Collective agreements in the local government sector

The Basic Collective Agreement NITO – KS 2024-2026

Basic collective agreement between the employers' association KS and NITO. The agreement expires on 30.4.2026.

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Foreword Akademikerne Kommune 2024-2026

The Basic Collective Agreement regulates pay and working conditions for municipal and county employees. The agreement has been entered into between KS and the individual employee organisations, and applies from. 1.5.2024 to 30.04.2026.

The minutes of the proceedings are included in their entirety at the end of this booklet. In addition, you will also find circulars from KS for the implementation of the Basic Collective Wage Settlement 2024. All members of an association in Akademikerne shall have their salary conditions determined in accordance with Chapters 3 and 5 of the Basic Collective Agreement, except for teaching staff whose salary is determined in accordance with Chapter 4.

The circular from KS states:

Chapter 5 mainly covers positions that require higher academic education. It is possible to deviate from the competence requirement when placing them in the position codes for engineers and consultants, among other things. The clear main rule is that higher academic education is still required for placement in the job codes in Chapter 5.

The wage settlement for employees in Chapters 3.4 and 5 shall be carried out in the usual manner in accordance with the provisions of the Basic Collective Agreement. Salary determination for employees in these positions takes place annually, and in its entirety locally in the individual municipality, county municipality or company.

The local negotiations in Chapters 3.4 and 5 are carried out within a financial framework that takes into account the municipal finances, the municipality, the county council, the overall situation of the enterprise and the company, including finances and requirements for efficiency, as well as wage developments in the KS area and other comparable tariff areas.

In this year's collective bargaining agreement, funds have been set aside for local negotiations also for our members in teaching positions in Chapter 4.

The Basic Collective Agreement is an important tool for union representatives. You can find it on our website www.akademikerne.no

Oslo, August 2024

Sincerely

Akademikerne municipality

Chapter 1 Common provisions

§ 1 Introductory provisions

1.1 General rule

This Basic Collective Agreement applies to all employees in a fixed, binding employment relationship with a predetermined working time (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 fixed, binding employment relationship with a pre-determined working time (possibly on average) per week, which is less than that which applies to full-time employees in the same work area.  

1.3 Extraordinary work

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

Note to section 1
The term teaching staff in HTA includes teaching positions and management positions at the individual school that was in the state agreement area as of 30.4.2004.

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§ 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 of both sexes are equal in terms of qualifications or approximately the same, applicants whose gender is underrepresented may be given preference when this is in accordance with the Equality and Anti-Discrimination Act.

When applicants are otherwise equal in terms of qualifications, preference is given to the applicant who has served the longest time in the municipality.

2.3 Full-time/part-time/temporary employee

2.3.1 Full-time/part-time positions

As a general rule, employees must be employed full-time, cf. Section 14-1 b of the Working Environment Act.

In the event of a vacancy, a review of work schedules and division of tasks must be carried out to assess whether several part-time positions can be merged.

Part-time employees have a preferential right to an extended position, cf. Section 14-3 of the Working Environment Act.

The employer must at least once a year, or when one of the parties so requires, inform about and discuss the principles for and use of part-time positions.

The parties shall discuss and assess organisation and working time arrangements that can contribute to a higher proportion of full-time employees and/or a higher FTE percentage, so that the need for additional work, temporary employment and temporary agency work is reduced. Local guidelines will be prepared with the aim of increasing the number of full-time employees. The guidelines should, among other things, contain elements related to the practice of preferential rights, additional work, division of tasks, advertisement of positions and compensation schemes.

2.3.2 Temporary employment – temporary agency work

At least twice a year, or when one of the parties so requires, the employer must inform and discuss the principles for the use of contractors, hired labour and temporary employment. Labour market measures are assumed to be dealt with in accordance with the rules that apply to them.

2.4 Fixed-term positions

For positions where fixed-term appointments are made pursuant to the Working Environment Act, the Local Government Act or the Education Act, the following provisions apply:

A fixed-term period must be a minimum of six 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 six 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 municipality/county municipality/enterprise.

When a retirement position is used and the employee was born in 1962 or earlier and has reached the age of 64 at the end of the fixed-term period, 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

Employment relationships for teaching staff are calculated from date to date, but still such that an employment relationship lasting one school half year is counted from 1.8. to 31.12., respectively 1.1. to 31.7., and an employment relationship lasting one school year is counted from 1.8. to 31.7., including statutory holiday time.

2.6 Health information

See Section 9-3 of the Working Environment Act.

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§ 3 Dismissal, reassignment

3.1 Formal requirements

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

3.2 Notice periods 

3.2.1 Main rule

As a general rule, a mutual notice period of 3 months applies from the date of termination.

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

3.2.2 Probationary period, etc.

For employees who are employed with a probationary period of up to 6 months, and for employees who are engaged to perform work of a temporary nature of up to 2 months' duration, a notice period of 14 days applies.

3.2.3 Other deadlines

In the event of termination of employment contracts in accordance with Section 14-9 of the Working Environment Act before the expiry of the agreement, a mutual notice period of 1 month from the date of termination applies.

3.3 Reduction/rationalisation

In the event of reduction/rationalisation, those with the shortest service within the relevant area of work in the municipality/enterprise* shall, under otherwise equal conditions, be dismissed first, cf. Section 15-7 (2) of the Working Environment Act and Section 1-4-1 and Section 3-1 of the Basic Agreement, Part B of Part B.

Teaching staff with special job protection from before 1 August 1999 in accordance with the Primary and Lower Secondary Education Act or the Legal Conditions Agreement are not covered by the provision in the first paragraph on ranking according to length of service.
* Activities in this context: independent, legal entity that is not a municipality.

3.4 Relocation

3.4.1

In the event of relocation/transition to a lower-paid position in the same municipality/enterprise* due to reorganisation, illness, injury, rationalisation or other reasons that are not due to the employee's circumstances, the employee must retain his or her current salary placement as a personal arrangement.

3.4.2 Other matters

An employee who, by agreement with the municipality/enterprise*, transfers to a lower-paid position in the enterprise, may, as a personal arrangement, retain up to the salary of his or her previous position at the time of transition when this is part of the agreement.

* Activities in this context: independent, legal entity that is not a municipality.

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§ 4 Working hours

4.1 Definition

Working hours are the time during which 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 4.3. 

Separate working hours regulations apply to teaching staff.

4.2   37.5 hours per week

Ordinary working hours shall not exceed an average of 37.5 hours per week, cf. Sections 10-4 and 10-12 of the Working Environment Act.

4.2.1 Office administration

The office administration's ordinary working hours shall be those that currently apply in the individual municipality, but not beyond what follows from section 4.2.

Remark
The local parties may agree that the working hours for the office administration shall instead follow section 4.2 in return for financial compensation.

4.2.2    35.5 hours per week

Weekly working hours shall not exceed an average of 35.5 hours in the following cases:

  1. In shift arrangements where ordinary work must be carried out between 20:00 and 06:00 and/or at least every 3rd Sunday.
  2. In round-the-clock shift work.

4.2.3    33.6 hours per week

Weekly working hours shall not exceed an average of 33.6 hours in the case of full-time shift work or in comparable shift arrangements.

4.2.4 Three-part shift work

For three-part shift work that does not fall under section 4.2.3, 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 counted as 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 carried out either at night or on Sundays and public holidays.

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

4.2.5 Cultural school

Employees in cultural schools have an ordinary gross full-time equivalent of 1950 hours. Unless otherwise agreed locally, a planned working time of 1300 hours applies as a starting point. During this time, the teaching scope is up to 741 clock hours.

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4.3 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.

Employees are obliged to participate in the on-call scheme that is established.

4.3.1 Guard duty in guard rooms

4.3.1.1 Working hours

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.

4.3.1.2 Payment provision

One hour of duty 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.

4.3.1.3 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.

4.3.2 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 that the employer deems appropriate. Section 10-4 (3) of the Working Environment Act applies to on-call duty outside the workplace. Reference is also made to Circular B No. 59/92.

