For more information on the Danish labour market, wages and working conditions in Denmark, please contact the main organisations. MANUFACTURING: In general, remuneration as such is often the context of shorter strikes that violate the agreement and many cases of termination of payment before the labour court due to differences of opinion. However, it is not possible to quantify the cases where wage flexibility has been the main cause of any type of conflict. In Denmark, there are many examples of trade unions that have taken industrial action to obtain a collective agreement. These include Danish and foreign employers. With regard to foreign employers, the right to trade union action in the construction industry was particularly relevant. BANKS: The inter-professional agreement between FA and Finansforbundet covers certain types of variables, such as.B. Individual increases, additional expertise and supplements for the performance of certain tasks, while others are regulated at company level, such as the possibility for workers to exchange their wages for certain benefits and other types of increases negotiated by local agreements (Finansforbundet og FA, 2008: §41; §42; 127). The banking sector should also be seen as dominated by negotiations with several employers, although developments tend to increase company agreements. It is mainly the largest banks that have signed company contracts with the unions. However, enterprise contracts are considered part of the multi-employer negotiation system, as they are linked to the central standard contract. Steffen Wegner Mortensen, co-founder of Hilfr, is quoted as saying that the agreement “raises the bar for the Gig Economy and shows how we can all benefit from new technologies without undermining labour rights and working conditions”.
IN BOTH SECTORS: there was no agreement to freeze wages or increase below inflation. In fact, there is almost no shortage of concession negotiations in Denmark, including in manufacturing and banking. (See also commentary) 6 a.- (1) In order to ensure that posted workers receive wages corresponding to the rates that Danish employers must pay to carry out work, trade union actions may be taken against foreign service providers in the same way as Danish employers to support a claim for a collective agreement. See, however, paragraph 2. (2) The introduction of trade union measures under paragraph 1 is subject to the prior submission to the foreign service provider of provisions in collective agreements concluded by the most representative social partners in Denmark and covering the whole of the Danish region. These collective agreements must indicate, with the necessary clarity, the rate of the collective agreement that must be paid under the collective agreements. As a foreign company in Denmark, this means that you have to contact the relevant organisation or consult the corresponding collective agreements to determine the level of wages in your specific sector. It also means that trade unions and employers` organisations play a different and more active role in Denmark than in your home country in terms of wages and working conditions. In Denmark, this approach is usually referred to as the “Danish labour market model” or simply the “Danish model”. Piecework is mostly found in the food processing industry, especially in slaughterhouses. The basic remuneration system in this sector is the standard (or normal) remuneration system, which means that the real level of wages is set at the central level of collective agreements and will not be negotiated at company level as in minimum wage systems. The application of trade union measures to reach a collective agreement is subject to the condition that the trade union first informs the foreign employer of the provisions of the collective agreements in force on which their demands are based.
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