The Corporate Agreement 2024 - 2026

• Chapter 1 – Common provisions
• Chapter 2 – Pension conditions
• Chapter 3 – Wage and bargaining provisions
• Chapter 4 – Apprentices
• Chapter 5 – Duration and regulation in the 2nd year of the agreement
  
  
• Appendix 1: Local guidelines for reducing the use of
  Unwanted part-time work
• Appendix 2: Guidelines for local negotiations –
  Good negotiation practice
• Appendix 3: Hiring from an enterprise whose purpose is to operate
  Hiring out (staffing companies)
• Appendix 4: Companies covered by the Corporate Agreement
• Appendix 5: Guidelines for employees and management in companies that
  Considering changing pension scheme
• Appendix 6: Contractual early retirement pension (AFP) in enterprises with
  Alternative pension scheme
• Appendix 7: Additions to the minutes from the 2022 main settlement
• Appendix 8: Appendix to the minutes from the interim settlement as of 1 May 2023
• Appendix 9: Appendix to the minutes from the main settlement as of 1 May 2024

Chapter 1 – Common provisions

• § 1 Introductory provisions
• § 2 Appointment
• § 3 Termination and reassignment
• § 4 Working hours
• § 5 Remuneration for special working hours, etc.
• § 6 Overtime
• § 7 Holiday
• § 8 Salary during illness, pregnancy, childbirth and adoption
• § 9 Salary during military service
• § 10 Benefits after death / group life insurance
• § 11 Compensation in the event of occupational injury/illness
• § 12 Seniority and other salary provisions
• § 13 Deputy/constitution
• § 14 Leave of absence
• § 15 Travel regulations

§ 1 Introductory provisions

The provisions of this Basic Collective Agreement apply to companies organised as
independent legal entities in the following industries and individual companies in accordance with Appendix 4::

• Waste/recycling
• Port
• ICT companies
• Business / Real Estate
• Parking
• Audit
• Water and sewage

Lists of member companies – Appendix 4.

1.1 General rule

This agreement applies to all employees in a permanent binding employment relationship with predetermined working hours (or average working hours) per week, however, with the exceptions mentioned in the individual sections.

1.2 Part-time positions

Part-time employees are employees who have a permanent binding employment relationship with a predetermined working hours (possibly on average) per week, which is less than that which applies to full-time employees in the same work area. Part-time employees have the same rights under the agreement as full-time employees, unless otherwise stated in the individual provision.

1.3 Extraordinary work

If the company initiates extraordinary work to alleviate unemployment, it shall be possible to establish a separate collective agreement for these works.

§ 2 Appointment

2.1 Formal requirements

Appointments must be made in writing, cf. the Working Environment Act.

2.2 Qualifications

When appointing and promoting, the applicants' qualifications (theoretical and practical education as well as suitability for the position) must primarily be taken into account. When applicants are equal in terms of qualifications, priority is given to gender balance and seniority (cf. the Equality and Anti-Discrimination Act). When applicants are otherwise equal in terms of qualifications, preference is given to the applicant who has the longest service in the company.

2.3 Full-time/part-time/temporary employee

2.3.1 Full-time/part-time positions

As a general rule, it must be filled in a full-time position. Exceptions are discussed with the employee representatives unless it is clearly unnecessary. In the event of a vacancy, part-time employees shall be offered an extension of their employment up to a full-time position by means of an internal advertisement in the company, if the person in question is qualified for the position. The employer must inform and discuss the company's use of part-time positions with the employee representatives at least once a year. Guidelines shall be prepared with the aim of reducing the use of unwanted part-time work, if one of the parties so requires.

Reference is made to Appendix 1 "Local guidelines for reduced use of unwanted part-time work".

2.4 Fixed-term positions

For positions where fixed-term appointments are made pursuant to the Working Environment Act, the provisions below apply.

A fixed-term period must be a minimum of 6 years. Employees employed in fixed-term positions must be informed whether the appointment is extended for a new fixed-term period no later than one year before the employment ends. In the event of an extension, the new fixed-term period may be shorter than 6 years.

Retreat position

In the case of appointment to a fixed-term position, an agreement should be entered into on a retirement position at the end of the fixed-term position. The employment contract must state whether the employee is entitled to a retreat position.

If the employee has reached the age of 60 at the end of the fixed-term position, the position holder is entitled to a retreat position.

In cases where a retirement position is linked to a fixed-term appointment, the salary and working conditions for the retirement position must be agreed as early as possible.

The salary in the retreat position shall be in reasonable proportion to the salary of the management position and shall not be lower than what is normal for similar positions in the company.

When a retirement position is used and the employee has reached the age of 64 at the end of the fixed-term position, the employee is guaranteed the same pension basis as the one he or she had in his or her managerial position at the end of the fixed-term position.

2.5 Health information

See Section 9-3 of the Working Environment Act.

2.6 Probationary period

After the end of the probationary period, an assessment of the salary placement must be carried out.

§ 3 Termination and reassignment

3.1 Termination

Termination is made in accordance with the provisions of Chapter 15 of the Working Environment Act.

For permanent employees after a probationary period, a mutual notice period of three months from the date of termination generally applies.

Regarding older employees, etc., see Section 15 – 3 (3) of the Working Environment Act.

In the event of termination of an employment contract pursuant to Section 14-9 of the Working Environment Act, a mutual notice period of one month from the date of termination applies.

For employees who are employed with a probationary period of up to six months and for employees who are engaged to perform work of a temporary nature of up to two months' duration, a mutual notice period of 14 days applies.

3.2 Relocation

In the event of redeployment or transfer to a lower-paid position in the same company due to illness, injury, rationalisation or other reasons that are not due to the employee's circumstances, the employee shall retain his or her current salary placement as a personal arrangement.

3.3 Reduction, rationalisation

In the event of a reduction or rationalisation, those with the shortest service within the relevant area of work in the company shall, under otherwise equal conditions, be dismissed first, cf. Section 15-7 (2) of the Working Environment Act and Section 3-1 of Part C of the Basic Agreement. When calculating seniority, continuous length of employment in the company is taken as a basis.

3.4 Other conditions

An employee who wishes to transfer to a lower-paid position in the company can enter into an agreement with the company to retain up to his or her previous position's salary at the time of transition as a personal arrangement.

§ 4 Working hours

4.1 Definition

Working hours mean the time the employee is at the disposal of the employer according to law and agreement. Active work is included in its entirety in working hours, while home duty is included proportionately, cf. section 4.6.

4.2 Ordinary working hours

Ordinary working hours for the various working time categories are based on the definitions in the Working Environment Act, cf. Section 10-4 of the Working Environment Act.

A) Weekly working hours shall not exceed an average of 37.5 hours for ordinary work, cf. Sections 10-4 (1) and 10-12 of the Working Environment Act.

B) Weekly working hours shall not exceed an average of 35.5 hours in the case of round-the-clock shift work or shift arrangements where ordinary work must be carried out between 20:00 and 06:00 and/or at least every 3rd Sunday, cf. Section 10-4 (4) of the Working Environment Act.

C) Weekly working hours shall not exceed an average of 33.6 hours in the case of full-time shift work or comparable shift arrangements, cf. Section 10-4 (5) of the Working Environment Act.

4.2.1 Three-part shift work

For three-part shift work that does not fall under section 4.2. C and which means that the individual employee must work at least every third Sunday, the ordinary working hours are reduced based on 37.5 hours per week as follows:

• Each hour worked on Sundays and public holidays, cf. Section 10-10 (1) of the Working Environment Act,
  is considered equal to 1 hour and 10 minutes.
• Each hour worked at night, cf. Section 10-11 (1) of the Working Environment Act, is counted as equal to 1
  hour and 15 minutes.

Compensation is only given for work that is carried out either at night, or on Sundays and weekends.

Working hours may be reduced to a maximum of 33.6 hours in a week and shall not exceed 35.5 hours per week.

4.3 Division of working hours

The division of working hours, including any introduction of flexible working hours, is determined after discussions with the relevant organisation's employee representatives.

4.4 Weekend evenings etc.

Employees with ordinary daytime working hours stop work, without deduction from wages, at 12:00 noon on the Wednesday before Maundy Thursday, Pentecost, Christmas and New Year's Eve.

Ordered service on these days/evenings is reimbursed at the rate of 133 1/3% in accordance with section 6.5.1.

This point also applies to part-time employees.

4.5 Staggered working hours

When the parties agree to shift the working hours, a 50% supplement is paid for the time that falls outside the person's ordinary working hours.

Notice of staggered working hours must be given as far as possible 3 days in advance, and never less than 1 day in advance.

If an employee is required to staggered working hours on the same day or night, or if he or she has had ordinary working hours, payment is made as for overtime until the beginning of the working day the next day.

If staggered working hours result in overtime work, the provision in Sections 6.5 and 6.6 applies.

4.5.1

Staggered working hours do not exist where, due to circumstances following discussions, cf. section 4.3, a special division of working hours has been stipulated for individual employees, cf. Sections 10-3 and 10-5 of the Working Environment Act.

4.5.2

If no agreement is reached on staggered working hours, the work must be initiated, and the dispute can be submitted to Samfunnsbedriftene and the relevant union.

4.6 Guard schedules

The need for and scope of on-call arrangements shall be discussed with the employees' elected representatives before the on-call arrangement is implemented, cf. Section 10-3 of the Working Environment Act.

Roster

The on-call scheme must be incorporated into a plan, cf. Sections 10-3, 10-4 and 10-5 of the Working Environment Act.

4.6.1 Guard in guard rooms

Working

On-call duty in the on-call room is passive working time, cf. Section 10-4 (2) of the Working Environment Act. The working hours are considered 1:1.

On-call duty in the duty room shall be incorporated into a work plan and shall be based on an agreement between the employer and the employee representatives, cf. Sections 10-3 and 10-5 of the Working Environment Act.

If on-call duty in the on-call room results in frequent call-outs during the passive period and no longer complies with Section 10-4 (2) of the Working Environment Act, the working hours arrangement shall be discussed with the employee representatives.

