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A trade union with compassion and common sense 2005

A presentation of 3F- the largest trade union in Denmark

3F in brief . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .04

The history of KAD and SiD . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .07

Unionsation in Denmark . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .11

The organisation of 3F . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .12

Challenges faced by 3F . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .15

Collective agreements . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .16

Unemployment insurance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .17

Training of adults . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .18

Apprentices . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .20

Health and safety at work and social conditions . . . . . . . . . . . . . . . . . . . . .23

3F’s international work . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .24

Media . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .28

Key figures . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .30

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A presentation of 3F

- the largest trade union in Denmark


Contents

Text/editing: Karin Skolnik, 3F Information Department. Photos: Torsten Graae, Michael Bo Rasmussen, Palle Peter Skov, Christoffer Regild, Harry Nielsen, FlemmingKrogh, Henrik Stanek, Henning Sigvardsen, Jane Juhl Rasmussen, Jens Rossen, Lene Esthave, Niels Åge Skovbo, Scanpix, Bo Christensen, Søren Zeuth and Nils Hartmann.Layout: Open design/advertising. June 2005. Item no.: 6705

The United Federation of Danish Workers – 3F for short – is the largest trade union inDenmark.

About 20% of the members of 3F come from the KAD, while 80% were originally membersof the SiD. Approximately one third of the members are women.

3F organises both skilled and unskilled workers. The majority of our members work in theprivate sector, but there is also a relatively large proportion of public-sector employees.

Together with 17 other national unions, 3F is a member of the Danish Confederation of TradeUnions (LO).

Objectives of 3FIn order to achieve influence on societal developments for the benefit of its members, 3F mustbe a broadly based, powerful and democratic organisation based on openness and dialogue.3F takes an active part in political debate and seeks to achieve maximum influence on alllevels.

3F works to ensure good conditions in the fields of employment, pay, training and health andsafety, just as the union works to achieve good working conditions, social welfare and a fairdistribution of goods. We do so through fieldwork, organisation and collective agreementsand by involving members both in union work and in our political work.

3F is a community that protects the rights of its members, making it possible for them toinfluence the labour market and their own lives. The focus must be on access to a full andcomplete life, and collective agreements must promote and further reconciliation of work andpersonal life. Collective agreements must also ensure opportunity and a sound financial basisboth in personal and working life.

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3F in brief

The 3F union was formed on 1 January 2005 through an amalgama-tion of the Women Workers’ Union (KAD) and the General Workers’Union (SiD). Both unions have celebrated their hundredth anniver-saries, as they were formed in 1901 and 1897 respectively.

Gender

Breakdown of 3F membership

Age

Men240,221

Women116,899

-24 years

25-34 years 35-49 years

50-64 years

65- years

The Women Workers’ Union (KAD) was formally established on 3 March 1901,but the groundwork was laid as early as 1 November 1885 when washer-women and cleaners in Copenhagen formed the Laundry and CleaningAssociation. The women behind this association shared a common indignationabout the low pay and intolerable working conditions they had. Olivia Nielsenwas the first chairwoman of the KAD.

It took until 1971 for the Confederation of Trade Unions in Denmark (LO) todecide that equal pay was to be a key demand in the collective bargaining thattook place in that year. In 1973 equal pay became a statutory requirement but,despite the Equal Pay Act, there are still pay differences between men andwomen.

In addition to negotiating collective agreements and protecting the interests ofindividual members in situations of conflict, the KAD wanted to be a unionfighting for its members’ rights in the labour market and for better conditionsfor women in general.

In 1985 Lillian Knudsen was elected chairwoman of the KAD. She was anoutstanding personality and became the last KAD chairwoman before theamalgamation with the SiD on 1 January 2005.

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The history ofthe Women Workers’ Union (KAD)

More and more women became organised in the course of the twentieth century. Equal pay for equal work was the through-line inthe union’s work, but it was not until 1945 that the KAD ventured todemand equal pay for equal work, the reason being that the womenfeared dismissal if they demanded equal pay.

