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About the company Corporate Social Responsibility (CSR) Employment conditions Work Environment Alarm Dresscode Other Employee Code of Conduct Policies

Employment conditions

Employees

All of our employees have equal opportunities. We strive to provide a safe and healthy working environment and prevent accidents. Discrimination in connection with recruitment, compensation, education, promotion, termination or retirement that is based on ethnicity, nationality, religion, gender or sexual preference is not tolerated. No forms of discrimination whatsoever are tolerated.

We have a zero-tolerance policy towards violence, bullying or harassment in the workplace.

Onboarding

Onboarding is the final step of a successful recruitment process. Onboarding is about giving you the best possible start in your new job.

Introduction/probation

As a new employee, you will be assigned a permanent contact person who you can ask for advice and who will help you to get started. The introduction programme/probationary period is always followed up by an interview before you are given a permanent contract.

Terms of employment

Your terms of employment are set out in your contract and/or in the applicable collective agreements. Any violation of the terms of your employment and internal rules may have consequences for your employment.

Processing of personal data

Give Steel takes the processing of your personal data seriously. All employees are protected by the provisions of the General Data Protection Regulation. You are always guaranteed fair and transparent data processing in accordance with applicable regulations.

Change of address

You should always inform your employer of any change of address, so if you move to a different place of residence this should be notified to ADM-HR.

Salary

Give Steel is a member of the Confederation of Danish Industry (Dansk Industri – DI) and adheres to their collective agreement.

Salary/wage payment

Wages are paid every 14 days (on weeks with odd numbers) for employees on hourly wages and every month for salaried employees. Wage/salary is transferred to the account listed on your employment documents.

A pay slip will be sent over “e-boks” containing details of what you have been paid and the net amount that is transferred to your account. The amount will be available on the availability date shown on your pay slip.

Access

At the start of your employment, you are given a key fob which grants access to the areas of the company to which you need to gain entry. The key fob must be returned when you leave the company. Otherwise DKK 100 will be withheld from your final wage/salary.

Working hours

You must be dressed in workwear (if required) and ready to start work when your working hours begin.

Administration Monday-Thursday: 07.00 – 16.00
Friday: 07.00 – 11.15

Production Monday-Thursday: 07.00 – 15.30
Friday: 07.00 – 12.00

Daytime shift Monday-Thursday: 06.00 – 16.00

Evening shift Monday-Thursday: 15.30 – 01.30

Night shift Monday-Thursday: 20.00 – 06.00

14/14 06.00 – 18.00
18.00 – 06.00

Apprentices Monday-Thursday: 07.00 – 15.30
Friday: 07.00 – 12.00

Weekly working time is 37 hours, not including breaks.
Individual arrangements, flex schemes, etc. can be agreed.

Registration of working hours

You must enter your working hours in the TimeMap working time registration system. Your TimeMap account will be set up when you start your employment.

Breaks

There is a break every day during the morning and again at lunchtime for those on day shifts.

There is a break every evening for those on evening shifts and in the morning hours for those on night shifts.
The breaks are not counted as working hours and are therefore unpaid. The same also applies when working off-site. Production staff must stamp in/out when taking breaks.

The following breaks are taken during the working day:

Brande
  • Breakfast: 08.45-10.15 (weekend: 08.30-09.30)
  • Lunch: 12.00-13.15 (Friday: 11.30-12.00)
  • Evening meal: 23.00-23.45
  • Breakfast: 04.00-04.30
Aarhus
  • Breakfast: 09.00-10.00
  • Lunch: 12.00-13.00

Changing facilities

It is possible to change clothes at the company where there are associated shower facilities. You will be assigned a locker and provided with a padlock (for those on hourly contracts). The key must be returned when you leave the company. Otherwise DKK 100 will be withheld from your final wage/salary.

Always leave the changing and toilet facilities as you wish to find them.

Duty of confidentiality

Any confidential information that you receive – or become aware of – during your employment relationship must not be disclosed to persons outside the company. This also applies after the end of your employment relationship with us and when using social media. We generally expect you to handle and process confidential information with care so that the information is not disclosed or left behind so that it can be acquired by unauthorised persons – both externally and internally.

Loyalty

We encourage consideration and accountability.
You have a duty of loyalty to Give Steel, which means that your actions and statements must not be detrimental to Give Steel.

It is fundamental to your employment that you contribute towards the company performing to the best degree possible. If issues arise that you are unable to resolve by yourself or if you are dissatisfied with your work, you must raise the matter with your manager.

Whistle-blower

If you are concerned or suspect that someone is acting in violation of our rules, please contact your manager and share your concerns with him/her.
You can find out more about our whistle-blower scheme here.

