Document 24 - The main agreement for the City of Oslo

• Chapter 1 Relationship between the parties, scope of application, etc.
• Chapter 2 Purpose and principles
• Chapter 3 The mutual rights of the employee representatives and the employer
• Chapter 4 Provisions on lay-offs and dispute resolution
• Chapter 5 Conflicts, collective redundancies, work during strikes
• Chapter 6 Actions during the collective agreement period
• Chapter 7 Disputes
• Chapter 8 Duration
• Agreement on co-influence/co-determination in the City of Oslo
• Agreement on contact committees in the City of Oslo
• Agreement on the procedure for employment cases
• Agreement on the negotiation scheme in the City of Oslo
• Agreement on salaried union representatives in the City of Oslo
• Training and development interview
• Agreement on streamlining and restructuring
• Agreement on gender equality
• Agreement on relocation and redundancy 
• Agreement on the use of flexitime in the City of Oslo

Chapter 1 - Relationship between the parties, scope of application, etc.

§ 1 Introduction

The main agreement was entered into on 22 March 2002 for the organisations
affiliated to the Municipal Employees' Main Association, respectively,
The Confederation of Educational Groups, the Confederation of Professional Organisations
Sentralforbund, municipality of Oslo and Akademikerne Municipality.

§ 2 Parties to the agreement

Parties to the agreement are the City of Oslo on the one hand and

Norwegian Association of Local and Regional Authorities
National Association of Schools
The Joint Organisation for Child Welfare Educators, Social Workers and
social educators
The Norwegian Federation of Musicians
Norwegian Health and Social Services Association

Norwegian Nurses Organisation
The Norwegian Union of Education
Norwegian Physiotherapist Association
Norwegian Occupational Therapist Association

KFO
Norwegian Radiographers' Association
The Norwegian Engineers' Union
NITO
The Librarians' Union
Norwegian Association of School Leaders

The Norwegian Association of Architects
The Norwegian Medical Association
The Norwegian Dental Association
The Norwegian Veterinary Association
Norwegian Association of Nature Managers
Norwegian Psychological Association
Norwegian Society of Civil Engineers
Norwegian Association of Business Economists
The economists' union
Oslo Municipality's Lawyers' Association of the Norwegian Lawyers' Association
The Social Scientists' Union

on the other hand.

§ 3 Scope of application

The main agreement applies to all businesses in the City of Oslo and
for all trade unions that are parties to the agreement,
including local federations and associations, unless otherwise
expressly determined.

This Master Agreement and underlying agreements do not apply to:
Teaching staff in primary and secondary schools
unless otherwise expressly agreed between the parties.

§ 4 Relationship to other collective agreements

The Basic Agreement is the first part of all collective agreements that are or will be
established between those who are parties to the agreement, cf. section 2, unless otherwise
is expressly determined. The main agreement is an overarching collective agreement in the
in relation to other collective agreements between the municipality and the employees'
organisations and is the legal basis for collective agreements that are entered into
between the parties regarding pay and working conditions or other working conditions.

Within the framework of this agreement, the parties may enter into collective agreements on:
pay and working conditions or other working conditions.

§ 5 Relationships between parties in collective agreements

As a general rule, collective agreements are entered into between the municipality on the one hand.
and the individual organization on the other hand. If the parties
finds it appropriate, collective agreements may be entered into in specific cases
between the municipality on the one hand and
negotiating associations, on the other hand. The relationship between the parties
must be stated in the individual collective agreement.

Chapter 2 - Purpose and principles

§ 6 Purpose

The purpose of this agreement is to develop a good
working environment, increased efficiency for the benefit of the city's residents, the employees
and for the City of Oslo.

The parties agree on the necessity of a good and trusting relationship in the
Businesses.

§ 7 Principles

The employer, the employee and the employees' organisations shall:
through co-influence and co-determination and under
forms of cooperation that create co-responsibility, work to realise the
municipality's goals. It is the city council that, on behalf of the municipality's
citizens adopt these goals, and it is the city council and the city council that
through its specific delegation decisions, frameworks such as this
The agreement must work within. In accordance with this, there is an obligation to:
administration, the individual manager and the employees jointly
work towards the realisation of the goals.

The main agreement must be practiced in such a way that the employees are not only secured
transparency, but that the cooperation between the municipality and the union representatives
takes place in reassuring forms. In addition to active use of
stimulus measures that motivate restructuring and efficiency in the
enterprises, the parties agree that constructive cooperation is a
important instrument in the provision of services to the public.

The parties agree that the municipality has a responsibility to make its own
employer's role is clear.

A prerequisite for achieving this goal is that the employees and the
The employers meet as equal parties. This requires that
representatives of the parties, they have the powers, qualifications, attitudes
and the will necessary to find solutions.

The agreement recognises and bases on the principle of self-government for
Municipality. In this connection, the parties refer to Section 6 of the Local Government Act.
This entails a recognition of the municipality's right and duty to
to design their own organization.

The work must be organised and facilitated so that the municipality benefits
make the most of workers' knowledge and skills, as well as
that the individual employee is given the opportunity to professionally and personally
development.

It is the employer's responsibility to develop plans for staff development/-
training and for the work on efficiency, productivity and quality.

It is a shared responsibility to ensure that conditions are facilitated so that union representatives
can effectively carry out their tasks, in relation to the employer and
Members. In this connection, the parties attach importance to the fact that any
Problems that may arise can best be solved in cooperation with the
union representatives at the workplace.

The parties emphasise that there is a common duty for the enterprise's
management, the employees and their union representatives to take the initiative and support actively
promote and contribute to development work.

§ 8 Delimitation of the scope of the agreement

The agreement covers matters relating to the relationship between the municipality
employer and the employees and workers' organisations.

The scope of the agreement is also limited to:

• political decisions and other decisions related to adopted
  political priorities and adopted objectives, as well as control
  with the management
• the administration's responsibility for ensuring that the political objectives are met
  within the adopted budget framework.

§ 9 Co-influence and co-determination

Participation under this agreement is understood as:
   workers' participation in internal development processes at all
   levels in the municipality.

