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Everything on the outcome of the OK18 collective agreements

There was quite some activity regarding OK18, culminating at the State Conciliation Board on Labour Disputes during the General Prayer Day holiday, where collective agreements were entered within all three public sectors. Get an overview and all the details of the individual components of the OK18 collective agreement.

The municipalities
Agreement between KL and FORHANDLINGSFÆLLESSKABET in Danish (pdf)
Agreement between KL and Akademikerne in Danish (pdf)

The regions
Agreement between RLTN and FORHANDLINGSFÆLLESSKABET in Danish (pdf)
Agreement between RLTN and Akademikerne in Danish (pdf)

The state
Agreement between the state and CFU in Danish (pdf)
Agreement between the state and Akademikerne in Danish (pdf)

  • Salary

    The state, the regions and the municipalities
    Through the concluded collective agreements, a consensus has been reached in the state, the regions and the municipalities on an economic framework which means that all members will experience an increase in real wages. The framework in all three sectors has settled on 8.1 percent.

    Out of the 8.1 percent, it has been agreed that 6.8 percent in the regions and the municipalities should go to general salary increases. For the state, a percentage of 6.1 has been agreed. On top of both percentages, there are the parties' estimates for local salary determination: 1.5 percent for the state sector and 0.6 percent for the municipal and regional sectors.

    The difference is due to the fact that local salary development (residual increase), historically, is carried out more in the state than in municipalities and regions. Thus, it is extra important in the state sector to focus on local salary development, which, for example, is carried out by means of annual salary negotiations.

    The rest of the framework, up to 8.1 percent, covers funds for specific improvements. The funds are used, for instance, for raising the lowest pay grades and for pension rises for PhDs.

    Inflation in Denmark is expected to be around five percent over the next three years, thus increasing real wages for all groups.

    The state’s original proposal for a framework was at 6.7 percent; thus, more was negotiated during the OK18 process.

  • Lunch break

    All employees who are members of the Danish Confederation of Professional Associations (AC) in the state, the regions and the municipalities have been granted the right to paid lunch breaks in the OK18 collective agreement. The background for the demand was a letter from the Agency for Modernisation, which made it clear that the state perceived the lunch break as a practice that could be terminated unilaterally. This made it necessary to issue the demand in OK18, since it could otherwise be perceived as an acceptance of the announcement by the Agency for Modernisation, where the fear was that the state might eventually wish to abolish lunch breaks, thus saving the 7.25 percent of the salary sum, which the lunch break amounts to.

    The negotiations regarding lunch breaks have been conducted on a par with the other components of the negotiations in the three sectors, and it is not possible to place a valuation on the individual components.

    The fact is that lunch breaks are now set out explicitly as a right for all graduates, so they cannot be abolished. This is a good outcome when, at the same time, we have a good salary development.

    The municipalities and the regions
    At the municipal and regional levels, various wishes were raised for the implementation of lunch breaks by different organisations during the negotiations, and therefore it was necessary to evaluate the lunch break here. It is, therefore, stated in the agreements that the lunch break has a value of 0.35 percent of the salary. It has been necessary to set this in writing, to ensure that members of the FTF organizations should not contribute to this part of the agreement. However, it does not change the fact that it is not possible to say how the lunch break in the sector has been paid, and one cannot unequivocally say that individual graduates will thereby receive 0.35 percent less in wage increases, since the salary is still composed of a variety of different elements.

    The state
    In the state sector, the lunch break is not evaluated in the same way as in the municipal and regional sectors. A balanced agreement has arisen that contains a number of elements that both parties are satisfied with. Like us, employers brought a number of demands to the negotiations, and we are pleased with the agreement that was made. We have made an overall agreement where we have met some of the employers' demands - and they have met a number of our demands. It is good that we have succeeded in ensuring a right provided by the collective agreement to a lunch break for the members we represent.

    The three main organisations
    In the collective agreement in the municipal and regional sectors, there are three different formulations on lunch breaks.

    The Danish Confederation of Trade Unions (LO), which among others includes Socialpædagogerne, FOA and HK, has chosen to accept the declaration that the lunch break is a practice that can be terminated by the employer. In the same context, the employer has chosen to reassure employees that they do not intend to change the practices in question.

    The Confederation of Professionals in Denmark (FTF), which includes, among others, the Danish Nurses' Organisation and BUPL, has also received confirmation of the existing practice and an assurance from employers that there is no intention of changing the existing practice. However, Confederation of Professionals in Denmark (FTF) has also secured the possibility of bringing a case for arbitration, if an employer at a later stage should consider changing the existing practice.