Payment Provision

An hour's shift in the guard room must be paid with 1/3 hourly wage. The payment for the shift is not reduced in the event of a call-out.

Call-out

In the case of a call-out on duty, hourly wage plus 50% is paid for the actual time spent per shift rounded to the nearest half hour 14 minutes. or less per shift is cancelled, 15 min. or more per shift is increased to 1/2 hour.

For call-outs on weekends and public holidays, on Easter Eve and between 12:00 and 24:00 on Pentecost, Christmas and New Year's Eve, hourly wage plus 100% is paid.

4.6.2 On-call duty outside the workplace (Home watch)

On-call duty outside the workplace is defined as an on-call arrangement where the employee is available and can be notified in the manner the employer deems appropriate. Section 10-4 (3) of the Working Environment Act applies to on-call duty outside the workplace.

Companies that, without having entered into a local agreement to this effect, have a conversion factor other than the main rule of the Act, must discuss changing this with the company's employee representatives. Reference is made to Section 3-1.1 of Part C of the Basic Agreement. If one of the parties chooses to submit the case to the Labour Inspection Authority, and this is done within three weeks of the discussion meeting, any change shall be postponed until the Labour Inspection Authority has made a decision on the matter.

The need for and scope of on-call arrangements shall be discussed with the employee representatives before on-call arrangements are implemented and rosters are prepared.

The on-call scheme must be incorporated into a plan, cf. the Working Environment Act §§ 10-3, 10-4 and
10-5.

Weekly shift/24/hour shift/weekend shift

A weekly shift is defined as a shift outside ordinary working hours from the end of working hours on a weekday to the beginning of working hours on the corresponding day of the following week. Round-the-clock duty is defined as a shift from the end of working hours one day until the beginning of working hours the next day. Weekend shift is defined as a shift from the end of working hours the day before the weekend to the beginning of working hours the day after the weekend day.

Schedule/illness

An employee who is or becomes ill at the time he should have been on stand-by duty according to the work plan is entitled to the free time he would normally have earned in accordance with the work schedule.

If an employee is or becomes ill at the time he should normally have had time off according to the work schedule, he will not be entitled to have the days off compensated.

Roster/substitutes

A substitute who enters the established work schedule is given an inconvenience supplement and free time according to the same rules as the employee he replaces.

Subordinate guard

Supplements for evening and night work, cf. section 5.4, as well as Saturday, Sunday and weekend remuneration, cf. sections 5.2 and 5.3, are paid for the calculated number of hours and
will not change if call-outs occur that result in active work.
In the event of a call-out on duty, overtime pay is paid for the time actually spent;
6.5 and 6.6. Expenses for travel in the event of a call-out on home duty are reimbursed in accordance with this
cf. Chapter 1, Section 15 of the Agreement.

Senior guard

Participants in the senior shift are not paid evening and night supplements, as otherwise
for subordinate guard.

4.7 Rest breaks/meal breaks

Cf. Section 10-9 of the Working Environment Act.

4.8 Business travel

Local regulations shall be drawn up on compensation for imposed travel time outside ordinary working hours in cooperation with the employee representatives. Employees who are required to travel outside ordinary working hours are compensated in the form of remuneration or time off in lieu in accordance with the regulations.

The regulations must be discussed with the employee representatives.

The provision does not prevent entering into an agreement pursuant to Section 4-5 of the Basic Agreement, Part A, if the parties so agree.

§ 5 Remuneration for special working hours, etc.

5.1 Delimitations

5.1.1

Remuneration pursuant to section 5 shall not be paid during overtime work.

5.1.2 Work in a managerial position/particularly independent position

As a general rule, the supplements do not apply to employees in managerial positions or in particularly independent positions. However, this does not apply to supervisors or others in similar positions who follow those they are assigned to lead during working hours.

5.1.3

Following discussions, different rates may be set for the supplements in sections 5.2 and 5.4 depending on workload, working hours arrangements or other local requirements.

As a general rule, the same principles must apply to the rates throughout the enterprise.

5.2 Saturday and Sunday supplements

For ordinary work between 00:00 on Saturday and 24:00 on Sunday, a supplement of at least NOK 70 is paid per hour worked.

5.3 Weekend and holiday supplement

5.3.1

For ordinary work between 00:00 and 24:00 on weekends and public holidays, on Easter Eve, and for work between 12:00 and 24:00 on Pentecost, Christmas and New Year's Eve and the Wednesday before Maundy Thursday, a supplement of 1 1/3 hourly wages is paid per hour worked.

5.3.2

After the issue has been discussed between the parties locally, instead of remuneration pursuant to section 5.3.1, 1 1/3 hours of time off may be granted in whole or in part per hour worked. Such time off shall not be added to the times/days mentioned in section 5.3.1 and shall otherwise be granted within 1 month unless the parties agree otherwise.

5.4 Evening and night allowance

5.4.1

For employees who work according to shift schedules (changing work from day to day and/or week to week), at least NOK is granted. NOK 70 per hour worked for ordinary work between 17.00 and 06.00.Apprentices and young workers are granted at least NOK. 30,-.

5.4.2

Employees who do not fall under section 5.4.1 are granted at least NOK 32 per hour worked for ordinary work between 17:00 and 06:00.

5.5 Shared man's work

Shared day's work is only used in cases where it is necessary to maintain proper operations. If a shared day's work is exceptionally necessary, 1 hourly wage is paid per working day.

If the employee has to show up more than 2 times each working day, the remuneration is an additional 1 1/2 hourly wages per working day.

The prerequisite is that the working day, including breaks and meal breaks, extends over 9 hours or more. In this regard, rest breaks that are arranged in accordance with the provisions of the Working Environment Act or at the employee's request are not considered to be a division of the service.

5.6 Replacement of day off

If a day off that is a substitute for work on Sunday (weekly day off, cf. Section 10-8 of the Working Environment Act) falls on a weekend or public holiday, an extra day must be granted
day off within a month. If such a day off cannot be granted, ordinary daily wages must be paid. If the shift schedule in a week where Sunday is a working day contains two or more days off, the first of them shall be considered as compensation for work on Sunday. This is unless otherwise specifically stipulated in the shift plan. The same also applies to home duty where the shift is incorporated into working hours in accordance with the established plan, cf. section 4, section 4.6.

5.7 Day- or hourly-paid employees who have Sundays and weekends off

5.7.1

Employees with daily or hourly wages who have at least one month of continuous service are paid ordinary daily wages according to the tariff for weekend days that fall between Sundays. This only applies if the employee would otherwise have been at work on that day.

5.7.2 Neglect/absence

An employee loses the right to full pay pursuant to section 5.7.1 if he, without the consent of the
the employer neglects its work on the last working day before or on the first working day after
such a weekend day. However, this does not apply when the employee by self-certification
or a certificate from a doctor proves that the absence was due to illness, holiday, duty to
public ombudsman or other compelling reason.

5.8 Payment provision

The supplements are paid for full hours. In the case of on-call duty, the supplement is paid for the estimated time, cf. the rules in section 4, section 4.6, and does not change if call-outs occur that entail active work on the watch. The time for payment of the supplements is added together per settlement period and rounded so that 30 minutes or more is increased to a full hour, while 29 minutes or less is lost.

§ 6 Overtime

6.1 Basis for overtime pay

Mandatory work in excess of ordinary working hours is overtime work.

6.2 Delimitation

Overtime work will be limited as much as possible.

The provisions only apply to employees in full-time positions. Part-time employees are nevertheless entitled to overtime compensation if they are required to work in excess of what is stipulated for a full-time position per day (however, a minimum of six hours if working hours vary from day to day) or per week.

Part-time employees are paid compensation for staggered working hours, cf. section 4.5.
Reference is also made to section 6.3 and Section 10-6 of the Working Environment Act.

6.3 Employees who are exempt from the overtime provisions:

Section 6 does not apply to employees who are covered by Section of the Working Environment Act
10-12

Employees who are covered by Section 10-12 (2) of the Working Environment Act may be granted a fixed remuneration for work in excess of ordinary working hours.

Employees who have a duty to attend committees or have other special responsibilities
Persons outside ordinary working hours, but who are not entitled to either overtime pay or meeting remuneration in the same way as ombudsmen, may be granted up to ten days off. Holidays
should preferably be taken in connection with ordinary holidays, alternatively it may be
agreed with the employee that a corresponding number of daily wages will be collected.

The enterprise must make a specific assessment of which employees are not
are covered by the overtime provisions. The union representatives can request a written
an account of how Section 10-12 (1) and (2) of the Working Environment Act is practised in the enterprise.

6.4 Divisor

Overtime supplement is calculated according to 1850 hours per year. In the case of piecework, the percentage supplement is calculated on the ordinary salary.

6.5 Percentage increase for employees with daytime working hours

6.5.1: 133 1/3 %

For overtime work performed on weekends and public holidays and Easter Eve, as well as after 12:00 noon on Pentecost, Christmas and New Year's Eve and the Wednesday before Maundy Thursday.

6.5.2: 100 %

1. For overtime work performed between 21:00 and 06:00. For overtime work commenced before 06:00 that lasts until the beginning of working hours.
   2. For overtime work on Saturdays and Sundays.
   3. For overtime work performed after the end of ordinary working hours on days before weekend days.

6.5.3: 50 %

For overtime work performed at a time other than the above.

6.6 Percentage increase for employees with shifts/shift work

6.6.1: 133 1/3 %

For overtime work performed on weekends and public holidays and Easter Eve, as well as after 12:00 noon on Pentecost, Christmas and New Year's Eve and the Wednesday before Maundy Thursday.

6.6.2: 50 %

1. For overtime work, the first 2 hours immediately before the ordinary shift begins.
   25
   2. For overtime work performed in the first 4 hours immediately after the ordinary shift ends, cf. section 6.6.3.
   3. For overtime work in connection with staggered working hours, the date of the 100% supplement is postponed accordingly.

6.6.3: 100 %

1. For overtime work that in total exceeds 4 hours performed immediately before or after the ordinary shift
   2. For overtime work performed at times other than those specified in sections 6.6.1 and 6.6.2.

