MIDDLE MANAGERS. Section 5.19(c) All Business Employees Section 5.19(i), (ii), (iii), (iv), (v), (vi) and (vii) Employees and Other Representatives – Payment Due to Employees, Collective Bargaining or Unionization Agreements, Severance and Other Payments Due from Noble or Group Members After Transactions, Former Employees Entitled to Re-Employment by Group Members, Employees who have Given Notice of Termination, Strikes or Work Stoppages; Compliance with Labor and Employment Laws Section 5.20(i), (ii), (iv), (v), (vi) and (x) Employee Benefit Plans – Arcelor Group Private Social Plans, Arcelor Group Government Social Plans, Plan Termination Liability With Respect to Arcelor Group Government Social Plans, Accelerated Benefit, Payments due to Transactions, Estimates Section 5.21 Litigation Section 5.22 Events Since the Financial Statement Date Section 5.23 Tax Section 5.24 Accounts Receivable Section 5.25 Products Section 5.26(a) Major Customers and Suppliers – Major Customers Section 5.26(b) Major Customers and Suppliers – Major Suppliers Section 5.26(c) Major Customers and Suppliers – Critical Suppliers
MIDDLE MANAGERS. 1. This provision covers middle managers who have special responsibility in the shop without being covered by section 12(2), point c, paragraph 2 of the collective agreement.
2. Middle managers are dealt with in accordance with sections 1, 3 and 4 of the Salaried Employees’ Collective Agreement for Trade, Knowledge and Service between Dansk Erhverv Arbejdsgiver and XX XXXXXX and HK/Privat. These provisions can be found in the Agreement on the understanding of the Agreement on middle managers, page 67.
3. Middle managers can be hired in accordance with the rules set out below: In shops with at least four employees covered by the collective agreement, one of these can be appointed as a middle manager. In addition to this, a further middle manager may be appointed in shops with at least 12 employees. Another middle manager may subsequently be appointed for each additional nine employees in the shop. However, it is always possible to appoint a middle manager where there is neither a shop manager outside the collective agreement nor an owner who works in the shop to any significant extent. The number of employees is calculated to be equivalent to the number of full-time employees in the shop according to the basic calculation data for ATP pension contributions valid as of 1 March 2004: • Employees working at least 117 hours per month are included in full • Employees working less than 117 hours – but at least 78 – per month are included using a factor of 2/3 • Employees working less than 78 hours – but at least 39 – per month are included using a factor of 1/3 • Employees working less than 39 hours per month are not included
4. Where there are special circumstances, middle managers can be appointed to a greater extent than that stated in subsection 3. This is subject to agreement with XX XXXXXX.
5. An agreement on appointment as a middle manager is entered into between the middle manager and the company.
6. Existing employees whose employment conditions change under this provision retain the llength of service that they have accrued at the shop. The same applies where an employee who was employed as a middle manager switches to general conditions. Employees already in place on 1 March 2004 cannot be ordered to take on the role of middle manager without an agreement to this effect.
7. The parties recommend that middle managers participate in relevant continuing vocational training, e.g. basic or advanced management training.
MIDDLE MANAGERS. 1. This provision covers middle managers who, without being covered by Section 12(2)(C), paragraph 2, of the collective agreement, have a special responsibility at the shop.
2. Middle managers are treated in accordance with Sections 1, 3 and 4 of the Salaried Employees' Collective Agreement for Trade, Knowledge and Service (Funktionæroverenskomsten for Handel, Viden og Service) between Dansk Erhverv Arbejdsgiver and HK HANDEL and XX Xxxxxx. These provisions can be found in the Agreement on the Understanding of the Agreement on Middle Managers, page 84.
3. Middle managers can be employed according to the following rules: In shops with at least 4 employees covered by the collective agreement, one may be employed as a middle manager. In addition, one more middle manager can be hired in shops with at least 12 employees. One additional middle manager can subsequently be hired for every addi- tional 9 employees at the shop. However, one middle manager can always be hired where there is neither a shop manager who is excluded from the collective agreement nor an owner who works in the shop to a significant extent. The number of employees is calculated corresponding to the number of full- time employees at the shop, calculated according to the basis for supplemen- tary labour market pension contribution applicable as at 1 March 2004: • Employees with at least 117 hours per month are included in full • Employees with less than 117 hours – but at least 78 – per month are included at 2/3 • Employees with less than 78 hours – but at least 39 – per month are included at 1/3 • Employees with less than 39 hours per month are not included
4. Where there are special circumstances, middle managers can be appointed to a greater extent than that stated in subsection 3. This is subject to agree- ment with HK HANDEL. Sucx xxxxxxxnts can also cover an entire group of companies.
5. An agreement on employment as a middle manager is entered into between the middle manager and the company.
6. Existing employees whose employment conditions change under this pro- vision shall retain their seniority at the shop. The same applies when an em- ployee transitions from middle management to regular terms and conditions. Workers already employed as at 1 March 2004 cannot be required to take on the role of middle manager without an agreement to this effect.
7. The parties recommend that middle managers participate in relevant continuing and further education, e.g. basic or more advanced managem...
