fuld løn på søgne- og helligdage.\u003C\u002Fp>\n\n\u003Ch4>Voksenlærlinge\u003C\u002Fh4>\n\n\u003Cp>Voksenlærlinge følger bestemmelserne i Punkt 17 om søgne- og helligdage i\noverenskomsten mellem TEKNIQ og Blik- og Rørarbejderforbundet.\u003C\u002Fp>\n\n\u003Ch3>Stk. 21: Øvrige fridage\u003C\u002Fh3>\n\n\u003Cp>1. maj, Grundlovsdag, juleaftensdag og nytårsaftensdag har alle lærlinge\nfri med fuld løn. Dette gælder også under skoleophold.\u003C\u002Fp>\n\n\u003Ch4>Voksenlærlinge\u003C\u002Fh4>\n\n\u003Cp>Voksenlærlinge har ret til frihed 1. maj, Grundlovsdag, juleaftens-dag og\nnytårsaftensdag med betaling efter bestemmelserne i overenskomsten mellem\nTEKNIQ og Blik- og Rørarbejderforbundet Punkt 17, stk. 2.\u003C\u002Fp>\n\n\u003Ch3>Stk. 22: Feriefridage\u003C\u002Fh3>\n\n\u003Cp>Lærlinge har ret til 5 feriefridage med fuld løn. Feriefridagene pla-ceres\nefter samme regler som placering af restferie. Holdes ferie-fridagene ikke\ninden ferieårets udløb, betales en kompensation svarende til fuld løn for\nubrugte feriefridage.\u003C\u002Fp>\n\n\u003Cp>Lærlinge har ret til feriefridage efter samme regler som i ferie-lovens §\n7. Dvs., at lærlinge, der er ansat inden 1. juli i et ferieår, har ret til 5\nferiefridage i dette ferieår.\u003C\u002Fp>\n\n\u003Cp>Er ansættelsesforholdet påbegyndt 1. juli eller senere, har lærlin-gen\nkrav på 5 feriefridage i det efterfølgende ferieår.\u003C\u002Fp>\n\n\u003Ch4>Voksenlærlinge\u003C\u002Fh4>\n\n\u003Cp>Voksenlærlinge følger bestemmelserne om feriefridage i overenskomsten\nmellem TEKNIQ og Blik- og Rørarbejderforbundet Punkt 16, stk. 1. Opsparing og\nudbetaling følger bestemmelserne i overenskomstens Punkt 17.\u003C\u002Fp>\n\n\u003Ch3>Stk. 23: Ferie og feriebetaling\u003C\u002Fh3>\n\n\u003Cp>Lærlinge har ret til ferie efter Ferieloven og er i øvrigt omfattet af\nferielovens regler. Under ferie ydes der en feriegodtgørelse på 121\u002F2 % af\nden samlede ferieberettigede løn. Dog skal lærlinge i det første og andet\nhele ferieår - efter at ansættelsesforholdet er begyndt - have udbetalt\nmindst fuld løn. Beregning af feriegodtgørelse påbegyndes ved\nansættelsesforholdets start, og virksomheden supplerer eventuelt forskellen\nmellem fuld løn og opsparet ferie-godtgørelse i det første og andet hele\nferieår. Heri kan modregnes feriegodtgørelse optjent i et tidligere\nansættelsesforhold.\u003C\u002Fp>\n\n\u003Ch4>Voksenlærlinge\u003C\u002Fh4>\n\n\u003Cp>Der gælder de samme bestemmelser for voksenlærlinge.\u003C\u002Fp>\n\n\u003Ch3>Stk. 24: Feriekortgaranti\u003C\u002Fh3>\n\n\u003Cp>Lærlinge er omfattet af feriekortordningen med tilhørende garanti fra\nTEKNIQ. Feriekort udstedes af virksomheden umiddelbart efter\nårsafslutningen.\u003C\u002Fp>\n\n\u003Ch3>Stk. 25: Barselsorlov\u003C\u002Fh3>\n\n\u003Cp>Lærlingene er omfattet af den gældende Lov om ret til orlov og dagpenge\nved barsel (Barselloven), ligesom der eksisterer de samme frihedsrettigheder,\nsom fremgår af overenskomsten mel-lem TEKNIQ og Blik- og Rørarbejderforbundet\n- Punkt 13. Lærlingen modtager sin sædvanlige løn under graviditets-,\nbarsels- og forældreorlov, og virksomheden modtager dagpengerefusion.\nRefusionen kan dog ikke overstige den udbetalte løn.\u003C\u002Fp>\n\n\u003Ch4>Voksenlærlinge\u003C\u002Fh4>\n\n\u003Cp>Voksenlærlinge følger bestemmelserne i Punkt 13, stk. 1, 2 og 3, om\ngraviditet og barsel i overenskomsten mellem TEKNIQ og Blik-og\nRørarbejderforbundet. Timelønnen kan dog ikke overstige overenskomstens\nminimalløn i Punkt 3, stk. 1.\u003C\u002Fp>\n\n\u003Ch3>Stk. 26: Sygdom\u003C\u002Fh3>\n\n\u003Cp>Lærlinge har fuld løn under sygdom.\u003C\u002Fp>\n\n\u003Ch4>Voksenlærlinge\u003C\u002Fh4>\n\n\u003Cp>Voksenlærlinge er omfattet af sygedagpengeordningen og følger\nbestemmelserne om sygdom i Punkt 11 i overenskomsten mellem TEKNIQ og Blik- og\nRørarbejderforbundet. Timelønnen kan dog ikke overstige overenskomstens\nminimalløn i Punkt 3, stk. 1.\u003C\u002Fp>\n\n\u003Ch3>Stk. 27: Barns 1. sygedag\u003C\u002Fh3>\n\n\u003Cp>Lærlinge har ret til frihed med fuld løn ved barns 1. sygedag. \u003C\u002Fp>\n\n\u003Ch4>Voksenlærlinge\u003C\u002Fh4>\n\n\u003Cp>Voksenlærlinge er omfattet af bestemmelserne om frihed ved barns første\nsygedag i Punkt 14, stk. 1 og 2, i overenskomsten mellem TEKNIQ og Blik- og\nRørarbejderforbundet. Timelønnen kan dog ikke overstige overenskomstens\nminimalløn i Punkt 3, stk. 1.\u003C\u002Fp>\n\n\u003Ch3>Stk. 28: Barns hospitalsindlæggelse\u003C\u002Fh3>\n\n\u003Cp>Lærlinge har ret til frihed med løn i forbindelse med barns\nhospi-talsindlæggelse - jf. Punkt 14, stk. 3, i overenskomsten mellem TEKNIQ\nog Blik- og Rørarbejderforbundet.\u003C\u002Fp>\n\n\u003Ch4>Voksenlærlinge\u003C\u002Fh4>\n\n\u003Cp>Voksenlærlinge har ret til frihed med løn i forbindelse med barns\nhospitalsindlæggelse efter samme bestemmelser som angivet ovenstående.\nTimelønnen kan ikke overstige overenskomstens minimalløn i Punkt 3, stk.\n1.\u003C\u002Fp>\n\n\u003Ch3>Stk. 29: Frihed til session\u003C\u002Fh3>\n\n\u003Cp>Der gives den fornødne frihed til session med fuld løn.\u003C\u002Fp>\n\n\u003Ch3>Stk. 30: Lægebesøg\u003C\u002Fh3>\n\n\u003Cp>Lærlinges lægebesøg, tandlægebesøg etc. bør, hvor der er mulig-hed\nherfor, så vidt muligt foregå uden for normal arbejdstid. Hvis det kan\ndokumenteres, at dette ikke er muligt, har lærlingen ret til den fornødne\nfrihed med løn i forbindelse med konsultationen.\u003C\u002Fp>\n\n\u003Ch4>Voksenlærlinge\u003C\u002Fh4>\n\n\u003Cp>Der gælder de samme bestemmelser for voksenlærlinge.\u003C\u002Fp>\n\n\u003Ch3>Stk. 31: Udlevering og anvendelse af sikkerhedsfodtøj\u003C\u002Fh3>\n\n\u003Cp>Læremesteren udleverer passende sikkerhedsfodtøj til lærlingen.\nSikkerhedsfodtøjet fornyes i uddannelsestiden efter behov.\u003C\u002Fp>\n\n\u003Cp>Lærlingen er forpligtet til at anvende det udleverede sikkerheds-fodtøj i\nsåvel det daglige arbejde som under skoleophold, hvor der er risiko for\nfodskader.\u003C\u002Fp>\n\n\u003Cp>Lærlingen skal værne om det udleverede sikkerhedsfodtøj og ren-holde\ndette.\u003C\u002Fp>\n\n\u003Ch3>Stk. 32: Afsluttende faglig bedømmelse\u003C\u002Fh3>\n\n\u003Cp>Hvis en lærling ikke består den afsluttende bedømmelse, foreta-ges en\nforlængelse af uddannelsestiden på 6 måneder med en til-hørende ny\nafsluttende bedømmelse. Lærlingen aflønnes i forlæn-gelsesperioden med\nsidste års lærlingesats. Det Faglige Udvalg kan godkende ny uddannelsesaftale\nmed anden godkendt praktik-virksomhed i forlængelsesperioden.\u003C\u002Fp>\n\n\u003Ch3>Stk. 33: Løn under forlænget uddannelsestid\u003C\u002Fh3>\n\n\u003Cp>Forlænges uddannelsestiden med Det Faglige Udvalgs godken-delse i\nforbindelse med overgang til nyt uddannelsessted eller på grund af sygdom, er\nbetalingen i den forlængede uddannelsestid satsen for 4. år og derover.\u003C\u002Fp>\n\n\u003Cp>Forlænges uddannelsestiden på grund af lærlingen utilregnelige årsager,\nherunder forsinkelse af skoleundervisningen og tilskade-komst på virksomheden,\nbetales i den forlængede uddannelsestid den for fagets svende fastsatte\nmindstebetaling.\u003C\u002Fp>\n\n\u003Ch3>Stk. 34: Opsigelse ved uddannelsesaftalens udløb\u003C\u002Fh3>\n\n\u003Cp>Forud for læreforholdets afslutning skal der gives et opsigel-sesvarsel på\n10 arbejdsdage, såfremt ansættelsesforholdet ikke ønskes fortsat udover\nuddannelsesaftalens udløb.\u003C\u002Fp>\n\n\u003Ch3>Stk. 35: Opsigelse af uddannelsesaftale\u003C\u002Fh3>\n\n\u003Cp>En uddannelsesaftale kan ikke opsiges af aftalens parter uden for\nprøvetiden, med mindre opsigelsen er godkendt af Det Faglige Udvalg i henhold\ntil lov nr. 578, § 60.\u003C\u002Fp>\n\n\u003Ch3>Stk. 36: Firmalukning, konkurs, arbejdsgivers død\u003C\u002Fh3>\n\n\u003Cp>Ved firmalukning, konkurs eller arbejdsgiverens død er arbejdsgi-veren\neller boets kurator pligtig til at udfolde bestræbelser for, at lærlingens\nuddannelse kan videreføres hos en anden læremester. Tilsidesættelse af denne\npligt kan medføre erstatningspligt for ar-bejdsgiveren eller boet.\u003C\u002Fp>\n\n\u003Cp>Lønmodtagernes Garantifonds praksis i forbindelse med firmakon-kurs\nbevirker, at lærlinge normalt får en erstatning svarende til max. 3 måneders\nløn eller indtil ny uddannelsesaftale indgås.\u003C\u002Fp>\n\n\u003Ch3>Stk. 37: EGU\u003C\u002Fh3>\n\n\u003Cp>Erhvervsgrunduddannelse: Lærlinge i praktik under erhvervs-runduddannelsen\naflønnes med minimum satserne for 1. års lærlinge. I øvrigt er\nLærlingebestemmelsernes afsnit om løn og arbejdsforhold gældende, undtaget\npunkterne:\u003C\u002Fp>\n\n\u003Cp>• Befordringsgodtgørelse under skoleophold\u003C\u002Fp>\n\n\u003Cp>• Afsluttende faglig bedømmelse\u003C\u002Fp>\n\n\u003Cp>• Løn under forlænget uddannelsestid\u003C\u002Fp>\n\n\u003Cp>• Opsigelse af uddannelsesaftale \u003C\u002Fp>\n\n\u003Ch3>Stk. 38: Mentorordning\u003C\u002Fh3>\n\n\u003Cp>Overenskomstparterne er enige om, at fastholdelse af lærlinge er et højt\nprioriteret indsatsområde.\u003C\u002Fp>\n\n\u003Cp>Derfor er der enighed om, at man lokalt kan træffe aftale om, at en svend\nfungerer som mentor for virksomhedens lærlinge.\u003C\u002Fp>\n\n\u003Cp>I forbindelse med aftalens indgåelse træffes aftale om hvilke\nfri-hedsrettigheder, der er knyttet til svendens rolle som mentor. Svenden\nkompenseres lønmæssigt for den efter aftale forbrugte arbejdstid. Der\ntræffes tillige aftale om eventuel kompensation for omkostninger forbundet med\nhvervet.\u003C\u002Fp>\n\n\u003Ch3>Stk. 39: Kostskole\u003C\u002Fh3>\n\n\u003Cp>Virksomheder, der har indgået en uddannelsesaftale med en elev efter Lov om\nerhvervsuddannelser, der indebærer, at eleven skal tage ophold på en\nkostafdeling, når dette er nødvendigt for elevens gennemførelse af\nuddannelsen, betaler udgifterne til ophold på kostafdelingen, jf. § 49 i Lov\nom erhvervsuddannelser samt bekendtgørelsen nr. 290 af 1. april 2009.\u003C\u002Fp>\n\n\u003Cp>Ophold på kostafdeling ses som nødvendigt, når det følger af, at\nvirksomheden benytter mulighederne for frit skolevalg, eller ud-dannelsen alene\nkan gennemføres på en skole, hvor eleven er berettiget til optagelse på\nkostafdeling efter § 3, stk. 1, i bekendtgørelse 290\u002F2009 (mere end 5\nkvarters transporttid). Elevens egen flytning udløser således ikke adgang til\nbetaling for skolehjem fra virksomheden.\u003C\u002Fp>\n\n\u003Cp>Virksomhedens udgifter til elevers ophold på kostafdeling refunde-res via\nAUB-ordningen.\u003C\u002Fp>\n\n\u003Cp>Arbejdsgiverbidraget til AUB foreslås hævet med et beløb, der modsvarer\nde faktiske merudgifter. Beløbet kan således ikke overstige de faktiske\nmerudgifter.\u003C\u002Fp>\n\n\u003Cp>Indtil en sådan ordning træder i kraft, er de ved\noverenskomstfor-handlingerne i 2014 indgåede forlig om skolehjem fortsat\ngældende.\u003C\u002Fp>\n\n\u003Ch2>Punkt 27 – Samarbejde og information\u003C\u002Fh2>\n\n\u003Cp>Nærværende bestemmelse kan erstattes af en lokal aftale ind-gået mellem\nvirksomheden og tillidsmanden. En kopi af aftalen indsendes til\norganisationerne til orientering.\u003C\u002Fp>\n\n\u003Ch3>Stk.1: Tillidsmandsinstitutionen\u003C\u002Fh3>\n\n\u003Cp>Formålet med tillidsmandsinstitutionen er at varetage de ansat-tes\ninteresser, hvad angår indtjening, arbejdsforhold, beskæfti-gelse og\nuddannelse. Samt at tilgodese virksomhedens produk-tions- og virkeområder.\u003C\u002Fp>\n\n\u003Cp>Såvel tillidsmand som virksomhedens repræsentant skal være udstyret med\nforhandlingsmandat til at indgå aftaler inden for virksomhedens områder og\nved lokalforhandlinger.\u003C\u002Fp>\n\n\u003Ch3>Stk. 2: Orienteringsmøde\u003C\u002Fh3>\n\n\u003Cp>Organisationerne opfordrer til, at virksomheden og tillidsmanden hvert\nkvartal afholder et orienteringsmøde om beskæftigelses-situationen. På\nmødet gennemgås endvidere behov for efterud-dannelse af medarbejdere og\nindtag af lærlinge.\u003C\u002Fp>\n\n\u003Ch3>Stk. 3: Orientering om afskedigelser\u003C\u002Fh3>\n\n\u003Cp>Tillidsmanden skal ved forestående afskedigelser holdes orien-teret.\nOrienteringen skal senest foregå ved opsigelsen. Tillids-manden har påtaleret\nved eventuelle urimeligheder ved ansæt-telser og afskedigelser.\u003C\u002Fp>\n\n\u003Cp>I forbindelse med flytning af en medarbejder mellem to afdelinger i samme\nvirksomhed, skal der gives orientering herom til tillidsmændene i begge\nafdelinger.\u003C\u002Fp>\n\n\u003Ch3>Stk. 4: Tillidsmanden i virksomheder uden sikkerheds-organisation\u003C\u002Fh3>\n\n\u003Cp>På virksomheder, hvor sikkerhedsorganisation ikke er påbudt el-ler valgt,\nkan tillidsmanden rejse klage og rette henstilling til ar-bejdsgiveren\nvedrørende arbejdsmiljøspørgsmål.\u003C\u002Fp>\n\n\u003Ch3>Stk. 5: Oplysninger om vikarbureauer\u003C\u002Fh3>\n\n\u003Cp>På anmodning fra brugervirksomhedens tillidsrepræsentant eller forbundet\nskal virksomheden oplyse, hvilke vikarbureauer der udfører opgaver på\nvirksomheden inden for overenskomstens faglige gyldighedsområde. I\noplysningerne skal indgå virksomhedsnavnet og adressen, som vikarbureauet har\noplyst til virksomheden.\u003C\u002Fp>\n\n\u003Ch2>Punkt 28 – Tillidsmændene og det lokale arbejde\u003C\u002Fh2>\n\n\u003Ch3>Stk. 1: Fælles samarbejdsprojekt\u003C\u002Fh3>\n\n\u003Cp>Et godt samarbejde mellem ledelsen og medarbejderne i virk-somhederne er en\nvæsentlig forudsætning for virksomhedernes produktivitet og konkurrencekraft\nog medarbejdernes trivsels- og udviklingsmuligheder.\u003C\u002Fp>\n\n\u003Cp>Den danske model bygger både på et professionelt og konstruktivt\nsamarbejde mellem overenskomstparterne og på et velfungerende lokalt\nsamarbejde mellem virksomhedsledere og tillidsmænd. Grundlaget for succes er\nofte den decentrale aftale-fastlæggelse og en samarbejdsproces i gensidig\nrespekt og tillid. Parterne er enige om at gennemføre et samarbejdsprojekt,\nder skal styrke tillidsmandsfunktionen og derigennem det lokale samarbejde.\nParterne gennemfører projektet i fællesskab.\u003C\u002Fp>\n\n\u003Ch3>Stk. 2: Fælles aktivitet for nyvalgte tillidsmænd\u003C\u002Fh3>\n\n\u003Cp>Fremtidige nyvalgte tillidsmænd tilbydes således et af\noverenskomstparterne udbudt uddannelses- og samarbejdsprogram af 2 gange 2\ndages varighed. Tillidsmanden vil have ret til at deltage i et sådant forløb\ninden for de første 18 måneder af vedkommendes valgperiode.\u003C\u002Fp>\n\n\u003Cp>Tillidsmandens deltagelse i uddannelsen finansieres af Uddan-nelses- og\nSamarbejdsfonden.\u003C\u002Fp>\n\n\u003Cp>Uddannelses- og samarbejdsforløbet skal indeholde emner, der kan styrke\ntillidsmandens viden om virksomhedernes udviklingsmæssige,\nproduktionsmæssige, driftsøkonomiske og konkurrencemæssige vilkår og\nbetydningen af et godt psykisk arbejdsmiljø, ligesom der skal fokuseres på\nvigtigheden af et gensidigt højt informationsniveau mellem de lokale\nparter.\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om, at programmets nærmere indhold og af-vikling\nfastlægges i fællesskab.\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om, at den fremtidige sekretariatsbetjening af de\nigangsatte aktiviteter kan lægges i EVU-regi eller et andet af parterne valgt\nregi.\u003C\u002Fp>\n\n\u003Ch3>Stk. 3: Fælles indsats for valg af tillidsmand\u003C\u002Fh3>\n\n\u003Cp>Derudover iværksættes en fælles indsats for at få valgt tillidsmænd i\nde virksomheder, hvor der aktuelt ikke er valgt en tillidsmand.\u003C\u002Fp>\n\n\u003Cp>Indsatsen skal tydeliggøre den række af fordele, der ligger i et\nstruktureret og vedvarende, lokalt samarbejde mellem en valgt tillidsmand og\nvirksomhedens ledelse.\u003C\u002Fp>\n\n\u003Cp>Den fælles indsats varetages af et af parterne valgt eller etable-ret\norgan.\u003C\u002Fp>\n\n\u003Ch3>Stk. 4: Vederlag til valgte tillidsmænd\u003C\u002Fh3>\n\n\u003Cp>Parterne er enige om, at tillidsmænd valgt under VVS- overenskomsten vil\nmodtage et årligt vederlag, som udbetales med en 1\u002F4 pr. kvartal. Vederlaget\nudbetales som kompensation for tillidsmandens varetagelse af sit hverv udenfor\ndennes arbejdstid.\u003C\u002Fp>\n\n\u003Cp>Vederlaget er ikke pensionsgivende eller feriepengeberettiget.\nValggrundlaget opgøres ved nyvalg af tillidsmanden og efterføl-gende én gang\nårligt senest den 15. februar. Ved bortfald af til-lidsmandhvervet bortfalder\nvederlaget.\u003C\u002Fp>\n\n\u003Cp>Vederlaget udgør:\u003C\u002Fp>\n\n\u003Cp>Tillidsmænd med et valggrundlag op til og med 49 personer vil modtage et\nårligt vederlag på kr. 8.000.\u003C\u002Fp>\n\n\u003Cp>Tillidsmænd med et valggrundlag mellem 50 og 99 personer vil modtage et\nårligt vederlag på kr. 15.000.\u003C\u002Fp>\n\n\u003Cp>Tillidsmænd med et valggrundlag på 100 personer eller derover vil modtage\net årligt vederlag på kr. 30.000.\u003C\u002Fp>\n\n\u003Cp>Hvor der allerede er truffet aftale om aflønning \u002F vederlag til til\nlidsmanden modregnes dette i ovenstående vederlag.\u003C\u002Fp>\n\n\u003Ch2>Punkt 29 – Tillidsmandsregler\u003C\u002Fh2>\n\n\u003Cp>Nærværende bestemmelse kan erstattes af en lokal aftale ind-gået mellem\nvirksomheden og tillidsmanden. En kopi af aftalen indsendes til\norganisationerne til orientering.\u003C\u002Fp>\n\n\u003Ch3>Stk. 1: Krav til antal medarbejdere ved valg af tillidsmand\u003C\u002Fh3>\n\n\u003Cp>På enhver virksomhed, hvor der er beskæftiget mindst 4 medar-bejdere,\nvælger de beskæftigede medarbejdere af deres midte en svend til at være\ntillidsmand over for arbejdsgiveren eller dennes repræsentant.\u003C\u002Fp>\n\n\u003Ch3>Stk. 2: Valg af tillidsmand i afdelinger og filialer\u003C\u002Fh3>\n\n\u003Cp>På virksomheders afdelinger og filialer, der geografisk adskiller sig fra\nhovedvirksomheden, vælges der tillidsmand blandt dem, der er beskæftigede i\nhenhold til stk. 1.\u003C\u002Fp>\n\n\u003Ch3>Stk. 3: Hvem kan vælges som tillidsmand\u003C\u002Fh3>\n\n\u003Cp>Tillidsmanden skal vælges blandt de medarbejdere, der er medlem af Blik\n& Rørarbejderforbundet\u002FDansk Metal og har været beskæftiget mindst 9\nmdr. i den pågældende virksomhed. Lærlinge er ikke valgbare, men har\nstemmeret.\u003C\u002Fp>\n\n\u003Cp>Hvor sådanne medarbejdere ikke findes i et antal af mindst 4, suppleres der\nop til dette tal blandt de medarbejdere, der har ar-bejdet der længst.\u003C\u002Fp>\n\n\u003Cp>På virksomheder med 3 medarbejdere eller derunder vælges in-gen\ntillidsmand, medmindre begge parter ønsker det. Såfremt de lokale parter er\nenige, kan anciennitetsbestemmelsen fraviges.\u003C\u002Fp>\n\n\u003Ch3>Stk. 4: Tillidsmandsbeskyttelse\u003C\u002Fh3>\n\n\u003Cp>Tillidsmandsbeskyttelsen indtræder, når valget er meddelt\nar-bejdsgiveren.\u003C\u002Fp>\n\n\u003Ch3>Stk. 5: Indsigelse mod valg af tillidsmand\u003C\u002Fh3>\n\n\u003Cp>Hvis virksomheden måtte anse et tillidsmandsvalg for at være foretaget i\nstrid med overenskomsten, har virksomheden ret til at gøre indsigelse mod\nvalget over for forbundets lokale afdeling inden 10 arbejdsdage, efter\nmeddelelsen om valg er modtaget i virksomheden.\u003C\u002Fp>\n\n\u003Ch3>Stk. 6: Tillidsmandskursus\u003C\u002Fh3>\n\n\u003Cp>Organisationerne er enige om, at når der i en virksomhed er valgt\ntillidsmand, og han ikke tidligere har gennemgået et tillids-mandskursus,\nopfordres virksomheden til at give ham frihed til en sådan uddannelse hurtigst\nmuligt.\u003C\u002Fp>\n\n\u003Ch3>Stk. 7: Indkaldelse af tillidsmand til forhandlinger\u003C\u002Fh3>\n\n\u003Cp>Såfremt der ved forhandling om overenskomstens almindelige bestemmelser og\npriser ikke kan opnås enighed mellem pågæl-dende medarbejdere og\narbejdsgiveren, skal tillidsmanden ind-kaldes til forhandlingerne.\u003C\u002Fp>\n\n\u003Ch3>Stk. 8: Tillidsmandens virksomhed i arbejdstiden\u003C\u002Fh3>\n\n\u003Cp>Når tillidsmanden, for at udføre tillidsmandsarbejde i arbejdsti-den, må\nforlade arbejdet, skal dette ske med tilbørlig hensyn til dette og meddeles\narbejdsgiveren.\u003C\u002Fp>\n\n\u003Cp>Når virksomheden lægger beslag på tillidsmanden i spørgsmål, der angår\nvirksomheden og medarbejderne, må dette ikke med-føre indtægtstab for\ntillidsmanden. For eventuelle overtidstimer betales med overtidstillæg.\u003C\u002Fp>\n\n\u003Ch3>Stk. 9: Bortfald af tillidsmandsstatus\u003C\u002Fh3>\n\n\u003Cp>En tillidsmand, der er valgt i en periode med et større antal medarbejdere,\nophører med at være tillidsmand, hvis antallet af medarbejdere i en periode\naf 3 måneder har været 3 eller der-under, medmindre der træffes skriftlig\naftale mellem parterne om stillingens opretholdelse.\u003C\u002Fp>\n\n\u003Ch3>Stk. 10: Tillidsmandsafskedigelse ved fagretlig behandling\u003C\u002Fh3>\n\n\u003Cp>Hvis forbundet skønner, at en afskedigelse af en tillidsmand er\nuberettiget, kan hans arbejdsforhold ikke afbrydes, før hans or-ganisation har\nfået lejlighed til at afprøve berettigelsen ved fag-retlig behandling. Denne\nskal påbegyndes inden 1 uge og af-sluttes hurtigst muligt.\u003C\u002Fp>\n\n\u003Ch3>Stk. 11: Afskedigelse af tillidsmand ved virksomhedsophør\u003C\u002Fh3>\n\n\u003Cp>Er afskedigelsen begrundet i virksomhedens ophør, tilkommer der\ntillidsmanden et særligt opsigelsesvarsel på 6 uger ud over det i Punkt 10\naftalte.