The first union for unskilled workers in Denmark was founded in Copenhagenin 1873. It was followed by many other small unions, which were united in asingle national union in 1897: The Danish Union of Labourers (DAF). At thattime the union had 14,000 members: 8,000 in the Jutland/Funen area, 3,300 inCopenhagen and 2,700 in the rest of the Zealand area.

In 1959 the union changed its name to DASF – the Danish Union of Labourersand Semi-Skilled Workers. The new name reflected the fact that workers hadbecome more and more specialised over the years. In 1974 the name waschanged once again, this time to the General Workers’ Union in Denmark

In 1971 the SiD decided to accept women members. In 1995 Poul Erik SkovChristensen was elected chairman of the union, and in 2005 he became chair-man of 3F after the amalgamation of the SiD and KAD.

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The history ofthe General Workers’ Union (SiD)

The first chairman of DAF was Michael Christian Lyngsie, who was a factory worker. The executive board had 17 members, among them a single woman, Olivia Nielsen.

Denmark has a long-standing tradition of unionisation. Danish society is basedon a welfare model developed by the labour movement, its main building blockbeing the system of collective agreements.

The labour movement in Denmark is not divided into political factions, as is thecase in many other countries, for example in southern Europe. Likewise thelabour movement is not divided into industrial unions, but a great deal ofcollaboration takes place in cartels such as the cartel of public-sector employeesand the CO Industry cartel.

Previously there were many small unions in Denmark, but several of them havejoined forces to become stronger and more powerful, which means that therehas been a dramatic drop in the number of unions in recent years. This trend isexpected to continue.

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Unionisation in Denmark

More than 80% of all wage-earners in Denmark are members of a union. In recentyears there has been a trend towards a drop in the number of young men and womenjoining a union. The majority of union members are organised in unions that are mem-bers of the Danish Confederation of Trade Unions (LO). The LO enters into collectiveagreements and reviews main agreements together with employer associations, just asit coordinates collective bargaining and conflicts in certain situations.

The members of 3F are organised in six main areaes

The Industry Group is behind 21 collective agreements, the Collective Agreement for Industry negotiated with the otherunions in the CO Industry cartel being by far the biggest. A large proportion of members work in traditional industries:the metalworking industry, the processing industry, the energy sector, the plastic industry, the textile and garmentsindustry, the fish-processing industry, the electronics industry and the packaging industry. This group also includes airportporters, brewery drivers working at warehouses, postal workers and postmen/postwomen. The Industry Group is anumbrella group for ten industries.As per 1 January 2005 the Industry Group there were about 140,000 members.

The Transport Group comprises drivers, warehouse workers, rescue workers, dockers, fishermen, seamen, messengersand laundry workers. The main opposite parties in collective bargaining are the Federation of Employers for Trade,Transportation and Services (HTS-A) including the Federation of Employers for Transport and Logistics (ATL), FalckDenmark and the Federation of Employers for Public Transport (AKT). As per 1 January 2005 there were about 70,000 members in the Transport Group.

The Public-Sector Group comprises members working for central, regional and local authorities, covering a very widerange of functions and jobs such as care workers, cleaners, caretakers and skilled workers. The Public-Sector Group hasmade collective agreements with the Local Government Denmark, Danish Regions, the Danish State and others.As per 1 January 2005 there were about 65,000 members in the Public-Sector Group.

The Building and Construction Group covers all 3F members working on building sites in Denmark.Members include general construction workers, bricklayers, bricklayers’ labourers, roofers, pavers, stucco workers, stone-masons, insulation workers, asphalt workers and industrial painters. The biggest employer organisation with whichcollective agreements are made is the Danish Construction Association.As per 1 January 2005 in the Building and Construction Group there were about 50,000 members .