    The Danish Confederation of Professional Associations (AC), which includes, among others, the Danish Association of Masters and PhDs, the Danish Association of Lawyers and Economists (Djøf) and the Danish Association of Junior Hospital Doctors, have had the lunch break directly prescribed within the agreements, and this group has thus finally safeguarded lunch breaks against termination by the employer.

    Within the state sector, the Confederation of Professionals in Denmark (FTF) and the Danish Confederation of Trade Unions (LO) also have the same rights as the Danish Confederation of Professional Associations (AC).

  • Abolishment of private wage safeguard

    The state, the regions and the municipalities
    Through the OK18 collective agreement, a consensus has been reached about abolishing the contested private wage safeguards that were adopted into the collective agreements in 2015. With this abolition, we have now returned to the original regulation mechanism, which ensures a parallel salary development between the private and public labour markets.

  • Holiday for the newly graduated

    The state, the regions and the municipalities
    A new holiday act has been adopted, which will enter into force on 1 September 2020. With the OK18 collective agreement, it has been agreed that new holiday agreements must be concluded that reflect the content of the new holiday act. The essence of the amendments to the holiday act is that holidays are earned and held in the same period, so that, for example, newly educated people will no longer have to wait for a full year of earnings before they can take a holiday.

    The earning and taking of the special extra holiday entitlements (the 6th holiday week) are not affected by the amendment.

    In the state sector, it has been agreed for the Danish Confederation of Professional Associations (Akademikerne) to moreover provide new graduates the right to five days of paid leave in their first year of employment in the period up to 2020, when the new holiday act takes effect.

  • The mental working environment

    The state
    It has been agreed that, during the next three years, voluntary management training in the mental working environment should be developed with the aim of making the managerial staff more competent in creating a sound mental working environment at workplaces.

  • Plus-time

    As part of the collective agreements, there is an opportunity for employers and employees to agree to extend individual employees' working hours to 42 hours a week against a corresponding increase in salary - the so-called plus-time. It is not a new arrangement - but an arrangement that has been in place since 2008.

    During the negotiations, the employer expressed a wish to have the possibility to directly enter into an agreement with the individual employee. During the negotiations, we agreed to changes to the protective rules, so that the employer can now ask employees if they want to enter into an agreement regarding plus-time without having to go through a trade union representative.

    Employees are still free to decline the agreement, and employees may continue to contact the trade union representative and the Danish Association of Masters and PhDs for advice before entering an agreement regarding plus-time. No employee can be assigned to 40 or 42 hours of work per week against their wishes.

  • Teachers' working hours

    We all hoped that teachers would secure a working-hours agreement from OK18. Unfortunately, there was no willingness from employers to meet that demand, and as negotiations progressed, it was the assessment of the chairman of the Danish Union of Teachers, Anders Bondo, that a commission was the best obtainable solution. The purpose of the commission is to uncover the conditions at the primary and lower secondary schools today, so it becomes clearer what working conditions the teachers have at present. It is the aim that the work must lead to a working-hours agreement by OK21 at the latest. It is obvious that teachers in the coming years will need support to fully reach an agreement, and we will further talk to the Danish Union of Teachers about how we actually contribute to this.

  • Competence development

    The state
    It has been agreed that the two previous funds , "The Fund to Develop Government Workplaces" (FUSA) and "The Competence Fund" will be closed down and, instead, "The State Competence Fund" will be established, from which employees may apply for funds for individual competence development. The aim is to ensure that employees have access to competence development throughout their working lives. The Agency for Competence Development will continue to administer the funds.

  • Requirement for a place of employment

    The state
    In connection with the OK18 collective agreement, the salary earners expressed the wish for the employees of the state to be hired with an established place of employment. The issue has become relevant due to state relocations, where the contract's place of employment determines the employees' terms with regard to a relocation, but is also relevant to workplaces with a dispersed geographical location. The negotiating parties did not secure the demand of limiting the geographical area of employment, but employers were pleased to meet the employees' terms in regard to relocations.

    The parties agreed to adjust the rules for the relocation allowance so that they also include PhD students. At the same time, the rate for singles was abolished, so everyone is entitled to the same allowance.

  • State relocations - Trade Union Representative

    In connection with the state relocations, there has been a challenge that there was no locally-based trade union representative at the workplace. In connection with the OK18 collective agreement, the trade union representative agreement has therefore been adjusted so that it is possible to choose a temporary trade union representative during the period when some parts of the workplace are at the old address and other parts are at a new address, so there are trade union representatives at both places.

    It has also been agreed that the parties, during the collective agreement period, will develop a joint guide with good examples of measures for relocated employees, such as flexibility packages, retention options and commuter packages.