\u003C\u002Fp>\n\n\u003Ch3>Stk. 12: Virksomhed fastholder afskedigelse af tillidsmand\u003C\u002Fh3>\n\n\u003Cp>Fastholder en arbejdsgiver sin afskedigelse af tillidsmanden, efter at\nafskedigelsen er kendt uberettiget ved den fagretlige behandling, er han ud\nover løn for varselsperioden pligtig at betale en erstatning. Erstatningens\nstørrelse skal være afhængig af omstændighederne, men kan ikke overstige 52\nugers løn. Erstatningen beregnes efter tillidsmandens gennemsnitsfortjeneste i\nde sidste tre måneder. I øvrigt henvises til Hovedaftalens bestemmelser.\u003C\u002Fp>\n\n\u003Ch2>Punkt 30 – Lokale aftaler\u003C\u002Fh2>\n\n\u003Ch3>Stk. 1: Skriftlige aftaler\u003C\u002Fh3>\n\n\u003Cp>Alle lokale aftaler skal foreligge skriftligt.\u003C\u002Fp>\n\n\u003Ch3>Stk. 2: Lokalaftaler uden organisationernes medvirken\u003C\u002Fh3>\n\n\u003Cp>Lokale aftaler, der skal være skriftlige, kan aftales uden\norgani-sationernes medvirken.\u003C\u002Fp>\n\n\u003Ch3>Stk. 3: Indgåelse af lokale aftaler\u003C\u002Fh3>\n\n\u003Cp>Hvor der er valgt tillidsmand, indgås lokalaftaler mellem ham og\nvirksomheden. Hvis der ikke er valgt tillidsmand, indgås lokalaf-taler mellem\nvirksomheden og de ansatte.\u003C\u002Fp>\n\n\u003Ch3>Stk. 4: Udlevering af lokalaftaler\u003C\u002Fh3>\n\n\u003Cp>Organisationerne kan på forlangende få aftalerne udleveret.\u003C\u002Fp>\n\n\u003Ch3>Stk. 5: Opsigelse af lokale aftaler og kutymer\u003C\u002Fh3>\n\n\u003Cp>Lokale aftaler, kutymer eller reglementer kan opsiges af begge parter med 2\nmåneders varsel til den 1. i en måned, medmindre aftale om længere varsel er\ntruffet.\u003C\u002Fp>\n\n\u003Ch3>Stk. 6: Opsigende parts forpligtelse\u003C\u002Fh3>\n\n\u003Cp>I tilfælde af opsigelse er det den opsigende parts pligt at foran-ledige\nlokale forhandlinger afholdt, og for så vidt enighed ikke opnås, da at lade\nsagen behandle ved mæglingsmøde eventuelt organisationsmøde. Begæring om\nfagretlig behandling skal være den modstående organisation i hænde efter\noverenskomstens regler for behandling af faglig strid.\u003C\u002Fp>\n\n\u003Ch3>Stk. 7: Bortfald af lokale aftaler og kutymer\u003C\u002Fh3>\n\n\u003Cp>Parterne er ikke løst fra den opsagte lokale aftale, kutyme eller\nreglement, før disse almindelige regler er iagttaget, selv om udløbsdatoen er\npasseret.\u003C\u002Fp>\n\n\u003Ch3>Stk. 8: Information vedr. lokale aftaler\u003C\u002Fh3>\n\n\u003Cp>Ved indgåelse af lokale aftaler, der væsentligt ændrer løn- og\narbejdsforhold, informerer arbejdsgiveren de berørte medarbej-dere i\nfornødent omfang.\u003C\u002Fp>\n\n\u003Ch2>Punkt 31 – Regler for behandling af faglig strid\u003C\u002Fh2>\n\n\u003Ch3>Stk. 1: Bilæggelse af uenighed\u003C\u002Fh3>\n\n\u003Cp>Organisationerne er enige om, at enhver uenighed af faglig ka-rakter søges\nbilagt efter nedenstående regler.\u003C\u002Fp>\n\n\u003Ch3>Stk. 2: Lokalforhandling\u003C\u002Fh3>\n\n\u003Cp>Såfremt der opstår uenighed mellem arbejdsgiver og medarbejdere, skal\nuoverensstemmelsen forhandles lokalt. Der skal ud-færdiges et referat af den\nlokale forhandling, som underskrives af begge parter.\u003C\u002Fp>\n\n\u003Ch3>Stk. 3: Mæglingsmøder.\u003C\u002Fh3>\n\n\u003Cp>Såfremt der ikke ved lokale forhandlinger opnås enighed, kan der gennem de\nrespektive organisationer begæres mægling i sagen.\u003C\u002Fp>\n\n\u003Cp>Den af parterne, der begærer mæglingsmøde afholdt, har pligt til at\nvedlægge mæglingsbegæringen et referat af den lokale for-handling med\ntilhørende bilag.\u003C\u002Fp>\n\n\u003Cp>Det skal fremgå, hvilke krav og tilbud der er fremsat ved den lo-kale\nforhandling. Organisationerne er enige om, at denne regel kun under særlige\nomstændigheder vil kunne fraviges. Mæg-lingsmøde skal afholdes uden unødig\nopsættelse i København inden 10 arbejdsdage og i provinsen inden 15\narbejdsdage efter mæglingsbegæringens modtagelse i den modstående\norganisa-tion.\u003C\u002Fp>\n\n\u003Cp>Den nævnte tidsfrist kan efter aftale fraviges.\u003C\u002Fp>\n\n\u003Cp>Ved mæglingsmødet genoptages forhandlingerne under bistand af\norganisationernes mæglingsmand, der ved direkte forhandling søger at\ntilvejebringe en løsning af uoverensstemmelsen. Mæglingsmændene udarbejder\net referat over forhandlingsresultatet og underskriver dette med bindende\nvirkning\u003C\u002Fp>\n\n\u003Ch3>Stk. 4: Organisationsmøde.\u003C\u002Fh3>\n\n\u003Cp>Opnås der ikke ved mægling en løsning af uoverensstemmel-sen, er hver af\norganisationerne berettiget til at kræve sagen henvist til behandling på et\norganisationsmøde.\u003C\u002Fp>\n\n\u003Cp>Begæring om sagens behandling skal - såfremt der ikke ved mæglingsmødet\ner truffet anden aftale - meddeles den modstå-ende organisation senest 10\narbejdsdage efter mæglingsmødets afholdelse.\u003C\u002Fp>\n\n\u003Cp>Når begæringen foreligger, skal sagen behandles senest 30 ar-bejdsdage\nefter, at modparten har modtaget anmeldelse.\u003C\u002Fp>\n\n\u003Cp>For så vidt der på mødet opnås enighed om en løsning af\nuoverensstemmelsen, er denne løsning bindende for parterne.\u003C\u002Fp>\n\n\u003Ch3>Stk. 5: Permanent Udvalg.\u003C\u002Fh3>\n\n\u003Cp>Til udarbejdelse af eventuelle nye akkordpriser, som skal være gældende\ninden for området, nedsætter organisationerne et permanent udvalg bestående\naf 6 medlemmer, hvoraf halvdelen vælges af arbejdsgiverrepræsentanter og\nhalvdelen af medar-bejderrepræsentanter.\u003C\u002Fp>\n\n\u003Cp>Resultatet af udvalgets arbejde godkendes af organisationerne. Til løsning\naf løbende sager nedsættes et arbejdsudvalg bestå-ende af én repræsentant\nfra hver organisation. For dette ar-bejdsudvalg er samme tidsfrister gældende\nsom nævnt i stk. 4.\u003C\u002Fp>\n\n\u003Ch3>Stk. 6: Faglig Voldgift.\u003C\u002Fh3>\n\n\u003Ch4>a - Begæring om faglig voldgift\u003C\u002Fh4>\n\n\u003Cp>Såfremt der ikke ved den forannævnte fagretlige behandling er tilvejebragt\nenighed om en løsning, og sagen angår forståelsen af en mellem parterne\nbestående overenskomst eller aftale, kan den henvises til afgørelse af en\nfaglig voldgift.\u003C\u002Fp>\n\n\u003Cp>Den organisation, der ønsker et spørgsmål til afgørelse ved voldgift,\nmå inden 40 arbejdsdage give den modstående organi-sation meddelelse\nherom.\u003C\u002Fp>\n\n\u003Ch4>b - Vægring mod voldgift\u003C\u002Fh4>\n\n\u003Cp>Vægrer en af parterne sig ved at lade sagen afgøre ved voldgift under\npåberåbelse af, at den foreliggende strid ikke angår for-ståelsen af den\nmellem parterne bestående overenskomst, kan hver af parterne gennem sin\nhovedorganisation, hhv. Dansk Arbejdsgiverforening og Landsorganisationen,\nindanke spørgsmålet om vægringens berettigelse for Arbejdsretten.\u003C\u002Fp>\n\n\u003Ch4>c - Voldgiftsrettens sammensætning\u003C\u002Fh4>\n\n\u003Cp>Voldgiftsretten består af 5 medlemmer. 1 opmand og 2 repræ-sentanter for\nhver af parterne.\u003C\u002Fp>\n\n\u003Ch4>d - Udpegning af opmand\u003C\u002Fh4>\n\n\u003Cp>Opmanden udpeges af parterne i fællesskab under hensyn til, om opmanden\nskal være jurist eller arkitekt. Såfremt der ikke er enighed om valget af\nopmand, skal parterne anmode formanden for Arbejdsretten om at udnævne en\nopmand.\u003C\u002Fp>\n\n\u003Ch4>e - Udveksling af klage- og svarskrifter\u003C\u002Fh4>\n\n\u003Cp>Inden voldgiften afholdes, udveksles klage- og svarskrift. Op-manden\nfungerer som rettens formand.\u003C\u002Fp>\n\n\u003Cp>Sagen går til afgørelse ved simpel stemmeflerhed mellem voldgiftsmændene.\nKan stemmeflerhed ikke opnås, afgøres sagen af opmanden.\u003C\u002Fp>\n\n\u003Cp>Voldgiftsretten tilstiller begge parter meddelelse om sin eller opmandens\nkendelse. Kendelsen skal være afsagt senest 14 dage efter, at sagen er\nindgivet til retten.\u003C\u002Fp>\n\n\u003Ch4>f - Kendelse skal efterleves\u003C\u002Fh4>\n\n\u003Cp>Undertegnede organisationer og dens enkelte medlemmer skal efterkomme\nvoldgiftsrettens kendelse.\u003C\u002Fp>\n\n\u003Ch4>g - Dækning af udgifterne\u003C\u002Fh4>\n\n\u003Cp>Til dækning af udgifterne, som måtte foranlediges ved voldgifts-rettens\nvirksomhed, afgør opmanden, hvilke af parterne der skal betale sagens\nomkostninger.\u003C\u002Fp>\n\n\u003Ch3>Stk. 7: Valg af mæglingsmænd og voldgiftsmedlemmer\u003C\u002Fh3>\n\n\u003Cp>Det står organisationerne frit for, hvem de vil vælge til mæg-lingsmand\nog til voldgiftsmedlemmer.\u003C\u002Fp>\n\n\u003Ch3>Stk. 8: Forbud mod arbejdsstandsning\u003C\u002Fh3>\n\n\u003Cp>Forinden reglerne for behandling af faglig strid er opfyldt, må der ikke\nfra nogen af siderne iværksættes arbejdsstandsning, med-mindre der indtræder\nbetalingsstandsning eller hensyn til liv, vel-færd eller ære afgiver\ntvingende grunde til at standse arbejdet.\u003C\u002Fp>\n\n\u003Ch3>Stk. 9: Arbejdsstandsning påbudt af hovedorganisationerne\u003C\u002Fh3>\n\n\u003Cp>Nærværende regler indskrænker ikke de 2 organisationers eller deres\nmedlemmers ret til uden forudgående mægling eller vold-gift at deltage i en\narbejdsstandsning, som er påbudt af Dansk Arbejdsgiverforening eller\nLandsorganisationen.\u003C\u002Fp>\n\n\u003Ch3>Stk. 10: Organisationsansvar\u003C\u002Fh3>\n\n\u003Cp>Har en organisation nedlagt påstand om organisationsansvar på et\nfællesmøde over for den modstående organisation, skal sa-gen behandles på\net organisationsmøde.\u003C\u002Fp>\n\n\u003Cp>Sagen skal da behandles, inden sagen domsforhandles for Ar-bejdsretten.\u003C\u002Fp>\n\n\u003Cp>Hvis den klagende part ikke begærer organisationsmøde af-holdt, bortfalder\npåstanden om organisationsansvar og kan ikke senere rejses på det i sagen\nomhandlede grundlag.\u003C\u002Fp>\n\n\u003Cp>Parterne kan ad hoc indgå aftale om, at sager med påstand om\norganisationsansvar kan behandles i et andet forum. Det er af-gørende, at\nbegge parter er repræsenteret på et niveau, der kan tegne de to\norganisationer.\u003C\u002Fp>\n\n\u003Ch3>Stk. 11: Uoverensstemmelser på lærlingeområdet\u003C\u002Fh3>\n\n\u003Cp>Overenskomstparterne er enige om, at uoverensstemmelser mellem lærling og\nvirksomhed om uddannelsesforhold eller bestemmelser for lærlinge i øvrigt,\nsom indbringes af lærling eller virksomhed eller forelægges af Det faglige\nudvalg for VVS-uddannelsen, bør søges løst ved organisationernes medvirken,\nforinden sagen eventuelt rejses i Tvistighedsnævnet - jf.\nEr-hvervsuddannelsesloven og bekendtgørelse om Tvistigheds-nævnet.\u003C\u002Fp>\n\n\u003Cp>Sagen behandles mellem organisationerne i regi af Det faglige udvalg for\nVVS-uddannelsen ved et møde mellem parterne i uddannelsesforholdet og\nrepræsentanter for organisationerne.\u003C\u002Fp>\n\n\u003Ch2>Punkt 32 – Overenskomstens varighed\u003C\u002Fh2>\n\n\u003Cp>Denne overenskomst, der træder i kraft den 1. marts 2014, er bindende for\nundertegnede organisationer, indtil den af en af parterne i henhold til de til\nenhver tid gældende regler opsiges til ophør en 1. marts, dog tidligst 1.\nmarts 2017.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbasignmultiplesignatory\">\u003Cp>TEKNIQ\u003C\u002Fp>\n\n\u003Cp>Søren Skræddergaard\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Blik- og Rørarbejderforbundet og Rør- og Blikkenslagernes Fagforening af\n1873\u003C\u002Fp>\n\n\u003Cp>Max Meyer\u003C\u002Fp>\n\n\u003Cp>Denne overenskomst, der træder i kraft den 1. marts 2014, er bindende for\nundertegnede organisationer, indtil den af en af parterne i henhold til de til\nenhver tid gældende regler opsiges til ophør en 1. marts, dog tidligst 1.\nmarts 2017.\u003C\u002Fp>\n\n\u003Cp>TEKNIQ\u003C\u002Fp>\n\n\u003Cp>Søren Skræddergaard\u003C\u002Fp>\n\n\u003Cp>Dansk Metal\u003C\u002Fp>\n\n\u003Cp>Kjeld Husted\u003C\u002Fp>\n\n\u003Ch2>Bilag 1\u003C\u002Fh2>\n\n\u003Cp>Lov nr. 396 af 31. maj 2000\u003C\u002Fp>\n\n\u003Cp>(LF 178 99\u002F00)\u003C\u002Fp>\n\n\u003Cp>Jf. lovbek. nr. 202 af 22. februar 2013\u003C\u002Fp>\n\n\u003Cp>Loven indeholder bestemmelser, der gennemfører dele af Rådsdirektiv\n93\u002F104\u002FEF af 23. november 1993 om visse aspekter i forbindelse med\ntilrettelæggelse af arbejdstiden (EF-Tidende nr. L 307\u002F18).\u003C\u002Fp>\n\n\u003Ch3>Kapitel 1\u003C\u002Fh3>\n\n\u003Ch3>Lovens område\u003C\u002Fh3>\n\n\u003Cp>§ 1. En lønmodtager har ret til ferie og feriegodtgørelse eller løn\nunder ferie og ferietillæg efter den-ne lovs bestemmelser.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Ved lønmodtager forstås i denne lov en person, der modtager\nvederlag for personligt arbejde i tjenesteforhold, jf. dog stk. 3 og 4.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. En person, der har afgørende indflydelse på den virksomhed, som\nden pågældende arbejder i, anses ikke for lønmodtager.\u003C\u002Fp>\n\n\u003Cp>Stk. 4. Direktøren for Styrelsen for Fastholdelse og Rekruttering kan\nfastsætte nærmere regler om, hvornår en person har afgørende indflydelse i\nden virksomhed, som den pågældende arbejder i, hvis den pågældende eller\ndennes ægtefælle er indehaver af selskabskapital eller har anden be-stemmende\nindflydelse i selskabet.\u003C\u002Fp>\n\n\u003Cp>Ændringer:\u003C\u002Fp>\n\n\u003Cp>Ændret 1\u002F5 2012 ved 2012-04-28-ÆL.377 (LF 114 11-12). \u003C\u002Fp>\n\n\u003Cp>§ 2. Loven gælder ikke for\u003C\u002Fp>\n\n\u003Cp>1) lønmodtagere i statens eller folkekirkens tjeneste, der er ansat som\ntjenestemænd,\u003C\u002Fp>\n\n\u003Cp>2) lønmodtagere, hvis pension er sikret gennem medlemskab af en\npensionsordning, for hvis forpligtelse staten indestår, og som har ret til\nferie med løn efter samme regler som de i nr. 1 nævn-te tjenestemænd, og\u003C\u002Fp>\n\n\u003Cp>3) lønmodtagere, der har aftalt andre ferieregler efter lov om visse\narbejdsforhold i landbruget m.v.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Lønmodtagere efter stk. 1, nr. 1 og 2, som fratræder, uden at\npensionsudbetaling påbegyndes i forbindelse hermed, har ret til\nferiegodtgørelse efter § 23, stk. 6. Feriegodtgørelsen indbetales og\nudbetales efter reglerne i kapitel 5.\u003C\u002Fp>\n\n\u003Cp>§ 2 a. En hushjælp eller anden medhjælp i en privat husstand, som\ngennemsnitligt arbejder højst 8 timer om ugen, er alene omfattet af stk. 2-7,\n§ 12, stk. 2 og 3, og § 13. § 47 finder tilsvarende anvendelse for\nhushjælpens arbejdsgiver.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Hushjælpen optjener 2,08 dages betalt ferie for hver måneds\nansættelse. Ferien kan afhol-des, samtidig med at den optjenes\n(samtidighedsferie).\u003C\u002Fp>\n\n\u003Cp>Stk. 3. Arbejdsgiveren skal med et rimeligt varsel meddele hushjælpen,\nhvornår ferien skal holdes.\u003C\u002Fp>\n\n\u003Cp>Der skal i videst muligt omfang tages hensyn til hushjælpens ønske.\u003C\u002Fp>\n\n\u003Cp>Stk. 4. Den optjente ferie skal afholdes senest 3 år efter udløbet af den\nmåned, hvori den er optjent. Stk. 5. Hushjælpen får løn under ferie. Hvis\nhushjælpen ikke arbejder med et fast ugentligt timetal, beregnes lønnen på\ngrundlag af hushjælpens sædvanlige løn i de sidste 4 uger før feriens\nbegyn-delse.\u003C\u002Fp>\n\n\u003Cp>Stk. 6. Ved ansættelsesforholdets ophør udbetales tilgodehavende\nferiepenge direkte til hushjæl-pen, medmindre der er forløbet mere end 3 år\nefter udløbet af den måned, hvori de er optjent.\u003C\u002Fp>\n\n\u003Cp>Stk. 7. Ved overgangen til samtidighedsferie udbetaler arbejdsgiveren eller\nFerieKonto tilgodehavende feriepenge direkte til hushjælpen.\u003C\u002Fp>\n\n\u003Cp>Stk. 8. Personer, som er omfattet af forskerskatteordningen efter\nkildeskattelovens § 48 E og § 48 F, kan aftale med arbejdsgiveren, at de\npågældende alene er omfattet af stk. 2-7, § 12, stk. 2 og 3, og § 13. § 47\nfinder tilsvarende anvendelse for arbejdsgiveren. Direktøren for Styrelsen for\nFastholdelse og Rekruttering kan tillade, at anden højt kvalificeret\nudenlandsk arbejdskraft som f.eks. udenlandske ph.d.-studerende og andet\nvidenskabeligt personale efter aftale med arbejdsgiveren omfattes af samme\nregler.\u003C\u002Fp>\n\n\u003Cp>Ændringer:\u003C\u002Fp>\n\n\u003Cp>Indsat 1\u002F5 2012 ved 2012-04-28-ÆL.377 (LF 114 11-12).\u003C\u002Fp>\n\n\u003Cp>§ 3. For søfarende udøver økonomi- og erhvervsministeren de beføjelser,\nsom ved denne lov er henlagt til direktøren for Styrelsen for Fastholdelse og\nRekruttering.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Økonomi- og erhvervsministeren kan efter høring af de relevante\nlønmodtager- og arbejdsgi-verorganisationer fastsætte andre ferieregler for\nsøfarende.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. Forsvarsministeren kan fastsætte ferieregler for værnepligtige i\nforsvaret samt efter høring af de relevante lønmodtagerorganisationer\nendvidere fastsætte andre ferieregler for kvinder ansat i forsvaret på\nværnepligtslignende vilkår, konstabelelever og personel af reserven.\u003C\u002Fp>\n\n\u003Cp>Stk. 4. Forsvarsministeren kan indgå aftaler med de relevante\nlønmodtagerorganisationer om andre regler for afholdelse af ferie for\nmilitære personelgrupper, der ikke er omfattet af stk. 3.\u003C\u002Fp>\n\n\u003Cp>Stk. 5. Forsvarsministeren kan fastsætte ferieregler for værnepligtige i\ndet statslige redningsbered-skab samt efter høring af de relevante\nlønmodtagerorganisationer endvidere fastsætte andre ferie-regler for kvinder\nansat på værnepligtslignende vilkår i det statslige redningsberedskab.\u003C\u002Fp>\n\n\u003Cp>Ændringer:\u003C\u002Fp>\n\n\u003Cp>Ændret 17 2010 ved 2010-06-25-ÆL.702 (LF 204 09-10).\u003C\u002Fp>\n\n\u003Cp>§ 4. En lønmodtager kan ikke give afkald på sin ret til ferie, løn under\nferie, ferietillæg og feriegodt-gørelse efter loven, og loven kan i øvrigt\nikke fraviges til ugunst for lønmodtageren, medmindre an-det fremgår af de\nøvrige bestemmelser i loven. Aftaler om overdragelse af feriekort og\nferiekonto-beviser er ugyldige, ligesom feriekort og feriekontobeviser ikke kan\ngøres til genstand for retsforfølgning.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Loven er ikke til hinder for videregående rettigheder for en\nlønmodtager i henhold til andre love og bestemmelser, kollektiv overenskomst,\nindividuel aftale, sædvane m.v.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. I det omfang lovens bestemmelser indgår i en kollektiv\noverenskomst, indebærer dette, at fortolkning og brud på disse bestemmelser\nskal afgøres i det fagretlige system, jf. dog § 44, stk. 3.\u003C\u002Fp>\n\n\u003Cp>Ændringer:\u003C\u002Fp>\n\n\u003Cp>Ændret 15 2011 ved 2011-04-15-ÆL.320 (LF 108 10-11) og 1\u002F1 2004 ved\n2003-12-27-ÆL.1200 (LF 53 03-04).\u003C\u002Fp>\n\n\u003Cp>§ 5. Hvor der efter denne lovs bestemmelser kan ske fravigelse ved\nkollektiv overenskomst, skal der som aftalepart på lønmodtagerside mindst\nvære tale om en lokal fagforening, som er medlem af en landsdækkende\nlønmodtagerorganisation.\u003C\u002Fp>\n\n\u003Ch4>Fravigelsesmulighed\u003C\u002Fh4>\n\n\u003Cp>§ 6. Det kan ved kollektiv overenskomst aftales at fravige §_2, stk. 2.\u003C\u002Fp>\n\n\u003Ch3>Kapitel 2\u003C\u002Fh3>\n\n\u003Ch3>Optjening af ferie\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>§ 7. En lønmodtager optjener ret til 2,08 dages betalt ferie for hver\nmåneds ansættelse i et kalen-derår (optjeningsår). For ansættelsesperioder\naf under 1 måneds varighed optjenes ferien i forhold til ansættelsens\nlængde.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Stk. 2. I følgende perioder optjenes der ikke ret til betalt ferie under\nansættelsen:\u003C\u002Fp>\n\n\u003Cp>1) Sygdomsperioder, hvor arbejdsgiveren ikke skal betale fuld eller delvis\nløn, eller for hvilke der ikke optjenes ret til sygeferiegodtgørelse, jf. §\n25.\u003C\u002Fp>\n\n\u003Cp>2) Barselperioder, andre orlovsperioder eller tjenestefrihedsperioder, hvor\narbejdsgiveren ikke skal betale fuld eller delvis løn.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. Der optjenes ikke ret til betalt ferie i perioder, hvor\nlønmodtageren deltager i strejke eller lockout.\u003C\u002Fp>\n\n\u003Cp>Stk. 4. Der optjenes ikke ret til betalt ferie i perioder, hvor\nlønmodtageren i henhold til en kollektiv overenskomst eller faglig kutyme er\nhjemsendt f.eks. på grund af vejrmæssige forhold eller materialemangel,\nmedmindre arbejdsgiveren betaler fuld eller delvis løn.\u003C\u002Fp>\n\n\u003Cp>§ 8. En lønmodtager har ret til 25 dages ferie om året, uanset om der er\noptjent ret til betalt ferie ef-ter §_7.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. For en lønmodtager, der er omfattet af § 23, og som ikke har\noptjent ret til betalt ferie hos arbejdsgiveren efter §_7, fradrages 4,8 pct.\naf månedslønnen pr. dag, lønmodtageren holder ferie.\u003C\u002Fp>\n\n\u003Cp>§ 9. Elever med uddannelsesaftale efter lov om erhvervsuddannelser har ret\ntil betalt ferie i 25 dage i det første og andet hele ferieår, efter at\nansættelsesforholdet er begyndt. Arbejdsgiveren betaler løn under ferien, i\ndet omfang eleven ikke har optjent ret til løn under ferie eller\nferiegodtgørelse.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Er ansættelsesforholdet begyndt inden 1. juli i et ferieår, har\neleven en tilsvarende ret til be-talt ferie i 25 dage i dette ferieår.