What is and what does Klaksvíkar Arbeiðskvinnufelag do for me?

What is and what does Klaksvíkar

Arbeiðskvinnufelag do for me?

Rights

Working

Wages

Illness

Will

Pension

Working environment

Unemployment and discrimination

Maternity/paternity leave and various payments

Advantages and services

Klaksvíkar Arbeiðskvinnufelag was founded on April 19th 1931. In its statement of purpose, the union declared that its purpose was to grow and develop at the local and international level the women’s workers movement and unite the entire class of women workers in Klaksvík Municipality in order to jointly improve their conditions.

The Board

Greeting from the Chairwoman

This leaflet contains an overview of some of our Union’s key services. You can read about collectively bargained rights, statutory rights (determined by law), benefits and services that we offer members of Klaksvíkar Arbeiðskvinnufelag.

During the latest round of collective bargaining we secured reasonably good wage increases, higher seniority supplements, but also other benefits. There are many challenges, but with targeted work, I believe that in our Union we can say in good conscience, that we have truly made our contribution to improve the working and living conditions of our members, and that this constant work will continue with determination.

In solidarity,

Jastrid W. Niclasen

Dear member of Klaksvíkar Arbeiðskvinnufelag,

Rights

What are my collectively bargained rights?

As a member of Klaksvíkar Arbeiðskvinnufelag you enjoy the protection of the agreements, which Klaksvíkar Arbeiðskvinnufelag enters with the employers. We have a main agreement and several special agreements for various sectors of work.

The agreement stipulates rights in relation to wages, working hours, seniority payments, various supplements and compensations, overtime, insurance, pension, shop steward system and time off. Workers are also entitled to an employment contract, which sets out their working terms conditions in detail.

Regular working hours are from 8 to 17 and the lunch break is one hour. If you work during your lunch break, your employer must pay you double pay for this. During working hours you are also entitled to a coffee break in the morning and a break in the afternoon. Employers must ensure deceit conditions in relation to the working environment and workers are entitled to choose both a safety representative and shop steward.

When am I entitled to an employment contract?

When you start a new job, which lasts for over one month, and which on average amounts to more than eight hours a week, your employer is obliged to provide you with an employment contract (setanarskriv).

The employment contract must contain:

• Name and address of employer and employee

• Employment start date and duration, if it is for a fixed term

• Place of work

• Working hours

• Area of work

• Seniority

• Collective Agreement applicable

• The name of your union

• Wages and supplements, including pension, insurance and similar details

• When wages are paid

• The employee’s rights regarding paid time off

• Period of notice

• Any other agreed arrangements related to the employment

The employer is required by law to provide you with an employment contract, which contains the above details. If you have been working, but without an employment contract, you can ask your employer for an employment contract. You should do this, regardless of how long you have been with the employer.

If you experience problems with getting an employment contract, you can turn to the shop steward at your workplace, which can raise this issue with management. You can also turn to your local union branch.

Any employer who does not give their workers an employment contract can be sentenced to pay to the employee up to 13 weekly wages, 20 weekly wages, in case of a particularly serious breach.

What are my hourly wages? 2022

*Hourly wages are applicable from May 1st 2022

** When working shifts, this is the rate for the evening shift

What are my hourly wages? 2023

*Hourly wages are applicable from May 1st 2023

** When working shifts this is the rate for the evening shift – the compensation is 11%

DKK 25,169.25, 2023

Working hours

How is the lunch break organised?

The collective agreement stipulates that lunch breaks must last one hour between 12 and 13. If employees are requested to work during the lunch break, then they must receive double the normal wages, on Sundays and holidays they must receive double the Sunday wages.

There must never be more than 4 hours between each break. At many processing plants work takes place from 08-16 and Klaksvíkar Arbeiðskvinnufelag has granted exemptions on these conditions: that the lunch break must be between 12-13, this break must be at least 20 minutes, without any loss of wages. There must also be one break before lunch of a least 10 minutes and one after lunch, which must also be at least 10 minutes. Break time must be calculated after workers enter the dining hall. This means that the time it takes to reach the dining hall must not be counted as part of any coffee or food breaks.

When working under this arrangement any potential overtime must be moved forward accordingly, meaning the first overtime rate applies from 16:00 and the second overtime rate from 20:00.

How is the dinner break organised?

The foreman must give notice when the dinner break is. When working overtime, the time must be announced the day before or no later than before workers go on their lunch break. If there is no notice before the lunch break, and a dinner break is taken, then works will receive one hour of extra wages with overtime 1, if they resume work at 19:00.