6.7 Overtime after on-call

Overtime work that does not take place immediately after or before ordinary working hours after or before ordinary working hours is remunerated as if the work lasted for at least 2 hours. If the work is interrupted, no extra payment is made for new overtime work if this is started within the calculated 2 hours. Otherwise, the commenced half hour is counted as half an hour. The provision does not apply to overtime work that is related to on-call or emergency duty.

§ 7 Holiday

In addition to the Holiday Act, the following applies:

7.1 Replacement of holiday

Employees who prove by means of a medical certificate that the person in question has been
incapacitated for work for at least 1 working day, the corresponding holiday will be compensated.

7.2 Holiday pay supplement in June

The parties agree that holiday pay for the company's employees can be paid in June of the holiday year, cf. Section 11 (1) of the Holiday Act. This also applies if parts of the holiday are advanced or transferred.

If the employee makes use of the Act's right to transfer holiday to the following holiday year or to take advance holiday, the basis for holiday pay shall not be changed for that reason.

In such cases, corrections must be made in accordance with the actual holiday taken in the accrual year and holiday year.

Final settlement must be carried out as soon as possible after the last day of work, cf. Section 11 (3) of the Holiday Act.

7.3 Contractual holiday

7.3.1

Employees are entitled to five working days, cf. Section 5 (1) of the Holiday Act, each calendar year. If the contractual holiday is shared, the employee can only demand to be given as many days off as he or she normally has to work in a week.

If the authorities decide to implement the remaining part of the fifth holiday week, these days will be deducted from the contractual scheme.

7.3.2

Holiday pay is calculated in accordance with Section 10 of the Holiday Act and amounts to 12.0% (14.3% for employees over 60 years of age). However, holiday pay for employees over the age of 60 is paid in full and is not limited for the part of the holiday pay basis that exceeds six times the basic amount pursuant to Section 10 (3), second paragraph, of the Holiday Act.

7.3.3

The employer determines the time of the contractual holiday after discussions with the employee representatives or the individual employee at the same time as the ordinary holiday is determined.

The employee may request to be notified of the determination of the contractual part of the holiday as early as possible and no later than two months before take, unless special reasons prevent this.

7.3.4

An employee may claim to be granted holiday time pursuant to this provision regardless of the accrual of holiday pay.

If operations are wholly or partially suspended in connection with the taking of holiday, all employees affected by the suspension may be ordered to take holiday of the same length regardless of the accrual of holiday pay.

7.3.5

The employee can demand that the contractual part of the holiday is given together within the
holiday year, cf. Section 7 no. 2 of the Holiday Act, so that 1 week of continuous holiday is achieved.

The central parties encourage the parties locally to place the contractual holiday
so that the demand for productivity is met to the greatest possible extent, for example in
connection with Ascension Day, Easter, Christmas and New Year's weekend.

7.3.6

By written agreement with the individual, the contractual holiday can be transferred in whole or in part to the next holiday year.

7.3.7

For shift workers, the contractual holiday is adjusted locally, so that after full implementation it amounts to 4 worked shifts.

§ 8 Salary during illness, pregnancy, childbirth and adoption

In addition to the National Insurance Act and the Working Environment Act, the following applies:

8.1 Payment of salary

The employer pays sick pay and parental benefit to employees covered by Chapter 1, Section 1 for the entire time the employee is entitled to such benefit under the National Insurance Act.

The refund amount accrues to the employer. The right to pay ceases when the employment relationship ends.

8.1.1 Deductions for social security

Deductions must be made from the benefits pursuant to section 8.1 for public security benefits that the employee receives during the period. If social security benefits are granted for a
period of time back during which salary during illness or parental benefit has already been paid,
the company can claim to transfer such a large part of the social security benefits that salary during illness and maternity benefits for the corresponding period are covered.

8.1.2 Full salary

Full salary in section 8 means ordinary salary, fixed annual amounts and variable supplements according to
schedule.

8.2 Disease

8.2.1 The right to sick pay

Employees covered by section 1 are entitled to pay during illness in accordance with section 8.2.2 from the first day of illness if the person in question has taken up the position.

8.2.2 Scope / amount of salary

The employee is entitled to full pay during illness for 50 weeks, in addition to
any employer periods.

For employees who continue in their position beyond the age of 67, the right to full pay during illness is limited by Section 8-51 of the National Insurance Act. After the expiry of the benefit days in section 8-51, the employer pays the difference between salary and pension. The employee documents the amount of the pension.

When the employee has received salary during illness for a total of 50 weeks in the last 3 years, the right to salary during illness ceases. An employee who has been fully fit for work for 26 weeks since he or she last received pay during illness will be given a new right to pay during illness.

8.2.3 Notifications/documentation/control.

8.2.3.1Self-certification/medical certificate

Absence due to illness is confirmed as soon as possible in writing by self-certification or sick leave in accordance with the rules in Sections 8-23 to 8-27 of the National Insurance Act. Self-certification can be used within the framework set by the employer in accordance with the rules of the National Insurance Act.

The right to pay during illness lapses if the absence is not satisfactorily documented, cf. Section 8-7 of the National Insurance Act.

8.2.3.2 Notification of recovery

The company may require a certificate of recovery from a doctor before resuming work when the illness has lasted beyond the self-certification period.

8.2.3.3 Control

The company can implement the necessary control scheme for sickness absence. Before the control scheme is implemented, the scheme must be discussed with the employee representatives.

8.2.4 Claims for damages

The company has the right to claim its loss in the form of wages paid during illness directly against the offender or his or her insurance company.

8.3 Pregnancy, childbirth and adoption

8.3.1 Accrual period

An employee who has been in gainful employment for 6 of the last 10 months before the leave begins, is entitled to full pay during leave in connection with pregnancy, childbirth
and adoption, cf. Chapter 14 of the National Insurance Act, when the person in question has taken up the position.

8.3.2 Right to maternity leave

If the mother has been in the service of the company for a continuous period of 9
months, she is entitled to paid maternity leave even if she is not caring for the child when the position has been taken up.

8.3.3 Work during pregnancy

If the work cannot be performed satisfactorily due to the pregnancy, the employer may discuss with the employee and her union representative that up to 1 1/2 months of the leave must be taken before the date of delivery. The employee's wishes must be given decisive weight.

A pregnant employee who, according to law or regulations, is unable to perform her ordinary work due to a risky working environment, must be relocated as an alternative to maternity leave. The need for relocation must be documented by a doctor/midwife in line with NAV's requirements for documentation. Employees who are relocated pursuant to this provision or receive pregnancy benefit are entitled to full salary until the start of parental leave.

Arrangements should be made in on-call arrangements for pregnant employees after 28.
week of pregnancy may have a work situation that does not entail unnecessary strain.

8.3.4 Breastfeeding

Employees are given paid time off for up to two hours per working day to breastfeed their child during the child's first year of life. In the event of special needs of the child, paid time off is also granted beyond the child's first year of life

8.3.5 Care leave for parents/partners

In connection with childbirth, the father is entitled to 2 weeks of care leave with full pay to assist the mother.

Adoptive parents are entitled to 2 weeks of leave with full pay in connection with:
care takeover. This does not apply in the case of stepchild adoption or if the child is
over 15 years.

An employee who is a caregiver and has a relationship with the child without being the biological mother or father, and is married to or lives in a marriage-like cohabitation with the child's mother or father, and the cohabitation has been registered in the National Population Register and lasted for at least two years, is entitled to 2 weeks' care leave with full pay.

8.3.6 Father's quota

See Section 14-12 of the National Insurance Act.

8.3.7 Duty to notify

Employees must give notice in good time when leaves of absence pursuant to section 8.3 are to be taken, cf. Section 12-7 of the Working Environment Act.

8.3.8 New leave of absence

An employee who has been on paid leave in accordance with the provisions of 8.3 must have
reinstated in the position in order to receive salary during a new leave.

8.4 Illness of childminders and childminders

The right to leave of absence, cf. Section 12-9 of the Working Environment Act.

An employee who is caring for a child is entitled to time off for necessary supervision in the event of a child/childminder's illness. The right to leave applies up to and including the year the child turns 12. The age limit of 12 years does not apply in the event of illness in a disabled child.

Right to full pay

Employees who care for children are paid care allowance pursuant to Chapter 9, Part II of the National Insurance Act. Employees are entitled to full pay for caring for children from the first day of absence when they have taken up the position.

8.5 After illness

Employees who are covered by Section 15-8 of the Working Environment Act shall be guaranteed a return to their position or, if this does not exist due to the company's circumstances, an equivalent position if possible.

§ 9 Salary during military service

9.1 Initial service/refresher exercises

Employees with at least 6 months of prior continuous service in the company are entitled to such salary as mentioned in section 9.2 in the case of military service, civilian service, compulsory service in the civil defence, in the police reserve and in the Home Guard.

In the case of refresher exercises, the corresponding salary is given for up to 1 month in the calendar year.

9.2 Amount of salary

Employees with permanent employment are paid full salary less remuneration from the military authorities. Part-time employees are paid proportionately.

9.3 Reinstatement

The condition for salary to be paid is that the person in question undertakes to return to service for a period of at least 3 months.

§ 10 Benefits after death / group life insurance

10.1 Survivors

For employees who are employed by the company, including employees who are on work assessment allowance or disability benefit, a lump sum is paid in the event of death
spouse/registered partner, cohabitant, or others who were substantially supported by the employee.

The amount is determined as follows:
(G = National Insurance basic amount)

Under 51 years	10.0 g
51 years old	9.5 g
52 years old	9.0 g
53 years old	8.5 g
54 years old	8.0 g
55 years old	7.5 g
56 years old	7.0 g
57 years old	6.5 g
58 years old	6.0 g
59 years old	5.5 g
Over 59 years	5.0 g

10.2 Preferential treatment of the sum insured

The sum insured is paid in the following order (irrevocably favoured in the order in which they are mentioned):

A. The deceased's spouse (see, however, letter C).
A registered partnership is considered to be the same as marriage under this provision pursuant to the Act of 30.04.1993.