Weekly shift/24/hour shift/weekend shift

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. 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.

4.3.2.1 Subordinate guard

Supplements for evening and night duty, cf. section 5.4, as well as Saturday, Sunday and public holiday remuneration, cf. sections 5.2 and 5.3, are paid for the calculated number of hours and do not change if call-outs occur that entail active work.

Call-out

In the event of a call-out on duty, overtime pay is paid for the time actually spent, cf. sections 6.5 and 6.6. Expenses for travel in connection with call-outs on home duty are reimbursed in accordance with the municipalities' travel regulations.

4.3.2.2 Senior guard

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

Call-out

For call-outs and work on senior duty, cf. central federal special agreements. Expenses for travel in connection with call-outs on home duty are reimbursed in accordance with the municipalities' travel regulations.

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4.4 Rest breaks/meal breaks

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

4.5 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, regardless of older local agreements on the division of working hours.

4.6 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. The above-mentioned employees who are on duty on Saturday are given Easter Eve off without deduction from salary.

Payment Provision

Ordered service on these days/evenings is reimbursed in accordance with section 6.5.1. This point also applies to part-time employees.

4.7 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.

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§ 5 Remuneration for special working hours, etc.

5.1 Introduction/delimitations

5.1.1

Remuneration pursuant to section 5 shall not be paid during overtime work, with the exception of dirt allowances.

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. Managers of retirement homes and nursing homes, head nurses and nursing managers are nevertheless paid the supplements pursuant to sections 5.2, 5.3 and 5.4 when they perform ordinary work according to a shift schedule.

5.2 Saturday and Sunday supplements 

For ordinary work between 00:00 on Saturday and 24:00 on Sunday, a supplement of at least 22% is paid. The supplement must not be lower than at least NOK 70 per hour worked.

After discussions, different rates may be set for the supplement depending on the workload, working hours arrangement or other local needs. The supplements should be designed to encourage more full-time positions.

As a general rule, there should be the same principles for the rates throughout the municipality/
Business.*

* Activities in this context: independent, legal entity that is not a municipality.

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 the Wednesday before Maundy Thursday, Pentecost, Christmas and New Year's Eve, 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.

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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), a supplement of at least NOK 56 per hour worked is paid for ordinary work between 17:00 and 21:00.

For ordinary work between 21:00 and 06:00, a supplement of at least 25% is paid per hour worked. The supplement must not be lower than at least NOK 70 per hour worked.

The supplement is also paid to employees at health institutions who cover part of a shift schedule, even if the person in question only has evening and night duty.

Apprentices and young workers are granted at least NOK 32,-.

After discussions, different rates may be set for the supplement depending on the workload, working hours arrangement or other local needs. The supplements should be designed to encourage more full-time positions.

As a general rule, there should be the same principles for the rates throughout the municipality/
Business*.

* Activities in this context: independent, legal entity that is not a municipality.

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.

After discussions, different rates may be set for the supplement depending on the workload, working hours arrangement or other local needs. The supplements should be designed to encourage more full-time positions.

As a general rule, the same principles should apply to the rates throughout the municipality/enterprise.*

* Activities in this context: independent, legal entity that is not a municipality.

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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, 1 extra day off must be granted within 1 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 2 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 has been incorporated into working hours in accordance with the established plan, cf. section 4 item 4.3.

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 1 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 employer, neglects his work on the last working day before or the first working day after such a weekend day. However, this does not apply when the employee, by means of self-certification or a certificate from a doctor, proves that the absence was due to illness, holiday, duty to attend to the public ombudsman or other compelling reason.

5.8 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 4.3, 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 min. or less fall away.

5.9 Dirt Surcharge + Odor/Dust

If an employee is periodically assigned to perform work that is particularly unpleasant, e.g. due to odours, dust, heat or handling of dirty or infectious material, the person in question is granted a dirt supplement of at least NOK 1.50 per hour worked.

Details of who should be granted the dirt supplement will be determined after discussions locally.

Remark
Employees in the fire service of 2184 annual hours receive additional benefits reimbursed in accordance with the work actually performed that entitles them to supplements. For part-time crews employed on 2080 hours, the same applies to the part-time position in the fire service.

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§ 6 Overtime – staggered working hours

6.1 Basis for overtime pay

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

Separate regulations apply to teaching staff.

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 6 hours if working hours vary from day to day) or per week.

Part-time employees are paid compensation for staggered working hours, cf. section 6.8.

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:

  • The Working Environment Act § 10-12 and/or
  • HTA, Chapter 3, point 3.4

The municipality/enterprise must make a specific assessment of which managers in 3.4.2 and 3.4.3 are not covered by the overtime provisions.

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.

Compensation for meetings/other special burden

An employee who is obliged to attend committees or has other special responsibilities outside ordinary working hours, but who is not entitled to either overtime pay or meeting remuneration in the same way as ombudsmen, may be granted up to 10 days off. The days off must preferably be taken in connection with ordinary holiday, alternatively it can be agreed with the employee that a corresponding number of daily wages are taken.

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.

For teaching, the overtime supplement is calculated on the basis of hourly wages for teaching (cf. section 12.4).

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 weekends.

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.
  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 correspondingly.

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 being called upon is remunerated as if the work lasted for at least 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.

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6.8 Staggered working hours

6.8.1

When the parties locally 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 ordered to staggered working hours on the same day or the night after he or she has had ordinary working hours, payment is made as for overtime until the start of working hours the next day.

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

6.8.2

Staggered working hours do not exist where, due to circumstances following discussions, cf. section 4.5, a special division of working hours has been established for individual employees, cf. Sections 10-3 and 10-5 of the Working Environment Act.

6.8.3

If no agreement is reached on staggered working hours, the work shall be initiated, and the dispute may be submitted to KS and the relevant union.

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§ 7 Holiday

In addition to the Holiday Act, the following applies:

7.1 Replacement of holiday

Employees who prove by medical certificate that they have been unable to work for at least 1 working day during holiday will be compensated for the corresponding holiday.

7.2 Holidays for teaching staff

Teaching staff take the entire holiday (5 weeks) consecutively with the end of the last working day in July, unless otherwise stipulated after discussions between the employer and the individual employee.

7.3 Holiday pay supplement in June

The parties agree that holiday pay for municipal employees may 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.

Teaching staff are paid full salary during the holiday period in the first year of employment, provided that the total holiday pay earned will result in a lower payment. The first year of employment means the 1st time joining the school system after completion of professional and pedagogical education, and provided that the person in question has been employed for at least one year. The provision also applies to employees on conditions pursuant to Section 10-6a of the Education Act.

Teaching staff who rejoin the school system with the same employer after study leave with partial pay or without pay will be paid full salary during the holiday period in the first summer after re-entry if earned holiday pay with the same employer results in a lower payment.

7.4 Contractual holiday

7.4.1

An employee is entitled to 5 working days, cf. Section 5 (1) of the Holiday Act, time off each calendar year.  

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

7.4.2

Holiday pay is calculated in accordance with Section 10 of the Holiday Act and amounts to 12.0% (14.3% for employees over the age of 60).

7.4.3

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.

7.4.4

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.

7.4.5

An employee may require that the contractual part of the holiday is granted as a whole within the holiday year, cf. Section 7 (2) of the Holiday Act, so that one week of continuous holiday is achieved.

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

7.4.6

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

7.4.7

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

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§ 8 Salary during illness, pregnancy, childbirth and adoption

For teaching staff, re-entry after leave of absence may take place during the time when there is no teaching in the summer, but not during holiday time, cf. the adaptation to Section 7.2 of the Holiday Act. If new unpaid care leave is taken after such reinstatement earlier than after 4 months, the salary rights are limited to the actual service.

The date of commencement of the teaching staff is the date of the appointment from which the person in question could have taken office.