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. Er ansættelsesforholdet begyndt 1. juli eller senere i et ferieår,\nhar eleven, i forbindelse med at virksomheden holder lukket under ferie i tiden\nmellem 1. oktober og 30. april, ret til 5 dages betalt ferie i dette\nferieår.\u003C\u002Fp>\n\n\u003Ch4>Fravigelsesmuligheder og bemyndigelser\u003C\u002Fh4>\n\n\u003Cp>§ 10. Det kan ved en kollektiv overenskomst, der fraviger reglen om\nindbetaling af feriegodtgørelse til FerieKonto, jf. § 28, aftales, at §_7,\nstk. 1, kan fraviges, således at ferie optjenes i timer. En løn-modtager, der\nhar været ansat et helt optjeningsår, har dog optjent mindst 20 dages\nferie.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Hvis ferie er optjent i timer, skal der ved lønmodtagerens\nfratræden ske en omregning fra timer til dage.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. §_8, stk. 2, kan fraviges ved kollektiv overenskomst.\u003C\u002Fp>\n\n\u003Cp>§ 11. Direktøren for Styrelsen for Fastholdelse og Rekruttering kan\nfastsætte regler om optjening af ferie ved ansættelse under 1 måned og om\noptjening af ferie og fradrag i månedslønnen for løn-modtagere, som arbejder\nmere end 5 dage om ugen. Direktøren for Styrelsen for Fastholdelse og\nRekruttering kan ligeledes fastsætte regler om optjening af ferie for\nlønmodtagere, som ikke har en kontrollabel arbejdstid og om ferie efter §_9\nfor elever, som arbejder mere end 5 dage om ugen.\u003C\u002Fp>\n\n\u003Cp>Ændringer:\u003C\u002Fp>\n\n\u003Cp>Ændret 1\u002F7 2010 ved 2010-06-25-ÆL.702 (LF 204 09-10). 1\u002F1 2004 ved\n2003-12-27-ÆL.1200 (LF 53 03-4).\u003C\u002Fp>\n\n\u003Ch3>Kapitel 3\u003C\u002Fh3>\n\n\u003Ch3>Afholdelse af ferie\u003C\u002Fh3>\n\n\u003Cp>§ 12. Ferie skal holdes i det år, der går fra 1. maj til 30. april\n(ferieåret), og som følger efter optjeningsåret.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Ferie holdes med 5 dage om ugen, således at arbejdsfrie dage og\nvagtdage i turnus indgår i ferien med et forholdsmæssigt antal. Ferien holdes\ni øvrigt på samme måde, som arbejdet tids-mæssigt er tilrettelagt.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. Ferie kan ikke holdes på det ugentlige fridøgn, på\nsøgnehelligdage, overenskomstmæssigt eller sædvanemæssigt fastsatte fridage\neller erstatningsdage herfor, eller hvis lønmodtageren er afskåret fra at\nholde ferie, jf. § 38.\u003C\u002Fp>\n\n\u003Cp>§ 13. Ferie begynder ved arbejdstids begyndelse den første feriedag og\nslutter ved arbejdstids op-hør den sidste feriedag.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Hvis en lønmodtager er syg, når ferien begynder, har\nlønmodtageren ikke pligt til at begynde ferien.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. En lønmodtager, der har optjent 25 dages ferie, og som bliver syg\nunder ferien, har mod læ-gelig dokumentation ret til erstatningsferie efter 5\nsygedage under ferie i ferieåret. En lønmodtager, der har optjent mindre end\n25 dages ferie, har ret til erstatningsferie efter et forholdsmæssigt færre\nantal sygedage.\u003C\u002Fp>\n\n\u003Cp>Stk. 4. Lønmodtageren opnår ret til erstatningsferie fra den dag, hvor\nlønmodtageren meddeler sygdommen til arbejdsgiveren, medmindre helt særlige\nomstændigheder gør sig gældende.\u003C\u002Fp>\n\n\u003Cp>Stk. 5. Kan erstatningsferie efter stk. 2 og 3 ikke holdes i ferieåret på\ngrund af sygdom, holdes feri-en i det efterfølgende ferieår, jf. dog §\n38.\u003C\u002Fp>\n\n\u003Cp>Stk. 6. Lønmodtageren betaler den lægelige dokumentation, jf. stk. 3.\u003C\u002Fp>\n\n\u003Cp>Stk. 7. Hvis en lønmodtager deltager i en strejke eller lockout, når\nferien begynder, kan lønmodta-geren ikke begynde ferien.\u003C\u002Fp>\n\n\u003Cp>Ændringer:\u003C\u002Fp>\n\n\u003Cp>Ændret 1\u002F5 2012 ved 2012-04-28-ÆL.377 (LF 114 11-12), jf.\nikrafttrædelsesbestemmelserne.\u003C\u002Fp>\n\n\u003Cp>§ 14. Af ferien skal mindst 15 dage gives i sammenhæng (hovedferien).\nHovedferien skal holdes i perioden 1. maj til 30. september (ferieperioden).\nHvis lønmodtageren har optjent mindre end 15 dages ferie. er hele den optjente\nferie hovedferie.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. En lønmodtager. der er beskæftiget med udendørs planteavl. skal\nhave mindst 10 dage i sammenhæng i ferieperioden. Herudover skal mindst 5 dage\ngives i tiden fra den 1. maj til den 31. oktober.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. Øvrige feriedage skal også gives i sammenhæng af mindst 5 dages\nvarighed. men kan læg-ges uden for ferieperioden. Hvis de øvrige feriedage\nudgør mindre end 5 dage. skal disse dage gi-ves i sammenhæng. Hvor\ndriftsmæssige hensyn gør det ønskeligt. kan de øvrige feriedage dog gi-ves\nsom enkeltdage.\u003C\u002Fp>\n\n\u003Cp>§ 15. Arbejdsgiveren fastsætter efter forhandling med lønmodtageren.\nhvornår ferien skal holdes. Arbejdsgiveren skal under hensyntagen til\nvirksomhedens drift så vidt muligt imødekomme lønmod-tagerens ønske om.\nhvornår ferien skal holdes. herunder lønmodtagerens ønske om. at hovedferien\nholdes i lønmodtagerens barns skolesommerferie.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Arbejdsgiveren skal så tidligt som muligt meddele lønmodtageren.\nhvornår ferien skal hol-des. Arbejdsgiveren skal give meddelelsen senest 3\nmåneder før hovedferien begynder. og senest 1 måned før ferien begynder for\nøvrige feriedage. medmindre særlige omstændigheder hindrer det-te.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. Hvis væsentlige. upåregnelige driftsmæssige hensyn gør det\nnødvendigt. kan arbejdsgiveren ændre tidligere fastsat ferie. Lønmodtageren\nskal have erstattet et eventuelt økonomisk tab som følge af udskydelsen.\nAllerede begyndt ferie kan ikke afbrydes.\u003C\u002Fp>\n\n\u003Cp>§ 16. En lønmodtager. der er opsagt, kan ikke holde hovedferie i\nopsigelsesperioden. hvis opsigelsesvarslet er på 3 måneder eller derunder.\nDette gælder. uanset hvad der tidligere måtte være fast-sat om afholdelse af\nferien. Det gælder dog ikke. hvis opsigelsesvarslet er forlænget med antallet\naf feriedage.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Hvis lønmodtageren er fritstillet. anses ferie for holdt. uanset om\nferien er fastsat. hvis de i § 15. stk. 2. nævnte perioder og ferien kan\nrummes inden for fritstillingsperioden. Ferien kan dog ikke anses for holdt.\nhvis lønmodtageren ikke har haft en arbejdsfri periode svarende til feriens\nlængde efter udløbet af de perioder. der er nævnt i § 15. stk. 2.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. Stk. 2, 2. pkt., gælder dog ikke,\u003C\u002Fp>\n\n\u003Cp>1) hvis lønmodtageren er fritstillet. uden at arbejdsgiveren har adgang til\nat modregne i lønmodta-gerens løn fra en ny arbejdsgiver. eller\u003C\u002Fp>\n\n\u003Cp>2) hvis arbejdsgiveren er insolvent og ophørt inden opsigelsesperiodens\nudløb.\u003C\u002Fp>\n\n\u003Cp>Ændringer:\u003C\u002Fp>\n\n\u003Cp>Ændret 1\u002F5 2011 ved 2011-04-15-ÆL.320 (LF 108 10-11). jf.\nikrafttrædelsesbestemmelserne.\u003C\u002Fp>\n\n\u003Cp>§ 17. Hvis en virksomhed holder lukket under ferie. kan en lønmodtager.\nder ikke er berettiget til op-tjent ferie i alle de dage. virksomheden holder\nlukket. ikke i den anledning rejse krav mod arbejdsgi-veren.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Hvis en virksomhed holder lukket på arbejdsdage mellem jul og\nnytår. skal arbejdsgiveren. jf. § 15. fastsætte. at lønmodtageren holder\nferie i disse dage. hvis lønmodtageren har optjent mere end 15 feriedage.\nFastsætter arbejdsgiveren ikke ferien, skal arbejdsgiveren betale\nlønmodtageren løn for de pågældende dage. Lønnen beregnes på grundlag af\nlønmodtagerens sædvanlige løn i de sidste 4 uger før jul.\u003C\u002Fp>\n\n\u003Cp>§ 18. Optjent ferie efter §_7 skal holdes forud for ikke optjent ferie\nefter §8. Overført ferie efter § 19 og ferie efter § 40 skal holdes forud\nfor anden ferie.\u003C\u002Fp>\n\n\u003Ch4>Fravigelsesmuligheder og bemyndigelser\u003C\u002Fh4>\n\n\u003Cp>§ 19. En lønmodtager og en arbejdsgiver kan aftale, at optjent ferie ud\nover 20 dage kan overføres til det følgende ferieår, medmindre andet følger\naf kollektiv overenskomst.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Lønmodtageren og arbejdsgiveren skal skriftligt indgå aftale efter\nstk. 1 inden den 30. sep-tember efter ferieårets udløb.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. Hvis der er optjent feriegodtgørelse for den overførte ferie, skal\narbejdsgiveren inden den 30. september efter ferieårets udløb skriftligt\nmeddele den, der skal udbetale feriegodtgørelsen, at feri-en overføres.\u003C\u002Fp>\n\n\u003Cp>Stk. 4. Hvis en lønmodtager, der har overført ferie, fratræder, inden\nferien er holdt, bortfalder retten til efter fratrædelsen at holde mere end 25\ndages ferie i ét ferieår. Feriegodtgørelse for feriedage ud over 25\nudbetales efter reglerne i § 30, stk. 4.\u003C\u002Fp>\n\n\u003Cp>Ændringer:\u003C\u002Fp>\n\n\u003Cp>Ændret 1\u002F5 2011 ved 2011-04-15-ÆL.320 (LF 108 10-11), jf. dog\nikrafttrædelsesbestemmelserne, og 1\u002F1 2004 ved 2003-12-27-ÆL.1200 (LF 53\n03-04), jf. dog ikrafttrædelsesbestemmelserne.\u003C\u002Fp>\n\n\u003Cp>§ 20. Det kan ved en kollektiv overenskomst, der fraviger reglen om\nindbetaling af feriegodtgørelse til FerieKonto, jf. § 28, aftales, at § 12,\nstk. 2, kan fraviges, blandt andet således at ferie holdes i timer. En\nlønmodtager, der har været ansat et helt optjeningsår, har dog mindst ret\ntil at holde 20 da-ges betalt ferie.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. § 13, stk. 7, § 15, stk. 3, og § 17, stk. 2, 3. pkt., kan\nfraviges ved kollektiv overenskomst. Ændringer:\u003C\u002Fp>\n\n\u003Cp>Ændret 15 2012 ved 2012-04-28-ÆL.377 (LF 114 11-12).\u003C\u002Fp>\n\n\u003Cp>§ 21. § 14 kan fraviges ved aftale. Mindst 10 feriedage skal dog gives i\nsammenhæng, for så vidt angår § 14, stk. 1 og 2.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. § 15, stk. 2, og § 16, stk. 1, kan fraviges ved aftale.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. § 16, stk. 2, 2. pkt., og § 16, stk. 3, nr. 1, kan fraviges ved\nkollektiv overenskomst.\u003C\u002Fp>\n\n\u003Cp>Ændringer:\u003C\u002Fp>\n\n\u003Cp>Ændret 15 2011 ved 2011-04-15-ÆL.320 (LF 108 10-11).\u003C\u002Fp>\n\n\u003Cp>§ 22. Direktøren for Styrelsen for Fastholdelse og Rekruttering\nfastsætter regler om afholdelse af ferie for en lønmodtager, der ikke\narbejder 5 dage om ugen, og om afholdelse af ferie for en lønmodtager, der\nikke begynder ferien som følge af sygdom eller arbejdskonflikt, jf. § 13,\nstk. 2 og 7.\u003C\u002Fp>\n\n\u003Cp>Ændringer:\u003C\u002Fp>\n\n\u003Cp>Ændret 15 2012 ved 2012-04-28-ÆL.377 (LF 114 11-12) og 17 2010 ved\n2010-06-25-ÆL.702 (LF 204 09-10).\u003C\u002Fp>\n\n\u003Ch3>Kapitel 4\u003C\u002Fh3>\n\n\u003Ch3>Løn under ferie, ferietillæg og feriegodtgørelse\u003C\u002Fh3>\n\n\u003Cp>§ 23. En lønmodtager, der er antaget månedsvis eller for længere tid, og\nsom har ret til fuld løn på søgnehelligdage og sygedage, får løn under\nferie.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Lønnen under ferie er den sædvanlige og fast påregnelige løn på\nferietidspunktet. Hertil lægges værdien af eventuelle personalegoder, som\nlønmodtageren ikke råder over under ferien. En provisionslønnet har under\nferien krav på en kompensation for den provision, der mistes som følge af\nferieafholdelsen. Endvidere får lønmodtageren et ferietillæg på 1 pct. af\nlønnen i optjeningsåret, jf. § 26, stk. 1.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. Hvis lønmodtagerens gennemsnitlige arbejdstid eller arbejdsomfang\npå ferietidspunktet afvi-ger med mere end 20 pct. i forhold til\noptjeningsårets gennemsnitlige arbejdstid eller arbejdsomfang, reguleres\nlønnen under ferie forholdsmæssigt.\u003C\u002Fp>\n\n\u003Cp>Stk. 4. Ferietillæg udbetales senest samtidig med, at den dertil svarende\nferie begynder. Hvis ferie-tillægget udbetales, før ferien begynder, kan det\nikke kræves tilbagebetalt.\u003C\u002Fp>\n\n\u003Cp>Stk. 5. En lønmodtager kan før optjeningsårets begyndelse kræve\nferiegodtgørelse med 12 pct. af lønnen i optjeningsåret i stedet for løn\nunder ferie og ferietillæg, jf. § 26.\u003C\u002Fp>\n\n\u003Cp>Stk. 6. En lønmodtager, der fratræder, får feriegodtgørelse, jf. § 24,\nfor det løbende optjeningsår og for den del af de tidligere optjeningsår,\nsom lønmodtageren ikke har holdt ferie for endnu.\u003C\u002Fp>\n\n\u003Cp>Ændringer:\u003C\u002Fp>\n\n\u003Cp>Ændret 1\u002F5 2011 ved 2011-04-15-ÆL.320 (LF 108 10-11) og 1\u002F1 2004 ved\n2003-12-27-ÆL.1200 (LF 53 03-04), jf. dog ikrafttrædelsesbestemmelserne.\u003C\u002Fp>\n\n\u003Cp>§ 24. En lønmodtager, der ikke er omfattet af § 23, får\nferiegodtgørelse med 12,5 pct. af lønnen i optjeningsåret.\u003C\u002Fp>\n\n\u003Cp>Ændringer:\u003C\u002Fp>\n\n\u003Cp>Ændret 15 2011 ved 2011-04-15-ÆL.320 (LF 108 10-11).\u003C\u002Fp>\n\n\u003Cp>§ 25. Hvis en lønmodtager, der ikke har ret til fuld løn under sygdom,\nhar fravær af mere end 3 arbejdsdages varighed på grund af enten sygdom eller\ntilskadekomst i virksomheden, betaler arbejdsgiveren fra første fraværsdag\nsygeferiegodtgørelse med 12,5 pct. af en løn, der beregnes på grundlag af\nlønmodtagerens sædvanlige løn i de sidste 4 uger før fraværet, jf. dog\nstk. 2.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Hvis en lønmodtager, der er omfattet af stk. 1, har ret til\nferiegodtgørelse af andre ydelser under sygdom, udgør sygeferiegodtgørelsen\nforskellen mellem sygeferiegodtgørelsen efter stk. 1 og feriegodtgørelsen af\nandre ydelser.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. Ret til sygeferiegodtgørelse under fravær på grund af sygdom er\nbetinget af, at lønmodtageren forud for sygdommen har haft mindst 12 måneders\nsammenhængende ansættelse hos arbejdsgiveren. Dog medregnes tidligere\nansættelse hos samme arbejdsgiver inden for de sidste 24 måneder, hvis\nfratrædelse ikke skyldtes lønmodtagerens egne forhold.\u003C\u002Fp>\n\n\u003Cp>Stk. 4. Sygeferiegodtgørelsen skal højst betales for 4 måneder inden for\net kalenderår. Sygeferie-godtgørelse på grund af samme sygdom eller\ntilskadekomst betales dog højst for 4 måneder i alt. Stk. 5. Arbejdsgiveren\nkan kræve, at en lønmodtager dokumenterer, at fraværet skyldes sygdom eller\ntilskadekomst i virksomheden.\u003C\u002Fp>\n\n\u003Cp>§ 26. Arbejdsgiveren beregner feriegodtgørelse og ferietillæg af ethvert\nindkomstskattepligtigt lønbeløb og personalegode, for hvilket der ikke\nindrømmes fradrag i indtægten, og som er vederlag for arbejde under\nansættelsen. Værdien af personalegoder beregnes på grundlag af de af\nSkatterådet fastsatte takster for optjeningsåret.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Arbejdsgiveren beregner desuden feriegodtgørelse og ferietillæg af\nlønmodtagerens bidrag til\u003C\u002Fp>\n\n\u003Cp>1) pensionsordninger m.v., der er omfattet af afsnit I i lov om beskatningen\naf pensionsordninger m.v.,\u003C\u002Fp>\n\n\u003Cp>2) arbejdsmarkedsbidrag i medfør af lov om arbejdsmarkedsbidrag og\u003C\u002Fp>\n\n\u003Cp>3) den særlige pensionsopsparing i henhold til kapitel 5 c i lov om\nArbejdsmarkedets Tillægspension.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. Feriegodtgørelse og ferietillæg, som vedrører en lønperiode hen\nover et årsskifte, anses for optjent i det nye år.\u003C\u002Fp>\n\n\u003Cp>Stk. 4. Arbejdsgiveren skal ikke beregne feriegodtgørelse og ferietillæg\naf feriegodtgørelse, løn un-der ferie eller ferietillæg.\u003C\u002Fp>\n\n\u003Cp>Ændringer:\u003C\u002Fp>\n\n\u003Cp>Ændret 1\u002F5 2011 ved 2011-04-15-ÆL.320 (LF 108 10-11), 1\u002F1 2008 ved\n2007-10-24-ÆL.1235 (LF 2 07-08), jf. ikrafttrædelsesbestemmelserne, og 1\u002F11\n2005 ved 2005-06-06-ÆL.428 (LF 111 04-05), jf.\nikrafttrædelsesbestemmelserne.\u003C\u002Fp>\n\n\u003Ch4>Fravigelsesmuligheder\u003C\u002Fh4>\n\n\u003Cp>§ 27. Det kan ved kollektiv overenskomst aftales, at en lønmodtager får\nløn under ferie, selv om betingelserne i § 23, stk. 1, ikke er opfyldt, og at\nen lønmodtager, der er omfattet af § 23, stk. 1, får feriegodtgørelse efter\n§ 24 i stedet for løn under ferie.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. § 23, stk. 2, 3, 4 og 5, § 25 og § 26 kan fraviges ved kollektiv\noverenskomst.\u003C\u002Fp>\n\n\u003Ch3>Kapitel 5\u003C\u002Fh3>\n\n\u003Ch3>Indberetning, indbetaling og udbetaling af feriegodtgørelse\u003C\u002Fh3>\n\n\u003Cp>§ 27 a. Oplysninger om feriegodtgørelse efter § 23, stk. 5 og 6, og §§\n24 og 25 indberettes til indkomstregisteret, jf. dog §§ 30 og 30 a.\u003C\u002Fp>\n\n\u003Cp>Ændringer:\u003C\u002Fp>\n\n\u003Cp>Indsat 1\u002F12 2013 ved 2012-04-28-ÆL.377 (LF 114 11-12), jf.\n2013-11-28-B.1327.\u003C\u002Fp>\n\n\u003Cp>§ 28. Feriegodtgørelse efter § 23, stk. 5 og 6, § 24 og § 25 indbetales\ntil FerieKonto, bortset fra de i §§ 30 og 31 nævnte tilfælde.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Ved forsinket indbetaling af feriegodtgørelse skal alle\narbejdsgivere, der indbetaler feriegodtgørelse til FerieKonto, betale renter\nheraf med 1,5 pct. pr. påbegyndt måned regnet fra forfaldsdatoen.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. Direktøren for Styrelsen for Fastholdelse og Rekruttering kan i\nsærlige tilfælde fravige kravet om betaling af renter efter stk. 2.\u003C\u002Fp>\n\n\u003Cp>Ændringer:\u003C\u002Fp>\n\n\u003Cp>Ændret 1\u002F5 2011 ved 2011-04-15-ÆL.320 (LF 108 10-11).\u003C\u002Fp>\n\n\u003Cp>§ 29. Feriegodtgørelse udbetales senest samtidig med, at den dertil\nsvarende ferie begynder.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Anmodning om udbetaling af feriegodtgørelse skal rettes til\nFerieKonto, jf. dog §§ 30 og 30 a.\u003C\u002Fp>\n\n\u003Cp>Ændringer:\u003C\u002Fp>\n\n\u003Cp>Ændret 112 2013 ved 2012-04-28-ÆL.377 (LF 114 11-12), jf.\n2013-11-28-B.1327.\u003C\u002Fp>\n\n\u003Cp>§ 30. Feriegodtgørelse for tidligere og løbende optjeningsår udbetales\ntil lønmodtageren af arbejdsgiveren, FerieKonto eller den, der i medfør af §\n31 administrerer feriegodtgørelsen,\u003C\u002Fp>\n\n\u003Cp>1) hvis lønmodtageren forlader arbejdsmarkedet af alders- eller\nhelbredsmæssige årsager, eller\u003C\u002Fp>\n\n\u003Cp>2) hvis lønmodtageren fratræder i forbindelse med flytning til udlandet og\nframelder sig Det Centra-le Personregister.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Feriegodtgørelse kan udbetales af arbejdsgiveren til lønmodtageren\nved fratræden, hvis beløbet er på 750 kr. eller derunder efter fradrag af\nskat og arbejdsmarkedsbidrag. Arbejdsgiveren kan ikke udbetale\nferiegodtgørelse efter denne bestemmelse til samme lønmodtager mere end 2\ngange inden for samme optjeningsår.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. Feriegodtgørelse for et optjeningsår udbetales til lønmodtageren\nved ferieårets begyndelse af FerieKonto eller den, der i medfør af § 31\nadministrerer feriegodtgørelsen, uanset om ferie holdes, når beløbet er\n1.500 kr. eller derunder efter fradrag af skat og arbejdsmarkedsbidrag.\u003C\u002Fp>\n\n\u003Cp>Stk. 4. Hvis lønmodtageren fratræder, inden overført ferie efter § 19\neller ferie efter § 40 er holdt, udbetales feriegodtgørelsen for feriedage ud\nover 25 i forbindelse med fratræden af arbejdsgiveren, FerieKonto eller den,\nder i medfør af § 31 administrerer feriegodtgørelsen.\u003C\u002Fp>\n\n\u003Cp>Stk. 5. Ved lønmodtagerens død udbetales feriegodtgørelsen for tidligere\nog løbende optjeningsår til boet af arbejdsgiveren, FerieKonto eller den, der\ni medfør af § 31 administrerer feriegodtgørelsen. \u003C\u002Fp>\n\n\u003Cp>Stk. 6. Retten til udbetaling af feriegodtgørelse efter stk. 1 fortabes,\nhvis lønmodtageren ikke, senest 6 måneder efter at betingelserne i stk. 1 er\nopfyldt, anmoder arbejdsgiveren, FerieKonto eller den, der i medfør af § 36,\nstk. 2, administrerer feriegodtgørelsen, om at udbetale feriepengene.\nStyrelsen for Fastholdelse og Rekruttering kan dog efter ansøgning i helt\nsærlige tilfælde dispensere fra denne frist.\u003C\u002Fp>\n\n\u003Cp>Ændringer:\u003C\u002Fp>\n\n\u003Cp>Ændret 15 2012 ved 2012-04-28-ÆL.377 (LF 114 11-12), 15 2011 ved\n2011-04-15-ÆL.320 (LF 108 10-11) og 17 2010 ved 2010-06-25-ÆL.702 (LF 204\n09-10), jf. ikrafttrædelsesbestemmelserne.\u003C\u002Fp>\n\n\u003Ch4>Fravigelsesmuligheder og bemyndigelser\u003C\u002Fh4>\n\n\u003Cp>§ 30 a. Inden for de områder, hvor der er indgået en kollektiv\noverenskomst, jf. § 31, kan direktøren for Styrelsen for Fastholdelse og\nRekruttering fastsætte regler om, at § 27 a og § 29, stk. 2, kan fraviges,\nhvis oplysninger om feriegodtgørelse kan indberettes digitalt til\nFerieKonto.\u003C\u002Fp>\n\n\u003Cp>Ændringer:\u003C\u002Fp>\n\n\u003Cp>Indsat og overskrift ændret 1\u002F5 2012 ved 2012-04-28-ÆL.377 (LF 114\n11-12).\u003C\u002Fp>\n\n\u003Cp>§ 31. Det kan ved kollektiv overenskomst aftales at fravige § 28. Det er\nen betingelse, at der stilles garanti for feriegodtgørelsen på mindst et års\nferiegodtgørelse pr. lønmodtager efter fradrag af skat og\narbejdsmarkedsbidrag.