  • Right to time-off in the event of a child's illness

    The state
    The rules on leave of absence for family reasons are changed so that employees are entitled to paid leave of up to 5 days per child per year in connection with hospitalisation of the child. In this context, children are defined as under 14 years of age. The agreement includes both the employee’s own children and other children who live in the household; for example, step children. The right also covers situations where the child receives outpatient treatment and stays at home during recuperation.

  • Collective bargaining coverage of hourly-paid tuition

    The state
    Agreement has been achieved during the collective agreement period that there will be a collective bargaining coverage for hourly-paid teachers. This has been a high priority issue for the Danish Association of Masters and PhDs for many years.

  • More in pay for newly graduated bachelors

    The state, the regions and the municipalities
    Through the OK18 collective agreement, a consensus was reached on an increase in the base salary for bachelors. In the state sector, it means that both base pay grade 1 and base pay grade 2 will be raised by DKK 15,000 and DKK 20,000 respectively in annual base amounts. In the regions and municipalities, base pay grades 1 and 2 are to increase by DKK 4,400 and DKK 8,600 respectively in annual base amounts.

  • New job category in the state

    The state
    With the OK18 collective agreement, a new job title is to be introduced: chief consultant with personnel management. The current chief consultants without personnel responsibility will, in future, be called senior consultants. The purpose is to draw attention to the career paths in the state and to provide better protection to chief consultants with management in the event of unsolicited termination and a higher base salary allocation.

    With the OK18 collective agreement, a new job title is to be introduced: chief consultant with personnel management. The purpose is to draw attention to the career paths in the state and to provide better protection to chief consultants with management in the event of unsolicited termination and a higher base salary allocation.

  • Manager agreements

    The framework agreement on the appointment of executives has been expanded to include more government jobs. Two completely new contractual bases have also been agreed for executives at independent education and research institutions (not universities). The parties have also agreed to look into the modernisation of wages and terms of employment for university executives.

  • Collective agreement coverage of the self-governing areas

    The state
    With the OK18 collective agreement, a consensus has been reached on the collective agreement coverage of technical and administrative staff and managers in the self-governing areas of the Danish Ministry of Higher Education and Science and the Danish Ministry of Education. By an arbitration case in 2017, it was established that technical and administrative staff and managers in large parts of the self-governing area were not covered by the collective agreement. The problem is now resolved.

  • Pension for PhD fellows

    The state
    Through the OK18 collective agreement, a consensus was reached on improving pension terms for PhD fellows. This means that, with effect from 1 October 2018, their pension will be calculated on the total basic salary, whereas the pension calculation today is based on 85 percent of the basic salary. This has been a key issue for the Danish Association of Masters and PhDs for many years.

  • Better maternity leave for researchers

    Postdoctoral researchers/assistant professors at universities have the right to extend their employment due to maternity leave; the same right has now been agreed for all other job structure areas.

  • Appointment with limited tenure

    The regions and the municipalities
    With the OK collective agreement, a change has been agreed to the rules for the appointment with limited tenure. With the changes, the right to severance payment is accrued by one month for each full year of appointment of limited tenure. The changes also entail that severance pay cannot be paid any longer to employees, who have their limited tenure extended in the same position. In the municipalities, the changes apply to positions that are assumed or extended from 1 August 2018. In the regions, the changes apply from 1 April 2019.

  • Right to pay during a child bereavement leave

    The regions and the municipalities
    In connection with the OK18 collective agreement, the parties have decided to extend the right to pay during a child bereavement leave so that it includes not only the mother but also the other parent in the family. Both parents are thus entitled to 14 weeks of absence with pay in the event of a child's death or giving up one or more children for adoption. The amendments will enter into force on 1 January 2019.

  • Care day for foster parents

    The regions and the municipalities
    With the OK18 collective agreement, a consensus was reached that the right to personal days is extended to include foster parents.

  • Paid leave of absence for fertility treatment

    The regions and the municipalities
    There is an agreement to extend the right to paid leave of absence in the event of a fertility treatment to include all employees. The amendment will enter into force on 1 April 2019.

  • Availability allowance

    The municipalities
    With the OK18 collective agreement, it has been agreed that the availability allowance for municipal employees is frozen in the current collective agreement period. Thus, the availability allowance will not be adjusted together with the salary components.

  • Pension

    The regions and the municipalities
    An increase in the pension amount has been agreed for academics employed in the regions. The pension contribution will rise from 17.97 to 18.46 percent.

    In the municipal sector, an increase from 18.30 to 18.63 percent in the pension rate has been agreed with effect from 1 April 2019. Employees may opt to have the pension increase paid as salary.

    The municipalities
    In the municipal sector, an increase from 18.30 to 18.63 percent in the pension rate has been agreed with effect from 1 April 2019. Employees may opt to have the pension increase paid as salary.