In addition to the National Insurance Act and its regulations, the following applies:

8.1 Payment of salary

The employer pays sick pay and parental benefit to employees covered by Section 1 of the HTA for the entire period that 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 back when salary during illness or parental benefit has already been paid, the municipality may require such a large part of the social security benefits to be transferred that salary during illness and parental leave for the corresponding period is covered.

8.1.2 Full salary

Full salary in section 8 means ordinary salary, fixed annual amounts and variable supplements according to the established shift plan.

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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 to work after 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 full salary and pension. The employee documents the amount of the pension.

When an employee has received pay during illness for a total of 50 weeks in the last three years, the right to pay 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
8.2.3.1 Self-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 pursuant to 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 municipality 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 municipality 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 municipality 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.

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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 prior to the commencement of the leave 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 municipality for a continuous period of 9 months, she is entitled to paid parental leave even if she is not caring for the child. When this right to pay during maternity leave has been accrued in the public service, it is retained by direct transfer to a municipal position when the position has been assumed.

8.3.3 Work during pregnancy/maternity leave

If the work cannot be performed satisfactorily due to the pregnancy, the administration may discuss with the employee and her union representative that up to 1 1/2 months of the leave should 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 the on-call arrangements so that pregnant employees after the 28th week of pregnancy can have a work situation that does not entail unnecessary strain.

8.3.4 Breastfeeding

Employees are given paid time off for up to 2 hours per working day to breastfeed their
children in the child's first year of life. In the event of special needs of the child, paid time off is granted
also 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 a care takeover. This does not apply in the case of stepchild adoption or if the child is over 15 years of age.
  • An employee who is a caregiver and has a relationship with the child without being the biological mother or father is entitled to 2 weeks' care leave with full pay, if the person in question is married, lives in a registered partnership or is cohabiting in a marriage-like relationship, if it appears from the National Population Register that they have had the same address for the past two years.

8.3.6 Father's quota

The father is entitled to full salary on the terms and to the extent set out in 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 been reinstated in the position in order to receive pay during the new leave.

8.4 Illness of children and childminders

Right to leave, cf. Section 12-9 of the Working Environment Act

Employees who are caring for children are entitled to time off for necessary supervision in the event of a child's/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 Return to position

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 circumstances of the enterprise, an equivalent position if possible.

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§ 9 Salary during military service

9.1 Initial service/refresher exercises

Employees with at least 6 months of prior continuous service in the municipality are entitled to such salary as mentioned in section 9.2 in the case of compulsory military service, civilian service, compulsory service in the Civil Defence, in the police reserve and in the Home Guard. In the case of compulsory refresher exercises, the corresponding salary is given for up to 1 month in the calendar year.

9.2 Amount of salary

9.2.1 Provider

Employees with dependents are paid full salary less remuneration from the military authorities. Breadwinner responsibility means that the employee provides for children under the age of 18. The same applies if the spouse/cohabitant has an income lower than 3 G. For the definition of cohabitant, see section 10.3 B. Part-time employees are paid  proportionately.

9.2.2 Employees without dependents

Employees without dependents are paid 1/3 of their full salary less remuneration from the military authorities. Part-time employees are paid proportionately.

9.2.3 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.

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§ 10 Benefits after death/group life insurance

10.1 Survivors

For employees who are employed by the municipality, including employees who are on work assessment allowance or disability benefit, a lump sum is paid in the event of death to a spouse/partner in accordance with the Act on Registered Partnerships, cohabitants, or others who were substantially supported by the employee.

The amount is determined as follows:

10.2 (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

10.3 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, according to the Act of 30.4.1993.

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.

10.4 Funeral contributions

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

10.5 Insurance

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

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§ 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 a municipal enterprise, 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 a client/user/pupil or in his or her 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 items 11.1–11.7 is paid when the employee is injured in an accident on direct travel between home and place of work and on business travel.

11.3 All employees/former employees

All employees employed in the municipality are covered by the scheme. Employees who have been employed by the municipality are also covered, provided that the injury was established after 1.5.1986.

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 is also paid in the following way:

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

11.6 Death

When an occupational injury/illness results in death, an amount of 15 G is paid to the survivors as defined in section 10.3.

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 items 11.1–11.7 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

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

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§ 12 Seniority and other salary provisions

12.1 Salary seniority

Salary seniority is calculated from the age of 18 at the earliest. The seniority date is set at the 1st of the month of appointment on the basis of credited salary seniority. Salary seniority is not granted under several provisions for the same period.

12.1.1

Salary seniority is determined upon appointment in accordance with the following rules:

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 is also included
in the home with up to 6 years.

Care service is credited with up to 3 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.

12.1.2

Absence without pay in connection with parental leave or further education is included with up to a total of 2 years in the salary seniority.

Absence in connection with military service is credited.

12.1.3

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.

12.2 Salary for part-time positions

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

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 week.

The salary is determined on the basis of previous practice as for permanent positions with a similar area of work. 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 a person has particular difficulties recruiting for the temporary position, a special salary compensation may be granted, cf. Chapter 4, Section 4.2.3 and Chapter 5, Section 5.3, for temporary positions of up to 1/2 year's duration.

Hourly wages for teaching staff covered by HTA's comment to section 1 are calculated according to the following formula:

   Annual salary × 1400 × 100
   ------------------------------------- = hourly wage
Yearframe × 1687.5 × 112

Applies to employees both over and under 60 years of age.

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§ 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 substitute service in a higher-paid position for a period exceeding one consecutive week, the salary of the higher-paid position is paid from the first day 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 appointment) to a higher paid position, the salary that the person in question would have received upon promotion 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., the position is generally constitutional.

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§ 14 Leave of absence

14.1

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.

If, in connection with education that is of value to both the employee and the employer, full or partial leave is necessary, this shall be granted, unless special reasons prevent it. 

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

Shift workers who have been granted paid leave to participate in training initiatives/courses on their statutory weekly day off are given a new day off as compensation.

* Activities in this context: independent, legal entity that is not a municipality.

14.3 Binding period

Compulsory service/lock-in period can be agreed with the individual if the municipality/county municipality provides substantial financial support through training. Compulsory service is limited to a maximum of 2 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. In the case of forms of examination 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 municipality.

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§ 15 Form of remuneration

Payment is made via bank or post.

The settlement periods for variable supplements follow the ordinary salary and should be paid at the same time as the ordinary salary in the following month.

Chapter 2 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 parties locally must discuss the apprenticeship situation and the number of apprenticeships in the municipality/county municipality/enterprise based on the enterprise's own needs and society's need for apprenticeships.

2.1

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 the enterprise, cf. Section 4-1 of the Education Act and Section 1-3 of the Regulations.
  • Apprenticeship candidate: has signed a training contract with a view to a less extensive examination than the trade/journeyman's examination, cf. Section 4-1 of the Education Act.
  • Practice candidate: has registered for a trade/journeyman's examination pursuant to Section 3-5 of the Education Act without being a pupil or apprentice.

2.1.1

The apprenticeship consists of training time and value creation time. Wages are only paid for the time of value creation. The salary for apprentices is determined as a percentage of the minimum wage for skilled worker (position code 7517), excluding supplements. Salary for apprentice candidates, see section 2.1.5. 

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

2.1.2 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/enterprise. The apprenticeship in a company/enterprise 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%

2.1.3 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 salary than that set out in 2.1.2 and 2.1.3 may be agreed within the given total framework for each individual apprenticeship.

2.1.4 Apprentices with full practical training in the enterprise

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 that corresponds to the total apprentice salary that follows the main model (1 year's salary).

2.1.5 Salary of apprentice candidates

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

2.1.6 Apprentices in need of special arrangements
training

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

2.1.7 Allocation of time

Time must be set aside to keep a training book during ordinary working hours, and supervision must be part of this.

2.1.8 Examination

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

2.1.9 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.

2.1.10 Inconvenience supplement

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

2.1.11 Overtime

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

2.1.12 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.