The Green Group covers a wide range of occupational groups including animal keepers, landscape gardeners,commercial horticulturists, greenhouse gardeners, farm assistants, forest workers and dairy workers. 41% of the membersare women. The Green Group has entered into collective agreements with a number of organisations including theEmployers’ Association for Agriculture, Forestry and Horticulture (GLS-A).As per 1 January 2005 there were about 20,000 members in the Green Group.

The Private-Sector Service Group primarily has members coming from the former Women Workers’ Union (KAD). Mostof these members are cleaners employed by Danish cleaning contractors. The group also includes service assistants, whichis a relatively new type of skilled workers having completed a special training programme. Most service assistants work athospitals, but some service assistants are employed in the private sector. The majority of the collective agreements madeby this group are agreements with the Federation of Employers in the Service Trades (SBA) and the Trade and EmployerAssociation of Cleaning Contractors.As per 1 January 2005 there were about 15,000 members in the Private-Sector Service Group.

Shop stewards and safety representatives in individual workplaces are the back-bone of all 3F work. There are more than 15,000 shop stewards and safetyrepresentatives representing 3F in Denmark, and the union has a wide range oftraining programmes that provide them with the best possible skills and compe-tencies to carry out their work optimally.

3F is primarily a union for men and women with little formal education. How-ever, an increasing number of members are skilled workers.

The union’s supreme governing body is the Congress, which has ordinary meet-ings every three years. The Congress lays down overall political guidelines, andthe members of the Executive Committee are elected at the ordinary meetingsof the Congress.

Between Congress meetings, the powers are vested in: - The General Council, which convenes once a year. The Council comprises- the members of the Executive Board and three representatives of each - - local branch.- The Executive Board, which meets once a month. - The Daily Management, which meets once a week.

Many 3F members work in industry, building and construction, transport or thepublic sector. A large number of members work in the fields of gardening, agri-culture, forestry and cleaning.

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The organisation of 3FOn 1 June 2005, the new union had 357,120 members in 78 branches with a total of 136 service offices throughout Denmark.

3F wishes to develop a democratic welfare society based on solidarity andensuring a high level of social security, a fair distribution of goods and a labourmarket covered by collective agreements in all areas. Full employment, aninclusive labour market, high health and safety standards, and education andtraining for everybody are key objectives for 3F.

Basic rights – union rights, democracy, equal treatment, equal opportunities and co-decision – are key in 3F’s work on all levels and in relation to our collaboration with other unions both nationally and internationally.

There must be focus on access to a full and complete life, and collectiveagreements must facilitate and further reconciliation of work and personal life.Collective agreements must also ensure opportunity and a sound financial basisboth in working life and old age.

The possibilities of enrolling in education and training programmes must beexpanded so as to ensure that all members have opportunity to engage inlifelong learning.

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Challenges faced by 3F

3F works to create equal opportunities and equal treatment of all people in

society irrespective of gender, ethnic background, age and physical condition.

In connection with the amalgamation on 1 January 2005 an equal opportuni-

ties secretariat was established to address the problems and issues relating to

equal opportunities and equal treatment in Danish society and on the Danish

labour market that create many inequalities.

Wishes and requirements for new collective agreements are tabled and dis-cussed at union club meetings in individual workplaces or at annual generalmeetings in local 3F branches.

The number of working days lost due to labour disputes is lower in Denmarkthan in most other countries. Free collective bargaining is a key element of theDanish model, but sometimes the parties are unable to reach agreement. Thenthe government mediator is asked to intervene and propose a compromise.Union members are balloted about all collective agreements. If either party, orthe members, reject the proposal, a notice of industrial action in the form of astrike or lock-out is served. In some cases the government and parliament inter-vene and give the mediator’s proposal the force of law.

Two different types of conflict may arise. They are dealt with in different ways.

The Industrial Tribunal mainly deals with failure to comply with collective agree-ments. If the two sides of labour disagree on how a collective agreementshould be interpreted, a court of arbitration will be established.