This is to be understood as, if no notice about working longer than ordinary hours, meaning to 17:00 or 16:00 if no lunch break is taken, and workers work beyond those hours, then the second overtime rate applies after two hours. If workers work more than 1-hour overtime, then they are entitled to a dinner break.

Wages

What about overtime pay and days off?

The normal working time is 40 hours per week, which must be eight hours per day from Monday to Friday, and daily working hours must be between 8:00 in the morning and 17:00 in the evening.

- From 17–21: 35 %

- From 21–08: 60 %

- Saturdays 00–24: 65 %

- Sundays and holidays 00–24: 100 %

Please note that overtime Saturday applies from midnight, and overtime Sunday is 100% until midnight. If work continues after midnight, overtime continues to apply until normal working hours resume. On May 1, Christmas Eve and New Year’s Eve workers have the whole day off. On Faroese Flag Day (April 25), Easter Eve, Whit Saturday, November 1 and on the eve of Norðoyastevna workers have half the day off from 12:00 noon.

Any urgent work carried out on May 1, Christmas Eve, New Year’s Eve or after 12:00 noon on the days mentioned above are compensated with double ordinary wages for the duration of the holiday. However, any work after 13:00 on Christmas Eva shall be compensated with double Sunday and holiday wages.

In addition to these holidays and 5 week’s summer holiday, workers are also entitled to 5 days off without pay, which can be arranged in coordination with the employer.

What are minimum working hours and minimum wages?

When workers are asked to come to work and now work is carried out, they must receive wages for two hours, or if work begins after a set time, they must receive wages for the time they have waited. Meaning if no work is carried out.

For any work each person taking part in the work must receive wages for at least two hours, even if the work lasts less time.

How should wages be paid and when is it possible to get leave?

Wages must be paid once a week. However, if an agreement is made with Klaksvíkar Arbeiðskvinnufelag wages can be paid every two weeks/monthly.

Workers who have worked for five consecutive years for the same employer can get unpaid leave, provided this does not conflict with the employer’s interests. The employer must have the job available, when the period of leave is over.

Do we have to have a shop steward and wellbeing representative?

Workplaces with five or more workers may elect a shop steward, who represents the workers. Union stewards shall receive necessary information regarding any special changes at the workplace. Shop stewards are part of a Shop Steward Scheme and have special protection from being laid off work. At workplaces with more than twenty workers a wellbeing representative may also be elected. Klaksvíkar Arbeiðskvinnufelag aims for all shop stewards to receive courses for shop stewards and board members.

The purpose of shop stewards and wellbeing representatives is to foster safety, wellbeing and development at the workplace, promote social cohesion, as well as enthusiasm among both employees and management for the tasks at hand.

The main aim of the Shop Steward Scheme is for members of Klaksvíkar Arbeiðskvinnufelag to have shop stewards who:

• Speak for workers in relation to the employer

• Work for good working conditions

• Supervise that the employer complies with the agreement and laws in force

• Have the necessary information about any planned measures, which may have an impact on working conditions.

Regarding health and safety matters, please refer to the Working Environment Act in force.

Employers are required to ensure that:

• Work is arranged in a manner that minimizes the risk of worker stress.

• Measures are implemented to guarantee sound cooperation between management and workers as well as between workers.

• There is no bullying at the workplace.

• Potential complaints regarding health or wellbeing are immediately registered and dealt with by management, shop stewards and safety stewards.

• Any necessary measures are implemented to improve the situation, if compliance with the aforementioned conditions should prove unsatisfactory.

• Wellbeing representatives during working hours are allowed to organise social arrangements without any loss of wages, however, this should be done with as little disruption of work as possible. Such arrangements may also take place outside the workplace.

What are the rights and duties of shop stewards?

Stewards are entitled to freely tend to their tasks as stewards. Stewards’ duties shall be carried out in such a manner that they have as little impact as possible on production. Management shall receive notice of any absence as soon as possible. In this case, as when management summons stewards regarding issues related to workers or working conditions, stewards shall receive the stipulated wages for the time they spend away from work.

The term of notice for stewards is as stipulated in the collective agreement according to which the steward is employed. In addition, stewards are paid 1 month’s wages. The dismissal must be based on arguable and demonstrably necessary grounds. In the case of lack of work, the conditions of notice applicable to other workers shall also apply to stewards.

What is the period of notice?

Any dismissals of workers must be based on reasonable grounds. Employers must provide written grounds for the dismissal, if the person dismissed requests this. You can request written grounds if you have worked for at least 9 months for the employer.