2.1.13 Sick pay and parental benefit

The apprentice and the apprentice candidate are entitled to sick pay and parental benefit pursuant to Chapter 1, Section 8, 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.

2.1.14 Group life insurance

The apprentice and 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 10.2.

2.1.15 Pensions

The apprentice and apprenticeship candidate are covered by the employer's occupational pension scheme, for the value creation period.

Chapter 3 General salary and position provisions

3.0 Gross salary

The payroll system is a gross wage system.

3.1 Changed classification in salary chapter

As a general rule, employees may not change their classification in the salary chapter during the collective agreement period, cf., however, section 3.4.0 no. 3. A change in chapter affiliation may nevertheless take place in the event of a significant change in the area of responsibility and work or in the event of appointment to a new position. Before such a change, the employer must discuss with the relevant employee organisation.

3.2 Local wage policy

The Basic Collective Agreement's wage system requires that a local wage policy is drawn up that must be made known to all employees, so as 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 municipality's/county's/enterprise's goals. The local wage policy and criteria for local pay increases are formulated after discussions with the employees' organisations. Efforts shall be made to reach agreement on the criteria.

It is assumed that salary is used as a personnel policy instrument. The wage policy will contribute to, among other things:

  • motivate competence development
  • motivate more full-time
  • retain, develop and recruit
  • ensure high-quality services
  • promote and safeguard gender equality
  • promote sustainable use of expertise

Annual discussion meetings are held on the recruitment situation and on future competence needs/competence development needs for different position groups in the municipality/county municipality/company.

The local wage policy shall:

  • be designed and work in such a way that women and men are treated equally in the assessment of pay and advancement for work of equal value.
  • facilitate professional career paths and advancement opportunities.
  • specify criteria for placement in any advancement positions.
  • establish a natural connection between the employee's competence, competence development and salary development.
  • show how desired and acquired skills pay off in terms of salary.

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

3.2.1 Local discussions

The local parties shall, on the initiative of the employer, annually hold one or more wage policy discussion meeting(s) that collectively cover all salary chapters. Unless the parties agree otherwise, special discussion meetings will also be held for Chapters 3.4, 4 and 5, respectively.

The discussions are based on the municipality's/county's/company's overall situation, local wage policy, guidelines for local negotiations (cf. Appendix 3) and the use of the Basic Collective Agreement's negotiation provisions. Furthermore, the parties discuss criteria for local wage increases.

Each year, the employer must present figures/statistics showing wage levels and wage developments, e.g. by gender and job codes, as a basis for also being able to discuss equal pay.

The central parties assume that local discussions and negotiations are conducted in a rational and appropriate manner. The local parties are encouraged to find practical ways of working by, for example, decentralising discussions and negotiations in large employer areas, through the use of the bargaining association model or otherwise coordinating the negotiations.

Minutes of the discussion meeting must be kept stating whether there is agreement.

Appendix 3 to the HTA "Guidelines for Local Negotiations – Good Negotiation Practice" applies, unless the parties locally after discussions agree otherwise.

3.2.2 Salary development interview

If an employee requests a salary development interview, this must be carried out between the employer and the employee. In the conversation, the employer and employee must jointly discuss what measures can be implemented to ensure that the employee achieves better wage development. For employees who have re-entered after parental leave, salary developments during the leave period should be a topic in the discussion.

The meeting time for the salary development discussion is agreed within 14 days. Employees have the right to be assisted by their elected representative. Minutes of the conversation must be kept if the employee requests it.

3.2.3 Senior policy measures

The parties will discuss and develop a senior policy to motivate employees to stay in work longer. Competence development is central to these discussions.

Other measures may be adapted to working hours, reduced scope of night work, facilitation of work tasks, leave of absence with pay, krone supplement, cash payment, etc.

The employer may agree on the use of policy instruments with the individual employee.

The employer informs the employee representatives of the agreements that have been entered into.

3.2.4 Right and duty to negotiate

The local parties have a mutual obligation to, upon written request from the other party, conduct negotiations in accordance with the negotiation provisions of the Basic Collective Agreement. Unless otherwise agreed, the parties must have agreed on a meeting time for the conduct of the negotiations within 14 days.

3.3 Competence – learning and development

Competence and competence development are of great importance to the individual employee, the municipality/county municipality and society. This applies to upper secondary education, college and university education, adult education, continuing and further education, competence-giving tasks and the development of prior learning.

In order to safeguard and develop the enterprise's general and special competence, it is important to assess the individual employee's formal and prior competence, stimulate professional reflection and facilitate competence sharing and other competence-enhancing measures.

It is important that employees are motivated to increase their knowledge and strengthen their skills, and that the municipalities/county authorities place great emphasis on targeted and planned training and development of their employees through internal and/or external offers. Workplace-based training must be facilitated. The employer and the individual employee have a responsibility individually and jointly to safeguard competence development.

The employer is responsible for mapping the employees' skills and analysing the municipality's/county municipality's competence needs. The analysis should also include the division of tasks between the occupational groups, so that the different occupational groups can use their expertise to the greatest extent possible. On this basis and after discussions with the employee representatives, a plan must be prepared for the implementation of competence-enhancing measures at various levels in the enterprise. The overall competence plan must be available to all employees.

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3.4 Managers

3.4.0 Introductory remarks and job codes for managers

  1. The management structure is determined locally.
  2. Salary determination for managers takes place locally through an assessment at the time of appointment and on the basis of the provisions of the Basic Collective Agreement.
  3. The parties must agree locally which management positions are covered by sections 3.4.2 and 3.4.3. In the event of disagreement, the municipality/county council/enterprise decides on the placement in line with the adopted organisational structure.
  4. The negotiations are carried out within a financial framework that takes into account the municipal finances, the municipality's, county's, enterprise's and company's overall situation, including finances and requirements for efficiency, as well as wage developments in the KS area and other comparable tariff areas.
  5. For managers whose salary is determined pursuant to Chapter 3, Section 3.4, the job codes in Appendix 1 shall be used.

3.4.1 Executive remuneration – senior managers

Salaries for the following senior managers are determined by the municipality/county council/company:

A   Municipality/county municipality
     Municipal Director / Senior Administrative Manager

B  Company
     Managing Director (equivalent) / General Manager

Senior managers can be assisted by a union representative or use central assistance in connection with the salary assessment.

Unless the parties agree otherwise, the salary of the following managers is determined after negotiations:

C  Municipality/county municipality
    The municipal director's (corresponding) top management group*
    Senior responsible for the employer function in the municipality* The "municipal director's top management group" means the assistant municipal director, municipal manager, municipal director, head of agency or managers at an equivalent level.

D  Company
     Managing Director / General Manager's (equivalent) senior management team
     Senior responsible for the employer function in the company

An assessment of executive salaries is carried out once a year. The basis for the assessments is one or more of the following criteria:

  • Achieved results in relation to the company's goals
  • Exercise of leadership
  • Significant organizational changes
  • need to retain qualified labour

If necessary, negotiations may be resumed in addition to the annual negotiations.

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

See also section 3.4.0 Introductory Note No. 3 and Appendix 1 to the HTA.

3.4.2 Executive remuneration – enterprise manager

Salaries for managers who in their position have delegated budget, financial and personnel responsibilities are determined after local negotiations.

3.4.3 Executive remuneration – managers

Salaries for managers who have delegated budget, financial or personnel responsibility in their position are determined after local negotiations.

3.4.4 Negotiation provisions and dispute resolution for chapters 3.4.2 and 3.4.3

The negotiations are conducted once a year. In the course of negotiations, it may be agreed that all or part of the salary determination is to be carried out by the employer. The effective date for salary changes is 1.5. unless the parties locally agree on another date for implementation. Negotiations pursuant to this provision should be conducted in the period between 1.5. and 1.10. each year.