The arbitrators are nominated by the two parties and have special knowledgeof labour law. The decisions made by the court of arbitration cannot beappealed.

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Collective agreementsAbout 90% of 3F’s members are covered by a collective agreement.Denmark has a long-standing tradition of collective agreementscovering periods of two years, but some agreements apply for morethan two years.

Unemployment insurance is an important part of the Danish labour market system. The union operates anunemployment insurance fund that covers members if they become unemployed.

The fee members pay to the union comprises a contribution to the unemployment insurance fund, a feeto the national union, a fee to the local branch of the union and a contribution to the union’s early retire-ment scheme (for members who participate in this scheme). Unemployment insurance fund contributionsand union fees are tax deductible.

All wage-earners pay a labour market contribution equivalent to 8% of their wages. The government’srevenue from this source is used to cover the cost of the unemployment benefit system.

The early retirement scheme is a special feature of the Danish unemployment insurance system that hasno equivalent in other European countries. To benefit from the scheme, people must have been membersof an unemployment insurance fund for 25 years and must have paid a special contribution into thescheme. There are a number of complicated transitional rules that entitle some people to early retirementeven if they have not contributed to an unemployment insurance fund and the scheme for 25 years.

A person will only be entitled to early retirement if he or she would have been eligible for unemploymentbenefits in the case of unemployment, and he or she cannot opt for early retirement until at the age of60 at the earliest and must leave the scheme when he or she reaches ordinary pensionable age, i.e. 65.

3F attaches great importance to maintaining a close link between unemployment insurance funds andunions. Local branches have extensive knowledge about workplaces in their area and about the situationand qualifications of each individual unemployed member, which makes it easier for them to bring unem-ployed members back on the job market.

3F will work to ensure that the coverage rate of unemployment benefits increases and that the rulesapplying to unemployment insurance funds become more transparent and easier to understand for indi-vidual members.

When the 3F unemployment insurance fund was formed on 1 January 2005, it had 339,880 members,which makes it the biggest unemployment insurance fund in Denmark.

Unemployment insurance

Most of the sums of money paid into the unemployment insurancefund by members go to the public purse. A small proportion is used tocover the administration of the unemployment insurance fund.

3F represents many employees with relatively few years of formal education andtraining. In a job market characterised by ongoing change, globalisation andstreamlining, people without formal qualifications risk becoming excluded. Thatis why training in new skills and upgrading of existing skills are important forthe members of 3F. The tripartite system in which the government designstraining programmes in consultation with unions and employer organisationsensures that the programmes comply with the parties’ wishes and the needsand requirements of the labour market.

3F works to ensure that its members have opportunity to enrol in trainingprogrammes to upgrade their skills and qualifications throughout life, theobjective being to ensure that as many workers as possible have completed atleast vocational education and training.

This calls for a varied, versatile range of training programmes and requires thatemployees are given opportunity to enrol in such programmes, for example aright to paid leave of absence from work when they participate in trainingactivities. Many collective agreements contain provisions which ensure thatworkers are entitled to training.

3F is represented in various training committees and also participates in workrelating to the updating of existing training programmes and development ofnew programmes catering to the needs and requirements of individual indu-stries.

Training programmes can be divided into three main groups: labour markettraining, adult vocational training and general acquisition of qualifications.

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Training of adults

Unemployment is generally higher among 3F members than among other wage-earners.In 2004 about one out of nine members of KAD and SiD were unemployed.

The area which is most important from the point of view of 3F is labour markettraining (AMU), where men and women acquire qualifications for specific jobareas in a specific industry through short-term, targeted courses such as coursesin industrial cleaning or in hygiene in relation to the handling of food products.There is a wide range of targeted AMU courses in all 3F-relevant industries.

Vocational education and training for adults is aimed at workers who haveextensive experience from many years on the labour market and who need andwant to enrol in a training programme to increase their competencies. Suchemployees will generally be entitled to credit transfer points and will thereforebe able to complete the training faster than young people enrolled in the sametype of training programme. This means that a training programme whichwould normally take two years can be completed in one year. Employees willreceive pay during the training, which will be concluded with an examination.