The period of dismissal is linked to seniority. For hourly paid work the period of notice from the employer is:

• Less than 6 months’ employment: 5 working days.

• More than 6 months’ employment: 7 working days.

• More than 1 year’s employment: 10 working days.

• More than 2 years’ employment: 15 working days.

• More than 3 years’ employment: 20 working days.

• More than 5 years’ employment: 25 working days.

If a worker who has been working for more than three months gives notice, then the period of notice is five working days, and if the person has worked for more than six months, the period of notice is seven working days.

Both parties must give notice in writing.

How long is the period of notice for permanent employees?

Any dismissals of workers must be based on reasonable grounds. Employers must provide written grounds for the dismissal, if the person dismissed requests this. You can request written grounds if you have worked for at least 9 months for the employer.

• If you have been employed for up to six months, the period of notice is: 1 month to the 1st of a month.

• If you have been employed between 6 months and 2 years, the period of notice is: 2 months to the 1st of a month.

• If you have been employed for over 2 years, the perio of notice is: 3 months to the 1st of a month.

Employees must give one month’s notice to the 1st of a month.

Both parties must give notice in writing.

Illness

Will I get paid, if I get sick?

If you get sick you can get sick pay from the sick pay scheme (sjúkradagpeningaskipanin) of the Department of Social Services (Almannaverkið). The payment is 100% of your income from work, up to a maximum equivalent of 80% of a worker’s wage. Sick pay is usually calculated based on your average income over the last 5 weeks before you were signed off sick.

The weekly amount is up to DKK 4,858 + 8% for the pension scheme (2022). If you are exempt from paying into a pension, then the pension will not be paid out.

If a worker suffers a work injury and needs to be signed off sick, it is also possible to receive support from the sick pay scheme and the payment is the same as mentioned above. In addition, 10% will be paid by your union and 10% by the employer for up to 10 days.

If a worker, who has worked for the same employer for more than 9 consecutive months, becomes unable to work because of an occupational injury, then their employer has, after the 10-day period ends, an obligation to pay the difference between the sick pay and ordinary wages, which the worker would have received had they not sustained the injury.

The employer’s duty to pay continues until the worker is able to work again, but only up to a maximum of 4 months after the occupational injury occurred.

Will I get paid if my children get sick?

If your child gets sick you can, if you stay home with the child, receive the equivalent of unemployment benefit for the 1st and 2nd day of the child’s illness, if the child is under the age of 14. You can receive benefit for up to 10 of the child’s sick days per year, if the conditions are met. You don’t need a doctor’s certificate, but you do need a confirmation from your employer of your absence and loss of income. The application form is available from and must be submitted to the Department of Social Services (Almannaverkið). The sick pay is 100% of wages.

Pension and insurance

Does everyone in Klaksvíkar Arbeiðskvinnufelag receive a pension?

For Klaksvíkar Arbeiðskvinnufelag it is important that the living conditions of its members don’t deteriorate when they retire from the labour market because of age. It is therefore necessary to have a good pension scheme to complement Samhaldsfasti (the supplementary labour market pension) and the statutory pension.

Klaksvíkar Arbeiðskvinnufelag has since the turn of the century had a pension scheme for its members, from which the members receive payment when they become pensioners. The pay out from the scheme is linked to how much you have paid in during your working life. You can choose how to receive your pension payment in accordance with the pension legislation.

Employers pay 11% into the pension.

How am I ensured?

If worst comes to worst, you as an active member of Klaksvíkar Arbeiðskvinnufelag are insured in case of death, certain serious illnesses or if children under the age of 18 have certain serious illnesses. In addition, members of Klaksvíkar Arbeiðskvinnufelag are also entitled to a lump sum pay out, contingent on active membership of Klaksvíkar Arbeiðskvinnufelag in the period before turning 67 years of age. Contact Klaksvíkar Arbeiðskvinnufelag for further information.

The insurance payment is 2.5% of wages and will be transferred to the union by the employer along with the membership fee and pension payment. If you are forced to leave the labour market before turning 67 owing to illness or unemployment, you can still remain part of the insurance under certain conditions. Please remember to check your insurance terms, if you are forced to leave the labour market.