Co-determination under this agreement is understood as:
   the employees' representation in working environment committees,
   multipartite committees and boards, right to attend and speak in boards
   pursuant to legislation or collective agreements.
   Co-determination according to this understanding is regulated through
   Section 24 of the Working Environment Act, Sections 25 and 26 of the Local Government Act
   Sections 11 and 27 and the Agreement between the Parties on
   co-influence and co-determination.

The parties emphasise the importance of developing good practice and
good routines for employee participation. There is
the employees' experience and skills, which in this way will
be of use to the municipality. Each leader has a special
responsibility for safeguarding this within their management level.

§ 10 Designations

In this Agreement and the underlying agreements, the parties have the following
Understanding of key terms:

   a. Activity
For the purposes of this agreement, "enterprise" means an agency/company/district and
municipal enterprise, cf. cf. Chapter 11 of the Local Government Act.

   b. Business Manager
Senior administrative manager of agency/company/district and municipal
undertaking.

   c. Employer
The administrative management or the person who directs it in their place
certain activities in accordance with given authorisations.

   d. Leader
Employer representative who, within their area and at their level,
exercises the employer's managerial prerogative.

   e. Employee
A person who has an individual agreement with the employer to provide
their labour at the disposal of the employer.

   f. Employee representative
Employee who has been elected or appointed to represent
employees vis-à-vis their employer, regardless of
organizational affiliation.

   g. Employee organisation/organisation
An organisation which, by virtue of law and agreements entered into, has the right to:
safeguard the interests of its members vis-à-vis their employer.

   h. Main union representative
A union representative who has been elected/appointed by their organisation to
coordinate the functions, represent and assist the others
union representatives vis-à-vis the municipality/enterprises.

   in. Union representative
Trade union member employed by the City of Oslo who is elected by
members of their organization to safeguard the members'
Interests.

   j. Selection of union representatives
A committee elected from among the union representatives/members from the same
organisation/trade union.

   k. Bargaining association
An association of trade unions that
represent these in the City of Oslo.

   l. Permanently paid union representatives
Union representatives covered by the Agreement on Permanent Paid Union Representatives in
Oslo municipality.

   m. Employer and employee representatives in the individual enterprises
The administration and the union representative(s) who have the authority
to enter into agreements in negotiation matters or who are responsible for the processing of matters that are the subject of discussion at the various levels of the enterprises.

Chapter 3 - The mutual rights and obligations of the employee representatives and the employer

§ 11 Union representatives

The union representatives are recognised as representatives of the person in question
organization members. It is up to the organisation to determine
the number of union representatives for organisational work, but only those
main union representatives/union representatives mentioned in section 16 points a - c who have
the right to leave of absence in order to carry out his or her duties, unless this
The agreement is another express legal basis for carrying out tasks such as:
union representative during working hours.

§ 12 Election rules

The main union representative/union representative shall be elected from among employees who are in
active work and have at least half a position, and who have experience and insight into
the company's working conditions.

The main union representatives/union representatives should be over 20 years old and should be elected among
the employees who have worked in the company for the last 2 years.

If a main union representative/union representative leaves office, e.g. in the event of
leave of absence of more than 3 months (except leave in connection with positions that
the main union representative or the statutory maternity leave) or
pension, the position of trust ceases.

The election is valid for at least 1 year at a time. The administration shall, within
8 days after the election has been made, have written notice of the names of
those who have been elected.

§ 13 The duties and rights of the main union representatives/union representatives

   a. The main union representatives/union representatives must ensure that the rights and obligations
be complied with in relation to applicable laws, agreements and/or regulations.
The main union representatives/union representatives have the right to oblige
workers in matters that concern the entire workforce, or
groups of workers within the framework of the law and/or
collective agreement.

   b. All inquiries from the administration must be answered as soon as
as possible, and without undue delay, but not later than 14
days.
Upon written request, the parties must within 14 days have agreed
time for negotiations. Negotiation meeting to be sought
held within one month unless the parties agree on something
other.

   c. A main union representative/union representative shall neither incite nor
contribute to illegal conflicts.

   d. The main union representatives/union representatives have the right and duty to
discuss/negotiate on issues relating to salary and
working conditions where this is based on legislation, collective agreements or agreements
entered into pursuant to a collective agreement.

In cases where negotiations/discussions are conducted between the parties
the legal basis for negotiations/discussions shall be stated in the
Minutes of negotiations/minutes from the discussion meeting.

If a case is of such a nature that it contains both
proposals for the organisation of the activities and elements such as
employees' pay and working conditions, it should be necessary to
The preparation of the case is discussed with the employees'
main union representatives/union representatives and possibly also in the working committee
to the multipartite committee in what way the matter should be
Processed. In such cases, it may be appropriate for the case to
be divided so that parts of the case that deal with the employees' pay and working conditions are made the subject of negotiation/discussion in the
to the extent that the administration has authority, and the other
is discussed in the multipartite committee.

§ 14 The employer's duties in relation to the main union representatives/union representatives

   a. The administration must have a responsible representative on a daily basis
place that the main union representatives/union representatives can turn to.
The administration shall provide the main union representative/union representative
written notification of the person's name and his/her
deputy.

   b. The administration shall ensure that rights and obligations are complied with in the
in accordance with applicable law, collective agreements and/or regulations.

   c. Notify the main union representative/union representative of new appointments within
area.

   d. Inform new employees who the main union representative/union representative is.

   e. All enquiries from the main union representatives/union representatives must
answered as soon as possible, and without undue delay, however,
not later than 14 days.

Upon written request, the parties must within 14 days have agreed
time for negotiations. Negotiation meeting to be sought
held within one month unless the parties agree on something
other.

In cases where negotiations/discussions are conducted between the parties
the legal basis for negotiations/discussions shall be stated in the
Minutes of negotiations/minutes from the discussion meeting.

   f. The employer is obliged to inform, discuss and involve the employee representatives
advice at the earliest possible time on the effects of the
planned/imminent changes in the business will have for
Workers.

The employer is also obliged to keep the employee representatives informed when:
decisions have been made related to political priorities,
decisions made on the basis of laws, regulations and decisions,
when these have an impact on the individual's work situation.

The employer must provide information as early as
during the administration's processing of the cases, so that they
employees' opportunities for co-influence and co-determination
real in the different phases of treatment.

The union representatives must at all times have the right to do
familiarity with the documents that are important to the
current affairs.