Employers benefit from having competent, well-qualified employees, and theycollectively contribute to the training programmes by means of their contribu-tions to the Employers’ Reimbursement System (AER).

There are many options available to adults who need general qualifications, forexample preparatory adult education (FVU) in Danish or arithmetic. There arealso courses for people who are dyslexic and people who want to take theschool-leaving exam (ninth or tenth grade) or perhaps a higher preparatoryexamination (HF). General qualification is a precondition for further educationand training. General qualification is also likely to lead to better quality of life.

More and more vocational training programmes are being introduced in areaswhere jobs used to be carried out by unskilled workers. Consequently it isimportant for 3F to build up contact with and organise apprentices.

3F therefore makes a great effort to contact apprentices at technical colleges toinform them about the union’s work. Through special events and local coursesfor apprentices and other targeted activities, 3F seeks to make it attractive toapprentices to become members of 3F. The membership fee paid by apprenticesis lower than the fee paid by other members.

3F works to increase the number of apprentices. Through the training commit-tees, 3F monitors vocational education and training programmes so as toensure that they meet the needs and requirements of employers. Together withemployers’ associations, 3F is directly responsible for the development of morethan forty different vocational training programmes.

An apprentice encountering problems in relation to his or her employer can ask3F to help him or her solve the problems, possibly by finding another placewhere on-the-job training can take place if the nature of the problems is suchthat the apprentice cannot continue with his or her current employer.

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Apprentices

Almost every second apprentice in the lines of industry that the 3F collective agreements cover is not a member of a union.

Generally health and safety in Danish workplaces is regulated through legislation. Danishlegislation in this area is special, as the two sides of labour are involved in the preparationof relevant health and safety rules in collaboration with the Danish National WorkingEnvironment Authority. All enterprises with ten or more employees must establish a safetyorganisation in which the employees must be represented.

All wage-earners have a right and a duty to refuse to carry out work under conditionsthat are life threatening, non-compliant with the Health and Safety at Work Act andcontrary to agreements applying to that particular kind of work.

Health and safety at work concerns both exposure to external impacts and the psycholo-gical working environment. Prevention is key in 3F, and we want to prevent industrialinjury as well as physical and mental attrition through effective health and safety workcarried out in collaboration with the relevant public authorities: the National WorkingEnvironment Authority, the Occupational Health Service and other health and safetyadvisers. We adopt an all-encompassing approach so as to ensure a good state of healthfor all groups in the labour market.

3F’s safety representatives play an important role in individual workplaces. Anotherimportant role is that of local branch staff who provide advice and assistance to membersin matters concerning job-related injury and disease, sickness benefits, flexible workinghours, incapacity pension and cash benefits. In some cases social workers and lawyers arecalled in to assist the union in obtaining compensation, for example in cases where theemployer has civil liability. Some cases are taken to court.

3F works to achieve an inclusive labour market where a maximum number of people canbe retained in employment even if they suffer from some occupational disease or injury,are worn out or otherwise in poor health. We do so through participation in pre-legislation work in general and more specifically in relation to individual cases such as theestablishment of flexijobs where local branches protect the rights of union members.

3F works to ensure that all workplaces have HR policies that are relevant to each individu-al employee as regards prevention, retention, entry and re-entry into the labour market.

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Health and safetyat workand socialconditions

The work covers a wide spectrum of areas, ranging from the externalenvironment, healthy food, sustainability and green accounts to specificinitiatives aimed at preventing stress, bullying, sexual harassment andwork-related physical injury.

More than 100 years of union pressure and lobbying in Denmark means thatwe have good working conditions in several areas. However, when jobs arerelocated to other countries, the conditions we have achieved here do notalways follow the jobs. On the contrary. Very low wages, hazardous facilitiesthat wear workers down and oppression of the right to organise are the rulerather than the exception in many of the countries currently producing for theglobal market.

