The parties agreed on a renewal of the Warehousing and Transportation Agreement, commonly known as the Joint Agreement.
With this settlement as the point of departure, collective bargaining between 3F Transport and the Confederation of Danish Industry continue regarding the other collective agreements in the transportation sector, which cover a total of about 35,000 employees in the Confederation of Danish Industry’s member companies.
“We’ve reached a good and responsible three-year agreement that will help Danish companies become more competitive so we can create stronger companies and more jobs in Denmark,” says CEO Karsten Dybvad, the Confederation of Danish Industry.
He emphasises that the agreement is a breakthrough in relation to ensuring that employees and companies can make local agreements regarding both working hours and parts of wages. Meanwhile, the bargaining parties have also strengthened the conditions for shop stewards.
“It’s clearly a breakthrough that companies and employees with standard wages will have the possibility to negotiate how they wish to schedule work and to enter agreements regarding wages in relation to that so it suits their company specifically. There has been much demand for such possibilities, and we’re pleased to supply them,” says DI’s CEO.
The parties have also agreed to strengthen education of employees and implement up to 32 senior holidays for employees nearing retirement age.
“The companies need skilled workers - of all ages. This agreement enables us to provide better opportunities for employees to undertake education of their own choosing - and the companies will hopefully benefit from their experienced employees for even longer when they have good opportunities for combining work life and senior life.”
The agreement was signed under the auspices of the Conciliation Board.
The main elements of the agreement between 3F and the Confederation of Danish Industry for a new three-year collective agreement effective from 1 March, 2017 to March 1, 2020:
· The standard wage is increased with DKK 2.50 as of 1 March 2017, with DKK 2.50 as of 1 March 2018 and with DKK 2.50 as of 1 March 2019.
· Inconvenience allowance is regulated with 1.6 per cent as of 1 March 2017, with 1.6 per cent as of 1 March 2018 and with 1.6 per cent as of 1 March 2019.
· Apprentice and student rates are regulated with 1.7 per cent every year of the agreement as of 1 March.
· The contribution to the special savings account is increased to 2.7 per cent as of 1 March 2017, to 3.4 per cent as of 1 March 2018 and to 4.0 per cent as of 1 March 2019.
· Support for employees’ education of own choice is raised from DKK 55 to DKK 80 per hour.
· The parties agree to set up a consultancy service to support the work to ensure more skilled workers in the transport and logistics industry.
· The parties will jointly establish how future skills development within the industry can be supported by the Trade, Transportation and Service Sectors’ Skills (HTSK) Fund.
· As of 1 March 2018, possibilities are increased for making local agreements between the enterprise and the shop steward regarding working hours.
· As of 1 March 2018, it will be possible to agree on local wages, in which part of the employee’s standard wage can be implemented locally on the basis of an agreement with the shop steward. Local wages can make up DKK 0.50 per hour as of 1 March 2018 and DKK 1.00 per hour as of 1 March 2019.
· Enterprises with varying production needs may notify employees of time off in lieu of systematic overtime if it is not possible to reach a local agreement on varying weekly working hours. Saving of systematic overtime for later time off in lieu can maximally amount to 5 hours per calendar week and 1 hour per day.
· The rules for the child's first day of illness change so that employees have the right to the day off of the rest of the day on which the parent receives notice of the child's illness as well as the following day.
· Employees are allowed two childcare days per year and can in connection with these receive payment from their special savings account.
· The rules for time off in connection with children's hospitalisation is expanded to also include hospitalisation at home.
· Employees who fall ill before scheduled time off in lieu may take off compensatory lieu days later.
· An expanded senior scheme is introduced starting five years before the generally applicable state pension age, in which all or part of the employee’s special savings account and pension contributions can be converted to additional senior holidays.
· Full pay is given during parental leave for employees with at least nine months' seniority.
· Shop stewards who agree with the enterprise to carry out vocational training as an adult apprentice can continue to serve as shop stewards while in training.
· Shop stewards who have been shop stewards for at least three years will have the right to vocational training to enhance their career when their stewardship term comes to an end.
· Employees who cease to be shop stewards and continue to be salaried employees and employed according to the Danish Salaried Employees Act shall, like hourly employees, for up to one year after his/her resignation as a shop steward be entitled to an eight-week extension of their notice period, provided that they have acted as such for at least one year.
· Remuneration for shop stewards is implemented which as of 1 May 2017 amounts to:
· Shop stewards elected from among up to and including 49 persons: DKK 9,000 per year.
· Shop stewards elected from among 50 to 99 persons: DKK 16,500 per year.
· Shop stewards elected from among 100 persons and above: DKK 33,000 per year.
· The parties agree that the shop steward or 3F Transport Group may obtain information about the enterprise’s use of sub-suppliers within the areas covered by the collective agreement.
· The parties agree that in the case of any mediation suggestion, request must be made to the Danish Parliament’s parties to reestablish the safeguard against social dumping in legislation on cargo transport as soon as possible.
· Temporaries at temporary employment agencies will have better opportunities to retain their seniority.
· Employees will have access to a clarifying meeting at the user enterprise in cases where there may be doubt as to whether an enterprise performs temporary work or not.