Increase of all wage rates.
For work on second and third shifts working time is reduced from 41 1/4 hours to 40 hours per week.
Holiday entitlement is acquired during a calendar year (the qualifying year), and the holiday must be taken in the following year.
Holidays are extended from 3 weeks to 3 weeks + 3 days.
The holiday allowance is increased from 7 to 9 1/2 per cent.
Equal pay for men and women.
The central organisations agree to seek to resolve the equal pay problem where this has not already been done. Equal pay means that equal pay is to be paid for work of equal value irrespective of sex.
The conflict broke out on 21 March and work was not resumed until 10 April after the Official Conciliator had presented a new mediation proposal.
Equal pay for men and women is introduced with immediate effect, which means that the special female rates disappear. The equal pay issue must be solved before 1 July 1973.
40 hours' week from 1 December 1994. The wage compensation is fixed at DKK 0.75 per hour.
Working time for second and third shifts is reduced to 38 hours a week.
Shop steward provisions in the iron and steel industry are improved so that in future it will not be possible for an employer to dismiss a shop steward summarily.
Workers in the iron and steel industry get improved dismissal rules. For workers over 50 with 15 years' seniority: 90 days' notice.
All rates according to the Common Workshop rules are increased on average by 30-35 per cent.
The Government passed 7 acts, which constituted the incomes policy solution:
1. The Danish Collective Agreements Act, which extends the collective agreements. The automatic cost-of-living adjustment is maintained. The compensation allowance as a result of the reduction in working time is increased by DKK 0.35. Rates are increased.
2. The Danish Salaries of Public Servants Act abolishing the percentage cost-of-living adjustment so that in future the adjustment is carried out by a fixed øre-amount.
3. The Danish Profits Freeze Act.
4. The Danish Limitation of Dividends and Remunerations Act.
5. The Danish Resetting of the Price Index Act.
6. The Danish Interest Differentials of Banks Act.
7. Amendment of the Danish Pensions Act and adjustment of basic pensions and supplements.
The holiday allowance is increased to 10 per cent.
A guaranteed minimum hourly pay rate of DKK 29.00 is fixed for payment by time.
Notice periods are improved.
A right to complain about environmental matters and have them considered by the organisations is ensured by collective agreement.
Rates are increased.
1. Extension of the collective agreements until 1 March 1981 including the amendments on which there was agreement between the parties before the coming into operation of the Act.
2. The guarantee payment is increased.
3. A common amount of DKK 225 million, which is mainly to be used for low-paid workers and to reduce any inequalities created.
Amendments to the Danish Holidays with Pay Act so that the holiday allowance is increased from 10 to 12 1/2 per cent from 1 September 1979 and so that holiday entitlement is increased by half a day per month's employment, also from that date. This means that in the holiday year from 1 April 1981 to 31 March 1982 the holiday is increased by 1 week to 5 weeks' holiday in the case of full employment in the 1980 calendar year (qualifying year).
1. A general time-rate premium at 1 March 1981 of DKK 0.90 and a piecework premium of DKK 0.40.
2. Abolition of the guarantee payment of DKK 36.35 and fixing of a new minimum pay rate on 1 March 1981 of DKK 38.90.
3. Increase of the weekday holiday payment by 1/2 per cent.
4. Increase of the wages of apprentices and the minimum wages of young workers and increase of premiums and allowances.
5. First day off to care for a child under fourteen years of age during periods of sickness.
6. Time off for continuing training.
7. Overtime not taken as lieu days only allowed for up to 8 (previously 10) hours per month.
8. New notice period: for 50-year-olds and over with 9 years' seniority - 90 days.
9. Improvements of the shop steward protection.
10. A committee is set up to make preparations for a technology agreement providing for protection against e.g. dismissal due to new technology.
1. All rates are increased.
2. A new training fund is established in the iron and steel industry with contributions from the employers of DKK 0.05 per working hour (approx DKK 10 million on an annual basis).
The employers' contribution to the LO/DA training fund is doubled to DKK 0.10 per working hour, i.e. DKK 0.08 for the LO (Danish Federation of Trade Unions) area, DKK 0.02 for DA (Danish Employers' Confederation).
3. A fixed-term protocol is incorporated into the time-rate clause of the collective agreement. This protocol gives the employers the possibility - and confirms this possibility - of controlling the wage development in the individual business, having regard to employment and productivity.
Conflict and Government intervention:
The big industrial conflict started on Monday, 24 March 1985 and resulted in Government intervention with the passing of the Extension of the Collective Agreements Act on Saturday, 29 March 1985. In the Act the Government together with the Social Liberal Party dictated that wage increases in the first year of the collective agreement were not allowed to exceed 2 per cent and in the second year of the collective agreement 1 1/2 per cent.
1. A 2-hour reduction in working hours until 1990 to 37 hours.
2. Wage compensation of DKK 1.86 per hour is granted for the working time reduction.
3. The minimum pay rate is increased on 1 March 1987.
4. The preamble of the collective agreement remains unchanged with a right to one annual wage negotiation.
5. All premiums and allowances of the collective agreement are increased by approx 20 per cent on 1 March 1987.
6. Midterm negotiations are agreed on 1 March 1989.
7. The chairman of the local union is granted the right to discuss matters with the management of the individual business.
8. Agreement on payment for foot protection.
9. Improvement of shop steward provisions.