PRIVACY POLICY

BRÚ – association of managers

BRÚ – the management association welcomes the new data protection legislation (GDPR) which will be implemented on 25 May 2018 in Europe. Personal protection and related security is a key element in the association’s activities and also in the work of its members. There was a need for sharper rules regarding the handling of personal information by companies and institutions, and the rules are therefore a welcome legal remedy.

The new privacy policy of BRÚ – association of managers is as follows:

In general

BRÚ emphasizes the security of members' personal information.

BRÚ emphasizes that all personal information is handled in accordance with the laws and regulations on personal protection and the processing of personal information (Personal Data Protection Act).

BRÚ emphasizes that the processing of personally identifiable information is limited to the extent that it is possible to provide the services that the association must provide to members.

BRÚ emphasizes the responsible processing of information about members and that this processing is done in a responsible, safe and legal manner.

BRÚ emphasizes that all information about BRÚ's members, which is provided to the association or which BRÚ obtains with their permission from third parties, is only retrieved for the purpose of providing them with the services they are entitled to.

The personal information

BRÚ guarantees:

To use personal information only for legitimate purposes.

That when members' personal information is shared with third parties, for legitimate purposes, e.g. for technical maintenance or services due to payment (herein third parties), BRÚ undertakes that the processing of such information is limited to the services to be provided.

To ensure full confidentiality of third parties when processing personally identifiable information.

That the members of BRÚ are the owners of their own personal information, have only access to such information, together with BRÚ's staff.

Statistical summaries

BRÚ reserves the right to prepare non-personally identifiable statistical summaries and other derived information that is undoubtedly not personally identifiable and to use them in the association's work, for example for BRÚ's annual report, newsletters and at meetings organized by the association.

BRÚ's website ( www.bfs.is )

On the association's homepage (website), the association may collect technical information about use, e.g. about the type of browser, which web pages users visit on the site, the total time users spend on the web, etc. This type of information is only used to improve the user experience of the service, e.g. by improving the design of the service or notifying users of potential technical problems in their equipment. No personally identifiable information shall be collected during such processing.

Information to 3rd parties

BRÚ undertakes not to hand over, sell or rent the personal information of BRÚ members to third parties unless the association is obliged to do so by law or according to a written request of a member.

Accounting data

BRÚ's accounting data is stored in accordance with the security requirements of the Personal Protection Act and the Act on Accounting Entry and Storage. The storage and saving of such information is based on the relevant laws.

Limitation of liability

To the extent permitted by applicable law, BRÚ bears no liability for damages of incidents that may arise as a result of the way the service is used or provided, unless such incidents can be attributed to gross/reprehensible negligence or willful misconduct on BRÚ's part.

BRÚ is not responsible for delays in the service or for the service not working properly due to force majeure.

Law and Jurisdiction

This privacy policy is in accordance with Icelandic law. Disputes that may arise in relation to the privacy policy must be resolved before the Reykjavík District Court if it cannot be resolved in another way.

Changes

BRÚ reserves the right to change and update this privacy policy at any time. We will notify you of such changes on BRÚ's website.

Contact details

If you would like more information regarding BRÚ's privacy policy, please contact us here: BRÚ – association of managers, Hlíðasmári 8, 201 Kópavogur. Email address: bfs@bfs.is

Trust and confidentiality is one of the mottos of BRÚ - the association of managers, and the association assigns great importance towards ensuring the security of the personal information that members of BRÚ trust the association with.

Approved by the board of BRÚ - association of managers

Association of managers

REFLECTIONS ON ENVIRONMENTAL ISSUES

Introduction

BRÚ - association of managers is an organized trade union of managers and others who hold positions of responsibility.

The association is a member of the Federation of Management Associations (abbreviated as STF) and operates according to laws and regulations.

The total number of members is around 800.

The association operates an office at Hlíðasmára 8, 201 Kópavogur and owns and operates several vacation rentals.

The association runs a medical fund and an education fund for individuals and companies.

BRÚ - association of managers runs an office that manages all the payments that come from employers such as submissions and wage agreements. In the office applications for the health fund and re-education fund are accepted as well as processed according to regulations.

Environmental issues

BRÚ - association of managers wants to show initiative in environmental matters by working orderly to limit the environmental impact of the activity as well as education of members.

First and foremost to work as a powerful trade union / interest organization to deal with environmental issues in own office and in connection with the operation of holiday properties.