The basis for the negotiations is one or more of the following criteria:

  • Changed area of responsibility
  • Achieved results in relation to the company's goals
  • Exercise of leadership
  • Significant organizational changes
  • need to retain qualified labour
  • competence

If no agreement is reached, either party may bring the dispute before the local tribunal for consideration . cf. Part A of the Basic Agreement, Section 6-2. Salary disputes should be settled within 2 months of completed negotiations. The provision on appeal does not apply when it has been agreed that the salary is determined by the employer.

If necessary, the parties can enter into negotiations in addition to the annual wage negotiations. If the parties do not reach an agreement, the dispute cannot be appealed. The employer's latest offer must then be adopted.

3.4.5

Sections 3.4.1, 3.4.2 and 3.4.3 replace the other negotiation provisions in the Basic Collective Agreement for affected positions. Managers covered by 3.4.1, 3.4.2 and 3.4.3 shall normally be guaranteed an annual salary increase.

3.4.6

Each municipality/county municipality/enterprise keeps an overview of which positions are covered by this chapter and prepares annual statistical material on salary levels and wage developments.

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3.5 Remuneration of union representatives

Employees who, according to Section 3-3 (c) of the Basic Agreement, Part B, have been granted full leave of absence to act as a buy-out union representative, are paid a minimum of NOK 476,000 without acknowledgment of any supplements. The salary is pensionable and is assessed after discussions once a year.

A buy-out union representative who has been granted leave of absence for at least 2 days per week as a permanent arrangement shall receive salary in accordance with the same provision for the time he or she works as such.

However, the freed-up union representative shall under no circumstances be paid below what he or she would have had in his or her original position (including any fixed and variable supplements).

Buy-out union representatives who are fully or partially exempt from work earn salary seniority in accordance with the ordinary rules.

3.6 Bonus (productivity/efficiency measures)

The municipality, county council or enterprise may introduce remuneration in the form of bonuses for employees or groups of employees, based on measures that increase productivity/efficiency or increase user orientation. It must be clear at all times which employees are covered by the bonus scheme.

The goals and performance indicators that form the basis for this form of remuneration must be discussed in advance with the organisations of the employees concerned.

3.7 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 § 5 item 5.2 Saturday and Sunday supplement
  • Chapter 1 § 5 item 5.4 Evening and night supplement
  • 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 workloads 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 employees with fixed-term employment who receive a monthly salary will have 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.

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Chapter 4 Key salary and position provisions 

Central salary and position regulations contain the various job groups' guaranteed pay at 0 years of salary seniority, salary increases based on stipulated seniority, local negotiation provisions, introductory remarks and job codes with main designations.

4.0 Introductory Notes

  1. Salary determination is made locally through an assessment at the time of appointment and on the basis of the provisions of the Basic Collective Agreement. For employees in teaching positions, salary determination and classification in the position code shall take place in accordance with the competence pay system, cf. Appendices 1 and 2 to HTA.
  2. Salary seniority is determined upon appointment, cf. Chapter 1, Section 12.
  3. When determining salary, consideration must be given to the complexity of the position, and the individual employee's competence, responsibility, effort and achievement of results.
  4. There must be a natural connection between the employee's prior and formal competence, competence development and salary development.
  5. Completion of relevant further education/specialisation by agreement, and in line with the local competence development plan, will result in promotion to a relevant new position code if the employee meets the requirements for a higher position group.
  6. Managers who are assigned significant employer functions shall be paid higher than those they are assigned to lead. Exceptions to the scheme are in cases where subordinates have special remuneration due to special competence/specialist expertise, remuneration in accordance with HTA's Appendix 2, retreat position/relocation or other special circumstances.
  7. Job codes with main designations are set out in Appendix 1 to HTA.

4.1 Guaranteed salary and salary supplement for seniority – table as of 1.5.2024

HTA Chapter 4 item 4.1 Guaranteed salary and salary supplement for seniority – table as of 1.5.2025

Job groups   Guaranteed salary Ans.surcharge
  6 years 8 years 10 years 16 years

Job group 1		 Positions without special requirements for
education		 Supplement for ans. 382.500 3.000 8.100 46.300 39.800
Lowest annual salary 385.500 393.600 439.900 479.700
Skilled worker positions/ equivalent
Skilled worker positions		 Supplement for ans. 437.300 4.200 11.400 43.800 16.400
Lowest annual salary 441.500 452.900 496.700 513.100
Positions with a requirement for a trade certificate and 1-year
Tertiary vocational education		 Supplement for ans. 459.300 4.200 11.400 41.800 17.800
Lowest annual salary 463.500 474.900 516.700 534.500
Job group 2 Teachers and positions with a requirement for a 3-year U/H education Supplement for ans. 459.300 10.200 10.200 50.800 17.800
Lowest annual salary 517.600 527.800 578.600 596.400
Assistant professor and positions requiring a 4-year U/H education
Supplement for ans.		 548.400 11.800 20.200 24.200 22.800
Lowest annual salary 560.200 580.400 604.600 627.400
Assistant professor with additional education and positions with a requirement for 5 years of U/H education Supplement for ans. 584.000 9.000 13.100 32.300 47.000
Lowest annual salary 593.000 606.100 638.400 685.400
Associate professor and positions requiring a master's degree Supplement for ans. 614.100 14.600 10.500 34.200 71.700
Lowest annual salary 628.700 639.200 673.400 745.100
Lecturer with additional education Supplement for ans. 633.600 13.900 13.300 34.200 83.000
Lowest annual salary 647.500 660.800 695.000 778.000

The seniority supplement is added in its entirety to the individual's annual salary.

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4.2 Negotiation provisions

4.2.1 Local negotiations

The central parties may allocate a certain proportion of the financial framework to local negotiations pursuant to this provision.

The parties centrally determine the effective date and the time when the local negotiations must be completed.

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 must take place within the framework of the provisions of the Basic Collective Agreement.

There will be mutual financial control of the results of the negotiations.

Appeal

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 organisational processing is unsuccessful, Section 6-3 of Part A of the Basic Agreement applies, unless the central parties agree on a different dispute resolution scheme.

4.2.2 Separate negotiations

Regardless of what is mentioned under sections 4.2.1 and 4.2.3, the parties locally may enter into negotiations on conversion of positions, alternative salary placements and/or other remuneration within the provisions of the Basic Collective Agreement when:

  • Significant organisational and/or staffing changes have been made
  • Significant changes have taken place in a position's area of work and responsibilities
  • The area of work and responsibility has changed as a result of the employee having completed competence-providing continuing/further education

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

Appeal

If an agreement is not reached, Section 6-2 of Part A of the Basic Agreement applies.

4.2.3 Retaining and recruiting employees

In cases where there are special problems with retaining or recruiting qualified employees, the parties will be able to enter into an agreement on a change in the salary placement for the individual employee after negotiations.

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

4.2.4 Competence

The parties locally may, regardless of other negotiation provisions, negotiate a change in salary when an employee has completed relevant continuing/further education.

If the parties do not reach an agreement during negotiations, the employer's latest offer is adopted.

Remark
In accordance with Chapter 3.2, the negotiations are based on local wage policy. In this connection, placement in another job code or in an advancement position may also be considered in accordance with criteria stipulated in the local salary policy.

Reference is also made to Chapter 3.3, where the importance of competence development is emphasised, including continuing / further education of a minimum of six months/one year's duration, competence-giving tasks and other training of importance to the position, specialist competence and the development of prior learning. In this context, skilled worker positions with relevant tertiary vocational education and university college education with one-year further education are particularly relevant.

If the area of work and responsibility has changed, negotiations may be made pursuant to 4.2.2.

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Chapter 5 Local salary and employment regulations

5.0 Introductory Notes

  1. Salary determination for positions in Chapter 5 takes place entirely locally in the individual municipality, county municipality or company.
  2. Salary determination locally takes place through assessment at the time of appointment and on the basis of the provisions of the Basic Collective Agreement.
  3. When determining salary, consideration must be given to the complexity of the position, and the individual employee's competence, responsibility, effort and achievement of results.

