INDUSTRIAL DISPUTES PROCEDURE. Disputes concerning the provisions contained within this agreement must be settled using the industrial dispute system and in accordance with the rules governing it. The parties further agree that disputes concerning other parts of the Danish Holiday Act can be settled by means of industrial disputes procedure provided that this has been agreed in the individual case.
INDUSTRIAL DISPUTES PROCEDURE. Any dispute as to the wages or conditions of employment of any of the employees covered by this Agreement shall be settled in the following manner, without interruption to customer service or operations :
INDUSTRIAL DISPUTES PROCEDURE. Where there is any disagreement on access to the rights laid down in this agreement, this must be handled according to the normal rules of industrial disputes and employment law. Where there are no such rules, the principle set out in section 22 of the Danish Labour Court Act applies, according to which the standard rules between DA and LO from time to time for handling industrial disputes apply. The employee may enter into a senior employees' scheme from a period of five years before the retirement pension age for the employee in force from time to time.
INDUSTRIAL DISPUTES PROCEDURE. Where agreement on the determination of personal allowances cannot be reached, the case is referred for consideration in the industrial disputes system. The organisations agree that employees can discuss pay and pay conditions with each other. Confidentiality and the prohibition on the disclosure of information can therefore not be imposed.
INDUSTRIAL DISPUTES PROCEDURE. 14.1 Any dispute or claim (whether any such dispute or claim arises out of the operation of this Agreement or not) as to the wages or conditions of employment of any of the employees covered by this Agreement shall be settled in the following manner, without interruption to customer service or operations :
14.1.1 The matter shall first be discussed between the aggrieved employee and his/her supervisor.
14.1.2 If unresolved, the matter shall be discussed between the aggrieved employee, a representative of the employee’s choice (if requested by the employee) and the site manager or other appropriate officer of the Employer.
14.1.3 If unresolved, the matter shall then be discussed between the employee, a representative of the employee’s choice which may include a union organiser (if requested by the employee), and the appropriate representative of the Employer.
14.1.4 If unresolved, the matter shall then be discussed between the employee, a representative of the head of the office of the Employer and a representative of the employee’s choice this may include a union secretary (if requested by the employee), The provisions of this sub-clause need not apply unless either the Employer or the employee requests otherwise.
14.1.5 If unresolved, the employee and/or Company will commence a cooling off period of two working days and then resume discussions as in clause 14.1.4.
14.1.6 If still unresolved, it shall be submitted to an agreed member of the Australian Industrial Relations Commission, or other agreed independent conciliator, mediator or arbitrator, for conciliation and/or where the parties agree arbitration. is necessary. In the absence of no agreement the AIRC will act in its capacity to resolve the dispute. If arbitration occurs, subject to any rights of appeal, the decision will be final and will be accepted by the parties.
INDUSTRIAL DISPUTES PROCEDURE. Any disagreements regarding the understanding of the individual agree- ments or these guidelines are handled in accordance with the rules on industrial disputes laid down in the collective agreement. If the company wishes to be released from an agreement on employment on terms similar to those applicable under the Salaried Employees Act with one employee or if that employee wishes to be released, this can be done with the employee's notice of termination. After the expiry of the above-mentioned notices, the employee is consid- ered to be subject to this collective agreement only. Already existing agreements on employment on terms similar to those applicable under the Salaried Employees Act can be rewritten in accord- ance with these guidelines as per agreement between the company and the employee. The basic agreement applies in general.
INDUSTRIAL DISPUTES PROCEDURE. If a dispute arises regarding access to the rights set out in this agreement, such disputes shall be handled in accordance with the normal industrial and labour law rules. In the absence of such rules, the principle in Section 33 of the Labour Law Act (arbejdsretsloven) applies, according to which the norm for rules for the han- dling of industrial disputes applicable at that time between DA and FH shall apply. Agreement on flexible part-time employment At the renewal of the collective agreement on 1 March 2023, agreement was reached to establish a new form of employment called flexible part-time employ- ment. This agreement supplements and reproduces the collective agreement's rules on flexible part-time employment.
1. GROUPS THAT CAN BE HIRED AS FLEXIBLE PART-TIME EMPLOYEES
1.1 This form of employment can only be used to hire the following groups:
a. Young peoplx xxxxx 18 years old.
b. Students who complete a state-recognised full-time education pro- gramme of 6 months once their study activity is complete.
INDUSTRIAL DISPUTES PROCEDURE. If a dispute arises regarding access to the rights set out in this agreement, such disputes shall be handled in accordance with the normal industrial and labour law rules. In the absence of such rules, the principle in Section 22 of the Labour Law Act (arbejdsretsloven) applies, according to which the norm for rules for the handling of industrial disputes applicable at that time between DA and FH shall apply. Agreement on shift arrangements When introducing on-call schemes and work in continuous operations local negotiations must be initiated. Either party may request the involvement of the parties to the collective agreement. CONTINUOUS OPERATION Continuous operation is typically a set duty roster that provides cover 24 hours a day, seven days a week. Supplements are typically agreed for the second (evening) and third (night) shifts in the form of either a fixed percentage of pay or a fixed amount. The working hours for the third shift can be shorter. ON-CALL SHIFTS Pay for on-call shifts can be either in the form of a separate fee/supplement or part of function-based pay. There are many ways to schedule on-call shifts. Below are examples of shift types: • Telephone answering shifts without being contacted • Work during a telephone answering shift from home • Work during a telephone answering shift for which the employee goes to the company Transport time could be counted as working time. SUSTAINABILITY AND DIGITISATION
INDUSTRIAL DISPUTES PROCEDURE. In case of a dispute concerning access to the rights set out in this agreement, this shall be handled in accordance with the normal rules of industrialdisputes and labour law. In the absence of such rules, the principle in section 22 of the Danish Labour Court Act (arbejdsretsloven) applies, according to which the standard rules for the handling of industrial disputes applicable at that time between DA and FH shall apply. SUSTAINABILITY AND DIGITISATION
INDUSTRIAL DISPUTES PROCEDURE. The norm
