Collective redundancies. The parties agree that it is desirable that notice of redundancy should be directed exclusively to employees who are to be made redundant and not at all the employees or groups of employees. Accordingly, the parties have entered into the following agreement:
Collective redundancies. The parties are subject to an agreement on notification, etc. in connection with collective redundancies. The agreement is reprinted as appendix 5.
Collective redundancies. 1. If the employer terminates the employment relationship with notice pursuant to § 52 letter a) - c) with at least 30 employees, he/she is obliged to fulfil the obligations imposed by § 62 of the Labour Code. The same obligations arise for the employer if he/she terminates the employment relationship with at least 5 employees, and at the same time, with at least another 25 for the same reasons, he/she terminates the employment relationship by agreement.
2. The employer is obliged to provide the necessary information and documents to the trade union sufficiently in advance, and to discuss these measures with it, as well as the obligation to continuously inform the Labour Office in writing about negotiations with the trade union and its results.
Collective redundancies. Employment-related matters: Social balance; health, hygiene and safety policies at the workplace; environmental policy; skills management policy; professional training; diversity, equality and anti-discrimination policies; corporate social responsibility; reduction of atypical work; policy to tackle youth unemployment.
Collective redundancies. The Select Committee shall have the right to add further topics for discussion to the agenda if agreed upon by common consent.
Collective redundancies. The parties are subject to an agreement on notification, etc. in connection with collective redundancies. The agreement is reprinted as appendix 5.
Subclause 6. Severance allowance to employees with longer seniority
1. If an employee whose employment has been uninterrupted at the same enterprise for 3, 6 or 8 years is made redundant without it being his/her own fault, the employer shall, on the resignation of the employee, pay respectively 1, 2 or 3 times a special severance allowance calculated as described in (2).
2. The special severance allowance constitutes an amount equal to the difference between the daily benefit per month and the wage less 15%. The severance allowance shall amount to a minimum of DKK 2,500 per month and maximum DKK 15,000 per month. The wage is calculated per month based on the employee's personal wage, which is added the optional account contribution based on the personal wage. The pension contribution is not included in the calculation basis or added to the calculated payment.
3. The provision in subclause 1 does not apply in case the employee, on resignation, has obtained other employment, receives pension or for other reasons does not receive unemployment benefits. Furthermore, the severance allowance is not paid if the employee has white collar status or has already the right to severance allowance, extended term of notice or similar conditions that are better than the regular rules of notice of the Collective Agreement.
4. Employees who receive allowance pursuant to subclause 1 and, in connection with re- employment, obtain their previous seniority, only obtain right to severance allowance again pursuant to this provision once the conditions in subclause 1 are met in relation to the new employment. If the average weekly working hours are different from 37 hours, such as part time or shiftwork, the ratio shall change correspondingly. The parties agree that the provision does not apply in the event of temporary dismissal. This is the case irrespective of which specific terminology is used if the nature of the interruption of the employment is temporary. If an interruption that was first temporary would later become permanent, the employer’s obligation according to the provision comes into force.