To show foresight by setting a policy in environmental matters. Define

environmental impact of the activities and do their best to limit the negative environmental impact in an organized manner.

Suggestion for first steps

• Define and delimit the part of the business that the association has direct impact on in terms of environmental impact and then to consider which indirect environmental impact may be involved.

• Define the association's role in the environmental impact of the Union of Managers' Associations, such as, for example, the operation of an office in Kópavogur.

Direct environmental impacts from the operation of offices and holiday properties could be, for example:

● Use of electricity, heat and water

● Procurement and disposal of equipment

● Purchase and disposal of consumables

● Purchase and disposal of cleaning materials

Then there is a reflection on the possibility of reducing the environmental impact and in following that measurable environmental goals are set and marked as an environmental policy. (This work can later be linked to requirements of environmental management systems such as ISO 14001.)

Proposal for an Environmental Policy

The association's environmental policy must give members as well as other stakeholders a clear picture of where the association is headed in environmental matters. The text must be short and concise and at the same time binding for the activity.

It needs to be possible to see the "big" points of emphasis of expected action.

Here is an example of what the environmental policy could look like:

BRÚ- association of managers focuses on knowing the environmental impact of its activities and strives to minimize them.

Economical use is taken into account in the daily operations of the association's office supply, origin, service life, reuse and responsible disposal.

Through active encouragement and education, the association promotes increased environmental awareness of staff and members.

Meetings and other gatherings organized by the association are organized and carried out with sustainability as a guiding principle.

BRÚ - association of managers follows the relevant laws and regulations on environmental issues in its activities.

Where possible, important environmental factors in the association's operations are monitored and systematically worked on improvements.

Examples of goals and actions

In order to follow the association's strategy, many actions are launched. For example, disposable supplies and plastic will not be used by the association and when purchasing domestic production will be chosen rather than imported when possible.

Ecological procurement will always be a guiding principle.

Emphasis will be placed on obtaining information on the origin and location of various goods which are purchased by the association.

Facilities will be created in holiday homes for members to support environmentally friendly dealings.

Where possible important environmental factors during operation are monitored and systematically worked on improvements.

Here is an example of how to set up an action plan on environmental issues.

Objective Action Responsibility Time

Know environmental impact of the activity

Map the possible environmental impacts recommended for office. Before the end of 2020

Map the possible environmental impacts recommended for a holiday home. Before the end of 2020

Ensure cost-effective use of resources

Map the scope and volume of purchases for the office by the end of June 2021

Investigate the origin and estimate the life span of the largest procurement for the office before the end of June 2021

Map the scope and volume of purchases for holiday homes before June 2021

Investigate the origin and estimate the life span of the largest shopping for a holiday home before the end of June 2021

Contribute to increase environmental awareness

Host 2 educational meetings for the association's board in 2021

Explore members' interest in educational meetings on environmental awareness

Put environmental education on the website the association, 2 – 3 educational messages 

Prepare educational materials for holiday homes for summer vacation 2021

Meetings arranged with sustainability as a guiding light.

At the beginning of the meetings, participants and guests are educated about sorting waste in the office

Shopping and supply of refreshments is always ecological and without food waste

Environmentally friendly office

Efforts are made to store data more electronically than on paper.

Automatically print on both sides on all paper and in black/white.

Print in black/white where applicable

Environmentally labelled products and services should be selected in all purchases, where possible.

At the end of the working day, all lights are turned off

All waste sorted

Environmentally friendly cleaning

Cleaning services are purchased from environmentally friendly parties

All cleaning materials must be marked with approved environmental labels.

When starting work on environmental issues, it is helpful to look at The United Nations Global Goals, especially in light of the association's main activities and connection to the boards of many companies.

Reflections on the United Nations Global Goal

The United Nations' global goals for sustainable development were adopted by representatives of all member states of the United Nations in September 2015.

The goals, which apply to the period 2016-2030, are 17 in number and are colloquially called the "Global Goals".