B. Cohabitant (see, however, letter C).
A cohabitant is a person who has a joint residence and children together with the deceased at the time of death, or who can document that the cohabiting relationship has continued for the past two years by confirmation from the National Population Register. However, this does not apply if there were obstacles to legal marriage/partnership being entered into at the time of death.

C. Children under 25 years of age. They must have paid at least 40% of the compensation amount, even if it is a spouse or cohabitant entitled to compensation.

D. Other persons who were substantially supported by the deceased.

10.3 Funeral contributions

If there are no survivors as mentioned above, 2G will be paid to the deceased's estate.

10.4 Insurance

The company is obliged to take out group life insurance to cover the above-mentioned benefits.
Before the company chooses an insurance company, the choice of company must be discussed with the employee representatives.

§ 11 Compensation in the event of occupational injury/illness

11.1 Occupational injury

In the event of an occupational injury/illness (approved by NAV as an occupational injury) as a result of work in the company, a lump-sum compensation calculated according to the National Insurance basic amount at the time of the injury report is granted.

The provision shall also apply when an employee is injured as a result of violence and/or threats from customers/users or the like in their spare time, and which results in total or partial incapacity for work or death.

The compensation including interest pursuant to the Insurance Contracts Act shall nevertheless at least correspond to compensation calculated according to the basic amount at the time of settlement.

11.2 Damage while traveling

Similar compensation paid pursuant to Section 11 Sections 11.1–11.7 is paid when the employee is injured in an accident on direct travel between home and work and on business travel.

11.3 All employees/former employees

All employees employed by the company are covered by the scheme. Employees who have been employed by the company are also covered, provided that the injury was established after 01.05.1986.

11.4 Losses in future acquisitions

In the event of an occupational injury/illness that leads to occupational disability of 100%, the compensation sum is set at 15 G. The compensation is reduced proportionately if the occupational disability is lower.

11.5 Compensation for permanent injury

In the event of permanent medical disability of at least 15%, compensation for permanent injury of
the following way:

15-29%	Medical disability	1 g
30-70%	Medical disability	2 g
Over 70%	Medical disability	3 g

11.6 Death

When an occupational injury/illness results in death, an amount of 15 G is paid to the surviving relatives as defined in section 10.2.

11.7 Coordination of sections 10 and 11

The total compensation to the surviving relatives pursuant to Sections 10 and 11 may not exceed 18 G.

11.8 Coordination of the rules with the Occupational Injury Insurance Act

In cases where the Occupational Injury Insurance Act entails higher compensation than under the above-mentioned rules at the time of the calculation of compensation, only compensation is paid under the Act.

In cases where the injured party or survivor will receive a higher total compensation pursuant to Section 11, Section 11.1–7 than under the Occupational Injury Insurance Act, the difference will be paid in addition to compensation pursuant to the Occupational Injury Insurance Act.

11.9 Insurance

The company is obliged to take out insurance that covers the benefits pursuant to section 11, cf. otherwise section 10.

§ 12 Seniority and other salary provisions

12.1 Salary seniority

Salary seniority is determined according to the following rules:

Salary seniority is determined upon appointment. After discussion with the employee representatives concerned, it may be possible to provide additional seniority for recruitment purposes.

All previous private and public service is credited in the salary seniority. In the case of appointments to a position without a special requirement for education, work in the home of up to six years is also included.

Salary seniority is calculated from the age of 18 at the earliest. The seniority date is set at the 1st of the month of employment on the basis of credited salary seniority.

Care services are credited for up to three years. Caring services means caring for children or caring for the elderly or sick.

Skilled workers who have passed a vocational examination will have the value added part of the apprenticeship included in their salary seniority.

Conscription is credited in the salary seniority.

In the event of a conversion of a position as a result of education and/or changed work tasks, previously determined salary seniority is retained.

Unpaid absence in connection with parental leave or further education
Up to a total of two years are included in the salary seniority.

12.2 Salary for part-time positions

Salary for part-time positions is calculated proportionately on the basis of the provisions
Applies to a full-time position with a corresponding work area.

12.3 Hourly paid work/extra help

The seniority provisions apply correspondingly to extra help and hourly paid employees who:
over a period of 1/2 year have been in service for an average of 14 hours or more per year.
week.

The salary is determined on the basis of previous practice, as for permanent positions with
corresponding work area. The hourly wage is calculated according to the number of annual hours that apply to full-time employees in the same work area.

Extra help (guards) who show up after being summoned, but who have to leave again because their assistance is no longer needed, is paid for 2 hours. Those who have started work, but whose service becomes redundant, are paid for at least 4 hours. In both cases, they may be required to perform other work for the same period of time.

Supplements for shared day's work, evening and night work, Saturday and Sunday work, as well as for work on weekends and public holidays, are paid to these employees regardless of the duration and scope of the employment, cf. Section 5.

12.4 Remuneration of temporary workers

Salary for temporary workers is calculated based on the provisions that apply to the position.
If particular difficulties arise in recruiting for the temporary position, a special salary compensation may be granted, cf. Chapter 3, Section 3.3.5, fifth indent, in the case of temporary positions of up to 1/2 year's duration.

12.5 Remuneration of old-age pensioners

Retirement pensioners born in 1962 or earlier may be engaged on retirement terms, including AFP pensioners who receive AFP early retirement pension in accordance with the pension scheme's ordinary rules, cf. SGS 2020, Part II Contractual pension, Chapter 1, Section 5, third paragraph. The scheme does not apply to AFP pensioners who receive an AFP early retirement pension calculated by the National Insurance Scheme

Hourly wage according to the state's rates per hour actually worked. In addition to this, Saturday and Sunday supplements, weekend and public holiday supplements and evening and night supplements are paid as stated in Chapter 1, Section 5.

Persons who are engaged in accordance with this provision keep their pension unchanged and shall not be enrolled in the pension scheme (TPO).

12.6 Payment of variable supplements

Variable supplements are settled according to the same periods as ordinary salary, and should be paid together with ordinary salary in the following month. 

§ 13 Deputy/constitution

13.1 Duty to perform proxy service

Every employee is obliged to perform proxy service.

13.2 Deputy duties in higher paid positions

In the event of a requirement for proxy service in a higher paid position for a period exceeding one consecutive week, the salary that the person in question would receive upon appointment to the position is paid from day one when the person in question takes over the full area of work and responsibility of the position.

In the event of an appointment to a higher paid position, but where the person in question does not perform all the tasks or is subject to the entire responsibility assigned to the position, an appropriate remuneration may be agreed upon after discussions with the employee representatives.

13.3 Holiday/holiday cover

A substitute supplement is not given for holiday substitutes in connection with the taking of the statutory holiday. Nor is the right to deputy remuneration accrued in the case of such a temporary position.

13.4 Constitution

In the case of constitution (temporary employment) in a higher paid position, the salary that the person in question would have received when appointed to the position is paid from the first day of service. When it is clear that a position will be left vacant for more than 1 month due to. illness, leave of absence, etc., as a general rule, the position is constitutional.

§ 14 Leave of absence

14.1 Public offices/special welfare leave

Employees who are required to perform municipal or other public duties are granted leave of absence and may, upon application, be allowed to keep their salary. The employee is obliged to contact the immediate superior in advance about leave.

When important welfare reasons exist, an employee may be granted welfare leave with pay for up to 12 working days per calendar year. Flexible use of the leave days can be agreed.

14.2 Educational leave

The right to educational leave is regulated by Section 12-11 of the Working Environment Act and Section 6 of the Basic Agreement, Part C.

14.3 Binding period

Compulsory service/lock-in period can be agreed with the individual if the company provides significant financial support through training. Compulsory service is limited to a maximum of two years.

14.4 Examinations/examinations/projects, etc.

In connection with taking the exam, leave with pay is given for the exam day(s) and two reading days before each exam. For exam forms that last 3
consecutive days or more, further facilitation shall be discussed.

It is a prerequisite that the person in question would have had ordinary work the two days immediately before the exam, and that the subject is important to the company.

§ 15 Travel regulations

Reference is made to Central General Special Agreement no. 1001 Travel Regulations.

 

Chapter 2 – Pension conditions

2.0 Definition

Occupational pension scheme (TPO) means the pension scheme in force at any given time that the employer is required to offer to all employees in accordance with this agreement.

2.1 Occupational pension schemes

2.1.1 Public sector occupational pensions

Public occupational pensions including disability and survivors' pensions and contractual pensions are regulated in the SGS 2020 Pension Schemes (special agreement) in force at any given time.

2.1.2 Hybrid pension

Companies can choose a hybrid pension as an occupational pension scheme in accordance with the terms and criteria stipulated in this agreement. Companies that wish to change their occupational pension from a public sector occupational pension to a hybrid pension must also follow the "Guide for changing a pension scheme" in Appendix 5.

2.2 Alternative occupational pension scheme (hybrid)

Guidelines for changing pension schemes – see Appendix 5.

Purpose

For enterprises in competition with other players in a market, public
occupational pensions can lead to challenges related to the recognition in the balance sheet of future liabilities and the predictability of costs. The parties therefore agree on an alternative
occupational pension scheme to increase predictability and thereby improve the competitive situation for businesses in a competitive market. The parties are
agreed that in some companies, both members and potential members,
It can be challenging to ensure continued operation with a public occupational pension scheme.

If the enterprise is in a competitive situation, and continued public occupational pensions may prevent further operation, the parties may choose an alternative solution. For companies that are mainly financed through public grants, the alternative occupational pension scheme is not relevant.

New enterprises that, upon application to an occupational pension provider, do not qualify for admission to public occupational pension funds, must use the alternative occupational pension scheme in combination with private AFP.

The parties' co-determination and guidelines for the change process

1. A change in a pension scheme requires a local agreement between the employer and union representatives, who represent 2/3 of the unionised employees in the company. For companies with fewer than 30 employees, a local agreement is required with all collective bargaining parties.
2. The central collective bargaining parties must be informed that the local parties are initiating a process for changing the company's pension scheme.
3. The central parties draw up collective bargaining guidelines for the process that the parties in the company must carry out before a decision on an alternative pension scheme can be made. Disputes about whether the guidelines have been followed are handled by the central parties.
4. The process is intended to ensure that employee representatives and employees are given thorough information about the consequences of a change to the company's pension scheme. Throughout the process, the local parties will be assisted by an independent consultant, who will also be responsible for calculations at the individual level for compensation to be paid to those who may be worse off under a new pension scheme. It is assumed
   full compensation based on realistic assumptions and the calculation practice that is common in the private sector.

