Holiday card Sample Clauses

Holiday card. On any employee's resignation the employer may use a holiday card approved by the organisations instead of the Holiday Account scheme ("FerieKonto"), cf. the provisions in items (a)-(h): (a) An employee who during the current qualifying year gets a new job will on leaving the enterprise receive a notice from the enterprise to the effect that a holiday allowance will be payable to him. The notice shall contain information about the period of employment and a request to the employee to inform the employer of any change of address. (b) Not later than immediately after the end of the qualifying year employees who have resigned from the enterprise shall receive from the enterprise a holiday card approved by the organisations, stating the employee's name, the period of employment with the employer concerned within the same qualifying year, the qualifying pay paid for the same period, and the holiday allowance to which the employee is entitled. (c) In addition, the number of days of holiday entitlement as a result of the employee's employment and the amount of the holiday allowance per holiday shall be stated. (d) If on resignation the employee has not taken the holidays to which he/she is entitled because of his/her employment with the same enterprise in the previous qualifying year, a holiday card (balance of holiday card) shall be issued in this respect specifying the information stated above. (e) The holiday pay outstanding according to the holiday card shall fall due for payment in the subsequent holiday year, unless the issuing employer is notified that the qualifying employee has transferred holidays to the next holiday year. (f) The qualifying employee may claim payment or remittance of the holiday payment from the enterprises at which he/she used to be employed, against delivery or submission of the holiday card or balance of holiday card issued by the enterprise concerned. (g) Proof that the employee will be taking his/her (h) If the employee is not taking his/her holidays as a continuous period, the number of days to be taken and the corresponding holiday pay shall be certified on the card. The employer who has issued the card shall pay the amount due and issue a balance of holiday card for the remaining amount in accordance with the aforesaid rules.

Holiday card. Certificate to prove that the employee is entitled to holiday, provided by the validation of the holiday card, possibly electronically. The validation takes place at any time according to the same rules as in the Danish Holiday Act on validation of holiday account certificates. Employees validate their holiday card themselves by indicating the holiday days and date that the holiday begins. Where the employee receives benefits from an unemployment insurance fund or municipality, the unemployment insurance fund or municipality shall validate the card when the employee takes holiday. Instead of issuing a holiday card immediately after an employee leaves, the company may decide to issue a holiday card after the end of the entitlement year and no later than 15 March. In that case, the employee who changes workplace during the course of the entitlement year shall be notified by the company when they leave – possibly on the last wage slip – that they have holiday pay due. The notification shall contain information on the employment period and encourage the employee to inform the company of any change in address. Where the company is not in immediate possession of the employee’s address when the holiday card is to be sent, the company is obliged to make an extra effort to locate the employee – possibly by contacting the local HK branch which will assist in the search for the address. If the employee who is leaving is due holiday pay for the current holiday year, the company will issue a holiday card for the period to date. 1. WHEN SHOULD THE RULE BE FOLLOWED?