They aim to ensure prosperity and human rights everywhere in the world by 2030. These are broad goals that are meant to be a guide for nations, institutions, companies and individuals to make us a better world. The global goals for sustainable development are as follows:

1. No poverty. Eradicate poverty in all its forms everywhere.

2. No hunger. Eliminate hunger, ensure food security and improved nutrition and promote sustainable agriculture.

3. Health and well-being. Promote healthy living and well-being for everyone from the cradle to the grave.

4. Education for all. Ensure everyone has equal access to good education and lifelong learning opportunities.

5. Gender equality. Gender equality will be guaranteed and the power of all women and girls' promoted.

6. Clean water and sanitation. Ensure everyone's access to clean water and its sustainable use as well as sanitation.

7. Sustainable energy. Ensure everyone has access to safe and sustainable energy at an affordable price.

8. Good employment and economic growth. Contribute to sustainable economic growth and profitable and decent employment opportunities for all.

9. Innovation and development. Build solid infrastructure, promote sustainable industrialization and foster innovation.

10. Increased equality. Reduce inequality in the world.

11. Sustainable cities and communities. Make cities and residential areas safe, sustainable and accessible to all.

12. Responsible consumption and production. Sustainable consumption and production.

13. Climate action. Emergency measures against climate change and its influence.

14. Life in water. Protect and use the ocean and its resources in a sustainable way.

15. Life on land. Protect, restore ecosystems on land and promote sustainability in their exploitation, work towards sustainable management of forests, fight against desertification, stop soil erosion, restore land quality and avoid the decline of biodiversity.

16. Peace and justice. Promote peaceful and sustainable societies for all the world's inhabitants, guarantee everyone equal access to the legal system and build efficient and responsible organizations in all areas.

17. Collaboration on the goals. Breathe life into international cooperation on sustainable development and take action.

BRÚ – association of managers and the global goals

When you look at the 17 goals that the United Nations has set, it is a question how the association's activities could be related to these goals

The next steps in social responsibility of BRÚ and the board of directors could then be to adopt and follow the World Goals that are closest to the activity and purpose of the association.

The following six goals are closest to the association's activities and are therefore the closest to scrutinizing in more detail.

✔ Goal 3: Health and well-being

✔ Goal 4: Education for all

✔ Goal 5: Gender equality

✔ Goal 6: Clean water and sanitation

✔ Goal 8: Good employment and economic growth and

✔ Goal 12: Responsible consumption and production

The six objectives that BRÚ - association of managers could probably choose to work on, are related to all of the association's activities and can therefore have both direct and indirect effect by working on them.

Promote healthy living and well-being for everyone from the cradle to the grave.

Main challenges in Iceland

● Changed age composition of the population

● Availability and access to resources and services by territories

● Chronic diseases that can be linked to lifestyle

● Availability of new drugs and overuse of antibiotics

● Health expenditure

● Health care staffing

BRÚ- association of managers focuses on sub-goal 3.4

● 3.4 No later than the year 2030 premature death because of diseases other than infectious diseases has been reduced by a third by preventive measures and treatment and promote mental health and well-being

Actions:

● Increased grants for physical activity

o Kr. 25,000 per 12-month period (according to the website)

● Increase grant and easy access to a psychologist on behalf of BRÚ

o 75% of the cost is paid for each visit, up to a maximum of 12.000

20 times over a 12 month period. (according to the website)

● Subsidized annual health check-up.

● Shortening of the working week

Education for all

Main challenges in Iceland

● Promote literacy and ensure the future of the Icelandic language

● Increase the number of teachers

● Increase the number of students in vocational and technical   

   studies

● Work against high school dropouts

● Education of students with a language other than Icelandic

BRÚ- association of managers focuses on sub-goals 4.3 and 4.4

● 4.3 No later than the year 2030, all women and men will be ensured equal access to good technical, vocational and advanced education, including at university level, at an affordable price.

● 4.4 No later than the year 2030, number of young people and adults with practical skills will have increased significantly, including in the field of technology and vocational training, in order to be able to perform appropriate jobs, receive decent work and engage in entrepreneurial activities.

Actions:

● Full salary during study leave during and/or with work. Also that the work is guaranteed after the member completes his studies and begins work again.

● Members can apply for continuing education.

● Increased support for members for university studies (ECTS units)

○ 150.000 per year for work-related studies, 10.000 for leisure studies during 12-month period, but never higher than 80% of the invoice

● Grants for entrepreneurs

Clean water and sanitation

Main challenges in Iceland

● Increase the percentage of wastewater that is treated

● Complete the implementation of the EU Water Directive

BRÚ – association of managers focuses on sub-goal 6.3

• 6.3 No later than the year 2030, water quality will be increased by reducing pollution, eliminate unwanted waste disposal and minimize the release of hazardous substances and chemical mixtures. The proportion of raw sewage and wastewater will be reduced by half and recycling and safe reuse greatly increased all over the world.

