SIK is Greenland's largest labor union with branches around Greenland. SIK has agreements on wages and agreements on working conditions, with large and small companies as well as with the public employers and publicly owned companies. We have local departments (SIP's) on the coast in various towns and villages.
► Videofilm about history of SIK, click here
Registration form (members form)
- It is important that all fields are filled.
- It is important that your writing is legible.
PBS (Banks Pay Service)
- With your signature on the registration form you agree thereby to pay via PBS.
- Your first bill on fee being sent as giro.
- It is important you pay giro soon after receipt.
- If you do, you will not get more giro sent, payment is ongoing.
- Payment will be made each month.
- Fees for membership are different.
- The reason why fees are different is that local unions (SIP) itself determines the size of theirshare of the quota.
It is important to contact SIK when moving
- To a different address in your hometown.
- To another city.
- If you change job.
- Or if you need to move to another country.
- Cancellation of membership must be informed to SIK written.
- If you cancel past after half of the month, you pay next month too.
SIK does not repay the fees retroactively.
The address of the headquarters
SIK, Issortarfimmut 11, P.O. Box 9, 3900 Nuuk
Tlf.: +299 32 21 33 Fax: +299 32 49 39
SIK Vacation Fund
Employees, paid according to SIK's collective agreements - and their immediate family members - can be granted a holiday trip. The allocation of holiday travel is done by drawing lots from the applicants who meet the conditions for being able to get a holiday trip.
From "News" in www.sik.gl November 12, 2020:
Gross examples of expulsion on dubious grounds
SIK fights for employers treat their employees properly, even when they come from foreign countries.
It is thought-provoking that one and the same day in November 2020, SIK receives cases of three expulsions from one and the same company. And they are all striking examples of ill-founded redundancies and bad treatment of employees, which members of SIK must be on guard against. In such cases it is important to involve the union.
The cases have been given to SIK by union members, three Thai employees in the restaurant industry. Their employer has expulsed them for brief reasons, which the three employees, however, oppose and have more nuanced explanations for.
Now an expulsion is a very serious sanction from an employer – it is a dismissal with immediate effect, that means without notice of termination.
Such a sanction can normally only be imposed by the employer if the employee has previously received a written warning for an offense similar to that to which the employer of the three Thai employees refers in his explanations.
• In all three cases, the employer has clearly made a mistake by expulsing the employees without prior warning.
• There is a lack of factual and clarified justification for the expulsion.
• SIK has therefore, on behalf of the three of its members, asked the employer for a more detailed explanation of the expulsions.
• In addition, SIK asks for clarification of a number of questions such as:
• Overtime hours that have not been paid - according to SIK’s calculation, corresponding to up to DKK 686,400 over an employment period of 3 years and 3 months in two of the three cases.
• The employer should also explain what has been paid in pension contributions, holiday allowance and what has been charged by rent for the housing in which the employees have lived.
The above is to illustrate the challenges that SIK has with certain employers when it comes to how foreign labor is treated. We have a number of cases running around the rights of Filipino and Thai members - which have also been written about in the press.