Amounts in 2022

• Life insurance in case of death up to the age of 49: DKK 400,000

• Life insurance in case of death between the age of 50 and retirement age: DKK 300,000

• Serious illnesses: DKK 125,000

• Serious illnesses children: DKK 125,000

• Lump sum payment: DKK 100,000

• Hearing aids: If a member is granted support under the Executive Order on Hearing Aids, this simultaneously entitles you to a pay out from the insurance. The payment will be in line with the support granted and the invoice from the supplier. The insurance will cover the cost above the support granted, up to a maximum of DKK 4,000 for each hearing aid.

All insurance rights and conditions for payment are described in the booklet Insurance and pension (Trygging og eftirløn) available from Klaksvíkar Arbeiðskvinnufelag.

When are we entitled to bereavement compensation?

If misfortune strikes and a member of Klaksvíkar Arbeiðskvinnufelag dies, the bereaved spouse/co-habiting partner or children under the age of 18 are entitled to bereavement compensation for the month in which they died and three months after that. This is contingent on the deceased having worked for at least one year for their employer at the time of death.

What right do I have to seniority?

You are entitled to a seniority supplement when you have been working in the same sector for 2 years. Klaksvíkar Arbeiðskvinnufelag has negotiated seniority supplements for 2, 4, 6, 8, 10 and 11 years. If you move from one workplace to another, your seniority moves with you if it is in the same sector. Ask your previous employer for a confirmation when you transfer to a new workplace, the employer has an obligation to provide it to you.

If, for example, you transfer from a salmon plant to a fish fileting plant or pelagic plant, then your seniority accrued from your previous job will transfer with you. If, on the other hand, you change to another sector and go from, for example cleaning a school to working in day care or from the fishing industries to driving a buss, then your seniority does not transfer with you, because it is a new area of work, where you don’t have prior experience. Seniority also transfers with you, if you take a break from work and start again, if the break is less than 7 years.

Seniority

After 2 years’ seniority the compensation is 2.5% of basic wages

After 4 years’ seniority the compensation is 3.5% of basic wages

After 6 years’ seniority the compensation is 4.0% of basic wages

After 8 years’ seniority the compensation is 5.0% of basic wages

After 10 years’ seniority the compensation is 6.5% of basic wages

After 11 years’ seniority the compensation is 8% of basic wages. The compensation for 11 years’ seniority enters into force on 1st May 2023.

Workers are entitled to transfer seniority accrued from one workplace to another, unless they have been away from the sector of work for more than 7 years.

The compensation for 3 years’ seniority is paid from 1st May 2003

The compensation for 5 years’ seniority is paid from 1st May 2005

The compensation for 7 years’ seniority is paid from 1st May 2007

The compensation for 9 years’ seniority is paid from 1st May 2013

The compensation for 11 years’ seniority is paid from 1st May 2017

compensation changed to 2,4,6,8 and 10 year’s seniority from 1st May 2022

compensation changed to 2,4,6,8, 10 and 11 year’s seniority from 1st May 2023

In order to have seniority recognised by a new employer, the worker must inform the employer of any seniority accrued from other employers when they are employed and no later than the day when the proof of employment contract (setanarprógv) is signed.

Working environment

What about working environment and what if I sustain an occupational injury?

The Faroese labour market is organised through collective agreements, legislation and executive orders. On the labour market there are for example rights in relation to working environment, occupational injuries, illness, unemployment, holiday pay and maternity/paternity leave.

The Working Environment Act makes it clear that you are entitled to a safe and healthy workplace. If you suffer an accident at work, you must ensure that the employer notifies the incident to the labour inspectorate (Arbeiðseftirlitið), which is the entity that supervises that all the rules in the Working Environment Act are met.

All workers are insured against work-related injuries. If you suffer an accident at your workplace, it is very important that you ensure that the injury is notified to Føroya Vanlukkutryggingarráð (Occupational Injury and Disease Insurance Board of the Faroe Islands) within one year. The insurance will not cover you if the notification is sent in more than 1 year after the injury. Føroya Vanlukkutryggingarráð will examine the case and decide if the accident is covered by the insurance.

If a worker, who has worked for the same employer for more than 9 consecutive months, becomes unable to work owing to an occupational injury, which can be proved with a doctor’s certificate, this person cannot be given notice until 6 months after the occupational injury occurred. This, however, only applies until the worker is able to resume work.

What is an occupational disease and what are my rights?

An occupational disease is an illness, which is caused by work or working conditions. You might work in poor conditions for a long time before you notice, what impact this has on your health. Occupational diseases can include hearing damage, back problems, lifting injuries etc. sailors, fish filleters, cleaners and others who carry out hard physical work are more likely to get occupational diseases.