Actions:

• All waste disposal sorted and disposed of at an appropriate disposal site

• All materials used in the cleaning of holiday homes will have appropriate environmental certifications.

Good jobs and economic growth

Main challenges in Iceland

● Reduce long-term unemployment

● Strengthen support resources for people with reduced work 

   capacity

● Increase productivity in harmony with the environment and 

   society

● Equal opportunities and equal pay for equal work

BRÚ - association of managers focuses on sub-goals 8.5, 8.6, 8.7 and 8.8

● 8.5 No later than the year 2030, full work and decent jobs will be available for all women and men, including young people and people with disabilities, and the same wages paid for work of equal value.

● 8.6 No later than the year 2020, the percentage of young people who are unemployed do not study or train, will have reduced significantly.

● 8.7 Immediate and result-oriented measures will be taken to eliminate forced labor. Modern slavery and human trafficking are a thing of the past, child slavery will be addressed and banned, including military service of children, and no later than the year 2025 forced child labor in its entire form will be eliminated.

● 8.8 Rights in the labor market will be protected and promoted in a safe and secure manner, working environment for all workers, including migrant workers in particular women in that group and those in insecure jobs.

Actions:

• Ensure knowledge among members about chain responsibilities

Responsible consumption and production

Main challenges in Iceland

● Reduce consumption, reduce food waste and thereby reduce the 

   ecological footprint of Icelanders

● Implement circular thinking in all consumption and production to 

   ensure that the use of resources does not exceed nature's   

   tolerance limits

● Tourism in harmony with nature and society 

BRÚ- association of managers focuses on sub-goals 12.5, 12.7 and 12.8

● 12.5 No later than the year 2030, prevention, less waste,   

   increased recycling and reuse will significantly reduce waste.

● 12.7 Sustainable procedures for public procurement will be  

   supported in accordance with national policies and priorities.

● 12.8 No later than the year 2030, it will be ensured that people all 

   over the world are informed and aware of sustainable 

   development and how they can live in harmony with nature.

Actions:

• Sort all garbage in all our housings, including holiday homes 

 and office.

• Procurement in terms of carbon footprint.

• Education to members about the importance of environmental 

 issues.

LAWS OF THE ASSOCIATION

BRÚ – ASSOCIATION OF MANAGERS

CHAPTER 1

Name, home, area of work and purpose.

1.1 The name of the association is BRÚ – ASSOCIATION OF MANAGERS. Abbreviation BFS.

1.2 Its home and forum is in Kópavogur

1.3 The association is an organized trade union of managers and other employees in positions of responsibility, (cf. 3.1). As a whole, it has no involvement in politics.

CHAPTER 2

Affiliate relationship.

2.1 The association is a member of the Association of Managers (STF) and operates according to laws and regulations.

CHAPTER 3

Membership and membership fees.

3.1 Members can only be: Those who work as managers or act in other responsible positions.

3.2 A person who wishes to join the association must send a request for admission to the office on specially prepared forms. This request must be accompanied by the required data every time. The applicant must be free of debt to other member organizations of STF.

The approval of two board members is required for the applicant to become a legal member. He must be informed of the result in writing.

3.3 If a law is passed in Alþingi, which stipulates the education and qualifications of managers, admission requirements to the association will be taken into consideration with reference to that law.

3.4 Resignation from the association must be in writing.

3.5 The general meeting determines the membership fee each time and its division between funds.

3.6 If a member is without salary/benefits due to illness or unemployment, he is not liable to pay the membership fee, if he shows a satisfactory certificate, unless he benefits from grants cf. Article 5 of VSSÍ health fund.

3.7 A member who has reached the age of 70 is exempt from the membership fee.

3.8 The board is authorized to waive the membership fee for one year at a time if the member cannot do salaried work due to illness or for other reasons, as long as it has been applied to the board.

3.9 The board is authorized to cancel the membership fee in half, if the member verifiably works half job due to ill health.

3.10 Membership fees are due on the 10th of each month. If the member has not paid last year's membership fee, January 15, it is permitted to collect the fees in total from the employer of the relevant member.

3.11 If a member has not paid the membership fee for 13 weeks, he loses all membership rights and will not regain them until he has paid his debt in full or shown receipts from the employer about paid fees.

3.12 The board has the authority to delete from the membership register any person who has not paid required fees to the association for one year.