Illness & Absence

Definition of illness
Illness/absence due to illness is defined as:

  • Own illness
  • Partial illness (if an employee goes home ill during the working day)
  • Work injuries

Reporting sick

If you are a salaried employee and unable to attend work due to illness, your manager must be contacted by phone – NOT SMS or e-mail – no later than 07.00 the same day.

Employees in production who are ill must call Torben Larsen on 4026 4453 and inform their foreman.

Failure to show up without having reported in sick will be regarded as illegal absence. In such scenarios, the company is under no obligation to pay sick pay/sickness benefits, and it may also have legal consequences for your employment.

If you become ill at the workplace, contact your manager before departing the company.

In the event of illness within the first eight weeks of your employment, any sickness benefits will be paid by the municipality (production).

From the ninth week and up to six months’ employment, Give Steel A/S will pay sick pay corresponding to state daily allowance rates. After six months’ employment, full pay will be paid for up to nine weeks, after which sickness benefits are paid by the municipality (production).

In the event of an injury at work, regardless of seniority, full pay will be paid for up to nine weeks, after which sickness benefits are paid by the municipality (production).

Definition of absence

Common name for all causes of illness, i.e.:

Child’s first day of illness

For fist day of a child’s illness, Give Steel adheres to the terms of the collective agreement.

For salaried employees, the child’s illness must be reported to your manager by phone – NOT SMS or e-mail – no later than 07.00 the same day.

For employees in production, the child’s illness must be reported to your foreman as well as to Torben Larsen by phone 4026 4453 – NOT SMS or e-mail – no later than 07.00 the same day.

Failure to show up without having reported the child’s illness will be regarded as illegal absence. In such scenarios, the company is under no obligation to pay sick pay/sickness benefits, and it may also have legal consequences for your employment.

The following conditions must be satisfied:

  • The child is under 14 years of age and lives together with the employee.
  • Absence is necessary out of consideration for the child’s well-being.

This freedom includes only one of the child’s parents and only for the child’s first day of illness.

Maternity & Parental Leave

You are covered by applicable legislation regarding maternity and parental leave.
The Danish Maternity Act regulates matters relating to maternity leave, paternity leave and parental leave.

If you are in the happy situation of being pregnant, remember to contact your manager in good time. The same applies if you wish to take paternity leave or parental leave. This is with a view to planning the further process.

Link to Illness & Absence Policy
Link to the Equal Treatment Act (Danish)
Link to the Maternity Act (Danish)

Leaving the company

Your own resignation

If you resign on your own behalf, you must ensure an informative handover of your area well in advance of your departure.

Termination/dismissal

When we have no options other than to terminate the employment relationship, it must be ensured that this takes place in such a manner that the employment relationship with affected employees is brought to a close in a reasonable manner.

If you leave your position at Give Steel, you must return any work clothes, tools and keys, as well as any safety equipment, telephones, computers, books and other items that you may have been assigned.

If clothing is not returned, the employee will be deducted DKK 500 per item from their salary in their final payroll instalment.

Notice of termination

See your employment contract for further information about notice of termination.

Reference

Upon termination of your employment, a reference may be given if so desired. The reference will be prepared by management.

Salaried employees are always entitled to a confirmation of their employment.

Link to Policy for employees who leave the company

Holidays & Time off

Holidays

A three-week summer holiday will be held, which will be posted on the bulletin board or on the info screen in the canteen in good time. There is also a fixed holiday between Christmas and New Year.

Link to the Holidays Act

Public holidays

The following days are public holidays for all types of employees:

  • New Year’s Day
  • Maundy Thursday
  • Good Friday
  • Easter Monday
  • St. Bededag (the fourth Friday after Easter)
  • Ascension Day
  • Pentecost Monday
  • Christmas Day and Boxing Day

Employees covered by the Collective Agreement for Employees in Industry have, in principle, time off on the above public holidays. The following days are also days off according to the terms of the collective agreement:

  • 1 May
    • A regular working day for salaried employees and employees on hourly contracts.
  • Constitution Day
    • A full day off for salaried employees and employees on hourly contracts.
  • 24 December
    • A full day off for salaried employees and employees on hourly contracts.

The days off are calculated from 06.00 or from the beginning of normal daily working hours to the same time the next day.

Dental/medical appointments

Visits to the doctor and dentist are self-paid and must, as a rule, take place outside working hours. If the consultation cannot be arranged outside working hours, freedom to do so must be agreed with your manager in advance.

Bereavement/funerals

In the event of death in your immediate family, three days off with full pay are given (also applies to step-parents).

If you need to take additional time off, you must discuss this with your manager so that you can come up with a solution that best suits both your needs and our needs.

A specific agreement may include an additional day or two with pay, use of holiday days, time off in lieu and unpaid leave.