Individual allowance. The rules of the collective agreement on individual allowances apply to the employee. The individual allowance is subject to an annual assessment as part of the appraisal interview. Such assessment may result in an increased or decreased individual allowance. However, the employee’s salary may never be lower than the salary received by the employee at the time of transition to new pay models. In that connection, a shadow salary must be calculated (see (8)).
Individual allowance. The rules of the collective agreement on individual allowances apply to the employee. The individual allowance is subject to an annual assessment as part of the appraisal interview. Such assessment may result in an increased or decreased individual allowance. However, the employee’s salary may never be lower than the salary received by the employee at the time of transition to new pay models. In that connection, a shadow salary will be calculated (see (4)). Pension contributions are calculated on the basis of the employee’s current salary. If the employee is dismissed or a pension commitment is triggered for other reasons not attributable to the employee (utilregnelighedstilsagn), the employee will be entitled to pension benefits in accordance with a shadow salary calculation. If the employee’s current salary is higher than the shadow salary, the employee will be entitled to pension benefits on the basis of his/her current salary. Members of Danske Bank’s defined benefit plan (rød tilsagn)
Individual allowance. In case of job downgrading as referred to in Article 6.18, you are eligible for an individual allowance if you have held your job for three years or more and your current job salary exceeds the maximum of the lower job scale for the new job. The individual allowance is the difference between the former and the new individual job salary. The individual allowance will be scaled down during a period of three years. In the first year, the allowance is fixed at 100% of the difference, in the second year at 67% and in the third and last year, at 33%. The amounts are determined once and are not adjusted to CLA increases. The individual allowance does not count for your pension base after the change of job. The pension entitlements accrued up to the time of the job change are regarded as dormant rights. For calculation of the old age pension the pension entitlements accrued before and after the job change are added up together. Individual allowances and guarantees not included in your individual job salary are not included in this scheme.
Individual allowance. In the event of job downgrading at your own request, as arranged in Article 6.17.3, you are eligible for an individual allowance. This individual allowance is the difference between your current salary and the new individual job salary. The individual allowance will be decreased during a period of three years. In the first year, the allowance is fixed at 75% of the difference, in the second year at 50% and in the third, and last year, at 25%. The amounts are fixed once and are not adjusted to CLA increases. In this situation, the base amount for pension accrual after the job change is the new individual job salary in addition to the other employment benefits that are included when calculating the pension base. The pension entitlements accrued up to the time of the job change are regarded as dormant rights. For calculation of the old age pension the pension entitlements accrued before and after the job change are added up together. Your individual allowances and guarantees that are not included in your individual job salary, are not taken into account in this scheme.
Individual allowance. In case of job downgrading as referred to in Article 6.17, you are eligible for an individual allowance if you have held your job for more than three years and your current job salary exceeds the maximum of the lower job scale for the new job. The individual allowance is the difference between the former and the new individual job salary. The individual allowance will be scaled down during a period of three years.
Individual allowance. The individual allowance is calculated as a percentage (full percentage) of the basic salary between 0 - 25%. - 20 - 25%: Excellent performance - 10 - 20%: Very satisfactory for very satisfactory performance - 1 - 10%: Satisfactory to very satisfactory performance - 0%: Less satisfactory performance The rate of the allowance is determined on the basis of an overall assessment of the employee’s ef- forts and performance using the following criteria:
Individual allowance. The employee follows the rules in the agreement on individual allowances. The individual allowance is assessed once a year in the staff development interview. The individual allowance can either be in- creased or reduced in the assessment. However, the employee’s salary can never drop below the salary the employee had at the time of the transition to new forms of salary. In this connection, a shadow salary is calculated (see (9)). Pension contributions are calculated from the employee’s current salary. If the employee is dismissed or otherwise declared of unsound mind, the employee receives a pension according to the shadow salary calculation. If the employee’s current salary is higher than the shadow salary, the employee will be entitled to pension benefits on the basis of his/her current salary.