CHAPTER 4

Rights and obligations of members.

4.1 The rights of a member are:

Eligibility for confidential positions within the association.

Freedom of speech, the right to propose and the right to vote on the affairs of the association according to its rules of procedure.

Eligibility for the board is after two years of membership.

4.2 The members' obligations are:

To respect the association's laws, orders and contracts.

To perform confidential duties for the association.

Monitoring that membership fees are paid regularly.

To keep everything that takes place at the association's meetings strictly within the bounds of the association.

4.3 If a member has held confidential positions in the association for two consecutive terms, he may evade re-election for the same length of time.

CHAPTER 5

Loss of rights and expulsion.

5.1 If a member is suspected of being guilty of working against policy

of the association, bylaws or contracts, the association's board of directors shall investigate the matter as thoroughly as is possible. If a member's guilt is proven, the board shall summon him to a meeting, discuss the case with him and give him a warning. If the reminder doesn't help the board shall remove the person from the association without notice.

5.2 Members are not allowed to enter each other's work area in one way or another and do not drive each other away from a job with a lower salary offer.

CHAPTER 6

Strikes and lockouts.

6.1 Members are absolutely neutral in trade disputes, regardless of whether they are strikes or work stoppages. However, it is the duty of every working member to take care of that value he oversees and protect it from damage to the best of his ability.

CHAPTER 7

The association's board of directors, nominations and elections.

7.1 The association's board consists of 5 people: chairman, secretary, treasurer, vice-chairman and member of board.

7.2 There shall be two deputies and they shall have the right to sit at all board meetings with freedom of speech and the right to propose. If it is necessary to call deputies to work within the board, the deputy who has served longer must be called first.

In the event of a merger of associations, it is permitted to add two deputies for two years.

7.3 Nominations for chairman, secretary, treasurer, vice-chairman, co-chairman, three deputies, standing committees and auditors of accounts must be received in writing and reach the association's office no later than 5 days before the general meeting. The nominations must be confirmed by the candidate and marked by the election committee. It must state for which office a candidate runs. When the deadline for submitting candidacies has passed, the election committee shall review them so that each candidate's name appears only once on a ballot, also that candidacy is according to the association's laws.

7.4 The chairman, secretary, treasurer, vice-chairman, member of board and deputies shall be elected for two years, so that in the second year 2 main members and 2 alternates must be elected and the other year 3 members of the board and 2 deputies.

Sitting on the board is not limited to two years, however. Standing committees and auditors of accounts shall also be elected for two years.

The following shall be elected:

– 2 people in the Scholarship and memorial fund committee and 1 alternate

– 3 people in the Vacation committee and 1 alternate.

– 2 people in the Labor dispute fund committee and 1 alternate.

Committee members share their jobs.

Also shall vote for:

– 2 inspectors and 1 substitute.

7.5 A ballot paper is invalid if more names are written on it than are to be voted for. It is allowed to elect each standing committee in one election and auditors of accounts.

7.6 If there is no counter offer, the candidate is considered self-elected.

CHAPTER 8

Duties of the board, board members and commission of trust.

8.1 Duties of the board:

8.1.1 See that the general meeting is held on time and that other meetings are held if necessary.

8.1.2 Manage the recruitment of the association's employees.

8.1.3 Make a proposal for the salary of the board, standing committees and auditors of accounts and seek approval of the general meeting.

8.1.4 Take care of publishing a newsletter as often as possible.

8.1.5 See that this law is enforced.

8.2 Duties of individual board members:

8.2.1 The chairman of the association is the president of its board and represents the association externally.

He is responsible for the association's office and daily operations.

8.2.2 The secretary of the association records in the minutes book of the board of directors short and concise minutes about what happens at board meetings. All directors present must sign the meeting minutes.

8.2.3 The secretary, or an employee of the association on his behalf, is obliged to keep all letters sent and received as well as other documents related to the association and its work.

8.2.4 The secretary, or an employee of the association on his behalf, handles correspondence for the board, publishes letters and announcements to members and maintains a membership register.

8.2.5 The treasurer, or an employee of the association on his behalf, keeps the association's funds and securities, pays bills, guarantees entry of accounting and annual accounts.

8.2.6 The treasurer, or an employee of the association on his behalf, shall consult with other board members to ensure that the association's funds are invested in the most efficient way possible in bank funds, savings banks or government bonds.