\u003C\u002Fp>\n\n\u003Cp>Ændringer:\u003C\u002Fp>\n\n\u003Cp>Ændret 15 2011 ved 2011-04-15-ÆL.320 (LF 108 10-11) og 1\u002F7 2010 ved\n2010-06-25-ÆL.702 (LF 204 09-10).\u003C\u002Fp>\n\n\u003Cp>§ 32. Direktøren for Styrelsen for Fastholdelse og Rekruttering varetager\nadministrationen af Ferie-Konto med teknisk administrativ bistand og finansiel\nrådgivning fra Arbejdsmarkedets Tillægspensi-on.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Udgifterne til administrationen af FerieKonto dækkes af renterne af\nde til FerieKonto indbetalte beløb, jf. § 28, stk. 1, og af renterne af for\nsent indbetalt feriegodtgørelse, jf. § 28, stk. 2. Af renteafkastet af\nFerieKonto i 2012, 2013, 2014 og 2015 tilfalder op til 100 mio. kr.\nstatskassen. Direktøren for Styrelsen for Fastholdelse og Rekruttering kan\nfastsætte nærmere regler om overførsel af renteafkastet til statskassen. Det\nresterende renteafkast tilfalder Arbejdsmarkedets Feriefond.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. I det omfang renterne, jf. stk. 2, ikke dækker udgifterne til\nadministrationen af FerieKonto, skal uhævet feriegodtgørelse hos FerieKonto\nefter § 36, stk. 1, dække den resterende del af udgifterne til\nadministrationen.\u003C\u002Fp>\n\n\u003Cp>Ændringer:\u003C\u002Fp>\n\n\u003Cp>Ændret 1\u002F5 2012 ved 2012-04-28-ÆL.377 (LF 114 11-12), 1\u002F5 2011 ved\n2011-04-15-ÆL.320 (LF 108 10-11), 1\u002F7 2010 ved 2010-06-25-ÆL.702 (LF 204\n09-10), 1\u002F7 2008 ved 2008-06-17-ÆL.480 (LF 146 07-08), 1\u002F1 2005 ved\n2004-12-22-ÆL.1420 (LF 108 04-05), 1\u002F1 2004 ved 2003-12-27-ÆL.1202 (LF 76\n03-04), 1\u002F1 2003 ved 2002-12-17-ÆL.1039 (LF 64 02-03) og 22\u002F3 2002 ved\n2002-03-20-ÆL.133 (LF 67 01-02), jf. ikrafttrædelsesbestemmelserne.\u003C\u002Fp>\n\n\u003Cp>§ 33. Direktøren for Styrelsen for Fastholdelse og Rekruttering\nfastsætter efter forhandling med skatteministeren regler om indberetning af\noplysninger om ferie til indkomstregisteret, jf. lov om et indkomstregister.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Direktøren for Styrelsen for Fastholdelse og Rekruttering\nfastsætter regler om indbetaling af feriegodtgørelse, jf. § 28, herunder om\nforfaldsdato.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. Direktøren for Styrelsen for Fastholdelse og Rekruttering\nfastsætter regler om udbetaling af feriegodtgørelse, i forbindelse med at\nferien holdes, jf. § 29, herunder om udbetaling fra en ferie-kortordning\nomfattet af § 31, og om udbetaling, hvis optjening og afholdelse af ferie sker\ni timer, jf. § 10, stk. 1, og § 20, stk. 1.\u003C\u002Fp>\n\n\u003Cp>Stk. 4. Direktøren for Styrelsen for Fastholdelse og Rekruttering\nfastsætter regler om, hvornår arbejdsgiveren, FerieKonto eller den, der i\nmedfør af § 31 administrerer feriegodtgørelse, kan udbetale\nferiegodtgørelse for tidligere og løbende optjeningsår, jf. § 30, stk.\n1.\u003C\u002Fp>\n\n\u003Cp>Stk. 5. Direktøren for Styrelsen for Fastholdelse og Rekruttering\nfastsætter regler om arbejdsgiverens udbetaling af feriegodtgørelse efter §\n30, stk. 2. Direktøren for Styrelsen for Fastholdelse og Rekruttering kan\nregulere beløbet efter § 30, stk. 2 og 3.\u003C\u002Fp>\n\n\u003Cp>Stk. 6. Direktøren for Styrelsen for Fastholdelse og Rekruttering\nfastsætter regler om udbetaling af feriegodtgørelse efter § 30, stk. 4, for\nen lønmodtager, som arbejder mere end 5 dage om ugen.\u003C\u002Fp>\n\n\u003Cp>Ændringer:\u003C\u002Fp>\n\n\u003Cp>Ændret 1\u002F5 2012 ved 2012-04-28-ÆL.377 (LF 114 11-12), 1\u002F5 2011 ved\n2011-04-15-ÆL.320 (LF 108 10-11) og 1\u002F7 2010 ved 2010-06-25-ÆL.702 (LF 204\n09-10).\u003C\u002Fp>\n\n\u003Cp>§ 34. Direktøren for Styrelsen for Fastholdelse og Rekruttering\nfastsætter hvert år inden den 1. december fordelingen af renteindtægterne\nefter § 32, stk. 2, for det kommende kalenderår. Fastsættelsen sker på\ngrundlag af et budget for FerieKonto.\u003C\u002Fp>\n\n\u003Cp>Ændringer:\u003C\u002Fp>\n\n\u003Cp>Ændret 17 2010 ved 2010-06-25-ÆL.702 (LF 204 09-10).\u003C\u002Fp>\n\n\u003Ch3>Kapitel 5 a\u003C\u002Fh3>\n\n\u003Ch3>Udbetaling af feriegodtgørelse, løn under ferie eller ferietillæg ved\nferieårets udløb\u003C\u002Fh3>\n\n\u003Cp>§ 34 a. Ved ferieårets udløb udbetales feriegodtgørelse til\nlønmodtageren af den, der i medfør af § 31 administrerer feriegodtgørelsen,\nhvis beløbet er på 2.250 kr. eller derunder efter fradrag af skat og\narbejdsmarkedsbidrag. Hvis lønmodtageren har været ansat uafbrudt hos samme\narbejdsgiver fra et tidspunkt i optjeningsåret til ferieårets udløb,\nudbetales feriegodtgørelse vedrørende dette ansættelsesforhold kun, hvis\nbeløbet vedrører ferie ud over 20 dage.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Ved ferieårets udløb udbetaler FerieKonto feriegodtgørelse til\nlønmodtageren, hvis beløbet er på 2.250 kr. eller derunder efter fradrag af\nskat og arbejdsmarkedsbidrag. Hvis feriegodtgørelsen vedrører et\nansættelsesforhold, der har været uafbrudt fra et tidspunkt i optjeningsåret\ntil ferieårets udløb, og beløbet ikke vedrører ferie ud over 20 dage eller\nferie, som er holdt, kan beløbet kræves tilbagebetalt, jf. § 37, stk. 2.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. Ved ferieårets udløb udbetaler arbejdsgiveren løn under ferie og\neventuelt ferietillæg til løn-modtageren, hvis beløbet er på 2.250 kr.\neller derunder efter fradrag af skat og arbejdsmarkedsbi-drag, og hvis beløbet\nvedrører ferie ud over 20 dage.\u003C\u002Fp>\n\n\u003Cp>Ændringer:\u003C\u002Fp>\n\n\u003Cp>Ændret 15 2012 ved 2012-04-28-ÆL.377 (LF 114 11-12). Indsat sammen med\nkapitel 5 a 1\u002F1 2004 ved 2003-12-27-ÆL.1200 (LF 53 03-04), jf. dog\nikrafttrædelsesbestemmelserne.\u003C\u002Fp>\n\n\u003Cp>§ 34 b. Feriegodtgørelse, der ikke er hævet af lønmodtageren inden\nudløbet af ferieåret, og som er optjent i et ansættelsesforhold, der er\nophørt senest ved udløbet af ferieåret, udbetales efter an-modning til\nlønmodtageren af FerieKonto eller den, der i medfør af § 31 administrerer\nferiegodtgø-relsen, jf. dog stk. 3. Det er en betingelse, at lønmodtageren\nskriftligt erklærer, at ansættelsesfor-holdet er ophørt. Udbetaling efter\nstk. 2 hindrer ikke udbetaling efter denne bestemmelse.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Feriegodtgørelse, der ikke er hævet af lønmodtageren inden\nudløbet af ferieåret, eller løn under ferie eller ferietillæg, der ikke er\nudbetalt til lønmodtageren inden udløbet af ferieåret, og som vedrører\noptjent ferie for beskæftigelse ud over 91\u002F2 måneds samlet varighed i et\noptjeningsår, og som ikke er aftalt overført efter §§ 19 eller 40,\nudbetales efter anmodning til lønmodtageren af arbejdsgiveren, FerieKonto\neller den, der i medfør af § 31 administrerer feriegodtgørelsen, jf. dog\nstk. 3. Det er en betingelse, at lønmodtageren skriftligt erklærer, at\nbeløbet vedrører optjent ferie for beskæftigelse ud over 91\u002F2 måneds samlet\nvarighed i et optjeningsår, som ikke er aftalt overført efter §§ 19 eller\n40. Udbetaling efter stk. 1 hindrer ikke udbetaling efter denne bestemmelse.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. Har lønmodtageren modtaget arbejdsløshedsdagpenge, særlig\nuddannelsesydelse, efterløn, fleksydelse, ledighedsydelse, kontanthjælp,\nsærlig ydelse eller ydelse efter lov om børnepasnings-orlov i ferieåret, kan\nudbetaling af feriepenge efter stk. 1 og 2 kun ske efter direktøren for\nStyrelsen for Fastholdelse og Rekrutterings forudgående godkendelse. Antallet\naf dage med de nævnte ydelser skal trækkes fra det antal dage, de uhævede\nferiepenge svarer til. Hvis der resterer et antal feriedage, meddeler\ndirektøren for Styrelsen for Fastholdelse og Rekruttering arbejdsgiveren,\nFerie-Konto eller den, der i medfør af § 31 administrerer feriegodtgørelsen,\nfor hvor mange dage der kan udbetales til lønmodtageren.\u003C\u002Fp>\n\n\u003Cp>Stk. 4. Muligheden for udbetaling efter stk. 1 og 2 fortabes, hvis\nlønmodtageren ikke senest den 30. september efter ferieårets udløb\nskriftligt anmoder arbejdsgiveren, FerieKonto eller den, der i med-før af §\n31 administrerer feriegodtgørelsen, om udbetaling efter disse regler.\nMuligheden for udbetaling efter godkendelse, jf. stk. 3, fortabes, hvis\nlønmodtageren ikke senest den 30. september efter ferieårets udløb\nskriftligt anmoder direktøren for Styrelsen for Fastholdelse og Rekruttering\nom udbetaling efter disse regler.\u003C\u002Fp>\n\n\u003Cp>Ændringer:\u003C\u002Fp>\n\n\u003Cp>Ændret 1\u002F7 2013 ved 2013-06-28-ÆL.790 (LF 228 12-13), jf.\nikrafttrædelsesbestemmelserne, 1\u002F5 2011 ved 2011 -04-15-ÆL.320 (LF 108 10-11)\nog 1\u002F7 2010 ved 2010-06-25-ÆL.702 (LF 204 09-10). Indsat 1\u002F1 2004 ved\n2003-12-27-ÆL.1200 (LF 53 03-04), jf. dog ikrafttrædelsesbestemmelserne.\u003C\u002Fp>\n\n\u003Ch4>Bemyndigelser\u003C\u002Fh4>\n\n\u003Cp>§ 34 c. Direktøren for Styrelsen for Fastholdelse og Rekruttering kan\nfastsætte regler om information, fremgangsmåde og udbetaling af\nferiegodtgørelse, løn under ferie eller ferietillæg efter §§ 34 a og 34 b,\nherunder for en lønmodtager, der arbejder mere end 5 dage om ugen.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Direktøren for Styrelsen for Fastholdelse og Rekruttering kan\nregulere beløbet efter § 34 a.\u003C\u002Fp>\n\n\u003Cp>Ændringer:\u003C\u002Fp>\n\n\u003Cp>Ændret 15 2011 ved 2011-04-15-ÆL.320 (LF 108 10-11) og 17 2010 ved\n2010-06-25-ÆL.702 (LF 204 09-10). Indsat sammen med overskrift 1\u002F1 2004 ved\n2003-12-27-ÆL.1200 (LF 53 03-04), jf. dog ikrafttrædelsesbestemmelserne.\u003C\u002Fp>\n\n\u003Ch3>Kapitel 6\u003C\u002Fh3>\n\n\u003Ch3>Forældelse og modregning\u003C\u002Fh3>\n\n\u003Cp>§ 35. Hvis feriegodtgørelse, løn under ferie eller ferietillæg er\nindbetalt til enten Arbejdsmarkedets Feriefond eller til en privat feriefond,\njf. § 36, stk. 2, og ferien er holdt i ferieåret, forældes kravet på\nferiegodtgørelse, løn under ferie eller ferietillæg, hvis lønmodtageren\nikke inden 3 år efter ferieårets udløb retter henvendelse til fonden. Hvis\nlønmodtageren ikke har holdt ferien, skal henvendelse ske til direktøren for\nStyrelsen for Fastholdelse og Rekruttering inden 3 år efter ferieårets\nudløb.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Hvis feriegodtgørelse, løn under ferie eller ferietillæg ikke er\nindbetalt til Arbejdsmarkedets Feriefond eller en privat feriefond, forældes\nkravet på feriegodtgørelse, løn under ferie eller ferietil-læg, hvis\nlønmodtageren ikke inden 3 år efter ferieårets udløb søger kravet\ngennemført ved rets-sag, fagretlig behandling, politianmeldelse, indgivelse af\nkonkursbegæring eller ved at rette skriftlig henvendelse til direktøren for\nStyrelsen for Fastholdelse og Rekruttering. Efterkommes kravet ikke, skal\nkravet søges gennemført ved en af de i 1. pkt. øvrige fremgangsmåder uden\nugrundet ophold.\u003C\u002Fp>\n\n\u003Cp>Ændringer:\u003C\u002Fp>\n\n\u003Cp>Ændret 1\u002F5 2011 ved 2011-04-15-ÆL.320 (LF 108 10-11), jf. dog\nikrafttrædelsesbestemmelserne. 1\u002F7 2010 ved 2010-06-25-ÆL.702 (LF 204 09-10).\n1\u002F1 2004 ved 2003-12-27-ÆL.1200 (LF 53 03-04). jf. dog\nikrafttrædelsesbestemmelserne.\u003C\u002Fp>\n\n\u003Cp>§ 36. Feriegodtgørelse. der ikke er hævet af lønmodtageren inden\nudløbet af ferieåret. eller løn un-der ferie eller ferietillæg. der ikke er\nudbetalt til lønmodtageren inden udløbet af ferieåret. og som ikke udbetales\nefter §§ 34 a eller 34 b. tilfalder statskassen og Arbejdsmarkedets\nFeriefond. jf. dog §§ 19 og 40.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Inden for områder. hvor der er indgået en kollektiv overenskomst.\njf. § 31. kan direktøren for Styrelsen for Fastholdelse og Rekruttering\ntillade. at den andel af uhævede eller ikke udbetalte beløb. der efter stk. 1\nskal tilfalde Arbejdsmarkedets Feriefond. i stedet anvendes til andet\nferieformål. Direktøren for Styrelsen for Fastholdelse og Rekruttering kan\nfastsætte regler for og føre tilsyn med anvendelsen af sådanne midler.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. Arbejdsgiveren eller den. der i medfør af § 31 administrerer\nferiegodtgørelsen. skal senest den 15. november efter ferieårets udløb\nafregne beløb omfattet af stk. 1 til Arbejdsmarkedets Ferie-fond eller til et\nandet ferieformål. jf. stk. 2.\u003C\u002Fp>\n\n\u003Cp>Stk. 4. Ved forsinket indbetaling af uhævede feriepenge efter stk. 3 skal\narbejdsgiveren eller den, der i medfør af § 31 administrerer\nferiegodtgørelsen. betale renter heraf med 1,5 pct. pr. påbegyndt måned\nregnet fra forfaldsdagen til Arbejdsmarkedets Feriefond eller til andet\nferieformål. jf. stk. 2.\u003C\u002Fp>\n\n\u003Cp>Ændringer:\u003C\u002Fp>\n\n\u003Cp>Ændret 15 2011 ved 2011-04-15-ÆL.320 (LF 108 10-11). 17 2010 ved\n2010-06-25-ÆL.702 (LF 204 09-\u003C\u002Fp>\n\n\u003Cp>10) og 1\u002F1 2004 ved 2003-12-27-ÆL.1200 (LF 53 03-04), jf. dog\nikrafttrædelsesbestemmelserne.\u003C\u002Fp>\n\n\u003Cp>§ 37. Hvis en lønmodtager arbejder mod vederlag under ferien. kan\ndirektøren for Styrelsen for Fastholdelse og Rekruttering kræve. at den\ndertil svarende feriegodtgørelse. løn under ferie eller fe-rietillæg\nindbetales til Arbejdsmarkedets Feriefond.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Hvis en lønmodtager med urette har fået udbetalt\nferiegodtgørelse. løn under ferie eller ferietillæg efter §§ 34 a eller 34\nb. kan direktøren for Styrelsen for Fastholdelse og Rekruttering kræve, at\nden dertil svarende feriegodtgørelse. løn under ferie eller ferietillæg\nindbetales til Arbejdsmarkedets Feriefond.\u003C\u002Fp>\n\n\u003Cp>Ændringer:\u003C\u002Fp>\n\n\u003Cp>Ændret 17 2010 ved 2010-06-25-ÆL.702 (LF 204 09-10) og 1\u002F1 2004 ved\n2003-12-27-ÆL.1200 (LF 53 03-04), jf. dog ikrafttrædelsesbestemmelserne.\u003C\u002Fp>\n\n\u003Cp>§ 38. Hvis en lønmodtager på grund af særlige forhold er afskåret fra\nat holde ferien inden ferieperi-odens eller ferieårets udløb. udbetales\nferiegodtgørelse. løn under ferie eller ferietillæg til lønmod-tageren.\u003C\u002Fp>\n\n\u003Cp>Ændringer:\u003C\u002Fp>\n\n\u003Cp>Ændret 1\u002F1 2004 ved 2003-12-27-ÆL.1200 (LF 53 03-04). jf. dog\nikrafttrædelsesbestemmelserne.\u003C\u002Fp>\n\n\u003Cp>§ 39. Arbejdsgiveren kan modregne i en lønmodtagers krav på løn under\nferie. ferietillæg eller fe-riegodtgørelse, hvis\u003C\u002Fp>\n\n\u003Cp>1) lønmodtageren har begået et retsstridigt forhold i\nansættelsesforholdet. som har medført et for-faldent modkrav fra\narbejdsgiverens side. hvis arbejdsgiveren kan dokumentere dette modkravs\nstørrelse, og\u003C\u002Fp>\n\n\u003Cp>2) lønmodtageren har erkendt det retsstridige forhold, eller det\nretsstridige forhold er fastslået ved en retsafgørelse.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Hvis arbejdsgiveren har anlagt civilt søgsmål, indledt fagretlig\nbehandling eller anmeldt løn-modtageren til politiet, eller hvis\nlønmodtageren er sigtet for forholdet, kan arbejdsgiveren holde et beløb\nsvarende til modkravet tilbage, til sagen er afgjort.\u003C\u002Fp>\n\n\u003Ch4>Fravigelsesmuligheder og bemyndigelser\u003C\u002Fh4>\n\n\u003Cp>§ 40. Det kan ved kollektiv overenskomst aftales, at ferie omfattet af §\n38, i stedet holdes i det følgende ferieår, jf. dog § 13, stk. 5. Reglerne i\n§ 19, stk. 2-4, og § 30, stk. 4, finder tilsvarende anvendelse.\u003C\u002Fp>\n\n\u003Cp>Ændringer:\u003C\u002Fp>\n\n\u003Cp>Ændret 1\u002F5 2012 ved 2012-04-28-ÆL.377 (LF 114 11-12) og 1\u002F5 2011 ved\n2011-04-15-ÆL.320 (LF 108 10-11).\u003C\u002Fp>\n\n\u003Cp>§ 41. Direktøren for Styrelsen for Fastholdelse og Rekruttering\nfastsætter regler om, hvornår en lønmodtager på grund af særlige forhold\ner afskåret fra at holde ferie, jf.§ 38.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Direktøren for Styrelsen for Fastholdelse og Rekruttering\nfastsætter regler om udbetaling af feriegodtgørelse, løn under ferie eller\nferietillæg, der er omfattet af §§ 36 og 38.\u003C\u002Fp>\n\n\u003Cp>Ændringer:\u003C\u002Fp>\n\n\u003Cp>Ændret 1\u002F5 2011 ved 2011-04-15-ÆL.320 (LF 108 10-11), 1\u002F7 2010 ved\n2010-06-25-ÆL.702 (LF 204 09-10) og 1\u002F1 2004 ved 2003-12-27-ÆL.1200 (LF 53\n03-04), jf. dog ikrafttrædelsesbestemmelserne.\u003C\u002Fp>\n\n\u003Cp>§ 42. Direktøren for Styrelsen for Fastholdelse og Rekruttering\nfastsætter inden den 1. september 2005 og derefter hvert tredje år inden 1.\nseptember, hvor stor en del af de i § 36 nævnte beløb der tilfalder\nstatskassen.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Direktøren for Styrelsen for Fastholdelse og Rekruttering\nfastsætter regler om indbetaling af statskassens andel af de beløb, der er\nnævnt i § 36, herunder om betaling af renter ved forsinket indbetaling.\nDirektøren for Styrelsen for Fastholdelse og Rekruttering fastsætter desuden\nregler om udbetaling af statskassens andel af udbetalinger efter § 41, stk.\n2.\u003C\u002Fp>\n\n\u003Cp>Ændringer:\u003C\u002Fp>\n\n\u003Cp>Ændret 15 2011 ved 2011-04-15-ÆL.320 (LF 108 10-11), 1\u002F7 2010 ved\n2010-06-25-ÆL.702 (LF 204 09-10) og 1\u002F1 2004 ved 2003-12-27-ÆL.1200 (LF 53\n03-04).\u003C\u002Fp>\n\n\u003Cp>§ 42 a. Arbejdsmarkedets Feriefond overfører i alt 40 mio. kr. årligt til\nstatskassen i 2014, 2015 og 2016. Beløbet består af uhævede feriepenge for\nhvert af optjeningsårene 2012, 2013 og 2014 og eventuelt afkast af fondens\nkapital.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Arbejdsmarkedets Feriefond overfører 200 mio. kr. til statskassen i\n2014.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. Arbejdsmarkedets Feriefond skal i videst muligt omfang imødekomme\nansøgninger til ferie-formål for vanskeligt stillede familier og børn.\u003C\u002Fp>\n\n\u003Cp>Stk. 4. Direktøren for Styrelsen for Fastholdelse og Rekruttering\nfastsætter nærmere regler om overførsel af beløb efter stk. 1 og 2 til\nstatskassen.\u003C\u002Fp>\n\n\u003Cp>Ændringer:\u003C\u002Fp>\n\n\u003Cp>Ændret 1\u002F6 2014 ved 2014-05-26-ÆL.512 (LF 159 13-14). Indsat 1\u002F7 2013 ved\n2013-06-28-ÆL.790 (LF 228 12-13), jf. ikrafttrædelsesbestemmelserne.\u003C\u002Fp>\n\n\u003Ch3>Kapitel 7\u003C\u002Fh3>\n\n\u003Ch3>Kontrol med indbetaling af uhævede feriepenge, indhentning og\nvideregivelse af oplysninger, dokumentation og digital kommunikation\u003C\u002Fh3>\n\n\u003Cp>§ 43. FerieKonto og direktøren for Styrelsen for Fastholdelse og\nRekruttering kan indhente oplys-ninger til brug for administrationen af denne\nlov fra lønmodtagere og arbejdsgivere og disses orga-nisationer, andre\noffentlige myndigheder, arbejdsløshedskasser, Lønmodtagernes Garantifond,\nArbejdsmarkedets Tillægspension, den, der administrerer beløb omfattet af §\n36, stk. 2, og Arbejdsmarkedets Feriefond, herunder i elektronisk form,\u003C\u002Fp>\n\n\u003Cp>1) om, hvilke personer der har været ansat hos en arbejdsgiver,\u003C\u002Fp>\n\n\u003Cp>2) om, hos hvilke arbejdsgivere en person har været ansat,\u003C\u002Fp>\n\n\u003Cp>3) om, i hvilke perioder en person har holdt ferie,\u003C\u002Fp>\n\n\u003Cp>4) om, hvornår en person er ophørt hos en arbejdsgiver,\u003C\u002Fp>\n\n\u003Cp>5) om, i hvilken periode og i hvilket omfang en person har været\nbeskæftiget,\u003C\u002Fp>\n\n\u003Cp>6) om, hvilken løn der er udbetalt til en person,\u003C\u002Fp>\n\n\u003Cp>7) om, hvilke offentlige ydelser der er udbetalt til en person,\u003C\u002Fp>\n\n\u003Cp>8) om feriegodtgørelse, der ikke er hævet, eller løn under ferie eller\nferietillæg, der ikke er udbetalt, herunder udbetalinger efter §§ 34 a eller\n34 b,\u003C\u002Fp>\n\n\u003Cp>9) om meddelelser af betydning for opkrævning og kontrol med indbetaling\ntil FerieKonto,\u003C\u002Fp>\n\n\u003Cp>10) om meddelelser af betydning for kontrol med udbetaling af\nferiegodtgørelse, løn under ferie og ferietillæg, jf. §§ 34 a eller 34 b,\nherunder personers skriftlige erklæringer, og\u003C\u002Fp>\n\n\u003Cp>11) om regnskabsoplysninger m.v. af betydning for kontrol med den, der\nadministrerer beløb omfattet af § 36, stk. 2.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Oplysningerne efter stk. 1 kan desuden bruges med henblik på\nfastsættelse af statskassens andel af beløbene efter § 36 og med henblik på\nregistersamkøring i kontroløjemed.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. Direktøren for Styrelsen for Fastholdelse og Rekruttering\nfastsætter regler om indhentning og opbevaring af oplysninger efter denne\nbestemmelse, herunder om terminaladgang til oplysninger i indkomstregisteret,\njf. §_7 i lov om et indkomstregister.\u003C\u002Fp>\n\n\u003Cp>Stk. 4. Direktøren for Styrelsen for Fastholdelse og Rekruttering kan til\nbrug for administrationen af denne lov få terminaladgang til oplysninger i\nindkomstregisteret, jf. lov om et indkomstregister § 7.\u003C\u002Fp>\n\n\u003Cp>Stk. 5. Stk. 4 omfatter alle oplysninger om indkomst, løn- og\nansættelsesperiode og ferie m.v. til brug for opkrævnings-, indbetalings-,\nudbetalings- og kontrolopgaver, herunder oplysninger om identiteten af\nhenholdsvis arbejdsgiver og lønmodtager. Der kan ske samkøring og\nsammenstilling af oplysninger for at kontrollere, at indberetning og\nindbetaling af feriegodtgørelse fra arbejdsgiverne samt udbetaling af\nferiegodtgørelse til lønmodtagerne sker i henhold til loven og regler, der er\nudstedt i medfør af loven.