5.1 Annual salary negotiations

Negotiations pursuant to this provision should be conducted in the period between 1.5. and 1.10. each year.

The negotiations are carried out within a financial framework that takes into account the municipal finances, the municipality, the county council, the enterprise's and the company's overall situation, including finances and requirements for efficiency, as well as wage developments in the KS area and other comparable tariff areas.

In the event of negotiations , both general and individual supplements can be agreed upon, and it can be agreed that all or part of the salary adjustment is distributed by the employer.

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

Appeal

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

This provision on appeals does not apply to decisions when the salary adjustment is distributed by agreement by the employer, cf. section 5.1, third paragraph.

Salary disputes should be settled within 2 months of completed negotiations.

5.2 Other salary adjustment

Where there is a special need to retain and recruit employees, salary adjustments may be made in addition to what follows from section 5.1.

In the event of a change of position or significant change in the scope of work of the position, a salary assessment must be made for the position holder based on a new or changed position.

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.

5.3 Principles for determining wages

When determining the salary, consideration must be given to the complexity of the position, and the individual employee's competence, responsibility, effort, performance and need to recruit and retain employees.

It can be agreed locally that the inconvenience supplements are included in the salary of the position.

There must be a natural connection between the employee's competence, competence development and salary development. Relevant continuing/further education shall be emphasized.

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Chapter 6 Duration and regulation 2nd contract year

6.1

The Basic Collective Agreement will apply from 1.5.2024 to 30.4.2026.

If the Basic Collective Agreement has not been terminated by one of the parties 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.

6.2

Before the end of the 1st year of the agreement, negotiations must be initiated between KS and the bargaining associations on any salary changes for the 2nd year of the agreement.

The parties agree that the negotiations will be conducted on the basis of the general economic situation at the time of the negotiations, the outlook for the 2nd year of the agreement and the framework for the frontline trade in 2025. If the parties agree, negotiations shall be conducted on any changes to the Basic Collective Agreement, cf. "III To the Protocol a) Full-time Culture".

Wage developments in 2024 for workers and salaried employees in manufacturing in the NHO area, other public sector employees and other comparable collective bargaining areas are also used as a basis for the negotiations. In 2025, special attention will be paid to wage developments in the central government.

If the parties do not reach an agreement during 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.

The parties' elected bodies (Supervisory Council, National Board, Executive Board) shall have the authority to approve a negotiation or mediation result.

Employee organisations that are parties to this Basic Collective Agreement

The individual employee organisation is a party to the Basic Collective Agreement. This applies to the following trade unions

LO Municipality

  • Creo
  • Electrical & IT connected
  • The Norwegian Union of Trade Unions
  • Fellesforbundet
  • FO
  • National Association of Schools
  • Norwegian Maritime Officers' Association

YS Municipality (YS-K)

  • Delta
  • Ready
  • The Norwegian Association of School Leaders
  • The Norwegian Vocational Transport Association

Unio

  • Akademikerforbundet
  • The Librarians' Union
  • The Church of Norway's Priests' Association
  • The Norwegian Deacons Association
  • The Norwegian Engineers' Union
  • The Norwegian Association of Researchers
  • Norwegian Occupational Therapist Association
  • Norwegian Physiotherapist Association
  • Norwegian Radiographers' Association
  • Norwegian Nurses Organisation
  • Norwegian Dental Hygienist Association
  • The Norwegian Union of Education

Akademikerne municipality

  • The Norwegian Association of Architects
  • The Norwegian Association of Midwives
  • The Norwegian Medical Association
  • The Norwegian Dental Association
  • The Norwegian Veterinary Association
  • Econa
  • The Norwegian Bar Association
  • The National Association of Military Academy Trained Officers
  • Natural scientists
  • NITO – Norwegian Association of Engineers and Technologists
  • The Norwegian Pharmaceutical Association
  • The Norwegian Association of Teachers
  • Norwegian Psychological Association
  • Social scientists
  • Economists
  • Tekna

Independent federations

  • Leaders
  • The Folk High School Association

Appendix 1: Job codes with main designation,
Reporting titles, job group and remarks

Appendix 1: Job codes with main designation,
reporting titles, position group and remarks, Basic Collective Agreement KS 2024 - 2026

Appendix 2: Teaching staff's salary determination and classification in job code

The following rules for salary classification are stipulated:

Employees in teaching positions are placed in the position codes (subsections) 7961 Teacher, 7962 Assistant professor, 7963 Assistant professor with additional education, 7965 Lecturer and 7966 Lecturer with additional education according to the rules in the collective agreement based on nominal  length of study (credits/weighting). Approval of the nominal length of study (credits/weighting) is carried out by the educational institutions and cannot be reviewed by the appointing authority.

Placement in subsections 7961 Teacher, 7962 Assistant professor, 7963 Assistant professor with additional education, 7965 Lecturer and 7966 Lecturer with additional education requires completed academic and pedagogical education. In the case of placement, practical pedagogical education (PPU) counts with the number of credits/weights that the education constituted at the time it was taken, however, so that all approved PPU is set at at least 30 credits/10 weights.

Position code 7960 Teaching position without approved education
Employees in a teaching position without pedagogical training, but who meet the academic requirements for education and have subjects that are included in the curriculum in the school type in question, in the case of a temporary or permanent position on terms or temporary service, are placed in position code 7960 and receive the minimum wage as if the person in question had completed the education in its entirety.

Others without an approved education who are appointed to a teaching position are placed in position code 7960 and are paid at least as a skilled worker.

Job code 7961 Teacher
Employees in teaching positions who have approved academic and pedagogical education from a university or university college corresponding to 3 years of nominal length of study (180 credits/60 weights), are placed in position code 7961 Teacher.

Job code: 7962 Assistant Professor
Employees in teaching positions who have approved academic and pedagogical education from a university or university college corresponding to 4 years of nominal length of study (240 credits/80 weights), are placed in position code 7962 Assistant professor.

Position code: 7963 Assistant professor with additional education
Employees in teaching positions who have approved academic and pedagogical education corresponding to at least 5 years of nominal length of study (300 credits/100 weights) are placed in position code 7963 Assistant professor with additional education.

Job code 7965 Associate Professor
Employees in teaching positions who have approved academic and pedagogical education and an approved master's degree, postgraduate examination or approved further education at master's/master's degree level corresponding to at least 5 years of nominal length of study (300 credits/100 weights), are placed in position code 7965 Associate professor.

Position code: 7966 Teacher with additional education
Employees in teaching positions who have an approved academic and pedagogical education and an approved master's degree, a postgraduate degree, and who have an approved education from a university or university college corresponding to 6 years of nominal length of study (360 credits/120 weights) or more, are placed in position code 7966 Teacher with additional education.

Mother tongue teacher
Employees who are to provide teaching in and in their mother tongue for foreign-language pupils and who have approved teacher training and, if applicable, additional education from Norway and their home country, are placed in the position codes 7961 Teacher, 7962 Assistant professor, 7963 Assistant professor with additional education, 7965 Lecturer, 7966 Lecturer with additional education in accordance with the rules in the collective agreement on nominal length of study.

Comments

Previously approved competence
Everyone with a teacher education approved according to previous rules or by dispensation still has valid qualifications. These are placed in job codes equal to the approval they received. Placement in the position code after further education is based on total credits/weighting.

Continuing education
If a teacher/assistant professor/lecturer who has taken additional education in subjects that are part of the curriculum in the school type in question, satisfies the requirements to be placed in a new job code, this shall take place with effect from 1.8. for documented additional education with an examination taken in the spring semester, and 1.1. for documented additional education with an examination taken in the autumn semester. It is assumed that documentation is presented to the employer as soon as it is available. In the event of placement in the new code, the seniority of service and local salary supplements given in addition to the previous minimum wage are retained, however, in such a way that local supplements as documented are given for the same additional education that is included in the basis for placement in the new job code.