8.2.7 The treasurer, or an employee of the association on his behalf, shall see to it that the association's accounts are audited by a licensed accountant or business expert and they must submitted audited at the association's office for display to all members no later than 15 days before the general meeting. The association's accounting year is the calendar year.

8.3. Commission of trust:

8.3.1. After the general meeting, the association's board of directors must choose 20 or more members from various job places in the commission of trust. They shall be of assistance to the board´s implementation of social affairs.

8.3.2. The commission of trust elects 5 people from its group and 3 alternates in the back committee/nomination committee. The committee decides division of tasks.

CHAPTER 9

Meetings.

9.1 The general meeting has the highest authority in the affairs of the association and it shall be held during the period February to the end of April every year. The board gives an account of the association's activities in the past year and submits audited accounts. The meeting is legitimate if it has been announced in writing 15 days in advance. The agenda of the meeting must be stated in the meeting notice and legal changes should be mentioned if they are planned.

9.2 The general meeting is chaired by a special chairman who shall be elected by a majority of votes of attendees. In the same way, the secretary of the meeting shall be elected. Board members are not allowed to hold the offices of the general meeting. The board draws up an agenda for the meeting, but as for discussions on matters outside the agenda, the moderator can allow other discussions if requested.

No later than 15 days after the general meeting, the minutes must be submitted signed by the meeting secretary and the meeting manager at the association's office. Written comments on the minutes must be taken up for discussion at the next association and/or general meeting.

9.3 If the tasks of the general meeting cannot be completed in one meeting, a follow-up general meeting must be called with a 6 days notice. It must be governed according to section 9.2 here above.

9.4 Association meetings shall be held as often as necessary at the discretion of the board. Also if 10 or more members request it. Association meetings are legal if they are called with 6 days notice.

9.5 The handling of matters at the association's meetings depends on its meeting conditions. The board can hold a referendum on major issues if it deems it necessary, also if 10 members request it, although prior to discussions on the issue.

CHAPTER 10

Honorary members.

10.1 Honorary members can only be members who have made special contributions to the association. However, they should never be more than 12 at a time. The association's board of directors has the authority to choose an honorary member if it deems it necessary and there are special merits for it at hand. It shall hand them the association's gold medal along with a certificate of honor.

10.2 Honorary members are exempt from paying fees but retain all the membership rights that they previously had.

CHAPTER 11

Disputes.

11.1 If a dispute arises between members internally or between the board and members regarding the understanding of this law, parties to a dispute may refer the matter to the board of STF which then makes a ruling on it.

11.2 If there is a dispute between the employer and the manager in employment matters, the person concerned is obliged to submit the matter immediately to the association's board of directors, who will take it into consideration and try to mediate.

CHAPTER 12

Final clauses and legal changes.

12.1 If there is a proposal to legally bind the association to another association, or associations, or to dissolve such a relationship requires, in order for that change to be legally accepted, the same notice of meeting as for the general meeting and the same number of votes as for legal amendments.

12.2 The association cannot be dissolved while its 10 members want to keep it together. Resolved there after, all its assets and documents shall be handed over to the STF board for safekeeping. If a new association in the membership area within five years will be established, and if that association has joined the STF, it shall therefore hand over all the assets of the previous association. Otherwise, the assets must go to STF’s fund.

12.3 Proposals for legal changes must be in writing and have been received at the association's office before January 10 and they must then be copied and placed in front of the association's office no later than 15 days before the general meeting. Two-thirds of the votes cast by the attendees is needed for legislative changes to take place.

12.4 These laws may not be changed, deleted or added to except in a lawful manner in a general meeting

12.5 This law shall be revised every two years from its adoption.

Thus approved at the general meeting of the BRÚ - association of managers, March 21, 2011.

These laws are to be revised: 2011-2013

ORGANIZATION DOCUMENT FOR ENDOWMENT- AND MEMORIAL FUND

Article 1.

The name of the fund is "Styrktar- og minningarsjóður BRÚ – félag stjórnenda".

Article 2.

The fund was established by donations from members in 1921. Its income is an annual contribution of paid members as determined at the annual general meeting together with interest from the fund's assets and any other income the fund may be intended for.

Article 3.

The purpose of the fund is:

To pay upon the death of a member, i.e. those who are taking care of his funeral with a donation from the fund like it is decided at the annual general meeting. The board of directors is authorized to honor the memory of the deceased members by paying all their funeral expenses.