In the case of information arrangements in matters of great importance to the
employees, for example in connection with organisational changes
etc., the employer has a special responsibility to ensure that all employees are
well informed. Such briefings are planned together with the
Stewards.

The employee representatives must also have information about the company's
proposals for budget, accounts (tertiary report) and finances, as well as
factors that are important for employment.

The employer must make arrangements for
Main union representatives/union representatives are actively involved in processes
regarding competitive tendering. Reference is also made to the Agreement
on co-influence/co-determination in the City of Oslo § 4.4.

§ 15 Duties of the main union representatives/union representatives and the administration -
responsibility

   a. The main union representatives/union representatives and the administration's management and
The person who acts on behalf of the company in relation to the employees is obliged to do his or her best to create and maintain good cooperation in the workplace.

   b. The parties have a mutual duty to take care of and seek to rectify the
amicability of complaints arising either from employees or from
administration's side. If the administration's
representatives or a main union representative/union representative
guilty of a clear breach of their obligations under this Agreement,
the main organisation and the City Council's Department for Service and
organisational development require that the administration's
representative and the main union representative/union representative no longer
represents the administration or the employees.

Within 14 days after such a claim has been made, it shall:
Negotiations on the justification of the claim are initiated.
Negotiations are conducted between the main organisation and the
City Council Department for Service and Organizational Development.

If the negotiations do not lead to a result, the case
be brought before the Labour Court. If one of the parties'
representatives after this must resign from office,
the administration's duty to immediately appoint a new representative, and
The organisation has a duty to elect/appoint a new
main union representative/union representative.

   c. The organisations represented by the employee representatives and the employer are obliged to provide
information on matters of importance to the employees, and
employer.

§ 16 Employee representatives' working conditions

   a. The administration has a duty to facilitate the conditions so that
union representatives and employees holding positions of trust in the organisation, as well as
Members of committees/councils can perform their functions –
including ordinary work tasks - in a
satisfactory manner within normal working hours. The parties locally
discusses the principles for how paid leave of absence is to be
practiced in the business. Reference is also made to the Basic Agreement
§ 11. Any allocation of special time for union representative work
is decided by the administration after discussions with the
Stewards.

Union representatives are entitled to necessary paid time off in order to:
perform their tasks. Leave of absence in this connection is in
mainly related to matters regulated in the Basic Agreement, or
Agreement entered into pursuant to this Agreement. Union representatives shall contact the employer's representative directly in matters authorised by this agreement.

The union representatives must have unhindered access to the various
departments to the extent necessary to carry out
position of trust. They have a duty to give their loved ones in advance
and state the reason why they have to
leave their workplace. As far as possible, they must report to
the head of the department they come to about who they want to
talk to.

Union representatives must take due account of ensuring that the work is done as little as possible
extent suffers damage.

Union representatives are given the right to use the office's office technology
equipment, such as photocopiers and the company's internal
distribution channels for the distribution of minutes and minutes from
discussion and negotiation meetings in the enterprise.

   b. The conditions must be arranged in such a way that those who work according to
work schedule or have working hours that fall outside the ordinary
daytime working hours, will have the same working conditions and conditions as those with
ordinary daytime working hours.

   c. Leave of absence with pay to participate in negotiation meetings with
The administration should be limited to two representatives for each
organisation for each case unless in exceptional circumstances
greater representation is required.

   d. The main union representative who, after the end of his function, returns to the
enterprise from which the person in question is on leave of absence, shall, if it
is possible to return to a position with similar content as
what the person in question had previously. When offering a position,
However, the administration take into account the career development
person in question would have been able to expect if she/he had not
had leave of absence to take over positions of trust. Emphasis shall be placed on:
the prior learning that the person in question has acquired through this
itself.

   e. Employee representatives at the workplace and employees with positions of trust within the
The organisation cannot be denied without compelling reason
leave of absence with pay to participate in union board and
national board meetings, national meetings and the organisations'
congresses/meetings of the Board of Representatives. The same applies
board meetings and meetings of standing bodies established by and/or
is advisory to the board, when these cannot be held outside of the
Working.

Board meetings and meetings of standing councils that are established by/or are
Advisory to the Board does not include local boards or councils. They
boards and councils covered by this provision are boards and
councils appointed by county, regional, federal and/or national boards,
that is, the organization's highest executive bodies.

Board meetings of local associations shall normally be excluded
Working. When board meetings are necessary due to
matters to be dealt with between the parties, such meetings may be
are held during ordinary working hours.

Employee representatives at the workplace and employees with positions of trust within the
The organisation cannot be denied without compelling reason
leave of absence with pay to attend courses for union representatives, or
professional courses (organizational) arranged by
relevant employee organisation.

   f. Course leaders and lecturers get up to 10 (12) days off duty
with a salary per year for carrying out their organisational assignments. It
assume, as a general rule, that it is the salaried
full-time union representatives who are course leaders and lecturers.

   g. Employees who are not covered by the rules in point e, have
also entitled to paid leave of absence for up to 10 (12) days per year in order to
participate in introductory courses or other organizational courses
which is arranged by an employee organization.

   h. During the exercise of their activities as a union representative and during the
negotiations and discussions with the employer,
union representatives' salary. With pay, in this connection, reference is made to
cf. Section 4.6.1 of the Joint Provisions.

   in. Compensation for local meetings beyond ordinary working hours:
For meetings convened by the administration and held
in the individual union representative's spare time, the person in question receives remuneration
cf. the overtime provisions in section 12 of the joint provisions.
However, this provision does not apply to negotiations
which is conducted between the City of Oslo and the organisations centrally.

   j. Positions of trust/employment in the organisations:
Employees are entitled to leave of absence to take over positions of trust within the
the organisation of which they are a member.

During leave of absence for taking over a position of trust, where
the organisation covers all or part of the salary for the
employee representatives, the salary from the organisation is considered pensionable in the municipal pension scheme with the limitations that follow from the relevant pension statute.
The organisation is obliged to provide the manager of the occupational pension scheme with the necessary notifications.

If a union representative with a central position in the main organisation must:
resign as such due to the organization's
age limit determination, the question of whether the
early retirement in accordance with current regulations is taken up
If the laid-off person:

• do not wish to re-enter the service of the municipality,
• are also not entitled to an immediate current pension from
  occupational pension scheme.