\u003C\u002Fp>\n\n\u003Cp>Ændringer:\u003C\u002Fp>\n\n\u003Cp>Ændret 1\u002F5 2012 ved 2012-04-28-ÆL.377 (LF 114 11-12). Ændret sammen med\nkapiteloverskrift 1\u002F5 2011 ved 2011 -04-15-ÆL.320 (LF 108 10-11), 1\u002F7 2010 ved\n2010-06-25-ÆL.702 (LF 204 09-10), 1\u002F6 2006 ved 2006-05-08-ÆL.404 (LF 120\n05-06) og 1\u002F1 2004 ved 2003-12-27-ÆL.1200 (LF 53 03-04).\u003C\u002Fp>\n\n\u003Cp>§ 43 a. Direktøren for Styrelsen for Fastholdelse og Rekruttering kan\nfastsætte regler om mulighe-den for digital kommunikation mellem\nlønmodtagere, arbejdsgivere, dem, der i medfør af § 31 administrerer\nferiegodtgørelse, FerieKonto, Arbejdsmarkedets Feriefond, dem, der\nadministrerer beløb omfattet af § 36, stk. 2, Styrelsen for Fastholdelse og\nRekruttering og Ankestyrelsens Beskæftigelsesudvalg.\u003C\u002Fp>\n\n\u003Cp>Ændringer:\u003C\u002Fp>\n\n\u003Cp>Ændret 15 2011 ved 2011-04-15-ÆL.320 (LF 108 10-11), 17 2010 ved\n2010-06-25-ÆL.702 (LF 204 09-10) og 18 2009 ved 2009-06-12-ÆL.482 (LF 184\n08-09), jf. ikrafttrædelsesbestemmelserne. Indsat 1\u002F1 2005 ved\n2003-12-27-ÆL.1200 (LF 53 03-04).\u003C\u002Fp>\n\n\u003Cp>§ 43 b. Arbejdsmarkedets Feriefond pålægger årligt op til 150\ntilfældigt udvalgte virksomheder, som afregner uhævet feriegodtgørelse,\nferie med løn og ferietillæg til fonden, indenfor en rimelig frist at\nindsende revisorerklæring eller dokumentation for korrekt afregning til\nfonden.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Sædvanlige udgifter til revisorerklæring efter stk. 1 afholdes af\nArbejdsmarkedets Feriefond.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. Virksomheder, som afregner uhævet feriegodtgørelse, løn under\nferie og ferietillæg til en privat feriefond, jf. § 36, stk. 2, skal årligt\nindsende revisorerklæring for korrekt afregning til fonden. Ved indsendelse af\nrevisorerklæring anvendes en blanket, som direktøren for Styrelsen for\nFastholdelse og Rekruttering har udfærdiget.\u003C\u002Fp>\n\n\u003Cp>Ændringer:\u003C\u002Fp>\n\n\u003Cp>Indsat 1\u002F5 2011 ved 2011-04-15-ÆL.320 (LF 108 10-11), jf. dog\nikrafttrædelsesbestemmelserne.\u003C\u002Fp>\n\n\u003Cp>§ 43 c. FerieKonto kan til brug for administration og kontrol elektronisk\nvideregive oplysninger til anerkendte arbejdsløshedskasser, Udbetaling Danmark\nog kommunale og statslige myndigheder om optjente feriedage, optjent\nferiegodtgørelse, tidspunktet for afholdelsen af ferie samt udbetalin-ger af\nferiepenge.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Direktøren for Styrelsen for Fastholdelse og Rekruttering kan\nfastsætte regler om videregi-velse af oplysninger efter stk. 1, herunder om\nvideregivelse af oplysninger i elektronisk form.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. Direktøren for Styrelsen for Arbejdsmarked og Rekruttering kan\nfastsætte regler om arbejds-løshedskassernes, Udbetaling Danmarks samt\nkommunale og statslige myndigheders betaling for:\u003C\u002Fp>\n\n\u003Cp>1) Feriekontos udviklingsomkostninger til it-systemer, der kan videregive\noplysninger efter stk. 1.\u003C\u002Fp>\n\n\u003Cp>2) Adgang til oplysninger fra Feriekonto efter stk. 1, herunder drifts- og\nvedligeholdelsesomkostninger til it-systemer.\u003C\u002Fp>\n\n\u003Cp>Ændringer:\u003C\u002Fp>\n\n\u003Cp>Ændret 17 2014 ved 2014-06-25-ÆL.720 (LF 194 13-14), 1\u002F10 2012 ved\n2012-04-11-ÆL.326 (LF 87 11-\u003C\u002Fp>\n\n\u003Cp>12). Indsat 1\u002F5 2011 ved 2011-04-15-ÆL.320 (LF 108 10-11), jf. dog\nikrafttrædelsesbestemmelserne.\u003C\u002Fp>\n\n\u003Cp>§ 43 d. FerieKonto kan i indkomstregisteret indhente oplysninger om\nferiegodtgørelse. I de tilfælde, hvor § 27 a og § 29, stk. 2, jf. § 30 a,\ner fraveget, kan direktøren for Styrelsen for Fastholdelse og Rekruttering\nfastsætte regler om, at oplysninger vedrørende feriegodtgørelse løbende\nskal indberet-tes til FerieKonto.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. FerieKonto kan for den enkelte lønmodtager elektronisk vise\noplysninger om feriegodtgørel-se og behandle anmodning om udbetaling.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. For de arbejdsgivere, der ikke indbetaler feriegodtgørelse til\nFerieKonto, kan direktøren for Styrelsen for Fastholdelse og Rekruttering\nfastsætte regler om arbejdsgivernes betaling for Ferie-Kontos administration\nefter stk. 1 og 2.\u003C\u002Fp>\n\n\u003Cp>Ændringer:\u003C\u002Fp>\n\n\u003Cp>Indsat 1\u002F5 2012 ved 2012-04-28-ÆL.377 (LF 114 11-12).\u003C\u002Fp>\n\n\u003Ch3>Kapitel 8\u003C\u002Fh3>\n\n\u003Ch3>Kompetence og klageadgang\u003C\u002Fh3>\n\n\u003Cp>§ 44. Direktøren for Styrelsen for Fastholdelse og Rekruttering træffer\nafgørelse i tvister mellem en lønmodtager og en arbejdsgiver om ret til\nferie, feriegodtgørelse og ferie med løn eller ferietillæg, medmindre\nforholdet er reguleret ved kollektiv overenskomst.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Direktøren for Styrelsen for Fastholdelse og Rekruttering kan\nafvise at træffe afgørelse i tvister,\u003C\u002Fp>\n\n\u003Cp>1) som er ressourcekrævende eller kræver egentlig bevisførelse,\u003C\u002Fp>\n\n\u003Cp>2) hvor feriepengekravet kun er en del af en større helhed, eller\u003C\u002Fp>\n\n\u003Cp>3) som er genstand for forligsforhandling mellem parterne.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. Afgørelser efter stk. 4-10 skal, uanset om forholdet er reguleret\nved kollektiv overenskomst, jf. stk. 1 og §4, stk. 3, træffes af direktøren\nfor Styrelsen for Fastholdelse og Rekruttering.\u003C\u002Fp>\n\n\u003Cp>Stk. 4. Direktøren for Styrelsen for Fastholdelse og Rekruttering træffer\npå foranledning af en anden offentlig myndighed eller anerkendt\narbejdsløshedskasse, eller hvis særlige hensyn tilsiger det, afgørelse om en\nlønmodtagers ret til ferie efter § 7.\u003C\u002Fp>\n\n\u003Cp>Stk. 5. Direktøren for Styrelsen for Fastholdelse og Rekruttering træffer\nafgørelse om, hvorvidt en lønmodtager, der er forhindret i at holde ferie,\njf. § 38, kan få udbetalt feriegodtgørelse, ferie med løn eller\nferietillæg, når beløbet er tilfaldet Arbejdsmarkedets Feriefond eller til\net andet ferieformål, jf. §36, stk. 2.\u003C\u002Fp>\n\n\u003Cp>Stk. 6. Direktøren for Styrelsen for Fastholdelse og Rekruttering træffer\nafgørelse i tvister om betaling af morarenter, jf. § 28, stk. 2, § 36, stk.\n4, og § 42, stk. 2.\u003C\u002Fp>\n\n\u003Cp>Stk. 7. Direktøren for Styrelsen for Fastholdelse og Rekruttering træffer\nafgørelse i tvister om foræl-delse efter § 35 og indbetaling af beløb, der\ni medfør af § 36 tilfalder statskassen eller Arbejdsmarkedets Feriefond eller\net andet ferieformål, jf. § 36, stk. 2.\u003C\u002Fp>\n\n\u003Cp>Stk. 8. Direktøren for Styrelsen for Fastholdelse og Rekruttering træffer\nafgørelse om udbetaling af beløb efter § 34 b, stk. 3, eller beløb, der i\nmedfør af § 36 er tilfaldet statskassen eller Arbejdsmarkedets Feriefond\neller et andet ferieformål, jf. § 36, stk. 2. Arbejdsmarkedets Feriefond\neller en privat feriefond, jf. § 36, stk. 2, kan dog udbetale uhævede\nferiepenge, hvis ferien er holdt i ferieåret, jf. dog § 35, stk. 1. Fonden\nskal tilbageføre feriepenge til en arbejdsgiver, hvis arbejdsgiveren godtgør,\nat feriepengene er indbetalt til fonden ved en fejl. Ved tvister mellem fonden\nog lønmodtageren eller fonden og arbejdsgiveren træffer direktøren for\nStyrelsen for Fastholdelse og Rekruttering afgørelse om udbetalingen.\u003C\u002Fp>\n\n\u003Cp>Stk. 9. Direktøren for Styrelsen for Fastholdelse og Rekruttering træffer\nafgørelse om indbetaling af feriegodtgørelse, løn under ferie eller\nferietillæg til Arbejdsmarkedets Feriefond, jf. § 37.\u003C\u002Fp>\n\n\u003Cp>Stk. 10. Direktøren for Styrelsen for Fastholdelse og Rekruttering kan\ntræffe afgørelse om administrationen af de beløb, der anvendes til andet\nferieformål, jf. § 36, stk. 2, samt om afregning af disse beløb til\nArbejdsmarkedets Feriefond i de tilfælde, hvor direktøren for Styrelsen for\nFastholdelse og Rekruttering ikke kan føre betryggende kontrol med, at\nferiefondens midler anvendes i overensstemmelse med formålet.\u003C\u002Fp>\n\n\u003Cp>Stk. 11. Direktøren for Styrelsen for Fastholdelse og Rekruttering kan\ndelegere afgørelseskompetence, som tilkommer direktøren efter stk. 1-10, til\nFerieKonto. Direktøren for Styrelsen for Fastholdelse og Rekruttering kan\nogså delegere andre opgaver som f.eks. tilsyn med andre feriefonde end\nArbejdsmarkedets Feriefond og administration af den dansk-tyske ferieaftale til\nFerieKonto.\u003C\u002Fp>\n\n\u003Cp>Ændringer:\u003C\u002Fp>\n\n\u003Cp>Ændret 1\u002F5 2012 ved 2012-04-28-ÆL.377 (LF 114 11-12), 1\u002F5 2011 ved\n2011-04-15-ÆL.320 (LF 108 10-11), 1\u002F7 2010 ved 2010-06-25-ÆL.702 (LF 204\n09-10) og 1\u002F1 2004 ved 2003-12-27-ÆL.1200 (LF 53 03-4), jf. dog\nikrafttrædelsesbestemmelserne.\u003C\u002Fp>\n\n\u003Cp>§ 45. Direktøren for Styrelsen for Fastholdelse og Rekrutterings\nafgørelser og FerieKontos afgørel-ser, der er truffet i medfør af § 44,\nstk. 11, kan af den, afgørelsen vedrører, indbringes for Ankestyrelsens\nBeskæftigelsesudvalg, inden 4 uger efter at sagens parter har fået meddelelse\nom afgørelsen. Afgørelser truffet efter § 44, stk. 10, kan dog ikke\nindbringes for anden administrativ myndighed.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Klagen sendes til den myndighed, som har truffet afgørelsen, og som\nvurderer sagen på ny. Fastholder myndigheden sin afgørelse helt eller delvis,\nsendes sagen til Ankestyrelsens Beskæfti-gelsesudvalg, og sagens parter\nunderrettes samtidig herom. Beskæftigelsesudvalgets afgørelser kan ikke\nindbringes for anden administrativ myndighed.\u003C\u002Fp>\n\n\u003Cp>Ændringer:\u003C\u002Fp>\n\n\u003Cp>Ændret 1\u002F5 2011 ved 2011-04-15-ÆL.320 (LF 108 10-11), 1\u002F7 2010 ved\n2010-06-25-ÆL.702 (LF 204 09-10) og 1\u002F8 2009 ved 2009-06-12-ÆL.482 (LF 184\n08-09), jf. ikrafttrædelsesbestemmelserne.\u003C\u002Fp>\n\n\u003Ch3>Kapitel 9\u003C\u002Fh3>\n\n\u003Ch3>Arbejdsmarkedets Feriefond\u003C\u002Fh3>\n\n\u003Cp>§ 46. Arbejdsmarkedets Feriefond er en selvejende institution.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Fondens midler består af renter og andet afkast af kapitalen samt\nbeløb, som i medfør af loven tilfalder fonden.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. Fondens midler anvendes til ferieformål til lønmodtagere, herunder\nsærligt gennem støtte til institutioner eller organisationer, der\ntilvejebringer feriemuligheder for lønmodtagere.\u003C\u002Fp>\n\n\u003Cp>Stk. 4. Beskæftigelsesministeren udpeger fondens bestyrelse, herunder\nformanden. Bestyrelsen udpeges for 3 år ad gangen.\u003C\u002Fp>\n\n\u003Cp>Stk. 5. Den kapital, som fonden rådede over pr. 1. juli 1974, skal forblive\nurørt. Beskæftigelsesmini-steren kan dog under særlige omstændigheder\ngodkende, at Arbejdsmarkedets Feriefond bruger denne kapital til opfyldelse af\nfondens formål, jf. stk. 3, og til opfyldelse af fondens lovmæssige\nforpligtelser.\u003C\u002Fp>\n\n\u003Cp>Stk. 6. Fondens regnskab skal revideres af mindst 2 revisorer, hvoraf mindst\nén skal være statsau-toriseret revisor. Bestyrelsen udnævner revisorerne for\n3 år ad gangen, men kan til enhver tid træk-ke udnævnelsen tilbage.\u003C\u002Fp>\n\n\u003Cp>Stk. 7. Det reviderede årsregnskab indsendes efter godkendelse af\nbestyrelsen til beskæftigelses-ministeren.\u003C\u002Fp>\n\n\u003Cp>Stk. 8. Beskæftigelsesministeren fastsætter vedtægter for fonden.\u003C\u002Fp>\n\n\u003Cp>Ændringer:\u003C\u002Fp>\n\n\u003Cp>Ændret 1\u002F6 2014 ved 2014-05-26-ÆL.512 (LF 159 13-14).\u003C\u002Fp>\n\n\u003Ch3>Kapitel 10\u003C\u002Fh3>\n\n\u003Ch3>Straffebestemmelser\u003C\u002Fh3>\n\n\u003Cp>§ 47. Med bøde straffes den arbejdsgiver, der trods påkrav uden rimelig\ngrund undlader at betale skyldig feriegodtgørelse eller løn under ferie og\nferietillæg.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Der kan pålægges selskaber m.v. (juridiske personer) strafansvar\nefter reglerne i straffelovens 5. kapitel.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. Med bøde straffes den, der ikke efterkommer et pålæg efter § 43\nb, stk. 1.\u003C\u002Fp>\n\n\u003Cp>Stk. 4. Der kan fastsættes bødestraf for overtrædelse af forskrifter\nudstedt i henhold til denne lov.\u003C\u002Fp>\n\n\u003Cp>Ændringer:\u003C\u002Fp>\n\n\u003Cp>Ændret 15 2011 ved 2011-04-15-ÆL.320 (LF 108 10-11), jf. dog\nikrafttrædelsesbestemmelserne.\u003C\u002Fp>\n\n\u003Ch3>Kapitel 11\u003C\u002Fh3>\n\n\u003Ch3>Ikrafttrædelses- og overgangsbestemmelser\u003C\u002Fh3>\n\n\u003Cp>§ 48. Loven træder i kraft den 1. januar 2001. § 45, stk. 3, træder dog\ni kraft den 1. oktober 2000.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. § 45, stk. 1 og 2, har virkning for afgørelser truffet af\ndirektøren for Styrelsen for Fastholdelse og Rekruttering efter den 31.\ndecember 2000.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. Bestemmelserne i § 12, § 14, § 17, stk. 2, § 19, § 20, stk. 1,\n§ 21, stk. 1, og § 23, stk. 4, har virkning for ferie, der er optjent efter\nden 31. december 2000.\u003C\u002Fp>\n\n\u003Cp>Stk. 4. Bestemmelsen i § 8 har virkning for ferie, der holdes den 1. maj\n2002 eller senere. Bestemmelsen i § 9 har virkning for uddannelsesaftaler, der\nindgås den 1. maj 2002 eller senere.\u003C\u002Fp>\n\n\u003Cp>Stk. 5. Ret til betalt ferie på baggrund af uddannelsesaftaler indgået\nfør 1. maj 2002, jf. §_7 i lov om ferie, jf. lovbekendtgørelse nr. 538 af\n25. juni 1999, bibeholdes, idet dog antallet af tilgodehavende feriedage\nomregnes forholdsmæssigt fra en 6-dages-uge til en 5-dages-uge.\u003C\u002Fp>\n\n\u003Cp>§ 49.\u003C\u002Fp>\n\n\u003Cp>Lov om ferie, jf. lovbekendtgørelse nr. 538 af 25. juni 1999, ophæves den\n1. januar 2001, jf. dog stk. 2.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Bestemmelserne i §_8, stk. 1, § 9, stk. 1-4, og § 17 b ophæves\ndog først den 30. april 2002 og finder anvendelse for ferie optjent før den\n1. januar 2001. Bestemmelserne i § 6 a og §_7 ophæves den 30. april 2002.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. Bekendtgørelser udstedt i medfør af lov om ferie, jf.\nlovbekendtgørelse nr. 538 af 25. juni 1999, forbliver i kraft, indtil de\nændres eller ophæves af bekendtgørelse udstedt i medfør af denne lov.\u003C\u002Fp>\n\n\u003Cp>Stk. 4. Tvister, der vedrører ferie optjent før den 1. januar 2001,\nafgøres efter de hidtidige regler.\u003C\u002Fp>\n\n\u003Cp>§ 50. Loven gælder ikke for Færøerne og Grønland.\u003C\u002Fp>\n\n\u003Ch4>Diverse ikrafttrædelsesbestemmelser\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>2013-06-28-ÆL.790 (LF 228 12-13) indeholder følgende\nbestemmelser:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>§ 5. Stk. 1. Loven træder i kraft den 1. juli 2013.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Personer, der inden lovens ikrafttræden har fået bevilget en\nuddannelse efter de hidtidige regler om 6 ugers selvvalgt uddannelse i § 26 a\ni lov om en aktiv beskæftigelsesindsats, kan påbegynde og færdiggøre\nuddannelsesforløbet efter de hidtidige regler.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. Lovforslaget kan stadfæstes straks efter vedtagelsen.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2012-04-28-ÆL.377 (LF 114 11-12) indeholder følgende bestemmelser:\n\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>§ 4. Stk. 1. Uanset § 14, stk. 2, nr. 4, i lov om kommunal udligning og\ngenerelle tilskud til kommuner indgår de kommunale merudgifter for kommunerne\nsom arbejdsgivere, der følger af lovens § 1, nr. 4 (ændringen til § 13),\nikke i fastsættelsen af statens årlige tilskud til kommunerne.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Uanset § 3, stk. 2, nr. 4, i lov om regionernes finansiering\nindgår de regionale merudgifter for regionerne som arbejdsgivere, der følger\naf lovens § 1, nr. 4 (ændringen til § 13), ikke i fastsættel-sen af statens\nårlige tilskud til regionerne.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2011-04-15-ÆL.320 (LF 108 10-11) indeholder følgende bestemmelser:\n\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>§ 4. Stk. 1. Loven træder i kraft den 1. maj 2011.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. § 1, nr. 2 og 3 (ændringerne til § 16), finder alene anvendelse\nfor fritstillinger, der meddeles efter den 1. maj 2011.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. § 1, nr. 4 og 6 (ændringer til § 19), finder anvendelse på\naftaler vedrørende optjeningsåret 2010 og frem.\u003C\u002Fp>\n\n\u003Cp>Stk. 4. § 1, nr. 5 (ændring til § 19), finder anvendelse på aftaler\nvedrørende optjeningsåret 2009 og frem.\u003C\u002Fp>\n\n\u003Cp>Stk. 5. § 1, nr. 25 (affattelsen af § 35), finder anvendelse for\noptjeningsåret 2009 og frem.\u003C\u002Fp>\n\n\u003Cp>Stk. 6. § 1, nr. 31 og 35 (indsættelsen af §§ 43 b og 43 c samt\nændringen til § 47), finder anvendelse for kontrol af feriepenge, der\nvedrører optjeningsåret 2010 og frem.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2010-06-25-ÆL.702 (LF 204 09-10) indeholder følgende\nbestemmelser:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>§ 4. Stk. 3. Ferielovens § 30, stk. 6, som affattet ved denne lovs § 1,\nnr. 3, finder ikke anvendelse for lønmodtagere, som før den 1. juli 2010\nopfyldte betingelserne for udbetaling efter ferielovens § 30, stk. 1.\nLønmodtagere omfattet af 1. pkt. skal have anmodet arbejdsgiveren, Feriekonto\neller den, der i medfør af ferielovens § 36, stk. 3, administrerer\nferiegodtgørelsen, om udbetaling af ferie-pengene efter ferielovens § 30,\nstk. 1, senest den 1. januar 2011, jf. dog ferielovens § 41, stk. 2, el-lers\nfortabes retten til udbetaling efter ferielovens § 30, stk. 1.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2009-06-12-ÆL.482 (LF 184 08-09) indeholder følgende\nbestemmelser:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>§ 14 Loven træder i kraft den 1. august 2009.\u003C\u002Fp>\n\n\u003Cp>§ 15. Alle sager, der verserer ved Arbejdsmarkedets Ankenævn, og hvori der\nikke pr. 31. juli 2009 er truffet endelig administrativ afgørelse, overføres\npr. 1. august 2009 til Ankestyrelsens Beskæftigelsesudvalg.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2007-10-24-ÆL.1235 (LF 2 07-08) indeholder følgende\nbestemmelser:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>§ 14. Loven træder i kraft dagen efter bekendtgørelsen i Lovtidende\n(trådt i kraft 26\u002F10 2007, Schultz, red.) og finder anvendelse fra og med\nindkomståret 2008.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2005-06-06-ÆL.428 (LF 111 04-05) indeholder følgende\nbestemmelser:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>§ 125.\u003C\u002Fp>\n\n\u003Cp>Loven træder i kraft dagen efter bekendtgørelsen i Lovtidende (trådt i\nkraft 8\u002F6 2005, Schultz, red.).\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Loven har virkning fra den 1. november 2005.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. Følgende bekendtgørelser ophæves med virkning fra den 1. november\n2005:\u003C\u002Fp>\n\n\u003Cp>1) Bekendtgørelse nr. 654 af 26. juni 2000 om indkomstgrundlaget i en\nrække love.\u003C\u002Fp>\n\n\u003Cp>2) Bekendtgørelse nr. 520 af 25. juni 2002 om myndighedsinddeling og\nsagsudlægning.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2003-12-27-ÆL.1200 (LF 53 03-04) indeholder følgende\nbestemmelser:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>§ 2. Loven træder i kraft den 1. januar 2004. § 1, nr. 19, (indsættelsen\naf § 43 a) træder dog først i kraft den 1. januar 2005. § 1, nr. 5, 6, 7,\n8, 10, 12, 13 og 24, (indsættelsen af §§ 34 a - 34 c samt ændringerne til\n§ 35, stk. 1 og stk. 2, § 36, stk. 2, § 37, stk. 2, § 38, stk. 2, § 41,\nstk. 2 og § 44, stk. 4) har virkning for ferie, som er optjent efter den 31.\ndecember 2001.\u003C\u002Fp>\n\n\u003Cp>Stk. 2. Ferie, der er overført efter § 19, stk. 5, ved aftale indgået\nfør den 1. januar 2004, afholdes efter de hidtidige regler herom.\u003C\u002Fp>\n\n\u003Cp>Stk. 3. Af de forældede og uhævede feriepenge, jf. lovens § 36, stk. 1 og\n2, som vedrører optjeningsåret 2002, tilfalder 74 pct. statskassen og 26 pct.\nArbejdsmarkedets Feriefond. Såfremt der er givet tilladelse efter lovens §\n36, stk. 3, til at anvende uhævede feriepenge til andet formål, tilfalder de\n26 pct. dette andet formål i stedet for Arbejdsmarkedets Feriefond.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2002-03-20-ÆL.133 (LF 67 01-02) indeholder følgende\nbestemmelser:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>§ 2. Loven træder i kraft dagen efter bekendtgørelsen i Lovtidende.\n(Trådt i kraft 22\u002F3 2002, Schultz, red.). Lovforslaget kan stadfæstes straks\nefter vedtagelsen.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Følgende ændringer er indarbejdet:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Lov nr. 720 af 25. juni 2014 (LF 194 13-14),\u003C\u002Fp>\n\n\u003Cp>Lov nr. 512 af 26. maj 2014 (LF 159 13-14)\u003C\u002Fp>\n\n\u003Cp>Bek. nr. 1327 af 28. november 2013 og\u003C\u002Fp>\n\n\u003Cp>Lov nr. 790 af 28. juni 2013 (LF 228 12-13).