PRIVACY POLICY
We respect your privacy and we want you, while using our services and being in contact with our company, to have as much user-friendliness and comfort. That is why we only collect those personal information, which are necessary and are required by law.
We give increased attention to the protection of personal information. We want you to be sure, that youŕ data is safe with us and that we will never provide them to any third party without your explicit consent.
Company
is the intermediary, which in their activities processes personal information in accordance with the Regulation of the European Parliament and the EU Council 2016/679 ("GDPR") Company for specialized activities uses services of intermediaries, who are obliged to respect privacy within the terms of GDPR.
The persons concerned
The provider operates a website where the cookie technology is used. That is why all site visitors are considered as concerned persons, even if they did not provide any data. Other groups of concerned persons are visitors, who have filled out a specific purpose form on the site for and have also given consent to process the data provided by the form.
A separate group consists of the customers of the company, where further data is required for legal reasons when a contract is concluded.
Scope of processed data and processing account
Personal data is processed solely for the legitimate interests of the company and the fulfillment of legal obligations in accordance with GDPR
For all concerned persons we process: Identification of person, IP adress, cookies
For newsletter subscribers: Identification of person, name, email adress
For customers: Name, surname, data from the person's ID card or from any other document presented, address, email, phone number and other data relevant to the contract
Cookies
We provide users with detailed information on the use of cookies with the ability to grant or revoke consent for individual types of cookies online on the site. We use anonymization of IP addresses within the cookie service Google Analytics. /privacy/cookies
Time of retention of personal data
The retention period of personal data varies depending on the purpose and legal basis of the processing of your personal data. In general, the Company holds personal data for the following time periods:
if personal data are processed for the purpose of complying with a statutory obligation - for as long as required by applicable law
if personal data is processed on the basis of consent - for the period for which consent was granted or until the time of withdrawal of consent
Rights of the persons concerned
The persons concerned have the right to:
- information about the processing of your personal data;
- gain access to personal data that is stored on you;
- request the correction of incorrect, inaccurate or incomplete personal data;
- ask for the deletion of personal data when it is no longer needed or if the processing is illegal;
- to object to the processing of your personal data for marketing purposes or on the basis of your specific situation;
- request to limit the processing of your personal data in specific cases;
- get their personal data in a machine-readable format and send them to another provider ("data portability");
- ask, that decisions based on automated processing, that affect you and are based on your personal data, are to be performed by individuals rather than by computers. You also have the right to express your opinion in this case and to oppose the decision.
To exercise your rights, you should contact a Data Protection Officer
We will respond to your request within one month. When you are going to want to exercise your rights, you may be asked to provide information to confirm your identity (eg. click on a verification link, enter a username or password)
Remuneration policy in Glunz & Jensen
This remuneration policy describes the framework for remuneration in the Glunz & Jensen Group. The remuneration policy is determined by the Board of Directors and approved at the general meeting. The remuneration policy is updated once a year.
The remuneration policy applies to all managers and employees of the Glunz & Jensen Group, and is divided into three main sections:
1) General remuneration principles and remuneration conditions
2) Special conditions for employees with a significant impact on the company's risk profile
3) Remuneration of the Board of Directors and the Executive Management
The goals of the Glunz & Jensen Group's remuneration policy are to promote the long-term value creation for shareholders, while observing principles of sound and effective risk management, good corporate governance and consideration of the Group's reputation.
The purpose is also that the remuneration policy is in accordance with the company's business strategy, objectives, values and long-term interests, including that the remuneration of the company's employees is in accordance with legal requirements for the protection of customers, employees and investors as well as the legislation in other respects, taking into account the company's internal and long-term sustainability.
General remuneration principles and remuneration conditions
Glunz & Jensen wants the Group's remuneration level and principles to be market-adapted, so that the Group can constantly attract and retain the right employees. Thus, remuneration is considered to be one of several parameters that have an impact on the efforts to be an attractive workplace.
The actual remuneration to the individual employee is determined according to individual agreement where possible, and the starting point is based on job content as well as the employee's skills and performance. Remuneration to the company's employees must not encourage risk-taking that exceeds the company's risk profile.
The total salary for covered employees follows the agreement for Dansk Industri. Employees are placed in step and salary is regulated in accordance with the provisions of the agreement.
For the Group, there must be clear and well-known criteria for the efforts and results that can lead to step increases and lump sum payment. Any appointment must be justified by the responsible Director.
The employees are covered by a pension scheme, either through Industriens Pension or through Velliv, and thus pay part of the salary for a pension savings. In addition, Glunz & Jensen pays contribution to the employees' pension scheme.
The Group's employees have access to a number of staff benefits. Upon resignation, severance pay is paid in accordance with the Salaried Employees Act and the provisions of the agreement.
Discretionary pension benefits are not paid to Group Management (the Board of Directors and the Executive Management).
Retention bonus is not used.
Remuneration of the Board of Directors and the Executive Management
Glunz & Jensen's Board of Directors is paid a fixed fee and is not covered by incentive programs or performance remuneration. The remuneration to the Board of Directors is sought at a level that is market-based on the basis of the competence and resource requirements imposed on the Board members.
The Chairman of the Board and the Vice Chairman receive a supplement to the ordinary Board fees.
Glunz & Jensen's Executive Management is employed on a contractual basis and an annual assessment of the terms of the contracts is made, including remuneration.
The Executive members' total salary package is sought by the Board of Directors, based on market practice and at a level that enables Glunz & Jensen to attract and retain competent Executive Management. The Executive Management's remuneration consists of a fixed salary and pension, as well as a free car and telephone, and the Executive Management has the opportunity to receive variable salary shares in the form of bonuses. The Executive Management usually has a notice period of 3 to 6 months.
The remuneration of members of the Executive Management from internal board positions is set off in the salary.
Remuneration of the Senior Managers
Glunz & Jensen's Senior Managers are employed on salaried contracts, and an annual assessment of the terms of the contracts is made, including remuneration. The remuneration of senior managers consists of fixed salary and in some cases senior managers have the opportunity to receive variable remuneration in the form of bonuses. Some of the senior managers have the option of a free company car.