The same access is granted to those who resign after the age of 62
organisation up to three years before the age limit for the position of trustee.

§ 17 Employment in an organisation

Employee who is employed as a salaried employee in the organisation
the person in question is a member of, is entitled to leave without pay up to 4
year. The question of additional leave is decided on a case-by-case basis
by the appointing authority.

§ 18 The main union representative's/union representative's protection against dismissal

   a. Termination or dismissal of the main union representative/union representative, including
safety delegates or members of municipal councils/boards, committees
and any corporate assemblies, cannot take place without factual
reason, cf. Section 60 of the Working Environment Act.

   b. Before the municipality proceeds to dismiss or dismiss such
employees, the relevant main organisation shall be notified.

If the main organisation believes that dismissal of
main union representative/union representative is more due to his or her exercise of
position of trust than the breaches of duty, etc. mentioned in the
Section 66 of the Working Environment Act, these matters shall be discussed between
parties, before the municipality takes a position on the question of dismissal.

   c. If the main organisation claims that the dismissal is
unjustified, resignation shall not take place before the Labour Court's judgment
available. The condition is that the summons has been issued no later than one
month after the notice of termination was received. In addition, these
employees have no special position in the enterprise.

Chapter 4 - Provisions on layoffs and dispute resolution

§ 19 Lay-offs and notice of lay-offs

   a. Layoffs can be made when a conflict involving part of the
business, means that other employees cannot
employed in a rational manner.

In the case of such layoffs, it must be stated as far as possible
which employees will be affected by the eventual
Layoffs.

Those who are laid off must be notified directly with at least 14
days' notice calculated from the end of working hours on the day the notice is given
Given.

   b. The municipality can lay off employees when this has happened
Unforeseen events mentioned in Section 59 no.
1. The individual employee must have written notice at least 14
days before the layoff is implemented. The deadline is calculated from
end of working hours on the day the notice is given. The deadline does not apply
where the lay-off is due to a collective bargaining dispute within the
Business. In such cases, notice shall nevertheless be given if:
This is possible.

   c. Before notice of layoffs is given, the issue must be discussed
between the employer and the main union representatives/union representatives. It
signed minutes of these discussions shall be drawn up.

   d. Notice of lay-off must state the lay-off period
probable length. Where possible, a
time when the need for continued layoffs will be addressed to
discussion with the main union representatives/union representatives.

§ 20 Legal protection of laid-off workers

   a. The employment relationship consists of the lay-off period and laid-off
employees have the right and duty to start in the position again,
provided that the employment relationship has not been brought to the same level on any other basis
Termination.

   b. For employees in seasonal work or fixed-term assignments,
readmission conditional on the seasonal work or assignment
has not expired.

Chapter 5 - Conflicts, collective redundancies, work during strikes

§ 21 Provisions on collective redundancy

In connection with the creation of a new, or revised
collective agreement, cf. Section 19 of the Joint Provisions, the parties agree to
accept as a valid notice of termination exchanged between Oslo
municipalities and the employee organisations. Notice of termination of employment shall be
The form and content must be as stipulated in Section 28 of the Labour Disputes Act.

Both parties undertake to give notice of these terminations at least 14
days before industrial action is initiated.

Notice of resignation (the final scope of the resignation) shall:
is given with at least 4 days' notice, and no later than in connection with a claim for
termination of the mediation pursuant to Section 36 of the Labour Disputes Act.

Notice of an extension of the conflict shall also be given by each of the parties
given with at least 4 days' notice.

A statement of the employees who are to be taken out in industrial action shall:
is presented to the City of Oslo at least 4 days before the resignation.

Employees who are subject to resignation can be notified at the earliest
back to work after the conflict has been brought to an end.

§ 22 Employees who are not to be taken out on strike

The following employees shall, as representatives of the municipality who:
employer could not be taken out in any form in whole or in part
Work stoppage:

• The city council departments:
  The municipal directors (deputy when the municipal director
  is not present) as well as the Employers' Section in the City Council's Department
  for service and organizational development
• Businesses:
  As a general rule, the business manager (deputy when:
  the business manager is not present).

The parties are of the opinion that in a conflict situation with full or
In the event of a partial work stoppage, it is in the common interest that the municipality
that the employer's function is not impaired by the fact that key
Employer representatives are taken out on strike. Key employer representatives are people who have overall employer responsibility within the city council departments and in the enterprises.

§ 23 Negotiations on exempting other employees from strikes

In the event of a notice of work stoppage/resignation, it will be taken up immediately
negotiations on which other employees can be exempted. Like
As a general rule, this will apply to other employees in a senior position
who can naturally be regarded as a representative of the municipality
employer or who is ultimately responsible for municipal
property, valuable production equipment, machinery, etc. These
negotiations shall be conducted between the relevant enterprise and the
relevant local trade union.

§ 24 Terms and conditions of employment for employees who are not
Affected by strike

For employees who are completely exempt from the action, ordinary
terms and conditions of employment.

Employees who are partially exempt from the action are compensated for it
work that is actually performed.

Chapter 6 - Actions during the collective agreement period

§ 25 Duty to report, etc.

For the administration's responsible representative and the
main union representatives/union representatives, there is a mutual duty to notify
intended actions that they become aware of. They will together
do their part to ensure that the action can be avoided, while at the same time notifying
the main organisation and the City Council's Department for Service and
organizational development.

§ 26 Actions during the collective agreement period

The trade union or members of a trade union may not take action
any form of total or partial work stoppage (strike, blockade,
overtime denial, go-slow actions, etc.) or any other form of action
even if this is legal, without the main organisation having
given their consent. Before consent is given, the issue should be discussed
between the municipality and the main organisation. Notification of the action
shall be given to the municipality by the City Council's Department for Service and
organisational development as soon as the organisation's consent has been obtained,
no later than 6 days before the action is initiated.

§ 27 Political demonstration strike

Political demonstration strikes must, as far as possible, be announced in a reasonable time before
implementation.

The notification must be sent to the affected enterprise(s) with a copy to
City Council Department for Service and Organizational Development.

Chapter 7 - Disputes

§ 28 Dispute of understanding

Dispute over the Interpretation of this Agreement Not Resolved by
negotiations between the City of Oslo and the relevant organisation
each of the parties may bring before the Labour Court.