In 3F we believe that union rights and workers’ rights must be respected nomatter whether the workplace is located in Denmark or Honduras. That is whywe carry out extensive work internationally. A great deal of this work is carriedout by our International Department in close collaboration with the six groupsof the union. The work is managed by the International Committee. Throughour international work and a widespread network we try to pass on some ofthe experience gained in relation to union work here in Denmark to our col-leagues in other countries.

International union solidarity and aid work3F collaborates with sister organisations in Central and Eastern Europe, theMiddle East, Latin America, Africa and Asia, the main purpose of this collabora-tion being to strengthen unions in those areas so as to enable them to lookafter the interests of their members in the labour market in the best possibleway. A fundamental element of 3F’s international work is to ensure that ourcolleagues in other countries have the right to organise and to fight for reason-able pay and working conditions. The stronger the trade movement is interna-tionally, the better its position in terms of preventing relocation of workplacesto areas where basic pay and working condition rights are disregarded. Strongunions are a precondition for achieving greater social and economic justice in

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3F’s international workIn recent years globalisation has turned the global labour marketupside down. Jobs move around in the world to a hitherto unprece-dented extent, and companies in Denmark and abroad have to adaptto the new situation.

the individual countries. 3F attaches great importance to collaboration withunions that are able to achieve independent strength and be part of an inde-pendent, democratic trade union movement. Our partners must be at an orga-nisational level which enables them to use the collaboration to stand on theirown feet in future.

The Danish trade union movement has a special responsibility to ensure thatDanish companies relocating to countries where pay and working conditionsare very inferior to conditions in our part of the world remember to bring alongfundamental rights. That is why 3F is in contact with Danish enterprises, withshop stewards throughout Denmark and with local unions in other countries.3F thus seeks to make sure that the Danish tradition of entering into collectiveagreements and local agreements, establishing works councils and safety com-mittees and providing training for shop stewards and safety representatives ismaintained and passed on. We also collaborate with sister organisations onissues such as equal opportunities, women in union work, the informal sector,administration and management.

3F are involved in development cooperation in the following countries:

Africa: Lesotho, Mozambique, South Africa,Swaziland, Zambia, Zimbabwe

Asia: The Philippines, India, Nepal, Vietnam

Latin America: Cuba, Ecuador, Guatemala,Honduras, Nicaragua

Central and Eastern Europe: The BalticSea Region (the Baltic countries and Poland),the Balkans, Kosovo, Ukraine

The Middle East: Palestine

Denmark’s membership of the European Union is becoming increasingly impor-tant for developments in the Danish labour market. Consequently it is crucialfor our members that our organisation is able to follow decision-making in theEU and to exercise influence on decisions.

3F’s EU-oriented work focuses on EU social and labour market policies, butother policies of relevance to the labour market, e.g. policies concerning thesingle market, trade and economic cooperation, also have our attention.Furthermore we keep posted of general EU policies, including work related tothe EU Constitution Treaty.

To influence the formulation and implementation of the political and specificinitiatives taken by the EU we must collaborate closely with other players. Such initiatives may be very important and it is therefore essential that they areconsidered carefully before 3F adopts a final political position on them. It isnecessary to involve many different parties so as to ensure that the basis formaking the political decisions required will be as good as possible.

Much EU work takes part as an ongoing process in which evaluation of proces-ses initiated is followed by review of previous decisions and the implementationof a new decision-making process. One example of this is the Lisbon processwhose purpose is to improve competitiveness and ensure increased employmentin the EU; another is the review of the working hours directive.

Once policies have been finally adopted, they must be implemented. In thisconnection too 3F collaborates with other players. At the European level col-laboration takes place in the European Union Federations and the ETUC; inDenmark it takes place in the form of consultations conducted by the relevantministries. In addition we collaborate closely with members of the Danishparliament and the European Parliament as well as with a number of NGOs.