\u003C\u002Fp>\n\n\u003Ch2>Bilag 2\u003C\u002Fh2>\n\n\u003Cp>TEKNIQ udsender ikke feriekort.\u003C\u002Fp>\n\n\u003Cp>Virksomheden udsteder feriekort via Arbejdsgivernes Centrale Ferieregister\n(ACF)\u003C\u002Fp>\n\n\u003Ch2>Bilag 3\u003C\u002Fh2>\n\n\u003Ch2>Arbejdsmarkedspension\u003C\u002Fh2>\n\n\u003Ch4>Formål\u003C\u002Fh4>\n\n\u003Cp>Pensionsordningens formål er at sikre medlemmet og dettes eventuelle\nefterladte i tilfælde af medlemmets død, invaliditet eller\nalderspensionering.\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om, at pensionsordningen er en del af\nVVS-overenskomsten.\u003C\u002Fp>\n\n\u003Ch4>Pension\u003C\u002Fh4>\n\n\u003Cp>Ansatte beskæftiget i henhold til VVS-overenskomsten er omfattet af den\narbejdsmarkedspensionsordning, der er etableret i PensionDanmark, i henhold til\nprotokollat af 17. januar 1992.\u003C\u002Fp>\n\n\u003Cp>Den fælles pensionsordning er etableret med virkning fra 1. januar 1993 for\nbygge-og anlægsbranchens lønmodtagere.\u003C\u002Fp>\n\n\u003Ch4>Alders- og anciennitetskrav\u003C\u002Fh4>\n\n\u003Cp>Arbejdsgiveren skal indbetale pensionsbidrag for lønmodtagere, der er fyldt\n20 år, og som i mindst 6 måneder har arbejdet under en overenskomst mellem\noven-nævnte arbejdsgiverforeninger og fagforbund. For faglærte over 20 år\nmedregnes læretiden dog i den anciennitetsgivende beskæftigelse.\u003C\u002Fp>\n\n\u003Cp>Såfremt lønmodtageren er optaget i denne pensionsordning eller i en\ntilsvarende overenskomstaftalt arbejdsmarkedspensionsordning i et tidligere\nansættelsesfor-hold, er lønmodtageren fra første ansættelsesdag berettiget\ntil pensionsbidrag.\u003C\u002Fp>\n\n\u003Ch4>Lærlinge\u003C\u002Fh4>\n\n\u003Cp>Lærlinge er ikke omfattet af pensionsordningen.\u003C\u002Fp>\n\n\u003Cp>Lønmodtagere, der påbegynder en erhvervsuddannelse inden for\npensionsordnin-gens område efter at være blevet omfattet af\npensionsordningen, fortsætter med at være omfattet af ordningen under\nuddannelsesperioden. Lærlinge, der påbegynder en erhvervsuddannelse inden for\nbranchen efter det fyldte 20. år, og som ikke har tilstrækkelig anciennitet,\nvil blive omfattet af pensionsordningen, når 6 måneders anciennitet er\nopnået.\u003C\u002Fp>\n\n\u003Ch4>Registrering og dokumentation\u003C\u002Fh4>\n\n\u003Cp>Arbejdsgiveren skal registrere, hvornår den ansatte lønmodtager har været\nansat i virksomheden i mere end 6 måneder. Med virkning fra 1.\nlønningsperiode herefter indbetales det overenskomstfastsatte pensionsbidrag\nfor den pågældende.\u003C\u002Fp>\n\n\u003Cp>Lønmodtageren skal om nødvendigt dokumentere ansættelse inden for\nbranchen eller tidligere ansættelse i en stilling omfattet af denne eller\nandre pensionsordnin-ger. Dokumentationen kan have form af lønsedler eller\nerklæringer fra den tidligere arbejdsgiver og skal vedrøre\nansættelsesforhold inden for de seneste 5 år.\u003C\u002Fp>\n\n\u003Cp>Såfremt lønmodtageren kan fremlægge sådan dokumentation, skal\narbejdsgiveren indbetale det overenskomstfastsatte pensionsbidrag for den\npågældende med virkning fra ansættelsestidspunktet eller senest, når de 6\nmåneders brancheanci-ennitet er optjent.\u003C\u002Fp>\n\n\u003Ch4>Pensionsbidrag\u003C\u002Fh4>\n\n\u003Cp>Pensionsbidraget er fastsat som en procentdel af den A-skattepligtige\nlønindkomst. Bidragets størrelse fremgår af overenskomstens Punkt 4, stk.\n1.\u003C\u002Fp>\n\n\u003Cp>Arbejdsgiveren skal tilbageholde lønmodtagerens eget bidrag og indbetale\ndet samlede pensionsbidrag til PensionDanmark én gang hver måned, senest den\n10. i efterfølgende måned.\u003C\u002Fp>\n\n\u003Cp>Den enkelte har mulighed for at forhøje eget pensionsbidrag.\u003C\u002Fp>\n\n\u003Ch2>Bilag 4\u003C\u002Fh2>\n\n\u003Ch2>Protokollat vedr. arbejdsmiljøudvalg\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>Der er mellem organisationerne enighed om, at arbejdsmiljøet er et vigtigt\nelement i forbindelse med det daglige arbejde. For at sikre de ansattes\nsikkerhed og sund-hed er en overholdelse af de til enhver tid gældende regler\ninden for arbejdsmiljø-området en nødvendighed. Ligeledes er agtpågivenhed\nog opmærksomhed om-kring såvel de fysiske som psykiske arbejdsforhold, der\nfremover vil kunne medvir-ke til en forbedring af niveauet i enten virksomheden\neller branchen, af stor betyd-ning.\u003C\u002Fp>\n\n\u003Cp>Organisationerne er derfor enige om at tilskynde såvel medarbejdere som\nvirk-somhedens ledelse til at indgå i et konstruktivt samarbejde med det\nformål at sikre en sikkerheds- og sundhedsmæssig høj standard.\u003C\u002Fp>\n\n\u003Cp>Organisationerne er samtidig enige om, at det fortsat er virksomhedens\nledelse, der i henhold til gældende regler er ansvarlig for, at den enkelte\nmedarbejder får mulighed for at udføre arbejdet i overensstemmelse hermed.\nArbejdsgiveren skal således stille de fornødne sikkerhedsforanstaltninger til\nrådighed samt på fornøden vis instruere den ansatte i arbejdets\nudførelse.\u003C\u002Fp>\n\n\u003Cp>Organisationerne er endvidere enige om, at medarbejderne har pligt til at\nmedvirke til, at arbejdsforholdene er sikkerheds- og sundhedsmæssigt\nforsvarlige inden for deres arbejdsområde. Såfremt en medarbejder på trods\naf virksomhedens instruk-tion og tilstedeværelse af det nødvendige\nsikkerhedsudstyr alligevel tilsidesætter klare og velkendte\narbejdsmiljøregler, skal dette betragtes som et alvorligt brud på\nansættelsesforholdet, der i givet fald kan medføre ansættelsesretlige\nkonsekven-ser.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>For at fremme en god udvikling på området, nedsætter organisationerne et\nar-bejdsmiljøudvalg, som er paritetisk sammensat.\u003C\u002Fp>\n\n\u003Cp>Arbejdsmiljøudvalgets primære opgave er at medvirke til at nedbringe\nantallet af arbejdsskader, arbejdsbetingede lidelser og sygedage.\u003C\u002Fp>\n\n\u003Cp>Såfremt en af organisationerne gennem kreds\u002Fafdeling\u002Farbejdsgiver får\nindberettet et arbejdsmiljøproblem, der ikke har kunnet løses lokalt, kan\norganisationernes arbejdsmiljøudvalg indkaldes for løsning af problemet.\nUdvalgets løsningsmodel skal følges af parterne. Hvis dette ikke sker, kan\nsagen forfølges fagretligt eller på anden vis. Hvis der under behandlingen af\nen sag i Arbejdsmiljøudvalget samtidig ret-tes henvendelse til\nArbejdstilsynet, kan udvalget vælge at afslutte sagen.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetytraining\">\u003Cp>Arbejdsmiljøudvalget har desuden en vigtig opgave med at informere om et\ngodt arbejdsmiljø. Blandt andet ved information i fagblade, pjecer eller ved\nat holde informationsmøder. Ved at anvise virksomhedens ledelse og\nrepræsentanter for de ansatte uddannelse i arbejdsmiljøspørgsmål, der\nrækker udover den lovpligtige arbejdsmiljøuddannelse. Ved at sætte fokus på\nny teknologi, produktudvikling og en anderledes organisering af arbejdet, der\nforbedrer arbejdsmiljøet. Ved at have et tæt samarbejde med de\nuddannelsessteder, som udbyder efteruddannelse inden for VVS-området samt\nuddannelsesstederne, som udbyder fagets lærlingeuddannelse.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Arbejdsmiljøudvalget skal også arbejde for, at en regulering af\narbejdsmiljøet inden for branchen tilpasses sådan, at det er praktisk\nhåndterbart for virksomhederne og de ansatte.\u003C\u002Fp>\n\n\u003Cp>Udgifterne til at gennemføre de forskellige aktiviteter finansieres så\nvidt muligt helt eller delvist med eksterne midler via de offentlige bidrag til\norganisationernes arbejdsmiljøindsats, herunder BrancheArbejdsmiljøRådet for\nBygge og Anlæg. Er dette ikke muligt, afholder organisationerne i fællesskab\nudgifterne.\u003C\u002Fp>\n\n\u003Cp>Organisationerne afholder selv udgifterne til udvalgsmedlemmernes deltagelse\ni udvalgets møder.\u003C\u002Fp>\n\n\u003Ch2>Bilag 5\u003C\u002Fh2>\n\n\u003Ch2>Arbejdsfordeling\u003C\u002Fh2>\n\n\u003Cp>Aftalen om arbejdsfordeling kan ikke indgås for arbejde, der konkret\naflønnes som akkordarbejde.\u003C\u002Fp>\n\n\u003Ch4>Midlertidig forkortelse af arbejdstiden (arbejdsdeling)\u003C\u002Fh4>\n\n\u003Cp>1. Midlertidig forkortelse af den ugentlige arbejdstid kan gennemføres på\nnedenstående vilkår, når der er lokal enighed herom, og fremsendt ansøgning\ner godkendt af organisationerne. Den fremsendte ansøgning skal indeholde cpr.\nnr. og navn på de af ansøgningen omfattede arbejdstagere.\u003C\u002Fp>\n\n\u003Cp>Arbejdsgiveren er forpligtet til at underrette jobcentret i henhold til\ngældende regler (senest en uge inden ordningen træder i kraft).\u003C\u002Fp>\n\n\u003Ch4>Varsel og omfang\u003C\u002Fh4>\n\n\u003Cp>2. Arbejdsfordelingen skal omfatte enten en virksomhed som helhed, en\nvirk-somhedsafdeling eller en bestemt produktionsenhed i virksomheden.\u003C\u002Fp>\n\n\u003Cp>Arbejdsfordeling kan etableres på følgende måder i henhold til\nbekendtgørelse om supplerende dagpenge:\u003C\u002Fp>\n\n\u003Cp>• 1 uges ledighed og 1 uges arbejde\u003C\u002Fp>\n\n\u003Cp>• 2 eller 3 dages ledighed per uge\u003C\u002Fp>\n\n\u003Cp>• 1 uges ledighed og 2 ugers arbejde\u003C\u002Fp>\n\n\u003Cp>Der kan ikke etableres arbejdsfordeling, hvor den daglige arbejdstid\nnedsættes, el-ler hvor ledigheden omfatter mindre end 2 dage per uge.\u003C\u002Fp>\n\n\u003Cp>En medarbejder kan maksimalt deltage i arbejdsfordeling i 13 uger inden for\n12 sammenhængende måneder. Yderligere arbejdsfordeling kræver godkendelse i\ndet Regionale Beskæftigelsesråd.\u003C\u002Fp>\n\n\u003Ch4>Ansættelse og frigørelse\u003C\u002Fh4>\n\n\u003Cp>3. Forøget arbejdskraft må ikke antages mens der er etableret\narbejdsfordeling. Herfra er dog undtaget de medarbejdere - eller erstatning for\ndisse - som er fratrådt under fordelingen. Under fordelingen bortfalder\nmedarbejderens pligt til at afgive opsigelsesvarsel ved fratræden.\nAfskedigelser kan heller ikke finde sted.\u003C\u002Fp>\n\n\u003Ch4>Ændringer og ophør\u003C\u002Fh4>\n\n\u003Cp>4. Arbejdsfordelingsordningen skal normalt ændres eller bringes til ophør\nmed mindst samme varsel, som skal iagttages ved indførelsen (en uge).\u003C\u002Fp>\n\n\u003Cp>Ophør af ordninger skal meddeles skriftligt til organisationerne, forud for\nop-hør.\u003C\u002Fp>\n\n\u003Cp>Ændringer af ordninger skal godkendes af organisationerne efter samme\nreg-ler, som gælder ved indførelse af ordninger.\u003C\u002Fp>\n\n\u003Cp>Ophør og ændringer af eksisterende ordninger kan ske afdelingsvis, uanset\nordningen er etableret for hele virksomheden.\u003C\u002Fp>\n\n\u003Ch4>Hasteordre\u003C\u002Fh4>\n\n\u003Cp>5. Hvor uventede hasteordrer gør der nødvendigt at overgå til fuld\narbejdstid, kan dette dog ske med dags varsel, og meddelelse herom, skal\nomgående tilsen-des organisationerne.\u003C\u002Fp>\n\n\u003Ch4>Overarbejde\u003C\u002Fh4>\n\n\u003Cp>6. Den i medfør af en ordning gældende arbejdstid bestemmer den for den\nenkel-te medarbejder normale arbejdstid. Tilsiges en medarbejder til arbejde ud\nover det efter ordningen for ham planlagte, betragtes dette som overarbejde og\nbe-tales som sådant.\u003C\u002Fp>\n\n\u003Ch4>Afgrænsning\u003C\u002Fh4>\n\n\u003Cp>7. Reduceret ugentlig arbejdstid (arbejdsfordeling) kan med rimelig\ndriftmæssig begrundelse indføres for en eller flere afdelinger af en\nvirksomhed uden nødvendigvis at berøre arbejdstid m.v. i andre afdelinger af\nsamme virksomhed.\u003C\u002Fp>\n\n\u003Ch4>Uddannelse\u003C\u002Fh4>\n\n\u003Cp>8. Uddannelse bør være drøftet før der ansøges om arbejdsfordeling.\u003C\u002Fp>\n\n\u003Ch4>Særlig bestemmelser\u003C\u002Fh4>\n\n\u003Cp>Hvis der i arbejdsfordelingen indgår tillidsmænd og\u002Feller\nsikkerhedsrepræsentanter, er deres beskyttelse iht. overenskomsten i\nfrigørelsesperioder stadig gældende\u003C\u002Fp>\n\n\u003Ch2>Bilag 6\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch2>Protokollat uden for overenskomsten \u003C\u002Fh2>\n\n\u003Ch2>Om udlevering og anvendelse af værnefodtøj\u003C\u002Fh2>\n\n\u003Cp>TEKNIQ, Blik- og Rørarbejderforbundet og Dansk Metalarbejderforbund indgår\nhermed følgende aftale om sikkerhedsfodtøj til medlemmer af forbundene, som\ner beskæftiget i TEKNIQs medlemsvirksomheder.\u003C\u002Fp>\n\n\u003Cp>Til ikrafttræden ved overenskomstfornyelsen mellem ovennævnte\norgani-sationer er indgået følgende aftale om anvendelse og udlevering af\nsikker-hedsfodtøj.\u003C\u002Fp>\n\n\u003Cp>Ved ansættelse i firmaet udleveres og betales der til den ansatte passende\nsikkerhedsfodtøj.\u003C\u002Fp>\n\n\u003Cp>Herefter fornyes sikkerhedsfodtøjet efter behov og gensidig aftale.\u003C\u002Fp>\n\n\u003Cp>Forudsætningen er en risiko for ben- og fodskader, jf. Arbejdstilsynets\nregler.\u003C\u002Fp>\n\n\u003Cp>Ansatte skal værne om det udleverede sikkerhedsfodtøj og renholde dette.\nAnsatte er forpligtigede til at anvende det udleverede sikkerhedsfodtøj.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilag 7\u003C\u002Fh2>\n\n\u003Ch2>Implementering af Ligelønsloven\u003C\u002Fh2>\n\n\u003Cp>Overenskomstparterne er enige om at implementere ligelønsloven i\noverenskom-sterne.\u003C\u002Fp>\n\n\u003Cp>Parterne er på den baggrund blevet enige om følgende protokollattekst:\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>”§ 1.\u003C\u002Fstrong> Der må ikke på grund af køn finde lønmæssig\nforskelsbehandling sted i strid med reglerne i denne aftale. Dette gælder\nbåde direkte forskelsbehandling og indirekte forskelsbehandling.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpay\">\u003Cp>stk. 2. Enhver arbejdsgiver skal yde kvinder og mænd lige løn, for så\nvidt angår alle lønelementer og lønvilkår, for samme arbejde eller for\narbejde, der tillægges samme værdi. Især når et fagligt\nkvalifikationssystem anvendes for lønfastsættelsen, bygges dette system på\nsamme kriterier for mandlige og kvindelige lønmodtagere og indrettes således,\nat det udelukker forskelsbehandling med hensyn til køn.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>stk. 3. Bedømmelsen af arbejdets værdi skal ske ud fra en helhedsvurdering\naf re-levante kvalifikationer og andre relevante faktorer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydiscrimination\">\u003Cstrong>§ 1 a.\u003C\u002Fstrong> Der foreligger direkte forskelsbehandling, når en\nperson på grund af køn be-handles ringere, end en anden person bliver, er\nblevet eller ville blive behandlet i en tilsvarende situation. Enhver form for\ndårligere behandling af en kvinde i forbin-delse med graviditet og under\nkvinders 14 ugers fravær efter fødslen betragtes som direkte\nforskelsbehandling.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>stk. 2. Der foreligger indirekte forskelsbehandling, når en bestemmelse, et\nkriterium eller en praksis, der tilsyneladende er neutral, vil stille personer\naf det ene køn rin-gere end personer af det andet køn, medmindre den\npågældende bestemmelse, betingelse eller praksis er objektivt begrundet i et\nsagligt formål og midlerne til at opfylde det er hensigtsmæssige og\nnødvendige.\u003C\u002Fp>\n\n\u003Cp>stk. 3. Løn er den almindelige grund- eller minimumsløn og alle andre\nydelser, som lønmodtageren som følge af arbejdsforholdet modtager direkte\neller indirekte fra arbejdsgiveren i penge eller naturalier.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 2.\u003C\u002Fstrong> En lønmodtager, hvis løn i strid med § 1 er lavere\nend andres, har krav på for-skellen.\u003C\u002Fp>\n\n\u003Cp>stk. 2. En lønmodtager, hvis rettigheder er krænket som følge af\nlønmæssig for-skelsbehandling på grundlag af køn, kan tilkendes en\ngodtgørelse. Godtgørelsen fastsættes under hensyn til lønmodtagerens\nansættelsestid og sagens omstændig-heder i øvrigt.\u003C\u002Fp>\n\n\u003Cp>§ 2 a. En lønmodtager har ret til at videregive oplysninger om egne\nlønforhold. Op-lysningerne kan videregives til enhver.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 3.\u003C\u002Fstrong> En arbejdsgiver må ikke afskedige eller udsætte en\nlønmodtager, herunder en lønmodtagerrepræsentant, for anden ugunstig\nbehandling fra arbejdsgiverens side som reaktion på en klage, eller fordi\nlønmodtageren eller lønmodtagerrepræsen-tanten har fremsat krav om lige\nløn, herunder lige lønvilkår, eller fordi denne har vi-deregivet oplysninger\nom løn. En arbejdsgiver må ikke afskedige en lønmodtager eller en\nlønmodtagerrepræsentant, fordi denne har fremsat krav efter § 4, stk. 1.\u003C\u002Fp>\n\n\u003Cp>stk. 2. Det påhviler arbejdsgiveren at bevise, at en afskedigelse ikke er\nforetaget i strid med reglerne i stk. 1. Hvis afskedigelsen finder sted mere\nend et år efter, at lønmodtageren har fremsat krav om lige løn, gælder 1.\npkt. dog kun, hvis lønmodtageren påviser faktiske omstændigheder, som giver\nanledning til at formode, at afskedigelsen er foretaget i strid med stk. 1.\u003C\u002Fp>\n\n\u003Cp>stk. 3. En afskediget lønmodtager kan nedlægge påstand om en godtgørelse\neller genansættelse. Eventuel genansættelse sker i overensstemmelse med\nprincipper-ne i Hovedaftalen. Godtgørelsen fastsættes under hensyntagen til\nlønmodtagerens ansættelsestid og sagens omstændigheder i øvrigt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalitymonitoring\">\u003Cp>\u003Cstrong>§ 4.\u003C\u002Fstrong> En arbejdsgiver med mindst 35 ansatte skal hvert år\nudarbejde en kønsopdelt lønstatistik for grupper med mindst 10 personer af\nhvert køn opgjort efter den 6-cifrede DISCO-kode til brug for høring og\ninformation af de ansatte om lønforskelle mellem mænd og kvinder på\nvirksomheden. Dette gælder dog ikke virksomheder i brancherne landbrug,\ngartneri, skovbrug og fiskeri. Hvis den kønsopdelte lønstatistik af hensyn\ntil virksomhedens legitime interesser er modtaget som fortrolig, må\noplysningerne ikke videregives.\u003C\u002Fp>\n\n\u003Cp>stk. 2. Den kønsopdelte lønstatistik efter stk. 1 skal opgøres for\nmedarbejdergrupper med en detaljeringsgrad svarende til den 6-cifrede\nDISCO-kode. Arbejdsgiveren har i øvrigt pligt til at redegøre for\nstatistikkens udformning og for det anvendte lønbegreb.\u003C\u002Fp>\n\n\u003Cp>stk. 3. Virksomheder, der indberetter til den årlige lønstatistik hos\nDanmarks Stati-stik, kan uden beregning rekvirere en kønsopdelt lønstatistik\nefter stk. 1 fra Dan-marks Statistik.\u003C\u002Fp>\n\n\u003Cp>stk. 4. Arbejdsgiverens forpligtelse til at udarbejde en kønsopdelt\nlønstatistik efter stk. 1 bortfalder, hvis arbejdsgiveren indgår aftale med\nde ansatte på virksomhe-den om at udarbejde en redegørelse. Redegørelsen\nskal både indeholde en beskrivelse af vilkår, der har betydning for\naflønning af mænd og kvinder på virksomheden, og konkrete\nhandlingsorienterede initiativer, der kan have et forløb på op til 3 års\nvarighed, og den nærmere opfølgning herpå i redegørelsens periode.\nRedegørelsen skal omfatte alle virksomhedens medarbejdere og behandles i\noverensstemmelse med reglerne Samarbejdsaftalen. Redegørelsen skal senest\nvære udarbejdet inden udgangen af det kalenderår, hvor pligten til at\nudarbejde kønsopdelt lønstatistik bestod.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>§ 5.\u003C\u002Fstrong> En lønmodtager, som ikke mener, at arbejdsgiveren\noverholder pligten til at yde lige løn, herunder lige lønvilkår, efter denne\naftale, kan søge kravet fastslået ved fagretlig behandling.\u003C\u002Fp>\n\n\u003Cp>stk. 2. Hvis en person, der anser sig for krænket, jf. § 1, påviser\nfaktiske omstændigheder, som giver anledning til at formode, at der er udøvet\ndirekte eller indirekte forskelsbehandling, påhviler det modparten at bevise,\nat ligebehandlingsprincippet ikke er blevet krænket.”\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§6.\u003C\u002Fstrong> Hvor forbundene finder baggrund for at rejse en\nfagretlig sag i henhold til oven-stående regler, kan der afholdes besigtigelse\npå virksomheden med deltagelse af organisationerne, inden sagen behandles\nfagretligt.\u003C\u002Fp>\n\n\u003Cp>stk. 2. Ved fagretlige sager om ligeløn aftales på mæglingsmødet, eller\nforud for dette, hvilke oplysninger, der vil blive udleveret til forbundet med\nhenblik på en vurdering af sagen”\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om, at ligelønsloven herefter ikke finder anvendelse på\nansættel-sesforhold omfattet af overenskomsterne imellem dem, og at tvister\nvedrørende li-geløn skal løses i det fagretlige system.\u003C\u002Fp>\n\n\u003Cp>Parterne er endvidere enige om i denne aftale at indarbejde ændringer i\nligelønsloven, som følge af eventuelle ændringer af EU-retlige\nforpligtelser.\u003C\u002Fp>\n\n\u003Ch2>Bilag 8\u003C\u002Fh2>\n\n\u003Ch2>Natarbejde og helbredskontrol\u003C\u002Fh2>\n\n\u003Cp>I forbindelse med implementeringen af EU-direktiv om arbejdstid er der\nmellem nedennævnte parter indgået følgende aftale om natarbejde:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicytxt\">\u003Cp>Virksomhederne skal sikre, at der tilbydes natarbejdere gratis\nhelbredskontrol, in-den de begynder beskæftigelse ved natarbejde og derefter\nmed regelmæssige mellemrum.