Before an organisation issues a summons, the municipality and the negotiating associations must be informed of the case.

Chapter 8 - Duration

§ 29 Duration

This agreement comes into force from 01.04.2002 and is valid until 31.12.2003. So
as long as the agreement is not terminated by one of the parties with 3 - three - months
notice, it will continue to apply for 1 year at a time.

§ 30 Negotiations on revision of the Basic Agreement

In the event of termination of the agreement by an organization, the parties agree that:
Negotiations on revision can only be taken up when
negotiating associations agree that the basis for the
negotiations are present.

Negotiations on the revision of the main agreement and underlying agreements
takes place between the City of Oslo on the one hand, and
bargaining associations in the municipality, on the other hand. 

Agreement on co-influence/co-determination in the City of Oslo

§ 1 Legal basis - relationship between parties

This agreement has been entered into pursuant to section 4 of the Basic Agreement. When it
regarding party relationships, reference is made to section 2 of the Basic Agreement.

§ 2 Purpose and scope of application

2.1 Purpose

The purpose of this agreement is through cooperation, participation,
Co-determination and co-responsibility:

• to develop a good working environment and thereby increased efficiency
• to develop a good cooperation between the employee and the
  employer for the benefit of the city's residents, employees and Oslo
  municipality.

The experience and insight the employees have will in this way
benefit both the municipality and the individual employee, and will contribute to the
for the best possible management of the municipality's resources.

The parties agree that it is of crucial importance for good
conditions in the municipal workplaces that the interaction takes place in
rational and reassuring forms. The administration and the union representatives
must be enabled to carry out their tasks in an effective manner in accordance with the
cf. the guidelines laid down in the contractual framework.

The agreement is based on the principle of authority and responsibility for the
employees through co-determination and representation in
multipartite committees.

The union representative scheme is an important instrument in the exercise of
co-influence and co-determination.

2.2 Scope of application

The agreement regulates the relationship between the administration and the employees'
representatives with regard to the implementation and implementation of
political and other overarching decisions related to political
priorities and adopted objectives, including control of
Management.

The employees' right of co-determination is limited to:

• political decisions and other decisions related to adopted
  political priorities and adopted objectives, as well as control
  with the management
• the administration's responsibility for ensuring that the political objectives are met
  within the adopted budget framework.

§ 3 Co-influence - co-determination in the individual enterprise

3.1 Multipartite committee - organisation, composition and
Proceedings

3.1.1 Multipartite committee

In enterprises with more than 20 employees, a
multipartite committee for co-influence and co-determination when
one of the parties in the business requires it.

Committees can be established in enterprises with less than 20
employees if both parties agree to it.

In enterprises where it is appropriate, the Committee may, if
Both parties agree on that, create subcommittees. If it
If a subcommittee is established, the committee appoints the members of the
subcommittee. The subcommittee will have an advisory function in relation to
to the committee.

3.1.2 Composition

The number of members of the committee is determined in each enterprise. It
must not be more than 10 members and personal
deputy members of the committee. The employer side and the employee side
has an equal number of representatives on the committee. Members of the Commission
elected/appointed for a period of 2 years.

The enterprise manager appoints the employer's representatives to the committee.
The employer side shall emphasise a representative spread of
appointments by appointing their representatives to the Committee.

The employees' representatives are elected from among employees in permanent
full-time positions or part-time work of at least 15 hours per week
on an annual basis. The employee's representatives on the committee shall ensure that
the interests of all employees in the business.

The employees' representatives on the committee are appointed if:
trade unions that together organise more than 60% of the
employees (more than 15 hours per week) agree on the principle of
the appointment of the employee representatives. If organizations
affiliated to a bargaining association, more than 20 % of the
employees who work in the enterprise as members on a daily basis,
These organisations shall have 1 representative on the committee.

When designating according to the 60% rule or using the security provision
- The 20 % rule, cf. section 3.1.2, paragraph 4, shall the total number of employees
is used as a basis and not the number of organised workers.

If the conditions as mentioned in paragraph 4 are not met,
employee representatives by the workers' organisations
locally according to the proportional principle. The first division figure is used
the quotient 1.4 and then the subsequent odd numbers 3, 5, 7, etc.
The organisations appoint personal deputies.

When the Committee considers matters concerning a group of employees who:
are not represented in the committee, the committee is expanded with 1 representative from
the organisation that organises the majority of the
group of employees. In these cases, expand in a similar way
the employer's representation with 1 representative.

If multiple organizations that are not represented in the pool are direct
concerned, these organisations must agree on the appointment of this
one representative.

3.1.3 Chair, secretary – working committee – meetings

The business manager must always be the chair of the committee. Employee side
elects for 2 years at a time a secretary who, together with the leader, constitutes
a working committee. The Committee determines the tasks and authority
The working committee should have.

The working committee draws up the agenda and prepares the meetings of the committee.
The notice, agenda and case documents are sent out well in advance and no later than
one week before the meeting is to be held.

The administration performs the secretariat functions, and is responsible for:
that the committee's case processing functions satisfactorily.

The employee representatives must have the same access as
the administration's representatives in the matters the committee is to consider.

The committee itself determines when meetings are to be held. The meetings are held as
rule during ordinary working hours. Meetings should be held as often as possible in the
Committee that cases be processed on an ongoing basis and without unnecessary delay.
The committee has a quorum when at least half of the members
is present.

Representatives on the committee who have other working hours are entitled to
adapted their working conditions so that they do not have a greater burden than
those with ordinary working hours to participate in the meetings. Meets these in his spare time,
this is compensated hour by hour in accordance with the ordinary
overtime rules, cf. Section 12 of the Joint Provisions.

3.1.4 Information

As part of the case processing, the employer must inform and
to the union representatives planned/impending changes in the
activities, including the effects these are expected to have on the
Workers. The union representatives must also have information about:
the enterprise's accounts and finances, as well as matters of importance
for employment. The administration must ensure that the union representatives
familiarise themselves with the documents that are important to them
current affairs.

With regard to the enterprise's accounts and finances,
the employer inform the employee representatives when presenting a
the tertiary reports. The employee representatives must be informed of the company's
proposals for finances. If special circumstances occur, for example
major changes to the framework conditions, the union representatives are summoned to
extraordinary briefing.