Lecturers in vocational education programmes
Employees in teaching positions who have an approved trade certificate, journeyman's certificate or other vocational education in upper secondary education, 2 years of vocational theoretical education beyond upper secondary school level and 4 years of professional practice after completion of upper secondary education and pedagogical competence (PPU) are placed in position code 7962 Assistant professor. The same applies to employees in teaching positions who have an approved trade certificate, journeyman's certificate or other vocational education in upper secondary education, 4 years of professional practice after completion of upper secondary education and completed 3-year vocational teacher training. Employees with an extra trade certificate are placed in position code 7963 Assistant professor with additional education.

The competence that subject teachers in vocational education programmes acquire through further education outside university and college education is an important part of the county authorities' competence reserve. Negotiations on changes in pay as a result of relevant further education are conducted by local parties in accordance with the negotiation provisions in HTA Chapter 4.

Mother tongue teacher with qualifications other than approved teacher education
Employees who are to provide teaching in and in their mother tongue for foreign-language pupils and who do not have an approved teacher education from Norway or their home country will be appointed temporarily and placed in position code 7961 Teacher.

Appendix 3 Guidelines for local negotiations – Good negotiation practice 

Reference is made to HTA Chapter 3, section 3.2.1

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 will hold annual evaluation meetings on the local wage negotiations.

Wage policy discussions

Discussion meetings pursuant to HTA Chapter 3, Section 3.2.1 are wage policy discussion meetings, where the parties discuss the use of all the negotiation provisions.

The employer is responsible for conducting wage policy discussions and negotiations. It is the employer who summons the parties to discussion and negotiation meetings. Discussion meetings are scheduled early enough to give the organisations and the employer time to work on specific requirements and offers. Where the negotiations are decentralised, in addition to an overall discussion meeting, discussion meetings should also be held at the decentralised level. 

The parties who agree locally can conduct the negotiations according to the negotiation association model.

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

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

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

In connection with local wage negotiations pursuant to HTA Chapters 3, 4 and 5, union representatives have the right to access salary information that is relevant to the negotiations.

The same right applies to independent legal entities that are organised in accordance with special legislation (e.g. the Act on Inter-Municipal Companies and the Limited Liability Companies Act), although union representatives are obliged to sign a declaration of confidentiality before disclosing information. 

Any transmission of the information electronically must take place within the framework of the Personal Data Act.

In the case of negotiations pursuant to Chapters 3.4.2, 3.4.3 and 5.1, the relevant organisations shall be notified of the total salary change that is intended to be made for the unorganised before the negotiations have been concluded.

In these negotiations, it is not possible to determine salary changes for unorganised workers beyond what has been communicated to the organisations.

Conduct of negotiations pursuant to Chapter 4 item 4.2.1

The following is used as a basis for conducting local negotiations pursuant to section 4.2.1 if the parties locally do not agree otherwise:

  • The parties locally appoint a calculation committee that determines the size of the pot for employees who are covered by the negotiations pursuant to section 4.2.1.
  • The parties locally schedule the time for submitting claims from the employee organisations to the employer.
  • The organisations are given the opportunity to justify their demands before the employer presents the first offer in a joint meeting.
  • The first offer should reflect the requirements of both the organisations and the employer and not include too large a part of the total pot.
  • The offer must include the total salary change for unorganised employees, stated by job category.
  • The organizations argue for their remaining demands before further offers are made.
  • The organisations are given the opportunity to be updated on offers that are made along the way, by also presenting subsequent offers in joint meetings.
  • Signing of protocols is delayed until the entire pot has been distributed and the organizations have gained an overview of the total use of the pot.

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Appendix 4: Hiring from an enterprise whose purpose is
to operate a rental business (staffing company)

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 municipality/county municipality/enterprise. Predictability and security for the job are also essential for hired workers.

1.
In agreements on the hiring of labour, the municipality/county authority/enterprise shall ensure that the hired workers, for the duration of the hiring-in relationship, at least comply with the pay and working conditions in the enterprise in accordance with Section 14-12a of the Working Environment Act and the Basic Collective Agreement, Chapter 1, Sections 4-15, 3.4, 3.6 and 3.7, Chapter 4 with Appendix 1, cf. Chapter 5, Sections 5.0 and 5.1 and Chapter 2, as well as special agreements in the KS tariff area.

2.
The municipality/county municipality/enterprise must provide staffing companies/temporary employment agencies
information that is necessary for the condition of equal treatment to be fulfilled in accordance with Section 14-12b of the Working Environment Act, as well as to oblige the staffing company/temporary employment agency to this condition in the hiring contract. At the request of employee 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.
Elected representatives in the municipality/county council/enterprise have the right to represent:
hired labour vis-à-vis the hiring enterprise. If the staffing company/
The 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. On request, union representatives and employer representatives from the hiring company can assist in the negotiations with information about the collective agreement in the KS tariff area.

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. HTA Chapter 1, Section 2.3.2. When discussing hiring, the parties locally must also discuss resources for employee representatives.

Appendix to the minutes  - Basic collective agreement as of 1.5.2024

IN ECONOMICS AS OF 1 MAY 2024

A. HTA chapter 4 – key supplements as of 1.5.2024

Employees with a position in HTA Chapter 4 are given central pay increases as of 1.5.2024 as follows:

Job groups 0 years 2 years 4 years 6 years 8 years 10 years 16 years
Job group 1 Positions without special requirements for
education		 31.300 24.800 22.000 22.000 22.000 22.000 22.000
Skilled worker positions/ equivalent
Skilled worker positions		 22.000 22.000 22.000 22.000 25.800
Positions with a requirement for a trade certificate and 1-
years of tertiary vocational education		 22.000 22.000 22.000 22.000 26.100
Job group 2 Teachers and positions with a requirement for a 3-year U/H education 22.000 22.000 22.000 22.000 27.300
Assistant professor and positions requiring a 4-year U/H education 22.000 23.500 23.500 23.500 28.500
Assistant professor with additional education and positions with a requirement for 5 years of U/H education 22.000 25.600 25.600 29.200 30.700
Associate professor and positions requiring a master's degree 22.000 29.700 29.700 29.700 35.500
Lecturer with additional education 22.000 30.000 30.000 30.000 37.000

B. HTA Chapter 4 item 4.1 Guaranteed salary and salary supplement for seniority – table as of 1.5.2024

Job groups   Guaranteed salary Ans.surcharge
  6 years 8 years 10 years 16 years

Job group 1		 Positions without special requirements for
education		 Supplement for ans. 382.500 3.000 8.100 46.300 39.800
Lowest annual salary 385.500 393.600 439.900 479.700
Skilled worker positions/ equivalent
Skilled worker positions		 Supplement for ans. 437.300 4.200 11.400 43.800 16.400
Lowest annual salary 441.500 452.900 496.700 513.100
Positions with a requirement for a trade certificate and 1-year
Tertiary vocational education		 Supplement for ans. 459.300 4.200 11.400 41.800 17.800
Lowest annual salary 463.500 474.900 516.700 534.500
Job group 2 Teachers and positions with a requirement for a 3-year U/H education Supplement for ans. 459.300 10.200 10.200 50.800 17.800
Lowest annual salary 517.600 527.800 578.600 596.400
Assistant professor and positions requiring a 4-year U/H education
Supplement for ans.		 548.400 11.800 20.200 24.200 22.800
Lowest annual salary 560.200 580.400 604.600 627.400
Assistant professor with additional education and positions with a requirement for 5 years of U/H education Supplement for ans. 584.000 9.000 13.100 32.300 47.000
Lowest annual salary 593.000 606.100 638.400 685.400
Associate professor and positions requiring a master's degree Supplement for ans. 614.100 14.600 10.500 34.200 71.700
Lowest annual salary 628.700 639.200 673.400 745.100
Lecturer with additional education Supplement for ans. 633.600 13.900 13.300 34.200 83.000
Lowest annual salary 647.500 660.800 695.000 778.000

C. HTA Chapter 4 – General supplement for supervisors, supervisors and managers per
1.5.2024

Employees in job codes 7003, 7004, 7451, 7453, 7458, 7459, 7951 and 7954 are given a pay increase of 4.1 per cent of the individual's basic salary as of 30.4.2024. Effective date is 1.5.2024.