The alternative pension scheme shall be based on the following assumptions:

• Lifetime payout
• Gender neutrality
• Deposit level 7% from 0 to 12 G and additionally 18.1% between 7.1 G and 12 G
• The employees' contribution to the contribution is 2% of gross pensionable
  Salary benefits
• Wage growth guarantee for the active period, unless the parties locally agree to use individual investment choice or collective management and a zero guarantee.
• 0 guarantee during passive period. All returns accrue to the employee
• The existing pension scheme will be closed to everyone who has reached the age of 55 unless the parties locally agree on a lower age.
• Private AFP early retirement pension when joining the Joint Scheme for AFP early retirement pension
• Disability coverage in active employment at the same level as public occupational pension
• Increased group life insurance as a replacement for survivor's pension, in accordance with the table below.

Employees in enterprises that have an agreement on a deviating pension scheme must:
have an increased group life insurance of 20 G until the age of 47 with subsequent
reduction of insurance benefits until the age of 67. This is paid independently of other benefits and is not coordinated with any compensation in the event of occupational injury/illness.

Age	Compensation as a percentage of sum insured
18-46	100 %
47	95 %
48	90 %
49	85 %
50	80 %
51	75 %
52	70 %
53	65 %
54	60 %
55	55 %
56	50 %
57	45 %
58	40 %
59	35 %
60	30 %
61-67	25 %

Preferential treatment of survivors follows the provisions on preferential treatment laid down in Chapter 1, Section 10.2 of the collective agreement.

2.2.1 Pension accrual in connection with educational leave

In the case of unpaid educational leave that the employer considers relevant to the position, full pension accrual is granted for up to three years. The accrual is based on the pension basis in the position from which the employee is on leave.

Chapter 3 – Wage and bargaining provisions

Employees in enterprises covered by this agreement will have all their salary regulated in accordance with the provisions of the agreement. The collective agreement consists of a central and a local settlement.

• 3.1 Wage policy and system
• 3.2 Competence and competence development
• 3.3 Salary negotiations
• 3.4 Job regulations
• 3.5 Additional salary

3.1 Wage policy and system

Salaries are determined in accordance with the provisions of the agreement and the individual company's salary policy.

The wage system presupposes a local wage policy that must be made known to all employees in order to create predictability and the opportunity for the employee to comply with the wage policy. The employer takes the initiative to regularly revise the local wage policy to ensure that it is consistent with the company's goals.

The wage policy will contribute to, among other things:

• Ensure high-quality services
• Retain, develop and recruit workers
• Motivate competence development
• Create a natural connection between the employee's prior and formal competence, competence development and salary development
• Promote and safeguard gender equality; Wage policy must be designed so that women and men are treated equally in the assessment of pay and advancement

Wage policy guidelines and criteria for local pay increases are designed according to
discussions with workers' organisations. (cf. 3.1.1)

At the individual company, the parties must prepare and maintain a payroll system
showing the company's minimum wage for positions covered by the central minimum wage, and
general criteria for job and salary assessment. In companies where it is natural
professional career paths and advancement positions should be facilitated. In such cases, the salary policy should specify criteria for placement in such advancement positions.

When determining the salary, the complexity of the position must be taken into account, among other things
and the individual employee's prior and formal competence, including specialisation
at vocational school level or similar, responsibility, effort and achievement of results.

Employees on parental leave and other paid leave are covered by
local negotiations.

A change in salary group affiliation can take place in the event of a significant change in the division of responsibilities and
work area or when appointed to a new position. Before such a change, the employer must:
discuss the change with the affected trade union organisation.

3.1.1 Wage policy discussions

The local parties hold wage policy discussions at least once a year. The discussion meeting is based on the company's overall situation, local wage policy, guidelines for local negotiations (cf. Appendix 2) and the use of the agreement's negotiation provisions. Furthermore, the parties discuss criteria for local wage increases. At this meeting, the employer must present the necessary figures showing wage levels and wage developments, among other things , by gender, the company's accounts, financial status and future prospects. At the request of employee representatives, the company must present salary data for all employees in accordance with legal provisions and recommendations from the Norwegian Data Protection Authority. Minutes of the discussion meeting must be kept. Unless otherwise agreed, a special discussion meeting will also be held for Chapter 3.3.2.

3.1.2. Pay review

The employer must inform employees annually about the possibility of a salary review. If an employee requests a salary review, this must be carried out between the employer and the employee. The meeting time for the salary review is agreed within 14 days. Employees have the right to be assisted by their elected representative. In the conversation, the employer and employee must jointly discuss what measures can be implemented to ensure that the employee achieves better wage development. Minutes of the conversation must be kept if the employee requests it.

3.1.3 Senior policy

The employer discusses senior policy measures with the employee representatives, in order to motivate the employees to stay at work longer. An agreement on such measures is entered into with the individual employee.

3.2 Competence and competence development

Competence development must be based on the company's current and future needs, and the individual employee's need for continuing and further education in relation to the position, work situation, job performance and quality improvement in the service. The company and the individual employee are individually and jointly responsible for safeguarding this; Section 6 of the Basic Agreement, Part C. Discussion meetings must be held between the parties in the company about future competence needs. On this basis, a plan must be prepared for the implementation of competence-enhancing measures.

It is important to assess the individual employee's formal and prior learning, stimulate professional reflection and facilitate competence sharing and other continuing and further education. The employer is responsible for mapping the employees' skills. Competence development must be a topic in the employee appraisal with the individual employee.

To the extent that, in the company's view, it is necessary to raise the level of knowledge and strengthen competence in order to perform assigned tasks/work functions, leave of absence with pay and coverage of legitimate expenses shall be granted.

3.2.1 Annual discussion – recruitment and competence

Annual discussion meetings are held on the recruitment situation and on future needs for competence and competence development for different job groups in the enterprise.

3.3 Salary negotiations

Local negotiations are conducted by 15 November each year. The same date applies as the deadline for registration to the central appeal process or local board. Reference is made to the guidelines for local negotiations. (Appendix 2)

3.3.1 Salary negotiations for employees in section 3.4 group 1

Central wage negotiations

The parties centrally negotiate the structure of the financial framework, any
the allocation of funds for local negotiations, the effective date and the time when the local negotiations are to be concluded.

Local wage negotiations when allocating a local pot

The parties locally determine the total size of the pot for employees who are covered by the negotiations pursuant to this item. The claims are submitted to the individual employer. All changes are subject to the provisions of the agreement. There will be a mutual control of the results of the negotiations.

Appeal provisions

If an agreement is not reached in the local settlement, either party may bring the dispute before the central parties for organisational consideration. The central parties may recommend renewed local negotiations or define the final solution to the dispute unbound. If the organisational proceedings do not succeed, either party may appeal the dispute toa central appeals committee, consisting of a chairman appointed by the National Mediator, 1 representative of the negotiating association and 1 representative of Samfunnsbedriftene. The Central Appeals Committee makes a decision with binding effect.

3.3.2 Wage negotiations for employees in section 3.4, group 2.

Employees in positions placed in section 3.4 group 2 have all their salary determined locally. The local parties conduct negotiations in accordance with this provision every year.

In the event of negotiations, both general and individual supplements may be granted, and it may be agreed that all or part of the salary adjustment is allocated by the employer for salary determination.

Employees should normally be guaranteed an annual wage increase.

The effective date for salary changes is 1.5. unless the parties locally agree on another date for implementation.

Appeal provisions

If an agreement is not reached in the local settlement, either party may bring the dispute before the local tribunal. Reference is made to Section 6-2 of Part A of the Basic Agreement.

This provision on appeals does not apply to decisions when the salary adjustment is distributed by agreement by the employer, cf. 3.3.2, second paragraph.

3.3.3 Annual evaluation – local negotiations

The local parties must conduct annual evaluation meetings on the local wage negotiations within 2 months after the negotiations have been completed.

3.3.4 Special local wage negotiations

In addition to negotiations pursuant to sections 3.3.1 and 3.3.2, negotiations may be held between the company and employee representatives on special local wage adjustments on the basis of the company's financial circumstances.

These negotiations are in addition to local negotiations decided pursuant to 3.3.1 and 3.3.2 and include all employees.

Appeal provisions

Salary adjustment pursuant to this provision takes place after discussions between the parties concerned. If the parties do not reach an agreement, the dispute cannot be appealed. The employer's latest offer must then be adopted.

3.3.5 Other negotiation provisions

Regardless of negotiations pursuant to sections 3.3.1-3.3.3, the parties may
Negotiations:

• in the event of a change of position or a significant change in a position's area of responsibility and work
• if a position's area of responsibility and work has changed as a result of the employee completing
• competence-providing continuing/further education.
• when an employee has completed relevant continuing/further education.
• to retain and recruit qualified workers

The effective date for any salary change is set to the date the change took place.

Appeal provisions

If the parties do not reach an agreement in negotiations, the dispute cannot be appealed. The employer's latest offer must then be adopted.

3.4 Job regulations

Guaranteed salary and supplements for seniority as of 1 May 2024.

Guaranteed salary (0 years) and salary increase for seniority are negotiated centrally. The seniority supplement is added in its entirety to the individual's annual salary and applies at the time an employee moves from one seniority interval to a new one.

The guaranteed wage rates are negotiated by the parties centrally.

Hedging provision:

The regulation of the collective agreement's guaranteed wage rates shall be based on wage developments for the agreement area. The central parties shall take into account wage growth for group 1 of the collective agreement, so that the rates do not develop weaker than group 1 over time. The negotiations may result in different regulation of the rates.

Remark:

* Employees with an academic education shall as a general rule be placed in
Group 2.

** The salary of the chief executive is determined by the board.

Relevant further education that has been completed in accordance with an agreement between the employer and the employee, and in line with the local competence development plan, provides promotion to the relevant new job code if the employee meets the requirements for a higher position group.