The employer must make arrangements for
Main union representatives/union representatives are actively involved in processes
regarding competitive tendering.

The organisations' union representatives must inform the employer about cases
which the organisations believe are important for the cooperation.

The Committee is responsible for regularly informing all employees of their
activity.

It is also pointed out that the employer has a special responsibility in accordance with the Employment Act.
Section 14 (f) of the Basic Agreement for information/discussions prior to
consideration by the Co-Determination Committee.

3.1.5 Case processing

The committee's function is limited in relation to the working environment committee's
(AMU) tasks in accordance with the Working Environment Act § 24 no. 1 - 4 with
regulations.

A matter that falls under both the Working Environment Committee (AMU) and the
co-determination committee's area, will first be dealt with in
Working Environment Committee in accordance with the rules of the Working Environment Act and then
be dealt with by the co-determination committee in accordance with the provisions of the
agreement here.

3.1.6 Relationship to other agreements

The co-determination committee is the company's gender equality committee, and
shall each year prepare an action plan for gender equality work in
activities; Agreement on Gender Equality § 5.1 and 5.2.

The Committee establishes guidelines as mentioned in the Education and Training
cf. section 15 of the development agreement.

The Committee is presented with plans that entail the relocation of
employees pursuant to the Agreement on the relocation of redundant employees § 7.1.1 b.

The Commission determines the share of efficiency gains pursuant to the Agreement on
cf. Section 8 of the Efficiency and Restructuring Act.

§ 4 The Committee's tasks

4.1 Generating ideas

The Committee shall be an idea-generating body in the activities that actively
and shall independently take the initiative to promote matters concerning:

   a. organisational issues of importance to the employees and to the
the company as a whole with a view to a good working environment,
productivity, quality and efficiency, cf. Agreement on
Efficiency and restructuring § 6.

   b. an appropriate organisation, as well as coordinate and plan
conditions related to the business with a view to development and good
utilisation of resources in a future perspective.

4.2 Advisory

The Committee is advisory in relation to:

   a. Proposal for internal organisational changes of a permanent nature
to be adopted by the competent body, including the assessment of
whether positions should be vacant as a result of:
organizational change.

   b. purchase and/or use of external consultancy services in connection with
Organizational review and/or organizational change.

   c. budget proposals, accounts and matters relating to
the enterprise's financial situation, including the
which will be available in total throughout the budget year. Such discussions
in the selection must take place at least 3 times a year.

   d. consequences of final budget decisions and budget revisions,
including the distribution of budgets/allocations to the individual
departments/activities.

   e. implementation of political goals and decisions.

   f. the company's plans in the short and long term, including
staff plans.

   g. Proposal for guidelines for the internal information of the
Business.

   h. assessment of the enterprise's internal rehabilitation work, and
enterprise's work with the rehabilitation of employees who
abuse drugs.

   in. suggestions for work descriptions, instructions or the like.

   j. plans that entail the relocation of employees; Agreement
on the reallocation of redundant persons § 7.1.1 b.

   k. planning the use of equipment and software, and
development/establishment or modification of computer systems;
cf. Section 12 no. 3 of the Working Environment Act.

   l. overview of positions/work areas where
quota provisions are not to be practised, cf. Agreement on
cf. Section 8.1 of the Equality Act.

   m. principles for the use of company cars in the enterprise.

   n. other matters that one of the parties believes are of importance to the
employees in their work situation shall be discussed in
Committee if one of the parties so requests.

In cases where the decision-making authority lies with the
authority, the company's manager presents the case for further
treatment. Minutes from the committee's deliberations must follow
case to the competent body if one of the
The members of the committee demand it. In those cases:
the decision-making authority is delegated to the head of the enterprise,
decides this matter.

4.3 Decision-making

Within the framework of decisions made by the competent body and
cf. the provisions of section 2.2 of this agreement, the Committee has
authority in the following areas: 

   a. implementation of decisions on internal organisational changes of
permanent character in their own business and which also entails
redeployment of staff or other significant changes
on the employees' work situation.

   b. assessment of vacancies in connection with internal
organisational changes with regard to whether they should be reversed
or whether the competence requirements should be changed.

   c. share of efficiency gains for the employees within the framework
of the Agreement on Efficiency and Restructuring § 8.

   d. guidelines for the proposal activities and awards within the
budget.

   e. welfare measures and the distribution of welfare funds.

   f. Action plan for gender equality work in the enterprise.

   g. the introduction of a scheme for flexible working hours; Usage Agreement
cf. Section 4, paragraph 2 of the Flexitime Act.

   h. guidelines for the training committee as well as the
development plans; The Training and Development Agreement § 15 and §
6, paragraph 2.

Salary issues will not be dealt with in the committee. There is
administration's responsibility to submit cases regarding changed
salary placement of positions for the competent payroll authority.

In the areas where the Committee has decision-making authority, it is
It is of key importance that the parties in the committee emphasise the work
to search for and arrive at agreed solutions.

In cases where the Committee has decision-making authority, the cases shall:
A tie in votes is postponed and reconsidered at a new meeting
within 1 week. In the event of a tie in the vote at the second reading
the Committee has concluded its deliberations and the case is decided by the
the company's manager in accordance with the current
Instructions to the head of the agency.

4.4 Competitive tendering of tasks carried out by the municipality
employees in the company

Within the framework of a decision made by the competent body on
competitive tendering and its implementation, the following shall be
apply:

The employer shall make arrangements for the Committee's
members are actively involved in processes relating to
competitive tendering.

The employer is responsible for organising the work with
competitive tendering in a way that ensures participation throughout the
Process.

Information must be provided to the members of the committee at such an early stage
as possible.

In the various phases of the
The process takes place as follows:

• Where an assessment of the use of
  competitive tendering in specific service areas that are carried out
  of municipal employees in the enterprise, the employer shall ensure
  for information and discussions in the committee.
• The employer shall actively involve the Committee in its work on
  a description of the situation in the service area in question,
  including in the case of matters related to further process and
  thereby in the formulation of a plan for the implementation of the two
  first phases of the work.
• When the work on the first two phases has been completed and before that
  a case is submitted to the competent body for a decision on
  competitive tendering, the employer must present the case to
  Committee for an opinion.
• When competitive tendering has been decided by the competent body,
  project organisation's preparations for the
  competition with Kommunal konkurrence KF*).
  The project organisation ensures the employees' participation and
  co-determination during the period of preparation for internal tender,
  including questions regarding the skills of one's own
  organisation for participation in the competition. The current
  provisions in the MBU agreement on composition and authority
  applies to this period.
  