An occupational disease is not the same as an occupational injury, which is an accident that happens at the workplace. An occupational disease often comes on gradually. If you are in doubt about whether you have an occupational injury, then you can contact the union or vinnusjúkugrunnurin (the occupational injury fund).

Should we have safety representatives at our workplace?

All workplaces where 10 or more people work must elect a safety representative, and their task is to represent the workers. If the workplace has more than 20 workers, then a safety committee must be appointed. Like shop stewards safety representative have special protection from dismissal. For further information see the Working Environment Act (lóg um arbeiðsumhvørvi), in addition you can turn to Arbeiðseftirlitið see www.arb.fo.

Unemployment and discrimination

What if I become unemployed?

If you have worked and become unemployed you are entitled to money from the unemployment benefits system arbeiðsloysisskipanin (ALS). The unemployment benefit will be calculated based on your wages taxed at source (A-income) over the 12 months before your became unemployed. The maximum pay out is 75% of the wages taxed at source received, up to a maximum of DKK 17,500 per month. The basis for calculation does not change for as long as you are in the scheme.

If you work at a fish processing plant, which is signed up the ALS’s fish processing plant scheme, you can apply for unemployment benefit as a person unemployed in the fish filleting sector, if there is no work. You do this by filling in an application, which you receive from ALS or the fish processing plant, on which the plant confirms your employment relationship.

Further information about conditions and application forms are available through ALS.

For further information visit www.als.fo What

For information visit www.javnstoda.fo

Maternity/ paternity leave and various payments

What are the labour market contributions?

Your contributions to ALS (arbeiðsloysisskipanin – the unemployment benefits system), the maternity/paternity leave scheme and samhaldsfastið (the Labour Market Supplemental Pension Fund) are automatically taken off your salary the same way as tax.

What other payments are there?

When your employer pays your wages, it is important that they at the same time transfer the percentage payments for union membership, insurance fee and pension contribution to Klaksvíkar Arbeiðskvinnufelag. If you leave the labour market for a shorter or longer period owing to unemployment, illness or other reasons, you can continue to be a member of the union and enjoy the membership benefits that Klaksvíkar Arbeiðskvinnufelag offers its members. In that case it is possible to transfer a monthly insurance payment.

Advantages and services

Why do you benefit from joining Klaksvíkar Arbeiðskvinnufelag?

As a member of Klaksvíkar Arbeiðskvinnufelag you get access to a host of benefits and services, which the union offers. Klaksvíkar Arbeiðskvinnufelag exists for its members and wants to support its members.

Klaksvíkar Arbeiðskvinnufelag has through insurance and pensions secured its members, so they don’t have to worry about the future if misfortune strikes. By joining Klaksvíkar Arbeiðskvinnufelag you also become part of a big community, which exists to support you in your work and other contexts too.

As a member of Klaksvíkar Arbeiðskvinnufelag you join in the union’s collective agreement rights. (If you experience injustice on the labour market the union will help you and take the matter to the union’s lawyer.). You will get help from the union if your employer fails to fulfil its duties towards you as a worker, for example if your wages are not paid or there are other irregularities.

Klaksvíkar Arbeiðskvinnufelag’s Collective Agreement Rights

• Right to fixed working time

• Lunch, dinner and coffee breaks

• Basic wages, compensations and overtime pay

• Pay when doing round-the clock work/shift work

• Days off

• Notice period

• Maternity/paternity leave

• Employment contract

• Bereavement compensation

Other rights and benefits of Klaksvíkar Arbeiðskvinnufelag

• Life insurance, which relieves the financial impact on the family if a member dies

• Insurance in case of certain serious illnesses

• Insurance in case of certain serious illnesses of children

• Possibility of financial support in case of illness

• Opportunity to take part in courses

• Financial support during strikes or lock-out

What is Klaksvíkar Arbeiðskvinnufelag?

Klaksvíkar Arbeiðskvinnufelag has since its founding been an active trade union and is one of the oldest unions in the Faroe Islands.

Klaksvíkar Arbeiðskvinnufelag exists to support its members and has through collective bargaining and by being active in other areas contributed to securing a host of rights for its members. You can access more information about the union by visiting www.samtak.fo

Klaksvíkar Arbeiðskvinnufelag

Nólsoyar Pálsgøta 2

700 Klaksvík

Tel. 45 52 18

Mobile 22 38 64 bokhald@kakf.fo

Our office is open Mondays and Tuesdays from 14:00 to 16:00

Klaksvíkar Arbeiðskvinnufelag

ARBEIÐSKVINNUFELAG

Grafia