4313 Young workers:

Younger than 16 years: 80% of guaranteed salary for 4311 Service Employee

From 16 to 18 years: 90% of guaranteed salary for 4311 Service Employee

Salary for the main union representative/chief safety delegate

Salary is determined on the basis of the responsibility the role entails. The main union representative/chief safety delegate shall not be paid less than what he or she would have had in his or her
original position, including any fixed and variable supplements.

3.5 Additional salary

Fixed and variable supplements linked to work performance are pensionable when they are remunerated as an annual amount and are paid in the same way as ordinary salary. This applies to the following benefits:

• Chapter 1, Section 5, Section 5.2 Saturday and Sunday supplement
• Chapter 1, Section 5, Section 5.4 Evening and night supplements
• Benefits that are pensionable under central special agreements

On the basis of the current work plan, the supplements for the individual employee are calculated on an annual basis and converted to monthly amounts. When calculating additional pay, an annual number of hours of 1900 hours is assumed.

The supplements will lapse when the basis for them is no longer present.

Temporary deviations from the current work schedule for a period of less than 6 weeks shall not result in a change in the payment of fixed supplements to monthly salary. In the event of actual additional charges in the form of more evening and night shifts and Saturday and Sunday shifts during the deviation period, the difference in relation to the calculated fixed supplement is paid. In the event of changes to the work schedules and deviations lasting more than 6 weeks, a new calculation of fixed additional salary must be made.

Part-time employees, temporary workers and fixed-term employees who receive a monthly salary will receive the supplement calculated in the same way as for permanent full-time employees.

The extra helper is reimbursed for the additional benefits in accordance with the work actually performed that entitles him to a supplement.

Job codes, reporting title

If the company has employees with job titles that are not included in the table, a discretionary assessment must be made when placing them in the table. The local parties are free to use other job titles, including, for example, advancement positions or job titles that better describe the role in the individual company, cf. Chapter 3.4.

Chapter 4 – Apprentices

Vocational training takes place in accordance with the provisions that apply at any given time in the Education Act, the Basic Collective Agreement and the Basic Agreement. Each year, the local parties will discuss the apprenticeship situation and the number of apprenticeships in the company based on the company's own needs and society's need for apprenticeships.

4.1

Apprentices who enter into an apprenticeship contract in accordance with the provisions of the Education Act shall be paid in accordance with the exhaustive provisions of this chapter.

Definitions:

• Apprentice: has signed an apprenticeship contract with a view to a trade or journeyman's examination in subjects that have an apprenticeship in a company, cf. Section 7-1 of the Education Act.
• Apprenticeship candidate: has signed a training contract with a view to a less extensive examination than the trade/journeyman's examination, cf. Section 7-1 of the Education Act.
• Certificate of practice candidate: has signed a training contract with a view to a practice letter test, cf. Section 7-1 of the Education Act.

4.1.1 The apprenticeship consists of training time and value creation time. Salary is only paid for:

the time of value creation. The salary of apprentices is determined as a percentage of
Minimum wage for skilled workers (job code 4303), excluding supplements. Salary for trainees, see section 4.1.5.

If the parties agree locally, a different percentage distribution of salary can be agreed, within the given framework described below.

4.1.2 Subjects that follow the main model

Subjects that follow the main model have 2 years of training in school and 2 years in a company.
The apprenticeship in a company consists of 50% training and 50% value creation.

During this time, the apprentice is paid as follows:

• 1st half of the year: 30%
• H2: 40%
• H3: 50%
• H4: 80%

4.1.3 Subjects that do not follow the main model

1 year apprenticeship in the company:

• 1st half of the year: 50%
• H2: 80%

1 1/2 years of apprenticeship in the company:

• H1: 45%
• H2: 55%
• 3rd half of the year: 80%

2 1/2 years of apprenticeship in the company:

• 1st half of the year: 30%
• H2: 35%
• 3rd half of the year: 40%
• H4: 65%
• H5: 80%

3 years of apprenticeship in the company:

• 1st half of the year: 0%
• H2: 15%
• H3: 25%
• H4: 35%
• 5th half of the year: 45%
• 6th half of the year: 80%

If the parties agree locally, a different percentage distribution of 1 salary than that set out in 4.1.2 and 4.1.3 may be agreed, within the given total framework for each individual apprenticeship.

4.1.4 Apprentices with full practical training in the company

Apprentices without VG1 (old structure: basic course (GK)) and VG2 (old structure: upper secondary course (VK1)) in upper secondary school after Reform -94 must have a total salary during the apprenticeship period, which corresponds to the total apprentice salary that follows the main model (1 annual salary).

4.1.5 Salary of apprentice candidates

Salaries for trainee candidates are determined locally in each individual case after discussions
with the union representatives.

4.1.6 Apprentices in need of specially adapted training

For apprentices with limited ability to work due to physical and/or mental
disabilities, the Vocational Training Board may agree to the
deviating training contract. The salary must then be agreed separately for each individual
case.

4.1.7 Allocation of time

Time must be set aside to keep a training book during ordinary working hours. Supervision should be part of this.

4.1.8 Examination

The employer covers salary in connection with the examination for apprentices.

4.1.9 Recruitment

If there are particular difficulties in recruiting apprentices, the parties may discuss locally temporary measures that increase mobility and access to apprentices, such as support for learning materials, support for subsistence expenses and support for travel and relocation expenses.

4.1.10 Inconvenience supplement

The apprentice and the apprentice candidate are paid an inconvenience supplement pursuant to Chapter 1, Section 5.

4.1.11 Overtime

Apprentices and trainees under the age of 18 cannot be required to work overtime.

4.1.12 Other work

Apprentices who perform work other than what the apprenticeship contract stipulates are paid in accordance with the provisions of the collective agreement for such work.

4.1.13 Sick pay and parental benefit

The apprentice and apprentice candidate are entitled to sick pay and maternity/adoption benefit pursuant to Chapter 1, Section 7, with a basis for calculation in the relevant salary percentage when the case arises. Such absences may result in the apprenticeship being postponed by a corresponding shift in the wage percentage.

4.1.14 Group life insurance

The apprentice and the apprentice candidate are covered by the group life insurance in Chapter 1, Section 10, with rights corresponding to 50% of the amount stated in section 10.1.

4.1.15 Pensions

Apprentices and apprentice candidates are covered by the employer's occupational pension scheme, and accrue pension rights during the value creation period.

AI 2024

 

Chapter 5 – Duration and regulation in the 2nd year of the agreement

This collective agreement is valid until 30 April 2026.

If the agreement has not been terminated by either party by that time with 3 – three – months' written notice, it is still valid for 1 – one – year at a time with the same mutual notice period.

Before the end of the 1st year of the agreement, negotiations must begin between Samfunnsbedriftene and the bargaining associations on any salary changes for the 2.
contract year.

The parties agree that the negotiations shall be conducted on the basis of the general
financial situation at the time of the negotiations and the outlook for the 2nd year of the agreement.
Wage developments for workers and salaried employees in manufacturing in the LO/NHO area, other public sector employees and other comparable collective bargaining areas are used as a basis for the negotiations. 

If the parties do not reach an agreement in negotiations, the parties may terminate the Basic Collective Agreement within 14 -fourteen- days after the negotiations have been concluded and with 14 -fourteen- days' notice - with expiry no earlier than 1 May 2025.

Appendix 1

Local guidelines for reducing the use of unwanted part-time work

Local guidelines for reducing the use of unwanted part-time work should include:

• Part-time employees must notify us if they want an extended position
• In the event of unemployment, a review of work schedules and division of tasks is carried out to assess the merger of part-time positions
• It is not a prerequisite that the part-time employee should have to take the entire unemployed
  Position
• It should be considered whether part-time employees can be qualified to have their employment extended through skills enhancement

Appendix 2

Guidelines for local negotiations – Good negotiation practice

On the basis of this annex, the local parties draw up guidelines for the conduct of local negotiations. The purpose is to ensure good processes so that the parties can carry out real negotiations locally. The local parties should hold annual evaluation meetings on the local wage negotiations.

It is important to emphasise the importance of accountability and co-determination of the local parties. The company's representatives and employee representatives shall be authorised to conduct genuine negotiations and discussions (ref. Main Agreement, Part C, Section 3-3, letter b)).

Union representatives shall be given the necessary time to carry out the negotiations in accordance with
(ref. Basic Agreement, Part C, Section 3-4).

The parties must strive to understand and gain insight into the company's finances (ref. Main Agreement Part C
§§ 1-1 and 3-2).

The local parties can seek guidance from their organisations.

Reference is also made in general to Part C of the Basic Agreement, in particular:

• § 1-1 Objective
• Section 1-3 Organisation and implementation
• § 3-2 The employer's duties in relation to the employee representatives
• § 3-3 The rights and obligations of union representatives

Wage disputes should be settled within two months of the completion of negotiations.

Wage policy discussions

The discussion meeting pursuant to Chapter 3, items 3-4-, a salary policy discussion meeting where the parties discuss salary policy and the use of the salary system.

The employer is responsible for conducting wage policy discussions and negotiations. It is the employer who summons the parties to discussion and negotiation meetings.

The discussion meeting is scheduled early enough for the organisations and the employer to have time to work on specific requirements and offers.

Minutes of the discussion meeting must be kept.

In the discussion meeting, the parties will discuss, among other things:

• local wage policy and salary criteria. Efforts shall be made to reach agreement on the salary criteria.
• Lessons learned from previous negotiations
• Negotiation process and implementation, including schedule with end date
• Mutual information on the composition of the negotiating committees
• who is covered by the negotiations, including the relationship with the unorganised and how wages are to be determined for the unorganised
• clarity in priorities and justifications
• what statistics and salary information the employer must present in connection with the negotiations
• routines for information about negotiation results

It is the employer's duty and responsibility to inform employees of new salary after
conducted local negotiations.

The right of union representatives to obtain factual information about pay conditions in local negotiations

In connection with local wage negotiations, union representatives have the right to access salary information that is relevant to the negotiations. This must be done in accordance with legal provisions and recommendations from the Norwegian Data Protection Authority.