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Virksomhederne skal endvidere sikre, at natarbejdere, der lider af\nhelbredsproble-mer, som påviseligt skyldes, at de udfører natarbejde, når\ndet er muligt, overføres til dagarbejde, som passer dem.\u003C\u002Fp>\n\n\u003Cp>Ved natarbejde forstås en ansat, der normalt udfører mindst 3 timer af sin\ndaglige arbejdstid i natperioden eller forventes at udføre en nærmere aftalt\ndel af sin årlige arbejdstid i natperioden.\u003C\u002Fp>\n\n\u003Cp>Aftalen ændrer ikke ved overenskomstens regler om natarbejde, herunder\nbetalin-gen herfor.\u003C\u002Fp>\n\n\u003Ch2>Bilag 9\u003C\u002Fh2>\n\n\u003Ch2>Omgåelse af overenskomsten\u003C\u002Fh2>\n\n\u003Cp>Der er enighed om, at følgende indsættes som protokollat i\noverenskomsten:\u003C\u002Fp>\n\n\u003Cp>Der er mellem parterne enighed om, at det kan betragtes som en omgåelse af\noverenskomsten, hvis selvstændige erhvervsvirksomheder udfører et bestemt\nangivet arbejde i et lønmodtagerlignende ansættelsesforhold (såkaldte \"arme\nog ben virksomheder”) og dette er i strid med arbejdsretlig og fagretlig\npraksis.\u003C\u002Fp>\n\n\u003Cp>Det betragtes dog ikke som en omgåelse af overenskomsten, når to eller\nflere virk-somheder i et reelt forretningsforhold indgår aftale om et bestemt\nangivet arbejde, eller hvor en underentreprenør eller et specialfirma antager\nmedarbejdere til at ud-føre arbejdet.\u003C\u002Fp>\n\n\u003Cp>Uoverensstemmelser, om hvorvidt der er tale om en omgåelse af\noverenskomsten, kan behandles i henhold til de fagretlige regler.\u003C\u002Fp>\n\n\u003Cp>Ved bedømmelsen af om der er tale om en omgåelse af overenskomstens\nbe-stemmelser, kan det indgå som vejledende elementer, om den selvstændige\nud-øver ledelsesretten ved udførelsen af arbejdet, om den selvstændige er\nansvarlig for arbejdets kvalitet, og om den selvstændige er økonomisk\nansvarlig og bærer den økonomiske risiko ved arbejdet.\u003C\u002Fp>\n\n\u003Ch2>Bilag 10\u003C\u002Fh2>\n\n\u003Ch2>Social dumping\u003C\u002Fh2>\n\n\u003Cp>Der er enighed om, at følgende indsættes som protokollat i\noverenskomsten:\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om at nedsætte et udvalg til løbende at overvåge og\ndrøfte anvendelsen af udenlandsk arbejdskraft og underentreprenører i\nVVS-branchen.\u003C\u002Fp>\n\n\u003Cp>Udvalget skal følge de sager, der behandles efter nærværende aftale, med\nhenblik på en vurdering af, om reglerne opfylder formålet, og udvalget kan\nderudover tage initiativ til møder, oplysningskampagner eller andre\naktiviteter vedrørende uden-landsk arbejdskraft.\u003C\u002Fp>\n\n\u003Ch2>Bilag 11\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tempagency\">\u003Ch2>Underentrepriseforhold\u003C\u002Fh2>\n\n\u003Cp>Der er enighed om, at følgende indsættes som protokollat i\noverenskomsten:\u003C\u002Fp>\n\n\u003Cp>Virksomhederne bør indføre bestemmelser i entreprisekontrakterne om, at\nunder-entreprenøren skal være omfattet af de for den enkelte entreprises\nrelevante LO forbunds overenskomster i relation til de medarbejdere, som\nudfører arbejdet og, at det betragtes som en væsentlig misligholdelse af\nentreprisekontrakten, ikke at op-fylde dette krav.\u003C\u002Fp>\n\n\u003Cp>Der er enighed om, at den ovennævnte kontraktbestemmelse betyder, at\narbejds-standsninger med henblik på opnåelse af overenskomst kan undgås,\nidet underen-treprenøren således er omfattet af kollektiv overenskomst.\u003C\u002Fp>\n\n\u003Cp>Hvis forbundet påviser omstændigheder, som giver anledning til at formode,\nat overenskomstens bestemmelser ikke bliver overholdt, henvender forbundet sig\nomgående til TEKNIQ for indledning af fagretlig behandling.\u003C\u002Fp>\n\n\u003Cp>I forbindelse med den fagretlige behandling påhviler det\nunderentreprenøren at bevise, at overenskomstens bestemmelser overholdes.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Bilag 12\u003C\u002Fh2>\n\n\u003Ch2>Forslag til etablering af ligelønsnævn inden for DA og LO’s fælles\nområde\u003C\u002Fh2>\n\n\u003Cp>Overenskomstparterne er enige om at indstille til DA og LO, at\nhovedorganisatio-nerne etablerer et ligelønsnævn.\u003C\u002Fp>\n\n\u003Cp>Overenskomstparterne indstiller, at Nævnet etableres indenfor følgende:\n\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Overordnede rammer\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Ligelønsnævnet oprettes med udgangspunkt i den model, der kendes fra\nAfskedi-gelsesnævnet.\u003C\u002Fp>\n\n\u003Cp>Nævnet skal kunne tage stilling til sager vedrørende fortolkning og\nforståelse af, samt brud på ligelønsloven eller overenskomstimplementeringen\naf lovens be-stemmelser.\u003C\u002Fp>\n\n\u003Cp>Sager der vedrører implementeringsaftaler skal føres ved Nævnet, med\nmindre de er omfattet af reglen i arbejdsretslovens § 11, stk. 2, og § 22,\nstk. 1.\u003C\u002Fp>\n\n\u003Cp>Nævnet skal i første række kunne tage stilling til tvister vedrørende\nlovens centrale bestemmelser, nemlig § 1, stk. 1-3 og § 3.\u003C\u002Fp>\n\n\u003Cp>Spørgsmål vedrørende lovens § 5a, stk. 4 og tilsvarende\naftalebestemmelser, skal primært løses i henhold til reglerne i\nSamarbejdsaftalen. Alene retstvister i form af uoverensstemmelser vedrørende\nbrud på eller fortolkning af bestemmelsen skal kunne indbringes for\nNævnet.\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om at tilstræbe at etablere et enstrenget\nsanktionssystem.\u003C\u002Fp>\n\n\u003Cp>Hvis en sag indeholder elementer, der både vedrører brud og fortolkning af\nlige-lønsreglerne og andre overenskomstelementer på samme tid, kan Nævnet\ntillige behandle disse andre overenskomstelementer. Såfremt sådanne andre\noverens-komstelementer forudsætter et meget specifikt overenskomstkendskab,\nkan de ef-ter påstand henvises til behandling selvstændigt i det fagretlige\nsystem.\u003C\u002Fp>\n\n\u003Cp>Sager skal først kunne indbringes for Nævnet, når de sædvanlige\nforhandlingsmu-ligheder i det fagretlige system er udtømte. Herved forstås,\nat der er gennemført lokalforhandling, mæglingsmøde og organisationsmøde.\nHerudover bør der gennemføres et forberedende møde i Nævnets regi, svarende\ntil det møde, der kendes fra Afskedigelsesnævnet.\u003C\u002Fp>\n\n\u003Cp>Overenskomstparterne er enige om, at de frister, der gælder for\nsagsbehandlingen i Afskedigelsesnævnet ikke er hensigtsmæssige i de oftest\nfaktatunge ligelønssa-ger. Der er derfor enighed om, at det er\nhensigtsmæssigt med andre frister, der i højere grad afbalancerer hensynet\ntil en hurtig afgørelse og hensynet til en forsvar-lig oplysning af\nsagerne.\u003C\u002Fp>\n\n\u003Cp>Parterne er enige om i overenskomstperioden at søge et sådant nævn\netableret.\u003C\u002Fp>\n\n\u003Cp>Et sådant nævn vil i givet fald blive etableret i overensstemmelse med de\novenstå-ende retningslinjer, med de nødvendige tilpasninger.\u003C\u002Fp>\n\n\u003Ch2>Bilag 13\u003C\u002Fh2>\n\n\u003Ch2>Senioraftale\u003C\u002Fh2>\n\n\u003Cp>Parterne er enige om, at der kan indgås aftale om seniorordning på\nnedenstående vilkår under forudsætning af, at de opsparede midler kan sikres\ni tilfælde af kon-kurs.\u003C\u002Fp>\n\n\u003Cp>Ordningen træder således ikke i kraft før der er sikkerhed for, at LG\ndækker de akkumulerede midler samt at TENIQ garanterer eventuelle\ntilgodehavender jf. Punkt 17, stk. 8.\u003C\u002Fp>\n\n\u003Cp>Parterne er derfor enige om, at når ovennævnte forudsætning er\ndokumenteret indgås der aftale om, at senioraftaler kan indgås 3 mdr.\nderefter.\u003C\u002Fp>\n\n\u003Cp>Herefter kan senioraftale indgås på følgende vilkår:\u003C\u002Fp>\n\n\u003Cp>Op til 5 år før det kalenderår, hvor medarbejderen går på folkepension,\nkan det lokalt aftales skriftligt, at af pensionsbidraget på 12% jf. Punkt 4,\nstk. 1, litra a kan op til 10% opspares på medarbejderens SH-konto.\u003C\u002Fp>\n\n\u003Cp>I de kalenderår, hvor SH-godtgørelsen optjenes, kan det endvidere aftales,\nat reducere arbejdstiden eller afholde ekstra feriefridage. Antallet af\nferiefridage må dog ikke betyde, at SH-kontoen går i underskud.\u003C\u002Fp>\n\n\u003Cp>SH-forskud udbetales efter bestemmelserne i Punkt 17, stk. 2.\u003C\u002Fp>\n\n\u003Cp>Allerede aftalte seniorordninger fortsætter uændret.\u003C\u002Fp>\n\n\u003Ch2>Bilag 14\u003C\u002Fh2>\n\n\u003Ch2>TEKNIQ og 3F - Fagligt Fælles Forbund\u003C\u002Fh2>\n\n\u003Cp>TEKNIQ og 3F tiltræder den mellem TEKNIQ og Dansk Metalarbejderforbund\ngældende overenskomst af 1. marts 2010 med tilhørende protokollater - med\nfølgende undtagelser, ændringer og tilføjelser.\u003C\u002Fp>\n\n\u003Ch3>Punkt 3 stk. 1: Minimalløn for ungarbejdere - under 18 år\u003C\u002Fh3>\n\n\u003Cp>Fra og med begyndelsen af den lønperiode, hvori nedenstående startdatoer\nindgår, udgør minimallønnen for ungarbejdere pr. time:\u003C\u002Fp>\n\n\u003Cp>Pr. 1. marts 2014 kr. 63,45 \u003C\u002Fp>\n\n\u003Cp>Pr. 1. marts 2015 kr.64,40 \u003C\u002Fp>\n\n\u003Cp>Pr. 1. marts 2016 kr. 65,45\u003C\u002Fp>\n\n\u003Cp>Der ydes ikke servicetillæg i henhold til overenskomstens Punkt 3, stk.\n3.\u003C\u002Fp>\n\n\u003Ch3>Stk. 1: Minimalløn for voksne arbejdere\u003C\u002Fh3>\n\n\u003Cp>Fra og med begyndelsen af den lønperiode, hvori nedenstående\u003C\u002Fp>\n\n\u003Cp>startdatoer indgår, udgør minimallønnen pr. time:\u003C\u002Fp>\n\n\u003Cp>pr. 1. marts 2014 kr. 110,15\u003C\u002Fp>\n\n\u003Cp>pr. 1. marts 2015 kr. 111,80\u003C\u002Fp>\n\n\u003Cp>pr. 1. marts 2016 kr. 113,60\u003C\u002Fp>\n\n\u003Cp>Ud over minimallønnen ydes der - efter det fyldte 18. år - ser-vicetillæg\ni henhold til overenskomstens Punkt 3, stk. 3 med 10 kr.\u002Ftime\u003C\u002Fp>\n\n\u003Ch4>Særlige tilfælde:\u003C\u002Fh4>\n\n\u003Cp>Såfremt arbejdsgiveren kan dokumentere, at der er indgået en aftale om\nprøveansættelse med henblik på etablering af lære-forhold i henhold til\nLærlingebestemmelserne - indgået med Blik-og Rørarbejderforbundet og Dansk\nMetalarbejderforbund og de på arbejdsgiverside respektive faglige udvalg -\nbetales der i henhold til denne bestemmelse intet servicetillæg. Dette gælder\nuanset den pågældende er over 18 år. Af aftalen skal det fremgå, at\narbejdsforholdet er etableret med gensidig erklæring om, at ansættelsen er\netableret som en prøveperiode. \u003C\u002Fp>\n\n\u003Cp>Ansættelse som prøveperiode kan højst gælde 1 år efter\nar-bejdsforholdets start.\u003C\u002Fp>\n\n\u003Cp>Efter denne periode - eller ved afbrydelse af ansættelsesforhol-det som en\nprøveperiode inden 1 år - træder de almindelige be-stemmelser om udbetaling\naf servicetillæg automatisk i kraft ef-ter det fyldte 18. år.\u003C\u002Fp>\n\n\u003Ch3>Punkt 22, stk. 1: Akkordpligt\u003C\u002Fh3>\n\n\u003Cp>Rørprislisten, Fjernvarmeprislisten og Landspriskuranten for\nBlikkenslagerarbejde i Danmark, er ikke gældende i aftalen med 3F, med mindre\nde lokale parter er enige herom.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Cp>Nærværende overenskomst gælder fra 1. marts 2014, og kan tidligst\nopsi-ges til ophør 1. marts 2017.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\n\n            \n            \n            ",{"equalitymonitoring":42,"disabilitypay":46,"lowwageamount":50,"hardshipallowanceamount1":54,"sicknessmaxdays":58,"cbadate_end":62,"shiftallowancetxt":66,"WAGES_determined":70,"hourspweek_select":74,"childcare":78,"HARDSHIP_trigger":82,"sundayallowanceamount1":85,"trainingfund":88,"commutingallowancetxt":92,"LOWWAGE_provision":96,"cbadate_start":100,"healthinsurance":102,"paidpaternityleave":106,"OVERTIME_trigger":110,"maternitydiscrimination":113,"childcareexcludedtxt":117,"COMMUTE_trigger":121,"SUNDAY_trigger":125,"healthandsafetytraining":129,"ANNLEAVE_trigger":133,"protectiveclothing":137,"healthandsafetypolicy":141,"eqpay":145,"sicknesspay":149,"cbasignmultiplesignatory":153,"dayspweek_select":157,"apprenticeships":161,"hivpolicytxt":165,"tempagency":169,"PAIDLEAV_trigger":173,"NOCTPREM_trigger":177,"shiftallowanceamount1":180,"MAXHOURS_trigger":183,"pensionfund":187,"paidmaternityleavepay":191,"trainingprogrammes":193,"paidmaternityleave":197,"contractseverancepay":201,"overtimeallowanceamount1_general":205},{"bindId":43,"name":44,"text":45},"equalitymonitoring","§ 4. En arbejdsgiver med mindst 35 ansat","§ 4. En arbejdsgiver med mindst 35 ansatte skal hvert år\nudarbejde en kønsopdelt lønstatistik for grupper med mindst 10 personer af\nhvert køn opgjort efter den 6-cifrede DISCO-kode til brug for høring og\ninformation af de ansatte om lønforskelle mellem mænd og kvinder på\nvirksomheden. Dette gælder dog ikke virksomheder i brancherne landbrug,\ngartneri, skovbrug og fiskeri. Hvis den kønsopdelte lønstatistik af hensyn\ntil virksomhedens legitime interesser er modtaget som fortrolig, må\noplysningerne ikke videregives.\n\nstk. 2. Den kønsopdelte lønstatistik efter stk. 1 skal opgøres for\nmedarbejdergrupper med en detaljeringsgrad svarende til den 6-cifrede\nDISCO-kode. Arbejdsgiveren har i øvrigt pligt til at redegøre for\nstatistikkens udformning og for det anvendte lønbegreb.\n\nstk. 3. Virksomheder, der indberetter til den årlige lønstatistik hos\nDanmarks Stati-stik, kan uden beregning rekvirere en kønsopdelt lønstatistik\nefter stk. 1 fra Dan-marks Statistik.\n\nstk. 4. Arbejdsgiverens forpligtelse til at udarbejde en kønsopdelt\nlønstatistik efter stk. 1 bortfalder, hvis arbejdsgiveren indgår aftale med\nde ansatte på virksomhe-den om at udarbejde en redegørelse. Redegørelsen\nskal både indeholde en beskrivelse af vilkår, der har betydning for\naflønning af mænd og kvinder på virksomheden, og konkrete\nhandlingsorienterede initiativer, der kan have et forløb på op til 3 års\nvarighed, og den nærmere opfølgning herpå i redegørelsens periode.\nRedegørelsen skal omfatte alle virksomhedens medarbejdere og behandles i\noverensstemmelse med reglerne Samarbejdsaftalen. Redegørelsen skal senest\nvære udarbejdet inden udgangen af det kalenderår, hvor pligten til at\nudarbejde kønsopdelt lønstatistik bestod.",{"bindId":47,"name":48,"text":49},"disabilitypay","Punkt 12 – Tilskadekomst og erhvervsbeti","Punkt 12 – Tilskadekomst og erhvervsbetinget sygdom\n\nStk. 1: Løn ved tilskadekomst og erhvervsbetinget sygdom\n\nVed tilskadekomst under arbejdet, herunder erhvervsbetinget sygdom, der\nåbenbart skyldes arbejde for den pågældende virk-somhed, betaler\narbejdsgiveren løn indtil 6 uger. Det er dog en forudsætning, at\nmedarbejderen genoptager arbejdet, hvis læ-gen har tilladt det.\n\nFor timelønnede betales en løn svarende til det indtægtstab den\npågældende har lidt ved normalt produktivt arbejde.\n\nTimelønnen er for akkordsvende den i virksomheden gældende timeløn. Hvor\nen sådan ikke er aftalt, betales den i akkordaftale- sedlens pkt. 6 aftalte á\nconto løn. Dog indregnes ikke smudstillæg , tillæg ved skiftende\narbejdssteder og tillæg ved rejsearbejde .\n\nLønnen under sygdom indeholder den ved lovgivningen fastsat-te maksimale\ndagpengesats.\n\nStk. 2: Anmeldelse af arbejdsskade\n\nVed ulykkestilfælde under arbejdet henvises i øvrigt til lov om\narbejdsskadeforsikring.\n\nArbejdsgiveren skal inden 9 dage anmelde ulykker, der følges af en dags\nfravær eller mere, til Arbejdstilsynet. Kopi af anmeldel-sen fremsendes til\nsikkerhedsorganisationen eller, hvis en sådan ikke findes, til den\ntilskadekomne.\n\nEn arbejdsskade anmeldes også til virksomhedens forsikrings-selskab.\n\nStk. 3: Uarbejdsdygtighed\n\nSkyldes uarbejdsdygtigheden uforskyldt tilskadekomst ved arbejde for\nvirksomheden, herunder erhvervsbetinget sygdom, der åbenbart skyldes arbejde\nfor den pågældende virksomhed, kan medarbejderen ikke opsiges inden for de\nførste 6 uger af den periode, hvori vedkommende er dokumenteret uarbejdsdygtig\npå grund af tilskadekomst.\n\nDet er en forudsætning, at medarbejderen er dagpengeberetti-get i henhold\ntil Dagpengelovens bestemmelser.",{"bindId":51,"name":52,"text":53},"lowwageamount","Pr. 1. marts 2014 kr. 110,15 Pr. 1. mart","Pr. 1. marts 2014 kr. 110,15 \n\nPr. 1. marts 2015 kr. 111,80 \n\nPr. 1. marts 2016 kr. 113,60",{"bindId":55,"name":56,"text":57},"hardshipallowanceamount1","Pr. 1. marts 2014 på kr. 8,85 Pr. 1. mar","Pr. 1. marts 2014 på kr. 8,85 \n\nPr. 1. marts 2015 på kr. 9,00 \n\nPr. 1. marts 2016 på kr. 9,15\n\nDer betales mindst for 3 timer. Tillægget betales såvel på dag-løns- som\nakkordarbejde.",{"bindId":59,"name":60,"text":61},"sicknessmaxdays","Under rettidig anmeldt og dokumenteret s","Under rettidig anmeldt og dokumenteret sygdom yder arbejdsgi- veren i indtil\n6 uger en betaling til medarbejdere med mindst 2 mdrs. anciennitet.",{"bindId":63,"name":64,"text":65},"cbadate_end","Nærværende overenskomst gælder fra 1. ma","Nærværende overenskomst gælder fra 1. marts 2014, og kan tidligst\nopsi-ges til ophør 1. marts 2017.",{"bindId":67,"name":68,"text":69},"shiftallowancetxt","Hvor dele af den forskudte arbejdstid sl","Hvor dele af den forskudte arbejdstid sluttes efter kl. 18.00 frem til kl.\n22.00 betales pr. time for arbejde udført i dette tidsrum så-ledes:\n\nPr. 1. marts 2014 kr. 20,30 \n\nPr. 1. marts 2015 kr. 20,60 \n\nPr. 1. marts 2016 kr. 20,95\n\nHvor dele af den forskudte arbejdstid ligger efter kl. 22.00 til kl. 06.00\nbetales pr. time for arbejde udført i dette tidsrum således:\n\nPr. 1. marts 2014 kr. 39,75 \n\nPr. 1. marts 2015 kr. 40,40 \n\nPr. 1. marts 2016 kr. 41,10",{"bindId":71,"name":72,"text":73},"WAGES_determined","a. Parterne er enige om, at anvendelsen ","a. Parterne er enige om, at anvendelsen af tidløn eller\nproduk-tionsfremmende lønsystemer bør ske på en sådan måde, at den enkelte\nvirksomheds produktivitet og konkurrenceevne - og dermed\nbeskæftigelsesmuligheder - fremmes mest mu-ligt.",{"bindId":75,"name":76,"text":77},"hourspweek_select","Stk. 1: Den ugentlige arbejdstid Den ove","Stk. 1: Den ugentlige arbejdstid\n\nDen overenskomstfastsatte arbejdstid er aftalt til 37 timer pr. uge.",{"bindId":79,"name":80,"text":81},"childcare","Stk. 1: Frihed ved barns første sygedag ","Stk. 1: Frihed ved barns første sygedag\n\nTil medarbejdere med mindst 6 mdrs. anciennitet og til ansatte under\nuddannelse indrømmes der frihed, når dette er nødven- digt af hensyn til\npasning af medarbejdernes syge, hjemmeværende barn\u002Fbørn under 14 år.\n\nDenne frihed omfatter kun den ene af barnets forældre og alene barnets\nførste sygedag.\n\nMeddelelse om fravær sker efter samme regler som ved syg-dom.",{"bindId":83,"name":84,"text":84},"HARDSHIP_trigger","Stk. 6: Smudstillæg",{"bindId":86,"name":87,"text":87},"sundayallowanceamount1","Pr. 1. marts 2014 kr. 103,05 ",{"bindId":89,"name":90,"text":91},"trainingfund","Punkt 19 – Uddannelsesfonde Stk. 1: VVS-","Punkt 19 – Uddannelsesfonde\n\nStk. 1: VVS-Branchens Uddannelsesfond\n\nOverenskomstparterne har oprettet VVS-Branchens Uddannelses- og\nSamarbejdsfond.\n\nFonden finansieres ved, at TEKNIQs medlemsvirksomheder indbetaler et beløb\nsvarende til 50 øre pr. time for de på virksomheden ansatte medlemmer af\nDansk Metalarbejderforbund og Blik- og Rørarbejderforbundet.\n\nPr. 1. marts 2015 forhøjes bidraget med 5 øre til 55 øre pr. time \n\nPr. 1. marts 2016 forhøjes bidraget med 5 øre til 60 øre pr. time\n\nOverenskomstparterne aftaler, hvordan bidragene udmøntes i overensstemmelse\nmed den pågældende fonds formål. Ubrugte dele af bidragsforhøjelsen deles\nved regnskabsårets afslutning ligeligt mellem overenskomstparternes, med\nmindre andet afta-les.\n\nStk. 2: LO\u002FDA Udviklingsfond\n\nArbejdsgiverbidraget til den af DA og LO oprettede Udviklings-fond udgør 40\nøre pr. præsteret arbejdstime.\n\nFra den første lønningsperiode efter 1. januar 2015 udgør bidraget 42\nøre pr. præsteret arbejdstime.\n\nLO's medlemmer modtager 3\u002F4 og DA's medlemmer 1\u002F4.",{"bindId":93,"name":94,"text":95},"commutingallowancetxt","Nærværende bestemmelse kan erstattes af ","Nærværende bestemmelse kan erstattes af en lokal aftale ind-gået mellem\nvirksomheden og tillidsmanden. En kopi af aftalen indsendes til\norganisationerne til orientering.\n\nBestemmelserne er opdelt i 4 grupper:\n\nA. Afregning fra virksomhedens adresse\n\nB. Afregning fra medarbejderens bopæl\n\nC. Generelle bestemmelser for A og B\n\nD. Befordringsgodtgørelse",{"bindId":97,"name":98,"text":99},"LOWWAGE_provision","Fra og med begyndelsen af den lønperiode","Fra og med begyndelsen af den lønperiode, hvori nedenstående startdatoer\nindgår, udgør minimallønnen pr. time:",{"bindId":101,"name":64,"text":65},"cbadate_start",{"bindId":103,"name":104,"text":105},"healthinsurance","Der er i PensionDanmark etableret en sun","Der er i PensionDanmark etableret en sundhedsordning for pensionsberettigede\nmedarbejdere omfattet af overenskomsten. Virksomheden betaler\nforsikringspræmien.",{"bindId":107,"name":108,"text":109},"paidpaternityleave","Stk. 2: Fædreorlov Under samme betingels","Stk. 2: Fædreorlov\n\nUnder samme betingelser som angivet i stk. 1 a. betales der i indtil 2 uger\nløn under fædreorlov.",{"bindId":111,"name":94,"text":112},"OVERTIME_trigger","Nærværende bestemmelse kan erstattes af en lokal aftale ind-gået mellem\nvirksomheden og tillidsmanden. En kopi af aftalen indsendes til\norganisationerne til orientering.