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3F’s international solidarity work is deeply rooted in the Danish organisation.Our collaboration with sister organisations is actively supported by 3F membersin local branches throughout Denmark. Our grassroots disseminate informationabout unions and social conditions in the countries, unions and workplaces theyare in contact with, and they do so on a voluntary basis. Our solidarity groupsalso evaluate the various projects and receive representatives of our partnerorganisations in other countries when they come to visit Denmark.

In 2005 the budget for 3F’s solidarity and aid work amounted to about DKK 28million. We receive financial support from the Danish Ministry of Foreign Affairsto carry out our work in the poorest countries, and the European Union isfunding some 3F activities in Central and Eastern Europe.

3F is a member of eight different Global Union Federations and of nine Europea federations. Through this work, which is coordinated by the Inter-national Department, 3F contributes to securing international workers’ rights,for example by means of global agreements with multinational corporations.

The European UnionThe enlargement of the European Union in 2004 created a new agenda forunion cooperation in Europe. The trade union movements in the new EUmember states must be integrated into European cooperation and theirorganisations must be strengthened so as to enable them to contribute to thesocial dialogue. Union organisations in the new border countries must bestrengthened with a view to their inclusion in cooperation among Europeanunions.

The great challenge in relation to Central and Eastern Europe will be to helpworkers who work legally or illegally in the European Union. 3F welcomes theworkers but insists that they work legally and on the conditions applying toDanish workers when they are in Denmark.

The union has opted for a very active media strategy focusing on news and ourown stories, which ensures that we contribute to setting the agenda of uniondebate and political debate.

Direct contact with individual members takes place through our local branches.Many branches have their own newsletters and websites.

3F’s magazine, Fagbladet, is distributed to all members every two weeks.

More than 19,000 subscribers receive labour market news via our Newsletter,which is issued on all workdays.

www.3f.dk is the website of the United Federation of Danish Workers. The siteis updated daily with news and information about matters of importance to 3F.There is also a forum for debate.

3F's special radio programme, Dagens Akkord, broadcasts a mixture of musicand interviews to about 50 local radio stations throughout the country. The 30-minute programme also takes up stories printed in Fagbladet.

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Media

We have also decided to have a strong focus on creating awareness of our union:we are sponsors of the Danish national women’s football team and of the women’selite division. When we got our new name and logo, we made a great effort toraise the profile of the new union quickly and effectively, the result being thatpeople in Denmark became familiar with the new name and logo very soon aftertheir introduction.

3F collective agreements

Groups Main agreement Local and adhesion agreements

Industry Group 21 (14 with employers’ associations About 1,250and 7 with individual employers)

Transport Group About 53 About 137 local agreements + about 500 adhesion agreements

Public-Sector Group About 35 About 360

Building and Const. Group About 10 of which 1 in Greenland 2,590

Green Group 11 250 adhesion agreements, 89 local collectiveagreements and 116 local agreements

Private-Sector Service About 15 About 455 local collective agreementsGroup and adhesion agreements

Source: Manual count in each group.

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Key figures

Management of theunemployment insurance fund 4%

Contribution to unemployment insurancefund 23%

Unemployment insurance contributionand early retirement contribution paidto the Danish State 55%

Union 20%

20% Pay

16% Administration and IT

13% Fees

12% Property

12% Information and training

9% Union magazine (Fagbladet)

8% Meetings and travelling

5% Districts

5% Other

Branches 21%

Early retirementscheme 32%

Breakdown of

union expenses

Breakdown of each DKK 1

of fees received in 2004

Recovered funds

2000-2004

There has been a dramatic increase

in the funds recovered in recent years

2000: DKK 548 million



2003: DKK 1,005 million

2004: DKK 1,057 million*

Note: *Adjusted for response percentage and reporting period/number of units.

2005

3F

Kampmannsgade 4

DK - 1790 Copenhagen V

Tel +45 70 300 300

www.3f.dk

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