Appendix 3

Hiring from an enterprise that has the purpose of renting out (staffing companies)

The parties agree that it is important to work for a serious and well-functioning working life, with orderly pay and working conditions for all. This must also apply to workers who are hired from staffing companies to the company. Predictability and security for the job are also essential for hired workers.

1. In agreements on the hiring of labour, the company must ensure that the hired workers, for the duration of the hiring-in, at least comply with the pay and working conditions in the enterprise in accordance with Section 14-12 a of the Working Environment Act, as well as Chapter 1, Sections 4-15 and Chapter 3, Sections 3.3.2, 3.4, 3.5 and Chapter 4 of the Company Agreement.
   
   
2. The company must provide the staffing company/temporary employment agency with information that is necessary for the condition of equal treatment to be fulfilled in accordance with Section 14-12b of the Working Environment Act, and to oblige the staffing company/temporary employment agency to this condition in the hiring contract. At the request of union representatives, the hiring enterprise must document the pay and working conditions that apply at the staffing enterprise/temporary employment agency when hired workers are to work within the scope of the Basic Collective Agreement, in accordance with Section 14-12b (4) of the Working Environment Act.
   
   
3. Union representatives in the company have the right to represent hired labour in relation to the hiring enterprise. If the staffing company/temporary employment agency is bound by a collective agreement with one of the main organisations, disputes about the temporary agency's pay and working conditions are a matter between the parties in the staffing business. Employee representatives and employer representatives from the hiring company can assist in the negotiations with information about this agreement upon request.
   
   
4. Hired workers must be presented to union representatives in the hiring enterprise.
   
   
5. The parties inform and discuss at least twice a year the principles for the use of temporary agency work in the enterprise, cf. Chapter 1, Section 2.3.2 of this Agreement. When discussing hiring, the parties locally must also discuss resources for employee representatives.

Remark

New Appendix 5 will be implemented at the same time as the amendments to the Act enter into force; Prop. 74 L (2011-2012).

Appendix 4

Companies covered by the Corporate Agreement

New companies must be approved by both parties, cf. §1. Samfunnsbedriftene is responsible for updating the list and distributing it between the parties.

Appendix 5

Guidelines for employees and management in companies that are considering changing their pension scheme

This appendix is linked to Chapter 2 of the Corporate Agreement Pension Conditions, and has the status of a collective agreement. This means that any disagreement about the interpretation of points in this appendix triggers dispute proceedings in accordance with the rules in the Basic Agreement, Part A, Sections 7-1 and 7-2.

1. Participation and representation

It is the union representatives who represent the organised employees in the companies, and
that obliges the employees in such a process.

Union representatives from all employee organisations represented in the company must participate in the process.

The requirement for agreement with union representatives representing at least 2/3 of the trade unions in the company applies to a possible transition to the alternative occupational pension scheme described in Chapter 2.

In companies with less than 30 employees, agreement is required with the employee representatives in all trade unions represented in the company for changes to the pension scheme; Part C of the Basic Agreement, Section 2-3.

2. Decision on investigation

Before such a decision on an investigation is made, the company must discuss this with the employee representatives; Part C of the Basic Agreement, Section 3-1-1.

Since such a decision may mean that there will be important changes in the employees' pension terms, this is something that the employees' union representatives must be consulted on through discussions in accordance with the Pension Act. Part C of the Basic Agreement, Section 3-2-1. These discussions must be carried out before a decision is made on a study of the company's pension scheme.

The fact that a study is being initiated on the company's pension scheme is not
binding on any of the parties on the question of whether changes should actually be made to the
pension scheme.

3. Notification requirements

The investigation process cannot be started until the central parties have been informed that:
It has been decided to initiate such a process. The information must state
who participates in the process from the respective local parties.

It is important that the central parties are provided with this information, because it is assumed that
that the local parties should be able to obtain advice from their respective central levels when they
enters into a process with the aim of changing the company's pension scheme.

The central parties are kept informed on an ongoing basis about ongoing investigations, so that they
at any point in the process can give advice to those who ask for it.

Part of the reason for notifying the central parties that the company is initiating an investigation of its pension scheme is that the central parties want to have an overview of what is happening to the pension schemes. It is the responsibility of each local party to inform its central organisation, and the central parties must ensure that the other parties are also informed.

4. Implementation of the assessment process

The process must be anchored in the company's management team and among the employee representatives. A steering group is established where the union representatives are represented. In the composition of the group, efforts shall be made to equal the parties.

The company must connect with and pay for pension expertise in the form of an independent adviser. The adviser's main task is to investigate the various options that lie in the collective bargaining alternative to public occupational pensions and highlight the consequences for each individual employee at the individual level based on realistic calculation assumptions (e.g. the individual's salary development, return on pension capital and expected retirement age).

The company and/or adviser must present all necessary and requested figures.
Union representatives shall have unhindered access to the adviser for investigations and follow-ups on a general and individual basis.

In addition to their own organisation, union representatives may engage other advisers for quality assurance of information. Expenses in this connection are not covered by the employer.

5. What does it mean to change the company's pension scheme?

In principle, the company is bound by the collective agreement that all employees must be enrolled in the defined-benefit public occupational pension scheme.

The collective agreement now allows the parties in the company to agree on the basis of exhaustive, given assumptions that this affiliation will no longer apply to all employees, and that from a given date there will be a change in what will be the company's pension scheme.

A changed pension scheme in the company shall, according to Chapter 2, be based on the following assumptions:

• • Lifetime payout
• Gender neutrality
• Deposit level 7% from 0 to 12 G and additionally 18.1% between 7.1 G and 12 G
• The employees' contribution to the contribution is 2% of gross pensionable salary benefits
• Wage growth guarantee for the active period, unless the parties locally agree to use individual investment choice or collective management and a zero guarantee.
• 0 guarantee during passive period. All returns accrue to the employee
• The existing pension scheme will be closed to everyone who has reached the age of 55 unless the parties locally agree on a lower age.
• Private AFP early retirement pension when joining the Joint Scheme for AFP early retirement pension
• Disability coverage in active employment at the same level as public occupational pension
• Increased group life insurance as a replacement for survivor's pension, in accordance with the table below.

The closure of a pension scheme means that only current employees can
or should be linked to it.

In such cases, there may be individuals who, after a closer investigation, can clearly expect a poorer retirement pension than if they had continued in the old scheme. Financial compensation must be given to such persons.

Those who remain members of the public occupational pension scheme shall be covered by the future changes made to this occupational pension scheme following negotiations between the central collective bargaining parties.

It can be difficult to compare pensions from the public occupational pension scheme and the alternative occupational pension scheme, so a thorough assessment must be made of any need for compensation. When calculating compensation, many assumptions must be made about, among other things, expected returns, wage growth and comparable payment periods. The Actuarial Association's recommended template must be used.

6. Time frame for the investigation

Experience indicates that a lot of time must be spent in such processes, because studies, information to the employees and discussions with the union representatives necessarily take a lot of time.

It must be emphasised that the question of changing the company's pension scheme
can intervene very strongly on the individual's future living conditions, and that in respect of this, processes must be carried out that ensure knowledge and security. Spending plenty of time on the process contributes to this security.

In this process, it is therefore important that the employer keeps the employees on an ongoing basis
Oriented.

According to Section 14-1 (a) of the TPO Articles of Association, the agreement on affiliation to and termination of the public occupational pension scheme must take place at least 3 months before the end of a calendar year, i.e. by 1 October. A final decision on termination must be made no later than 1 December, cf. SGS 2020 Pension schemes PART 1, Chapter 1, Section 8-1. It is assumed that the cessation must take place on 31 December.

Since the alternative pension scheme in this collective agreement entails closure for employees over 55 years of age, this means that this provision in the TPO articles of association only takes effect for companies that do not have employees over 55 years of age, and which thus in practice
terminates the public occupational pension scheme.

For all other companies, there are no dates or deadlines for when changes to the pension scheme can be made.

7. The alternative scheme

The collective bargaining alternative to public occupational pensions is in reality not just one alternative. This also applies to any change in the regulatory principle (wage growth guarantee, individual investment choice or collective management with a zero guarantee) during the active period. The report should therefore clarify these variants and their associated consequences.

The report should show how the calculated effects of a change in pension scheme on costs and annual pensions are affected by variations in the following calculation assumptions: return, G-growth, wage developments after the transition to a new scheme, inflation and the length of the payment period. Furthermore, any different consequences for women and men when transitioning to a new scheme should be stated in the report. This will have an impact on the company's cost assessment of the changed pension scheme.

When comparing retirement pensions from the current and the new scheme, lifelong pension payments are assumed. Expected pension levels should be calculated with the current and new scheme for different withdrawal ages (62, 65, 67 and 70 years). In order to highlight the effects of different withdrawal rules (flexible/non-flexible withdrawals) and different regulatory principles in different schemes, cash/present values of expected payment flows from the schemes being compared can also be calculated.

The latter also applies to disability pension, survivor's pension and AFP, cf. section
8 and 11.

8. Additional services

Public sector occupational pensions include disability pensions and survivors' pensions (spouse's pension and children's pension). Disability coverage in the alternative scheme shall be on a par with the equivalent in public occupational pensions in active employment.

The effect of any lack of paid-up policy accumulation in the private disability pension must be highlighted in the study work.

In the alternative pension scheme, the protection of survivors is taken care of by a group life insurance policy that is in addition to the group life insurance in Chapter 1, Section 10. Please note that the two group life insurance policies have different tapering plans.

9. Special age limits and early retirement

Special age limits are linked to the public defined benefit pension scheme. Those who currently have a special age limit will lose this opportunity if they are transferred to another pension scheme.

If a changed pension scheme results in reductions in benefits, e.g. from the age of 62, this must be compensated by the company, for example by a secured operating pension scheme.

The effects of a change in the pension scheme for employees with a special age limit must be highlighted in the study work.

Employees with less than 9 years left to the special age limit must be specially protected for
reorganizations and company changes that may jeopardize this right.

10. Securing vested rights

There is a difference between terminating a pension scheme and closing it. The alternative scheme will entail closure for existing employees over the age of 55. But it can also be decided that the closure should include more people.