  During this project period, the place of service will be in the client's
  management line.
  
  The company's (the client's) MBU takes care of the employees'
  co-influence and co-determination on the client's side, and
  The enterprise manager shall present and discuss in the committee issues concerning the further process within the framework of the current
  legislation and agreements. This MBU shall not deal with cases that:
  deals with preparations for submitting an internal bid.
• Where a decision on competitive tendering results in internal
  organisational changes of a lasting nature in the remaining
  business, any questions in this regard are dealt with
  in accordance with the rules of applicable law and agreements.
  
  Reference is also made to section 14 f, paragraph 7 of the Basic Agreement and to the Agreement
  on contact committees § 4.1 e.
  
  NOTE TO § 4.4: Where employee organisations can be
  Represented in the Procurement Committee after
  procurement regulations, the general
  the principles of such representation had to be
  be clarified between the central contracting parties.
  
  NOTE TO § 4.4: See, for example, City Council Announcement No. 1/1998 on
  competition and quality, City Council case no. 40/1999
  on powers to make decisions on
  competitive tendering and City Council case no.
  456/1998 on the City of Oslo's rules for
  procurement, etc.
  
  *) NOTE TO § 4.4:See City Council case no. 311/2000 - Conditions for
  internal competition participation - Establishment of
  Municipal competition KF

§ 5 Appeal

5.1

The business manager or at least 2 of the committee's members can appeal
decisions made by the committee that the person in question (the minority) believes falls
outside the Committee's competence, is in conflict with overarching decisions
made by the competent body, rules or budgetary frameworks laid down
for the enterprise, or in violation of laws, regulations, agreements or regulations.
The appeal has suspensive effect.

5.2

An appeal on the basis mentioned in section 5.1 shall be submitted at the meeting of the committee, and
sent by the administration within 14 days to the City Council Department
for service and organisational development and on to the Contact Committee in
Oslo municipality, cf. Agreement on contact committee § 4.2 a.

§ 6 Duty of confidentiality

Members of the Committee have a duty of confidentiality in accordance with the
applicable provisions, cf. Section 121 of the Penal Code, Public Administration Act
13, as well as in matters exempt from public disclosure pursuant to the Freedom of Information Act.

§ 7 Dispute provisions

Dispute over the Interpretation of this Agreement Not Resolved by
negotiations between the City of Oslo and
negotiating associations, each of the parties may bring in
Labour law. Before the case is brought before the Labour Court, the
the matter has been considered by the Contact Committee; Agreement on
Contact Committee in the City of Oslo § 4.2 b.

§ 8 Duration

This agreement comes into force from 01.04.2002 and is valid until 31.12.2003. So
provided that the agreement is not terminated by one of the parties with 3 – three – months
notice, it will continue to apply for 1 year at a time. 

Agreement on contact committees in the City of Oslo

§ 1 Legal basis - relationship between parties

This agreement has been entered into pursuant to section 4 of the Basic Agreement. When it
regarding party relationships, reference is made to section 2 of the Basic Agreement.

§ 2 Purpose

The Contact Committee shall be a body for mutual information and
consultation between the municipality centrally and
negotiating associations.

§ 3 Composition

The Contact Committee has a total of up to 14 members and is
composed of up to 7 representatives from the City of Oslo, including
representative of the political leadership, and 4 representatives from KAH, 1
representative from UHO, 1 representative from YS-K, Oslo and 1
representative from Akademikerne - Municipality.

§ 4 Mandate

4.1

The Contact Committee, as an information and advisory body, shall take up the
For consideration cases:

   a. for information about the City Council's budget proposal.

   b. about major organizational changes and restructuring processes.

   c. which is of fundamental importance for the employment of municipal
employees.

   d. on the municipality's personnel policy.

   e. concerning major and/or fundamental issues relating to
implementation of competitive tendering, and
tendering processes.

   f. each of the parties wishes to provide information about or would like to be discussed in the
Selection.

4.2

The contact committee shall also consider:

   a. appeals in accordance with the Agreement on
co-influence/co-determination in the City of Oslo § 5. At
disagreement in the Contact Committee is sent to the appeal, and
the contact committee's statement to the City Council for a final decision.

   b. dispute over the interpretation of the Agreement on
co-influence/co-determination in the City of Oslo; Agreement on
co-influence/co-determination in the City of Oslo § 7.

4.3

The Committee shall establish guidelines as mentioned in the Education and Training
cf. Section 7, paragraph 3 of the Development Agreement.

4.4 

The Committee has been assigned tasks in accordance with the Agreement on Gender Equality §§ 4 and
7.3.

§ 5 Chairman - meetings

The City of Oslo appoints the head of the Contact Committee in Oslo
municipality. City Council Department for Service and Organizational Development
makes a secretary available to the committee, and is responsible for
agenda and minutes of the committee's meetings. Matters such as the Commission's
members wish to be admitted, is notified to the City Council's Department of Service and
organizational development.

§ 6 Case processing

The Committee itself lays down rules for the processing of cases in the Contact Committee.
including rules for the preparatory reading.

If the Committee finds it appropriate, it may be established
working committee consisting of a representative from the employers' side and
a representative from the employee side.

When dealing with matters, the Committee may convene its meetings
representatives of the city council departments with special expertise
within the area of responsibility.

§ 7 Dispute provisions

Dispute over the Interpretation of this Agreement Not Resolved by
negotiations between the City of Oslo and the relevant organisation
each of the parties may bring before the Labour Court.

Before an organisation issues a summons, the municipality and the negotiating associations must be informed of the case.

§ 8 Duration

This agreement comes into force from 01.04.2002 and is valid until 31.12.2003. So
provided that the agreement is not terminated by one of the parties with 3 – three – months
notice, it will continue to apply for 1 year at a time. 