D. HTA Chapter 4 – Local negotiations according to section 4.2.1

Funds are set aside for local negotiations of 1.1 per cent as of 1.10.2024.

The negotiations will be conducted by 15.10.2024. The deadline for reporting disagreements to central organizational processing is 1.11.2024.

E. HTA, Chapter 3, point 3.5

With effect from 1.5.2024, the minimum salary of a buy-out union representative with full leave of absence pursuant to the Basic Agreement, Part B § 3-3 c) is raised to NOK. 528 000,-.

II BASIC COLLECTIVE AGREEMENT 1.5.2024-30.4.2026

A. Chapter 6 - Duration and regulation 2nd agreement year

6.1 The Basic Collective Agreement will apply from 1.5.2024 to 30.4.2026.
If the Basic Collective Agreement has not been terminated by one of the parties 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.

6.2 Before the end of the 1st year of the agreement, negotiations shall be initiated between KS and the bargaining associations on any salary changes for the 2nd year of the agreement.

The parties agree that the negotiations will be conducted on the basis of the general economic situation at the time of the negotiations, the outlook for the 2nd year of the agreement and the framework for the frontline trade in 2025. If the parties agree, negotiations shall be conducted on any changes to the Basic Collective Agreement, cf. "III To the Protocol a) Full-time Culture".

Wage developments in 2024 for workers and salaried employees in manufacturing in the NHO area, other public sector employees and other comparable collective bargaining areas are also used as a basis for the negotiations. In 2025, special attention will be paid to wage developments in the central government.

If the parties do not reach an agreement during 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.

The parties' elected bodies (Supervisory Council, National Board, Executive Board) shall have the authority to approve a negotiation or mediation result.

B. Changes to Chapters 1, 3 and 4 of the HTA as well as Appendices 1 and 2 to the HTA are set out in Appendix 1

III TO THE MINUTES

a) Full-time culture

The parties agree on the importance of full-time positions. Full-time work is important with regard to the working environment, socio-economics and gender equality. A full-time culture is crucial for the quality of the services, and for ensuring competent and motivated employees. Working time arrangements are a means of contributing to a higher proportion of full-time positions, so that the need for additional work, temporary employment and temporary agency work is reduced.

More full-time positions will contribute to a more stable staffing, and that the users of the service will have fewer employees to deal with. The parties recognise that a low proportion of full-time employees and low full-time equivalent positions are a challenge: more people have to stay in work longer than before, and in order to ensure sufficient labour, there is a need to make arrangements for employees to be able to work in full-time positions for their entire working lives.

The parties agree that, as far as possible, Saturday and Sunday work shall be distributed evenly between the employees.

Against this background, a multipartite committee will be appointed to assess various solutions, measures and stimulus schemes that can contribute to more full-time positions and/or increased job sizes. The work shall be based on demands and discussions between the parties during the negotiations.

The Committee shall prepare the basis for any changes to the HTA, which may be dealt with in the interim settlement, if the parties agree.

The parties will complete the work by 31.1.2025.

b) Recruitment

As a temporary arrangement, additional seniority may be granted in the event of special recruitment challenges after discussion with the employee representatives concerned.

c) Multipartite committee – key salary and position provisions

The multipartite committee for central wage and employment provisions in the KS area will be continued in the coming collective agreement period. The Committee shall consider new salary models for position groups associated with the chapter. 4, including teaching staff. The Committee shall also shed light on the significance of the salary models for the various job groups, and any need for changes to the associated appendices.

The parties will complete the work by 31.1.2026.

d) Introduction of job codes for skilled workers with higher vocational education

The new job codes 7728 Skilled worker with tertiary vocational education and 7729 Skilled worker with tertiary vocational education (with special age limit) are used for skilled workers who specialise in their own field in addition to their trade certificate. The higher vocational education must be of at least 2 years' duration (120 credits for vocational school) and be relevant to the position.

The information (with a special age limit) for the new code 7729 is not a contractual regulation of which employees are covered by the special age limit, and is therefore not a material change to who is covered by the special age limit. The job code 7729 can be used where the employee would qualify for a special age limit when being placed in one of the job codes belonging to the position group Skilled worker position/equivalent skilled worker position.

Who should be placed in the new job codes must be assessed based on the content and requirements for the individual position. The placement must take place after a specific assessment by the employer. The job codes will be introduced from 1.5.2024.

e) Competence

Municipalities in Norway as a whole constitute a significant skilled workplace. The municipalities and county authorities must provide qualitatively good and safe services to all residents, and the expertise of the employees is a crucial factor in being able to deliver on this social mission. This means that municipalities and county authorities must ensure that they have the necessary expertise and ensure the right expertise in the right place. Interaction between different occupational groups in the different service areas must be organised in a
appropriate way. It must also support the reforms that are being initiated to ensure good utilisation of resources and the best possible services for the user, including in the health service, the child welfare service and in schools.

The parties refer to the work on a skills reform that has been agreed in the mediation between the Norwegian Federation of Trade Unions and the Federation of Norwegian Industries, and agree to monitor the development of this reform during the period. The parties also refer to the Competence Reform Committee, and expect the Government, in dialogue with the parties, to establish an appropriate follow-up of the Committee's proposals. The parties agree to have a dialogue about the significance of the results of these processes for the local government sector.

f) Artificial intelligence (AI)

The use of artificial intelligence is expected to provide significant productivity gains that benefit both employers and employees. At the same time, the use of artificial intelligence may have consequences for work processes, privacy, changes in the division of responsibilities and tasks, and the need for education and skills development.

The parties refer to the work of the Competence Needs Committee 2024–2025. The committee will investigate how new technology affects the competence needs of the future. This also includes artificial intelligence. The parties agree to follow the committee's work, and have a dialogue about what significance this has for the local government sector. The parties also refer to the central cooperation between the parties on digitalisation agreed in section 2 of the appendix to the protocol to the Basic Agreement for the period 1.1.2024 to 31.12.2025.

g) Specific information about the fire and rescue service

Regarding new position group «Positions with a requirement for a trade certificate and 2-year vocational school»
The parties agree that those who graduate from the fire and rescue school with a 2-year vocational school, including those who are qualified for the vocational school study on the basis of educational programmes other than a trade or journeyman's certificate, shall be paid corresponding to "Positions with a requirement for a trade certificate and 2-year vocational school".

Wage relations between employees in fire departments with new and old education
Ahead of the 2026 collective agreement, the parties will jointly prepare a solution for how to ensure a reasonable wage relationship between employees with the old agency education and employees with 2-year vocational school.

h) Guarantee scheme for positions without special requirements for education

The calculated lowest annual salary for the position group "Positions without special requirements for education", at the 16-year level, shall be adjusted by the parties so that it corresponds to at least 75 per cent of the average calculated lowest annual salary at the 16-year level for the position groups (as the position groups appear as of 1.5.2024) in Chapter 4.

i) Joint Committee HTA

A committee is appointed to review non-material texts and concepts in the Basic Collective Agreement during the collective agreement period. The committee will propose linguistic improvements, harmonisation and modernisation of the Basic Collective Agreement. The work will be completed by 1.2.2026.

j) Editorial committee

A committee is appointed to editorially review the Basic Collective Agreement before publication and printing.

(k) Renegotiation clause

If other organisations in negotiations, mediation or tribunal proceedings achieve better results than what follows from this protocol, the right is reserved to demand that new negotiations be resumed.

IV THE PARTIES' OTHER CLAIMS

Other claims are not accepted.

Annex 1 to the protocol, HTA 2024-2026

Annex 2 to the protocol, HTA 2024-2026

B-circular no. B/6-2024 Basic collective agreement 2024 - implementation and comments

 

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