\n\nOverarbejde betales med følgende tillæg:\n\nStk. 1: Første og anden time\n\nVed overarbejde i fortsættelse af den almindelige arbejdsdag betales pr.\ntime for første og anden time således:\n\nPr. 1. marts 2014 kr. 36,75 \n\nPr. 1. marts 2015 kr. 37,35 \n\nPr. 1. marts 2016 kr. 38,00\n\nStk. 2: Øvrige timer\n\nFor tredje time og de efterfølgende timers overarbejde betales\nnedenstående tillæg pr. time. Samme tillæg betales fra første time ved\noverarbejde efter udkald uden for den daglige arbejds-tid, samt på fridage,\nlørdage, søndage og helligdage.\n\nPr. 1. marts 2014 kr. 103,05 \n\nPr. 1. marts 2015 kr. 104,70 \n\nPr. 1. marts 2016 kr. 106,50",{"bindId":114,"name":115,"text":116},"maternitydiscrimination","§ 1 a. Der foreligger direkte forskelsbe","§ 1 a. Der foreligger direkte forskelsbehandling, når en\nperson på grund af køn be-handles ringere, end en anden person bliver, er\nblevet eller ville blive behandlet i en tilsvarende situation. Enhver form for\ndårligere behandling af en kvinde i forbin-delse med graviditet og under\nkvinders 14 ugers fravær efter fødslen betragtes som direkte\nforskelsbehandling.",{"bindId":118,"name":119,"text":120},"childcareexcludedtxt","a. barselsorlov: Kvindelige medarbejdere","a. barselsorlov: Kvindelige medarbejdere, der på det\nforventede fødselstidspunkt har 9 måneders anciennitet i virksomheden, har\nret til løn under barsel (barselsorlov) i indtil 14 uger. Timelønnen er for\nakkordsvende den i virksomheden gældende timeløn. Hvor en sådan ikke er\naftalt, betales den i akkordaftale- sedlens pkt. 6 aftalte á conto løn.",{"bindId":122,"name":123,"text":124},"COMMUTE_trigger","Punkt 23 – Rejsearbejde – uden overnatni","Punkt 23 – Rejsearbejde – uden overnatning",{"bindId":126,"name":127,"text":128},"SUNDAY_trigger","For tredje time og de efterfølgende time","For tredje time og de efterfølgende timers overarbejde betales\nnedenstående tillæg pr. time. Samme tillæg betales fra første time ved\noverarbejde efter udkald uden for den daglige arbejds-tid, samt på fridage,\nlørdage, søndage og helligdage.",{"bindId":130,"name":131,"text":132},"healthandsafetytraining","Arbejdsmiljøudvalget har desuden en vigt","Arbejdsmiljøudvalget har desuden en vigtig opgave med at informere om et\ngodt arbejdsmiljø. Blandt andet ved information i fagblade, pjecer eller ved\nat holde informationsmøder. Ved at anvise virksomhedens ledelse og\nrepræsentanter for de ansatte uddannelse i arbejdsmiljøspørgsmål, der\nrækker udover den lovpligtige arbejdsmiljøuddannelse. Ved at sætte fokus på\nny teknologi, produktudvikling og en anderledes organisering af arbejdet, der\nforbedrer arbejdsmiljøet. Ved at have et tæt samarbejde med de\nuddannelsessteder, som udbyder efteruddannelse inden for VVS-området samt\nuddannelsesstederne, som udbyder fagets lærlingeuddannelse.",{"bindId":134,"name":135,"text":136},"ANNLEAVE_trigger","Stk. 1: Opsparing til søgne- og helligda","Stk. 1: Opsparing til søgne- og helligdage, overenskomst-mæssige fridage\nog feriefridage\n\nMed det formål at yde medarbejderen betaling for søgne- og helligdage,\noverenskomstmæssige fridage og feriefridage henlægger arbejdsgiveren for hver\nmedarbejder et beløb svarende til 7% af medarbejderens ferieberettigede løn.\nI dette beløb er indeholdt feriegodtgørelse af søgne- og\nhelligdagsbetaling.\n\nPr. 1. marts 2014 - 7,3 %\n\nPr. 1. marts 2015 - 7,7 %\n\nPr. 1. marts 2016 - 8,0 %\n\nStk. 2: Udbetaling af søgne- og helligdagsopsparing\n\nSøgne- og helligdagsbetaling udbetales til medarbejderen i form af et\nforskudsbeløb i forbindelse med den enkelte søgnehelligdag samt 1. maj,\nGrundlovsdag, Juleaftensdag og Nytårsaftens- dag.\n\nBeløbet udgør kr. 900,00 pr. dag. For ungarbejdere udgør det tilsvarende\nbeløb kr. 500,00.",{"bindId":138,"name":139,"text":140},"protectiveclothing","Protokollat uden for overenskomsten Om u","Protokollat uden for overenskomsten \n\nOm udlevering og anvendelse af værnefodtøj\n\nTEKNIQ, Blik- og Rørarbejderforbundet og Dansk Metalarbejderforbund indgår\nhermed følgende aftale om sikkerhedsfodtøj til medlemmer af forbundene, som\ner beskæftiget i TEKNIQs medlemsvirksomheder.\n\nTil ikrafttræden ved overenskomstfornyelsen mellem ovennævnte\norgani-sationer er indgået følgende aftale om anvendelse og udlevering af\nsikker-hedsfodtøj.\n\nVed ansættelse i firmaet udleveres og betales der til den ansatte passende\nsikkerhedsfodtøj.\n\nHerefter fornyes sikkerhedsfodtøjet efter behov og gensidig aftale.\n\nForudsætningen er en risiko for ben- og fodskader, jf. Arbejdstilsynets\nregler.\n\nAnsatte skal værne om det udleverede sikkerhedsfodtøj og renholde dette.\nAnsatte er forpligtigede til at anvende det udleverede sikkerhedsfodtøj.",{"bindId":142,"name":143,"text":144},"healthandsafetypolicy","Der er mellem organisationerne enighed o","Der er mellem organisationerne enighed om, at arbejdsmiljøet er et vigtigt\nelement i forbindelse med det daglige arbejde. For at sikre de ansattes\nsikkerhed og sund-hed er en overholdelse af de til enhver tid gældende regler\ninden for arbejdsmiljø-området en nødvendighed. Ligeledes er agtpågivenhed\nog opmærksomhed om-kring såvel de fysiske som psykiske arbejdsforhold, der\nfremover vil kunne medvir-ke til en forbedring af niveauet i enten virksomheden\neller branchen, af stor betyd-ning.\n\nOrganisationerne er derfor enige om at tilskynde såvel medarbejdere som\nvirk-somhedens ledelse til at indgå i et konstruktivt samarbejde med det\nformål at sikre en sikkerheds- og sundhedsmæssig høj standard.\n\nOrganisationerne er samtidig enige om, at det fortsat er virksomhedens\nledelse, der i henhold til gældende regler er ansvarlig for, at den enkelte\nmedarbejder får mulighed for at udføre arbejdet i overensstemmelse hermed.\nArbejdsgiveren skal således stille de fornødne sikkerhedsforanstaltninger til\nrådighed samt på fornøden vis instruere den ansatte i arbejdets\nudførelse.\n\nOrganisationerne er endvidere enige om, at medarbejderne har pligt til at\nmedvirke til, at arbejdsforholdene er sikkerheds- og sundhedsmæssigt\nforsvarlige inden for deres arbejdsområde. Såfremt en medarbejder på trods\naf virksomhedens instruk-tion og tilstedeværelse af det nødvendige\nsikkerhedsudstyr alligevel tilsidesætter klare og velkendte\narbejdsmiljøregler, skal dette betragtes som et alvorligt brud på\nansættelsesforholdet, der i givet fald kan medføre ansættelsesretlige\nkonsekven-ser.",{"bindId":146,"name":147,"text":148},"eqpay","stk. 2. Enhver arbejdsgiver skal yde kvi","stk. 2. Enhver arbejdsgiver skal yde kvinder og mænd lige løn, for så\nvidt angår alle lønelementer og lønvilkår, for samme arbejde eller for\narbejde, der tillægges samme værdi. Især når et fagligt\nkvalifikationssystem anvendes for lønfastsættelsen, bygges dette system på\nsamme kriterier for mandlige og kvindelige lønmodtagere og indrettes således,\nat det udelukker forskelsbehandling med hensyn til køn.",{"bindId":150,"name":151,"text":152},"sicknesspay","For timelønnede betales en løn svarende ","For timelønnede betales en løn svarende til det indtægtstab den\npågældende har lidt ved normalt produktivt arbejde.\n\nTimelønnen under sygdom er for akkordsvende den i virksom- heden gældende\ntimeløn. Hvor en sådan ikke er aftalt, betales den i akkordaftalesedlens pkt.\n6 aftalte å conto løn. Dog indregnes ikke smudstillæg, tillæg ved skiftende\narbejdssteder og tillæg ved rejsearbejde.\n\nLønnen under sygdom indeholder den ved lovgivningen fastsat-te maksimale\ndagpengesats.",{"bindId":154,"name":155,"text":156},"cbasignmultiplesignatory","TEKNIQ Søren Skræddergaard","TEKNIQ\n\nSøren Skræddergaard",{"bindId":158,"name":159,"text":160},"dayspweek_select","Arbejdstiden fastlægges i den enkelte vi","Arbejdstiden fastlægges i den enkelte virksomhed i tiden mellem kl. 06.00\nog 18.00 og fordeles på 5 dage. Ingen arbejdsdag kan være under 7 timer, med\nmindre andet aftales. Fastlægges ar-bejdstiden uden for dette tidsrum, betales\ntillæg i henhold til Punkt 8 (overarbejde) og 9 (forskudt arbejdstid).",{"bindId":162,"name":163,"text":164},"apprenticeships","Punkt 26 – Løn- og arbejdsforhold for læ","Punkt 26 – Løn- og arbejdsforhold for lærlinge",{"bindId":166,"name":167,"text":168},"hivpolicytxt","Virksomhederne skal sikre, at der tilbyd","Virksomhederne skal sikre, at der tilbydes natarbejdere gratis\nhelbredskontrol, in-den de begynder beskæftigelse ved natarbejde og derefter\nmed regelmæssige mellemrum.",{"bindId":170,"name":171,"text":172},"tempagency","Underentrepriseforhold Der er enighed om","Underentrepriseforhold\n\nDer er enighed om, at følgende indsættes som protokollat i\noverenskomsten:\n\nVirksomhederne bør indføre bestemmelser i entreprisekontrakterne om, at\nunder-entreprenøren skal være omfattet af de for den enkelte entreprises\nrelevante LO forbunds overenskomster i relation til de medarbejdere, som\nudfører arbejdet og, at det betragtes som en væsentlig misligholdelse af\nentreprisekontrakten, ikke at op-fylde dette krav.\n\nDer er enighed om, at den ovennævnte kontraktbestemmelse betyder, at\narbejds-standsninger med henblik på opnåelse af overenskomst kan undgås,\nidet underen-treprenøren således er omfattet af kollektiv overenskomst.\n\nHvis forbundet påviser omstændigheder, som giver anledning til at formode,\nat overenskomstens bestemmelser ikke bliver overholdt, henvender forbundet sig\nomgående til TEKNIQ for indledning af fagretlig behandling.\n\nI forbindelse med den fagretlige behandling påhviler det\nunderentreprenøren at bevise, at overenskomstens bestemmelser overholdes.",{"bindId":174,"name":175,"text":176},"PAIDLEAV_trigger","§ 7. En lønmodtager optjener ret til 2,0","§ 7. En lønmodtager optjener ret til 2,08 dages betalt ferie for hver\nmåneds ansættelse i et kalen-derår (optjeningsår). For ansættelsesperioder\naf under 1 måneds varighed optjenes ferien i forhold til ansættelsens\nlængde.",{"bindId":178,"name":179,"text":179},"NOCTPREM_trigger","Stk. 1: Betaling for forskudt arbejdstid",{"bindId":181,"name":182,"text":182},"shiftallowanceamount1","Pr. 1. marts 2014 kr. 39,75 ",{"bindId":184,"name":185,"text":186},"MAXHOURS_trigger","Arbejdstiden i den enkelte uge må ikke o","Arbejdstiden i den enkelte uge må ikke overstige 50 timer. Man kan godt\naftale en arbejdstid, der er mindre end 7 timer pr. dag. Varieret arbejdstid\nfastlægges skriftligt og mindst 2 uger forud.",{"bindId":188,"name":189,"text":190},"pensionfund","Pensionsbidraget udgør 12 %. Den ansatte","Pensionsbidraget udgør 12 %. Den ansatte betaler 4 % og arbejdsgiveren 8\n%.",{"bindId":192,"name":119,"text":120},"paidmaternityleavepay",{"bindId":194,"name":195,"text":196},"trainingprogrammes","Stk. 1: Efteruddannelses- og kompetencep","Stk. 1: Efteruddannelses- og kompetenceplanlægning\n\nOverenskomstparterne er enige om i samarbejde at sikre virk- somhedernes\nmedarbejdere den fornødne efter- og videreud- dannelse samt\nkompetenceudvikling, for herigennem at fremme VVS-branchens arbejdsområder.\n\nDet betyder, at virksomhederne skal give medarbejderne de for-nødne\nuddannelsesmuligheder, ligesom medarbejderne er for-pligtede til at deltage i\nden fornødne uddannelse. Virksomheder-ne og medarbejderne opfordres derfor til\nat foretage en uddan-nelses- og kompetenceplanlægning.\n\nUddannelserne har til formål at sikre udvikling af medarbejder- nes\nkompetencer med henblik på at bevare og styrke virksom- hedernes\nudviklingsmuligheder i en teknologisk verden. Det er ligeledes formålet at\nunderstøtte udvikling af medarbejdernes kompetencer for at bevare og styrke\nbeskæftigelsesmuligheder- ne.\n\nDette kan eksempelvis sikres gennem uddannelse på såvel grundlæggende som\nvideregående niveau, almen såvel som fa-lig efter- og videreuddannelse samt\ndeltagelse i realkompeten- cevurdering i offentligt regi og relevante private\ntilbud. Organisationerne er enige om, at medarbejdere, under hensyn til\nvirksomhedens arbejdsmæssige forhold, kan opnå frihed til deltagelse i\nefteruddannelseskurser.",{"bindId":198,"name":199,"text":200},"paidmaternityleave","b. graviditet: Kvindelige medarbejdere h","b. graviditet: Kvindelige medarbejdere har, under samme be-\ntingelser som angivet i stk. 1 a., ret til fravær på grund af barsel fra 4\nuger før det forventede fødselstidspunkt (graviditetsorlov) og indtil 14 uger\nefter fødslen (barselsorlov).",{"bindId":202,"name":203,"text":204},"contractseverancepay","Stk. 9: Frihed i forbindelse med afskedi","Stk. 9: Frihed i forbindelse med afskedigelser\n\na) Kompetenceudvikling\n\nMedarbejdere, der har været uafbrudt beskæftiget i virksomhe-den i mindst\n2 år, og som afskediges på grund af omstrukture- ringer, nedskæringer,\nvirksomhedslukning eller andre på virk- somheden beroende forhold, er efter\nanmodning herom beretti- get til at deltage i et for medarbejderen relevant\nkursus af op til 2 ugers varighed, inden for f.eks. AMU, FVU eller andre\nuddannelsestilbud , hvortil der gives offentlig deltagerstøtte på\ndagpengeniveau - medmindre medarbejderen inden for de seneste 2 år har\ngennemført 2 ugers efter- og videreuddannelse. Deltagergodtgørelsen tilgår\nvirksomheden.\n\nArbejdsgiveren dækker udgifterne ved deltagerbetaling på op til max. 1.500\nkr.\n\nKursusdeltagelsen skal finde sted i opsigelsesperioden.\n\nDisse regler finder dog ikke anvendelse over for medarbejdere, der er\nberettiget til efterløn eller pension fra arbejdsgiveren eller fra det\noffentlige.\n\nb) Vejledning\n\nPr. 1. maj 2014 gælder følgende:\n\nMedarbejdere, som afskediges med overenskomsternes opsi-gelsesvarsel på\ngrund af omstruktureringer, nedskæringer, virk-somhedslukning eller andre på\nvirksomheden beroende forhold, har ret til frihed med løn i op til 2 timer til\nat søge vejledning i a- kassen\u002Ffagforeningen. Friheden placeres hurtigst\nmuligt efter af-skedigelsen og under fornødent hensyn til virksomhedens\npro-duktionsforhold.",{"bindId":206,"name":207,"text":207},"overtimeallowanceamount1_general","Pr. 1. marts 2014 kr. 36,75 ","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>DNK TEKNIQ - 2014\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Startdato: → 2014-03-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Slutdato: → 2017-03-01\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Navn på industri: → Bygge- og anlægsvirksomhed, teknisk rådgivning, Engroshandel\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Offentlig\u002Fprivat sektor: → I den private sektor\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Indgået af:\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Navn på foreninger: → TEKNIQ\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Navne på fagforeninger: → \n\n                \n                    \n                    \u003Cspan>\n                        LO - Dansk Metal, LO - Blik- og Rørarbejderforbundet og Rør- og Blikkenslagernes Fagforening\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SIKKERHED OG PENSIONER\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Arbejdsgiver bidrager til pensionskasse for medarbejdere: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Arbejdsgiver bidrager til en handicapfond for medarbejdere: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Arbejdsgiver bidrager til arbejdsløshedskasse for medarbejdere: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">UDDANNELSE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Uddannelsesprogrammer: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Lærlingeuddannelse: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Arbejdsgiver bidrager til en uddannelsesfond for medarbejdere: → Ja\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SYGDOM OG HANDICAP\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maksimal sygefraværsbetaling (i 6 måneder): → Not specified %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maksimal antal betalte sygeorlovsdage: → 30 dage\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Bestemmelser om tilbagevenden efter langtidssygdom, fx cancerbehandling: → Nej\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Betalt fravær på grund af menstruation: → Nej\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Betaling i tilfælde af invaliditet som følge af arbejdsulykke: → Ja\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SUNDHED OG SIKKERHED SAMT LÆGEHJÆLP\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Lægehjælp aftalt: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Hjælp fra pårørende aftalt: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Bidrag til sundhedsforsikring aftalt: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Sundhedsforsikring til pårørende aftalt: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Sundheds- og sikkerhedspolitik aftalt: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Sundheds- og sikkerhedsuddannelse aftalt: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Beskyttelsestøj udleveret: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Jævnlig eller årlig helbredstjek eller besøg foranlediget af arbejdsgiver: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Overvågning af bevægeapparatet på arbejdspladser, professionel risici og\u002Feller forholdet mellem arbejde og sundhed: → Insufficient data\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Begravelseshjælp: → Nej\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">ARBEJDE- OG FAMILIEORDNINGER\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Betalt barselsorlov: → 18 uger\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Betalt barselsorlov begrænset til 100 % af grundløn\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Jobsikkerhed efter barselsorlov: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Forbud mod forskelsbehandling i forbindelse med barsel: → Ja\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Forbud mod at tvinge gravide eller ammende medarbejdere til at udføre farligt eller usundt arbejde: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">APV risikovurdering for sikkerhed og sundhed for gravide eller ammende kvinder: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Tilgængelighed af alternativer til farligt og usundt arbejde for gravide eller ammende kvinder: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Fravær i forbindelse med fødselsforberedelse: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Forbud mod at screene for graviditet før ansættelse af vikarer: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Forbud mod at screene for graviditet før forfremmelse: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Faciliteter til ammende mødre: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Børnepasningsfaciliteter anlagt af arbejdsgiver: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Børnepasningsfaciliteter med tilskud fra arbejdsgiver: → Nej\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetær undervisning\u002Ftilskud til børns uddannelse: → Nej\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Betalt orlov pr. år ved omsorgsarbejde for pårørende: → 1 dage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Betalt barselsorlov til fædre: → 2 dage\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">LIGESTILLINGSANLIGGENDER\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Ligeløn for lige arbejde → Ja\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-gender\">\n                Særlig reference til køn ved løn mellem kønnene: → Ja\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-discrimination\">\nDiskriminering af arbejdsklausuler:\nLige muligheder for forfremmelse for kvinder:\nLige muligheder for uddannelse og omskoling for kvinder:\nLigestilling fagforening officer på arbejdspladsen:\nKlausuler om seksuel chikane på arbejdspladsen:\nKlausuler om vold på arbejdspladsen:\nSærlig orlov til arbejdstagere udsættes for indenlandsk eller vold i parforhold: → Ja\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Lige muligheder for forfremmelse for kvinder: → Nej\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Lige muligheder for uddannelse og omskoling for kvinder: → Nej\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Ligestilling i forbindelse med tillidsmænd på arbejdspladsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Klausuler om seksuel chikane på arbejdspladsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Klausuler om vold på arbejdspladsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Særlig orlov til medarbejdere, der har været udsat for vold i hjemmet eller partnervold: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Støtte til kvindelige medarbejdere med handicap: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Overvågning af ligeberettigelse: → Ja\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">ARBEJDSKONTRAKTER\u003C\u002Fh3>\n\n           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