Article 4.

The board of the fund shall be composed of three persons elected for that purpose, i.e. two members and one deputy plus one person from the BFS board. The fund's account shall be treated as another of the association's accounts and the general meeting issues a ruling on them.

Thus approved at the general meeting of BRÚ – association of managers on March 21, 2011

Regulations of Orlofssjóður BRÚ - Board of Directors, approved at the general meeting in March 2011.

Article 1

The fund is called Orlofssjóður BRÚ – association of managers and is its property. The board of the fund appoints board of directors of the BFS.

Article 2.

The purpose of the fund is to provide members with the option of vacation benefits.

Article 3.

The fund's income is:

a. Employers' contractual fees to the fund

b. Rental income from holiday homes.

c. Gifts and pledges to the fund and other things that the fund management does to generate income for it.

Article 4.

It is not permitted to allow individuals to build any kind of structure on the association's holiday areas.

Article 5.

All major property changes are subject to the approval of the membership meeting.

Vacation Committee.

Article 1.

The Vacation committee shall be elected at a general meeting and it shall be composed of two people elected , ie. one member and one deputy in addition to one person from the board of BFS and he shall always be the chairman of the committee.

Article 2.

The Vacation committee is in charge of allocating holiday homes.

Article 3.

The Vacation committee makes proposals for the operation and maintenance of holiday homes in the most cost-effective way concerning purchased maintenance and monitoring where applicable.

Thus approved at the annual meeting of the BRÚ – association of managers, (note) March 21, 2011

LABOR DISPUTE FUND REGULATION

BRÚ – association of managers.

Article 1.

The fund is called "Vinnudeilusjóður BRÚ – félag stjórnenda." and is its property. The board of the fund appoints three elected men, i.e. two members and one deputy as well as one person from the board of BFS

Article 2.

The purpose of the fund is to provide financial support to members in labor disputes.

Article 3.

The fund's income is a certain percentage of membership fees, which must be reviewed at the annual general meeting every year. The account of the fund shall be treated as other accounts of the association and the general meeting shall make a ruling on them.

Thus approved at the general meeting of BRÚ – association of managers, March 21, 2011

PROPOSAL FOR ENVIRONMENTAL POLICY

ENVIRONMENTAL POLICY

BRÚ - association of managers focuses on knowing the environmental impact of its activities and strives to minimize them.

In the day-to-day operations at the association's office, the efficient use of resources, origin, service life, reuse and responsible disposal are taken into account.

Through active encouragement and education, the association promotes increased environmental awareness among staff and members.

Meetings and other gatherings organized by the association are organized and carried out with sustainability as a guiding principle.

BRÚ - association of managers follows the relevant laws and regulations on environmental issues in its activities.

Where possible, important environmental aspects of the association's operations are monitored and improvements are systematically made.

OBJECTIVE

● Setting an example among other members

●That the association's operations are as environmentally friendly as 

  possible.

●To promote environmental awareness among members and staff.

● Knowing and reducing the environmental impact of the  

   association's operations

ACTIONS

● Provide education on environmental issues.

● Create facilities for members in our holiday homes to support 

   environmentally friendly interactions, e.g. sorting of garbage

● Limit the use of plastic.

● Stop using disposable supplies provided by the association

● Establish measurements of environmental factors where possible

● Have ecological purchases as a guiding principle and choose 

   domestic whenever possible.

Wage issues

Wage issues are one of the most important aspects of a union's activities and what matters most to members. BRÚ – association of managers is a member of the Association of Management Associations. The association of management associations is an interest association of management associations that manages the contractual rights of the management associations. Wage matters therefore play a major role in the association's activities. The conclusion of collective agreements is the biggest factor there, but in addition the association provides statistical information on wage rates and average wages. Members are absolutely neutral in trade disputes, whether it is strikes or lockouts. However, each working member shall be obliged to take care of the valuables he is in charge of and protect them from damage to the best of his ability.

Further information on wage issues is on the web STF.IS

Fees

The Association of STF Managers' Association is in charge of the collection of fees for BRÚ – association of managers.

Membership fee is 0.7% of the total salary.

The health fund is 1% of the total salary.

Vacation fund is 0.25% of the total salary.

The employee education fund is 0.4% of the total salary.

The membership fee is deducted from the member's salary, but the employer pays monthly into other association’s funds.

Members enjoy a variety of vacation benefits.