The new scheme will apply to all new employees in any case.
Upon termination of a public occupational pension scheme, accrued rights will always remain in the pension scheme and be subject to regulation. Everyone who has earned money in the public occupational pension scheme will receive a deferred occupational pension that is calculated on the basis of salary at the time of transition to the new scheme, and the ratio between the actual accrual period and the accrual period the person in question could have achieved by remaining in the position until the age limit. However, the possible accrual period cannot be set to shorter than 30 years and longer than 40 years.

11. AFP

The company must take the necessary steps to ensure that employees who are not (longer) on a public occupational pension are covered by private AFP. The social enterprises are now covered by the Joint Scheme for AFP, so that the formalities are in place for this.

Once an agreement has been reached that the company will change its pension scheme, the company must immediately join the Joint Scheme. This must be done so that everyone who is now to be covered by the new pension scheme is also covered by private AFP.

The effects on costs and pensions of a change in the AFP scheme must be included in the report.

12. Group relations

Pursuant to Section 4-2 of the Insurance Activities Act, it is noted that Section 12-3, Section 12-7 of the Occupational Pensions Act also applies to municipal schemes in group-like circumstances.

In the event of a merger or division of enterprises, it is assumed that Chapters 13 and 14 of the Act relating to Corporate Pensions are applied as far as appropriate and possible.

In the event of closure of a defined benefit scheme, including a municipal occupational pension scheme, Chapter 15 of the Occupational Pensions Act applies, with the associated interpretation by Finanstilsynet in a letter dated 09.11.2010 to KLP, in which the Authority states that persons who change jobs between enterprises in the same group and who come from a closed pension scheme may be included in the closed pension scheme with the new enterprise.

13. Finances

Many of the companies that comply with the Basic Collective Agreement for Exposed Enterprises have existed for a long time and have correspondingly long been linked to the public occupational pension scheme. This means that significant financial obligations have been built up for both current and former employees. Due to the continued obligation to make annual adjustments to these pension rights, costs will be incurred for a long time that the company must cover. This affects both premiums and accounting.

A special circumstance that must be taken into account is that in the event of a closure of the current scheme, the company may be part of a new risk and equalisation community. If no new and younger employees are added to this community, the pension and adjustment premiums for the employees in the closed scheme will be considerably higher than when they were part of the community that includes the entire local government sector.

14. Legislation

There are a number of laws that may be of importance if a company is to change its pension scheme. This applies to the following laws, among others:

• The Act on Mandatory Occupational Pensions
• Occupational Pensions Act
• Act relating to the Norwegian Public Service Pension Fund
• Act on the Coordination of Pension and National Insurance Benefits

A number of regulations have also been issued for these acts.
The employer has a particular responsibility to ensure that all legal requirements are met, and it must be expected that the independent adviser who has been commissioned to carry out the process in the company has the necessary knowledge of:
this.

15. Agreement

Chapter 2 of the collective agreement allows the company to change its pension scheme if an agreement is reached with union representatives representing at least 2/3 of the unionized employees in the company.

In companies with less than 30 employees, agreement is required with the union representatives in all trade unions represented in the company for changes to the pension scheme

If such an agreement is not reached, the company will not be able to change its pension scheme.

This also applies to any change in the regulatory principle (wage growth guarantee, individual investment choice or collective management with a zero guarantee) during the active period.
 

However, if agreement is reached, it must be laid down in a local special agreement what the parties have agreed on.

It is important that it is then recorded how the company's new pension scheme will be, and who will be covered by the various parts of the scheme.

The minutes must also state that the parties have a right to negotiate on the new pension scheme. This means that each of the parties has a right to ask their counterparty for negotiations in order to reach an agreement on adjustments to the new pension scheme. See also section 1 of this document.

The central parties should be consulted when there is a draft of such an agreement, in order to ensure the quality of the content.

Appendix 6

Contractual early retirement pension (AFP) in companies with an alternative pension scheme

IN THE ARTICLES OF ASSOCIATION

This agreement does not regulate in detail all conditions, rights and obligations related to AFP. This is determined through the scheme's articles of association, which are laid down by the Board of the Joint Scheme for Contractual Pensions (AFP) and approved by the Ministry of Labour pursuant to the AFP Supplementary Pension Act of 2010. Detailed rules for AFP early retirement pension are laid down in these statutes. Relevant companies must at all times keep up to date with regard to the obligations incumbent on the company. The articles of association also contain certain special rules that may mean that the individual employee is not entitled to AFP.

The statutes in force at any given time can be found on www.nyafp.no

II New AFP scheme

A new AFP early retirement pension is granted to employees born in 1944 or later and who are granted AFP early retirement pension
effective date from 1 January 2011. The scheme is established as a joint
scheme in the private sector.

A new AFP early retirement pension must be taken out before the age of 70 together with a retirement pension from the National Insurance Scheme.

III Conditions for getting a new AFP early retirement pension (Main points, see otherwise the articles of association)

In order to be eligible for a new AFP early retirement pension, the employee must be and for the last three years prior to this date have been continuously employed and a genuine employee in an enterprise covered by the scheme.

At the time of withdrawal, the employee must also have a pensionable income that, converted to annual income, exceeds the applicable National Insurance basic amount and have had an income above the average basic amount in the previous income year.

Furthermore, an employee born in 1955 or later must have been covered by the scheme for at least 7 of the last 9 years before the age of 62 (the seniority period) in the event of employment in one or more enterprises that were affiliated to the Joint Scheme at the time the seniority was accrued. For employees born in 1944 to 1951, the seniority requirement is 3 of the last 5 years. For employees born in the years 1952 to 1954, both figures are increased by one year for each year they are born after 1951. During the period of seniority, the employment must have been the employee's main occupation and have provided the employee with a pensionable income that is higher than the employee's other income.

See also the Articles of Association (www.nyafp.no) regarding special provisions on full-time equivalents, illness, layoffs, leave, employer's bankruptcy, other income, received other pensions in employment, redundancy pay, ownership interest in the enterprise, ownership interest in other enterprise, etc

Employees who have a lower retirement age or age limit than 62 years cannot be covered by the scheme.

IV The pension level in the new AFP scheme

AFP is calculated at 0.314 per cent of annual pensionable income up to and including the calendar year in which the employee turned 61 and up to an upper limit of 7.1 G. Pensionable income is determined in the same way as when calculating income pension in the National Insurance Scheme's retirement pension.

AFP early retirement pension is paid as a lifelong supplement to the retirement pension.

AFP early retirement pension is designed neutrally so that it increases at a later date. AFP is not increased further when drawing after 70 years. Same life expectancy adjustment as for old-age pension from
The National Insurance Scheme is used to calculate AFP.

Employment income can be combined with AFP early retirement pension and retirement pension from the National Insurance Scheme without
reduction in some of the benefits.

AFP early retirement pension is regulated in the same way as income pension in the new retirement pension in the National Insurance Scheme, both during accrual and payment.
 

The V AFP scheme is financed in the following way:

The costs of AFP are financed by the enterprises, or parts of the enterprises, which are
or has been affiliated to the Joint Scheme, and that the state makes a contribution linked to the individual pensioner.

The state provides contributions to AFP. Until 31 December 2010, the rules in law apply
23 December 1988 no. 110 and from 1 January 2011 the rules in the AFP Supplementary Pension Act.

The compensation supplement for the new AFP early retirement pension is covered in full by the state.

The enterprises pay premiums to the Joint Scheme to cover the part of the expenses that are not covered by the state's contribution. Further provisions on premium payment are laid down in the articles of association for the Joint Scheme for Contractual Early Retirement Pension (AFP) and in the Joint Scheme's board decision.

For the new AFP, the enterprises must pay a premium for employees and others who have
received salary and other remuneration that is reported under code 111-A in the Directorate of Taxes' code overview. The premium rate is determined by the board of the Joint Scheme.
The premium shall constitute a percentage of the total payments from the enterprise in accordance with the enterprise's reporting under code 111-A. The enterprise shall only pay a premium on the part of the payments to the individual in the previous income year that is between 1 and 7.1 times the average basic amount.

Premiums are paid for up to and including the year in which the member of the scheme turns 61.
The premium is paid quarterly.

 

Appendix 7: Additions to the minutes from the 2022 main settlement

1. Restructuring of the payroll system

The parties have agreed to change the wage formation for Group 1 in the Company Agreement. The parties have agreed to revise the guaranteed salary table so that the seniority supplements are more even, the 20-year guarantee is replaced by a new security provision and 1% is set aside for local negotiations pursuant to 3.1.1.

It is agreed that the allocation of funds for local negotiations should continue to be part of the wage formation for Group 1 in the future, and is intended to replace the previous extensive use of special local wage negotiations under 3.3.

Special measures in 2022 to "convert" high slippage

As a special measure in 2022, the parties have agreed to "convert" 0.4% of the slippage estimate for the current year into available funds for the central settlement.

The parties intend to reintroduce the ordinary calculation of slippage by setting the sliding estimate in 2023 equal to the slippage in 2022 and the sliding projection in 2024 being set equal to the average slippage in 2022 and 2023, and from 2025 onwards the slippage estimate is equal to the average of the three previous years.

3. Amendment to Chapter 1, Section 12 on seniority

Amended provisions on the recognition of all private service do not change the stipulated salary seniority for employees who have taken up employment before 1 May 2022.

Appendix 8: Appendix to the minutes from the interim settlement as of 1 May 2023

Economy

The following is provided:

• Standardized positions in group 1 receive a supplement according to the table.
• Non-standard positions in group 1 will receive an increase of 5.0 per cent as of 1 May 2023.
• Local pot as of 1 September 2023 of 1.2 per cent.
• The guaranteed wage rates will be raised by NOK 5000 in addition to the central supplements. This means that employees who, according to the general supplements as of 1 May 2023, have a lower basic salary than the new guaranteed salary, will be given a further supplement up to the new guaranteed salary.

Appendix 9: Appendix to the minutes from the main settlement as of 1 May 2024

Appendix to the minutes for the main collective agreement as of 1 May 2024