Agreement on the procedure for employment cases

§ 1 Legal basis - relationship between parties

This agreement has been entered into pursuant to section 4 of the Basic Agreement. When it
regarding party relationships, reference is made to section 2 of the Basic Agreement.

§ 2 Introduction

2.1

Appointments are the business manager's area of responsibility and authority.
Exceptions are those positions where the appointing authority is either vested in
The City Council or other competent bodies pursuant to law and other
distribution of authority; Section 3 of the Staff Regulations.

2.2

When appointing a business manager, and other appointments The City Council
the negotiating associations and the individual
organisation the opportunity to comment. The statements will follow the case
as an appendix to the City Council.

2.3

The enterprise manager has the authority to appoint in cases where there are
agreement with the organisations on the no. 1 nominee.

§ 3 The organisations

3.1

The enterprise manager's recommendation and the extended list of applicants must
affected organisations are sent for a statement, as otherwise stated
of Section 4 of the Staff Regulations.

3.2 

Affected organisations, which in accordance with their own articles of association and/or
collective agreements organise relevant job categories, have the right to
participate in employment matters.

3.3 

The administration is responsible for providing information to the organisations
about their opportunities for participation in the interviews.

Locally, the organizations' participation in interviews, etc. Normally,
This is limited to two union representatives. Organizations that after this
have the right to speak in employment matters, are entitled to the same
opportunities for access as the administration.

§ 4 Rules of procedure

The rules of the Public Administration Act must be followed in case processing

Reference is made to the Agreement on the reallocation of redundant persons § 5 clause 5.1, and
Regulations for rehabilitation in the City of Oslo and Rules on priority of engagement in
in connection with the transfer of undertakings.
The gender equality aspect must be discussed in both the appointing authority's
recommendation as in the organisations' statement in all employment cases where
There are applicants from both genders; Agreement on Gender Equality § 7 item 7.3.

When it comes to the appeal process in relation to the gender equality aspect,
cf. Section 7, Section 7.3, third paragraph, of the Agreement on Equality.

Union representatives who participate directly or indirectly in the appointment case have
duty of confidentiality in accordance with the provisions in force at any given time;
cf. inter alia Section 121 of the Penal Code and Section 13 of the Public Administration Act.

§ 5 Disagreement in employment matters

In the event that no agreement on employment is reached, the
the business manager takes the matter up with the organisations again within a
week. If there is still disagreement about the person who is nominated as no. 1,
the business manager must send the case to the relevant city council department
to a final decision.

In municipal enterprises pursuant to Chapter 11 of the Local Government Act, the matter goes to the board,
that makes the final decision.

§ 6 Dispute provisions

Dispute over the Interpretation of this Agreement Not Resolved by
negotiations between the City of Oslo and the relevant organisation
each of the parties may bring before the Labour Court.

Before an organisation issues a summons, the municipality and the
The negotiating associations will be informed of the matter.

§ 7 Duration

This agreement comes into force from 01.04.2002 and is valid until 31.12.2003. So
provided that the agreement is not terminated by one of the parties with 3 – three – months
notice, it will continue to apply for 1 year at a time.

Agreement on the negotiation scheme in the City of Oslo

§ 1 Legal basis - relationship between parties

This agreement has been entered into pursuant to section 4 of the Basic Agreement. When it
regarding party relationships, reference is made to section 2 of the Basic Agreement.

§ 2 Concepts

A bargaining association means an association of
employee organisations that represent these in the City of Oslo.

A bargaining association must represent a wide range of
employee groups.

A negotiation association must be approved by the City of Oslo.
Such approval must be preceded by discussions between
the municipality and the bargaining associations.

The negotiating associations approved at that time
This Agreement shall enter into force as set forth in the Appendix to this Agreement.

§ 3 Negotiations

A bargaining association represents
The member organisations by:

   (a) central negotiations in connection with the establishment/renewal
of collective agreements.

   (b) central adjustment negotiations/committee proceedings in accordance with
cf. Section 17.1 of the Joint Provisions, cf. Section 17.3.

   (c) salary adjustment for the 2nd year of the agreement, cf. section 19.2 of the joint provisions.

   (d) other negotiations and discussions in which the City of Oslo and the
The negotiating associations find it appropriate.

§ 4 The role of the negotiating associations in key
Negotiations/mediation

4.1

The member organisations of a bargaining association must:
jointly discuss the requirements in connection with a tariff revision before these
is finally designed. The requirements are set by the individual
negotiating association.

4.2 

A negotiating association shall, on behalf of all
member organisations at the end of the
negotiation/mediation either recommend or reject an offer.

4.3 

A negotiation proposal/mediation proposal must proceed to consideration in
the individual member organisations that are part of the
negotiating association.

4.4

If a bargaining association breaks off the negotiations or
does not recommend an offer, the negotiating association
on behalf of all its organisations during mediation/committee proceedings.

4.5 

In the case of committee proceedings, cf. section 17.3 of the joint provisions,
the committee's party representatives to 3 from each side.

4.6 

If one or more organisations in a
negotiation association at the agreed/set deadline for replying
rejection of a negotiation or mediation proposal, it is
relevant organisation that attends the mediation
/selection processing. A representative from the person in question
negotiation association must also be present as a
observer.

4.7

Before a subpoena is issued regarding a dispute over the understanding of
provisions of a collective agreement entered into between the City of Oslo and a
organisation, the municipality and the negotiating association shall
discuss the matter. An attempt must be made to hold such a discussion meeting within one month
unless the parties agree otherwise.

If the dispute concerns a collective agreement entered into between
municipality and all other organisations, the municipality and the
The negotiating associations are informed of the matter before it is taken out
subpoena.

§ 5 The role of the negotiating associations in local negotiations

To the extent that the parties locally deem it appropriate, the scheme may
negotiating associations will also be used in connection with
local negotiations or discussions.

§ 6 Dispute provisions

Dispute over the Interpretation of this Agreement Not Resolved by
negotiations between the City of Oslo and the relevant organisation
each of the parties may bring before the Labour Court.

Before an organisation issues a summons, the municipality and the
The negotiating associations will be informed of the matter.

§ 7 Duration

This agreement comes into force from 01.04.2002 and is valid until 31.12.2003. So
provided that the agreement is not terminated by one of the parties with 3 – three – months
notice, it will continue to apply for 1 year at a time.

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